FBLT050 Human Resource Management : Purpose of HRM in a Service Industry
Task 1 – Individual written assignment
For this task you are required to write a report in which to underline the following aspects, taking in consideration the above scenario.
- Analysethe role and purpose of human resource management in the hospitality industry with reference to the scenario above. (AC1.1)
- Justifya human resources plan based on an analysis of supply and demand and discuss impacts of factors such as government legislation, economic trends, demographic changes and technological developments for a selected business in the hospitality industry (A 1.2).
- Assessthe current state of employment relations in the hospitality industry. Consider the role of unionisation, for example, collective bargaining, negotiation, consultation, employee participation, involvement and conflict management, grievance procedures and disciplinary procedures in the current labour market. (AC 2.1).
- Discusshow employment law affects the management of human resources for restaurants in the hospitality industry. Consider relating to latest employment Acts and think about elements such as Pay, retirement, maternity and paternity rights, redundancies, terminations (AC 2.2).
- Discussa job description and person specification for an executive chef in the hospitality industry (AC 3.1).
- Comparethe selection process from the job you have selected above to a hotel supervisor in the hospitality industry (AC 3.2).
Task 2 – Group presentation
In groups of 3 to 5 students, prepare a 15-20 minutes presentation (max 8 slides) in which to assess the contribution of training and development activities to the effective operation of a hospitality business (AC 4.1). During the presentation you are expected to demonstrate a two-day plan or agenda of what the training should consist.
NB:
- In this presentation your group must select a hospitality firm and your delivery should consider some aspects from LO1 to LO3.
- The plan can contain a workshop, seminar, presentation, role play or anything that will make this training effective. You are required to be as creative as possible. Present the Plan in class on the deadline given to you.
Evidence
- For this learning outcome, all the notes and other materials including slides should be presented and submitted in class as evidence of your presentation preparation.
- The presentation will be recorded and used as evidence.
- Individual log of contribution to group work
- Peer review for group
- Individual written evidence (reflection) is required for the presentation, to contain:
- Agenda of each meeting
- Minutes of group meetings
- Research notes
- Recommendations for improvement
Answer:
Introduction:
Human resource is recognized as one of the most crucial activity for an organization as it is responsible for looking after one of the most important asset. Based on the given case study of “Only Chefs”, the study is intended to evaluate the purpose and role of human resource management in “The Milestone Hotel” based in Kensington, London (Milestonehotel.com. 2017). It has been listed as a Five-Star Grade II Hotel, which offers best in class hospitality service along with beautifully appointed suits for long stay and exquisite variety of food. The study involves an analysis of demand and supply concerning the important factors of HRM along with assessment of the present situation. It also discusses on the impact of different legislations in the recruitment process and discussing on the job description for a position of executive Chef in that hotel. The latter part of the report shows a comparison of the selection process from the job role, which has selected for the study (Onlychefs.co.in. 2017).
Task 1
1.1 Analyses of the Role and Purpose of HRM in a Service Industry
HRM plays a pivotal role for any service industry, as stress is more on human resource. In a top-notch five-star hotel- “The Milestone”, HRM has a key role in forming efficient teams so that competitive advantage can be attained for the long-term growth (Armstrong and Taylor 2014). The HR manager is responsible for acquisition of the right talent, which are specific to the goals of the organization. Some of the important strategic objectives and the role of HRM at the milestone Hotel are listed below as follows:
- Performance appraisal of the employees and rewarding them on a timely basis
- Encouraging the staffs for greater efficiency in the task performed
- Engaging in training programmes which will be conducive for meeting organizations goal and achieve competitive benefits
- Ensuring a good workplace environment which contributes to the success of the organization
1.2 HR Plan Based On Supply And Demand for the Selected Service Industry
The HR plan for The Milestone Hotel is relevant to the application of new hiring techniques as suggested by “Only Chefs”. Hence, it takes into consideration the applicants profile submitted, ensuring monitoring, and control of the various processes (Sparrow, Brewster and Chung 2016). The consideration of the demand and supply based on the strategic plans of the hotel are illustrated below as follows:
Assessment of the Human Resources – The HR manager is responsible for focusing on practices of employees and business activities. Hence, the employee performance of “The Milestone Hotel” directly affects the productivity.
Demand And Supply Forecast – The HR manager has to monitor the existing staff and their relevant position for identification of the appropriate personal requirement for the vacant position in the hotel. This is done by forecasting the demand of human resources and formulating a HR plan. The supply forecast is the next step which is the procedure of estimating the availability of the personnel for the vacant position i.e. Executive Chef.
Matching Of Demand And Supply - this is the process of matching of both demand and supply in the equilibrium position. This is done to solve the problem of over staffing shortages of employees.
Action Plan- in this stage the HR manager of The Milestone Hotel is responsible for the main activities ranging from selection, training, socialization development and recruitment process. The action plan needs to be updated on a periodic basis (Jackson, Schuler, and Jiang 2014).
Task 2
2.1 Assessment of the Current State of Employment Relations in the Selected Service Industry
An employment relation is necessary for maintaining a healthy relationship among the employees and employers in a workplace and it is responsible for enhancing moral and organizational productivity. Being reputed entity in the hotel industry The Milestone Hotel is recognized for maintaining prompt reveals with this process, employee participation in decision-making and an amicable negotiation process in case of conflicts (Riley 2014).
2.2 Effect of employment law on human resources
The employment relation is based on a work routine, which assures an improved employer-employee relationship. The employment laws are often referred to as labour laws, which are agreements, framed between an employer and employee. The appropriate laws are identified in form of central and state laws, which are focused towards providing security and human rights to the employees. The two important acts relevant to The Milestone Hotel are observed in form of “Employment Relation Act” and “Employment Right Act”. The employment relation act is identified as the process for personal grievances, lockouts, strikes, termination services and collective bargaining process.
On the other hand, “Employment Right Act” is related to the matters concerning the employee such as employer insolvency, providing childcare, providing salaries, wages and work schedule. Hence, the employment Law has a direct impact on maintaining a healthy relationship between employer and employees in the hotel (Boella and Goss-Turner 2013).
3.1 Job Description and Specification of the personnel for the Selected Service Industry position
Some of the key responsibilities of the job description for executive Chef in Milestone Hotel have been specified below as follows
Responsibilities
The executive chef will be responsible for managing and training division personal and coordinate all the culinary activities. He /she shall be responsible for estimating food consumption, prepare acquisition of food, select, and develop recipes to ensure consistent quality. Establish the presentation of the food items and quality standards, price menus, planning of the food list and ensuring sanitation and safety equipment in the kitchen. The executive chef is allowed to cook selected items for select occasions. The executive chef’s responsible for supervising the kitchen personal by conducting various activities such as hiring, performance reviews, performance appraisal, maintain discipline and decorum in the kitchen. He /she shall report to food service director (Acui.org. 2017).
Special qualifications
The ability to manage in a diverse environment with an augmented focus for customer service and clients
Experience
Past experience as a food controller, demonstration of cooking, labour cost, pricing developing of cookery team is preferred. Accountability of liability and contract-managed service is also desirable.
Education
Bachelor degree or related culinary degree with 10 or more years of business experience along with experience in culinary management
Core competencies
The executive chefs will be preferred for planning, leadership and management
3.2 Comparison of the Selection Process of Different Service Industries Businesses
The recruitment and selection process very on the factors such as technological changes, labour market, economical changes and influence of service sector companies. With particular relevance to hotel industry the procedure of selection of the employees range from pre-screening of the applicants, scheduling interview and processing of the final paperwork. The selection is done based on suitability of the person, for instance at The Milestone employees are recruited for possessing interpersonal skills, communication and analytical decision-making (Tyson 2014).
On the contrary, in a restaurant industry employees are shortlisted through initial phone interview and then with the face-to-face communication. In addition to this, some of the other notable differences are identified in form of method of recruitment adopted, selection process and job description. On the contrary, in construction and manufacturing sector laborers are shortlisted based on their physical fitness and capabilities (Nickson 2013).
4.1 Assessment of contribution of training and development
Some of the important contributions of training and development at The Milestone Hotel are illustrated below:
Organisational efficiency- Training of the employees at The Milestone Hotel is important for optimal utilization of time, which will result in long-term success.
Profitability-with special relevance to hospitality industry that skill development of an employee would help to reduce cost of productivity and the hotel will be able to maximize its profit.
Personal Productivity- Training and development process important for nourishing the individual skills and improve the emphasis on a particular job role. The appropriate training provided to the employees is directly related to the productivity and career growth of the employees (Mok Sparks and Kadampully 2013).
Team Spirit- team spirit is an essential component in any other industry in order to ensure positive relationship between employer and employee. This is directly relevant to increasing the effectiveness of the tasks performed (Hoque 2013).
Conclusion a Recommendation
The focus of the Milestone Hotel shall be put on notifying “Only Chefs” for their position requirement and organisational goals. This will be beneficial for both the parties in better understanding of the recruitment of quality staff. In order to get the full access of the chefs The Milestone Hotel can look forward to register in the program of recruitment passes; this will enable them to have access to even a greater range of talents at a competitive price of £50 for one day.
Reference:
Acui.org. (2017). Job Description - Executive Chef. [online] Available at: https://www.acui.org/Career_Center/Job_Descriptions/Auxiliary_Services/2682/ [Accessed 13 Mar. 2017].
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality industry: A guide to best practice. Routledge.
Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and performance. Routledge.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Milestonehotel.com. (2017). 5 Star Boutique Hotel Kensington |Milestone Hotel. [online] Available at: https://www.milestonehotel.com/ [Accessed 13 Mar. 2017].
Mok, C., Sparks, B. and Kadampully, J., 2013. Service quality management in hospitality, tourism, and leisure. Routledge.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Onlychefs.co.in. (2017). onlychefs.co.in - about us . [online] Available at: https://www.onlychefs.co.in/aboutus.aspx?#b_i_l_t_u [Accessed 13 Mar. 2017].
Riley, M., 2014. Human resource management in the hospitality and tourism industry. Routledge.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.
Tyson, S., 2014. Essentials of human resource management. Routledge.
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