Human Resource Management Practices Impact on Employees

This assignment delves into the effects of high-performance human resource practices on employees' attitudes and behaviors. It is based on a comprehensive review of relevant literature, including studies by Kehoe & Wright (2013), Knowles et al. (2014), Kramar (2014), and others. The assignment aims to analyze how HRM strategies influence employees' perspectives and actions within organizational contexts.

Human Resource Management

EXECUTIVE SUMMARY
The human-resource is regarded as the person who has responsibilities for managing the
activities and management of firms like patterns, benefits, compensation, etc. In this report,
information for handling firm’s activities by HR have been discussed. So, for business analysis
for Hilton, internal and external analysis has been done which help to analyse the factors that
affect the organisation. Continuing with these, the document will display the strategy models of
human resource management for organisation. These models are used for to improve the
business strategies. Here using two models corporates and SHRM that helps in the corporates
and system for measuring the information of enterprise by the HR. These written reports also
provide recommendations regarding the performances of businesses and its implementation
including methods and approaches for managing the HR. Such as development, training, staffing
etc. Furthermore, these is also establishing awareness of barriers to applying cultural differences
alongside various working legislation and practices. Like government laws, rules and regulations
for organisation system.

TABLE OF CONTENTS
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Internal and external environment for Hilton.........................................................................1
TASK 2 ...........................................................................................................................................3
Models for strategic human resource management ...............................................................3
TASK 3 ...........................................................................................................................................5
Recommendation....................................................................................................................5
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource has responsibility for managing functions of firms like staffing,
activities of enterprises, designing and creating patterns for work, profits, and compensation. In
these reports in management of HR, Hilton hotel has been considered (Armstrong, and Taylor,
2014). Leisure tourists and branding businesses are targeted by this organisation with various
areas like airports, city, conventional centres, and some famous locations across the globe. In
these document, analysing internal-external environmental sources of firm, also includes
concepts of models in strategic human resource management for evaluation of human resource
policies and procedure. At last, recommendation is displaying relating to the attraction of talent
to support future performances of organisation. Furthermore, these covering new approaches and
methods of managing human resources of enterprises with demonstration for awareness of
barriers for implementing cultural differences alongside working practices and legislation.
TASK 1
Internal and external environment for Hilton
Internal environment is the combination of some objects in companies. Like current
workers, corporate and enterprises culture and management (Brewster and et.al., 2017). It is
displaying overall behaviour of firms and employees. So, these objects effecting on businesses
and staff members, workers behaviour is also affecting on manager's activity.
External environment is an outer element that affect functions of enterprises and its
ability. Organization activities can be arisen by firms marketing or some other needed things
which are required for adjustment in enterprise.
Micro environment for Hilton
 Customers: Various services offered by Hilton like packages for family fun from
Hollywood galas to its firm’s parties, wedding functions etc(Chelladurai and Kerwin,
2017). These events attracting many clients and providing more facilities for common
people. This thing of enterprises is used for targeting peoples.
 Suppliers: Reputation and profit is often affected by suppliers. Firm also tries to
maintain network and connections with suppliers. Monitoring sustainable services and
products can be fetched by supplying management teams. Goods or products, in firms
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mostly obtained from locals and this enterprise consist around in ninety countries several
suppliers. Local suppliers help, support and their maturity is the success of Hilton hotel.
They ensure quality with quantity. For inspiring suppliers, Hilton hotel is developing
purchasing policy for the suppliers. It contains some offers and schemes for that pupil.
 Media for publicity: Main sources for details about Hilton hotel is provided by its
website which is accessible by people. This site consists some content of image form so
these will give easy way to analyse information of rooms and other related things for
hotel (Brewster and et.al., 2016). Organisation also emerging with media that also
publishing details and make publicity for business. Like annual document for corporate
responsibility. Enterprises have minimized consumption of water by 10%. So, these helps
to save money and they also populating from these ads. Furthermore, these is also
increasing image in the public's eye for Hilton hotel.
 Mediator: This playing wider role in Hilton hotel because it is the force in enterprise.
Clients mostly do not know manufacturers and take services and products from locals.
So, firm is purchasing products from distribution companies and send that products to the
end user. So, this procedure is widely supported and used by firm.
 Competitors: In branding Hilton have big scaled and this is hard to make for medium or
individual small sizes enterprises for entering in market without any awareness and
position of capital to compete with organization (Marchington and et.al., 2016). Firm
have many competitors in market like Marriott international, InterContinental Hotels
Group, Hyatt Hotels Corporation, Wyndham worldwide, Accor Hotels, etc.
 Employees: Workers are playing major role for human resource management. In 2016,
Hilton have 169000 employees. Organization has big properties in HRM around 665 for
managing team members. In Human resource management training improving workers’
skills and providing best services to the customers.
Macro environmental factors
 Political: Maximizing legislation involving some limitations for Hilton. All organisations
must adopting various rules or laws which are constantly modified (Purce, 2014). These
regulations enforced firms for security of clients, organisations and social interest.
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 Environmental: Global warming problems are impacting on hotels in contribution of
assets and amounts. Operational value is maximizing cost for enterprises like minimizing
carbon foot mark.
 Social: In 2011, according to national economy in Tourism sectors, sum of total
contribution in GDP for UK is around 101 billion which was 6.7%. Firm provides
services to meet client’s requirements in this industry (Brewster and et.al., 2016).
Enterprise also help and take responsibility socially via contributing revenues to Hilton
community foundation which is serving their services according to the needs. So, this
thing adds much value in responsibility to its society.
 Technological: With spreading technology, firms offering users to browse information of
Hilton on their own devices using application. These apps providing details regarding the
firm like paying, registration, availability of rooms, etc. Using these applications clients
can also make points and receiving rewards (Anderson, 2013). Using these reward's
customer can get free tickets for airlines, reduce some percent rent on vehicles, etc.
 Economically: Taking goods from localities and recruiting staff members for firm, it will
influence income for the social economy. In 2013, organization maximized development
in tourism sector for challenges. So, recession is not arising at Hilton (Renwick, Redman,
and Maguire, 2013). Working with firm, helps to maximize its strategy and also
strengthening community. Firm offering locals and its communities via targeting major
problems like in economic, unemployment and poverty. So these will give help for
maximizing social and economic profits.
SWOT analysis for Hilton:
SWOT is a technique that helps to identify the weaknesses, strengths, opportunities and
threats for an organisation. Here SWOT analysis for Hilton is given below:
Strengths:
 Recognize high brands.
 For improvements constant updates of
business procedure and experience of
customers technical innovations are
used.
Weaknesses:
 Market shares are limited.
 Different government policies affected
globally on business operations.
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 Good retention of workers.
Opportunities:
 In emerging markets it has high
potential.
 Innovative services are provided to the
customers. Using technology, gives better use.
Threats:
 Increase growth of businesses.
 Turbulence arises mostly in political
and economic countries.
 Price point competition.
Porter's five forces analysis for Hilton:
Porter's five force is a structure that helps to identify competition level within business
sectors and development of business strategy. Porter's five forces analysis for Hilton is given
below:
 New entrants threat is high: In Malaysia, it is highly rated hotel industry. So many new
entrants wants to enter for compete with these firm.
 Suppliers bargaining power is low: These are service companies so they require so much
manpower to run their business for customer services. Hilton staff is main supplier to
customers because they are in charge of daily routine activities.
 Customers bargaining power is high: Some places where resorts and hotels are not
available then bargaining power of clients is relatively high (Shields and et.al., 2015). It
is all depends on area. It simply means so many hotels within tourist attraction,
customers bargaining power is going to be high. Competitors also provides some offers
for attracting clients. Like discounts on prices.
 Substitutes threat:In hotel industry, substitute threats on services or products are not
significant. Bed & breakfast and cottage are examples of substitute threats that is faced
by these industries. This kind of inn provides good services with reasonable prices
because of these they are very famous.
 Rivalry degree: Among various enterprises, hotel industry is furious. Marriott, Hyatt
Regency, Sheraton, etc. are competes with Hilton. Highly increases business growth
during the past some years. Its net income according to 2016 quarter grows 106.68% as
compared to other competitors.
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TASK 2
Models for strategic human resource management
HR models is mediator between key locations and its strategy of its management. Like
Procedure of Human resource is HR management and it is systematic structure for organisation.
These structures are displaying responsibilities and its functions for organisation (Jackson,
Schuler, and Jiang, 2014).
HRM policy and procedure on recruitment and selection using Harvard :
Harvard model was founded in Harvard school in 1984. It is framework that helps in
solving problems of historical personnel management. It provides two features which are given
below:
 Line managers have more responsibility that ensuring strategy of competitive alignment
and personnel policies.
 Personnel has mission for setting plans for policies that consists its activities which are
implemented and developed in a structure that create them more strengthen.
Advantages of Harvard models are given below:
 Recognition is integrated of stakeholders interests of a range.
 Between workers and the interests of owners, trade-off's importance is recognised may be
in implicitly or explicitly.
 The context of human resource management is increases that consists enterprise work,
influence of employees and supervisory styles questions.
 Strategic choices are emphasized that are not driven by environmental determinism or
situational.
This model includes six basic elements: 1) stakeholders interests, 2) consequences for
long term, 3) situational factors, 4) feedback loop, 5) outcomes of HR and 6) choices of HRM
policy.
Organization workers handle by HR policies because these gives guidelines on the
approach in an enterprise. These policies display specific guidelines for several matters to human
resource managers regarding employ and its levels.
HRM policies are developed as a key functions for HR management. It includes eight
common responsibilities which are benefits & compensation, employment placement &
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practices, diversity at workplace, HR information systems, relations in management of labour,
safety, health & security, development & training and HR research.
HRM selection and recruitment procedure: Selection process is different in every
organization. Hilton is large hotel so needs more manpower for providing services to customers.
For these, enterprise hiring workers according to the requirements. Hilton uses its website and
advertisements for showing job vacancies in their hotels (Nickson, 2013). So many applicants
applying their resumes and CV's according to the requirement of job. Among the CV's and
resumes, candidate is selected for next round which is screening interview. This process is for
specific requirements in departments like manager, receptionists, etc. Some other jobs like
waiters that provides foods to the customer. For these firm selects normally local peoples by
using local centre for giving ads.
HRM policies on recruitment and selection process consists policies and provide a
standard is the main purpose of these policies. This policy provides equal employment and then
its opportunities for all candidates. It includes position information, selection phase, recruitment,
complaints, application process of rejection and completion (Popaitoon and Siengthai, 2014).
These policies are work according to its scope. For example: position information policy
includes all data regarding to persons post and that person is selected in selection phase for that
post. In complainants and in application process of rejection and completion include all
information related to employee queries and complainants and that queries are written in
application form. So these are both soft and hard HRM because these all are exists in soft as well
as hard HRM activities.
TASK 3
Recommendation
Hilton hotel is facing different types of issues related to management like different
learning style, training & development, retaining staff that who are good and beneficial for an
enterprise, etc. So this report is recommends that Human resources are important in recruitment
& selection, managing workers' turnover, productivity & performance, etc. In small firms, HR
practitioners healed balance and extracting for involving workers and services for Hilton
(Aswathappa, 2013). Retaining staff is the way where good employees are keeping for long time
jobs and then retain them by using some techniques. Like rewarding, praise, conduct contests,
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provide incentives, promoting workers, use open communication between management and
workers, interact with enterprise mission, financial rewards, know workers needs and their
expectations, etc. These are methods that used to retaining staff of an organisation. Using these
methods, many problems are faced by an organization like it changing learning styles, resistance,
employee turnover, etc. Retaining motivated workers will help to achieve in process of firm's
success. It also negatively impacts the firm's morale also maximizes expenses in employee's
turnover. Increases retention can be done by conducting retention program for workers is very
effective way for maintaining productivity and performance of job. So these problems can be
managed according to given information which is given as below:
 By managing worker turnover: In these conducting retention programs that will
concentrates on relationship among employees and management. For maintains
satisfaction of workers, firm must attempt benefits, competitive pay, and workers
assistance programs. HR teams have expertise in getting feedback which are received by
the exit interviewees.
 Effectiveness of cost: Firm can get profits from workers retention programs because these
are effecting directly on bottom line of employee's. Very expensive in providing high
turnover. Employees replacement costs can be going to be high in order to human
resource management.
 Productivity and performance must be maintained: it helps to increase productivity of an
organization. Takes time in recruitment and training process to employees. Work not
completed at empty posts. If post is filled, then new employee must need training to do
their work. So it takes some time for understanding all work according to their posts if
he/she is fresher.
 Recruitment enhancement: Employee recruitment is an effective strategy that often begin
during the selection procedure (uwehilton, 2013). For firms' corporate environment,
organization gives a realistic view that enhances its opportunities and expectation of job
for new hires that can influence retention of workers.
 Maximizes morale: Workers enjoy their working atmosphere if they are appreciated for
the work they do. So their retaining power is increased. Strategies of retentions helps to
make positive environment for work and also increases engagement of employees.
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Human resource management is important for Hilton because of following reasons:
selection, development and training, profits, compensation, protection, recruiting members,
satisfaction of workers, compliance and for liability.
 Selection: In recruitment process, HR selecting and hiring managers who are
professional or experts who will take good and beneficial decisions for Hilton in order
workforce and retaining staff. They also give direction to recruited manager so that they
will know organizations details for hiring procedure for suitable workers and make
connections with all. Process of selection, depending on skills of professions and their
knowledge (Kramar, 2014). This thing is taken and also known by questionnaires,
interviews, etc and helps to maintain retain staff.
 Development and training: The orientation of workers coordinate with their work and
skills according to Hilton need and its requirement by HR experts in development and
training. Also, needed step is used for making and maintaining network of workers so
that will help to retain employees. Providing training and development to employees
makes them aware to know fair practices in employment.
 Profits: Professional experts in benefits, will minimize cost which updates recruited
workers, related with turnover and attrition. These are very important for Hilton because
they know and they are expert with their skills that how to decrease team profits packages
for staff members (Hoque, 2013). They are familiar with employees and their work also
give profits so that they know the ways and methods for minimizing operational cost of
enterprise and by knowing these also maintain retaining workers. Profits are essential for
firms without making any benefits firm cannot run in market.
 Compensation: HR makes plan for compensation in patterns and mechanism for Hilton
that setting its wages in competition with other organization according to location and
also for employee management. It is based on employee's performance that is given by
quarterly and may be yearly (Marler and Fisher, 2013). These performances can be
measured by work of employees by surveying their duties according to their jobs. So,
level of performance is noticed by analysing peoples work also by giving them targets
and tasks that also give information that which employees are doing their work with
efforts. So this thing also giving data about workers performance then good worker can
be retain.
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 Protection: Issues related for work environment like to give safe and good conditions at
work from workers are always arisen. Risk management and protection at workplace is
important so these is all managed by HR manager and an expert. Work environment is
important for employees morale and its safety is essential requirement of employees
(Jabbour and et.al., 2013). So, workplace must safe and secure. Risk is managed by HR
manager and also staff is retained by measuring employees performance.
 Recruiting members: Selection process is based on resumes, face to face interviews,
group discussion etc. (Boella and Goss-Turner, 2013). For these methods, schedule is
important according to the levels and its priorities. Recruitment of workers is process of
recruiting employees where the people's knowledge and skills are monitored and if they
are good at work they will be retained in an organization.
 Satisfaction of workers: If workers not satisfying with their work so it will create
negativity in their minds and whenever they are working they will not focus properly. So,
this thing will impact on their performance and firm’s profitability. Making relationship
and communication will help to maximizing their performance so these will also increase
the profitability of Hilton (Björkman and et.al., 2013). These also maintaining connection
of employee and employer. If Workers have satisfaction with their jobs, then they will
try to make more clients and make good connection with all customers. So this kind of
staff must be retained in an organization.
 Liability: Firms identify liability and exposure after decreasing regarding unfair practices
and unemployment. They analyse problems and conflicts by searching and then solve that
things which are impacting on firm’s environment (Stredwick, 2013). Like unfairness,
business tangles, harassment, discrimination, etc. It helps to know rules and regulations
for Hilton and government policies so they are trying to educating peoples in these all
laws. So this thing can built trust in an enterprise then workers are doing their work with
full efficiency. In retain staff management, these type of employees must be included.
Strategies for developing HRM procedure in management of employees is given below:
These can be sub procedure for Human resource management. Some main important things in
HRM processes are, Planning, recruitment, development and training, directing, performance,
promotion according employee’s work and abstraction.
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Human resource is including some steps which are as above:
 Acquiring details - Employee’s complete information including their performance,
knowledge and skills must be retrieved by HR that will help in enhancing Hilton profits
because their performance effect firms benefit (Kehoe and Wright, 2013). Output of
performance is displaying estimation of process. So skilled and knowledgeable workers
in an enterprise must be retained in management of staff retention.
 Seminars and workshops – Data can be gathered by generating seminars and
workshops. It promotes morale in employees that helps to support in retention of staff
management. So, these things will be evaluated strategy of newly appointed members and
HR. In these, groups must have discussed in sequence to know ideas and strategies of
new member. The details of previous seminars and workshops of people, and their
performance at workplace can used for the retention in staff management. Group must
discuss on latest with current trends and its concepts. So, these will help in effects of
different learning styles, strategy of HR and profit on Hilton (Knowles, Holton III and
Swanson, 2014). The different levels and their properties with activities must be recorded
for to know employees performance so that if they are good then they will be retained.
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CONCLUSION
This report is concluded that various methods are used for analysis of firms internal and
external structure. Such as, SWOT, PESTLE, etc. So in this document is displaying that internal
and external environment is affecting businesses. The various strategy using models of HRM is
used for businesses in training, staffing, recruiting, etc. The corporate and system HRM strategy
is displaying its objectives for Hilton hotel for implementing and also focusing on its strategies.
Lastly, in task 3 is covering recommendation regarding performance and techniques for
implementation in management of human resource.
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