Human Resource Management Report: Holiday Inn's Workforce Strategy

This report examines Human Resource Management (HRM) practices within the context of Holiday Inn, a British-owned American hospitality brand. It explores the purpose and functions of HRM, focusing on workforce planning and resourcing, and analyzes the strengths and weaknesses of different recruitment and selection approaches, including internal and external methods. The report then delves into various HRM practices, such as training and development, reward management, and performance management, evaluating their benefits for both employers and employees, and assessing their impact on organizational profit and productivity. Furthermore, the analysis includes the importance of employee relations in influencing HRM decision-making and identifies key elements of employment legislation and their impact. The report concludes by illustrating the application of HRM practices through specific examples within a work-related context, providing a comprehensive overview of HRM strategies and their practical implications within the hospitality industry.

Unit 3 – Human
Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................3
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection.
................................................................................................................................................4
TASK 2............................................................................................................................................6
P3. Explain the benefits of different HRM practices within an organisation for both the
employer and employee..........................................................................................................6
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................7
TASK 3............................................................................................................................................8
P5. Analyse the importance of employee relations in respect to influencing HRM decision-
making....................................................................................................................................8
P6. Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.....................................................................................................................9
TASK 4 .........................................................................................................................................10
P7. Illustrate the application of HRM practices in a work-related context, using specific
examples...............................................................................................................................10
CONCLUSION .............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource management elongated from HRM, is a functional units of an
organisation which is responsible for number of actions and duties that are concerned with the
workforce needs of the entity as well as to managing the existing and new employees (Khalik,
Asbar and Elihami, 2020). The respective report is developed over Holiday Inn a British owned
American hospitality brand which was founded in 1952 and headquartered in Buckinghamshire,
United Kingdom. The organisation deals in two major sectors of Hospitality that are
Accommodation and Food & Beverage. The report beneath is covering aspects of HRM such
as its purposes and functions, major approaches and practices of HRM performed and required
for effective management of human resource within the entity. Moving along the concept of
employee relations is examined with its benefits to employees, employers and company's
profitability and productivity. At last. Employment legislations are discussed with their impacts
over company's that is management and leaders decision-making.
TASK 1
P1. Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
HRM or Human Resource Management is a functional body of company and in this
case of Holiday Inn that is concentrated to accomplish the targeted number of human resource
entity needs for performing daily chores and completing long term responsibilities. Human
Resource Management basically works for the business aspect of Workforce Planning that
keeps up the aim of providing all the required staff members in different team in the company
and to make sure that people are managed properly and kept satisfied for the sake of quality
performance being served to the end goal. In more simpler context, HRM is link between the
company and workforce and which keeps them aligned for obtaining objectives of both the
parties the company as well as the personnels (Ekhsan and et. al., 2019).
In general as discussed HRM covers and focused over hiring, motivating and
management of workforce along with work in a manner to create synergy in people and
organisational agendas. To be more précised the HRM functions are divided into two that is
Operative and Managerial. These two functions cover the whole working portfolio of HRM.

Thus, both the functions and their respective purposes are elaborated below in context with
Holiday Inn Hotels. Managerial Function- One of the basic task of HRM team has for the support of
organisation and personnels is managing them and keeping them under their support.
This raises the first function of HRM in Holiday Inn is of managerial activities which
covers Planning, Organising, Directing and Controlling. Under this function the
management sets a number limit needed to perform tasks and duties and moves with
assigning jobs, employee engagement in entities and controlling all actions and
performance evaluation is made (Hong and Varghese, 2019).
◦ Purpose: The sole purpose of this function is offering management to Holiday Inn in
regards to its workforce present in the whole organisation. Operative Function- The next function is operative which cover all aspects other than
management such as Hiring employees for different vacant position in Holiday Inn.
Training Employees, Designing Jobs, Focusing on Salary Issues and Employee
Welfare. This is a supportive function for human resource.
◦ Purpose: The major purpose of this function is to serve the personnels and keep up
with all administrative actions for effective influences over morals and productivity
of staff.
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection.
As discussed a basic operative function of HRM is to hire staff for the company and
complete the personnels needs of Holiday Inn. Thus, Recruitment and Selection is known as a
core responsibility and duty of HRM.
Recruitment is a process of creating a pool of capable and expert candidates for the
vacant job role. There two form of recruitment process that are Internal and External, where in
one existing employees are added to pool for the vacant post and in another outsiders are
considered for the job (El-Kassar and Singh, 2019). Different approaches of Internal and
External recruitment are presented underneath.
INTERNAL RECRUITMENT Promotions is one option in which existing team member or employee is being
considered for the higher position by effective performance evaluation.

 Transfers is an approach in which employers plans to move an expert to different
location within same office or in new geographical locations.
Strength Weakness
Lack of cost and time involved saving plenty
of resources. As well as, these are known as
motivational practices too.
Fresh blood and brains is stopped as existing
employees are moved further. This saturates
the innovative and inventive aspects.
EXTERNAL RECRUITMENT Online Recruiting is a very common method in which people are attracted through social
media and pool is developed with the help of technology (Alzgool, 2019).
 Recruitment Agencies are external parties who's core business is to support organisations
in hiring process and they are the links between company and the candidates.
Strength Weakness
The advantage is reduced hustle for searching
candidates.
These processes involved huge costs which
can lead to budget cuts in other activities such
as rewarding staff.
Selection is next step of the whole hiring process of HRM in which the candidates are
thoroughly and critically evaluated for choosing best suitable ones for the job. Ability Test is conducted in company's premises which helps in knowing aptitude of the
applicant.
 Interviews takes place of those clear the ability tests which are more focused to the
respective field of job (Albrecht and Marty, 2020).
Strength Weakness
The benefits of selection processes like ability
test and interviews is it enable to make
critical evaluation and brings in the best
suitable person for the job.
Selection is a negative process as people are
asked to leave with disappointment.

TASK 2
P3. Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
HRM practices referring to tasks and duties covered in Operative Function such as
Training and Development, Rewarding or Reward Management and Performance Management.
These practices are beneficial for both Holiday Inn and its workforce, which are elaborated
under: Training and Development are the practices that are related to upgrading knowledge and
abilities of employees according to changes taking place in business and the industry.
◦ Benefits to Employees- The employee training and development sessions provided to
workforce in through HRM of Holiday Inn enable people to gain opportunities for
personal and professional development which is beneficial for their future goals as
well (Collings, Mellahi and Cascio, 2019).
◦ Benefits to Employer- Holiday Inn deals in service industry and employee
performances reflects upon the hotels future growth. Thus, improved capabilities are
showcased through employee performances while rendering their services to
customers and keeping them satisfied. Reward Management is a HRM practice related with employee motivation and morals.
Rewarding is an action of appraising people for their service offering and also increase
employee retention ratios.
◦ Benefits to Employees- The rewards and appraisal offered to workforce in Holiday In
is based on their performance and contribution made in the firm. This enables
workers with new opportunities as their engagement is mandatory.
◦ Benefits to Employer- Employee retention ratio reflects upon the rate at which
company is able to retain experts and manage talents. Better employee ratio
showcases over better talent management in Holiday Inn which is beneficial as
expertise keep on increasing firms efficiency and productivity (Azari, Ozger and
Cavdar, 2019). Performance Management is an action or a method of controlling staff performances
and monitoring them in order to seek knowledge about efficiency and deficiencies and
plan accordingly.

◦ Benefits to Employees- Performance management offers staff an opportunities to gain
insights about self capabilities and make improvements accordingly.
◦ Benefits to Employer- The practice of enable the HRM team of Holiday Inn to
recognize gaps in workforce performance and their trainings and accordingly make
plans for mitigating any hindrances in overall firms productivity due to lacking
capabilities and inefficiencies.
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
In terms of organisational that is Holiday Inn's profitability and productivity HRM
practices provides support with the help of induced employee performances and effective results
(Scullion and Mullholland, 2020). HRM plays a vital and critical role in organisations productive
performances and eventually on profitability. The concept of Flexible Organisation and Flexible
work practice are supportive in improvising personnels working actions and overall firms
productivity.
Flexible Organisation is the one that is easy going in respect to adapt and respond in
relative manner to the changing environment and working conditions either in internal
surroundings in the firm or in external surroundings. This lies under the jurisdiction of HRM
team of Holiday Inn to work according to changing environment and practices. The purpose of
making the company flexible and adaptable is aimed at entities to productivity and profitability.
The HRM department of Holiday Inn undergoes number of practices for the sake or
benefits of both employers and employees (Budd and Ison, 2020). In the same manner and with
the similar objectives the team focuses over making Holiday Inn a flexible organisation by
adopting and assigning flexible work practices. The particular step improved employee
engagement in organisational practices and activities which are majorly targetted to attain final
objectives of Holiday Inn according to its vision and mission.
Practices like employee training and development, performance management and reward
management are directed towards the benefits of employees of Holiday Inn as by improved
knowledge work performed by staff is of higher standards. Effective performance management
practices enable in reducing mistakes and leakages in service being provided to customer rather
than offers better experiences of stay with Holiday Inn Hotels. And ultimately employees are
rewarded according to their performances and contribution made which increases their

engagement in company's tasks and objectives and aligns their goals with the vision of the
hospitality provider.
All these practices leads Holiday Inn to more flexibility and ease being provided to staff
which automatically offers better motivation to staff and influence their productivity, leading to
enhanced overall productivity Holiday Inn. Lastly, effective talent management and best quality
services offered to customers improves company's profitability as well, due to development of
long term relations with customers and changing them into regular potential buyer in the longer
run (Cooke and et. al., 2019).
TASK 3
P5. Analyse the importance of employee relations in respect to influencing HRM decision-
making.
Employee Relations is a concept or an idea which is related to building and managing
good and positive relations with staff as well as taking them for longer term for resulting in
better performances and retention of expertise. Employee relations is known as efforts both the
employer and employees put for developing relationship while working together within similar
organisation. Their are number of strategies that HRM team of Holiday Inn uses for the same
such as: Effective Communication- People in organisations and more specifically in today's
modern era of workplace like to be heard and acknowledged. For the same the HRM
department make arrangements and introduces effective communication channels for
engaging employees within operations. These channels offers two way communication
flow and develops link between employers and employers (Williams and Hunn, 2019).
 Rewarding- This is another effective strategy of HRM that is used for building good
relations and maintaining them. Where the HR team evaluates performance and
contribution of staff and measure their productivity and accordingly reward staff.
Through which morals of individuals are induced and keeps them engaged in firms
activities.
IMPORTANCE OF EMPLOYEE RELATIONS: Keeps staff motivated- Employee relations first and most basic importance is to keep
staff motivated (Berger, 2020). This is due to its direct influence being imposed on their

performance. Motivated workers keeps themselves involved in operations of Holiday Inn
and in their respective job roles. This results in better performances being offered by
them and keeps adding value to company's vision. Increased Productivity- Once employees are motivated and working with their full
potentials it leads to increased productivity of operations and function of Holiday Inn.
Effective employee relations are required for maintaining the performance levels of staff
above the standards developed and regularly make improvements (Chou and et. al.,
2019).
 Effective Talent Management- Employees are known as life blood of a hospitality
organisation and thus, employee relations offers effective talent management to Holiday
Inn. This is because job satisfaction is provided to staff and their morals are high which
results longer term engagement of staff with Holiday Inn.
P6. Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.
Employment Legislations or Laws are some specific rules and regulations issues by
government in favour of workers and keeping them safe from any misconduct and violation of
their rights. Thus, in simpler words employment laws are developed for safeguarding workforce
form being manipulated or misused at work place and in working environment through
management or other collogues. Some of the laws which HRM department of Holiday Inn
should keep in reconciliation while making plans for workforce are mentioned below: Healthy and Safety Act, 1974- The act was established to make provisions for securing
health, safety and welfare of individuals at the time of work and in work premises (Lee,
2019). This act make ensure that employees receive a safe and healthy work
environment. According to the act it is responsibility of management to develop a safe
surroundings for workforce. Thus, HRM team of Holiday Inn needs to make sure that the
working conditions offered to staff are in consideration to their health and welfare.
 Equality Act, 2010- The act legally protects and safeguards individuals form any type of
discrimination taking place in workplace. The act clearly states the specific protection on
number of situation which occurs in organisations and should not be occurring.
According to the laws number of ways are established which are unlawful to be used for
treating people in company and respective colleagues. The HRM team of Holiday Inn is

responsible for making the work place and work environment a safe place for individuals
for keeping them motivated and enthusiastic to work and perform with their best
potential.
TASK 4
P7. Illustrate the application of HRM practices in a work-related context, using specific
examples.
JOB DESCRIPTION
JOB DESCRIPTION
Job title: Marketing Manager
Department: Marketing Department
Job summary- As a Marketing Manager the individual has to perform rigorous and in-
depth market research in order to develop best marketing campaigns for our organisation.
Holiday Inn is a place where customers are valued above everything, thus marketing manager
will be having a job role of reaching to maximum customers and offering best to them on
behalf of hotel with appropriately showcasing our value through potential marketing
techniques and tools.
Duties and Responsibilities
 Market research
 Developing new promotional strategies
 Managing the social accounts of Holiday Inn
 Effective applications of all plans
 Innovation and Invention of new ideas
 Taking care of Advertisements and Promotional aspects
Qualification and Skills
 Master and Bachelor degree respective field
 Team work skills
 Innovative and Creative
 Time and self management skills
 Analytical capabilities

 Cooperative and supportive nature
PERSON SPECIFICATION
PERSON SPECIFICATION
Job Title: Marketing Manager
Department: Marketing
Attributes Essentials Desirable
Core Competencies  Analytical Abilities
for critical analysis of
market.
 Verbal and written
communication skills.
 Team working and
effective leader.
 Problem solving abilities.
Experience  3+ years of
experience that is in
marketing role with
competitive brands.
 International market
dealings.
 Work experience with
other large brands.
Knowledge  Marketing techniques
including direct,
digital and social
marketing.
-

JOB ADVERTISMENT
We're HIRING !!
Marketing Manager (Full-Time)
An career opportunity for talented individuals of working with an international brand like
Holiday Inn and becoming a part of the family which includes Intercontinental Hotels &
Resorts. We have vacant job post for full time Marketing Manager in our organisation.
48 working hours in a week with additional benefits. Deadline for application is October 1,
2020.
Pay and Benefits
-London Living Wage
-Travelling and other allowances
-30 days leave
Contact us today
 Email us on our official mail available on our official
website.