Assignment Sample on Coursework 1 HRM Report

Title

An evaluation of HRM at Four Seasons Hotel.

Introduction

Human resource management includes different types of practices that are related to deploying, managing, recruiting and selecting the organization employees (Islam et. al. 2020). It can be also termed as human resource (HR). The present organisation the Four Seasons which is a well-known hotel chain in the hospitality industry will give the discussion related to HRM practices applied. The hotel was founded in the year 1961 on 21 March. The hotel has around 45,000 employees working with them that were identified in data of 2020. The size of the hotel is 137 m2 (1,480 sq. ft). The employee turnover of Four Seasons Hotel is 15% that is changed after 12 months. Four Seasons hotel is worth investigating terms of human resource management because it uses different types of strategies that are related to HR practices. Hence, this will provide HR evaluation and advantages and disadvantages of it. The structure of the report is divided into two tasks such as HR roles and HR methods within the hotel operations.

HR Roles using Ulrich competency model

Ulrich competency model, this study was conducted by Dave Ulrich which was marked as champion in “Human resource champion”. o HR play important role as business need to invest on managing HR infrastructure. Employee relations are held responsible for resolving issues of workplace and identifying investigating opportunities.

The role of the human resource is to be responsible for managing the things that are related to the employee life cycle (Onik et. al. 2018). A company exist because of employees, there are various department such as marketing, customer support, development team and sales. The role and responsibility of HR can’t be ignored. They play important role in managing business functions and improving organisation productivity. However, working environment consist of legal obligation along with strategic management of business.

Ulrich competency model in Human resource managers is accountable for active participation of employees. They work towards developing good relation between employee and employers. An effective relation will help Four Seasons hotel to ensure well-being of workforce (Lei et. al. 2021). In addition, they develop environment where employees feel safe and comfortable from harassments and discrimination. Management investigates issues and resolve complaints of employees. HR managers are primary sources of contact for legal counsel which work towards eliminating risk involved and build up good relation. Manager handle risk mitigation within an organisation which includes critical evaluation of working policies and giving training to workforce to reduce complains and issues. Human resource managers develop strategic plans to satisfy demand of workforce and stay up to labour trends. They are held responsible for making decision which are related corporate sustainability as it relates to selecting of capable workforce. The plans include designing a program for hotel staff with cross training so they become experts in different activities which are valuable to business. HR managers need to hire right candidate for completion of task assigned.

Therefore, it can be said HR play important role in companies, it enhance strategic management policies. They also take care of compensation, salaries of workforce. It is one of significant task of HR manager. It has been evaluated that for evaluating the HR roles for Four Seasons hotel the theoretical method that is used here is known as Ulrich model. It is one of the best models that is used for describing the roles of human resources (Tang et. al. 2018). The model is mainly based upon three things that are efficiency, effectiveness and impact that are seen at the time of performing human resource roles.

Advantages and Disadvantages:

HR manager are held responsible for designing plan and accomplishing business goals and objectives. They are usually engaged in identifying business opportunity and preparing department for business objectives with top management. Moreover, this is proactive participation which encourages HR manager to understand activities related to sustainable growth and development of company (Alzgool, 2019).

Human resource manager provide direction and guidance for benefits and compensation only. Managers sometimes unable to cope up with strategic plans that need to align with performance of company. Compensation structure designed should match up with regulations of health care benefits. For example, Four Seasons hotel HR manage critically monitor medical leave and confidentiality of employee’s provisions. They need to assign appropriate resources to the right project, in order to ensure timely delivery.

HR Roles using Soft and Hard HRM

Hard and Soft HRM both approaches treat employees in different manner. In hard HRM, employees are treated as strict level. In soft HRM, management treats employees with soft behaviour and looking forward toward development.

Soft HRM: It is a key element for every management to get success from their employee’s engagement. It includes professional development, leadership training and orientation. Moreover, they need to organise periodic arrangement to determine needs and requirement of engaging which helps in enhancing organisation productivity and performance. They critically evaluate performance of employees, they identify their weak areas and develop plan accordingly (Liboni et. al. 2019). Soft HRM practices implemented by management at workplace helps in developing leadership techniques and improve required skills in employees.  In addition, it is also work as integral role which develop plans and strategies for professional growth and development. In addition, succession planning identifies manager knowledge of growth planning.

Human resource methods are mainly used by the company so that they can easily set the goals and mission of the human resource department (Harrison & Bazzy, 2017). Along with this, they can also plan, organize or manage the department in the proper manner.

For identifying the HR methods employed by four seasons Hotel in resourcing and managing employees the theoretical method that is used here is The soft Framework for HRM. It can also result in taking the model that takes it as a more holistic approach to human resources (Bos-Nehles et. al. 2017). This is one of effective instrument used by HR managers which include staff division and association of best HR practices. In an organisation efforts of employees led towards accomplish of goals. The model starts with stakeholder interest which is at left, it includes management, employees, shareholders and government. They all have interest which is appropriately defined in HRM policies.

In addition, there are some situational elements which have interest, it includes unions, characteristics. Situational element have direct impact over HRM policies, it so far includes training, recruitment and reward system. Strategic human resource management can be explained as a way of designing plans which help in establishing good relation between employee and employer (Caligiuri et. al. 2020). This approach to soft HR practice encourages people to work effectively towards satisfying strategic needs of business. It’s a management approach of dealing with most valued properties, employees work professionally and personally to business success and accomplishment of the objectives. This model explains four seasons Hotel record all their achievement in a form or gain statement and put in best place of HRM practices. Human resource practices can be defined as set of actions which are accepted universally. There are generally two practices which is adopted by Four Seasons human resources in order to align with business strategies. This focus on satisfying organisation need for employee. Here are some of practices which are adopted by company to achieve their goals.

Long term vision: This is one of effective human resource practices that through light on providing job security (Stahl et. al. 2020). Employers need to provide safety to employees and their family; this is major reason why people come to work. There is both informal and formal contract between workforce and employee. This security enables employee to work effectively and go happily to their families. This concept of security is significant and supports every HR practices.  Four Seasons focus on retaining employees for long term, providing them training. Company invest lot of amount in selection and recruitment of employees. It is costly process, if management do not focus in retaining employees they are more likely to leave and work for competitors. Job security can be explained as one of significant element for workforce.

Employee empowerment: This one of best practices as it enables business to select employee which add value to their work. Company cannot hire anyone, it is important for individual to get fit in job position. Four Seasons do their best practices to hire exceptional people because they deliver quality output. In addition, they need to prioritise fair selection process and prioritising their criteria (Aust et. al. 2020). It reflects upon legal requirement and need, diverse workforce and internal diverse goals which reflects upon business environment.

Conclusion and recommendation

It can be recommended that Four Seasons can also use a different type of model that will help them at the time of improving the Human resource roles and methods. By winding up the above report it has been concluded that it has given the information about the Four Seasons hotel that is situated in London and it is operating with best HR practices. The report has given the information related to the theoretical models that are used at the time of evaluating the human resource roles and methods. In the report, it is analysed that the reason behind selecting the models for both roles and methods for the company is to take huge benefit for understanding customer behaviour along with their needs. In today business environment there are lots of recruitment tool which can help organisation to get selection right. Companies work vigorously to have record of their recruitment merits to analyse how well a process is going.

References

Alzgool, M., (2019). Nexus between green HRM and green management towards fostering green values. Management Science Letters, 9(12), pp.2073-2082. Retrieved from: http://growingscience.com/beta/msl/3325-nexus-between-green-hrm-and-green-management-towards-fostering-green-values.html

Aust, I., Matthews, B. and Muller-Camen, M., (2020) Common Good HRM: A paradigm shift in Sustainable HRM?. Human Resource Management Review, 30(3), p.100705. Retrieved from: https://www.sciencedirect.com/science/article/pii/S1053482218303917

Bos-Nehles, A., Renkema, M. and Janssen, M., (2017). HRM and innovative work behaviour: A systematic literature review. Personnel review. Retrieved from: https://www.emerald.com/insight/content/doi/10.1108/PR-09-2016-0257/full/html

Caligiuri, P., De Cieri, H., Minbaeva, D., Verbeke, A. and Zimmermann, A., (2020). International HRM insights for navigating the COVID-19 pandemic: Implications for future research and practice. Retrieved from: https://link.springer.com/content/pdf/10.1057/s41267-020-00335-9.pdf

Harrison, T., & Bazzy, J. D. (2017). Aligning organizational culture and strategic human resource management. Journal of Management Development. Retrieved from: https://www.emerald.com/insight/content/doi/10.1108/JMD-12-2016-0335/full/html

Islam, T., Khan, M.M., Ahmed, I. and Mahmood, K., (2020). Promoting in-role and extra-role green behavior through ethical leadership: mediating role of green HRM and moderating role of individual green values. International Journal of Manpower. Retrieved from: https://www.emerald.com/insight/content/doi/10.1108/IJM-01-2020-0036/full/html

Lei, H., Khamkhoutlavong, M. and Le, P.B., (2021). Fostering exploitative and exploratory innovation through HRM practices and knowledge management capability: the moderating effect of knowledge-centered culture. Journal of Knowledge Management. Retrieved from: https://www.emerald.com/insight/content/doi/10.1108/JKM-07-2020-0505/full/html

Liboni, L.B., Cezarino, L.O., Jabbour, C.J.C., Oliveira, B.G. and Stefanelli, N.O., (2019). Smart industry and the pathways to HRM 4.0: implications for SCM. Supply Chain Management: An International Journal. Retrieved from: https://www.emerald.com/insight/content/doi/10.1108/SCM-03-2018-0150/full/html

Onik, M. M. H., Miraz, M. H., & Kim, C. S. (2018, April). A recruitment and human resource management technique using blockchain technology for industry 4.0. In ​ Smart Cities Symposium 2018 (pp. 1-6). IET. Retrieved from: https://ieeexplore.ieee.org/abstract/document/8643177/

Stahl, G.K., Brewster, C.J., Collings, D.G. and Hajro, A., (2020). Enhancing the role of human resource management in corporate sustainability and social responsibility: A multi-stakeholder, multidimensional approach to HRM. Human Resource Management Review, 30(3), p.100708. Retrieved from: https://www.sciencedirect.com/science/article/abs/pii/S1053482218303796

Tang, G., Chen, Y., Jiang, Y., Paille, P., & Jia, J. (2018). Green human resource management practices: scale development and validity. Asia Pacific Journal of Human Resources, 56(1), 31-55. Retrieved from: https://onlinelibrary.wiley.com/doi/abs/10.1111/1744-7941.12147

Managing HR roles: David Ulrich Model. (2019). [Online]. [Accessed through];<https://blog.mettl.com/managing-hr-roles-david-ulrich-model/>

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