HRM Analysis: Role, Planning, and Employee Relations at Sheraton Hotel

This report provides a comprehensive analysis of Human Resource Management (HRM) within the Sheraton hotel chain. It begins with an introduction to HRM, defining its role in organizations and specifically within Sheraton, a major player in the hotel industry. The report delves into the various roles of HRM, including staffing, policy development, compensation, training, and legal compliance. It then explores human resource planning, including assessing human resources, demand and supply forecasting, and aligning these forecasts to meet organizational needs. The report also examines the current state of employee relations in the hotel industry, emphasizing the importance of healthy relationships between employers and employees. Furthermore, it discusses the impact of employment laws on HRM practices. The report covers job descriptions, selection processes, and the importance of training and development within Sheraton. The report concludes by summarizing the key findings and emphasizing the importance of effective HRM practices for the success of the organization. It compares the selection processes of Sheraton and McDonald's. The report highlights the role of training and development in enhancing employee skills and knowledge, ultimately leading to higher productivity and customer satisfaction within Sheraton.

HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Role and purpose of HRM in Sheraton..................................................................................1
1.2 Human resources plan based on the analysis of supply and demand forecast of hotel
industry........................................................................................................................................3
2.1 Current state of employee relation in hotel industry.............................................................5
2.2 Explanation of how employment law affects the management of human resources in Hotel
industry (Sheraton)......................................................................................................................6
TASK B...........................................................................................................................................8
3.1 Job Description and person specification in Hotel sector......................................................8
3.2 Selection process of Sheraton Hotel and McDonald's.........................................................11
4.1 Importance of Training and Development in Sheraton Hotel.............................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Management (HRM) is the term used by an organisation in order to
describe all the formal systems that are derived for the management of employees and staff
within an organisation (Bamberger, Biron and Meshoulam, 2014). In simple words, it can be said
that HRM is the process of recruiting and developing employees in such a way that they become
value to the organisation. Sheraton is the world’s largest and the second oldest hotel
organization. Sheraton hotels and resorts is the part of Star wood Hotels and Resorts.
In the following report, role and purpose of the human resource management in Sheraton
has been interpreted. In the following report, current state of the employee relation in Sheraton
has been mentioned. In addition to this, effects of employment laws on HRM are also discussed.
Along with this, job description and individual specification for Sheraton is discussed. In this,
selection process of different processes of different industries has been compared. At last,
contribution of training and development activities in order to conduct effective operation is
interpreted.
TASK 1
1.1 Role and purpose of HRM in Sheraton
Human resource management is the process of hiring, recruiting and training the
employee in order to achieve the organisation’s desired objectives (Boselie, 2014).
According to Flippo “Personnel management is the process of planning, integrating,
organising, maintaining and compensating the persons with an aim to achieve the organisational,
societal and individual goals and objectives”.
Role of HRM in Sheraton
There are variety of roles that are played by human resource management in order to
move the organisation towards the high growth rate by achieving their desired goals and
objectives. Some of the roles that are performed by human resource department of Sheraton are
as follow:-
 Human resource management perform the function of Staffing. Staffing is the process of
hiring an employee from posting till negotiating the salary package (Budhwar and
Debrah, 2013).
1

 Human resource management tries to develop various policies for the development of the
employee at the workplace. In forming these policies, combination of human resource
management and executives is involved. Human resource department cannot work alone
thereby need to involve other departments also. Some of the policies that are prepared by
human resource management in Sheraton for the development of the workforce are
discipline process policy, ethics policy, vacation time policy, internet usage policy and
dress code policy.
 Role of human resource management is to determine that the compensation paid is fair
and industry is able to meets its standards and are capable enough to provoke the people
to work for the organisation.
 Another role of Human resource management is to conduct timely training and
development sessions in order to enhance the knowledge and skills of the employees.
This in turn will results in higher productivity for the Sheraton (Jackson, Schuler and
Jiang, 2014). Another role of human resource management is to create awareness in the mind of
employee about the legal laws of employment. In addition to this, human resource
management must be aware about the changes that are taking place in the entire business
environment.
Role of personnel management in Sheraton Provides assistance:- Personal management if Sheraton aims to provide assistance to the
higher management. Function of higher/top management is to frame special policies
related to workforce. Advice line manager:- Personnel management act as an staff advisor to the line managers
in order to deal with various personnel issues. Act as a Spokesman:- Personnel management act as a representative of an organisation at
the time when various training programmes are conducted by the government (Kim,
2014). In this case personnel management makes direct contract with the employees. Act as a Counsellor:- Personnel manager of Sheraton act as counsellor to the employees;
who attend the grievances and problems of the employees and at the same time guide
them.
2

 Act as a Mediator:- Personnel management act as a mediator between management and
employees in Sheraton (Mello, 2014 ). In other words it can be said that personnel
management act as a linking pin between both.
Purpose of human resource management
The main purpose of human resource management is to hire, recruit, train and develop
the employees in order to enhance their skills and knowledge. Through training and development
sessions, employees at the workplace will be able to achieve promotion and ambit their full
potentiality.
Purpose of personnel management in Sheraton
Main purpose of personnel management in Sheraton is to conduct manpower planning. In
addition to this purpose of Human resource management is to recruit and select then right person
for the right post which in turn proves beneficial for the company (Mondy and Martocchio,
2015). Along with this personnel management aims at conducting training and development
sections in order to build up the skills and knowledge of the staff members.
1.2 Human resources plan based on the analysis of supply and demand forecast of hotel industry
Human resource plan is prepared by the organisation in order to identify the present and
future needs of human resource within the organisation to achieve the desired goals and
objectives (Riley, 2014). Human resource planning also serves as a link between management
and overall strategic plan of the company. Human resource forecast is the procedure that is done
by the organisation in order to estimate the demand and supply of human resource within an
organisation.
Some of the steps of human resource planning that are followed by Sheraton in order to
forecast its sales and demand are as follows:-
Assessing human resource
This assessment starts with analysing the external and internal environment of the
organisation in order to assess the current availability of human resource. By analysing the
environment Sheraton will be able to find out the internal strength and weakness of the company.
Major weakness that is found in hotel industry is lack of various skills among the employees. In
order to overcome this weakness Sheraton should make an efforts and organise various training
and development sections in order to enhance the skills and knowledge of the employee working
3

within the organisation. Enhance knowledge and skills of the employee will help the Sheraton to
move towards the growth rate by serving their best to the customers.
Demand forecast of Hotel industry (i.e. Sheraton)
Demand forecast is done by the Sheraton with an aim to fulfil the upcoming personnel
requirement of an organisation in order to achieve the desired objective and goals by fulfilling
the requirement of customers (Sharma, 2013). In other words it could be said that demand
forecast is done to ascertain the future needs for human resources within an organisation in
footing of quality and quantity. On the basis of current human resource condition and on
analysing the plans and procedure Sheraton will be easily able to estimate the future requirement
of human resource. This forecast should be conduct on a yearly basis in order to easily achieve
the desired goals.
Demand forecast is also done by Sheraton in order to find out the needs and requirement
of the customers from the hotel. What they want and how company will be able to achieve him;
this all things are analysed through demand forecast.
Supply forecast of Hotel industry (i.e. Sheraton)
Supply forecast is done by Sheraton in order to estimate the requirement of workforce.
This is done by analysing the current resources available with that of future availability of human
resource within an organisation. Through this forecast hotel industries will be able to figure out
the requirement of human resources from within and outside the human resources. If company
wishes to recruit the human resources from internal sources than in that case they can opt for
promotion method, transfer, job enlargement & enrichment, full time and part time. Similarly if
Sheraton wants to recruit the new and fresh candidates than in that case they can opt for external
sources.
Sheraton is making the continuous efforts to supply there customers better quality
service, luxury time, good memories and a healthy environment. In addition to this Sheraton also
aims to promote and motivate its employees to give their best in order to satisfy the customers. In
lieu of which Sheraton is conducting training and development sections on a regular basis.
Matching Demand and supply
This step is concern with bringing the future demand and supply forecast into existence.
This step help in bring the demand and supply of the company in an equilibrium position in
order to avoid the condition of shortage and over staffing. In case of shortage Sheraton should
4

make an attempt to recruit new skilled employees. Likewise in case of over-staffing Sheraton
should fire some of its less capable employees. This process assists the company to collect
knowledge about various requirement and sources of HR.
Action plan
This is the last step of human resource planning which is involved with the excess and
shortage of human resource (Storey, 2014). Therefore, some of the activity that is used by
Sheraton in order to execute the HR plan is recruitment, selection, training and development,
appraisal, socialization and many more.
2.1 Current state of employee relation in hotel industry
Employment relation is the link between the employer and employee working in an
organization under certain circumstances in return of remuneration. In other words it can be said
that employee relation is the efforts that are made by an organisation in order to create a healthy
relationship between employee and employer (Tyson, 2014). A healthy relationship program in
an organisation provides the fair and accordant attention to all the employee present in the
organisation. Formation of such a program aims to resolve and prevent the arrival of various
problems that can arise at the time of work.
This program is the part of human resource strategy and is normally designed to ensure
the effective of the people in order to accomplish the organisation mission and objective. This
program aims at focusing the various issues that affects the employee like pay and benefits, safe
working conditions, work life balance and so on.
In simple words it could be said that employee relationship is the relation between
employee and employer in order to avoid various uncertain. This in turn will assist the Sheraton
to achieve the desired objective of the organisation. A healthy employee relationship between the
management and the staff lead the company towards the high growth rate. Similarly if
relationship between management and staff is not good than it will result in strike or increase in
number of turnover and absentees. This in turn will lead the hotel industry downwards.
Thus, as per the current state of Sheraton it can be concluded that company is able to
conduct the healthy employee relationship between employer and employee & management and
staff. This in turn moving the Sheraton towards the high growth rate from many year. These
hotel is the part of Star wood hotel and resort industry will is one of the world’s leading
industrial sector. In order to create a healthy relationship between the employer and employee
5

Sheraton is conducting various training and development on a regular basis in order enhancer the
skills and knowledge of all the individual present within the organisation.
Sheraton tries to conduct the healthy employee relation through conference, seminars,
workshop, on the job training, off the job training, presentation and so on. A healthy employee
relationship also assist the Sheraton to reducer the situation of conflicts and mediation, strikes
and industrial actions, formation of trade union, collective bargaining and so on.
Thus, at last it can be concluded that current state of employee relationship in Sheraton is
good. This in turn is moving the company towards the higher growth rate. In addition to this
Sheraton is also able to attract more and more customers due to healthy and better service that
are provided by the company (Punnett, 2015). And this situation is possible when employee is
highly motivated towards their work.
2.2 Explanation of how employment law affects the management of human resources in Hotel
industry (Sheraton)
Human law is related with the employment and labour law that comprehend the various
rules and regulations that are specific to HR professionals. This law deals with all the issues that
are related with the Human resource professionals (Paillé and et.al., 2014). Some of the key
issues that are related to the company are hiring, firing, pay checks, employee benefits, overtime,
and wages and so on. Imposition of this law also prevents the employee and employer from
discrimination and harassment, provide safety of their life etc. These laws that are imposed by
the government in order to protect the employee rights. Some of the common laws that affect
the human resource management are as follows:-
 Non-discrimination and equal employment opportunity: - This law protect the
employees from discrimination on the bases of race, sex, age and religion. Amendment
fourteenth of US Constitution includes Equal Protection clause. Title 7 of Civil Rights
Act 1964 is one of the leading federal anti-discrimination legislative act that determines
the religion, race, gender and age.
 Minimum standards for terms and condition of employment:- Some of the
employment law impose by the government that company is required to pay minimum
fixed standard of pay to each and every employee based on his or her work (Bamberger,
Biron and Meshoulam, 2014). Minimum standards are set up by the government in order
to meet up for the basic pay, leave from work and safety.
6

Some of the acts that come under this category are Federal fair labour standards
act, Occupational Safety and health Act and family member's medical necessity.
Imposition of this act reduces the profit margin of the company and at the same time
increases the expenses and responsibility of the Sheraton.
 Freedom to join and form union at any time:- Each and every employee present in the
organisation has the right to join and form trade unions at any time whenever they like.
Employee has the right to join the unions under national labour relations Act, Civil
Service Reform Act and Railway Labour Act.
Imposition of this law affects the human resource management in planning there
various activities. Formation of a healthy trade union is good for Sheraton but an
Unhealthy union can create a lot of problem for the company.
 Privacy:- Every employee working at the workplace has the right to get some privacy
time during the working hours. In order to implement this the Electronic Communication
privacy Act was establish with an aim to protect the employee phone conversation from
that of employer or management encroachment (Delahaye, 2015). In addition to this Fair
Credit Reporting Act was also formed in order to take permission from employer before
doing so.
Therefore, these are some of the employment laws that are imposed by the government in
order to protect the employee at workplace. Imposition of various acts in relation to employment
law has affected the human resource management of Sheraton in both positive and negative
manner. Imposition of various act has almost prove to be beneficial for human resource
management of Sheraton. Because Imposition of various that are mentioned above was necessary
for the growth of employees in hotel sector and at the same Imposition of act also assist the
hotel industry to attract more and more customers by recruiting, motivating and training
employees. Because highly motivated employees at workplace will be able to give their best.
Thus, after summarizing all the factors it can be concluded that Imposition of various law has
affected the Human resource management of Sheraton in positive way.
7

TASK B
3.1 Job Description and person specification in Hotel sector
This part of report is focusing on the Job description and Person Specification with
respect to Sheraton Hotel. Job description refers to the statement which denotes the roles and
responsibility of the person who will be appointed for the vacant position in the organization. It
describes the duties of the person to be performed at the workplace. Generally, their roles and
responsibilities are specified so as to lead the company’s direction towards the way of
achievement and opportunities (Berke and Campanella, 2006). For understanding the scope of
job description in much wider sense, the report describes the explanation of job at Sheraton Hotel
which is presented as follows:
 Job Description– Basically, it not only depicts the duties of the candidate
applicable/applied to the job, but also denotes the roles and responsibilities of the same
candidate who would be employed in the company for achieving the proposed tasks and
turning the opportunities to the accomplished goals. It also states about the Job title,
superiors person whom he/she has to report, working conditions, duration of the job,
skills & knowledge required, description of the salary, duties to be performed, divisions
of the company under his control, etc. It is further classified as:
▪ Evaluating and decision making (How to do, What to do, When to do)
▪ Creating self development (motivating, encouraging, confidence)
▪ Controlling the quality (Food Quality, Service quality)
▪ Responsibilities over other staff
◦ Recruiting & training (new staff in the company)
◦ Evaluating (trained and untrained staff )
◦ Controlling and managing (existing staff in the organization)
 Further, the report is providing a brief knowledge of job description of Catering
Manager in Hilton Hotel:
Job Title Catering Manager
Reporting General Manager, Assistant General Manager or the Superior person
Work Activities The person would be responsible for day-to-day activities regarding food
and catering Services provided to the guests in the hotel. To maintain a
8

certain level of satisfaction in customers and discipline in staff. He/she
has to manage the following duties like:
 Menu planning
 Keeping staff trained and expertise their services
 Organizing, motivating and leading the catering staff for better
customer satisfaction
 Managing stocks in the restaurant
 Monitoring quality of the services provided to the customers
 Continuing the work in line by maintaining health and safety,
food hygiene, and nutritional regulations
 Keeping and updating financial records
 Generating meeting with suppliers and customers
 Maximizing sales and profits expectations
Requirements With experience and qualifications, the person should have the ability to
take more responsibilities and supervise less experienced personnel.
He/she should train the sub-ordinates while working. Although,
qualifications required for the job are:
 Diploma in Supervising Food & Beverages Services
 Advanced Apprenticeship in Hospitality & Catering
management
 Degree in the Supervising Customer Service in Hospitality and
Travel & Leisure
Working hours and
conditions
In hotel sector, a full time catering manager's working hours is likely to
be round the clock i.e. 8 am to 8 pm in day shift and 8 pm to 8 am in
night shift or Circa 60 hours per week whichever preferred by the Hotel.
Usually, this work shift covers evenings, weekends and public holidays.
During wedding functions, manager has to work on weekends and on
public holidays also.
Salary As a catering manager in Sheraton Hotel, salary offered to the person
would be between £20,000 and £25,000 annually but it is as per the
9

person's experience, which could be up to £45,000 annually.
Now, the report is known explaining the personal specification required as per the job
description. Person specification is the further details which are not prescribed in the job
description. As job describes the job but not specifies the person specification required as per the
job. Job description depicts the job duties and roles and person specification specifies the person
abilities and capabilities required for the job (Karami, Analoui and Cusworth, 2004). Further, the
report continues with the details of person specification for brief understanding.
 Person Specification – the duties of the catering manager in the hotel not only ends
up to the limited boundaries of catering & food services, it continues from the guest’s
arrival and ends till their departure. The capable person for the job of catering
manager should have an excellent interpersonal skills of delivering high standards of
service and presentation with a pro-active approach to maintaining excellent customer
service. This position requires a successful candidate to be a well presented
professional with proven experience in catering and hospitality management.
Education & Skills Education Qualifications:
 Degree preferred in Catering & Food Services
 Food hygiene certificate
 Computer literacy
 Advanced Apprenticeship in Catering management
Skills required :
 Strong communication skills.
 Good standards of customer care.
 Team supporting and building skills.
 Strong professional skills in catering & food services
 Ability to lead, motivate and manage the staff team
 Passion for good quality food & services
 Ability of exercising a high standard of personal integrity and
professional conduct.
Experience Appropriate person for the job must have at least two years’ experience
in previous catering & food services sector. Candidate having experience
10