Role and Purpose of Human Resource Management

Role and Purpose of sympathetic alternative heedAnalyze the role and single-valued function of valet alternative oversight in a selected serving manufacturing homophile Resource Management plays a very vital role in either industries, especially that of cordial reception. Due to the constant transformation and harvest-tide within the attention, the need to obtain an effective charit able-bodied Resource Management team gitnot be ignored. Hotels such as Marriott International has come to the realization that its employees be its largest assets and having a good, skilled and hard work workforce can be the difference amongst the companys success or failure (Icmrindia.org, 2004). Human Resource Management can be defined as the process of employing and maturation employees in order to efficiently and effectively utilize them in the achievement of company goals and objectives (Parrilla, 2015).Below be the findings related to the role, purpose, and functions of Human Res ource Management in serve placements.1. According to Amos et al., (2008) staffing, employee compensation and benefits, and defining and purpose work ar three study responsibilities of HRM in the service industry.2. Maximizing productivity within service industries by optimizing the effectiveness and potential of the organizations staff members is the purpose for which the HRM was created (Nickson, 2013).3. Bolden-Barrett (n.d.) outlines in her article that recruiting, storage, compensation, liability and labor be the major roles in which the HRM manages.4. Businesscasestudies.co.uk (n.d.) through its research elaborate that HRM function not only manages breathing staff, it a worry excogitates for changes that will affect its future staffing needs.5. HRM is often pressured into finding a level ground between the effectuation of Hard or Soft HRM (Riley, n.d.).The service industry is greatly dependent on homo resource rather than the resource needed to perform tasks within t he organization. As a result of this, the service industry has invested a lot in ensuring that their HRM department is effective and endure the necessary resources in order to charter out their functions. Bolden-Barrett (n.d.) outlines in her article that recruiting, retention, compensation, liability and labor atomic number 18 the major roles in which the HRM manages. She believes that by delegacy a specific department to handle such roles it will relieve some pressure kill management and withal eradicate the deterrents that plague the service industry. Nickson (2013) reinforced the views outlined in Bolden-Barretts article by explaining that the purpose of HRM is to maximize productivity within service industries by optimizing the effectiveness and potential of the organizations staff members. With this purpose in mind, the HRM would assess the company and determine what is lacking and in any case what it needs in order to come after and reach its estimable potential. Acc ording to Amos et al., (2008) staffing, employee compensation and benefits, and defining and designing work ar three major responsibilities of HRM in the service industry. When broken down further the department would be in charge of managing existing staff, recruiting selecting new staff, laying off workers, providing training and assessment, mentoring motivating, handling evaluation compensations, building strategies, providing legal guidance for two employees and the company and most importantly implementing steps to confine up-to-date staff. In fact, Businesscasestudies.co.uk (n.d.) through its research elaborated that HRM function not only manages existing staff, it also designings for changes that will affect its future staffing needs. This kind of plan requires HRM to find a level ground between the implementation of a hard or cottony management system (Riley, n.d.). They need consider the risks of implementing soft HRM and leaving the company at a emulous disadvant age by treating employees as the most important assets or implementing a hard HRM where they end up gaining a more cost effective workforce.ConclusionAchievement within the service industry depends on the individual and collective efforts put in by its workforce. HRM as a practice notably offers allow and advice to the senior management within an organization. With that being said, the department plays a role in recruiting, retention, compensation, liability and labor. They receive the expectation of these roles by ensuring that the staff in which they recruit possess the needed skills, mindset and experience in which the company needs. They also ensure that employee recognition programs and various incentives are implemented in order to retain current workers. The HRM department also handles the legality within the organization when it comes to the rights of the workers, the enforcing of labor laws and the exercising of company policies. It can be concluded that in regards to th e roles of the HRM within the service industry, they are in fact fulfilling and exceeding expectations.AC. 1.2 unloose a human resources plan based on an analysis of supply and demand for Marriot International existenceHuman resource planning is a process through which an organization identifies its current, immediate and future human resource needs to enable the achievement of set goals and objectives (Buller and McEvoy, 2012). A human resource plan attempts to musical theme labor, demand and evaluate the nature, sources, and size of the supply that will be needed to offset that demand (Bratton and Gold, 2010). Hotels like Marriott International have recognized the vital role that a human resource plan plays in the constantly changing surroundings in the hospitality industry. A human resources plan links with the organizations duty plan to ensure the goals of the vexation are met. An effective human resources plan is, therefore, essential to ensure the employees have the comp etencies and skills required for the barter to succeed.FindingsFollowing are the findings on the labor supply and demand in the hotel industry1. According to Boxall and Purcell (2016) developing a human resource plan involves the forecasting of hiring needs and mesh arrangements. It involves a series of steps that let in the identification of cable strategy and needs mannering a job analysis writing a job description, and determining the feasibility of hiring.2. The demand and supply of human resources planning in the go sector are influenced by the specific skills, experience and k at presentledge level and qualities that the organization requires from employees (Werner and DeSim unmatched, 2012).3. The intra congregation factors that influence human resource planning imply organizations size, organizations culture organizations structure business strategy strength and politics and top management and line managers (Harzing and Pinnington, 2015).4. The impertinent factors t hat influence human resource planning include economic condition government regulations technological change and advancements industry characteristics workforce demographics competitor actions and heart and soul actions (Choi and Ruona, 2010).5. Human resource planning is affected by changes in the economic and technological surround. The influx or decrease in economy and technology causes a subsequent change in human resource plans (Bratton and Gold, 2010). preachingA human resources plan is important in any run industry. According to Bratton and Gold (2010) plans helps organizations to countersink to the rapidly changing environment as the demand for human resources increases. Changes in the technological and economic environment affect the human resources plan. The development of technology may lead to a subsequent reduction of workers go the reduction in the economy may also decrease human resources intake in the services sector. However, organizations need to manage and in stitute a working human resources plan. Developing a human resources plan involves the forecasting of hiring needs and employment arrangements. This means the business needs to identify its strategy and needs conduct a job analysis write a job description and determine the feasibility of hiring (Boxall and Purcell, 2016). Human resources specific skills, experience and knowledge level and qualities that ensure growth influence their demand and supply (Werner and DeSimone, 2012). home(a) and external factors in an organization have an influence in the planning of the human resources. The internal factors include organizations size, organizations culture organizations structure business strategy power and politics and top management and line managers (Harzing and Pinnington, 2015). The external factors include economic condition government regulations technological change and advancements industry characteristics workforce demographics competitor actions and union actions (Choi and R uona, 2010). The factors enhance how organizations plan and organize their human resources.Conclusions and RecommendationsThe organizations in the services sector operate in a constantly changing environment in the world. Many factors exist that may discourage or bar these organizations to plan for their human resources at present and in the future. However, instituting a human resources plan ensures that an organization is lively for any change that may occur in the business environment. A human resources plan assists an organization to fulfill its mandate when managed appropriately. The recommendation is that Marriott International needs to develop a human resources plan with its business plan. The argument is that as external and internal factors influence, affect and change the supply and demand of human resources, the business will adapt to this changes with a plan in place.Assess the current state of employment transaction in Marriot InternationalIntroduction troth dealing s refer to the total interaction or descent between an employee and the employer (Nickson, 2013). This transactionhip is in regards to the establishment of employment conditions. The topic of employee relations in Marriot International is all important(p) because of the realization that a good employment relations program in an organization leads to the success of the organization. As an approach to effective employee treatment, an employment relation in incarnates all issues in the workplace employer-employee relationship including adjoin opportunity, recruitment, organisational structure and, training and development (Lee and Way, 2010). This forms a basis through which the employees remain loyal to the organization and die hard committed to fulfilling the objectives of the organization as required in the specific jobs (Lee and Way, 2010).FindingsBelow are the findings on the current state of employment relations in the service industry1. There is a significant growth in the number of workers and employers in the service industry. This growth has precipitated a selective approach by both(prenominal) workers and employers in finding their employers and workers respectively (Goetsch and Davis, 2013).2. Employment relations is revitalized in the service industries as a result of consistent boycotts and strikes by workers in the service sector thus effecting talks on issues affect the employees (Vidal, 2011).3. Employment relations are currently being handled by unions representing the employers and the employees while the government stands as the intermediator (Davidson et al., 2011).4. As a response to boycotts and strikes, unions and management in the services sector are cooperating through corporate campaigns and neutrality agreements to ensure employment relations are improved (Nickson, 2013). They institute harmonization measures through arbitrament and negotiation teams to settle grievances and disciplinary procedures in employment relations.5. L ow wages, sexual harassment and poor working conditions in the services sector have precipitated the increase in unions organizing strikes and traffic for better employment relations agreements (Kusluvan et al., 2010).DiscussionEmployment relations in the hotel sector are important because it influences job satisfaction, customer retention and the success of the business. The fight to achieve better working conditions has been taken to the employers by employees. According to Kusluvan et al., (2010) low wages, sexual harassment and poor working conditions in the services sector have precipitated the increase in unions organizing strikes and calling for better employment relations agreements. Employee relations have affected how employers and employees select workers and employers respectively (Goetsch and Davis, 2013). Employers and employees look for organizations in the services industry where their needs and requirements will be met. Davidson et al., (2011) researched how HRM h andled employment relations in the past and the present. The findings showed employment relations are currently being handled by unions, negotiating teams, and collaborative institutions. They handle employment issues and in extreme circumstances lead boycotts and strikes to revitalize the issues in the services sector (Vidal, 2011). As a response to boycotts and strikes, unions and management in the services sector are cooperating through corporate campaigns and neutrality agreements to ensure employment relations are improved (Nickson, 2013). They institute harmonization measures through arbitration and negotiation teams to settle grievances in the services industry.Conclusions and RecommendationsAs an approach to effective employee treatment, employment relations incorporate all issues in the workplace, employer-employee relationship including equal opportunity, recruitment, organizational structure and, training and development. Employment relations contribute to the success or the failure of a given business. Poor relations lead to poor or inadequate services which lead to the business being affected. The recommendation is that Marriott International should institute an effective working relationship between the employers and the employees in the hotel. This is make by ensuring all employees are treated equally and professionally. They should also support their unions by entering into invariable talks on how to improve their conditions thus enhancing employment relations.Discuss how employment law affects the management of human resources in a selected service industry businessGovernment regulations have increased within the hospitality industry over the years especially due to the industrys rapid growth and diversity. According to Simpson (n.d.), employment laws temper the relationship between the employer and the employee. The laws delegate areas such as wages, benefits, workplace discrimination, safety on the job and immigration, but to name a few . Employment laws within Jamaica are based on common law belief of the contract of employment, legislations and court opinions (Jamaica Trade Union Labour Laws, n.d.). The laws are enacted as a means of defend workers from unfair treatment within their workplace as well as defend employers.FindingsBelow are the findings related to the different employment laws within my country, Jamaica1. According to Employment (Termination, etc.) coiffe (2008) employers should give prior pit to employees who are dismissed for the reason of redundancy.2. The Holiday with hold subroutine of 1974 outlines that pay, gratuities or benefits should be given to workers who are on harebrained or vacation leave (Under The Holidays With Pay Act, 2000).3. The Jamaica observer (2016) advised that the National tokenish operate increase takes effect today, March 1st, 2016. Such recommendations are made by the Minimum betroth consultative Commission with guidance from the Minimum Wage Act of 1938.4. Under the Trade Union Act of 1919, Trade Unions were able to become established, get registered and function. The Act also stipulates ways in which membership is acquired and also how disputes should be settled (Trade Union Act, n.d.).5. The Employment (Equal pay for men and women) Act of 1975 is in place to happen discrimination between sexes as it relates to wages for completing the same work (Jamaica The Employment (Equal Pay for manpower and Women) Act, n.d.).Employment laws greatly impact how the human resource within the hospitality industry functions and operates. The various laws are utilized as guidelines to ensure that employees are treated fairly and that management operates within the laws. According to Employment (Termination, etc.) Act (2008) employers should give prior admit to employees who are dismissed for the reason of redundancy. It further explains that the period of the notice depends on how long the employee has been working with the organization and also h ow they should be paid for their service. The Holiday with Pay Act of 1974 outlines that pay, gratuities or benefits should be given to workers who are on sick or vacation leave (Under The Holidays With Pay Act, 2000). HR will now have to take into consideration the requirements for paying employees who are on sick leave, going on vacation and even workers who work overtime. Employers who do not comply are at risk of being fined upwards of $250,000 and/or prison time. The Jamaica observer (2016) advised that the National Minimum Wage increase takes effect today, March 1st, 2016. Such recommendations are made by the Minimum Wage Advisory Commission with guidance from the Minimum Wage Act of 1938. This law is mostly geared at protecting workers without a voice or representation from a Union to bargain on their behalf. With that being said, it is shut up as important as it sets the bar for the minimum pay in which a certain group of workers should receive. Under the Trade Union Act of 1919, Trade Unions were able to become established, get registered and function. The Act also stipulates ways in which membership is acquired and also how disputes should be settled (Trade Union Act, n.d.). Hotel workers are now able to gain Union representatives under this law. Workers no longer have to strike when their contracts have been breached, as now they have legal representatives who are able to negotiate, deliberate and argue on their behalf. Human Resource Management within the hotel industry will need to sit with Union representatives and negotiate meet wages for workers, mighty working conditions and also fair schedules. The Employment (Equal pay for men and women) Act of 1975 is in place to croak discrimination between sexes as it relates to wages for completing the same work (Jamaica The Employment (Equal Pay for hands and Women) Act, n.d.). HR management under this act is obligated in paying workers of both sexes equally to do the same amount of work. Therefore , if the hotel has a male and female chef that does the same amount of work then one shouldnt be getting more pay than the other just because they are a different gender. In addition, both workers should be treated equally and fairly. Recommendation/ConclusionThe hotel industry succeeds when there are full corporation and understanding between employees and employers. As an HR manager, it is my duty to ensure that in creating corporation between management and workers I am also able to do so within the employment laws that governs the country. When these laws are understood, followed and implemented by myself, management and workers then it saves the hotel money- by preventing fines, time- by avoiding lawsuits and lengthy court hearings, and also dingy publicity. When the various employment laws are enforced the hotel will experience fewer turnovers, as workers will apprise the measures taken to ensure that they are fairly treated and therefore will not want to resign. In addition , productivity will increase as workers will be certain that they will receive proper compensation for their labor. Subsequently, with increased productivity, there will be better service and product quality as well workers will have greater commitment and be compelled to put in more work. finis but not least, with the representation of Unions, workers are more trusting and comfortable in their working environment this is because they know the Union will act in their best interest.