Executive Summary

Human Resource Management (HRM) is considered as one of the most important divisions in the
hotel industry. HRM includes the importance of employees and their role in improving hotels
performance. Hotel employees are considered an important asset of the company The well-
structured human resources department within the Hotel is considered a competitive advantage
Apart from that, there are some issues with people in the hospitality industry, the most important
of which is employee turnover. The aim portraited about different laws of UK and India
mentioning its uses and how it protects the employees. The Off-job training and on job training
indicates how employees can get benefits from this procedure happening in hotel.
Overview of concept of performance Management and employee is discussed. Techniques and
feedback related to employee is seen. Recommendation is to improve organization
communication, build cultural vision of the hotel, Take advantage of data and technology,
spending time on individual HRStrategies. Creating a succession plan for employee and trust from
employee of the hotel

Table of contents
1. Introduction
2. Findings
2.1. Training, Learning and development in an organization
2.1.1. Establishment of training and development
2.1.2. Procedure of training and development
2.1.3. Benefits and Importance of Training and Development at work place
2.1.4 Generating training plan for employees
2.1.5Necessity of training cycle
2.1.6Styles of learning
2.1.7 Learning levels Taxonomy
2.1.8Evaluation of learning and development strategies
2.2. Performance Management System
2.2.1 Concept of Performance Management and Employee motivation plan
2.2.2. Methods of Performance Management
2.2.3. Setting Performance Management process
2.2.4. The impact of Maslow’s Need theory
2.3. Employment Laws
Indian Laws
1. Minimum Wages Act 1948
2. Payment of Wages Act 1936
3. Data protection Act,2018
4. Data protection Act, 2018
Conclusions

1. INTRODUCTION
Human resources (HR) are the department of a company that is in charge of locating, screening,
hiring, and training job candidates, as well as managing employee benefit programmes in hotel.
Robert Owen and Charles Babbage were Origins of Human Resources in the Modern era. HRM helps
a hotel to achieve its objectives by creating a good attitude in its personnel on a regular basis. Among
other things, reducing waste and making the greatest use of resources. In hotel the employee is
considered as important asset (Lockyer, 2016, p. 75).

Human Resource Management assists hospitality by Managing the employee regularity by integrating
attendance tracking system (ATS) for the employee. Empowerment of Employees helping the
employee to have better work place to work showcasing their full set of skills, and favoring business
in hotel, safeguard its employee rights in terms of wages, overtime, workplaces and safety, wrongful
termination or discrimination in hotel industry (Gilmore et al., 2013,). Significantly improving
disciplinary Tracking of Employees and their appraisal. Adding all the points HR tool helps the
business of the hospitality sector closer to its enshrined goals and missions.

2. FINDINGS
2.1. Training, Learning and development in an organization
2.1.1 Introduction to Training and development
During training and development activities, employees are provided with information and
instruction on how to perform particular tasks in order to enhance their knowledge and skills
within the company (Basharat, 2020).

There are a number of benefits to participating in training and development. Helps eliminate poorly
performing employees This improves stability, flexibility, and growth potential within the
organization. Avoiding accidents, failures and machine damage in the utilizing equipment in
kitchen Training and skill development serve as a source of effective recruitment. This is an
investment in HR and we can expect better returns in the future.

2.1.2. Techniques of training and development

On the job training - Trainee is guided and referenced and guided while still working in the job.
The On-the-job training methods are as follows -
 • Job Rotation - The cross training in organization brings organization’s flexibility when in
procedures of transfers, promotions, or replacements (Jocom et al., 2017). Example:
Change in position from Front office manager to Sales Manager bringing the change in job
roles.
• Special Projects Assignments - Techniques in which trainees are assigned a project that
are based on the jobs. Example: In sales and marketing department the trainees is assigned
a task to collect the customer pattern, and their competitor growth
• Committee Assignments - Method which follows the trainees asked to solve an actual
organizational problem. Example: Trainees are allotted to take a day charge or play the role
of team leader for a day.
• Counselor - Inside organization set peoples are trained for counselors. So psychological
stability in employees can be seen or stress can be shared between the co-workers
.Example: The coworkers acting has moral support and guide to the employee in the hotel
listening to problems and stress buster for the employee in the hotel.

Off-the-Job Training - Off -the-job training is an educational method in which employees learn
about their work and the latest trends in their field outside the workplace (Fink, 2013).
The Off the job training methods are as follows -
• Classroom lectures - Off-the-job training takes place in a classroom-like environment that
includes a trainer to guide in the lecture format. Example: Trainees in the hotel given
lectures related to a topic by the senior's managers pertaining to the department which there
working
• Audio-visual - Vocational training using audiovisual techniques, learning of teaching
materials using various media such as movies, television, videos, and presentations is done.
Example: Trainees in the induction of joining of job is shown with movies or video
presentation is shown by HR of the hotel
Simulation - Trainees are trained on the same equipment or machines used in the field or
workplace. Example: Trainees of the kitchen department are taught to handle smaller equipment
before running larger equipment in the kitchen as guided by the executive chef.
Case studies - Trainees are given a written description of the actual situation that happened
earlier. Will then be instructed to analyze the situation and present your conclusions in writing.
Example: The trainees of front officer is given a task accomplishment or case studies related to
the handling guest complaints from hotel

2.1.3 Importance of Training and Development at workplace

• When the employee lacks the knowledge. So, training and development boost. their
confidence in the workplace and work effectively (Atherton, 2013).
 • When there is a need to improve performance in a particular area or feature.
• The employee is trained for specific programs. Helping to cope up with the work culture.
• The organization is undergoing technological updates.
• Each employee gets personalized strategies in the workplace to work better.

2.1.4 Generating training plan for the employees

• Organizational Analysis - Organizational analysis aims to list short lists of training
priorities within the organization and the factors that may affect the organization. The study
shows the related type of learning environment required for training. Sisson and Ryan
(2017)
• Job Analysis - An objective assessment of the work, taking into account both a worker-
centrical approach. The worker approach identifies the key behavior of a particular job and
the ask, the task-oriented approach identifies the activities that a particular job needs to
perform
• Individual Analysis - Analysis is conducted through questionnaires, 360 feedback,
personal interviews; these ratings may come from their subordinates, or customers. Critical
incidents and assessment surveys to understand training needs.

BENEFITS: Moved forward Notoriety of the Organization, Lowered Turnover Rate, Improved
Assurance and Work Satisfaction, Consistency at Work, Boosting Representative Exhibitions and
Efficiency

2.1.5 Necessity of training cycle for an organization

Determining training needs - Providing training that does not have clearly identified needs and
goals does not meet the needs of an individual or organization.
Design - The design step is to determine which type of training is the best option to achieve your
learning goals.
Develop a workout - Completion of the course. It is designed and the framework is established,
both materials and learning activities are created so that participants can understand and practice
new knowledge and skills within the workplace.
Training conviction - The phase is when the learner participates in the training or completes the
training course (online or self-study). A training program allows participants to actively participate
in the learning process and practice new skills and knowledge related to the job.
Implement Learning - After the training event, learners need to be given time and opportunities
to put their learning into practice. This step is necessary for occurring after the training event. The
steps should be taken immediately after the training event.
Evaluation of training program - Is the final stage in the Evaluation of the program. This phase
is important because without assessing the effectiveness of the training, we will not know if you
have the benefits and benefits you need for your training.
BENIFITS: Repeated training, if properly organized, has shown to be a very effective way of developing
people, according to research. This is true for the presentation of learning material.

2.1.6 Learning and learning styles

Learning is "a process that leads to changes that result from experience, improving performance and
increasing the potential for future learning. (Garg et al., 2021)

Learning styles

• Activists - Are people who learn best by doing. They like to get their hands dirty and are
enthusiastic about being thrown in at the deep end and trying new things. They work on
and investigate problems in brainstorming sessions with others.
• Theorist - Are the people who learn best by understanding the theory behind why
something is the way it is. They need models, concepts, and facts to be able to learn
effectively.
• Pragmatist - Pragmatists learn best when they see how they can put what they have learned
into practice in the real world. They like to take in new ideas they have learned and try to
put them into practice right away. I would like to find a new way to put what I have learned
into practice.
• Reflectors - Reflectors are the ones who learn best when they can observe others and think
about what they have just observed. They avoid jumping straight and prefer to see first.
2.1.7 Learning Taxonomy

Bloom’s Taxonomy - A hierarchical categorization that promotes multiple learning skills based
on their difficulty levels
The categories are
• Create - Produce or investigate the work assigned
• Evaluate - Give justification or stand for the decision passed.
• Analyse - Relate or compare the shared ideas.
• Apply- Use the given information in the accomplishment of the new task.
• Understand- Classify, discuss and describe the ideas or concept particularly
• Remember- Recalling or replicating the basic concepts or ideas and facts related to
organization
Benefits: Allows instructors to evaluate the intellectual level at which each learner is willing to work.
(Wang et al., 2021).

2.1.8 Evaluation of learning and development strategies

The Kirkpatrick Model is probably the best-known model for analyzing and evaluating the results
of training and educational programs (Desilets, 2018). The four phages are
Level 1 – Reaction - Participants' answers to the training are measured by reaction.
Example: Done immediately after the training ends
Level 2- Learning - Examines if they fully comprehended the teaching
Example: For whatever group size, measuring and assessment are easy and simple.
Level 3 – Transfer - This level analyzes the contrasts within the participant’s behavior at work
after completion of the program
Example- Expedient examinations done immediately after the program are not getting to be strong
since individuals change completely in different ways at different times.
Level 4 - Results - Determines if the material had a positive impact on the business /
organization.
Example- Allowing enough time to measure / evaluate and produce the results
Benefits: Offers convenient grading steps. It's adaptable for both traditional and digital learning
methods. Gives HR and business leaders valuable insight into their overall training programmes.

2.2. Performance Management System

2.2.1 Concept of Performance Management and Employee
SIGNIFICANCE: Performance management is a hospitality management tool that helps
executives monitor and evaluate the work of their employees. Is to create an environment where
people can perform at their best and perform the most efficient and effective quality work in
hospitality sector.
Employee Rewards and Incentives are Supported by Performance Management. Regular
performance management enables managers to identify when employees go over and beyond. It
provides employees to keep track of progress toward their objectives and self-improvement, as
well as analyze different on additional compensation, such as increases in pay or bonuses.
2.2.2 Techniques of performance Management
• 360/ 720-degree Feedback - Providing both positive and constructive feedback, giving
broad assessment of the individual performance based on people around them. EX: Job
trainee in hotel is given 720 feedbacks in hotel for his self-awareness when coworker is not
able communicate with senior manager
• Management by objective - Powerful and that must be done one step at a time. This
method creates a culture towards common goals and achieving the objectives. EX: Chef
creating annual operational plan for academic year prior for the kitchen layout.
• BARS - BARS is becoming a most used technique by businesses to measure employee
performance against a preset set of behavior traits that are tied to a specific numeric or
rating on a scale of 1 to 5. EX: Guest giving BARS rating scale while checking out of the
hotel cleanliness.
• Score Card - The balanced scorecard is a technique for managing strategy performance.
Ex: on job trainee in hotel receives a score card for the performance in the job by the HR
for promotion of his job.

2.2.3 Setting Performance Management Process

Performance Management as Coaching - Meetings and conversations about performance
management are common. They'll be more engaging, and employees will begin to anticipate them.
Reviews - Reviewing the task giving feedback to employee and helping the employee overcome
the mistake.
Training - Providing training to employee to opting for good social workplace.
Evaluation- Evaluating the work and contribution of the employee.
Feedback- Knowing the employee is doing right or wrong by giving feedback helps them to be
on right track.

2.2.4. The impact of Maslow's two factor theory on employee Performance

The biggest advantage of Maslow's Motivational Theory is that it is very easy to understand
because we all go through some level of the Denny's Pyramid in our lifetime and even the general
public understands this theory (Sosteric, 2018a). Association is possible. At work, his needs are
always limited to the bottom of the needs pyramid. That is, food, housing and clothing, but for
millions of business people, the pyramids are his number one priority (Bridgman et al., 2019).
2.3. Employment laws
2.3.1. Minimum Wages Act. 1948
India: Providing and fixing the certain wages for skilled and unskilled Labour (Sanjeev, M.A.,
(2017). Central and state judication the law is fixed.
UK: Provides employers with the necessary standard to pay wages to employees (Collins,(2019).
The wages in UK fixed by hourly and is fixed by the job and age of the worker.
2.3.2 Payment of Wages Act. 1936
India: Acts has regulated the payment wages of certain classes of employee (Srija, A., (2014).
Where remedy given for deduction or delay of payment.
Uk: Adopted with the goal of regulating the regular payment of salaries and keeping illegal
deductions for certain types of work in control. (Humphries, J. and Weisdorf, (J., 2015). Protecting
the employee from arbitrary fines. Fixation of outer limit for deduction from wages
2.3.3. Data protection Act, 2018
India: The bill aims to ensure the protection of personal data of individuals. Specific questions for
public
UK: This is a national law that complements the European Union's General Data Protection
Regulation Act. (Russo, (2018). Personal data given must be accurate and transparent and update.
2.3.4 Factories Act, 1948
India: Assisting in developing India's national policies related to occupational health and safety at
factories and docks in India. (Manjeet, K.S., (2015). Providing annual leave and respect for young
person and women who works in factory
UK: Ensure adequate safety measures and promote the health and welfare of the workers employed
in factories. Below 9-year age is restricted as child and not allowed to work.

Appendices
Conclusion
Human Resource helping hotel industry in organizing, staffing and helping to achieve Behavorial
and achievement in hotel this report we can understand that how important it is to learn human
resources Management in hotels. Learning the benefits of training and development of the
employee and also basic act that employee has to follow and know. We sum up with the
Evaluation, learning and development of organization. Learning its methods and laws protecting
the employees in hotel.

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