Human Resource Management Approaches - Doc

HUMAN RESOURCE
MANAGEMENT

CONTENTS
INTRODUCTION .....................................................................................................................................3
TASK – 1.................................................................................................................................................3
1.Elaboration of the purpose of the HR functions and its key roles and responsibilities .................3
2.Assessing approaches of HRM concerning workforce planning, recruitment & Selection, training,
performance and reward systems ....................................................................................................4
3.Different methods used in HR practices through examining case study examples.........................6
4.Efficacy of employee relations and employee engagement...........................................................6
5.Important aspects of employment legislation within which Hilton hotel must work ....................7
6.How employee relations and employment legislation inform decision making and accomplishes
the business objectives .....................................................................................................................8
TASK – 2.................................................................................................................................................9
7.Use of Human Resource Management practices in a work-related context ..................................9
8.Utilization of technology on improving the recruitment and selection process...........................11
CONCLUSION ......................................................................................................................................12
REFERENCES ........................................................................................................................................13
INTRODUCTION
Human resource management is a process through which plans are being made,
policies and programs are being administered and the human asset within the firm is

developed. Practices related to human resource management if done effectively within the
organization, will be beneficial both to the firm and their workers (Kelliher and Johnson,
2007). The current research study emphasize on various aspects, concepts, processes and
practices related to HRM within an organization. In this regards, Hilton Hotel is being taken
as a case company. It is a multinational hotel chain head quartered in London. The report is
divided into parts, first part elaborates employee relation and employment legislation and
their impact on the decision making process. The second part of the study is related with the
application of HRM practices in Hilton Hotel. The last part explains the use of technology
and online platforms in the recruitment and selection process of the hotel.
TASK – 1
Elaboration of the purpose of the HR functions and its key roles and responsibilities
The main purpose of human resource management is developing plans, procedures,
governing the policies and development of programs to train the human asset of the Hilton
Hotel. Further, it also pays attention on effective exploitation of the available resources so as
to reap out best result. In addition to this, the human resource function within the hotel also
supports in development as well as maintenance of affable relations between the employees
and the employer (Bratton and Gold, 2012). Pertaining to this, it can be said that the purpose
of HRM in the hotel is to encourage and improve the human capital and also creating a
positive and healthy working environment that leads to accomplishment of the business
objectives. The HR function also trains the existing staff members for higher performance
targets and shows them direction to achieve success and glory. It is also responsible for
recruitment and selection of skilled workers within the hotel as needed so that no operation is
hampered and workflow is continued. Here are some of the functions related to HR in Hilton
hotel and these are being explained below:
 Planning of workforce – It is referred as the crucial part of HRM. The main purpose
of this function is to have right people at right time and right position through
forecasting the HR needs. Since hotel is related with the service industry, there are
different activities that needs to be carried out on a continuous basis. Thus, there is a
requirement of efficient human asset for the purpose of effective management (Hilton
destinations, 2018). Thus, HR planning function supports in ascertaining the demands
of the workers within the hotel and made it available as and when required.
Workforce planning is very crucial for organisation to beat their competitiors and
enlarge business opportunities to compete in marketplace. On other hand strategic

workforce planning that is also an important part of workforce planning that helps in
align with overall objectives of organisation and long term vision. It also important in
succession planning to ensure about necessary skills set to remain always competitive
in marketplace.
 Recruitment & Selection – the main purpose of this function is to employ best suited
candidate for the vacant job position within the firm. This function is the heart of the
hotel. Without this, no other function can be performed smoothly and efficiently.
Recruitment and selection of the workers should be carried out in a proper manner so
that capable and skilful people can be employed. Hilton hotel also places more
emphasis on this function so that they can have increased effectiveness in all other
function and activities.
 Development & Training – the main purpose of this function is to plan training and
development events for improving the abilities and capabilities of the employees.
Training and development is defined as a set process by which skills, abilities and
competence of the human asset within the hotel can be enhanced for better attaining
the business objective. The human resource manager and trainers within the hotel
plans for training and development events in varied field and areas on a regular basis
so that better work can be performed. Further, it also helps firm to achieve its pre-
determined goals through better productivity and performance of the employees
(Azeem, 2010).
 Performance management & Reward systems – The main purpose of this function is
to review as well as monitor the performance level of the employees and rewarding
the same as per the achievement of their targets. The management of the Hilton hotel
evaluates the work being done by their staff members at regular interval of time and
check for the activities which needs to be corrected.
Assessing approaches of HRM concerning workforce planning, recruitment & Selection,
training, performance and reward systems
There are numerous methods that are being used by Hilton hotel in respect to
workforce planning, training and development, recruitment & selection and performance &
reward system and these are being defined in the subsequent paragraph: Training and development – There has been development of many programs within
the Hilton hotel for achieving their objectives. The firm also invest good amount to
improve the abilities as well as skills of their employees. There are many training and

management development programs being conducted by Hilton Hotel such as on the
job training which includes coaching, job rotation, internship training and off the job
training methods such as case study method, role play and in-basket methods that
helps in accomplishing the objectives of the hotel. The main motive of such programs
and events is to have pool of abilities within the hotel (Goldstein, 2003). Workforce flexibility: Flexibility in workplace permits to both employee and
employers to make adjustments about working conditions that suit to everyone.
Flexible working style helps in maintain a healthy and balance that enhance working
efficiency of business and individuals. As long employees get entitlements, both
employees and employers can get negotiation at the workplace and it become more
flexible. For example changing and flexible working hours and at place where work
should performed. Workforce planning – The process concerning HRM in the firm begins with the
workforce planning. It helps in ascertaining the amount of employees needed for
carrying out tasks within the hotel (Josephat, 2011). It is being performed by the hotel
through job fairs, seminars, workforce analysis and training programs. Soon after
having an idea about the type and number of employees being required, recruitment
regarding the same is commenced. In this, job analysis is performed and relative
strength and weakness of the employees is done. Further, supply forecasting, demand
and supply estimation is also done for formulating action plans. Job design: job design is an core function in human resource and management and
also related to specification in contents, mehods and thier relationship with other jobs
to satisfy technology and requirements of organisation of both personal and social job
satisfactions. (Stewart and Brown, 2009). job design is an important factor that gives
guidance to follow an specific path to achieve organisational goals and objectives.
 Performance management and reward system – The line manager at the hotel is
responsible for assessing the performance of the employees and based on that offers
feedback. It is being appraised by 360 degree feedback and ranking methods. Further,
the line manager also makes clear about the performances which are below standards
and expectations and needs corrective actions. In addition to this, rewards are also
offered to the employees during their job for achieving higher level of performance.
Monetary incentives are provided such as bonuses and pay increase for their good
performance. Additionally, non-financial rewards such as praising, desired work

assignment, recognition and promotion are also offered to the employees of Hilton
Hotel (Frolick and Ariyachandra, 2006).
Recruitment and selection have crucial role within organisation for strengthening their
workforce in effectual manner. Recruitment denotes a formative process which enables
organisation to attract their candidates by which they can fill vaccancies. On other hand,
selection refers to process in which potential candidates are selected as requirements and
demands of organisation. They are illustrated below:
Internal source of recruitment: It refers to process of hiring a candidate from
internal structure of organisation. Internal source comprises of transfers, employee referrals
and promotions.
STRENGTH WEAKNESSES
Managers are known to existing employees so
they can take into consideration the most
effectual person for requirement of job. This
will enhance loyalty of employees as well as
profitability of organisation.
It causes lack of diversity within
organisational culture. It will lead to
creation of obstacles for bringing new
candidates within their working
environment.
External Source of recruitment: It denotes hiring as well as recruitment of
candidates from outside organisation. It can be done by giving advertisements, employment
excahnges, campus placements, direct recruitment and employment agencies.
STRENGTH WEAKNESSES
It is one of the most effectual method in which
fresh blood from different countries can be
brought into organisation. This will aid
management to hire most appropriate
candidate.
It is one of the most costly method as in
this various stages are involved.

Different methods used in HR practices through examining case study examples
Focusing in relation with the Hilton hotel, it is spread worldwide. The hotel always
strive to maximize the productivity and want to increase the value of shareholders. Since the
hotel is at the top within the industry, they need to improve their stock price, sales as well as
overall effectiveness. Considering the example of rising diversity within the hotel, employees
from many parts of the world were employed within the hotel. Due to this, there has been
increase in the issues related to social, cultural and rules and regulations within the
employees. Hilton was not able to manage these clashes and thus, to handle this, a series of
strategies have been adopted by the hotel. Hotel promoted open communication, embraced
diversity and focused on team building approaches to manage this cross-cultural workforce.
In addition to this, from the past several years, the employee turnover rate within the hotel
was increasing rapidly. Employees were highly dissatisfied and thus, leaving the firm to avail
some better options. In this regards, Hilton thought to improve their recruitment and selection
procedure so that right individual with right expertise joins the position. Further, they
implemented various retention strategies as well. Thus, they streamlined their recruitment and
selection tool and have commissioned the business psychology consultancy for introducing a
web-based screening system known as “Virtual Psychologists”. After running of the
programme, the hotel was successful enough in inviting applicants through presentations at
the schools and universities to apply through their websites. Retention strategies such as
employee stock option scheme, rewards, incentives, benefits, perks, recognition and good
payment system was introduced as well. In addition to this, the Hilton hotel has also changed
their performance management system. They have adopted such integrated and analytical
processes that involves two sequential tasks i.e. facilitating the development of strategic goals
and key performance indicators and supporting the management off performance to those
goals (Murphy and Clevelen, 2001).
Efficacy of employee relations and employee engagement
Defining Employee relation and employee engagement
Employee relation is defined as the efforts of the firm in regards with managing the
relations amid employer and the employees. Those firms where employee relations are good,
consistent and fair treatment to all the workers is being provided. On the other hand,
employee engagement is being referred as a simultaneous employment as well as expression
of preferred tasks of an individual in their task behaviour which helps in connecting with
other employees and leads to higher work performance.

Effectiveness of Employee relation and employee engagement
Throwing light in relation with the Hilton hotel, it offers open environment to their
employees with a view to involve them in negotiation and collective bargaining activities.
This is being done in line with the employee relationship scenario in UK wherein the interest
of both the firm and the workers are taken into account. Pertaining to this, the hotel allows a
win-win approach for both the employer and the employees so as to drive productivity and
customer service orientation within the firm. This has helped Hilton hotel in decreasing their
employee turnover rate. Furthermore, the hotel also has clear defined vision and job
accountabilities which helps in increasing the motivation as well as morale of the employees
(Iverson, 2001). There is a strong grievance redressing mechanism as well where employee
issues are being sorted out. Moreover, the hotel has also pays keen attention that all their
employees strictly follows the duties and premises lawfully. This has helped the hotel to have
better and healthy employee relations. There are different strategies being adopted by Hilton
Hotel for effectively engaging their employees such as timely appraisals and feedbacks,
better communication, performance facilitation, setting goals, recognition and benefits,
performance management etc. (Armstrong, 2001). Two most important engagement
approaches are being described below:
Proper Directing Setting and Execution: Leaders as well as managers are
responsible for development of effectual targets and formulate objectives so that they can be
implemented in effectual manner. HRM activities of Hilton Hotel assist them acquire skilled
employees and enhance overall productivity. This will facilitate organisation to improvise
their process of production and also their image within market.
Monetary and non-monetary rewards to improve performance of employees: To
enhance loyalty as well as motivation of employees, they must be appreciated as well as
rewarded by which they can work till their complete potential. This will also aid Hilton Hotel
to maximise overall performance levels of employees.
Flexible work practices & Flexible organizations and Employer of Choice
Hilton hotel also offers flexible working environment from many years. there are
many approaches being adopted such as swapping of shift, part time job, full time job,
flexible working hours, V-time working, zero-hour work etc. This helps the firm in
motivating their staff members and they work hard for achieving the business objectives and
leads the firm to the path of success and growth. The culture within the workplace is also

very pleasant and supporting. It helps the firm to have more engaged employee and better
relations.
Now focusing in relation with the employer of choice, there are many organizations
who are taking into consideration this strategy. It is a nothing but a term which indicates that
the firm has an extra-ordinary work environment and more and more people like to be a part
of it. Hilton hotel offers numerous benefits to their workers (Ordioni, 2013). They have
enhanced workplace such as a coffee bar, a day care centre and gym. Further, the workers are
recognized for their work performance. Therefore, it can be said that with these facilities and
benefits, Hilton hotel attracts and retain large pool of candidates towards them.
Above mentioned factors and attributes are very important for Hotel hilton in making good
relationship between employee and employer that is they build an positive atmosphere of
working in organisation and provides the flexible working hours that give motivation to
employees in giving their best. They provide training and development programs so that they
can get proficiency in their works and procedures which plays important role to engage with
employees to their employers.
Important aspects of employment legislation within which Hilton hotel must work
There are many pieces of employment legislation within which Hilton hotel is required to
work and some of them are being defined in the subsequent paragraph: The equality act 2010 – This act mainly focusses on averting from practicing any type
of discrimination on the basis of gender, sex, disability, race, colour, caste and creed.
It also states that each and every individual working within the firm has a right to
have employment and equal treatment based on their job positions. Thus hotel Hilton
should consider this aspect and must offer equal remuneration and pay to their staff
members. Health and safety work act 1974 – The hotel industry is required to ensure more
safety of its workers as compared to any other industry (Bratton and Gold, 2007).
There are many threats within the hotel such as food poisoning, fire, employee
outbreaks and hearing impairment due to high level of noise in bars. Thus, it is vital
for the hotel offer the employees with zero threat workplace.
 The Employment Rights Act, 1996 – This act is concerned with the wages as well as
remuneration of the employees. It prescribes the legislation for minimum wage to be
offered to employees in UK. Further, they have rules for deductions as well as

benefits. Thus, Hilton hotel is required to offer importance towards the wages and
earnings of their employees according to the regulation of the act.
How employee relations and employment legislation inform decision making and
accomplishes the business objectives
For the success of the organization, maintaining healthy employee relationship is a
pre-requisite. For higher level of productivity and human satisfaction, strong employee
relation is required within Hilton Hotel. It is generally concerned with avoiding and resolving
issues related to people which might take place because of the work scenarios. Employee
relations at the Hilton hotel is also dependent on the safe and healthy working environment,
commitment of all the employees, effective communication system and incentives for
employee motivation (Legge, 2005). There is healthy employee relation within the hotel
which helps them in having more motivated, efficient and productive workers that in turn
also supports in increasing the sales level of the hotel. Thus, from the discussion it can be
said that for having informed decision making and for meeting out the business objectives,
employee relations within the hotel should be strengthened. HRM can take better decisions, if
the staff members supports each other and there is no conflicts between them. Even processes
are carried out smoothly, employees’ supports and guide each other in complex situations.
Correspondingly, employment legislations also influences the decision making and
leads to accomplishment of the objectives. For example, the equality act 2010, is being
considered by Hilton Hotel in the sense that the hotel is not bias to any worker or prefers any
added privileges to an employee. If they are found any guilty of any human resource practices
related to employee discrimination then the hotel can face legal action for profaning the law.
Moreover, with the employment legislations, hotel gets a guideline so that they can take
informed decision in regards with the management of their employees. Other than this, it also
allows the hotel to have good faith that employees will be treated equally and fairly. It is
important on the part of hotel to respect the rules and legislations for better satisfying their
workers. If they are contended then they will indispensably support the firm in achieving its
desired business objectives (Armstrong, 2001).
TASK – 2
Use of Human Resource Management practices in a work-related context

Job Description for the job role “Assistant HR Manager” in Hilton Hotel
Role Information
Title of the job Assistant HR Manager
Company Hilton Hotel
Purpose
The main purpose of the HR assistant is to perform support
activities inside the HR department of the hotel. It involves
coordinating meeting, maintaining data base for posting job
advertisement. He also acts a liaison amid employees and HR
(Nickson, Warhurst and Dutton, 2005).
Responsibilities
1. Coordinating projects related to HR
2. Assisting in the daily operations of the HR functions
3. Compiling as well as updating the records of employees
4. Supporting in the payroll preparation
5. Dealing with the employees issues, regulations and rules
Person specification
Skills
 Basic knowledge and understanding of labour laws
 Good typing skills
 Strong communication and organization skills
 Familiarity with resume database and ATS software’s
Qualification
 Must have an experience of making use of HR, Payroll and
online recruitment systems
 Awareness in regards with the varied employment legislation
 Bachelor’s degree in human resource or certification in the same
field
Experience 1 or more than one year of one experience in the field of HR
Planning and
organizing
It is important for the HR assistant to effectively organize the given
work tasks and activities. He or she should be able to work tight to
deadlines and must support in effective organization and events.
Behavioural
competencies
 He or she should be customer focussed
 Provides accurate communication to all
 Must look for ways for improving the services
 Takes pride in accepting the responsibilities
 Must prioritise and order the activities
Job related questions
1. Which things do you find more fascinating about the field of HR?
2. Do you have any experience in recruitment and selection process?
3. How will you going to handle or manage conflicts arising between the employees?
4. What are challenges and issues you are looking for in this job position? (Chris and
Grenham, 2007)
A Job offer letter

From To, XXX
HR Manager Heathrow Avenue
Hilton Hotel
Date: March 18, 2019
Dear Mr XXX
We are pleased to confirm that you have been selected for to work in Hilton Hotel as
Assistant to Human Resource Manger
Job duties include: Offering general employment information, verifying employment dates,
assisting in completing personal files of employees, reviewing forms and responding to
incoming calls and development of report on human resource activities as requested (HR
Assistant Job Offer Letter, 2016).
Contracts includes:
Reporting: Supervisor of Hilton Hotel Mr XXX
Working hours: 9:00 AM to 20:00 PM
Remuneration: He offered HR assistant position £23,000 yearly.
Holiday: 3 days per week
Paybacks: Dental care, health care and group insurance
We are ecstatic to send you this letter. You can join our group on June 26 2019
We looking forward to work with you
Sincerely,
Xxx
Evaluating the use of technology for improving the recruitment and selection process
It is vital on the part of firms to make improvement in their existing processes in this
dynamic and highly competitive working environment. Technology has influenced almost
every function of the companies and HRM is affected quite more. The recruitment and
selection of the firm can be enhanced with the help of technology (Torrington and Hall,
2005). For illustration, application tracking system can be used for importing resumes to the
software. It will going to save time and will also narrow down the applicants without making
use of mound of paper resumes. Even social media and online platforms are proving useful in
improving the recruitment and selection processes. They can use Facebook, Twitter,
Instagram and many more for advertising jobs and for communicating data significantly.

Hilton hotel has also commissioned the business psychology consultancy for introducing a
web-based screening system known as “Virtual Psychologists”, which is online and digital
based platform (Frolick and Ariyachandra, 2006).
Application tracking system is one of most helpful tool to track and observe one of most
suitable candidate according to organisation requirements and enables in select best candidate
out of large no. Of candidates so it become suitable for them to keep updated and remain
always competitive into marketplace. The another main aspect is visual psychologists that is
one of important tool to measure self interest of people and theor potentail skills too to gain
competitive advantage and enlarge business opportunities.
CONCLUSION
From the above report, it can be said that the present report has significantly focussed
on different elements of human resource management within the firm. It has discussed
approaches, practices, processes and methods related to HRM within the hotel and has
explored the fact that it is very essential for the firm for better management and coordination
of all the other activities and functions. It also leads the firm to the path of success and helps
in achieving the business objectives.

REFERENCES
Books and journals
Armstrong, M., 2001. Personnel and the Bottom Line. London: Kogan Page.
Azeem, S.M., 2010. Job satisfaction and organizational commitment among employees in the
Sultanate of Oman. Psychology, 1(4), p.295.
Bratton, J. and Gold, J. 2007. Human Resource Management. Theory and Practice. 4thed.
UK: Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Chris, P. and Grenham, M., 2007. Human Resources Management - The Study Guide. ULH
Publications.
Frolick, M. and Ariyachandra, T., 2006. Business performance management: one truth.
Business intelligence.
Goldstein, L., 2003. Training in Organizations. Pacific Grove CA: Brooks/Cole.
Iverson, K., 2001. Managing human resources in the hospitality industry: an experiential
approach. US: Prentice Hall.
Josephat, S., 2011. Fundamentals of human resource management. African public
administration and management series, 2, pp.10-25.
Kelliher, C. and Johnson, K., 2007. Personnel management in hotels – an update: a move to
human resource management? Progress in Tourism and Hospitality Research, 3(4),
pp.321–331.
Legge, K., 2005. HRM - Rhetorics and Realities. Mac Millan Press Ltd.
Moran, R.T., Harris, P.R. and Moran, S.V., 2011. Managing Cultural Differences.
Leadership Skills and Strategies for Working in a Global World. 8thed. Butterworth
Heinemann. Elsevier Inc.
Murphy and Clevelen, 2001. Performance management. London: International Thomson
Business Press.
Nickson, D., Warhurst, C. and Dutton, E., 2005. The importance of attitude and appearance
in the service encounter in retail and hospitality. Managing Service Quality, 15(2),
pp.195–208.
Stewart, G.L. and Brown, K.G., 2009. Human Resource Management: Linking Strategy to
Practice. John Wiley & Sons.

Torrington, D. and Hall, L., 2005. Personnel Management HRM in Action. Europe: Prentice
Hall.
Online references
Hilton destinations. 2018. [Online]. Available through: <http://www.hilton.com/top-
destinations/london-hotels>. [Accessed on 19thFebruary 2018].
HR Assistant Job Offer Letter. 2016. [Online]. Available through:
<http://jobdescriptionsandduties.com/job-offer-letter/63/hr-assistant-cv14091/>.
[Accessed on 19thFebruary 2018].
Ordioni, J., 2013. How to Become an Employer of Choice. [Online]. Available through:
<https://www.ere.net/how-to-become-an-employer-of-choice/>.