Business Research: HR Management Impact on Hotel Hilton, Australia

This report evaluates the impact of HR management functions on the business performance of Hotel Hilton in Australia from 2000. It begins with an introduction to the research topic, its objectives, and scope, focusing on how HR practices influence business outcomes within the hotel industry. The report reviews literature on the subject, examining various HR management practices such as recruitment, training and development, compensation, performance management, and work-life balance. It highlights Hotel Hilton's specific HR strategies, including its emphasis on attracting and retaining talent, providing training, and maintaining employee satisfaction. The research also considers the legal and regulatory environment in Australia, including employment laws and union membership trends, to provide context to the HR practices. The report analyzes how these practices impact employee relations, organizational culture, and overall business success, drawing on the views of various authors and researchers in the field. The conclusion summarizes the findings and their implications for Hotel Hilton and similar organizations.

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Table of Contents
Introduction................................................................................................................................2
Project Objective........................................................................................................................2
Project Scope..............................................................................................................................3
Literature Review.......................................................................................................................3
HR management practices at Hotel Hilton, Australia............................................................4
Impact of HR management functions in business performance of Hotel Hilton, Australia
from year 2000.......................................................................................................................8
Conclusion................................................................................................................................10
References................................................................................................................................11

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Introduction
The research is done on the topic ‘Evaluating the impact of HR management functions in
business performance in Australia from the year 2000’. For focussing effectively on the HR
management function and business performance, Hotel Hilton has been taken into
consideration which is a global brand operating in various parts of the world. The hotel is
known for its excellent services and premium quality of products and services. The brand is
also famous for its effective HR management function because of which it is able to serve
their customers well. From the year 2000, Australia has developed itself in terms of the
wellbeing and benefits of employees of the organizations. The country has reformed itself by
developing laws for the wellbeing of Human resources so that the whole organization can be
benefitted (Hilton, 2017).
The research will focus on the HR management functions and its effect on the performance of
the business in Hotel Hilton. The objectives and scope of the research will be discussed and
then different views and opinions of the authors will be discussed through secondary sources
of data. Different authors provide their views on the subject. Some are in the favor of HR
practices while some are not. These views will be discussed here under.
Project Objective
The main objective of the research is to focus on the evaluation of HR practices of Hotel
Hinton, Australia to see its impact on the performance of the business from the year 2000. It
will include the discussion about HR practices which takes place in Hotel Hilton Australia
and how it benefits the performance of the business.
Human resources of the company are the human capital which helps in stabilizing the
business and in establishing harmony in the business. Managing people is as important in
service organization as managing finance. It is people who bring success or failure to the

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service organization. Their impact should be evaluated to determine the changes needed in
the management of human resources (Sheehan, et al., 2016).
Project Scope
The scope of the research is wide because HR is one of the major functions of the
organization nowadays. Every organization is bound to take care of its employees through
various laws and practices. Also, the modern business knows that the satisfaction of
employees brings satisfaction to the customers which ultimately benefits the business. HR
functions include manpower planning, recruitment, training, development, productivity,
remuneration, termination and all the other activities related to the employees of the
organization (Rao, 2014). Such an important function of the organization places a significant
effect on the performance of the organization (Wright, Gardner and Moynihan, 2003).The
government of Australia has also recognized that managing human resources is critical for
the industries and that is why, most of the companies today in Australia are tend to focus
more on HR functions. They are focussing to attract new talent and retain talented employees
in the organization (Paillé, et al., 2014).
Literature Review
In the hotel industry, the concept of Human resource management is used by focussing on the
number of jobs and how suitable candidate can be selected for the particular job vacancy.
According to Sheehan, et al. (2016), HR practices and strategies plays the main role in setting
effectiveness for work practices and in organizational effectiveness. From past few years,
Australia is focussing on employee relations and workplace rules and regulations. The
country has developed several laws and regulations for labor which helps in proving power to
the labor and work for their welfare.

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In support of this, Nieves et al. (2014) examined that the country in recent years has declined
union membership where 40.5% of the workforces of Australia were members in the year
1990. The Australian Bureau of Statistics noticed that when the union membership declined,
a rise was seen in the number of full time/ part-time employees. Some of the other reasons for
the decline were the failure of the union, the emergence of technology and change in working
methods. The new laws and regulations have also determined the standard working hours of
labor in Australia and about leaves and entitlements. Equality is maintained among the
workers and the national minimum wage was also decided. The legal framework of the
employment in Australia provides no difference between the public and private sector
(Fenwick, 2017).
On the other hand, Amin et al. (2014) examined that the HR management practices in
Australia include Recruitment, pay settings, promotions, mobility, training, work conditions,
and performance. Hotel Hilton in Australia is available at many locations like Sydney, Perth,
South Pacific and more. The hotel is famous for its excellent HR practices which differentiate
its services from other brands of hotels. Management of staff is the key challenge for hotels
and there are too many complexities available at many levels.
HR management practices at Hotel Hilton, Australia
In the view of Birasnav (2014) Hotel Hilton has one of the largest HR management in the
industry. The company focuses on recruiting and retaining the best talent in the industry and
in providing training to them to create finest hospitality experience for the guests. The
company provides Human resource training to have an impact on the business performance.
Different HR management practices which have an impact on the business performance of
Hotel Hilton includes Human resource systems, training and development, Recruitment and
selection and evaluation of their performance from time to time in order to analyze the

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performance of the HR practices carried out in the hotel. The hotel sets up a full-fledged team
which helps in the learning and development of personnel. It is done to ensure finest services
for the guests.
Al-Refaie (2015) argued that hotel Hilton provides a set of benefits and compensation to the
employees and the training programs are aligned with the services of the hotel. The regional
training managers work directly with the hotel management in order to manage the training
and development process well with the local conditions and environment.
The hotel uses Human Resource systems like PeopleSoft. It helps in recruiting and retaining
the best’s staff from the industry. The hotel maintains best relationships with the top hotel
management schools in the world from where the talent is attracted. Internet recruiting is also
done. The databases are maintained and updated time to time to keep the record of available
candidates in the industry.
In support of this, Long and Perumal (2014) stated that HR recruitment and selection
procedure relies on the mission of Hotel Hilton and its organizational culture. For illustration,
Hotel Hilton has been focusing to give value to workplace diversity from the year of 2000. In
such case, it recruits the diverse candidates within an organization. There are different
recruiting practices done by Hotel Hilton like sponsoring career fairs at the universities and
college among a diverse population. It also uses advertising strategy to create awareness
about the job vacancies. This advertisement has performed on several venues for reaching the
bulk of customers.
Nieves and Haller (2014) evaluated that work-life balance is key human resource practices
which are used by Hotel Hilton from the year of 2000 in Australia. In this practice, Human
resource manager of Hotel Hilton implemented the flexible work schedule, offering
telecommunication alternative to the workforce and provide training to a supervisor to deal

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with the stress issues of workforces. It is also opined that organizational culture of Hotel
Hilton is supportive to maintain the balance between work and life. There are different
transaction function is conducted by human resource manager named training sessions,
altering technology for remote access and managing scheduling logistics. But, these functions
ultimately generates the result-oriented working culture as hotel enables to produce higher
efficiency by providing time to employees to solve their personal obligation and family
issues.
In contrast to this, Hauff et al. (2014) stated that training and development are key human
resource practices that are used by Hotel Hilton since 2000 in Australia. In this way, the
different function has focused on the hotel such as job skills training, professional
development, leadership training, and new-employee orientation. These activities enhance the
job skills of employees in their existing position and place them as per their skills and
expertise for the cross-function job. Consequently, it enables the employees to increase the
value of Hotel Hilton. It is evaluated that professional development aids the company to
make succession planning by placing the future leaders for top-level management. Hence, it
could be stated that HR management practices may reflect the employees to attain their goals.
Falola et al. (2014) stated that both compensation and benefits are used by hotel Hilton to
motivate their employees. Moreover, it uses effective compensation policies to increase the
efficiency of employees towards their work. It also pays equitable compensation as per the
skills of employees. It is also stated that hotel Hilton performs best practices in which holding
recruiter is held accountable to consider the fair employment practices. Since, it focuses to
treat candidates equally with respect to non-job related factors like race, sex, age, national
origin, and religions. It involves the employees in decision making who have experts and

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high experience and qualification in the subject matter. As a result, it enables to produce a
viable decision regarding the issue in the workplace.
In opposed to this, Luo and Milne (2014) stated that choice of employer is significant human
resource practices for Hotel Hilton. The key point of contact with candidates, prospect
applicants, and potential workforces is recruitment and selection field. Hence, Hotel Hilton
makes a good impression among job seekers by offering the job as per their skills and
qualifications. It also uses different techniques in recruitment and selection procedures and
streamlining the hiring procedure. These are communicating with applicants about selection
procedure and applicant tracking system. This is a best practice which aids the hotel Hilton to
improve their reputation by communicating the actual status of the company in hiring
procedure.
Marchington et al. (2016) discussed that compensation and benefit is a key function of human
resource practice. Hotel Hilton spends just over one-third of their total budget on the human
resources. It spends large amounts of paying compensation and offering benefits to
employees. It is analyzed that hotel uses best practices in compensation by understanding the
job value and their worth in the labor marketplaces. Human resource manager of Hilton Hotel
focuses on providing the retention focused benefits packages. It also pays attention to
compensation and benefits structure of the company to enhance the job satisfaction and
increase the employee’s morale and retention. As a result, it has a positive impact on the
bottom line of the company.
In support of this, Wilton (2016) explained that performance management is best practices of
human resources in Hotel Hilton. The employee relations discipline has been highly used in
the HR disciplines. In the hotel, HR managers have worked to the common goal to strengthen
the employer and employee relationship. Furthermore, well-constructed performance

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management system is an effective way that is used by Hotel Hilton to strengthen the
relationship. HR manager of the hotel takes feedback from employees to solve their issues
promptly. Company share their expectation with the employees and also provides an effective
tool to employees for attaining high performance.
Riley (2014) explained that for making good HR practices, Hotel Hilton entails different
element in performance management. These are continuous feedback from executives,
performance standard, regularly scheduled appraisal of performance, and job description. It is
opined that company gives importance to feedback which resulted in a low turnover and
higher satisfaction among employees. Employees are also highly engaged in best practices
which is effective for a company to get higher rank for their work. Hilton hotel uses
competent strategies to engage the employees, which resulted in higher productivity and
profitability.
Impact of HR management functions in business performance of Hotel Hilton,
Australia from the year 2000
According to Phillips et al. (2015), HRM practices have a positive impact on the business
performance of Hotel Hilton. Since, the company builds favorable working culture and
benefits for workforces through best HRM practices and offering satisfaction among
employees. In Hotel Hilton, best HRM practices such as reward and reinforcement strategy
are used to meet the desire of employees. Further, it focuses on a different aspect of
managing the employees which would be fit in the company culture and also match the
practices with Australian employment standards and laws.
In support of this, Prayag and Hosany (2015) evaluated that HRM functions provides higher
satisfaction to employees and lead them for contributing in intellectual resources. In addition,
knowledge and skill of employees could be beneficial to gain competitive benefits. Hotel

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Hilton has included the positive effects of HRM practices to increase the employee’s morale
at the workplace. This company also delivers the resources for educating and training the
employees and provides an opportunity to utilize and increase the knowledge.
Sheehan et al. (2016) opined that hotel Hilton developing a flexible working culture which
has a positive impact on the business performance from the year 2000 in Australia. HRM
practices of the company are reflected by demographic factors within an organization. It is
stated that employees of new century expect different working culture as compared to those
employees who have the second half of the twentieth century. It is stated that Australian
employees are more diverse. There is also a large number of older and temporary based
workforces and workers with disabilities which creates complexities for Hotel Hilton in its
recruitment process. In this way, the hotel uses flexible organization culture to retain the
employees. It also includes different factors to improve the business performances. These are
work locations, integration of teamwork, work assignment, flexible design of working
atmosphere, communication structure and accountability techniques. In the flexible
atmosphere, employees can personalize the job aspect as per their lifestyle.
In support of this, Rao (2014) evaluated that managers motivate the employees to persuade
them towards their work. As a result, it has a positive impact on the business performance.
Hotel Hilton hires and endorses the managers who can manage the work efficiently in
Australia. These managers execute the HRM practices and aid employees to increase their
competencies at their position. As a result, it has a positive impact on the company because
employees who act under the positive managers tend to feel more motivated towards their
work.
Paillé et al. (2014) opined that organization has obligation to offer safe working culture.
Furthermore, workplace safety and risk management have specialists from the HR area in

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Hotel Hilton. The company organizes compliance with Australian occupational safety and
health administration regulation. It also develops the program and maintains feasible work
logs and records which is effective to decline the chances of workplace injuries and fatalities.
It is also evaluated that workplace safety specialists engage the workforces by increasing the
awareness and safe dealing with hazardous equipment and chemicals in Hotel Hilton as it has
a positive impact on the business performance.
In contrast to this, Nieves et al. (2014) opined that HR employee relation specialists avoid the
exposure and liability of organization. These liabilities are associated with assertions of
inequitable employment activity. Further, Hotel Hilton assesses, address and resolve the
workplace challenges that could create legal matters. It also uses state and federal anti-
discrimination, and harassment laws to avoid the legal issues from the business. It creates a
positive impact on the business performance.
Amin et al. (2014) described that HR training and development managers manage new
employee’s orientation. It is a significant strategy to build a relationship with employees. The
training and development division of HR facilitates the training which aids to offer fair
employment practices and leads them towards their role. As a result, it would be beneficial to
improve the business performance.
Conclusion
From the above interpretation, it can be concluded that HR recruitment and selection process
depends on the mission of Hotel and their organizational culture. It is evaluated that work-life
balance is key HR practices which could be used by Hotel from the year of 2000 in Australia.
Training and development is also effective human resource function which is used by Hilton
hotel to provide safety at the workplace. Choice of the employer is HR function which is
implemented by Hilton hotel to retain the workforces by placing the employees as per their

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skills. It can be summarized that HR function has a positive impact on the business
performance because it builds favorable working culture and benefits for their employees.