Concept of Human Resource Management | Report
Added on 2020-01-28
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HUMAN RESOURCEMANAGEMENT
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................31.1 Role and purpose of human resource management..........................................................31.2 Human resource plan based on supply and demand of service industry..........................5TASK 2............................................................................................................................................72.1 Current state of employment relation in Hilton hotel.......................................................72.2 Affects of employment law on human resource management.......................................10TASK 3..........................................................................................................................................113.1 Job description and personal specification.....................................................................113.2 Compare the selection process in service industry.........................................................13TASK 4..........................................................................................................................................14CONCLUSION..............................................................................................................................22REFERENCES..............................................................................................................................23
INTRODUCTIONThe human resource management is important for the growth of organisation. The humanresource management contribute is group of activities to mange the recruitment and attrition ratof employee and their development to carry out functions of organisation accurately. Humanbeing are the flexible and adaptive in nature (Armstrong and Taylor, 2014). They can mouldtheir behaviour and cations according to the change in environment and needs of theorganisation. So, the management for humans and creating opportunity for growth is importantfor the organisation. The Hilton hotel is having friendly staff dealing with the customers in hoteland ensures delivery of satisfactory services.In this report concept of the human resource management along with various controllingand regulatory measures of workforce performance in service industry is studied. This reportdeals with the various process and role of management department for career growth ofemployee and enhancement of workforce performance. A case study of newly opened 80 roomsunit of Hilton hotel in Stratford describes the importance of training and developmentdepartment of the hotel industry. Staff of the Hilton hotel requires various type of training likeorientation training to gain knowledge about company visions, mission and the work culture ofthe organisation. This report studies the need of training and analyse the appropriate strategy fordevelopment of the employee and the Hilton hotel.TASK 11.1 Role and purpose of human resource managementHuman resource manger should have good leadership style and management skills tomaintain the performance and supply of the employee to the organisation. The management teamregularly keep check on the performance of employee and try to resolve the gaps betweendesired performance and actual performance (Armstrong, 2011). Human resource training anddevelopment is important aspect of development in newly established Hilton unit in StratfordLondon. The human resource are the main asset for the hotel industry and in providing goodquality services to the customers of Hilton. The human resource management are having greatimportance in development of employee. The human resource of Hilton are well trained andintroduced to the culture of organisation in order to help them in providing standard facility and
services to the guest of hotel. The role of human resource management in Hilton hotel servicesare as follows:Recruitment: Staffing is one of the most important activity of the human resource asmanagement as the employee is introduced first item in the organisation with help ofrecruitment and selection process. The HR manager should plan staffing design and thejob descriptions and specification appropriately in order to ensure the hiring of people atright position with specified qualification in Hilton hotel (Berman and et.al., 2012). Theperson implement strategy according to need of no. of employee in organisation and theplans fro their development.Training and development: Training is part of the overall development of the employee.The human resource manger is engaged in developing training programme that enhancethe capabilities and efficiency of the employed of hotel chain. Training enhance theperformance of the staff of organisation and develop a chance to exploited future growthopportunities. The various type of training implemented in Hilton hotels are ethicaltraining, sexual harassment training, team building training, training for developinginterpersonal skills. All these types of training provides individual to enhance skills,knowledge and leads to personality development and career growth of employee of hotel.Performance appraisal: these are the methods and strategies developed by humanresource department to enhance the performance of employee so that the staff oforganisation can work efficiently and effectively by optimum utilisation of resource ofthe company. Performance appraisal techniques used to motivate and appraise theemployee of the company engaged in hospitality services (Boxall and Purcell, 2011).Succession planing: Succession planning is also a part of carer development of the staff.Succession planing involves various stages of development of employee. The humanresource manger asses the performance and capabilities of prospective employee forhigher posts in the organisation and motivate them and helps them to develop standardcapabilities relevant tin achieving higher positions in the hotel.Employee engagement: Employee engagement is the strategies develop to provide betterworkplace for increasing employee satisfaction level at workplace. The Hilton hoteldevelop various methods of employment engagement so that the employee contributes inthe development of the hotel efficiently and passionately.
Employee reward and appraisal: The various kind of rewards system and appraisalmethods provides motivation to the staff of Hilton. Awards, monetary and non monetaryrewards provide a reason of self motivated behaviour on workforce of the StratfordHilton.1.2 Human resource plan based on supply and demand of service industryThe human resource plan is ongoing process of human resource management as it assesthe various needs of human resource in the organisation. The human resource plan of Hiltonhotel helps in developing performance standards and forecast the supply of employee best on thecurrent capabilities and the future needs of capabilities (Bratton and Gold, 2012). The humanresource plan is dependent on various internal and external factors also. Human resourceplanning involves assessing the positions and skills required in the Hilton and the sources of theemployee that fulfil needs of organisation and contributes in profitability of the hotel. This planinvolves the selection of appropriate candidate and growth opportunists fro the particular staff ofhotel. The planning of human resource analyse the various sources of supply and the demand ofemployee in the organisation and try to resolve gaps between supply and demand issues in Hilton80 rooms unit of Stratford London. The various stages of human resource developed on the basisof analysing supply and demand of Hilton hotel workforce are defines as follows:Step 1. Assessing the current human resource: The human resource manger is engaged inthe maintain a regular check on employee performance in organisation. The organisation analysethe capabilities and competencies of the individual working with Hilton hotels and analyse themwith the performance standards (CHUANG and Liao, 2010). This includes various plans forresolving the gaps and if the gaps can not be filled efficiently then the manager have to fireemployee and there is creation of vacation for that post in the company. The manger of thehuman resource department recruit, regulate, control, monitor the employee competencies andperformance in the Hilton. And analyse the performance with standards of qualities require toaccomplish job effectively. This leads planning of the vacancies, strategies to reduce employeeturn over in the Hilton hotel. All these activities are managed thorough development of humanresource plan established by manger and somewhat by key position people in the Hilton hotel.The companies are having different succession plan in the organisation to attain importantpositions in the hierarchical structure. The labour turn over of the organisation helps indeveloping various vacancies available in the company and the demand forecasting. Higher the
labour turnover will leads to more vacant positions that are later on filled by either internalrecruitment or the external recruitment or through succession planning approach.Step 2. Demand forecasting: Manager of Hilton human resource department analyse thedemand of candidate on vacant position and make priorities according to need of hiringappropriate applicant. Newly established Hilton in Stratford requires a skilled and qualifiedemployee to carry out the task appropriately with maintaining standards of services provided bythe hotel (Daley, 2012). This involves forecasting the demand of employee and the demand inrelation to specific skills and experience in organisation. The total no. of employees needing inthe new unit of the Stratford hotels are one general manager, 4 front office person, 2 chief chefand 4 junior chefs and housekeeping department is needing 14-15 staff in the hotel.Step 3. Supply forecasting: Supply forecasting develop in relation to the plans andstrategy to fulfil the demand of employee in firm. This involves selection of appropriate sourceof employee in the Hilton hotel and also analyse the various strategies reduce the gap betweencurrent capabilities and future needs. The supply management of human resource in the Hiltoninvolves both hiring from internal sources and external sources. This supply forecasting definesthe plans of Hilton to fulfil the required personal in the organisation. This involves variousinternal means like promotion, horizontal transfer, vertical transfer, interdepartmental transfersetc. accomplish the forecasted demand. The supply management also involves the externalsources methods like mass hiring, campus hiring, walk-in etc. So, these are some methoddeveloped by the manager of Hilton to complete the needs of human resource department in theorganisation.Step 4. Analysing gap between supply and demand: This involves the matching andanalysing the holes between the supply and forecasted demand by the human resource manger.This stage of human resource plan involves making statistical analysis of actual demand and thesources of supply of workforce in 80 rooms unit Hilton in Stratford London. This involvesvarious quantitative analysis of gaps and estimate the actual needs of human resource departmentof Hilton (Guest, 2011). This involves analysis of current human resource available inorganisation and the future needs of Hilton hotel. The steps involves development of analysingtechniques to resolve issues related to over staffing or the shortage of employee in the Hiltonhotel. The Hotel group is having higher demand of workforce to be hired in firm in order to carryout hotel functions appropriately. This is newly established branch of Hilton which is having
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