HR Development Report: Strategies for HR Development at Hilton Group

This report provides a detailed analysis of HR development strategies, focusing on the Hilton Group. It begins by outlining the essential knowledge, skills, and behaviors required of HR professionals, emphasizing communication, negotiation, and knowledge of employment laws. The report then delves into a personal audit of an HR officer, identifying training and development needs, particularly in IT and communication skills. A personal and professional development plan (PDP) is presented to address these gaps, outlining specific activities and timelines for improvement. Furthermore, the report explores the differences between organizational and individual learning, training, and development, and analyzes the importance of continuous learning for sustainable business performance. The report also examines the contribution of High-Performance Work (HPW) systems to employee engagement and evaluates various approaches to performance management, concluding with a summary of the key findings and recommendations for enhancing HR practices within the Hilton Group.

DEVELOPING
INDIVIDUALS,
TEAMS AND
ORGANISATIONS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
SECTION 1......................................................................................................................................1
a) Determine appropriate knowledge, skills and behaviours (KSB) that are required by HR
professionals across the department.......................................................................................1
b) Analysing a completed personal audit for identifying any training and developmental needs
................................................................................................................................................3
c) Creating a personal and professional development plan (P2)............................................4
d) Analyse differences between organisational and individual learning; training and
development (P3)....................................................................................................................8
e) Analyse the need for continuous learning and professional development to drive sustainable
business performance (P4).....................................................................................................9
SECTION 2......................................................................................................................................9
i) Demonstrate understanding of how HPW contributes to employee engagement (P5).......9
ii) Evaluate different approaches to performance management (P6)...................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
An organisation’s main asset is always referred to be its employees who are the first
responsible bodies to form an administration that is intending to work towards the attainment of
a common goal. The current report is all about developing the individuals as well as team that in
turn is apparent to grow and improve the entire firm towards a positive direction. It is with a
special consideration of a chosen establishment that is popularly known for its hospitality based
services and is entitled as Hilton (Li, Sanders and Frenkel, 2012). The present report will
illustrate the way in which Hilton Group is considering to develop its people to gain higher
shares in the market and make it a profitable entity in terms of growth and progression. Hilton
Group with its headquarters in US has a foundation year of around 100 years. It is operating in
more than 5500 locations all over the globe. This necessitates Hilton to hire a trained set of
employees and continually develop them to successfully operate at an international level.
SECTION 1
a) Determine appropriate knowledge, skills and behaviours (KSB) that are required by HR
professionals across the department.
An HR professional is required to be quite good at communication and negotiation skills
that will help the firm like Hilton Group to improve its efficiency and effectiveness by placing
highly skilled and knowledgeable workforce with a good behaviour and interaction skills. This
skill set and knowledge possessed by an HR professional will help the firm to gain a good
control over the operations that have been practiced by the firm in an effective and innovative
way. Some major knowledge, skills and behaviour measures that have been taken in
consideration are as follows:
Knowledge
 They must possess appropriate and effective measures that will help them to manage the
business operation and other activities that have been taken by the HR department of the
firm in a better way (Brewster and et.al. 2016).
 An HR professional will also have a thorough knowledge about various laws and
obligations that are to be taken in the organisation like Hilton group. Different employee
benefiting acts like equality act, human right's act, anti-harassment act etc. ensure the
effective policy and working at the organisation.
1

 They will also possess the knowledge of on-going trends and the latest tools and
technologies that will help them to meet the operational capability of the firm and meet
the requirement of their job profile (Cascio, 2018).
Skill Set
 The major skill that the HR professional will possess will be effective communication
and negotiation skills that will help them to manage operations and actions that have been
taken in the organisation which will support a good rise in functional capability of the
organisation.
 Performing various operations like preparing the staff handbook, regular assessment of
the grievances, promotions, appraisals, working conditions, training process and
recruitment and screen activities and induction of new staff in the company.
 They will perform the consultancy and support job in the firm that will involve the proper
handling of the operations that will help in suitable rise in operational capability of the
organisation. Also, they look after better planning of various employee welfare activities
and implement HR planning strategies and policies in an organisation like Hilton Group.
 They will also look after various duties like improving of working environment,
performance management process, providing everyone with equal opportunities, taking
disciplinary actions and absence management to ensure proper operation at the
workplace.
Behaviour
 Communicate with different departmental manager of Hilton group to facilitate a proper
training and recruitment process the will be beneficial for the business organisation.
 Promoting equality and harmony at workplace and devoid any sort of conflict or
interpersonal issue that will support a good rise in the operational capability of the
organisation.
 Advising the promotional measures and other benefits that will support a good rise in the
business activities of the hospitality organisation and will help in suitable rise in the
employee satisfaction level.
 Most importantly, they will look after proper training and learning process that will help
the organisation to increase its efficiency and meet the operational requirements of the
organisation (Marchington and et.al., 2016).
2

All these knowledges and skill improvement measures that have been taken by the firm will
help in suitable rise in good management of activities that will support good rise in operational
capability of the organisation that will help HR executives to handle a good employee
management process and will support a good rise in effectiveness of the organisation. They will
help in better management of operations that will aid in increasing the efficiency of the
organisation.
b) Analysing a completed personal audit for identifying any training and developmental needs
This is to evaluate the personal audit of an employee Jane Cambridge who is positioned
in the post of HR officer. Personal audit has hereby referred to the review done by the HR
himself by filling the below illustrated form. It is apparent to assist the individual in finding the
flaws in oneself by together addressing the pros (Smith and Puczkó, 2014). The below personal
audit has been done to ascertain the need of training and development in the hired HR personnel
and in case of any skill deficiency, proper sessions of training and development can be arranged
for the same. A personal audit which is carried to assess an employee’s job role is not only
evident to build or improve one’s personal capabilities. Instead, it plays a significant role in
equally developing the professional skills that are required to enhance the specialised knowledge
of an individual.
Below are the parameters on whose basis, Jane’s ability as an HR professional has been
judged. These are as follows- Information technology- Herein, Jane has been analysed on the basis of 7 different
parameters with the foremost outlook of being able to use several software. It has been
found that Jane is good at using Microsoft office with an adequate use of excel
spreadsheet. Although, he has very little or no experience of using database and any
specialist HR software. But, he is very good at using internet and email with a good
knowledge of using power point. Communication skills- Jane has been found to lack in this phase with a very little or no
experience of drafting the letters of employment. However, he can adequately take notes
of disciplinary hearings (O'Brien, Scott and Gibbons, 2013). Also, he is having good
skills of writing reports by together being able to produce resources for supporting
presentations. Although, he has no such prior experience with no knowledge of delivering
3

training sessions with suitable skills of resolving complaints and any conflicted state.
Moreover, he can interview the candidates well and can rightly advise on the HR issues. Problem solving skills- Herein, Jane has together been judged on the basis of 3 vital
elements of problem solving skills. These abilities are important to work as an HR in any
sort of organisation that enables the HR to resolve any disputed situation at work which
always signifies a common concern of the management. Jane has been found to have
sufficient capabilities of oral reasoning that helps him to easily handle any complex data
to selectively use the data from it. Additionally, he is also capable of exploring more than
one alternative measures to resolve any existed issue at the workplace. Lastly, he is good
at referring to others opinions as well, which is with a prime intent of resolving the
problems. Supervisory management- Here, Jane has been assessed on the basis of 2 vital
experiences where he has an experience of placements which is less than a month
(Nickson, 2013). Also, till now, he has not managed any individuals at a time.
c) Creating a personal and professional development plan (P2)
A personal and professional development plan which is also termed as PDP is proven to
help in building necessary skills in an individual. Likewise, Jane is together required to develop
several numbers of skills that are currently missing in him to attain the position of an impeccable
HR officer (Johnson and Guetal, 2012). It is mainly on the basis of above carried analysis of
Jane’s personal audit; a PDP is formed to enhance both his personal and professional
development plan that is as specified below-
Skills to be improved Present scale Undertaken
activities
Targeted
performance
Time period
 IT skills At present,
Jane is having
satisfactory
skills of IT
with no
specialised
abilities to help
him work as an
The activities
that are
recommended
for it is to
attend regular
training
sessions at the
work that will
The targeted
performance
that is expected
to get from Jane
after the
designed
sessions is to
become an
3 months is the
expected tenure
within which he
is expected to
fluently use the
HR specialised
databases.
4

efficient HR.
It is with a
specific
concern of
being able to
use specialised
databases
which are
specially
designed for
HR
individuals.
involve both
theoretical as
well as
practical assets
of using HR
related
database.
Although, the
theory sessions
will consists a
limited time
period with
much focus on
practical
learning’s to
quickly grasp
the knowledge.
expert and
professionally
use the HR
databases with
an ability to
teach and
instruct others
as well.
 Communication
skills
Currently, Jane
is good at
writing skills
with adequate
skills of
listening as
well.
However, he is
expected to
raise his verbal
skills of
communication
as well.
This is with a
The activities
that are
recommended
for this is to
attend regular
seminars and
conferences and
make an active
participation in
it.
Also, attending
presentations at
work by
himself
Jane is
expected to
reach to a
proficient level
of
communication
by attaining
both verbal and
written skills of
communication.
This is proven
to make him a
real
professional in
2 months’ time
is the expected
time frame,
within which,
Jane is expected
to come up with
his improved
skills of verbal
communication.
5

foremost
concern of
communicate
fluently with
the clients and
employees
with a
confident
outlook and
effectively
address their
queries and
give proper
commands to
them.
presenting in
front of others
is also apparent
to refine his
oral skills of
communication.
terms of HR by
together
enabling him to
present himself
as the most
desired and
skilful expert
with factual
work
experiences.
 Problem solving In this, Jane is
at a considerate
level in
comparison to
other referred
aspects.
Here, Jane is
presently
having
effective
capabilities of
improving his
verbal
reasoning
skills.
For this, he is
recommended
to take part in
verbal
reasoning
classes by
together
practising it at
work by
attending any
debate sessions
with a keen
outlook of
resolving any
conflicted
situation at
This is
expected to
make him an
expert in
resolving any
disputed
concern at the
workplace at a
very quick and
faster pace.
Within a time
limit of 1
month, Jane is
expected to
enhance his
verbal
reasoning skills.
6

work.
 Management skills This is
basically to
attain some
significant
experiences to
work as a
specialised HR
professional at
work where
Jane is not
having
adequate
experience of
handling the
workers and
placing them at
suitable work
positions.
To improve
this, Jane must
make rigorous
participation in
such activities
at work and
interview more
number of
candidates to
understand their
real
capabilities.
Beside this, he
is together
advised to
primarily
scrutinize the
work positions
and then
compare the
person
specifications
of the
interviewed
applicant with
that to the job
description of a
vacant position.
He is then
expected to
undertake the
hiring
procedures by
placing
efficient
candidates.
In addition to
which, an
increasing
interaction is
also expected to
enable him in
easily handling
a large set of
employees
working under
him.
For this, a
specific time
period of 4
months is
considered to
be enough.
7

d) Analyse differences between organisational and individual learning; training and development
(P3)
This is to differentiate among organisational and individual learning where an
organisational learning is basically to train and develop the team of individuals within a
corporate setting. Individual learning on other hand is much more concerned about training the
employees at an individual level. Organisational learning is therefore focused at developing the
individuals to attain the set administrative goals and objectives. However, the individual learning
on another hand is duly focused at developing the workers to effectively perform their distinct
job roles and responsibilities that will ultimately serve to the overall organisational aims
(Zopiatis, Constanti and Theocharous, 2014). This is due to the fact which states that employees
play a very significant role in contributing towards a timely and well defined attainment of
organisation’s undertaken targets. For this, it is very much important for the employees to strive
hard and reach to the intended aims. This together has a vital involvement of the managerial
bodies who are supposed to continually train and develop the workers. This proves some crucial
differences among both of these concepts of training and development as stated below-
Basis of difference Training Development
 Significance It is a process of learning that
gives an opportunity to the
employees for developing
their skills, knowledge as well
as competencies to fulfil their
job requirements.
It is on other hand refers to an
educational process that is
largely concerned about an
overall development of the
workers.
 Term It depicts a short term
consideration by focusing
upon the present.
This indicates a long term
consideration focussing upon
the future of the employees.
 Orientation It is very much job oriented. This on another hand is much
more Career oriented (Ransley
and Ingram, 2012).
 Motivation Training can be inspired by a
trainer.
Development is a self-inspired
concept.
 Objective It is to enhance the work It is on the other hand aims at
8

performance of the employees. preparing the workers to face
the future challenges.
e) Analyse the need for continuous learning and professional development to drive sustainable
business performance (P4)
A continuous learning and professional development is apparent to drive a sustainable
performance of the business. Continuous learning is significant for both the employees as well as
employers for attaining success in today’s contending marketplace. It is therefore important for
the organisations like Hilton Group to provide such opportunities of continuous learning to their
employees. This can be done by provisioning monetary support for getting educated with some
other financial aids. Although, grants as well as scholarships can also be designed for achieving
Master’s or Ph.D. degree as an option to promote professional development (Smither, Houston
and McIntire, 2016). Recently, some specialised certificate and diploma programs have become
progressively popular. This in turn assists the employees working in the cited firm to give
productive outcomes to accomplish the organisational goals and objectives. It results in
maintaining a viable performance of the business and drives the same for a longer time period.
Furthermore, it also leads in retaining the employees who are also pleased from their enhanced
performance and gets a chance of developing themselves on constant basis. This together depicts
a higher rate of retention with a contended workforce.
SECTION 2
i) Demonstrate understanding of how HPW contributes to employee engagement (P5)
High carrying into action running is now acquiring a key aspect of assistance up of
organisation thriftiness and growth. It secures more effective worker non-involvement and
serious-mindedness in order to achieve change in work skilfulness. Afloat carrying into action
working includes the right-down effort and ceremonial occasion as well as full employment of
skill sets of an employee expeditiously. We can say that High Public presentation on the job is a
result of situation where transference of system, bigness of social trust and easy communication
is approachable to all employees (Bercovitz, 2018). On the other hand, High Public presentation
On the job at Hilton group is achieved done the motivation among the worker or the staff to
execute better. It will not only lead to better running by worker but also have excluded effect on
9

the carrying into action of the Hilton Group. It includes some practices which guarantee worker
acting well. Some other factors are as follows:-
 High worker Involution: It excludes the pattern where the establishment can involve
many of its business like worker to execute some limited task. Its volition not lone
improve the social relation, trust and team spirit among workers but also assist in
establishment to accomplish larger goals easy & ineffectively. When such structure
grouping will prosecute more in assorted business process, then Hilton Hotel can take
new ideas. At the on the job situation, if any analysable state of affairs incur, then
through worker battle direction can get new sentiment and list of mixture (Bercovitz and
Feldman, 2018). Thence, issues and obstruction can be resolved suitably which aid to
make the business concern cognitive process very crease less.
 Human Assets Practices: In this context, Human Resource Pattern includes the
arrangement of methodological investigation to measure and analyse employee efficiency
& backed on that fetching measures & creating the line of reasoning for the worker
appraisals & better. Also, it considers the business like execution of the laws and
modulate match for the worker payment.
 Wages and Committees policies: In this context, reward plan of action considers the
consolidation of payment that is being granted to workers on their business like job by
the organisation or employment. It reckons monetary payment, inducement, appreciation
and other word form of non-pecuniary payment. It advances a worker to work effectively
and with dedication. Complicatedness policy considers the leader to ask worker to be
under a bond which in one word form, gives self-assurance of job safety to the worker
(Brewster, 2016). The Hilton Group can absorb such argumentation to get the best out of
each worker in its personnel.
Other than this, the high performance working will help in good rise in the operational
quality of the business organisation and this will see through the better rise in operational
capability of the organisation that will support a good rise in business activities that have been
performed at the business organisation like Hilton group. This will help the firm to improve its
functionality and meeting of the targeted goals and effectiveness of the operations that are being
taken in the organisation and will help in suitable rise in the operational capability of the
organisation (Chelladurai and Kerwin, 2017). Other than this, the HPW will help in good rise in
10

the operational capability of the organisation and help the firm to gain a good employee
satisfaction level and meeting of the targeted goals and operations. Besides this, it will also aid in
improving the customer containment level of the organisation. A good employee engagement
will support a better rise in the operational capability of the organisation, lead to a good
interaction and meeting of targeted goals.
ii) Evaluate different approaches to performance management (P6)
There is one of the most important essential to negotiate and amend carrying out in the
market. Basic ground behind measure this faced is that, it aids to know that Hilton Hotel has
which kind of public presentation like accelerative or depreciating in commercial enterprise of
cordial reception. On the basis of this, direction of selected establishment makes corrective
actions. Behavioural approach: This conceptualisation is one of the of age proficiency of
performance measuring. Behavioural plan of attack is also suitable for legibility and
quality. It is most of import attack in the selected arrangement, because a affirmative
mental attitude is very essential in arrangement. If worker of Hilton Hotel have an
affirmative cognition, then he can fulfil the custom-made (Brewster, 2016). It is one of
the oldest show method where the behaviour of a person is being seen by the Hilton
Group to ensure their bang-up social relations with other workers as well as with custom-
made. Comparative plan of attack: Second conceptualization in which compare among two or
groups is ready-made and on the footing of this level of carrying out is to be assessed.
Isolated from this, alone and present data also can be plumbed and managed as per the
unmediated theoretical account. Farther, former ranks also given to groups on the basis of
precocious and last performing artist. For example: One grouping provides completes
peculiar task in two days and another absolute the same in 3 twenty-four hours.
 Quality conceptualisation: Apart from behaviour and relative approaches of carrying out
governing body, quality attack is also extremely effectual. Reported to this, basically
satisfaction level of custom-made are reasoned on the basis of choice of ware and employ
offered by Hilton Hotel. As per this, employer or organisational associate take feedback
on daily basis by taking base to mistake and amends incurred in business activity
administrative district.
11

 Work profile: Render appropriate job to the employee as per his accomplishment set is
also of importation for the Hilton Group because inefficient worker working on an crucial
appellation can unfavourable effect the attribute of service of the Hilton Group. It is
supported on the being of circumstantial skill sets that is needful by the establishment to
acting the task such as job solving accomplishment, cooperation, human action,
creativity, invention etc. the Hilton Group can use this attack to find out the extra skills of
its activity force for delivery out the high carrying into action from them. Serious-
mindedness logical evidence include the employee to ask employer to be subordinate a
bond which in one form, gives self-assurance of job legal document to the worker. The
Hilton Group can imbibe such logical argument to get the best out of each worker in its
building material.
Proper execution of these approaches will not only help in effective rise in the customer
satisfaction level in the firm but will also help in the growth and development of the
company in a better way. Meeting the targeted goals will support a good rise in revenue
generation which will facilitate the better growth and development of the business
organisation (Cascio, 2018). Other than this, the HR department of the firm will see through
the better handling of the operations that will support a good rise in the operational capability
of the organisation. High performance working will motivate the employees of the cited firm
to meet the operational requirement of the organisation and help the firm to come up with
innovative and high class product and services that will aid in attracting higher number of
customer and meeting of the objectives that are being set by the firm. It will lead to a good
revenue generation and will help in better growth and development of the organisation with
good improvement in effectiveness and efficiency of the business operations and the
employee or the workforce at cited hospitality firm (Brewster and Hegewiscs, 2017).
CONCLUSION
The above report has discussed upon 3 vital parameters of an HR professional namely
knowledge, skills and behaviour. This is basically to handle a large scale of workforce to operate
at a worldwide level, the HR professionals must possess these expertise. It has then evaluated the
factors that are required to be taken into consideration for applying and assessing a
comprehensive learning to drive viable performances in the business. Followed by which, this
report has demonstrated the contribution of HPW in engaging the employees at the workplace
12

and attain contending benefits. Lastly, it has analysed ways in which a collaborative sense of
working with effective communication at all the levels and a managed performance of the
business can support in raising the sense of commitment in the workers by together developing a
high performance culture.
13

REFERENCES
Books and Journals:
Bercovitz, J. and Feldman, M., 2018. The mechanisms of collaboration in inventive teams:
Composition, social networks, and geography. Research Policy. 40(1). pp.81-93.
Brewster, C. and et.al. 2016. International human resource management. Kogan Page
Publishers.
Brewster, C. and et.al., 2016. New Challenges for European Resource Management. Springer.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chaskalson, M., 2011. The mindful workplace: Developing resilient individuals and resonant
organizations with MBSR. John Wiley & Sons.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Li, X., Sanders, K. and Frenkel, S., 2012. How leader–member exchange, work engagement and
HRM consistency explain Chinese luxury hotel employees’ job performance. International
Journal of Hospitality Management. 31(4). pp.1059-1066.
Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
O'Brien, D., Scott, P.S. and Gibbons, P., 2013. Developing Strategy from the Middle: Subsidiary
Strategy and the Role of the Subsidiary General Manager.Irish Journal of
Management. 32(2). pp.109.
Ransley, J. and Ingram, H., 2012. Developing hospitality properties and facilities. Routledge.
Smith, M. and Puczkó, L., 2014. Health, tourism and hospitality: Spas, wellness and medical
travel. Routledge.
Smither, R., Houston, J. and McIntire, S., 2016. Organization development: Strategies for
changing environments. Routledge.
Watt, S., 2018. ‘Get with the Programme’: Human Resource Management a Risky Strategy?.
Risks, Identities and the Everyday. 9(5). pp.91-99
14

Zopiatis, A., Constanti, P. and Theocharous, A.L., 2014. Job involvement, commitment,
satisfaction and turnover: Evidence from hotel employees in Cyprus. Tourism
Management. 41. pp.129-140.
Online:
Johnson, R.D. and Guetal, H. G. 2012. Transforming HR Through Technology. [Online].
Available through: <http://www.shrm.org/about/foundation/products/documents/hrtech epg-
final.pdf >.
15