HRM and Leadership Report: Analysis of Hilton Sydney's HRM Practices

This report provides a comprehensive analysis of HRM and leadership practices within Hilton Sydney, a prominent hotel in Australia. It begins by defining human resource management, describing the company's structure, employee types, and the responsibilities of the HR department. The report then examines the HRM practices, evaluating roles not undertaken and describing HR functions at strategic, operational, and functional levels. The subsequent sections delve into recruitment and selection policies, comparing and contrasting the processes in Australia and England. The report further explores employee retention and development, identifying factors that contribute to job satisfaction and employee loyalty. Finally, it develops a performance management plan, including a job description sample and an analysis of the 360-degree appraisal method, along with its advantages and disadvantages. The report concludes with a detailed reference list and appendices including a job description sample.

Running head: HRM AND LEADERSHIP
HRM and leadership
Name of Student
Name of University
Author Note

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HRM AND LEADERSHIP
Table of Contents
Task 1: Defining human resource management.........................................................................2
Description of the company....................................................................................................2
Describing the types of employees.........................................................................................2
Describing the responsibilities of HR department..................................................................2
Observing HRM practice........................................................................................................3
Evaluating roles not undertaken by the HRM........................................................................3
Describing HR functions in each level...................................................................................3
Describing roles and responsibilities of HRM.......................................................................4
Task 2: Recruitment and selection.............................................................................................4
Comparing and contrasting recruitment and selection policies..............................................4
Task 3: Retention and development...........................................................................................6
Option 1:.................................................................................................................................6
Identifying reasons behind people staying in jobs.................................................................6
Task 4: Performance management.............................................................................................7
Developing performance management plan...........................................................................7
Reference....................................................................................................................................9
Appendices...............................................................................................................................11
Appendix..............................................................................................................................11

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Task 1: Defining human resource management
Description of the company
Hilton Sydney is one of the most popular hotels located in Sydney, Australia. The
hotel provides an authentic experience to people residing in it as well as for enjoying any
course meal. The focus of the hotel is to be innovative, listen to customer needs and build
phenomenon designs. The creativity of the hotel makes it popular among the people residing
in Australia. Currently, the hotel provides employment to 1000 employees
(Hiltonsydney.com.au, 2017).
Describing the types of employees
As stated earlier Hilton Sydney is one of the most reputed hotels in Sydney providing
employment to 1000 employees. In this regard, the type of employees working in the hotel
can be determined by using the flexible firm model developed by Atkinson. According to
Atkinson & Storey (2016), labour flexibility includes core and peripheral workers. The core
workers help in providing functional flexibility to an organisation, while peripheral workers
include the part-time or contractual workforce. In the case of Hilton Sydney, the type of
employees in the hotel are the core workers.
Describing the responsibilities of HR department
The HRM department of the hotel supports the employees by providing proper
information about the market. The responsibilities of the HR department are situated in
making the employees, as well as the customers, be satisfied. As stated by Armstrong &
Taylor (2014) the satisfaction of the stakeholders are important for the development of an
organisation. Apart from these other responsibilities of the HR department of Hilton Sydney
includes recruiting and training new employees.

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Observing HRM practice
Hilton Sydney is one of the hotels that are developed in a modern manner. Hence, the
HRM practice adopted by the company is the modern approach to managing a human
resource. This includes recruiting and attracting talented individuals in order to achieve the
goals of the organisation. The job description provided by the managers of the company
provides a clear indication of the level of work that is required in the company. It also
motivates employees to perform efficiently.
Evaluating roles not undertaken by the HRM
The role that is not undertaken by the HR department of Hilton Sydney is the training
of the employees. The HR department indulges experienced employees in order to train the
new employees. This can provide a cause of disconcerting for the HRM has the productivity
of the hotel may fall due to the dual roles that the experienced employees need to carry out.
Hence, it is necessary that the HRM of the organisation make rectifications based on the
based on the training of the employee. Apart from the company also does not outsource
employees.
Describing HR functions in each level
Strategic operations consist of achieving the long-term goals of an organisation
(Sparrow, Brewster & Chung, 2016). In the case of Hilton Sydney, the mission statement of
the hotel is to ensure that it becomes the number one hotel all over the world. The HR
function in this regard is to identify the manner in which these goals can be achieved. In the
case of operational level, the management sets up small targets on a daily, weekly and
monthly basis. Training and monitoring of the employees are done in order to help them
achieve the target for the betterment of the organisational goals. The functional level involves
providing directions to specific departments in the organisation. In the case of Hilton Sydney,
the managers provide instructions to the specific departments in order to gain success.

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Describing roles and responsibilities of HRM
Figure 1: Roles and responsibilities of HRM
(Source: Marchington et al., 2016)
Task 2: Recruitment and selection
Comparing and contrasting recruitment and selection policies
The recruitment and selection process in Australia includes determining the need for
the workforce. Based on it the position in which the vacancy is available, advertisements are
provided. The selection panel calls upon the short-listed candidates that are eligible based on
the selection criteria. Interviews are conducted online and offline by the HR department of
the companies. Successful candidates are selected and kept under probationary monitoring
before making them permanent.

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Figure 2: Recruitment and selection process in Australia
(Source: Heilman, Manzi & Braun, 2015)
On the other hand, the recruitment process in the England includes defining the
requirements either in newspapers or televisions or social sites. The requirement is provided
with a job description and job specification in order to avoid confusion. The next goal is to
attract potential candidates that are suited for the job. The resumes sent by the candidates are
screened and based on the eligibility of the candidates they are selected for a final interview.
The common factor in the recruitment and selection process of both the countries is that
employment is provided without violating any ethical rules.

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Figure 3: Recruitment and selection process in England
(Source: Bryson, James & Keep, (2013)
Task 3: Retention and development
Option 1:
Identifying reasons behind people staying in jobs
Some of the reasons behind people staying in the jobs include the prospect of
learning. Most jobs provide an opportunity for individuals to learn new things. In the case of
Hilton Sydney, the people stay with the hotel not only due to the reputation but because the
hotel has an opportunity of growth in the international market. This is an excellent learning
process for people seeking to understand the cultures of other countries. Apart from this job
satisfaction is another reason for staying with one job. According to Coetzee & Stoltz (2015),
job satisfaction comes from proper work ambience, proper co-workers and appreciation form
the top level. These traits allow an employee to remain satisfied with the company as well as
the job that is done by them. Fair treatment and equal opportunity for growth are also
important factors that provide the main reason for employees to remain in a job. In the case of

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HRM AND LEADERSHIP
Hilton Sydney, these factors provide the main motivation for the employees to remain in the
hotel. The loyalty of the employees helps the hotel to grow in the hospitality sector of the
country.
Task 4: Performance management
Developing performance management plan
Hilton Sydney provides an authentic experience for people deciding to visit and stay
in the hotel. The quality of service provided by the hotel requires talented and highly skilled
employees. The hotel is known for excelling in innovation and creativity in terms of decorum
inside and outside the premises. In this regard, the job description of the company can be
considered based on the services provided by the employees. Caffe Cino is one of the busy
and quick turns over coffee of the hotel.
The job description includes providing quality service to the customers wanting to
know about the products. The employees need to understand the menu content and keep the
service area clean. Apart from this, the employee needs to be willing to work a rotational shift
(Refer to appendix for job description).
Storey (2014) stated that in order to encourage and motivate employees’ managers to
need to provide promotion based on the work. The best method to evaluate the performance
of an employee is the 360-degree appraisal. The reason for the suitability of this method is
that it takes into consideration the opinions of all the members working in an organisation. In
this regard, the advantages and disadvantages of the method include:
Advantage Disadvantage
Unites people Inadequate feedback
Provides opportunities to develop Lengthy process

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Adheres core competencies Priorities
Table: Advantages and disadvantages of 360-degree appraisal
(Source: Purce, 2014)

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Reference
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Atkinson, J., & Storey, D. J. (Eds.). (2016). Employment, the small firm and the labour
market. Routledge.
Bryson, J., James, S., & Keep, E. (2013). Recruitment and selection. Managing human
resources. Human Resource Management in transition, 125-149.
Coetzee, M., & Stoltz, E. (2015). Employees' satisfaction with retention factors: Exploring
the role of career adaptability. Journal of Vocational Behavior, 89, 83-91.
Heilman, M. E., Manzi, F., & Braun, S. (2015). Presumed incompetent: Perceived lack of fit
and gender bias in recruitment and selection. Handbook of gendered careers in
management: Getting in, getting on, getting out, 90.
Hiltonsydney.com.au (2017). Hilton Sydney Hotel | Accommodation In Sydney CBD |
Home. Hiltonsydney.com.au. Retrieved 13 November 2017, from
http://www.hiltonsydney.com.au/?
WT.mc_id=zELWAAA0AP1WW2PSH3Nano4DGBrandx&WT.srch=1&utm_source
=AdWords&utm_medium=ppc&utm_campaign=paidsearch&campaignid=27230658
7&adgroupid=17673244267&targetid=kwd-116380859
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Purce, J. (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.

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Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.

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Appendices
Appendix
Job description sample