Impact of HRM Practices on Employee Performance

This assignment delves into the crucial link between Human Resource Management (HRM) practices and employee performance. Students are tasked with critically analyzing a range of research papers that examine this relationship. The focus is on understanding how different HRM strategies, such as talent management, high-commitment practices, and organizational justice perceptions, influence employee outcomes. The assignment requires students to synthesize information from various sources and present a comprehensive analysis of the current state of knowledge in this field.

Managing Human Resources

Table of Contents
INTRODUCTION............................................................................................................................3
TASK1.............................................................................................................................................3
1.1Explain Guest's model of HRM as applied to the organization.........................................3
1.2Compare the difference between storey's definition of HRM, personnel and IR practices4
1.3Assess the implication for line manager and employees of developing a strategic approach
................................................................................................................................................5
TASK 2............................................................................................................................................6
2.1 Explain how a model of flexibility might be applied in the organization........................6
2.2Discuss the types of flexibility which may be developed by the organization..................6
2.3Assess the use of flexible working practices from both the employee and the employer
perspective..............................................................................................................................7
2.4Discuss the impact changes in the labour market have had on flexible working practices8
TASK 3............................................................................................................................................9
3.1Explain the forms of discrimination that take place in the workplace..............................9
3.2Discuss the practical implication of equal opportunities legislation for an organization10
3.3Compare the approach to managing equal opportunities and managing diversity..........10
TASK 4..........................................................................................................................................11
4.1 Performance management methods................................................................................11
4.2Assess the approaches used to managing employee welfare in an organization.............12
4.3Discuss the implications of health and safety legislation on human resource practices. 13
4.4Evaluate the impact of another topical issue on human resources practices...................13
CONCLUSION..............................................................................................................................14
REFERENCES...............................................................................................................................15

INTRODUCTION
Human resource management is the administration of an organization employee’s action
on policies and system. It includes training and development of employees so that they can
become beneficial for the company. It involves various functions like industrial relation practice,
model of flexibility etc. Managing performance management which helps in improving the
performance of the employees. Further, company includes types of flexibilities effective
techniques use in performance management. The main objectives of HRM is to improve the
business skills, knowledge of employee and increase profitability and productivity of the
organization. Managers can treat equal level of all employees by avoiding discrimination in the
business. In this report, various aspect of human resource management will be studied in the
context of Hilton hotel. It is one of the luxury chain of hotels that was founded in 1919 and
headquartered in Virginia. In this report, learning will be shown regarding the impact of legal
and regulatory framework on the HRM practices.
TASK1
1.1Explain Guest's model of HRM as applied to the organization
This model is developed by David Guest's and it is based on human resource management
(Hendry, 2012). This model includes 6 dimensions, therefore which helps in Hilton hotel when
it applied in the firm such as described below:
HRM practices-In this dimension, the HRM practice helps in setting mission and vision to
achieve goals. Company can provide training and development to employees.
HRM outcomes- In HRM outcomes, company can develop the product with the help of their
resources after measuring the result of the output (Bratton and Gold, 2012). The Hilton hotel can
make more efforts to develop employee skills and knowledge so that they can become
competent.
HRM strategy- HRM strategy helps the company in developing plan, creating vision, and
mission. Manager can develop ideas and innovative strategy which will help in making strategy
of human resource management (Purce, 2014).

Behaviour outcomes-Behaviour outcomes are followed by Hilton hotel so that the company can
focus on worker behaviour and performance. Therefore, this helps in evaluating performance of
the employees and the organization can take customer feedback for the workers (Cascio, 2015).
Performance outcomes- Company can focus on employee’s performance. Therefore they can
provide training and development academy to its workers. Moreover this helps in accomplishing
the task in an appropriate manner.
Financial outcomes- Company can invest in training academy so that more requirement of funds
in the organization. Therefore, organization can provide training and development to their
employees so that employees can become more efficient towards work and the task (Knies,
2015).
1.2Compare the difference between storey's definition of HRM, personnel and IR practices
HRM- Human resource management can be referred it is a function in business design to
maximize employee performance. Which helps in full fill their objectives. With the help of
HRM, it will assist in fulfilling objectives and goals. Further, the function of the HRM is to
recruit and select employees for fulfilling the vacant jobs (Chow, Teo and Chew, 2013). Human
resource management is also focused on relationship with manger and employees which help in
maintaining friendly environment at work place. With the help of HR, Hilton hotel focuses on
employee productivity, therefore they can provide training and development academy to the
employees. Therefore this results in increasing efficiency of the employees towards task (Chod,
Rudi and Van Mieghem, 2012).
Personnel-Personnel management can be stated as an administrative field which helps in
hiring employees and developing skills, knowledge in the organization. With the help of
personnel management, company can measure the job and this process is carried out by the
manager. Hilton hotel follows personnel management which includes organizing training and
development. Due to this, the human resource helps to gain knowledge and management skills to
increase their knowledge. It also aid in maintain employee and customer relationship (Kossek
and Thompson, 2016). With the help of personnel management, the company can solve the
employee’s problems and issues.
IR practise- Industrial relation can be stated as maintaining the relation of employee and
employment so that both can communicate effectively. With the help of IR practice, company
can identify human resource needs and wants. Industrial relation practices are followed by

Hilton hotel in which the manager maintain relation with their employees and solve out all
problems. It also helps in maintaining customer relation (Hinrichs and Jessoula, 2012).
1.3Assess the implication for line manager and employees of developing a strategic approach
Line manager are those managers who directly report to the management. They are
responsible for every department of the management. Hilton hotel has to appoint line manager
which helps in developing employee’s knowledge and skills (Preenen, 2015).
Day to day people management-The line manager is take for management work. They
can manage all the subordinates work in the department. If any employee is absent than the
manager is require to manage its work among existing employees.
Technical Expertise- The manager has good technical knowledge of various sector to
perform within business. This knowledge assist in solving many issues related to technical
difficulties. So it is beneficial for the manger to share knowledge to their employees and other
team members so that it can develop employee’s knowledge and increase management skills
(Avdagic and Crouch, 2015).
Monitor and evaluate work process-The line manager is responsible for measuring
quality of work against the ascertained criteria. If employee does not perform in an appropriate
manner then administration can provide development and training to their human resource which
helps in completing their task in an appropriate manner (Berg, 2014). Employees play the most
important role in HRM so manager focuses in human resource management so that their skills
are developed.
Innovation-Line manager support their employees which helps in creating innovative
ideas and develop plan strategies therefore employees can increase knowledge and skills
(Kossek, Thompson and Lautsch, 2015).
Customer feedback- To evaluate performance of Hilton hotel subordinate, manger can
involve customer feedback about the work of human resource. If there is a positively reply from
customer that means employee is performing its work effectively (Cortina, 2013).

TASK 2
2.1Explain how a model of flexibility might be applied in the organization
Flexibility can be stated as the ability of business to fulfil various demands of its dynamic
and competitive environment. With the help of flexibility, company can maintain work place
environment and employee practice. Hilton hotel follows this model which helps in building
flexibility within the workplace and employees practices (Patacchini, Ragusa and Zenou, 2015).
Various types of flexibility practices are described below:
Numerical flexibility-Numerical flexibility is the function of appropriate numbers for
labours demand in the organization. It involves various people as per change demand and supply
in the organization which help in to maintain the demand and supply with in the working place
and working hours. Hilton hotel follows this method within the help of numerical flexibility,
manager can contact in the market therefore it require a number of worker on fix time period and
temporary work in the organization (Samim and Rashid, 2016).
Temporal flexibility- Temporal flexibility is a function of employees can work in
number of total hours. Employees can work in part time and over time so that organization pays
extra remuneration to their human resource. For example if student can work in part time
therefore company can pay remuneration to the student (Ghumman, 2013).
Functional flexibility-Functional flexibility can be referred as the employees can be
transferred to different types of activities and task in the organization. For example if season is
off therefore employee can work in other place because Hilton provide this facilities to their
employees.
Financial flexibility- Financial flexibility can be used in Hilton hotel so that the company
can pay the salaries according to performance. It reflects on employees output and input.
Employee can evaluate individual’s performance so decide the wages on bases of performance
(Harnois, 2015).
2.2Discuss the types of flexibility which may be developed by the organization
Various types of flexibility are followed by Hilton hotel which helps the organization and
employees.
Job sharing- Job sharing can be stated as two individuals voluntary sharing the work and
duties. It is also sharing the role and responsibility of full time position which helps in

completing the work on time (Schaufeli and Taris, 2014). Under job sharing, employees also
share salary and benefits of the designation as it is more beneficial to the organization and
employees.
Working from home and telecommuting- Employee can work away from the regular
workplace therefore it effects on their employees work efficiency (Gelens, 2013). Organization
can provide the telecommuting facilities to their employees. Therefore, it involves laptop a
modem and internet access etc. This facility is provided to employees because if worker is not
well and is not able to come to company then they can work in home or other place.
Work sharing- Under this facility, Hilton hotel provide the work sharing facility to their
employees. Further, it help in employee can work in appropriate manner and reduce working
hours (Boston and O'Grady, 2015).
Part time work- Employees can work as part time workers. According to this flexibility,
it is more beneficial to employees. Company can pay extra remuneration when employee can
work in part time therefore increase the salary (Norman, 2015).
Expanded leave- Organization can provide greater flexibility to their employees. Under
this flexibility, company can extend leave to their employees due to medical care and education,
as the employee can request to the manager for extending its leave (Latorre, 2016).
2.3Assess the use of flexible working practices from both the employee and the employer
perspective.
Organization can involve in flexible work practice at work place which helps to
employees satisfaction so that Hilton hotel use in flexible work practice which helps in greater
schedule of employees and full fill the demand to their employees (Smith and Lee, 2015).
Various practices includes in organization such as described below:
Employer perspective
Working polices- Company can provide the facility to its employees it is more beneficial for the
organization. Hilton hotel decides working polices so that fix working hours to their employees
(Rummler and Brache, 2012). Therefore they can implement the working polices in organization
so that it provide part time and over time facility to their employees which helps in increase
productivity and profitability in the company.
Attracting and retain talent-Company can implement the flexible working practice in
organization. Company can full fill the employees need and create right programs to th. It

includes reward system in the Hilton hotel so that employee can attract toward policies and
perform in appropriate manner (Schaltegger and Burritt 2014). It is more attracting polices to
attract their employees and increase work efficiency of employees.
Business performance improve- Hilton hotel can provide new schemes like incentives, reward
system to attract the employees. Therefore it helps in employee’s performance they can work in
appropriate manner and complete their task in time. It impact on company performance because
if employees work do well so that increase the revenue of the company. On the other hand
improving organization performance (Noruzy, Dalfard and Rezazadeh, 2013).
Employee perspectives
Increasing quality of work- Organization can use in flexible working practice so that they can
attract to employees. It effects on employees work quality and they can perform very well,
therefore employees can increase quality of work.
Sharing of work-Company can provide these facility to their employees, therefore employees
earn more benefit and sharing the work in appropriate time. It includes effective communication
with others so that effective work complete in appropriate time done by workers. Therefore it
impact on employees work efficiency and improve company performance (Gallie, Zhou and
Green, 2012).
2.4Discuss the impact changes in the labour market have had on flexible working practices
Labour market is a academy of worker, they can reach a market and fine out the relation
between demand and supply (Hendry, 2012). There are various impact on changes in the labour
market such as:
Mobility of labour- Mobility of labour can be states as employee can shifted in one branch to
other. Company can provide this type of flexibility, therefore employee working this place to
shift other place as per its convenience. It impact on company, increase in labour demand which
helps in effective allocation of the resources (Bratton and Gold, 2012).
Extend of labour migration- Company can includes extend of labour migration because they
provide better convenience of the employees. It positive impact on the company and employees
so that if the employee home town in other city, therefore company can transfer the same branch
in the home city. It helps in employee can increase skills and work efficiency (Purce, 2014).

Wage Flexibility- According changes in the working person have wage flexibility in demand
supply in organization. Company can provide the wage flexibility to the employees so that effect
on labour demand and supply.
Skills and training-Company can give the training and skills development to the employees. It
impact on employees work because they can increase in skills and trained by the firm so that they
can work hard and improved skills (Cascio, 2015).
Information-Company can inform to employees regarding proper knowledge of work and
increase efficiency toward the work. It impact on employees so they can perform very well and
increasing knowledge. Therefore maintain demand and supply in the organization (Knies, 2015).
TASK 3
3.1Explain the forms of discrimination that take place in the workplace
Various types of discrimination which are taken place in Hilton hotel. These are describe
as below:
Discrimination based on disability-Company can treat the employees equally. They cannot
discriminate on the bases of disability, therefore if employee is qualified to perform their job but
disability in hand so that company is not provide promotional activities just because it is
disability in hand. Company cannot the discriminate among employees.
Discrimination based on Age- As per this act, Organisation can treat favourable to the
employees .Company can discriminate against the candidates and employees over the age of 40,
It means company allows the candidates over 40 and discriminate below 40. So that according to
this act company can favour older workers and over young employees (Chow, Teo and Chew,
2013).
Discrimination based on sex- Under this act, company can discriminate based on sex therefore
it take many forms at work place. Company cannot discriminate against employees based on sex
and it smilier policy that apply to every employees.
Discrimination based on religion-Company can treating an employee unfairly because of his
religions like general caste, etc. Company cannot force its employees to attend a religious service
or participate in religious activities (Chod, Rudi and Van Mieghem, 2012).
Nowadays recent case in US for sex Discrimination in Merck company, Sex discrimination on as
per of company says that female sales representatives say they were paid less then male peers.

Under this case judge has approved for a lawsuit Merck company of underpaying female sales
representative to go forward as collective action (Kossek and Thompson, 2016).
3.2Discuss the practical implication of equal opportunities legislation for an organization
Equal opportunities can be refers as which can enter in the organization and company can
treat in equally as per sex, colour, religions. Hilton hotel follows all discriminate act by
government of US. Therefore they can treat the all employees as per equal like all the activities
and pay scale, promotion activities. Various implication of equal opportunities are involve in
organization such as describe as below:
Provide equal opportunities-Company can provide equal opportunities to their employees like
promotion activities, pay scale as per designation,etc (Hinrichs and Jessoula, 2012). It positive
impact on employees because they can self-motivate towards work, therefore increase in work
efficiency of the employees.
Avoid discrimination-Company can implement the equal opportunities in the organization. First
of all they can avoid all the discrimination related to sex, age, religion, race, disability etc.
Employees are treating with equally to others and do not any type of discriminate among the
employees. It provides equally pay scale as per employee’s designation and promotional
activities, same in reward system apply. It effects on employee they can maintain work
environment (Avdagic and Crouch, 2015).
Equally employment- Company can equally appoint their candidates and they cannot allows sex
discriminate at the time of manager can appoint the candidates they take male and female
candidates. Hilton hotel can provide equally training and development academy to their
employees as male and female (Preenen, 2015). It impact on work efficiency of workers they can
easily work done in appropriate manner. Company can decide the equal pay to the employees as
per designation or performance bases so that it is more beneficial to the employees and company.
Therefore increase in productivity of the company.
3.3Compare the approach to managing equal opportunities and managing diversity.
Managing equal opportunities can be states as managing the work force through sharing
task or time and sharing responsibility to the avoid the any type of discrimination like sex, age,
background, disability, personality and work style .Managing diversities refers to the realization
of potential employees of Hilton hotel can provide equal opportunity to employees (Berg, 2014).

The major difference of managing equal opportunities and managing diversity is external
and external factors. External factors like government legislation, society culture like fairness,
justice and group parity and human rights where internal factor includes business structure and
needs. Here external factor is manage equal opportunities where internal factor manage
diversities of the Hilton hotel.
Another difference between managing diversity and equal opportunity is based on two
goals, managing equal opportunities is issues as social justice and human right that correction of
the errors that have been made up in the organization in past (Kossek, Thompson and Lautsch,
2015). On the other hand, the goal of managing diversity that includes that how to treat with
workers which helps in organization. They are feel comfortable in the company through avoiding
and discriminate and disputes.
Managing equal opportunities is about the society culture which helps in treat to equally
everyone. Managing diversity approach is relate to business and economic in the organization.
Managing equal opportunities includes various aspect is may lead to dissatisfaction and
termination contract of employment. It done by the external sources and managing diversities
include internal aspect which may be affect the performance of the employees (Cortina, 2013).
TASK 4
4.1 Performance management methods
Performance management is regular process in the organization which helps in managing
performance to the employees. Hilton hotel various methods use in managing employees
performance such described as below:
Training and development academy- Hilton hotel can use this methods, they can provide
training and development academy to employees (Patacchini, Ragusa and Zenou, 2015).
Therefore employees can increase the knowledge of management and develop in skills so that
employee can perform in appropriate manner.
Performance review meetings -Performance review meeting is the important element in the
performance management. Company can organize meeting it includes measuring individuals
performance on the bases of performing work by the employees (Samim and Rashid, 2016).
Manger knows how they perform in the organization and how they are improve performance.

Therefore company can write the notes and proving guideline to the employees which help in
developing skills and knowledge.
Personal development plans- With the help of this method, Hilton hotel can develops plan
which helps in full fill employee’s needs and demand. Plan relates to how improve the
performance objectives so that company can develop the plan and employees can take progress
to full fill performance objectives (Ghumman, 2013).
360 Degree appraisal- This method is also known as multi source assessment, manager assess
the employee performance. It includes feedback from shareholders, supervisor, etc which helps
in measuring the employee performance and then allotted a work to the employee.
Customer feedback- To manage performance employee of Hilton, HR manger can take
feedback from customers regarding performance of the employee. The positive reply from
customer mean employee is performing its work effectively (Harnois, 2015).
4.2Assess the approaches used to managing employee welfare in an organization.
Employee welfare can be states as anything done for the comfort and improvement.
Company can provide welfare facilitate to their employees, which helps in increase motivation
level to the workers and expand their business. Hilton hotel follows various approaches to use in
managing employee welfare such as described below:
Personal health care- Company can provide this facility to the employee so that they regular
health check-up which helps in maintain healthy environment in the organization (Schaufeli and
Taris, 2014).
Providing Incentives – Company can provide some intensives as per employee performance so
that employee increase motivation level. It impact on employee work efficiency.
Employee referral scheme- Company can include employee referral schemes which helps in
implement to promote employees friend and relatives for employment in the organization. It
impact on employee’s salary so that adding point in incentives.
Canteen facilities- The Hilton hotel provide canteen facilities to their employees. It includes
hygienic and nutritious food to the employees therefore it positive impact on workers’ health
(Gelens, 2013).

Changing rooms- Company can provide changing rooms for workers. So that they can change
the cloth in hotel areas. It is also provide lockers to the employees to keep their cloths and other
items.
Provide reward system- Company can provides rewards to the employees as financial and non-
financial like bonus, promotional activities, incentives, etc. Therefore, positively impact on
employees so that they can work hard in effective manner and increase productivity in the
business. It helps in maintain good environment in the business.
4.3Discuss the implications of health and safety legislation on human resource practices.
Health and safety legislation- In this act that ensure physical safety of individuals while
working. The main concern of this act is to ensure proper action are taken to reduce health risk to
employees. Hilton hotel must have all the safety installed in hotel (Norman, 2015.). It also
includes the housekeeping employees must be trained to handle chemicals used for cleaning in
safe manner. With the help of health and safety legislation, company organize health and safety
committee which helps in improving workplace health and safety. The role of committee is to
identify and it helps in preventing danger in work place. Therefore, it also provide solution to any
issues and maintain health or safety in the workplace. Boards insurance that protect employees
that can be used by employees who are injured in job and workplace. Which helps in employees
will have access to income and benefits. Company can inform all employees to safe and danger
places in the hotel areas and also provide training to handle the issue in danger place (Boston and
O'Grady, 2015).
4.4Evaluate the impact of another topical issue on human resources practices.
Company can faces many issues like recruitment and selection process is not effectively
in the organization, So that It negative impact on the human resource practices because if
recruitment and selection policy is not work effectively in the organization. Therefore company
not success in full fill the vacant post so that manager can appoint candidates who is not qualify
and not proper knowledge in management skills (Latorre, 2016). It negative impact on human
resource practices because workers cannot work properly. Various impact of recruitment and
selection process on human resource practices such described as below:
Business performance-It negative impact on business performance because of company cannot
properly follows recruitment process so that workers cannot work properly. It effect on demand

and supply service is not properly in the organization so that decrease the revenue of the
organization (Latorre, 2016).
Lack of efficiency-It impact on the employees performance, they cannot improve skills and
knowledge so that it impact on work efficiency so that decrease work efficiency for the
employees (Rummler and Brache, 2012).
CONCLUSION
From the above report, it can be concluded that, HRM is function in company develop to
maximize performance of employee so as to attain goals and objectives of entity. It involve types
of flexibility and implication in the organization. Further, it involves types of discriminate on the
bases of gender, religions, age etc, so that negative impact on employees in the organization.
Company follows healthy and safety legislation which helps in maintain healthy environment in
the work place. It also provide some schemes for welfare of employee and providing training
academy. Manage the equal opportunity and improving performance of employees.

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Online
Human Resource Management, 2016 [Online] Available through
<http://www.whatishumanresource.com/human-resource-management> [Assessed on 28th
July,2016]
Types Of Flexibility, 2016 [Online] Available through
<http://www.howtoimproveflexibility.com/types-of-flexibility/> [ Assessed on 28th July,
2016]