Unlocking Employee Skills through Activities

This assignment provides a list of references related to human resource management (HRM). The sources include books, journals, and online resources. The references cover various topics such as HRM systems, strategic HRM, organizational learning, and employee well-being. The sources are from reputable academic and professional publications, including the Academy of Management Journal, International Journal of Human Resource Management, and Routledge.

HRM

Table of Contents
INTRODUCTION................................................................................................................................3
1.1 Role and purpose of human resource management...................................................................3
1.2 Justifying a human resources plan ............................................................................................4
TASK 2.................................................................................................................................................6
2.1 Assessment the current state of employment relations..............................................................6
2.2 Affect of employment law ........................................................................................................6
TASK 3.................................................................................................................................................7
3.1 Job description specification for a job.......................................................................................7
3.2 Comparison in the selection process........................................................................................10
TASK 4...............................................................................................................................................11
4.1 Assessment of the contribution of training and development activities..................................11
CONCLUSION..................................................................................................................................12
REFERENCES...................................................................................................................................13

INTRODUCTION
Human Resource Management generally referred as HR is relatively new approach to
manage a group of people in any company or organization. It is basically a term that broadly defines
employer-employee relationship in the organization where an HR manager is responsible for
supporting and managing business activities that are related to the human resources (Hendry, 2012).
HRM is also regarded as a significant function that is necessary for effective working in the
organization. Hence, it is very essential for the management of company to understand and give
importance to HR activities and policies.
The present report will cover various roles, purposes and strategies to analyse supply and
demand of human resources in Hilton hotel. The study will also focus on analysing the state of
current employment relations and effect of employment laws on HRM. Contribution of training and
development programs on the development of human resources will also be discussed in this report.
TASK 1
1.1 Role and purpose of human resource management
Hilton hotel can’t be progressed and even can’t be built an effective team of professionals if
they have lack of good human resources. In order to create a team of effective individuals,
importance of human resource management is necessary to be conducted. In this regard, important
functions and roles of human resource management are discussed below. Recruitment and Training: Main role of Human resource management in Hilton hotel is to
develop plans and strategies to hire and train right kind of people. HR manager of Hilton
hotel designs various programs which are best suited for a particular job description. The
other work related to recruitment process includes developing scope of job allotted to the
employee. HR team also provides proper training to the employees in the organization
whenever it requires (Bratton and Gold, 2012). Performance Appraisals: HR manager of Hilton hotel also inspires people who are working
in a company in order to perform their job effectively according to the organizational
objectives. It can be done by making use of 360 degree feedback, taking feedbacxks from
supervisors,etc. These techniques can help in provifdim the HR manafgemet with essential
information related to their overall performance and their individual roles in company. This
is advantageous as it helps in providing an outline of their expected goals in much clearer
terms and thereby, help in executing goals in the best achievable manner (Jiang, Lepak and
Baer, 2012)..
 Maintaining Work Culture: This is the most essential aspect of HRM as performance of

employees working in Hilton hotel is largely affected by the work atmosphere and work
culture present in the hotel. Every individual working in Hilton hotel expects good working
ambience from company's human resource team (Storey, 2014). Tidy, hygienic, and healthy
environment can bring out top-quality outcomes from an employee. Job satisfaction is also
achieved with the help of flourishing atmosphere. Managing Disputes: Disputes and conflicts arising in Hilton hotel are inevitable. These can
occur between different employees or in between the worker and employer. It is the
foremost duty and responsibility of HR manager to act as an adviser and inter mediator in
order to solve disputes in an efficacious manner. Manager must hear the problems of
employees and later come up with the best solution or plan in order to resolve the dispute.
They can even take actions for time being so that disputes do not take a bigger turn (Buller
and McEvoy, 2012). Developing Public Relations: Duty of establishing good social relationship in Hilton hotel
lies with the responsibilities of HR Manager to a large extent. They arrange business
meetings, conferences and different formal gatherings on the behalf of organization in order
to develop relationship with other business bodies (Gunnigle, 2013). Most of the times, HR
department plays an progressive role in preparing business and marketing plans for the
Hilton hotel too. Any company which lacks a proper and effective HR management team is
likely to face problems In managing various activities (Carmona-Moreno, Céspedes-Lorente
and Martinez-del-Rio, 2012).
 Record-Keeping: The fundamental and most important function of HR manager is to
maintain records which include all the necessary information regarding the human resources
of Hilton Hotel (Alfes, Truss and Soane, 2013). It can be related to list of employees
working in hotel, record of employees which have been retrieved and many other business
related evidences.
1.2 Justifying a human resources plan
Human resource plan is the assessment of the current and potential needs of human
resources in an organization. Planning helps in identifying the right job for the right person in a
company. As Hilton hotel wants to expand its business in Stratford City by opening 50 rooms, it is
crucial for the human resource manager to create a human resource plan. This plan is presented as
follows (Bratton and Gold, 2012).
Step 1: Assessing human resources-
Before preparing a human resource plan, manager must create certain objectives like:
 The plan must be able to meet the human requirements.
 To recruit skilled individuals in the organization (Gunnigle, 2013).

Currently, Hilton hotel at Stratford requires Executive manager, accounting manager, sales
manager, accounting manager, Inventory manager and Room division manager. Apart from these
executives, hotel also requires housekeeping workers, bell boys, security officer, telephone operator,
receptionist and waiters. Employees that are recruited by hotel management must have educational
and skilled qualification (Jiang, Lepak, and Baer, 2012). In many post, hotel requires experienced
staff like the executive assistant manager. Thus, HR manager must closely analyze the human
resource requirements.
Step 2: Demand Forecasting-
Demand forecasting is the process of estimating the future requirement of employees in an
organization. Potential requirement of human resource is to accurately analyzing each departments
needs. While formulating a human resource plan, manager at Hilton hotel has to analyze various
factors that are required in a skilled employee (Edwards and Edwards, 2013). HR manager of Hilton
hotel requires approximately 50 employees for its Stratford branch.
Step 3: Supply Forecasting-
Supply refers to the current availability of employees that can be recruited from the internal
as well as external sources. Forecasting supply is done to ascertain what company is currently
possessing with itself (Gunnigle, 2013). Internal resources are related to shift employees from one
department to another by using the method of promotion or transfer. External source refers to the
recruitment of employees from the outside organization. These can be fresher, trainees or
experienced professionals. In Hilton hotel, current supply available from internal sources is of 15
employees and from external sources, 25 employees can be recruited at one stretch.
Step 4: Matching Demand and Supply-
Matching demand supply actually leads to subtracting supply from the demand. The figure
received from this is known as the current figure of employees which company can recruit at
particular point of time (Edwards and Edwards, 2013). After analyzing the demand and supply at
Hilton hotel, it is also estimated that company has still short of 10 employees
Step 5: Action Plan-
In order to match the supply and demand, Hilton's manager must take the following actions:
 Promotions and transfers can be done from the internal branches or departments.
 Hotel can directly hire fresher and trainees through colleges.
 Hotel management can also hire candidates with the help of employment agencies.
Factors affecting human resource plan-1. Social Factor- Current employment trends among industry affect hospitality industry. If,
school students follow a trend to pursue dentist career, then supply will fall short for Hilton
(Storey, 2014).

2. Economic Factor- salary provided in hospitality industry may also affect the retention rate
of employee. Thus, individual may feel not interested for getting associated in hospitality
industry.
TASK 2
2.1 Assessment the current state of employment relations
Employee relations refer to managing the human resource staffs present in hotel industry. It
is further based on the existence of relationship in between managers, employees, workers as well
as trade union. It is very essential to maintain the employee behavior so as to aid in developing a
sustainable business (Government Knowledge Training, 2015). Talking about UK hotel industry, it
contributes to around 5 percent of the overall workforce. There is presence of more than half of
female staff and rest are employed for a part time job. Moreover, there is presence of candidates
form foreign origin as well. There is absence of trade union formation in UK hotel industry. This is
there on account of greater employee participation that exists amongst the employees and
management. The concept has given a chance to employees for voicing put their opinions in the
best possible manner.
Further, relations are also sound at the employee level. This is because the employer being a
part of service industry has to take care of consumers (Gunnigle, 2013). For doing this, he is
required to maintain employee relation in the best manner. Management present in hotel industry
does this by starting up employee benefit scheme followed by applying them on a practical basis.
Company has further ensured to keep a best in class software as well as training based library.
This is there to meet up with the needs and requirements of employees. Company can
further apply the same standards in the new developed Hilton Stratford branch. Employee
testimonials are further of the view that Hilton hotel has presence of leadership which is
outstanding. It has further shown a presence of best team working ability (Alfes, Truss and Soane,
2013). The concept should further be applied in Stratford branch as well so as to generate successful
performance and quality standards. This is likely to assist in creating a strong leadership position in
the market.
In this respect, Hilton Stratford can succeed in the market if all the activities as decided are
followed by the branch. Success is likely to occur for this branch as well (Jiang, Lepak, and Baer,
2012). Other than this, management of new branch is further required to concentrate on the issues
that are likely to be faced in employee management.
2.2 Affect of employment law
Employment laws are there for the benefit of employees as well as to ensure adherence with
the norms from employer end as well. In this regard, there is a presence of many laws that have

impacted the overall working of human resources (Training and study at work: your rights, 2015).
The same thing is likely to be faced by HR as well. Hence, e laws to be adhered by the new branch
at Stratford has been discussed below.
There is a presence of factories act which should be adhered by the management of new
hotel branch. This act is specified that employees are entitled to work for eight hour shift on the
daily basis. If, there is the presence of over shift, then employees are entitled for the extra payment
(Lengnick-Hall, Lengnick-Hall and Rigsbee, 2013). If, management at new branch does not adhere
with the same then it is likely to face an imprisonment of 2 years followed by a fine. This act is
created to protect the rights of employees and to empower them. Employment aims at safeguarding
the interest of employees in a way in which they feel motivated to work in a company. According
to the above act, availability of leave per year should be clearly defined by the manage3ment of
company at the time of hiring candidate. Each employee should be entitled to receive leaves in a
period of time. Maternity leave should also be available for women and latest addition is done by
generating paternity leaves as well. Employment guides employees about their rights in terms of
redressal and grievance. In case of any work issue, employees can directly approach to the company
and if, issue is not resolved then legal help will be available for the employees. It is important for
the organisation to provide health and safe working environment to human resources. As per the
employment act, employees must be provided funds in case of any occupational hazard. Manager
must ensure to secure the places so as to avoid the chances of injury with the employees.
Discrimination must also be strictly prohibited in the organisation. Discrimination based on colour,
cast and creed is not appropriate for the growth and development of organisation as well as
employees.
Further, data protection act entails for ensuring that employee data should be protected in
best possible manner. Hence, new branch at Hilton Stratford has to adhere with the norms related to
confidentiality and privacy. In case, if, company is not able to abide by the same then there is a
chance of facing conflicting situations. Lawsuits may further be filed on employer front. There
should also be presence of Equal opportunity act where Hilton Stratford has to ensure towards
providing equal working opportunities to the concerned employees (Jiang, Lepak, and Baer,
2012). This is likely to generate towards creating positive work culture. Failure to adhere with the
same may lead to conflict among employees.
TASK 3
3.1 Job description specification for a job
A job statement or description is a list that an individual uses to identify about general tasks,
functions and duties for a particular position in the organization. Generally, it includes job
specification,desirable qualifications required and a fixed salary range (Lengnick-Hall and Rigsbee,

2013).
Personal specification in a job includes description of various skills, knowledge and other
qualities which an individual must possess to complete their job activities (Edwards and Edwards,
2013). The specification should be drawn from job description which is the lead foundation for
hiring a candidate for particular job.
Job description and personal specification:
Job Title :
Administrative Assistant
Reporting to:
HR manager / Line manager
Location: Hilton hotel, UK Nature/ purpose of the job role:
Administrative Assistant has the
responsibility of providing administrative
and clerical services in order to ensure
effective and efficient operations (Storey,
2014).
Main Duties:
 Should be able to provide hotel based
administrative help to the team which
includes planning travelling for the
guest.
 Candidate is required to deal with
analogue diary meetings, generating
important mails and answering
telephone (Su, and Wright, 2012).
 Individual is supposed to possess
skills to solve conceptual and
business problems effectively.
 Meetings with other hotel managers
and stakeholders should also be
arranged by Administrative Assistant.
 Should be able in dealing with other
duties as per the guidance of HR or
Line manager.
 Maintaining confidential information
Hours of work:
8:30am – 6:00pm
1 hour lunch
Salary: £16,000 - £19,000 pa
(As per company standards)

of Hilton hotel is the primary attribute
for being a successful Administrative
Subordinate (Martín-Alcázar,
Romero-Fernández and Sánchez-
Gardey, 2012).
 Should be active in implementing
different strategies and plans for
ensuring the growth and development
of Hilton Hotel.
Qualification:
 Essential: Qualification up to Level 5
required.
 Intermediate 2 years.
 Significant experience in the role of
junior administrative assistant in any
multi-national company.
 Desirable: Having a higher level of
degree or diploma equivalent would
be beneficial (Storey, 2014).
 An SVQ 2 in Administration will be
advantageous.
Knowledge and skills:
 Wide knlowedge about acticities
carried out in hotel is required.
 Be able to accomplish regular and
non-routine activities in hotel
environment (Carmona-Moreno,
Céspedes-Lorente and Martinez-del-
Rio, 2012).
 Should be capable in planning for
both the familiar and fresh tasks.
 Needs to be competent and enough to
respond correctly to wide range of
questions.
 Should have adequate skills to use
standard computer applications such
as Microsoft Office, Excel, Internet
explorer and other information.
 Wide knowledge of mathematical

science for calculating numerical and
graphical data is required (Kowalski,
T., Loretto and Redman, 2015).
 Candidate is supposed to work on its
own initiatives with minimal level of
supervision.
 Ability to form both formal and
informal presentations on mainstream
subjects related to Hilton hotel.
3.2 Comparison in the selection process
Depending upon the type of company and its job requirements, Human resource team
designs various criteria for recruiting candidates for different positions. Nearly selection process of
all the companies and business organizations are same. This part of study is focused on comparing
the procedure of selecting candidates in between Hilton hotel and MC Donald's (Flamholtz,
2012). Inviting applications: The below mentioned three procedures for both the companies are
same. The initial stage for hiring candidates is by inviting interested applicants for specific
job vacancy (D'Cruz, Noronha and Beale, 2014). A well-organized job description and
details of personal specifications are listed in the advertisement provided by Hilton hotel and
MC Donald's. Receiving applications: Details of personal and professional information are collected
through application received. These applications help in analyzing and comparing the
qualities of different candidates which further helps in the selection of appropriate and
deserving candidates Scrutiny of applications: When, time limit in which a company is supposed to obtain
applications from job aspirant ends, applications are classified into different categories by
deciding on various aspects. These can be complete, incomplete and un-matched job
specification applications. Incomplete and unmatched job application are rejected
immediately (Alewell and Hansen, 2012). Written test: Both Hilton hotel and MC Donald's do not follow the same criteria of written
test for hiring candidates. As MC Donald's is a restaurant and most of times offer vacancy
for Chefs and individuals for managing kitchen, so no written test is required for such
applicants. While, written analysis is used in Hilton hotel to analyses the skills of candidates
(Cho, Yun and Lee, 2013).

 Psychological test: Both Hilton hotel and MC Donald's follow the process of undertaking
psychological test. It is necessary because it helps in finding out various qualities and skills
of an individual at personal level. This test includes ability test, intelligence test and attribute
test. Personal interview: Candidates who prove themselves successful through written and
psychological test are qualified for personal interview. It is generally conducted by senior
managers and top management of Hilton hotel as well as MC Donald's (Zhou, Zhang and
Liu, 2012). Candidates are evaluated and interrogated through questions related to their
family background, experience on another job and their interest in different fields. Reference check: Every job aspirant is supposed to submit two references to the company
which is going to hire him/her (Burke, Allisey, and Noblet, 2013). These references are used
to crosscheck the personal and professional information given by candidate related to their
knowledge, experience and qualification. Final selection: Individuals who qualify personal interview are finally selected by the
recruiters of both the companies. An appointment letter to join the organization is given to
those selected candidates. Joining letter specifies date of joining, job title, annual salary
amount as well as rules and conditions of the company (Carbery and Cross, 2013).
 Placement: After final selection, selected persons are assigned with an appropriate job by
both Hilton hotel and MC Donald's. Placement plays an important role in giving whole idea
about the job so that he/she can perform with full efficiency and strengths (Hendry, 2012).
TASK 4
4.1 Assessment of the contribution of training and development activities.
Training and development activities are conducted to improve and enhance the skills of
employees along with increasing their productivity. Training and development activities are also
organized to motivate employees by enhancing their level of development. Training activities like
job rotation is done to inculcate various new skills so that employees can work in different
departments and posts. Coaching and mentoring is provided by a professional employee to enhance
the skills and provide learning to the employees. Many times, manager reviews employees by
assessing his/her work performance. On the basis of the same, monetary benefits are provided to
employees which encourages them to work more effectively. Further, these activities are
responsible in boosting employee’s morale and increasing the level of their participation in the
hotel. Main objectives of training and development activity are as follows:
 To identify the strengths and weakness of employees.
 To polish the skills and abilities of employees who are working in Hilton hotel.
There are different types of training like apprenticeship training, certification training,

simulation training, on the job training, language training, administrative training, cross training and
off the hob training. Contribution of training in Hilton hotel is discussed as below:
1. These activities enhance employee’s productivity as these are responsible in polishing the
skills of individual. Training is a type of mentoring provided by the organization to improve
the work quality of its employees.
2. These activities enhance the morale of employees. As these training provide learning to the
employees, so the individual feel more confident towards the work culture of the
organization.
3. Employeers also raise intellectual levels of the employees. This is good for the growth of
company in the hospitality industry especially. As employee’s intelligence level improves,
quality of work is also improved.
4. Training and development programs enhance the level of work culture in the organization.
These activities are responsible for developing ethics and standards in the organization. It
also inspires superior and subordinate to build cordial relationship at the workplace.
5. Training educates individuals and provides learning to the employees. Thus, employees
understand the importance of lifelong learning in their personal as well as professional life.
Technical knowledge of employees also improves with the help of constant training
endeavors by the organization.
6. Training helps in identifying the strengths and weakness of employees. The manager is able
to identify the strong player and weak links who might not serve for increased productivity
of the company.
7. Training is also focused on the personal development of employees. As a part of hospitality
industry, employees must be personally well groomed in order to achieve higher rate of
customer satisfaction.
Training and development is an important function of the organization. These activities have
proved to improve the learning and have groomed the employees towards increased productivity.
CONCLUSION
It can be analyzed from the report that human resource management is an important aspect
of an organization. It is the responsibly of HR manger to properly manage and organize human
resources of the organization.. The research studiess the demand and needs of the employee and
their rights as per the employment law. It is also included human resource plan in order to maintain
demand and supply of human resource in the organization. Furthermore, it can be said that training
and development activities play important role in grooming employee’s skills and developing them.

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