Human Resource Management: Theories and Practices

This document provides a comprehensive collection of human resource management past papers, including essays, articles, and research papers from various sources such as International Journal of Human Resource Management, Human Resource Management Review, and Journal of Business Ethics. The topics covered include special issues on danger and risk in HRM, reframing organizations, new challenges for European resource management, the impact of human resource management on performance, and more. It's a valuable resource for students looking to deepen their understanding of HRM theories and practices.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose and functions and HRM in workforce planning.......................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection..................3
P3 Benefits of different HRM practices within the organisation chosen for both the employer
and employee..............................................................................................................................5
P4 Effectiveness of different HRM practices..............................................................................6
TASK 2............................................................................................................................................7
P5 Importance of employee relations to influence decision-making..........................................7
P6 Key elements of employment legislation...............................................................................8
P7 HRM practices.......................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource being one of the most imperative part of the organisation plays a greater
role in enhancing the overall functioning of a business. They are mainly responsible to handle the
appointed workers operating in the firm with effective policies and regulations governing the
undertaken practices of work (Bratton and Gold, 2017). The current report has demonstrated
such vital contribution of HR in a chosen enterprise named Hilton which is operating in the
hospitality industry of UK. It has firstly assessed the scope and intent of HRM by resourcing
talented skill sets in the entity and appoint them with a consideration of performing well in
accordance to their aptitudes. It is however a prime responsibility of the HR’s to hire efficient
employees where they will be allotted the job as per their capabilities. Hilton Hotel is a
renowned organisation operating in UK with its several other branches in different nations. It is
therefore to operate at a worldwide level, this gets important for the organisation to maintain a
thorough outlook for effectively handle their workers at a global level, with a significant role of
HR in it.
TASK 1
P1 Purpose and functions and HRM in workforce planning
Human resource management (HRM)
HRM is considered as process of hiring people, giving them training and measuring their
performance. It is formal system that describe the ways of managing people in the organization.
Purpose of HRM
The purpose of HR managers in Hilton is very vast. HR does every work in the favour of
the company. HR work is not limited up to the recruiting people but looking after each and every
work of the organisation. HR work as the wholesome work of the organisation. HR looks after
all the legal work of the organisation like making policies and procedures, training of the
employees, giving compensation, increasing the skills of the employees so that they can work
better (Armstrong and Taylor, 2014). If employees is terminated from the employees than HR
ensure that procedure follow in the legal way. Its work is to protect the employees rights in the
organisation. It ensures that the every employee work without pressure and free of mind in the
organisation. He/she mediates the employee problem to top level in the organisation and make
solution to that. The employee that HR recruit comes from different background and culture
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make sure that meet their personal objective with company's objective. There are various
purposes of HR in Hilton, some of them are-
Efficient use of resources- while training they make their employees understand that resources
are limited and scarce so make sure that you don't waste the resources because once the
resources are all used than it is very difficult to make them renew. Wastage of resources
become expensive for the organisation (Chelladurai and Kerwin, 2017). While giving
training to employees, make sure that they do work in prescribed manner. Employees are
doing the work in efficient and effective way.
Involving the employees -HR has to look that employees are giving their best. Giving the work
to employees which are of their interest without that they feel alone in the organisation.
Encouraging and motivating the employees continuously so that they will not get
discouraged (Marchington, Wilkinson and Kynighou, 2016). By giving them time to time
break can give them their personal space.
Develop company culture- HR of Hilton has to make sure that employees feel happy while
working in the organisation. Give them full security and facility which they needed.
Facilities like safety for their family, housing facility, education for their children etc.
Employing new faces – HR work is to employ the new faces or fresh talent in the organisation.
New faces are ready to learn, and the skills they possess can help the organisation (Brewster,
Mayrhofer and Morley, 2016).
Functions of Human resources
There are many functions of HR but among them the main are these 3 functions –
operative, managerial, advisory managerial functions
1. Planning – the main functions of HR is first of all doing planning. Planning is the
foremost thing in the organisation. Efficient planing can make our work successful n
every work we firstly do planning (Konrad, Yang and Maurer, 2016).
2. Organising- after successful planing we organise the things according to earlier planned.
It is very important function. We have to take care that if planned things are not
organised properly than this will harm Hilton (Rees and Smith, 2017).
3. Directing – after this we have to direct the things properly. After organising these
things, we have to give the directions to employees.
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4. Controlling -after these controlling is necessary. All organised things are controlled
properly. HR has look after these things.
Operative functions
 Recruiting employees – the main task of the HR in Hilton to draw the attention of
employees towards in the organisation. This the most tough task. Firstly invite them and
then interview them and giving them job description (Paillé, Chen and Jin, 2014).
 Training and development – after this giving training to those employees who are
selected in the organisation. Training is given to both existing and new employees. While
you are training the results are being monstered by top level of the organisation.
 Performance appraisal – if employees are doing good job in the chosen organisation than
appraise their performance by various means like monetary and non monetary.
 Legal compliance – HR should get know the employees that about all legal policies and
procedures in Hilton.
Advisory functions
 Advising top level- HR at Hilton advises the top level in making the policies and create
good relations from their employees (Bader, Schuster and Dickmann, 2015).
 Giving advice to departmental head -giving advice to departmental head about various
departments.
Applicability of purpose and function of Human resource in company
The purpose of HR in the Hilton company is to look after overall rights of the employees
in the organisation. Protect them from any issues in the organisation functions of HR are
applicable in the organisation like we follow mainly 3 functions that is operative, managerial,
advisory and all of them are applicable in every organisation (Vivares-Vergara, Sarache-Castro
and Naranjo-Valencia, 2016).
P2 Strengths and weaknesses of different approaches to recruitment and selection
Strengths and weaknesses of different approaches to recruitment
and selection
Different methods of Recruitment and selection: There are 2 types of recruitment methods.
Internal Recruitment
External Recruitment.
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INTERNAL RECRUITMENT: In this method existing candidates of Hilton candidates will
apply for the current staff rather than outside applicants. The existing employees are also apply
for other job. There are term include in internal recruitment methods.
Promotion and transfer: Promotion and transfer is the internal method of recruitment.
Any of the existing employee can promote at high level job from current job and existing
employee can be transferred at one place to another place is called internal method of
recruitment (Bolman and Deal, 2017).
Job Posting: Job posting is also internal method of recruitment. Job posting refers to
according to qualification and work experience existing employee is move and apply to another
functional areas.
Employee referrals: Employee referrals are also internal method of recruitment which
can be adopted by Hilton. Employee referrals refers to those candidates who is known existing
employee working in the organization when they are apply for the job.
ADVANTAGES:
 This method suitable for the existing employees.
 Reduce the training cost.
 Reduce the time and money.
DISADVANTAGES:
 This method not suitable for the freshers candidates.
 No new and innovative ideas.
Different methods of Selection: In the selection there are some methods are to be included:
 INTERVIEWS: Through interviews knowing the qualification, behaviour, skills,
knowledge and ability in the candidates (Nkomo and Hoobler, 2014).
 ABILITY AND APTITUDE TEST : Through the aptitude test knowing the general
intelligence, grammatical and numerical etc.
 GROUP EXERCISE : Through group exercise candidates will play a role.
EXTERNAL SELECTION: In this methods candidates will apply for outside the Business.
There are 2 methods include in external recruitment.
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1. DIRECT METHOD: In the direct method Hilton recruitment is included. Mangers are
directly contact with the institutions and their respective teachers and head of the institutions
(Marler and Parry, 2016).
2. INDIRECT METHOD: In the indirect method including advertisement, television,
newspaper and radio.
3. THIRD PARTY METHOD: In the third method including consultants. Employment
exchange and internet recruiting etc.
ADVANTAGES:
 This method suitable for freshers candidates
 Creates new and innovative ideas (Buch, Dysvik and Nerstad, 2015).
DISADVANTAGES:
 Increasing in time and money.
 Increasing in printing cost.
P3 Benefits of different HRM practices within the organisation chosen for both the employer and
employee
Benefits of hrm
Hrm has a very wide scope in the organisation. Hrm helps in every way to the employees
in Hilton. It makes them feel comfortable in the organisation. They improve the skills of the
candidates in that manner so that it can be used in the organisation. Many feels that the
difference in the organisation are of human resource, they are the most crucial part of the
organisation. They make lot of efforts in improving their productivity. They increase the team
spirit in them so that if further they have to work in the team they are not lacking behind
(Obeidat and Abdallah, 2014). There are many benefits in the organisation some of them are
1. Reduces the employee turnover – the turnover of the employee can cost much as the pay
of the new one. This is the huge loss for the organisation if employee being left in mid
between the year than we have to look after the new employee and train them in Hilton.
We have to continuous monitor the employee's performance.
2. Reduces the conflicts – employees come from different background and culture in
Hilton so we need them to understand about the way of working in the organisation.
Every employee has different way of working and they don't want that someone to
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interrupt in between their work (Lawler III and Boudreau, 2015). Conflicts are
unavoidable but Hr work is to make sure that in minimum time they resolve their fight.
3. Employee satisfaction – the satisfaction of the employee from their work is most
important because without interest no one is satisfied. The work of Hr is to find out the
causes which are dissatisfying them.
4. Enhance the skill of the employee's- Hr work is to enhance the skill of the employee and
improve them in which they are lacking behind.
5. Training and development – providing training to new employees at Hilton so that the
skills they are lacking behind can cover up them. Every employee has a phase of
learning and in that period they learn a lot.
Employer also get benefit from HRM practices of business, this assist in reducing employee
turnover rate. By this way skilled people retain in workplace for longer duration and they
contribute well in accomplishing goal of the company. Human resource management practices of
organization ensure that conflict can get resolved soon. By this way all people pay more attention
on their work which assist in creating healthy workplace environmental and resolving issues
such as strike etc. Training helps employer in raising performance of staff members and they
contribute well in raising profitability of the company.
Benefits of hrm for employee
 Benefits given to employees are so many likes paid holidays, retrenchment benefits,
providing tours, retirement benefits, facilities of canteen, break time, operating hours
should not be more than 8 hours, hospital facility in case of any accident fire alarm
facility etc.
 Benefits of hrm for employer
 The benefits given to employer that they get promoted. They gain experience in solving
the issues related to any employee. They can solve complex problems in minutes. HRM
practices will be beneficial for employees because HR manager provide training to staff
members, this assist in raising their skills and competences. By this way employee can
improve their performance which is beneficial for their career growth. On other hand
human resource practices of entity are beneficial in identifying lacking points in the staff
members so that managers can improve their performance. It develops confident of the
person and individual get chance to gain reward and recognition. HR manager of cited
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firm always ensure to create healthy workplace environmental and provide working hour
flexibility to employees. By this way individual can make balance in their person and
professional life. This enhance their trust and they perform better in workplace.
P4 Effectiveness of different HRM practices
Effectiveness of hrm practices in raising profit and productivity
HRM practices are so many which help in raising profit in Hilton. If we give employee
full facility and comfort in the organisation than employee turnover will reduce. It causes the
chances of more retention of employees. Providing time to time benefits like giving increment on
their good work so that employee get motivated and feel that by doing more in the organisation
is fruitful for him. The personal and organisational goals meet up than comes the growth of the
organisation. By giving them different types of perks on different occasions helps them to remain
motivated. If employee is from different place then providing him the place to live, the facility of
education for their children etc. from this employee feel satisfied from the organisation and ready
to work from there only. Hrm helps the organisation to reduce the cost. Like hiring contract
employees so it becomes cheaper for the organisation. In bulk only we get the labourers and n
need to roam here and there for the employees these decision help the hr.
Providing retirement benefits to the employees so they don't feel insecure about the
future. Many employees feel that after job what will they do, this distraction change their
mindset. Satisfied employees can work more happily in the organisation. Training is the main
need of the employees not only new but existing one as well. For new one training is necessary
because they are new to the organisation and they don't know how the work is done in the
company. For existing one it is necessary because if company is planning to apply new
technology than existing employee should know how to work with it. After training only, they
get to know about the way of doing the work in prescribed manner. It increases the productivity
of employees. There skills get improved day by day working in the organisation.
Training and development: Training and development of employees is the more
profitability and more productivity in an organization. Because training of employees is helpful
to build up their skill and knowledge. Training and development is important practices of HRM.
Recruitment and selection: It is main pratices of HRM, because the process of
recuritments and selection of new candidate in the organization for helping achieving the
objectives and goals.
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TASK 2
P5 Importance of employee relations to influence decision-making
Employee relations can be defined as relationship between employee and employer in the
organization. There are two main persons those who are involved in this relationship, they are
staff members and employers or managers. Both fulfil their responsibility towards the firm that
helps in managing people well and developing healthy relationship between each other.
It is identical crucial for each and every administration to create a powerful relationship
and loyalty between the different departments of the business. Employment relations mention to
the apprehension among the workers and diverse levels of management within an administration
or hospitality industry. Employees are the primary parts in a business concern or organisation.
Better relationship between the employees in a hotel assist in providing impressive services to
the customers as the workers done their task and activity with commitment and allegiance. In
order to regulate the surroundings of workplace and create healthy as well as impressive
communication between top and lower levels of management Unionisation process shows an
essential part (Brewster, Chung and Sparrow, 2016). Unionisation is a process that help to
arrange workers within a hotel along with this it acts as a mediator between the organisation's
management and its workers. The tourism industry based and dependent upon hospitality
industry as well. Therefore, employee relation assist in developing an operative surrounding
which is impressive, productive and profitable for hotel organisations. And in order to create a
good rate of workers possession it is very necessary for the organisations to make a strong and
good employee relation with the employee or assorted levels of management in an organisation.
Furthermore, hotel companies should make sure that their workers possession level is great,
knowledgeable staff can present more efficient services as compared to freshers. Without an
impressive and devoted staff or employees it is not affirmation to verbalise good and satisfying
the customer through their products and services.
In order to build strong relationship between employees and employer, HR manager has
to enhance communication with staff members. They have to involve the, in decision making
process. When employees share their views and company think upon their suggestions then it
develops trust of workers and helps in developing healthy relationship between them. Apart from
this, managers have to pay attention on needs of employees. They have to take feedback from
them so that their needs can be identified. This can support in resolving issues soon and making
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them satisfied. This will help in developing healthy relationship between employees and
employer.
P6 Key elements of employment legislation
The key elements of the employment legislation are The Employment rights act 1996,
Segregation Act 1975, The Race Relations Act 1976, The Disability Discrimination Act 1995.
These all acts are impacting on the decision making process of human resource management of
hotel Hilton such as segregation act helps in determine the faculty according the power and
capacity of workers. Because there are different workers from different culture in the business
either female or male and the capacity power is also different so it assists in determine the
performance level (Bratton and Gold, 2017). Race relation act help in picking out the ideal
representative for the particular concept. Human resource management feel comfortable with the
representative of different starting points. These all legislations also helps in develop the
execution and implementation plan for HRM. It also encourages and promote the human
resource management to create new and innovative ideas and thoughts as well as plans for the
advancement of an association. Under the disability discrimination act 1995, Hilton Hotel license
more than fifteen representatives with disability to work in the administration. They will evaluate
them on the capacity of work and performance or abilities of the individual not based on
Disabilities (Aaltio, Maria Salminen and Koponen, 2014).
P7 HRM practices
HRM(Human Resource Management) is the process of making effective use of human
resources in the organization. HRM Practices includes training & development, recruitment &
selection, career development, performance appraisal, reward system etc.
 HRM practices to planning the mission and vision for achieving the organizational and
individual goals. HRM practices includes managing the all human resources, innovation
the human resources, creates the new ideas for developing the human resources.
 HRM practices is to managing the HR issues such as allocation of the resources at the
right place, cultural and ethical issues in organization, managing the employee retention
and employee turnover, expansion of human resource functions (Vivares-Vergara,
Sarache-Castro and Naranjo-Valencia, 2016).
 HRM practices includes managing the rewards system and giving the rewards for better
performance and compensating the employee in the organization. HRM practices is to
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evaluate the ability to performance of the employee in the organization and analysis the
performance it is called performance appraisal system of the organization.
 HRM practices includes the training and development programs for the analysis the
employees skill knowledge, ability, increasing in leadership skill etc. HRM practices
includes performance management system, quality of work life of the employee and to
increase in productivity and profitability. HRM partices includes succession planning and
talent mangemnet.
In today’s technical work culture, the HRM practices have been significantly linked to
several technological aspects demonstrating the relationship of HRM practices with that to the
context of innovation in organisations like Hilton. The general HRM practices involve
considerations related to performance appraisals, training, recruitment, career management and
reward systems, etc. However, the organisational innovation encompasses the considerations
related to the innovation of product, procedures as well as administration. This in turn depicts the
process of knowledge management depicting the interrelationship among HRM practices and
organisational innovation. Below is some detailed illustration of HRM practices in Hilton Hotel
which is applied in their work related context.
CONCLUSION
The above report is structured into 4 vital parts with a foremost agenda of elucidating the
scope and purpose of HRM in terms of sourcing efficient workers who are enough capable of
performing the work assigned to them. Another section has demonstrated the effectiveness of
HRM’s fundamental elements by together evaluating both internal and external factors which
impacts upon the decision making procedures of HRM. This together involves the legislative
policies related to employment by lastly applying the HRM practices in operational context.
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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.
Bader, B., Schuster, T. and Dickmann, M., 2015. Special issue of International Journal of Human
Resource Management: Danger and risk as challenges for HRM: how to manage people
in hostile environments.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Buch, R., Dysvik, A. and Nerstad, C.G., 2015. It takes three to tango: Exploring the interplay
among training intensity, job autonomy, and supervisor support in predicting knowledge
sharing. Human Resource Management, 54(4), pp.623-635.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Konrad, A.M., Yang, Y. and Maurer, C.C., 2016. Antecedents and outcomes of diversity and
equality management systems: An integrated institutional agency and strategic human
resource management approach. Human Resource Management, 55(1), pp.83-107.
Lawler III, E.E. and Boudreau, J.W., 2015. Global trends in human resource management: A
twenty-year analysis. Stanford University Press.
Marchington, M., Wilkinson, A. and Kynighou, A., 2016. Human resource management at work.
Kogan Page Publishers.
Marler, J.H. and Parry, E., 2016. Human resource management, strategic involvement and e-
HRM technology. The International Journal of Human Resource Management, 27(19),
pp.2233-2253.
Nkomo, S. and Hoobler, J.M., 2014. A historical perspective on diversity ideologies in the
United States: Reflections on human resource management research and practice.
Human Resource Management Review, 24(3), pp.245-257.
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Obeidat, B.Y. and Abdallah, A.B., 2014. The relationships among human resource management
practices, organizational commitment, and knowledge management processes: A
structural equation modeling approach. International Journal of Business and
Management, 9(3), p.9.
Paillé, P., Chen, Y. and Jin, J., 2014. The impact of human resource management on
environmental performance: An employee-level study. Journal of Business Ethics,
121(3), pp.451-466.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Vivares-Vergara, J.A., Sarache-Castro, W.A. and Naranjo-Valencia, J.C., 2016. Impact of human
resource management on performance in competitive priorities. International Journal of
Operations & Production Management, 36(2), pp.114-134.
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