Strategic Grouping of HR Functions: An Exploration of Human Resource Management

The provided content includes a list of academic articles, books, and online resources related to leadership and management in healthcare, human resource management, and strategic planning. The sources cover topics such as planning human resource requirements, identifying core competencies for job success, creating a strategic human resources organization, and achieving excellence in human resources management. Additionally, the content includes information on key legislation regarding recruitment and selection, managing human resources, and the role of human resources. The articles and books were published between 2003 and 2014, with most being from the early to mid-2010s.

HUMAN RESOURCE MANAGEMENT IN HILTON

Table of Contents
INTRODUCTION.......................................................................................................................................3
TASK 1.......................................................................................................................................................3
TASK 2.......................................................................................................................................................5
TASK 3.......................................................................................................................................................8
TASK 4.....................................................................................................................................................11
CONCLUSION.........................................................................................................................................13

INTRODUCTION
Human Resource Management can be described as a formal system hart has been devised
for handing the employees present within organization. HRM holds importance in a company as
it is the employers who carry out essential works within organization. Hence Managers and HR
professionals have a key role towards organizing people so that actions can be carried out in an
effective manner (Champoux, 2010). The present study has thus been made on Hilton hotel. It
attempts to have an understanding about the human resource management with respect to their
role and purpose. Focus has further been given on Justify a human resources plan followed by
laws.
TASK 1
1.1 Analyze the role and purpose of human resource management in Hilton Hotel Stratford
There is a presence of varied set of roles that are played by human resource management in
Hilton Hotel Stratford. These are;
 Collaboration - Human resource management in Hilton Hotel Stratford gave a key role in
making sure that employee collaborate with each other’s so as to achieve the stipulate
goals and objective. In Hilton, the NR mangers advise the supervisors as to how different
roles are to be assigned to employees (Human Resource Management Functions, 2015). They
have a mutual discussion so as to make employees work within the hotel as per business
priorities and employee preferences (Catano, 2003).
 Commitment Building - Management at Hilton makes sure to form many strategies by
which employee commitment to the hotel can be increased. They take care of the same in
the very first step of recruitment. They ensure that the employees are matched as per their
qualifications (Lynch, 2006). For example, an employee have a degree in food and
beverage will be made a part of F and B department rather that consumer service. This
ensures that employees are committed to work in F and B department (Brown, 2003)
 Training - The major role of HRM employed in Hilton hotel is also to train the members.
They ensure that trainers are regularly raised by supervisors (DeFeo, 2013). Other than
that, HR managers further take trainings related to soft skill, leadership, personality

development among others. This ensures that employees reach their full potential and are
in a position to attain promotion within the company (Human Resource Management
Functions, 2015)\
 Performance Appraisal: This fancying is also performed by HRM in Hilton. It is true that
supervisors and managers are there ones who have a responsibility towards carrying out
actual appraisal of employee performance (Foster and Akdere, 2007). But HR makes sure
to develop and administer performance appraisal systems in the hotel. They further
provide a basis for salary, promotion as well as disciplinary action.
 Record-keeping: This has been regarded as the oldest and most basic function performed
by HR in any company. He same applies to Hilton hotel as well. The managers take care
to record; maintain as well retrieving information with respect to employee. They thus
ensure to maintain records with respect to health and medical, absences, seniority list
among others (The Role of Human Resources, 2015).
In all, HR managers at Hilton play are all-encompassing role. Here they are required to keep
a thorough knowledge about company. This is with respect to the associated intricacies and
complexities (Ci-sheng and Shu-ming, 2012). The ultimate goal is the HR should act as a link
between employee and the hotel so as to make him or her committed.
1.2 Justify a human resources plan based on an analysis of supply and demand for Hilton Hotel
Stratford.
A human resources plan has b been made from Hilton Hotel Stratford. It is based on analysis
of supply and demand. The plan can be justified by understanding the requirements of very site
of Hilton hotel (Human Resource Management Models. 2011).
 Assessing current HR capacity - This step is crucible for making an HR plan of Hilton as
it aids in assessing the current HR capacity of Hilton. It may further di towards
understanding the knowledge, skills and abilities of current staff so that a skills inventory
for every employee can be developed (Jain, 2005).
 Forecasting HR requirements – This step is essential for Hilton so as to answer many
questions. These include how many staff number d required attaining strategic goals?

What jobs are required to be filled on a current basis as well as which skill set is needed
by people? (Gopee and Galloway, 2013)
 Gap analysis – The step in Hilton may assist in finding out where doe her hotel wants to
be in future and where is it standing at present moment. It will aid HR manager to
identify number of staff as well as required skills/abilities tin them so as to meet the
demand of current and future situation (Dimba, 2010). Gap analysis can also be done by
looking at HR management practices. This will aid to identify which practice needs
improvement (Managing human resources, 2013).
 Developing HR strategies to support organizational strategies - The HR strategies so as to
meet the future organizational goals are to be developed as per plan. The assessment can
then aid to determine if there is an oversupply of skills and hence decisions can be taken
accordingly (Gannon, Doherty and Roper, 2012).
TASK 2
2.1 Assess the current state of employment relations for the Hotel industry.
There is a presence of both positive as well as negative aspects with respect to employment
relations for the Hotel industry. One such is trust. In prudent times, there exists a presence of
mistrust amidst senior leaders, direct supervisors, and even co-workers (Rothwell, 2010). The
employees are turning about to highly skeptics about the leaders. There exists a notion that senior
leaders in hotels are drawing out high salaries Moreover, the lower level employees are losing
jobs or have to bear significant pay cuts. T has further been found that only 12 percent of people
employed in hotels are ethical and honest (Krompf, 2007). Fewer than ten percent employees
trust management that they will take right decisions in times of uncertainty.
In the same way, there is also a need for developing collaboration and cooperation among the
employee of hotel. This is as the ones who are from strong work cultures have taken an initiative
to step up and cross-train one another on varied areas. This is actually a good step taken by
employees belonging to hotel sector. The employees have tried to attain a good internal work
culture among them (Hafeez and Aburawi, 2013). This is as they are sure they if there is a
presence of strained relation with co-workers then employees are likely to develop every person

for themselves’ attitude. But this attitude so as not practiced by employees as they feel that this
tendency may not be good for consumers in any manner (Lawler and Moharman, 2003).
It has further been known that there is a nonexistence of trade unions in hospitality industry.
This area has acted as a god means to main sin a presence of relatively sound labor relationship
in hotel industry of UK (Longenecker and Fink, 2013). The nonexistence of trade union is also
true form the fact that employees are involved in decision-making Process in hotels. It generally
takes place with the help of employee involvement and participation. Hence the staff members
have never felt a need to have their trade unions for voicing ere opinions.
In a cru it can be id that the current state of employee relations for the Hotel industry in UK is
miced. On one habn there exists a presence of mistruct by the employes otwards senior lead and
empoyers (Loosemore and Dainty, 2013). While on the other hand, the employes have made an
atremtp to maintain a strong inrtyelbal realtioship aonmhg othemselves. This has been beneiifcla
to one and all. In the same way, the abxsbeo f any labour unon and inomvolbemrny og employee
in ecision mkaing has furthr led to mny fruits for the insyety in terms of employee relations.
2.2 Discuss how employment law affects the management of human resources for the Hilton
Hotel
There exists a presence of many kinds of employment law that have affected the working of
human resources for the Hilton Hotel. The laws as well as affects are decried below;
Anti-Discrimination – the law of Civil Rights Act of 1964 has prevented the companies from
discriminating against employees on basis of race, color, religion, sex. Hence Hilton hotel has to
ensure that the hotel does no refuses to hire employees on base of sex, caste, and creed (Key
legislation regarding recruitment and selection. 2013.). neither can it ill-treat or even dismiss the
employees due to their origin. In the same way, Age Discrimination in Employment Act ha
further prohibited management in Hilton to prohibit discrimination whirl taking hiring and firing
actions for employees who are 40 years or older.
Wage and Hour – There is a presence of Fair Labor Standards Act that has fixed a minimum
wage for all the employees. Hence, HR at Hilton has to give a fixed minimum wage to all the
employees (Work Health and Safety Act 2011, 2014). They are further required to verify that the
amount being paid t employees is accurate as per minimum wage standard. In the same way,

Hilton hotel has further a requirement to make sure that it pays the employees for their overtire
duties. The norms are to be followed as Hilton may be affected if it fails to comply with the
norms. These can be in form of penalties and back pay that may exist up to 2 years.
Leave Provisions – As per the federal Family and Medical Leave Act, he employees should be
provided a chance to take 12 weeks of unpaid live in a 12month time span. These can be for a
variety of cases like health issues, child issue, pregnancy etc. This has affected Hilton three as it
has to abide by the leave norms for all its employees. The management of hotel feels somewhere
burdened from recognizing if Family and Medical Leave time is appropriate or not. This is as
leaves are entitled by government and employee is not been required to mention an FMLA
request. Hence the hotel has to train its HR staff on identifying the eligible of leave.
TASK 3
3.1 Discuss a job description and person specification for a hotel industry job
Job description
Job Title- Banquet Manager
Report To- Food and Sales manager
Position Summary
The Banquet Manager is responsible for managing the dispatch all food and beverage for
functions which are conducted in the Hilton. Manager also monitors all activities which are
operating like all banquets and meeting rooms by following prescribed standards of
organization. The position is mainly considered with front of house activities.
Duties and Responsibilities
 Accomplishment of calculated food sales, beverage sales and labor costs.
 Get maximum profit, controlling on costs of food as well as quality of service.
 Involvement and appropriate input for marketing activities of food and beverages
 Accomplishment of proper function delivery sheets and as per time.
 Appropriate contribution for forecasting and development of actual budget function
sheets.
 Completion of function summary sheets as well as weekly payroll input.
 Accomplishment of weekly plan, schedule staff to provide effective level of service for
consumers.

 To monitor and coordinate daily operations like meetings, banquet set-ups as well as
service.
 Management of the hotel bar control policies and Accomplishment of necessary forms.
 Appropriate consideration of effective purchasing and requisitioning process
 Manage the data of inventory,food and labor cost
 Monitor the each function by accomplishing report of function and submission of this
report to sales and food managers.
 To provide appropriate assurance for menu planning and pricing
 Maintenance and improvement of all division manual.
 Monitor on weekly payroll input
 Hand over labor costing knowledge for functional statements
 Controlling on rules, regulations and policies as well as completion of essential forms.
 Proper consideration of purchasing indents
 Continuous monitor quality of food, beverages and services
 Supervising all activities in order to meet with consumer requirements
 Meet with chef to ensure all the food arrangements.
Education
 Beecher degree or diploma in hotel Management or equivalent.
Experience:
 Person should have experience in similar job role of at least 5 years experience as
Banquet assistant managers.
 Applicants should awareness about have office tools and Hotel management software.
Personal specification
Skills- Banquet manager should have effective interaction abilities to interact with delegation,
employees as well as business and leisure customer. Peron should have capacities like risk
management abilities, leadership and managerial skills, effective listening and coordinating
capacities as well as time management strategies to manage the hospitality work in the Hilton.
Knowledge- Knowledge and information about of latest technologies such Consumer

relationship management (CRM), Hotel management software Information about other
hospitality competitors and Internet and MS office
Experience – 4 or 5 years experience or knowledge in banquet management in hospitality
sector
Attitude- Soft nature, positive thinker, optimistic learner, courteous and loyalty towards
organization and their work.
3.2 Compare the selection process of different service industries businesses
There is difference in the selection process of different service industries of business in the
United Kingdom. It is describe below the points
Selection of process of hospitality industries
Hospitality industries contains different type of procedure to select hotel managers in the
organization. For example, Hilton recruits its managers to manage its operations in the nation. To
select its employees, organization monitors basic requirements like degree in hospitality
management. Then after, corporation call those candidates who have applied for hotel managers
post. Generally, Management of Hilton does not take any written test for its employees in its
selection process.
Organization directly conduct group discussion of candidates. Mainly, this process is conducted
to check knowledge like their implication and agendas about hospitality organizations in the
United Kingdom. With help of this procedure, management of Hilton supervise the all
applicants. Further, corporation select its candidates for next level as per their performance in the
group discussion in the United Kingdom.
Then after, as per performance, organization conducts interview with the selected candidates.
Managers of Hilton checks its various capabilities for hotel managers post in applicants. Mainly,
corporation monitor communication level, problem solving skills, decision making abilities,
coordinating as well as time management strategies. To check these things, managers of
organization ask many questions to its candidates. On the basis of results, interviewer find out
knowledge level of applicants. This process also helps the management of Hilton to judge of
suitability of candidates for hotel manager post. After this process, HR manager provides 6

month training to judge its managerial skill in the hotel. After six month, management of
organization selects these candidates after salary discussion for hotel manager post as per their
results.
Selection process of Electronics Industries
Selections process electronics industries is different from hospitality sector in the United
Kingdom. For example, Apple organization directly takes its candidates from the famous
colleges. Management of firm check the list applied applicants. Then after, organization select its
candidates as per its criteria.
Then after, Apple conduct written test for applicants in the college. This way, corporation checks
aptitude skills of students. After this exam, enterprise evaluate this test in order to select
candidates for next level in the college of UK.
Then after, management of apple select its applicants for next level as per passing criteria. Firm
conducts group discussion among selected people by providing one topic for discussion in the
college. This process also contributes effective role to measure the communication and general
knowledge level of applicants in the United Kingdom. On the basis of results, organization
choose its candidates for final round in the college.
In last level, management of apple conducts technical and HR interview in the institute. In this
process, technical expert ask various types of questions regarding electronic field. With help of
this process, interviewer gets huge help to know information level of candidates in its area. Then
after, technical expert hand over this applicants for HR interview. Management of apple conduct
HR interview for these candidates. Generally, Human resource manager asks about salary and
other thing to know confidence level of applicants in the college. As per positive result,
organization gives confirmation letter to candidates for the specific job.
TASK 4
4.1 The contribution of training and development activities
In modern era, the competition among businesses in hospitality industry has become very
tough and it is not easy for a organization to survive and adequate profit. In order to gain
competitive advantage over other market players organizations have now started to focus on the
training and development of employees in order to make them more effective. It helps businesses
in their growth and survival. Training and development plays very important role in operations

of Hilton Hotel Stanford. Further the hotel is well aware of the fact that employees are the one
which comes in direct contact with the customers. therefore, it is required by workers to have
that sort of skills set and confidence that can help them in dealing with customer effectively
(Armstrong and Taylor, 2014). The guest of Hilton are treated as the king of business and their
satisfaction is one of the prime objectives of the hotel. Training and development programs are
being conducted by Hilton hotel at regular intervals. This helps workers to enhance their skills
set and become more productive. In addition to this, both the employees as well as hotel are
benefited by such kind of programs and sessions (Jackson, Schuler and Werner, 2011). In terms
of workers, it can be stated that training and development session makes them more productive
which depicts better employment in future.
On the other hand, the hotel is able to achieve its aim and objectives with the help of
trained and competent employees. In order to make the operations of Hilton hotel effective,
training and development program has contributed significantly. When an organization gains
competitive advantage, high degree of customer and employee satisfaction then it can be stated
that it is operating effectively. Employees gets aware about the ways to deal with customers in
effective manner with help of training and development sessions (Bohlander and Snell, 2006).
By improving their skills, they are able to understand and deliver services according to the need
and demand of customers. On the other hand, when the customers are being served by fast,
accurate and satisfactory services then a sense of satisfaction is created among them. This helps
in making the customers loyal and encouraging them to repurchase the services of Hilton hotel in
future. The operations of hotel become effective as it is able to gain high degree of customer
satisfaction. It is very easy for businesses to retain old customers in comparison with attracting
new one. Further a lot of time, efforts and money is required to be invested in order to attract
new customers (Dowling, Festing and Engle, 2008). On the other side of this,old customers can
be easily retained by providing quality and satisfactory services. The training and development
sessions also make its operation's effective by creating satisfaction among employees. The
hospitality industry in the world is having very high rate of employee turnover. The reason
behind this is that the employees are not provided with adequate opportunities for growth and
development. Further the pay is very less and timings are also not adequate (Harzin and
Pinnington, 2010). Hilton hotel on the other side has taken care of this fact and have focused on
the training and development of its employees. It has created a sense of satisfaction among the

employees as they feel that the organization is really taking care of them. Training results in
improvement of the performance of employee which further makes the hotel more effective. In
such kind of programs all the shortcoming and weakness of a particular employee are identified
and addressed. In addition to this, Hilton hotel try to overcome those identified weakness with
the help of training programs(Pareek, 2006.). The weakness are being converted into strengths
which further leas to improvement in overall performance of employee.
On the other side of this, it training sessions also helps in increasing the productivity of
the workers of Hilton hotel. In such kind of programs the employee lean about the
implementation and use of new technologies. For example the use of ECRM (electronic
customer relationship management) system has helped the organization to make its operations
more effective by developing health relation with customers. on the other hand, the employees of
Hilton hotel are up dated with technology and are capable of adopting any kind of new
technology in the hotel. Along with this, training and development programs has helped Hilton in
motivating the employees and keeping their morale high (Schuler and Jackson, 2008). At the
time of issues and challenges such employee provides with effective solutions which can be used
to over come the issue. Employees of Hilton always takes initiative in providing suggestions and
views which can benefit the hotel and help in accomplishment of its aim and objectives.
A well organized training program of Hilton gives the workers great amount of
knowledge and experience. This helps in development of effective strategies which can be used
to gain competitive advantage to the hotel. On the other hand, the operations of Hilton hotel also
becomes effective with the help of training and development sessions. Such kind of sessions
make the workers aware about how the resources can be utilized in best possible manner and this
further results in lowering down the cost of operations. With the help of low cost, Hilton hotel is
able to deliver services at low prices which also increases the effectiveness of its operations.
CONCLUSION
From the above report it can be concluded that training and development of employees is
very important for the growth and development of an organization. It has helped Hilton hotel to
gain high degree of customer satisfaction and has also improved the effectiveness of its
operation. The training sessions has helped the employee of Hilton hotel in improving their
overall effectiveness and efficiency. From the above study it can be also concluded that
employment laws and practises has affected the management of human resources in Hilton hotel

to a great extent. It has forced the hotel to adopt fair practise at the time of employment and
disclose all the terms and conditions associate with the hotel at the time of employment.

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