Strategic HRM and Flexible Working Practices at Hilton Hotel: Report

This report provides a comprehensive analysis of human resource management (HRM) practices within the Hilton Hotel. It begins with an introduction to the importance of skilled employees and the role of HRM in achieving organizational goals. The report then delves into the Guest model of HRM, outlining its dimensions and benefits, followed by a comparison of HRM, IR practices, and personnel management according to Storey. It explores the crucial roles and responsibilities of line managers in strategic development and employee motivation. The report further examines flexible working models, including Atkinson and Meager's model, and discusses various forms of flexible working practices, such as functional, numerical, distancing strategies and home working. The report highlights the benefits of flexible working practices for both employers and employees, emphasizing their role in enhancing productivity and work-life balance within the hospitality organization. Finally, the report addresses approaches to managing employee welfare within the Hilton Hotel context, concluding with a summary of the key findings and implications for effective HRM.

Managing Human
Resources

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1................................................................................................................................................1
1.2................................................................................................................................................2
1.3................................................................................................................................................3
TASK 2............................................................................................................................................4
2.1................................................................................................................................................4
2.2................................................................................................................................................5
2.3................................................................................................................................................5
TASK 3............................................................................................................................................6
3.1................................................................................................................................................6
3.2................................................................................................................................................7
3.3................................................................................................................................................8
TASK 4............................................................................................................................................8
4.1................................................................................................................................................8
4.2 ...............................................................................................................................................9
4.3..............................................................................................................................................10
4.4..............................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Employees are the face of organization as they have direct interaction with customers.
So, it is important for the firm to have skilled and knowledgeable workers who will be able to
support organization in achieving their goals (Bach, 2009). Further, employees are the one who
present products and services provided by companies. Human resource management can be
determined as a process that focuses on guiding and directing workers so that they will be able to
put on their efforts to achieve the organizational objectives. Present report is based on Hilton
Hotel which is one of the well-known organizations across the world. It aims at providing their
customers with luxury and high quality services. This report covers implications of developing
strategic approaches to HRM for line manager and employees. Further, it covers the use of
flexible working practices from both; employers and employees. Moreover, it covers the impact
of changes which take place in labour market with implication of flexible working practices.
Lastly, it also includes approaches used to manage employee’s welfare in Hilton Hotel.
TASK 1
1.1
Guest model covers all essential areas through which organization can control their
employees and direct them to perform effectively. This model was developed by David Guest in
the year 1987. There are many benefits which management gain through this model and it
includes better adaptability, high employee commitment, flexibility in working conditions, etc.
Further, it helps to design effective policies that bring combined efforts to achieve the common
goals. Moreover, it also plays a vital role in reducing rate of employee turnover which is one of
the major issues faced by organizations (Guest’s model of HRM, 2014).
There are six dimensions involved in guest model and they are given as below: HRM Practices: Practices are made with an aim to develop path on which they can
achieve the goals and objectives. In this context, it includes ways through which job will
be distributed among employees, vision and mission are designed, etc. HRM outcomes: It makes sure that plan developed will enable them to reach at the
desired goals (Barreto, Ryan and Schmitt, 2009). In this respect, it includes reducing
turnover along with effective response of rules and regulations that focus on improving
the performance level of employees.
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 HRM strategies: As per this dimension, management provides their employees to come
up with innovation so that they can provide better services to their customers. It includes
improving quality, developing new methods or approaches, reducing cost, etc. Behavioural approach: It is important that management makes sure that they focus on
behavioural aspect of employees as it helps to improve their performance level. In this
context, it includes providing rewards, making use of motivational theories, etc. Performance outcomes: This aims at developing or enhancing the performance level of
workers (Harzing and Pinnington, 2010). This can be achieved by making employees
understand their roles and responsibilities by providing them effective training.
 Financial outcomes: In order to adopt any activity, it is important that management
makes sure that they have proper financial support. Activities or implementation of
strategies should be done as per the total determined budget and this dimension helps to
plan activities effectually.
1.2
According to Storey, there are different aspects which help the organization to undertake
their business operations. In this context, below given is the difference between HRM, IR
practices and personnel management according to Storey:
Human Resource Management: HRM can be determined as a process that helps the
organization to handle employees and functions related to them. This can be stated as one of the
main functions which help in designing objectives and goals (Schuler and Jackson, 2008). In this
context, HRM includes various activities like recruitment and selection, training and
development, retention, etc. Further, it aids to develop a strong relationship with employees so
that they will be able to perform with their highest level of efficiency and workers would
understand their roles and act accordingly.
Personnel management: It aims at identifying the needs and requirements of company. It
includes all activities through which organization can improve their performance level. It
includes planning of personnel needs, job analysis, providing incentives, etc. It adopts various
practices with the help of which desired outcomes can be achieved (Scullion and Collings, 2010).
Organizations which make use of this type of strategy treat workers as machines and do not
believe in providing them training. They treat employees as input and their work is just to
support the firm in achieving organizational goals and objectives by rendering efficient
contribution and efforts.
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IR practices: Industrial practices are effective in order to manage business operations.
This strategy aims at developing a strong relationship with employees. It enables to develop trust
and confidence among workers and they share their issues being faced by them (Lengnick-Hall
and et. al., 2009). Accordingly, management takes appropriate steps through which they aim at
providing their employees with healthy environment in which they can work freely. In this
context, it includes activities like sporting, informal meetings, brain storming, etc.
1.3
Line manager plays a crucial role in order perform the business operations in an effective
manner. Below given are the roles and responsibilities that have to be played by a line
manager:
 Line manager has to make sure that they manage daily activities and divide the work
among employees.
 Skills and capabilities should be identified and they should be provided with jobs
accordingly.
 He is the one who develops strategies so that operational cost of products and services
can be reduced (Armstrong, 2009).
 Technical support is provided in order to improve the performance level.
 Makes optimum utilization of resources so that they will be able to provide high quality
services to customers.
 Line manager develops strategies so that they will be able to increase sale and revenue of
the organization.
 Provide adequate information to management regarding the performance of employees.
 Take appropriate steps with the help of which employees are motivated.
Line managers are helpful to develop strategic development as they work closely with
employees so that they would know the issues faced by them (Denisi, Budwar and
Varma, 2008). Accordingly, they interact with the HR manager and they arrange training
and development programs through which skills and knowledge can be improved.
Further, line manager knows the requirement of employees as per the skills that will be
helpful in performing the tasks. This information is provided to the line manager and he
conducts recruitment and selection process as per the requirement. There are cases in
which employees get demotivated and fail to put on their full effectiveness in performing
the assigned roles. In such situation, line manager develops strategies through which they
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identify the factors that can motivate workers (Ferrett and Hughes, 2011). In this way,
they contribute effectively towards the development of strategic planning and support
organization in achieving its set goals and objectives.
TASK 2
2.1
Model of flexibility enables the employees to perform their work as per their preference.
It helps to provide justification for re-development within various working patterns and
flexibility (Rothwell, 2010). In this context, cited firm, that is, Hilton Hotel can make use of
Atkinson and Meager model in order to develop strategies. In this respect, below given are the
divisions made as per this concept: Functional: It determines organizational capability to develop skills of employees so as
to meet the objectives. In this respect, it determines the firm to develop healthy
environment in which workers can perform effectively. Major focus of this strategy is to
reduce the cost of production so that low cost products can be provided with the help of
which firm will be able to attract more customers. Numerical: This strategy helps to adjust the level of labour input with an aim to meet
fluctuations occurring in the market (Sargeant, 2012). Management develops short term
goals. There are situations in which Hilton Hotel hires high number of customers or
provide them part-time job during season. The rate of customers using services of Hilton
is very high and thus, more employees are required to satisfy their needs. One of the main
motives of this strategy is to raise the standard of employees so as to enhance efficiency
of work. Distancing strategies: As per this strategy, cited firm will get help from other
corporations in order to fulfil non-core activities. In this context, it includes cleaning,
transportation, logistics, etc. which is helpful to reduce the operational cost (Lena and
Tore, 2014). Financial strategy: Flexibility is achieved with the help of reward and pay structure. In
this context, employees are motivated and encouraged so that they can perform
effectively towards the organizational goals. With the help of this strategy, management
aims at reducing employee’s turnover rate.
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 Temporal flexibility: As per this strategy, organization provides employees with the
choice to set their own preferred time in which they want to work (Mason and Mouzas,
2012).
2.2
Organization can make use of different forms of flexible hour of working. In this context,
below given are few forms that can be used by Hilton hotel: Peripheral group: There are generally two types of groups in the organization. It includes
generic skills that aim at performing external labour market. Other group is recruited for
government trainees, temps and sub-contract (Choy, 2012). This type of job does not
have proper security at Hilton hotel so, they are provided with flexible working hours. Core workforce: This is a type of strategy in which firm can make employees work for
long hours which is done by paying them as per the total time they work. It helps the firm
to provide their customers with proper services. Further, core workforce provide workers
with proper training so that they can effectually contribute in rendering high quality
services. Home working: As per this working, employees are given with the opportunity to work
from home. There are cases in which due to some emergency situations or any other
reasons, workers fail to perform their work (Ci-sheng and Shu-ming, 2012). However,
they are provided with the opportunity to work from home and complete their assigned
tasks. Contract working: In this type of working, employees are hired for certain period of time.
Organization has to pay workers as per the work performed by them or mentioned in the
contract. This is generally done with an aim to reduce the work load of other employees.
 Part-time job: Workers who perform part-time job are considered to be the permanent
members. They just need to work for few hours and paid on daily basis (Snell and
Bohlander, 2010). For example, Hilton hotel can set 5 to 6 hours for part-time workers
and this will help in attaining the short term goals.
2.3
In order to manage the human resources within the hospitality organization, it is required
to provide them flexible working practices so that they can easily manage their work and
activities. Thus, using flexible working practices within Hilton hotel benefit both; employers as
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well as employees who renders quality services within the Hotelhotel (Storey, 2014). The use of
flexible working practices from the employer’s perspective is that it helps in providing flexible
time for the staff members that would results result in lowering the rate of absenteeism as well as
it also increases commitment from the staff that results in improving the overall productivity of
the hospitality organization. The useUse of flexible working practices will also benefit the
employees in maintaining their work life so that staff may have enough time to be spend with
their family members (Van Buren, Greenwood and Sheehan, 2011). Along with this, employees
who are working from home may gain benefits as it avoids the cost and expenditure related with
fuel and maintenance of motor car. On the other hand, from the employer’s perspective,s the use
of flexible working practices results in avoiding the time issues of as they have provide flexible
working practices to their staff. Along with this, it has been assessed that use of flexible working
practices has also reduces the cost associated with training and development activities of the core
employees and staff within the hospitality organization.
2.4
It has been discussed that the changes in labour market has have impacted the flexible
working practices within the Hilton hotel. Change Fluctuation in the labour market includes
change in technology, increasing education level of individuals, change in demographic factors,
etc. that will have effect on the activities of Hilton (Claydon and Beardwell, 2010). For example,
there are many changes occurred occur in the labour market. accordant In accordance with the
same, modification are needed to be made within the company. Hilton hotel needs to assure that
all the updated regulations respect with respect to the labour laws have must be enforced in their
actual operations, so that hospitality organization can execute operate well and without having
any intervention of other party. Many people after completing their full time job work seek for
various part-time jobs in order to learn different skills and earn more money (Boella and Goss-
Turner, 2013). So Thus, there can be more jobs created generated and a lot of innovative ideas
and suggestions can be received from people related toof different countries that are working in
the hotel.
TASK 3
3.1
In the recent years, there has have been many cases of employees bringing charges
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changes against their employers for discrimination in theat workplace. During the period from 1st
April 2014 to 31st March 2015, 61,308 claims were raisedregistered. The highest sum awarded
by Employment Tribunal in 2014-2015 was £557,039 and the claim was related with sex
discrimination at workplace (Dale, Cooper and Wilkinson, 2014). High awards were also made
in claims arising from unfair dismissal claims, race discrimination claims and making difference
on the basis of disability discrimination claims. There are different forms of discrimination that
can take place within the Hilton Hotel such as-
Gender discrimination
The foremost form of discrimination that takes place within Hospitality organization is
related with gender discrimination. Under this form of discrimination, manager of hotel basically
discriminates their staff and employees on the basis of gender, that is, whether they are male or
female (Armstrong and Taylor, 2014). This form of discrimination is increasing within at the
workplace under which malewhich male staff has been paid more as per the services renders
rendered by female staff in the hotel.
Age discrimination
Another common form of discrimination that often takes place in the hospitality
organization include age discriminationis made on the basis of age of workers. Under this, form
of discrimination manager of Hilton does not consider the suggestions as well as solution that is
provided by freshersfresher or newly hired employee (Ployhart and et.al., 2014). As, the
management perceived that newly hired employees are not matured enough to give proper
suggestion. Therefore, age discrimination often arises arise at the workplace.
3.2
The responsibilityResponsibility of organization is to promote equalities within at the
workplace and also, to avoid the discriminatory practices as it will negatively impact the
organization (Buckley, Wheeler and Halbesleben, 2015). Therefore, manager of Hilton hotel
manager must focuses on the implications of equal opportunities legislations that will benefit the
organization in providing equal opportunities to all the staff and employees within the hotel so
that they may avoid any unethical or unequal servicespractices.
Along with this, management can also develop an effective team within at the workplace
that consists of different individuals and staff that monitorswho would monitor all the necessary
activities performed by staff in the hotel. Thus, it assists in preventing unethical activities within
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hotel related with selection or promotion of the staff. The practical implication of equal
opportunities legislation for Hilton organization states that human resource department requires
to generate clear terms related selection of employees (Clegg, Kornberger and Pitsis, 2015).
Managers should disclosed disclose number of vacanciesy for both male and female candidates.
Company can use limited exemption in selection process of workers of on the basis of their
region and origin. Business entity must define the characteristic of job and necessity of skills to
meet post requirements.
3.3
In the contemporary environment, hospitality organization focuses on implementing the
different approaches related with managing the equal opportunities as well as managing
diversity. Both the these approaches are essential for the organization as it assists in delivering
adequate strategies and practices that will benefit in providing equal opportunities to all the
individuals (Ployhart and et.al., 2014). Both the approaches are distinct from each other that is
managing equal opportunities approach focuses on providing equal opportunities chances to all
the staff those are renderfor showing their talent and performing with highest level of efficiency
services within the Hilton hotel. Manager may not conduct the bias activities among their
employees. On the other hand, another approach is managing diversity that concentrates on
practices and activities that will ensure proper team development within at the workplace. Thus,
it reduces the situation of conflict within the organization.
Subsequently, there are different approaches that is are being adapted by Hilton hotel in
order to succeed in providing equal opportunities as well as managing diversity within at the
workplace (Dale, Cooper and Wilkinson, 2014). For this, manager of Hilton hotel must focuses
on maintaining and implementing an efficient communication system so that they can easily
manage the diversified staff within the hospitality organization. This system also assists
managing director in providing equal possibilitiesy for all the staff that are working a at the same
level or different levels. With the help of effective messaging system, manager can easily convey
the rules and goals of the company to employees. It enables the administration to acquire regular
response and complaints regarding the unethical practices performed by their staff or workers
(Buckley, Wheeler and Halbesleben, 2015). It also results in enhances enhancing the mutual
understanding among administrator and worker. This also keeps a peaceful and effectual
working environment within the organization.
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TASK 4
4.1
Appraisals are considered as a formal assessment of employee’s performance that they
execute in orderrender to accomplish the certain set aims and objectives of organisation (All
About Human Resources and Talent Management, 2015). For acknowledging the performance of
employees, management focuses on providing both monetary and non-monetary rewards.
Basically, Hilton focuses on using two different performance management tools for measuring
the individual’s performance.
The keyKey performance management method technique that is used by the manager in
Hilton hotel manager is critical incident method. Under this performance management method,
manager prepares a database of theme that indicates different staff behaviour under different
distinct critical situations. With the help of database, manager can easily judge the staff
behaviour and rank them in the a defined criteria that is poor or satisfactory (Importance of
Human Resource Management, 2015). The advantage of using critical incidence method is that it
mainly concentrates on key tasks and duties of employees and how the way in which they
execute that dutyresponsibility.
On the other hand, another performance management method that is used by manager in
Hilton manager is 360 degree methodappraisal. This method basically focuses on gaining variety
of feedbacks and response from the colleagues, supervisors, peers, managers as well as senior
authorities in order to measure the adequate performance of staff within the hospitality
organization (Van Buren, Greenwood and Sheehan, 2011). The Main advantage of using 360
degree approach is that it focuses on self developmentself-development of staff through
considering the viewpoints of their subordinates and supervisors.
From both the performance management methods, 360 performance degree appraisal is
advised as to be more effectual method for measuring the staff performance of staff within the
hospitality organization firm (Van Buren, Greenwood and Sheehan, 2011). Along with this,
feedback taken from the staff in organization assists in influencing employee’s contribution in
accomplishment of the objectives and goals.
4.2
The governance of employee’s welfare within the hospitality organization is considered
to be as an essential part of human resource management function. The HR department features
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numerous of duties and responsibilities affiliated with administration of staff welfare within the
cited firm. Therefore, manager focuses on using certain approaches for managing the staff
welfare within the Hilton Hotel so that they may render adequate effectual services to their
guests and customers (Barreto, Ryan and Schmitt, 2009). The differentDifferent approaches used
for managing employee’s welfare include-
 Evolution of pension or grant schemes for the existent existing employers.
 Developing individual rooms for employees so that they may properly take rest as well as
take proper lunch facilities.
 Providing uniform to all the staff those who are rendering services within the hotel.
 For managing the employee’s welfare, manager must also provide travelling allowances
for enabling proper convenience (Scullion and Collings, 2010).
 Approaches for managing employee’s welfare include placating theory under which
welfare activities support the staff in rendering adequate effective services and it also
support in making workworking well.
Therefore, it has been assessed that the above approaches will be effective in managing
the welfare of staff and employees within the organization that supports them in rendering
adequate superior quality services within the hospitality organization firm (Denisi, Budwar and
Varma, 2008). Along with this, the above discussed employee’s welfare approaches would also
support the citied cited firm in retaining their staff and also support in creating a collaborative
environment.
4.3
There are different legislations that are framed by the UK government that which directly
impact the human resource practices of Hilton hotel. The foremost health and safety legislation
that is framed by government include The Health and Safety Act 1974. This act is enforced by
the government of UK that basically focuses on the provisions related with securing and
protecting the health of staff within the organization. Along with this, legislation also focuses on
enforcing policies protecting the health of staff, safety and welfare within UK (Mason and
Mouzas, 2012). The implication of Health and Safety Act 1974 on the human resource practices
of Hilton hotel results in changing their practices that is providing equipment and tools to staff
for protecting their health. The Hilton hotel needs to fulfil their different responsibilities
accordant in accordance with the framed law. It considers keeping safety equipmentsequipment
10