HRM Practices and Employee Performance

This assignment provides an in-depth analysis of Human Resource Management (HRM) practices and their impact on employee performance. It discusses various HRM functions such as staffing, planning, training, development, motivating, and retaining employees to achieve organizational goals. The assignment also highlights the importance of human resource planning in coping with changes and predicting future department needs and requirements.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
Human resources management is the procedure which includes recruitment, planning,
selection, training, motivation and termination of worker within an organization in best possible
manner. HRM is an essential part of every organization that manages and maintains people and
their satisfaction level in the firm. This will assist in combining efforts of human resources in
order to increasing their performance and reaching with higher success (Kehoe and Wright,
2013). The main role of HRM department is to develop and formulate the firm in better way.
This has been seen that HR division mainly focuses on optimizing the employee's performance
in the company by executing the diverse strategies. The report is based on Hilton hotel which is
providing best services and facilities of accommodation, food and stay to the guest in United
Kingdom. The main motive of this assignment is to analyze practical situation of recruitment and
selection process that will discussed. Also understand training and development concept in the
service industry and its contribution in order to gain success in an organization.
TASK 1
Covered in PPT
TASK 2
3.1 Discuss a job description and person specifications through examples from a hospitality
organization
There are various jobs in every organization and each job need different tasks or work to
be performed so they require skill, qualification as per the job role. Job analysis refers to as
collecting and gathering information about the job which help in identifying job responsibility,
requirement and needs for an organization (Hendry, 2012). The job description and person
specifications are described of the Hilton hotel as follows:
Job description
1. Details of job
Job title: HR manager

Associated Department: Human Resource Department
2. Purpose of job
 Selecting and hiring capable employees
 To encourage the workforce by increasing productivity
 Manage and maintain organisation staff members
3. Duties and responsibilities
 Recruitment and selection of skilled employees
 Providing training and development sessions for staff members
 Appraise the skill and competencies of workers of firm.
Person specifications -
Basis Requirements
Attitude  Be honest and loyal towards work
 active in the work
 Dress appropriately
 Be confident and attractive
Skills  Good communication skill
 Excellent listening ability
 Skill to give advise to other employees
Knowledge  Management knowledge
 Manipulation of guest data and
personal details
Experience  1 year experience in any hotel
3.2 Compare the selection process of different service industries businesses
Selection process of Hilton hotel – In Hilton hotel follow the optional process of
recruitment of candidates that is intense but comparatively easy. The online utilization form is
protection by hospitality representative and the skilled candidates for job interrogation. The basic
connection are made by HR symbolic on telephone for on the place examination and after that
they are taken personal face to face interview in which they analyze candidate skills and
knowledge. The interview session may reach from individual conference up to five group
discussion. The company mangers ask direct questions at the final interview where they judge
the applicant his capability which is matched with the described job profile (Gruman and Saks,
2011).

Selection procedure of British Airways - In the British airways, the selection process for
enlisting of Pilot post is successful by inviting the candidates to filling and suggest online request
sort. After showing of person employ by British airways enlisting team associate, they are
shortlisting the candidate who are suitable for the further selection procedure. The selection
procedure proceeds two days and more which is through at British Airways. On the first day,
Right to work appraisal is successful precede by ability test such as numerical and verbal logical
thinking and two computer supported capability appraisal. The candidates who are chosen for the
examination for the position of Pilot then HR associate call them on the second day. Then, this is
a machine categorization acquire in British airways Flight Training centre near Heathrow. the
applicant who serve all the period are located in DEP hold proof for 12 months until they are
offering basic serviceman place in airline business.
Comparison between selection procedure of Hilton hotel and British Airways - the hotel
as well as airway business both are mainly consist to the service industry but their enlisting and
selection procedure are quite different from each other. In airline industry, selection process is
supported on judgment of specialized aspects and difficult ability on the other hand; Hilton hotel
selection procedure is supported on measuring and assess soft ability of the candidates. the
method of technological assessment are utilized at airline that includes ability test and
framework appraisal whereas assortment method in Hilton hotel more focusing on individualized
examination that is successful on telephone by HR and face to face by other individual (Daley,
2012). Although the procedure of attracting the nominee for the occupation through online
utilization descriptor but selection method and interview procedure differ from each other. the
variety of selection activity of two different business mentioned preceding shown that human
resource administration differ from administration to administration.
TASK 3
4.1 Assess the contribution of training and development activities to the effective operation
Training and development is the vital part in an organization which provides effectual
and efficient employed of the company. The training and appraisal program are useful in
rendering supreme contentment to their visitor services seekers in Hilton hotel managers to lower
level that directly effect on hotel invitee. For the new recruitment, training and assessment

program are required to develop them realize the process of job specification. This will maintain
the reputation and goodwill of Hilton hotel which required in development program so that
workers can be groom to perform outstanding within an enterprise. In current time, Hilton hotel
employees are more skilled and qualified to maintain the competency with the other hospitality
industry (Boxall and Purcell, 2011). Training and development is the structural part in the Hilton
hotel. There are various benefits of training and developments that are important for effective
working of an organization are described under:
Job satisfaction level can be increased - While training in the Hilton hotel, the
employees are acknowledge regarding the job and they will capable in understanding the job
related exposure which assist them in performing betterment in an organization.
Invigorate self confidence and development - Training and learning program develop an
employee to execute with prompt level that is beneficial in enhancing their self assurance at the
hotel and their staff members will supply improved work to their work searcher so they will
carry through appropriate work in order to reaching with desired goals.
Precede worker towards their personal goals - Through managing training and
improvement programs, worker are capable to increase professional knowledge and they will be
capable to primed their personalized goals or targets regarding the future career. In the hotel,
they will acquire appropriate possibility to perform amended and get promotions (Beloglazov,
Abawajy and Buyya, 2012).
Train worker to execute improved in critical situations - Training and improvement
program in Hilton hotel as on the job and off the job training provided. On the job program they
are face existent experience situations which makes them more applicable in performing
improved way in critical situations.
CONCLUSION
From the above described report, it can be analysed that HRM is an essential part of
every organization that manage and maintain people and their satisfaction level in the firm. This
will assist in combining efforts of human resources in order to increase their performance and
reaching with higher success. The main function and purpose of HRM includes staffing,

planning, training, development, motivating and keeping them to the organisation and gaining
better results of the hotel for satisfying their guest regarding their services. Human resource
planning is important as it will assist in coping with the changes or alterations by predicting
future department needs and requirements. The relation between employees and managers in the
firm contribute towards reaching with desired goals and targets.

REFERENCES
Books and Journal
Beloglazov, A., Abawajy, J. and Buyya, R., 2012. Energy-aware resource allocation heuristics
for efficient management of data centers for cloud computing. Future generation
computer systems.28(5). pp.755-768.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Daley, D. M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee
engagement.Human Resource Management Review.21(2). pp.123-136.
Hendry, C., 2012.Human resource management. Routledge.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management.39(2). pp.366-
391.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review.21(3). pp.243-255.
Loorbach, D. and Rotmans, J., 2010. The practice of transition management: Examples and
lessons from four distinct cases.Futures.42(3). pp.237-246.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest.19(3).
Oechsler, W. A., 2011. Personal und Arbeit: Grundlagen des Human Resource Management und
der Arbeitgeber-Arbeitnehmer-Beziehungen. Walter de Gruyter.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Tarique, I. and Schuler, R.S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business.45(2).
pp.122-133.
Wilson, A. and et. al., 2012. Services marketing: Integrating customer focus across the firm.
Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’ back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.