Human Resource Management Practices at Hilton Hotel

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 HRM purpose and functions along with their application to Hilton Hotel's Workforce
Planning and resourcing..............................................................................................................1
P2 Strengths and weaknesses of recruitment and selection approaches at Hilton Hotel............3
P3 HRM practices at Hilton Hotel and its benefits for employer and employee........................5
P4 Effectiveness of HRM practices with regard to increasing profits and productivity of
Hilton Hotel.................................................................................................................................7
TASK 2............................................................................................................................................8
P5 Importance of employee relations and its influence in Hilton Hotel's HRM decision
making.........................................................................................................................................8
P6 Key elements of employment legislation which impact on HRM decision making in
chosen business...........................................................................................................................9
P7 Application of HRM practices in work related context ......................................................10
CONCLUSION .............................................................................................................................11
REFERENCES .............................................................................................................................13

INTRODUCTION
Human resource management deals with systematic planning and allocating of human
resources by recruiting and staffing them as well as provides employees with training and
development programs so that organisational objectives are achieved (Armstrong and Taylor,
2014). They have to prepare compensation plans and maintain workforce relationships as well.
HRM ensures that there is productivity in organisation and resources are optimally utilised so
that effectiveness present in the work done by employees. Hilton Hotel is considered to be a 5-
star hotel which operates in more than 85 countries. It was founded in 1919 and comes under the
hospitality industry.
This report will explain purpose and functions of HRM at Hilton Hotel and analyse
strengths as well as weaknesses of their recruitment and selection process. Benefits of various
HRM practices will be explained and evaluation of its effectiveness will be done. It will also
analyse importance of employee relations with regard to decision making and identify key
elements of employment legislations along with its impact on HRM. Finally, its practices will be
applied at Hilton Hotel with help of examples.
TASK 1
P1 HRM purpose and functions along with their application to Hilton Hotel's Workforce
Planning and resourcing
HRM is a requisite for Hilton hotel as it helps with daily organisational activities, which
helps them to achieve their goals and objectives. The main purpose of human resource
management is that it helps in maintaining productivity by appointing quality employees and
providing them with tasks that they can efficiently manage. This also helps in ensuring that
policies are created in a systematic method of attracting, recruiting and retaining Hilton hotel's
workforce (Bratton and Gold, 2017). HRM is linked with the organisation's financial
performance as well and includes employees' compensation and various incentives. HR manager
has to work in such a way that their customers are satisfied with services that they offer and
make sure that a secure relationship is maintained with them.
Hilton Hotel's HRM creates plans that identifies their goals and links them with their
employees that have the required competence and skills to achieve organisation's objectives. The
planning is done in a strategic manner in which continuous evaluation and improvements are
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done with the help of development programs. Resourcing of employees are done by proper
recruitment and selection methods that is mostly internal and external (How human resource
management benefits a company, 2017). They have to attain assets for organisation as well as
maintain a proper relationship with workers at Hilton Hotel. Their services are provided by
employees and it is vital to select the best ones so that there is flexibility in the company and
goals are efficiently and effectively accomplished.
The functions of Hilton Hotel's HRM with regard to workforce planning and resourcing
consist of the following:
Recruitment and selection:
This HRM function includes the analysing and procuring of potential individuals that are
competent enough to work for Hilton Hotel. A systematic process which includes strategic plans
is adopted by HRM and employees are recruited and selected based on forecasting done by
organisation. Hilton Hotel's HRM provides newly recruited employees with orientation
programs, so that they are aware about the organisation and its vision (Major Functions of
Human Resource Management, 2017). They will be able to adjust to the environment and work
accordingly, so that they can contribute towards achievement of goals and objectives of Hilton
Hotel. Employees are provided with their job description, role and relations with others in the
company.
Maintenance of proper working environment:
HRM of Hilton Hotel has to provide and maintain proper working conditions to their
employees. This function ensures that workforce is motivated to work towards achieving
organisational goals. There are systems that provide incentives to the staff, which leads to job
satisfaction as well.
Employee relations management:
This HRM function ensures that a secure relationship is managed with Hilton Hotel's
employees as they are the backbone of organisation. A good relation has to be maintained so that
workforce can be impacted in a positive manner which will motivate them to work and achieve
high levels of productivity (Marchington and et.al., 2016). This leads to promotion of healthy
and balanced relationship between employer and employee.
2

Training and development:
Hilton Hotel has to plan training and development programs for their employees so that
they can continuously improve performances of workforce which will help to achieve goals of
organisation. This is an important HRM function as an employee's skills and knowledge gets
increased by imparting them with the right education of fields in which they work in.
P2 Strengths and weaknesses of recruitment and selection approaches at Hilton Hotel
Hilton Hotel's HRM has to deal with recruitment and selection of employees for their
organisation. Managers generally uses external and internal approaches for this function. This
ensures that they hire new and competent staff as well as give opportunities to existing
employees.
External recruitment and selection
Hilton Hotel recruits and selects candidates from external sources through the following
approaches:
Employment agencies:
Hilton Hotel maintains contact with employment agencies as they help in providing
skilled individuals to the organisation (Albrecht and et.al., 2015). Candidates can apply for jobs
through these agencies and company can select best ones from a pool of them.
Educational institutes:
Students can directly be recruited from their respective colleges as Hilton Hotel has ties
with them. They will be able to choose from a list of individuals that have the knowledge
required in their industry.
Online recruitment:
Recently, social media and online websites has been playing a big role in recruiting and
selecting of candidates for jobs. Hilton Hotel has many platforms through which they can
announce their vacancies and request people to apply for them (Riley, 2014). They can conduct
interviews and select the individuals that are most suitable for organisation.
Strengths:
 Hilton Hotel gets to choose from a variety of candidates.
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 This will enable organisation to hire individuals that have new skills. It will create a healthy competition in organisation.
Weaknesses:
 External selection is a time consuming process as advertisements and interviews have to
be done.
 The risk is higher as candidates are new and may not be able to understand company’s
requirements. This is a very costly process for Hilton Hotel.
Internal recruitment and selection
The recruiting and selecting is done internally and with existing employees at Hilton
Hotel through the following approaches:
Promotion:
Hilton Hotel recruits and selects candidates from their existing workforce through
promotions. They analyse which employee has the competence and skill to work at a better
position in organisation (Bamberger, Meshoulam and Biron, 2014). They will get more
responsibilities and feel motivated to perform effectively.
Transfers:
Hilton hotel can transfer employees as a part of recruitment by providing them with
different job positions. They shift their roles and responsibilities so that work can be done in a
more effective manner. This will enable them to increase their skills and knowledge about
organisation which can help them to later, get a promotion.
Employee referrals:
Existing employees of Hilton Hotel can refer their family or friends for vacancies in
organisation (Gupta and Shaw, 2014). They can easily adapt to the working environment, culture
and conditions. Employees that refer candidates can be provided with incentives which will
increase their motivation as well.
Strengths:
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 Internal recruitment and selection is a cost efficient process and there is a high probability
of selecting the right candidate.
 Morale of employees gets boosted and they increase their productivity while working. There is less risk as employees are already aware about the organisation’s policies and
environment.
Weaknesses:
 There are high chances of creating internal conflicts. This can create an unhealthy
working atmosphere.
 Options are very limited and requirements may not always be fulfilled.
 Every promotion and transfer will create a new vacancy in Hilton Hotel.
P3 HRM practices at Hilton Hotel and its benefits for employer and employee
HRM consists of various practices that are applied by Hilton Hotel towards functions of
the organisation. These help in achieving goals and objectives in an effective manner (Mone and
London, 2018). It is beneficial for employers as it helps them in the following ways:
Strategic planning
The practice of creating strategic plans benefits Hilton Hotel as they are able to align
different activities of various departments so that their goals can be achieved through proper
effectiveness. HRM analyses present plans and forecasts trends in order to ascertain changes that
has to be made in organisation so that product can be increased.
Recruitment and Selection:
Recruitment and selection is a practice that is essential for Hilton Hotel as they require
employees that can work towards offering customers with good quality services (Riley, 2014).
This is beneficial for organisation as they are able to hire competent staff that will help to
achieve goals efficiently.
Management of compensation:
HRM practice of compensation management benefits employer as they are able to create
required budgets and compensate employees in such a way that they can attract and retain their
staff. It will provide an estimate of costs that will be incurred by organisation.
5

Management of performance:
Performance management helps employers and managers as this practice provides ways
by which they can determine solutions for improving Hilton Hotel's effectiveness (Albrecht and
et.al., 2015). They monitor performances of employees, appraise and reward the hard working
staff.
Employees are benefited through the following ways:
Training
Training is an HRM practice used by Hilton Hotel as it benefits employees as they get a
chance to increase their knowledge and gain new. Managers coordinate with staff by regularly
conducting seminars and workshops through various programs (Bratton and Gold, 2017). HRM
takes responsibility in training employees in such a way that overall organisational goals are
achieved.
Health and safety:
The practice of maintaining a healthy and safe workplace is ensured by HRM of Hilton
Hotel. They understand risks that are present when work is done by employees and implement
policies and procedures that will help in protecting the staff.
Rewards and incentives:
HRM has the responsibility to evaluate employees and reward those ones that have
performed exceptionally well (Armstrong and Taylor, 2014). They are given financial and non-
financial incentives that have been created in a systematic manner by Hilton hotel's HRM. This is
beneficial as employees get motivated to perform better.
Feedbacks:
HRM practices feedback systems in which Hilton hotel's employees are provided with
suggestions and opinions about their work performance from employer and colleagues as well
(Shields and et.al., 2015). This benefits them as they are able to determine their work capabilities
6

and set goals to improve themselves to perform effectively and efficiently, so that high levels of
productivity can be attained.
P4 Effectiveness of HRM practices with regard to increasing profits and productivity of Hilton
Hotel
HRM practices that are followed by Hilton Hotel includes strategic planning. This
ensures effectiveness as proper plans have been created by managers and are implemented in
such a way that they are able to delegate work to employees that have the competencies of
efficiently performing their tasks (Gupta and Shaw, 2014). They have seen an increase in their
profits due to the implementation of strategic plans made by HRM. Their recruitment and
selection practices has helped organisation to hire candidates that have the right skills and
knowledge which aids in gaining high amount of productivity. The training programs prepared
by HRM proves to be effective at Hilton Hotel as they have managed to reduce employee
turnover and retain a majority of workforce.
Employees are compensated appropriately at Hilton Hotel and they are awarded for their
hard work. HRM frequently monitors their staff and manages their performances accordingly.
This helps them to provide incentives to the deserving ones and they get motivated to perform
more efficiently, which increases their productivity as well as help them in generating more
profits as compared to previous years. The practice of feedback system has helped organisation
in achieving effectiveness as employees get reviews about their work from management as well
as other employees and are provided with suggestions that help them in increasing their
productivity as well as improve their overall performance at Hilton Hotel (Mone and London,
2018). There has been implementation of new innovative technology at organisation, which has
helped increase efficiency of tasks that are performed by employees. They have been provided
with development programs that helps staff to adapt and work with new technology so that
productivity can be enhanced to a large extent.
HRM ensures that health and safety of employees are looked after, for which they have
maintained the practice of implementing proper policies that ensure that the staff works in a safe
and hazard free environment (Riley, 2014). Overall, the effectiveness of these practices used by
Hilton Hotel's HRM has had a positive impact on organisation's productivity. Their profits have
seen drastic improvements when the strategic plans have been put into action and employees are
satisfied with their jobs and are motivated to work in an efficient manner.
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TASK 2
P5 Importance of employee relations and its influence in Hilton Hotel's HRM decision making
HRM has to make important decisions regarding Hilton Hotel's activities and business
functions. In order to do so, they have to maintain good relations with their employees. This will
help them to take proper decisions that will benefit the organisation and goals can be achieved
effectively (Bratton and Gold, 2017). Importance of employee relations with regard to their
influence on HRM's decision making is as follows:
Setting of goals:
It is vital to maintain employee relations as HRM can create organisational goals
accordingly. They need to ensure workers that they trust them to work together and achieve
targets that have been set by managers. This helps HRM to decide goals for Hilton Hotel and
how they have to plan their strategies so that it can be achieved effectively.
Delegation of work:
HRM has the responsibility of delegating work to employees and they have to decide
which task has to be given to whom. This can be done only when there are good employee
relations as employers will be able to understand each individual's competencies and assign them
tasks accordingly (Shields and et.al., 2015). This will ensure that work is delegated in an
efficient manner.
Employee satisfaction:
HRM has to take decisions for Hilton Hotel, which will ensure that employees are
satisfied with their jobs. This makes it important to maintain good employee relations as it will
be easier for managers to analyse how they can keep their workers happy as well as increase
overall productivity in organisation.
Motivation:
Hilton Hotel's HRM has to maintain employee relations as it is important for them to
analyse each worker and create training programs that can increase their motivation and
willingness to work (What Are Positive Employee Relations & Why Are They Important, 2018).
This requires them to make decisions regarding motivational tools and techniques that can be
used on their employees so that organisation's overall productivity will be increased.
8

Retention of employees:
Employee relations helps HRM to retain their employees at Hilton Hotel. It aids
managers to understand preferences of their workers and how they can create an environment in
which employees feel motivated to work in. These decisions can help them in reducing employee
turnover as well as retain their workers.
Therefore, it is vital for Hilton Hotel's HRM to develop and maintain good employee
relations with their workforce (Gupta and Shaw, 2014). Their strategic plans and decisions have
to be made in accordance to employees of organisation as it will help them to achieve their goals
and targets effectively and efficiently.
P6 Key elements of employment legislation which impact on HRM decision making in chosen
business
Trade union consider important part to take appropriate decisions in business. This is
because, they contain solution for problems occurs between employees and HR. They help to
maintain employee relations effectively. In workplace representation, legislations are applied that
helps to assist appropriate decisions taking. With this regard, all rules and regulations must be
considered for all employees in same manner. In decision-making of HRM, different
employment legislation must be applied to improve performances. In a good manner, following
legislation can be successfully implemented:
Employment Right Act 1996: In respect to determine appropriate working, it can be stated that
Hilton hotel must provide all employees rights to their staff members. It includes basic rights
at workplace which contains, privacy, fair compensation, freedom from discrimination.
Most of the employees can be hired in the chosen business to maintain right to privacy at
workplace (Ozturk and Tatli, 2016). As a result, HR takes appropriate decision that are
related with the business for their employees rights.
Employee Protection Act 1975: This act implement to reform and consider successful work to
protect each person in the business. In the selected business, this act frame to maintain
security due to termination of employees. There are different terms and conditions for
employee undertaken to make favourable results and valid conditions. In this regard,
manager of Hilton hotel can easily take appropriate decisions towards business. As a result,
9

manager must take decisions in favour of employees to protect them (Employment
Protection Act 1975. 2018).
Contract of Employment Act 1963: Contract of Employment Act 1963, determines as act of the
parliament in UK for requirement to give reasonable notice before dismissal. In a particular
way, contract of employment undertaken with certain terms and conditions for protection
statue. Government has idea that unions and employers can make appropriate contract with
arrangement that consider flexibility in a particular period (Oates, 2017). Therefore, Hilton
hotel must take notice and written statement to make appropriate changes to concentrate on
employment work.
Wages Act 1985: As per this act, HR manager of Hilton hotel need to employ staff members with
minimum wage. Therefore, employee relations maintained with their existence to develop
significant advantages in appropriate manner. Every member requires appropriate wage so
outcomes must be develop with accurate amount of wages.
Disability discrimination Act 2010: As per this act, government determine laws to provide all
rights and benefits to discriminate people to end discrimination from the workplace on the
basis of disability (Countouris, 2016). Hence, all people have rights to access employment
opportunities as per their efficiencies and capabilities. In the Hilton hotel, HR manager need
to cope up with this act to regulate effective functioning and draw lawful results.
Equality Act 2010: As per this act, Hilton hotel’s manager should implement their functions and
operations with physical or mental conditions. Some circumstances are automatically treated
as disability under this present act. On the basis of age, gender, colour, etc. the chosen
enterprise has no right to discriminate their employees (Pitcher, 2015). Hence,
discrimination can be reduced successfully to provide all rights to them.
P7 Application of HRM practices in work related context
Job description
Job description for HR in Hilton hotel
Job title: HR manager
Department: Human resource
Report to: Supervisor
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Job purpose: To undertake all responsibilities of management and deal with duties that are
required to perform in Hilton Hotel.
Qualification: BBM and MBA in HR.
Main responsibilities
 Manage all duties and responsibilities of management in Hilton.
 Solve customer query and provide them appropriate services in hotel.
 Ensure all stock held in accordance with union security with financial procedures.
 All appropriate duties which required among whole team members of the organisation.
Key work and relationship
HR manager of Hilton hotel must consider supervision on management work which expected to
work with own initiative. Excellent communication also continued to maintain relationship with
all staff members and customers.
Person specification
Job title HR manager
Division Management
Report to Supervisor
Skills Essential Desired
Education, training and
qualification
✓
Communication skill ✓
Professional skills ✓
Knowledge of all rules,
regulations and policies
✓
Innovative skills ✓
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In order to consider recruitment and selection, there are different practices required to
implement in context of recruitment and selection. Following practices can be implemented in a
work related context: Ensure privacy and security for candidates: In recruitment, it is essential to maintain
appropriate security for all candidates who apply for vacant job. As a result, HR manager
of Hilton hotel need to cope up with range of personal information which accessed by the
wrong people that lead to identify theft in the organisation. In this way, it can be ensure
that every step must be undertaken in recruitment and selection process. Designing and placing job advertising: In this regard, HR manager of the chosen
business must consider appropriate functioning with designing and placing job
advertisements. This is because, it helps to consider appropriate functioning with skilled
employees selection at workplace. Safe, healthy and happy workplace: In this working practice, HRM practice determines
to maintain safety, healthy and happy environment which develop work that is related
with the chosen enterprise. With the help of appropriate workplace, employees of the
enterprise encourage towards work (Brewster, 2017). They give their full support and
participation to implement appropriate working. Hence, this practice assists to look upon
accomplishment of desired results in business. Maintain workplace safety and cleanliness
helps to develop more significant advantages at workplace. 360-degree performance management feedback system: As per this system, HR
manager of the chosen enterprise require implement 360-degree performance
management feedback system which is related with work of employees in the business.
With this regard, Hilton hotel can improve their performance by continuously looking
towards development (Tzabbar, Tzafrir and Baruch, 2017). Furthermore, it also assists to
manage appropriate working which helps to ensure that selected business provide
feedback facility to their customers. As per work related context, appropriate working as
per customer demand and requirement implemented in successful manner. Therefore,
desired level results will be gain to operate effective results. Fair evaluation system: On the basis of fair evaluation system, it can be stated that HR
manager of the chosen business need to develop more significant advantages in
12

appropriate way. With this regard, employees are encouraged positively regarding their
work which develops more significant advantages (Donate, Peña and Sanchez de Pablo,
2016). It will help to grow more creativity and effectiveness in an appropriate manner. In
work related context, the chosen business increases employee’s performance and loyalty
towards the enterprise. Hence, it will create competitive results and outcomes to maintain
effectiveness.
 Knowledge sharing: Knowledge sharing is also useful practice that assists to meet with
innovative and effective results. In this context, HR manager of the chosen business
provides opportunity to share ideas and views among employees. As a result, it increases
effectiveness and appropriate working to develop significant advantages. In work related
context, it assists to increase efficiencies and productivity of overall business to gain
more desired results at workplace (Ahlvik and Björkman, 2015). With the help of all
employees' participation, manager can perform their duties and tasks to gain high share.
CONCLUSION
From the above report, it can be concluded that HRM functions are important as they help in
workforce planning in Hilton hotel such as recruitment and selection, orientation, maintenance of
proper working environment, etc. Furthermore, report summarized about strength and
weaknesses of recruitment and selection approaches that are used in the chosen business to
promote desired results. With the help of these practices, healthy and safe environment has been
maintained to look for practice and policies. In addition to this, report explained about
importance of employee relations which influences HRM to take appropriate decisions at
workplace. At last, report discussed about different employment legislation that must be
followed in the chosen business to maintain effectiveness and appropriate working of HR.
13

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