Application of HRM in Workforce Planning and Resourcing

This document discusses the application of HRM in workforce planning and resourcing in the hospitality industry. It covers the purpose and functions of HRM, strengths and weaknesses of recruitment and selection approaches, benefits of HRM practices for employers and employees, and the importance of employee relations in HRM decision making. The document also includes a case study on Hilton hotel.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1 (LO 1, 2 & 3).....................................................................................................................1
P1. Application of purpose and functions of HRM to workforce planning and resourcing........1
P2. Evaluating strengths and weaknesses of different approaches to recruitment and selection 3
P3. Benefits of different HRM practices for employer and employee both................................4
P4. Evaluating effectiveness of different HRM practices to increase profit and productivity....5
P5. Importance of employee relations to influence HRM decision making................................6
P6. Key elements of employment legislation and their impact on HRM decision making.........7
TASK 2 (LO 4)................................................................................................................................8
P7. Application of HRM practices in a work-related context of Hilton......................................8
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Currently, hospitality industry is at boom which is earning growing at a rapid pace with
face intense rivalry from competitive firms. Thus, to sustain for longer span of time, hotel sector
is giving due emphasis on human resource management (HRM) as workforce is the lifeblood of
any business operating in this industry (Human resource management (HRM), 2019). In the
present study, one of the leading hotels i.e. Hilton, London has been selected with reference to
which there will be discussion on purpose and functions of HRM in terms of resourcing with
appropriate skills and talent. Also, there will be study on evaluating the effectiveness of key
elements of HRM along with analysing internal and external factors that impact on HRM
decision making. Employment legislation will be explained here as well with applying HRM
practices in work related contexts.
TASK 1 (LO 1, 2 & 3)
P1. Application of purpose and functions of HRM to workforce planning and resourcing
In Hilton hotel, being operating in service industry i.e. hospitality sector, due importance
is given to workforce planning and resourcing. The purpose as well as roles and responsibilities
HRM towards firm are given as below:
Purpose of HRM
 Decreasing costs – Main purpose behind HRM in Hilton hotel is to reduce the costs so
that with minimum expenses, maximum profit can be gained which can further be used in
future activities of business like resourcing of skilled and talented candidates (Bailey and
et.al., 2018).
 Maintaining a positive and healthy working environment – Another major purpose of
HRM is to maintain the working environment of organisation in a healthy and positive
manner so that existing workforce can perform their work willingly and new candidates
can be attracted towards firm.
 Improving the level of coordination – One of the main purposes of HRM in Hilton hotel
is to have high level of coordination in between all departments so that set objectives can
be attained in the most effective and efficient manner within stipulated timeframe
(Reiche, Harzing and Tenzer, 2018).
Roles and responsibilities of HR function
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 To keep employees motivated – HRM plays the main role in any organisation to motivate
the workforce and so as in Hilton hotel. Organisation understands the value of motivated
workforce which leads to retain them and so, cost of new recruitments and selection gets
reduced.
 To raise employee commitment – HRM practices like providing rewards and recognition
to employees based on performance in Hilton hotel increase their commitment towards
business and so, they perform their tasks with highest level of efficiency (Banfield, Kay
and Royles, 2018).
 To develop the quality and quantity at workplace – HRM in Hilton leads to develop the
quality workforce and not just quantity which means its focus is not only on increasing
the number of employees but on raising their skills, knowledge and competencies.
Significance of HRM in acquiring talent for attaining organisational goals
In Hilton hotel, HRM plays a significant role in providing firm with highly talented and
skilled workforce. Organisation gives due consideration to talent management which helps in
retaining them and making systematic and consistent decisions regarding development of staff.
HR function plays a vital role in attracting the top talent for organisation through effective
recruitment and selection practices and thus, provides talent to firm who can effectually attain
the set goals and objectives of Hilton hotel (Collings, Wood and Szamosi, 2018). For example:
workforce with effective communication can provide high customer satisfaction.
Application of HRM to development and training, performance management and reward
system
In Hilton hotel, HRM is applied to develop and train the employees to improve their
existing skills, abilities and knowledge. Training and development programs are organised by the
organisation based on the requirement of employees with an aim to provide high client
satisfaction and improve business performance. Further, hotel focuses on performance
management of employees too where with the use of different techniques like 360 degree
appraisal and benchmarking, it controls the performance of workforce and based on same,
monetary and non-monetary rewards are provided to them in the form of appraisals, incentives,
promotion, transfer, appreciation and recognition, etc. (Boon and et.al., 2018).
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P2. Evaluating strengths and weaknesses of different approaches to recruitment and selection
Recruitment can be explained as an activity of attracting a pool of talented candidates
which established a relationship in between the employer and applicants. While, selection is
unlike recruitment and comes after that where all unsuitable candidates are rejected and the most
appropriate one for vacant position based on skills, knowledge, abilities and competencies
required for respective post is hired (Nieves and Quintana, 2018). The approaches to recruitment
and selection used by Hilton hotel are discussed as below:
Online job boards and company website – There are many job boards available today which
Hilton prefers for their recruitment and selection process like monster.co.uk. It helps the
organisation with a strong employer brand. Also, Hilton has a ‘vacancies’ section on their
website where candidates directly apply and if seems suitable, hotel approaches them (Ashton,
2018).
Strengths
 It is highly cost effective and provides global reach to the organisation with gaining
instant applications.
 Hotel can easily make its internal vacancies known to a large number of sites as well as
through videos and blogs, it can provide soft information on its workplace culture
(Picincu, 2018).
Weaknesses
 If website is badly designed, it may lead to turn-off potential candidates.
 In case if applicants are not computer literate, this method of recruitment and selection
may prove to be discriminatory and so, there might be chances of losing better
candidates.
Recruitment agencies – Nowadays, this method is also being used by many organisations and
so as by Hilton too where firm comes in contact with private sector agencies that fulfil the
requirement of candidates through providing temporary and permanent placements (Baum,
2018).
Strengths
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 As candidates are pre-screened and pre-referenced, company gets higher quality options
to select the best suitable person for vacant position.
 Minimal administration is required as agency performs most of the tasks related to
recruitment and selection including external advertising.
Weaknesses
 It is an expensive method of recruiting and selecting candidates as on an average, these
agencies charge 20% of the appointee’s salary.
 Maximum candidates prefer to deal with the employer only (Sheehan, Grant and
Garavan, 2018).
Professional referral schemes – This method can be termed as internal referrals too which is
mainly used for filling the managerial positions in Hilton hotel as existing employees are referred
for higher positions based on their performance and feedback given by all associated staff.
Strengths
 Company easily retains the staff and gains high quality candidates for vacant positions.
 This method is highly cost effective in comparison to others.
Weaknesses
 Organisations gains only a limited pool of candidates and rejected referrals become
demotivated (Mahal, 2018).
 With this method, Hilton will not be able to create a diverse workforce.
P3. Benefits of different HRM practices for employer and employee both
HRM practices are being conducted by the human resource department of Hilton hotel
with an aim to keep the morale of employer and employees high so that they can be retained for
longer duration. Benefits of some of these practices to both; employee and the employer in
Hilton are:
Training and development – HR manager’s one of the important responsibilities in
Hilton is to help human resources with training and development. He organises various programs
based on the identified needs of people and accordingly, determines the most appropriate way of
delivering same. To employees, this proves to be highly helpful as by the same, they develop a
career track by which further opportunities in the future can be grabbed by them along with
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gaining an additional experience (Hughes, 2018). Employer in Hilton gets benefitted through
these programs in a way that with increase in the skills, abilities and knowledge of employees,
efficiency of work will be increased and so, the set targets can be achieved effectually on time.
Flexible working practices – These practices are like providing flexibility in working
hours, leave policy, etc. which play a significant role in maintaining a healthy environment at
workplace and in retaining the staff. To employees, these practices benefit in a manner that their
motivation and willingness to work increase as they do not feel stressed. On the other hand, main
benefit which employer gets with the same is that of increased productivity as motivated
workforce performs their tasks with higher efficiency (Burke, 2018). Also, employer does not
have to face issues like increase in rate of absenteeism and employee turnover.
Rewards and recognition – This is one more HR practice as per which performance of
staff in Hilton is measured and if it is up to the set benchmark, rewards and recognition are given
to them. Monetary and non-monetary rewards are provided on the basis of needs of respective
people in organisation. Benefit of this HRM practice is that it improves the performance of
employees and increases feeling of competitiveness among them which leads to attainment of
goals effectually (Bailey and et.al., 2018). Further, employer gains the main benefit of satisfied
workforce as well as actual performance level of employees will be known to him according to
which suitable actions to improve the same can be taken on time.
P4. Evaluating effectiveness of different HRM practices to increase profit and productivity
HRM practices prove to be highly effective in Hilton hotel in terms of increasing profit
and productivity as these help in increasing the motivation and morale of employees and so they
perform their tasks with high efficiency. Effectiveness of some of the common HRM practices
being used in Hilton is explained as below:
Performance management – This is one of the main HRM practices of Hilton hotel
under which performance of employees is measured and controlled using suitable methods. With
the help of this, company comes in position to identify the need of training and development to
be given to employees, performance of whom is supposed to be improved (Human resource
management (HRM), 2019). Thus, through improving the worker’s performance, profit and
productivity of organisation gets increased.
Payment and reward system – Hilton hotel gives due emphasis on the payment and
reward system wherein suitable methods are being used to keep workforce highly motivated with
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offering attractive pay and rewards based on their performance, skills and competencies. This
HRM practice proves to be highly effective in raising the profit and productivity in organisation
as employees perform with higher efficiency if they get satisfactory pay along with rewards for
same and vice-versa (Reiche, Harzing and Tenzer, 2018).
Employee relations – Maintaining healthy employee relations plays a vital role in making
the employees feel that their rights have not been violated and they are being supported by the
management. These relations are maintained by Hilton with the help of implementing policies
for health, safety and well-being of employees which assist them with legal matters that make
them feel safe and secured. So, they work with willingness which ultimately leads to increase the
profit and productivity of Hilton hotel (Banfield, Kay and Royles, 2018). It can be said that to
maintain employee relations is very important in this competitive era as people have various job
options available to them and so, they can switch to other rivalry firms if not satisfied.
Different methods used in HRM practices
Under performance management, Hilton hotel uses various techniques like 360 degree
feedback and balanced scorecard. Further, under payment system, methods used by the
organisation are pay for performance, individual and team based incentive plan as well as
competency pay (Key Tools and Techniques for Performance Management, 2018). Reward
system includes methods like bonus, profit sharing and recognition programs which are being
used by Hilton to keep its employees highly motivated. For example: In Hilton hotel, as per
competency pay, some employees are given with higher pay due to having some additional
competency like knowledge of more than one language. Further, employee who perform beyond
the expectation level get rewards like profit sharing under which a specific percent of profit
earned is given to the person who has performed extremely well. Along with that, at the time of
promotions, performance of employees is evaluated by the HR department of Hilton hotel using
methods like 360 degree appraisal where feedback from all associated members of company to
the respective employee is taken and based on same, actions are taken (Key Tools and
Techniques for Performance Management, 2018). Apart from that, hotel is following all
necessary laws like Discrimination Act, Equality Act, Equal Pay Act, etc. which helps in
avoiding the possible litigations.
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P5. Importance of employee relations to influence HRM decision making
HRM decision making gets highly influenced through employee relations. It is crucial to
maintain healthy relations with employees for Hilton as keep proper understanding and
cooperation in between staff members. Hilton is successfully maintaining its relation with
workforce leading to avoid conflicts and confusion. Through the initiatives taken by World
Federation of Trade Unions (WFTU), service sector of UK is successful in avoiding issues
related to employee discontentment (Collings, Wood and Szamosi, 2018). It led trade unions to
come in harmony that are present across world. There is establishment of The Trade Union
International of Workers in Tourism and Hotels (HOTOUR) as well whose main objective
behind establishment is to keep the interest of employees protected and satisfying them with
offering attractive compensation and suitable working conditions along with following all safety
standards. Below are some factors related to employee relations that influence HRM decision
making in Hilton hotel:
 Collective Bargaining and Negotiation – Hilton hotel is following the process of
collective bargaining wherein negotiation is done by the members of trade union and
employer in case if any issues or conflicts take place at workplace related to the interests
of workers or employment relationship. In this hotel, voluntary agreements are framed
and implemented by the staff based on compensation and pay so that conflicts related to
same can be resolved (Boon and et.al., 2018). Therefore, it can be said that HRM
decision making gets highly influenced through this factor.
 Employee Contribution and Authorisation – Hilton hotel always provides full
opportunities to employees to participate in the organisational activities like planning and
decision making process which makes them feel recognised and valued leading to render
high satisfaction to them with reduced conflicts and grievances at workplace. Further,
employees are given with empowerment by delegating responsibilities to them based on
their skills, competencies and experience which increases their morale and so, healthy
relations in between staff and hotel is effectually maintained (Nieves and Quintana,
2018).
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P6. Key elements of employment legislation and their impact on HRM decision making
Some of the key elements of employment legislation imposed by UK government that are
being followed by Hilton hotel are discussed as below along with their implications on HRM
decision making:
 Advisory, Conciliation and Arbitration Service (ACAS) – ACAS is basically an
independent body whose funds come from the government. Major objective of this body
is to render conciliation services mainly to the parties involved in any kind of conflict
related to work. Involvement of same is in employment tribunal. Hilton hotel asks for
guidance and advice from ACAS in case if some conflict arises related to internal or
external parties of business (Advisory, Conciliation and Arbitration Service (Acas),
2018). It impacts on HRM decision making in a way that most appropriate judgement is
made in against the conflict and parties involved are made satisfied. However, if firm will
ignore conflicts that arise at workplace, its productivity and profit may have to suffer.
 Equality Act 2010 – In compliance with this act, Hilton hotel is not allowed to practice
any kind of discrimination at workplace with employees in relation with their age,
religion, sex, race, etc. It is mandatory for the hotel to treat all employees on equal level
(Nie, Lämsä and Pučėtaitė, 2018). Along with that, in case of disability, it is the
responsibility of hotel to provide respective employees with reasonable adjustments so
that they can perform their work comfortably. Thus, in this way, the decisions related to
HRM get influenced through this act. It can be critically assessed that non-compliance of
this law will create dissatisfaction among workers and thus, retaining them will be a
troublesome task for company (Ashton, 2018). Also, firm may have to face severe
consequences from the side of regulatory authorities of UK.
 Employment Act 2008 – This act is related to the labour laws made by UK government
that are necessary for firms operating in service industry to comply with like paying
minimum wages set by the government with following all standards related to
employment. HRM decision making in Hilton hotel gets influenced through same in a
way that proper security and safety along with attractive pay are required to be given
(Baum, 2018). However, non-compliance of same may lead organisation to deal with lot
many issues like penalties and actions taken against firm by government.
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TASK 2 (LO 4)
P7. Application of HRM practices in a work-related context of Hilton
Job Description
Designation – Front Office Manager
Reporting Authority – General Manager
Work Location – Hilton Hotel, London
Job Brief – We are looking for a Front Office Manager who can manage the hotel’s reception
area well. You will be the face of organisation and so need to ensure that all clients and
visitors will be having a heart-warming welcome. You need to handle all front desk activities
with maintaining a pleasant personality and keeping a professional attitude for supervision.
Roles and Responsibilities
 To provide effective supervision and support to office staff
 To do proper scheduling of shifts
 To focus on preparation and monitoring of necessary office supplies
 To update the records in terms of expenses and costs of office
 To ensure that all policies and requirements related to company are effectually met.
 To make sure that all customer services are rendered timely and accurately.
Requirements
 Must have some previous experience as a Front Desk Manager
 Must have knowledge and experience to work on office machines like printers
 Must be proficient enough in speaking and understanding English
 Should have knowledge regarding MS Office
 Should possess effective communication and people skills
 Must have High School Diploma with some additional certification
Person Specification
Knowledge Required
 Must have knowledge regarding principles and processes to offer customer as well as
personal services
 Must be aware with administrative and clerical procedures and systems like designing
forms and SOPs
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 Must possess knowledge related to Micro’s Opera administration system with MS
Office programs
 Should be aware of business and management principles with basic knowledge of
economic and accounting practices
Skills Required
 Effective communication and organisational skills
 Should be socially perceptive
 Must have convincing skill
 Must be computer literate and possess proven supervisory skills
 Time management, active listening and problem solving
Qualification
 High School Diploma; College Degree
Experience
 Previous Front Office experience in some luxury property
Appropriate Job Related Questions
1. What do you know about our hotel and why do you want to join us?
2. What is the reason behind leaving your last job?
3. What is your management style being a Front Office Manager?
4. Where do you see yourself after 5 years?
Job Offer Letter
Letter of Appointment
Dear XYZ,
With respect to the interview and discussion held with you, we are glad to appoint you in our
hotel w. e. f. 10th February’ 2019 on the below terms and conditions.
1. Designation – Front Office Manager
2. Department – Front Office
3. Place of Posting – London Hilton on Park Lane. However, if required, at any time,
you can be placed or transferred to other department, brand or establishment under the
same management without hampering your payment and the service conditions.
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4. Grade – Manager
5. Remuneration – £45,000
6. Work Week – Monday to Friday from 8:30 a.m. to 4:30 p.m.
7. Probationary Period – 3 months
8. Benefits – You can avail company’s benefits plan after completing the probation
period
9. Statutory Holidays – 10 statutory holidays can be availed by you in a year as per
Employment Standards Act.
10. Company Policies – You must abide by all company policies of our hotel that will be
provided during your orientation i.e. on first day of working.
Evaluating the use of technology to improve recruitment and selection process
Hilton hotel makes highly effective use of technologies like online resources, digital
platforms and social networking to improve their recruitment and selection process. With these
techniques, hotel is easily and effectually attracting a large pool of candidates within short period
of time and finding the most suitable talent for organisation. It can be said that these techniques
are saving the resources of hotel as well as leading to increase productivity with reducing risk for
a bad match (Sheehan, Grant and Garavan, 2018). Further, online resources like application
forms on company’s website and digital platforms like video interviewing prove to be highly
helpful in saving the time and hotel becomes more strategic. However, absence of these
techniques may lead firm to bear wastage in terms of resources like time, money and efforts of
workforce.
CONCLUSION
From the above report, it can be concluded that human resources are the major asset of an
organisation, especially in hospitality industry as they are the one who manage all tasks
successfully. It has been assessed that HRM plays a significant role in Hilton hotel to look after
the proper management and best working practices which leads to increase the productivity and
profits of organisation. It can be articulated from the report that HRM in Hilton leads to strategic
deployment of workforce that is made highly committed as well as capable through using various
approaches like employee relations, reward system, performance management, etc. which is
leading company to attain competitive edge over others and to survive with sustainability.
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REFERENCES
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Boon, C. and et.al., 2018. Integrating strategic human capital and strategic human resource
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Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management: A macro and micro
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