Human Resource Management Report

This report provides an in-depth analysis of the role of a Human Resource Manager, detailing job responsibilities, key performance indicators, and the strategic importance of HR in an organization. It emphasizes the need for accurate job descriptions, effective recruitment processes, and the development of employee competencies to enhance organizational performance.

Running head: HUMAN RESOURCE
Human Resource
Name of the Student
Name of the University
Author Note

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Table of Contents
Part A...............................................................................................................................................2
Job Title.......................................................................................................................................2
Job identification.........................................................................................................................2
Position purpose...........................................................................................................................2
Key responsibilities and outcomes that can be achieved.............................................................3
Key Performance Indicators (KPI)..............................................................................................3
Competency requirements...........................................................................................................4
Part B...............................................................................................................................................5
Part C...............................................................................................................................................5
Strategic role of Human Resource Manager................................................................................5
Importance of accurate job description of HR manager..............................................................7
Justifications................................................................................................................................8
Reference List..................................................................................................................................9

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Part A
Job Title
Human Resource Manager
Job identification
The Human Resources manager will have to guide and manage the provisions that are
present in the HR services, programs and policies of the company. The main areas that the HR
needs to focus one are as follows:
 Recruiting new employees who are competent enough within the hotel so that they can
provide better service to the guests
 Reviewing the performance of the employees so that the scope of improvement of those
employees can be done
 Developing the organization by planning out the resources so that the employees can be
provided with better training facilities (Armstrong & Taylor, 2014)
Position purpose
The Human Resources manager has various purposes within the organization. They are
responsible for the safety, welfare and better health of the employees so that they can work in an
effective manner. The Hr manager needs to take up counseling sessions with the employees so
that the employees can provide better feedbacks to the organization, which can be forwarded to
the upper management by the HR. The person is also responsible to make the employees achieve
its specific targets so that the employees can get better recognition within the organization
(Holmes & Stubbe, 2015).

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Key responsibilities and outcomes that can be achieved
The HR manager is responsible for developing better relationship with the external
community of the organization by making the company sponsor certain events so that people can
become familiar with the organization. Within the organization, the manager needs to be
responsible in carrying out the duty towards the finance departments, marketing and public
relation department along with the facilities department so that the available resources of the
organization can be utilized in a better manner (Aswathappa, 2013).
The outcomes that can be achieved by the HR manager is that it helps the company in
achieving the goals and objectives of each department by providing them with better planning
strategies. The manager also supervises the consultants and the attorneys that are appointed by
the company so that the organization can function in a better way. The manager is also
responsible for developing the employees by providing them with better training so that the
employees can be aligned towards the goals and objectives of the company (Marchington et al.,
2016).
Key Performance Indicators (KPI)
The Key Performance Indicators of the HR manager are as follows:
 Determining the budgeted and the actual cost for hiring of the employees
 Provide the turnover rate of the employees on an average
 The average cost of the interviews that needs to be managed by the company (Sanghi,
2016)
 The placements that the company needs to organize on a monthly basis
 The number of hours the employees need to be given training on an average basis

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 Maintaining the stability of the workforce that is present within the company (Maier et
al., 2013)
Competency requirements
The HR manager needs to have the following competencies:
 Communication- The HR manager needs to communicate with the employees and the
managers within the organization of every department so that the issues that are present
in the departments can be solved properly.
 Critical and Analytical thinking- The HR manager needs to have a proper skill of
analytics and thinking in a critical manner. He needs to be of sound judgment so that the
capability of making the decisions can be done in a proper manner. He must possess the
ability of analyzing the situations before taking a decision so that it does not have a
negative effect on the organization as a whole (Purce, 2014).
 Building of relationship- The HR manager have to help the organization in building
better relationships so that all the departments can collectively help in achieving the goals
and objectives of the company. Building of the relationships and developing the skills on
an interpersonal level will help the HR manager to be successful within the organization.
 Leadership- The HR manager is responsible for the creation of the plans that will help the
organization to be successful in a strategical manner so that the workforce of the
company can help in achieving the goals of the company. The possession of better
qualities in leadership will help the management of the company to draw up better
strategies so that it can ensure its success in the competitive market (Jackson, Schuler &
Jiang, 2014).

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Part B
Organizational Chart for HR in the hotel company
(Source: Created by Author)
Part C
Strategic role of Human Resource Manager
The Human Resources Manager has to ensure the safety of the work place within which
the employees are working. The manager is responsible for removing the unnecessary risks that
the employees may face within the organization. The development of the work place has to be
done in a safe manner so that the employees do not suffer any injuries or fatalities during the
General Manager
HR manager
Food and
Beverage
Front Office
Department
Reservation
Department
Housekeeping
Department
Kitchen
Department
IT
Departmen
t
Sales and
Marketing
Supervisor
Finance
Department

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course of the job (Reiche, Mendenhall & Stahl, 2016). The insurance and the compensation of
the workers needs to be planned in a strategical manner so that the company does not suffer any
losses in covering the insurances of the employees. The Human Resources manager needs to
ensure that the employees are provided with better facilities of training so that it can help in
reducing the accidents that the employees may have within the organization, which helps in the
creation of safer environment to work (Demerouti, Bakker & Leiter, 2014).
The compensation and the benefit that helps in determining the reputation and image of
the business of the company are planned by the HR manager. The decisions that are taken by the
manager are based on the benefits that can be provided to the employees along with a better scale
of pay, which will help the employees in enjoying maximum satisfaction for the work. The
evaluation of the job, conditions of the labor market and the shortage in the workforce needs to
be planned in a meticulous manner by the HR manager so that the company can maximize its
profits. Additionally, the strategies that are designed by the manager help them in considering the
choices of the employers so that the employees can be hired according to the goals and
objectives set by the stakeholders of the company (Bamberger, Biron & Mesholaum, 2014).
The manager also plays a strategic role regarding the factor of training and development
of the employees so that the employees can be prepared to meet the future expectations of the
organization. The succession planning along with the policies of promotion and the evaluation of
the performance of the employees has to be determined by the resource manager. The training
that is provided to the employees helps to motivate them so that it will help the organization in
retaining the employees so that the level of productivity can be increased of the employees
(Pearlson, Saunders & Galletta, 2016).

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The recruitment of the employees along with the selection of the employees helps the
company in strengthening the bond with the employees. The human resources manager has the
role of combining the elements that will help in strengthening the relation with the employees.
The recruitment and the selection process of the employees have to done in an appropriate
manner so that the right employees can be chosen for the jobs. The recognition of the programs
that will help in the promotion of the employees along with the recruitment of the employees are
the functional areas that needs to be managed by the manager of human resources (Jackson,
Schuler & Jiang, 2014).
The human resource manager is also responsible for developing the relationship between
the employees so that it can help in managing the functions of the employees in all the
departments that are present within the organization. The relation with the employees can be
increased by the organization by providing them better rate of salaries along with the other
benefits such as incentives and bonuses. This will help the company in achieving the targets by
the employees so that the organization can achieve its level of production on a monthly basis. By
providing the employees with a better rate of salary, the company will ensure that they are
satisfied with the job, which will result in better productivity. The role of the resources manager
will be to determine the issues that are present in the work place so that it can be solved in an
effective manner (Purce, 2014).
Importance of accurate job description of HR manager
The HR manager needs to provide a better job description so that it can help them in
having a better process of recruitment and selection within the organization. The manager needs
to ensure that the employees submit the correct documents so that it can be evaluated in a better
manner, which in turn will help in recruiting the individuals. The process of selection of the new

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candidates will be based on various rounds of interviews so that the candidate can be analyzed
with their respective skills. This will help the company in appointing the right candidate the right
kind of task within the company. The interview process will be conducted on the basis of the
skills et that the employees have so that it can help the company in extracting the maximum level
of productivity from the employees so that it can be profitable in the market. The HR manager
needs to provide better training to the employees so that it can help in developing the set of skills
of the employees in a better way.
Justifications
The Part A portion of the report consists of the description of the job that is appropriate
for the position of the Human Resources Manager. The responsibilities and the Key Performance
Indicators of the HR manager will help the manager in working in an effective manner within the
hotel organization so that the talent of the employees can be assessed and evaluated in a better
manner.
Part B consists of the organizational chart that the HR needs to have in the hotel
organization. The General Manager will look after the overall welfare activities of the company
and the HR manager will be responsible for supervising the finance and the sales department so
that the company can function in an efficient manner. Apart from these departments, the HR
manager will be responsible for managing the activities of the other departments as well so that
the issues that may arise with the employees in the organization can be solved effectively.

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Reference List
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill
Education.
Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation,
implementation, and impact. Routledge.
Demerouti, E., Bakker, A. B., & Leiter, M. (2014). Burnout and job performance: The
moderating role of selection, optimization, and compensation strategies. Journal of
occupational health psychology, 19(1), 96.
Holmes, J., & Stubbe, M. (2015). Power and politeness in the workplace: A sociolinguistic
analysis of talk at work. Routledge.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), 1-56.
Maier, C., Laumer, S., Eckhardt, A., & Weitzel, T. (2013). Analyzing the impact of HRIS
implementations on HR personnel’s job satisfaction and turnover intention. The Journal
of Strategic Information Systems, 22(3), 193-207.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.

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Pearlson, K. E., Saunders, C. S., & Galletta, D. F. (2016). Managing and Using Information
Systems, Binder Ready Version: A Strategic Approach. John Wiley & Sons.
Purce, J. (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Reiche, B. S., Mendenhall, M. E., & Stahl, G. K. (Eds.). (2016). Readings and cases in
international human resource management. Taylor & Francis.
Sanghi, S. (2016). The handbook of competency mapping: understanding, designing and
implementing competency models in organizations. SAGE Publications India.