Human Resource Management Report: HRM Practices at Qbic Hotel, London

This report delves into the multifaceted realm of Human Resource Management (HRM) within the context of Qbic Hotel. It commences by outlining the fundamental purposes and functions of HRM, emphasizing practices like staffing, compensation, and employee motivation. The report then dissects the strengths and weaknesses of various selection and recruitment approaches, including face-to-face selection, internal and external recruitment, providing a comparative analysis. Furthermore, it elucidates the benefits of diverse HRM practices for both employers and employees, encompassing recruitment, training, compensation, health and safety, and retirement plans. The report also evaluates the effectiveness of these practices in enhancing organizational profit and productivity, and highlights the importance of employee relations in shaping HRM decision-making, as well as the impact of employment legislation. Finally, it illustrates the application of HRM practices through specific examples relevant to the Qbic Hotel, offering a comprehensive overview of HRM strategies and their practical implications.

Human Resource Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM........................................................................................1
P2. Strengths and weaknesses of different approaches of selection and recruitment............3
TASK 2............................................................................................................................................4
P3 Explain the benefits of different HRM practises within an organisation for both the
employer and employee..........................................................................................................4
P4 Evaluate the effectiveness of different HRM practices in terms of raising orgnisational
profit and productivity............................................................................................................5
TASK 3............................................................................................................................................6
P5 Analyse the importance of employee relations in respect of influencing HRM decision
making ...................................................................................................................................6
P6 identify the key elements of employment legislation and the impact it has upon HRM
decision making......................................................................................................................8
TASK 4............................................................................................................................................9
P7 Illustrate the application of HRM practises in a work related context using specific
examples.................................................................................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is considered as a process of managing all resources in an
efficient and appropriate manner. Actual forte of processes involved in process of human
resource management is to increase capability of employees in order to achieve all objectives and
targets at a much faster rate (Brewster, 2017). Some well-known and popular processes that are
included in management of human resources include selecting the employees, recruiting them,
providing them training and development along with a proper orientation so that employees can
get aware of their roles and responsibilities well. The report is about different functions of HRM
along with its advantages and drawbacks in Qbic hotel. Also, it includes the importance of
employee relations. Different legislations and its impact on the practices of HRM have also been
included.
Overview of Qbic Hotel: Qbic hotel is one of the popular hotel on London streets. It is a game
changing hotel that rips up the rulebook of traditional hospitality in order to provides the best
quality services. They keep on changing services and quality of providing hotel rooms, good
services as well. It full fills the demands of Millennial travellers by delivering all the essential
services. It has 171 hotels featuring innovative designs.
TASK 1
P1. Purpose and functions of HRM
There are various functions of HRM that can be involved in Qbic hotel in order to
achieve all the outcomes at a faster rate. All these purposes and functions are discussed as below:
Purpose
The basic purpose of HRM is to involve an efficient number of practices such as staffing,
compensation and benefits (Cascio, 2018). It is considered as an important process because
selecting the best suitable candidate as a part of the company can help Qbic hotel to achieve all
the outcomes effectively. Also, the authorities of Qbic hotel should ensure to involve some
motivational factors such as incentives etc. so that by these means, they can encourage the
employees to stay focused and motivated towards work. So, it can be analysed that actual
purpose of HRM is to increase the productivity rate of Qbic hotel by involving various different
factors so that it can further help in maximizing the strength of employees. Overall purpose of
the HRM is that to control the things in effective manner.
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The main purpose of the hotel to attract number of customers by offering the best quality
services to the customers. For that, company should adopts new designs and innovative services
in order to make customer satisfied and happy. Hospitality sector needs innovation and creativity
sector which needs to be change, otherwise it gives great impact on the customer behaviour
Another purpose of the hotel is maintained the quality of hotel services.
Functions of HRM
There are some specified functions of HRM which involves providing proper training and
orientation to employees, motivating them by different means, making interactive workers
relations, etc. One of the key functions of HRM is that Qbic hotel should ensure that they recruit
and select qualified and skilled persons only so that they can be capable enough to achieve
targets and goals of company. After selecting and recruiting, Qbic must involve efficient ways by
which they can be able to provide a proper training and development to employees because by
such ways, an employee can be able to understand their roles properly. This can in turn help in
easing the processes and operations to achieve (Jackson, Schuler and Jiang, 2014). Another
important function is to keep organising various ways by which the employees can seem
interactive enough to each other in Qbic hotel. It is because; interactions are very important as it
helps in releasing the level of stress. By this way, all the employees can have a maintained and
balanced focus on the targets. Along with this, it is equally important for Qbic hotel to involve
some ways such as increments, incentives, etc. by which they can be able to provide motivation
to the employees. It is important to motivate and encourage employees on a regular basis because
it can help in maintaining their interest in operations and objectives of Qbic hotel.
Functions of Human resource management is to recruit qualified and professional
employee for theTopic : company who has good experience of hotel industries. Experienced
person is more capable to adopt the behaviours of customers and easily understand the needs and
wants. Along with that, moreover the thing is to create another factor of producing things better
services. HRM needs to adopt different theories of motivation through which they provide
effective impact on the behaviour of employees. Moreover, such theories are Maslow theory,
Two factor theory, X and Y theory these theories gives negative impact on the behaviour of
employees. Through which Qbic hotel staff become more challenging and effect full for the
organisation. These theories become more impactful on the function of employee motivation.
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P2. Strengths and weaknesses of different approaches of selection and recruitment
There are various approaches associated with the process of selection and recruitment and
each approach has some advantages as well as drawbacks. Discussing the strengths and
weakness of each as below:
Face to face selection
Face to face selection is considered as a process of screening of all the candidates so that
the Qbic hotel can ensure that skilled and talented ones have been selected for the hotel only.
Benefits
Face to face selection process in Qbic hotel can ensure that there will be an efficient
screening of all the candidates in which it is to be found that who can be the perfect ones for the
available posts (Bratton and Gold, 2017). Also, as this is a clear procedure, every single
candidate will go under a set of tests and tasks and the one who is actually capable will be the
one to achieve all the tasks at once only. So, this can also be termed as an advantage of the
selection process.
Drawbacks
A drawback of the selection process can be that if the authorities of the Qbic hotel might
involve someone who is not capable enough, so it can further impact on the productivity of the
company. Also, selection involves various tests and processes that are used by the authorities of
Qbic hotel to check the capability of the candidates, so it can be termed as quite costly for the
hotel. So, this can be considered as a drawback factor of the selection.
Internal and External Recruitment
Recruitment is considered as another essential factor of the HRM. In this process, out
of the all, the ones capable for the role of the position are being recruited for the betterment of
the company. It can be internal as well as external.
Internal Recruitment External Recruitment
Benefits  Increase Employee
Moral: Recruitment
means to make
involvement of the
skilled and talented
employees that can act
 Although external
recruitment has its own
advantages but internal
recruitment can
actually help in
managing the resources
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effective while
achieving the
objectives and targets
of the company
(Albrecht, Bakker and
Saks, 2015). Internal
recruitment can help in
making use of the
resources and
techniques less than
that of the external
recruitment.
 Utilizing institutional
knowledge: Promoting
or offering new
effective services. HR
utilising all the
resources in effective
manner (Cascio, 2018).
well.
 It is the effecting
process of working.
HRM is the important
functional department
which gives necessary
changes in the effective
process.
Drawbacks  A drawback
can be that as
some recruiters
make use of
much amount
of time in using
recruiting tools
and that can
also result in
some
inefficiencies.
 In case of
external
recruitment, it
might take
some more time
as there has
been an
enormous
number of
portals available
for job search.
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TASK 2
P3 Explain the benefits of different HRM practises within an organisation for both the employer
and employee.
HRM Practices: Human Resources is benefits of new employee and employer. Its a
planning to managing people for the performance within an organization. Qbic Hotel the main
goals is the increase the performance (Chelladurai and Kerwin, 2017). The different types of
HRM practices includes are the Qbic Hotels:
Recruitment and selection: Recruitment and selection to identifying the candidates forjobs.
Qbic Hotel for the target of people to get the best quality. Is the most important parts of HR
is recruitment. If the step of candidates to attracted for vacant position. If the process of
individual selected for particular positions for job. If the employee selection to used in test
and interview. If the employee learn around the recruit himself and suitable the profile and
choosing the best candidates for the Qbic Hotels. Recruitment and selection process to better
candidates for this opportunities (Knies and et.al., 2015).
Training and Development: Trainings and development important part of the progress of the
employees. Employees helps to learn specific knowledge and improve skills. In the job role
development to focused on employee growth. Training process to expand to the knowledge.
If the responsibility the particular role of employee training to greater understand and
employee build their confidence.
Compensation and Benefits: Qbic Hotels benefits to give the employees compensation and
other monetary. Its helps to motivated the employees to give the performance based at
workplace. If the employee to want a salary and incentives of their hard work compensation
and benefits to involved. If the people join the companies offered more compensation and
benefits to employees (Konrad, Yang and Maurer, 2016). The managing workplace
important factors the people join them.
Health, Safety and Security: Is important to employee in workplace to health, safety and
securities of a company. Qbic Hotels to ensure that the workplace is safe to the employees.
If the health of the employees to provide health insurance and the healthy environment. If
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the Qbic Hotels to this aim working environment to ensure the safe. If the companies give to
the facility is secure example of parking area to put of cameras the sense of security.
Retirement and Pension Benefits: Retirement and pension plan is a lots of benefits for
employee and the one of most effectiveness employee future. Employee retirement to offer
the employers provide incentive retirement benefits. Its a benefits of recruiting advantage.
Employees plan to save and responsibility for the savings. Employee to encourages to
continue work for a long time to maintain the retirement benefit. Retirement benefits to
reduce the tax burden and eligible for tax credit establishing (Marchington and et.al., 2016).
HRM the main goals if the increasing of performance. Its a planned to managed the people for
performance. Human Resource management practices support employees work is affect of
positive and negatives ways.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
Benefits of HR planning
Human resource planning a very important role in the organization. HR planning includes
recruiting planes, employee training programs and organization development. The activities start
with human resource planning. Human resource planning is the principle/primary activity of
human resource management. There are many benefits of human resource planning tools in
place.
Effectiveness of Human resource management practises
Recruitment : Human resource recruitment of organization can be effectively fulfilled through
proper Human resource planning. The recruitment process is very costly affair of a company
that involves advertising for the open position, managing the application process,
interviewing prospective candidates and making job offers. HR planning help in future open
positions and the needs of the manpower if selection are necessary are not. Recruitment
process helsp to raising organisational profit and productivity.
Placement : Human resource planning helps the organization to prepare ahead of time for these
vacancies. Identify existing employees and place them jobs which are vacant. Placement is
the another practises of human resource management which influence managerial action
plan in order to meet the objectives. Moreover, another productive influencing factor of the
organisation is that to promote more influencing.
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Training : Human resource planning includes training model and procedures. There are constant
needs of training of employees as a result of changing requirements of the organization.
The benefit of this type of training is that all employees are taught the same things in the
same manner.
Satisfaction of employees: Human resource planning help to satisfied to individual needs of the
employees for promotions, transfer, salary encashment and better benefits etc.
Decisions power: Human resource planning help to make the strategic decisions related to the
hiring and training of the manpower.
Requirements: In the organization, some posts may fall vacant as a result of retirement,
accidents, resignations, promotions and death of employees. To a constant need for right-
sizing the organization. There is a constant need of replacing people. Human resource
planning of the organizations future requirements and help to ensure that human resource of
right kind, right number, in right time and right place.
Promotion: Human resource planning helps the organization create and develop training and
succession planning for employees and managers. It also provides multiple gains to the
employees by way of promotion, increase in emoluments and other perquisites and freight
benefits.
Performance appraisal: Human resource planning make performance appraisal more
meaningful. To provide in performance appraisal. The employee is motivated to work better.
Besides, this benefit also helps to promote the best effective source of income and get better
opportunity for business development.
TASK 3
P5 Analyse the importance of employee relations in respect of influencing HRM decision
making
Employees are the most impactful and productive nature of sources for the organisation.
It also makes productive task and identification for strong behaviour. Employee contribution is
the great contribution for the development of organisation. It also very necessary for the
organisation to make productive environment in the business behaviour. Maintaining strong
employer relationship is essential for the organisation. Employee relation in hospitality industry
is very necessary in hospitality industry. Employee involvement creates working environment
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will improve performance productivity for the organisations. Moreover, another essential target
for the company is that to make effective working process (Storey, 2014). There are some
importance of employee relation in the organisation behaviour.
Resolve complaint quickly.
Employee relation and good relation motivate them to think new techniques and methods
for doing the work. It enhances the process of working through Qbic Hotel can easily adopt
changes with the help of impactful way. Good and healthy relation with employee gives another
change of the organisation. Moreover, it will also help to resolve the query of customers or of
visitors.
Rethink hierarchy: this is the another important term to maintaining productive
environment in the organisation (Storey, 2014). Good behaviour provides flexibility to rethink
about the behaviour. It also needs to provide another main objectives which influence effective
of the employees. On the other sides, it also needs to acquire effective management tool which
needs to make implicated task and process.
Maintained high quality performance: it is the another importance of employee
relation which influence high performance of the organisation. Employees relation is also very
required for hospitality industry in terms of presenting the effective services to customers.
Moral obligations: Employee relation also helps to maintained the moral obligations
through which company can easily maintain their rules and regulations of the company. It also
very required to make effective management tools and techniques. Which is comparatively low
and effective process of working.
Take effective financial planning: Employee good relation also help to require effective
process of working and take good decision making process of finance (Storey, 2014). Moreover,
another talented employees and productive environment moreover, another process of working is
the most required thing of the organisation which is required to make another process of
working.
P6 identify the key elements of employment legislation and the impact it has upon HRM
decision making.
Employment legislation and laws are very much essential for the organisation in order to
adopts the safe and secure environment at the working process. Human resources' department has
duty to adopt essential cooperative environment which makes effective process of working.
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Implication process of working and proper arrangement of legislation and proper employment
helps to identify the best possible action (Storey, 2014). It will make impactful impact on the
organisation behaviour. It is the responsibility of employer to keep the environment safe and
secure. It makes good presence in the environment in the organisations. Hospitality sector is the
sector which require huge number of employees who is most talented and effective to receive the
good feedback from the customers. Safety and precautions are the necessary factor to influence
the positive activities and also give motivation among employees. There are some acts which is
mandatory for the company to follows these obligations and regulations.
Equal employment opportunity
Employer must be provide equal opportunity from the company which makes
environment positive and impactful. It also provides essential protection and influencing factor
will improve employee performance. Due to lack of improper attention and less opportunity
growth will reduce the employee moral in the business environment.
Sexual Harassment
Sexual harassment describe a range of action that involve the harassment of a person that
involve the harassment of a person due to their sex. It may be includes sexual advances, sexual
nature, verbal or physical harassment etc. employee must be ensure that. These kinds of activity
will not be happened in the organisation.
Working time regulations
Working time regulations is the most required essential thing which is required to be full
fill to make employee satisfied and happy. Moreover, another major activity and essential thing
which is required for maintained the proper legal environment in the hotel. As per the law of
1998 company needs to follow proper time in which employee needs to perform.
Wages and remuneration
Qbic hotel require paying equal remuneration and wages to employees. According to
employee nature and duty of HR, they always need to analyse the HR policies according to the
requirement of employee motivation.
Trade unions and other industrial relationship
This is the another legislation and process which provide some team and union in order to
protect the effective environmental growth. Union team members are main motive to protect the
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interest of employees. It also makes one decision which is mandatory for companies to adopt
properly. Moreover, another process of working. Moreover, another process of working
welfare, safety and health
Employer is fully liable to ensure employee safety and precaution. Moreover, another
necessary effect of the organisation is that to make the necessary impact on the employee
behaviour. Qbic hotel HR manager needs to improve their employee safety plans and policies to
ensure productive environment (Cascio, 2018). Another method to keep employee safe and
secure is that, to adopt necessary precaution needs and provide employee training for self
defence.
Impact of legislation on decision making process
Helps in planning process: HRM is the most essential part of the organisation. It makes
new changes and require adopting new HR policies with they help of legislations company can
easily maintained proper policy making process and impacting decision making approach.
Helps to develop potential alternatives: With the help of proper study of HR
regulations. HRM can also make planning to adopt productive nature of work. It is necessary for
the company or for HR to provide best services to HR in order to work in proper manner.
TASK 4
P7 Illustrate the application of HRM practises in a work related context using specific examples.
HRM practises is the highly approachable and productive for the development of
employee moral and satisfaction approach. HR manager responsible to modify the necessary
requirement of HRM which also makes the good position working. Different approaches and
productive environment making advantages to adopt the HRM practises (Chelladurai and
Kerwin, 20176). The main goals and objective of the HR is that to adopt productive and
impressive activities through which they provide more comfort level to employees. For that they
use different methodologies and techniques to apply those practises. Like, they analyse the
employee behaviour and performance on that basis they apply HR practises. Due to work
pressure or low motivation power employee get down and not more interested to work in that
organisation. In that condition HR apply the employee motivation to work in more productive
way. In which they also require working more effectively (Knies and et.al., 2015). Moreover, it
is the another process of working which makes essential part of the organisation.
Training and development
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It is the method or application through which HR manager can easily provide better
environment task and policies. Moreover, training and development are HR management
function which helps to get new methodology and working to employees for their better
performance (Konrad, Yang and Maurer, 2018). Moreover, In which they apply training and
development process by give them productive work force process. It provides skills, knowledge,
helps to get the new experience process for employees.
Work life balance
It is the another application through which HR manager can easily apply the best possible
activity for the development of employees motivation. Moreover, HR manager should
maintained flexible working environment for employees for their better productive performance.
Moreover, provide them training supervision, telecommuting option, providing employee
effectiveness.
Proper communication
Proper communication and flow of communication process will improve employee
relation with each other in the organisation. It also makes new bonding and customer relation as
well (Konrad, Yang and Maurer, 2014). For that company needs to improve the productive
working environment. Communication process helps HR to analyse the individual attitude and
needs. According to that they provide the best possible HRM practises according their capacity
level. It helps to enhance the performance productivity in the environment. It is very necessary
for the Qbic hotel to adopt necessary environmental task for the betterment of organisation.
On the basis of application and methods to analysing. Company can easily implement the
employees' satisfaction and development policies. It helps to sustain the employee retain process
and effective working process.
CONCLUSION
From the basis of above section, it can be concluded that HRM is the most potential base
for each and every organisation. It improves the quality of employees and due to lack of
motivation. Employees also get down. Present study is based on functions and importance of
HRM in the Qbic Hotel. It discussed about the purpose of HRM, strength and weaknesses of
different approaches to recruitment and selection. Furthermore, it also discussed about the key
elements of legislation and the impact on HRM decision making process. Qbic hotel is the highly
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services provided services to customers which gives visitors and impactful decision making
process. Moreover, it provides advantage process of working which needs to improve for the
development of necessary requirements.
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