HRM in Hospitality: Employee Retention and Talent Development Report

This report provides a detailed analysis of Human Resource Management (HRM) practices within Hotel Hilton. It explores the stages of the HR life cycle, emphasizing the importance of employee retention and talent development. The report examines performance development plans for hotel managers, outlining key skills and objectives. It also delves into the role of legislation, including health and safety, food safety, and licensing acts, impacting hotel operations. Furthermore, it analyzes the influence of employment and contract laws on organizational decision-making and highlights the interrelation between various functional departments, such as engineering, accounting, and HR. The report also discusses communication methods, coordination, and monitoring within the hotel, offering recommendations for improving talent management and addressing potential organizational impacts. Finally, it addresses employee behavior and retention issues and provides insights into the methods of communication, coordination, and monitoring within specific departments.

Individual Written Report

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Stages of HR life Cycle and Importance of Employee Retention and Talent Development.......1
Performance Development Plan..................................................................................................3
Role of Legislation in Organization operations...........................................................................5
Impact of Employment and Contract Law on Decision making of Organization.......................5
Interrelation Between Various Functional Department...............................................................6
Methods of Communication in Various Functional department of Organization.......................7
Importance of HR life Cycle for Employee Retention................................................................7
Influence of Regulation, Legislation and Standards on decision making in Hospitality sector. .7
Analysis of Communication, Coordination and Monitoring with in Hotel.................................8
Recommendations to Improve Talent Management....................................................................8
Potential impact of different factor on organization....................................................................8
Method Of communication, Coordination and Monitoring in Particular Department................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is strategical and tactical approach of company that is
applied within the organization for effective management of people of organization. People
management in company is most important to utilize the skills and knowledge of employee in
effective way to gain competitive advantage in market place. HRM is consists of different
activities that are performed by Human Resource department to manage people of organization.
This report is analysis the people management in organization to improve performance and
productivity of company (Al Ariss, Cascio and Paauwe, 2014). This report is providing brief
information of HRM practices in Hotel Hilton. the Hotel Hilton is a private multinational hotel
chain. Hotel Hilton is working on more 586 locations around the world. Hotel Hilton was
founded in year 1919 as Hilton Hotels by Conrad Hilton. Headquarter of hotel Hilton is in
McLean, Virginia, United states. In London Hotel Hilton is located in Park lane. This report is
providing information of HR life cycle and methods to employee retaining and talent
development. Professional development plan is also created for a particular job role in hotel.
Different other factors that affects the business and decision making of HR and management are
covered in study.
MAIN BODY
Stages of HR life Cycle and Importance of Employee Retention and Talent Development
Various steps are followed by HR department under HR life Cycle these stages are
attraction, recruitment, on boarding, enablement, development, Retention and separation.
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Illustration 1: HR Life Cycle
(Source: A Guide to the HR Life cycle, 2019)

Attraction- This is the first stage of HR life Cycle and in this stage human resource department
try to attract various candidates by posting promotion templates through print media and digital
media (Bamberger, Biron and Meshoulam, 2014). This Is a way to make the people aware about
job opening of manager in Hotel Hilton. By following this stage they ask the candidates to send
their profile to company.
Recruitment- Recruitment is a process that is used by HR department to select right candidate
for the vacant job in organization. This process is also consists of different stages that are
planned to analysis and evaluate skills and knowledge of candidate on various scale. Steps
followed in recruitment are screening, technical interview, management interview and Personal
interview.
On Boarding- On boarding that a process that is used by human resource department to make
new employee aware of company background, workplace environment and work procedure. This
one of most important thing to make them familiar in organization to get maximum result from
them (Birasnav, 2014). This process can be explained in three steps. Conveying organization and
brand values to employees, explain company culture to recruit and tell them about their job role
in organization.
Enablement- This method is used by human resource department to introduce the company to
new employee and make them comfortable in organization. This process is conducted as a
conference or meeting in organization. Other processes done in this stage are help the new
employee with paperwork in organization, make them aware of their right and company policies
that are useful for them.
Training and Development- Training and de3velopment is a procedure that is conducted by HR
department to develop required skills and knowledge in employees to improve their productivity
in specific task that is performed by them (Bryson, 2017). This process is based on an analysis
that is performed by HR department through performance evaluation and monitoring process.
Retention- Retention is a method that is used by human resource department to hold the
employee longer in organization to improve productivity and performance of Hotel Hilton. This
process is consists of different strategies which are helpful to motivate and encourage the
employee. By providing employees with flexible timing, increments, incentives and other
benefits company try to retain employee.
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Separation- Separation process conducted by HR department when a employee of company
leaves the organization for some reason or get retired form company. In separation process exit
interview of person to get their reviews and feedbacks for company.
Importance of Development and Retention of Manager
Training and development process is important for both manager and organization. For
hospitality sector (Clark and et.al., 2016). Role of manager in hotel industry is important to
manage the operation of organization to get done different tasks efficiently that are important for
satisfaction of customer. For effective management employees are trained and provided with
various kind of information that is important for their job role in organization.
Employee retention is important for market image of organization. For better reputation
they need to keep their employee motivated and satisfied with their job. This activity of HRM
ensure satisfaction level of employee to make their stay or service for longer period in Hotel
Hilton.
Performance Development Plan
For a role of hotel manager different skills are needed to manage the operation of
organization these skills are- communication, operation knowledge, team building and
leadership. These skills are important for job role for manager in Hotel Hilton. For improvement
of various skills of manager a performance management plan is needed.
Objective Success Criteria Additional
Support
required
Review Schedule Objective
Outcome
Communication Fluency in
Speaking and
Command on
Language
Development
program
Feedbacks of
Subordinates and
Team Members.
 2 - 3
Months
 Self
Managem
ent plan
 Better
communic
ation in
effective
way with
clients.
Operation
Knowledge
Better knowledge
of functions of
organization.
Review of
Company process
is required.
Personal
evaluation
 20 to 25
days.
 Self
manageme
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nt
 efficient
Knowledg
e of
organizati
on
process.
Team Building Suitable
allocation of task
and
responsibility.
Research and
monitoring is
required.
Performance
analysis skills
need to be
developed.
Self evaluation
and by
performance of
various skills.
 2 to 3
Months
 self skill
developm
ent plan
 Efficient
skills of
team
forming
and task
allocation.
Leadership Efficient skills to
lead the
organization
operations.
Self performance
analysis and
personal
development
sessions.
Performance of
organization and
motivation level
of employees.
 2 to 3
Months
 Developm
ent
program
outside
organizati
on.
 Effective
lead the
organizati
on.
The different issues face by organization related to employee behaviour and employee retention
are poor job performance, less team efforts, no response to coaching and resistance to change
these are some employee behaviour problem that are faced by organization (Deery and Jago,
2015). The problems related to employee retention are fewer benefits to employees, limited
resources and work life balance.
There are different activities used by Hrm to minimize the troubles and issues with in the
organization. For the personal issues of employee Hrm conduct different training and
development programs. These programs are designed on the personal monitoring of employees
and performance evaluation of each employee with in the organization. This training programs
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are designed to improve skills of employees. Problems related to team working and cooperation
are reduced by performing various activities that are designed to improve cooperation level of
employees with in teams. Issues related to employee retentions are addressed by management
and Hrm by providing different benefits to employees to rise their satisfaction level in
organization. By providing flexibility, incentives, leaves and work hour flexibility to employees
to make them longer in organization. This benefits can improve employee retention rate of Hotel
Hilton.
Role of Legislation in Organization operations
For all organization it is important to follow some rules that are essential to conduct
business in country. For hotel industry some important laws are related to their restaurant
business and safety of work place. Health and Safety Act 1974 is ensuring the safety of
employees and customer in Hotel Hilton. According to this law it is important for hotel to keep
the design and structure safe for employees and customers. There should be enough facility of
hazard prevention to reduce the risk of death and injury at work place. Food Safety Act 1990 Is
provides guidelines to organization to follow them to avoid certain health issues in food
processing in hotel. There are food standards are provided to meet the food safety requirement in
organization (Kavanagh and Johnson, 2017). According to Licensing Act 2003 to start business
of liquor in organization they need to take relevant licence from government. Without this
licence they are legally not able to conduct the business of liquor. Holiday Pay Act 1938 Is
ensuring the employees get enough paid leaves and also a structure is provided to companies to
provide certain amount of leaves to each employee in organization. This is how different
legislation force the organization to make certain changes in Hotel policy to conduct their
business efficiently under the law.
Impact of Employment and Contract Law on Decision making of Organization
Employment Act 2002 is the major law of employee in United kingdom. This law is
consists of different regulations that are important for organization and compulsory for them to
follow. Employment act 2002 contains new rules on maternity leave, paternity leave, adoption
leave and pay and changes to tribunal system in United Kingdom. This act is also consist of
equal pay, fixed term work and flexible working. These acts force the organization to act
accordingly. There are different policies made by Hrm in organization to increase the profit of
Hotel effectively. Employment act force organization to make policies as per guidelines provided
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in Act 2002. because these laws are compulsory for organization and this thing made the HRM
to make decisions in Hotel on base of Employment act 2002.
Employment Right Act 1996 is providing information of employment contract in
organization. When an employee joins the organization they make some rules and contract with
employee. These laws provide some rights to both employee and organization that are mentioned
in employment contract (Mao and et.al., 2016). This contract are about the work hours of
employee, terms and condition of organization and rights of employee in hotel. Also, the
regulations of termination are consists in this employment contract. Neither company nor
employee can break these laws. If any of them break this law can face legal actions. So, it is duty
of HRM to make business policy of organization by considering employment and contract law to
prevent such legal against Hotel Hilton.
Interrelation Between Various Functional Department
There are various functional department in Hotel Hilton that are important for
performance of organization. Each functional department have their individual role in
organization and the overall performance of organization is depended on interrelation of
functional departments. Engineering department, Accounting Department, Human resource
department and food and beverage department. Operation of all these departments are connected
to each other. The engineering department is connected to each department of Hotel Hilton.
Different facilities like electricity, Information technology, software support and technical
support to other department is provided by engineering department. The accounting department
of Hotel Hilton is responsible to design budget for organization and different department. It is
also function of accounts to allocate specific amount of fund to each department for their
operations (Wilton, 2016). Human resource department is responsible to handle other
departments of organization. Employees and operation of all department are look after by Human
resource department. The cooking department is connected to other department by mutual needs.
Food and beverage department connected to accounts and technical engineering department to
provide continuous food supply to customers. This is how all different department are connected
together for performance of organization.
Methods of Communication in Various Functional department of Organization
In Hotel Hilton all the department are connected to each other by different method of
communication. For effective performance and productivity of organization it is important to use
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fast and effective methods of communication. In Hotel first and moist defective method is face to
face communication (Mone and London, 2018). This also can be considered as one of most
effective way of communication. Email are also used to communicate with people of
organization that are located on different locations. For kitchen department the visual tools of
communications are used to communicate the orders of customers. Speed messaging tools are
also used by different department to perform quick casual communication with other department
or with management. Social media platforms in organization are also used to perform
communication with high mobility and the most common type of communication in the hotel is
telephonic communication. All the members of organization are connected with telephones.
Importance of HR life Cycle for Employee Retention
With in an organization it is role of Human Resource Management is to manage the
employee relation to create positive work environment. The productivity and performance is one
of major factor for HR department. It is their duty to manage the work force of Hotel Hilton.
They are responsible for behaviour or employees in organization. There are different practices
used by HR department to keep the employees motivated and encouraged to get maximum
performance from them (Nyberg and et.al., 2014). For this they track movement, behaviour and
performance of employee with in the work place. They deal with various issues of employee to
solve their problem in organization. Solving conflicts between management and employees is
also a function of HRM. This is how Human Resource department of Hotel Hilton full fill the
needs of employee to ensure the high retention rate in organization. Various communication and
interview sessions are used by the Hrm to listen the issues of employees in organization to
provide them with relevant solution to hold them with hotel.
Influence of Regulation, Legislation and Standards on decision making in Hospitality sector
Hotel industry works on principle of providing the best quality service to customer to
make good impression of hotel in market place. For this quality service hotel use to follow some
standards that lead to the quality service. To deliver the best quality to customer it is essential to
follow these standards (Wiegmann and Shappell, 2017). The decisions of organization effect
these standards. The regulation and legislation are the rules and regulation that are decided and
made by legal body and government of country. Various legislation that are explained above
force the organization to make their policies and decisions under certain criteria to protect basic
rights of employees and customers. If organization do not follow these laws them maybe they
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can face serious legal issues against Hotel Hilton. That is how legislation, regulation and
standards of organization influence decision of organization.
Analysis of Communication, Coordination and Monitoring with in Hotel
To get maximum performance form organization and employees different methods are
used by Hotel Hilton. These methods are monitoring, communication and coordination.
Communication is the best way to convey the goals of organization to employees and bottom
line of hotel. By different tools of communication are used by organization to provide
information of organization goals to employees to work accordingly. Monitoring tools are also
used by Hotel to track the employees and customer to provide better facility to them. For
monitoring Hotel Hilton use cameras, performance tracking tools, Artificial intelligence and
tools like RFID are used to manage the services and people in Hotel (Paillé and et.al., 2014). For
coordination management use tool like RFID to track progress of each task with in organization.
This is important for all department to know details of progress of different tasks. This thing help
them to improve value of various services of organization.
Recommendations to Improve Talent Management
Human resource management can use different methods to improve talent management in
the organization. For talent management Hrm can use effective recruitment to select very
efficient candidates for specific job role to improve productivity and talent in organization.
Strategical plan can improve the performance of employees and management of organization.
Executive coaching and recognition programs also can be used to encourage and motivate
employees in organization. Executive coaching can help the employees top perform different
tasks with higher effectiveness. This will also improve their skills and knowledge to perform
allotted task. Reward and recognition also can be used to motivate employees and this
motivation also promote them to perform better with their core skills to get high defective output.
As per the HR life cycle skill development can be achieved in training and development process.
Potential impact of different factor on organization
In hotel industry the impact of legislation and government is too high cause this is related
to safety and security of people. The services provided by hospitality sector is directly affected
by laws made by legal authority of country. I think it is important to protect people of country by
protecting their rights and safety in hotel. For example if the standards of cooking follow by
organization are not good for customer them it can cause various infection and diseases to
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customer and people of organization (Rockström and et.al., 2017). Legislation like food safety
act prevent this kind of situation by providing specific guide line to Hotel. In my opinion this is
important to follow the regulation that are made by government. To prevent legal action and
financial loss it i9s important for Hotel Hilton to follow regulation of organization. The ethical
terms are also influential in decision of organization. To conduct business without getting
interruption it is important to take decision by following terms and condition of legal, ethical and
standards factors of organization.
Method Of communication, Coordination and Monitoring in Particular Department
There are different communication tools used by Engineering department in Hotel Hilton
and these tools are social media networking, local Area network, discussion forums, tracking and
case software (Stone and et.al, 2015). These tools are used by engineering tools use by
engineering department. For monitoring different tools like cameras, tracking devices, sensors
and measurement devices are used by engineering department to monitor action of employees
and technical procedures in Hotel. For coordination digital technology used to provide visual
information to employees of department. This visual guide lines and process representation help
engineering department with other departments.
CONCLUSION
This report is providing brief information about HRM practices and HR life cycle for
performance of organization. Impact of legislation, regulation and standards has been study to
know the working of HRM in particular situation. Different functional department has been
studied to evaluate their interrelation for performance of organization. Methods of
communication, monitoring and coordination also has been analysed to evaluate their
effectiveness in Hotel Hilton. Recommendations are provided to improve the productivity of
Hotel Hilton.
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REFERENCES
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implementation, and impact. Routledge.
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industry: The role of transformational leadership beyond the effects of transactional
leadership. Journal of business research. 67(8). pp.1622-1629.
Bryson, J., 2017. Effective library and information centre management. Routledge.
Clark, W.C. and et.al., 2016. Boundary work for sustainable development: Natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management. 27(3).
pp.453-472.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Mao, H. and et.al., 2016, November. Resource management with deep reinforcement learning.
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Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Nyberg, A.J. and et.al., 2014. Resource-based perspectives on unit-level human capital: A review
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Paillé, P. adn et.al., 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics. 121(3). pp.451-466.
Rockström, J. and et.al., 2017. Sustainable intensification of agriculture for human prosperity
and global sustainability. Ambio. 46(1). pp.4-17.
Stone, D.L. and et.al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Wiegmann, D.A. and Shappell, S.A., 2017. A human error approach to aviation accident
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Wilton, N., 2016. An introduction to human resource management. Sage.
Online
A Guide to the HR Life cycle. 2019. [Online]. Available Through.<https://xceed365.com/a-guide-
to-the-hr-lifecycle/>.
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