Human Capital Management and Leadership - Sample Assignment

MANAGING HUMAN
CAPITAL AND LEADERSHIP

Table of Contents
INTRODUCTION...........................................................................................................................2
TASK 1............................................................................................................................................2
HRM models and approach of the company in human resource management............................2
TASK 2............................................................................................................................................5
Critically discuss the organisation’s HR functions......................................................................5
TASK 3............................................................................................................................................9
HRM software programs that are available off the shell.............................................................9
TASK 4..........................................................................................................................................11
Characteristics of effective leaders and relevant models to justify the analysis........................11
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

Abstract
The report is based on Hilton Hotels and Resorts. The assignment will go to explain the
Human resource management models and will analysis the approach of organization in managing
the human resources. The report will critically discuss the organisation's HR functions such as
selection, recruitment and Human resource department. The project report will critically evaluate
various software programs. Lastly, report will discuss characteristics of leaders by justifying it
with use of models.
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INTRODUCTION
Human capital management is the process of managing the employees in the work place
for having enhancement in productivity and profitability of the company. In other words,
organization manage the people for upgrading and enhance the level of knowledge and skills in
the employees by the use of human capital management. HRM practices provides the better
management of people in different categories such as workforce acquisition, workforce
management and workforce optimization. These practices helps to improve the quality of
leadership that helps to conduct better management and to generate high profitability within
entity.
Herein, the report will discuss the human capital management of Hotel Hilton. It is the
largest American multinational hospitality company. Thus, Provides the hotel services in all over
the world there headquarter in Mclean virginia, US.
The report will describe the different HRM model and approaches that company may
follow to improve the human resources. Furthermore, study will explain the different HR
functions such as recruitment & selection, HRD, motivation, performance. These functions helps
to improve the efficiency of work, moreover report will explain the different HRM software and
there uses in the context of better management of people. The report will further explain the
characteristics of effective leaders.
TASK 1
HRM models and approach of the company in human resource management
The models of HRM helps to explain the role of Human resource in business. There are
five models of Human Resource in the business which are as follows -
 The Standard Casual Model - This model is also known as Standard Casual Model. It is
derived from the models which are published between 90's and early 2000's. The model
ends through the HR processes in relation to developed financial performance and
showcase the chain which starts in the business scheme. Thus, it defines HR activities
which are allied with business strategy.
 The Box model by Paul Boselie - This model shows various internal and external factors
that influence the effectiveness of Human resource. It helps to define Hilton Hotels and
Resorts history, technology and culture. This influence the Human Resource management
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communication (5 Human Resources Models Every HR Practitioner Should Know,
2019). They get to know that how efficient are the human resource polices in the
company. It includes various Human resource practices and also helps to analysis the
Human resource outcomes.
 The HR value Chain - It is one of the best model. This model is based upon the work of
Paauwe and Richardson in the year 1997. It helps to create a nicety on the HR models
with regards to how the human resource department operate in Hilton Hotel and Resorts.
This model divided into two sub division one is HRM activities and second one is HRM
outcomes. It defines the activities of Hotel such as recruitment, training, compensation
and succession planning. It measures the activities through HR metrics. Outcomes are
the goal which Hilton Hotels and Resorts try to achieve through improvising their HR
activities.
 The HR Value Chain advanced - This model is similar as HR value chain but has two
differences such as it measures the organizational performance through Balance
scorecard. It contains Key performance indicators. The models also includes the HR
enablers. These are the systems, budget and professional which are capable. These
enablers are presented in value chain that need to be operate efficiently in the company.
This model provide opportunity for further improvement by identifying the lacking points
of Hilton Hotel and Resorts. The systems need innovation to improve the HR outcomes.
 The Harvard Framework for HRM - This model show's stakeholder interest in Hilton
Hotels and Resorts. These includes shareholders, employees, peer groups and
management (Noe, Hollenbeck, Gerhar and Wright, 2017). The situational factors in the
hotel also affects the HRM polices. These factors consist of workforce characteristics and
unions. The core HR activities in hotel such as training, recruitment and reward systems
are also influenced the stakeholder interest. This leads to increase company towards
profitability.
Approach of Hilton Hotels and Resorts in human resource management
The approach supports long term enterprise goals and outcomes of the strategic
framework in the business. Hilton Hotels and Resorts are using various approaches in human
resource management which are as follows -
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 Strategic Management - The Human resource of Hotel helps retroactive in the future
planning for meeting the long term and short term strategic objectives of the business.
Strategies are formulated by HR professionals to meet the requirements of the hotel.
 Recruitment and Selection - The Human resource department of Hilton hotels are
evolved in workforce planning. They are engaged in activities such as recruitment and
selection. They recruit new employees through conducting interview or applying the
vacant job advertisement on the hotel website. They hire suitable candidates for the
applied job role in the hotel. They select best talent among the all who meet their
selection criteria. They ensure that workforce should be efficient enough to meet their
requirements of the Hilton Hotels and Resorts. This leads to accomplish the objectives
and goals of the business.
 Training and development - The training is being given by HR professionals of the
hotel to their employees. They give them training to their staff and employees by
conducting seminars, meetings and giving them practical training on digital projectors
(Greer, Lusch and Hitt, 2017). They organised induction session for making employees
well versed with the work in the hotel premises.
 Total rewards - The HR department of Hilton hotels and resorts give attractive
compensation and beneficial packages to the new recruited employees. For the existing
ones, they offer the competitive salary and various mediclaim insurance. They also give
rewards to the employees on time basis such as salary increment, bonuses and fringe
benefits to increase the employee's satisfaction level in the hotel. They also give
promotion to the employees who are worth capable of it. The HR department of Hilton
also facilitates employees with flexible working hours in order to retain them.
 Policy formulation - The HR department ensure that newly hired employees should be
aware of the current polices and procedures of the hotel. There work is to distribute
employees a handbook, performance assessment guidelines and code of conduct manual.
They also have authority to change the polices which are not in favour of the employees.
 Employee and Labour relation - Human Resource of Hilton Hotels and Resorts ensures
the employees safety and their needs. They ensures proper canteen facilitates and water
cooler facility in the hotel premises. They identify the risk which can be a threat to
organization. There work is to remove hazardous waste material of the company. They
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provide them security. They also handle issues of discrimination, sexual harassment and
union issues efficiently. There work is to ensure every employee should be treated fairly.
HR department resolve the workplace problem of employees.
TASK 2
Critically discuss the organisation’s HR functions
The Human resources' management department responsible of variety of activities as to
manage the people at work place, to utilization of employees to attain specific task as well as
entity goals. The human resource contains variety of functions like payroll, managerial and
operational functions. These function helps to improving the performance of the company.
Whereas, the HR departments of hotel Hilton control all the activities such as staffing,
development, compensation, safety and health, and employee and employee relations etc. in
general, the human resources' department concern with recruitments and selections, HRD,
motivation and performance within the business.
Recruitment and selections
As per the view of Zhao, and Thompson, (2019) Recruitment and selection is the process
of selecting and hiring the best candidate for the suitable job. The human resource department
select the best candidate according to skills, knowledge and qualifications of the people. This
process is helps to find and attracting the best candidate for the job. It is process of identify the
job position analysing the requirement of job, select the number of application, reviewing
applications, short-listing and selecting the best candidate for the job.
Recruitment and selection is a process of searching and attracting the potential peoples
for filling up the job positions in a business. Hotel Hilton used this process within the business
to attracting the potential employees for the vacant positions. This is the best way of finding the
employee. According to the Tingle, Corrales and Peters, (2019). This process is the best because
its provide the large number of application and qualified employees for the job. Therefore, the
recruitment process is focus on selecting the best candidate by the use of different selection
methods such as internal or external methods.
Hotel Hilton uses the internal methods to selecting the applicant, they provide the
promotions, job rotations and transfer opportunity to the employees, firm also used the external
method to select the candidate such as interviews, personality tests etc. These both methods helps
to 'hotel Hilton' for selecting the person in specified job role.
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According to the Morris, Shenkar and Mackey, (2019) the process of recruitments is take
a lot of time also this process is increase the operational cost. It can affect the morale of existing
employees because firm offer the high position to new employees, so when the morale of
employees decrease it can also affect the productivity of the firm.
Hotel Hilton faces different types of issues while selection the candidates. For example,
the firm hire the candidates but peoples need some training that how to deals with the regular
work. So it can lead the cost of training and development. Therefore, it also takes a lot of time to
providing the training facilities it can delay the proses of production.
Advantages of recruitments and selections
There are some advantages of recruitment and selection-
The Hotel Hilton chooses the best method for the selection procedure it helps to reduce
the turnover and increase high morale, When a company hires the best employees according to
requirements of job the and also consider the right personality types such as best job skills, it
leads the positive environment. Hotel Hilton select the candidate who fits into the culture it
creates the positive environment, that fits well with employee likes and makes them happy, also
it can lead higher level of employees satisfaction. According to Zhao and Thompson, (2019).
The best environment within the business it reduced turnover of employees and positive
workplace environment increase morale of the peoples, finally, It provides the to high efficiency
related to work as well as it also provide the high profitability to the firm.
Hiring the peoples outside the firm it also provides the different opportunity to the firm because
to hire the highly educated and qualified employees it can provide the different ideas for meet the
goal of the company.
External recruitment provides the best competitive advantage to hotel Hilton that they select the
candidate with fresh and innovative ideas it can increase the competitive advantages.
Selecting the employees outside the firm it brings the fresh and new talent, it helps to motivate
the existing employees, they enhance there motivation and produce more for obtaining the
different job opportunities in concern with their future career.
Disadvantages of recruitments and selections
There are some disadvantages of recruitment and selection-
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Hotel Hilton used the different types of methods in their business to select the best
candidates. But they also faced many problems related to find the best candidates. In internal
method they faced many issued when they select the candidate through internal process it can
affect the competitive disadvantage of the firm because company may not attain the new talents
within the business. In other side. In external method firm also faced problem like increase the
cost, reduces the morale of existing employees etc.
According to Tingle, Corrales and Peters, (2019) The recruitment process is takes a lot of times
as well as it increases the operational cost of the firm. The hiring process also effect the morale
of current employees because firm offer the job opportunity only to new employees rather than
existing employees.
The internal recruitment is done from the promotions and transfers activities. But there are lot of
disadvantage when hire the people within the organization it cannot obtain the new talent and
new ideas, firm miss out to obtaining the new talent outside the company it creates the high loss
for the firm because company cannot achieve the competitive advantages.
As per the view of Morris, Shenkar and Mackey, (2019) external recruitment is increase the cost
of training. The owner of the business will need to provide the training to the employees,
therefore, finding the candidates is difficult because the process of selection is time consuming
and also the selection of right people for right job is much difficult as compare to internal
method.
Human resource development
According to Morris, Shenkar and Mackey (2019). Human resource development is the
process of increasing the ability in the employees by organizing the training and learning
development programme. It is the framework of helping the candidate by increase the motivation
and providing the different job opportunity to the people. This process is helps to develop the
personal and professional skills, knowledge and ability among the people. This process is
contains the training and development, education and other types of developments for the people.
Firms provide the best training to the employees for expand their ability of work it helps to
people that they adopt the knowledge by participating in learning programme.
The hotel Hilton used this process in the business to expand the knowledge and ability in
the employees. Firm can implement this process in their training methods to enhance the
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efficiency of work and it helps to achieving the goal of the firm. So people are using this process
and they participating in the process to develop their own personal and profession skills.
Advantages of human resource development
There are some advantages of human resource development
Hotel Hilton used this method in Their business to enhance the talent among the peoples.
There are some advantages while organize the training and development process in the business.
It helps to increase the productivity of the company. Therefore, the productivity is increase, it
directly impacts on the market share of the firm. The peoples are performed well it can lead the
profitability of the firm.
According to Kremer, Villamor and Aguinis, (2019) The human resource development is helps
to increase the productivity that means it helps to generate the best output.
This process is creates a more loyal and productive workforce.
This process is gives the motivation among the people so they increase their ability of take
challenges.
Disadvantages of human resource development
There are some disadvantages of human resource development
Hotel Hilton faced some disadvantage while using this process improving the skills and
knowledge among the peoples.
This process is increase the production cost.
This process is time consuming and cost effective.
Motivation
As per the view of Dhir, (2019) The human resource departments increase the motivation
among the peoples by providing the different job opportunity for example, hotel Hilton provides
the different opportunity to the employees such as promotions, job rotations, transfer, incentives,
bonus etc. furthermore, firm also provides the medical, education befits to employees it also
helps to increase the motivation towards the goal of the company.
Hotel Hilton also increase the motivation through appraising the employees in publicly.
Therefore, these techniques is increase the motivation. When people are motivated they help to
achieve the goal of the company and also they increase the productivity of the firm.
Advantages
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There are some advantages, when people are highly motivated they increase the
productivity of the company as well as it also achieving the goal and objective of the company.
Disadvantage
Firms provide the different benefits to the employees it creates the negative impact such
as employees only concentrate on their incentives they not focus on the quality of work can lead
the conflict on the workplace.
Performance
According to Chou and Ramser, (2019) Human resource management increase the
performance of the peoples by gives the awards, bonus and incentives, theretofore firm also
provide the holiday trip, and best working hours to the employees. So employees are more
concentrate on their work and they increase their performance and achieve the goal of the firm.
Hotel Hilton also enhance the performance of the employees they give the best
environment to the employees. So employee are doing proper work and increase the productivity
of the hotel Hilton.
Advantages
Helps to achieve the goal of the firm
Helps to increase the productivity and market share
Disadvantages
increase the level of stress people are achieving the goal it leads the high stress in the work
environment
TASK 3
HRM software programs that are available off the shell
The HRM software program refers to the collection of systems and processes that
interlinks human resource management and information technology through the software.
Oracle E- Business Suite - It helps to support Human resource functions in the organization. It
includes various software's such as Oracle human resource, Payroll, Performance management, i
Recruitment and Time and Labour.
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 Oracle human resource - It enables the efficient human resource management in the
organization. It supports all Human resource activities including development and
workforce measurement (Leroy, Van Dierendonck and Den Hartog, 2018). It helps to
eliminate excess data entry while sharing windows and underlying the tables.
 Oracle Payroll - It helps to integrated HR systems. This system software demands
timeliness, accuracy and facilitate organization to control over their finance. The Oracle
Payroll ensures that employees are paid on timely basis and in accordance with
organizational compensation rules.
 Oracle Performance management - It is type of self service product that enables a
business to implement effective PMS in their firm. This system software helps the
mangers and employees of the firm to set objectives and do appraisal process effectively.
This software also facilitate the enterprise to formulate questionnaires for conducting the
appraisal process.
 Oracle iRecuritment - This facilitates automate recruitment process. It consists of all the
steps including applying the vacant job advertisement to hiring the new employees. It
supports external and internal users both like recruitment sites to visitors (Noe,
Hollenbeck, Gerhar and Wright, 2017). It helps to provide the reports of recruitment
process and also further monitor them. The human resource management hire and
recruites the people according to the knowledge and skills of the people. It helps to
improve the operations and inbound logistic activities.
 Oracle Time and Labour - It keeps track record of attendance of employees and their
timing in the organisation. This system software ensures that employee's salary are
payable on time and correct figures are debited into their account. It provides self service
time reporting by reducing the administration costs. It also shares the information with
other applicants.
UltiPro Human resource software - It provides solutions to HR by covering all the aspects. It
is cloud solution that helps to deliver business benefits and also facilitates human capital
management. It tracks the information of workforce in the organization. It also handles the most
flexible functional payroll and also identifies the requirements of employees. The system
software identifies the current benefits of administration (Cascio, 2015). This is also affiliated
with the tax engagement. The system also provides the solutions for conducting training and
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development process of employees in the organisation. It also gains the insights by doing
employees surveys and feeling analysis. This helps the HR department to provide better
employees experience. This also facilitates the talent management in the organisation.
Sage Abra Human resource management - It is the HRM solution that helps the company to
optimize the HR business procedure and also helps to maximise their own return on
employment. It helps in life cycle management to source for flawless payroll processing and
helps in administration work of employees (Chen, Zheng, Yang, and Bai, 2016). It provides the
solutions that helps to lower the cost and also provides the ease that able a dynamic share
information with all the staff, managers and executives. Its supports the decision making of
Human resource. This helps to increase employees motivation and their retention in the
organization.
The Oracle E- Business Suite will be most suitable for Hilton Hotel and Resorts. This
system software includes various software that helps to improve the HR professional efficiency
in the Hotel. As it supports all the aspects of HR function. It helps to eliminate the data
repetitiveness. It also helps to minimise the possibility of error in the client's data in the hotel. It
supports the business polices of the organization (Joo, Limand Kim, 2016). This also facilitates
the performance management software. This system's software is indulged with Oracle
iRecruitment. It covers all the phases of selection procedure including hiring of employees as
well as putting vacant job advertisement on hotel's website. It will also help the Hilton hotels
and Resorts to reduce their costs of record keeping. This software helps to take timely attendance
of employees and also helps to identified check in and check out time of visitors in the hotels.
TASK 4
Characteristics of effective leaders and relevant models to justify the analysis
Leaders are the one who takes organisation towards profitability. The characteristics of
effective leaders are as follows -
Communication skills - The leaders has effective communication skills which inspire the
employees working in the hotels. They should have command over the language to address the
employees who belongs to diversified cultural background (Di Fabio, A. and Peiró, 2018 ). The
leader's communication skills influence the employees in positive manner. They should be clear
about what they speak.
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Power to influence others - The leaders has power to influence their employees. They set
examples in-front of them. They set paths on which employees can relay. They can easily
convince the people and tackle their problems in efficient manner.
Motivation - They encourage them to perform more efficiently in the hotels. Leaders helps to
uplift the employee's morale in the firm. They have tendency to recognize individual efficiency
and utilize it in the right direction. They have courage to accept the new challenges.
Models of Leadership
Contingency theory of Leadership
This theory is developed by Fred Edward Fielder. It put emphasis on that there is no best
way to construct the company and to lead the employees of organisation. Thus, the best way
would be contingent on the situation. This theory examines the best way to organised a team
through analysing the current situations and requirements of the company.
Hilton Hotels and Resorts is applying contingency theory in their organisation in order to
achieve desired results of the business. The leaders of firm identify the current situation of the
company to improve the efficiency of the employees (Manuti and De Palma, 2016). They
analysis their problems and try to resolve them in the best possible manner to decrease the
dissatisfaction among the employees. The leaders of Hilton are task oriented, they manger their
team work through showing supportive behaviour to accomplish the targets of the company on
timely basis. They tend to show cooperative nature through which employees feels motivated.
Transformational Leadership theory
This theory put emphasis to bring positive change in Hilton Hotels and Resorts. The
leaders of the company are connected with the team members in such a manner to boost the
employee's morale (Greer, Lusch and Hitt, 2017). They collectively do all the tasks and activities
of the organization to increase the production capacity and turnover of the firm. The leaders
come up with the innovative ideas to improve their product quality and to upbringing the
satisfaction level of customers.
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CONCLUSION
Hereby, the report can be concluded that Managing Human Capital and leadership is the
essential for every organization. The report has been concluded that the human resource
management helps to firm for managing, controlling, hiring and selecting the people in the work
place. Therefore, assignment has provided the different competitive advantages in expansion of
firm. Also, it has covered the HRM practices that aids to manage the employees by provide the
different opportunity and benefits. Thus, focus also being on reducing the conflicts and increase
the motivation among the employees.
Furthermore, report has covered different things such as the different HRM model and
approaches that company may follow to improve the ability and knowledge among the
employees. Furthermore, report has been explained the various HR functions such as recruitment
& selection, HRD, motivation, performance. Moreover, assignment has highlighted the different
HRM software that hotel Hilton used in their business to better management of people. Lastly,
report has been defined the characteristics of effective leaders and their model to bring effective
performance within enterprise.
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REFERENCES
Books and Journals
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Chen, L., Zheng, W., Yang, B. and Bai, S., 2016. Transformational leadership, social capital and
organizational innovation. Leadership & Organization Development Journal.37(7).
pp.843-859.
Chou, S.Y. and Ramser, C. 2019. A multilevel model of organizational learning: Incorporating
employee spontaneous workplace behaviors, leadership capital and knowledge
management. The Learning Organization.26(2).pp.132-145.
Dhir, S. 2019. The changing nature of work, leadership, and organizational culture in future
ready organizations. Corporate culture, Management, Leadership, Job redesign,
Organizational Behavior, Innovation, Change Management, Human Resources, VUCA.
Di Fabio, A. and Peiró, J., 2018. Human Capital Sustainability Leadership to promote
sustainable development and healthy organizations: A new scale. Sustainability.10(7).
p.2413.
Greer, C.R., Lusch, R.F. and Hitt, M.A., 2017. A service perspective for human capital
resources: A critical base for strategy implementation. Academy of Management
Perspectives.31(2).pp.137-158.
Joo, B.K., Lim, D.H. and Kim, S., 2016. Enhancing work engagement: The roles of
psychological capital, authentic leadership, and work empowerment. Leadership &
Organization Development Journal.37(8).pp.1117-1134.
Kremer, H., Villamor, I. and Aguinis, H. 2019. Innovation leadership: Best-practice
recommendations for promoting employee creativity, voice, and knowledge sharing.
Business Horizons. 62(1). pp.65-74.
Leroy, H., Segers, J., Van Dierendonck, D. and Den Hartog, D., 2018. Managing people in
organizations: Integrating the study of HRM and leadership.
Manuti, A. and De Palma, P.D., 2016. The Social Organization: Managing Human Capital
Through Social Media. Springer.
Morris, S., Shenkar, O. and Mackey, A. 2019. Managing across Organizational Boundaries: The
New Employment Relationship and its Human Resource Management
Implications. The SAGE Handbook of Human Resource Management, p.110.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Tingle, E., Corrales, A. and Peters, M.L., 2019. Leadership development programs: investing in
school principals.Educational Studies. 45(1). pp.1-16.
Zhao, Y. and Thompson, P., 2019. Investments in managerial human capital: Explanations from
prospect and regulatory focus theories.International Small Business Journal,
p.0266242619828264.
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Online
5 Human Resources Models Every HR Practitioner Should Know. 2019 [Online]. Available
through : <https://www.digitalhrtech.com/human-resources-models/>.
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