Employee Relations in Hilton Hotel: Analysis of Perspectives, Trade Union Impact, and Key Players

This document provides an analysis of employee relations in Hilton Hotel, focusing on perspectives (unitary and pluralistic), the impact of trade unionism amendments, and the role of key personalities in the relationship. It also evaluates the procedures followed by the firm to deal with dispute situations and determines the key features of relationships in different situations. The document offers insights into the subject of employee relations, with a specific focus on Hilton Hotel.

EMPLOYEE RELATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Analysis of unitary and pluralistic reference....................................................................1
1.2 Impact of amendments in trade unionism on employee relations....................................2
1.3 Analysis of role of key personalities in relationship. ......................................................3
TASK 2............................................................................................................................................6
2.1 Evaluation of procedure followed by firm to deal with disputes situations.....................6
2.2 Determination of key features of relationship in particular situations.............................7
2.3 Assessment of effectiveness of steps taken in situation..................................................8
TASK 3............................................................................................................................................9
3.1 Role of negotiation in collective bargaining....................................................................9
3.2 Assessment of affect of strategies of negotiation in conflict..........................................10
TASK 4..........................................................................................................................................11
4.1 Analysis of influence of EU on Industrial democracy...................................................11
4.2 Methods applied to gain the participation of workers....................................................12
4.3 Effect of HRM on employee relations............................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Employee relations are recognised as industrial relations that clearly demonstrate that an
relationship between the employers as well as workers within an industry or organization. It is
also considered as complex process for managers of the firms to maintain effective relationship
with the workers and provide them motivation to retain in organisation (Osman-Gani, Hashim
and Ismail, 2013). In this context, evaluation of Hilton hotel is done to analyse two different
perspective that must be used by firm to resolve the problems and develop employee relation.
Various steps are analysed that provide a clear understanding of directions that must be followed
by the organization to resolve various conflict situations. Moreover, Employee unions are
considered as voluntary group of employees which is may or may not be registered under trade
union act, recognised as representative of employees in business entity. Provisions of European
union are also analysed to achive the clear knowledge of effect of policies on made by them on
business and employee relations.
TASK 1
1.1 Analysis of unitary and pluralistic reference.
Employee relations are analysed as the formal and informal relationship among the
employees and employees at place of work. In every organization weather it is international,
medium and small business enterprise, it is essential to develop positive relations among workers
for the smooth regulation of business . In this scenario, analysis of two main perspective is done
which are interlinked with the employee relations in different ways. It is also analysed that
approaches define two different perception that are connected with the directions through
relationship among employees can be maintained in Hilton hotel for its welfare. These two
perspective are as follows:
 Unitary frame: It is the most important perspective of employee relationship that
depends on the assumptions that there is only single authority in organization which has
the power to take crucial decision. It is also considered as the individuals that are
working on key position in top management has the power to take decisions for welfare
of employees at workplace (Pawar and Pawar, 2016). In this context, this perceptive
determines that managers of Hilton hotel should have the responsibility to encourage the
commitment among the employees at workplace. Moreover, it also states that employees
and employers work together with a common goal of achievement of target objectives. In
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this, that trade union is considered as third party that doesn't play an effective role and
does not support for the resolution of conflict between employees and managers of Hilton
hotel.
 Pluralistic perspective: It is considered as another significant approach that provides an
understanding that the effective employee relations can be accomplished by performing
various negotiations among the staff and managers through the various modes of conflict
resolution (Bach and Kessler, 2011). In this context, managers as well as trade union
plays a significant role towards development of positive relations with employees by
working for benefits of organization. It is also analysed that employees in this perspective
has the power to take decisions related to their welfare at workplace.
Further, it can be said that unitary perspective is considered as effective for the Hilton
hotel as the managers doesn't want the interruption of third party and it will be beneficial in
development of effective relationship at workplace. By evaluating these approaches managers of
Hilton hotel will be able to decide the benefits and impact of recognising trade union within
organization.
1.2 Impact of amendments in trade unionism on employee relations.
In the business environment, changes in trade unionism has provided a major impact on
the regulation of employee relation. Trade union is recognised as the association of workers and
leaders that work together with an aim of protecting the common interest and their welfare at
within the business entity (Camelo-Ordaz and et.al., 2011). It also ensures that employees have
been provided fair working environment, remuneration and other facilities within the
organization. With the continuous changes in environment of business, various changes have
been made by government in laws and legislations that directly affects the regulation of trade
unions. It is the first and foremost common in the field of industrial relations that directly affects
the climate of employee relations as analysed by top authorities and employees. It is also
recognised that employees perceptions towards the climate also tends to be negative in presence
of trade unions at workplace. Firms have also analysed that involvement of trade union has
provided a negative impact on employee relations therefore they have neglected to recognise
them at workplace. Changes in trade unionism has taken place due to continuous growth and
development in macro environment of country which is determined below:
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 Political and legal: Formulation and implementation of various new legislations by
government or authorities in the economy has provided a positive impact on the
employee relations in Hilton hotel. Further, there are various policies such as equal
remuneration, opportunities and welfare are developed which is considered as beneficial
for employees are applied by Hilton hotel in effective manner. These type of conditions
will create conflict among the trade union and employers if the firm will not implement
the practices that are developed by authorities. It will also affect the relationship between
the employers and trade unions negatively.
 Technical changes: in this, it is recognised that changes in technology has made an
influence on the working life of individuals in every organizations. It is considered that
various technical have been implemented by business firms that are not considered
beneficial for employees and reduces their demand at workplace (Kaufman and Taras,
2016). This create a conflict situations between the employees and management. With
reference to this, Hilton hotel has also made various regulations that affects the
employees relations such as retrenchment etc. Trade union plays an important role in
these conditions and act as protector of employees at workplace. They influence the
employees to resist the polices and strategies of management related to change. These
situations create the conflicts and hampers the relationship among the cited firm and
union. Apart from this, there also some changes have been made that has also restricted
the trade unions to maintain positive environment and work for the objective of
employees rather than raising conflicts, lock outs and strikes. Presently, organization and
these unions work with the common goal of establishment of effective relationship at
workplace.
1.3 Analysis of role of key personalities in relationship.
From the research, maintaining effective relationship among the employees and
employers is considered as very complex activity that is accomplished by a single authority or
individuals at workplace (Armstrong and Taylor, 2014). In traditional concern there are mainly
three main parties that plays significant role in development of positive relationship was
managers, employees and government. With the change in scenario, some other parties are also
analysed which make influence on employees relations such as customers, families and other
interest groups. Influence of these key players has also broadened the scope of employee
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relations concerns. In this context, there are three main parties that play significant role in
development employee relations are as follows:
 Employers: In present scenario, employers of every business firms have an objective that
employee should produce an effective output so that firms will achieve its desired
position. They also ensure that employees will accomplish every task that is given them
at workplace. In order to accomplish these objectives, it is significant for employers to
develop positive relationship with employees by providing them benefits such as fair
remunerations, welfare facilities and benefits etc. In order to control the cost of workers
they have the responsibility to develop strategies that will positively affects on workforce
and change their perception towards the management. In hospitality sector, it is very
complex task of retaining qualified employees at workplace due to high burden of work.
Therefore, employers of Hilton hotel should have the responsibility to develop positive
employee relations so that they will be able achieve there predefined objectives and
retaining qualified employees at workplace.
 Managers: These are main players that have responsibility to increase the efficiency of
employees by providing them motivation and training at workplace. In Britain, the
managerial agenda of employees relation has changed towards involvement, engagement,
participation and partnership of employees rather than adopting other measures to resolve
problems such as: collective bargaining, conflict resolutions etc.
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 Human resource management: It is main department in the organizations that have
crucial role in development of effective relationship by analysing the performance of
employees at workplace (Kaufman, 2010). In Hilton hotel, HR department plays a key
role in analysing the problems of employees and suggest some key important task so that
these issues will be resolved and doesn't provide a major impact on regulation of business
operations. They often have there focused on individual worker provide him recognition
in order to develop positive relationship with management. Often considered as dominant
personality that concern with the involvement, commitment and creative relations to
increase the performance of business.
 Government: Various policies and legislation are developed by government of UK in
order to protect rights of workers such as equal remunerations, health and safety act etc.
Hilton hotel regulates there business by complying all these regulations which a positive
perception of their employees towards management.
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Illustration 1: Main players in industrial relations
(Source : Kaufman, 2010)

 Trade unions: These are the main parties that exists in organization and work for welfare
of their members or individual employees at workplace ( Aswathappa, 2013). There role
is to make influence on management and ensure that policies formulated by employers
will provide benefit to the employees not hamper their rights. Their main perspective is
representing employees in conflict, collective bargaining, improving abilities of
employees and regulating positive relations with trade union at workplace.
 Employees: In business firms, every individual share some common perspective towards
employment such as improving condition, recognition, involvement and participation in
decision making etc. For the smooth functioning of business operation, management of
Hilton hotel will accomplish these objectives of employees and provide motivation so
that it will increase the relationship of employees a workplace.
TASK 2
2.1 Evaluation of procedure followed by firm to deal with disputes situations.
Industrial disputes are considered as problems that may arise between the employers and
employees or among different individuals in a team related to employment or non employment
situations. In this context, As an HR assistant there are various types of conflicts are analysed
that can be faced by management of Hilton hotel at workplace such as:
 Interpersonal conflict: It basically refers to the conflict between the two employees
working within firm at workplace. The main reason behind these type of conflicts is
different in thinking and perspective of individuals towards work in organization. In cited
firm, these types conflicts often take place between managers and employees as they have
different responsibilities and perceptive towards accomplishment of responsibilities at
workplace.
 Intra personal: This is type of problem that occurs within an single employee or
individual related to work or any other thing such as discrimination, harassment, unfair
labour practices etc (Ferguson and Reio, 2010).
 Intergroup conflict: Those conflicts that arise with the teams in business firms due to
some reason related to task or ways of performing the activities at workplace. In Hilton
hotel, there various teams of employees such as house keeping, front office, F&B etc.
 Intra group conflict: Problems that between two individuals working in same group or
team within firm is considered as intergroup conflict.
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Moreover, there are various problems that have been taken place and to resolve these
conflicts these are various method available for the firm. These procedures are characterised in
three different methods such as Voluntary methods, government machinery and statutory
measures etc. some important methods from these are as follows:
Voluntary method:
 Collective bargaining: It is the most beneficial method that should be used by Hilton
hotel in which the representatives of both disputant parties will meet and negotiate by
giving there perspective to resolve the problems. It will be beneficial for both as it
reduces the time, efforts and funds to resolve the causes etc.
Government machinery:
 Administration of labour: It is an authority that has its premises in every state or nation
and also has the responsibility to protect the rights of individuals and helps in resolving
the problems by following a procedure (Binyamin and Carmeli, 2010). It also analysed
that firms also have this procedure to resolve the conflicts rather than accomplish the
work of organization.
Statutory measures:
 Conciliation: It is also significant conflict resolution procedure that is used by the
individuals if the problems will not get any solution in collective bargaining. In this
context, the cited firm must go to appropriate government for hiring a conciliation officer
which will analyse the perspective of both parties then providing his report within 14
days after conciliation proceeding to resolve conflicts but the ultimate decision will be
taken by parties themselves.
2.2 Determination of key features of relationship in particular situations.
For the determination of main aspects of relationship, there is a conflict situation have
been taken that taken place in any organization. In this context, disputes the between the male
and female workers are often arise due to various problems such as inappropriate distribution of
work or discrimination at workplace. These conflict situation will provide an negative impact on
relationship among the employees at workplace. It also causes a major impact on sales on
profitability as the customer will not satisfy the services rendered by staff at workplace. Further ,
in order to resolve these types of there some steps that must be taken by management such as:
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Identification of reason, brainstorming, assessment of solution, selection of beneficial solution,
implementation and follow up etc. Apart from this, it is also recognised that the manager will
analyse that will apply these steps to resolve the conflicts. For this, they will apply following
method such as:
 Dissatisfaction: From the analysis, it is also recognised a important characteristic of
workers relationship which related with the situation of conflict. In this context,
employees of Hilton hotel will show their problems against the entity when the
employers or managers will not take effective measures to resolve the predetermined
situations of inappropriate delegation of work or responsibility. However, this situation
will affect the relationship between both the employees and develops a negative
perception for each other.
 Analysing the effect on employees relations: This conflict situation will develop an
interruption among the communication between the male and female workers in Hilton
hotel (Brewster and Hegewisch, 2017). It is also that the Male employees in this
situation will raise voice against the female workers because of improper delegation of
work and the female workers will raise for inequality at workplace. These type of
situations will develop a negative relation among the both the workers in cited firm.
2.3 Assessment of effectiveness of steps taken in situation.
This research has been done to analyse the accuracy of steps that are applied by business
to solve the situation of dispute between both the male and female workers. In this context,
Hilton hotel utilized the steps to resolve this dispute. In this context., reasons are identified by
managers and appropriate resolution is done after the resolutions of appropriate alternatives at
workplace (Grady, 2013). This is the most appropriate step in which the male employees of
Hilton hotel will determine their issues related to interpersonal conflict i.e. inappropriate
distribution of task, discrimination among the male and female workers in the firms. This
procedure will be effective for organization if they take the perspective of employees and analyse
the suggestion that provided by them to resolve the conflict. Moreover, some significant aspects
are considered that have applied by managers to analyse the effectiveness of solution and resolve
the conflicts such as this issue such as:
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 Identification of reason: It is the most suitable step in which management of the firm
will identify the reason the [particular situation that has arisen at workplace. In this,
manager have analysed the reason that there is unequal distribution of work and
discrimination among the between male female employee.
 Brainstorming: In this step, manager will identify various alternative solution of this
dispute by analysing the psychology of employees towards the conflicts.
 Evaluate solution: After the identification of solution, managers evaluation the
effectiveness and analyse the extent to which these methods will be beneficial for firm in
resolution of conflict.
 Selection: Appropriate and effective solution is selected by the managers from the
available alternatives that will be considered for situation. In this manager of Hilton has
selected the best solution of appropriate distribution and removal of discrimination at
workplace.
 Implementation: Selected solution will be applied by management of Hilton hotel that
will be resolve the problems in particular time. In this equal responsibility must be
provided to male and female workers to resolve the dispute between them.
 Follow up: It is the last step in which the management of hotel will ensure that procedure
must be applied properly and also resolve the problems. This will helps in developing
better relationship with employees at workplace.
TASK 3
3.1 Role of negotiation in collective bargaining.
Collective bargaining is a most effective process between organization, trade union and
employees that aims at reaching at collective agreement that will benefit both the parties at
workplace. Trade union collective bargaining act as representative of individual employees. In
order to resolve the conflicts in collective bargaining, negotiation is done between both the
parties such as male and female employees as well as organization ( Katou, 2015).
Many of the organizations also used this method to retain their employees and develop
effective relationship between among the workers at workplace. Apart from this, negotiation
plays a significant role resolution of conflicts in which managers of firm will communicate with
the employees analyse various measures to taken to satisfy them and increase the efficiency of
workers at workplace.
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 Negotiation helps the firms in reaching an effective resolution: In this context,
representative of employees will negotiate with the management of the firm in order to
get the effective and positive solution of problems that are to faced by the employees at
workplace ( Gkorezis and et.al., 2017). With the negotiation strategy only employees of
the organization can carry out an appropriate interaction with the top management of
Hilton hotel. So it will beneficial for firms to finds out appropriate solutions for the work
and helps in resolution of disputes at workplace.
 Benefits in improvement of effectiveness of collective bargaining process: the main
aims t of firms in collective bargaining is to resolve the problems t a workplace without
following any complex procedure that consumes time, money and efforts (Köhler and
Gonzalez Begega, 2010). By utilizing negation employee will be able to explain there
perspective to top management by making healthy conversation and also provide an
ability to employers so that can identify the problems and providing them reason behind
the implementation specific kinds of practices in work. In this regard, Hilton hotel
management will carry out a communication with the male employee in relation
appropriate allocation of workers. Thus, with this type practices of negotiation the other
issues prevailing in firm can be analysed in order to improve the performance overall
performance of organization.
3.2 Assessment of affect of strategies of negotiation in conflict.
From the above analysis, there are various impacts that are provided by negotiation
strategies adopted by organization to resolve the conflicts (Park, 2015). Commonly negotiation is
that will be helpful for the organization to resolve the situation of conflict at workplace. In this
context, there various negotiation strategies that must be utilized by organization to resolve
selected conflict situation that has been arisen at workplace.
Following points will describe the strategies that have formulated by the employers of cites firm
such as:
 Compromising: In this policy, top authorities must not communicate with employees at
ground level but directs the managers to resolve the particular situation to resolve the
problems (Hendrix, Hayes and Kumar, 2012). In order to resolve the situation one party
has to compromise their aims and objectives. In cited firm, in these type of conflict
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management will make the use of collective bargaining in order to recognise the actual
problems that will be beneficial in accomplishment of various strategies at workplace.
 Smoothing: It is considered as most appropriate strategy in which the management of the
Hilton hotel will provide motivation to its workers by recognising there ideas and
concepts in making decision. They also provide rewards to employees if there idea will
benefit the organization in resolving the conflicts at workplace.
 Forcing: Another strategy of negotiation that is used by firms in which they have the
focus towards achievement of personal goals rather than focusing on the organization
objective. In this scenario, Hilton hotel will use this strategy to resolve this interpersonal
dispute type of situation. This will not be considered as suitable as it creates a negative
environment at workplace. It will not be beneficial for them to retain the key performers
and also affects the business operation of firm as the employees will not work with the
aim of achievement of common goal.
Moreover, it can be said that measures which are taken by the management to resolve the
problems will provide both the positive and negative impact but ultimately it will benefit the
organization to resolve the conflicts between the management and the employees.
TASK 4
4.1 Analysis of influence of EU on Industrial democracy.
Industrial democracy is considered as the structure of firms that involves the participation
of employees in decision making as well as sharing the duties and power with the management.
In various nations this structure was established many years before but the concept behind it was
not much clear and does not fit the relationship that has existed between the employers and trade
unions in international British firms (Jennings, McCarthy and Undy, 2017). In this context, it has
been recognised that the legislations formulated by European union increase the role of
employees within the companies towards decision making. It has provided a major impact on
relationship between the trade unions and managers through which they are more focused
towards achievement of common goal. Apart from this, great focus was given by EU in their
legislations towards the welfare of employees in organizations like Hilton hotel. It involves
legislations like providing decision making power to employees, equal growth opportunities at
workplace and if these legislations are not followed by the firms than they will not be able to
regulate their business operations in European market. They consider the unions as the
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organisations that exist within the industry to influence the management and provide them
understanding about the benefits of participation of workers in making decisions. With this
interference of EU, involvement of employees in decision-making has been increased and also
providing a positive impact on the employees relations and increasing there quality of
performance at workplace.
Along with this, EU has also changed the concept of work council which is now
consisted of representatives of all functional units in business entity like Hilton hotel. There main
responsibility is to analyse or communicate the goals of firm and providing recommendations of
various policies to accomplish those objectives (Saundry, Jones and Wibberley, 2015). EU has
also made various options for employees to become shareholders or working partners of firms in
order to share the ownership and profits and losses of business. It has benefits the firms in UK
for taking participation and making them accountable towards the success of operations.
Moreover, it has also become a fear for the firms of wage dumping by EU that they have made
various legal restrictions on those enterprises which are paying the standard wage rates to
employees as fixed by industry.
4.2 Methods applied to gain the participation of workers.
Involvement of employees in the process of making decision has resulted in successful creation
of values in various international firms (Motivating and engaging employees for better business,
2017). It is analysed by the management that the workforce want more participation and also
expected that it increase there commitment and productivity of firm. In this context, there are
various methods through which the Hilton hotel should take the participation of workers in
decision making such as:
 Participation by ownership: The most significant way of influencing workers to
provide their efforts and ideas in formulating various policies by making them owners of
company (Sheikh, 2010). For example: Employee stock option plan is most significant
strategy that must be applied by firms to gain the participation of employees.
 Participation at board level: Structure of industrial democracy in British companies has
influenced the workers to provide valuable and innovative ideas to firms in order to
increase their performance in market. Management of Hilton hotel has also allowed the
representative to provide information in board level meetings about the problems faced
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by employees and provide various recommendations to board members to invest in
polices which are considered as beneficial for workers within organization.
 Participation through suggestion schemes:It is a strategy in which management of
Hilton hotel will encourage its workers to come up with new and innovative plans that
benefits the firm such as safety measures, employee retention, reducing expenses,
management of resources and reward system etc. It creates a healthy work environment
and develops positive relationship between the management and employees in
organizations
4.3 Effect of HRM on employee relations.
In previous years, various challenges have been faced by firms with the poor public
policy of managing industrial relation in firms that not provide support towards managing trade
unions and causes failure of collective bargaining. There was only a restrictive labour law that
focuses on reducing the power of unions (Shields and et.al., 2015). With the change in
managerial perspective, the backdrop of high unemployment due to poor industrial relations has
been removed. In the preset scenario, human resource management is most valuable technique
that helps the organization to retain the qualified employees and resolving all the issues at
workplace.
In Hilton hotel, HRM plays crucial role in controlling the workforce and providing them
satisfaction from the job. It has the made the individualisation of employee relations and focus
of individual employee to develop positive relationship with management. It has provided a
positive impact by encouraging participation, involvement of workers and developing their
relationship with the business performance. Further, they have also increased there concern
towards collective aspects of employment and focus on the regulation of positive relation
between the employees at workplace. Apart from this, HRM is also a main player that develops
various strategies and provide suggestion to management to make investment for welfare of
employees for increasing there performance at workplace. It is also encourages participation of
workers in decision-making by analysing there performance and provide them recognition and
rewards. Thus, it can be said that HRM has provided a positive impact on development of
positive employee relations in Hilton hotel.
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CONCLUSION
In this report, it has been summarized that development of positive employee relations is
essential for firms like Hilton hotel for the smooth flow of business and achievement of
continuous growth in industry. Analysis of various approaches have provided a clear
understanding that unitary perspective will help the organization towards development of
effective relationship between employees and management at workplace. It is also analysed that
a single individual or authority will be able to make positive relations and there are various key
players that have their role in resolving the conflicts of employees at workplace. At last, it clearly
defines that participation of employees in decision-making is beneficial for firm in order to
increase its market performance and accomplishment of objectives.
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http://businesscasestudies.co.uk/virgin-media/motivating-and-engaging-employees-for-
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