Human Resource Management Report: Millennium Hotel Analysis

This report provides a comprehensive analysis of human resource management practices at the Millennium Hotel. It begins by outlining the various roles of HR, including change agent, administrative expert, employee advocate, and business partner, emphasizing their importance in enhancing employee productivity and aligning with the hotel's strategic goals. The report then delves into the impact of employment laws, such as anti-discrimination acts and fair labor standards, on HR management, highlighting the need for compliance and employee protection. A significant portion of the report compares the selection processes in the aviation and hotel industries, detailing the methods used for candidate evaluation. Finally, the report examines the crucial role of training and development programs in enhancing employee performance, fostering team spirit, and improving the overall quality of the organization, ultimately contributing to the hotel's competitive advantage and profitability. The report is supported by several academic references.

1.1 Role and purpose
HR of the millennium hotel can be various roles such as change agent, administrative
expert, and employee advocate and business partner. In the role of Change agent: it is necessary
for HR to recognize the gap between management practices and introduce initiatives to close
them. HR of the millennium hotel should be helpful with the client to develop the
communication plan on the daily basis (Maheshwar, Priya, Lodorfos and Konstantopoulou,
2017). In the role of Administrative Expert Hr need to be more active regarding full compliance
with the law. For being as employee advocate, HR should manage the performance appraisal and
conduct the regular opinion surveys so that employee can feel free to share their views and ideas
with HR. Create the valuable bonding with internal clients and run in house talent management
programs in the role of business partner. The purpose of HR is to increase the productivity of an
employee. Along with that HR should concern the aspects of benefits in the context of
Millennium Hotel. HR needs to maintain the balance between job market and financial
consideration. While evaluating benefit plans, Hr need to involve employees. Hotel millennium
should be protected from staff losing. The strategic decision making process should be there. HR
needs to develop the competitive advantage which involves the capacity of building of the hotel
so it might offer a different set of goods and services to its consumers. The main purpose of HR
is to enhance the growth of the company by hiring the right people at right place at right time
(Purce, 2014).
2.2 Affects
Employment law mainly concerns the employee of the organization regarding their
wages, salaries, dismissal justification, and employer insolvency and working schedules. There

is a number of laws and legislation which may affect the management of human resources in
hotel millennium. Anti discrimination act, civil rights act of 1964 prohibits discrimination of the
employees in the term of color, caste, color, national region or sex. It is the law which protect
employee from the wrong decision of hiring due to above reasons (Armstrong and Taylor, 2014).
Apart from that there is Fair Labor Standards Act builds the amount of the minimum wage of
federal, which is reappraise on a periodic basis. The Fair Labor Standards Act (FLSA) makes the
amount of the federal minimum wage, which is reappraise on a fluctuating basis. It is the
responsibility of HR to constant verifies the accuracy of the paid amount to the employees of the
hotel. The regulations of FLSA require that employee of the hotel should be paid overtime if
they worked more than 40 in a workweek. In the context of leave, the federal family and medical
leave act has the system to take unpaid leaves up to 12 weeks in a 12 month period for a variety
of situations such as boding with a new baby or serious health condition.
3.2 Comparison
The selection process in aviation industry is being done by presentation, psychometric
test and written test. In the term of presentation, during selection, candidates are required to give
presentation in front of showcase of a panel; their presentation skills will be helpful for the HR to
judge his customer handling skills for the job role in tourism industry. In order to know the
knowledge about the industry and technical, written test is preferred in the aviation industry. It is
the way in which aviation industry can get to know about the behavior and the personality of the
consumer. The psychometric test facilitates to confirm that the candidate is physical fit or not for
desired profile. In comparison of aviation industry, the procedure of selection in hotel industry is

totally different. Internal as well as external both sources are being taken in use while selecting
the employees (Aswathappa, 2013). Pre-screening of applicants, set up for interviews, hiring
decision, processing for paperwork, and protection of staff needs, employment pool, processing,
arrival confirmation and failure to confirm arrival are the process elements of Millennium Hotel.
The HR of the hotel accepts the application and pre screen the applicants after that he or she
manage and organize the session of interview. Based on needs of staff in hotel, the ops of hotel
management is assigned to take interviews and select the staff. Hiring decision will be liable to
take the final selection of the candidates. All necessary paperwork is considered in the hotel
industry after that HR personnel monitor and evaluate the employment pool and advise manning
agent to mail the selected employees regarding selection and bring to necessary documents
(Marler and Fisher, 2013).
4.1 Training and selection
In order to enhance the productivity of the employee of the hotel millennium, personal
productivity should be considered as important basis. The proper training will enable them to
manage the work and personal productivity will increase his enthusiasm in the favor of personal
growth. The program of training and development are very important for the Millennium Hotel
as it facilitates the hotel to acquire effective performance for a long time (Tahir, Yousafzai, Jan
and Hashim, 2014). Along with that it allows to reduce the waste of time within the hotel. The
effect of training and development will impact on organizational culture, team spirit and the
quality of organization. After getting proper training and development, the employees of the
hotel Millennium will be more active. This program will be helpful to establish the environment
of growth, diversity and value development. Team spirit is the most crucial element in the
context of hotel industry. The training and development program helps to enhance the team spirit

among the staff of the Millennium hotel. The quality of organization will be improved due to
effective training and development program. The health and safety regulations of the Millennium
hotel can be provide by the training and development program. An effective workforce facilitates
in boosting progress that gives a competitive advantage to the Millennium hotel. With the help of
efficient programs of training and development, an effective workforce within a hotel can be
formed (Gillon, Braganza, Williams and McCauley-Smith, 2014). Along with that the
Millennium hotel can enhance the ration of profitability by providing the efficient services to its
customers and it would be possible due to achievable training and development program.

References
Armstrong, M. and Taylor, S., (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Aswathappa, K., (2013). Human resource management: Text and cases. Tata McGraw-Hill
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Gillon, A.C., Braganza, A., Williams, S. and McCauley-Smith, C., (2014). Organisation
development in HRM: a longitudinal study contrasting evolutionary trends between the UK and
USA. The International Journal of Human Resource Management, 25(7), pp.1002-1023.
Maheshwar, V., Priya, G., Lodorfos, G. and Konstantopoulou, A., (2017). Exploring HR
practitioners' perspective on employer branding and its role in organisational attractiveness and
talent management. International Journal of Organizational Analysis, 25(5).
Marler, J.H. and Fisher, S.L., (2013). An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review, 23(1), pp.18-36.
Purce, J., (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Tahir, N., Yousafzai, I.K., Jan, S. and Hashim, M., (2014). The Impact of Training and
Development on Employees Performance and Productivity A case study of United Bank Limited
Peshawar City, KPK, Pakistan. International Journal of Academic Research in Business and
Social Sciences, 4(4), p.86.