Delivery in day(s): 5
Unit 3 Human Resource Management Assignment IHG
1.1 Personnel Management and Human Resource Management
Intercontinental Hotel Group is a public owned organization which operates business in various cities of UK and other countries. The table below explains the differences between Personnel Management and Human Resource Management (HRM):
Table 1 Difference Personnel Management (PM) and Human Resource Management
Basis of Difference
Human Resource Management (HRM)
Personnel management is a traditional approach of management.
Human resource management is modern approach of management.
It focuses of employees administration, labour welfare etc.
It mainly focuses on development, motivation and managing the human resources.
The management assumes that employees are input to achieve the better output.
In this management assumes that labour is valuable assets for achieving the desired goals.
Its major function is individual employee satisfaction (Brewster.et.al.2016).
Its major function is to achieve the organizational goal.
Under, Individual management job is designed on the basis of labour division.
Under Human management job is designed on the basis of group work or team.
In personnel management decision are taken by top level management.
In Human resource management decision are taken by collective participation of all the employees, authority etc.
Personnel management majorly works to raise the production.
Human resource management is focused on culture, productivity, employee satisfaction etc (Storey, 2014).
1.2 Functions of Human Resource Management for Intercontinental Hotels Group
The main function of HRM is to recruit, train and select the appropriate candidate for the organization. It assists IHG to identify the right person at the right place with proper training so that they can help the organization to achieve the predefined goal. Following points depicts the function of Human Resource Management in Intercontinental Hotels Group:
- Recruitment: Recruitment is the process in which HR department accept the application of the candidate and identifies the capabilities of the applicant. At the initial stage HR department publish the requirement of the candidates on the web site, newspaper and schedule the interview of the applicant. In interview HR manager ask the questions and examines the capabilities of the candidate and brief him about the Intercontinental Hotels Group (Armstrong and Taylor, 2014).
- Selection: Selection is the process in which department selects the suitable candidate for the organization out of many. It fulfils the employee requirement of the organization and informs the candidate about the joining date. The developing manager selects the most suitable candidate which meets the required qualification of the job and wants to work for the organization.
- Training: Through training management provides guidance to the employee that how to do the work and what are the roles and responsibilities of the candidate in the organization. HR department provides training to candidate in a manner that he understands all the responsibilities and able to work as soon as possible (Budhwar and Debrah, 2013). Training helps an employee to improve his technical skills which will help in meeting the job requirements. A trained employee is an asset for the Intercontinental Hotels Group.
1.3 Roles and Duties of a line manager in Intercontinental Hotels Group
Line manager have the responsibilities to supervise the subordinates in effective manner. The roles and responsibilities of the manager are very specific. They are liable to solve the problems faced by the employees in daily jobs. Following are the roles and responsibilities of the Line manager:
- Performance appraisal: Line manager has the role to appraise the performance of the employees. Line manager monitor the performance of the employee and provide feedback to the individual candidate (Miller and Rice, 2013). If candidate is performing according the standards of the IHG then line manager appraise the performance of the candidate and through various modes.
- Disciplining Employee: It is a behaviour expected from employee in organization. Line manager has the liability to maintain proper discipline by informing the candidate in express and implied terms. If manager found any breach in the discipline then manager should take the necessary steps to correct them. Discipline reflects the image of the IHG.
- Remuneration decisions: Line manager has the responsibility to decide the pay according to the performance of the candidate and thus manager monitor the performance of the candidate and then pay according to the capabilities of the entrant. Line manager makes it sure that each and every candidate should get the fair payment according to the skills and load of work (Trullen.et.al.2016). The manager should not adopt unfair practices which low down the morale of the employees.
1.4 Force of legal and regulatory framework on Human Resource Management
Legal and regulatory framework of HRM in Intercontinental Hotels Group protects the employees from discrimination and various unfair practices. Following are the regulatory frameworks which impacts on the HRM:
- Discrimination Act: The act binds the HR department of IHG and follows the guidelines provided in the act like employee should not be discriminated on the basis of age, gender, caste etc. The department should provide equal rights to the candidate to enter in the organization.
- Equal Pay Act (1970): This act force the Human Resource Department to ensure equal pay to each and every employee according to his ability (Jackson.et.al.2014). It binds IHG to treat every employee equal in monetary terms which retain them to the organization.
- Work and Families Act (2006): The act defines that employees will be able to balance their family lives and work without having problem. To overcome the problems organization should provide maternity leaves and wages, flexible working times etc. This act enables the employee to work in familiar conditions so that they provide better output to achieve the organizational goals.
- Disability Discrimination Act (1995): The act enforces the IHG not to discriminate with the disable persons. If HR department commits this kind of activities in the organization then management take strict action (Bamberger.et.al.2014). Every candidate gets the job on his capability and skills.
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation, implementation, and impact. Routledge.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New Challenges for European Resource Management. Springer.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing countries. 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.
Miller, E.J. and Rice, A.K. eds., 2013. Systems of organization: The control of task and sentient boundaries. Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
Trullen, J., Stirpe, L., Bonache, J. and Valverde, M., 2016. The HR department's contribution to line managers' effective implementation of HR practices. Human Resource Management Journal.