The document provides information about human resource management concepts and their impact on employees in the hotel industry. It discusses the role and purpose of HR management in meeting organizational goals. It also covers analyzing supply and demand to create an HR plan, assessing employment relations and laws impacting the service sector. Specific topics like job descriptions, selection processes, and the contribution of training are evaluated. The importance of training for new hires, performance improvement, employee satisfaction and productivity is highlighted. Different types of training at strategic and tactical levels are also described.
Solved Case Study: Strategy and HR Planning at the CAPITAL HOTELMehreen Shafique
These are the questions that I received in my specialization course. Hope these are helpful for others. I have pasted the questions first. The case study is also included.
The document summarizes HR planning efforts at the City Hotel. It notes challenges recruiting staff for certain roles due to local competition and inconvenient shift times. It also discusses a lack of skilled chefs and receptionists from local colleges. The hotel is considering implementing a training program, increasing wages, and recruiting from other areas. It also plans to open 20 new rooms in an extension and estimates needing around 22 additional full-time staff. The hotel aims to improve customer service and is exploring ways to increase staff flexibility across roles.
The Capital Hotel is undergoing changes to reposition itself as an upmarket boutique hotel. It faces increased competition from international hotels that have opened in the city. A new strategy aims to improve service quality while maintaining competitive prices. An HR assessment is needed to identify staffing issues and priorities to enable the strategy. This includes gathering additional internal and external data, and developing an action plan to address recruitment challenges, optimize staff deployment, and improve skills through training.
The document discusses the key functions of management including planning, organizing, directing, and controlling. It then summarizes the main human resource functions of a hotel such as recruitment, selection, training, employee satisfaction, benefits, and leave policies. Marketing functions like promotion strategies and maintaining customer relationships are also outlined. Production activities involving menu planning, capacity management, and maintenance are summarized. Finally, the core finance responsibilities of budgeting, accounting, payroll, and cost reduction are described.
The document provides details about the human resource management practices at Pearl Continental Hotel. It discusses the vision, mission, objectives and structure of the HR department. It describes the HR department's role in executing the hotel's strategy and as a strategic partner. The document then outlines the recruitment process including sources of recruitment, job evaluation, and selection procedures. It also discusses training and recommendations. In summary, the document outlines the key HR functions and practices at Pearl Continental Hotel with a focus on recruitment and selection.
Mukesh Kumar Vishwakarma is seeking a position in human resources management with a leading organization where he can utilize over 4 years of experience in HR. He is currently an Sr. Officer of HR at Sahayog Clean Milk Pvt. Ltd. where he handles recruitment, payroll and compensation, employee relations, and statutory compliance. Prior to this role, he worked as an Executive of HR at GTM Teleshopping Pvt. Ltd. where he managed recruitment, payroll, employee grievances, and performance appraisals. He has an MBA specializing in human resource development.
Touseef Farooqui is a human resource and administration professional with over 19 years of experience in HR functions such as recruitment, payroll, performance management, and training. He has delivered significant contributions to improving operational efficiency through streamlining policies and procedures. He possesses strong leadership, problem solving, and communication skills. His resume provides details of his educational background and career history working for various organizations in Pakistan, demonstrating his expertise in HR management, administration, and accounts.
This is a field-oriented PPT and deals with every step from the initiating to the finalization of the Creation of Posts, Surrender of Posts, Medical de-categorization and alternative employment, dealing with surplus staff cases, which no other book has tried to explain and a lot of effort has gone into preparing the contents.
Solved Case Study: Strategy and HR Planning at the CAPITAL HOTELMehreen Shafique
These are the questions that I received in my specialization course. Hope these are helpful for others. I have pasted the questions first. The case study is also included.
The document summarizes HR planning efforts at the City Hotel. It notes challenges recruiting staff for certain roles due to local competition and inconvenient shift times. It also discusses a lack of skilled chefs and receptionists from local colleges. The hotel is considering implementing a training program, increasing wages, and recruiting from other areas. It also plans to open 20 new rooms in an extension and estimates needing around 22 additional full-time staff. The hotel aims to improve customer service and is exploring ways to increase staff flexibility across roles.
The Capital Hotel is undergoing changes to reposition itself as an upmarket boutique hotel. It faces increased competition from international hotels that have opened in the city. A new strategy aims to improve service quality while maintaining competitive prices. An HR assessment is needed to identify staffing issues and priorities to enable the strategy. This includes gathering additional internal and external data, and developing an action plan to address recruitment challenges, optimize staff deployment, and improve skills through training.
The document discusses the key functions of management including planning, organizing, directing, and controlling. It then summarizes the main human resource functions of a hotel such as recruitment, selection, training, employee satisfaction, benefits, and leave policies. Marketing functions like promotion strategies and maintaining customer relationships are also outlined. Production activities involving menu planning, capacity management, and maintenance are summarized. Finally, the core finance responsibilities of budgeting, accounting, payroll, and cost reduction are described.
The document provides details about the human resource management practices at Pearl Continental Hotel. It discusses the vision, mission, objectives and structure of the HR department. It describes the HR department's role in executing the hotel's strategy and as a strategic partner. The document then outlines the recruitment process including sources of recruitment, job evaluation, and selection procedures. It also discusses training and recommendations. In summary, the document outlines the key HR functions and practices at Pearl Continental Hotel with a focus on recruitment and selection.
Mukesh Kumar Vishwakarma is seeking a position in human resources management with a leading organization where he can utilize over 4 years of experience in HR. He is currently an Sr. Officer of HR at Sahayog Clean Milk Pvt. Ltd. where he handles recruitment, payroll and compensation, employee relations, and statutory compliance. Prior to this role, he worked as an Executive of HR at GTM Teleshopping Pvt. Ltd. where he managed recruitment, payroll, employee grievances, and performance appraisals. He has an MBA specializing in human resource development.
Touseef Farooqui is a human resource and administration professional with over 19 years of experience in HR functions such as recruitment, payroll, performance management, and training. He has delivered significant contributions to improving operational efficiency through streamlining policies and procedures. He possesses strong leadership, problem solving, and communication skills. His resume provides details of his educational background and career history working for various organizations in Pakistan, demonstrating his expertise in HR management, administration, and accounts.
This is a field-oriented PPT and deals with every step from the initiating to the finalization of the Creation of Posts, Surrender of Posts, Medical de-categorization and alternative employment, dealing with surplus staff cases, which no other book has tried to explain and a lot of effort has gone into preparing the contents.
The document provides a summary of Sameer Sudhir Puranik's professional experience and qualifications. It includes details of his educational background such as postgraduate diploma in human resource management. It then outlines his over 10 years of experience in human resources roles for various companies in industries like oil and gas, power projects, and EPC projects. It describes his responsibilities and achievements in different HR positions he has held, including recruitment, performance management, and policy development.
Charusheela Sonawane is seeking a challenging position in human resources where she can contribute to company success. She has over 15 years of experience in HR, staffing, and recruiting. Her strengths include being a strong recruiter who can decrease time to hire candidates and negotiate billing rates with clients. She is able to work independently and manage teams, with good time management, problem solving, and decision making skills.
This document provides an overview of key concepts in human resource management including human resource planning, job analysis, job descriptions, and job specifications. It discusses how human resource planning helps organizations forecast future staffing needs and how job analysis informs the creation of job descriptions that define roles and job specifications that outline required qualifications. Examples of each are also included to illustrate how they are developed and applied in practice.
The document discusses human resource planning which involves forecasting internal and external supply of human resources, estimating manpower gaps by comparing supply and demand forecasts, developing action plans to address surpluses or deficits, and monitoring and controlling the human resource plan. Key steps include assessing current human resources, estimating future additions and losses, considering internal and external factors affecting external supply, identifying gaps in numbers, skills or knowledge, and creating plans for recruitment, training, redeployment or redundancy.
XYZ Ltd plans to enter the banking industry and spend 1000 crore to open branches in state capitals and major cities over the next year. They need to develop an HR plan to staff the new banking operations, taking into account their existing workforce of 20,000 employees across airlines, hospitality, and consumer durables.
A regional retail manager is responsible for 28 stores across small and large formats. They need to develop a manpower plan to address steadily increasing product demands while keeping wages stable. The plan should indicate current staffing across store sizes and positions, expected tenure, and future staffing needs as 6 cities each have 2 large stores and 16 smaller stores are more dispersed.
Human factors that affect human resource planning
Manpower planning involves forecasting future human resource needs and ensuring the organization has the right number and type of people. It has several advantages like helping align HR strategies with business goals. Manpower forecasting predicts future demand and supply of workers using techniques like statistical analysis of trends. E-recruitment uses online resources and databases to speed up recruitment. Induction programs welcome new employees by providing legal, regulatory and role-specific training. Talent engagement ensures employees are enthusiastic about their work through positive relationships and a supportive culture. Exit interviews provide valuable feedback on why employees are leaving and how to improve retention.
The document provides an example of a strategy map and hierarchy of links for the Hotel Paris. It discusses how the hotel aims to produce satisfied customers through activities like check-ins, room cleaning, and check-outs. This requires competent employees with skills like customer service, greeting guests, and efficient room service. HR policies like improving disciplinary fairness can help develop employee morale and competencies. Metrics the hotel could use to measure its HR practices are also listed, such as employee turnover, training costs per employee, diversity metrics, and revenue per employee.
This curriculum vitae summarizes the professional experience and qualifications of Dominic Fernandes. He has over 9 years of experience in human resources roles in various industries. His most recent role is as Assistant Manager of Human Resources and Administration at SMD Interior Design LLC in Dubai, where he handles HR, training, administration, and employee relations. He holds a Post Graduate Diploma in Human Resource Management and a Bachelor of Commerce degree.
IMRB is a pioneer in market research established in 1971 with over 1200 staff across 11 countries. It provides consultancy services including industrial, business-to-business, social/rural market research, media research, and consumer panels. Abacus Field handles IMRB's field operations through a network of 15 regional offices across India.
KPMG is a global network of professional services firms that provides financial, tax, risk advisory and other services to clients. It aims to transform information and insights into value for clients.
Nielsen is a leading global provider of marketing information and analytics, serving clients in over 100 countries including virtually all major consumer goods manufacturers and retailers.
Rajesh Kumar Sharma is an experienced HR and IR professional with over 14 years of experience. He currently works as the Manager of HR and Administration for Udaipur Mineral Development Syndicate Pvt. Ltd., a flagship company of the Golcha Group. Prior to this, he has held HR roles at INOX Leisure Limited, Park Plaza in Jodhpur, G4S Securicor, and GVK Expressway. He has extensive experience in areas such as industrial relations, recruitment, performance management, training, and statutory compliance.
Prince Bazar aims to minimize costs through its human resource management strategies for compensation and career development. It focuses on keeping compensation packages low while avoiding compromising performance. It also develops career strategies to minimize turnover by ensuring good job fits for employees. The company analyzes its workforce needs through forecasting and gap analysis to balance supply and demand. It uses recruitment, selection, training and performance management to support its business expansion goals while developing its national workforce.
The document describes a practical HR training course offered by Spiro HR Academy. The 60-hour course provides an overview of key HR functions and aims to equip participants with the skills and knowledge needed to work in HR. It covers topics such as recruitment, compensation, performance management, and statutory compliances. The course is intended for fresh graduates and junior HR professionals and includes lectures, exercises, and certification upon completion. It costs Rs. 10,000 and is offered on weekdays and weekends in Chennai, India.
The document provides details about Libra HR Solutions, a human resource management consultancy firm in Pakistan. It outlines Libra's services including executive search, outsourcing, training, and more. It then summarizes the roles and responsibilities of key departments within a textile spinning client, including finance, operations, and human resources. The human resources department is responsible for tasks such as manpower planning, recruitment, performance appraisal, and training.
Abdul Wahab has over 11 years of experience in human resources roles. He holds an MBA in HR and post-graduate diplomas in labour laws and law. Currently he works as HR Manager for Ajit Groups of Hotels in Jodhpur, where his responsibilities include HR functions, statutory compliance, time office management, and employee records maintenance. Previously he was HRD Executive for Mughal Art Palace and Assistant Manager of HR Development for Rajasthan Art Emporium, a handicraft export house.
This document is a curriculum vitae for Marlize Combrinck that outlines her professional experience and qualifications. She has over 10 years of experience in human resources, recruitment, and office management roles in South Africa, Germany, and the United Kingdom. Her most recent role is as Online Marketing Manager and Rentals Manager for Engel & Völkers Real Estate in South Africa since 2014. She has a strong background in recruitment, human resources administration, office management, and digital marketing.
The document discusses various aspects of the recruitment process including definitions, need for recruitment, sources and methods of recruitment. It describes internal sources like promotions, transfers, retirements etc. and external sources like campus selection, press advertisements, management training schemes. It also discusses advantages and disadvantages of internal and external recruitment sources as well as recruitment methods like headhunters, in-house recruitment, onboarding and internet recruitment.
Gopal Chandra Satapathy is applying for a senior HR role with over 20 years of experience, including 6 years in the hotel industry. He has extensive experience implementing HR policies, conducting recruitment and training, ensuring statutory compliance, and resolving industrial relations issues such as strikes and legal cases. As the HR Manager, he would be responsible for all employee-related matters including managing personnel, compliance, development programs, and issues resolution.
The document discusses several 2012 hospitality HR trends, including a return in demand for unique teambuilding programs with tight budgets, utilizing employees as brand ambassadors on social media, providing 24/7 HR customer service and support to managers, and developing a passion for hospitality through various roles in the industry.
Mustafa Ahmed Shaheen is seeking a career opportunity in human resources. He has over 10 years of experience in HR roles including HR supervisor, HR assistant manager, and senior HR specialist. He is proficient in Microsoft Office, Oracle, payroll systems, and has strong communication, organization, and problem solving skills.
The document discusses human resource planning (HRP) including its definition, meaning, purpose, objectives, need and importance. It outlines the HRP process and factors affecting HRP such as the type and strategy of the organization, environmental uncertainties, and time horizon. Methods for forecasting human resource needs are also described, such as managerial judgement, ratio trend analysis, work study techniques, Delphi techniques, and flow models. The key aspects of the HRP process include assessing existing and future human resource needs, sources of supply both internally and externally, and activities like recruitment, training, and evaluation.
We provide one of the best human resource (HR) management assignment and homework help for students of Australia, United Kingdom & United States of America.
The document provides a summary of Sameer Sudhir Puranik's professional experience and qualifications. It includes details of his educational background such as postgraduate diploma in human resource management. It then outlines his over 10 years of experience in human resources roles for various companies in industries like oil and gas, power projects, and EPC projects. It describes his responsibilities and achievements in different HR positions he has held, including recruitment, performance management, and policy development.
Charusheela Sonawane is seeking a challenging position in human resources where she can contribute to company success. She has over 15 years of experience in HR, staffing, and recruiting. Her strengths include being a strong recruiter who can decrease time to hire candidates and negotiate billing rates with clients. She is able to work independently and manage teams, with good time management, problem solving, and decision making skills.
This document provides an overview of key concepts in human resource management including human resource planning, job analysis, job descriptions, and job specifications. It discusses how human resource planning helps organizations forecast future staffing needs and how job analysis informs the creation of job descriptions that define roles and job specifications that outline required qualifications. Examples of each are also included to illustrate how they are developed and applied in practice.
The document discusses human resource planning which involves forecasting internal and external supply of human resources, estimating manpower gaps by comparing supply and demand forecasts, developing action plans to address surpluses or deficits, and monitoring and controlling the human resource plan. Key steps include assessing current human resources, estimating future additions and losses, considering internal and external factors affecting external supply, identifying gaps in numbers, skills or knowledge, and creating plans for recruitment, training, redeployment or redundancy.
XYZ Ltd plans to enter the banking industry and spend 1000 crore to open branches in state capitals and major cities over the next year. They need to develop an HR plan to staff the new banking operations, taking into account their existing workforce of 20,000 employees across airlines, hospitality, and consumer durables.
A regional retail manager is responsible for 28 stores across small and large formats. They need to develop a manpower plan to address steadily increasing product demands while keeping wages stable. The plan should indicate current staffing across store sizes and positions, expected tenure, and future staffing needs as 6 cities each have 2 large stores and 16 smaller stores are more dispersed.
Human factors that affect human resource planning
Manpower planning involves forecasting future human resource needs and ensuring the organization has the right number and type of people. It has several advantages like helping align HR strategies with business goals. Manpower forecasting predicts future demand and supply of workers using techniques like statistical analysis of trends. E-recruitment uses online resources and databases to speed up recruitment. Induction programs welcome new employees by providing legal, regulatory and role-specific training. Talent engagement ensures employees are enthusiastic about their work through positive relationships and a supportive culture. Exit interviews provide valuable feedback on why employees are leaving and how to improve retention.
The document provides an example of a strategy map and hierarchy of links for the Hotel Paris. It discusses how the hotel aims to produce satisfied customers through activities like check-ins, room cleaning, and check-outs. This requires competent employees with skills like customer service, greeting guests, and efficient room service. HR policies like improving disciplinary fairness can help develop employee morale and competencies. Metrics the hotel could use to measure its HR practices are also listed, such as employee turnover, training costs per employee, diversity metrics, and revenue per employee.
This curriculum vitae summarizes the professional experience and qualifications of Dominic Fernandes. He has over 9 years of experience in human resources roles in various industries. His most recent role is as Assistant Manager of Human Resources and Administration at SMD Interior Design LLC in Dubai, where he handles HR, training, administration, and employee relations. He holds a Post Graduate Diploma in Human Resource Management and a Bachelor of Commerce degree.
IMRB is a pioneer in market research established in 1971 with over 1200 staff across 11 countries. It provides consultancy services including industrial, business-to-business, social/rural market research, media research, and consumer panels. Abacus Field handles IMRB's field operations through a network of 15 regional offices across India.
KPMG is a global network of professional services firms that provides financial, tax, risk advisory and other services to clients. It aims to transform information and insights into value for clients.
Nielsen is a leading global provider of marketing information and analytics, serving clients in over 100 countries including virtually all major consumer goods manufacturers and retailers.
Rajesh Kumar Sharma is an experienced HR and IR professional with over 14 years of experience. He currently works as the Manager of HR and Administration for Udaipur Mineral Development Syndicate Pvt. Ltd., a flagship company of the Golcha Group. Prior to this, he has held HR roles at INOX Leisure Limited, Park Plaza in Jodhpur, G4S Securicor, and GVK Expressway. He has extensive experience in areas such as industrial relations, recruitment, performance management, training, and statutory compliance.
Prince Bazar aims to minimize costs through its human resource management strategies for compensation and career development. It focuses on keeping compensation packages low while avoiding compromising performance. It also develops career strategies to minimize turnover by ensuring good job fits for employees. The company analyzes its workforce needs through forecasting and gap analysis to balance supply and demand. It uses recruitment, selection, training and performance management to support its business expansion goals while developing its national workforce.
The document describes a practical HR training course offered by Spiro HR Academy. The 60-hour course provides an overview of key HR functions and aims to equip participants with the skills and knowledge needed to work in HR. It covers topics such as recruitment, compensation, performance management, and statutory compliances. The course is intended for fresh graduates and junior HR professionals and includes lectures, exercises, and certification upon completion. It costs Rs. 10,000 and is offered on weekdays and weekends in Chennai, India.
The document provides details about Libra HR Solutions, a human resource management consultancy firm in Pakistan. It outlines Libra's services including executive search, outsourcing, training, and more. It then summarizes the roles and responsibilities of key departments within a textile spinning client, including finance, operations, and human resources. The human resources department is responsible for tasks such as manpower planning, recruitment, performance appraisal, and training.
Abdul Wahab has over 11 years of experience in human resources roles. He holds an MBA in HR and post-graduate diplomas in labour laws and law. Currently he works as HR Manager for Ajit Groups of Hotels in Jodhpur, where his responsibilities include HR functions, statutory compliance, time office management, and employee records maintenance. Previously he was HRD Executive for Mughal Art Palace and Assistant Manager of HR Development for Rajasthan Art Emporium, a handicraft export house.
This document is a curriculum vitae for Marlize Combrinck that outlines her professional experience and qualifications. She has over 10 years of experience in human resources, recruitment, and office management roles in South Africa, Germany, and the United Kingdom. Her most recent role is as Online Marketing Manager and Rentals Manager for Engel & Völkers Real Estate in South Africa since 2014. She has a strong background in recruitment, human resources administration, office management, and digital marketing.
The document discusses various aspects of the recruitment process including definitions, need for recruitment, sources and methods of recruitment. It describes internal sources like promotions, transfers, retirements etc. and external sources like campus selection, press advertisements, management training schemes. It also discusses advantages and disadvantages of internal and external recruitment sources as well as recruitment methods like headhunters, in-house recruitment, onboarding and internet recruitment.
Gopal Chandra Satapathy is applying for a senior HR role with over 20 years of experience, including 6 years in the hotel industry. He has extensive experience implementing HR policies, conducting recruitment and training, ensuring statutory compliance, and resolving industrial relations issues such as strikes and legal cases. As the HR Manager, he would be responsible for all employee-related matters including managing personnel, compliance, development programs, and issues resolution.
The document discusses several 2012 hospitality HR trends, including a return in demand for unique teambuilding programs with tight budgets, utilizing employees as brand ambassadors on social media, providing 24/7 HR customer service and support to managers, and developing a passion for hospitality through various roles in the industry.
Mustafa Ahmed Shaheen is seeking a career opportunity in human resources. He has over 10 years of experience in HR roles including HR supervisor, HR assistant manager, and senior HR specialist. He is proficient in Microsoft Office, Oracle, payroll systems, and has strong communication, organization, and problem solving skills.
The document discusses human resource planning (HRP) including its definition, meaning, purpose, objectives, need and importance. It outlines the HRP process and factors affecting HRP such as the type and strategy of the organization, environmental uncertainties, and time horizon. Methods for forecasting human resource needs are also described, such as managerial judgement, ratio trend analysis, work study techniques, Delphi techniques, and flow models. The key aspects of the HRP process include assessing existing and future human resource needs, sources of supply both internally and externally, and activities like recruitment, training, and evaluation.
We provide one of the best human resource (HR) management assignment and homework help for students of Australia, United Kingdom & United States of America.
1. This document discusses human resource management practices at an organization. It covers recruiting employees, rewarding and motivating employees, and managing employee termination.
2. It compares personal management to human resource management, noting that HRM directly influences employees while personal management has an indirect influence. The main functions of HRM are recruitment, motivation, performance management, training and development, and implementing policies.
3. Line managers play an important role in HRM, as they are responsible for tasks like evaluating employee performance, disciplining employees, and addressing customer needs. They also provide input on progress and issues to the HRM team.
certified human resource manager sample materialVskills
The sample course material covers the following topics.
Strategic Human Resource Management
Introduction
Significance of HRM
Objectives of HRM
Functions of Human Resource Management
Modes of Strategic Human Resource Management
Strategic Planning and Human Resource Practices
Limitations of HRM
Career in Human Resource Management
Click below in order to get the complete study material.
http://www.vskills.in/certification/Human-Resources/certified-human-resources-manager
Human Resource Management Recruitment outlines a seven step strategy for filling open positions:
1. Establish the need for new staff to replace losses, enter new markets, or due to growth.
2. Draw up a personality profile outlining the character traits needed to embody the organization's values and vision.
3. Write a job specification detailing responsibilities, outcomes, hours, appraisal processes, compensation and benefits.
4. Specify the necessary and desirable skills, qualifications, experience, and personality traits for the role.
5. Advertise the position through appropriate local, trade, or online publications.
6. Shortlist candidates by determining who most suits the position based on criteria
This document discusses human resource management (HRM) and its key functions and components. It provides an overview of HRM, describing it as coordinating an organization's human resources to meet goals. The functions of HRM have evolved over time from hiring/firing to include strategic planning and change management. Key HRM components include recruitment, compensation, training, performance evaluation, and labor relations. Theories of management discussed include scientific management, bureaucratic management, and human relations management. The document also addresses challenges for HRM in pharmacy like managing workforce diversity and increased prescription workload.
The document provides an introduction to human resource management (HRM). It discusses the key activities of HRM including human resource planning, recruitment, selection, training and development, performance appraisal, compensation, and employee welfare. It also covers the importance of HRM for organizations, individuals, and society. Different models of HRM and its objectives and functions within an organization are described. The processes of job analysis, recruitment, and selection are also summarized.
The document discusses various aspects of human resource management systems. It covers topics like the functions and roles of management, organizational strategy and its links to HR, HR planning, job analysis, and performance appraisal. It provides an overview of the key concepts and processes in managing human resources in organizations.
Human resource management complaint and grievance report-els211...gonzalesjerome
This document discusses human resource management and complaints and grievances procedures. It defines a complaint as an employee's expressed dissatisfaction with their working conditions, relationships, or status outside of their control, excluding disciplinary actions. Grievances refer to complaints in writing that have been ignored or not properly addressed. The document then outlines the standard grievance procedure process including oral discussion with supervisors, submitting grievances in writing, appeals to agency heads, and standardized grievance forms. It also discusses the composition of grievance committees.
This document contains various HR forms and templates used for recruitment, training, and employee development purposes. It includes a job analysis form, interview evaluation form, job requisition form, job application form, training design template, and training feedback form. The forms are designed to help analyze job roles, evaluate candidates, request new hires, collect applicant information, plan training programs, and gather feedback on training sessions.
This document provides an overview of human resource practices in the consulting industry. It discusses job analysis and design for consultants, which can include generalist or specialist roles. Performance appraisal in consulting aims to motivate employees and ensure their contributions align with business goals, while also helping employees understand their roles. Training is important given the diverse backgrounds of consultants and need to adapt to different client cultures. Job design is challenging with cross-domain, project-based work.
Human Resource Manager in a company and solving conflict at workplace Aime Valentin Nishimwe
The document discusses human resource management at Acme Widget Company. It defines human resources as the people who work for an organization. It outlines the functions, qualifications, and responsibilities of human resource managers, which include recruitment, compensation, development and motivating workers. The document also discusses conflict in the workplace, its causes and impacts, as well as strategies for resolution such as effective communication and questioning. Finally, it describes the significance of human resource management in increasing productivity, boosting employee impact, and creating a positive work environment.
A Report on Human Resource Concept Application by Proctor & Gamble Ltd.Hardik Shah
This document provides information on Procter & Gamble's (P&G) human resource management practices through a case study report. It discusses P&G's history and founding in 1837. The report then outlines P&G's global presence and portfolio of brands, as well as its values, company culture, and human resources department. Finally, it applies several human resource concepts to P&G including job descriptions, selection processes, training programs, and performance management. The case study was submitted by a student at Somlalit Institute of Management Studies.
An HR manager must possess certain personal, social, and professional qualities to effectively manage human resources and channel employee talent and potential. Some key personal qualities include being humanitarian, honest, disciplined, dedicated, determined, and having self-confidence and a positive attitude. Important social qualities comprise leadership, effective communication, adaptability, and building rapport. Professional qualities that are essential for an HR manager encompass skills like grievance handling, negotiation, crisis management, supervision, maintaining transparency and competency, acting as a motivator, and demonstrating strategic thinking and emotional maturity.
Human Resource Management : Assignment and NotesRegmi Milan
This document summarizes the key provisions of Nepal's Labour Act of 1992. The Act has 10 chapters that cover preliminary definitions, employment and job security, working hours, remuneration, health and safety, welfare arrangements, and penalties for misconduct. Some highlights include: requiring written contracts, prioritizing Nepali nationals for jobs, limiting the work week to 48 hours, requiring overtime pay of 150% of usual wages, establishing minimum wage standards, and regulating issues like leave, healthcare, pensions, and workplace safety conditions. The Act also describes processes for layoffs and resolving labor disputes.
This document contains questions and answers for a human resource management examination prepared by Marzuqi Salleh from UiTM Perlis. It includes 6 multiple choice questions related to topics such as downsizing, career planning, job analysis, training evaluation, and performance appraisal. The answers provide definitions, explanations, lists, and comparisons to thoroughly address each question in the allotted mark values. There are also two essay questions about the HR training process and factors influencing HR managers, answered with detailed step-by-step discussions.
Talent management and its impact on employee engagementShoaib Lalani
The purpose of this research is to find out how important is the relationship between the talent
management strategies and employee engagement. This paper is based on the academic literature
review of the popular research studies therefore it is a conceptual paper. The paper also includes
perception and opinion of Head of the Human Resource Department regarding the topic.
Sample Assignment on Human Resource ManagementAdam Jackson
Are you facing assignment related problems? Don't worry read the samples provided by Assignment Prime which helps the students to improve their grades. For online assignment help you can contact our professional writers at any time. Place your order now to achieve academic success.
The HR department plays a key role in an organization by managing the entire employee lifecycle from hiring to termination. The main functions of the HR department include staffing, training and development, performance management, compensation, health and safety, employee relations, and planning. The HR department is typically divided into departments that focus on specific areas like talent management, compensation and benefits, training and development, compliance, and workplace safety. An effective recruitment process involves identifying needs, creating job descriptions, advertising positions, screening candidates, interviewing, making offers, onboarding, and evaluating outcomes.
The main activities of the Human Resources Department are:
1. Manpower planning to determine future staffing needs based on factors like employee turnover, sales growth, technology changes, and worker productivity.
2. Job analysis and description to define roles, responsibilities, skills, and qualifications needed for open positions.
3. Determining appropriate wages and salaries by conducting market research and working with management and finance.
4. Regular employee performance reviews to evaluate work and set development plans, as well as provide necessary training.
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Hrm 300 t hrm300t hrm 300t education for service uopstudy.comUOPCourseHelp
The document provides information about an HRM/300T fundamentals of human resource management course. It includes practice questions and answers related to human resource planning, international HR, safety, ethics, and other topics. The key responsibilities of the HR department discussed are ensuring career development plans align with organizational objectives, assessing needs for organizational change, and guiding the process to ensure employee plans line up with company objectives.
This document summarizes an assignment on HR practices in banks submitted by Prakhar Agarwal and Arpit Katiyar. It begins with an acknowledgement section thanking those who helped with the assignment. The introduction defines human resource development and its importance in organizations. The document then discusses key HR roles in banks, why HR management is important for banks, challenges faced by banks, and how to manage human resources. It outlines several HR practices in banks such as job analysis, recruitment and selection, training and development, and performance appraisal. The document concludes with suggestions for improving small business services and the importance of linking HR functions to corporate goals.
The document discusses the functions of a human resource manager. It outlines three main categories of functions: managerial functions which include planning, organizing, directing, and controlling personnel; operative functions which involve employment, development, compensation, maintenance, motivation, records keeping, industrial relations, and separation; and advisory functions where the HR manager advises top management and department heads. Key aspects of the managerial functions include personnel planning, organizing the structure, directing employees, and evaluating performance via controlling. The operative functions focus on recruitment, training, compensation, welfare, motivation, and managing employee records and relations.
The document discusses several topics related to human resource management:
1. The five main operative functions of human resource management are procurement, development, compensation, integration, and maintenance.
2. The key differences between personnel management and human resource management are that personnel management focuses on employees' grievances while human resource management focuses on employee welfare and development.
3. Major factors that affect human resource planning include both external factors like government policies, economic conditions, and technology as well as internal factors like company strategies and policies, job analysis, and production operations.
Human Resource Management (HRM) involves formal systems for managing employees in an organization. The key responsibilities of HRM include staffing, compensation/benefits, and job design. HRM aims to utilize human resources effectively, develop employees, reconcile individual and organizational goals, and maintain high employee morale. HRM also handles employee disputes, conducts performance appraisals, maintains a positive work environment, and develops public relations. Planning, organizing, directing, and controlling are the main managerial functions of HRM, while key operative functions include recruitment, training, compensation, and employee integration and development.
The document discusses the strategic role of human resource management. It outlines the strategic HR planning process which includes scanning the external and internal environment, identifying sources of competitive advantage, developing HR strategies, implementing strategies, and monitoring/evaluating performance. It also discusses the HR planning process of determining objectives, analyzing current staffing, forecasting needs, analyzing gaps, developing employment/action plans, providing training, and appraising the process. Finally, it outlines the evolving roles of HR managers in areas like recruitment, training, compensation, workplace safety, and employee relations.
Miriam Velez has over 20 years of experience in human resources management and operations leadership in the hospitality industry. She has held director-level positions at several hotels and resorts, where she designed and implemented HR programs, oversaw daily operations, and negotiated collective bargaining agreements. Currently, she runs her own HR consulting business for small businesses and works as a professor of hospitality management.
The document discusses the role of human resource management in the apparel industry. It covers key aspects of HRM including human resource planning, recruitment and selection, training and development, compensation, and maintaining a good work environment. The goal of HRM in this context is to utilize the workforce effectively to help the organization achieve its objectives, provide a well-trained and motivated employee base, and increase job satisfaction. This involves having the right processes and aligning HRM's goals with the overall organizational mission.
The document discusses employment, job analysis, human resource planning, and selection.
[1] Employment involves contracts between employers and employees, with job analysis being the process of collecting and analyzing job information for purposes like job descriptions.
[2] Human resource planning aims to anticipate and manage human resource needs, and involves scanning the external environment, considering government influences and economic conditions.
[3] Selection is the process of evaluating candidates and making hiring decisions, with factors like the type of position and recruitment method affecting the selection steps.
Dissertation report on performance appraisalMonika Deswal
This document appears to be a dissertation project report submitted for an MBA degree. It discusses a study conducted on employee satisfaction with performance appraisals at Hotel Samrat in New Delhi. The report includes an introduction to the hotel industry and Hotel Samrat, objectives and scope of the study, a literature review on relevant concepts like human resource management and performance appraisal, the research methodology used, data analysis and findings, and conclusions and suggestions.
Human Resource Management (HRM) deals with the recruitment and management of people within an organization. It focuses on issues related to compensation, hiring, performance management, training, benefits, motivation, and administration. HRM aims to develop people through work by applying management principles and functions. Decisions regarding employees must be consistent and influence organizational effectiveness and service quality. HRM functions apply to both business and non-business organizations. The nature of HRM is changing as more functions are outsourced or handled by line managers. HRM involves managerial functions like planning, organizing, directing, and controlling human resources. It also includes operative functions such as employment, development, compensation, maintenance of employee welfare, motivation, record keeping, and
The document discusses the process of human resources planning, recruitment, and selection by outlining the procedures and flow, including forecasting future human resources needs, setting goals and strategic planning, implementing programs to address surpluses or shortages, and evaluating the results. It also covers recruitment sources, the job analysis and description process, and enhancing the impact of recruiters.
A. HUMAN RESOURCE MANAGEMENT
Objective:
The objective of the course is to familiarize students with different aspects of managing human resources in the organization through the phases of acquisition , development and retention.
UNIT-I
Nature and scope of HRM - Difference between Personnel Management and HRM Functions of HRM - Environment of HRM - Strategic HRM.
UNIT-II
Human Resource Planning - Recruitment - Selection - Methods of Selection - Use of various tests - Interview techniques in selection - Placement.
UNIT-III
Induction – Importance - Meaning of Training and Development - Training Methods - Techniques - Identification of Training needs.
UNIT-IV
Performance Appraisal –Definition – Need for Performance Appraisal – Objectives – Process - Methods – Compensation.
UNIT-V
Transfer - Promotion and termination of services - Career development - Mentoring - HRM Audit - Nature - Benefits - Scope - Approaches
Text Books:
1. Dr. J. Jayasankar - Human Resource Management –Margham Publications
2. Dr. C.D. Balaji – Human Resource Management – Margham Publications
3. Sundar & Srinivasan J –Essentials of Human Resource Management –Vijay Nicole Imrints
4. Murugesan G –Human Resource Management – Laxmi Publications Pvt. Ltd
5. Aswathappa K - Human Resource and Personnel Management
6. Guptha C B- Human Resource Management –Sulthan Chand &Sons.
Books for Reference:
1. Memoria CB - Personnel Management
2. Subba Rao P - Human Resource Management and Industrial Relations
3. Prasad - Getting the right people - MacMillan I Ltd
4. Pattanayak - Human Resources Management - Prentice - Hall of India
5. Decenzo/Robbins - Personnel/Human Resource Management - Prentice - Hall of India
6. Saiyadain Mirza - Human Resource Management –
7. Venkataratanam - Personnel Management & Human Resources –
8. Saxena - Marketing Management - Tata McGraw Hill Pub
9. A. M. Sheikh - Human Resource Development & Management.
10. Dwivedi RS - Human Relations and Organization Behavior
The document provides details about the recruitment and selection process at Tata Teleservices Limited (TTSL). It discusses the importance of human resource planning for organizational success. It outlines TTSL's recruitment objectives to hire qualified candidates who fit the organizational culture and values. It then describes the various stages of TTSL's recruitment process including generating hiring plans, identifying vacancies, using internal and external sourcing strategies, screening candidates, interviewing, making offers, and new hire onboarding procedures. The recruitment sources mentioned include internal job postings, employee referrals, consultants, job portals, advertisements. The selection process involves screening, tests, interviews and evaluating candidates.
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2. TABLE OF CONTENTS
INTRODUCTION ......................................................................................................................3
TASK 1 .....................................................................................................................................3
1.1 Role and purpose of human resource management ...........................................................3
1.2 Human resource plan based on analysis of supply and demand ..........................................5
TASK 2 .....................................................................................................................................6
2.1 Assessing the current state of employment relations for the hotel industry
......................................................................................................................................................6
2.2 Impact of employment law on the management of human resources in service sector ....8
TASK 3 ...................................................................................................................................10
3.1 Job description and personal specification for list of staff ................................................10
3.2 Compare different selection processes of different service industries businesses ...........14
TASK 4 ...................................................................................................................................15
4.1 Assess the contribution of training and development activities .......................................15
CONCLUSION ......................................................................................................................18
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Introductionto Human Resource Management
The main aim of the report is to provide information about human resource management
concepts and its impact on employees of hotel industry. As per the present case scenario, Hilton
hotel was taken which is currently opening 50 rooms at Stratford City to offer quality of unique
services to their customers. In addition, report describes about the current state of employment
relations for the hotel industry and employment law affects the Hilton hotel as selected service
industry. Along with this, present study explores processes of different service industries
businesses and assesses the contribution of training and development activities in improving
services of hotel and entire industry.
1.1 Role and purpose of human resource management
Human resource management is a function of business management which is designed to manage
the human resource’s needs of the organisation along with maximising the performance level of
employees. . Human resource management includes a set of various processes through which
human resources are recruited, trained and maintained to achieve the objectives and goals of
Hilton Hotel Stratford. In United States, Hilton Hotel is a market leader in the service industry.
Human resource management is also concerned with recruitment, selection, training,
development, maintenance and motivation of human resources in Hilton Hotel. Performance of
Hilton Hotel depends on capability and efficiency of human resources who are working there.
This management is mainly concerned with the development of knowledge, skills and abilities of
human resources in order to perform tasks efficiently in Hotel Hilton Stratford. Hilton Hotel was
facing few problems related to management of human resources because it is currently opening 50
rooms at Stratford. For the solution of this problem, Hilton Hotel appoints a trainee human
resource manager. The human resource manager has to focus on both organisation and its
employees. Role and purpose of human resource manager is to hire the staff persons, train them
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and develop their performance to achieve the objectives of organisation (Simons, 2011). Roles of
human resource manager in Hilton Hotel have been stated below:
❖ Identification of employees - In this process, HR manager identifies and forecasts the
requirements of personnel or human resources at Hilton Hotel. To meet the requirement of
human resources, HR manager uses the selection and recruitment methods. With the help
of these methods, candidates are selected and hired to fill the vacant post in Hilton Hotel.
❖ Assessing the Training needs of employees- HR manager has to analyse the performance
of employees and also has to identify the training needs of existing employees such as staff
people, managers, etc. of Hilton Hotel. For the development of employees, HR manager
conducts development and training programs to enhance the performance of employees
which will help to increase the productivity of Hotel.
❖ Maintaining Relation betweenemployee and management- HR manager has to identify
the gaps which are creating problems between employees. He has to ensure that relations
among employees, managers the company are positive or not and also has to evaluate
communication gap between them.
Maintaining cordial relation is also fruitful for the organization as it builds the
communication channel between the employees. The employees are able to interact with
their senior and subordinates which contributes to the positive environment of the hotel.
❖ Welfare of staff members - HR manager has to ensure about the welfare of employees
and customers of Hilton Hotel. For this purpose, he or she has to analyse the working
environment of Hilton Hotel which should be safe for employees and customers. He has to
identify proper services and facilities are given to customers in order to satisfy their needs
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and make them comfortable (Harvey, 2009).
❖ Employee Reward and appraisal - After monitoring the performance of all the
employees and according to their performance level, Hilton hotel has to appraise its
employees and reward them in terms of financial or non-financial incentives. It will also
motivate the employee and increase employee participation in the organisation.
1.2 Human resource plan based on analysis of supply and demand
Human resource plan is a continuous procedure which identifies future and current human
resources requirements for Hilton Hotel in order to achieve its goals. This plan is an important
component of strategic human resource management for reducing the level of employee turnover
and maintaining competitive advantage.
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The changing environment as well as internal and external factors influences Hilton Hotel to make
human resource planning. Human resource plan includes basically five steps that have been
described below as:
❖ Assessing human resources- HR manager has to focus on business activities and practices
of employees. Performance of employees directly affects the productivity of Hotel so HR
manager should analyse the performance level of employees of Hotel on the regular basis.
With the assessment of human resources, HR manager can analyse that employee's
performance and business practices are meeting the objectives and aim of Hilton Hotel in
an effectual manner or not.
❖ Demand forecast- HR manager has to monitor the availability all existing staff as well as
positions in order to identify the personnel requirement on vacant positions in Hotel.
Manager has to build a plan which identifies future and current human resources
requirements. In this step, demand forecast of human resources is analysed in human
resource plan.
❖ Supply forecast- After analysis of demand forecast, HR manager evaluates the supply
forecast to meet the demand forecast in Hilton Hotel. Supply forecasting is a procedure of
estimating the availability of personnel or human resource which are followed after
demand forecasting (Gberevbie, 2010). Human resource manager needs to consider both
internal and external supply for forecasting the supply of human resources in Hotel. For
this purpose, cited company invites personnel to fulfil vacant posts in Hotel. These
personnel can be selected from the both internal and external environment of Hotel.
❖ Matching demand and supply- This step is concerned with the forecast of future demand
and supply of human resources. The step of matching brings both demand and supply in
equilibrium position. Through this, over staffing and shortage problem will be solved. In
situation of over staff, company needs to reduce existing employment (Torrington and et.
al., 2009).
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❖ Action plan- This is the last step of human resource planning and this step is concerned
with shortage and surplus of human resources in Hilton Hotel. This step includes major
activities such as recruitment, selection, training, development and socialisation (Storey,
2007). In this, performance of human resources is monitored to check the effectiveness
HR planning executed by the HR manager. This action plan should be updated according
to time and changes in environment of Hilton Hotel.
The human resource plan is justified as it is made with companies compliance on the human
resource policies and management. The plan will serve beneficiary for recruitment process of the
company as it will allow to meet the demand and supply of the employees on the organization.
2.1 Assessing the current state of employment relations for the hotel industry
The hotel industry is labor intensive and is dominated by the behavior of employees working
in the organization. Working conditions in this sector are different from all the other industries.
The density of employees working in a sector affects the working relations. Also the cultural
significance of the countries from where the employees are recruited plays a crucial role for the
hotel industry. The hospitality industry is highest growing segment of economy. The main
objective of hotel industry is to provide superior quality of hospitality services to wide range of
customers. To maintain the brand image and reputation in market Hilton hotel ensure that it
strictly follow the rules and regulations laid down by UK government and EU.
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2.2 Impact of employment law on the management of human resources in service
sector
In UK, government of country and legislations are framed different laws to improve the
relationship between employees in service sector industry. In this regard, several acts and
regulations including Employment Relations Act, equal opportunities and Employment Rights
Act were prepared by government. These laws can be explored in detail as follow.
❖ Employment Relations Act, 2004: This act was framed to implement change in new
statutory procedure for employers and establishing appropriate relationship employers
and employees (EurWork, 2004). As a trainee Human Resource Manager at Hilton hotel,
it is responsibility of him to aware about basic provisions of this act such as simplifying
the legal requirements, widening unions’ ability and extending the protection against
dismissal etc.
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❖ Equality Act, 2010: This legislation was drafted to provide equal work opportunity to an
individual without any business on the basis of gender, income and country elements. In
the context of grasping business opportunity and reducing issues, it is necessary for the
HR manager at Hilton to follow this act in their recruitment and selection process (The
Equality Act, 2010). For example, enterprise offers an array of services such as room
service, fitness room, baggage storage and foreign currency exchange to their customers.
❖ Employment Rights, 1996: The main purpose behind applying this legislation to
overcome human resource related problems including unfair dismissal, time off rights for
parenting and provide reasonable notice before dismissal (Lucas, 2014). By considering
law, human resource department of Hilton hotel can be able to solve employee’s conflict
and job dissatisfaction related issues in a significant manner.
3.1 Job description and personal specification for list of staff
Job description can be explored in term of detailed description of the role and responsibility of an
individual related to work. On the personal specification for particular job can be defined in form
of personal qualities and capabilities of an individual to perform specific task in a significant
manner (Torrington and et. al., 2009). However, there are different factors including labour
market, employment laws and person specifications can influence the recruitment and selection
of enterprise. For example, employment law (Equality Act, 2010) will force firm to provide equal
work opportunity to an individual on the basis of their skills without any discrimination.
Besides that, change occurs in market also affects methods of recruitment and advertising (Lo,
2015).
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3.2 Compare different selection processes of different service industries
businesses
Recruitment and selection processes are varying as per industry to industry. In addition,
different factors including the labor market, economic, political and technology change influence
the methods adopt by service sector companies. In hotel industry, different procedures are
performed including agents are appointed for selected areas, pre-screening of applicants, set-up
interview and processing of paper work (Kleynhans and et.al., 2009). Selection task is performed
on the basis of suitability of person to work and characteristics of candidates. For example,
Marriot and Hilton companies are recruited employees on the basis of communication, personal,
decision making and interpersonal skills of candidates.
On the other hand, in restaurant industry, employees are recruited and selected by
applying different techniques such as preliminary phone interview and face to face interaction
and selection etc. In addition, external recruitment methods are applied in these sectors to choose
talented candidates and on the basis of profile the experiences of employees. Along with this,
differences are raised in recruitment and selection processes on the basis of job description,
person specification and method of recruitment adopt by firms (Kumar, 2010). However,
legislation and employability law of different countries can create problem for organisations in
selection of talent. In construction and manufacturing sector, labours are recruited on the basis of
their physical fitness and capability and HR department not emphasises on other personal
qualities like skills, education and qualification.
4.1 Assess the contribution of training and development activities
In order to perform effective operation of a selective service industry business, proper
assessment of training and development are required. For successful implementation of T&D
program, it is necessary for HR manager to establish adequate link between induction
programmes and training. Without establishing proper link, enterprise would be unable to
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provide proper training to their employees and enhance their skills (Amos and et.al., 2009).
There are several reasons for which enterprise will require to provide training to their
staff-members that can be enlisted as follow.
Role and need for training: For different purposes, HR department of company will require to
provide training to their staff.
❖ New hire orientation: Training and development activities are required for new
employees at Hilton to aware them about organisation culture and enhance their morale
by increasing their skills. Focused training is required for new staff-members to
overcome their shortcomings and increase their contribution in the success of enterprise.
❖ Improvement in performance: From the given case, it is found that hotel want to open 50
rooms at Stratford City to offer variety of services to their customers and meet their
expectations in a significant manner. In order to attain its objective, it is necessary for HR
manager at Hilton to address shortcomings and weaknesses. It can be achieved through
emphasising on training and development activities (Storey, 2007). By providing training
to its employee’s on the base of their skills and potentials, enterprise would be able to
ensure that quality of services and maximum comfort will be provided to guests.
❖ Increased employee satisfaction: For increasing satisfaction of their staff-members, it is
responsibility of human resource department to interact with their employees. For
example, by interacting with service staff, line manger at Hilton will be able to
understand their problems and solved them in a proper way (Edwards, Scott and
Nambury, 2007). If their problems will be solved at right time then they will motivate to
give their best at workplace.
❖ Self-driven and increased productivity: By getting training from their supervisors and
trainers, employee will enable to perform their task independently. It will encourage
company to create a culture of continual learning and develops necessary skill sets in
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employees (Gberevbie, 2010). By developing their knowledge and communication skills,
enterprise would be able to enhance their productivity and better perform as compared to
other competitors present in the market.
Training versus development:
The main purpose of training is to develop knowledge and skills in the employee
according to requirement of job profile. For example, HR manager provides training to service
staff to enhance their skills and carry out day to day hotel operation activities in a significant
manner. It is a group base activity and focuses on today needs (Armstrong, 2011). On the other
hand development is individual based activity and it provides opportunity to firm to develop
strategic approach. For example, HR manager at Hilton emphasises on self assessment procedure
to self direct himself for the future assignments.
Types of training and development activities:
For providing training to its employees, HR department of company can apply different
strategies at different levels within hotel sector. At strategic level, case study, computer base
training, workshop and team building exercise can be conducted. On the other hand, at tactical
level, HR manager at Hilton can adopt role playing, lectures, audio-visual training and job
rotation approaches (Torrington and et. al., 2009). Besides that, orientation, lectures, simulations
and computer base training can be beneficial for new candidates to familiar them about
organisation culture and enhance their knowledge level.
Impact of training:
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The impact of training and development activities on an organisation can be measured in
terms of achieving overall objectives of enterprise. In addition, skills of employees, knowledge
area and customer satisfaction are the other major criteria’s to measure the effectiveness of
training and development activities at Hilton. Besides that, on the basis of cost analysis, decision
making power of an individual at different levels and contribution of employee in growth of the
company, efficiency of T&D plan can be measured (Lucas, 2014). Furthermore, appraisals and
performance measurement approaches including 360 degree feedback, balance score card and
self-appraisal can be adopted to enhance skills of an individual employee at workplace. The main
benefits of training and development can be seen in forms of increasing productivity, efficiency,
enhancing contribution of employees and job satisfaction at workplace.
Barriers and strategies to overcome issues
By applying T&D activities, HR manager at Hilton would be able to offer quality of
services to business and leisure travellers within stipulated time. However, along with several
benefits some barriers including lack of employee’s initiative, conflict, culture, poor skills and
lack of leadership are also associated with T&D activity that can create hurdle in successful
execution of training activities at Hilton Stratford City. Apart from this, competency-based
training and evaluating training needs against organisation objective, human resource
development will be able to overcome training barriers and enhance skills of their employees in a
significant manner (Nestoroska and Petrovska, 2014). By considering different factors including
budget, culture, lack of vision, time& staffing, poor quality trainer and job silos, management of
UK base hospitality firm can be able to enhance efficiency of training and development program
in a significant way.
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CONCLUSION
On the basis of current research report, it can be said that training and development plays
an active role in increasing employee knowledge and satisfaction at workplace. By considering
different acts including Employment Relations Act, Equal opportunities and Employment Rights,
HR manager at Hilton would be able to increase transparency in human resource management
processes in a significant manner. Besides that, training and development methods can be
beneficial for company to enhance skills and knowledge of their employees. By considering
different issues like job silos, lack of commitment and lack of vision, human resource department
can able to overcome barriers and attain organisation objectives in a significant manner.
REFERENCES
Amos, T. and et.al. 2009. Human Resource Management. Juta and Company Ltd.
Armstrong, M., 2011. Armstrong's Handbook of Strategic Human Resource Management. 5th ed.
Kogan Page Publishers.
Bloom, N. and Van R, J., 2011. Human resource management and productivity. Handbook of
labor economics.
Edwards, E. J. Scott, C. J. and Nambury, S. R., 2007. Evaluating Human Resources Programs: A
6-Phase Approach for Optimizing Performance. John Wiley & Sons.
Gberevbie, E., D., 2010. Organizational retention strategies and employee performance of Zenith
Bank. African Journal of Economic and Management Studies.