Human Resource Management Report: Hilton HRM Practices and Decisions

This report provides a detailed analysis of Human Resource Management (HRM) practices within DoubleTree by Hilton. It begins by outlining the core functions and purpose of HRM, including recruitment, employee relations, training, and compliance. The report then delves into the strengths and weaknesses of various selection and recruitment approaches, differentiating between internal and external sources. It further explores the advantages of HR practices for both employers and employees, emphasizing the importance of conflict resolution, training and development, and fostering positive employee relations. The report evaluates the role of HR practices in maximizing profitability for Hilton, covering aspects like staffing, compensation, and retention techniques. Finally, it examines the significance of HRM decisions in the context of employees and identifies key components of employment legislation and their impact on HR decision-making. Overall, the report offers a comprehensive overview of HRM strategies and their practical application within a real-world business setting.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1: Functions and purpose of HRM.......................................................................................1
P2: Strength and weaknesses of selection and recruitment....................................................2
TASK 2............................................................................................................................................4
P3: Advantages of HR practices for employers and employees.............................................4
P4: Evaluating HR practices in accordance to maximise profitability to Hilton...................5
TASK 3............................................................................................................................................6
P5: Significance of HRM decision in context to employees..................................................6
P6: Identification of key components of employment legislations........................................7
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resources is an essential part of any organisation which is used for the purpose of
controlling and managing organisational resources and other departments. It focuses on
increasing the employees performances in an organisation by using various planning. This
particular project assignment explains different functions that are performed by HR department.
Certain strength and weaknesses of different approaches of selection and recruitment are
discussed under this (Anderson, 2013). Benefits of several HR practices for employees and
employers are discussed clearly. Important of employee relation in influencing decision making
in accordance to HRM. Some aspects those are related with employment legislation and impacts
on HR decision making are explain under this projects. The overall project is related with the HR
practices of Double tree Hilton.
TASK 1
P1: Functions and purpose of HRM
Human resource management is known as crucial aspects of every business such as
Hilton to manage all those employees those are working for the common objectives. With the use
of appropriate management decision it can formulate useful policies and plans that are effective
the betterment of the company. Some important advantages of using Human resource
management that is useful for an organisation. It utilises all essential resources of the company
up to an extent. The primary objectives of HRM is to deliver necessary help to managers during
hiring skilled candidates for right job. If the company is having skilled and experienced people
they can attain every possible goals that are set by an organisation (Armstrong and Taylor,
2014). The main aspects of this concept is that it provide great opportunities to managers as well
as Hilton company to analyse performance of employees and motivate them to contribute more
in success of business. By this, manager of Hilton can recruit skilled and capable employees to
deliver best of their ability.
Important function of HRM:
Recruitment: It is known as the process that includes analyse the need of a particular
job, draw employees to that job, screening and choosing applicants to the organisation. Manager
is the one made advertisement regarding vacancy in enterprise to attract maximum number of
capable candidates to fill that post. The HRM provide direction during entire process of
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recruitment. Like for example: It is the responsibility of manager to first analyse the skills of
candidates in order to select the right one (Berman and et. al., 2012). After that manager take
their valuable decision by evaluating current knowledge of individuals and experience required
to perform the task.
Relation with employees: In the current business situation, employees are observed as
one of the crucial assets of any organisation such as in Hilton that provide useful support to the
company to manage their complex tasks (Functions of HRM, 2017). It is the primary
responsibility of managers to maintain healthy relationship among team and other employees.
Training and development: Organisation can only get better results if the employees are
well trained and able to perform there work in allotted time frame. This will help managers to
determine gaps and make necessary decisions to overcome all those gaps. For this purpose they
need to deliver proper training and development session to them (Bloom and Van Reenen, 2011).
Compliance: Development of policies and their right implementation can be the primary
function of HRM. The main benefits is to support and lead manager to take legal action for those
problems which are arises at the workplace.
P2: Strength and weaknesses of selection and recruitment
In an organisation, it has been found that HR function are playing critical role in
development of employees as well as an organisation. Recruitment is said to be important
aspects which is used for attracting wide range of candidates those are having effective skills and
capabilities to handled any situation. It is one of the crucial part of every firm because of
employees contributing in success of the company. Various approaches of recruitment are
discussed underneath:
Internal sources:
Experienced employees are always found inside the organisation. When any vacancy
arises or higher authorities think of extra person in an organisation they used to make search of
skilled people. It consists of :
Promotion: It is said be crucial responsibility to carry better prestige or any other pay. It
is provided to employers on their basis of their merits and experience of work they are delivering
to the company (Boxall and Purcell, 2011).
Transfer: It can be either monetary or non-monetary terms. The role of employee's are
increased and there designation would also be modified as per their capabilities.
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Current worker: The employee of Hilton are informed regarding vacant post. In this
situation, current employees use to grab this opportunities and recruit their family members in
the same business.
Strength:
 It will help to increase motivation in employee from inside the organisation by increasing
their powers and responsibilities.
 It can be useful for rectifying error and mistakes those are arises during selection process.
Weakness:
 It can create conflict amongst colleagues. Some times its feel very small issues but if staff
feel disgruntled.
 Choice of limitations is there. Every decision must be under the policies of an
organisations.
External sources:
It has been seen that company can required to use external sources for selection and
recruitment of candidates. It is done from outside areas of organisation premises. Some effective
aspects are:
 Advertisement: This seems to be most common sources of recruitment in which skilled
workers or experienced staff are hired by giving ads in newspapers and journals.
 School college and university: It is known as recruitment from various campuses of
schools and university are done in order to collect fresh talent by offering healthy
package to them (Brewster and Hegewisch, 2017).
Strength:
 It is one of the effective sources as the chances of getting more effective skilled people
are more.
 Innovative thinking and ideas are always their with the new candidates.
Weaknesses:
 Training and development cost can be higher as compare to experience people.
 Lack of effective communication among each other.
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TASK 2
P3: Advantages of HR practices for employers and employees
It has been observed that in an organisation it is essential for every person to make proper
communication between each other. It help them to make harmonious relationship among one
another in order to make their job more effective as in team or individual. The main aspects for
them is to make suitable communication so that chances of mistake can be minimum (Daley,
2012). It will help organisations to become more successful if the employees are more
coordinative and supportive. Some of the crucial aspects which are related with each other are as
follows:
Benefits:
Conflict solving: It is the responsibility of HR department of Hilton company to design
their structure in such as way that minimum chance of errors can be arises. It can be rectify by
conducting effective events and activities to boost moral of employees.
T&D: It is crucial for any department as well trained people can help the team to reach at
their destination in more quick time. For this purpose, they need to have supportive and
coordinative workers with are having experienced in handling pressure during any
circumstances.
Develop employee relation: If any people thinks that they power and rights are exploited
in an organisation or providing maximum priority to their favourite people then it will be hard to
manage them. It is the responsibility of HR to build effective and strong relation among them.
Provide them necessary information: Another crucial benefits of HR is to provide all
the essential information which is made by top management regarding development of workers
interest (Guest, 2011).
Advantages to employer:
Offering effective voluntary benefits to employees can lead to a great incentive for
people to stay with a company. Employees retain more benefits without increasing extra costs to
the employer. There are certain opportunities to customised the ability to give employees a
selection advantages to meet their specific needs. It will pleasing by employees and allows the
employers to meet the requirements of a diverse workforce. Some other are:
Superior facilities:
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Companies required to provide personal cabin and extra facilities in terms of monetary as
well as non monetary terms. It will be applicable to those employers who is more capable of
performing well in an organisation.
Quality in their work should be appreciated:
It is important for aspects of HR departments to motivate people by appreciating their
work so that they can give their best to the company (Huselid and Becker, 2011).
Rewarding:
On the basis of their work performance and other aspects promotion can be done. It can
be in the form of reward. It is essential part of businesses that has to be keep in mind and taken
more focused. Time to time benefits can increase the capabilities of employee performances.
P4: Evaluating HR practices in accordance to maximise profitability to Hilton
In an organisations like Double tree by Hilton they thinks in making improvisation in
different situation that can help the companies to enhance its entire performance with increasing
profitability. HR practices can play an effective role in making employees more suitable in
attaining organisational goals. It has been seen that every company is having limited resources
which is the responsibility of HR department to manager in proper manner. One of the vital
aspects of management is to develop and unite team members in more appropriate pattern so that
every individual can get benefited from the available resources. It provide effective directions to
both administrator and employees. It will brings cooperation and communication between
different activities of company's.
Appropriate HRM practices can help to deliver rise to positive and effective work
environment that can motivate employees to perform well in any critical situation. By the help of
these practices companies can make efforts to make use of resources that can increase the
profitability of Double tree. However, such activities are associated with HRM that provide
employees to deliver better working atmosphere because of which more chances of getting
positive outcomes can be increased (Jiang and et. al., 201). The purpose HR department is to
function every social control process in more impressive manner. The main aim of HR managers
is to overcome cost those are made by company during production process. Each member are
equally responsible for enhancing effective implementation of organisation reputation with their
creative thinking. The motive of concern authorities is to determine skills and experiences of its
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employees to deliver their best of there performances in an effective and efficient ways. There
are some aspects that is need to associated with it:
Staffing: It is known as that tools by which managers select capable people those are
having innovative ideas to the company. It has been seen that regular times experienced
candidates are given maximum advantages as compare to low skilled people as they increase
extra cost for the company.
Compensation and other reimbursement: It is the responsibility of HR department to
make their employees motivated by providing them timely compensation and allowances in
order to make them motivated in performing there task (Lengnick-Hall, 2011).
Retention techniques: It is ability of HR department to have knowledge regarding keep
their employees in the business by providing incentives, extra pays and entertainment benefits. It
consists of certain policies and plans that organisation need to follow in order to reduce
employee turnover in order to increase long term productivity.
TASK 3
P5: Significance of HRM decision in context to employees
In an organisation, it is essential for them to make effective or supportive employee
relations in order to get maximum advantages from them. It is an appropriate manner so that
every activities that are required to be performed in right manner. In order to create healthy
relation with employees it is important for employers to offer sufficient and pleasant working
environment to them. It will help the Double tree company to attain their pre-determine aims and
objectives through appropriate skills. In an organisation there are so many challenges which are
affecting the performance of organization as well as impact relationship such as salary issues,
working hours and so on. If proper actions are taken against them then it would be beneficial for
them and chances of increasing productivity can be more (Purce, 2014). With this help customers
needs can be satisfied in best suitable manner.
Employee relation: It is very essential and important part of the each and every business
success and development. It is define as a relationship between management and workers. Better
connection can help the organisation in order to achieve long term goals and objectives of the
company in an effective and efficient manner.
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In organisation, human resource management recruit and select talented person who can
do all activities and tasks of the enterprise in a systematic manner. Employee relation is very
vital part of the company development and growth. In regards to maintain better and long term
connection with customers and employees, business manager can provides different training and
development section to them, so they can attend this program and increase their basic skills and
talent on particular subject. Manager of the business entity support as well as promote their all
employees in the decision making process to make better judgement about gaining maximum
profits.
Importance of employee relation: There are certain significance of the workers
connection which are determine under this in a details manner:
 Effective employee relation decrease the issue of absenteeism in the company.
 In this, all workers are feel motivated in the business so they can work effectively.
 It will help the organisation in order to increase their productivity and profitability in an
essential and systematic manner.
 Good connection also assist the organisation in regards to make effective decision about
business performance.
 It is define the manager responsibility to treat and direct their all staff members in
equally.
 Industrial relation can decrease their work based issues such as conflict,
misunderstanding and obstacles in a proper way.
 It assist the firm to attain long term and desire goals and targets as well as maximise sales
of the products.
 Better relation with the top level and lower level management can support organisation
and their staff worker to do all work in given time period.
P6: Identification of key components of employment legislations
It has been seen that employment legislation is a body that consists of all variety of
employment protection rights whether grounded primarily in legislation, civil court, collective
bargaining situation of employment etc (Wright and McMahan, 2011). It is said to be more
common shape of economic system. It is sometimes known as body of law or legislation that has
formed for the purpose of making harmonious relationship among employee and employer. It
will also help them to protect the rights of them at the workplace. There are some statutory rights
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that are available to employee those are worked in a specific organisation such as Double tree by
Hilton. They are related with federal and state constitution, management rules and other court
opinion. There are some crucial aspects that affect the decision of concern persons associated
with employee consists of following:
Employment right act 1996: According to this particular act, various rights and
facilities those are offer by employers to employees during their working period time. It is a
piece of rules which in essence, create design for current day labour law in UK. It is passed by
the British government to formulate codify existing laws related with the employment.
Equal pay act 1963: It is made keeping in mind the labour rights that an individual
working at a common workplace need to given equal pay according to their set terms and
conditions. It is most effectively used in the context of sexual discrimination as compare to
gender pay gap.
Employment discrimination law: It is made for the purpose of protect the image and
dignity of employees. According to this act, it is the primary responsibility of a managers to treat
every employees or workers with respect so that they feel motivated during there working hours.
It will be helpful in protecting them from various aspects such as colour, age, gender and
religion.
Minimum wage rate: The role of every government of country to decide a fixed rate of
wage as per their situation exist in marketplace. According to this particular act, employer of
every organisation is liable to get wage for there work they deliver to Double tree. It can help
them to meet there basic needs and wants such as food, cloth and many other requirements.
Working time guiding act: Such kind of act is made for the purpose of determining
working hours of an employees. As per this act, an employee is liable to finish minimum hours
of working in accordance to get legal state of his employment. If company is taken maximum
work after the allotted time then, it is the responsibility of them to provided necessary
remuneration according to their ability and extra work.
Employee relation act: It has been observed that workers is an essential part of any
organisation. Without taking help of them not any work can be completed. If they are working
for the company then, it is necessary for Double Tree company to take care of there employee. It
can be possible through provided flexible working hours and paying extra incentives to them. It
will help them to get motivated always.
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All above mentioned aspects of employment legislation that should be well-advised by
manager at the time of polices development those are associated with employees. Every major
decision are related with created interest of workers.
CONCLUSION
From the above project report, it has been concluded that human resource management is
an essential aspects of any business organisation. They are responsible for managing their daily
operations and formulated harmonious relationship among employees and employers. This
project covers various information about various techniques of HRM those are used by mangers
in order to analyse proper skills of them. HR practices are also been discussed into it. Certain
benefits of HRM decision with accordance to develop relation among employees are discussed
clearly under this report.
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REFERENCES
Books and Journals:
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E.M and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Huselid, M.A. and Becker, B.E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Lengnick-Hall, C.A., Beck, T.E. and Lengnick-Hall, M.L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Online
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functions-human-resource-management/>.
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