Human Resource Management Report: Milestone Hotel HRM Analysis

This report provides a detailed analysis of Human Resource Management (HRM) practices, focusing on the case of Milestone Hotel. It begins by differentiating between personnel management and HRM, highlighting the modern approaches of HRM. The report then assesses the key functions of HRM, such as recruitment and selection, training and development, planning and organizing, and controlling and monitoring, demonstrating their importance in achieving organizational aims. It evaluates the roles and responsibilities of line managers in supporting HRM functions, including recruiting, training, and performance management. The report also analyzes the impact of legal and regulatory frameworks on HRM. Furthermore, it examines human resource planning, recruitment and selection processes, and the effectiveness of these processes. The report assesses the link between motivational theory and reward systems, evaluating job evaluation processes, and the effectiveness of reward systems at Virgin Media. Finally, it explores the reasons for employment termination, exit procedures, and the impact of legal frameworks on employment cessation arrangements. The report concludes with a summary of the findings, providing a comprehensive overview of HRM practices.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Difference in applying personnel and human resource management...................................1
1.2 Assessing the functions of Human Resource Management for achieving aims of
organisation.................................................................................................................................2
1.3 Evaluating roles and responsibilities of line managers in the organisation and its supports
HRM functions............................................................................................................................3
1.4 Analysing the impact of legal and regulatory framework on HRM......................................4
TASK 2............................................................................................................................................5
2.1 Analysing the reasons for human resource planning............................................................5
2.2 Outlining the stages involved in planning HR requirements................................................6
2.3 Comparing the current recruitment and selection process in the organisation with another
organisation.................................................................................................................................8
2.4 Evaluating effectiveness of recruitment and selection process.............................................9
TASK 3..........................................................................................................................................10
3.1 Assessing the link between motivational theory and reward at Virgin Media...................10
3.2 Evaluating the process of job evaluation and other factors determining pay at Virgin
Media.........................................................................................................................................10
3.3 Assessing the effectiveness of reward system in context of Virgin media........................11
3.4 Examining the methods used by Virgin media to monitor employee performance............11
TASK 4..........................................................................................................................................12

4.1 Reasons for termination of Faisal’s employment contract and reasons for cessation of
employment...............................................................................................................................12
4.2 Describe the employment exit procedures used by The Chicken Master and Milestone
Hotel..........................................................................................................................................13
4.3 Impact of legal and regulatory framework on employment cessation arrangements .........14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is one of the important function which plays important role
in success and failure of an organization. Companies use different strategies for managing
labours and improving service quality of the firm (Tsiotsou and Ratten, 2010). Along with this, it
will also focuses on impact of topical issues and legislation on HR practices of the firm.
Research has been chosen Milestone hotel for whole investigation. It is a leading organization of
hospitality industry of UK. It offers number of services to its customers so, human resources are
the major key attributes which is required for organization for providing these services to
customers. The current research will describe difference between personnel and human resource
management. Afterwards it will also focus on recruitment and selection process which can be
used by different organizations for hiring employees. Further, focus will also be given on
rewards system of the organization for motivating and retaining employees. Including this,
mechanism for the cessation of employment is also describing in the following paragraphs of the
report.
TASK 1
1.1 Difference in applying personnel and human resource management
Table 1: Differentiate between personnel and human resource management
Personnel management (PM) Human Resource management (HRM)
It is a traditional methods which are used by
number of organizations for managing staff
members of the company. It does not focuses
on the modern strategies and approaches for
managing employees (Tesone, 2006).
In this types of management organizations uses
modern practices of management for managing
personnel of the organizations.
Administration, industrial relations and
wellbeing of all personnel are the major
motivate of the personnel management of the
organization.
Instead of administration, HRM focuses on
providing growth and development opportunities
to all employees, improving motivation level and
effective utilization of all resources, etc.
As per the assumption of PM organization
should use each and every employee for
HRM approach believes that employees are very
important asset for the company and these are not
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getting best results and for attaining
objectives. It means employees are
considered as input for the company.
only input for attaining objectives. As per this
approach organization does not use all employees.
Only optimum utilization of human resources if
the major objective of this approach.
Total number of staff member is one of the
major base of designing a new job.
HRM focuses on team work rather than division
of work and job design (Nienaber and Roodt,
2008).
According to personnel management
approach all decisions must be taken by top
level management of the organization and
only they can decide rules, regulations and
strategies for managing personnel.
HRM believes in participative decision making
process in which organization obtain ideas from
each and every employee.
PM only focuses on completion of tasks and
activities of the firm rather than training and
development and increment in skills and
knowledge of personnel.
Improving skills and knowledge of personnel is
one of the major aim of the HRM department of
the firm.
It is known as general function of the
organization (Lucio, 2013).
Most important and strategic function of the firm.
Milestone is one of the leading organization of UK and it focuses on human resource
management rather than personnel management. This approach helps organization in resolving
issues associated with employees and plays important role in improving performance of the firm.
Including this, it is also beneficial for augmenting the skills and knowledge of all staff members
by training and development session. It improves individual efficiency which plays significant
role in achieving organizational objectives of Milestone. Qbic is a small business enterprise of
UK which is operatizing its business in hospitality industry UK. It follows the concepts of
personnel management instead of HRM. At earlier stage organization only focuses on growth
and profitability of the company. It does not pay attention towards the growth and development
of employees.
Further, it does not include ideas and opinion of employees at the time of making
decisions. Only top level management of the organization takes each and every decision for
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improving performance of the firm. Therefore, personnel management approach increases the
overall dissatisfaction level of employees which may harm the performance of the firm in
negative manner. On the other hand, this approach reduces the labour cost which provides
assistance in increasing the financial performance of the firm. Thus, the decisions are taken
collectively which is helpful in motivating employees as they know the changes are taken.
1.2 Assessing the functions of Human Resource Management for achieving aims of organisation
HRM is highly effective for an organization in order to handle their business operations
and functions that are to be effectively managed by them. This helps them to accomplish better
targets and mark greater impact on the overall market targeted by the company (Tsiotsou and
Ratten, 2010). In that context, the following are the various HR functions in context of Milestone
Hotel are as follows:
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Illustration 1: HRM FUNCTIONS
Source (Wickham Skinner, 2016)
 Recruitment and selection: The set of activity for selecting and recruiting right
employees at the right time over the appropriate place is highly effective for business to
accomplish their objectives. In this competitive era, efficient manpower is a prime need
of every organisation. Thus, with the help of this HR function, hotel management can
choose qualified employees in their team to render better services to its customers.
 Training and development: The process of providing training and development
enhances the overall abilities of person to gain skills, knowledge, capabilities and abilities
(Tesone, 2006). The procedures of supplying training leads to maximize the efficiency of
service by centring on the overall development of organisational HR. In current situation,
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training and developing is the one of the best method for Milestone Hotel for improving
the productivity and performance of workforce.
 Planning and Organising: It is one of the significant function which is performed by
HR team of the Milestone hotel with an aim to design a structure of working and
executing the entire set of functions and operations stated under the business. This helps
them in processing every procedure step by step and attain benefits and desired forms of
results. In context to the cited hotel, planning and organising would be highly useful in
defining the action plans and strategies for their business (Nickels, McHugh and
McHugh, 2010). As the planning and organising in the Milestone hotel is very effective
and helps in managing all the activities of the organisation.
 Controlling and Monitoring: Further, the organisation needs to maintain the entire work
performed by their personnel and staff members, thus, the controlling and monitoring
functions of HRM helps them in holding up their business flow in a particular direction.
By the help of the stated methods and techniques like attaining feedback and observation
that would be useful for the HR team to address and observe the working of their
personnels (Knowles, Holton III and Swanson, 2014).
1.3 Evaluating roles and responsibilities of line managers in the organisation and its supports
HRM functions
HRM is highly significant in maintaining the functions of all the members present in the
organisation. It is necessary to hold up the level of the performance given by the organisational
individuals that need to be properly addressed with a target to achieve greater success and overall
achievements. The main purpose of HR team is to implement efforts on the employees of the
organisation that are responsible for completing the assigned task and projects which requires
proper form of attention and knowledge (Mitchell, 2013). Moreover, the HR head of the
organisation needs to have professional skills and overall strategical capabilities for
accomplishing the desired form of objectives. Similar to this, the front line manager of Milestone
hotel is extremely focused on processing every task in a systematic manner. The following are
the roles and responsibilities of a front line managers that is inevitable for execution by them:
 Recruiting and selecting candidates – The process of recruiting and selecting the
individuals by the method of taking interviewing and tests is under the responsibility of
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HR line manager. They are liable to generate a personal interview and short interaction
in order to ascertain the set of skills and abilities among the individual. It is important for
them to assess the team of eligible and most effective individuals who is crucial in
executing the business operations (Shuck and Wollard, 2010). In addition to this, they
need to negotiate for the salary with the members. This method provides skilled and
talented employees in the firm which works in an effective manner to achieve its goals in
a planned and organised way. It is a time consuming method as it takes long time of
managers for conducting the process and it involves cost of management.
 Training – It is one of the most significant option for improving the functional and
operational abilities of the persons of Milestone hotel that are either new or already
working in the business. The HR line managers are responsible for analysing the level of
performance given by the employees and accordingly, determine the requirements or
improvements which needs to be achieved by the particular person (Oechsler, 2010). In
the cited organisation also the HR manager is liable to ascertain the values that are
needed among their workforces and they should render them with the same techniques.
Unwillingness of employees to learn new skills for performing their assigned decreses
efficiency of this process at Mileston Hotel.
 Controlling and Monitoring – A line manager is supposed to give proper rewards,
incentives, bonuses and appraisals to their employees according to their work and
performance given in the organisation. It supports them in motivating the employees so
that their ability could be improved and morale is improved among them (Skinner,
2016). monitoring allows firm to carry-out its operational activities in an effective
manner. It sometimes create problem at workplace as unrest among employees is created
when they are closely inspected while monitoring process.
1.4 Analysing the impact of legal and regulatory framework on HRM
HRM department of Milestone organisation needs to follow the entire rules and
regulations that are specified and determined under the context of HR functions and operations.
It is crucial that all the legal consideration and regulatory frameworks should be comply by the
HRM and their aspects. This helps the employees and the organisation in maintaining their
business operations and related activities (Pfeffer, 2010). In that respect, HRM of Milestone
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hotel needs to obey all the legal rules and procedures, accordingly determine the structure of
working. The following are the laws and legal formalities that are used by Milestone followed
in forming policies and executing their business operations: Discrimination Act 1995/97 – According to this act, the organisation and their HR team
needs to avoid using the adaptability of discriminatory practices that creates
differentiation among the workforces. It is generally on the basis of gender, class, colour,
religion, etc. which is adopted by HR aspects with a motive to discriminate them to gain
better opportunities and business benefits (Lewis, Packard and Lewis, 2011). The cited
hotel requires addressing the areas like during recruitment, selection, appraisals, etc. in
which such practices are mostly used and should implement changes that could build
better environment. Equal Pay Act 1970 – As per this act, the HR team is forced to follow the rules and
regulations of giving equal payments to the employees which defines that the
organisation should avoid using the diverse activities while rewarding their workforces
(Markos and Sridevi, 2010). It is essential that the HR management should confront the
legal frameworks of paying equal amount to their individuals in forms of salary,
incentives, bonuses, etc. This helps them in maintaining their relations with the
organisation and overall management.
 Employment Act 2008 – It is crucial for the HR management of the Mileston hotel and
their team members to maintain their approaches on holding up strong relations with their
employees which helps them in attaining higher form of benefits and results (Wang and
Noe, 2010). This act defines a specific and professional structure which needs to be
followed by them in order to continue their work and retain the attention of employees
with the cited organisation.
TASK 2
2.1 Analysing the reasons for human resource planning
Human Resource Planning (HRP) is a type of process which is highly helpful for the
organisation in levelling the balance of HR by addressing their demands and supply within the
business. They help the organisation and their managerial aspects in attaining the requirements of
HR and overcome in the most effective manner so that better achievements could be marked.
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HRP is highly significant for HRM in various areas and forms which eventually creates ways to
overcome the needs and wants of personnels in the organisation (Griffin, 2013). Moreover,
following are the reasons which is determined as the main considerations for applying and
implementing HRP in the organisation that are:
 Recruitment and selection
◦ It helps in recruiting and selecting the candidates for maintaining the level of
required properties, quantity and quality of HR.
◦ It evaluates employee's turnover and create methods and techniques for minimising
turnover and filing up the gaps of vacant posts and proper individuals (Riley, 2014).◦ It assists the HR team in meeting up the necessities of the busines s programmes like
expansion, diversification etc.
 Planning and organising
◦ It evaluates the impact of technology over business activities of Mileston hotel along
with the existing employees and their future requirements.
◦ It ascertains the level of attaining high knowledge, proper standards, effective
abilities and professional manners of discipline for the HR in the organisation
(Flamholtz, 2012).◦ It facilitates in assessing the business situation for allocating the surplus or shortage
of workforces and to take appropriate actions.
 Training and development
◦ It helps to maintain pleasant and grateful relations with other industries by holding
optimum structural level of personnel at Mileston hotel (Van den Brink, 2010).
◦ It reduces inequalities in the management which occurs in form like non-availability
of correct and right kind of workforce within expected time and at exact place.
◦ It defines strategies for the organisation which helps them in attaining the best
utilisation of their employees.
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2.2 Outlining the stages involved in planning HR requirements
In the process of HRP, there are mainly five stages which needs to be followed by the HR
team of the Milestone hotel in order to maintain the level of demands and supply of workforces
in the management. The HRP's reason being specified which states the importance of
formulating and implementing the process within the organisation (Siavelis, 2012). Similar to
this, the HR team should also analyse the information about the business and accordingly,
evaluate the steps involved in the process. This would assist them in addressing the number and
level of organisational personnels required in the management team. Moreover, following are the
steps that are placed effectively and systematically with an aim to gain proper forms of benefits:
1. Assessing human resources – In prior stage, the HR team needs to analyse the whole
group of existing workforces with a purpose of evaluating the level of skills and abilities
present in them. This helps them in determining the forms of attributes available with
them (Rothwell and Kazanas, 2011). In addition to this, the team needs to ascertain the
type and level of skills and personalties required among the individuals to execute the
business activities in effective manner.
2. Demand Forecasting – Further, the HR team has to determine the required types of
personnels in the organisation which could be appropriately placed in the management
for attaining desired forms of targets.
3. Supply Forecasting – In this stage, it is required that the team should address the future
areas from where the organisational individuals can be attained with the needed
professional knowledge and skills (Van der Klaauw and Van Ours, 2013).
4. Matching supply with demand – After assessing both the requirements and supply, the
members of the team has to examine the gap between the supply and demand of HR. All
the members need to assess the sources from where they can get attain relevant
information about their market and business which could be effectively used and applied
in the management (Pilbeam and Corbridge, 2010).
5. Action plan – In the end, the team should analyse the entire information assessed from
the sources and should accordingly, evaluate the activities which would be useful in
maintaining the level of required and available HR members within the organisation. It is
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