Effective Communication in the Workplace

The provided assignment content appears to be a collection of research articles and books related to training and development, leadership, motivation, and effective communication. The texts explore various aspects such as managing performance through training and development, the difference between leaders and managers, motivational design for learning and performance, and approaches to training and development. Additionally, the content touches on the importance of communication in organizations, employability skills, and quality work environments. Overall, it seems that the assignment is focused on examining various theories and practices related to human resources and organizational management.

Strategic Human Resource
Management
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TABLE OF CONTENTS
INTRODUCTION ...............................................................................................................................3
L.O.2 RANGE OF STRATEGIC ORGANISATIONAL HRM INTERVENTIONS TO IMPROVE
EMPLOYEE ENGAGEMENT AND COMPETITIVE ADVANTAGE..............................................3
L.O.3 CRITICALLY REVIEW AND ANALYSE THE APPLICATION OF STRATEGIC HRM
MODELS, THEORY AND APPROACHES........................................................................................6
REFLECTIVE......................................................................................................................................8
CONCLUSION....................................................................................................................................9
REFERENCES...................................................................................................................................10
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INTRODUCTION
Strategic human resource management is considered as one of critical approach that helps
organisation to manage human resources in effective manner. It also facilitates in optimistic
accomplishment of organisational goals and lead business to long term success. It is also refereed as a
strategic framework that renders a beneficial outcome for the organisation. In other aspect, it can be
said that the strategic human resource management is proactive action of management that considers
prospective of both organisation and employees (Claydon, 2012). In this respect, it can be said that
there are number of activities that are essential to perform under strategic human resource management
practice. Classification of key activities can be as recruitment and selection, discipline maintenance,
payroll, etc. It also includes practice that motivates employees to participate in various organisational
activities. It provides a great support to collective working and improves retention rate of the business.
Moreover, it is also beneficial to maximize the mutual advantage of employment for employer as well
as workers.
In order to understand the concept of strategic human resource management the learning will
focus on work culture of Hilton Hotels and Resorts. Current study will provide evaluation of wide
range of strategic interventions that can improve employee engagement and competitive advantage. It
will also have spot light on the application of various models, theories and approaches that are
advantageous for human resource management of Hilton Hotels and Resorts.
L.O.2 RANGE OF STRATEGIC ORGANISATIONAL HRM INTERVENTIONS
TO IMPROVE EMPLOYEE ENGAGEMENT AND COMPETITIVE
ADVANTAGE
Human resource management is considered as one of significant activities in an organisation
because it helps in maximizing the performance of workers in order to meet organisational objectives.
It focuses on number of key areas that plays key role in development of organisation. Classification of
elements can be as flexible working, training and development, reward management, leadership
development and employee communication (Fink, 2013). HR is also directly concerned with the
management of people within a corporation by focusing on different policies and systems. This clearly
indicates that the significant elements of organisational practice can easily be accomplished through
assistance of different HR policies and approaches.
It is significant for management of Hilton Hotels and Resorts to consider HR practice as one of
critical aspects because it helps in creating policies that enhances employee engagement and
competitive advantage. In the support of this, it can be stated that in order to have advancement in
employee engagement the business organisation can focus significantly on training and development
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and employee communication (Festing, 2008). There are number of human resource interventions that
aims to create better participation of employees within organisational practice. In order to have
effective development, it is essential for management of Hilton Hotels and Resorts to measure the
current engagement of employees for better analysis. For example, the management can conduct a
survey among employees to understand their needs (Kumar, 2010). In this, management can observe
the attitude of employees towards responses in order to understand the engagement ratio. If workers are
providing responses in positive manner then employee engagement ratio can be marked as optimistic.
It will also facilitate business in identification of key issues that impacts the operational activities in
diverse manner. 360 degree tool can also be taken into account to measure the employee participation
in organisational activities (Mathis, 2008).
Moreover, effective design and development of positive policies is also beneficial for
improvement in employee participation and competitive advantage. It is essential for human resource
management of Hilton Hotels and Resorts to review policies in diverse sections that relates with
employee performance. Classification of key areas can be as performance management, flexible
working, training and development, career development, communication, recruitment, etc (Johnson,
2011). In support of this, it can be said that the management of hospitality organisation can focus on
training and development practice in order to attain better competitive advantage. Business
organisation can conduct on job training and off job training to enhance the employees skills in
effective manner. Training and development is essential to ensure that management deals effectively
and efficiently with all people in organization (Gully, 2013).
For example, the Hilton Hotels and Resorts is facing issue regarding employees productivity
due to improper learning of tools among workforce. In this respect, the management can organise an
on-job and off-job training programs for employees. Information about various technological tools can
be provided to workers through assistance of seminars and practical implementations. Demonstration
of activities and tools can be provided to employees in order to amend the skills and experience (Lucio,
2013). It will improve productivity of organisation that impacts directly on competitive advantage of
the business. In other aspect, it can be said that the improvement in skills of staff members facilitates in
effective accomplishment of organisational goals so that business can attain better competitive
advantage in market.
Other than this, the training and development programs also allow employees to interaction
with each other in effective manner. During seminars and conferences the workers can communicate
with each other in better way which is beneficial to identify key needs. These kinds of developments
also promotes collective work culture within Hilton Hotels and Resorts which is beneficial for
advancement in employee engagement (Bohlander, 2012). It has also been identified that in order to
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have effective promotion of employee participation in organisational activities. It is essential for
business activities to reflect the connection between organisation and employees. In other aspect, it can
be said that the management of Hilton Hotels and Resorts must communicate with employees on
regular basis in order to improve their morale. In this respect, the management can focus on effective
communication of organisational mission and vision to employees so that objectives can be attained in
appropriate manner (Prabhu, 2009). Organisation can also consider performance management process
in order to identify the key needs of employees and render significant message to workers.
In order to have improvement in communication system and attain better outcomes the
management can concentrate on number of activities. For example, the management of Hilton Hotels
and Resorts can conduct monthly basis meetings because it helps in effective identification of needs. It
also facilitates in creating strong relation among management and employees which impacts employees
morale in positive manner (Roper, 2012). Improvement in morale of workers create positive work
environment within organisation and motivate them to effort in effective manner so that better
competitive advantage can be attained. Group discussion practice is also advantageous because it
provides opportunity to express views in better way among colleagues. It also promotes collective
work culture within organisation and lead business to impressive level of success (Agarwala, 2012).
Furthermore, the management of Hilton Hotels and Resorts can also focus on number of
participative activities that can improve employees morale to take part in organisational development.
For example, the organisation is looking for redesign of brand logo in order to meet objective of
rebranding. In this respect, the business firm can conduct a logo creation competition in which
employees can participate and facilitate management to meet objectives in better way (Kearney, 2011).
These kinds of interactive activities can be considered as an indirect communication method that
allows employees to share their views. Number of group activities can also be designed in order to
enhance the communication level among employees and lead business to impressive level of success.
Organisation can also allow workers to present their innovative ideas in meetings which can improve
overall development ratio (Poon, 2010). In this support, these kinds of activities are beneficial for
advancement in employee relation and performance productivity.
Human resource management can also act as a consultant to the employees in any kind of
conflict situation. For instance, the workers are facing issue regarding work management due to lack of
time management skills. In this respect, with a help of communication system the administration can
provide views and conflict resolution methods in form of consultant. This also allows management to
maintain good relations with public in great context (Kearney, 2011). Meetings, seminars and official
gatherings are the best ways to establish strong relation with workers and improve overall productivity.
HR of Hilton Hotels and Resorts must not only provide the guidelines but also needs to act as a
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mediator among management and employees (Katuwal, 2008). It helps in communicating rules and
regulations which are designed by higher authorities. Above statements clearly indicates that there are
number of human resource interventions that aims at improvement in employee engagement and
competitive advantage.
L.O.3 CRITICALLY REVIEW AND ANALYSE THE APPLICATION OF
STRATEGIC HRM MODELS, THEORY AND APPROACHES
In the organizations SHRM function is considered as a strategic tool that helps in preparation of
various organizations policies. It also provides a support to HR operational activities such as
recruitment and selection, appreciation activities, employees involvement, etc. As per the view of
Mayhew (2012), in order to have better development, the business firm can consider Hardvard Model
Framework. In other aspect, it can be said that the management of Hilton Hotels and Resorts can adopt
Hardvard Model Framework in order to have improvement in its human resource practice. In this
respect, it is essential for members to develop effective and efficient procedures so that standards can
be maintained in appropriate manner (Mayhew, 2012). With an assistance of this framework the
policies' effectiveness can also be evaluated in appropriate manner.
Katuwal (2008) has also asserted that the to overcome the issue of human resource Hardvard
Model Framework is most beneficial method. It provides a capability to manager to check procedures
in suitable manner to ensure about the success (Katuwal, 2008). It has also been spotted that the human
resource policies of firm are influenced by situational elements in regard to internal and external
environment. It also allows management to build strong relationship with employees so that employee
engagement can be improved. Kearney (2011) has contended that the consideration of organisational
needs and employees expectations is also essential to meet organisational objectives in appropriate
manner. As per the statement under Hardvard Model Framework the human resource management of
Hilton Hotels and Resorts needs to design policies as per long term and short term consequences. In the
support of this, it can be said that the managers of Hilton Hotels and Resorts needs to focus on
workforce characteristics so that their needs can be identified in appropriate manner (Kearney, 2011).
Improved level of needs identification is beneficial for effective design of training and development
program.
For example, if management of Hilton Hotels and Resorts has planned activities without
consideration of employees needs then it may influence the development plan in negative manner. In
this respect, Poon (2010) has said that managers need to ensure about their responsibilities towards
design of competitive strategy and personal policies. It can also be beneficial to influence the employee
perception and motivate them to take participate effectively in decision making process. Work system
can also be design in appropriate manner to lead business to impressive level of success (Poon, 2010).
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Company can easily manage the commitment aspects within environment which is advantageous for
employee engagement promotion.
According to Agarwala (2012), the management of Hilton Hotels and Resorts also need to
focus on positive theoretical perspectives in order to gain better competitive advantage. It is essential
for management to provide analytical framework for better conceptualization of human resource
practice. Business firm can also design certain activities that can establish strong relationship among
all members (Agarwala, 2012). Other than this, the business firm can also focus on Guest model of
human resource management. Roper (2012) has contended that the human resource management of
Hilton Hotels and Resorts can focus on six dimensions of analysis. Classification of elements can be as
strategy, practice, outcomes, behaviour, performance and financial results. With an improved focus on
these aspects the training and development program can be designed in appropriate manner in order to
lead business to impressive level of success (Roper, 2012). It also allows professionals to have direct
interaction with employees in order to maintain relationship standards. In this support the management
can consider hard skills and soft skills of HRM. Employees participation in organisation can be
improved by focusing on behavioural aspects as well as features of job.
Prabhu (2009) has critically said that the organisation can have continuous review of work
design so that staff needs can be identified in effective manner. These kinds of developments within
organisation is advantageous for efficient accomplishment of objectives. Organisation can also
consider the best practice model in appropriate manner (Prabhu, 2009). Bohlander (2012) has asserted
that human resource management can focus on universalism aspects for better practice and improved
level of commitment among employees (Bohlander, 2012). In this respect, it can be said that the
enhanced level of commitment motivates work force to take part effectively in organisational practice.
Company can focus on employment security and team work activities in order to increase the morale of
employees and motivate them to effort in collective manner. These kinds of developments within
organisation is beneficial for business firm because it improves employee engagement in appropriate
manner.
Lucio (2013) has also explained that the human resource theories can also be applicable within
Hilton with an aim to accomplish primary outcomes. With an assistance of motivation and commitment
factors the business organisation can improve the performance of employees in appropriate manner.
Improved level of organisational performance is beneficial for advancement in communication process.
Performance appraisal theory is significant to enhance the employee engagement within organisational
activities (Lucio, 2013). Moreover, Fayol theory argued that the employee's performance can only be
improved if management is working in efficient manner. Gully (2013) has also said that the proper
planning, organising and controlling are key elements to improve employee participation. It also
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contributes effectively in attaining better competitive advantages. In this, number of innovative
activities can be designed to improve training and development program effectiveness (Gully, 2013). It
will facilitate in effective accomplishment of organisational goals in optimistic manner. Employees
needs can also be satisfied in appropriate manner by providing self actualization aspect among
members.
REFLECTIVE
As per the above statements, I have noticed number of aspects that relates with
conceptualization of strategic human resource management. In other aspect, I can say that current
learning has provided me various benefits in form of skills and knowledge development. It has been
spotted that the learning regarding human resource management has provided me information
regarding wide range of strategic organisational HRM interventions that can improve employee
engagement and competitive advantage. It has also been noticed by me that the training and
development programs allow employees to interaction with each other in effective manner. Moreover,
the improvement in communication system also provides an ability to improve relationship with
customers. Key benefits of current study was that it has focused on various aspects of human resource
management. According to me the classification of factors can be as flexible working, training and
development, reward management, leadership development and employee communication. Current
learning has provided me detailed information regarding training and development program and
employee communication significance.
With an assistance of current study, I have also gathered information regarding diverse models,
theories and practice of human resource management. This kind of learning is beneficial for me better
future and career opportunities in hospitality industry. Moreover, I have also witnessed that the current
study also have some weaknesses that impacts the learning regarding strategic human resource
management. Current learning is more focused on training and development program and
communication with employees which limits factors of human resource. It is essential for me to
identify and understand all significant factors in appropriate manner so that skills can be improved in
appropriate manner. Human resource management working is not restricted to employee engagement
and competitive advantage. It means the study only provides limited information about strategic human
resource interventions.
In order to have improvement in learning of human resource management i can focus on
number of human resource management assignments. I can also gather information regarding various
models of human resources and theories. Classification of human resource management models can be
as Harvard framework, Guest model of human resource management, best practice model, Storey hard
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and soft model and Patterson model. As per the consideration of statements, I can say that the
management of Hilton Hotels and Resorts can focus on adopt number of practical activities in regard to
human resource management. It will enhance the employee's morale and lead business to impressive
level of success. Changes in leadership style can also be one of significant aspect for the organisation
because it provides better opportunities to interact with employees. With an assistance of participative
leadership style the management of Hilton Hotels and Resorts can easily interact with workers. It will
increase the employees engagement within organisation which is beneficial to promote collective
working. I have also noticed that the collective working and employees engagement within work
culture so that organisational objectives can be accomplished in optimistic manner.
CONCLUSION
As per the above study, it can be concluded that the strategic human resource management is
combination of various activities that helps in effective management of human resources.
Classification of factors can be as recruitment and selection, discipline maintenance, payroll, etc. It has
been spotted that the human resource management is refereed as one of significant action that is
performed with business firm. It facilitates in maximizing organizational performance and
accomplishment of organisational objectives. In the support of this, it can be said that the training and
development program and effective communication with employees plays key role in development of
employee engagement. Above statements clearly indicates that there are number of human resource
interventions that aims at improvement in employee engagement and competitive advantage.
Other than this, it has also been spotted in the study that there are number of models, theories
and approaches that can be used by management of Hilton Hotels and resorts. It is beneficial for
advancement in employee participation and lead business to impressive level of success. Classification
of human resource models can be as Harvard framework, Guest model of human resource
management, best practice model, Storey hard and soft model and Patterson model. Moreover, the
continuous communication system can also provide better improvements and advancement in
competitive advantage.
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REFERENCES
Books and Journals
Agarwala, T., 2012. Human Resource Management: The Emerging Trends. Indian Journal of
Industrial Relations. 37(3). pp. 315-331.
Bohlander, G. W., 2012. Managing Human Resources. Cengage Learning.
Claydon, J., 2012. Human Resource Management: a Contemporary Approach. 6th ed. London: Prentice
Hall.
Festing, E.D., 2008. International Human Resource Management: Managing People in a
Multinational Context. Cengage Learning EMEA.
Fink, S. L., 2013. Creating human-resource management value in the twenty-first century: Seven steps
to strategic HR. Human Resource Management International Digest. 21(2). pp.29 – 32.
Gully, S., 2013. Human Resource Management. Cengage Learning.
Johnson, N. B., 2011. Strategic human resource management effectiveness and firm performance. The
International Journal of Human Resource Management. 12 (2). pp.299-310.
Katuwal, B. S., 2008. Human Resource Management by Gurpreet Randhawa. Indian Journal of
Industrial Relations. 43(4). pp. 665-668.
Kearney, C. R., 2011. Anticipated Changes in Human Resource Management: Views from the Field.
Public Administration Review. 61(5). pp. 585-597.
Kumar, R., 2010. Human Resource Management: Strategic Analysis Text and Cases. I. K.
International Pvt Ltd.
Lucio, M., 2013. International Human Resource Management: An Employment Relations Perspective.
SAGE.
Mathis, L. R., 2008. Human Resource Management: Essential Perspectives. Cengage Learning.
Poon, L. M. J., 2010. What shapes HRM? A multivariate examination. Employee Relations. 22 (5).
pp.467 – 480.
Prabhu, B., 2009. Human resource Management. Twelfth Printing
Roper, A., 2012. The role of strategic groups in understanding strategic human resource management.
Personnel Review. pp. 513-546
Online
Mayhew, R., 2012. Purpose of HR policies and procedures. [Online]. Accessed through
<http://yourbusiness.azcentral.com/purpose-hr-policies-procedures-2055.html>. [Accessed on
26th February 2016].
Strategic human resource management: concept and process. 2016. [Online]. Accessed through
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<http://s-h-r-m.blogspot.in/2010/07/strategic-human-resource-management_24.html>. [Accessed
on 26th February 2016].
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