London School of Commerce

British School of Commerce

Managing Human Capital

Student Name:

Index Number:

Abstract
In this report will discuss the Human resource Management related issues and the critical
comparison between the practical scenario and the theoretical background. And also
recommendations for the identified issues are mentioned. Confifi group hotels is a 100% local
Hotel Chain owned by Lanka Orix Leasing and Finance Co. they are one of leading hotel chain
in the tourism industry located in very attractive locations to the tourists. It is important to
maintain good Human Resource Practices concerning the business engaged by Confifi Group
hotels and it will help to gain maximum utilization of the human resource of the company. Terms
and Conditions, Recruitment and Selection, Huma Resource Planning, Training and
Development and job designing is the concerned areas for this assignment.

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Table of Content

Abstract............................................................................................................................................2
Table of Content..............................................................................................................................3
1.0 Introduction................................................................................................................................5
2.0 Human Resource Structure of the Confifi Group......................................................................5
3.0 Human resource Practices, Issues and Recommendations........................................................7
4.0 Terms and Conditions................................................................................................................7
3.1 Issues......................................................................................................................................8
3.2 Theory Vs Practice................................................................................................................8
3.3 Recommendations..................................................................................................................8
4.0 Recruitment and Selection.........................................................................................................9
4.1 Theory Vs Practice................................................................................................................9
4.2 Issues....................................................................................................................................12
4.3 Recommendations................................................................................................................12
5.0 Human Resource Planning......................................................................................................12
5.1 Theory Vs Practice..............................................................................................................13
5.2 Issues Identified...................................................................................................................14
5.3 Recommendations................................................................................................................14
6.0 Training and Development......................................................................................................15
6.1 Theory Vs Practice..............................................................................................................15
6.2 Issues Identified...................................................................................................................18
6.3 Recommendations................................................................................................................18
7.0 Job Design...............................................................................................................................18
7.1 Theory Vs Practice..............................................................................................................18
7.1.1 Job Enlargement...........................................................................................................20
7.1.2 Job Enrichment.............................................................................................................21
7.1.3Job Simplification..........................................................................................................21
7.1.4 Job Rotation..................................................................................................................21
7.2 Issues....................................................................................................................................22
7.3 Recommendations................................................................................................................22
3
Conclusions....................................................................................................................................24
Bibliography..................................................................................................................................25

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Table of Figures

Figure 1 HRM Department - Confifi Group....................................................................................8

Figure 2 Human resource Distribution - Confifi Group..................................................................8
Figure 3 Recruitment and Selection Process (Dessler, 1994)........................................................11
Figure 4 Recruitment and Selection Process of the CG................................................................12
Figure 5 Training and Development Process of CG......................................................................18
Figure 6 Job Design Decision (Chesters, 2011)............................................................................21
Figure 7 Job Design Functions (Amstrong , 2006)........................................................................22

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1.0 Introduction

Human Resource Management (HRM) is the key and intelligent way to deal with the
administration of an Organization's most esteemed affirm, employees who working in the
organization are working to gather to achieve organizational goals. The terms 'Human Resource
Management' and's 'HR have generally supplanted the term 'work force administration' as a
portrayal of the procedures required in overseeing individuals in organizations. In
straightforward words, Human Resource Management implies utilizing individuals, building up
their abilities, and using, keeping up and repaying their administrations tuned in to the
employment and hierarchical necessities. Managing Human capital is practicing in different
ways in various organizations.

In a country like Sri Lnaka tourism is a very much important source of income. Currently it is
become a trend among travel lovers to visiting Sri Lanka. The Confifi Group which is 100%
Local business set up in 1969 possesses and oversees 3 well known beach side resorts on the
south west bank of Sri Lanka in Beruwala taking into account an extensive variety of occasion
inclinations from a seaside resort. The Eden Resort (5 Star) and Spa offers a private, select
condition, the 4-star Riverina with its extensive rooms is a most loved with families with kids
and the Club Palm which is a three star hotel Garden offers energizing liveliness to the
individuals who jump at the chance to be dynamic even on siestas.

As local business Confifi group is owned by LOLC fiancé group and Colombo Stock Exchange
transactions have over Rs 900 Mn.

2.0 Human Resource Structure of the Confifi Group

Since all these three Hotels are under the Confifi Group, HR Department is controlled by the
Group Human Resource and Development Manager (GHRDM). For every Hotel there is an Asst.
HR Manager, who principally manages operational exercises however the GHRDM is engaged
to operational level and functional level HRM activities. He also engaged to control and advisory
part in counselling capacity. Under the Asst. HR Manager there is a HR official and two
partners.

HR procedures and practices are likewise regular to every one of the three hotels. The vast
majority of the HR practices are performed at the Hotel itself and just proposals are conveyed
from the Head Office. Fundamentally there are not a HR officer in the HRM hierarchy to report
GHRDM. In the structure it would appear that HR Departments of the Hotels are working
autonomously yet for the most part suggestions and endorsements are looked for from the set out
office toward the inn HR Department's

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 Group Human Resource and
Development Manager

Eden Resort Reverina Clib Palm Garden

Asst. HR manager Asst. HR manager Asst. HR manager
Executive HR Executive HR Executive HR
Assistants Assistants Assistants

Figure 1 HRM Department - Confifi Group

In this hotel group, there are nearly of employees including trainees, contract employees,
executives. And in head office there are small team for the coordinating work to be done. Total
number of human resource is can be described as follows,

Eden Resort and Spa Reverina Hotel Club Palm Gardens

Executives 25 33 22
Permanent Non 77 50 50
Executives
Contract Basis 101 98 87
Others 14 14 25

Figure 2 Human resource Distribution - Confifi Group

3.0 Human resource Practices, Issues and Recommendations.

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In Confifi Group (CG) the residential assistant human resource manager is responsible for the
entire human resource management in the particular hotel. Executives are helping him to manage
and maintain the employee carder and GHRDM is mainly plays supervisory and advisory role.
He has given enough freedom to take necessary actions to maintain the human resource to
particular assistant manager.

4.0 Terms and Conditions

There are two main kind of employees in CG, executives are assistant manager and other
executives. Non-executive staff is room boys, gate keepers, kitchen helpers, waiters and others.
There are many activities conducted by Hotel Staff Welfare Society.

 Annual trip
 Talent Show
 Charity works
 Talent development programs
 OBT

Above mentioned activities are some activities conducted by staff welfare society

These actives are done by separately by the hotels. There are no connection between the three
hotels staff. Just management in head office act as the linkage to the business.

As a condition, when the hotel wants to recruit from the outside they looking only for male
applicants. And the entire group dos not employed any single women up to now. Asper the
requirements in the industry they are refuse to the hire female applicants because if a female
recruited it is difficult to arrange the accommodation and if recruited there is a possibility to
withdraw after the marriage.

So as a condition they were not hiring female staff.

3.1 Issues
There seems not much issue in the terms and conditions. But when we considering the not
recruiting the female applicants there are some ethical issue. Because it is a worldwide accepted
fact that equal opportunity to give female applicant also.

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3.2 Theory Vs Practice

Incorporate differing qualities proclamations in the posting when promoting the position.
Counting the differences proclamations from the Position Description in the depiction of
obligations serves to advise hopefuls of the assorted qualities desires and sets the tone of the
promotion.

As per the equity act of UK the following areas to be conceder when recruiting a people to the
organization.[ CITATION Cap01 \l 1033 ]

 Age
 Sex
 Race
 Disability
 Pregnancy
 Marital status
 Sexual orientation.
 Gender reassignment
 Religious background

3.3 Recommendations

When we concede rig of the nature of the business it is fare decision to not hiring the female
applicants but as per the world accepted rules and regulations as well as ethical practices of the
HR they should conceder about the recruiting the female applicants also. As a solution they can
arrange recruiting from the particular area only. So there is no need to arrange accommodations.

4.0 Recruitment and Selection

Recruitment is the way toward recognizing that the organization needs to utilize somebody up to
the time when application frames for the post have touched base at the organization. Choice at
that point comprises of the procedures required in browsing candidates an appropriate possibility
to fill a post [ CITATION Opa09 \l 1033 ]

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4.1 Theory Vs Practice

Recruitment and Selection process is an imperative piece of Human Resource Management

(HRM). It isn't managed without legitimate key planning. Enlistment is characterized as a
procedure that furnishes the Organization with a pool of qualified employment competitors from
which to pick. Before organizations enroll, they should execute appropriate staffing plans and
estimating to decide what number of individuals they will require. [ CITATION Baw05 \l 1033 ]
The premise of the gauge will be the yearly spending plan of the Organization and the short-to
long haul designs of the Organization—for instance, the likelihood of development. Moreover,
the authoritative life cycle will be a factor.

Sample of Recruitment and Selection Process is displayed following

Figure 3 Recruitment and Selection Process [ CITATION Des94 \l 1033 ]

The practicing process of recruitment and selection of the CG is as following diagram

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Figure 4 Recruitment and Selection Process of the CG

4.2 Issues

In case of CG recruitment policy recruitment and selection is done handle by relevant Hotel
separately and only for the approval, GHRDM referred.

When considering for recruitment they are always conceder for the trained staff recruiting only.
There is no trainee carder maintaining. But in other hand for non-executive staff they likely
recruiting not trained staff. The attitude of the fact is they believe that they can develop the not
executive staff as they with when recruiting entry level staff to the field.

There is no attitude test or psychological test conduct in the recruitment and selection process.
As per the nature of the industry, there is heavy pressure under working in shift basis. So there
should be psychological test. And also the staff has to deal with both local and foreign
customers. So they should have a positive attitude otherwise there will be negative feedback for
the industry.

4.3 Recommendations
Asper the practices of the CG, is necessary to add attitude test for recruitment process. Because
the employees had to negotiate with both local and foreign customers and staff should have a
plosive attitude on customers. Otherwise it will affect to negatively to the tourism industry as
well as Hotel.

It is accepted that recruiting is done by relevant hotel separately and send details to the approval
from head office. Because the Hotels are in different areas and the requirements of the area is
well aware by the manager in the Hotel other than Managers in head office. So they can recruit
and select best for the vacancy.

5.0 Human Resource Planning

Human asset planning is a procedure that distinguishes present and future HR requirements for
an Organization to accomplish its objectives. Human asset planning should fill in as a connection
between human asset administration and the general key arrangement of an Organization.
[ CITATION Pur01 \l 1033 ]

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5.1 Theory Vs Practice

Planning is a procedure that must be started from some place and finished for a specific reason.
It includes gathering data that guarantees administrators can settle on quality choices. The got
data is additionally used with a specific end goal to accomplish it's the objectives.[ CITATION
Des94 \l 1033 ] On the off chance that HR planning is connected legitimately, it can help in
noting the four vital inquiries:

What is the SWOT analysis position of the Organization?

What are the skills needed?

By what method should the Organization work keeping in mind the end goal to have the capacity
to use resources effectively and efficiency?

How can retain trained employees?

Powerful HR planning enables the Organization to work easily and furthermore makes progress
in the present circumstances. HR experts working towards creating HR anticipating an
Organization, helps the Organization to deal with its staff deliberately. Aside from that HR
planning can likewise guarantee an appropriate profession getting ready for workers and help
them in accomplishing their objectives.[ CITATION Bre04 \l 1033 ] It will likewise guarantee
increase and in the end improve the Organization a work environment in. The real strides
required in HR planning incorporate the accompanying:

 Forecasting the future needs

 Inventory Management
 Human Resource Plan
 Action Plan
 Auditing the Process
 Feedback and Review

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5.2 Issues Identified

In CG there is a Five Year business plan and unfortunately in this plan there is not important
place taken by Human resource planning. All the Human Resource Planning is done by with sole
authority of the relevant assistant manager in the station and when there is a requirement he has
authority to fill and inform to head office.

There are many training programs career development cannot be seen. When there is a person
joined as a non-executive, he will remain as a non-executive for rest of his life n CG. Because
they do not intent to promote non executives to executive level and there is no clear career
development plan. If the person in higher position is retired of leave the organization only the
person who under him will get promote.

5.3 Recommendations

Basically the human resource conceder as the main assets in an organization. So planning human
resources taking in every organizational business plan. So it is important to give necessary
attention to human resource planning in business plan of the organization.

It is not a good practice to allow handle the al human resource related functions to the field
assistant manager and also not a good practice to hire people when required only. If they have a
proper human resource plan they could forecast the human resource demand and get ready for
the supply.

And also proper career development plan is necessary to retain the employees in organization.

Benefits of a proper career development plan,

Filling the internal Vacancies

Expertise and competency gaps, especially inside basic abnormal state parts, are ending up
noticeably more typical as parts turn out to be all the more requesting and the requests of
authority become progressively unpredictable. Making a culture and process that encourages
inside versatility is one of the most ideal approaches to fill these crevices from inside the
organization. An internal career development system empowers qualified workers to discover
parts most suited to them, and empowers the organization to fill such parts without the broad
expenses related with procuring, preparing, and onboarding outside contracts.

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Enhance Effectivity and Efficiency

The present employees hope to discover importance and meaning of the work them doing and
not doing the task and get paid but doing some meaningful action. Employees who approach
vocation improvement procedures, assets, and apparatuses feel a great deal more drew in and
bolstered by the association. Furthermore, workers who drive their own particular advancement
are much more inclined to be roused and ideally beneficial on a predictable premise.

Maintain an Appropriate Succession Plan

Every employee is expecting some kind of a career development in their career life. When
maintaining a proper career development plan they will be in a hope to retain in the organization
and this wellness will help to employees perform well. With a worker driven vocation
advancement activity set up, your best ability picks up the chance to apply for basic parts that
might be empty. Making such open doors obvious and accessible for every single qualified
worker guarantees that the most qualified people enter those basic parts

It is clear that human resource planning is important and CG should attend on this immediately
unless they would lose their trained staff.

6.0 Training and Development

Human resource management cares Training and development as a capacity worried about
authoritative action gone for bettering the employment execution of people and gatherings in
hierarchical settings.

6.1 Theory Vs Practice

Training and Development is vital function of the human resource management functions. It is
accepting ever essential part in wake of the progression of innovation which has brought about
perpetually expanding rivalry, and also care about customer needs and wants. It is additionally
turned out to be more imperative focus the attention in mind the end goal to plan specialists for

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new employments. In the current review, we will concentrate more on the rising need of
preparing and improvement, its suggestions upon people and the businesses.

Noted management Scholar [ CITATION Pur01 \l 1033 ] said that the quickest developing
industry would be preparing and advancement because of supplanting of mechanical specialists
with information laborers. In United States, for instance, as per one gauge innovation is de-
skilling 75 % of the populace[ CITATION Pur01 \l 1033 ]. This is valid for the creating
countries and for the individuals who are on the limit of improvement. In Japan for instance, with
expanding number of ladies joining generally male occupations, preparing is required to bestow
vital employment aptitudes as well as for setting them up for the physically requesting
employments[ CITATION Mat06 \l 1033 ]. They are prepared in everything from inappropriate
behavior approaches to the essential employment aptitudes.

Following training and development process is using in the CG,

There is a formal training and development program in the CG conducted and supervised by
GHRDM. This is for all the employees of three hotels. From the entry level to management
level. GHRDM is analyzing the training needs as per the monthly training need analysis based on
the Guest satisfaction index. This is a process of taking feedback from the guests and analyses
the facts to be changed. Each and every training program is inspected and supervised by
residential assistant manager.

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 Figure 5 Training and Development Process of CG

6.2 Issues Identified

It is seems that there is no considerable issues in training and

development programs in
executive employees is a
executive employees are
and they got the all the
And also management does
there is no need to training
viewpoint of management.
the CG. But training the non-
considerable low in CG. Non-
keep in a particular job over years
expertise in the job by experience.
not care about the rotating job. So
the non-executives as the

Language training is a necessary to

this field. Because the
employees has to deal with the

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locals as well as foreigners. With developed language skills they will able to handle them
effectively.

6.3 Recommendations

Management should focus their attention on rotating the jobs of non-executives. Otherwise they
will feel disappointment on their job. And also giving enough training to non-executive
employees also important.

Training programs on developing language skills also important to the business.

7.0 Job Design

Job Design takes after employment analysis i.e. it is the following stage after employment
analysis it goes for sketching out and sorting out errands, obligations and duties into a solitary
unit of work for the accomplishment of specific goals. It additionally diagrams the techniques
and connections that are basic for the achievement of a specific occupation. In easier terms it
alludes to the what, how much, what number of and the request of the undertakings for a job.

7.1 Theory Vs Practice

There are different strides required in work outline that take after an intelligent arrangement,
those that were said before on. The arrangement is as per the following:

 What are the tasks to be performed in the job?

 How are the tasks performed?
 When is finishing the tasks?
 What are used to perform the task?
 What will be the result of the task?

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Every one of these inquiries are gone for touching base upon a reasonable meaning of a
particular occupation and in this manner make it less unsafe for the one playing out the same. An
all-around characterized work energizes sentiment accomplishment among the employees and a
feeling of high confidence.

The entire procedure of occupation configuration is meant to address different issues inside the
hierarchical setup, those that relate to ones depiction of work and the related connections. All the
more particularly the accompanying ranges are adjusted:

 Checking the work over-burden.

 Checking for repetitive working
 Avoid employee isolation
 Determining working hours obviously.
 Determining the work forms obviously.

The previously mentioned are factors that if not dealt with come about into building worry inside
the workers.

As per the following diagram management of the organization can take the necessary decision to
design the jobs as per the Organizational Human Resource Panning.

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Figure 6 Job Design Decision [ CITATION Che11 \l 1033 ]

After the setting up job structure management can design the job. There are four facts need to
focus when designing the job.

7.1.1 Job Enlargement

Job Enlargement comprises of making work bigger in scope by joining extra assignment
exercises into each occupation through development. This is called even stacking. It, therefore,
concentrates on amplifying employments by expanding errands and duties.

7.1.2 Job Enrichment

Firmly identified with job enlargement is work enrichment. Occupation improvement is an

immediate outgrowth of Herzberg's two-factor hypothesis of inspiration. It alludes to the vertical
broadening of an occupation by including duty and open door for self-awareness

7.1.3Job Simplification

If there should arise an occurrence of employment improvement, an occupation is separated, to

the degree conceivable, into littler parts as is done in mechanical production system operations.
Performing such divided errand to increment in laborer's efficiency. Notwithstanding, the
opposite side of doing the dull assignment is that occupation nay creates fatigue and dullness to
the specialists. This may, thus prompt a propensity of non-attendance among them. Regardless,
such sort of occupation might be reasonable for laborers having low levels of aptitudes and
information

7.1.4 Job Rotation

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Most of scholars have mentioned that job rotation is a likewise as a motivational technique. In
work revolution, a specialist moves starting with one occupation then onto the next, at a similar
level, that has comparable ability necessities Job pivot diminishes fatigue and repetitiveness

Through changing
representative's exercises.
This has nearly the
comparative impacts as
the job enlargement. And
also this helps to create a
value for the employees
also.

Figure 7 Job Design Functions

[ CITATION Ams06 \l 1033 ]

7.2 Issues

In CG the employees are give specific tasks to perform, and they were never rotate in the job. It’s
a great issue and also effect to the demotivation of the employees. Because performing a single
task is for long time period may cause to create work stress also.

And also as per the management of the hotel, the jobs are designed not to meet the employee’s
skills but it’s a readymade job and person who hired to perform the job, he has to conduct it. This
caused in minor staff only. When we conceder about the executive staff they were fully utilized
in their skills and professional experience capacity.

7.3 Recommendations

Management should take care of the job designing structure as explained in theoretical
background description, otherwise the ongoing human resource planning and the job design
process will not make the significance approach of the organizational goals and targets.

There are some benefits of using a proper job designing plan,

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  Employee Input: A great job design empowers a great job criticism and feedback
Employees have the alternative to fluctuate errands according to their own and social
needs, propensities and conditions in the working environment.

 Training and Development : Training is a vital piece of employment plan. As opposed

to the theory of "allow them to sit unbothered' work configuration lays due accentuation
on preparing individuals so that are very much aware of what their occupation requests
and how it is to be finished[ CITATION Che11 \l 1033 ].

 Work Routine: Job configuration offers great work and rest plan by obviously
characterizing the quantity of hours an individual needs to spend in his/her occupation.

 Alterations: A great job outlines takes into consideration modifications for physically
requesting occupations by limiting the vitality spent doing the employment and by
adjusting the labor prerequisites for the same[ CITATION Che11 \l 1033 ].

Occupation configuration is a ceaseless and always advancing procedure that is gone for helping
employees roll out modifications with the improvements in the work environment. The true
objective is lessening disappointment, upgrading inspiration and representative engagement at
the work environment.

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Conclusions

As per the findings and observations on the Confifi Group Hotels there are some pros and cons
of the human resource management functions. Most of the Human resource Management
functions are up to basic standards and there are some enhancements of the functions. These
occur because mostly the nature of industry. This business line is only has a good profit margin
in seasons only, and the other time period they have to maintain an average number of
employees and minimize the costs. And also there were promoting discounts in season also. But
as a reputed firm that engage in tourism they have to focus more on the scenario. And also some
implications recommended may help to benefit the organization also.

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