UNIT 9: HUMAN RESOURCE MANAGEMENT FOR SERVICE INDUSTRIES

UNIT 9: HUMAN
RESOURCE MANAGEMENT FOR SERVICE INDUSTRIES
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Unit 9:
Unit code: QCF level: Credit value:
Human Resource Management for Service Industries
J/601/1756 5 15

UNIT 8: MARKETING IN HOSPITALITY
•Aim

This unit enables learners to gain understanding of human resource management,
employee relations and employment law, recruitment and selection, and training
and development in service industries.

•Unit abstract

Understanding specific need in health and social care

This unit looks at the key elements in human resource management. Learners will
investigate employment law and how it affects service industries businesses.
They will also investigate the current state of employee relations in service
industries. Learners will examine the practicalities of the recruitment and selection
process in order to develop the skills required to effectively administer this
human resources function. Learners will investigate training and development in
service industries businesses to determine the contribution they make to an
effective business. Learners must ensure that their evidence relates to the
hospitality industry.

•1 2 3 4

Unit content
1. Understand human resource management Human resource management: concept of
human resource management (HRM) eg planning and forecasting, recruitment
process, contracts of employment, deployment and monitoring of employees,
training and development, budget monitoring, relationships; role and purpose of
HRM, soft HRM, hard HRM Human resource planning: planning eg the creation of
the human resource plan, analysing demand and supply, internal and external
factors influencing human resource planning, human resource planning in a
changing environment

2. Understand the effect of employee relations and employment law on service
industries businesses Employee relations: unionisation eg structure, culture,
collective bargaining, negotiation, consultation; employee participation,
involvement and conflict management, empowerment; grievance procedures,
disciplinary procedures Employment law: employment legislation eg Employment
Relations Act, Employment Rights Act; equal opportunities; contracts of
employment including termination eg resignations, redundancy procedure, ill
health retirements, retirement, dismissal, maternity and paternity rights,
parental leave; tribunals, Advisory, Conciliation and Arbitration Service
(ACAS)

global political economy

3. Understand the recruitment and selection process Recruitment: effects eg
factors affecting the labour market, organisational needs analysis, job
analysis, job design, organisational needs, job descriptions, person
specifications, methods of recruitment advertising Selection: process eg
selection methods and practices, barriers to effective selection, evaluating
recruitment and selection processes, application form design, applicant information
packs, shortlisting, interview methods, interviewing skills

4. Understand training and development in service industries businesses
Training and development: effects eg link between induction programmes and
training, the role and need for training, training versus development debate,
types of training and development activities, training needs analysis, use of
appraisals and target setting, benefits of training and development, barriers
and attitudes to training, competency-based training, evaluation of training
against overall organisational objectives

Learning

Understanding specific need in health and social care
outcomes and assessment criteria
Learning
outcomes
Understand human
resource management Understand the effect of employee relations and employment
law on service industries businesses Understand the recruitment and selection
process Understand training and development in service industries businesses.
Assessment criteria for pass

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On successful completion of this unit a learner will:
LO1 Understand human resource management
The learner can:

Understanding specific need in health and social care

1.1 analyse the role and purpose of human
resource management in a selected service industry
1.2 justify a human resources plan based on an
analysis of supply and demand for a selected service industry business
LO2 Understand the effect of employee relations and employment law on service
industries businesses

2.1
assess the current state of employment relations in a selected service industry
2.2
discuss how employment law affects the management of human resources in a
selected service industry business
LO3 Understand the recruitment and selection process

3.1 discuss a job description and person specification for a selected service
industry job
3.2 compare the selection process of different
service industries businesses
LO4 Understand training and
development in service industries businesses

4.1 assess the contribution of training and development activities to the
effective operation of a selected service industry business

Guidance

Unit 4 – Personal  and professional development in health and social care

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Links
This unit links with Unit 10: Work-based Experience. This unit maps to the
following Management NVQ units:

B8: Ensure compliance with legal, regulatory, ethical and social requirements

B11:
Promote diversity in your area of responsibility
D3: Recruit, select and keep colleagues
D7:
Provide learning opportunities for colleagues.
Essential
requirements
This unit is best
delivered as a stand-alone unit, as much of the information needed is specific
and technical, although learners must be encouraged to bring their own
experiences of employment into the classroom. A practical approach must be
adopted, where learners are encouraged to seek their own evidence from
businesses with which they are in contact. Note that an independent approach is
vital for learners to achieve the higher grade. Where examples are given from
the business, learners must be coached to identify both practical issues, eg
levels of staff sickness and theoretical issues such as models for motivating
staff. Many large businesses are able to provide case studies that include organisational
structures and many of these can be downloaded from the internet.
Employer
engagement and vocational contexts
Given that learners need
to gather information that may be sensitive for many businesses, tutors must
ensure that contacts are made well in advance with businesses that are prepared
to cooperate, to give learners the best opportunity to carry out their
research. The centre’s own personnel manager (or equivalent) or a
representative from the local authority would be a good guest speaker to give
learners a background in human resource management practices.

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