Human Resource Management Report: Holiday Inn, UK - HRM Analysis

This report delves into Human Resource Management (HRM) within the hospitality industry, using Holiday Inn as a focal point. It begins with a reflection on contemporary issues and emerging trends, such as technological advancements, globalization, and workforce diversity, and their impact on HRM practices. The report then provides detailed job descriptions and person specifications for key management positions, including the Managing Director and Departmental Manager, outlining responsibilities, requirements, and desired skills. Furthermore, it explores performance management processes, offering recommendations to minimize staff turnover, identify training needs, and enhance employee promotions. Finally, the report examines relevant HR policies and practices, providing a comprehensive overview of HRM strategies within the context of the hospitality sector.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
1. Reflection.................................................................................................................................4
2. Job description and Person specification of management positions within hospitality
industry........................................................................................................................................7
3. Process of Performance Management and Recommendations to minimize staff turnover,
identify training needs and enhance promotions.......................................................................11
4. HR policies and Practices.....................................................................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource management refer to the process of developing the human resource into
the organization and also to increase the human resource and provide the organization with
resources to make the working in business. HRM is the process of developing and maintaining
the human resource into the organization. Human resource management help the employee and
management of the organization in develop performance and do the recruitment and selection
process into workplace (Khan, Rasli and Qureshi, 2017). They full fill the desired place and
position by hiring of new candidate. HRM works to increase the Human resource of the business
and provide training and development to the new employee. Holiday Inn are one of the top hotel
in UK, and they are providing one of the best services in the hospitality industry. Holiday Inn are
the subsidiary of the continental hotels, Holiday Inn was founded in 1952 and the founder of the
organization are Kemmons Wilson. The report will explain the reflection on the contemporary
issues and emerging trends which are associated with the Human Resource management In the
hospitality industry. The job descriptions and the job specification will be discussed in the report.
The report will further explain the process of project management.
MAIN BODY
1. Reflection
Human resource management is a kind of strategic approach which is used by
organizations for recruitment, development, employment, and for wellbeing of employees
working within organization (Wilkinson and Wood, 2017). I think HRM or human resource
management is one of the most important part of an organization that help business in retaining
talented employees, motivating workforce so that they can work upon enhancing their overall
performance, build strong relationship between employee and employees, provide proper time to
time training and development opportunities to employees so that they can work upon enhancing
their existing skills and knowledge in order to fulfil their roles and responsibilities in an
appropriate manner. According to me, HRM is important in hospitality industry as well because
HRM in this industry helps organizations in training their employees as per changing trend,
motivate them so that they can work upon fulfilling needs and requirements of their customers as
per their expectation level.
According to me there are various kinds of contemporary issues that are being faced by
human resource department in hospitality industry because of which sustaining within this

competitive e environment for hospitality industry organizations has become a bit difficult.
There are various kinds of studies that have been carried out in this field that helps in understand
main contemporary issues and changing current trend of human resource department in
hospitality industry. It has been identified that some of the main contemporary issues that are
faced by HRM in hospitality industry are as follows: Advancement in technology has a drastic
impact on HRM of hospitality industry because due to advancement in technology, automation
has increased (Joshi, Sunny and Vashisht, 2017). It can also be said that due to advancement in
technology whenever an innovative or automated technology is introduced, human resource
department first of need to prepare themselves so that they can train employees so that they can
become familiar with the technology. In order to run a training program, many times HRM
department also need to coordinate with developers or programmers so that it becomes much
easier for employees to accept new technology and work with new advance technology. So, I
think that advancement in technology has directly impacted hospitality industry human resource
department.
Fast changing working environment is another issue which is being faced by human
resource managers. If a hospitality industry organization operates globally them, they need to
treat their employees as individual workers and as global citizens as well (Hans, Fernandes and
Crasta, 2019). Due to this, role of HR managers becomes important because they are the one
who need to deal with this fast- changing working environment of organization by working on
bringing some important changes within regulations. According to me globalization has further
increased diversity issues among workforce because people from different culture and countries
work together because of which it has become a bit challenging to motivate and satisfy all the
diverse workforce employees to work together without any issues. Compliance with regulatory
issues is one of the main and primary role and responsibility of human resource manager.
Hospitality industry HR managers need to work upon bringing changes within their current
regulations, policies and procedure so that they can make working environment of organization
suitable and appropriate for employees as per the fast-changing environment and market of this
hospitality industry. Due to this fast- changing environment, organization’s exposure to lawsuits,
penalties, public scrutiny and many more has increased (Al Shobaki and et. al., 2017). It has also
been identified that, due to globalization, emerging global opportunities for organizations,
competition in hospitality industry for organizations has intensified drastically. due to increasing

competition, opportunities of employees have increased, labour cost has decreased and
expectation of customers from hospitality industry organizations in terms of products and
services has increased. It is another contemporary issue because due to this intensified
competition, it has become a bit difficult for human resource managers to retain their talented
employees, provide time to time training to employees, and reduce their operational cost.
According to me there are various kinds of emerging trends associated with human
resource department that are bringing important and required changes within hospitality industry.
These emerging trends of hospitality industry are changing as a result of globalization,
advancement in technology and diversity in workforce (Kowalski and Loretto, 2017). Some of
the main emerging trends associated with human resource department in hospitality industry re
as follows: with time, increasing globalization, value of human resource for hospitality industry
organizations has increased drastically. having effective human resource management team
within hospitality industry organization is one of the main and important emerging trend because
due to these factors HRM has become extremely important for organizations because of which it
has become compulsory for companies in this industry to have HRM department so that they can
handle and motivate diverse workforce, reduce regulatory and diversity issues within
organization and provide training to employees so that they can work in continuously changing
environment. But most importantly retain talented employees within organization (Kowalski and
Loretto, 2017). Another emerging trend of human resource management within hospitality
industry is of human resource accounting. Human resource accounting has become important for
organizations because it helps in measuring cost and value of employees working within
organization. This help organizations to enhance value of their employees and reduce overall
cost associated with employees including their training and development cost. This further help
organizations in reducing their operational cost, and retaining valuable employees who are
profitable for organization (Kowalski and Loretto, 2017).
Another current trend associated with human resource department is usage of advance
technology for recruitment. Nowadays most of the organizations uses advance technologies and
equipment in recruiting, selecting and firing talented and first- class employees who have desired
capabilities as per the need and requirements of the organization. In hospitality industry is
extremely important for company to adopt advance technology for recruitment because
employees are the one who directly interact with customers and showcase brand image and

reputation of the organization in front of clients and customers. Today mostly artificial
intelligence technology is used by HR managers for finding, source and selecting talented
candidates who can fit within needs and requirements of organization easily within limited cost.
Another emerging trend associated with human resource department is automated routine tasks
(Kowalski and Loretto, 2017). Today most of the organizations in hospitality industry are
automating their routine task in order to make it easier for them to collect and analyse important
information and bring required changes within routine task. Mostly for this artificial intelligence
technology is used. In most of the organizations especially in hospitality industry routine task
like check in, log in, log out, check out, resume screening, sourcing and identifying new required
skills and many more are mostly done with automated machines so that they can customize their
needs and requirements in an appropriate manner.
2. Job description and Person specification of management positions within hospitality industry.
There are a lot of position where employee works in Holiday Inn,
Job description and Person Specification of Managing Director of The Holiday Inn, is
elaborated as follows -
Responsibilities
 It is important for the managing director to develop and execute the company business
strategies to attain the business goals.
 Directors advice the Board & Chairperson with strategies to increase the objective and
goals.
 Preparing of comprehensive plans and implement them so that the work can be done and
also can improve the performance of the business.
 They need to plan the cost effective market development activities and operation.
 They ned to make sure they will establish company policies and guidelines to maintain
legal procedure.
 They need to oversea the company financial performance, investments and other
business ventures.
 Ensuring of a positive working environment in the organization.
 Ensuring of the training and development in the organization to increase the
performance of the employee working of the business.

 Rewards for the performance, appraisal of the employee who are working good,
resolving of issues at workplace.
Requirements
 Previous working experience as Managing director in the previous organization.
 Masters in Business administration or any other master degree in management.
 Proven experience as a Managing Director's Excellent skills in the analytics to solve the
issues and problem.
 Understanding of the financial language and Corporate finance.
 Working under pressure to solve the issues and also need to prove to work in difficult
and crisis situation. The in-depth knowledge about the market and need to take decision-making according
to the study of market knowledge.
Person Specification
 Leadership skills to make other works
 Understanding of different language.
 Experience which show the management into the workload
 High level of the understanding for the job position.
 Ability to analyse the threat and better decision regard.
 Awareness about the job and capabilities of the business.
 Critical decision and fast response to the situation.
 Quick understanding.
Person Specification & Job Description of Departmental Manger of Holiday Inn, is elaborated
as below -
Responsibilities
 Recruiting the employee, interviewing the employee.
 Monitoring the staff performance and evaluate the performance.
 Maintaining the department budget and forecasting the budgetary requirement.

 Setting up of the strategies including the short term and long term goals.
 Motivating the staff and developing them to increase their performance.
 Motivation for the growth in the business by different approaches of strategies and
planning to achieve the business goal.
 Ensuring of high level productivity are maintained and ensuring of the quality working
at the workplace.
 Communicating with the staff member to increase the work.
 Fostering a product working environment so that the organization can increase the
performance and also achieve the business goals. Make sure that the business is following the entire process of the regulation and industry
regulation.
Requirements
 They need to provide with the degree of finance and in accounting or related field.
 MBA advantageous
 Result oriented in the workplace
 Good with statistical data and mathematical aptitude.
 Self-confidence and self-motivated
 Interpersonal skills exceptional
 Communication both verbal and written.
Person Specification
 Minimum of 4 year of experience in the field of management and the administrative
role.
 Understanding of the Human resource practices and the policies of the human resource
management.
 The experience of managing the budget.
 Need to understand different departments of the business and also need to monitor them.
 Demonstration of the work in proper manner to the staff to explain the roles and
responsibility.
 Project management and change management skills & experience.
 Microsoft's skills are required to calculate and to make decision by the presentation and

reporting with the office.
Job Description and Person Specification of Supervisor of Holiday Inn, is elaborated as
below -
Responsibilities
 Organize the workflow and also ensure about the understanding of the employee with
their duties and delegated task.
 Monitoring of the productivity of the employee and provide with constructive feedbacks
and coaching.
 Receive complaint and resolve the issues which are going so that the performance can
be managed.
 Monitoring of the employee and masking them motivated towards the work so that the
performance of the organization get improve and provide better performance.
 Preparation and the submission of the performance report timely.
 Decide the rewards to increase the motivation and confidence.
 Promotion based on work performance
 Hiring and training of the new employee. Make sure to enhance the adherence at the workplace.
Requirement
 Provide the experience letter or proof for the relevant experience.
 Ability to learn different work style and also with new job responsibilities.
 Good knowledge of the MS office. Higher education and master in different degrees.
Person Specification -
 One year experience (minimum)
 Experience in the supervision of the different teams and larger team
 Health and hotel experience.
 Should be great in communication to increase the performance and communication

clearly.
 Should know about the strength and weakness
 Ability to maintain confidentiality while listening to concern of employees.
 Ability to influence the people and make them work accordingly.
 Solving issues with different strategies.
 Focused towards the work and dedication towards the employee.
3. Process of Performance Management and Recommendations to minimize staff turnover,
identify training needs and enhance promotions.
Performance Management is administration tool that is applied at incarnate helping
director to monitor and evaluate employees' work (Szierbowski-Seibel, 2018). Performance of
worker is analysed and evaluated on the ground that in what way they perform in their work by
applying best of their abilities and competencies to provide quality work to organization
effectively and efficiently.
Process of Performance Management within Holiday Inn explained below —
Step 1 — Select Right People — Performance management focuses on effort right employees
for Hotel industry so that befitting training is provided to them to make their execution effective
and efficient (Tseng and Levy, 2019). The process of selecting the best employees starts with
recruiting efforts been made by organization. This process involves screening and interview
stages. This concerns legal and criminal background check of employees before making them
place at the position. Through this, it is analysed that whether selection of employees is best
suited for their job.
Step -2 — Setting Expectation — One the selection of the candidate is being done, the
organization provide with all the information about the resources they are offering. They provide
with the details of what the person need to do in the organization and what organization is
expecting form the candidate in the business. Expectation includes the roles and responsibility of
the employee which they need to follow (Jakobsen and Mortensen, 2016). They are supposed to
follow the entire regulation of the workplace and need to be efficient and effective for the
position they are offered the job. Holiday Inn expect a great performance from the candidates
they are hiring and the employee which are working for the business need to perform great to

increase the business. Holiday inn provide different training and development programme once
the candidate become employee of the organization and make sure that they are learning the
process to deliver the best services to the audience.
Step 3 — Performance Coaching — Performance coaching refer to the process in which the
organization provides the employee with different strategies of working and educate them with
different skills to improve their performance and also give different training and development
programme (DeNisi and Murphy, 2017). The Holiday Inn provide different coaching session to
the employee working in the organization and also provide them leaders to increase and educate
them in the performance increase and improve performance. Performance coaching is important
to increase the overall business objective and to achieve the business goals by better performance
of the employee working of the organization.
Step 4 — Get Rid of Poor Performers — Working in hospitality sector and industry it is
important to provide the best services to the customer. Customer satisfaction is one of the major
gaol of the business and it is crucial for the business to increase there performance by provide the
quality services to the customer (Liu and et. al., 2017). To get rid of the poor performance there
are a lot of training and development session into the organization which are given to the
employee to increase the performance of the organization and also help the people working in
the organization get motivate and confidence to work better.
Approaches to Performance Management — There are three main conceptualization to
Performance Management which is explained below -
360 — Degree Feedback Approach — 360 Degree feedback approach is a process of giving ad
getting feedback in the organization which they receive the anonymous feedback from the people
who are working around them. It includes the manager, employee and other staff of the
organization. It is one of the ways in which they get to know about there working and the
mistakes the employee is working (Sharma, Sharma and Agarwal, 2016). It provides a broad
range of feedbacks which helps in understanding the positive and negative aspect of the
employee. This helps in developing and increasing of business.