HRM Report: Human Resource Management for Belgrave Hotel

This report provides a detailed analysis of human resource management (HRM) practices at the Belgrave Hotel, a UK-based hospitality organization. It begins by differentiating between personal management and HRM, advocating for the adoption of an HRM approach. The report identifies key HRM functions, including planning, organizing, directing, and controlling, as well as operative functions like recruitment, selection, and job design. It evaluates the roles and responsibilities of line HR managers, emphasizing their involvement in performance appraisal, training, and communication. Furthermore, the report examines the legal and regulatory framework aspects of HRM, including sexual harassment and the Civil Rights Act of 1964. The significance of HR planning is discussed, highlighting its role in addressing future personnel needs, adapting to change, and developing a talented workforce. The report compares the recruitment and selection processes of the Belgrave Hotel with another hospitality firm, The Cote, and illustrates the link between motivational theory and reward systems. It also assesses the importance of job evaluation and the effectiveness of reward systems, while suggesting alternative approaches to performance appraisal. Finally, the report explores reasons for employee exit, exit interviews, and the impact of the legal framework on employee redundancies and dismissals, offering recommendations for improvement.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
Distinguishing Personal and Human Resource Management ....................................................3
Identifying HRM functions that can be beneficially implemented in organization...................4
Evaluation of roles and responsibilities can be performs by the line HR manager....................5
Evaluation of legal and regulatory framework aspects of HRM................................................5
Significance of HR planning in the organization.......................................................................6
Comparing recruitment and selection process of two organizations..........................................7
Illustrating the link between motivational theory and reward system........................................7
Highlighting the significance of Job evaluation.........................................................................8
Assessing effectiveness of reward system in context of different organization..........................9
Suggesting better alternatives for performance appraisal in an organization............................10
Enumerating several reasons for employee exit from organization and recommending to
reduce this..................................................................................................................................11
Difference in the employee exit from one organization to another and benefits of exit
interview....................................................................................................................................11
Impact of current regulatory and legal framework on employee redundancies and dismissals 12
Conclusion.....................................................................................................................................12
References......................................................................................................................................13

INTRODUCTION
Human resource management (HRM) is a function performed in organization to
maximize employee performances. The main concern of HRM, is managing people within the
organization in order to achieve business ultimate objectives (Hendry, 2012). The Belgrave is a
UK based small seized hospitality organization situated in London. This hotel provide best
location to the people for exploring London as it is nearby Victoria train station and pimolica
underground station. It provides it Five Star services with wonderfully locations to its guests (
About The Belgrave, 2016). This report is based on the human resource function of the Belgrade
hotel which are controlled by its chief executive officer. With the increase in workload the CEO
of the Hotel has appointed a HR consultant to outsource its HR functions. While looking at the
above scenarios differences between personal management and human resource management
will be describe in this report. Role and responsibilities of line managers will be evaluated in this
report. Will analyze the reasons for HR planning as well as will evaluate the effectiveness of
recruitment and selection techniques of 2 organization. After that the report will will contain
evaluation of job evaluation and factors determining pay. Also will examine methods used by the
Belgrave Hotel to monitor its employees performances. At last will consider the impact of legal
and regulatory framework of employees cessation in report.
TASK 1
Distinguishing Personal and Human Resource Management
Firstly, personnel management mangers of the Belgrave Hotel deals with organizing,
compensation, planning, maintenance and integration of people for achieving individual as well
as organization goals ( Klingner, Nalbandian and Llorens, 2015). Personal manger is concerned
with various functions of development and compensation of employees, promotion and
stimulation of competent work forces . It also deals in assisting line managers and also motivates
employees to by providing attractive incentive plans as well as is also concerned with managing
human resources of the organization.
Secondly, HRM of the chosen organization deals in recruiting, selecting individuals and
provide training to ad value to the organization. HR manager deals with several activities of job

analyses, compensation of employees, planning of personal need for the employees working in
The Belgrave hotel. It also deals with providing incentives, orienting, training programs to
develop skills and performance of employees (Langford and et.al., 2014).
As a HR consultant I would refer the Belgrave Hotel to go with Human Resource
Management approach as Human resource management deals will all aspects of the organization
whether it is personal or managerial level. Whereas, personal management deals at personal level
that is only concern about the individuals working in the organization. Personal management
only deals with development, compensation etc. in context of employees whereas, HRM deals
deals in all aspects of recruiting selecting, employees, their compensation as well as concerns for
organizations objectives (Townley, 2014).
Identifying HRM functions that can be beneficially implemented in organization
HRM functions can be categorized into managerial as well as operative functions in the
organization. Managerial functions includes HR planning, organizing, directing and controlling
as well as operative functions follows recruitment, selection, job analysis, job designing etc.
functions. Under managerial functions HR manager finds the requirement of employees in the
organization to achieve predetermined business goals ( Ulrich, 2013). In organizing HR manager
allocates whole task in small units to all members, employees working in the firm. After
assigning work next function to be perform by HR manager is of providing directions to
employees working at different level to achieve organization goals. In controlling HR manager
deals with measuring the performances of the employees with set standards to find any deviation
so that measure can be taken to achieve task.
Operative functioning involves recruitment and selection of employees required by the
organization. After that it performs job designing and analysis in which it assigns work and
responsibilities to employees based on their skills knowledge (Flamholtz, 2012). Then it deals in
performance appraisal to find the work is being managed in acceptable level or not. After that
HR manager provide various training and development programs to employees to develop skills
and knowledge. It also deals in compensation, employees welfare and maintenance as well as
labour relations.

The Belgrave Hotel should implement both managerial as well as operative function of
HRM in the organization. This will help the chosen hospitality firm in recruiting right people at
right time and will also be able in managing their performances to achieve ultimate goal of the
organization. It will help in managing directional as well as managerial activities of the Hotel
(Purce, 2014).
Evaluation of roles and responsibilities can be performs by the line HR manager
Considering the small size business of The Belgrave Hotel various roles and
responsibilities can be perform by the line HR managers. Front line HR are the managers that are
responsible for controlling top level of management in Belgrave Hotel. Various role and
responsibilities to be performed by the line managers are managing people, managing
operational cost and providing technical expertise (Armstrong and Taylor, 2014). Hr manger also
deals in monitoring work process as well as checking quality of work and dealing with its
customers and clients. These are some of the managerial responsibilities to be performed by the
line HR manager in the chosen hospitality firm.
Role of front line manger in The Belgrave Hotel includes performance appraisal. It also
deals in providing training and development programs to employees. It plays a vital role in
involving and communicating between different level of the Hotel also allows employees to
freely discuss with their front line managers. Another role of line manager that can be work
balance as well as recognizing employees contribution (Sparrow, Farndale and Scullion, 2013).
Evaluation of legal and regulatory framework aspects of HRM
There are various legal and regulatory aspects that should be kept in mind while setting
up an effective HR driven workforce in The Belgrave Hotel.
 Sexual Harassment- Sexual harassment is a unwanted and bullying advances that are
takes place in exchange of rewards and favor to employees. It can e verbal and physical
in nature such as engaging unwanted physical touch, telling sexual jokes, displaying
sexual images. It may also involve looking at person in sexual ways or making sexual
gesture. Commenting sexually about clothing and appearance as well as asking sexually

oriented questions etc comes under sexual harassment which is illegal in eyes of law
(MacKenzie and Lucio, 2013).
HR management of The Belgrave Hotel is require to make discipline in the organization so that
no employee or powerful manager will able to harass its employees in exchange of rewards or
promotions. If any case comes to them it should take strict action against so that it can claim it as
a lesson in front of employees (Heikkilä, Brewster and Mattila, 2014).
 Civil Rights Act 1964- This Act prohibits its employees from any discrimination based
on the race, cast, color, religion, nation etc. If any discrimination is found on the basis of
race, caste, color, nationalization etc then it will be against law and the victimize person
will have the full right to sue against the company and its employer. In order to safe the
Respected Hotel with all these cases HR manger should no participate in any kind of
discrimination activity of employees. As well as it is required to control other level
employers from discrimination their subordinates (Bacon and et.al., 2013).
Significance of HR planning in the organization
There are various needs of Human Resource planning to be implemented in the The
Belgrave Hotel: Future personnel needs- Planning helps in determining future requirements of the
employees. This helps in maintaining balance in staff. Otherwise without planning it may
lead to defective planning and which will lead to the situation in which there will be
excess of staff. For removing excess staff HR will have to take action against some
employees to balance the staff. Future staff planning is required to be done in he Belgrave
Hotel so that it does not lead with excess staff problem in future (Bratton and Gold,
2012). Coping with change- HR planning enables the organization in coping up with the
environmental and competitive changes in the market. Such changes leads in rising
various demands such as job contents, skill demands, type and number of personnel etc.
There HR planning is required to be implemented in the respected Hotel for pre
determining the changes of markets (Kumpikaitė, 2015).

 Creating highly talented personnel- HR planning ensure developing employees for
becoming highly incumbents and intellectual for getting personalized employees in the
organization. That is HR planners of chosen hospitality sector firm ensures development
and training to develop employees to bring out their inner talents. Which will help the
enterprise in achieving ultimate goal (Succar, Sher and Williams, 2013).
Comparing recruitment and selection process of two organizations
Firstly, depicting the selection and recruitment process that is adopted by the HR
management of The Belgrave Hotel. For recruiting and selecting employees HRM first
advertises through various job websites, newspapers magazines etc. After that HR manager
collects the responses and application forms of the interested candidates and scrutinize
applications on the basis of qualification. After that it conducts telephonic interview of the
selected candidates on the basis of application. After telephonic interview selected candidates are
called for aptitude test and group discussion rounds (Maton and et.al., 2012). After that screened
candidate is interviewed by the HR manager of The Belgrave Hotel for face to face interview.
After that the right candidate is selected by the HR for particular vacancy.
Secondly, selection and recruitment process of The Cote hospitality firm is similar to the
selection and recruitment process of The Belgrave Hotel. In case of Cote hotel its HR manager
recruits employees by collecting applications from job websites, emails etc (About Cote, 2016).
Applications are scrutinized on the basis of qualifications required by the vacancy. The select
candidates are called for further screening. Then The HR manager takes direct face to face
interview and selects employee.
The process followed by the Cote Hotel is more effective as it follows shorter process
hence save cost and time while seeing on contrary basis the process followed by The Belgrave
Hotel is more effective as it encourages competitiveness among candidates. That further leads in
competitiveness among employees which motivates them to give 10% in work (Mügge, 2016).
Illustrating the link between motivational theory and reward system
The HR mangers of The Belgrave Hotel follows content motivational theory for
sustaining and improving high performances of employees in the the chosen hospitality sector

firm. Motivations are of two types intrinsic and extrinsic. Intrinsic motivation is a self generated
motivation that means employees feel motivated by themselves for their job. Whereas, extrinsic
motivation is external motivation in which employee get motivated by the compensation,
incentives, bonus etc. rewards that it get from its employer (Wagner and et.al., 2013). Talking
about extrinsic motivation there is a external link between motivational theory and reward
system.
Coming over to extrinsic theory there are n number of needs that and employee wants to
be fulfilled with their job. Every employees needs recognition, salary, bonus as as reward in
respect of their work. The chosen organization focuses on the content motivation theory which
consist of various theories of Maslow's Hierarchy theory, Alderfer's ERG theory, Herzberg's
Motivators and Hygiene Theory. It also includes McGregor's Theory X&Y etc. In which the HR
of organization focuses on various physiological, self esteem, self actualization, food safety basic
need etc (Stavropoulos and Carver, 2013). that every employees wants to achieve while working
in the organization. At each hierarchy level rewards help employees in getting motivated and
work with more enthusiasm and courage. Rewards can be in form of bonuses, incentives,
compensation and recognizance which helps the employees in motivating and work with more
efficiency and effectiveness
For improving motivation of workforce
For improving motivational level of employees the HR manager of The Belgrave Hotel
can also focus on other motivational theories along with content theories such as instrumentally
and process focusing on process of motivation. Along with extrinsic motivational need of
employees the HR manager of chosen Hotel should also focus of intrinsic that is internal needs
of the employee (Csikszentmihalyi and Larson, 2014). This can be improved by providing
correct training and developments programs to the employees to make them understand the
work, role and responsibilities in organization.
Highlighting the significance of Job evaluation
various importance of Job evaluation has been highlighted in respect of The Belgrave
Hotel by me as a HR consultant.

 Reduction in inequalities in salary structure– Job evaluation helps in maintain
consistency in salary structure. As the employees are mainly motivated by their salary
that is how well they are being paid. Job evaluation helps in maintaining internal as well
as external consistency in salary structure to keep motivated employees regarding their
work (Chemers, 2014). Specialization- Job evaluation involves division of labour which further encourages the
level of specialization, expertization in employees. This is because when the employees
performs same type of activities every day they become perfect in their field and chances
of inefficiency reduces in the overall workings of the chosen hospitality sector firm. Helps in selection of employees- Job Evaluation also helps the HR manager of The
Belgrave Hotel in predetermining the needs of employees in the organization to achieve
firms objectives. Job evaluation also helps in determining factors for selecting employees
which makes easier for HR manager to select employees (Traxer and Thomas, 2013).
 Harmonious relationship between employees and manager- Job evaluation also helps in
maintaining relations between employer and employees of The Belgrave Hotel. That will
further help in reducing productivity as there will be no conflicts among employees and
employer then the employees will not think of going for strikes etc (MacKenzie and
Lucio, 2013).
Assessing effectiveness of reward system in context of different organization
As a HR person I do not think pay is appropriate reward for the performances of
employees. Yes basic pay is must but there are certain other types of rewards that should be
considered by the HR managers of The Belgrave Hotel. Rewards systems can be characterized
into two that is extrinsic and intrinsic rewards.
Extrinsic reward includes various rewards such as: Bonuses- The organization should ensure some fixed bonus to its permanent employees
whether occasionally or season basis. Bonuses can e in kind or monetary terms. Bonuses
helps in motivating employees in performing more effectively (Juckel, 2014).

 Salary raise- By hard work and achievement of employee the HR should provide it
promotion or increment. This will further help in motivating employee to keep working
hard otherwise it will get demotivated ad will work with less enthusiasm ans energy.
 Gifts– HR managers of the firm can provide it employees gifts for obtaining the
organizational goals. This will help employee in achieving self esteem and self
recognition needs in the firm (Cho, 2015).
Intrinsic reward includes : Information/ Feedback- Another important reward that should not be neglected by7b
any HR is providing feedbacks to it employees. Feedback can be negative or positive.
This will further help the organization in improving themselves. Recognition- Employer should recognize the work of its employees and should
appreciate them this will help in motivating employees to work hard. Appreciation can be
made through mails or by conducting meetings. This will further help in boosting
employees moral and self esteem (Chen, Williamson and Zhou, 2012).
 Trust/Empowerment- Employers should trust their employees this will help in creating
good employee and employer relationship. That will further lead in motivating employees
moral and enthusiasm.
Suggesting better alternatives for performance appraisal in an organization
Generally, performance appraisal is a systematic and periodic process which analyzes the
job performance of an employee in an organization. This assist the HR manager to assess the
strengths and weaknesses of the workforce working in the company. Along with that, this helps
in acknowledging about the skills which an individual possess and how efficient he/she is to
carry out the work in an efficient manner (Snell, Morris and Bohlander, 2015). By gaining an
information about the employee performance by this process, a manager can provide training and
development to those employees among whom such skills are lacking. Presently, Belgrave Hotel
is using only a simple rating method for assessing the performance of the staff members.
However, there are many new methods which have been evolved that can be used by the HR
manager of this hotel. Some of the alternatives have been described below:

 Self Appraisal: It has been said that no one can evaluate an individual in a better manner
but he himself can. Therefore, there has been a trend that HR manager allows the
individual to appraise themselves (Tissen and et.al., 2010). Thus, HR manager of
Belgrave Hotel can allow the workforce to do the self appraisal so that through this
individual will provide accurate feedback regarding themselves. 360 Degree Feedback: Under this method, assessment of employees is done from all
aspect. The HR managers take feedback and gather information about the staff member
from all the people around them such as co-workers, peer groups, supervisors,
subordinate, etc. This is how complete analysis of an individual can be done in a more
effective manner (Lewis, Packard and Lewis, 2011).
Enumerating several reasons for employee exit from organization and recommending to reduce
this
Employee exit from the organization for numerous reason. The survey has been carried
out in the hospitality industry and it has been assessed that most the individuals leave the
company for the personal reason such as people do not want transfers from one place to another.
Further, some other leave due to the growth prospects as they get good opportunity in other
firms. Moreover, there are some employees who leave because of the poor relations with the
management or employer and this pressurize them to exit from the organization to avoid certain
conflicts. Furthermore, there are few people who leave because they are not satisfied with the
remuneration they are getting against the services rendered.
Similar situation is faced by the Balgrave hotel and there is a high employee turnover in
this organization. In order to reduce such unfavourable situation, HR manager must adopt some
good practices that is taking regular interviews with the employees to assess their preference,
issues they are facing and also their salary expectation. Furthermore, they should also take
suggestion from them to improve the management system in the organization to reduce the
employee turnover (Huemann, 2010).

Difference in the employee exit from one organization to another and benefits of exit interview
The procedure followed during the employee exit in Belgrave hotel is that an individual
send the resignation mail to the CEO of the company. Further, the CEO call the person and ask
about the reason for leaving the firm. They try to influence the person but if the employee denied
then they simply note the reason and allow them to serve the notice period. After that the
employee can leave the organization.
On the other hand, in large scale hotel like Inter Continental Hotel Group (IHG), when an
employee apply for the resignation he has to send the mail to the immediate supervisor. The
supervisor call the person and influence them to stay in the company as there are many growth
opportunity for them. If the employee does not get influenced then the supervisor forward the
mail to HR manager. Furthermore, the HR manager takes the exit interview and ask the
employee to sill the form which includes suggestion column also (Oechsler, 2010).
The IHG takes exit interview, therefore Belgrave hotel should also carry out the exit
interview because this act as an essential part during the employee exit. The reason is that
through this most accurate point of views could be collected so that company can work upon it to
improve them. Further, it helps in increasing the retention rate in the company.
Impact of current regulatory and legal framework on employee redundancies and dismissals
Various legal framework are described under English Law which regulates the
employment contract. Along with this, the Employment Law also regulates the redundancies and
dismissal of employees in small size firm. The law defines that firm cannot do the unfair
dismissal of employees, because, Unfair Dismissals and Redundancy Payments legislation
govern the company (Perry, 2010). This does not allow the company to hire surplus workforce
and keep them redundant. Additionally, it limit the company to dismiss the employee for no
reason as this is considered as the illegal act.
In order to eliminate such illegal activities in Belgrave, it is advisable that HR manager
should monitor these activities carried out in an organization. Moreover, before the dismissal of
employee, it is crucial to communicate properly about the their performance or for any other

reason. Lastly, management should include these legal frameworks in their policy so that
recruitment department does not conduct such activities (Werner and DeSimone, 2011).
CONCLUSION
This report was based on the human resource management of The Belgrave Hotel.
Identified various managerial as well ass operational functions of the HRM. Managerial function
includes organizing, hr planning, controlling directing and operational function includes job
analysis, job designing etc. Evaluated various roles and responsibilities of line HR manager such
as managing operational costing, providing technical expertise etc. After that various
significance of HP planning was depicted in report such as Future Personal needs, coping with
changes as well as creating highly talented personals etc. Further also highlighted the
significance of job evaluation such as reduction in inequalities of salary, specialization also helps
in selection of employees etc. Assessed the effectiveness of various types of rewards system such
as bonuses, gifts, salary raise, recognition, trust etc in the report. Further suggested various
alternatives of performance appraisals that were self appraisal and 360 degree feedbacks.

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