studies.co.uk (n.d.) through its research elaborated that “HRM function not only manages existing staff, it also plans 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 soft management system (Riley, n.d.). They need consider the risks of implementing soft HRM and leaving the company at a competitive disadvantage by treating employees as the most important assets or implementing a hard HRM where they end up gaining a more cost effective workforce.
服务业在很大程度上依赖于人力资源，而不是执行组织内任务所需的资源。因此，服务业投入了大量资金，以确保其人力资源管理部门的有效性，并拥有履行职能所需的资源。Bolden Barrett在她的文章中概述了招聘、留用、薪酬、责任和劳动力是人力资源管理局管理的主要角色。她认为，通过授权一个特定的部门来处理这些角色，这将减轻管理层的一些压力，也将消除困扰服务业的威慑因素。Nickson通过解释人力资源管理的目的是通过优化组织员工的有效性和潜力来最大限度地提高服务业的生产力，从而强化了Bolden Barretts文章中概述的观点。考虑到这一目的，人力资源管理局将对公司进行评估，确定公司缺乏什么以及需要什么，以取得成功并充分发挥其潜力。根据Amos等人的观点，人员配置、员工薪酬和福利以及定义和设计工作是服务业人力资源管理的三大职责。如果进一步细分，该部门将负责管理现有员工、招聘和选择新员工、解雇员工、提供培训和评估、指导和激励、处理评估和薪酬、制定战略、为员工和公司提供法律指导，最重要的是实施留住现有员工的措施。事实上，Businesscasestudies.co.uk通过其研究阐述了“人力资源管理职能不仅管理现有员工，还计划影响其未来人员需求的变化。”这种计划要求人力资源管理在实施硬管理系统或软管理系统之间找到一个平衡点。他们需要考虑实施软性人力资源管理和使公司处于竞争劣势的风险，将员工视为最重要的资产，或者实施硬人力资源管理，最终获得更具成本效益的劳动力。
Conclusion 结论
Achievement within the service industry depends on the individual and collective efforts put in by its workforce. HRM as a practice notably offers support 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 meet 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 the roles of the HRM within the service industry, they are in fact fulfilling and exceeding expectations.
服务业的成就取决于员工的个人和集体努力。人力资源管理作为一种实践，特别为组织内的高级管理层提供支持和建议。话虽如此，该部门在招聘、留用、薪酬、责任和劳动力方面发挥着作用。他们通过确保招聘的员工具备公司所需的技能、心态和经验来满足这些职位的期望。他们还确保实施员工表彰计划和各种激励措施，以留住现有员工。人力资源管理部门还负责处理组织内工人权利、劳动法执行和公司政策执行的合法性问题。可以得出的结论是，就人力资源管理在服务业中的作用而言，它们实际上是令人满意和超出预期的。
HRM essay-AC. 1.2 Justify a human resources plan based on an analysis of supply and demand for Marriot International AC.1.2根据对Marriot International的供需分析，确定人力资源计划的合理性
Introduction 引言
Human 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 estimate 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 environment in the hospitality industry. A human resources plan links with the organization’s business plan to ensure the goals of the business are met. An effective human resources plan is, therefore, essential to ensure the employees have the competencies and skills required for the business to succeed.
人力资源规划是一个组织确定当前、近期和未来人力资源需求的过程，以实现既定目标。人力资源计划试图估计劳动力、需求，并评估抵消需求所需的供应的性质、来源和规模。像万豪国际这样的酒店已经认识到，在酒店业不断变化的环境中，人力资源计划发挥着至关重要的作用。人力资源计划与组织的业务计划相联系，以确保实现业务目标。因此，有效的人力资源计划对于确保员工具备企业成功所需的能力和技能至关重要。
Findings 调查结果
Following are the findings on the labor supply and demand in the hotel industry:以下是关于酒店业劳动力供需的调查结果：
1. According to Boxall and Purcell (2016) developing a human resource plan involves the forecasting of hiring needs and employment arrangements. It involves a series of steps that include the identification of business strategy and needs; conducting a job analysis; writing a job description, and determining th
