Human Resource Management and Practice at Hilton Hotel Stratford

This presentation discusses the role and purpose of Human Resource Management in the service industry, specifically at Hilton Hotel Stratford. It also explores the current state of employment relations in the hotel industry and how employment law affects HR management at Hilton Hotel Stratford.

HUMAN RESOURCE
MANAGEMENT AND
PRACTICE
HILTON HOTEL STRATFORD

INTRODUCTION
• Human resource forms an integral part of any organisation most prized resource of any organisation.
• Human resource management is an approach to create a productive workforce for the organization
through various process. The general procedure followed by organizations are planning, hiring, training,
inducement, termination and promotion of an employee.
• The learning outcomes from this project include the concept of employment law and its impact on the
service industry, the current state of employee relation related to service industries. These concepts are
discussed with practical situations by considering Hotel Hilton in Stratford. It will also discuss the possible
fields of recruitment and selection procedure that controls the functions of human resource of the hotel
and other service industries.

INTRODUCTION
Training and development are the
essential processes of human
resource management required for a
successful business.
It is necessary for all business
organizations to manage the
employees and their level of
satisfaction by proper human
resource management.
Proper Human resource
management helps the organization
to maximize the performance and
efficiency of its human resources to
achieve success (Armstrong and
Taylor, 2015).

1.1 Analyze the role and purpose of Human Resource Management
in a selected
service industry.
• Human Resource Management is a strategy to manage the human resources of the organization and to maximize
their performance and satisfaction level to achieve aims and objectives of the organization. Effective and efficient
human resources are required for every organization who will help the organization to improve its standard and
quality of the service.
• A human resource manager must upgrade the overall performance of employees and organization. Human
resource management is helpful to understand the needs and importance of human resources in an organization.
It also discusses the employee's satisfaction which is very important to be ensured by the employee. The rights
and interests of the employees should be given importance for better performance and growth of the business.
Human resource management is necessary to monitor a productive workforce and train them according to the
needs of the organization. This project describes the function and purpose of Human Resource Management
(Afonso, 2016)

HRM DUTIES
• The most important duty and objective of HRM are planning, recruiting, training and monitor organizational relations for improvement of the hotel. This is helpful for
the organization to have an efficient and quality human resource. The use of the HRM process are discussed below
• Planning and forecasting :
Planning in an organization means necessary preparations for future need of human resources for proper performance of duty. It is one of the critical function of HRM
is forecasting the requirement of human resource for constructing business strategies and accomplish it. It also helps to estimate and recruit the exact number of
employees required. An adequate amount of human resources is necessary for every department for providing the best service to the customer. Forecasting the need for
human resources fills space between the needs and requirement of human resource.
• Recruiting process, Contracts of employment :
The number of employees required for an organization is recruited. The candidates selected should be eligible to help the organization to be more competitive by
providing exceptional services. The HRM department of Hotel Hilton hires employees from hospitality management colleges through tests and personal interviews.

HRM DUTIES
• Employment and monitoring employees, Training and development :
After recruitment, the next role of HRM is to monitor the works of employees to ensure appropriate the fulfilment of their task. HR managers
provide time to time training to the employees to make them proficient in learning new techniques and met the challenges of the organization.
It helps to maximize the performance of the employees in the organization. Training improves the employees to adopt new methods and
changes in the organization quickly. In this process, employees come to know about their responsibility and work environment of the
organization.
• Budget monitoring, Relationships (employee relations, employee managers) :
Employees satisfaction is necessary for the growth of a business. The healthy relationship between the management of Hotel Hilton and
employees and maintained adequately. The employee must look after benefits of the employee by providing them with salary, bonus, and other
facilities. Hotel Hilton made various policies for the interests of the employees. The employees are equipped with a healthy safe environment. A
healthy relationship between management and employees helps the organization to work together as a team to achieve the desired goals of the
organization.

1.2 Justify a human resource plan based on an analysis of
supply and demand for a selected service industry business.
• HRM planning refers to forecasting organization's current and future needs for human resources to achieve
its target & objectives successfully. The HR manager plays a vital role in an organization. He monitors the
entire human resources required in the organization.
• He ensures the employees are well trained to adopt the new methods and skills in the organization. It is
necessary to improve and upgrade the quality of the services time to time for survival in the competitive
market. The HR manager ensures to train the employee to meet the requirements of the organization
effectively.
• Suitable and loyal employees help the organization to achieve the goals and objectives. The role HR
manager of the Hotel Hilton is to calculate the vacant posts in the hotel and fill it with a suitable candidate
promptly to serve its customer efficiently and improve its competitiveness in the industry.

1.2 Continued
• HR supply forecasting is a method of determining current accessible human resources and
its demand for future needs by the HR manager from external and internal sources.
Internal sources include present employees in the organization and external sources refers
to future recruitment by campus placements, interview, and job advertisements in print
media. The recruitment process is critical to select the employees for the benefit and
growth of the organization on a long-term basis. (Meijerink, et al., 2016).

HR Panning for Hotel Hilton Stratford
Urgent vacancy
The HR planning manager of Hotel Hilton Stratford
determines the jobs and fill it up with efficient and suitable
candidate required for that post by the method of
recruitment and selection. The HR planning manager
ensures to recruit efficient candidates in the vacancies
according to their eligibility. He keeps the record of the
number of employees required for particular posts and
departments and the number of jobs to occur in future in
the organization.
(2)The requirement of standard and skilled Human
resource:
It is a process of determining the measure and skills of
human resources required for several vacancies in the
Hotel. It is necessary to check the eligibility and efficiency
of the candidates for the specific post. The candidate
should be efficient to handle his responsibility and duties of
the position. Candidates appropriate for the particular jobs
are haired by the hotel to provide the best services to its
customer.
(3)Hiring efficient and suitable candidates:
Hotel Hilton recruits candidates with the help of
advertisement of vacancies in print media and through
campus placements in various institutes of Hospitality
Management. The hotel also fills up its vacancies by both
internal and external recruitment. The internal recruitment
refers to promoting the existing employee to a higher post
or by transferring the employee to another department or
location of the Hotel. In the process of external
recruitment, the vacancies are filled up by new candidates
or employees through advertisement and campus
placements.
(4) Selection from personal interview and aptitude tests:
Interview and aptitude tests are the final procedures for
recruitment to judge the efficiency, quality, skills of the
candidate. The best candidate who can satisfy all the
requirements of the vacant posts of the hostel is qualified
to be employed for the specific position. This step is an
essential part of human resource planning for the
recruitment of best human resource in the organization to
help the business achieve its goals and objectives.
(5)Judge and monitor the human resource planning
The last step of human resource planning is to ensure the
effectiveness and efficiency of the plan to achieve the goals
and objective of the organization to improve its
competitiveness in the market and earn huge profits. The
HR manager ensures the programs are executed properly
and take the necessary measures to fill the requirements
of the organization

CONCLUSION
• Human resource Forecasting is an essential step in Human resource Planning to determine the present and future required of
human resources in the organization and utilizing them effectively and efficiently for the benefits of the Hotel. This helps to fill up
the vacancies and manage the employees of the organization properly.
• An efficient force of Human resource helps the organization to expand its growth in the industry by providing the best services to
its customer. Human resource management contributes to improving the performance of human resources in the organization. It
helps to manage the recruitment of human resources properly by the process of planning, forecasting, recruiting and training the
employees.
• At the same time, it is necessary to ensure the interest of the employees by providing them basic facilities and rewards to
encourage them for their performance. The procedure of recruitment should be done carefully to select the best candidates for
the benefit of the organization. Human resource planning should be executed in a properly by the HR manager of the organization.
It helps to simplify the works of an organization and supports the HR manager to monitor the human resources of the
organization.

2.1 Assess the current state of employment relations for the Hotel industry.
Current state of employment relations in a hotel industry
• A very significant aspect of an employee relationship management system is to provide support to the relationship
between employees and the management of the organization by creating healthy relationships as a result of
which, it helps employees to fulfill their task and to solve any problem between them. These safeguards the
interest of the employees and employer and help them to work together to achieve the desired goals.
• Unionization is the process for helping the employees of the organization and acting as an intermediary between
them for resolving the problems quickly so that the right and safety of the labor are protected. Unionization
governs the workplace of the environment to set up a good communication between all the levels of management
and worker of the hotel industry. In unionization, a leader is to be selected by voting from a different union to
negotiate and protect the right of the worker. It also set up a complaint where employees can get solutions to
their problems. (Gilbert, et al., 2015).

2.2 Discuss how employment law affects the management of
human resources for the Hilton Hotel as selected service industry
business.
• Hotel Hilton follows employment laws for its management of human resource which helps the hotel to function in a disciplined manner and
efficiently achieving its goal and objective. Activities of routine life and taking decisions on terms and condition of employment is determined
according to the laws, as a result of which hotel liabilities are increased towards the employee.
Following are the law determined by the Hotel Hilton.
• Health and Safety at work act 1974: This act protects the staff by stating hoteliers to take care of dangerous substances by providing protective
instrument and clothes to staff for safety and precaution from a hazardous situation. There should be a signal of security so that it is under the
knowledge of an employee. (Brewster, et al., 2016)
• Licensing Act 1964: This act states that for providing or serving alcoholic beverages hotel needs to hold on a license which gives the hotel the
right to sell it. There should be a separate bar made for serving alcoholic beverages.

Discuss how employment
law affects the management
of human resources for the
Hilton Hotel as selected
service industry business.
• Data Protection Act 1998: This act states that there should be no
disclosure of information about the residing guests or who have been a
customer. These data should remain secure and should be destroyed after
a particular period. The information about the customers should remain
confidential.
• Equality Act 2010: This act states that hotel should not discriminate the
service provider on the grounds of disability, gender, race, religion, sex or
age. Equal opportunities for female employees are also provided. The
staffs of the hotel should be helpful to disabled customers. This act
ensures that all customers and teams of the organization should be treated
equally.
• Employer’s Liability Insurance Act 1969: This act states Hotel Hilton to
give insurance for covering the liability of an employee at the workplace.
This provides financial support to the employees by the organization for
their needs and debts.
• Other laws such as Right to Equal pay, Right to Safe Working
Environment, the Workplace Regulations Act 1992, The Working Time
Regulation, 1998, etc. helps the employee to determine their rights and
guide them to work in the hotel. (Brewster, et al., 2016).

REFERENCES
• Afonso, A. (2016) Human resources management in the service industry, Lecturer 9, London. UKCBC College of
Business and Computing.
• Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page
Publishers.
•
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource management. Kogan
Page Publishers.
• Brymer, R. A., Molloy, J. C., & Gilbert, B. A. (2014). Human capital pipelines: Competitive implications of repeated
interorganizational hiring. Journal of Management, 40(2), 483-508.