Human Resource Management Report: Skills, Legislation, and Performance

This report provides a comprehensive overview of Human Resource Management (HRM) within a hospitality context. It begins by exploring various training and learning methods, including mentoring, coaching, role-playing, and job shadowing, emphasizing their impact on employee performance. The report then delves into learning styles, specifically the VAK model and Kolb's learning cycle, and how these models can be applied to improve employee learning. It highlights effective learning and development strategies, such as 360-degree feedback and self-assessment, to assess employee needs. The report further examines performance management, outlining its purpose, procedures, and its link to learning and development initiatives. Finally, it addresses key UK employment legislation, including employment contracts, data protection, and equality laws, providing a crucial understanding of legal frameworks. The report concludes by emphasizing the significance of HRM for hospitality organizations, providing a framework for enhancing employee skills and overall business performance.

RUNNING HEAD: HUMAN RRESOURCE MANAGEMENTAD
MANAGEMENT

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Executive summary
Human Resource Management refers to managing the employee performance to gain
maximum outcome. There are multiple training techniques to improve employee
performance. It includes Mentoring, Coaching, Role play and job shadowing. VAK learning
model is one of the significant models to improve employee learning within the workplace.
Kolb’s learning cycle is a model to improve employee learning. 360 degree and personal
assessment are some of the key strategies learning and development strategies for human
resource. Performance management involves monitoring the employee performance. It deals
with setting goals, developing plan, evaluating performance and rewarding. There are also
specific laws to safeguard employee. It includes employment contract, data protection,
diversity and equality of the employees. Therefore, HRM is a broad concept and hospitality
organization should lay high emphasis on it.

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Contents
Introduction................................................................................................................................3
Training and learning methods...................................................................................................3
Learning styles...........................................................................................................................4
Learning and Development strategies....................................................................................5
Performance Management.........................................................................................................6
Performance Management approaches and practices................................................................6
Employee legislations................................................................................................................7
Conclusion..................................................................................................................................7
References..................................................................................................................................9

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Introduction
The report is prepared on the title ‘Managing Human Resource’. Human resource is a
considered as an asset for an organization. It is a people oriented process. There is a high
need to manage the employee of an organization. It assists the organization in gaining better
financial returns (Mondy & Martocchio, 2016). It helps in conflict resolution. It leads to the
development of human resource. It enables the company to control budget. It helps the
organization in building reputation in the market. It gave rise to satisfied workforce and
develops the possibility of positive word of mouth (Noe et al., 2017).
Focusing on report structure, the initial section includes the application of effective training
and learning methods. The next section comprises of various learning style suitable for the
human resource of an organization. It also involves the application of suitable model and
theories. It also includes the effective strategies for better learning. The passing section
comprises of role of performance management in employee learning and development. The
preceding part emphasizes on employee legislation in Human Resource management.
Training and learning methods
There are multiple forms of trainings for improving the work performance (Niazi, 2011).
Training methods are used to make enhancements in the skills and abilities of the individuals
that can be effectively applied by the organization for improving the skills and abilities. Role
play, Mentoring, job shadowing and coaching are the methods that can be effectively used by
the organization to make the enhancement in the skills and abilities of the employees that can
make the organization effective.
1. Role play is an effective form of training method. It involves introducing the problem
to the employees. Then the authority assigns role to the employees. In this training
program, real working conditions are provided to the employees. It is an economical
approach. It helps the employees in gaining real life experience about the possible
future situation. It aims at developing the skills and competencies in employees as per
the job position (Niazi, 2011).
2. Mentoring is the act of providing advice and assistance to a less experienced
employee of an organization. There are two parties involved in this learning program.

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They are referred as ‘Mentor’ and ‘Mentee’. Mentor provides guidance based on
work, career path, and setting goals (Niazi, 2011).
3. Job shadowing is the on the job learning method. In this method, one employee
teaches another employee about the respective job position. It is also an economical
method. It assists the organization in developing better interpersonal relation within
the two employees engaged in this process. It involves analyzing the analyzing
another employee doing a job of second employee personal interest (Niazi, 2011).
4. Coaching is a development technique used for developing skills among the human
resource for the fulfillment of organizational goal. It is an effective tool for staff
members in developing new skills. It is a continuous process of learning and
development (Niazi, 2011).
Business organizations engaged in hospitality services develops the use of these training and
learning methods. Recognized business enterprise named Hotel Hilton has developed the use
of ‘Job shadowing’. It has allowed the students to learn about providing stellar customer
service, housekeeping, working in teams and dressing professionally. It has provided hand on
experience to students through this training program (HWWMC, 2019).
Learning styles
Leaning style is concerned with the certain ways which is preferred by the employees and
that decides the type of training method to be adopted by the organization for training the
employees within the organization. It includes the models that are necessary for the
determination of the training method to be used by the organization. There are various forms
of learning styles. The VAK learning styles are divided into three categories named Visual,
Auditory and Kinesthetic. Visual learning style includes developing the use of visual
materials. Thus, these styles involve learning through seeing, listening, moving, doing and
touching (Gholami & Bagheri, 2013).
1. Visual style focuses on creating a classroom to provide a favorable learning
environment to the employees.
2. In Auditory style, verbal lessons are given to the employees.
3. Kinesthetic style involves developing practical tasks for the employees (Gholami &
Bagheri, 2013).

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Hotel Hilton should develop the use of VAK learning styles. It should recruit a trainer for
teaching its employees. It should avail the use of clear and big charts to improve its
employees learning. This style will be best suitable because learning is easy from visual
displays. It should conduct discussions to assist the employees to learn through auditory.
Hilton Hotel should lay high focus in developing experiments for making its employee learn
via kinesthetic style.
Kolb’s learning cycle is one of a recognized model of learning style. This cycle involves four
stages named Concrete experience, Reflective observation, abstract conceptualization and
active experimentation. In the first stage, the learner encounters a new experience. Reflective
observation involves reviewing and reflecting on the new experience. It also involves seeking
inconsistency between experience and understanding. In the passing stage, the learner
develops a new idea and form a conclusion. In the fourth stage, the learner applies the gained
knowledge in prevalent situation (McLeod, 2010).
There are four levels of learning named concrete experience, reflective observation, abstract
conceptualization, and active experimentation (NLU, 2017).
Learning and Development strategies
Learning and development strategies are the plans that are made by the organizations for the
effective training of the employees. These strategies are made by the organization for the
optimum use of human capital and make the effective learning and development strategies
that can help in the overall productivity of the organization (Brandi & Iannone, 2017). This
can also be ensured through the increased employee morale and more job satisfaction by the
employees. Below are the practical and economical strategies for assessing the learning and
development needs of the employees in an organization.
1. The business organization should assess the need of its employees learning and
development needs. It should rely on the application of 360 degree feedback and
personal observation or self-assessment. Personal observation will allow the authority
to itself assess the employee and their need.
2. The 360 degree feedback refers to gaining employee feedback from all the possible
sources in the workplace. The authority relies on customer’s feedback, and peer
groups (Tee & Ahmed, 2014).

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Hotel Hilton should organize fun activities in the workplace. It should lay high focus in
gaining the involvement of all authority. This strategy will assist the hospitality organization
in developing better interpersonal relation between employee and authority. Employee will
not hesitate and easily share their learning needs in the presence of harmonious relation.
The higher authority of Hotel Hilton should conduct an online survey for the employees of
the organization. The survey should include all the possible questions based on learning. It
will allow the organization to gain response about the learning needs of all the employees.
Performance Management
Performance management is concerned with the monitoring and appraising the performance
of the employees that can make them involved and ultimately improves the overall
performance of the employees (Adler, 2018). It needs to undertake the performance
management approaches that are needed to be undertaken effectively for the development and
increase in the overall work performance of the employees. Additionally, there are
performance management methods that can ensure the activities of the individuals are done
with the prescribed way and as per the plan. The key purposes of performance management
are listed below:
1. It assists to improve the employee performance to avail better returns.
2. It is suitable approach to help the employee to develop and grow in the organization.
3. It aims at improving the communication between higher and lower authority of an
organization.
4. To help the employees to reach their full potential (Gruman & Saks, 2011).
Performance Management approach and practice
Performance management is managing the performance of the employee for the fulfillment of
organizational objectives. In this process, ongoing communication prevails between the
higher authority and employee. The performance management approach involves five steps.
1. Creating goals: It involves setting goals to gain highest possible outcome.
2. Developing plan: In this stage, the authority discusses short and long term needs of
employees. They prioritize needs that assist the organization in gaining better returns.
It involves creation of plan for fulfilling learning and growth needs (Green, 2016).

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3. Initiating action: Providing regular and effective feedback is highly essential in
supporting employees for their performance. It will enable the authority to assist its
employees in accomplishing organizational goals.
4. Evaluating performance: It includes assessing the employee performance and
providing them ongoing feedback in a formal and informal manner.
5. Providing rewards: It involves developing organizational programs for rewarding
the employee for their quality performance. Rewards are given in the form of
financial and non-financial incentives (Green, 2016).
Employee legislations
Employment legislations are the rules and the guidelines that are needed to be followed by
the organizations. In UK, there are certain laws such as employment contract, data protection,
diversity and equality of the employees. The employee legislation considers employee rights
and work benefits. It states that employees should have an access to work benefits. It includes
National Minimum Wage, Workplace pension, Paid holiday and Protection against unfair
practices (Gov, 2019).
Employment contract states that employee must stick to an organization till the dismissal of
the contract. This contract focuses on employment conditions, rights, responsibilities and
duties of an employee in the organization. Therefore, the employee and employer must
adhere to the contacts until the terms and conditions are changed (Gov, 2019). As per the UK
employee contract act, it includes the details of employee job title, pay, working hours,
redundancy pay, sick pay and leaves. All these details are mentioned in express terms.
According to employee data protection, it develops the duty and responsibility to maintain the
privacy of its human resource. The organization has to comply with the legal data protection
policies in favor of employees. It enables the organization to protect the sensitive information
of employees (Parcticallaw, 2019).
‘United Kingdom employment equality law’ is a crucial part of labour law. As per this law, it
is unlawful to discriminate any employee based on caste, creed, sex, age, disability and
sexual orientation. Thus, Employment act 2010 safeguards the employees from any form of
unfair treatment (Brighthr, 2019). Therefore, Hotel Hilton should strictly adhere to employee
legislation in UK.

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Conclusion
The report summarizes on the concept of Human Resource Management. From the above
discussion, it is acknowledged that managing the human resource is highly mandatory for an
organization. Training programs including Role play, job shadowing, mentoring and
coaching are highly significant to improve employee performance in Hospitality Company.
Learning styles are highly beneficial in assisting the employees to improve their existing
knowledge and skills. VAK learning style involves visual, and Kinesthetic. It involves
teaching the employees through charts, lessons and practical experiment. Kolb learning cycle
is one of the significant learning models. It is assessed that Performance Management is
mandatory for improving employee performance. It provides multiple pros to the
organization. The performance management is a multi-step process. It assists the human
resource in achieving the organizational objectives. Based on employee legislation, it is
evaluated that there are multiple laws in favor of human resource of an organization. It
includes employment contract, data protection, diversity and equality act.
Thus, it concludes that training, learning and aligning with employee legislation will prove
highly beneficial in effective management of human resource.

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