Human Resource Management Report: Hilton & Qubic Hotels Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on Hilton and Qubic hotels. It differentiates between personnel management and HRM, assessing how HRM functions support organizational goals. The report evaluates the roles and responsibilities of line managers and the impact of legal and regulatory frameworks. It further analyzes human resource planning, outlining stages and comparing recruitment and selection processes. The study also assesses motivational theory, reward management, job evaluation, and employee performance monitoring. Finally, it explores reasons for employment cessation and the impact of legal frameworks on these arrangements. The report utilizes case studies and examples to illustrate key concepts, offering insights into effective HRM strategies. This report is available on Desklib, a platform offering AI-based study tools and past papers for students.

Human Resource Management
1

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Differentiating between personnel management and human resource management.............3
1.2 Assessing how human resource management functions help organisation in achieving its
purpose.........................................................................................................................................4
1.3 Evaluating the role and responsibilities of line managers how it supports human resource
management functions.................................................................................................................5
1.4 Analysing how legal and regulatory framework impact on human resource management...5
TASK 2............................................................................................................................................6
2.1 Analyzing reasons for human resources planning.................................................................6
2.2 Outlining the stages involved in planing of human resources requirements.........................7
2.3 Comparing the current requirement and selection process of Hilton and Qubic hotel..........8
2.4 Evaluating the effectiveness in the organization recruitment and selection process
techniques of Hilton and Qubic hotel..........................................................................................8
TASK 3............................................................................................................................................9
3.1 Assess the link between motivational theory and reward management in Virgin Media......9
3.2 Evaluating process of job evaluation and other factors that determine pay structure in
Virgin Media..............................................................................................................................10
3.3 Evaluating effectiveness of reward system for the business................................................11
3.4 Examining different methods used to monitor employee performance...............................12
TASK 4..........................................................................................................................................12
4.1 Evaluating reasons for cessation of employment.................................................................12
4.2 The employment exit procedure used by The Chicken Master and other organisation.......13
4.3 Impact of legal and regulatory framework on employment cessation arrangement............14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16
2

Illustration Index
Illustration 1: HRM functions..........................................................................................................6
Illustration 2: Recruitment and selection process............................................................................9
3

INTRODUCTION
Human resource management is the process of effective management of personnel
working in organization for the purpose of achieving set objectives. It consists of several
functions such as planning, organizing, directing and controlling of manpower. Present report is
based on Hilton hotel which is a global brand of full service hotels and resorts. This corporation
has more than 570 hotels and resorts across 84 countries and territories. Furthermore, assessment
has been done on the functions of human resource management that assists corporation to fulfill
its purpose in an effectual manner. Moreover, roles and responsibilities of line managers have
been evaluated along with assessing its support to human resources management functions. In
addition to this, reasons for human resource planning have also been analyzed along with the
outline of manpower requirement. Moreover, other aspects related to human resource
management like exit interview, performing monitoring methods and job evaluation are also
explained in the report.
TASK 1
1.1 Differentiating between personnel management and human resource management
Personnel management refers to be process of managing workforce and building a
positive relationship with them. On the other hand, human resource management focuses on
effective use of manpower for the purpose of achieving aim and objectives of company at the
right time. Here, Hilton hotel is operating at the large level and thus it requires to have human
resources management in company for the purpose of customer retention (Aladwan, 2014).
However, Qubic hotel of UK has personnel management in order to reduce the cost of
production with high quality of services. Under this, big organizations like Hilton hotel uses their
personnel as assets of firm and ensure direct communication with them by having strategic
functions for them. On the contrary, Qubic hotel ensures indirect communication and perform
routine functions by treating employees like machines.
Furthermore, personnel management has slow decision making process with procedural
management action. Here, job evaluation serves as the basis of pay and job design is done in
accordance with the division of labour (Werner and DeSimone, 2011). On the other hand, under
human resource management, decisions and managerial actions are taken are taken quickly as
4

well as in accordance with the need of business. Apart from this, people in HRM are paid as per
the performance evaluation (Gospodarevskaya and Churilov, 2011).
1.2 Assessing how human resource management functions help organisation in achieving its
purpose
There are several functions of human resource management such as recruitment, selection
and training as well as development.
(Source: HRM functions, 2016)
Along with that, manpower planning and performance measurement as well as evaluation
are also included in the same. Here, Hilton hotel follows effective recruitment procedure under
which skilled and competent workforce is hired. Furthermore, different kinds of tests are
conducted for completing the task related to selection (Çalişkan, 2010). This aspect tends to
create goodwill of Hilton hotel by which long as well as short term objectives of firm can be
accomplished. Not only this, but also training and development activities are organized by the
firm by which employees are provided with guidance to work in an effectual manner. However,
different kinds of training like on-job and off the job are offered for increasing expertise of all
5
Illustration 1: HRM functions

engaged personnel. Similarly, employees are offered with reward in accordance with their
performance. This aspect is helpful for them to bring improvement in service quality. Moreover,
performance measurement is done on the basis of effective record keeping which will be
effective for optimum utilization of limited resources in Hilton hotel (Innocenti, Profili and
Sammarra, 2013).
1.3 Evaluating the role and responsibilities of line managers how it supports human resource
management functions
Line managers are directly connected with personnel who are working for the well being
of corporation. Line manager of Hilton hotel is responsible for building good relationship with
personnel by meting their expectations in an effectual manner. They usually contact employees
and ensure to make resources available to them so that they can easily accomplish the target
given to them. However, line manager assess workforce with the help of effective record keeping
related to performance of employees (Mickelsson, 2013). It will be helpful for the management
of Hilton hotel to provide assistance to employees to finish their work by offering them training
or continuous learning. In this manner, line manager is responsible to manage the operational
cost with appropriate management of day to day business activities. Furthermore, they deal with
customers and clients and listen their complaints through which it can be known that how
effectively employees of Hilton are rendering services to them. Apart from this, work allocation
is also done by line managers because they have idea regarding potential of employees and
accordingly work will be given to all of them (Kumar, 2010). Moreover, line manager play
active role for checking quality by observing the performance of workforce on the basis of
certain parameter.
1.4 Analysing how legal and regulatory framework impact on human resource management
The legal and regulation framework must be taken into account by human resources
management which will be helpful for corporation. It enables workforce to fight for their right if
company does not pay attention on the same (Savage, Fottler and Khatri, 2010). For example,
Employment Right Act 1996 depicts that Hilton hotel cannot discriminate among employees on
the basis of race, religion and others. At the same time, Equal Right Act 2010 is also there which
must be complied by corporation like Hilton hotel through which it becomes convenient for firm
to work in the boundary of set regulations. Furthermore, stated act of equality also states that
6

employees must be treated equally on the basis of employment as well as private ans public
services (Pinnington, 2011).
Furthermore, healthy and safety regulations are also there which are following by human
resource department of corporation. Under which company put efforts to cater need of
government as well as employees by keeping good working condition and appropriate work
environment for employees (Berman and et. al., 2012). This enables firm to deliver good quality
of services to end users without any kind of issues. Also, legal and regulation framework reflects
that corporation can ensure its ethical conduct of business with increased rate of return.
TASK 2
2.1 Analyzing reasons for human resources planning
There are some reason for which an organization requires to have human resources
planning. It will be helpful for company in carrying out different activities of business. Here,
future manpower needs is recognized with the help of human resources planning thereby
company can easily complete the related task (Chiva, 2014). Furthermore, human resources
planning facilitates to assess the gap between current inventory and future requirement of
workforce. This planning process is helpful for assess the potential of current workforce so that
accordingly management can plan to bring modification in their personality. For this purpose,
practices of recruitment of talented personnel can be started by human resource management of
Hilton hotel.
Similarly, it is the effective aspect for development of manpower in the organization.
Moreover, the planning process of human resources tend to support in reducing the uncertainty
associated with business (Hendry, 2012). Here, hr department of hotel make it possible to
increase expertise of workforce and support them to accomplish allotted task to them. In addition
to this, effective planning of employees is also helpful for their optimum utilization. It is because
if an organization has sufficient employees for future needs then it will put efforts to
development them enough (Kord, Andouhjerdi and Hallajian, 2014). In such manner, human
resources planning is very important for every organization in order to reduce cost and increased
profitability along with retention of workforce for longer time span.
7

2.2 Outlining the stages involved in planing of human resources requirements
There are several stages associated with human resources planning which is helpful for
business to accomplish their long as well as short term objectives (Mello, 2014). The case study
reflects that Hilton hotel is suffering issue of high attrition rate because of lack of skilled and
competent workforce. For this purpose, following stage will be applied for planning of human
resources-
(Source: Recruitment & Selection Hiring Process, 2016) Analyzing objectives of firm-The organization can have objectives related to increase
profitability and sales turnover by focusing upon particular department like production,
marketing and finance (Paillé and et.al., 2014). However, business might requires finance
for the purpose of expansion or sales activities. Assessing human resource planning objectives-Under this management of Hilton hotel
will identify the personnel who are not skilled and they will be replaced with the
appropriate one. However, some skilled personnel can be transferred and promoted.
8
Illustration 2: Recruitment and selection process

 Forecasting-This is the third stage of human resources planning under which
requirement of personnel is forecasted. It assists corporation to assess the requirement
how much personnel will be required (Price, 2011). Assessing the supply of manpower-Under this stage company assess the supply of
workforce in accordance with quantitative and quality. For this purpose, focus is laid on
number of personnel along with their potential.
 Matching the demand and supply-At this stage hotel assess the match between demand
and supply by filling the gap with hiring new personnel or doing other practices like
promotion etc (Werner, 2014).
2.3 Comparing the current requirement and selection process of Hilton and Qubic hotel
The recruitment and selection process is very important for corporation which assists firm
in selecting the most competent personnel for the vacant position. The Hilton hotel hotel follows
the structural process for recruitment where first of all need is identified and and position
description is developed. However, hr manager of firm prepares for the recruitment plan under
which designation and other detail require in potential candidates will be mentioned. After
completing all this work, company tend to select the search committee through which competent
workforce can be selected for the purpose of meeting objectives of business (McClean and
Collins, 2011). Furthermore, Hilton hotel recruitment plan is implemented and then application
are reviewed with development of short list. After that process, interview is conducted with
selected personnel and then they are also asked for giving aptitude test. Moreover, employees at
last hr assess employees on the basis of every parameter and employees are selected by
completing the final recruitment process (Belbin, R. 2011).
On the other hand, Qubic hotel places advertisement in newspaper ans social media. This
aspect is done by reducing cost of production and attracting large number of competent
personnel. Furthermore, employees are shortlisted and then they are interviewed. In addition to
this, workforce are selected for the vacant position.
2.4 Evaluating the effectiveness in the organization recruitment and selection process techniques
of Hilton and Qubic hotel
The recruitment and selection techniques of Hilton hotel Qubic is quite different. This is
because Hilton is operating at large scale which wants to ensure inclusion of competent
9

personnel who can retain personnel for longer time span. On the other hand, Qubic hotel adopt
relatively short technique which aims to select qualified personnel, However, firm focuses upon
lowering down cost of production through which it can easily increase profitability (Zheng,
Yang and McLean, 2010). On the other hand, Hilton hotel makes recruitment plan and adopt
costly affairs just for the sake of reducing attraction rate and increase effectiveness of
corporation with increased rate of return.
Hilton hotel also conducts test with employees such as aptitude and reasoning their which
effectiveness of personnel can be tested in very well manner. It aids to improve service quality
which is rendered to end users. Apart from this, Qubic hotel directly select the employees on the
basis of long interview process (Aladwan, 2014). This process facilitates to create competitive
edge of the firm with retention of buyers. However, it can be critically evaluated that less skilled
employees might increase cost of firm by increasing attrition rate. Therefore, selection process of
Hilton hotel is quite better that other selected organization. It will be helpful to resolve issues
which are being faced by clients or end users.
TASK 3
3.1 Assess the link between motivational theory and reward management in Virgin Media
Motivation refers to an urge to perform better in an organisation for attaining well
defined growth and development results for the business unit. It is a significant aspect of working
for the business unit. Furthermore, motivation can be defined as a factor which stimulates the
desire and energy to remain interested and committed in the present wok profile and provide
high outcomes for the business growth and development (Werner and DeSimone, 2011). Reward
management of the business is defined as a formal system of evaluating the performance of an
individual and deliver financial and non financial rewards against that to attain high and valuable
growth aspects within the business unit.
Case analysis of Virgin Atlantic clearly reflects that motivational aspects of the
employees are significantly affected by the reward management system of the business unit.
Virgin Atlantic is a renowned aviation industry operating globally to attain high success and
growth measures (Çalişkan, 2010). Contribution of employees in the company plays a significant
role in the success of the business. The company has adopted different motivational theories as
the base for enhancing growth and development of the company and employees as well.
10

The reward management aspect is well structured for attaining successful business
outcomes. Herzberg theory of management has helped the business in attaining well defined
development aspect. The two factor theory of motivation help the management of the company
in analysing the motivating and Hygiene factors which helped the company in analysing the
crucial factors for employees. The hygiene factors has helped the Virgin Atlantic in analysing the
basic needs which helps in enhancing employee performance. The company has thus developed
effective working environment, financial reward management system etc to retain staff in the
business (Innocenti, Profili and Sammarra, 2013). The motivating factors on the other hand were
strategically implemented by the business for enhancing employee performance and developing
high performance objectives by the company. The management of Virgin Atlantic has adopted
well defined means intrinsic motivation such as non financial rewards like promotion, job
enhancement etc. For example rewarding letter of recognition to employee on monthly basis is a
well defined strategy adopted by the business unit (Werner and DeSimone, 2011). Hence, it can
be stated that Virgin Atlantic has integrated the reward management with motivational theories
of the business to attain successful growth aspect for the business.
3.2 Evaluating process of job evaluation and other factors that determine pay structure in Virgin
Media
Job evaluation is the method of systematically assessing the jobs and their worth for the
business unit to ascertain the definite pay structure for the company. This helps in categorising
the jobs on the basis of high paying and low paying jobs (Kumar, 2010). Virgin Atlantic has
adopted a significant measure to evaluate the jobs in the company for enhancing employee
performance with competitive pay structure and also control the fixed business cost. The
strategies adopted by Virgin Atlantic are: Job description: This is one of the most common yet significant means of job evaluation
for the business unit. The management of the business unit analyses the job roles and
responsibilities to identify the significance of the job in the market. It also helps in
identifying the person specification for the business to create a significant growth
measures for the companies (Savage, Fottler and Khatri, 2010). The management
identifies the skills and qualification demanded for the job. Hence, the overall analysis of
11

the job helps in analysing the value of every designation thus pay structure is analysed
accordingly.
 Job evaluation: Virgin Media uses the Hay System, which is the most widely used job
evaluation system in the US. This method of evaluates the job on the basis of s
knowledge required for the position, complexity involved in the decision making process
and authority and control demanded for the process (Hendry, 2012). This system thus
develops a well defined and effective job evaluation method for Virgin Atlantic. The
reliability of the stated measure is evaluated on the basis of quantitative factors involved
in the process. Every factor is measured on the basis of quantitative terms to analyse the
priorities, complexity and pay structure involved in the process. The method has helped
the company in enhancing its competitiveness within the market.
3.3 Evaluating effectiveness of reward system for the business
Reward system plays a significant role in enhancing business growth in the economy. It
helps the business unit in developing a well defined position in the market. Virgin Atlantic has
developed a significant brand identity in the economy. The reward management system of the
company is widely effective for the business growth. The company has adopted financial and
non financial system of reward management in the business unit (Mello, 2014). The
effectiveness of the same is analysed by analysing employee productivity, employment demand
and brand recognition within the market. The reward system adopted by the company are: Financial rewards: This aspect of reward management involves well defined means
financial incentives for the employees. The company has developed effective pay scales
and incentive schemes for the employees in order to enhance the performance and
development measures in the organisation. The effectiveness of the same is analysed by
evaluating the employment demand within the company. In addition to this the employee
retention and productivity aspect also reflects that financial rewards of the company are
well managed by the business unit (Pinnington, 2011).
 Non-financial rewards: These aspects of reward system focuses on developing growth
aspects for the employees. The strategies adopted by the company for the same are
recognition, promotional chances, career growth aspects etc. It has helped the company in
attaining high motivational base for employees. The non-financial reward aspect has
12

developed positive working culture for the business which has helped in attaining
positive business results within the economy (Chiva, 2014).
3.4 Examining different methods used to monitor employee performance
Monitoring employee performance and controlling their actions to attain high growth
aspects for the business unit is a significant aspect of business development. It helps the
company in creating an effective development prospect for the business unit. Different methods
adopted by Virgin Atlantic to monitor employee performance includes: Observation: This is the tradition and most common means of monitoring employee
performance within the business unit. It helps the company in attaining high growth and
development aspects (Kord, Andouhjerdi and Hallajian, 2014). A close and regular
monitoring of performance by supervisors and managers by taking regular feedbacks and
analysing their performance on timely basis is considered for the same. However,
reliability of the stated prospect is not effective as accountability of observation is
doubted for the business unit. 360 Degree Feedbacks: This is a qualitative measure of performance analysis which
demands a business unit in overall analysis. Here an individual in Virgin Atlantic is
evaluated by peers, superiors and subordinates to attain well defined business results.
Moreover, the overall analysis of the employee helps in analysing performance and
behavioural aspect for the company (Werner, 2014).
 Benchmarking: This is another significant aspect of performance management and
monitoring. The employee performance are measured against the set standards to
evaluate reliable results for the business unit (Zheng, Yang and McLean, 2010). It helps
the company in attaining high growth aspects for the business as a whole.
TASK 4
4.1 Evaluating reasons for cessation of employment
Employee cessation is a sensitive and highly complex task for business operations. It
focuses on terminating employment prospect for an individual in the particular business unit. The
present case of Chicken master reveals that a small restaurant availing chicken and chips to
potential buyers faces significant growth issues due to irresponsible behaviour of the manager
employed in the business. Faisal, the new manager hired by the company was not effectively
13

performing his job responsibilities and duties (Çalişkan, 2010). Moreover, the management also
analysed his performance did not adhere policies of the business unit. The reasons which could
be stated for cessation of Faizal's employment includes: Performance gap: Faizal was hired for 6 months in chicken master yet he was unable to
provide favourable business outcomes for the business units. The productivity and
profitability of the business was enhanced (Mickelsson, 2013). On contrary to this the
sales and profit of the business gradually declined after his recruitment in the business.
Thus it can be analysed that there was wide performance gap for Faizal. Non acceptable behaviour at work place: Faizal was seen watching pornography at
workplace which was strictly against the office policies and company norms. The
incidence happened more than once in the business unit which created significant impact
on performance of the company (Kumar, 2010). Thus, these all are the major reasons
which can cease the employment of any individual who are working within corporation.
 Non- compliance to employment policies: The employment policies of Chicken Master
clearly stated that personal work should not be done during office hours however Faizal
accomplished his personal work by taking long breaks and using organisational assets
such as consumers etc for his family's work.
All the above measures clearly states that Faizal was at fault while accomplishing the business
operations in Chicken Master hence the cessation of his employment terms was feasible for the
company.
4.2 The employment exit procedure used by The Chicken Master and other organisation
Chicken master has adopted a legal and well defined exit procedure for business
operating at a small scale. However, the legal provisions of the business dis not accomplish the
regulatory needs efficiently.
The case reflected that Chicken master adopted a simple and uncomplicated exit
procedure for the business unit. The management of the company evaluated the performance gap
and behaviour of Faizal for the organisational operations and handed him his termination letter
without prior communication or warning (Berman and et. al., 2012). This is one of the common
and most effective way to cease employment for the employee in the company. This resulted in
14

ineffective response from Faizal, who in turn sued the firm for wrongful termination on the basis
of racism.
On contrary to this the termination procedure for Hilton Hotel is well structured and
effective for the business unit. The company has adopted a legally acclaimed means of
termination procedure for the business (Hendry, 2012). The company initially provides a
warning to its employees regarding the detailed notice for performance gap and company
expectation. This is a chance for the employees. Ineffective development of employee then
results in notice to employees which provides them a significant time to leave the company. This
is then followed by HR interview round which provides a detailed explanation about the same
and finally employee termination letter is handed over to the business.
4.3 Impact of legal and regulatory framework on employment cessation arrangement
The legal implication of employment cessation has a significant impact on business
performance in the economy. It tends to cause significant effect on the employment exist
procedure which is being followed by firm. Th well defined procedure for employee exit helps
the company in effectively defining the measures of employee termination (Paillé and et.al.,
2014). The procedures adopted by the company helps in attaining effective growth aspects in the
business. For example non compliance of procedures resulted in developing ineffective impact
for the business unit. The employee sued the company for non compliance of procedural actions.
Moreover it also has a direct impact on the brand identity within the economy. The prior notice
to Faizal would have helped the company from allegation of race discrimination buy the
employee. Moreover, it would have helped the company in creating a significant impact on the
performance of the business as well (Belbin, 2011).
CONCLUSION
Human resource management is a significant aspect of business performance in the
economy. This creates a well developed impact on business growth and development. The
overall report reflects that HRM policies and procedures are crucial for attaining well defined
growth aspects in the economy. It helps the business units in creating a competitive edge withjin
the economy. The above study evaluated different aspects of HR practices for the business unit
and created an effective analysis of the same on implementation in the business as well. The
15

analysis of the study reveals that well defined HR policies for the business helps the company in
attaining high success in the market.
16

REFERENCES
Journals and books
Aladwan, K., 2014. Managing human resources in Jordanian organizations: challenges and
prospects. International Journal of Islamic and Middle Eastern Finance and Management.
7(1). PP.126 – 138.
Belbin, R. M 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Berman, E. M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Çalişkan, N. E., 2010. The impact of strategic human resource management on organizational
performance. Journal of Naval Science and Engineering. 6 (2). pp. 100-116.
Chiva, R., 2014. THE COMMON WELFARE HUMAN RESOURCE MANAGEMENT
SYSTEM: A NEW PROPOSAL BASED ON HIGH CONSCIOUSNESS. Personnel
Review. 43(6).
Gospodarevskaya, E. and Churilov, L., 2011. Process performance indicators in redesigning the
patient care process. Business Process Management Journal. 17 (6).
Hendry, C., 2012. Human Resource Management. Routledge.
Innocenti, L., Profili, S. and Sammarra, A., 2013. Age as moderator in the relationship between
HR development practices and employees’ positive attitudes. Personnel Review. 42(6).
pp.724 – 744.
Kord, R. A., Andouhjerdi, S. P. and Hallajian, E., 2014. Asian Research Consortium. Human
Resource Management. 2(2). Pp.137-146.
Kumar, R.,2010. Human Resource Management: Strategic Analysis Text and Cases. I. K.
International Pvt. Ltd.
McClean, E. and Collins, C. J., 2011. High‐commitment HR practices, employee effort, and
firm performance: Investigating the effects of HR practices across employee groups within
professional services firms. Human Resource Management. 50(3). pp.341-363.
Mello, J., 2014. Strategic human resource management. Cengage Learning.
Mickelsson, K. J., 2013. Customer activity in service. Journal of Service Management. 24(5)
pp.534 – 552.
Paillé, P. and 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.
17

Pinnington, A. H., 2011. Competence development and career advancement in professional
service firms. Personnel Review. 40 (4). pp.443 – 465.
Price, A., 2011. Human resource management. Cengage Learning.
Savage, G. T., Fottler, M. D. and Khatri, N., 2010. Strategic Human Resource Management in
Health Care. Emerald Group Publishing.
Werner, J. and DeSimone, R., 2011. Human Resource Development. Cengage Learning.
Werner, J. M., 2014. Human Resource Development≠ Human Resource Management: So What
Is It?. Human Resource Development Quarterly. 25(2). Pp.127-139.
Zheng, W., Yang, B. and McLean, G. N., 2010. Linking organizational culture, structure,
strategy, and organizational effectiveness: Mediating role of knowledge management.
Journal of Business Research. 63(7). pp. 763-771.
Online
HRM functions. 2016. [Online]. Available through:
<http://www.civilserviceindia.com/subject/Management/notes/hrm-functions.html>.
[Assessed on 4th July 2016].
Recruitment & Selection Hiring Process. 2016. [Online]. Available through:
<https://hr.ucr.edu/recruitment/guidelines/process.html>. [Assessed on 4th July 2016].
18