Hilton Hotel UK Human Resource Management

This assignment delves into the crucial role of human resources management at Hilton Hotels UK. It examines various aspects, including the selection process, employee training programs (differentiating between training and development), and the company's adherence to employment laws. The report also highlights the importance of human resources in driving organizational growth and achieving customer satisfaction through effective service delivery.

HUMAN RESOURSE
MANAGEMENT

Table of Contents
INTRODUTION.........................................................................................................................3
TASK 1.......................................................................................................................................3
1.1Role and purpose of human resource management in HILTON..................................3
1.2 Justify a human resources plan based on an analysis of supply and demand for a
selected service industry business ....................................................................................4
TASK 2.......................................................................................................................................5
2.1Assess the current state of employment relations in a selected service industry .........5
2.2 Affects of employment laws on management of human resources.............................6
TASK 3 .....................................................................................................................................8
3.1 Job description and job specification for Hilton Hotel industry..................................8
3.2 Comparison of selection process of Hilton Hotel and TESCO super market chain. 10
..................................................................................................................................................11
TASK 4 ....................................................................................................................................11
4.1 Contribution of training and development activities to effective operation..............11
CONCLUSION.........................................................................................................................13
REFRENCES............................................................................................................................14

INTRODUTION
Following report is prepared to understand importance of human resource management. In
this report, the relation between management and the employee will be studied and how their
relation can be improved will also be explained through this. In an organisation various
activities like recruitment, selection and training will take place. The following report will
help in understanding the effectiveness of various selection programs in the business.
(Flamholtz2012). Hilton is a hotel chain which has its chains all over the world. It is one of
the best in its industry as it provides the customers with the best hospitality services supported
with excellent quality and friendly environment. In order to know the importance of human
resource management in the Hilton we need to analyse how the different activities related to
the human resource take place there.
TASK 1
1.1Role and purpose of human resource management in HILTON
The main function of the human resource is to help the management in achieving its
goals and objective for which the owner is running the business. The roles and functions
perform by the human resource indicates how the human resource work in the organization to
achieve the ultimate goals. Different roles performed by the human resource are as follows:
▪ Assistance in goal achievement- The main role of the HR is to help the
management in achieving its goal. For this the HR works in coordination with
one another so that all the activities are carried out smoothly. The HR is
responsible to provide the required resources to the workers so that the
operations can be completed on time in the most effective manner (Gatewood,
Feild and Barrick,2015).
▪ Recruitment- It is the process through which process of selecting the right
person for the right job takes the place. It is a very important function as
providing the human resource at the right time is very important in order to
carry out the routine in the organization. For this a proper process of
recruitment is followed which is a complex process and takes time to give the
results. Therefore an effective HR management has the duty to start the
recruitment process on time with incurring the minimum cost in the process.

▪ Increase the performance- The human resource of Hilton helps in increasing
the potential and efforts of the individual. It is done through providing training
and assistance to the employees. By providing good training the employees are
told how the work given can be done in the best manner with effective control
on the total cost as just completing the work is not important, it is also very
important to do the work with minimum investment in it (Weberand Fried,
2011).
▪ Guidance- The HR of the cited company provide guidance to the employees
as and when it is required. It is a very important function as in case where new
employee is recruited it he need guidance of his seniors in order to understand
the working of the organization. They provide help to the employees as how
they have to do their work and in case the employee face any problem in the
course of action they can ask their quarries which will be solved by the human
resource.
1.2 Justify a human resources plan based on an analysis of supply and demand for a selected
service industry business
Great HR planning includes meeting present and future organisational needs. The
administrators guarantees that personal requirements are met through continuous
investigation of performance goals, job necessities, combined with information of business
laws.
Hotel Hilton normally arranges their future requirements for supplies, equipment,
building limit, and financing (Mathis and Jackson 2011). Hotel Hilton should likewise plan to
guarantee that their human resource requirements are fulfilled. HR planning includes
recognizing staffing needs, predicting accessible personal, and figuring out what increases or
substitutions are required to keep up a staff of the coveted amount and quality to accomplish
the association's objectives. The HR planning capacity includes three distinctive components:
job analysis, predicting demand and supply, and lawful restrictions.
Predicting demand and supply, includes utilizing any number of modern factual
strategies in view of examination and projections. Practically, estimating demands includes
deciding the numbers and kinds of sorts of work force that an association will require in the
future. Most administrators consider a few components when anticipating future staff needs.

The demand for the association's item or services is foremost. In this manner, in a business,
markets and sales figures are anticipated first (Boselie, 2010). At that point, the work force
expected to serve the anticipated limit is evaluated. Different variables regularly considered
when estimating the demands for staff incorporate spending imperatives; turnover because of
resignation, terminations, exchanges, and retirement. New innovation in the field is also to be
considered during prediction.
Anticipating supply includes figuring out what faculty will be accessible. The two
sources are inner and outer: individuals officially utilized by the firm and those outside the
association (Barney,Ketchen and Wright,2011). Supervisors commonly consider when
estimating the supply of staff incorporate advancing workers from inside the association;
recognizing workers willing and ready to be prepared; accessibility of required ability in
nearby, local, and national work markets; rivalry for ability inside the field; populace patterns;
and school and college enlistment drifts in the required field.
Employee forecasting is the process through which the future demand and supply of
employees are fulfilled by making the required number of employees available on time. There
are various factors that affect the demand like tren in the organisation and need of
replacement in the existing staff. It has to be first identified why there is need to do planning
human resource than later analysis the job specifications. After this it has to be determined
that what process will be followed in order to conduct the recruitment process and then taking
the final action.
TASK 2
2.1Assess the current state of employment relations in a selected service industry
Worker Relations is an essential range within the human resource management. It is
included in the system of work related with keeping up employer- employee connections that
add to attractive efficiency, inspiration, and confidence. Basically, Employee Relations is
mainly focused of addressing issues which affects the work productivity.
After the critical review of representative relations, we can contend that the
components of perfect employee- employer connections as follows:
1. Recognizing legally binding and statutory work right
2. The agreement of work

3. Segregation in work
4. The direction of working time
5. End of work contract
6. Enforcement of legally binding and statutory employment right
In the present time, employee connection is an emergency for lots of associations.
Representative relations are specifically identified with the zones like inspiration, worker
efficiency, work fulfilment, and so on which is important in the service sector. Therefore,
keeping up great representative relations in the hotel industry is much important (Albrech,
2011).
Now, current condition of representative relations in the hotel Hilton is attractive. The hotel
diversified their business around the globe, due to this, they need quality staff for effective
running of their operations. Human resource management plays a vital part for maintaining
good relations amongst the employees and this is necessary for the effective running of the
operation. For this the cited company has established a very good relation with its employees.
This statement can be supported in the following manner:
 The company gives rewards to the potential employees.
 Employees are provided with effective training programs
 Development programmes are done in order to support the functions of the company.
 The company also provide the employees with the opportunities to make growth and
development by providing them with various career opportunities.
 The technical skills of the employees are also improved by continuous monitoring and
guidance to the performance of a group and the individual.
 The employees are motivated to be loyal and dedicated towards their organisation.
This is done by empowering the employees by providing them good working culture
and healthy environment.
 “Make it right” is the policy set for the employees. This programme helps the
management in proving the customer the best services that is supported with the
excellent quality (Scullion and Collings, 2011).
 The company provide its employees benefits other than monitory incentives like
holiday packages, vouchers and like options which encourage the employees to work

harder and make improvements on daily basis (Kraaijenbrink, Spender and
Groen,2010).
Current state of employment relations in HILTON:
 Clear mission and vision – Management ensures that the goals and objectives
are well communicated to all those who are part of this entity.
 Connection with personal value – All the staff members are given equal
importance by the leaders which results into healthy working environment.
 Celebrate success – whenever Hilton does an achievement is is well enjoyed
with all. Employees who contributed in the victory are rewarded and
recognised by the management.
2.2 Effects of employment laws on management of human resources
There are different laws in every industry which company has to follow. In this, there
is employment law which is made for employees of the company for their safety, and for their
rights. Legal Laws are the guideline for the company according which company has to
perform. These laws differ from country to country (Boxall and Purcell, 2011). Every country
has its own law but the objectives of laws are same. The aim of employment law is to get the
employment right and they should get all the safety measure in the company they work. The
UK has to consider the human resources law when they are making policies for the human
resources of their company. Because these laws have greater influence on the human resource
while making the policies. Human resources are the vital activity taken place in the
organization.
In UK there is employment law which brings the improvement in the employee’s
performance and protect the personal interest of the employees working in Hilton. There are
laws for Hilton employees in the UK. Such as their minimum wages should be £6.31 for 21
years old under the national minimum wages Act 1998, there should fix number of holidays
employees should get in a year. The working hours of the employees are also fixed no
company can force their employees to work overtime under the working time regulations Act
1998. There law for the child labor (Armstrong and Taylor., 2014). The companies are not
supposed to give employment to child. By these laws the Hilton hotel also gets affected by
these laws. The company uses the human resources in their staffing, training and

development, motivation activities. Company has to make their human resources by
considering all these laws. On the basis of the policy the company can recruit the employees
for the company.
The company has to follow UK laws for the employment law in their company. Like if
it is restricted to have the child labor company cannot hire any employee comes under minor
category (Jiang and et. al., 2012). Company has to schedule the time table of the employees
by which they should not exceed the time limit given by law. The company has to look after
all the activities like hygiene, food, giving them good working environment to motivate
employees and safe their personal interest by giving them the salary and other benefits
promised by the company during the recruitment. Every law impact on the business in one or
another way. The company need to give the facilities to their employees according these akws
like safety facility. There are certain rules and regulation control by the legal factors of the
country. The legal factor is one of the external factors which effects the business environment
and company has legal bounded to follow these rules (Salvendy., 2012). If they are not
following the rules legal authorities can take action against the company which may affect the
company image.
TASK 3
3.1 Job description and job specification for Hilton Hotel industry
In company recruitment and selection process is very important. It take long time and
resources to choose the right candidate for an enterprise. The right employees is person who
has the skills and qualification according to profile company is hiring (Chang, Gong and
Shum, 2011). There are different departments in the organization which has different
functions so the select candidate should have the knowledge of particular field. HR is
involved in very level of management. The company cannot function without human
resources. Every company has its different criteria of selection the candidates. Hilton job
description format given as below.
Organization Name Hilton hotel UK
Job designation Front desk agent

Location London
Report to Human Resource Manager
Roles and Responsibilities  A front desk supervisor with Conrad hotels
 To welcome the guest
 To solve the customer queries
 Manage the check ins and check outs
 Responsible for the in house activities.
Skill Required  Flexible in nature
 Excellent interpersonal, oral and
communication skills
 able to work in challenging environment
 Person should has ability to work in
coordination with other team members.
Personal Qualities  Easily interact with public
 Good confidence level
 Positive attitude
Salary Above 13000 pond
Working hours 9:30 AM to 6:00 PM
Person Specification
Candidate appointed which is likely have the qualifications, skills and experience listed
below:
 Knowledge
Essential: A strong grip in their field and clear understanding of the subject to support
organisations operations.
 Skills
 Essential: Oral and written communication skill

 Desirable: Time management and well customer interaction to achieve goals and
objectives of organisation.
 Qualifications
 Essential: UG and PG degrees in hotel management
 Desirable: Intellectual person
 Experience
 Essential: Minimum one years of experience in hotel industry
Before employee join the organization company give the job description to the
employees they are hiring (Hendry, 2012). Job description is a written paper in which it is
written the roles and responsibility of the job that employees has to do. Basically job
description is the paper description about the job which tells the employees what exactly they
need to do and for the profile they are hiring for. There are job activities which employees
need to do after hiring. The main object of giving the job description is to clarify the
employees and employees also can analyse whether they fit in the particular job profile or not,
whether they have the capability to perform the certain job or not. Hilton London has its
growing business in the world wide and they need the employees who can proper well in the
given task and also being the part of the company growth (Mathis and Jackson, 2011). Hilton
recruit the experience and fresher people. The employees can apply from the online job portal
and companies online website according to their select job description. The system
automatically match the skills of the Candidate applied and the job required qualification.
And select the employees from the pool of candidate. Job description is one of the sources to
choose the right person for the right job profile.
3.2 Comparison of selection process of Hilton Hotel and TESCO super market chain
There are different select procedure by different companies and service industries. The
companies recruit the people according to their requirements and need of the human
resources. Thy have different criteria of candidate selection. Companies need different skills
and knowledge in the person (Wright and McMahan, 2011). It can happen that if the person is
not selected in one of the company he may be selected for another company in same industry.
Because every enterprise has its own views. The selection criteria, the different process and
various vacancies. Hilton is company which serve the hospitality services to its customers.

They expand in many countries and they have the competitors also which serve the same
services to customers. In this report I am going to compare the selection process of Hilton
with another retail chain which is TESCO. They both serves in different kind of services and
they both have the business operations in UK. The factor of comparison can be number of
rooms, facility, customer satisfaction level, location, brand loyalty, no of branches, staff
treatment towards the customers etc. regarding to this report the comparison as bee done on
the basis of selection process of these two different industry (Agrawal, Khatri and Srinivasan,
2012). In respect to the Hilton hotel the candidate is eliminated at each steps they follow.
While in TESCO allow its candidate to participate in all the process of selection.
In context to the Hilton hotel first they advertise the vacancies in newspaper and online
portals, university placements (Batt and Colvin, 2011).
After selecting the candidate the selected candidate has to come for the face to face
interviews to test the communication skills of the candidate. After that the candidate is select
by its experience and qualification. After that the attitude test has been conducted to know the
analytical skills of the employees and how their problem solving skills. From this the
company choose the capable candidates and those candidate are trained for 20 days (Talib and
et. al., 2011). After that another test has been taken and on that basis they select the final
candidates.
On other hand the recruiting process of cited company which is one of the biggest
retail company in UK. In the first stage of screening TESCO recruiters look each application
carefully. The company select the candidate while looking the CV of each applicants. From
the applicants the enterprise choose the CV which match the job profile. After the screening
candidate attends the assessment centre run by the company. In that company ask the
candidate to perform certain task by which their team work can show to the company. The
person is selected by his problem solving skills and there analytical skills. After this process
the selected candidate go for the further round which is personal interview which the face to
face interview the recruiter ask many question which candidate have to answer according to
their skills. The final candidate chosen by company gets the job.

TASK 4
4.1 Contribution of training and development activities to effective operation
This tends to increase effective and effectiveness of employees. It also help to
increase the skills and knowledge of subject matters. It motivate the employees. Training and
development is a part of managerial activity that helps to enhance the employees’
performance (Jackson, Schuler and Jiang, 2014). Hilton also conduct the regular activity
programs for their employees to improve their performance. Hilton follow the off the job
training and on the training method. On the preparation the employees are trained which can
helps the company to reduce the cost and increase the earning. In off the job training they
gives the theoretical knowledge of certain new technologies, New functioning techniques etc.
Difference between training and development
Training and development are both different concept used by the organization.
Training is the learning process. It focused on the improving the knowledge and skills of the
employees. For example if company wants its employees to make good presentation so
employees should be trained and taught all the points which are necessary to make good
presentations by this employees can make the effective presentations.
While development is done for the longer run the employees should be trained for
his/her future career. Development gives the wider range of learning. Development is
continuous improving the skills, knowledge, and ability of the employees. The professional
training is mix of the training and development both.
Different types of training
There are different types of training given to the employees by the company.
Following are the types of training as below.
 Induction training: In this kind of training the company gives the orientation to its new
candidates which help them to make the familiar with business environment and
other existing employees.
 Job instruction training: this training provide the overview of the job and existing
employees show the demo of entire job. If there is any requirement to give additional
training the company can schedule it.

 Vestibule training: It is the training in which the employees get the training on actual
work but it is far away from the office place.
 Refresher training: this type of training given to the employees to develop the latest
technology coming into the market. This activity help the employees to get up
gradation.
 Apprenticeship training: this is type of training in which the worker spend the time
under the supervisor and learn many things being under supervisor.
The role and need of the training
Following are the roles and importance of the training
 it help to identify the employees weakness
 training helps to bring improvement in workers performance
 training ensures the satisfaction.
 It helps to reduce the cost.
 It helps to modify the quality of the products and services.
 It generates consistency in the employees’ performance.
Benefits and effectiveness of train
Training is good for the workers as well as good for the organization. Following are
the benefits of the training in both the aspects.
 Company gets the higher profits by giving them training.
 Company can retain its customer by giving them better services
 The employees get to learn the new skills and knowledge.
 Training improves the efficiency of the employees.
 Because employees get the training on time. They handle the future challenges.
CONCLUSION
In this report, the important of human resources managing has been discussed. How
Hilton takes the best use of human resources to achieve the growth and the Hilton does the
planning of human resources to get optimum use of it. The report reflect the selection
process of the Hilton by which the company choose its best candidates. Training help the
company to give the better services to its customers and by this company can earn the higher
profits. There are many training methods which company used to train their employees. There

are many employment laws which company follows to avoid any legal consequences and
provide the safety measures mention in the laws. The company also manages the demand and
supply of the employees by developing policies for the human resources. . If company wants
to operate the business for longer time then they have to consider human resources because
without that company cannot operate its business activities. In this report it is mention the
difference between the training and development. The job description has been design in this
report regrading the Hilton hotel UK.

REFRENCES