Hilton Hotel: Workforce Planning, Recruitment and Employee Relations

This essay provides a comprehensive analysis of Human Resource Management (HRM) practices at Hilton Hotel and Resorts. It begins with an overview of the organization and explains the purpose and functions of HRM, including workforce planning, recruitment, and employee relations. The essay assesses Hilton's approaches to recruitment and selection, highlighting the strengths and weaknesses of internal and external methods. It further evaluates the organization's approach to workforce planning, development and training, performance management, and reward systems, along with the effectiveness of employee relations and engagement. The impact of employment legislation on HRM decision-making is also examined, culminating in a brief evaluation of the rationale behind Hilton's HR practices. The document is contributed by a student and available on Desklib.

Human Resource Management
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Table of Contents
Introduction......................................................................................................................................3
Task1................................................................................................................................................4
A. Provide an overview of the organisation and an explanation on the purpose and functions of
Human ResourcesManagement in the organisation........................................................................4
B. Identify the organisational approaches to recruitments and explain the strengths and
Weaknesses of different approaches to recruitment and selection..................................................6
Task 2...............................................................................................................................................9
A. Undertake an assessment of the organisation’s approach to workforce planning, recruitment
and selection, development and training, performance management and reward systems.............9
B. Evaluate the organisational approaches in effectiveness of employee relations and employee
engagements and comment to adopt the flexible organisation in the working practice and
employer choices...........................................................................................................................12
C. Identify and evaluate the key elements of employment legislation and the impact it has upon
HRM decision-making...................................................................................................................13
Task 3.............................................................................................................................................15
Brief evaluation of the process and rationale in conducting appropriate HR practices.................15
Conclusion.....................................................................................................................................18
Reference List:...............................................................................................................................19
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Introduction
Human resource management in an organization is the formal system that has been devised to
manage the concerned staffs, peoples, employees and other respective person relating to the
organisation. It includes certain responsibilities to recruit, manage, train, analyse, communicate
and provide certain beneficial aspects to the employees working effectively in the business
environment. The functions and purpose of the human resource management is explained to
identify the various approaches in recruiting right candidates and selecting the strategies to
acknowledge the application of such approaches. Employee legislation that stays within every
organisation is evaluated and identified by HRM in order to ensure the working environment
successfully achieving its objectives.
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Task1
A. Provide an overview of the organisation and an explanation on the purpose and
functions of Human ResourcesManagement in the organisation.
Hilton Hotel and Resorts is one of the well-known luxury hotels that operate in the global
market. The hotel is a private based organisation in the hospitality industry that was founded in
31st May 1919 by Conrad Hilton. There are more than 570 hotel serving eighty-five countries and
the territories situated across 6 continents(hilton.com. 2018). It is one of the largest brands
targeting both the business and the leisure measures for the travellers providing destinations,
conventions transports etc. Therefore, to understand the human resource management within the
organisation, the assignment will analyse the working environment and the recruiting processes
adopted by the organisation. The strategic roles, policies and functions of HRM for managing the
people and the workplace environment and culture are also considered as essential aspects.
The scope of Human Resource Management has been discussed below:
Human Resource Planning: The scope is to understand or to identify the job vacancies and to
deal with both the factors such as shortage or excess of staffs in the workplace(Baum, 2016).
Recruitment and Selection: This is based upon the information that has been collected from the
job analysis while preparing advertisements through different media sources in order to recruit
and conduct interviews. The selection of right employees is an important aspect considered by
the Human Resource Management(Bruck, 2014).
Personnel aspect:The aspect concerns the planning of the organisational workforce, selection,
transfer, placement, promotions, recruitment, layoff and retrenchment, incentives, training and
development, remuneration and the productivity.
Welfare aspect:The human resource management includes the aspect to deal with the
organisational workplace conditions, environment and amenities. The aspects include education
to the employees, medical assistance, health and safety policies, transport facilities etc. to the
concerned employees and staffs working in the organisation. Such measures are adopted by the
company to increase the productivity and to promote a healthy industrial relation in the
industry(Pigou, 2017).
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Industrial Relations aspect: The aspect reflects the relationship between the employer and the
employees that stays within the organisational settings. In respect to the industrial relations,
union management relates to the relationship between the employees and the labour unions.
Orientation and Induction: The aspect concerns to inform the recruited employees about the
company and its working background. The Human Resource Management ensures that the
employees have been explained the company values, work ethics and cultures(Junfenget al.,
2015).
The main responsibility of human resource management and the concerned manager to cover
three major areas that is staffing, employee compensation and the benefits to design the work
effectively in the workplace. The major purpose of the management is to ensure and optimise
employees effectively in the business operations.
Purpose of HRM
The purpose of the human resource management is to suggest the management to manage the
employees strategically maintain the human resources in Hilton Hotel and Resorts. Itensures the
ability of the organisation and to meet its business objectives effectively in the
marketplace(Mishra et al., 2016).
Functions of HRM
There are six essential HRM functions that have been adopted by Hilton Hotel to achieve the
efficiency and workforce of the management outsourcing the functions(Mane, 2016).The
functions are given below:
New Recruitment: It is important to consider that the employees are the core support to any
organisation. Therefore, the recruiters’ success is measured in identifying the positions that has
been filled in the organisation. The role generally defines to develop the better workforce among
the employees.
Employee Relationship: The HR specialist ensures the relation between the employees to
employer in measuring the engagements of the employees, job satisfactions and solving the
conflicts that rises in the workplace. The labour relation includes development in management
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responses, negotiations or bargaining the agreements and rendering the contract
issues(Karangeset al., 2015).
Job Safety: The organisational health and Safety Act of 1970, job safety is an important function
of the company HR to support safety in the workplace. The department ensures safety trainings
and maintaining federal logs of fatality reports and workplace injuries. The HRM also manages
the employee compensation issues.
Training and Development: The HRM department of Hilton Hotel has provided right
leadership trainings and development to the employees. The human resource manager ensures
extensive orientations in training the new employees transitioning themselves in to the
organisational culture. Professional development ensures the employees to develop the
opportunities and achieve their goals in the concerned workplace(Pollock et al., 2015).
Performance Management: The fundamental objective of the concerned management is to
improve and promote the effectiveness of the employees working in Hilton Hotel. The process is
adopted by the employees and hotel managers in order to plan, review and monitor the overall
contribution of the employees in the organisation(Van Doorenet al., 2015).
Ethical issues and Equality of opportunity: The function of HR department effectively handles
the ethical or legal issues present in the Hilton workplace. The regulations of Equal opportunities
to the employees ensure the practices and standards of Hilton in complying with hiring,
termination and promotional guidelines(Roemer and Trannoy, 2016).
B. Identify the organisational approaches to recruitments and explain the strengths and
Weaknesses of different approaches to recruitment and selection.
There are two different approaches generally adopted by Hilton Hotel are the internal
recruitment and selection and external recruitment and selection. The approaches have both
strengths and weaknesses that has been discussed below:
Internal recruitment and selection approach:
The recruitment process is been adopted when the business tends to fill certain vacancies that
stays within the existing workforce. The recruitment is ascertained to ensure sufficient skills and
qualification performances as per the job requirements(Cascio, 2018).
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Strengths: The strengths of the process are the aspects that have benefited Hilton with certain
advantageous corners. The strengths or the advantages are listed below:
 Lowering the Recruitment Costs:
The internal recruitment process saves money in employing any recruitment
advertisements or agencies. The process significantly saves both the recruitment cost and
the time while influencing to get fill productivity(Shaffer et al., 2015).
 Knowing the individual:
The internal recruitment helps the organisation to identify the individual personally.
Hence, the management can identify the individual productivity and capability from the
past records and performance tracks.
 Attractive Employer:
Internal recruitments and selections effectively create the employer attractions. The
process provides staff opportunities to progress their capabilities and enhance the fact to
employer branding.
Weaknesses: While taking on the internal recruitment route it is important to note the impacts of
the process in the business operation. Hence shows certain weaknesses:
 Conflicts among the Colleagues:
Sometimes to open the roles within internal employees can negatively affect the morale
of the individuals working the hotel premises. The employees working in the organisation
might feel lip services or to be not recognised as per the hard work. Thus, the minor
issues can arise within the staffs and reduce the team morale.
 Choice Limitations:
While recruiting internally, the process generally shows faster and easier selections of the
candidates. The employee naturally understands the business structure and practices.
Therefore, such approach limits the talent pool in the recruitment process.
 Replacements on Promotions:
The promotion of the existing employees vacant the place hence leads the organisation to
advertise in replacing the job profile. Such process stimulates the fact to train two people
at a time (Norvell and Horky, 2017).
External recruitment and selection:
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The assessment reflects to pool new candidates to avail new skilled and qualified employees in
the organisation. The process enhances better skilled staffs to fill the job vacancies while filling
the positions in Hilton hotel(Aracena and Cristia, 2017).
Strengths:The following are the strengths of external recruitment process:
 Fresh skills and inputs: The external recruitment process increases the possibility to
identify and find better candidates with high skills and input capabilities.
 Qualified Candidates: The process also helps the organisation to avail more qualified
candidates while offering the post in identifying with best possible candidates in the
place.
 Generating Creative Ideas: To ensure the overall improvement and development of the
organisation in implementing better solutions and creative ideas in the business
operations, Hilton go for the external recruitments to select the candidates with
distinctive nature and creative cap[abilities.
 Competitive spirit among the employees: The external recruitments whirls the
competitive spirit among the new employees as being highly enthusiastic in the
workplace. The healthy competition between the employees benefits the organisation
effectively achieving the team objectives.
Weaknesses: The weaknesses refer to the limitations that show a detrimental corner in external
recruitment process. The factors are discussed below:
 Limited Knowledge: The individuals selected in the external recruitment process have
low understanding and knowledge about the Hilton work environment, structures and
processes.
 Time consumption and high cost: the process of external recruitment process is a time
consuming process, which needs both time and money to conduct the interviews and
selection panels. New employee requirements often demand high pay scales as per the
individual capabilities, hence it show high costs to hire such candidates.
 Internal Disputes: The external recruitments show high possibilities in increase of
internal disputes among the existing employees.
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Task 2
A. Undertake an assessment of the organisation’s approach to workforce planning,
recruitment and selection, development and training, performance management and
reward systems
The transactional practices of human resource management in Hilton Hotel have helped the
organisation in keeping the records of the employees, administrative advantages and processing
the payrolls effectively in the workplace. Such extents of HRM have effectively handled the
transactional changes and function to expertise the departmental budgets and increased the size
of the workforce. The practices have outsourced the functions in devoting the attentions to the
strategic management while just focusing on the personnel administrative duties (Marchingtonet
al., 2016). The following factors have positively affected the organisation profit and
productivity:
Employee performances: The training and guidance provided by the human resource
management to the employees has effectively increased the employee capabilities. The increase
in ability to adapt the company structure and policies has enhanced the working progress of the
employees. The progress has improved the organisational function in terms to its overall
performances. Positive customer feedbacks have increased the values towards the brand
recognition of Hilton Hotel and influenced customer loyalty towards the organisation (Ahmad et
al., 2014).
Training and Development: the management helps the employees and employers in
determining the appropriate methods of delivery while introducing better training to the
employees. The right development and training programs enhances the employee capabilities and
helps the organisation to serve better services. The additional experiences improve the customer
servicing skills in the workplace.
Recruitments and Selections: The new recruitments and selection of skilful candidates to the
business organisation of Hilton Hotel has increased the creativity aspects. The fresh minds and
skilful employees have increased new ideas in the business operations. The productive aspects
define to provide different services and products to the customers in collaborating and
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intersecting different innovative ideas. For example, the virtual reality stage in the dedicated
spaces of the visitors has experienced new concept to Hilton.
Organisational performance: Human resource management effectively considers the Hilton
model in order to ensure the operational performances in order to corporate the policies and
HRM practices that associates the financial performances. Such practices encourage the
employees to strengthen the competitive strategy in the organisation (Boxallet al., 2016).
Reward System: The organisation has effectively approached the reward system in motivating
and benefiting the employees as per their job performances in the organisation. The reward
system influences the employees to be more productive in their workplace. The system meets the
employee expectations and motivate them further with better outputs.
The benefits of HRM in Hilton Hotel and Resorts has shown certain aspects to deal with the
issues that relates the performance management, safety, wellness, motivation to employees,
trainings anddeveloping the organisation(Brewster, 2017).The HRM takes on the responsibilities
to protect the employee and employer interests in managing the relations and identify certain
ways to labour costs. The strategic roles help both the employee and employer in the following
ways:
 Resolving the Conflicts: The human resource management of Hilton Hotel has mediated
the disputes that have been raised in between the employees and employers.The
management has effective recognised the company policies to define the appropriate
workplace behaviour. Such attempt has resolved the negative attitude, insubordination,
language inappropriateness and disrespectful behaviours in the workplace.
 Employee relationships: The HRM has effectively provided the support to the
employees and the employers in reducing the discriminations and the harassments if
arises in the workplace. The management assists the employees with legal matters and
mediates certain disagreements between the employers and employees to avoid any
litigation and build healthy relationship in the workplace.
 Resource information: The resource refers to the benefits that have been provided to the
employees to work efficiently in an informed way. Thus HRM ensures the information
sharing in providing necessary knowledge of employee benefits, assistance programs,
compensation benefits, leave of absence etc.
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 Maslow’s Hierarchy of needs: It defines to be a pyramid that is considered by the
human resource management to motivate the employees and the employers in five
essential needs that is physiological, social, safety, self-esteem and the self-actualisation
(Robertson, 2016). It includes the salary expectations or essential facilities that an
employee seeks in the organisation. Recognition to the employee contributions socially
and promotions refers the acquisition and self-esteem of an employee. The following
diagram defines the hierarchy:
Figure 1: Maslow’s Hierarchy of needs
(Source: Robertson, 2016)
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B. Evaluate the organisational approaches in effectiveness of employee relations and
employee engagements and comment to adopt the flexible organisation in the working
practice and employer choices.
The organisational success and the failure of Hilton Hotel are directly related to the relationship
that is shared among the concerned employees working in the premises. It is important to ensure
that the employees share an affectionate relationship or there are certain things that can hold the
probability to increase conflicts and arguments. The trust between the employees is important to
expect the better outcomes from the employee participations in the hotel environment. It has also
shown that the employees can take complicated decisions in certain situations. The brain
storming sessions helps the employees to achieve their goals and tend to implement innovative
ideas. The better interrelationship guarantees productivity and healthy work environment.
Therefore strengthening the employee relations within the company will help Hilton Human
resource department to acknowledge the requirements and enhance the workforce to achieve the
objectives. The influences takes on the human resource management of Hilton Hotel in taking
decisions reflects the following factors (Armstrong and Taylor, 2014).
Implementing the policies: As it is important to understand that a good relationship among the
employees show the opinion, information and knowledge sharing among the company and the
employees. The flexibility of the communication and the employee willingness to recompense
the issues will ensure the HRM to discuss and understand the policy changes as per the
employees change in opinions. The clarity in communication among the employees working in
Hilton leads the company with better suggestions in changing certain policies, enhances the
operations in a better manner.
Feedbacks of the employees: This is an important factor that every organization adopts within
their business operations to avail effective feedbacks and opinions of the concerned employees.
The strong relationship influences the employees to share their individual perceptions to the
HRM of Hilton without showing any fear. The factor helps the organization to understand the
employees and their discontent systems in order to work efficiently while rectifying the practices
(Ezzatet al., 2016).
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