Human Resource Management Practices

This assignment delves into the core principles of human resource management (HRM). It explores various facets of HRM, including recruitment strategies, employee training and development programs, performance management systems, and the legal framework governing employment practices. The assignment likely requires analysis of current HR trends, best practices, and their impact on organizational success.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 HR role and purpose in Hotel Hilton Stratford................................................................1
1.2 Preparing the human resource plan..................................................................................2
TASK 2............................................................................................................................................5
2.1 Current state of employment relation for the hotel industry............................................5
2.2 Impact of employment law on the management of human resource................................6
TASK 3............................................................................................................................................7
3.1 Preparing the job description and person specification as per the framed HRP..............7
3.2 Comparing the selection process of different service firms.............................................9
TASK 4..........................................................................................................................................10
4.1 Assessing the contribution of training and development programs...............................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
ILLUSTRATION INDEX
Illustration 1: Human resource planning.........................................................................................3

INTRODUCTION
Human resource management is the function of an organization that helps to maximize
performance which is delivered by respective employees of enterprise in an effective way. For
any corporation, the human resource department play a very significant role (Darrag and et.al.,
2010). This is because; the given department handles all the works which are related to the
employees. Here, the given section makes efforts to enhance the performance as well as
satisfaction level of the employees in an effectual manner. Thus, HR play very strategic role in
the process of increasing sales and profits of enterprise.
The given report is based on case scenario of hotel Hilton Worldwide. Here, manager of
cited firm is planning for opening new hotel in Stratford city with a capacity of 50 rooms. The
new hotel which the company is opening will provide different types of other services also. For
instance, barber shop, foreign exchange counter and many more. The present study will
showcase importance of different elements which are associated with the field of HR. In addition
to this, the study will also depict the effect of different types of employment laws on the
operation of enterprise. Furthermore, in the present report need and importance of organizing
training and development programs for employees will also be indicated.
TASK 1
1.1 HR role and purpose in Hotel Hilton Stratford
As per the given case scenario, the cited firm is opening a new hotel in Stratford city,
thus with an aim to carry out operation of respective hotel, Hilton will require large number of
employees. In accordance with the given context, human resource department of Hotel Hilton
Stratford have to play the role of recruiter (Role of human resource in firm, 2016). Here, in the
given role cited firm will have to carry out recruitment of skilled and highly talented employees
who can handle all the operation of firm. However, ineffective selection of employees will lead
to hamper service delivery process of the corporation. Due to this, satisfaction level of targeted
buyers will be impacted. Thus, the direct impact of the same will be seen upon sales and profits
of the firm.
In addition to this, as per the present case scenario HR department will also have to play
the role of planner in which it will have to prepare proper plan regarding the type of employees
which is needed by them. For example, it has been assessed by the HR manager that it has
1

sufficient number of employees who can handle the top level operation of new hotel. Then in the
given circumstance the cited firm will have to prepare plan for recruiting lower level employees.
In this plan, the Hotel Hilton Stratford manager will have to prepare documents like job
description and specification and accordingly it will have to plan its recruitment and selection
activity.
In addition to this, another role of Hotel Hilton Stratford manager is to organize training
and development programs for new employees (Aguinis and Kraiger, 2009). This is done, with
an aim to raise awareness of new employees regarding the type of working culture which is
being followed by the cited firm. In addition to this, with the help of given role HR manager
transforms the working practice of new employee as per its own organizational environment.
Thus, through this way cited firm will be able to direct its efforts to deliver the high and best
quality of services to its buyers in an effectual manner.
Besides this, the HR department of Hotel Hilton Stratford has the purpose to maintain
satisfaction level of newly appointed workers. With an aim to perform the same, it can take the
help from its existing incentive plan as well as reward policy. Here, by encouraging the
performance which is given by the employees through an effective reward policy, cited firm can
maintain motivation level of its workers. Due to this, the goals and objectives of new hotel will
be met. In addition to this, another purpose of HR department is to provide healthy and secure
environment of working to its employees (Shen and Darby, 2006). Manager can offer secure
environment to its employees by conducting the risk analysis. With the help of given approach,
information regarding probable risks which may affect the health of workers can be gathered.
Here, by taking prior measures to the assessed risks, the safety and security of the employees can
be ensured. Thus, by fulfilling all the given purpose and role the sales and profits of newly
developed hotel can be raised within a very short period of time.
2

1.2 Preparing the human resource plan
Human resource planning (HRP) is the systematic way of analyzing current and future
needs of firm related with HR. It is very necessary for the company to prepare the given plan
because with the help of given plan only the firm can gather information about the type of
employees which is needed by them. Here, with respect to Hotel Hilton Stratford, following
human resource plan is prepared: Organizational objectives and policies: The human resource plan begins with the
defining organizational objectives and policies (HRP, 2016). With respect to the given
case scenario, hotel Hilton has an aim to open new hotel with 50 room capacity in
Stratford city. In addition to this, the firm is also giving other services too. Thus, for all
this operation manager of hotel Hilton will require sufficient number of employees who
can help in fulfilling all the operation associated with the respective services in an
3
Illustration 1: Human resource planning
(Source: Human resource planning, 2015)

effective way. The information about the type of employees needed by the firm can be
gathered through this HR plan. HR need forecast: In the next phase, manager will forecast the need relating to the
employees. For example, on the basis of analysis it has been assessed by the HR manager
of hotel Hilton Stanford that it will require the team of around 60 employees for new
hotel or services (Wong and et.al., 2007). In this context, it is assessed by the manager
that it will require around 20 employees who can handle all top level operation. Likewise,
10 workers will be needed in the middle level department. Thus, rest of the employees
will be required for handling the lower level work. Here, on the basis of forecast only
varied type of decisions will be taken by the firm. HR supply forecast: After forecasting the need related to the employees in the given step,
cited firm’s manager will forecast that in order to meet its demand related to worker, UK
labor market will have sufficient supply of employees or not. Here, before analyzing the
labor market firm’s manager will analyze its own enterprise. Here, it will assess that
whether the demand related to the employees can be met by it from its own firm or not.
For example, on the basis of analysis it is assessed by the manager of hotel Hilton
Stratford that, the firm possess sufficient number of employees with an aim to manage all
the works which is being performed by the top level officials (Frimousse and et.al.,
2012). But, the firm does not possess sufficient number of employees for the lower level
operation. Then in the given situation it will have to analyze the condition prevailing in
the labor market. HR programming: Here, on the basis of supply and demand forecast various types of
plan will be prepared by the HR manager of the cited firm. In this section, different
recruitment and selection plans will be prepared by the managers (Bratton and Gold,
2012). HR implementation: The actual implementation of the framed plan will be carried out in
the given section. Thus, it can be said that in the particular step the cited firm will
organize recruitment activity. Thus, through given activity only it will meet its demand
related to lower level employees in an effectual manner.
 Control and evaluation: Finally, in the last phase the HR manager of hotel Hilton
Stratford will evaluate its own recruitment plan. Here, it will basically eavlute the
4

recruitment plan which is being framed by it. Here, on performing evalution manager will
assess that whether they have carried out the recruitment of skilled employees or not.
This is because; according to the given information only HR manager will perform
significant improvement in future recruitment plans (Ab Ghani and Masrom, 2014).
TASK 2
2.1 Current state of employment relation for the hotel industry
Employment relation is the relationship which exists between employers and employees
(Employment relation, 2016). It is very important for the service firms to make measures to
develop an effectual relationship between its employers and employees. This is because, through
proper relationship only, high quality of services will be delivered by the service firm like Hilton
to its respective employees. Thus, there are many firms which operate in hotel industry that takes
help from different methods which assist in establishing an effectual relationship between hotel
managers and its employees.
In this context, it is analyzed that many firms like hotel Hilton take help from the method
such as collective bargaining with an aim to resolve issues which is occurring between the
employers and employees. This method helps in identifying the issues which is faced by the
employees of the firm (Lanzarone, Matta and Sahin, 2012). Here, in the collective bargaining
process individuals are appointed who will make the decision on-behalf of both employers and
employees. Thus, by resolving the issues an effective relationship can be maintained between
employers and employees in an effectual way.
In addition to this, the employee participation is regarded as another approach which
defines the current state of employment relationship in hotel industry. In the given approach,
manager gives an opportunity to hotel employees to openly present their views and opinions
regarding specific problem or the issues faced by them while working in the organization
environment in front of top level employees. Employee participation is one of the most effective
approaches. This is because; it helps in enhancing satisfaction level of workers which usually
hinders when manager does not involve its employees in the process of making decision about
the enterprise (Kucherov and Zavyalova, 2012). Thus, it can be said that it is considered as the
most effective method for developing a relationship between employers and employees. Here,
through this way only a trust can be developed between both workers and managers in an
5

effectual way. This will help hotel Hilton with regard to perform necessary improvements in the
sales and profitability related condition.
Furthermore, some hospitality firms use the approach such as grievance handling
procedure in order to resolve the problem or conflict which occurs between both employers and
employees. This method also possesses number of phases and here in each step efforts will be
taken by the manager of organization to resolve issues which is affecting relationship of
employers and employees (Estampe and et.al., 2013). Overall, it can be said that with the help of
all the given methods, significant improvement in the environment of the organization will be
carried out. Thus, healthy relationship can be maintained between both hotel Hilton employers
and employees.
2.2 Impact of employment law on the management of human resource
Employment law consists of different provisions and regulations which govern the
relationship which exist between both employers and employees of firm in an effectual way
(Employment law, 2016). The legislation related to the employment has its importance but it
causes significant impact HR management practices of Hilton Hotel. In this context, it can be
said that equal opportunity is being consider as one of the type of employment provision which
lead to causes necessary impact upon the HR management practices of cited hotel. The given law
depict that Hilton must consider its each employees in equal pace. Here, manager must not
discriminate its workers on the basis of their age, caste, religion and gender. The provision is
effective as it helps in building a healthy environment within firm (Oldroyd and Morris, 2012).
But, sometime it causes impact upon the HR management practices of hotel Hilton. For
example, manager of hotel Hilton has decided to carry out recruitment of young employees for
its new hotel. In this regard, it has set some specific age criteria for the candidate who will apply
for the respective job. This is done by the manager with an aim to develop or build the team of
young individuals in the new hotel. The particular aim cannot be fulfilled by cited firm due to the
application of provisions associated with the equality act. Thus, in the given circumstance firm is
abide with regard to remove the restrictions which it has placed in its recruitment and selection
plan. In addition to this, the employment law also state that employees have full right with regard
to avail the payment of the services which is being given by them to the corporation. Thus, in
any circumstance if manager denies for the same at that time workers have full authority with
regard to take an effective action in the given type of situation (Calabrese, 2012).
6

In addition to this, the employment law also state that manager must give different type
of leaves to its employees such as maternity and parental leave etc. The given leave will also
impact the HR management practices of hotel in the circumstance when services of hotel Hilton
are highly in demand. For example, during the seasonal period, many employees of firm have
taken leave. In the given circumstance it will become difficult for the managers with regard to
perform the management of existing employees in a proper manner. Due to this, it became
difficult for the manager of hotel with regard to deliver the high quality of services to the
employees in an effectual manner (Debroux, 2013). Thus, because of this the sales and
profitability related condition of organization will be impacted in a negative way. Overall, it can
be said that for the firm it is essential that while making any decision it must gather the proper
information regarding the different laws associated with the employment. This is because,
through this way only an appropriate decision with respect to the management of workers will be
taken by the managers of hotel Hilton. Thus, it can gain the advantage in the form of increased
profits and sales.
TASK 3
3.1 Preparing the job description and person specification as per the framed HRP
From the given human resource plan, it is identified that manager of Hotel Hilton
Stratford has the requirement of lower level employees. Thus, they basically require employees
for two major position such as cleaning staff and receptionist. Thus, with respect to the given
positions only following job description and person specification are prepared (Jiang and et.al.,
2012).
Job description
Job description is the written statement which gives detailed description regarding the
roles and responsibilities which need to be fulfilled by the employees who works in a specific
position (Job description, 2016). The given document helps in placing right employee at the right
position.
Job description of receptionist
Job title Receptionist of hotel Hilton Stratford
Report to The manager of hotel
Job purpose The main purpose of receptionist is to handle and deal with all the queries of
7

the customers.
Job duties and
responsibilities
 To greet and welcome the respective customers of hotel.
 To resolve all the queries which is being put up by the respective
customers of hotel.
 To take measures with regard to ensure the safety and security of
both customers and staff of hotel.
 To perform all the work such as photocopying and faxing etc.
 To organize and conduct the timely meeting with the respective
managers of hotel (Schur, Colella and Adya, 2014).
Job description of cleaning staff
Job title Cleaning staff of hotel Hilton Stratford
Report to The receptionist
Job purpose The main purpose of job is to clean the room of their guest on daily basis.
Job duties and
responsibilities
 To empty the bins from all the rooms of hotel.
 To sweep all the floors with brushes.
 To do the dusting in all hotel rooms and loan on daily basis.
 To clean the untidy room of hotel in an effective manner.
Person specification
It depicts about the skills which is being needed among the individual who is being
appointed at the specific position or job. With the help of given document, the recruitment and
selection activity of hotel can be carried out in an effective manner. Following are the person
specification for the post of receptionist and cleaning staff.
Person specification for receptionist
Qualification An individual must have MBA degree from the recognized university.
Experience It must have 3 year experience of working. In addition to this, it must
have proper knowledge with regard to handle all the work which is being
carried put by the receptionist of firm.
8

Personal attribute  Honest
 Good telephone manner
 It must have good and charming personality.
Skills and abilities  It must have good communication skill
 It must have good interpersonal skill
 It should have ability to lead the team of many individuals
(Hendry, 2012).
 Must be able to resolve the problems which is being put up by the
other employees of firm.
Person specification for cleaning staff
Qualification The individual must not be highly qualified but must have a ability with
regard to sign the document which is being given by it.
Experience It must have one year experience of working in the famous hotel like
Hilton.
Personal attribute  Honest
 Smart
Skills and abilities  It must have good communication skill.
 To must have ability to resolve the problem which is being put up
by the customer in front of them (Armstrong and Taylor, 2014).
3.2 Comparing the selection process of different service firms
The recruitment and selection process of two different service firms are compared. Here,
the selection process of hotel Hilton is compared with the famous travel and tourism firm in UK
named as Thomas Cook. In this context, it is assessed that the employee selection process of both
firms are similar, but there are some difference exist between the given processes. Here, the
selection process of hotel Hilton starts with receiving the application form from the respective
candidates. Here, after getting the application form from the candidate, the HR manager of hotel
will scrutinize the applications by using the criteria of experience, qualification and skills etc.
9

Thus, the employees who fulfill all the prescribed criteria will be called by the firm for the face
to face interview session (Kramar and Syed, 2012). The cited firm has the two or three rounds of
interview sessions which are being taken by the different employers. For example, the first round
interview is taken by the HR executive of hotel Hilton. Here, in the given interview, the HR
executive will check that the information which is being provided by the respective candidate is
correct or not.
After that, the candidate will be sent to the next interview session which will be taken by
the senior HR manager. Here, in this session manager will ask varied questions related to its
hobbies and work experience etc. (Hendry, 2012). Thus, the individual who clear the given
section will be sent on to the other interview session which is being taken by the top level
managers of firm. It is the financial session in which discussion regarding the salary and other
working condition will be held between candidate and manager.
In comparison to this, the selection process of Thomas Cook also begins with getting the
application form from the respective candidates. Here, after getting the application form from the
candidate cited firm will organize different type of tests for its employees. Here, manager
basically organizes physical and psychological tests for its employees. In addition to this, the
individual who will pass all the given tests will be called for an interview. Finally, the cited firm
will make the selection of suitable candidate for the vacant position (Nickson, 2013). Overall, it
can be depicted that the process which is being used by both the firms has their own advantage
and disadvantage. But still, both process are playing very strategic role in terms of meeting the
firm demand related to the employees in an effectual manner.
TASK 4
4.1 Assessing the contribution of training and development programs
Training is the systematic process of enhancing that particular skill of employees in
which they are hindering. In this context, it can be said that the training and development
program gives immense contribution to the service firm like hotel Hilton. One of the most
important contribution which is being given by it is of enhancing and improving the ineffective
skill of the employees (Bach, 2005). Here, with the help of training and development programs,
manager of hotel Hilton can identify that particular skill of workers which require improvement.
For example, if manager of cited hotel has identified that the most of the employees who works
10

within firm lacks the interpersonal skill. Then in the given circumstances by organizing training
programs for the given skill significant improvement in the performance of hotel workers will be
carried out. Due to this, hotel Hilton can gain the benefit in the form of increased profits and
sales.
In addition to this, the training and development programs as being organized by the firm
also plays very important role in terms of reducing the employees turnover ratio. In this context,
it is analyzed that firm lack of compliance with the training and development program is the
major reason due to which many employees leave the firm (Budhwar and Debrah, 2013). This is
because, each and every employee who works within enterprise expects their career growth after
some period of time. This growth can be gained by them if they have learned the different type
of skills. Thus, for the firm such as hotel Hilton it is essential that it must take measures with
regard to organize the training and development programs for its workers on regular basis.
Furthermore, the training programs also help in managing the talented employees within
the firm for the longer period of time. The training programs also help in getting the consistent
performance from the employees who works within corporation. Thus, it can be said that the
training program helps hotel Hilton with regard to maintain as well as enhance the satisfaction
level of its employees in an effective manner. This helps in delivering positive benefits to the
firm (Storey, 2014).
CONCLUSION
It can be stated that the human resource department has the importance for any firm
because it helps in resolving all the problems which are being associated with the respective
employees of enterprise in an effectual way. In addition to this, it is also required by the manager
that it must perform its all the operation as per the employment related laws and regulations. This
is because, lack of compliance with the same will lead to hamper the smooth going work of
corporation. Due to this, the sales and profits of firm will also be impacted in a negative way.
11

REFERENCES
Books and journals
Ab Ghani, N. S. and Masrom, M., 2014. Human Resource Management Practice Models Applied
in Banking Industry: A Review. Sains Humanika. 2(2).
Aguinis, H. and Kraiger, K., 2009. Benefits of training and development for individuals and
teams, organizations, and society. Annual review of psychology. 60. pp.451-474.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bach, S., 2005. Managing human resources. 4th Ed. Blackwell.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Budhwar, P. S. and Debrah, Y. A., 2013. Human resource management in developing countries.
Routledge.
Calabrese, A., 2012. Service productivity and service quality: A necessary trade-
off?. International Journal of Production Economics. 135(2). pp.800-812.
Darrag, M. and et.al., 2010. Investigating recruitment practices and problems of multinational
companies (MNCs) operating in Egypt. Education, Business and Society: Contemporary
Middle Eastern Issues. 3(2). pp. 99–116.
Debroux, P., 2013. Human Resource Management in Japan. Managing Human Resources in
Asia-Pacific. 20. p.64.
Estampe, D. and et.al., 2013. A framework for analysing supply chain performance evaluation
models.International Journal of Production Economics. 142(2). pp.247-258.
Frimousse, S. and et.al., 2012. The hybridization and internationalization of HRM in the
Maghreb: Examining the case of commitment and intention to quit amongst employees of
multinational companies. Cross Cultural Management: An International Journal. 19(2).
pp. 257–270.
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K. and et.al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kramar, R. and Syed, J. 2012. Human resource management in a global context. 1st Ed.
Palgrave.
12

Kucherov, D. and Zavyalova, E., 2012. HRD practices and talent management in the companies
with the employer brand. European Journal of Training and Development. 36(1). pp.86-
104.
Lanzarone, E., Matta, A. and Sahin, E., 2012. Operations management applied to home care
services: the problem of assigning human resources to patients. Systems, Man and
Cybernetics, Part A: Systems and Humans, IEEE Transactions on. 42(6). pp.1346-1363.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Oldroyd, J. B. and Morris, S. S., 2012. Catching falling stars: A human resource response to
social capital's detrimental effect of information overload on star employees. Academy of
Management Review. 37(3). pp.396-418.
Schur, L., Colella, A. and Adya, M., 2014. Special Issue of the International Journal of Human
Resource Management: People with disabilities in the workplace. International Journal
of Human Resource Management. 25(13). pp.1919-1919.
Shen, J. and Darby, R., 2006. Training and management development in Chinese multinational
enterprises. Employee Relations. 28(4). pp.342-362.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Wong, C.S. and et.al., 2007. The feasibility of training and development of EI: An exploratory
study in Singapore, Hong Kong and Taiwan. Intelligence. 35(2). pp.141-150.
Online
Employment law. 2016. [Online]. Availbale through: <http://employment.findlaw.com/>.
[Accessed on 13th January 2016].
Employment relation. 2016. [Online]. Availbale through: <http://era.govt.nz/>. [Accessed on 13th
January 2016].
HRP. 2016. [Online]. Availbale through: <http://hrcouncil.ca/hr-toolkit/planning-strategic.cfm>.
[Accessed on 13th January 2016].
Job description. 2016. [Pdf]. Availbale through:
<ttps://people.rice.edu/uploadedFiles/People/Compensation/Content/Job_Descriptions/
Job%20Description%20Writing%20-%20A%20Step%20By%20Step%20Guide.pdf>.
[Accessed on 13th January 2016].
Role of human resource in firm. 2016. [Online]. Availbale through:
<http://www.bbc.co.uk/bitesize/higher/business_management/human_resource_managem
ent/role_importance_human_resources/revision/1/>. [Accessed on 13th January 2016].
13