Importance of Employee Training

This assignment delves into the significance of employee training within the context of human resource management. It examines how effective training programs contribute to improved employee skills, boosted productivity, increased focus, and a competitive edge for organizations. The discussion highlights the importance of continuous learning and development for employees to adapt to dynamic market conditions and secure their professional growth.

HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction:....................................................................................................................................3
Task 1:.............................................................................................................................................3
1.1 Evaluation of the role of human resource management: (M3) (D3).........................................3
1.2 Evaluation of human resource plan: (M3) (D2)........................................................................4
Task 2:.............................................................................................................................................7
2.1 Analysis of the current state of employment relation as in Hilton hotel Stratford: (M1)..........7
2.2 Discuss how employment law affects the management of human resources for the Hilton
Hotel as selected service industry business: (M3)...........................................................................8
Task 3...............................................................................................................................................9
3.1 Discuss a job description and person specification for a hotel industry job: (M3)...................9
3.2 Compare the selection process of different service industries businesses: (D1).....................11
Task 4:...........................................................................................................................................12
4.1 Evaluation of training and development: (M1) (D2)...............................................................12
Conclusion:....................................................................................................................................16
References......................................................................................................................................17
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Introduction:
Recruitment and termination is one of the most essential procedure and process of any
organization in the modern era. Considering the huge workflow and pressure from several
sources, this overall recruitment procedure is also performed on a cycling basis by the respective
organization to meet the requirements. Moreover, the following study would highlight the role
and necessity of human resource management towards achieving and fulfilling the respective
objectives and vision of the enterprise. Thus, the study considers the internal and external
environment of Hilton Hotel which is one of a kind in the respective industry and has immense
power and control over other rivals.
Task 1:
1.1 Evaluation of the role of human resource management: (M3) (D3)
Human resource management is not only responsible for recruiting the best qualified
professionals or developing the employees skills and competency, but are also responsible for
maintaining working environment both inside and outside the premises of the business. Further,
reviewing the performance of each employee in particular and department as a whole is also one
of the sole obligation of human resource management in this modern era (Lussier, R. and
Hendon, J. 2016). Thus, the performance of human resource management of Hilton hotel is
evaluated under.
Productive staffing:
Since the formation of human resource management is majorly based to enhance the overall
balance of staffing activities, appropriate balance while performing the operations related with
the same is necessary for achieving the respective goals of the enterprise. Further, since staffing
activities can be considered as one of the primary activities of the human resource management,
appropriate balance, and successful completion of the same is necessary and relevant (Lussier, R.
and Hendon, J. 2016).
Review and training:
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Studying the performance and behavior of the employees and professionals and finding out the
loop holes present under the same is also one of the sole responsibilities of human resource
management to make employees more credible and efficient. Thorough productive training and
development programs, employees and professionals would become efficient enough to handle
the serious or critical situations in an appropriate manner with ease and grace. Also, since the
nature of the market environment is dynamic and keeps on changing, updating the knowledge
and skills of the respective employees and professionals accordingly is the best key stone
available for any organization in the market place (Lussier, R. and Hendon, J. 2016).
Motivation among employees:
Motivating the employees in case of critical situation is the best mechanism or tool available for
organization to avoid situations such as liquidity and cash crunch. Further, de-motivated
employees soon turn the entire working environment of the enterprise into poor planning and
strategy which further affect the performance and position globally. Now, considering the
motivational performance of human resource management of Hilton Hotel, the organization uses
to frame different motivational campaigns to enhance the curiosity of the employees on personal
level (Lussier, R. and Hendon, J. 2016).
Maintenance:
Thus, from above, it is not to be mentioned that the performance boundary of human resource
management is huge and broad, as they play a vital role towards designing the success path of
the organization in the market place. Starting from recruiting the employees, to dissolving their
respective issues and provide appropriate training, the job of human resource management is
filled with lot of hard work and creativity.
1.2 Evaluation of human resource plan: (M3) (D2)
While the most part of the human resource activities is related with the recruitment, training, and
termination of the employees, the overall level of competency of organization would be
enhanced if human resources are drawn and implemented in an appropriate way. Further, for
better outcome of human resources, productive planning is required which should be considered
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properly by the professionals working under Human resource department (Mathis, R. L. and
Jackson, J. H. 2011).
Apart from human resource and human planning, human resource decisions or judgment also
plays a vital role in securing the overall position of the enterprise and enhance the performance
of each department properly. Now, linking the same, the overall human resource planning of
Hilton Hotel is mentioned below which provides a brief idea about all the operations and
activities of the enterprise.
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Figure: Human Resource Planning of Hilton’
(Source: Hilton-global, 2016)
Justification of the above mentioned human resource planning is elaborated below:
1. Recognition of areas of position:
Before recruiting the respective professionals and employees, it is necessary for the human
resource management to be aware about the situation of the entire department regarding the
vacancies and performances (Mathis, R. L. and Jackson, J. H. 2011). Similarly, the human
resource planning of Hilton starts with the recognition of areas which are badly performed or
areas where more employees or professionals is required.
2. Recognition of capabilities of several locations:
Once the areas are highlighted which are less developed or require modification, it is necessary
for the human resource management to evaluate the criticalness of the same and support the
department with the similar skills and knowledge of the professionals. Through this way,
performance of each department would enhance which further would increase the credibility and
creativity of the entire organization collectively. Moreover, the main objective behind
considering this section is to ensure the completion of the respective activities properly (Mathis,
R. L. and Jackson, J. H. 2011).
3. Recognition and review of credible employees:
By examining the credibility and efficiency of the professionals and employees, professionals
working under human resource department of Hilton would be able to provide best in class
employees who have better understanding of the organizational objectives. Further, predicting
and studying the skills and knowledge of the professionals would also enable the enterprise to
distribute workloads accordingly and put sense of dependency respectively.
4. Evaluation of knowledge transfer process:
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Here the recruited professionals and employees are implemented towards the areas or the
departments of the organization which requires modification or re-design to secure the future of
the organization (Meifert, et al, 2013).
5. Assessment of effectiveness:
By calculating the efficiency and effectiveness of the implied human resource management plan,
professionals working under the same department use to close the entire procedure. Further, if
the recruited professionals and employees are not proved profitable or positive for the enterprise,
the entire process or procedure is re-modified or vice-versa.
Task 2:
2.1 Analysis of the current state of employment relation as in Hilton hotel Stratford: (M1)
The relation of the employee in the United Kingdom is based on a very people approach that is
democratic philosophy. There are certain rules that the employee of the Hilton hotel are
supposed to follow, mainly they are the rule of the United Kingdom while serving the Hilton
hotel (Meifert, et al, 2013). The rule in the respective country states that the relation of the
employee and the employer is in such a phase that there is bargaining power for both of them and
thus making them eligible for bargain to check out the position of the desire and accountability.
The bargain position is actually to see the win position of the employer or the employee. The
relation is further designed in such a manner that there is win-win situation for both of them and
thus making it level for both of the employer and the employee and thus enabling and maintain a
better employee relationship with concerned benefit of both of them.
Hilton hotel Stratford is one of the most profitable as well as attractive in the eyes of customer as
in the matter of suitability and the trust (Meifert, et al, 2013). The hotel is customer oriented
business and thus it ensures that due to the win-win approach of the relationship, the activities so
performed will benefit the customer as well. So we can say that the Hilton hotel Stratford follows
the democratic style in matter of customer relation and it also strongly belief on the matter of the
win-win situation.
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2.2 Discuss how employment law affects the management of human resources for the
Hilton Hotel as selected service industry business: (M3)
There are certain guidelines in country which shows that how a work need to be performed in
such a manner that it only benefits the people and not harm them. Law of country specifies that
certain guideline that how each task is to be accomplished and here especially in the matter of
the human resource policy for the particular organization. The organizations that are operating in
the framework of the United Kingdom need to follow the rules that are being enforced on the
human resource while it makes it policy of human resources (Mondy, R. and Mondy, J. 2014).
This section of the report entirely covers the fact that how the different laws of the United
Kingdom influences the management of the human resource function in Hilton Stratford. The
Hilton Stratford being one of the largest hotel industry in the United Kingdom make sure that
they comply with each and every law that is being forced and it also make sure that employee in
the organization comply with them. The organization respecting the law of the nation is highly
encouraged by the customer and it also helps them to create goodwill for the firm that help in
capturing greater market share and growth. There are also certain challenges in complying with
the law within an organization operates and thus making a task that the organization should do
taking care of entire employee and customers. The organization must be able to make sure that
make the way of the challenges and try to make it their opportunity out of it. The human resource
is the catalyst when it comes to the fact that function needs to be performed and thus making sure
that the management of the law as well as the human resource is done in such manner that there
is vital involvement and development of the human resource (Mondy, R. and Mondy, J. 2014).
Brief contents of employee law of United Kingdom:
The employee law suggest that there must be management and development of the employee
while they are working for a certain employer and thus making it very interesting point in the
benefit of the protection of the employee in the business and making it one of the major
prominent for the growth of the human capital in the country. The employee law of the United
Kingdom suggests that there must be legitimate relationship of the employer with the employee
and also to make sure that there is authority and accountability of the same. There are workers in
the United Kingdom who are involved in the activities benefitted by dint of the minimum charter
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of privileged to the member (Mondy, R. and Mondy, J. 2014). The brief content of the employee
law has been presented below:
The content of the employee law has it foundation that there are laws are directly and firstly
connected to the practice of the human resource management. The some of the practices are
“minimum wage of 6.31 pound for over and above the age of 21 under the national minimum
wage act 1998, 28 paid holidays and no longer that 48 working hours unless the employee gives
the consent of the same under the working Time regulation 1998, the right to leave the job for
child care, and also the right to request flexible working patterns under the Employment rights
Act (Nickson, D. 2012).
Impact on the human resources management practice in Hilton Stratford:
Hilton Stratford makes sure that the human resource management function is performed by the
way of staffing, development, training, motivation, and maintenance. To make sure that they
completely comply with the basic function they make sure that they follow all the rules and
regulation of the United Kingdom when it comes to the fact to follow the law of the United
Kingdom. The Hilton Stratford is also affected by the laws of the United Kingdom and thus it
provides some of the constraints that it has to take care during the process of human resource
management which are staffing, recruitment, development, motivation, and maintenance
(Nickson, D. 2012).
Task 3
3.1 Discuss a job description and person specification for a hotel industry job: (M3)
Job description means describing the profile of the job that means that the writing on the paper
the activities and the target that need to be achieved in regarding the activities of the jobholders,
it also define how a jobholder needs to do a job, the challenges that it need to face and also the
high pressure situation that needs to entail. It also includes the specification of the person that is
the identification of the person who will complete the job and also the accountability he ahs and
the superior that he need to repot (Nickson, D. 2012). The Hilton Stratford is a growing and a
profitable business organization so it seems that it need human resource of high competence and
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with great effort in the obtaining the goal of the organization and also of the personal
development. The Hilton Stratford takes in to consideration the experience of the candidate
although fresher can also apply for the four according to the job specification as detailed in the
specific job.
Since the Hilton has it branches all over the United Kingdom, so it becomes very vital for the
organization to recruit right person for the right job and for the right specific job title as it has to
maintain a certain level of goodwill and has to set standard over and above the bench mark
(Nickson, D. 2012). Now if we take the job position be a receptionist, the following criteria must
be fulfilled in a very designed and in a very specific ways:
Greeting:
This is the first duty of a receptionist. Greeting means welcoming people in the hotel. They
should always greet with a smile so that the customer must feel welcomed and friendly. The
professional to make sure that the customer is satisfied with the answers of his enquiry and he
should give him further assistant in this matter.
Direction:
The enquiry made by the customer must be fulfilled this means that the receptionist should try to
entail every detail of the question and direct them in proper ways this will increase the
trustworthiness of the organization in the eyes of the customer. The customer feel privileged
when he gets what he wants without any disturbance with relation to the enquiry so made (Perry
et al 2013).
Confidentiality:
The receptionist is the owner of keys of the different and in accordance with this it also keeps the
various document of the customer submitted by him. So it becomes his responsibility it makes
sure that the document is kept in safe place and is confidential and also to make sure that the
keys are kept at a secured place under surveillance.
Proper telecommunication system:
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As the fact is mentioned above that the Hilton hotel covers a wide range and his wide spread, the
communication of the people working in the internal department must be quite high while
performing their different duties (Perry et al 2013). This communication indirectly helps the
customer to make sure that everything is in line with what they have expected. The receptionist
must also be aware of the telecommunication department.
Accomplish the objective:
Finally the receptionist must be able to fulfill all the expectation of the customer and of the
company as well. He should contribute towards the betterment of the society and of the
organization as well. This way the receptionist is able to realize its individual goal while working
towards the goal of the organization. This also helps him to maintain a smooth balance while
performing the activities (Perry et al 2013).
3.2 Compare the selection process of different service industries businesses: (D1)
Hilton hotel Stratford is one of the branches of the Hilton hotels in the United Kingdom. The
Hilton hotel has various branches in the United Kingdom itself. So compare the different
selection process of the different branches of the Hilton hotel here in this discussion we would
like to compare the Hilton Stratford with Hilton holiday Inn Brenod.
From the various reports of the analysis and the survey of the Hilton Stratford it has been found
that the Hilton Stratford follows a discrete process of selection as in comparison with the other
Holiday Inn Brenod. The selection process of the Stratford hotel is discrete that emphasis that
during the selection process the employee are on knockout basis or elimination basis which mean
that during the various rounds of interview the employee is eliminated as soon it fails any of the
rounds of the interview thus he is not able to face all the round of the interview (Podsakoff, P.M.
and Organ, D.W. 2012). Further until and unless he has passed all the rounds of the interview
which will make him eligible for the job and on the other hand the Holiday Inn Brenod follows a
very comprehensive technique of selection it allows the interviewee to go through all the stage of
the selection process. Thus to give a better picture of the job and the company selection process
and thus with the view of making them adjustable with line of work that they are being expected
(Podsakoff, P.M. and Organ, D.W. 2012).
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Evaluation of different selection process
The one of the most concerned benefit of the selection process is that it reduces cost, it also give
us good results in a very short period of time, it also helps the management to reduce hassle as
well as the management is also free that it has not be worried to whom to select because only
those candidates who have cleared all the level of the selection process are present in the end.
The disadvantage is that it is unable to recruit the best employee among the candidates; it also
creates pressure for the management and on addition to this also creates frustration. On the other
hand if we talk about the comprehensive approach it also has its merit and demerit (Podsakoff,
P.M. and Organ, D.W. 2012). The advantage of the comprehensive selection process is they are
able to judge the core competency of the candidate as every candidate has to go through all the
levels of the selection process, so get full opportunity to reveal them and show their strengths
and weaknesses, this helps the management to select the people from various quality from
different segments. The demerit of this whole process is that it takes a lot of time and it also
takes a huge effort from the management to judge each and every candidate as all have to go
through all the stages of the selection and in addition to this they also incur a huge cost and time.
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Task 4:
4.1 Evaluation of training and development: (M1) (D2)
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On the job training is considered as rapid change in the overall performance and behavior of the
employees and professionals working under different department of the organization. Comparing
financially, on the job training provides much more financial help to the enterprise compare to that of
off the job training and are also known for its huge disturbances while performing the different
operations of the organizations. Thus, both on the job and off the job training needs to be provided.
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Rotation of job:
In order to utilize the maximum potentiality of the employees and other professionals, human resource
management use to rotate the job shifting after regular intervals considering the performance and
interest level of the same (Priem, R.L., and Butler, J.E. 2012).
Instant review and control:
By examining the performance of the employees on regular basis, professionals working under human
resource management use to provide on the job training to the employees of the enterprise which
further result in rapidly enhancement of performance. Further, mentoring the employees all day long
would also enable the enterprise to predict the potentiality and credibility of each enterprise.
Coaching and recommendation:
Hilton hotel use to provide efficient coaching and recommendation to the professionals and employees
of the enterprise so to leave no space for mistakes or errors while performing the respective operations.
Coaching and recommendation also enables the respective employees and professionals to perform
with appropriate freedom and independence which is very much essential for personal growth of the
same (Priem, R.L., and Butler, J.E. 2012).
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Off the job training:
Lectures:
Off the job training requires professionals of human resource department to provide different types of
lectures or seminars to the respective employees and other staffs of the enterprise after regular
intervals regarding different matters. Further, in order to aware larger number of employees or staffs
lectures is one the best available key stone in the market place.
Audio, video-visual:
Apart from lectures, audio-video visual is also implemented by the respective management and human
resource department of the enterprise to enhance the eagerness and hunger of the respective
employees or professionals. Considering the current economy, use of this method is quite common in
several educational institutions as it connects directly with the students or other employees (Priem, R.L.,
and Butler, J.E. 2012).
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Advantages and benefits of training:
Job satisfaction of employees:
Just like organization demands some efficient skills and knowledge from the employees, professionals
too expect some responsibilities from the organization and training is one of them. Training after regular
intervals, enables the enterprise to enhance the level of job satisfaction in the minds of the employees
which is one of the sole objectives of human resource department.
Productive concentration:
Since training use to push the limits of the employees towards performing the different operations of
the enterprise, it usually enhance the level of concentration and focus of the employees towards
different aspects of the organization (Schuler, R.S. and Jackson, S.E. 2010).
Other financial and non-financial gain:
In order to gain competitive advantage in the market place and to become more unique while fighting
with the p existing players of the market place, enterprise is in need of high qualified professionals
which are architect only through productive training.
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It would not be possible for the employees and professionals of any organization to perform as per the
dynamic character of the environment which is highly required to secure the existence globally among
giant rivals. Moreover, just like the growth of the organization from time to time, growth of employees
or professionals is also relevant which is possible only through productive training and development
(Werner, et al, . 2011).
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References
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Springer.
Mondy, R. and Mondy, J. (2014). Human resource management. Boston: Pearson.
Nickson, D. (2012) Human Resource Management for the Hospitality and Tourism Industries,
London: Routledge
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