HND in Hospitality: Human Resource Management Report Analysis

This report analyzes Human Resource Management (HRM) within the hospitality industry, focusing on key aspects essential for effective operations. It begins with an introduction to HRM, its roles, and purposes, followed by an examination of human resource planning, employment relations, and relevant legislation. The report delves into practical applications, including job descriptions, person specifications, and the selection processes used by Marriott and Hilton hotels. It also explores the significance of training and development in enhancing organizational performance, employee productivity, profitability, team spirit, organizational culture, and competitive advantages. The conclusion summarizes the report's findings, emphasizing the importance of HRM practices in the hospitality sector, including recruitment, selection, training, and the impact of employment relations and legislation. The report references various academic sources to support its analysis.

Human Resource

Table of Contents
INTRODUCTION .........................................................................................................................1
TASK 1 ...........................................................................................................................................1
1.1 Different roles and purposes of human resource management (Covered in PPT) ...............1
1.2 Human resource plan on demand and supply analysis basis (Covered in PPT)..................1
TASK 2............................................................................................................................................1
2.1 Importance of employment relations in the organisation (Covered in PPT).......................1
2.2 Employment legislations and their impact on HRM (Covered in PPT) ..............................1
TASK 3............................................................................................................................................1
3.1 Person specification and job description with examples.......................................................1
3.2 Selection process in different service industries...................................................................3
TASK 4............................................................................................................................................4
4.1 Contribution of training and development in effective organisational operations................4
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management determines both individuals working in a company and the
divisions who are responsible for directing resources. It is a strategy to make organisational
operations effective in order to attain competitive advantage. It performs different
responsibilities in an organisation such as – recruitment, selection, staffing, training, etc. Its main
objective is to improve individuals productivity and earning profits by making optimum
utilisation of employees efficiency ((Barney, Ketchen and Wright, 2011)). Marriott hotel, a
multinational diversified company started in 1957 provides various hospitality facilities has been
taken in this report for study. Role and purposes of human resource management are explained in
this report. Furthermore, human resource plan and importance of employment relations is also
mentioned. Different employment laws and their impact on human resource is described in this
project. Further, job description, person specification and selection process of various industries
is explained. Importance of training and development in performing effective operations of
organisation is also mentioned in this report.
TASK 1
1.1 Different roles and purposes of human resource management (Covered in PPT)
1.2 Human resource plan on demand and supply analysis basis (Covered in PPT)
TASK 2
2.1 Importance of employment relations in the organisation (Covered in PPT)
2.2 Employment legislations and their impact on HRM (Covered in PPT)
TASK 3
3.1 Person specification and job description with examples
PERSON SPECIFICATION
Job title: Human resource manager
Criteria Essential Desirable
QUALIFICATIONS Post Graduate in MBA with
Human resource specialisation.
Full time MBA
RELEVANT EXPERIENCE Must have four years of Must have a training certificate
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experience in same field. from any reputed and well
known hotel for more than 6
months.
SKILLS AND
COMPETENCIES
 Must have appropriate
knowledge about
human resource
theories, practices and
methods of
implementation.
 Effective
communication as well
as influencing skills.
 Know how to manage
conflicts that arises
between employees at
workplace.
 Must have appropriate
knowledge regarding
the law and regulation
related to operations
performed by hotel.
 Presentation skills
 Communication skills
 Leadership skills
 Management skills
Job Description
Job Details
Post: Human Resource Manager
Department:
Job Summary
 Management of employee's performance by providing regular training and ensuring
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timely completion of operations.
 Law and regulations related to hospitality sectors must be implement effectively.
 Prepare and provide report regarding the financial status by forecasting the financial
information.
Roles & Responsibilities
 Responsible for formulating policies as well as long term plans.
 Responsible for development and management of financial model.
 Managing conflicts among employees at workplace.
 Managing effective relation and coordination with different departments.
 Responsible for controlling the expenses and cash flow.
 Supervising and guiding the staff members over their work.
3.2 Selection process in different service industries
Selection refers to the activity of choosing the appropriate candidates, in order to fill the
open vacancies in the organisation. In Marriott hotel, the main purpose of selection is weeding
out ineligible appliers and selecting those candidates with required capabilities and qualifications
to fill the desired position in the industry (Batt and Colvin, 2011). There are different selection
techniques in the service industry, in order to carry out the selection process. The selection
process of different organisation is described under.
Marriott hotel:- In different service industries interviews are general. In Marriott hotel
the HR manager take interview to identify individuals skills and talent required for a particular
job (Cloke and Park. Eds., 2013). To make appropriate selection of employees interview is the
best process, as it gives satisfied results. Interviews include various types – job related interview,
stress interview, technical interview, etc. Other important technique used by the Marriott hotel to
select individuals is presentation. During selection process the applicant can be said to prepare a
presentation regarding their skills and how they will provide services to customers. Sometimes,
they conduct tests to identify technical knowledge of individuals regarding the job position. They
take written tests, in order to test their ability to face the complex situations in the hotel industry.
Another way to select employees in Marriott hotel is Psychometric test which helps in
determining personality characteristics of an applicant such as – behaviour, nature,
communication skills, etc. The HR manger uses appropriate methods to select individuals
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according to the both candidate and job. By this way there are various selection processes in the
Marriott hotel to put the right applicant at right place and right time.
Hilton hotel:- In Hilton hotel the manager have high requirements level, that's why they
have capability to mange day to day activities in the system. The selection process of every
service industry is different from the other. It is different only because of the various
requirements for the vacant position or job in the organisation. The HR manager finds various
skills for different types of jobs in the industry such as – airlines, accommodation, travel and
tourism, entertainment sector, etc. In airlines sector various high knowledge of technical skills is
required, while in hotel sector staff with non- technical skills is needed. So by considering all
these postulates the HR manger of Hilton hotel makes proper selection of employees. It takes
psychometric test, presentations, personality test, etc. to check the candidates whether they are
suitable or not for the applied job (Bolman and Deal, 2017). They take written test, in order to
identify individuals writing and communication skills. All these test and presentation will
provide information about the applicant. At the end if they are satisfied and the applies candidate
meet the requirements of the job, then the applicant must be selected for the job in the Hilton
hotel.
TASK 4
4.1 Contribution of training and development in effective organisational operations
Training and development is one of the important role of human resource management. It
is considered as an estate in hospitality industry to improve employees skills, talent and qualities.
In context to Marriott hotel training and development play a vital role, as it increases workers
effectiveness and efficiency at high level. The activities such as – training and development
which are given in the organisation have significance on several aspects – health and safety,
personal development and improving organisational and individual productivity. The HR
manager in Marriott hotel execute training programmes, so that the employees can handle
customers, their grievances, and any emergency situation in the organisation.
Contribution of training and development:- As there are different advantages of
training and development, some of them are explained under.
Organisational performance:- The training and development are essential in the
Marriott hotel. It assist administration in acquiring improved performance for a long time which
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as a result reduces loss of efforts and time in the organisation (Bröckermann, 2012). It will help
in attaining prescribed objectives in the hotel industry.
Employees productivity:- Training and development is necessary to raise the
employees productivity in order to perform assigned job role and responsibilities. Effective
training assist them in managing their duties or work efficiently and inspire them to attain
desired objectives and profits in the hotel industry.
Profitability:- Providing effective training will help employees to make optimum
utilisation of their skills. In context to Marriott hotel working efficiently and effectively will
reduce wastage level of both resources and time (Buckley, 2012). Hence it results in increasing
growth and profitability in the hotel.
Team spirit:- In the hospitality industry team spirit is one of the vital component.
Providing better training to employees in Marriott hotel assist in developing team spirit in the
organisation. It inspire them to work together and attain prescribed goals.
Organisational culture:- Along with different advantages training and development also
assist in promoting organisation culture. In context to Marriott hotel it establishes growth,
diversity, values, etc. in the environment. As a result it help in spreading learning culture in the
hotel industry.
Competitive advantages:- Providing effective training will lead to build a productive
workforce. In context to Marriott hotel efficient personnel assist in rising growth which render a
combative advantage for the organisation. The HR manger should organise good training
programmes, in order to create a flexible and superior workforce.
CONCLUSION
From the above project report it is concluded that human resource management play an
important role in hospitality sector. It makes recruitment, selection and training of employees to
perform daily operations. Further human resource plan help in identifying customer demands in
the hotel industry. Employment relations play an important role in the hotel industry, as they
improves productivity and performance of employees. Different employment legislations have
both positive and negative impact on human resource management and employees (Campbell,
Coff and Kryscynski, 2012). Furthermore, job description and person specification are essential
to conduct recruitment and selection in the organisation. Various selection processes in service
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industries help to choose desired candidate in the organisation. Further, training and development
is essential to improve employees and organisational productivity in the hospitality.
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REFERENCES
Books and Journals
Barney, J. B., Ketchen Jr, D. J. and Wright, M., 2011. The future of resource-based theory:
revitalization or decline?. Journal of management. 37(5). pp.1299-1315.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Bröckermann, R., 2012. Personalwirtschaft: Lehr-und Übungsbuch für Human Resource
Management. Schäffer-Poeschel Verlag für Wirtschaft Steuern Recht GmbH.
Buckley, R., 2012. Sustainable tourism: Research and reality. Annals of Tourism Research,.
39(2). pp.528-546.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
from human capital. Academy of Management Review. 37(3). pp.376-395.
Cloke, P. and Park, C.C. Eds., 2013. Rural Resource Management (Routledge Revivals).
Routledge.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Crouch, G. I., 2011. Destination competitiveness: An analysis of determinant attributes. Journal
of travel research. 50(1). pp.27-45.
Evans, N., Stonehouse, G. and Campbell, D., 2012. Strategic management for travel and tourism.
Taylor & Francis.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on
counterproductive work behaviors. Economics and Business Letters. 1(4). pp.1-9.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Jackson, B. and Parry, K., 2011. A very short fairly interesting and reasonably cheap book about
studying leadership. Sage.
Kinicki, A. and et. al., 2014. Management: A practical introduction. McGraw-Hill Education
Australia.
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