Strategic Human Resource Management Analysis: UK Hotels and IHG

This report provides a comprehensive analysis of strategic human resource management (SHRM) within the hospitality industry, focusing on two organizations: UK Holiday Group Ltd and Intercontinental Hotels Group Plc. The report begins with an introduction to SHRM, defining its role in aligning human resources with organizational goals. It then analyzes the SHRM processes, including workforce planning, recruitment, human resource development, performance management, and talent management. The report explores various HR strategies, such as restructuring the organizational structure, redesigning work, and outsourcing, to achieve organizational objectives. Furthermore, the report identifies and analyzes the HR strategies of both organizations, including leadership and talent strategies. The report concludes by identifying and analyzing contemporary issues affecting SHRM, supported by relevant theories. This report provides valuable insights into how SHRM practices can enhance organizational performance and meet the needs of both employees and guests in the hospitality sector.

Strategic Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
1) Description of Strategic HRM & analyze its roles within both organization.........................1
2) Different ways are analyzed through which human resource strategies are planned,
developed and implemented with the possible approaches.........................................................2
3) Analyze the HRM process used by the organization..............................................................3
4) Identification and analysis of the HR strategies of both the organization...............................5
5) Comparison between the used and the could be used HR strategies.......................................5
6) Identification & analysis of the contemporary issues that affects Strategic HRM with
effective theories to support.........................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................9

INTRODUCTION
Managing human resources in the working industry require proper tactics and strategies
to meet up the challenges and implement the best plan to provide the best services and
effectively deal with the people associated with it (Truss, Mankin and Kelliher, 2012). In this
report two organization from the hospitality industry are taken which are UK Holiday Group Ltd.
is the hotel which is specializes in holiday for the elder couples. Another one is Intercontinental
Hotels Group Plc which is the multinational and operates top provide the quality stay to the
guests. The present report analyzes the role of the strategic human resource management within
the organization. Further, different ways are analyzed through which human resource strategies
are planned, developed and implemented with the possible approaches. The HRM process is
being analyzed with the identification and analysis of the HR strategies of both the organization.
Comparison between the used and the could be used HR strategies. Identification and analysis of
the contemporary issues that affect the strategic human resource management with effective
theories.
TASK
1) Description of Strategic HRM & analyze its roles within both organization
Strategic human resource management is the aspect which helps the organization to
integrate several concept and practices to guide and align human resources to manage the entire
working in an proficient manner (Rees and Smith, 2014). It aims to configure the practises of the
human resources to link best with the organizational performance.
Strategic human resource management comprises of various perspective that are
associated with the proactive management of the employees that are working within the
organization to manage the entire working. It include several components such as hiring process,
discipline, and the other aspects which helps the employees to improve the work quality and the
maximize benefit for the organization as well as for the employees (Cascio, 2015).
Strategic human resource management plays a significant role to make the organization operates
effectively with the help of these:
 Development of effective workforce: With the help of strategic human resource
management, organizations are able to develop the proficient workforce to carry out the
various operations (Raub and Robert, 2013.). With the help of the development of the
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workforce UK Holiday Group Ltd. will be able to manage the entire working and deal
with the guest through proper ways and techniques. Likewise, Intercontinental Hotels
Group Plc can thoroughly enhance the working of the employees with the proper
assessment of the techniques. Through this, Intercontinental Hotels Group Plc would be
able to meet the need of the guests in an effective manner.
 Innovation: It is the aspect which helps the organization to modify the work procedure in
order to provide innovative services to the customers. Through innovation in the work
structure the employees of UK Holiday Group Ltd. will be able to carry out their working
in more proficient manner. Thus, the gust would be addressed with the quality services.
Similarly, Intercontinental Hotels Group Plc can innovate its work patterns so that the
stay of the guest becomes comfortable with the help of the innovative services rendered
by the employees. Innovation aspect will help both the organization to enhance their
effectiveness and the performance criteria to deal with the guest and improve the quality
of work.
 Effective decision-making process: With the help of strategic human resource
management, both the organization can resign the decision-making process to deal with
the guests. These decisions are related with the effective management of the work
procedure to provide the valuable services to the clients (Cascio, 2015). Through
effective decision-making process, both the organization can carry out the entire
functioning very smoothly. This will help the organization to reshape the working
procedure and manage the working to provide the quality services to the guest to make
their stay more comfortable.
2) Different ways are analyzed through which human resource strategies are planned, developed
and implemented with the possible approaches
The human resource strategies are aligned to achieve the overall goals and objectives of
the organization in an effective manner. These strategies help the organization to develop over
the larger perspective by meeting the needs of the employees. These are the approaches through
which the HR strategies are planned, developed and implemented in a proper mode.
 Restructuring the organizational structure: It is the strategy which will help the
organization to develop variety of options to manage the entire working (De Bruecker and
et.al, 2015). With the restructuring of the organizational structure, UK Holiday Group Ltd.
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Will be able to create variety of options to assist the entire working and reorganize the work
to deliver services to the guests. The employees who are not efficient must be removed
while restructuring the organizational structure to carry out the respective operations. Beside
this, Intercontinental Hotels Group Plc can regroup the work patters of the employees in
order to manage the entire working and guarantee to provide valuable services to the guests.
The work load can be reduced with the employment of the new workforce to manage the
working.
 Redesigning the work: This aspect help the organizations to redesign the work with the
proper analysis of the trends which are present in the work environment (Rosman and
Stuhura, 2013). Through redesigning of the work pattern of the employees of UK Holiday
Group Ltd ensure to provide the better services with the help proper alignment of the work
as per the skills and competencies. Intercontinental Hotels Group Plc can redesign their
work patterns to intensify the working condition of the employees. Through this, the
employees are able to meet the requirement of the guests and ensure that they are satisfied
with the services which are rendered by them.
 Outsourcing: This is the aspect which is adopted by the organizations to outsource the
various operations that are associated to render the services to the guest with the help of the
employees. UK Holiday Group Ltd can implicate the certain part of the working over the
contractual basis in order to provide the best services to the guests (Truss, Mankin and
Kelliher, 2012). Through which the stay of the guest is made comfortable with the services
provided by the employees. Likewise, Intercontinental Hotels Group Plc can also ensure that
the external workforce is well-skilled to provide services to the clients and deal with the
issues encountered by them in a proper manner.
All the strategies help the organization to align and determine the effective allocation of
the strategies in order to perform as per the planned objective. Thus, best services are rendered to
the guests and functional objective are attained with the adoption of the strategic approach. This
approach helps to determine the effective working of both organizations for the longer duration
of time.
3) Analyze the HRM process used by the organization
Human resource management is the process which is very beneficial for the organization
to plan the complete working for the smooth operational activities (Truss, Mankin and Kelliher,
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2012). With the proper analysis of the human resource management process all the aspect is
identified which help to meet the organizational objectives.
 Workforce planning: This is the continual process which is used by UK Holiday Group
Ltd to align the entire needs and priorities the entire working. The entire workforce ensures
to meet the legislative, regulatory and the services requirement to meet the organizational
objectives. This helps the employees to develop the strategies to enable the entire planning
of the workforce. This helps the employees to analyze and identify the various perspectives
to provide best services to guests.
 Recruitment: This is the process which is adopted by both organizations in order to recruit
and hire the potential employees to manage the entire working in an effective manner
(Truss, Mankin and Kelliher, 2012). UK Holiday Group Ltd does the proper screening of the
recruit before hiring to carry out various operations. The skills of the individual are
measured in order to ensure that they will be able to carry out the operations. On the other
hand, Intercontinental Hotels Group Plc carry out the step by step process to hire the
individual for the organization as per the requirement so that they are able to deal with the
guest in an effective manner.
 Human Resource Development: With the help of the HRM process the both the
organization ensure the human resources are trained and developed in a proper manner to
manage the entire working (Bal, Kooij and De Jong, 2013). All the activities are aligned in
such form that the employees are able to meet the requirement of the guest in a proper
manner. This help the employees to become expertise of the achieving the goals and
objective of the organizations. Through this both the organizations are able to identify and
seek the competitive advantage with the proper development of the human resources.
 Performance management: This process helps UK Holiday Group Ltd to harness the
potential of the employees to manage the entire working in form of groups. All the planning
and reviewing is done in order to identify the overall contribution which is made by them to
meet the requirement of the guests in a proper manner with their effectiveness and efficiency
(Armstrong and Baron, 2000). Likewise, Intercontinental Hotels Group Plc can improve
their work patterns to intensify the working condition of the employees. This will help the
employees to manage the entire work procedure in a proficient manner.
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 Talent management: This process helps UK Holiday Group Ltd to harness the potential of
the employees to meet the expectations that exhibits the behaviour of the employees to
manage the entire working and meet the requirement of the guest (Truss, Mankin and
Kelliher, 2012). Similarly, Intercontinental Hotels Group Plc focuses on the talent of the
employees to enhance their performance to meet the competitive advantage and deal with
the internal forces efficiently. In order to succeed the functioning of the strategies are
aligned to meet the requirement of the guests.
4) Identification and analysis of the HR strategies of both the organization
The human resource strategies help both the organization to manage the entire working in
an effective manner. With the proper allocation of the strategies the work are planned in a proper
way so that the human resources align all the operations and develop the specific areas to build a
better and competitive organization.
 Leadership of the organization strategy: Leadership help the organization to determine
the success and failure of the organization to meet up the success (Wang, Tsai and Tsai,
2014). UK Holiday Group Ltd can hire the HR professionals to manage the entire
working of the employees and recommend major strategies for the development of the
organizational strategies. Likewise, Intercontinental Hotels Group Plc can allocate the
task with the formation of team to accomplish in an appropriate manner. This helps
Intercontinental Hotels Group Plc to conduct the effective functioning.
 Talent strategy: The HR strategies are able to forecast the future need that need to be
analyzed in order to create the plan for the recruitment and selection of the employees
(Rees and Smith, 2014). UK Holiday Group Ltd is identifying the competencies of the
employees to manage the entire working in order to allocate the work as per their
potential. Similarly, Intercontinental Hotels Group Plc develops the comprehensive work
environment to meet the requirement of the guest and deal with the issues in a proper
manner.
5) Comparison between the used and the could be used HR strategies
There are ample amount of services which are used by UK Holiday Group Ltd and
Intercontinental Hotels Group Plc to deal with the guest with the proper management of the
human resources strategies (Oh, I.S. and et.al, 2015). These strategies help both the organizations
to carry out the entire operations in an effectual way. The strategies which is used by UK
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Holiday Group Ltd and Intercontinental Hotels Group Plc leadership of the organization strategy
and talent strategy which assist in acquiring the efficient workforce to manage the entire working
in an proficient way. The employees who are hired are the professional of the field which help
them to perform their roles and responsibilities in a significant form. Through this the task are
assigned as per the competencies of the employees that are engaged to carry out the various
operations and meet the requirement of the guest and deal with their issues.
On the other hand, UK Holiday Group Ltd and Intercontinental Hotels Group Plc can
adopt the high performance culture strategy through which the organizations define the
performance measures. By defining the performance measure this will enhance the work
activities of the employees (Raub and Robert, 2013). This will make the employees to plan and
carry out their working to meet the organizational objectives which are associated with the
creative ideas that are implemented by the employees to improve the quality of the work.
6) Identification & analysis of the contemporary issues that affects Strategic HRM with effective
theories to support
There are various issues that affect the strategic human resource management and prove
to be challenge for both the organizations (Grant, 2015).
Employee satisfaction: This is the major issues that need to be resolved in order to
enhance the performance of the employees in both the organization. As the happier employee
will be able to meet the requirement of the client in an effective manner. This will reduce the
employee turnover and complaints (Kerzner, 2013). With the help of Maslow's need hierarchy
theory the employees satisfaction can be raised with the through satisfying the need of the
employees.
Customer relationship: This is the another issues that affect the performance of the
employees within the organizations as many a time the customer are not satisfied with the
services rendered by the employees (Rosman and Stuhura, 2013). Hence, the entire working of
the employee get affected through it. All the measure need to be adopted to meet the requirement
of the guest in a proper manner. With the help of the resource based theory the need can be
identified and necessary measure will be taken to deal with the issues encountered.
Communication effectiveness: This is the aspect over which the entire working is
carried out to manage the entire working of both organizations. Hence, this can be resolved with
the help of the resource based theory to identify the resources to manage the entire working. The
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strategies used by UK Holiday Group Ltd and Intercontinental Hotels Group Plc will be
communicated in a proper manner to carry out the entire functioning.
CONCLUSION
From this report it can be assumed that the strategic human resource management helps
the organization to render best services which enhances the work quality. This develops the
entire work procedure which acts as the beneficial aspects for both the organizations to manage
the entire workforce. Through the effective regrouping and restructuring the organizational
performance is enhanced in an efficient form. All the aspect help to deal with the issues that are
encountered in order to manage the integral functioning of the organizations.
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REFERENCES
Books and Journals
Armstrong, M. and Baron, A., 2000. Performance management. Human resource management,
pp.69-84.
Bal, P.M., Kooij, D.T. and De Jong, S.B., 2013. How do developmental and accommodative
HRM enhance employee engagement and commitment? The role of psychological
contract and SOC strategies. Journal of Management Studies, 50(4), pp.545-572.
Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality industry:
A guide to best practice. Routledge.
Cascio, W.F., 2015. Strategic HRM: Too Important for an Insular Approach. Human Resource
Management, 54(3), pp.423-426.
De Bruecker, P. and et.al., 2015. Workforce planning incorporating skills: state of the art.
European Journal of Operational Research, 243(1), pp.1-16.
Grant, R.M., 2015. Contemporary Strategy Analysis 9e Text Only. John Wiley & Sons.
Kerzner, H.R., 2013. Project management: a systems approach to planning, scheduling, and
controlling. John Wiley & Sons.
Oh, I.S. and et.al., 2015. Human Capital Factors Affecting Human Resource (HR) Managers'
Commitment to HR and the Mediating Role of Perceived Organizational Value on HR.
Human Resource Management.
Raub, S. and Robert, C., 2013. Empowerment, organizational commitment, and voice behavior
in the hospitality industry evidence from a multinational sample. Cornell Hospitality
Quarterly, 54(2), pp.136-148.
Rees, G. and Smith, P. eds., 2014. Strategic human resource management: an international
perspective. Sage.
Rosman, R. and Stuhura, K., 2013. The implications of social media on customer relationship
management and the hospitality industry. Journal of Management Policy and Practice,
14(3), p.18.
Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management. Oxford
University Press.
Wang, C.J., Tsai, H.T. and Tsai, M.T., 2014. Linking transformational leadership and employee
creativity in the hospitality industry: The influences of creative role identity, creative
self-efficacy, and job complexity. Tourism Management, 40, pp.79-89.
Online
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Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic Human Resource Management. [Pdf].
Available through: < http://www.som.cranfield.ac.uk/som/dinamic-
content/media/knowledgeinterchange/booksummaries/Strategic%20Human%20Resource
%20Management/Summary.pdf>. [Accessed on 19th February, 2106].
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