Strategic Role of HRM in Achieving Success

Hilton, a company, can achieve its desired level of outcome or success by employing the functions of Human Resource Management (HRM). A positive relationship exists between motivational theories and reward systems, as seen in Virgin Media's practices. By giving rewards for better performance, businesses can raise the motivational aspect of personnel to a large extent. Furthermore, companies can build a distinct image at the marketplace by complying with legal aspects during selection and cessation of personnel. HRM functions help achieve success with satisfied and motivated people.

HRM

Contents
INTRODUCTION......................................................................................................................4
TASK 1......................................................................................................................................4
1.1Differentiating personnel and human resource management in the context of two
organizations..........................................................................................................................4
1.2 Assessing the ways in which functions of human resources management helps business
unit in achieving its purposes.................................................................................................5
1.3 Evaluating the roles and responsibilities of line manager in alignment with the HR
functions.................................................................................................................................6
1.4 Analyzing the impact of legal and regulatory framework on human resource
management ...........................................................................................................................6
TASK 2......................................................................................................................................7
2.1 Analyzing the reasons behind the human resource planning ..........................................7
2.2 Stating the states related to the planning of human resource requirement ......................7
2.3 Comparing the recruitment and selection process of two organizations..........................7
2.4 Evaluating the effectiveness of the recruitment and selection process of Hilton in
against ....................................................................................................................................8
to Marriott..............................................................................................................................8
TASK 3......................................................................................................................................8
3.1 Assessing the relationship with between motivational theory and reward .....................8
3.2 Evaluating the process of job evaluation of virgin media and other factors which
determines the pay..................................................................................................................9
3.3 Assessing the effectiveness of reward system which is employed by Virgin media ......9
3.4 Examining the methods which are undertaken by Virgin media for monitoring the
performance of personnel.....................................................................................................10
TASK 4....................................................................................................................................10
4.1 Identifying the reasons behind the termination of the employment contract of Faisal’s
with The Chicken Master.....................................................................................................10

4.2 Describing the employment exist process employed by the Chicken master and its
competitor firm.....................................................................................................................11
4.3 Stating the impact legal framework on employment cessation arrangement ................11
CONCLUSION .......................................................................................................................12
REFERENCES.........................................................................................................................13

INTRODUCTION
Human resource management may be defined as a process which places more
emphasis on the maximization of employee performance. In the business organization, HR
manager is assigned with the task to manage the employees of firm more effectively and
efficiently. HR manager plays a vital role in the recruiting and selecting the talented people
for the job. Along with thus, HR department makes focus on employee training and
development, motivation, compensation and benefits. Thus, HR department makes vital
contribution in the attainment of organizational goals and objectives by managing employees
in the best possible manner. The present report is based on different scenarios which will
discuss the various aspects and functions of human resource management. Besides this, it will
also shed light on the legal aspects which business unit needs to consider during the
recruitment and cessation contract. Further, report will also develop understating about the
manner through which business unit enhance the employee motivation and morale.
TASK 1
For this task Hilton which is one of the leading company of UK operating in the
hospitality sector. It offers luxurious accommodation services to the customers which makes
their stay experience more memorable. Along this, Marriott also has been undertaken which s
one of the major competitors of Hilton.
Differentiating personnel and human resource management in the context of two
organizations
There are significant differences take place in the approaches of personnel and human
resource managements. For instance: Hilton adopts human resource management approach
and thereby makes focus on managing the people and the strengths through the training
session. Whereas, Marriott employer makes focus on personnel management which is a
traditional approach of managing people. In contrast to this, personnel management makes
focus on the maintenance of employee welfare and labour relations. In comparison to this,
human resource management places high level of emphasis on the development, satisfaction
and motivational aspect of the personnel. Moreover, motivated employees are highly
productive as compared to others (Mathis and et.al., 2016). Thus, HR managers of Hilton
organize programs to enhance the motivation of employees. Besides this, personnel

management assumes people as an input which helps business unit in getting the desired level
of outcome or success.
On the contrary to it, HR department of Hilton takes employees as the most valuable
assets. This factor assists company in retaining human resources for the long span of time.
Under personnel management, personnel get very less training opportunities for upgrading
their skills and competency. Hilton who follows HRM conducts training session on a
periodical basis to build up the proficiency level of personnel (Difference Between Personnel
Management And Human Resource Management, 2016). Moreover, in the service industry
satisfaction of the customers are highly influenced by the services offered to them. In this,
company can raise productivity and profitability by providing proper training to the
personnel.
1.2 Assessing the ways in which functions of human resources management helps business
unit in achieving its purposes
Functions of HRM include recruitment, selection employee motivation, termination,
training and development activity as well as performance management. HR manager of
Hilton makes focus on recruiting and selecting the highly skilled people. Moreover, in hotels
satisfaction of the customers are highly influenced by the quality of services provided to
them. In this, by hiring skilled personnel company is able to serve customers more effectively
and efficiently (Hendry, 2012). Along with this, HR manager makes continuous monitoring
of the performance of employees with the aim to assess their training and development need.
In this way, by conducting the training session HR department enhances the proficiency level
of personnel.
In addition to this, HR manager also plans activities which may result into high
employee motivation. Further, human resource personnel also evolve satisfaction among the
employees by offering suitable solution to them in relation to their issues. HR manager also
organizes reward and recognition program to appraise the performance of personnel. It
enables firm to enhance the morale of the human resources to the significant level
(Armstrong and Taylor, 2014). Thus, all the activities of human resource department help
company in fulfilling their aims and objectives.

1.3 Evaluating the roles and responsibilities of line manager in alignment with the HR
functions
Line manager of Hilton performs several roles and responsibilities by making
alignment with the HR functions are enumerated below:
Role
 Line manager plays a crucial role in enhancing the motivation and morale of
personnel to the great extent.
 HR personnel build and maintain high level of discipline within the firm which may
turn into high level of employee productivity.
Responsibility
 HR manager of the firm has responsibility to recruit and select highly talented
personnel who have ability to offer quality to services to the customers (Jiang and
et.al., 2012).
 Manager is also assigned with the task to organize training session for enhancing the
performance level of human resources.
1.4 Analyzing the impact of legal and regulatory framework on human resource management
Legal and regulatory aspects place direct impact on the human resources
management. According to the laws HR manager of the firm needs to offer equal
employment opportunity to all the talented and skilled people. On the basis of this aspect HR
manager of Hilton cannot discriminate their people on the basis of age, sex, gender, disability
etc. Further, company must also follow data protection Act, 1998. According to this act, HR
manager of the firm does not disclose personal information of the candidates in front of
others (Purce, 2014). Thus, HR manager of the firm has accountability to maintain the
confidentiality of data. Along with this, company is also obliged to offer appropriate salary to
employees or workers in accordance with the minimum wage Act. Thus, Hilton can build and
strengthen their brand image at marketplace when they employ all these legal standards while
recruiting and selecting the human resources.

TASK 2
2.1 Analyzing the reasons behind the human resource planning
Human resource planning is the process in which manager of the firm makes
assessment about the personnel which they require in the near future. Moreover, when
business unit expands their business operations then they needed more employees. Along
with this, company also makes focus on the adoption of latest technology with the aim to
serve customers in an effectual manner (Taylor, 2014). In this, for coping up with such
changes Hilton requires highly skilled and talented personnel. For this, HR manager of the
firm will invite all the talented people by placing advertisement about the job on newspaper
and company’s website. Thus, human resource planning is highly related to the estimation of
personnel which will require for achieving the organizational goals and objectives.
Importance of HR
 Human resource planning is important because it assist a business enterprise to
become aware about future needs and requirements of all its workers. Furthermore, it
helps in formulating effective strategies for overall management of people within an
organization.
 Human resource planning is also important in coping up with changes or
modifications that occur in overall business environment.
 Effective planning of human resource helps companies to carry out the best and most
appropriate utilization of all available employees or staff members.
2.2 Stating the states related to the planning of human resource requirement
Steps for the planning of human resource requirement are enumerated below:
 In the very first step HR manager of the firm makes analysis of the organizational
goals and objectives. It provides deeper insight to the firm about the personnel require
within the business unit.
 Once analysis has been done thereafter HR manager places emphasis on matching the
present and future manpower needs.

 At this stage, manager of the firm makes assessment of the skills which who potential
personnel require for performing the job (Lievens, 2015).
 In this, HR manager of the business enterprise makes assessment of the human
resources which are available to it in terms of desired level of qualities.
 In the last stage, HR manager makes focus on matching the demand and supply.
Through, company is able to deal with the aspects of over and understaffing.
Stages in Human
resource planning
Analysis of the
organizational goals and
Makes assessment of
available the human
resources
Assessment of the skills
Matching the present and
future manpower needs
Matching the demand and
supply

2.3 Comparing the recruitment and selection process of two organizations
Standard process has been followed by both Hilton and Marriott during the
recruitment and selection. Firstly, company identifies the need of human resources and
thereafter invites all the skilled people through the means of advertisement. Thereafter,
business unit selects only few number of people whose skills and abilities are match to the
job profile (Jeske and Shultz, 2016). Further, business enterprise organizes interview session
of the selected personnel. Thereafter, both Hilton and Marriott select the best personnel who
clear the interview session more effectually and efficiently. Both the companies do not
discriminate people on the basis of their age, race, sex etc. The only difference is that
Marriott give more preferences to the customers who have any reference. In contrast to this,
Hilton gives more priority to the skills of personnel rather than reference.
Basis of comparison Hilton Marriott
Discrimination In the process of recruitment
and selection, the brand
makes sure that no
discrimination is carried out
among candidates
The selected has not
developed any effective
policies regarding
discrimination in its
recruitment and selection
process
Selection In Hilton, candidate gets
selected on the basis of their
qualifications and experience
In Marriot skill set and
knowledge of workers is
given more preference over
selection.
Recruitment Here, recruitment is carried
out with the help of different
firms and recruitment
agencies
The selected business carries
out recruitment with the help
advertisement in newspaper
and business magazines

2.4 Evaluating the effectiveness of the recruitment and selection process of Hilton in against
to Marriott
From the assessment, it has been identified that recruitment and selection process
which is employed by Hilton is more effectual rather than Marriott. Hilton undertakes web
based methods for making advertisement about the vacancies. Besides this, it also makes use
of internet for getting the application from the candidates. This aspect provides high level of
convenience to the potential candidates. Further, company also make contact with the
educational agencies that provide education in relation to the hospitality sector. Along with
this, company also conducts both aptitude and practical test of the personnel. Through this,
company is able to recruit and select highly skilled and talent candidate (Taylor, 2014).
However, Marriott does not consider all these aspect. They adopt traditional ways to hire the
skilled personnel. Company only makes focus on recruiting the personnel who are well
known rather than others. In addition to this, Marriott does not undertake technological
aspects while selecting personnel for the job.
On the basis of discrimination, it can be evaluated that the recruitment and selection
process of Hilton is more effective as compared to Marriott. Here, a clear and transparent
policy has been adopted by Hilton Hotel which eliminates all form of discrimination. On the
basis of recruitment channels used, it can be evaluated that both the companies are using
effective and suitable channels. The rationale behind this is that the selected channels are
helping them to get the best and desired candidate for the vacant post in the organization.
TASK 3
3.1 Assessing the relationship with between motivational theory and reward
The given case situation that Virgin media created from merger and now it is one of
the world’s largest international cable company. It provides broadband, TV, mobile phone
and hone phone services. Along with the investing money in the new technologies business
unit also makes investment on the growth and development of personnel. Company thinks
that when employees of the company are engaged and motivated them in may result into
happy customers (EL-Hajji, 2015). This in turn also helps in gaining the support of
shareholders to the significant. Hence, Virgin media undertakes both Maslow’s and
Herzberg’s theory of motivation. Maslow’s theory clearly provides the idea about the manner
in which needs and wants of the personnel are arises.

Along with this, Herzberg’s theory entails the factor which may cause of satisfaction
and dissatisfaction among the employees. In this, both the theories of motivation assists
business unit in assessing the need of personnel in relation to the financial and non-financial
rewards such as promotion etc. Thus, by offering the suitable reward to the employees
business unit can raise the motivational aspect of the personnel to the great extent. In this
way motivational theories are highly interrelated with the reward system.
It can be stated that motivation theory in Virgin media is directly connected with
reward system. Justification for the same is that the company is currently using various non-
monetary and monetary reward systems in order to encourage and motivate its employees.
This means people in the organization directly get motivated in situations where they receive
rewards such as incentives, recognition, appreciation and awards from the management.
Therefore, it can be assessed that both reward system and motivational theory are directly
connected with each other in Virgin media.
3.2 Evaluating the process of job evaluation of virgin media and other factors which
determines the pay
Job evaluation may be defined as a process in which manager of the firm determines
the value of job as compared to others. Virgin media undertakes this process to offer suitable
pay to the personnel. Moreover, in the business organization employee satisfaction and
retention is highly influenced by the salaries and other financial benefits offered to them. For
this purpose, manager of Virgin media prepares job description and specification. The
Thereafter, manager gives rank to the different jobs according to the duties, skills and
qualities etc. which are required to perform the job as compared to others (Kutlu,
Ekmekçioğlu and Kahraman, 2013). On the basis of such aspects business unit allocates
money to the each job. However, it is to be critically evaluated that company does not
undertake hazard factor while determining salary structure. Moreover, it is also one of the
main factors which have high level of influence on the satisfaction of the employees. Besides
this, workers capacity, experience, work quality, hazard etc. are the factors which company
need to consider while determining the pay structure. Thus, by taking into account all these
factors company is become able to offer appropriate salary to the employees and thereby
retain them for the longer duration. The key factors which determine or influence pay at
Virgin media are mentioned below as:

Demand and supply- In situations where the demand of human resource is high in market and
supply is low, the company is required to pay higher wages and salaries to higher productive
and skilled worker force.
Quality of work- It can be determined as another major factor which has direct influence on
pay of workers in Virgin media. The company is required to pay high salaries to people who
are working in top and media management.
3.3 Assessing the effectiveness of reward system which is employed by Virgin media
Reward system which is employed by Virgin media is highly effective. Company
offers promotional opportunities to the higher level managers whose monetary needs are
satisfied to the large extent. According to the Maslow and Herzberg theory promotion,
recognition etc. are the main factors which evolves high level of satisfaction among the
employees. Besides this, middle and lower level employees are motivated by the company
through financial benefits such as incentive, bonus etc. Through this, virgin media is become
able to retain their customers for longer duration (Robertazzi, 2012). Further, highly
motivated personnel share their experiences with their friend and family members. In this
way, business enterprise can attract the talented personnel to the full extent. Hence, reward
system of Virgin media is competent which places positive impact on the morale and
motivation of personnel.
It can be evaluated that the reward system which has been implemented by Virgin
media is effective in terms of transparency and fairness. In terms of retention and motivation
the system is effective because it has helped the company to lower down its rate of employee
turnover. The implemented reward system has resulted in creating satisfaction among
workers and they are being encouraged to give their best towards success of the business
enterprise. However, it can be argued that the company is not focusing more on non monetary
rewards and this has resulted in creating dissatisfaction among some workers employed in the
middle and higher level.
3.4 Examining the methods which are undertaken by Virgin media for monitoring the
performance of personnel
Virgin media undertakes benchmarking and 360 degree feedback system to evaluate
and monitor the performance of personnel. Business organization makes focus on assessing
the deficiency aspect of personnel by comparing the actual performance with the standard
one. This aspect clearly provides idea to the company about the areas in which human

resources of the firm require improvements. Besides this, company also makes use of 360
degree feedback system in which company takes reviews from the superiors of personnel in
relation to their performance. Moreover, superiors and colleagues have better idea about the
performance aspects of their subordinates (360 degree feedback, 2016). Hence, both the
systems provide assistance to the Virgin media in identifying the training needs of personnel.
Thus, by taking into account the outcomes of monitoring system business unit can upgrade
the competency level of personnel by conducting the training session. This in turn, helps
company in maximizing the productivity and profitability.
TASK 4
4.1 Identifying the reasons behind the termination of the employment contract of Faisal’s
with The Chicken Master
There are several reasons due to which Bob Jones who is the owner of Chicken
Master took decision in relation to the ending of employment contract with Faisal. Primarily,
Faisal went on strike for the period of six months. This activity of Faisal is completely in
against to the rules and policies of the company. Besides this, owner of the restaurant hired
Faisal for managing the performance of restaurant (Hendry, 2012). However, Faisal did not
perform his work in an efficient manner. On the basis of the cited case situation, the front of
store and kitchen was not cleaned properly. Along with this, manager also failed to make
proper supervision of the personnel.
Further, Bob already mentioned in the employee handbook employees are not allowed
to make use of company’s equipment for the personal use. From investigation, Bob found
that Faisal continuously looked at pornography and spent huge amount of his time n mailing
to his wife. He spent his working time in completing the homework of daughter and also
makes planning in relation to opening of his own restaurant. Due to this, working aspects and
performance of the restaurant is negatively affected. Hence, by considering all these aspects
Bob had taken decision in relation to the firing of Faisal.
In general terms, there are several other ways which can results in cessation. For
example cessation can be caused in situation where employees are being discriminated on the
basis of various demographics variables. Other than this, lack of personal and professional
growth opportunities can also results in increasing the rate of employee turnover.

4.2 Describing the employment exist process employed by the Chicken master and its
competitor firm
Exist process which is employed by The Chicken Master and Murano is highly
similar to the large extent. If employees want to leave the organization then they require
giving prior notice to the higher management and HR manager of the firm (Armstrong and
Taylor, 2014). Both the companies adopt such standard process which enables them to make
all the possible arrangements for fulfilling the human resource requirements.
Two major differences which take place in the exit process of both the companies are the
notice period and feedback system are:
 In the Chicken master personnel need to serve the notice before the one month of
leaving the restaurant. Whereas, in Murano such notice period is higher such as 2
months.
 Along with this, restaurant also encourages personnel to fill the feedback form which
contains several questions regarding to the level of employee satisfaction and the
areas of business unit which requires improvement. Thus, by making analysis of such
forms owner of restaurant would become able to take strategic move in an effectual
manner.
On the basis of this aspect, it can be stated that exist process of Chicken master is
more effective in against to its competitor firm.
4.3 Stating the impact legal framework on employment cessation arrangement
On the basis of the laws abnd lergislation business unit has responsibility to give prior
notice to the personnel before termination. Company cannot terminate their personnwel
without providing information to them. In addition to this, business also needs to give chance
to their personnel to present their views on the ground on which they are ternminated.
According to the laws and legislation before terminating the employment contract employer
requires giving opportunity to the personnel to present their views. In the given case situation,
Faisal sued on Bob by imposing the allegation that discrimination has been made by him on
age and race. Moreover, on the place of Faisal, Bob hired a female whose age was 40. In this,
the claim which was made by Faisal will prove true then Chicken Master is liable to provide
him with job. Along with this, restaurant will also be entitled for giving compensation for the

time of unemployment. Moreover, company cannot fire any personnel without giving any
notice and reason. Besides this, legal and regulatory framework also restricts business unit to
do not discriminate people on the basis of age, race, sex etc. (Jiang and et.al., 2012). Thus, if
allegation which is imposed by Faisal will prove then Bob is entitled to give compensation
for the loss suffered by him.
CONCLUSION
From the above report, it has been concluded that human resource management is
highly effective as compared to personnel management. Hence, by employing the functions
of HRM Hilton can get the desired level of outcome or success. It can be revealed from the
report that high and positive relationship exists between the motivational theories and reward
system which is undertaken by Virgin media. Hence, by giving rewards for the better
performance business unit can raise the motivational aspect of personnel to the large extent.
Further, company can build distinct image at marketplace by complying with the legal aspect
during the selection and cessation of personnel. It can be seen in the report that all the
functions of HRM help company in achieving success with the help of satisfied and
motivated people.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
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EL-Hajji, M.A., 2015. The Hay System of Job Evaluation: A Critical Analysis. Journal of
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Hendry, C., 2012. Human resource management. Routledge.
Jeske, D. and Shultz, K.S., 2016. Using social media content for screening in recruitment and
selection: pros and cons. Work, Employment & Society. 30(3). pp.535-546.
Jiang, K. and et.al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management
Journal. 55(6). pp.1264-1294.
Kutlu, A.C., Ekmekçioğlu, M. and Kahraman, C., 2013. A fuzzy multi-criteria approach to
point-factor method for job evaluation. Journal of Intelligent & Fuzzy Systems. 25(3). pp.659-
671.
Lievens, F., 2015. Diversity in medical school admission: Insights from personnel
recruitment and selection. Medical education. 49(1). pp.11-14.
Mathis, R.L. and et.al., 2016. Human resource management. Nelson Education.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Robertazzi, T.G., 2012. Computer networks and systems: queueing theory and performance
evaluation. Springer Science & Business Media.
Taylor, S., 2014. RECRUITMENT AND SELECTION. Strategic Human Resource
Management: An International Perspective. pp.139.
Taylor, V.F., 2014. Gaining Experience Using the Classification Method: A Job Evaluation
Exercise. Journal of Human Resources Education. 8(2/3). pp.32-45.

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