Ethical Considerations in HRM: A Hospitality Case Study

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The Impact of Ethical Consideration In
Human Resource Management

Table of Contents
Introduction......................................................................................................................................3
1. Review the different stages of HR lifecycle applied to a specific hospitality job role and
their importance for retaining and developing talent...................................................................4
2. Develop a performance management plan for HR manager applying techniques to resolve
both negative behaviour and overcome issues of staff retention.................................................5
3. Identify specific legislation that hospitality organizations have to comply and adhere to......6
4. Using specific examples illustrate how the company, employment and contract laws have a
potential impact on business decision making in hospitality.......................................................7
5. Explore how different functional roles within the hospitality sector interrelates....................8
6. Explain the different methods of communication, coordination and monitoring applied
within a specific department of hospitality organization to strengthen the value chain..............9
7. Evaluate the importance of the HR life cycle in relation to strategic talent management and
overcoming issues of staff retention..........................................................................................10
Conclusion.....................................................................................................................................11
References......................................................................................................................................12

Introduction
Hospitality refers to welcoming the guest or visitor to make them feel comfortable and respected.
The hospitality industry refers to the broad service industry which provides different kind of
services like food and beverages, lodging, drinks and so on. The hospitality industry is one of the
largest growing industries in the world. The specific report will give information about the Hotel
Hilton, established in London UK. This the multinational hotel of United Kingdom and
achieving success and development in a significant manner. The company is looking for the HR
manager for the hotel. The report will give precise information about the needs and
requirements of the hotel and will also give information about the HR lifecycle of the hotel.
There will also be a discussion about employment in the hotel. The brief study of the report will
give concise information about the hospitality industry in a significant manner.

1. Review the different stages of HR lifecycle applied to a specific hospitality job role and
their importance for retaining and developing talent.
Human resource manager
HR manager plays a vital role to plan and direct the major functions of an organization. These
higher authorities majorly focus on to establish a balanced workplace in the organization. The
foremost task which includes in their work role is like recruitment, interview and hiring of the
new task as the employees of the company directly determines the success probability of
organization.
Different stages of the HR lifecycle
HR is the major essential of the organization as this is the department which takes care of the
recruitment and development of the employees in the company. The hotel Grand Brighton Hotel
is looking to hire the executive housekeeper for the hotel. The HR department is the one which
will make the hiring for the hotel (Ineson, et. al., 2013). The different aspect of HR management
which will fulfil the requirement have been discussed below.
 Recruiting: This is the foremost valuable task of the HR manager as this department
makes the determination about the people who are applying for the job profile and also
check whether the specific profile is suitable for the individual or not. These foremost
necessary for the HR manager to select the people who attain the capabilities of fulfilling
the needs of the company.
 Positioning and career planning: The responsibility of HR manager not completes on
the hiring this is also the major responsibility of HR only to make the candidate
comfortable with the job profile as if the candidate will be comfortable and find any
significant scope in the profile then only he/she will sustain for the long time which is the
major requirements for the growth of company.
 Career enlargement: The current generation is talented and there are so many options
valuable for those who have the potential to do something. That is why this is most
necessary for the HR manager of the company to make the candidates aware about the
career opportunities in the company as if the candidate will grow in the organization then
only they will like to work (Zorpas, et. al., 2015).
 Termination or evolution: This is most common that the employees will leave the
organization at a certain time it would the retirement or to find other better job
opportunity. These are the responsibility of the HR manager to take their exit interview
which helps them to attain their feedback towards the company.
The HR manager is the essential requirement of the organization to retain and develop talent.
Although HR manager analyses the performance of employers in a critical manner and provides
specific training to the employees if required which help the employees to grow on individual
and organizational manner (Elnasr, et. al., 2012). The other responsibility of the HR manager
includes the provision of counselling to the employees regards the growth and success which
helps to retain the talent for long and stable manner.

2. Develop a performance management plan for HR manager applying techniques to
resolve both negative behaviour and overcome issues of staff retention.
Performance management plan
Performance management is an essential requirement for any of the organization to grow in a
significant manner. The HR manager needs to build the appropriate development plan which
gives concise growth to the performance of the individual employee of the hotel. Some of the
steps to build the plan have been discussed below.
 Self-assessment from the staff member: This is most necessary to make the
understanding of the interest and skills of the employees. As if the manager will know
about their skills and talent then they can major them with the needs of their hotel
(O'Mahoney and Wood, 2015). For example, if an employee likes to interact with new
people then it will be positive for the hotel Hilton.
 Determination of values of individual skills level: After the self-assessment of
employees further responsibility of HR manager to make the analysis of their skills as per
the technical, social, attitude and altitude capabilities. These will help to understand the
role of a specific employee in the company.
 Evaluate the organization's necessities: The individual can only work well if they get
the job role as per their abilities as well as the company can grow with the fulfilment of
employees who attain the desired capabilities. Thus, the selection of the right employee
for the right department is most necessary.
 Development opportunities for individual and organization: The employees will like
to work with the organization which can help them to attain the career development.
Hotel Hilton is one of the largest hotels in the UK and has better future approaches. The
HR manager needs to make a balance between organizational and individual career
growth.
 Analysis of individual progress: After making all the relevant and justifies tasks the
final approach is to make the determination about the individual growth and development
(Jung, et. al., 2013). As if the employees will grow with the flow of company they will
surely provide the benefit to the company.
Techniques to resolve both negative behaviour and overcome issues of staff retention
The negative behaviour of employees and staff retention are the negative aspect which affects the
company growth and development. To make the growth and development in a significant
resolution of such issues is most necessary.
 This is necessary for the higher authority to make the balance in the workplace which
help to reduce the conflict and will also help to resolve the issue of the negative
behaviour of employees.
 This is most necessary to selectively hire the people who want to sustain in the company
for a large period of time these will help to reduce the issue of staff retention.
 The workplace needs to be flexible as it will help the employees to work with more
interest and will also polish their skills.

3. Identify specific legislation that hospitality organizations have to comply and adhere to.
The UK is the country which is having immense growth in the hospitality industry but there are
some laws and legislation which needs to be followed by all the hospitality industries like hotel
Hilton. The major laws include legislation related to food hygiene and fire safety in the hotel.
The act upon such legislation is a must in the country as if any of the hotels will disobey the laws
that will be the code of conduct. In that particular case, there will be the possibility of criminal
and civil action against the culprit which includes penalties or imprisonment or both depends on
the breaches (Kandampully, et. al., 2015). Thus, this can be stated that there are authoritarian
roles for the hospitality industry.
One of the legislation is related to the naming of the new hotel which has regulatory allegations.
Under the business name act 1985, the possessor requires to provide his/her name and these
needs to be different from the business name. These are foremost necessary to address all the
stationary and other resources like invoices for goods and services, business letters, receipts and
so on legally on the name of owner which will showcase the direct connect of the possessor with
resources of the hotel (Li, et. al., 2013). The other act is The Trade Descriptions Act 1968
which is related to the marketing activities. This law states that the hotel industry needs to
provide the right marketing information while providing an advertisement or any marketing
information the conflict is not acceptable. As the information which has been providing must be
followed in the hotel.
While making the online booking via any credit card the security and protection responsibilities
expand for both the specific hotel and particular credit card company. This security comes under
two legislations these are Credit Card Order 1990 and the Data Protection Act 1998. The
online booking of the customer attains privacy information about them although these acts
encourage their data security.
The fire safety is the most necessary requirement for the hotel industry and this s the major
challenge for the hotel. As the fire issues can be raised due to the kitchen, electric appliances or
any accidental happening with any of the customs. Due to the major concern, there is the law that
comes under Furniture and Furnishings (Fire) (Safety) Regulations 1988 which states that the
hotelier needs to but the appliances and furniture which have the label to fulfil the fire security.
Similarly, the safety of gas equipment is most necessary for the hotelier to make the hotel and
customers safe (Kotera, et. al., 2018). That is why this is necessary for all the gas equipment's to
fulfil the legislation which comes under Gas Safety (Installation and Use) Regulations 1994
which states that the heating boiler needs to work properly till seven days.

4. Using specific examples illustrate how the company, employment and contract laws have
a potential impact on business decision making in hospitality.
The structure of an organization needs to be concise and appropriate as is the internal structure of
the organization will not balance then the accomplishment of objectives will become harder to
attain. The hospitality industry is the one which works to entertain guest appearances at their
workplace so their implementation in a proper manner is most necessary. There are some
company, employment and contract laws which affect the decision making of business in a
significant manner.
The company laws include some basic but necessary rules and regulations to build the company
structure in a significant manner. The hospitality industry also includes the formation of specific
company laws. The major law which affects the business is related to the holidays or leave
approval. The hospitality industry is one of those industries in which the business gets a hike in
the holidays that is the reason that the employees need to be available for the services. After the
peak time in business, employees need to have the holidays sometimes they get approval but
sometimes not (Bashir and Nasir, 2013). These work pressure affects their working capabilities
and decreases their decision making the efficiency skills which affects the business in a negative
manner.
There are some employment laws which have been majorly implemented to provide the facilities
and services to the employees of the country by the government of the UK. These laws majorly
focus on the values and benefits of employees. Some of the employment laws are related to
salary, taxation, retirement, appraisal and additional benefit etc. the hospitality industry requires
a large number of employees and that becomes most necessary to transform such laws in a
significant manner. These specific laws state that the employee has the proper right to make a
determination about their comfort at the workplace. The specific laws help to encourage the
employees and also makes them stable and suitable towards work which helps to grow the
organization in a significant manner.
The contract laws are one of the majorly impactful laws in the context of the organizations in the
hospitality industry. This law states that the statements which are legal and sensible in the
contract of business will be considered as the contract. While agreeing for any of the contracts
the foremost necessary thing is to understand the entire statement in brief. The contract laws of
business are most necessary to be understood properly as these works as the mainstay to work
with the organization in a legal manner (Bharwani and Jauhari, 2017). The breach of contract can
be the code of conduct and the specific person will be claimed as the culprit and he/she will have
to face punishment.

5. Explore how different functional roles within the hospitality sector interrelates.
The hospitality is large in the context of working and functions and also have each of the
component-specific values and trends. In the current time of period, the hospitality industry is
growing in a large manner. The different functional roles of industry play a vital role to attract
more people towards such industry. The functions of the hospitality industry are basically of two
types that are in front of house operations and back of house operations.
Front office functions refer to the functions and department which interlinks directly to the
customers and the customers also visit such places.
 Rooms division: This is the major reason for the guest appearance and it needs to be up
to the mark. This can be understood that while doing the marketing each of the hotels
gives more preferable information about their services and the customers' needs to have
those acceptations fulfilled (MacCalman, et. al., 2012).
 Sales & marketing: These departments of the hotel directly links with its accounts and
financial department. While making the marketing determination about the financial
requirements of the company is necessary and if the marketing goes well and people get
attracted to the company then it helps to grow the company in a significant manner.
 Food & beverages: This is the foremost essential part of the hotel industry these could
be stated as the reflection of company performance and it needs to fulfil all the
requirements of the customers. The hotel Hilton is popular in London for the food
services which provides by the hotel.
Back office functions refer to the internal functioning of the hotel but work to make the
customers feel comfortable and also needs to fulfil the objective of the company in a significant
manner.
 Human resource: These are the most important department of the organization as it
gives the boost to build the company structure in a significant manner. In the hospitality
industry, there is a different type of department included. The HR departments take care
of the different department of the organization (Claveria, et. al., 2015). The HR
department not only takes care of the employment of the company apart from that it also
takes care of the external functioning of the organization.
 Technical department: The current attain are competition in the hospitality industry. To
overcome or become stable in the competition different hotels transforms different
technologies which help to grow the business in a significant manner. The department not
only executes different technologies apart from that it also helps to maintain those
technologies in a significant manner.
 Accounts: This department takes care of the financial stage of the hotel this is most
necessary for making the analysis over the day to day transactions of the hotel so that it
becomes easy to make the analysis about the current place of company in the market.

6. Explain the different methods of communication, coordination and monitoring applied
within a specific department of hospitality organization to strengthen the value chain.
The value chain refers to the courses or deeds of an organization to attain the growth and
development in the context of the organization. The formation of approaches to strengthen the
value chain requires to accomplish the appropriate methods of communication, coordination and
monitoring. The human resource department of hotel Hilton had implemented the approaches to
attain the growth in a significant manner.
Communication plays a major role in the context if the hospitality industry. The employees need
to interact with each other as well as the guest to make them understand about the process of the
company. The HR department of hotel Hilton plays a vital role to make the internal and external
progression of the company (Perez and del Bosque, 2014). The method to make effective
communication in human resource management needs to make the proper execution of message
or knowledge in a significant manner. The approach of effective communication from human
resource management can help the employees to reduce their doubts which enhance their
performance. This performance enhancement will help to give better and precise welcoming
services to the customers.
The hotel Hilton is one of the largest UK and has a significant image in front of the customers.
These are the responsibility of the HR department to make a particular image sustain in a
significant manner. The most necessary element to build proper management is the coordination
of different department with each other. The HR department takes care of the different
departments but this is necessary to make all the departments interlink with each other
(Wilkinson, et. al., 2012). The coordination does not refer to contribute in the tasks of each other
rather than that it refers to make the determination and execution of tasks by having the
knowledge of its impact on the other department as all the departments link to each other and it
will provide concise growth to company in a significant manner.
The responsibilities of the HR department had been discussed but the other thing which needs to
be determined is most necessary. The major task of the HR department is to make the employees
and different departments understand their responsibilities and talk. Afterwards, the main task of
the HR department is to make the analysis over the different things and functionality which are
happening in the organization. These monitoring will help to understand the current stage of the
company and will also give a better formation to the structure of the company (Muradoğlu and
Sivaprasad, 2014). These analyses also helps the company to attain the desired and relevant
changes.

7. Evaluate the importance of the HR life cycle in relation to strategic talent management
and overcoming issues of staff retention.
The HR life cycle plays an important role in relation with strategic talent management and
overcoming issues of staff retention as the HR has a significant role play at each stages of
strategic talent management. The HR life cycle is important for strategic talent management as
the HR life cycle includes the steps to identify the talent of employees in order to strategically
manage the talent of the employees. The HR life cycle determines the strategic talent
management identifying and acquisition of employees by the Hilton Hotel, London. The Hilton
Hotel, London involves the consideration of HR life cycle to its strategic talent management as
the HR life cycle consider the crucial function of determining and seeking the staffs talent and
accordingly allocate the staff’s functions in the hotel operation as the talent of the staff would
enable better functioning at the organization (Malik, 2018).
Moreover the HR life cycle is important for overcoming the issue of staff retention as the HR life
cycle undertakes the responsibility of ensuring employees development in the organization and
develop effective and succession planning in order to retain the staffs in the organization. The
Hilton Hotel, London undertakes the HR life cycle in order to overcome the issue of staff
retention as it includes continuous evaluation, recognition and training to the staff in order to
develop the abilities of the staff which contributes to sustaining the engagement of the staffs in
the organization and retaining the staff. The HR life cycle is important to overcome the issue of
staff retention because the HR life cycle involves employees retention at the fifth stage and
Hilton Hotel considers the HR life cycle to overcome the issue of staff retention through
adopting some effort and tips such as hiring right person from the beginning in order to avoid
further retention of staff, building and fostering relationship among the staff with other staffs and
senior members of the organization, seeking the feedback from the staffs in order to know the
problems of staffs and solving those problems efficiently for avoiding future retention of staffs
and lastly understanding the measures that motivate the staffs that the organizations could meet
the requirement and reward the staffs to avoid the retention of employees (Sparrow, et. al.,
2015). Moreover the HR life cycle also involves the consideration of career development
opportunities for the staff which helps the organization to engage the staff in the organization in
order to retain the staff. Hilton Hotel undertakes the HR life cycles for overcoming the issue of
staff retention as it includes career development opportunities which determine long-term career
for the staffs, supports professional growth and training to prepare the staff for higher positions
in the organization.

Conclusion
The assessment is developed as individual written report which includes the description of the
impact of ethical consideration in the human resource lifecycle in reference with the business
organization, Hilton Hotel, London. The report include a review of the different stages of HR
lifecycle with its application to the organization, Hilton Hotel to determine different job role and
the importance of HR lifecycle for retaining and developing talent. Further the report includes a
performance management plan of Hilton Hotel, London along with the application of techniques
to resolve the negative behaviour of staff and the issues of staff retention in the organization. In
the report specific legislation are also identified along with the discussion of the impact of
company, employment and contract law on business decision making of Hilton Hotel and the
interrelation of different functional roles are discussed in the report.

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