Report: HRM Functions, Practices, and Analysis of Hilton Hotel

This report provides a comprehensive analysis of Human Resource Management (HRM) functions within the context of Hilton Hotel, a UK-based hospitality organization. It explores key HRM practices such as recruitment, training & development, and employee relations, comparing them to the theoretical framework of high-commitment human resource management (HCHRM). The report identifies areas where Hilton's current practices align with and deviate from HCHRM principles, particularly concerning work-life balance, employee motivation, and communication strategies. The analysis also considers external factors influencing HRM, including customer service, competition in the hospitality sector, and political influences like Brexit. Furthermore, the report applies Ulrich's HR model to evaluate Hilton's HRM, examining business partnering, change management, administration, and employee advocacy roles. The conclusion emphasizes the importance of HCHRM for organizational success and suggests improvements in communication, performance appraisal, and work-life balance to enhance employee satisfaction and overall business performance. The report highlights the significant role of HRM in driving organizational success and achieving objectives.

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource management is regarded as the most important segment of an
organisation. There exist different functions undertaken by the HRM cell of an entity that boost
the overall performance of it (Armstrong and Taylor, 2014). The present report covers the major
functions played by HRM in context to a selected organisation. In addition to this, these
operations will be compared with the theoretical frameworks settled for the high commitment
human resource management. In order to analyse the mentioned aim, the organisation selected
for the present undertaking belongs to hospitality sector. The entity chosen is Hilton Hotel, a
UK-based organisation that operates at different places on a global level platform. Around 670
branches of the hotel require effective human resource management to ensure effective
functioning of the entity.
MAIN BODY
Human resource management plays different functions in achieving organisational aims and
objectives. They ensure the efficiency of the key asset of a company which is its’ employees. In
context to the selected entity, Hilton Hotel the implemented human resource practices involves
antithetic functions such as recruitment, training & development, and many more. The
responsive person also tries to maintain effective working environment by complying with
certain rules and regulations (Brewster and Hegewisch, 2017). It has been further observed that
the human resource management sector of the Hilton Hotel pays attention on the development of
the staff members to enhance their personal and professional knowledge. However, it should be
recognised that the high commitment human resource management covers very impelling tools
that focuses on overall development of organisations. HCHRM involves numerous operations
such as staffing, employee security, training & learning, workers motivation programmes, team
working, communication set-up, managing work life balance, ensuring healthy working
environment for employees coming from diverse culture, etc. This type of human resource
management practices is regarded as the best to implement in an organisation. However, it has
been observed that the existing culture of the entity highly varies from the criterion settled for
the high commitment human resource management. The action which should be taken by the
HRM team of Hilton hotel but found to be absent in them includes the suitable practices for the
employees for managing work life balance. The workers in the hotel are having extreme work
load that is affecting their personal life operations. It has been further recorded that this
1

imbalance is decreasing their commitment towards the work role. This, in turn, decreasing the
overall work performance of Hilton Hotel and thus, the profitability is getting retarded
(Beardwell and Thompson, 2014). By making use of the high commitment human resource
management the chosen organisation can balance the work and personal life of employees by
implementing effective strategies. This theory further aims on developing personal and
professional skills. This betterment does not only assist in increasing the professionalism in the
business operation but also the sense of personal developments boost motivation of workers in
putting their best to raise the efficiency of organisations. As per this model, it is essential to
assess the performance of each and every person working in a company. Hilton hotel is required
to pay focus on the evaluation of the efforts of each and every individual such that appropriate
reward and appreciation can be given to them. This is the most effective method of motivating
employees on the basis of their work. Besides this, the HCHRM also promotes the practices of
maintaining a high level of communication between the lower and higher level of employees.
These actions of the high committed human resource management assure in the clarity of the
messages which further assists in the effective functioning of the organisation. This interaction is
essential in the transparency of the operations undertaken by the firm. From the analysis, it has
been observed that the human resource management department of the selected organisation,
Hilton Hotel is also required to pay attention on the improvised communication boosting
strategies, performance appraisal systems, and work life balance of employees (Chelladurai and
Kerwin, 2017).
As per the views of Sparrow, Brewster and Chung, (2016), there exist different external factors
on which effectiveness of the human resource management practices of an organisation does
relies. In context to the Hilton hotels, that belongs to hospitality sector, the major component on
which the business revolves around are the customers. From an establishment it is needed that
the service offered should be personalised as per the needs and requirements of the customers. It
has been observed that this is the most important factors which is considered by buyers while
availing the services. The selected hotel does not pay attention on this factor which results in the
decrease in the customer satisfaction. This, in turn, harms the business value. Besides this, it has
been found that there is intense competition in the hospitality sector. There are large number of
companies that belongs to the travel and tourism. All the organisations are hence increasing the
bargaining power of customers. In this order, it has become important to possess strong business
2

strategies and services that can attract a large consumers base (Reiche, and et. al., 2016). This is
regarded as the most important factor for the selected organisation, Hilton hotel (Marchington,
and et. al., 2016). Here, the major role of the HRM management is to adopt best practices. In
addition to this, it should be noted that hotel business has to welcome different guest coming
from diverse regions and cultures. In this way, it is foremost duty of HRM to conduct an external
recruitment process in which people from different cultures can be involved so that they can
effectively treat the customers. As per the political point of view, the recent Brexit voting has
highly influence the HRM of entity by altering the previously implemented policies and laws.
This will affect the effectiveness of the business operations by consuming time and cost in the
total process. It has been further observed that the new legislation developed for the employees
are highly in favour with them and limiting some actions of the employers. Further, the laws
framed for the sustainable development and environment are also influencing HRM of the
company to take suitable actions. Human resource management team of the Hilton hotel is
entailed to implement effective sustainable management policies in the company.
On the other hand, Purce, (2014) stated that there are external factors also benefits the
human resource management functions of selected entity, Hilton hotel when it is in context with
the social factors. There exists a strong societal influence that supports the modernisation and
later enhance diversification. This is making the way of HRM easier in selecting diverse
workforce for the operations. In addition to this, the employment market of the selected
establishment is also supportive. Hospitality business demands for different type of labours such
as skilled, unskilled and highly skilled. The regional market has all three type of employees that
can work up to the varied requirements for the company.
It should be however recognised that the human resource practices of Hilton hotel are not
effectively organisation, there exist some flaws in the company which are needed to be resolve.
This can be well understand by applying the human resource model proposed by Ulrich. This
tool assist in connecting HR strategy, goals, objectives, processes, etc. in an impelling manner. It
further helps in defining key roles and responsibilities of human resources (Armstrong and
Taylor, 2014). As per this model, there are four major steps which should be followed by HR of
a company, these are business partnering, change agent, administration and employees' advocate.
Firstly, it is strategic role of human resource to perform business partnership. It is to develop the
effective communication between the internal clients of the organisations. This tactic is highly
3

appreciable because of the fact that the results obtained from these interaction helps in
improving the business operations that later boosts the profitability. Along with this, the role of
human resource business partners is to give feedback to internal customers about their
experience in the firm. Thus, an overall productivity and harmony is promoted by the HR. The
other role as per the Ulrich's model is of change agent. A member of human resource team is
highly required to posses an ability to take risks for the businesses. However, they should have
an ability to manage the changes brought in the organisation (Storey, 2014).
In order to achieve the any organisation goals, it is needed to either expand or evolve the
business operations (Beardwell and Thompson, 2014). In this way, it is necessarily required
from a HR professional to well communicate the changes that are to be brought with the internal
staff. This further demands for the skilled employees having knowledge of the relevant sector.
HRM should thus ensure the training and development of staff members by conducting personal
and professional development sessions. The third factor as per the Ulrich's model is the
administration expert. Under this, it is foremost duty of a HR professional to govern the different
tasks that are performed in an establishment. All the legislations, regulations, etc. should be well
introduced in the business operations. In addition to this, all the information related to workforce
should be recorded effectively. It is to monitor, update and secure the confidential data. In the
present technological era, it has become crucial for appropriate storage and management of the
employee' information. Lastly, the most significant role that HRM of an organisation is required
to play is the employee advocacy. It is the key role of human resource management to maintain
employee interest in the work. Under this element, HRM seeks to increase morale and
satisfaction of employees. This is very necessary to maintain effectiveness in the business
operations by increasing the performance of workforce. Thus, these are the major factors which
entities should consider while planning HR practices (Brewster and Hegewisch, 2017).
The elements in which the selected company Hilton Hotel lacks is the poor management
of the employees. The less attention rendered on balancing the personal ad professional life of
employees makes them to have discontentment with the organisation. This later affects the work
performance and on profitability. Also, the company is required to adopt effective tactics to
protect the confidential data and information of the people. This is necessary to give employees a
sense of security and protection from the threat of identity theft. In addition to this, effective
legislations are required to be implemented by the Hilton hotel so that the internal business
4

environment can be improved. Also, as the chosen firm receives guests from diverse nations
thus, employees should also be fired from different places. It is needed to give bests services to
the customers as per their needs and demands. However, it should be noted that there are some
factors that are effectively organised by the HRM of the chosen company. Firstly, the training
and development sessions conducted for the knowledge enhancement of workforce is highly
recommendable. In addition to this, the internal environment of the firm is very healthy. all the
standards associated with the employee health and safety are effectively implemented in the
company which reflect the employee advocacy by Hilton hotel. Thus, these are the major roles
which are played by the human resource management of the selected hotel as per the Ulrich's
model of HR ( Paillé,, Chen., Boiral,. and Jin,, 2014).
CONCLUSION
From the findings of present undertaking, it can be concluded that there exist different
roles which are played by human resource management department of an entity. These functions
make their existence very crucial to the business operations. This report covers the key areas of
the development of employees that furthermore assist in the improvement of overall business
performance. This research work concludes that organisations entails the high commitment
human resource management team to ensure the success of company by attaining its aims and
objectives. In addition to this, the significance of Ulrich’s human resource model has also been
discussed in the present piece of work. In this order, to identify the importance of the cited
model, an analysis had been conducted on Hilton hotel.
5

REFERENCES
Books and Journals:
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Marchington, M., and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Paillé, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on
environmental performance: An employee-level study. Journal of Business Ethics.121(3).
pp.451-466.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Reiche, and et. al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
6