Analysis of HR Policies and Practices in Hilton Hotel

This report analyzes the HR policies and practices in Hilton Hotel, including recruitment, training and development, performance appraisal, work-life balance, and the best fit HRM model. It also discusses the impact of external forces on HR strategic decision making and the organization of HR function and delivery of HR policies and practices.

SHRM

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1. Analysis of HR Policies and Practices within an organisation...............................................1
2. Analysis of certain external forces and its impact on HR strategic decision making.............3
3. Analysis of organisation of HR Function and delivery of HR Policies and Practices............5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
Books and Journals.....................................................................................................................7

INTRODUCTION
Strategic Human Resource Management (SHRM) can be termed as alignment between
the strategies formulated for achievement of organisational goals and the human resource
practices carried out in the organisation. This is done for implicating innovative practices and
increasing the overall performance. Hilton Hotel is a US. based company which has its various
hotels and resorts spread out all over the world. This report highlights those factors and practices
in HRM which are affecting the Hilton Hotel, the type of strategy which is liked to the
organisation and the best fit of HRM Practices. Further, it also discusses the levels of
management and the HRM model applicable in the industry. Lastly, it also discusses the barriers
in the implementation of project in the organisation.
MAIN BODY
1. Analysis of HR Policies and Practices within an organisation.
High commitment or the best practice were identified in the HRM models of US. As for
the selection of the certain the best practice of HRM as to reduce the absentism and turnover in
the employee, enhanced increase in level of efficiency and the productivity, improvement in the
behavioural attitude of the employees and as result it enhanced the quality and efficiency of the
organization (Chadwick, Super and Kwon, 2015). It was believed that the organisation will only
be benefited and the can feel the improvement in the performance if they have the commitment
and implementation of the best HRM practice.
HR practices Hilton Hotel landmark
Recruitment – hiring of the
employees in the
organisation.
In this organisation, the HR
practices in to trade employees to
the different roles and position
within the company through
promotion and training.
This company follows the
external recruitment process.
The HR used to hire the
employees through outside
sources.
Training and development-
the increase the learning
experience to the
employees the training is
The company uses the on job
training and developing the skill
of the employees according to
the need and the demand of the
The company used the off job
training,to develop the skill of
the employees (Donnelly,
2019),.
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given to them in some
specific region.
organisation.
Performance appraisal and
incentives- the evaluation
of the performance is done
to provide the motivation to
the employees as a welfare
practice.
In the Hilton organisation,
performance appraisal is done by
the HR so that they can evaluate
what is the current status of the
employees. If they have
performed well incentive are
been provide.
In the hotel landmark,
performance appraisal will be
done but no incentives will be
provided. Rather than incentive
the training and development
programme is conduct
Work life balance- it is the
method in which there is
the balance professional life
and the personal life of the
employees.
In Hilton, the HRM clearly look
around the work life balance so
that the employees can perform
more efficient work without any
stress.
In the landmark, the HRM
doesn't follow any such
guidelines, they want the
employees to keep there
professional life and personal
life separate.
Best fit hrm- to develop the human resource management policy according to the business
strategy. This model has variant from the preceding models of Harvard, and Michigan usually
know as the “matching model”.The contingency theory is the line of this matching theory. In
this approach HRM practice will change according to the change in the strategies of the Hilton
(Farndale and Paauwe, , 2018). The approach of the 'bet fit' will be the vertical integration within
the Hilton business and the HR strategies. There are 3 models namely-
 life cycle-
The development of the strategies takes place at the 4 stages that are introduction stage,
growth stage, maturity stage and the decline stage. The effectiveness of the organisation HRM
depend on the stage at which the company is lying. As the company move to the growth stage,
the HRM of the company needs to practice, change the policy and the procedure to meet the
needs of the Hilton.
 competitive strategy and best fit-
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In this HRM follows the 3 major competitive strategy that are- innovation, quality, cost
leadership. In the innovation understand with being the unique producer (Mousa and et.al.,
2018). Followed up by the quality which refers to giving the maximum satisfaction to the
customers through the quality. The last one is the cost leadership which means the cost effective
result through planned policy.
Strategic configuration- In this theory, the organisation is classified in 4 categories that are
 prospector
 defenders
 analyser
 Reactor.
When the company Hilton worked in the introduction and the growth stage then the HRM
adopt the most flexible style of the policy and when the stage of the development and the
maturity arises the HRM will be strict with more professional attitude and make the increase in
the volume and variety of the employees. The organisation has to face the various challenges
while adopting the different approach to meet up with the organisation strategies.
Hard or soft HRM-
Hard Human resource management refers to the cost effective approach in which the
management system wants to achieve the maximum profit and the competitive advantage as the
workers are seen as the human resource. It the hard HRM it simply means that the work has to be
complete to achieve the organisational objective through the cost control. At the time of the
season, when there are heavy bookings in the hotels, the HRM staff of the company became
strict with its policy so that the customers can get the maximum level of the satisfaction. Hilton
turns out to be more cost effective and wants to gain the competitive advantage through the
resource (Vomberg and Homburg, 2016).
Soft human resource management- in this approach the HR of the company Hilton, the
employee are treated as the company most important critical assets who are key for there long
term business strategies. So at the time of the heavy competitive market, the company starts to
have healthy relationship with there skilled labours as they want heavy retention of there existing
skilled employees.
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2. Analysis of certain external forces and its impact on HR strategic decision making.
Factors that influence the human resource management-
The key stakeholders of the organisation are the one who takes the interest in the failure
or the success of the organisation. The employer, employees, investors, suppliers and all the
people who are interested in the matters to the organisation are the stake holders.
There are many factors that effect the HRM strategy in the Hilton company are the various
political, economic, psychological and many other more factors that effect the working of the
HRM in the organisation.
When the workers are assigned the repetitive work for the longer period, it becomes very
irritative for the employees to work in the organisation. The employee get frustrated and can't put
his all efficiency in the work assigned to them. In Hilton, if the employee has given the same
work without any rotation of the job the employee will become more rigid towards his work. If
there s conflict between the employees in the Hilton, they wont have the interaction between
each other, then that will affect the effectiveness and efficiencies of the company.
In the company Hilton, both type of the workers are required- both skills and unskilled
workers. The unskilled workers are required for the low level of technical skill and lack of the
expertise. The human resource management gives them the training for developing there skills so
that they can move to the higher level of the position. The other one is the skilled workers are
the persons who are hired at the managerial position who helps the HRM department to take the
important decision to fulfil objectives of the organisation.
In Hilton organisation is basically the hotel industry which serves the customers in terms
of the hospitality. Mainly in this industry the there is the internal market labour. Employees
required for the upper level post are sooner the one who are promoted from the lower level of the
management. The age composition in the hotel industry vary from 25-40 years of age. Mainly
the composition of the male employees as compare to the females. The employee in the Hilton
hotel are at the migrant level, as it the group of hotels working at the global level. So the
employees in this company are mostly the migrant people (Wright, Nyberg and Ployhart, 2018).
There are the many legal issues that are used to be faced by the Hilton that effects that area of the
work of the organisation. The change in the minimum wage policy by the government will affect
the all over wage policy of the organisation. It will somehow increase the cost in the Hilton
company. The HRM of the company will face the difficulty. The making the existence of the
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trade unions in the company is one of the major decision by the government so the trade union
can look after rights of the employees. But still in many organisations, trade unions don't exists.
In Hilton the trade union exists and properly interfere in the management decision taken by the
company for the employee.
Hilton is majorly effected by the change in the political factors of the country. Each
country has its own rules and regulation and the company has its code of conduct which is
basically influence by its originated country. So due to the change in the any existing policy of
the country, it will either bring relief to the issue to the company. Due to this change, the HRM
of the company has to adopt different strategy to act upon this change so that the efficiency and
the effectiveness of the company can't be reduced along with taking care of the critical human
resource for the longer segment.
3. Analysis of organisation of HR Function and delivery of HR Policies and Practices.
Ulrich model The HR department in the organization works at all the Hilton
organization. It works with top level of management as the strategic partners who advise the
company top heads to take the decision in the carious matters as they very well know about the
working of the employees. The HR also work with the lower level of the management as it
motivate the employees to work in the unfavorable condition and take care of the work life
balance of the organization.
HR business partner.
The Ulrich model was given David Ulrich who is known as the “father of the human
resource”.
In the David Ulrich model it clearly states that the HR department of the organization works as
the strategic partner with the organisation. It helps top level of management in decision making
and works as the link between the top level and the lower level of the management.
Change agent
The HR department works as the changing agent in the organization. The HR department
works in the team of change and take the responsibility to gain the trust of the employees in
Hilton company. As the changing agent, the HR department will take the training and the
developmental session to motivate the employee about the change that has come into the
organisation. HR employee will give the feedback about the working of the organisation HR
department take the initiative to motivate the employees and bring positivity between them.
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Administration expert
The HR department also plays the role of the strategic administrative expert. HR cannot
play its role if there as any distrust in the administration expert. He also keeps the deep
knowledge of the labour laws, trade unions and help the Hilton organisation to have dealt with
difficult employee. The HR will focus on the all the legislation rules, work and safety rules.
Employee advocate.
The HR also work as the employee advocate in the Hilton organisation. The HR will
protect the interest of the employee. They will look the rights, protect their interest and help them
to make a sure implementation of the strategic decision (Su, Wright and Ulrich, 2018).. The HR
will look after that the each employee get the fair chance to apply for the various role in the
Hilton. Helps in improve the experience of the employees in the organisation.
Barriers in HRM and project implementation :-
Lack of the objectives of the organisation- if the company don't have the clarified and
specific goals to achieve then it is very difficult for the HR department to focus on the employees
and all the strategic decision to b taken to achieve the objective of the organisation. The will be
no specific role of the HR person to follow and motivate the employee to perform. The company
will wont understand what training they have to provide to there people so that they can be
effective. If there are the inconsistencies in the HR policies then it will be difficult to perform the
strategic decision.
CONCLUSION
After going through this report it can be concluded that Strategic Human Resource
Management is an essential element in any organisation and acts as a strong backup for the
management in taking important decisions. Further, this report analysed HRM practices of Hilton
Hotel and explained the Best Fit HRM in context of this organisation. It also described hard and
soft HRM Practices and factors which influenced HRM practices and the importance of skilled
as well as unskilled workers in the organisation. Lastly, this report concludes the importance of
SHRM in organisation by explaining Ulrich model and the blocks and barriers in implementation
of human resource practices.
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REFERENCES
Books and Journals
Chadwick, C., Super, J.F. and Kwon, K., 2015. Resource orchestration in practice: CEO
emphasis on SHRM, commitment‐based HR systems, and firm performance.Strategic
Management Journal. 36(3). pp.360-376.
Donnelly, R., 2019. Aligning knowledge sharing interventions with the promotion of firm
success: The need for SHRM to balance tensions and challenges.Journal of Business
Research. 94. pp.344-352.
Farndale, E. and Paauwe, J., 2018. SHRM and context: why firms want to be as different as
legitimately possible.Journal of Organizational Effectiveness: People and
Performance. 5(3). pp.202-210.
Mousa, S.H.R.M. And et.al., 2018. Context-Aware Pattern Matching For Layout Processing.
U.S. Patent Application 15/873,833.
Su, Z.X., Wright, P.M. and Ulrich, M.D., 2018. Going beyond the SHRM paradigm: Examining
Books and Journals
Chadwick, C., Super, J.F. and Kwon, K., 2015. Resource orchestration in practice: CEO
emphasis on SHRM, commitment‐based HR systems, and firm performance.Strategic
Management Journal. 36(3). pp.360-376.
Donnelly, R., 2019. Aligning knowledge sharing interventions with the promotion of firm
success: The need for SHRM to balance tensions and challenges.Journal of Business
four approaches to governing employees. Journal of Management. 44(4). pp.1598-
1619.
Vomberg, A. and Homburg, C., 2016. How Does Brand Equity Affect SHRM?. In Academy of
Books and Journals
Chadwick, C., Super, J.F. and Kwon, K., 2015. Resource orchestration in practice: CEO
emphasis on SHRM, commitment‐based HR systems, and firm performance.Strategic
Management Journal. 36(3). pp.360-376.
Donnelly, R., 2019. Aligning knowledge sharing interventions with the promotion of firm
success: The need for SHRM to balance tensions and challenges.Journal of Business
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Management Proceedings (Vol. 2016, No. 1, p. 16873). Briarcliff Manor, NY 10510:
Academy of Management.
Wright, P.M., Nyberg, A.J. and Ployhart, R.E., 2018. A Research Revolution in SHRM: New
Challenges and New Research Directions. In Research in Personnel and Human
Resources Management. (pp. 141-161). Emerald Publishing Limited.
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