Employment Law and Human Resource Management

The provided text is an extract from a document that discusses employment law and human resource management. The document outlines several techniques used by Hilton Hotels for selecting employees, as well as references to various studies and research papers on related topics. The text highlights the importance of training and education in entrepreneurship and employee well-being. It also mentions the impact of Brexit on employment policies and the need for strategic human resource management.

HUMAN RESOURCE MANAGEMENT
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Table of content
Introduction......................................................................................................................................3
Task 1: Human Resource Management...........................................................................................4
1.1 Analyse the role and purpose of Human Resource Management in a selected service industry
.........................................................................................................................................................4
1.2 Justify a human resource plan based on an analysis of supply and demand for a selected
service industry business.................................................................................................................6
2.1 Assess the current state of employment relations in a selected service industry.......................9
2.2 Discuss how employment law affects the management of human resources in a hospitality
organization of your choice...........................................................................................................11
Task 2:...........................................................................................................................................13
3.1 Discussion of job description along with person specification of steward of Hilton Hotel:...13
The job description of hotel steward:............................................................................................13
Personal specification of hotel steward:........................................................................................13
3.2 Comparison between the selection process of Hilton hotel and British Airways:..................14
Task 3.............................................................................................................................................16
Introduction:..................................................................................................................................16
Various types of training:..............................................................................................................16
Role and importance of training:...................................................................................................16
Benefits as well as the effectiveness of the training:.....................................................................16
Barriers to training:........................................................................................................................17
Management attitude for Training process:...................................................................................17
Conclusion:....................................................................................................................................18
Conclusion:....................................................................................................................................19
References:....................................................................................................................................20
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Introduction
Human resource management in a business organization is accountable for monitoring all the
business operations and activities of the supervisors, managers and employees. This business
report mainly deals with the human resource management in the chosen hospitality industry
Hilton hotel. This report will also illustrate all possible employment laws that are imposed in the
organization to make employees retention. This report also analyses the relationship between the
employees and employers that are governed under the human resource management concept.
Overall this report sets the direction for the organization to understand HRM, employment law,
employee relation, the importance of training and development and recruitment and selection in
the service industry.
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Task 1: Human Resource Management
Introduction
Integrating employment range of practices and policies are required along with the organizations
corporate strategy. It is a key responsibility of the human resource manager to ensure that the
employees' rights are valued in the right manner. Managers also responsible for enduring
effective skills are employed to achieve organizations objective.
1.1 Analyse the role and purpose of Human Resource Management in a selected service
industry
Purpose of human resource management in Hilton hotel:
The purpose of human resource management in Hilton hotel is to bring employee satisfaction,
employee development, team building, reducing workplace conflicts, managing groups, effective
leadership, managing changes and making good communications across the departments (Liu et
al. 2017). Conducting training programs regularly is the key responsibility of the human resource
management of Hilton hotel. This, in turn, provides a training program along with the employee's
development programs. Adding new services like intruding new supply chain in Papua New
Guinea made it necessary to hire more employees in the HRM channel (Analoui, 2017). It is the
responsibility of the HRM to ensure that the right employees are engaged in the business process.
Recruitment process also brings the attention of the employee's demand.
Role of human resource management in Hilton hotel:
 Job analysis:
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The human resource managers of Hilton hotel are responsible for creating job vacancies and
assigning the new jobs to the employees. In order to execute job roles for the new supply chain
in Papua New Guinea, the managers need to analyze the jobs in the current supply chain (Bailey
et al., 2018).
 Participation in the planning along with the development:
The human resource managers serve as a strategic partner for the organization. The human
resource managers are responsible for developing, identifying and executing the company's
objectives. The special objectives of Hilton hotel comprise of offering excellent services while
making a visit for a lifetime. With the launch of a new restaurant in Papua New Guinea, the
Hilton hotel has added an array of services like spa, barber shop, fitness rooms, multilingual staff
and steam rooms. It is the responsibility of the human resource managers to look after all the
possible services that are delivered by the employees in a timely manner or not.
 Recruits and compensates managers:
The HR professionals in the Hilton hotel are in search of well qualified and experienced
candidates for filling the vacancies. In regard to the performance, the compensation plan also
developed that is handled by the HR manager of Hilton hotel (Chowhan et al. 2017).
 Maintain relation among employees:
The healthier relationship among the employees is needed for the larger supply chain-oriented
businesses. Employees in the Hilton hotel are considered as key elements which bring innovation
and effectiveness in the service. In order to bring effective changes in the working environment,
the managers invite employees to share their viewpoints and decisions (Guest, 2017).
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 Provide training:
The human resource managers of Hilton hotel ensures that all employees in various sections are
well trained. The training programs are conducted in weekly thrice for solving the existing issues
and also hears the employees concerns.
1.2 Justify a human resource plan based on an analysis of supply and demand for a selected
service industry business.
Human resource planning helps in assessing and identifying the futuristic and current needs of
the Hilton Hotel. There are three key stages that can be covered while forecasting workforce
needs that are formulating strategies in order to achieve forecast needs, identifying the internal
and external supply of the employees.
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Figure 1: HR plan creation by supply and demand analysis
(Source: Created by author)
Supply analysis:
 Skill inventories:
This analysis helps to understand the current experience and skills of the employees. As per the
existing knowledge and skills, effective training programs will be conducted.
 Labour market
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Employment availability and needs analysis must be performed to evaluate the current demand
and supply of the consumers. Once the analysis has made the organization focus on providing
efficient service to the customers.
Demand analysis:
Demand analysis helps the organization to predict the future needs of staffing.
 Sales projection:
It is also estimated that the revenue of the Hilton hotel is expected an increase of 25% in case the
business organization can employ the right employees at the right time.
 Simulations:
Hilton hotel must need to provide training for the caretakers, housekeepers and executive chefs
that they can be able to monitor and serve high-quality services to the tourists and guests at
Papua New Guinea new hotel.
 Managerial Estimates:
From the analysis it has been observed that there are seven general managers are a need for the
new supply chain introduction in Papua New Guinea of Hilton hotel. At present, the company
needs to hire more of two general managers as three of them are retiring by the year 2019.
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2.1 Assess the current state of employment relations in a selected service industry
The size of the market in the targeted country plays a vital role in generating significant growth
for the organization. There is an ample number of opportunity is present in the Papua New
Guinea for the new supply chain business.
 Employment in the hospitality sector
There are several levels of employment has seen in the European nation. Countries like Papua
New Guinea has more of the employment vacancies, and the candidates who pursued hospitality
management courses are easily approachable. The highest employment rate has observed in the
developing nations like Papua New Guinea and its neighbouring countries.
 Working condition of the youth employees:
In Papua New Guinea has more young employees who are willing to work in the hospitality
industry. There is a vast availability of labour has observed in the country. The demand for low
pay has observed that in turn reduces the overhead cost of the employees for Hilton hotel in
Papua New Guinea.
 Undeclared work:
In spite of being in an important employment sector, the Hilton hotel prevails volume of
undeclared works in the Papua New Guinea country including some other nations too. Papua
New Guinea has the highest number of women percentage who are doing undeclared work in the
hotel industry (Countryeconomy, 2018). It is the responsibility of the HRM to engage its
employees in the right role for right work (Noe et al., 2016).
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 Trade Union:
The availability of trade union in Papua New Guinea is quite less, and the figure can be stated as
below 1%. There are no such changes that will be given to the employees to form unions and
lead the strengths.
 Grievances
In order to handle the grievance of the employees in the Hilton hotel in Papua New Guinea, ether
is need of information must be passed to the authorities in earlier manner. The employees will be
provided formal as well clear warning letter in case any violation to this circumstance occur. The
company has mainly focused on its new channel of Papua New Guinea to increase the
engagement levels.
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2.2 Discuss how employment law affects the management of human resources in a
hospitality organization of your choice.
 Employment Relations Act 2004
This act is applicable for the hospitality industry many new rights are introduced in it. Following
this law, the HR manager needs to provide both the paternal and maternal leave to the employees
(Forth et al., 2014). The HR manager also needs to facilitate the part-time work for the
employees who are needing it for resolving personal problems.
 the Work and Families Act 2006
The Hilton hotel must need to endure above act in the working culture where all the employees
are paid statutory pay for adoption as well maternity allowance needs to be credited to the
employees from 52 weeks from 26 weeks (Keddell, 2018).
 General Data Protection Regulation 2018
This law is very useful for the Hilton hotel. There are seven principles are enacted in this law
that needs to be followed by the management (Regulation, 2018). The Hilton hotel needs to enact
with the fairness, lawfulness, transparency in the organization as well in the services that are paid
to the customers. Data confidentiality and data integrity must be maintained from the company
end. No such personnel credential must be stored in the company's database.
 The Equality Act 2010
As per the act, all the employees of the Hilton hotel must give equal value irrespective of the age,
genders, sex and creed (Faganand Rubery, 2018). This, in turn, brings corporation and
collaboration among the employees.
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Conclusion
From the above analysis, it can be concluded that Human resource management has a crucial role
in dealing with the employees in an organisation. The Hilton hotel must need to comply with the
all employment laws in order to gain desired success in its new channel Papua New Guiana.
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Task 2:
3.1 Discussion of job description along with person specification of steward of Hilton Hotel:
The responsibility of a hotel steward is to establish fine dining rather than cooking in the hotel.
The role of a steward in a hotel entirely revolves around the experience of the consumers. The
duties of a hotel steward consist of garnishing the dishes, setting the tables etc.
The job description of hotel steward:
Numerous duties have been performed by a steward in the hotel every shift. They switch
discussion often between numerous activities that need flexibility in work style. The job
description of a steward in a hotel is stated below:
 To maintain the cleanliness of the utensils those are used for dining.
 To keep the storage areas along with the kitchen and the appliances of kitchen such as
grills, stoves, ovens, freezers etc. clean.
 To provide assistance in assisting in the preparation of food.
 To approach consumers with a positive attitude.
 To maintain high personal appearance standards for maintaining the standard of the hotel.
 To follow the sanitation as well as safety policies.
 To make sure that the equipments of the hotel are properly stockpiled.
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Personal specification of hotel steward:
Personal specification of a steward in a hotel consists of qualification, skills, some physical
criteria etc.
Qualification:
 The qualification that is needed for a hotel steward is a GED or high school diploma.
 A hotel steward needs to have a health certificate.
 They need to have a working ability in a well-pressured environment in a team by
spotting the light on the needs to the consumers and remaining courteous as well as calm.
 The hotel stewards should be reliable as well as responsible.
Skill:
 The stewards in a hotel need to inherit the skill of organizing so that they can keep the
storage areas along with kitchen clean and well-maintained.
 The hotel stewards should have the communication skill so that they can clearly
communicate with the kitchen staffs and the waiters.
 The hotel stewards should have the skill of multitasking.
 They should have the prioritization skill.
Physical criteria:
 The stewards in a hotel need to be fit mentally, medically as well as physically.
 A hotel steward should have the height from 5’2” to 6’2” and weight as per the height of
the body.
 A steward in the hotel should have the ability to walk and continuously stand throughout
the shift.
 The hotel stewards should have the ability to push, pull, kneel as well as lift and
frequently carry up to 30 lbs.
 A steward in a hotel needs to have the power to ascend as well as descend the stairs,
ladders or ramps occasionally.
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3.2 Comparison between the selection process of Hilton hotel and British Airways:
Both the companies named Hilton Hotel and British Airways aim at securing the top-most
position in the industry. However, there are some differences between the selection process of
the Hilton Hotel and British Airways.
Advertisement: The Company named Hilton Hotel provides an advertisement for deploying the
right people in the business organization. The company provides an advertisement of jobs by
utilizing social media as well as in the website named jobs.hiltonworldwide.com by providing a
clear description of the job, focusing on the value proposition of employee and building a
powerful and effective strategy of employer branding (Piboonrungroj and Disney, 2015). On the
other hand, British Airways promotes their vacant post in the promotion media or the company’s
website.
Eligibility and competency test: Both the companies utilize eligibility test as well as competency
test at the time process of recruiting so that the companies become able to deploy right people in
order to meet the companies' objectives.
Background of candidates: Hilton Hotels checks the background of the candidates along with
the physical status and previous experience as well while deploying people in the company.
Contrarily, British Airways scrutinize the medical record, criminal record along with the
background of the candidates (Alamdari and Fagan, 2017).
The process of applying for jobs: Hilton Hotels allow the candidate to log in their account first
on the company’s website, whereas. British Airways provides an online application form to the
candidates.
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Task 3
Introduction:
It is very important that the employees are trained properly for remaining the successful brand
image of the organization in the competitive hospitality business market. Is the employees are
properly trained then the productivity level of the organization will be improved. Therefore, the
performances of the human resource department of the organization need to be more proper in
case of providing training to the employees so that the competitive portion of the industry will be
improved (Boettcher et al. 2018). Proper training of the employees also helps in bringing
innovation in the organizational activities so that the quality of the products will be enhanced.
Various types of training:
In the Hilton Hotel various training processes are provided which are like skills training, quality
training, professional training, legal training, managerial training, team training, soft skill
training, and safety training (Boettcher et al. 2018).
Role and importance of training:
Training is essential in the organization as training helps in enhancing the knowledge of the
employees. The service value is also increased by the training. If the employees are properly
trained, then they utilize the time as well as money in the organization. The miscellaneous
expenses can be reduced by proper training. Therefore it can be stated that proper training is
essential in the organization.
Benefits as well as the effectiveness of the training:
The employees are satisfied with their jobs when they get proper training. Proper training
increases the level of motivation. The employees' performances level is improvised, and the level
of efficiency is increased by proper training (Du Plessis, 2016). Proper training of the employees
helps in bringing the innovation in the organizational activities. The significance is seen in the
employees' performances due to proper training. Organizational productivity level is also
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increased due to the provision of proper training to the employees. The brand reputation of the
company is also increased due to the provision of proper training.
Barriers to training:
Some organizations do not understand the importance of training they have a myth regarding
training that is required for unskilled employees which is untrue. After the training session, the
leering skills of the employees should be evaluated however some organizations do not go
through this process (Allahyari et al. 2018). Some employees face the problem of the inefficient
supervisor during the training session. During the training session, some employees face the
communicational issue. The training process is also be hindered by some emotional factors.
Personal issue of the employees also affects the training session (Allahyari et al. 2018).
Management attitude for Training process:
Figure: Training Cycle
(Source: Bohon, et al. 2017)
As per the above diagram, it can be stated that the training cycle includes 4 various steps which
are interlinked. The first step of this cycle explains the identification of the needs. In this step, it
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has been explained that the needs are identified through various analysis which is such as task
and job analysis, organizational analysis and person analysis (Bohon et al. 2017). Based on such
analysis the objectives of the training should be developed. In the second step of this cycle, it has
been defined that how to design the training process. in the design of the training process 5
important steps are mentioned which are such as selection of training methods, development of
the detailed content, development of the training materials, conduction the training program of
pilot test and finally train the trainers (Bohon et al. 2017). In the third step of the training cycle,
it has been mentioned that the training should be delivered to the employees. In the fourth step of
the training cycle, it has been explained that how to evaluate the training process. This evaluation
process is conducted through several steps which are learning, reaction, behavior, and results
after finishing this step again the first step will be started for the new employees.
Conclusion:
After doing the analysis of the importance of training and also training process it can be stated
that the organization needs to provide proper training to the employees. The supervisor needs to
be efficient so that the supervisor can provide proper training to the employees. The supervisor
needs to be efficient in some professional languages needs to understand the points of view of
the employees. Before providing the training to the employees, the organization needs to design
the process of training so that the employees can get proper training which helps in achieving the
organizational goals.
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Conclusion:
The report is created on the basis of HRM of Hilton Hotel. Employment law helps in governing
the relationships between employees and employers. It is to be concluded that employment law
denotes the recruitment time as well as working time. Several techniques are followed by Hilton
Hotels for selecting the right people in the company.
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