HRM Report: Analysis of Montcalm Hotel's Practices and Strategies

This report provides a comprehensive analysis of human resource management (HRM) practices within the context of the Montcalm Hotel, a luxury hotel chain. It begins by differentiating between HRM and personnel management, highlighting the shift towards a proactive, employee-centric approach. The report then assesses the functions of HRM in contributing to the hotel's objectives, including recruitment, retention, training, and development. It evaluates the role and responsibilities of line managers in HRM, focusing on employee engagement, performance appraisal, and discipline. Furthermore, the report analyzes the impact of legal and regulatory frameworks on HRM, including equal pay, employment rights, and anti-discrimination legislation. The report also explores human resource planning, recruitment and selection processes, motivational and reward theories, job evaluation, and performance monitoring methods. Finally, it examines reasons for employment cessation and exit procedures, considering the legal and regulatory implications. The report offers valuable insights into how the Montcalm Hotel can optimize its HRM strategies to achieve its organizational goals and maintain a competitive edge in the hospitality industry.

Human Resource Management
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Illustration Index
Illustration 1: 360 Degree Evaluation..........................................................................................18

TABLE OF CONTENTS
INTRODUCTUION........................................................................................................................4
LO1.................................................................................................................................................4
1.1 Distinguishing between HRM and personnel management.................................................4
1.2 Assessing the functions of HRM in contributing towards purposes of Montcalm Hotel....6
1.3 Evaluating the role and responsibilities of line managers in HRM......................................8
1.4 Analyzing the impact of legal and regulatory framework on HRM.....................................9
LO2...............................................................................................................................................10
2.1 Analyze the reasons for human resource planing in Montcalm Hotel................................10
Needs of Human Resource Planning...................................................................................11
2.2 Outlining the various stages involved in the planning HR requirements............................12
2.3 Comparing the recruitment as well as selection process in between two hospitality firms 13
2.4 Evaluating the effectiveness of recruitment and selection techniques within two
organization...............................................................................................................................13
LO3 ..............................................................................................................................................14
3.1 Assessing the link between motivational and reward theory..............................................14
3.2 Evaluating the process of job evaluation as well as other factors determining pay...........15
3.3 Assessing the effectiveness of reward systems in
different context.......................................................................................................................16
3.4 Examining the various organizational methods used to monitor the performances of
employees .................................................................................................................................17
LO 4..............................................................................................................................................19
4.1 Identifying various reasons for the cessation of employment within the Montcalm Hotel 19
4.2 Describing various exit procedures of employment used by the following hospitality
organizations.............................................................................................................................19
4.3 Considering the impact of legal and regulatory framework on employment cessation
arrangement...............................................................................................................................20
CONCLUSION.............................................................................................................................21
REFERENCES..............................................................................................................................22

INTRODUCTUION
Major task or activities performed by Human resource management is recruiting as well
as retaining of staff members. This further leads towards achievement of organizational goals. In
leading days the focus of HR management had been moved from personal management to more
on the proactive approach. The responsibilities of HRM fall into three major categories that are
employee compensation, staffing, benefits and designing work (Boella and Goss-Turner, 2013).
The report is based on the scenario where the Montcalm Hospitality organization is required to
focus on its recruitment, retention as well as employee cessation activities. The Montcalm hotels
are a group of five star luxury hotels situated in central London, England and currently it has 5
restaurants across United Kingdom (About The Montcalm, 2016). Further the report will include
difference between personal and HRM. Also will include a brief explanation on how the
company should recruit its employees. Moreover the types of rewards system should be
implemented to motivate employees and retain them with in the company will be analyzed in the
report. At last the report will also include various mechanisms for the cessation of employment.
LO1
1.1 Distinguishing between HRM and personnel management
Following are some difference between personal and human resource management:
DIFFERENCE PERSONNEL MANAGEMENT HUMAN RESOURCE
MANAGEMENT
Approach It is a traditional approach of
managing people within the
hospitality or any other types of
organizations (Hoque, 2013).
Whereas, human resource
management is a modern approach
of managing people as well as to
enhance the strengths while working
in the company.
Focuses on Personnel management focuses
more on employee welfare, labour
relations ad personnel
administration within the Montcalm
Whereas, Human resource
management focuses on
development, acquisition,
maintenance as well as motivation

Hotel. of human resources within the
hospitality organization.
Assumes People Personnel management assumes
people as a input for achieving
organizational objectives.
Human resource management
assumes people as a asset and
valuable resource of the
organization for attaining the
objective (Nickson, 2013) .
Functions
Undertaken
Under personnel management
function is undertaken for the
employee satisfaction.
Whereas, in human resource
management function are
undertaken to management,
administrate as well as to achieve
organizational goals.
Job designing Under personnel management job
designing is done on the basis of
division of labour.
Whereas, under human resource
management job designing is done
on the basis of team or group work.
Employees are
provided with
Under or in case of personnel
management employees are
provided with less of training ad
development opportunities (Du
Plessis, Douangphichit and Dodd,
2015).
Whereas, in case of human resource
management employees are more
provided with training ad
development opportunities.
Decisions are
taken by
In personnel management decision
are taken by the top level
management as per the rules and
regulations of the company.
In human resource management
decisions are made collectively
after considering employee's
participation, authority,
decentralization, competitive
environment etc.

Concerned with Personnel management is more
concerned with the personnel
manager.
Whereas, human resource
management is concerned with all
level mangers for top to bottom
(Solnet, Baum and Kralj, 2012).
Type of Function Personnel management is a routine
function.
Whereas, human resource
management is a strategic function.
Focused on Personnel management is more
focused on satisfied employee and
increase in production.
Whereas, human resource
management focuses on culture,
effectiveness, productivity as well
as employee participation.
Table 1: difference between personal and human resource management
1.2 Assessing the functions of HRM in contributing towards purposes of Montcalm Hotel
Human resource management is considered as a asset of the chosen hospitality firm. This
is because it performs various activities to achieve the organizational goals. Following activities
are:
1. Facilitating training and development
2. Communicating with employees
3. Recruitment, employee retention as well as selection
4. Pension and benefits
5. Managing changes
Following activities helps the organizations such as Montcalm hotel in finding best
people for their enterprise (Robinson and et.al., 2016). Also helps in making them realize their
importance in the organization. It also promotes and encourages a learning and development
culture to the business by performing such activities.
HR team of Montcalm hotel help in building capability and capacity of employees to
achieve the goals by giving their best to the company. This results in success for long term.

Training and development ca be stated as a part of human resource functions that leads in
creating collaboration, coordination among team members and also leads to provide training and
development opportunities to its employees (Hsu, 2015). Along with it human resource
management also allows employee at different level to grow by acquiring practicing to achieve
higher level of expertise and skills. with help of following activities hr leads the employees to
achieve their personnel goals along with attaining the organizational goals.
Another important role of Human resource managers is to ensure that the business
managers of Montcalm Hotel apply prescribe policies and procedures within business units. That
further results in creating or developing partnership among different departmental and team
members in order to achieve the common organizational objective (Marshall, Mottier and Lewis,
2015).
It is very important for business especially for hospitality sector organization to cope up
with the changes. This helps the fir in remaining competitive in the market. For making these
changes Human resource management are required. They are required to make changes as per
the changes taking place in the taste, behavior, fashion etc of the customers. HR manager are
also responsible to take care of employee performance and motivating staff (Gin Choi, Kwon,
and Kim, 2013).
1.3 Evaluating the role and responsibilities of line managers in HRM
Line managers are also termed as front line managers who are responsible for managing
individual and team members of the company.
Following are the roles which the line manager are required to perform on daily basis. These are:
1. Managing Operational Costs
2. Allocating Work And Rotas
3. Measuring Operational Performance.
4. Day-To-Day People Management
5. Providing Technical Expertise
6. Dealing With Customers/Clients
These are some roles that the line manager of Montcalm Hotel are required to perform to
maintain the coordination among employees, departments a well as team members (The role of
line managers in HR, 2016).

Along with roles the line manager are also required to perform some responsibilities. Those are:
 Employee Engagement- It is an approach from which the line managers seek to increase
employee engagement within the organization. It helps ion increasing employee
engagement by creating environment friendly culture and working conditions for
employees. Also identifies their strengths to encourage them to give their hundred
percentage in the job (Responsibilities of the Line Managers in HR, 2016). Also
encourage them to have open communication with the this also helps on encouraging
employee engagement within the organizational activities. This also leads to increase in
the employee retention and job satisfaction among employees.
 Performance Appraisal- Over here the line managers are required to implement the
performance appraisal process that are designed by the HR professional of the Hotel.
Line manager or front line manager is responsible for rating the performance of
employees working within the organization. Also it is responsible for providing
feedbacks to the employees by conducting face to face meetings.
 Disciplining Employees- Line manager is responsible to create discipline at workplace
in order to meet the expectations by proposing and supporting procedures and policies by
HR department of the respected hospitality hotel. Line manager is responsible to direct its
subordinates as per the prepared expectations of HR manager (Lee-Ross, 2013).
 Performance-Related Pay- The hospitality firm, Montcalm follows performance related
pay structure. In such situation the responsibility of line managers increase more as he
has to prepare report. On the basis of the line manager report the employee will get the
amount. So he has to be careful in that case.
1.4 Analyzing the impact of legal and regulatory framework on HRM
There are various legal laws and legislation that helps in maintaining relationship
between employers and employees. These laws assist the managers in resolving various issues
such as discrimination, safety etc within the workplace. Following are some laws which are
required to be implemented at workplace by the HR managers of Montcalm Hotel.
Equal Pay Act 1970- This Act states that there should be no discrimination within the
company on the basis of gender or age factors. Every individual should be compensated on the
basis of the knowledge, skill and work he/she is doing within the organization (Li, Sanders and

Frenkel, 2012). The company is not required to discriminates its employees on gender issues that
they are paying male worker higher wages then that of female worker while both are working for
the department and same level. Such things should not be placed in the organization as it leads to
demotivation and dissatisfaction among the employees.
Employment Right Act 1996- It is a piece of legislation that is established fro the
modern office premises and labour workers. This Act consist of various rights of employees
which are required to be taken care of by the human resource manager within the organization
(Employment Rights Act of 1996, 2015). If any exploitation of right is being conducted within the
Hotel premises. Then immediate action is required to be taken by the employees This Act
includes various legislation such as Contracts of Employment Act 1963, the Redundancy
Payments Act 1965, the Employment Protection Act 1975 and the Wages Act of 1985 etc.
Sex Discrimination Act 1995/97- This Act states that every member of the organization
should be treated equally. The respective hotel should not discriminates its employees on the
basis of sex. The employees have full right to save their interest and can sue against the company
in case of any king of discrimination. Discrimination can be made in both direct as well as
indirect manner. Both are unlawful in the eyes of Law and Montcalm Hotel should prevent such
kind of discrimination under its premise or workplace (Bendoly, 2013).
LO2
2.1 Analyze the reasons for human resource planing in Montcalm Hotel
Following are the reasons for which the Montcalm Hotel is required to do human respourse
planning.
Needs of Human Resource Planning
Future
Manpower
Needs
Human resource planning within the Montcalm Hotel ensures its smooth ad
continuous success for long term perspectives. That is human resource
planning is a tool that provides future availability of manpower to carry on
the various organizational activities (Significance Or Importance Of Human
Resource Planning, 2016). Human resource planning helps in determining
the future requirements of the employees in kind and numbers.

Coping With
Change
It is very important for any type of organization to cop up with the changes
taking place in internal as well as external environment of the organization.
Coping up with the changes also helps in attaining competitive success over
the various rival in the markets. Human resource planning also plays a role
in convincing entire employees and team of the hotel to cope up with the
changes.
Recruitment of
talented
personnel
Another need for human resource planing is of recruiting and selecting
personnel for the Montcalm Hotel. Human resource panning helps in
determining various organizational needs such as assessing the available HR
inventory level. Human resource planning is also needed at the time of final
recruitment of the personnel for performing specific job (Chiang, Birtch
and Cai, 2014).
Development of
Human resource
Human resource planning is ale required for developing the human
resources of the Montcalm Hotel. It provides training and development to
the individuals by identifying various skills required at different level of the
organization. Also leads towards improving the ability, efficiency of
employees to perform the task.
Proper
utilization of
human
resources
Another important need of human resource planning is the that it helps in
utilizing the manpower towards achievement of the goals. HR planning also
helps in assessing as well as in recruiting skilled employees for the
organization (Santhanam and et.al., 2015).
Uncertainty
Reduction
HR planning reduces the impact of uncertainty that take place due to
uncertain changes in the procedure and process of human resource
management in the hotel.
Table 2: reasons for human resource planing
2.2 Outlining the various stages involved in the planning HR requirements
Human Resource planning process includes various steps:

Assessing the current HR capacity
Based on the planning process of human resource, first step of human resource planning includes
assessing of human resource requirements. Also to find out the skills, knowledge, abilities
lacking in the current staff which have to be further required in the company. In order to identify
the requirement it can be done by preparing skill inventory for each employees. The skill
inventory is required go beyond the skills needed for the particular job or task. Lean all skills
each worker has demonstrated by the Montcalm Hotel (Wang, 2013).
Forecasting HR requirements
In this step future needs are required to be forecast to achieve the per determine goals of the
Montcalm Hotel. Forecasting is made by estimating supply an demand. While going through this
stage the HR manger has to go through various questions such as how many number of staff
members are in need to be recruited, what types of vacancies are open what skills and knowledge
are required for achieving the future goals etc. At the time of forecasting demands the HR is also
require to assess challenges.
Gap analysis
Another step involved in the planning of human resource planning is to determine the gap
between where the company is now and where it want to reach in future. The gap analysis
basically involves the identification of number of skill and staff abilities that are required that
will be required in future (Raub and Robert, 2013). It also look forward various HR management
practices and further what improvement are to be made to support the long term success of the
Hotel.
Developing HR strategies to support organizational strategies
The last and final stage involves various HR strategies that area required to be implemented to
achieve the future organizational needs. Following strategies involves restructuring, training and
development, recruitment, outsourcing as well as collaboration.
2.3 Comparing the recruitment as well as selection process in between two hospitality firms
Different organizations use different formats ad criteria for selecting and recruiting
employees for their workplaces. Montcalm Hotel goes for External recruitment. The criteria
followed by Montcalm Hotel for recruiting employees includes large number of steps. Large
number of step includes various rounds that the candidates have to get through. This leads to

proper and accurate screening of the candidates and helps the company in getting best talent
among various candidates (Katou, 2015). The process include various stages, Firstly they simply
place information on various job websites and details regarding the required candidates. After
that it collects various application of the interest candidates and scrutinize those applications on
the basis of required skills and knowledge for the vacant job. Then telephonic interview is taken
by the is Hotel of the selected candidates. Further the selected applicants are called in the office
for further rounds. Then they have to go through various stages such a group discussion rounds,
report writing as well as aptitude rounds (Lucas and et.al., 2014). After that the qualifies
candidates are called by the HR and final Hr round is conducted in which the HR head of
Montcalm Hotel ask the candidates few questions regarding his/her personality. If the candidate
gets success in impressing the HR head then he/her get the job. Next step conduct a medical
examination in which medical examine is conducted of the selected candidate. At last the offer
letter is provided to the selected candidate.
Whereas, Premium inn goes first for internal recruitment and if not accomplished with
the goals then goes for external. That is before searching externally the hotel goes for internal
recruitment in which it ask for the interest candidate or chose applicant on the basis of its past
performance (Ružić, 2015). If it do not fulfill its purpose after than it goes for the external
recruitment. And follows the the same procedure that is followed by Montcalm Hotel.
2.4 Evaluating the effectiveness of recruitment and selection techniques within two organization
The recruitment technique opted by the Montcalm Hotel is external recruitment. External
recruitment leads to create new opportunities for outsiders. Also the organization gets various
options and from which it had to choose the best person. Such recruitment criteria can also result
into minimizing the cost of employees in the hotel or any organization. It also leads to the
increase in the ratio of selection as well as the chances of partiality and biasness reduces in this
format of recruiting and selection. The experience of employee working with other organizations
can come up with new and unique ideas to take forward the organization in the competitive
world (Corbin and Alleyne, 2014). Also in the process of external recruitment helps the business
enterprises such as Montcalm Hotel to find the human resource with specified skills that may not
get from internal recruitment. However external recruitment can cause more cost and time to the
organization for recruiting and selecting new employees for its workplace. Along with that the