Human Resource Management Practices at Hilton Hotel & Resorts

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Human Resource Management

Table of Contents
INTRODUCTION......................................................................................................................1
TASK 1......................................................................................................................................2
P1, M1 Purpose and functions of HRM applicable to workforce resourcing and planning. .2
P2, M2, D1 Strengths and weaknesses of different approaches to recruitment and selection
................................................................................................................................................4
TASK 2......................................................................................................................................7
P3, M3 Benefits of HRM practices for both employee and employer...................................7
P4, D2 Effectiveness of different HRM practices in raising organisation profitability and
production..............................................................................................................................8
TASK 3....................................................................................................................................10
P5, D3 Importance of employee relationship in respect to influence on HRM decision
making..................................................................................................................................10
P6, M4 Key elements of employment legislations and its impact on HRM decision making
..............................................................................................................................................11
TASK 4....................................................................................................................................13
P7, M5 Application of HRM practices in work related context including a rational for the
HRM application..................................................................................................................13
CONCLUSION........................................................................................................................17
REFERENCES.........................................................................................................................18

LIST OF TABLES
Table 1: Job Specification of HR Assistant.............................................................................13
Table 2: CV for HR Assistant..................................................................................................14
Table 3: Job offer letter for the post of HR assistant...............................................................15

LIST OF FIGURES
Figure 1 Internal source of recruitment and selection................................................................4
Figure 2: External source of recruitment and selection.............................................................5
Figure 3 Importance of employee relationship........................................................................10

INTRODUCTION
Hilton Hotel & Resorts is a multinational brand of hotels and resorts services. It is an
American multinational hospitality organisation provides hospitality services to people all
over the world. It is ranked as the 36th highest private held organisation in US. There are
number of services provided by organisation to its customer. In this regards, the report cover
the fundamental objective and functions of HRM that support workforce management,
resourcing and planning. The report provides that there are different approaches to
recruitment and selection; however the approaches have both strengths and weaknesses that
are concluded in the report. In addition, benefits of HRM practices for both employee and
employer and effectiveness of different HRM practices in raising organisation profitability
and production will be discussed. It will also describe the important role that employee
relationship plays in respect to influence on HRM decision making and key elements of
employment legislations. Finally application of HRM practices at the workplace is concluded
including a rational for the HRM application.
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TASK 1
P1, M1 Purpose and functions of HRM applicable to workforce resourcing and planning
Hilton Hotel & Resorts
It is a leading brand of hotels and resorts having a headquartered located in McLean,
Virginia, United States. It is an American multinational hospitality organisation provides
hospitality services to people all over the world.
Human resource management is an essential component in hospitality organisation that it
helps to make policies, strategies and plans in order to administer the different departmental
programs (Ostroff and Bowen, 2016). The HR management of Hilton hotel must have
effective control on organisation operational, financial and human resource activities to
deliver quality services to people.
The key purpose of HRM within organisation is provided below:
 HRM ensures proper utilisation of available resources in order to improve and
develop effectiveness within operations.
 HRM manage relationship between employees and management to produce quality
outcomes.
 The activities managed by HRM are focused on development of an individual to
improve performances.
THE KEY FUNCTIONS OF HRM
Different functions performed by HR management within organisation are intended to
enhance the efficiency, productivity and overall performance. The effective execution of
work requires HR manager to integrate their efforts with technology advancement to get the
outcome effective and fruitful.
HR planning: HR management is responsible for managing strategies and plans that are
useful in increasing both employees and organisation performance in terms of skills,
knowledge and abilities. This also helps to control activities of various departments and
functions.
Job analysis and work design: HR management evaluate and determine the future needs of
organisation in order to manage resources and requirements. They design work and manage
job analysis so that the employees can understand their roles.
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Recruitment and selection: It is a crucial part of HR management functions in which HR
managers recruit efficient and appropriate employees for the work (Hopkin, 2017).
Recruitment and selection helps them to improve performance of operational activities to
produce quality services and effective results.
Employee relations: the management of relationship is essential for the organisation with
employees in order to develop their skills, knowledge and effectiveness in work. HR
management ensures that employee’s requirements are considered by organisation to increase
their satisfaction, loyalty and performance.
Training and development: Organisations are essential to provide Training and development
programs to the workforce that contributes in the enhancement of their knowledge, skills and
abilities to perform well towards their tasks. HR management ensures that such programs are
organised in a regular interval to provide strengthen to their skills.
The ‘Best Fit’ approach vs. ‘Best Practice’
Best Practice Best Fit
It defines that different HR policies must
include reward plans.
The best fit approach believes in reward
system for the employees that which is
required to be aligned with organisation
strategies.
In this practice, HR management encourages
employees to boost high motivation and
commitment of employees.
Best fit approach delivers results in terms of
competitive advantage for the organisation.
HARD and SOFT HRM
Hard HRM approach consider employees as its normal resources such as land, assets etc.
whereas the soft HRM approach considers employees as valuable resources for organisation
in order to achieve business objectives and goals (McCormack and Johnson, 2016). In this
regards, Hilton hotel management must adopt the soft HRM approach to treat their employees
as important resources for them to accomplish objectives.
P2, M2, D1 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment and selection is a major function performed by HR management of Hilton hotel
in which best and suitable candidate for the job ids recruited according to the requirement of
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different departments. Internal and external are the two approaches to recruitment and
selection provided below:
INTERNAL SOURCES
Figure 1 Internal source of recruitment and selection
Present employees: Transfer and promotion of present employees is an effective source for
HR management of recruitment. In this context, employees are promoted to higher positions.
In addition job rotation includes the employees transfer within organisation from one to
another.
Former employees: Former employees such as retrenched and retired workers may be
interested to join the organisation again (Taylor, 2015). This helps HR management to fill the
vacant post as they are already known to them in terms of performance.
Employee referrals: The existing employees refer to the relatives, family members and
friends are potential candidates for organisation to fill the vacant post. The referred
individuals are similar in type of sex, race.
Previous applicant: In this potential candidates fill the application forms that are already
lying with the organisation.In this, organisation contacts through message or email to fill the
vacant post.
Evaluation of Internal source (Advantages and disadvantages):
The major advantage of this is that the organisation becomes more familiar with the
employees and provides opportunities to make better use of their talent. It helps HR
management by saving time and cost of recruiting people from outside. It helps to improve
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morale and motivation of exiting employees. There are some disadvantages also associated
with this source that the management have limited choice and it also discourages the
competition. It can create conflicts between employees.
EXTERNAL SOURCES
Figure 2: External source of recruitment and selection
Employment exchanges: The main function of employment exchange act 1960 with the
branches in most cities is registration of job tier and seeker in the notified vacancies. It is
particular useful in recruiting technical, blue-collar and white-collar employees.
Employment agencies: Employment agencies register candidates for employment and
shortlist them for the organisations (Mondy, 2015). The works as a representative of
organisations but the final decision and selection is based on management.
Advertisement: The organisation is able to advertise their vacancy in the market through
magazines, TV, radio etc. This will help job seekers to apply for the post according to the
qualification and specifications provided by HR management.
Deputation: In deputation, employees are transferred to another organisation for a short time
period. This helps in recruitment in practice manner so that they do not have to train and
develop them.
Evaluation of External source (Advantages and disadvantages):
It is an open process and helps to attract a large number of applications. External source also
provide availability of talented and skilled candidate for the organisation. HR management
can select the best candidates to provide healthy competition. However, some disadvantages
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are also associated with source that it is time consuming and expensive. It is also unfamiliar
to organisation and discourages employees.
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TASK 2
P3, M3 Benefits of HRM practices for both employee and employer
HRM practices within Hilton hotel are beneficial for both employer and employee in order to
manage effective relationship and increasing their effectiveness towards work. It is not only
important for organisation but also for employee and employer to acquire job satisfaction and
motivation so that set goals of the organisation can be effectively met out. In this regards,
benefits of HRM practices for an employee are described below;
Promote positive behaviour: HRM practices helps to create a positive working environment
for employees to keep them productive and happy. HRM practices reward and reinforce
desired behaviour of employees (Mahadevan, 2015). This helps to develop a positive
behaviour and attitude between them effectively.
Develop and improve employees: HRM practices focuses on the satisfaction of needs and
requirements of employees and encourage them to improve their skills, talent, capability,
knowledge and abilities to perform better. This helps organisation to gain its competitive
advantage and provides training and education programs to employees.
Build flexible workplace: HRM practices reflect demographic shifting in workplace. A
flexible environment is important for Hilton hotel in order to retain their employees, work
schedules, compositions and communication methods.
Provide motivation: HRM practices helps manager to enhance skills and knowledge of
employees so that they can feel motivated towards their job. Quality performance given by
them helps to get rewards and incentives.
HRM practices are not only effective for employees but also provide several benefits to an
employee such as:
Reduce employee turnover: High employee turnover affects business operations negatively.
It costs twice and also enhances the possibilities of recruiting and selecting new candidates
(Marquis and Raynard, 2015). In this regards, HRM practices helps management to reduce
the employee turnover for the growth of organisation.
Employee satisfaction: HR management is responsible for providing satisfaction to
employees. Employer needs to make strategies in order to make work easier for workers. In
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this context, HRM practices help them to motive staff and address their issues so that
employee satisfaction can be achieved.
Training and development: Employers needs assessment of employees skills and knowledge
for the improvement of organisation overall performance. HRM practices help them to
conduct appropriate educational and training programs to improve employee retention.
Conflict resolution: Employees working with Hilton hotel have various work ethics,
lifestyles and personalities. There are possible chances of arising conflicts between them that
HRM practices help employers to assist equality at workplace.
There are different methods used in HRM practices such as recruitment and selection,
achievement of work-life balance, training and development programs and compensation and
other benefits for both employers and employees.
P4, D2 Effectiveness of different HRM practices in raising organisation profitability and
production
It can be said that HRM practices servers various benefits to employers and employees but it
also help organisation in raising their production and profitability effectively. HRM practices
help in enhancing job commitment, satisfaction, positive working environment and positive
behaviour of employees and strategies to manage both individual and organisational work.
The approach is beneficial for Hilton hotel in developing and improving overall performance
of organisation to accomplish its desired goals and objectives (Bakker and Demerouti, 2017).
HRM practices include application of different activities such as employee benefits, training
and development programs, compensation benefits, recruitment and selection, transparency,
compliance and termination and incentive and rewards. HR manager is liable to manage these
activities in order to ensure the proper development and growth in organisation to increase
productivity and profits.
HRM practices helps to deliver values for both management and organisation so that they can
put efforts for the completion of desired objectives and goals. This helps to produce quality
services for consumers that help in enhancing their satisfaction level. This leads to
organisation profitability and productivity.HRM practices also control the budget and proper
monitoring of various departmental activities to ensure the growth in profits and production.
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