HRM Case Study Review

This report examines the human resource management practices of Hilton Hotel, a global hospitality leader. It analyzes key HR functions, including workforce planning, recruitment and selection, training and development, performance management, and reward systems. The report also explores the organization's approach to employee relations, engagement, and flexible working practices. It concludes with an evaluation of the process and rationale of conducting appropriate HR practices, including a job description and person specification for the position of Hotel Manager.

HRM case study review

EXECUTIVE SUMMARY
Human resource management is termed as a strategic approach which is used for
effective management of organization's workforce so that they will help the business to gain
competitive advantage over others. Effective recruitment and selection of candidates is an
function of organization to attain potential employee on specific job position within enterprise.
Development of strategies for job openings is considered as important part of recruitment and
selection process. With company's list of required skills in hand, favour job posting outlets
which are the most likely to develop the kind of candidate they are seeking.

TABLE OF CONTENTS
EXECUTIVE SUMMARY.............................................................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
A) Overview of business and explanation on purpose and functions of HRM......................1
B) Organization's approaches to recruitment and selection along with strength and weakness
of different approaches...........................................................................................................3
TASK 2............................................................................................................................................5
A) Assessment of organization's approach to workforce planning, recruitment and selection,
training and development, performance management and reward system.............................5
B) Organization's approach to and effectiveness of employee relations and employee
engagement and adaptation of flexible organization, working practice and employers of
choice......................................................................................................................................7
C) Key areas of employment legislation...............................................................................9
TASK 3..........................................................................................................................................10
Brief evaluation of the process and rationale of conducting appropriate HR practices......10
Job description and person specification..............................................................................10
Interview decision sheet. ....................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
Books and Journals...............................................................................................................13
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INTRODUCTION
Human resource management is termed as a strategic approach which is used for
effective management of organization's workforce so that they will help the business to gain
competitive advantage over others. There are various important practices accomplished by HR
manager in organization to fulfil the requirements of qualified workers. This report aims to
provide an understanding about different HRM practices, procedures and functions which are
performed within organization (Renwick, Redman and Maguire, 2013). Hilton Hotel is the
global brand of full service hotels and resorts which has its business operations across various
countries. With effective strategies and business practices, company has achieved a wide growth
and recognition in hospitality industry. As of 2017, there were more than 570 Hilton Hotels and
Resort properties in 85 countries and territories across six continents. Company has opened its
first hotel in the year 1927 and expanded its business operations across 100 countries up to 2016.
For the expansion of business, company emphasizes upon hiring of qualified employees and
increasing efficiency of present staff at workplace.
This report will also provide understanding about different approaches which can be
used for recruitment and selection of potential candidates in Hilton Hotel (Buller and McEvoy,
2012). Further, different approaches used to performance HR practices are discussed along with
the key areas of employment legislation in which organization needs to regulate its business
operations.
TASK 1
A) Overview of business and explanation on purpose and functions of HRM
Hilton Hotel is an international business enterprise which deals in providing high quality
and luxurious hospitality services to its targeted premium class customers across 100 countries.
For sustaining business operations in this competitive era, company is providing more focus on
effective human resource management within enterprise. Below given are the purpose and
functions of HRM which are performed within enterprise such as: Improvement of employee efficiency: To improve the efficiency of existing workforce
within enterprise so that they will provide support in innovating and improving products
and services offered by organization to its customers.

 Competitive advantage: Main purpose of performing HRM practices for Hilton Hotel is
that it helps in making a proper control over organization and gaining competitive
advantage. Effective control on workforce helps in increasing their efficiency and
competencies to perform the roles and responsibilities at workplace. Hiring potential workforce: In Hilton Hotel, HRM practices and functions are performed
by manager to identify and fulfil the requirements of qualified potential at workplace
(Marchington and et.al, 2016).
 Organizational objectives: Manager in organization aims to employ skills and knowledge
of employees efficiently and effectively that is to utilise human resources effectively for
the achievement of organization goals.
In addition, some important functions of human resource management have been
discussed as below: Recruitment and Selection: Management of Hilton Hotel usually performs this function
to attract the qualified candidates at workplace based on criteria for a specific job.
Different methods are applied by HR manager to recruit and fulfil the requirements of
right candidates for a particular job position. Training and development: These are considered as an indispensable functions of HRM.
Manager in Hilton Hotel usually performs this function to improve the current and future
performance of employees by increasing their ability and knowledge through training in a
particular subject (Jiang and et.al, 2012). Orientation: This program helps the employees to understand their duties and their exact
job description, job role and relationship of employee job to other position in Hilton
Hotel.
 Employee relations: It is a crucial function of HRM which implies to strategies
formulated and applied by organization to foster effective employee relations
(Bhattacharyya, 2017). Managers in Hilton Hotel should have ability to influence
behaviours and work outputs of employees. They organize various activities which help
to know an employee at personal and professional level.
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B) Organization's approaches to recruitment and selection along with strength and weakness of
different approaches.
Effective recruitment and selection of candidates is an function of organization to attain
potential employee on specific job position within enterprise. However, there are various
important approaches are implemented by managers to perform this function and achieve
organization's objective. In this context, Managers in Hilton Hotel also needs to apply these
approaches appropriate to fulfil requirement of candidates on specific job position. Some of these
approaches are mentioned below: Job description: In organization, a systematic recruitment process always continue with
thorough and accurate job description. It involves the detailed information about all
aspects of job involving compensation, roles and responsibilities, reporting requirements
and supervisory duties. In Hilton Hotel, specific job description is formulated while
framing policies for recruitment of candidates. It helps organization in getting application
of specific candidates required for recruitment and support individuals to more
accurately gauge their interest in different position in Hilton Hotel (Storey, 2014).
Strengths
 Helps in receiving application of potential candidates and decreasing wastage of time. Helps in stating correct information about job roles, responsibilities, accountabilities and
reporting to other job position.
Weakness
 Sometimes it creates problems in getting more applications and attracting experienced
personnel.
 It is not possible for organisation to provide overall information about work sometimes. Requires more time and resource for formulation of job description for every position.
Skills Inventory: To get ideal and appropriate candidates for specific job, manager needs to
compile a comprehensive list determining appropriate set of skills for individual in each job.
Along with the list of minimum requirement stated in job descriptions, having a list of qualified
applicants on hands can help the Hilton Hotel and their managers to weed through a wide pool
of candidates and finding the ones who most likely to succeed in specific jobs (Aswathappa,
2013).
Strength:
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 Major strengths is providing potential candidates as it is required for screening of
applicants. Helps in getting large pool of applicants for single job position with required skills set.
Weakness:
 High potential and experienced will employees will not apply for the job. It is an
essential implication of job position. Time consumption approach and sometime it is beneficial for screening of candidates.
Job Positing strategy:
Development of strategies for job openings is considered as important part of
recruitment and selection process. With company's list of required skills in hand, favour job
posting outlets which are the most likely to develop the kind of candidate they are seeking. In
Hilton Hotel, if the management needs to fill the management position requiring specific
qualification. For example. Company can post their job advertisement on website, university
job placement offices, Consultancy firms or they can also outsource their recruitment services
(Jackson, Schuler and Jiang, 2014).
Strength:
 This approach is beneficial in getting large pool of applicants which is important for
selection of qualified candidate. Provide opportunities for selection of new and fresh talents through campus placements.
Weakness:
 Require more efforts and resources for getting applicants and selection of candidates. Ineffective for getting candidates for high level job position.
Multi Step recruitment:
A Systematic interview process can provide the deeper review inside to the interest job
candidates who meet the desired skills profile for specific job. Savvy recruiters break interviews
up in to several stages, relying on collaboration from several current employees to make final
decisions. Conducting the multi step review becomes more challenging for Hilton Hotel as it
requires large number of candidates having experience of working in Hotels and performing
challenging task.
Strength:
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 Multi step recruitment involves a process which is useful for screening of applicants and
getting qualified candidates for job in Hotel. Breaking of interview in two steps can also save time by only organising direct
interviews with most promising candidates (Pieper, 2012).
Weakness:
 Extensive and qualified staff is required for completion of multi step process of
recruitment and selections.
 More efforts and time consuming approach of recruitment and selection.
TASK 2
A) Assessment of organization's approach to workforce planning, recruitment and selection,
training and development, performance management and reward system.
For management of business operations, it is essential for organisation to have qualified
and potential staff who are capable to perform their roles and responsibilities effectively at
workplace. Along with management, Hilton Hotel also requires qualified employees to improve
its products and service continuously in order to meet continuous requirement of its customers.
Human resource management consists of various practices that needs to be accomplished by
managers for attaining specific job position at workplace. There are various major benefits of
HRM Practices that will be achieved by Hilton Hotel and its managers after performing that
functions. Some key essential HRM practices which are performed in organisation are mentioned
below:
Workforce planning: This is considered as continual process which has been used by
management of Hilton Hotel in order to align the basic requirements and priorities of business
enterprise with those of its major workforce for ensuring that it can meet its legislative, service,
production and regulatory requirements and company's objectives. In this scenario, Workforce
planning is considered highly beneficial for manager of Hilton Hotel as it useful ensure that
organisation consist an adequate supply of individuals with required skills, knowledge and
experience. It helps the organisation to achieve its strategic business objectives efficiently and
effectively. It helps in generating business excellence or intelligence in order the organisation of
the current, transition and future influence of external and internal environment of business
enterprise along with the key input in to process of budgeting. Further, talent management is
done by organisation for HR planning which involves analysis skills and competencies of
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available employee at workplace, Translating short and long term goals of management,
identification of gaps between organisational goals and current employee capabilities and
planning of specific HR initiatives in order to address these gaps in workforce development,
training and career planning (Nickson, 2013).
Recruitment and selection:
Recruitment is termed as process used by organisation for attracting required potential
talent or candidates in organisation to fill specific job position. Selection is another essential
process which start after completion of recruitment and refers to screening of potential
candidates from recruited applicants on the basis of interviews, test and discussions etc. in
international business enterprise, there is requirement of candidates which are able to fulfil skills
set needed for company at specific job position. In this context, there are various important
practices have performed by managers in Hilton Hotel for recruitment and selection of qualified
employees at workplace such as Job Description, Job specification, skills inventory, job position
strategy and orientation etc.
Development and training:
Training is termed as program which is organisation by company for its employees to
learn specific knowledge and skills in order to improve performance in their current job roles.
However, development is more expansive and emphasize on employees' growth as well as
future performance rather than an immediate job role. Hilton Hotel identify need of training
among employee by using various techniques such as interview, performance appraisal and
analysis of outputs of employee performance at workplace. This is considered as beneficial for
Hilton Hotel in reducing employee turnover as it helps in morale and motivation of employees
towards job at workplace. High employee potential can helps individual to attain specific job
position at workplace. In performance appraisal, manager take review supervisor or line
manager in order to ascertain performance of an employee at workplace.
Separate training sessions are organised at Hilton Hotel for each department which is essential
for accomplishment of training and development.
Performance management and Reward systems:
Performance management is analysed as specific process through which the managers
and staff in Hilton Hotel work with each other for planning, monitoring and reviewing an
employee's objectives towards work and overall contribution towards organisation. In Hilton
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Hotel, managers tends to formulate plan, monster and review the output in order to manage
performance of individual at specific job position. Performance management is strategic
approach which is beneficial for increasing effectiveness of organisation through improving the
performance of individual who work in Hotel and through developing capabilities of teams and
individual contributors. Reward systems implies to HRM practice which is performed by HR
managers in Hilton Hotel to improve efficiency of employees at workplace. In this, Rewards and
benefits are provided to employee on the basis of their performance in critical situations.
Monetary and non monetary rewards will be given to employees in order to increase their
potential at workplace (Kim, 2012).
B) Organization's approach to and effectiveness of employee relations and employee
engagement and adaptation of flexible organization, working practice and employers of
choice.
Maintaining effective and healthy relations in organisation is considered as pre requisite
for success of organisation. Strong employee relations have been required for high productivity
and satisfaction of workforce. While working in organisation, employee needs to collaborate
other employees or colleague for performing various task at workplace. High potential
employees can perform various duties to performance the job at workplace. In order to carry out
business operations, it is essential that there is positive relationship between employees and
employers so that they will together perform duties for achievement of organisation's objectives.
 Employee relations and industrial relations:
It usually deals with the avoidance with avoidance and resolution of issues relating to
individuals which may arise out of or provide impact on work scenario. Industrial relations is
analysed as relationship between employees and management in organisation that stem directly
or indirectly from union employer relations. In this context, management of Hilton Hotel also
provide its major focus on development of position employee relations at workplace. Manager
tends to improve employee relations through effectively communicating strategic decisions,
vision , mission and getting input of employees. However, manager in Hilton Hotel also assign
duties and responsibilities according to potential of team member in order to attain their specific
job position at workplace. Development of effective employee's relationship will help the
organisation in improving efficiency of employees at workplace. Positive relationship of
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employees with their supervisor in Hilton Hotel will provide them chance to develop their skills
and performing tasks effectively at workplace (Daley, 2012).
 Employee Engagement:
It is considered as fundamental concept in the efforts in order to understand and
determine both qualitative and quantitative, the nature and kind of relationship between company
and its employees. In order to raise the performance of organisation in hospitality industry, it is
essential for company increase its productivity and apply strategic decision through which they
can improve their quality of products and services. Increase in employee engagement in Hilton
Hotel has also increased the chance for organisation to attain successful, increase contribution to
organisational and individual performance and objectives. Various techniques such as
recognition, training, rewards and communication are implemented by organisation to increase
involvement of employees in making strategic decision to improve quality of products and
service (Nel and et.al, 2014).
 The Flexible organisation: It is also considered as effective for organisation as it helps in
attaining qualified potential employees at workplace. In hospitality business, Flexible
working practices are analysed important strategic approach that benefit the organisation
s in increasing performance of employee and resolving conflicts. It implies to practices
such as Hot desking, Working from home which is continuously increasing in
international business enterprises. Through this, management of Hilton Hotel can
improve employee and business performance.
 Employer of Choice: It is considered as term that is used to indicate that the business
enterprise has extraordinary working environment, many business applicants that are
willing to remain with the employers and rate of employee turnover will remain low. By
implementing this approach, management will be able to attain specific job
responsibilities and opportunities at workplace. It enables Hilton Hotel to retain
qualified employee at workplace.
 Impact of employee relations on HRM decision making: Employee relations in
organisation also have influence on decision making because HR department policies
through analysis of behaviour, coordination and cooperation of employee in organisation
with each other. Various decision related to training and development, rewards and
performance management gets affects due to behaviour of employees towards
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management. In Hilton Hotel, positive relationship between employees and management
have reduced employee turnover also affected the decision of recruitment of candidates in
organisation.
C) Key areas of employment legislation
Legislation related to employee are required to be complied by organisation at the time of
decision making . These are mainly analysed while making decision related to management of
human resource as it may totally change ny decision or plan formulated by HR department in
organisation.
 Employment rights act: This act was introduced with an aim to provide various rights to
individual working within organisation at different job position. It is usually entitled to
an compensation, national minimum wage, terms and condition of employment and
protection against unfair dismissal at workplace. This legislation has provided major
influence of decision of organisation relation setting employee compensation, recruitment
and selection of employees at workplace (Flamholtz, 2012).
 Equality Act: This act set out that women and men should be treated equally and
provide equal payment for doing the similar type of work or ranked for being the same
value.
 Working Time and Minimum Wage regulation: According to the working tome
directive 1999, Guaranteed all employee a maximum 48 hours working week and also
provide four week holidays.
 Equal payment act: This act will provide an understanding to the organization that
employees that male and female working at same level in organization should get equal
payment as being of same value.
Impact of Legislations on HRM decision making:
Equal rights act provide major influence on decisions of human resources' management
such as setting employees' compensation as they need to provide equal wages to employee at
similar position. Equality act also provide decision of HR department related to Harassment,
various policies and compensation of this act. This is also related to accomplishment of various
important business objectives and retention of qualified employees at workplace.
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TASK 3
Brief evaluation of the process and rationale of conducting appropriate HR practices.
Recruitment and selection is also determined from the practical work related with the
view point of Hilton Hotel for the new vacant position of hotel manager. It is also considered
as important approaches for achievement of qualified potential for accomplishment of
organisation goal.
Rationale
The logic behind the accomplishment of HRM practice is mainly associated with the
hiring the best suited and exact skilful candidate or individual for this post in accordance with
the purpose of this position, organisation policies and culture. It is also considered as important
for organisation to attain specific job position with sufficient authorities and responsibilities at
workplace (Locke and Latham, 2013).
Policy statement of recruitment and selection
The most vacant position which has been stated above here is filled up through
conducting through position analysis irrespective of level in the position. Alternative processes
will be followed as alternative plan. Moreover, the committee members of staffing and selection
committee is required to learned and trained on the process of recruitment and selection of
candidates.
Job description and person specification
Job specification for the post of Hotel manager at Hilton hotel
Qualification MBA/ MFA/ CA/Degree in Hospitality
management
Experience 0 to 2 years
Training 6 months of practical training experience
Skills Communication, problem solving, resources
planning and management, leadership,
technical and reasoning skills
Responsibilities Managing team member and controlling
hospitality operations
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Emotional characteristics Punctual towards work timings and self
motivated personality.
Sensory demands Expertise problem solving, communication and
team management skills
Job description
Job Title: Hotel manager
Job Overview: the concerned person is required to manage all the operations related to the
hospitality sector involving the team management, resources management, evant handling,
accessing and meeting customers needs and rectifying any issue occuring at the work place.
Roles and Responsibilities
 Able to manage the resources and work force at Hilton group.
 Access the needs and demands of customers and stake holders.
 To execute the business operations and activities related to hospitality firm.
 Capable to form a team and manage it in an effective way.
 Manage various operations including accommodation, room services, catering etc.
QUALIFICATION
◦ MBA
◦ MFA
◦ CA
◦ Degree in Hospitality management
◦ Punctual towards work timings
◦ Self motivated
◦ Problem solving
◦ Team management
◦ technical and reasoning skills
Experience: 0 to 2 years
Salary: £20,000 and £25,000
Timing: 8: 00 AM to 7:00 AM
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Interview decision sheet.
Individual
exercise
Role play
interview
Interview Critical
Thinking Test
Business
decision
analysis test
Leadership 
Customer
Focus

Problem
Solving and
decision
making

Communicati
on and
influence

Initiative and
drive

CONCLUSION
In this report, it is concluded that human resource management has its major importance
for organisation to achieve competitive advantage. Hilton Hotel is an international business
enterprise which deals in providing high quality and luxurious hospitality services to its targeted
premium class customers across 100 countries. This is considered as continual process which has
been used by management of Hilton Hotel in order to align the basic requirements and priorities
of business enterprise with those of its major workforce for ensuring that it can meet its
legislative, service, production and regulatory requirements and company's objectives.
ASystematic interview process can provide the deeper review inside to the interest job
candidates who meet the desired skills profile for specific job.
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REFERENCES
Books and Journals
Aswathappa, K.E.M.A.L., 2013. Human resource management: Text and cases. Tata McGraw-
Hill Education.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review, 22(1), pp.43-56.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), pp.1-56.
Jiang, K., Lepak, D.P., Han, K., Hong, Y., Kim, A. and Winkler, A.L., 2012. Clarifying the
construct of human resource systems: Relating human resource management to
employee performance. Human resource management review, 22(2), pp.73-85.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management, 41(2), pp.257-279.
Locke, E.A. and Latham, G.P. eds., 2013. New developments in goal setting and task
performance. Routledge.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Nel, P.S., Werner, A., Botha, C., Du Plessies, A., Mey, M., Ngalo, O., Poisat, P. and Van Hoek,
L., 2014. Human resources management. Oxford University Press Southern Africa.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Pieper, R. ed., 2012. Human resource management: An international comparison (Vol. 26).
Walter de Gruyter.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews, 15(1), pp.1-
14.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
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Online
Bhattacharyya, B., 2017.“5 Major Functions of Human Resource Management”. [Online].
Available through:<https://www.keka.com/5-major-functions-human-resource-management/>
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