Professional Documents
Culture Documents
Cu-Human Resource Management - Rev
Cu-Human Resource Management - Rev
MANAGEMENT
TABLE OF CONTENTS
Introduction......................................................................................................................................1
Task 1...............................................................................................................................................2
2. Identify and list from your reading about HRM, the various functions of HRM in an
organisation..................................................................................................................................2
5. Select 2 approaches among each of recruitment and selection and explain them in detail
highlighting the strengths and weaknesses..................................................................................4
6. You are to select an organisation and identify various HRM practices in that organisation
and list them.................................................................................................................................5
7. Select more than one practice and explain the benefits for both the employer and employee
providing appropriate examples for each type within an organisational context........................6
8. Now give details of how your selected practices will benefit your selected organisation in
terms of profit and productivity. Justify your answers with examples........................................8
References........................................................................................................................................9
Task 2.............................................................................................................................................11
3. You are to identify and list various employment legislations that are key for an organisation.
...................................................................................................................................................11
4. Explain how these will have an impact on HRM decision making. Discuss the pros and cons
of each of the above-discussed legislations...............................................................................11
Task 3.............................................................................................................................................13
3. Create job specification and person specification for your selected job vacancies...............13
4. Mention what recruitment and selection methods will be appropriate for those vacancies and
support your justification using theory with appropriate referencing.......................................15
References......................................................................................................................................16
Conclusion.....................................................................................................................................17
LIST OF TABLES
HRM Purpose
HRM purpose in InterContinental Hotels Group focuses on providing effective training to their
employees so that the productivity and profits of the hotel can be increased. This function aims at
managing the resources of the organisation in an optimum way. Along with this, it is important
to maintain harmony, peace and discipline within the workplace so that goals can be
accomplished efficiently. When HR department of IHG formulates the policy related to objective
attainment, it is their responsibility to engage the workers and communicate these formed
policies and strategies to their employees so they can perform the tasks and job roles as per the
set policies and guidelines (Noe et.al, 2017).For example, the main purpose of the HR
department in IHG is to meet the human resource requirements, recruit skilled candidates,
provide them training and ensure their professional growth and development in the organization.
2. Identify and list from your reading about HRM, the various functions of HRM in an
organisation.
HRM Models
IHG apply hard functions of HRM in their firm to ensure effective monitoring and proper
controlling to gain efficient working and their main focus is on business profits. Soft skills of HR
function include motivation, encouragement, supervision and communication to build trust
among the employees and employers.
HRM Functions
Recruiting skilled, qualified and efficient staff by analysing the staff needs and
requirement in IHG is an essential HR function.
Managing the performance of employees to provide them with equitable rewards and
benefits for their efficient performance and develop their motivation level.
Induction activities in IHG by HR department to increase the confidence of newly
recruited employees are important to increase organisational profits.
Training is a vital function in business as it aims to gain business efficiency with the help
of improved knowledge and skills of employees (Lakshmi and Kennedy, 2017).
Employee engagement to build employee relations more positively is the role of HRM in
IHG so that the turnover of staff can be minimised.
Employee Training: with the adoption of new technology in IHG, the need of employee training
and development can be increased so that they can learn the use of such technologies and make
improvements in their work performance. Training activities increase the confidence of workers
and staff members to retain more and contribute to business goals. The wastages and accident
rates in the organisation can also be lowered with the help of imparting training and development
sessions (Esteban-Lloret et.al, 2018).For example, it is also essential function of HR department
in the IHG to identify the training needs to enhance skills and working knowledge of existing as
well as newly hired employees so that they can perform the customer service more efficiently.
Recruitment process in IHG can take place with the help of various approaches like transfers of
employees, employing the trainees and promotions. These are included in the internal
recruitment approaches. Along with this, the firm use the approaches like online websites,
agencies for recruitment, job advertisements so that more skilled candidates can be attracted
towards applying for the jobs in IHG. As compared to external recruitment, recruiting staff
internally can save more time and costs but lacks new and creative ideas from fresh talents.
Approaches to Selection
The process of selecting qualified staff members in IHG to contribute to the business success is
based on pre-decided selection criteria. After the application form is analysed, the candidates are
required to pass some online tests like psychometric tests and job knowledge test. After such
tests, the selected candidates are called for interviews for the purpose of testing their knowledge,
skilled and abilities in a more effective manner by asking some important job related questions.
After getting selected, employees are provided with induction training (Xue et.al, 2016).
5. Select 2 approaches among each of recruitment and selection and explain them in detail
highlighting the strengths and weaknesses.
Selection Approaches
Recruitment Approaches
Online websites: using this approach helps in attracting a larger pool of skilled candidates along
with saving the cost. The disadvantage included is that the reputation of IHG can get affected if
the information provided on social sites is irrelevant and inaccurate. Also, the weakness in using
the online websites to post the vacant position advertisement is that it is limited to some few
skilled people as all people do not visit the websites on regular basis (Ladkinand Buhalis, 2016).
Job advertisement: this method involves a fixed cost and price along with the circulation of
positive message related to the jobs of IHG. On the other hand, the drawback included is that this
process is slow and the success is not guaranteed because only limited candidates can get
attracted towards applying for the job.
6. You are to select an organisation and identify various HRM practices in that organisation and
list them.
Best Practice V/S Best Fit
The organisational efficiency in IHG using best-fit approach can be enhanced with the help of
coordinating the effective policies and strategies of HRM function with the business objectives.
While proper controlling is required in performing the HR activities so that the organisation can
gain a competitive advantage (Larsonand Chang, 2016).
HR Practices at IHG
7. Select more than one practice and explain the benefits for both the employer and employee
providing appropriate examples for each type within an organisational context.
Benefits of Extensive Training and Development
Training helps the employers of IHG to get the benefit of providing less supervision as the
training enhance the knowledge of their worker to perform efficient work. Along with this, the
employee turnover can also be minimised at large resulting in profitability enhancement
(Tregear, 2015). In addition to this, the benefits of employees include their increased job
knowledge as well as an understanding of the job. The motivation level and confidence of staff
members in IHG can also be increased with extensive training. For example, HR department in
the IHG organize training and development programmes that are beneficial for employees as it
enhance their skills and abilities that help them in ensuring their professional as well as personal
growth and development. Skilled and well trained employees can be beneficial for the IHG as it
help in enhancing guest service and hence market image and profitability of the organization or
employer (Samsonand Gungul, 2014).
Figure 1: Training and Development
Managing compensation and benefits help the business and employers to efficiently attain the
business targets and missions. Employers can gain the loyalty, commitment and trust of
employees as the implementation of an adequate compensation system within the firm. Benefits
of staff members with effective compensation and rewards are the improved living standard of
the employee and increased motivation. Such benefits also increase the job satisfaction of IHG
employees (Cascio, 2015).For example, effective salary packages, rewards and incentives also
help employees to fulfil their basic needs efficiently and hence support in enhancing their living
standard in the society. And if employees are satisfied with compensation paid by the employer
or IHG then they will put their full efforts and time to enhance the productivity and profitability
of the organization and hence enhance the guest service (Odunlami and Matthew, 2014).
8. Now give details of how your selected practices will benefit your selected organisation in
terms of profit and productivity. Justify your answers with examples.
Effective HRM practices within the organisation can improve the relationship between
employees and employers and build trust among each other. Employee’s interest in contributing
to business goals can be gained with compensation plans implemented by the HR department.
The customers of IHG get higher satisfaction from the effective services provided by the
employers. Such improved services are result of the perks, benefits and rewards to the employees
by the employers. This will automatically increase the sales and revenues of the organisation
along with the positive reviews of customers and guests who visited the hotel.
Along with this, training sessions for employees can improve work efficiency, productivity and
employee motivation enhancement. The organisation will be benefited by a reduction in the
accident rates and wastage by employees (Dilip, 2018). Providing security to the employee
within the work premises can help the firm to gain and create a positive image and good
reputation in the market which can also help to get the attention of more customers towards the
products and services of their hotel.
Conclusion
HR practices, HRM approaches and functions applied and adopted in IHG can have an impact on
the process of decision making of the firm which has been discussed in the above task. The
impact on the decision can be both positive and negative which can be managed by the
organisation for business growth.
References
Books and Journals
Online
3. You are to identify and list various employment legislations that are key for an organisation.
4. Explain how these will have an impact on HRM decision making. Discuss the pros and cons
of each of the above-discussed legislations.
Employee Relations and Its Importance Employment Legislation with Pros and Cons
3. Create job specification and person specification for your selected job vacancies.
Job Specification of Maintenance Assistant:
4. Mention what recruitment and selection methods will be appropriate for those vacancies and
support your justification using theory with appropriate referencing.
Recruitment and Selection Methods
The candidates for the job post of Maintenance Assistant as well as Receptionist in IHG can be
selected with the use of adequate recruitment methods like job advertisement and online sites as
it will help the firm to have more skilled candidates and fresh talents. The recruitment can also
take place through the references of current employees. On the other hand, the most suitable
selection method will be conducting interviews and taking test of job knowledge. This will help
IHG to analyse the talent of candidates more deeply. After hiring the right employees, required
training is imparted in the firm (Nadda et.al, 2017).The HR department in the IHG needs to
develop and prepare job descriptions for Maintenance Assistant as well as Receptionist job
positions for effective recruiting, selecting and retaining employees in the organization. Job
descriptions will help the HR team to attract skilled candidates as it included the details of skill,
knowledge and qualification required to join the vacant position in the organization (Chenand
Zhang, 2017).And also the use of effective recruitment and selection methods helps the HR team
tohire the skilled candidates for the vacant positions of Maintenance Assistant as well as
Receptionist in the IHG.
References
Books and Journals
Bharwani, S. and Talib, P., 2017. Competencies of hotel general managers: a conceptual
framework. International Journal of Contemporary Hospitality Management, 29(1),
pp.393-418.
Chen, H.L. and Zhang, Y., 2017. Educating data management professionals: A content
analysis of job descriptions. The Journal of Academic Librarianship, 43(1), pp.18-24.
Kensbock, S.L., Patiar, A. and Jennings, G., 2017. Hotel room attendants’ delivery of
quality service. Tourism and Hospitality Research, p.1467358417751023.
Nadda, V., Rafiq, Z. and Tyagi, P., 2017. Effectiveness and Challenges of Recruitment
process outsourcing (RPO) in the Indian Hotel Sector. International Journal of Academic
Research in Business and Social Sciences, 7(2), pp.218-236.
Pan, F.C., 2015. Practical application of importance-performance analysis in determining
critical job satisfaction factors of a tourist hotel. Tourism Management, 46, pp.84-91.
Walravens, N., 2015. Qualitative indicators for smart city business models: The case of
mobile services and applications. Telecommunications Policy, 39(3-4), pp.218-240.
Conclusion
The current report has discussed the effectiveness of employee relations and employee
legislation that can have an influence on the decision-making process of HR department in IHG.
The job vacancies of Maintenance Assistant and Receptionist role has been identified by the HR
manager with adequate planning so that the further process of recruiting and selecting the most
efficient candidates for both job roles can take place.