Sample Assignment on Human Resource Management

Human Resource

Management

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TABLE OF CONTENTS

INTRODUCTION...........................................................................................................................3

TASK 1............................................................................................................................................3

1.1 Distinguish between personnel management and human resource management.............3

1.2 Assessing the function of the human resource management in contributing to

organizational purposes..........................................................................................................4

1.3 Roles and responsibilities of line managers in human resource management.................5

1.4 Impact of the legal and regulatory framework on HRM..................................................6

TASK 2............................................................................................................................................7

2.1 Reasons for HR planning in Marriott...............................................................................7

2.2 Stages involved in planning human resource requirements.............................................8

2.3 Comparing the recruitment and selection process in Marriott and Tesco........................8

2.4 Effectiveness of the recruitment and selection techniques in Marriott and Tesco...........9

TASK 3..........................................................................................................................................10

3.1 Assessing the link between motivational theory and reward..........................................10

3.2 Process of job evaluation and other factors determining pay.........................................11

3.3 The effectiveness of reward systems in different contexts.............................................12

3.4 Examining the methods organizations use to monitor employee performance..............13

TASK 4..........................................................................................................................................14

4.1 Reasons for cessation of employment within business..................................................14

4.2 Employment exit procedures used by Marriott and Tesco.............................................15

4.3 The impact of the legal and regulatory framework on employment cessation...............15

CONCLUSION..............................................................................................................................16

REFERENCES..............................................................................................................................17




INTRODUCTION

Human resource management (HRM) is the process through which employees can be

managed in a structured manner. It includes the processes such as recruitment, selection,

placement, induction, training and development, motivation, compensation, benefits, etc. It helps

in increasing the productivity of the organization by effective utilization of employees. It also

helps in improving the performance of the employees. Main objective of HRM is to acquire,

develop and retain best talent in the organization (Davenport, 2013). However, HR department of

enterprise is highly concentrating upon planning different policies and practices so that the set

goals can be attained. Also, it is crucial for firm to manage the human resources significantly and

value them in order to retain them for long term in business. Human resource professionals

involves all the employees in decision making process so that they make healthy relations with

them and grow the organization in an effective manner.

In this regard, present report has been prepared that involves discussion over HRM

practice within the context of Marriott Hotel UK. Further, the areas that are covered in this report

are differences among human resource management and personnel management, methods of

recruiting, rewarding employees in order to motivate and retain them and the mechanisms for the

cessation of employment (Delahaye, 2015).

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TASK 1

1.1 Distinguish between personnel management and human resource management

HR manager of any organization plays a crucial role in determining the training and

development sessions to workers so that they can enhance their skills and capabilities up to a

great extent. HR department follows planning, recruiting, training and development programs in

order to keep the human resources efficient and improve their skills and knowledge effectively.

Here, personnel management can be stated as the process that focuses upon the development of

human resources so that functions of business can be carried out effectively (Hafiza and et. al.,

2011). Thus, the top management of Marriott provides rewards and bonuses to efficient workers

and encourage them. While, HRM possess a wider scope than personnel management and helps

in managing the functions of employees. Following is the difference between personnel and

human resource management are discussed underneath-

Personnel Management Human Resource Management

It is related with employees, their payroll and

other administrative functions.

It is related with the management of employees

and contribute to organizational success.

It is a traditional approach. It is a modern approach.

It is a routine function. It is a strategic function.

It is based on job evaluation. It is based on performance evaluation.

In this, communication is indirect. In this, communication is direct.

It has slow decision making process (Uyar and

Deniz, 2012).

It has fast decision making process (Guest,

Paauwe and Wright, 2012).

In this, division of work among employees is

done.

For performing any work, employees are divided

into groups.As it has seen that human resource management is better than personnel management, so

it is essential for the Marriott hotel to follow human resource management in their organization.

It helps the cited company to improve its productivity by proper utilization of employees.

Further, it also helps in training and motivating the employees so that they can perform better.

Putting the right person at the right job is also one of the important function of HRM. Moreover,

it also helps in retaining the employees of an organization (Yeo and Li, 2011).




1.2 Assessing the function of the human resource management in contributing to organizational

purposes

For fulfilling the organisational goal, it is necessary for HR department of Marriott to

follow functions of HRM. There are various functions of HRM-

Managerial Functions – In an organization, manager has to perform many managerial

functions such as planning, organizing, directing and controlling. Planning helps in

determining the goal of an organization and identify the policies and procedures to reach

those goals. Organizing refers to assigning and coordinating the functions to different

individuals (Hoobler and Johnson, 2004). Directing means to put the plan into action and

motivate employees to perform better. Controlling refers to control the actions of

individuals in an organization.

Operative Functions – The various operative functions which are performed by the

manager are employment, development, compensation, integration and maintenance of

employees in an organization. Employment includes recruitment, selection, placement,

etc. Development includes the functions which helps in developing the employees of an

organization through training and development program. Compensation involves

monetary and non-monetary rewards (Jackson, 2002).

Advisory Functions – Manager of Marriott performs advisory functions by giving

advices to the top management and departmental heads. They give their advice in

formulation and evaluation of rules and procedures, maintaining good relations with the

employees, manpower planning, job analysis and design, etc (Kaufman, 2010).

Selection and recruitment- HRM team of Marriott hotel undertake such function

effectively in regard to conduct interview and selection procedure so that the skilled

candidate can be hired for performing the specific operation. Human resource department

needs to analyse the efficiency of candidates at the time of applying and then select the

best from them to enhance the performance of hotel in order to fulfil the needs of guests

(Lamond and Zheng, 2010).




Training- It is another important function of HRM. However, it is essential for

management of Marriott to organize effective training sessions for its employees so that

they can enhance their skills and capabilities and achieve organizational goals.

1.3 Roles and responsibilities of line managers in human resource management

Line manager is a person who have direct authority to manage a team or a group of

people. In turn, they have the authority to report to higher level regarding their team member's

performance. Further, line manager of Marriott plays various roles in HRM such as they fill out

performance appraisal forms of employees, carrying out interview of new entrant, providing

recommendations, deciding salary of the employees regarding increment, resolving the issues of

the employees, performing advisory functions, etc (Williams and Naumann, 2011).

The responsibilities of line manager in human resource management are as follows:-

Maintaining relation- It is the main responsibility of line manager at Marriott that they

maintain strong relationship with employees and determine their needs regarding working

environment, bonuses etc. Thus, analysing all such factors helps in developing a positive

environment at business and carry out the operations in a smooth flow. Line managers are

also required to conduct regular meetings and conferences with employees so that they

can assess their feedback and provide best solutions to them (Zairi, 2012).

Monitoring- Further, line manager also monitors the work carried out by employees so

that best products and services can be delivered to guests. For instance, it is the duty of

the line manager to closely monitor the work done by employees so that output can be

assessed effectively. Thus, it helps in analysing the possibility of any improvement in the

work done and achieve desired goals (Hale, 2012).

Job analysis- It is the crucial responsibility of the line manager to determine the

requirements of workforce for carrying out specific tasks so that best results can be

attained effectively. Thus, line manager is required to convey the message regarding any

specific needs of workers to the top management so that it can be fulfilled and enhance

the skills of candidates (Monk and Wagner, 2012).




1.4 Impact of the legal and regulatory framework on HRM

Laws and regulations have a great impact on HRM which helps in smooth functioning

between employer and employee. Therefore, it is essential for Marriott hotel to undertake

different legal laws and regulations framed by the UK government so that brand image of firm

can be created in market. It also resolves issues related to equal opportunity, equal wages, health

and safety, etc. Such laws are as follows :-

Equality Act, 2010 – This law says that all people should be treated equally based on

gender, race, beliefs, age and sexual orientation. It has a great impact on organisation,

sometimes employer is unable to reject some people even if they do not have the required

attributes because of this law (Nuttin, 2014).

Working Time Regulations, 1998 – It provides the right to holidays, taking break from

the work and control the working hours. It affects company when there is a heavy

workload and because of this law employer cannot force the employee to stay and work

for long. Also, it is essential for employer to provide breaks to workers in between of the

work so that they can relax and overcome their stress level (Purce, 2014).

Health and Safety Act, 1974 – This act provides a safe environment of work to the

employees. Sometimes company may incur heavy cost because of employee's mistake as

they do not follow the safety measures. Also, it is essential for Marriott organization to

implement different safety equipment such as fire extinguisher in order to overcome the

hazards. Moreover, training should be provided to employees in regard to face the

challenges at the time of any incident at the workplace thus, all such impacts the HRM of

firm (Hafeez and Aburawi, 2013).

Minimum Wages Act, 1998 - Under this act, company must have to pay a minimum set

wages to every employee of an organization even though they do not work well

according to the standards.






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TASK 2

2.1 Reasons for HR planning in Marriott

Human resource planning (HRP) is a most important part of HRM. It is a process through

which anticipated need of human resource is identified in order to achieve the organizational

goals. It links the HRM and overall strategic plan. It is a systematic planning which helps in

achieving optimum utilization of human resources in an organisation.

There are various reasons for which HRP is done in Marriott are as followss:-

Identifying the current and future need of human resource- Here, HR department is

required to anticipate the current and future requirement of skilled workforce within

business. Thus, analysing such need helps management of hotel to recruit best candidates

and meet the demand up to a great extent (Huemann, Keegan and Turner, 2007).

Fulfilling the demand to remove the shortage of skilled employees- HR professionals

of Marriott fulfils the demand of employees in order to overcome the shortage of skilled

and capable workers within business. However, it assists in carrying out the operations in

terms of providing best services to guests and attaining results (Morris, 2001).




Helps in retaining talents- Through carrying out proper human resource planning it

helps business to retain talented employees within business. For instance, through

retaining talented people in hotel it helps in satisfying the needs of visitors up to a great

extent. In order to motivate the employees, organization should provide them bonuses

and increments and achieve organizational goals (Palmer, 2005).

Helps in avoiding the shortage and surplus of employees- With the help of human

resource planning, organization can easily overcome the human resource surpluses and

shortage as well. It assists Marriott in maintaining a balance between employee shortages

and surpluses so that equilibrium position can be attained (Vidaver-Cohen, 2001).

2.2 Stages involved in planning human resource requirements

Human resource planning is the process through which gap between the current and the

anticipated demand of employees can be filled up through proper planning. It involves various

stages such as:

Assessing human resources- It is significant for Marriott to assess the requirements of

employees needed within firm. Here, HR department of firm should anticipate the

requirement of skilled human resources so that strengths can be developed and

weaknesses can be overcome of the firm (Martin, 2006).

Forecasting demand- Further, HR is required to forecast the demand of employees

within firm. With the assistance of this, management of Marriott needs to determine the

future requirement of workers as per the current situation so that best skilled candidates

can be recruited (Millmore, 2007).

Forecasting supply- In order to evaluate the supply of workforce within the firm through

adopting different sources such as internal and external. Thus, organization adopts

promotion, transfer, job enlargement and recruiting fresh candidates to carry out the

operations.

Matching demand and supply- At this particular stage, human resource planning is

required to reach at equilibrium position and match the demand and supply of employees.

However, with the help of such matching, organization overcomes the position of

shortage and surplus in the enterprise (Nankervis, Compton and Baird, 2008).




Corrective action plan- Furthermore, managers of Marriott is required to develop HRP

so that they can achieve organizational goals and objectives. Thus, proper action plan

need to be developed for this in order to take corrective action and thus fulfil the HR

objectives and policies.

2.3 Comparing the recruitment and selection process in Marriott and Tesco

The recruitment and selection process varies from organization to organization. For the

purpose of comparing the recruitment and selection process of Marriott, Tesco has been

undertaken. Marriott International is a global leading company whose revenue is about $14

billion in year 2014. As this is a larger organization, they follow complex recruitment and

selection process which contains various stages which are as follows:-

First of all, they identify vacancy and evaluate needs.

Then create Job Description and Job Specification.

Then vacancy announcement is done through online job portals and employment

newspapers (Nkomo, Fottler and McAfee, 2010).

After the vacancies are announced, scrutiny of applications is done on the basis of job

specification.

Then preliminary interview is done and select those candidates whose profiles are

matched with the job.

Then employment test is conducted if necessary to evaluate better candidates (Pulakos,

2009).

Those who cleared the employment test, they have to face Technical Interview(Based on

job profile).

Personal Interview is conducted for those who have cleared all the above hurdles.

Then background and reference checks would be done.

Whose background is good that candidate is eligible for health check up.

Then the decision regarding the final selection of candidate would be taken (Topolosky,

2014).




While, Tesco which is a retail organization follows a simple procedure which contains

following stages:-

First of all HR identify number of vacancies arises.

Then they advertise those vacancies in local newspaper.

After the applications are received then they scrutinized those applications based on

requirements. After then they invite applicants for an interview (Townley, 2014).

Then an interview is done based upon requirements.

Then final selection decision is taken.

2.4 Effectiveness of the recruitment and selection techniques in Marriott and Tesco

For evaluating the effectiveness of the processes of both the above mentioned company, it

is necessary to evaluate each and every process of recruitment and selection process. As it is seen

that Marriott has a more complex process as it contains many steps. That's why it takes much

time and effort in recruitment and selection process. But it has the capability to choose the best

candidate among all. Sometimes they reject those candidates who lack in some skills but are

more capable to do the job. It is all because Marriott being in an international brand of best

hospitality service provider and thus they need to maintain their standard by employing skilled

candidates so that best services can be rendered to guests (Harter and Schmidt, 2002). But in

Tesco, recruitment and selection process is far more simple. It takes less time and effort in

selecting the candidates. Because of simple process, they sometimes lack in selecting the best

candidate and doesn't even judge the required skills for the job. Sometimes because of delay in

selection process, company have to incur heavy losses and even sometimes lose the best

candidate. Following are the different ways of evaluating the effectiveness of recruitment and

selection process which are as follows-

Metric- Such method is used in order to measure the effectiveness of hiring, recruiting and

retaining the employees within business. Following are the key metrics that can be used by the

HR of the firm-

Total number of applications received

Conducting telephonic interview for hiring candidates




Calculating the cost of hiring

Evaluating the performance of selected employees

Assessing the retention rate of employees

Feedback- It is another effective method of assessing the recruitment and selection process

through carrying out survey, focus group interview and collecting feedback from workers about

the process of selection (Strandberg, 2009). However, HR personnel is required to assess the

feedback given by employees and implement the required changes within the selection process

for Marriott and Tesco.



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TASK 3

3.1 Assessing the link between motivational theory and reward

In an organization, motivation plays a crucial role. It helps in achieving organizational

goal by motivating the employees. The motivation is an internal drive to do any task. It is a




reason for which any person act or behave in a particular manner. There are various motivational

theory which says that every human being wants to fulfil their needs, if their current need is

fulfilled then they switch to another need (Walters, 2009). These needs works as a motivational

drive. Various motivational theories are:-

Maslow's Hierarchy Need Theory

Herzberg's Two Factor Theory

Alderfer's ERG Theory

Goal Setting Theory

Self-determination Theory

Reward is something that a person can get in lieu of their work. Reward can be positive

or negative. Positive reward motivate employees while negative reward creates discontentment.

Reward plays an important role in motivating the employees which helps in achieving

organizational goal. Reward can be monetary and non-monetary. Some employees are motivated

by monetary rewards such as incentive, bonus, etc. while some are motivated by non-monetary

rewards such as recognition, promotion, etc (Davenport, 2013). It can be assessed that the

motivational theory is linked with the reward system so that morale of employees can be raised

to work effectively and accomplish goals. Each and every organization is required to adopt best

reward system within firm to motivate employees and thus improve their performance as well.

For improving the workforce motivation, there are several things which are necessary:-

Identify the psychology of employees to know their motivational factor (Delahaye,

2015).

All employees does not have the same motivational drive, so motivate them according to

their needs.

Employee can be motivated by building satisfaction.

Proper training helps in motivating the employees (Guest, Paauwe and Wright, 2012).

3.2 Process of job evaluation and other factors determining pay

Job evaluation is a systematic process through which comparison is done between

different jobs in order to identify the worth of the job in a job hierarchy. The main objective of




job evaluation is to identify the more paid job than others. It includes job grading, job ranking,

etc. to identify the job's worth. Marriott management undertakes job evaluation process at the

beginning and thus direct their workforce to carry out the desired tasks in an effective manner.

All the identified methods of job evaluation helps in deciding a rational pay structure for same

level of workers so that satisfaction can be attained (Jackson, 2002). Ranking method is the best

way that can be adopted by Marriott hotel which helps in performing the job evaluation through

using ranking method and thus analyse the performance of workforce. With the assistance of

such method, it helps business to improve its knowledge regarding the working pattern of

workers and direct them to accomplish desired targets. However, business is required to

determine the skills of employees and then allocate them the work accordingly so that

productivity can be improved (Kaufman, 2010). The importance of job evaluation are as

follows:-

Job evaluation helps in deciding the position of the job in the job hierarchy.

It helps in effective staffing by identifying the number of personnel required in a

department.

It helps in determining pay scale of the employees in accordance with the worth of the

job (Zairi, 2012).

It helps in reducing inequalities in salary structure.

It also helps in selecting the best suitable candidate for the job.

It helps in maintaining cordial relationship between employees and manager (Monk and

Wagner, 2012).

3.3 The effectiveness of reward systems in different contexts

In any organisation, pay is not only the appropriate method of reward system because

sometimes, employees are motivated by non-monetary rewards. Some employees want

recognition and good status in their life while others wants incentives and bonuses. Different

people have different wants and needs. Even non-monetary reward is better than monetary

rewards because value of monetary reward may finish after sometime but non-monetary reward

is even long lasting with the employee (Nuttin, 2014).

There are basically two types of reward system:-TOLL-FREE NO: +61 879057034 EMAIL: [email protected] NO: +61 424715655 WEBSITE: https://www.assignmentprime.com



Monetary Reward – It is related with the money such as incentives, bonuses, etc. For

instance, here HR professionals play crucial role in determining the efficiency of

employees and thus provide them monetary rewards so that their morale can be enhanced.

It involves bonuses, incentives etc. that helps in satisfying the needs of workers and

encourage them to work hard and improve the productivity (Hafeez and Aburawi, 2013).

Non-monetary Reward – It is related with the prestige such as promotion, recognition,

etc. Management of Marriott undertakes such method as it helps in improving the overall

performance of workers. HR provides promotion, recognition to workers based on their

work and thus maintain good relationship with each other to carry out the work

efficiently (Huemann, Keegan and Turner, 2007).

In Marriott organization, non-monetary reward system is the best option because the

employees working in the organisation always try to upgrade their status. They are more

prestigious. While, in Tesco, reward system should be based on the situation. At some moment,

monetary is the best way while at the other non-monetary is the best option (Palmer, 2005).

3.4 Examining the methods organizations use to monitor employee performance

Organization basically follow simple performance rating structure in which manager is

undertaking the performance review of each employee. But it is not the appropriate method of

performance judgement. Performance can be better judged by using performance appraisal

method. Performance appraisal is a systematic method by which employee's performance is

documented and evaluated (Lamond and Zheng, 2010). It helps in career development of

employees and identifying the strength and weaknesses of employee. It also helps in identifying

the training need of an employee. Manager can judge their employee's performance based on the

following parameters:-

Quality of work

Quantity of work

Job knowledge

Degree of supervision requires

Attitude during work




Target completion

Attendance and punctuality

These above parameters better help in identifying the performance of employees. These

parameters also helps in identifying the training and developmental needs of the employees.

However, it is essential for Marriott to effectively measure and monitor the performance of their

workers so that they can perform the task effectively and provide best results to the firm in the

form of high sales and profitability (Monk and Wagner, 2012). HR department is required to

anticipate the required performance of workers and then compare it with actual performance so

that desired outputs can be attained. Marriott adopts performance appraisal system that helps in

identifying the accurate and efficient performance measurement and build employee potential in

order to deliver best services to consumers. Workers of hotel are required to set SMART goals so

that it can be attain timely and appropriately. Thus, monitoring and measuring the performance

of individual helps in identifying the development needs of workers (Vidaver-Cohen, 2001).

TASK 4

4.1 Reasons for cessation of employment within business

It can be evaluated that there are different causes of termination of employment within

Marriott such as dissatisfaction from the working environment, inefficient pay structure, health

factors etc. All these considered as the reasons for cessation of employment. Because of such

issues business faces challenges in order to hire new skilled employees, providing training to

them etc. requires huge cost and expenditure (Millmore, 2007). However, workers are also

affected if they are not getting proper recognition, inadequate payment and status as required

from the job, at that time they exit from the job. Furthermore, management is not having good

relationship with employees and does not treat them equally is also one of the main reason of

leaving the job. Cessation of employment refers to the end of the employment of an employee. It

occurs due to various reasons:-

Job dissatisfaction

Retirement of an employee

Unhealthy work environment




Inadequate Job performance

Business condition

Unacceptable behaviour

Absenteeism

There are following ways through which employee turnover can be reduce :-

Right job should be allotted to the right person.

Solve the problems or issues of the employee.

Providing healthy work environment to the employees (Nankervis, Compton and Baird,

2008).

Providing opportunity for career growth and development.

Providing proper training to the employees.

Employees should be involved in decision making process.

Duties and responsibilities should be defined clearly during employment (Pulakos, 2009).

Pay according to the work.

Friendly work environment should be provided, in which communication should be done

openly.

4.2 Employment exit procedures used by Marriott and Tesco

In Marriott hotel, exit procedures contains exit interview and retaining strategy. They take

interview of the employee who is leaving the organisation just to find out the reason for their

cessation. And trying to solve their problem and retain them in their organization. They provide

various benefits to these employees for retaining them. But at the same time within Tesco, there

is a simple exit procedure which contain only a resignation letter. They don't even try to retain

those employees and trying to find out their problem. It is because they find skilled employees

easily (Townley, 2014). Also, there is no formal meeting conducting by the employer with the

employees within Tesco at the time of leaving the job and thus final settlement is done.

Exit interview is the interview which is conducted at the time of leaving the organisation.

This interview plays a significant role in identifying the problem faced by the employee. It also

helps in identifying the main reason of employee turnover and in future they try to remove thoseTOLL-FREE NO: +61 879057034 EMAIL: [email protected] NO: +61 424715655 WEBSITE: https://www.assignmentprime.com



problems. It also helps in retaining the talent in the organisation by providing some benefits to

them (Topolosky, 2014). There are different reasons that affects the workers to exit the job. For

instance, workers are not getting required recognition in regard of their work done and

inadequate payment scales affects the satisfaction level of workers. It is one of the major reason

of employees leaving the job. Further, management is also not able to provide best training and

development to their workers that influences the employees and thus they leave the job.

4.3 The impact of the legal and regulatory framework on employment cessation

It can be evaluated that the top management of organization implies different rules and

regulations so that proper legal and regulatory framework could be developed and develop

positive brand image of Marriott in market. UL government implies different laws regarding

employment cessation such as Civil Rights Act 1964 in order to overcome anti-discrimination of

workers on the basis of religion, race, sex and culture etc. Business is required to follow proper

employment rules and regulations so that workers can be satisfied (Strandberg, 2009).

It is essential for organization to develop legal and regulatory framework so that workers

can be protected from termination from work. It safeguards the interest of workers and thus

provide them safe working environment to carry out their operations. For instance, if any

employer is practicing unfair and illegal acts with employees such as extra working hours

without payment, ineffective working environment etc. affects the employees and thus they leave

the job. Thus, government implements different policies such as Equal Opportunities Act,

Discrimination Act, Health and Safety Act, Working Regulations Act etc. so that employers are

required to carry out their practices according to it (Walters, 2009).

CONCLUSION

From the above study it can be concluded that human resource functions are crucial in

regard to meet the defined goals and objectives of organization. HR department of Marriott

undertakes best motivational and reward system for its employees so that they can be encouraged

to perform the specific task in an effective manner. Business also focuses on providing best

selection and recruitment process so that skilled candidates can be hired in regard to perform the

operations. Marriott management also adopts stages of human resource planning so that they can

match the demand and supply of personnel and overcome the limitations of shortage and over




staffing of human resources. Further, impact of legal and regulatory framework assess that

implications of Equal Opportunities Act states that it is essential for firm to provide equal

opportunities to each and every worker and attain satisfaction.



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Sample Assignment on Human Resource Management

Education