Human Resource Management: Functions, Approaches, and Legislation

This document provides an overview of human resource management (HRM) in the context of Hilton Hotel. It discusses the purpose and key roles of HR functions, approaches in workforce planning, recruitment, training, performance, and reward systems. It also explores the efficacy of employee relations and engagement, as well as the importance of employment legislation. The document includes case study examples and highlights the use of HR practices in a work-related context. Subject: Human Resource Management

HUMAN RESOURCE MANAGEMENT

CONTENTS
INTRODUCTION.................................................................................................................................1
TASK – 1..............................................................................................................................................1
1. Elaboration of the purpose of the HR functions and its key roles and responsibilities...................1
2. Assessing approaches of HRM concerning workforce planning, recruitment & Selection,
training, performance and reward systems.....................................................................................2
3. Different methods used in HR practices through examining case study examples.........................3
4. Efficacy of employee relations and employee engagement............................................................4
5. Important aspects of employment legislation within which Hilton hotel must work......................5
6. How employee relations and employment legislation inform decision making and accomplishes
the business objectives...................................................................................................................6
TASK – 2..............................................................................................................................................6
7. Use of Human Resource Management practices in a work-related context....................................6
8. Utilization of technology on improving the recruitment and selection process..............................9
CONCLUSION.....................................................................................................................................9
REFERENCES....................................................................................................................................10

INTRODUCTION
Human resource management is a set process through which plans are being made,
policies and programs are being administered and the human asset within the firm is
developed. The main emphasis of HRM is on maximum utilization of these asset with a view
to get maximum amount of output. Practices related to human resource management if done
effectively within the organization than it 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. As an Assistant to the HR manager of the hotel, the main job is to
explain different functions concerning HR and focusing on its significance in acquiring talent
for accomplishing the business objectives.
The report is divided into parts wherein the first part will elaborate 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 in which job
description, specification, interview question and job offer will be prepared. The last part will
throw light on the use of technology and online platforms in making an improvement in the
recruitment and selection process of the hotel.
TASK – 1
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 encouraging and improving the human capital for making a positive
and healthy work culture which 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:
1

 Planning of workforce – It is referred as the crucial part of HRM. It is with this
function, the hotel can have right people at right time and right position. 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. Recruitment & Selection – 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 – 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 – It is the function that supports in
reviewing as well as monitoring of the performance level of the employees. 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.
2. Assessing approaches of HRM concerning workforce planning, recruitment & Selection,
training, performance and reward systems
There are numerous methods 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: Human Resource 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). 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
2

the employees is done. Further, supply forecasting, demand and supply estimation is
also done for formulating action plans. 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 and off the job training 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).
 Recruitment and selection – Recruitment of talent employees is necessary for
achieving the objectives of the hotel. Further, the workforce is also required for
meeting the future demands of the firm. Therefore, Hilton hotel has effective process
and procedures to recruit and select talent in the workplace. The hotel generally
prefers educational institutes in order to search for the right candidate. After finding
such applicants, they are offered training for short period of time so as to transform
their skills into the requirements of the hotel. In addition to this, Hilton hotel is quite
different from others in terms of selection procedures. The firm pays attention more
towards real knowledge as well as information of candidates and they are being
selected on the basis of their perception and logical reasoning (Stewart and Brown,
2009).
 Performance management and reward system – This is being regarded as one of the
most vital function of Hilton Hotel. Timely management of performance and
rewarding the workers helps the hotel to become more productive and it also supports
in higher performance level as well. The line manager at the hotel is responsible for
assessing the performance of the employees and based on that offers feedback.
Further, he 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).
3

3. 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. Taking the case of China, the hotel industry in the country is very vital
for the life of people and for the national economy as well. The market of China is very
voluminous and there are many popular brands of hotel operating successfully. Hilton has not
won a satisfactory market share under the situation of serious competition. Thus, to handle
this, a series of market development strategies have been adopted by the hotel so as to capture
larger market share. Furthermore, with the rapid development, there was a need of
acceleration of funding, international commodities, technology and personnel. Offering
training, retaining talented people and enhancing their performance has become a daunting
task for Hilton Hotel (Moran, Harris and Moran, 2011). Thus, to achieve this goal, Hilton
hotel has streamlined their recruitment and selection tool. In this regards, they 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
in China to apply through their websites. This tool was selected as they want people within
the hotel who can understand the cultural of China and can occupy the senior management
positions. 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).
4. Efficacy of employee relations and employee engagement
Efficacy 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
4

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.
Underpinning the discussion, 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. 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)
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.
5. Important aspects of employment legislation within which Hilton hotel must work 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
5

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.
6. 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.
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 than 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
6

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
7. Use of Human Resource Management practices in a work-related context
7

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
 Coordinating projects related to HR
 Assisting in the daily operations of the HR functions
 Compiling as well as updating the records of employees
 Supporting in the payroll preparation
 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 0 to 1 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
8

Job related questions
1. What interest you about the field of HR?
2. Do you have any experience in recruitment and selection process?
3. How will going to handle 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 is at xxx at xx rate per hour
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
8. Utilization of technology on 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
9

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 be used 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” (Frolick and Ariyachandra, 2006).
CONCLUSION
Thus, from the above it can be said that the present report has significantly focussed
on different elements of human resource management within Hilton Hotel. 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.
10

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.
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.
11

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/>. [Accessed on
19thFebruary 2018].
12