The provided report highlights the various functions carried out by HR managers to run a business successfully, including hiring and training employees, as well as implementing HR practices such as rewards and appraisals. The report also touches on the importance of adapting to changes in employment law, which can create difficulties for companies.
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Table of Contents INTRODUCTION.........................................................................................................................3 TASK 1............................................................................................................................................3 1.1 Role and purpose of HRM in Hilton hotel.......................................................................3 1.2 Plan based on supply and demand of service industries...................................................4 TASK 2............................................................................................................................................5 2.1 Current state of employees relation in Hilton hotel..........................................................5 2.2 Employment law affectsmanagement of human resources in Hilton Hotel..................6 TASK 23..........................................................................................................................................7 3.1 Job Description and Person's Specification.....................................................................7 3.2 Selection process of different service industry..............................................................10 TASK 34........................................................................................................................................11 4.1 Contribution of training and development activities to effective operation of Hilton. .11 CONCLUSION..............................................................................................................................11 REFERENCES..............................................................................................................................13
INTRODUCTION HRM is strategic approach that is used in overall effective management of workers working in an organisation. HR department of any type of organisation is responsible for designing overall structure of organisation so that productivity of employee can be increased to certain level. In hospitality industry role of HRM is slightly different as as from allocation of resources to managing various aspects working and managing people includes (Glendon, Clarke and McKenna, 2016). Hilton hotel is an American hospitality company that gives full and flagship services to their customer. There are more then 500 hotels and resorts in almost 85 different countries.In present reportdifferent roles and purpose of HRM are highlighted. Furthermore, an HRM plan is made on the basis of supply and demand. Along with this, current state of employees in Hilton Hotel, impact of legislations on employment policy and importance of training sessions are also describing.
TASK 1 1.1 Role and purpose of HRM in Hilton hotel Human resource management is the most important function of a company which helps in running business in more appropriate manner. HR managers in this regard, perform various functions related to manage workplace. It includes recruitment and selection, training and development, reward, compensation etc. In context withhotel industries, organisations deal in this sector, are considered as one of the fastest growing companies in world. This industry is such diverse that people can work in different areas of interest. Hilton hotel provides various types of services to their guest and customers (Fulton and et. al., 2011). overall emerging trend of hospitality industries also helps in making foreign exchange and developing economical growth of a country. There are several roles of an HR managers starts for allocating resources to various department or to handle issue regarding behaviour and ethics. hospitality industry is blessed with various opportunities but also suffers from high employee turnover and also deals with change in technology. As this hospitality business is in demand and there arevarious types of desire in among customer so role of HR also changes from time to time based of various types of activity. Functions of HRM: Humanresourcemanagerhasoverallexpertiseingeneralbusinessandoverall management skill. In smaller organisation HR managers deals with all types of management function such as administrative matters, operational matter etc. But regardless to size and department function HR manager should have such skills that can helps in making each and every function properly. several roles and responsibilities of an HR manager are as follows Training and development-HR manager of Hilton hotel provides timely training program and helps in improving skill of an employee. Through training and development programme areas where improvement can be done are identified. By having seminars and various workshop skill of a worker can be improved tocertain level and overall planning of succession can be drawn by HR managers ofHilton hotel. various types training program are developed by HR manager of organisation accordingly to priority. Hence training always growth and development of company as well employees working in it. Recruitment and selection-In HR department of Hilton hotel hiring of new employees in done by Human resources manager of an organisation (Daley, 2012). For example in Hilton
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hoteloverall knowledge of shortage of employees in hotel industries then manager of hotel should have skill to develop overall strategies so that company can retain employee as well can maintain level of staff in current level. Employees relation-To maintain healthy environment with in an organisation is another responsibilities of HR manager in an organisation (Human resource management,2016). healthy relation ship between employees always helps in building working environment more impactful towards work. This also ensure safe working area where worker can work without any type of concern. InHilton hotel HR managers always tries to ensure that create safe working environment this helps in bringing up trust level of an employee towards image of company. Purpose of HRM: In Hilton Hotel, the main purpose of HRM practices like recruitment and selection, training and development, etc. is to increase productivity of workplace. Through such process, managers can entail workers and other staff members about how to provide effective services to customers. By applying different practices such as employee relations, managers can develop strong relationship among staff members and bring cooperation in them. This would help in increasing efficiencies of business because if employees work in healthy environment then they can give high contribution in achievement of goals and objectives. 1.2 HRM Plan based on supply and demand of service industries In Hilton hotel is organising party famous business corporates people that organisation has planned to develop recruit and select various employee for particular event. so HRM of company decided that there will be need of almost 100 office boys that can work for 4 to 5 hours for several days purpose of serving various types of dishes to guest as well as handling different services regarding hygiene of place for three to four days. 5 manager are required to handle 20 of office boy each and one HR manager is required who can guide 5 of manager regarding duties that have to performed (CHUANG and Liao, 2010). Here party duration would be of 4 to five hours where all corporate and business person will come and thing that would be needed as a resources in party. Recruitment and selection– recruitment is of office boys is done by lower level managementof organisation where all common ethics and general communication is required for post of office. educational background is limited as there is no need of degree for this post.
Procedure of selection –overall committee of two people is required to select right candidates for right job. Generally ethics and behavioural and way of talking is considered for selection of candidate. general vocal interview is taken where life background is taken to consideration while hiring of an employee. Compensation –allowances, dress code and travelling charges are given to selected candidates in process of interview. Meal after working hours is also given toemployee. Training-Short term training regarding how to address guest while receiving them into hotels. Welcoming guest with various type of starter in initial stages. Performance appraisal-overall performance of individual is calculated. appraisals are done to recognise effective performer. Awards and rewards are given in for there best of performances this also helps in boosting performance and staying motivated towards work. 2.1 Current state of employees relation in Hilton hotel Employee relation is an important part of human resource management. It defines the relationship between an employer and employee. It is important for managers to develop a healthy and strong relations with employees since it encourages them, boost their morale and motivate them. In hospitality industry, the current state of a workforce is quite good. In Hilton Hotel healthy relation between managementand employee related to unionisation which are participation of employees, collective bargaining, structure, culture, disciplinary procedures and grievances, etc. is important. Those factors which helps in maintaining healthy employment relations are been discussed. Collective bargaining:In hospitality industry, employees bargains with employer related to terms and conditions of employment. This is usually determined by trade unions under which leaders representsthemselves on behalf of other employees in front of the organisation and addresstheirgrievancesrelatedtowages, salaries, hoursof workingand other issues. In Hilton hotel, trade union does bargaining with employer so that their staff members demands are being full filled. Company also initiate actions which are suitable in developing a team of trade union and does an agreement that encourages in maintaining good employee relations. Grievances procedures:To solve the problems and grievances of workforce, Hilton Hotel needs to forma team for this purpose specially. Their employees are liberal enough to drop their complaints in a complaint box and members of team consider those complaints and try to give solution.
`Participation of employee:In providing satisfaction to customers, Hilton hotels needs a huge human resources and to maintain its sustainability, it is important for personnel manager to build good employer and employee relation. Hilton hotel conducts various training programs, incentives, compensation and many more so that employees and participate more in the activities of a firm. 2.2 Impact of employment law in decision-making procedures of Hilton Hotel Employmentlawisa field of legislation that rulesrelationship of employer and employee. If an organisation has more than one personnel then it uses laws of employment. This field of laws involves state laws as well as federal laws and includes various subjects with common objective to protect against rights of workers (Importance of HRM practices in an organisation,2018).Theselawshelpemployeesinpreventingdiscrimination,promoting security and health, create a certain level for economic support and preventing disturbance in work which occurs because of conflicts between management and labour. A HR manager helps in ensuring thatemployees are getting protected by laws of employment and enjoy their rights within an organisation. Employment law that affects management of human resources in Hilton hotel are mentioned below. ï‚·Health and Safety Act, 1992:This law states that employee working within an organisation must be provided with a safe working environment. It also includes safety needs of employees and includesbroad concepton basic health ofemployees and welfare for safety of employees (Schuler, Jackson and Tarique, 2011). This act includes two main legislation which are Factory Act 1948 which means to protect employees against safety of factory and another law is Sexual Harassment of Women at Work place Act 2013, that look forward to protect incident which took place in organisation of sexual harassment. In Hilton hotel, these acts are used to gives employees benefits to their health and safety needs within workplace. ï‚·DataProtectionAct1998:ThisActstatesthatinformationoforganisationand employees are between each other and it should not be leaked out outside organisation. main aim of this Act is to protect individual regarding any misuse of details of them. In Hilton Hotel, this law states that details given by employee during time of interview are kept within organisation and should be leaked to outer public.
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Equality:This Equality Act constitutes of three more acts within it Sex discrimination Act, 1975; The Race Relation Act, 1976 and Equal Pay Act, 1976. These acts ensures that employees within organisation are treated equal and ensures that there is no discrimination between employees related to their race or gender.employee should get wages or salary according to their profession and rank and not according to their race, religion or gender. In Hilton Hotel these acts is being implemented to ensure that there is equalityamongemployeesandallworkforceistreatedequallyandgivenfair remuneration.Employment Act, 2008 :This act states that person is being terminated according to an individual's wish or when one misconducts or do not adhere to rules and regulations of organisation. It also ensures thatminimum wages should be given to employees .wages of employee should be according to hours of working and position of employees. Current changes in employment law: In UK, some modifications are currently done in Equality Act 2010, according to which it becomes compulsory for both private and public organisations to give report about gender pay gap. The main purpose behind this is to ensure better performance and specify equality aims in organisation. Along with this, some more laws are added in National Minimum Wage Act, according to which, companies have to provide minimum salaries in following manner:- Employees aged over 25 years: £7.50 Employees aged 21 to 24 years: £7.50 Employees aged from 18 to 20 years: £5.60 Workers aged 16 to 17 years: £4.05 Apprentices (under 19 years): £3.50 In addition to this, other laws like Heath and Safety Act, Employment Act and others are also changed in some certain manner. Therefore, in this regard, managers of Hilton Hotel is required to create changes as per these laws. TASK 2 3.1 Job Description and Person's Specification major role of personnel manager of organisation is to recruit and select efficient and effective employees for organisation. Here, In Hilton Hotel, industry faces an issue in check in
and check out process of clients. customers need to stand in a queue during check in and check out process which makes them frustrated and customer prefers another hotel for their satisfaction (Durão and et. al., 2012). To resolve this issue within industry, HR department uses some recruitment approaches which included external as well as internal recruitment process to hire 3- 4 receptionist for easy check in and check out process. Related to this issue organisation have prepared some documents to display advertisements in press and websites which includes job description, personal specification and more. This documents of Advertisements will help candidates to have knowledge about vacancy in organisation.Some documents are mentioned below: Job Description Job Details Post:Receptionist Department:Customer Service Department Job Purpose Greeting clients within hotel. Resolving queries of customers. Checking guest in and out. Roles and Responsibilities Welcome visitors by greeting them face to face or on a telephone. Maintainssecuritybyfollowingprocedures,monitoringlogbooks,issuingvisitor badges. Maintaining directories of employee as well as visitors within organisation. Providing information regarding hotel to guest and giving them satisfaction with services provided by staffs members of hotel. Preparing bills of customers. Dealing with payments. Taking reservations of hotel by telephone or email. Answering incoming calls and directing calls to appropriate associates. Person Specification
Name: Address: E-mail id: Contact No. : Objectives: To seek an organisation that can give career development opportunities, excellent working conditions and challenging career. Academic Qualification ï‚·Master in Business Administration ï‚·Bachelor of commerce from any well recognised university. Experience One of experience in any hospitality industry as a receptionist in UK. Professional Brief: In a Professional Carrier Spanning over one year, I had opportunityto handle conflicts of customers related to hotel. This covers field of check in and out process, resolving queries and welcoming customers. Skills and Abilities: ï‚·Good communication skills (written and verbal both). ï‚·Problem solving skills. ï‚·Multitasking. ï‚·Quick learner and self motivated. Technical Skills ï‚·Accountancy skills ï‚·Basic Ms office( Word, Excel, Power Point) DNA ï‚·Driven and energetic ï‚·Sense of urgency ï‚·Competitive nature
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DECLARATION I hereby declare that all information given above is correct according to my knowledge and certificates issued by recognised university. 3.2 Selection process of different service industry Recruitment refers to a process of determination and selecting suitable candidate from within or outside organisation within a specific time and in a cost effective manner (Costea, Amiridis and Crump, 2012). This process of recruitment involves determination of need of job, influencing employees to get attracted towards job, screening and selecting candidates and recruiting and segregating new employees to a workplace. recruitment and selection process differs according to industry. comparison of selection process of hospitality industry(Hilton Hotel) and Airlines industry(British Airways) is being mentioned below. 1.Criteria for recruitment:In British Airways, recruitment is done for position of cabin crew, flight managers and pilots. Whereas in Hilton Hotel there is recruitment for only receptionist position. Considering both industries in context with criteria of recruitment Hilton Hotel does less recruitment than British Airways. 2.Channel of recruitment:British Airways uses external recruitment and give chances to freshbloodwithinorganisationwhereasHiltonHoteldoesrecruitmentwithin organisation which help employees to get motivated and work harder to get promotions within a workplace. 3.Skill required:British Airways required highly qualified workers who have knowledge of using advancement of technologies whereas Hilton Hotel requires employees who have good communication skills to deal with visitors from different areas and countries (Chang, Chiang and Han, 2012). They hire people who have knowledge of basic languages and have decision making capacity and can handle queries of clients by giving them satisfaction. 4.Selection Assessment:British Airways conducts different test like psychometrics test, health test, written test and many more for selecting candidates whereas Hilton hotel uses only face to face interview process for selecting suitable candidates. 5.Training and development:Training programs is being conducted by British Airways to train employees according to their job role. In Hilton Hotel training is being given to
employees from very starting as there should uniqueness in all departments from different areas of industry. Comparing both industries it can be analysed that Hilton Hotel,uses best selection and recruitment which attracts candidates and influence members to participate in process and get effective and efficient employees for industry. TASK 3 4.1 Contribution of training and development activities to effective operation of Hilton Training and Development Training and development is a process to improve performance of employees by providing them various training programme. There are basically two types of training methods that are on-the-job and off- the -job training. It is a learning experience through which a employee can able to enhance their job performance. There are different types of training measure mentioned below with the help of which Hilton hotel management can able to increase their employee efficiency Online training:This Training method will allow managers of Hilton hotel to train their employees without putting any expense in any kind of expensive techniques. In this training method company can train their workers through internet, video calling and other network resources. Apprentice training:It is type of training where a worker can learn while performing their specific job. This techniques can prove very beneficial to managers and leaders of Hilton hotel because in this they can use the abilities, skill and knowledge of a worker and provide effective training to them in order to enhance their performance. Difference between training and development TrainingDevelopment Trainingisgivenaccordingtojoban employee. Development is done for a future perspective of an employee it is usually for growth of an individual's career. It is usually for a shorter period of time.It is for a longer duration of time. Benefits of training and development
Training and development helps an organisation in improving their skills and competence which leads to overall development of organisation. It increases job satisfaction, employees motivation and makes workforce of an organisation more efficient in a business environment. It also helps an organisation in gaining financial advantages. The most important benefit of training and development is that it build continuous learning environment in a business entity. Roles and need of training programme Training programme enable an organisation to strengthen their employee skills. Through this a worker can easily increase their level of performance and higher their level of knowledge. It is essential for Hilton hotels to implement different types of training measures in their organisation as it plays an very essential role in development of company overall production and performance level. CONCLUSION From above report, it has been concluded that human resource is an important factor as it is affecting every aspect of business sector. For running a business successfully, HR managers of a company carried out various functions. It includes hiring best talented workers as per requirement of workers. Furthermore, to make employees able according to business demand, they provide effective training and development program too. In order to gain high contribution of workers, managers also introduce various HR practices like reward and compensation, appraisals etc. Furthermore, it has also analysed from this report that due to changes in employment law, companies have to make modification in its job employment which create various difficulties.
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REFERENCES Books and Journals Bondarouk, T. and Ruël, H., 2013. strategic value of e-HRM: results from an exploratory study in a governmental organization.International Journal of Human Resource Management. 24(2). pp.391-414. Chang, A., Chiang, H. H. and Han, T. S., 2012. A multilevel investigation of relationships amongbrand-centeredHRM,brandpsychologicalownership,brandcitizenship behaviors, and customer satisfaction.European Journal of Marketing. 46(5). pp.626- 662. Costea, B., Amiridis, K. and Crump, N., 2012. Graduate employability and principle of potentiality: An aspect of ethics of HRM.Journal of business ethics.111(1). pp.25-36. Durão and et. al., 2012. Bone regeneration in osteoporotic conditions: healing of subcritical-size calvarial defects in ovariectomized rat.International Journal of Oral & Maxillofacial Implants.27(6). Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent challenges: Strategic opportunities for IHRM.Journal of World Business.46(4). pp.506- 516. Shuck, B. and Wollard, K., 2010. Employee engagement and HRD: A seminal review of foundations.Human Resource Development Review.9(1). pp.89-110. Chelladurai, P. and Kerwin, S., 2017.Human resource management in sport and recreation. Human Kinetics. CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service context: Taking care of business by taking care of employees and customers.Personnel psychology. 63(1). pp.153-196. Daley, D.M., 2012. Strategic human resources management.Public Personnel Management. pp.120-125. Fulton, E.A. And et. al., 2011. Human behaviour: key source of uncertainty in fisheries management.Fish and Fisheries.12(1). pp.2-17. Glendon, A.I., Clarke, S. and McKenna, E., 2016.Human safety and risk management. Crc Press. Online: ImportanceofHRMpracticesinanorganisation.2018.[Online]Availablethrough: <https://www.managementstudyguide.com/importance-of-hrm.htm>. Humanresourcemanagement.2016.[Online].Availablethrough: <http://www.yourarticlelibrary.com/hrm/human-resource-management-functions- managerial-operative-and-advisory-function/27995/>.