Report On Hilton Hotel- Aspects Of Managing Human Resources

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Added on 2020-02-05

Report On Hilton Hotel- Aspects Of Managing Human Resources

Added on 2020-02-05

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MANAGING HUMANRESOURCES

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Explaining Guest's model of HRM........................................................................................11.2 Comparing Storey's definition of HRM, personnel and IR practices....................................21.3 Implications for line mangers and employee for developing strategic approach to HRM....3TASK 2............................................................................................................................................42.1 Model of flexibility applied in Hilton hotel...........................................................................42.2 Different types of flexibility developed in Hilton hotel........................................................52.3 Assessment of flexible working of Hilton hotel workforce...................................................52.4 Impact of changes in labour market.......................................................................................6TASK 3............................................................................................................................................73.1 Assessing different forms of discrimination taking place in workplace................................73.2 Practical implications of equal opportunities' legislation in Hilton hotel..............................83.3 Comparing approaches to manage equal opportunities and managing diversity..................8TASK 4............................................................................................................................................94.1 Different types of performance management........................................................................94.2 Approaches to manage employee welfare in Hilton hotel.....................................................94.3 Implications of health and safety legislation on human resources management.................104.4 Impact of e-learning.............................................................................................................10CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11

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INTRODUCTIONHuman resources refers to employees and managers working in a business enterprise. It isessential to maintain efficiency and proficiency of individuals working in n organisation so thatset aims and objectives can be achieved in effective manner. Human resource management isresponsible to procure, develop and maintain competence of manpower of a business firm.Hilton hotel is a prominent global hospitality firm that has broad portfolio of hotels and resortsacross different countries. The report highlights various aspects of managing human resources ina company. It focuses on developing flexibility within workplace and impact of equalopportunities on manpower. TASK 11.1 Explaining Guest's model of HRMIn order to manage activities of human resources there are several theories and modelsapplied. One of the effective model is Guest model which was proposed by Professor DavidGuest. The concerned model signifies link between organisational strategies and HRM activities.It helps to formulate such activities that will result in high quality performance of individuals(Laursen and Foss, 2003). The model describes six crucial dimensions of availing effectivehuman resource practices which are specified below:Illustration 1: Guest model of HRM(Source: Deb, 2006)HRM strategy: This element concentrates on developing quality standards of mangersand employees. For this Hilton hotel uses various motivational theories like Herzberg’stheory of motivation in order to maintain productivity of hotel group. HRM practices: The HR team of Hilton hotel is responsible for conduct various essentialpractices for the company such as recruitment, selection, training, development,1

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performance assessment and appraisal of employees (Nankervis, Compton and Baird,2010).HRM outcomes: Further, the managers evaluate consequences of adopting differentstrategies and practices in Hilton hotel. It is witnessed that positive and flexible outcomeis derived from these activities. Behavioural outcomes: In addition, it also reflects outcomes in form of behaviournoticed in cited organisation. The managers and employees actively participate inpractices of business enterprise. Performance outcomes: Hilton hotel applies two major methods to analyse performanceof employees through 360 degree feedback and management by objective. It helps toattain set targets of company in effective manner (Dwivedi, 2009). Financial outcomes: Another important parameter in Guest model is to examinefinancial outcomes of the company. Hilton hotel on quarterly basis analysis book ofaccount and financial statement in order to identify its profitability.Guest model main objective is to improve the operational and functional activities of the HRM.The model directs an impressive structure of taking actions for improvement of practices andfunction of personnel at workplace. In order to achieve effective success in the engagement ofHilton hotel, manager used this model. With assistance of this model, manager can identifyingthe best methods of monitoring, controlling, managing and developing their workforce. Further,through this model company can focus on developing innovative and creative thought for thebusiness. These practices can make the Hilton hotel more excellent and suitable for personnels.1.2 Comparing Storey's definition of HRM, personnel and IR practicesHRM refers to formulation and execution of various strategies that enhances productivityof employees in order to attain organisational success. On the other hand, personnel managementis defined as practices that helps to build strong relationship between employees and employers.Hilton adopts theories and principles of HRM to manage human resources effectively. ProfessorStorey has made comparison between both these concepts which is specified below:Table 1: Comparison between HRM and personnel managementBasis ofcomparisonPersonnel management and IR practicesHumanresourcemanagementManagerial taskAccording to this, personnel managers areOn the contrary, HR managers2

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