Pearson BTEC Level 4/5HNC/D Diploma Business – Unit 18 : Human Resource Management

Unit Description

This is solution of Icon College Human Resource Management Assignment, in this key management for human resources has been discussed.

Introduction

These days, it has become very important to have a separate human resource department in the organisation whose work is to efficiently utilise the people’s abilities which can take the organisation towards desired success. The Human Resource Management department plays an important role in building a relationship between the employees and the company or industry (Hoque. 2013).

Human resource management revolves around the people and its management and generating energy which will benefit both company as well as employees (Hoque. 2013). The main focus is on developing the new approaches which are innovative and will help them to extract best from the employees.

This is basically a theoretical subject who studies human nature and handling it effectively and it is also related with application of the studied practice rigorously. The report will discuss in detail about the importance of human resource management specifically in service sector industry. The report will also discuss the human resources practice in the TAJ group of hotels. The report will also discuss the employment relations in UK and how employment laws effect the human resources management of TAJ hotels. The report will also discuss the recruitment policies and training and development practices in this organisation.

TASK 1

A. Briefly define the concept HRM and examine the role of human resource function in the service sector organisation. Discuss how it is contributing to the success of your chosen organisation.

Human resource management or HRM basically is concerned with management of people at work and it is a way through people of different competencies come together to work in an organisation and support both people and organisation to achieve a common goal (Nickson, 2013). To achieve this goal various policies are designed which also includes policies related to human resource management and along with it various practices and processes are also designed.

This is a branch of management which basically works directly with people and as the most important factor of any organisation is people as these people are the one who drive other resources (Nickson, 2013). So it is important to acquire these people in the right way and training them so that their skills can be developed in a right manner. HRM is also concerned with motivating the people to work effectively and achieve higher goals in the most efficient way.

Human resources are also consisting of management decisions which make a relationship between employees and organisation and together they both work with the help of each other to achieve goals that affects both (Boella & Goss-Turner, 2013). So basically HRM is a field of study that plans, organises and controls various functions which are related with the procurement, development, maintenance and also utilizing them to achieve goals of organisations as a whole, human resources in specific and society in general.

A human resources function plays a pivotal role in service sector and this department is main source which set every company apart from each other. Human resource department give the service sector company a competitive edge. In service sector human resource is a brand value and like in financial company the brand value is intellectual capital similarly in service sector human resource is the one which define the company (Boella & Goss-Turner, 2013). Same way in manufacturing company machine and equipment are the important resources for development same in service sector is run by human resources. So it is very important to ensure that this department in service sector are acquired properly and utilizes their potential to the best.

TAJ group of hotels is in business for more than hundred years now and still is known for its best services and hospitalities all across the world. Role of human resource define the existence of the company as they are the one who drive the company to heights of success and the company make sure that the employees are trained and developed well so that they can give best services to the company (Paul, 2013). Apart from their unique infrastructure which set them apart from rest of other hotel chains, it is people in the form of employees which give the hotels a competitive edge over other chain of hotels. From the beginning the company has focussed on employee centric approach as the company understand the value of human resources in this department. The company treats it employee as their family member and aims in acquiring, retaining and rewarding the best people of the industry (Paul, 2013). Every hotel management student aspires to work with this group as they will help in shaping their career well.

B. Outline a brief human resource plan for your chosen organisation by analysing the supply and demand for service sector personnel in your business environment. You should be able to determine your future requirements and say how you plan to meet the needs.

A brief human resource plan is discussed in detail as follows: –

  1. The first step should be analyse the government’s policies, objectives and strategies which is related to human resources development of hospitality sector and the company’s capacity to develop and manage this sector at a professional level TAJ group of hotel is known group and its capability to handle tourism is not hidden from anybody (Chang, et al. 2011).
  2. Further the company should also conduct some qualitative and quantitative evaluation of the training program present in the country which train people for this sector for standard hospitality provision. This way the company could understand the place from where they can get the people for their industry. A comparative analysis should be conducted all across the world and analysis should be made on well-established programs and models.
  3. A critical analysis should also be conducted which understand all aspects of hotel industry which includes various operations like front office, food and beverages, accommodation management, automation and all the services which are related to it (Chang, et al. 2011). Some other research should also be conducted which includes tourist facilities and various services related to it specifically operations related to tour, travel agencies and the guides and various aspects related to it like staffing, fair trade practices, innovation and operating standards. The entire shortcoming should be identified and analysed and corrective measures should be taken to improve this.
  4. On the basis of all the evaluations undertaken by the company a human resources plan should be developed which will define all the requirements in all the departments and the process of recruitment followed and in the end training module which will help the people to learn the tricks of the trade and be skilful.
  5. Finally recruitment process should be conducted on the basis of the plan and training programs should be undertaken which will train the employees accordingly.

TASK 2

A. Examine the history of employment relations in the UK briefly and analyse the current state of employment relations in your chosen travel and tourism or hospitality organisation.

This term employee relations is often confused with industrial relation and it is important to clarify this term these days as the dimensions of employees relations has changed a lot in past decade and it requires a new definition and a new picture. Many researches has been undertaken in UK and analysed the changing circumstances of employee relations in the organisations there. The reports revealed that employee and trade union relationship is still an issue at many workplaces in UK (Böheim, & Muehlberger, 2006.). The influence of trade union and employee relation is still a problem which every company has to struggle on everyday basis. The research also revealed that the company are more focussing on individual relationships rather than collective employee’s relation. In fact many companies has devised a new practice according to which more emphasis is given on line managers and they are supported by all means so that trust can be established with the employees and training and influencing a line manager seems to a suitable step for it.

Employee relation is generally concerned with the relationship between employers and employees. There is substantial reduction in employment relationship recently and this decline can be measured on different parameters. There was a time there were some twelve millions plus union membership use to exist which has fallen to seven million today (Böheim, & Muehlberger, 2006.). The issues, over which employees use to bargain, have also decreased a lot. The survey conducted by workplace employment relation survey clearly demonstrated that there was a time when union leaders use to spent time supporting grievances of individual members on the place of negotiating pay and conditions of employees (Böheim, & Muehlberger, 2006.). Although, collective bargaining still continues but its impact on the management has decreased a lot. Since 1980, there has been major shift in collective bargaining. The number of loss in working days has been reduced to 1,000 union members from 1,163 in 1990 (Böheim, & Muehlberger, 2006.). In many developed countries this level remains low.

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B. Discuss how employment laws in the country affect the human resources management function in your chosen organisation.

In 2013, some major changes has been bought and adopted in employment law reforms. The major changes were in parental leave, maternity, paternity and adoption pay (Linos, 2013). Beside this, several changes was also made in employment tribunal procedure. In addition to this a major change which is employee shareholder has also been brought into practice.

Parental leave has been increased so are the maternity, paternity and adoption pay and there was a decrease in redundancy consultation pay specifically for the large scale redundancies (Linos, 2013).

There has been boom in the career in the hospitality as there are some career opportunities for the people. It offers a chance to sharpen the emotional quotient in a person. Working in TAJ group of hotels is a matter of pride for many. The services provided by this hotel are quick and agile in form of response time, attention to detail, excellence in the field of operations and making sure that the customer is satisfied even delighted all the times from all the services. Also this chain hotels works on developing an effective networking skill (Rohmetra & Arora, 2013). The company has known for its employee centric approach and the company give enough room for analysing and exploring the career opportunities so that the employee can have a chance to emerge as a best in his or her respective field. So every employee gets a favourable environment to work and some program which are of high potential where the employees get the opportunity to be a part of. The company motivates the employees to be to have a self-development journey which will help them and the company to achieve success (Linde et al, 2013).

The employment laws of the country are very supportive and promote the career of the individual a lot. Same is the case of TAJ group of hotels so the employees working in this chain of hotels are quite elated and happy (Rohmetra & Arora, 2013). In fact the growth plans of hotels globally as well as domestically are so impressive and it also gives the opportunity to the employee to shape their career in a great manner. Working in TAJ can be a great experience and one of the biggest propositions in the life of an individual.

TASK 3

A. Analyse the recruitment and selection policies and procedures in your organisation and discuss how job description and person specification can be matched for a specific job in the chosen organisation.

TAJ group of hotels have very specific hiring policies and program. The candidate is examined on the basis of his or her value system and whether the candidate will be able to adapt the rich and diversified culture of the organisation. Training can be given to the individual to sharpen his or her skills but he or she cannot be taught how to be a good individual? The company give eighteen months of training which is in fact six months more than the standards set by the industry and the employees are treated as a family so the recruitment process is quite strict and they only select those who have right qualification and are basically possess good values (Rohmetra & Arora, 2013).

In addition to this the company has merged the HR practices of the company with other practices happening within the organisation unlike other organisation that treat HR as a support function. This process helps the company to make HR an important and integral part of the organisation. The company also run a special program which is called as TAJ people philosophy which is also known as TPP. This strategy was planned by Bernard Martyris and he emphasised on the terms like the womb to tomb approach according to which all the important aspect of the employees are integrated rights from the start and till he or she remain the part of the organisation (Henderson, 2013). These aspects can be learning and development, work systems, and welfare policies for employees (Henderson, 2013).

B. Compare and evaluate the different selection process in your chosen organisation with another tourism or hospitality organisation.

The TAJ group of selection process is very transparent in nature as everybody get to know, that on what ground a candidate is selected. Also the emphasis of the recruitment process is to know about the value system of the candidate. Apart from professional knowledge, the candidates also have to show passion and him or her also need to well-grounded and basically a good human being. The organisation believed that the skills can be developed by the training but the candidate lacks passion and a good value system then he or she will not be able to serve the customers in the right manner. On the other hand in normal organisation, the recruitment process mainly focuses on the expertise and the experience of the employee. In this fast moving world and fierce competition there are very few organisation that give importance to value system as all organisations want these days is performance and increased business by hook or by crook.

TASK 4

A. Analyse how training and development contributes to the effective performance and organisational success in your organisation in general.

Training and career development is the most essential part of any organisation as it aims to sharpen the employability skills of an employee and help them adapt the culture of the organisation. It also helps in progress of both, the company as well as the employee. The main focus of the training is acquiring the essential skills which are specifically important and required for a certain job for which the employee is recruited (Rohmetra & Arora, 2013). Career development on the other hand helps in sharpening the skills in broader sense which can be used and applied in large range of situations. This is also related to decision making, creative thinking and also most important managing and developing people. Following are some points which will discuss in detail about the importance of training and development: –

  1. Training help in addressing the weaknesses of the employees which can become a road block in performing best and effective utilisation of the skills. Training supports and gives an opportunity to employees to strengthen their skills and eliminating the weaknesses (Hoque, 2013).
  2. Training helps in improving the overall performance of the employees. Effective training helps the employee to become well informed and aware about the processes of various tasks. The self-confidence is also boosted as the employee is completely informed about his or her role and responsibilities.
  3. Training helps in giving consistent performance of duty and a well organised training and development program will help the employee to gain knowledge and experience the best of the industry.
  4. Training ensure work satisfaction and make the worker satisfied with the work they are doing and the satisfaction come from the various abilities so that they can execute their duty in the best possible way.
  5. Training also helps in increasing the overall productivity of the business as worker can work faster and the most efficient way since he or she has given proper training to perform the task perfectly (Hoque, 2013).
  6. Training also helps in improving the overall quality of service and products.
  7. Training also helps in reducing the cost to the great extent as employees get the chance to utilise the resources optimally and avoid all type of wastage and possible mishaps.
  8. Training reduces the requirement of extra supervision as training help the employee to gain all the necessary skills and knowledge which make the employee confident about their work.

B. Critically analyse the current training and development policies and procedures of your chosen organisation.

As mentioned the company run eighteen months of training program which is six months higher than the industry standards. In addition to this, each employee is given authority to take decisions related to his or her work and which will further empower them and help them to become a leader (Yasin et al, 2012). Every employee has to undergone the normal training session which help them all to inculcate leadership skills which will help them to grow their career.

Apart from this, the company also train their employees to not only gain knowledge in one field but they get the chance to expertise all the area and related functions. It also helps the employee to keep a track of their performance and plan their future career planning. This also helps to create belongingness towards the work and the company as they feel secure while working here.

Concept of balance score care was also introduced in the company which help the organisation which give much emphasis on performance management. The main target is individual performance along with the organisation performance. The organisation also keep a track of employee satisfaction and tracking system that conducts various survey which helps the organisation to know the response of the employee about various aspects (Yasin et al, 2012). A 360 degree feedback system is also in place which ensures that the all the employees including managers and department heads get the chance to examine and evaluate bosses, peers and even immediate subordinate (Yasin et al, 2012).

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Conclusion

The report has focussed on various aspects of managing human resources which include recruitment, training and development, employee relation and career development. The TAJ group of hotels, HR practices were discussed in relation to it and this organisation were analysed from all angles as far as human resources and managing human resources is concerned.

Reference

Henderson, J. C. 2013. Selling the past: Heritage hotels. Turizam: znanstveno-stručni časopis61(4), 451-454.

Yasin, M., Correia, E., & Lisboa, J. 2012. Guest Satisfaction Tracking System—in Taj Group of Hotels. CUSTOMER RELATIONSHIP MANAGEMENT: CONCEPTS AND CASES11(1), 133.

Hoque, K. 2013. Human resource management in the hotel industry: Strategy, innovation and performance. Routledge.

Nickson, D. 2013. Human Resource Management for Hospitality, Tourism and Events. Routledge.

Boella, M., & Goss-Turner, S. 2013. Human Resource Management in the Hospitality Industry: A Guide to Best Practice. Routledge.

Chang, S., Gong, Y., & Shum, C. 2011. Promoting innovation in hospitality companies through human resource management practices. International Journal of Hospitality Management30(4), 812-818.

Böheim, R., & Muehlberger, U. 2006. Dependent Forms of Self-employment in the UK: Identifying Workers on the Border between Employment and Self-employment.

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