Human Resource Management in Small Business

This assignment delves into the crucial role of human resource management (HRM) within small businesses. It examines core HRM functions like recruitment, training, performance management, and compensation in the context of SMEs. The assignment also analyzes the unique challenges faced by small businesses regarding HRM and provides potential solutions to effectively manage their workforce.

Human Resource Management

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Purpose and role of Human resource management with reference to Hilton Hotel Stratford
.....................................................................................................................................................1
1.2 Human resource plan based on supply and demand analysis................................................2
TASK 2............................................................................................................................................3
2.1 Current state of employment relations for the Hotel industry...............................................3
2.2 Effect of employment law on management of human resources for Hilton Hotel................4
TASK 3............................................................................................................................................5
3.1 Job description and personal specification at Hilton hotel for the post of receptionist.........5
3.2 Comparing various different selection processes of different service industries business....7
TASK 4............................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Around the world, there are different type of organizations that deliver their customers
with similar type of products and services. However, customers prefer to make use of the good
that are deliver to them at high quality and low price (Bamberger, Biron and Meshoulam, 2014).
Further, there are operations within the business that work together with common goal. When
employees are not able to perform their work with effective manner, then this affects the
business in negative manner. All functions related to employees contains functions of HRM
(Human resource management). In this context, it includes recruitment, selection, developing
relationship, training, etc. Present report is about Hilton which is well known firm and aims at
delivering high quality services. This report covers, role and purpose of HRM with reference
with Hilton hotel. Further, it covers current state of employment relations for cited hotel.
TASK 1
1.1 Purpose and role of Human resource management with reference to Hilton Hotel Stratford
There are different type of goals and objectives that are set by the business so that
employees will be able to perform their set of roles in effective manner (Flamholtz, 2012). As
per the given case, there employees who are to be hired so that all the operations in the business
can be performed. There are about 80 rooms that will be opened in Stratford City. This way, it
can be stated that there are many job related opportunities that cited firm will be providing. It is
the role of HR manager to firstly list down the different type of job roles that they need to
consider or hire. Recruitment and selection process is highly effective in which management is
able to hire skilled and knowledgeable workers as per the post. In this context, below given are
the post and total number of employees who will be required in each of the posts:
Different type of post or
services
Number of employees who
will hired in each post
Multilingual staff 2
Room services 2
Saloon 2
Fitness trainers 2
Laundry services 5
Guard 2
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Gift shop 1
Concierge Desk 5
Baggage stores 2
Barber shop 2
Total 25
In order to get these employees for each of the post. It is important for the HR managers to plan
for recruitment and selection process so that they will be able to fill up the vacant posts. With
this respect, below given are the two of the HR functions that will be applied by HR managers of
Hilton hotel:
Recruitment and selection: In HRM, this is one of the main functions that has to be
played by an HR so that firm will get skills and capable workers. At the initial stage, various
tools like social media, newspaper, etc. will be used so that people will get to know about posts
(Jiang, Lepak and Winkler, 2012). Then there will be group interview, personal interview, etc.
that will be applied in order to select the most appropriate employees and about 25 workers will
be hired.
Training and development: This is another type of HRM function in which employees
who are selected will be able to develop their skills as per their post requires (Snell, Morris and
Bohlander, 2015). This will helps employees to clarify all their doubts in regard with the roles
that has to be played by them.
1.2 Human resource plan based on supply and demand analysis
As it was discussed about, there are about 25 of the employees who are to be hired for
each of the services. As the firm is well known and so the rate of supply for which people will
apply for the post will be high. For example, when two employees are required for the post of
Guard, then there may be 20 of them who will apply for the same post (Caselli and Gennaioli,
2013). The total time consumed will be high and to management time, it requires to have
effective plan that will help to select appropriate candidates. In this context, below given are the
plan that will be followed by managers of Hilton Hotel:
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Advertisement: For all the services or the post for which employees are required, cited
firm will advertise the qualification, experience, etc. This way, people eligible will apply for the
same. Firm will make use of their official website, newspaper, etc. (Irjayanti and Azis, 2012).
Apart from this, the total salary package that will be provided will also be mentioned.
Test: In some of the conditions, there are cases in which about 100 people may be
applying and so it is not possible to come up with appropriate candidate for the post. In order to
overcome this issue, management has formed online test through which about 50 of the
candidates will be selected.
Group discussion: This is a type of strategy in which employees are provided with the
topic and they have to present it. This is effective enough to know the confidence level and the
knowledge that they have for the topic given (Moenkemeyer, Hoegl and Weiss, 2012). Through
this round, about 38 of the candidates will be selected and will be sent to next round.
Personal interview: In this round employees are called personally and they are asked
questions in relation with the post. This enables to employees who have skills and capabilities
that will support in performing their roles in effective manner. In this round all the employees of
25 will be selected.
Training: All the 25 employees will be provided with training and development so that
they can improve their skills as per requirement of the post given (Wickens and et.al., 2015).
By following this plan, Hilton Hotel will be able to achieve their goals and objectives in
effective manner. With training employees can understand their customers’ requirements and
fulfil them accordingly.
TASK 2
2.1 Current state of employment relations for the Hotel industry
Employees are the face of organization as they have direct interaction with customers.
When they are not able to perform their role in effective manner, then it negatively affects the
business. Management need to develop strong relationship with their workers so that all the
issues that are faced by them can be identified and steps are taken accordingly (Armstrong and
Taylor, 2014). Different firm make use of diverse set of strategies so that the rate of bond among
employees can be developed. In this modern world, there are many issues or problems that are
faced within the organization. However, one of the main issue is in relation with high employee
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turnover. There are many reasons due to which workers leave the firm. One of the main reason is
lack of motivation. When employees are motivated, then they are able to put on their full; efforts
towards the work they are given. As per the case, there are different type of strategies that are
implemented by Hilton Hotel so that they can develop strong bond with their employees, some
on them are as follows:
Health and safety: Employees are provided with all type of facilities or the tools with the
help of which they are able to work freely (Langford, Hancock, and Gale, 2014). This is also
helpful in developing healthy environment in which they perform effectively and efficiently.
Monitoring: When employees are closely monitored, then managers are able to identify
the issues that are faced by them. Accordingly, training and development is arraigned so that
they can develop their performance.
Salary: Majority of the people work for salary as this enables to raise the satisfaction
level (Nyberg, Moliterno and Lepak, 2014). In this context, cited firm provides their employees
satisfactory salary which boost them to develop strong relation.
Employee union: This can be determined to be the group that work for the betterment and
strong relationship with the organization. There are condition in which new type of policies are
introduced. It becomes difficult for the employees to adjust or to accept them. In such condition,
trade union is called on that negotiates with the policies developed.
Employees to employee relationship: There are different people who follow diverse type
of culture or belong to different countries (Shafritz, Ott and Jang, 2015). Situations arise within
Hilton hotel that miscommunication causes conflicts. However, managers are highly skilled who
aim at solving the issues and controlling the situation and thus the relationship within employees
is strong.
2.2 Effect of employment law on management of human resources for Hilton Hotel
Government of UK has formed different type of laws that are followed for the protection
of employees. Below given are the law that are followed within Hilton hotel:
Workplace regulation 1992: For all the organizations, it is duty of management to ensure
proper safety in the working environment. Employees should be provide within environment in
which they are able to perform all the roles and responsibilities with effective manner and freely
(Bratton and Gold, 2012). In accordance with this law, firm has to make sure that workers are
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provided with job security and other related safety measures. Apart from this, proper cleanliness
should be maintained and used of new technology should be also be done. This way employees
are able to feel fre and get focused on performing the role effectively.
Work time regulations 1998: It is important that the firm provide proper information to
employees regarding the working time. It should be fixed and workers should be provided with
extra pay when they are made to work extra hours. Further, employees should be paid as per the
hours they have worked (Edwards and Edwards, 2013). More specifically, employees should be
given proper time for having lunch and time for using toilet. As per the law by UK government,
employees should be given 20 minutes for break when employees work for 6 hours.
Equality act 2010: As per this act, employees are protected from being discriminated. It is
important for the management to make sure that workers are not discriminated one the bases of
age, gender, race, culture, etc. (Knowles, Holton and Swanson, 2014). Apart from, it is also
essential that interviewer should not be partial for selecting candidate who belong to their own
country. Further, both male and female employees should be treated equally and need to be
provided with equal chances of opportunities. Further, the rate of work that are performed by
workers, they should be paid as per the total working hours.
Personal protecting equipment’s regulation 1992: It is important that Hilton hotel to
provide their employees with all the required equipment’s so that they will be able to perform
their role in effective manner (Stahl, Mendenhall and Oddou, 2012). With time, there are many
developments that take place and management need to implement changes accordingly. As per
the developments take place, workers should be provided with training and development so that
they will be able to make use of the technology in effective manner.
TASK 3
3.1 Job description and personal specification at Hilton hotel for the post of receptionist
Description of job
Title of the job is Receptionist
Report to: Line Manager/HR Manager
Summary of position: As a receptionist, it is important to be respectful, punctual and cordial for
the visitors of the customers of Hilton hotel. All the tasks or the requirements of customers
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should be fulfilled and waiting time needs to be reduced. Apart from this, he/she should be able
to provide support at administrative and clerical levels so as to meet the standards of hotel.
Duties and responsibilities
 Employees should be punctual as per the determined time and need to follow all the rules
and regulations that are formulated by cited firm.
 Cited firm requires a candidate who will be able to handle and understand the
requirement of customers and is also familiar with different publicity offered.
 Receptionist should have effective communication skills so that customers will be able to
understand and guide them properly.
 One need to be able to raise the reputation by making use of promotional ways for
different departments.
 Further, he/she should be able to organize business meetings or conferences.
 All the issues or the problems that customers have need to be answered and solved.
 Further, there should be sense of security so that in any type of emergency situation
immediate steps are taken to overcome the problem.
 He/she should have the skills to manage the room reservation and reducing the waiting
time.
Personal attributes and specifications
 They should be able to work under extra pressure at the time of season or peak work load
within the firm.
 He/she needs to have effective communication skills which customers who belong to
other countries.
 Effective enough to have healthy interaction with others so that they will be able to
develop strong relation with other employees.
 It is important to have qualification in GCSEs in grammar, information technology and
mathematics.
 Must be read to work even during festival times.
 One should be able to understand customers and provide them adequate information
about the hotel.
 Need to have skills so that they will be able to handle unknown equipment and other
related programming and computer languages.
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3.2 Comparing various different selection processes of different service industries business
As per the needs and requirement of the firm, there are change made in the requirement
and selected process. Further, different organization make use of diverse set of recruitment and
selection process. This aspect of study focus on understanding the type of selection process that
are used by Hilton and Marriott hotel.
Advertisement: This is a type of offer or inviting people to get post as per their skills and
capabilities. This can be determine to be the first step in recruitment process. Both these firm that
are Hilton and Marriott hotel has to go through with this step. Information related with
qualification, experience required, etc. is specified.
Selection of application: This is an important process in which management need to be
select those that will be appropriate as per their qualification. All those which do not carry out
the requirements are eliminated. Both these firms go this this process as well.
Examination of applicants: There are written test that has to be given by candidates. Both
the firms do not follow this steps. However, only Hilton makes candidates to write a test in
which it contains aspects to know knowledge about the firm (Process of hiring, 2015). This is
generally done at the ti9me when there are many application have applied (in order to save time).
Group interview: Both the firms follow this type of round in which individuals who are
selected from written test are given a topic on which they have present their views. This enables
to know the knowledge that candidate carry with regard to the topic. Individuals selected are then
sent to next round which is considered to be the final round of recruitment process.
Personal interview: This is generally taken by the HR managers and it contains analysis
of confidence level, understanding for the post and the skills that interviewee possess. Hilton and
Marriott hotel follows this steps as it enables to know the candidate more closely.
Final selection: References are verified and health examination take place in which
fitness of candidate is identified. After this process appointment letter is given. In this letter,
there are information about the date of joining, salary information, working hours, etc. are
mentioned.
TASK 4
Covered in PPT
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CONCLUSION
Employees are important within organization to grow and in attaining their goals. It is
important to have effective recruitment and selection process so that skills and capable workers
can be hired who support the firm to grow. Further, training is an important aspect that enables to
improve the performance level and the skills that are required for the business. Further managers
need to have effective interaction with employees so that they will be able identify the issues that
are faced by them and accordingly steps can be taken to solve them.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Caselli, F. and Gennaioli, N., 2013. Dynastic management. Economic Inquiry. 51(1). pp.971-
996.
Edwards, M. R. and Edwards, T., 2013. Employee responses to changing aspects of the
employer brand following a multinational acquisition: A longitudinal study. Human
Resource Management. 52(1). pp.27-54.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Irjayanti, M. and Azis, A.M., 2012. Barrier factors and potential solutions for Indonesian SMEs.
Procedia Economics and Finance. 4. pp.3-12.
Jiang, K., Lepak, D. P. and Winkler, A. L., 2012. Clarifying the construct of human resource
systems: Relating human resource management to employee performance. Human
Resource Management Review. 22(2). pp.73-85.
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Langford, D., Hancock, M. R. and Gale, A. W., 2014. Human resources management in
construction. Routledge.
Moenkemeyer, G., Hoegl, M. and Weiss, M., 2012. Innovator resilience potential: A process
perspective of individual resilience as influenced by innovation project termination. human
relations. 65(5). pp.627-655.
Nyberg, A. J., Moliterno, T. P. and Lepak, D. P., 2014. Resource-based perspectives on unit-
level human capital a review and integration. Journal of Management. 40(1). pp.316-346.
Shafritz, J., Ott, J. and Jang, Y., 2015. Classics of organization theory. Cengage Learning.
Snell, S., Morris, S. and Bohlander, G., 2015. Managing human resources. Nelson Education.
Stahl, G. K., Mendenhall, M. E. and Oddou, G. R., 2012. Readings and cases in international
human resource management and organizational behavior. Routledge.
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Wickens, C.D. and et.al., 2015. Engineering psychology & human performance. Psychology
Press.
Online
Process of hiring. 2015. [Online]. Available through:
https://www.entrepreneurship.org/articles/2010/07/a-stepbystep-process-to-hiring>.
[Accessed on 7th October, 2017].
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