Human Resource Management Assignment - Hilton Hotel
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Added on 2020-01-28
Human Resource Management Assignment - Hilton Hotel
Added on 2020-01-28
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Managing Human Resources1
Table of ContentsINTRODUCTION................................................................................................................................3TASK 1.................................................................................................................................................31.1 Explanation of Guest's model of HRM.............................................................................31.2 Comparison of differences between Storey’s definitions of HRM, personnel and IRpractices..................................................................................................................................41.3 Assessing implications for line managers and employees to develop a strategic approachto HRM...................................................................................................................................5TASK2..................................................................................................................................................52.1 Explanation of model of flexibility...................................................................................52.2 Types of flexibility which may be developed by business...............................................62.3 Assessment the use of flexible working practices from both the employee and theemployer perspective..............................................................................................................72.4 Impact of changes in the labour market............................................................................8Task 3...................................................................................................................................................83.1 Forms of discrimination in the workplace........................................................................83.2 Discuss the practical implications of equal opportunities legislation for an organisation93.3 Approaches to managing equal opportunities and managing diversity..........................10TASK 4...............................................................................................................................................104.1 Comparing different methods of performance management..........................................104.2 The approaches used to managing employee welfare in your organization...................114.3 Implications of health and safety legislation on human resources practices..................124.4 Impact of one topical issue on human resources practices.............................................12Conclusion..........................................................................................................................................13REFERENCES...................................................................................................................................152
INTRODUCTIONManaging human resources (HR) is a set of activities related to monitoring, planning,directing and controlling the workforce within organisation. In every business enterprise, HRplays a significant role in making the business activities and functions successful for achievingthe set goals and objectives of organisation (Flamholtz, 2012). In absence of HR, no business canrun their activities. Thus, it is an important responsibility of HR manager to manage thepersonnel in company. Human resource management (HRM) is the process of handling,recruiting, promoting and controlling of individuals for fulfilling the purpose of business.Company's management is highly aimed at identifying better methods and tools of developingand enhancing the overall functioning of workforce. Thus, team of firm needs to adopt effectivetechniques and processes to create a better level of performance of business (Atapattu andJayakody, 2014). In this report, discussion has been done on the importance of human resources and theirmanagement in Hilton hotel. This is a famous hotel in UK, which provides effectiveaccommodation and restaurant services to its customers. The original hotel was found by ConradHilton. There are more than 570 hotel and resort properties in 84 countries in the world under thename of Hilton.TASK 11.1 Hilton hotel needs to identify effective approaches and methods for monitoring andimproving the overall performance of their people. Main objective of organisation is to providebetter quality services to its customers. Thus, business unit needs to determine effective tools andtechniques for increasing higher productivity and performance of employees in hotel. In thiscontext, use of Guest’s model of HR management is highly beneficial for the business enterprise(Lawler, 2012). This model was founded in 1989 by David Guest's along with six dimensions of analysisHRM such as strategy, practices, outcomes, behaviour results, performance and financialoutcomes. This model addresses the importance and structuring of HRM strategy in the businessthat is to be developed on the basis of business and their strategies. According to this model,HRM is linked with the strategic management of business and it seeks commitment to3
organisational goals. This states that company should focus on individual needs rather thancollective workforce (Longenecker and Fink, 2013). In Hilton Hotel, manager’s aim is to provideeffective services to their customers and increase productivity and profitability. Organisationfocuses on innovating new ideas and creating effective efforts to provide better quality ofcustomer service. Main objective is to attract high level of potential customers towards theiroffered products and services.This model helps organisation in order to create better strategies and structures fordevelopment HRM. Manager needs to focus on identifying the best functioning and activities forHR practices so that company can easily achieve their objectives. 1.2 HRM possesses variety of management practices, activities, decisions, methods andapproaches. Its main objective is to identify development of personnel in business. On the otherhand, HRM deals with maintaining administrative records and functioning business practices inorder to achieve individual as well as organisational goals. Similar to this, in the year 1992,Professor Storey presented a theory in which he discussed the way in which traditional personnelmanagement changed into HRM (Bamberger, Biron and Meshoulam, 2014). He has stated HRMas a strategic and coherent approach, which gives an effective way to manage and control theperformance of all individuals within business enterprise. According to him, HRM activities andfunctions collectively contributing to achieve high performance of business. In addition to this,he has explained the criteria of HRM practices. This is as follows-Hard HRM – According to this, manager focuses on policies and strategy in businessalong with controlling and monitoring employees through quantitative performancemanagement. In addition, manager needs to manage the people in order to obtain valuefrom their performance so that company can attain competitive advantages (Stone, 2013).Soft HRM – In this type of HRM, employees are treated, as a value asset for business andinvolvement of them in business decision is significant to gain competitive advantages.According to storey, in personnel management, it is believed that there should be strictmonitoring over employees. Development of them is identified as cost and company tries tominimize this cost. However, on the other hand, human resource management considersemployees as valuable assets and aims to improve their performance (Currie, Finn and Martin,2010).4
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