HUMAN RESOURCE MANAGEMENT TABLE OF CONTENTS

HUMAN RESOURCE MANAGEMENT TABLE OF CONTENTS INTRODUCTION 1 LO 1 1 P1) Objectives and function of HR manager 1 P2) Strengths and weaknesses of approaches to recruitment as well as selection2 LO 2 4 P3) Explaining the benefits of different HRM practices for employee and employer.4 P4) referred to Usefulness of HRM practices in improvement in productivityand profitability of organization. In context of workforce planning, the number of functions which are to be performed by HR manager include: Hiring

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1) Objectives and function of HR manager .............................................................................1
P2) Strengths and weaknesses of approaches to recruitment as well as selection .....................2
LO 2.................................................................................................................................................4
P3) Explaining the benefits of different HRM practices for employee and employer................4
P4) Usefulness of HRM practices in improvement in productivity and profitability of
organization.................................................................................................................................5
LO3..................................................................................................................................................7
P5) Significance of employee relations in decision-making process of HRM...........................7
P6) Impact of employment legislation in decision-making of HRM..........................................8
LO 4.................................................................................................................................................9
P7) Application of HR practices.................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is the strategic approach to the effective management of people in
the company. Human resource management is a very important and effective part of the
organization in order to manage human resource and workforce in organization (Bratton and
Gold, 2017). The present report is based on “Hilton hotel” which is the global brand of the full
services hotel and resorts. This is the worldwide brand which is provided better customer service
to their customers. The report will explain by the purpose and functions of HRM for applicable
to workforce planning. This will be examined by the strength and weakness of different
approaches to recruitment and selection process. Study explaining by the benefits of different
HRM practices within an organization for employees and employer. Report will evaluate by the
effectiveness of different HRM practices in terms of raising profits and productivity. It will be
analysis the importance of employees relations in respect to influence decision-making. This will
be identifying the key elements of employment legislation and illustrate the application of HRM
practices in work related context.
LO 1
P1) Objectives and function of HR manager
The key function of HR manager in an organization is to conduct selection and
recruitment procedure in order to create the team of highly skilled workforce. The success and
growth of any enterprise is completely based on the performance of HR manager. Workforce
planning is also one of important function of HR manager in Hilton hotel. In simple words, the
main Job of HR manager in Hilton hotel is to analyse, forecast and plan the supply of workforce.
In context of workforce planning, the number of functions which are to be performed by HR
manager include:
Hiring and recruitment: Main objective of performing such function by HR manager
in Hilton hotel is to assist an organization in getting the highly experienced and talented workers.
In addition to this, by performing the recruitment function, HR manager intends to fulfil the
basic human resource need by an enterprise. The interview, test, assessment and screening is
done by HR manager for judging the skills of the candidates (Nieves and Quintana, 2018).
Screen procedure is performed with the objective of making sure that an individual selected has
an ability to perform specific Job role in an organization. Recruitment can be done internally as
well as externally. In context of Hilton hotel, management in an enterprise prefer to recruit
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employees through external sources. Main objective of external recruitment is to get pool of
competent as well as knowledgeable candidates.
Performance management: Main objective of this function performed by HR manager
in HR manager in Hilton hotel is to support employees in improving their performance at
workplace. The human resource manger in Hilton hotel has developed the reward system with
the motive of positively influencing employees to enhance the quality of work and to inspire
them to make their significant contribution in accomplishment of business objectives. In addition
to this, main function of the Hr manager in Hilton is to analyse the performance of workers at
regular interval of time and make an appropriate decision related to hiring or terminating
workers. The main objective of performance management function is to address the low
performers and supporting them in improving their work.
Training and development: It is one of the important function of HR manager. Main
purpose of training and development function by HR manager in Hilton hotel is to assist
employees in increasing their capabilities to take more responsibilities. The HR manager in
Hilton hotel by organizing the training and development programs intends to support workers in
making themselves aware about the latest business trends as well as technologies which could be
further beneficial for workers in relation to increasing their working efficiency (Burke, and
Hughes, 2018). On and off the Job training are organized by HR manager in Hilton hotel, so that
employees can learn new things while working. The main objective of the arrangement of
training and development program by HR manager in Hilton hotel is to assist firm in increasing
performance standard as well as productivity.
P2) Strengths and weaknesses of approaches to recruitment as well as selection
Recruitment can be referred to as the procedure which involves attracting. Short-listing
and selection of an individual for performing specific job role in an organization. It is considered
to be as important function of HR manager which is performed with intention to find talented
workers. The main approaches to recruitment are:
Internal recruitment: It can be referred to as procedure of filling the Job vacancy within
an organization. In context of internal recruitment existing employees are promoted or
transferred to other business unit within an organization (Nassar, 2018). The HR manager in
Hilton hotel perform audit in order to determine the skills and knowledge of existing workforce,
Strengths:
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One of the biggest strength of internal recruitment is that it is less expensive. In context
of Hilton hotel, an organization by recruiting employees internally can save the cost associated
with training and development of new workers. It is considered to be as best approach that assist
management in positively influencing other employees to improve performance and increase
their participation in business activities.
Weaknesses:
The major weakness of internal approach to recruitment is that it limit the pool of applicants.
Other major weakness of internal recruitment approach is that of a employee is promoted then it
might lead to high level of dissatisfaction and demotivation in other workers (Francis and Baum,
2018). In addition to this, due to biases in promotion there are high chances of disputes between
workers and management that could further adversely impact the business performance of
company.
External recruitment: It can be defined as the procedure of selecting as well as
recruiting candidates from outside the company. In context of Hilton hotel, the main objective of
external recruitment is to get the pool of competent, experience and knowledgeable candidates so
that from which the best candidates can be selected for performing specific job role within an
organization.
Strengths:
The biggest strength of external recruitment is that it provides the large pool of
candidates to firm. In context of Hilton hotel, management in an organization through external
recruitment can get the fresh talent. An organization gets a chance to employ diverse workforce
who will bring creative ideas that can be utilized for growth of an enterprise.
Weaknesses
High training costs is associated with employing employees from external sources. In
addition to this, other biggest weakness is that recruiting candidates from external sources can be
quite time-consuming procedure. Other biggest weakness of using the external approach for
recruitment is that new candidates appointed for performing the specific job role might face
difficulty in adjusting themselves into new working culture as well as environment (Safavi and
Karatepe, 2018). They might have to face issues in adapting new methods of working. In
addition to this, due to difference in culture as well as working pattern there might be dispute
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between new as well as existing workers that further could have adverse effect on working
environment and also on reputation of Hotel.
LO 2
P3) Explaining the benefits of different HRM practices for employee and employer.
Human resource functions has the significant different form the HRM practices. The
functions are comprised the transactional activities which can be handled in effective manner. On
the other side practices is the conceptual part and implemented on the different HRM practices.
There are different types of HRM practices which are beneficial for employer and employee of
Hilton hotel. Those are as follows:
Training and development:
Training and development is best practices training employees for specific task and their
work role in organization (Zibarras and Coan, 2015). This will be organized by employer for
giving knowledge and improve skills of employees within the organization. This practice is
beneficial for employee because it offers chance to them for staying in Hilton Hotel for long
term. Through this, employees get proper knowledge of work and able to understand their
working role in organization. This is the great opportunity for employees. On the other side, this
is beneficial for employer of Hilton because it creates great opportunity for improving work
performance of employees or reducing mistakes in work. Through this, employees are able to
understand their work role in organization and give their hard contribution for achieve goals
which is beneficial for employer. So as per that, this practice is beneficial for both employer and
employees of Hilton Hotel.
Flexibility working option:
Flexibility working is the best option for managing work of organization in effective
manner. This offers the alternative approaches to getting work done by the non-traditional work
hours. This is the creative way of meeting business needs providing greater flexibility. This will
be highly beneficial for business and its growth in effective manner (Paauwe and Boon, 2018).
This practice is beneficial for employees of Hilton Hotel because this creates the positive work
environment in organisation. This practice is best because it boosts morale of employee. It is
highly beneficial for employee because through that employees are able to manage their personal
and professional life. On the other side, it is beneficial for employer because this increase
employee satisfaction and improve employee engagement with staff. It is highly effective for
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reducing absenteeism within the organization. Like when absenteeism is reduced and employees
are satisfied then work outcome is positive. Through this, it is beneficial for employer of Hilton
in effective manner.
Rewards and compensation:
Reward and compensation are the best way of employee motivating and for growth of
company. For example: employee done their task in effective manner with positive result of
work then employer is provided reward to employees for keep motivated and staying in Hilton
Hotel. This is beneficial for employee and employer in order to positive growth of company. In
terms of employee, when employee achieve rewards and positive comment with employer then
they are motivated and ready to give their hard contribution for achieving goals of Hilton Hotel.
This will also increase morale of employees and improve work performance. With these
employees are motivated and appreciated for their hard work (Ehnert and et.al., 2016). On the
other side, employer of Hilton Hotel got effective and best result of work which is help to
increase profit and productivity of organization in effective manner. As per that, compensation
and rewards system is beneficial for both employee and employer of organization in effective
manner.
Those Human Resource Management practices are highly beneficial for both employer
and employees of company. Those are help to improve employee performance by continuous
motivating employees. Through these, employer get positive work performance within the Hilton
Hotel which is effective and beneficial for business.
P4) Usefulness of HRM practices in improvement in productivity and profitability of
organization.
Practices of HRM is being recognized very important in context of raising the
profitability as well as productivity of Hilton Hotel. Some practices and their effectiveness in
raising productivity and profitability of an organization are discussed as under:-
Development of safe and healthy environment-
To ensure secure and healthy environment in the organization is one of the important
practices of HR manager. By developing safe environment in the organization HR manager can
raise the productivity of the employees (Piehler and et.al., 2016). As every individual want
security against unfavourable circumstances. HR manager of Hilton Hotel can assure its
employees to provide healthy and safe environment along with their security such as; by making
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conflict free environment at the workplace, by make them aware about the use of new introduced
technologies in organization etc. This will encourage them to utilize their potential and will work
efficiently, which contribute in raising the profitability of the organization as the productivity of
the personnel of Hilton Hotel has been raised.
Training and development program-
HR manager of the Hotel Hilton organize training and development programs in regular
time intervals. Better training to employees make their work effective, and they can contribute
for increasing the profitability of hotel. The productivity of personnel and organization can be
boosted by the HR manager through effective training related to interaction technique with the
guests, by which company can assure increment in the productivity of its staff members. By
developing their knowledge their confidence can be raised regarding their work for which they
are responsible and accountable too (Al-Refaie, 2015). This program of training and
development contributes in improvement in skills of individuals, as a result, their productivity
get increased, along with that the organizational profit can be raised.
Fair remuneration-
By providing fair wages and salary to the employees, HR manager can encourage them to
work efficiently for the organization. Positive attitude of the employees for the growth of Hilton
Hotel has been assured by providing them fair salary. The employees of same position with same
kind of assignments get equal and same pay scale will generate the feel of satisfaction. If the
employees are treated fairly then they do efforts to raise their productivity and profits of the
organization as well. That is why, it is very important to provide them with fair and satisfactory
remuneration to the staff members.
Appraising the performance of individual-
The managers of human resources management can raise the organizational profitability
and productivity by performance appraisal of staff. For better performance, the organization must
appreciate its personnel and highlight them in staff meeting will encourage them to work with
dedication and motivate other employees to improve their performance to get appreciation (Mat
and et.al., 2017). This motivation and encouragement raise their productivity and further
organizational profits has been raised. HR managers usually appreciate the performance of
employees by increase the monetary incentives, by giving bonus, through promoting the best and
dedicative staff also raise their productivity and organizational profits as well.
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Hence, it can be said that the practices of HRM plays vital role in increment of
organizational profits and productivity.
LO3
P5) Significance of employee relations in decision-making process of HRM.
Relationship of managers with employees will influence the growth of organization. It is
very important to manage healthy relationship with the personnel to build long-lasting
satisfaction in employees. By maintaining good and healthy relations with employees will reduce
conflicts of workforce and assists in boosting their morality and overall productivity
(Kwiatkowski and Włodarczyk, 2017). To run the business smoothly and to avoid obstacles and
problems, the authorities, managers, and supervisors need to perpetuate good relationships with
each and every employee.
In Hotel Hilton, the employees has been treated fairly, which make them to serve their
best, also they remain loyal to organization. There must be consistency in maintaining good
behaviour and relations with personnel, specially, to make sure smooth function of organization.
There are some major elements which are used to develop fair employee relations which
influence the decision-making HRM, which are discussed as under:-
Communication-
The most important factor to ensure good relations with employee is effective
communication with them. The channel of communication will affect the relationship of
management with their respective employees. HR manager of Hotel Hilton must make sure that
the goals of the organization must be communicated with their staff so that they can make their
efforts in the same direction in which the top management or HRM decided the goals. To ensure
effective and fair employee relations the managers must develop two-way communication
channel. The opinions and feedback must be considered by the authority of Hilton Hotel, so that
they adopt positive attitude for management and realize that the organization value their worth.
By establishing an effective chain of communication the decision taken by HR can be
implemented for the betterment and growth of the hotel.
Recognizing Employee-
Salary, incentives and other benefits helps in raise motivation of personnel of Hotel
Hilton. But at the same time, when they get recognition by the top management then positive
attitude towards management and authority has been developed among them. This will influence
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the decisions of HRM, if the employees feel their importance and value for the organization, then
they follow the directions of HR and make all possible efforts to achieve the common goal of the
firm.
Salary and Remuneration-
Good relation between management and employees of Hotel Hilton influences the
decisions of HRM of selecting the pay scale for employees. As if the staff members feel
comfortable to share their views and expectations regarding their pay-scale then HR manager can
make expected changes such as; can think to make changes in pay scale, can provide bonus,
increase the amount of monetary incentives etc. to encourage the employees to work effectively
for the company (Piehler and et.al., 2016).
Productivity improvement-
HR manager take some decisions in order to ensure enhancement in the productivity of
the concern as well as of employees. Employee relations influences the decisions of raising
productivity of HRM. If the employees get fair recognition and there were effective
communication between the authority and personnel than only the employees of Hotel Hilton can
work with motivation and also work in the direction of raising their productivity as well as of the
concern.
P6) Impact of employment legislation in decision-making of HRM.
The HR department is obliged to follow the laws which are related to the workplace and
to the employee's benefits. The managers of HR are responsible to ensure proper implications of
these in the entire company. Mainly, HR decisions get affected by opportunities of equal
employment, laws made for labours, discrimination and medical leaves. The employment
legislation and their affect in the decision of HRM are discussed as follows:-
The Fair Labor Standard Act-
This law governs the rights of labor, it ensures that the labour will get minimum wages,
pay for overtime (who work mire then 40 hours in a week), requirements of keeping record of
details regarding employees. The Fair Labor Standard Act was first introduced in the year 1938.
This law protects the rights of labours of getting minimum wage rate from the organization, also
get overtime pay (Rusu, Avasilcai and Hutu, 2016). Decision of HRM to set the wage rate get
affected because of this law. HR managers have to consider the benefits and rights of employees
of the hotel and protect them from getting exploit.
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Occupational Health and Safety Act-
This act was first enacted in 1970. This act ensures the environment at the workplace
must be safe and secure for the employees. Occupational Health and Safety Act provides a
boundary of safety and security for staff members of the Hotel Hilton, which act as a siren when
there were unsafe conditions at the current workplace (Baek and Park, 2018). This act will affect
the training and development decision of HRM, as the HR manager has to organize training
sessions time to time for providing them guidance regarding the use of safety appliances at the
workplace and need maintain the record of injuries held, use of hazardous materials and so on.
The Equal Pay Act-
This act was first formed in 1963, which make it compulsory that the employees who are
of same designation and performing same kind job will get the pay of equal rate. It is illegal for
the companies and corporations to make payment on the basis of genders of the employees who
are engaged in the same kind of job, having same level of responsibility. This law affects the
decision of HRM of setting a certain pay scale for different posts in Hotel Hilton and
communicate the same to each and every employee and departments as well.
The Age Discrimination in Employment Act-
This act was introduced in the year of 1967 which protects particular workers who
crossed the age of 40 years, by getting discriminated at the workplace or in the premises of the
organization. In this act it is prohibited to consider the age of new applicants or existing
employees as a element or factors for hiring, firing, promoting and giving any kind of privileges
in the tenure of employment (Mat and et.al., 2017). This law or act affect the recruitment and
selection decision of HR of the hotel Hilton. Manager must make recruitments of the applicants
on the basis of skills and talent possessed by them rather than considering there age.
LO 4
P7) Application of HR practices.
Job Specification
Company's Name Hilton Hotel
Location Victoria Quays, Furnival Road, Sheffield S4
7YA, United Kingdom
Job Title Receptionist
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Job Purpose Ensure the highest hospitality standards,
Complete appropriate assigned procedures.
Key Tasks  Promote other departments regarding
increase in the sales of hotel.
 Make sure the correct deposition of all
reservation.
 Be aware about the available
opportunities in context to maximize
the sales.
 Communicate effectively to each and
every client.
Curriculum Vitae
Personal Details:-
Name- Ms. Z
Email Address- [e-mail]
Contact No.- 1236547890
Qualification:-
Masters in Arts (Mass Communication)
From- University of Westminister, 2017
78%
Bachelors in Arts
From- University of Westminister, 2015
80%
Senior Secondary Education
From- United Kingdom Senior Secondary School, 2012
85%
Secondary Education
From- United Kingdom Senior Secondary School, 2010
81%
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Career Objectives:-
To attain receptionist position which allows career growth and to serve the organization for its
development and balanced growth.
Key Skills:-
 Command in English and German language
 Proficient in dealing every kind of situation
 Confident
 MS Excel, Word, Notepad and Power point Can work Under pressure
Work Experience:-
 Worked as receptionist in a career institution for 2 years, from 2017 to 2019.
Job Offer Letter
Date:- 30th September,2019
Ms. Z
Street no. 72
United Kingdom
Subject:- Regarding posting as receptionist.
Dear Ma'am,
With regard to your reference and recent interview with you. We are glad to appoint you as
receptionist in our hotel, Hilton. There are certain terms conditions:-
1. Your intial posting will be at Victoria Quays, Furnival Road, Sheffield S4 7YA, United
Kingdom.
2. During your employment tenure, our organisation may post/ transferred to any of our
other branch as per the requirement.
3. Your joining date will be considered in the date you first join the company, i.e; 5th
October, 2019.
Salary and Allowances:-
Particulars Amount
Basic pay $19,000
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HRA $9,500
Special Allowance $7,000
PF Employer's Contribution $2,280
Medical Insurance $1,250
Bonus $2,250
Conveyance $800
Total Cost to Company $43,330
This process is carried out to make recruitment for the receptionist post. This important to
make a job description to be very confined about the requirement of the Hotel Hilton. HR
practices are conducted to make sure that the right person will join the organization, so that the
company can achieve its goals effectively and efficiently (Al-Refaie, 2015). This process is held
to allow the most competent person for the job who can contribute to increase the profitability of
the organization.
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CONCLUSION
From the above study it had been concluded that the Human resource management has
very important and effective part of organization. This management has provided a great
opportunity for managing employees in organization. It had been concluded that the main
purpose and objective of Human resource management to hiring the best candidates for work,
organize training and development program for improving performance and manage
performance of employees in organization in the best manner. Recruitment and selection has the
important approach to hiring and selecting the best candidates for company or this has their
advantages and disadvantages. Report had been explaining by the benefits of flexible working
option, training & development and reward & compensation for both employer and employees.
Those HRM practices has important and effective for improving organizational profit and
productivity. It had been concluded that the positive employee relation has important for
company growth but it impacts to HR decision-making process because most of the time
decision have to be taken by employee perspective like trade union. Employment legislations has
impact to decision-making process because employee is injured in that case employer have to
provide compensation against of injury as per this low. It had been also concluded that the HRM
practice has implemented in work related context by developing person specification and job
description.
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REFERENCES
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tourism and hospitality industries. Edward Elgar Publishing.
Nassar, M. A., 2018. Human resource management practices and organizational commitment in
four-and five-star hotels in Egypt. Journal of Human Resources in Hospitality &
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Francis, H. and Baum, T., 2018. HR transformation within the hotel industry: building capacity
for change. Worldwide Hospitality and Tourism Themes. 10(1). pp.86-100.
Safavi, H. P. and Karatepe, O. M., 2018. High-performance work practices and hotel employee
outcomes: the mediating role of career adaptability. International Journal of
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Ehnert, I. and et.al., 2016. Reporting on sustainability and HRM: A comparative study of
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Paauwe, J. and Boon, C., 2018. Strategic HRM: A critical review. In Human Resource
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Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Al-Refaie, A., 2015. Effects of human resource management on hotel performance using
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Mat, N. H. N and et.al., 2017. Employees’ Understanding of HRM Practices in the Hotel
Industry. Advanced Science Letters. 23(11). pp.10680-10683.
Piehler, R and et.al., 2016. The importance of employee brand understanding, brand
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Rusu, G., Avasilcai, S and Hutu, C. A., 2016. Employee Performance Appraisal: A Conceptual
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Baek, J. and Park, W., 2018. Firms’ Adjustments to Employment Protection Legislation:
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Kwiatkowski, E. and Włodarczyk, P., 2017. Employment Protection Legislation and Its Impact
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pp.29-53.
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