Hilton Hotel HRM: Workforce Planning and Employee Relations Report

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Hilton Hotel. It begins with an introduction highlighting the importance of HRM in business success, focusing on functions such as compensation, performance management, and organizational development. The report examines the purposes and functions of HRM in workforce planning and resourcing, specifically within the context of Hilton Hotel's global operations. It explores the benefits of various HRM practices for both employers and employees, including employment security, selective hiring, self-managed teams, and contingent compensation. The report also evaluates the effectiveness of these practices in raising organizational profits and productivity. Furthermore, it discusses the strengths and weaknesses of different recruitment and selection approaches, such as internal and external sources. Finally, it emphasizes the importance of employee relations in influencing HRM decision-making and identifies key elements of employment legislation and their impact on HRM practices, concluding with a critical evaluation of employee relations and the application of HRM practices at Hilton Hotel.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Purposes and functions of HRM applicable in workforce planning and resourcing.............1
M1 Explain HR functions to fulfil business objectives..............................................................2
P2 Strength and weaknesses of different approaches of recruitment and selection....................3
M2 Strength and weaknesses of different approaches of recruiting and selection candidates. . .4
D1 Critically evaluate strength and weaknesses of recruitment and selection approaches........4
LO 2.................................................................................................................................................4
P3 Benefits of different HRM practices within the organisation for both employer and
employee.....................................................................................................................................4
P4 Effectiveness of different HRM practices in terms of raising organisational profits and
productivity.................................................................................................................................5
M3 Different methods used in HRM practices...........................................................................6
D2 HRM practices and their application.....................................................................................7
LO 3.................................................................................................................................................7
P5 Importance of employee relations in respect to influence HRM decision making................7
M4 Key aspect of employee relations management and employment legislations.....................8
P6 Identify key elements of employment legislations and impact on HRM decision making...8
LO 4.................................................................................................................................................9
P7 Application of HRM practices in work related context with using specific example...........9
M5 Rationale for application of specific HRM.........................................................................11
D3 Critically evaluate employee relations and application of HRM practices that inform and
influence decision making ........................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management consider important role in business success that deals with
issue related compensation, performance management, organisation development, etc. It plays
strategic role to manage people and develop workplace culture and environment. Therefore,
functions and operations of the enterprise get affected due to more effective aspects (Suttapong,
Srimai and Pitchayadol, 2014).
Present study based on Hilton hotel which is one of the successful enterprise in term of
hospitality industry. They are focusing on different HR functions and operations that can helps to
accomplish desired level of results. The company deals as global brand with full service hotels
and resorts to increase business profits and revenue.
For gaining insight information of the present report, it includes different purposes and
functions of HRM that applicable at workplace for planning and resourcing. Furthermore, it
covers benefits of different kinds of HRM practices within the business for employer and
employee. Moreover, it focuses on importance of employee relations in respect to influence
HRM decision making. At last, application of HRM practices develop in work related context.
LO 1
P1 Purposes and functions of HRM applicable in workforce planning and resourcing
Hilton hotel is private sector enterprise which deals in global brand of full service and
owned by several operators in the UK. In all over the world, it is one of the famous and largest
hotel who targeted both business and leisure travellers. Along with this, the company also
explore great outdoor as per history and cultural experience (Cabanillas, Norta and Ruiz-Cortés,
2014). Across the world, there are more than 550 locations covered by the organisation to
increase their desired results of performances. There are several areas in which responsibilities of
HR manager falling such as staffing, employee compensation and benefits, productivity of the
enterprise, etc.
Purpose of HRM in workforce planning and resourcing Maintaining good working conditions: It is the main purpose of HRM in Hilton hotel to
provide good working conditions to employees to increase workplace effectiveness. It is
one of the fundamental duty of HR department to motivate employees towards business
1

goals and objectives. Hence, HRM need to provide financial and non-financial benefits to
staff members to increase welfare. Managing employee relations: Employees are pillars of the enterprise so that
relationship can be build with broad concept and it is one of the crucial function of
human resource management. It helps to foster good employee relations which can be
influence behaviour in work of Hilton hotel. Therefore, management must organisation
activities that assists to staff members at personal and professional level. Well planned
relations among employees promote balanced relations which increase goals of the
business (Wiegmann and Shappell, 2017).
 Training and development: Another purpose to accomplish business objectives is
provided training and development program. In this regard, functions of human resources
in Hilton hotel develop with improvement of current and future performances which
increase ability of each person with educating and skills (Cabanillas, Norta and Ruiz-
Cortés, 2014).
HR roles to fulfil objectives of the chosen business
 In order to accomplish goals, HR in Hilton hotel consider improvement of services that
rendered in business to build better employee morale that leads in efficient individual and
group performance. Mutual advantages among several people can be successfully
develop in the society.
 Furthermore, establish mind of associated with enterprise, employees, shareholders,
HRM consider best services to distribute benefits fairly and contribute success at
workplace (Glendon and Clarke, 2015).
 In Hilton hotel, HR plays roles to provide facility and conditions of work to create
favourable atmosphere to maintain stability among employees.
M1 Explain HR functions to fulfil business objectives
HRM in Hilton hotel consider several functions to fulfil their business objectives. In this
regard, training and development, selection and staffing, organisation development,
compensation and benefits, human resource planning, etc. functions consider by HR. It assists to
focus on goals and fulfil business objectives that can be accomplish to focus on more
effectiveness.
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P2 Strength and weaknesses of different approaches of recruitment and selection
In Hilton hotel, there are several functions and operations continuously develop to focus
on developing and maintaining efficient team. Good recruitment strategy implement extensive
training and development of unqualified resources (Glendon and Clarke, 2015). There are
different kinds of recruitment and selection approaches exists that explained under here:
Internal source of recruitment
Internal source of recruitment refers as hiring of candidates in business with internal
sources. Applicants are seeking for distinctive position for those people who are currently
employed at same business environment. In Hilton hotel, recruitment of employees is initial
consideration that given to employees who are working within the business. It is important for
source of recruitment that provides opportunities for the development and utilisation of existing
resources at business environment (Kavanagh and Johnson, R.D. 2017). It is one of the best and
easiest way for selecting resources as performance towards work that is already consider at
workplace of the business. For example, promotion, transfers, recruiting former employees, etc.
Strength of internal source of recruiting
 It is very simple, effective and quickly implemented for hiring employees within the
organisation.
 There is no requirement of induction and training because applicants already know their
responsibilities and work. It assists to motivate to do hard work and increase positive relationship.
Weaknesses of internal source of recruiting
 Restricted Choice—Internal recruitment limit the choice and freedom for the organisation
in context of selecting the most suitable candidates for the Job vacancies. It has a narrow
base. Management in Hilton hotel might have to compromise on quality of its choice of
candidates.
 Conflict—There are high chances of conflicts and infighting among those workers who
aspire for promotion to the available vacancies. Those who are not promoted are either
dissatisfied or unhappy which may have negative effect on their working efficiency.
External source of selection process
External source of recruitment refers as hiring of people from outside the enterprise. In
other words, applicants seeking job opportunities for external people at workplace. In Hilton
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hotel, they bring innovations with fresh thoughts which drive to accomplish goals in positive
manner. For example, direct recruitment, employment exchange, employment agencies,
advertisement, etc.
Strength of internal source of selection
 It encourages new opportunities for job seekers.
 There are no biasses and partiality among employees. High scope in front of Hilton to select right candidates
Weaknesses of internal source of selection
 This process takes more time in selection process
 High cost incurred as compared to recruiting with internal source.
 External candidates demand more benefits and remuneration.
M2 Strength and weaknesses of different approaches of recruiting and selection candidates
With this consideration, it can be stated that internal method of recruitment consider
important role in business. Furthermore, it is also beneficial to develop more significant
advantages in Hilton hotel with promotion strategy. On the basis of evaluation of candidates
performance, from top to bottom and bottom to top process will be completing. However, It also
reduces discipline among staff members which create negative impact on results. Furthermore, in
selection process advertisement is mainly used by screening candidates with specific requirement
(Bailey, Mankin and Garavan, 2018).
D1 Critically evaluate strength and weaknesses of recruitment and selection approaches
In order to select right candidate in the business, Hilton hotel using promotion approach
which consider internal method. In this regard, at very less cost they can select right people in
the business. As critical evaluation, external method of selection is one of the important
consideration which assists to select right person for encourage new business opportunities with
using external sources (Cabanillas, Norta and Ruiz-Cortés, 2014).
LO 2
P3 Benefits of different HRM practices within the organisation for both employer and employee
There are several kinds of HRM practices for employer and employees in Hilton hotel
successfully develop. Therefore, it increases productivity and departmental objectives in positive
consideration. Following are different HRM practices for employer and employees are :
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 Employment security: It is one of the best and important practice of HRM. It considers
social contract between enterprise and employees. Therefore, Hilton hotel asks their
employees to get something in return such as employment security. It enables to provide
security essentially that underpin with HR roles. Employment security create benefits that
assists to retain people to develop more systematic results (Wiegmann and Shappell,
2017). Employment security provides benefit to employees as it helps them in getting a
chance to work in safe environment. In context of employer, It helps them in eliminating
the legal issuse nad supports manager in developing strong relationship with employees. Selective hiring: It is another important HR practice for employer and employee in the
chosen business. It enables to the business that bring add value at workplace to focus on
more effectiveness. With this regard, performance management program can be build to
bring right people and attain competitive advantages. Furthermore, Hilton hotel
conducting research to show difference in performance among different people. The
benefit to employees is that it helps workers in getting high level of satisfaction from
their job. The benefit of employer is that it enables them to develop team of highly
talented and skilled workers. Self-managed and effective teams: Team work is important consideration that assists to
accomplish goals and objectives. In this regard, high performances team is crucial that
accomplish success at workplace (Aksoy and Bayazit, 2014). Within Hilton hotel, this
practice assists to create value for team and they consist common goals with different
ideas. An individual get a chance to increase their knowledge and they also get an
opportunity to develop skills which can be beneficial for their personal or professional
development. In context of employer, it enables them to concentrate on their core
activities.
 Contingent compensation: Contingent compensation is also important HR best practice
which can accomplish desired results for right people. In this consideration, employer and
employee both demand for compensation and beneficial to demonstrate more value at
workplace. Employee gets a compensation for the losses suffered by them. In context of
employer, it helps them in reducing employee turnover rate.
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P4 Effectiveness of different HRM practices in terms of raising organisational profits and
productivity
HRM practices contribute larger part to gain desired level of results and raising
organisational profits and productivity. In this consideration, performances of employees and
business will be successfully develop with using policies that are being designed to increase
performances level. In Hilton hotel, it assists to focus on planned approach that helps to manage
people and their performances. As a result, it establishes more open, flexible and caring
management style which helps to staff and develop mission in particular department. Following
are several benefits in term of raising organisational profits and productivity with using HRM
practices:
 With the help of contingent compensation, different best practices can be successfully
implemented that assists to create more value in the business. Therefore, it works
together with selective hiring, contingent compensation, employment security, etc. There
are several advantages can be successfully develop with average compensation that is
constantly increased benefits for employee in term of financial pay. Individual getting
several rewards with different types of contribution that made by employees (Aksoy and
Bayazit, 2014).
 Furthermore, self-managed and effective teams assists to accomplish goals with high
performance teams. In this regard, success can be achieve in Hilton hotel where teams
consider value for working and attain common goals. It means that different ideas
generated to accomplish more effective advantages. It means team members can generate
their ideas to feel comfortable and bringing innovative results.
 Moreover, selective hiring is one of the best HR practice which enable to bring
employees and add values. The chosen business need to conduct research and deal with
high performances for bringing right people and competitive advantages. There are
several informations collected that assists to focus on personality assessment and work
tests that are used and cover three important characteristics such as ability, train ability
and commitment (Cabanillas, Norta and Ruiz-Cortés, 2014). All these perspective assists
to focus on each person effectiveness to keep on track.
 Employment security is also beneficial in the business which assists to retain people. It is
usually considered selection, training and development of employees to work for
6

compensation. As a result, concept of security is essential that promote and provide
security. Human resource is also the best aspect for commitment in enterprise that
increase productivity as well (Mone and London, 2018). Therefore, it can be stated that
employees get something in return so that employment security to provide positive HR
roles.
M3 Different methods used in HRM practices
In order to use HRM practices, it can be stated that there are several methods used that
assists to accomplish desired results and outcomes at workplace. In this consideration, selective
hiring and extensive training consider important role in the business to share appropriate
information with different members of the organisation. In Hilton hotel, this kind of practices
helps to focus on share appropriate information which would be consider as best practices and
combined impact that can be profound (Waddock and Bodwell, 2017). Employment security is
the best practices that is useful to create social contract and commit with the enterprise with
using ideas and innovations.
D2 HRM practices and their application
Selective hiring is one of the important HRM practices which can be implement and
enable to bring employees and add value as well. Hire each person can assists to fit for particular
job and research is one of the important consideration that shows effective consideration at
workplace. Bringing right people is a key building and competitive advantages that make right
selection in more businesses (Nyberg, Hale Jr and Lepak, 2014).
LO 3
P5 Importance of employee relations in respect to influence HRM decision making
Employee relations assists to focus on maintain healthy relationship among several
people to get success in the business. In this regard, more efficient, motivated and productive
employees further lead to attain more profits in sales level (Kerzner and Kerzner, 2017). In
Hilton hotel, following are certain importance can be consider to maintain healthy relations at
workplace with employee relationship. There are several issues in which individual cannot take decisions alone: Employee
relation in Hilton hotel is important because employer gives appropriate guidance and
advice to each individual and take decisions. With the help of brilliant idea, they are able
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to accomplish targets and goals. As a result, before implementing any plan employee also
share their views so that better decisions will be successfully taken. Hence, good relations
with others helps to correct people (Harrison and Lock, 2017). Work become easy when it shared among all: Healthy relations also assists to fellow
workers to increase productivity. Responsibilities must be dividing among team members
to accomplish targets and goals. As a result, good rapport with team members also helps
to make easier work and manage people (Bakker and Demerouti, 2014).
 Organisation becomes happy place to work when employee work together: Individual
also tends to lose focus and concentration on stress free work. In this aspect, tensions
automatically reduced with feel better at workplace to respect each other. Therefore, it
can be stated that organisation become happy place and tend to develop significant
advantages in Hilton hotel. With the help of employee relations, it can be stated that
advance results can be successfully gain to work together at workplace (Deery and Jago,
2015).
M4 Key aspect of employee relations management and employment legislations
Employment relations are very important part of the organisation. Employment relations
are concerned with managing as well as maintaining the employment relationship that includes
pay work bargain, terms and conditions, employment practices, issues arsing form employees
and effective communication with employees (Clair and Milliman, 2017). A good employment
relations make effective changes in new and existing policies, it creates benefits to entire
organisation in raising the goals and objectives of the organisation, employer easily negotiate
with employees for new contracts. On the other hand, employment legislations are also very
important as it protects the interest of employees and make healthy relationship between
employer and employee.
P6 Identify key elements of employment legislations and impact on HRM decision making
Employment legislation is very important for the employer as well as employees. It
governs employment within the workplace with everyone who works. It is very important that
each and every laws should be well-known to the human resource manager as each and every
decision are influenced by these laws (Armstrong and Taylor, 2014). The human resource
manager also follow these laws and legislation in order to make right decision at right time as
well as there duties are governed by these laws.
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The Employment Right Act, 1996- This is the act of employment which is passes by the
Conservative government to codify existing law on individual rights in United Kingdom.
According to this right, each and every employees within organisation have right to privacy, fair
compensations and freedom from discrimination. It is very important that Human resource
manager of Hilton Hotel should abide by these laws and legislation. They should provide safe
working place to each employees such as fire extinguisher, CCTV camera and all other potential
safety hazards. In addition to this, each employees should be paid fair compensation as per the
act of minimum wage. On the other hand, manager should provide equality at workplace to all
employees.
The Gender Discrimination Act, 1975- This is another act which was passed by the
parliament if United Kingdom. It is the act that protect employees from the discrimination of
men and female on the basis of sex or marital status. It is unlawful that any employee is
discriminant by any of the staff members. It is the duty of Human resource manager to ensure
that none of the employee face discrimination (Bailey, Mankin and Garavan, 2018). The human
resource of Hilton Hotel do not discriminate any employees during job advertisement, at the time
of recruitment and selection, in promotion and they provide training to all employees.
The Equal Pay Act, 1970- This is also one of the most important law which was passed
by the UK parliament. According to this act, organisation should treat men and women in terms
of pay equally. It is the right of both men and women that they pay salary or wages equally to
both if they are doing same work at same post. In Hilton hotel, the human resource managers
follows this act very sincerely as they used to pay equal wages and salary as well as treats them
equal.
The National Minimum Wage Act, 1998- This is one of the most important employment
act which was pass by the parliament of United Kingdom. It is the act that is mandatory for all
organisation in UK should follow and pay minimum wages to employee's which is from 1st April
2018 was £7.83 per hour for worker over the age of 25 and £7.38 per hour for the workers age
between 21 to 24 and £5.90 per hour for workers age between 180 to 20. The human resource
manager of Hilton Hotel is paying there workers according to the same (Barbieri, 2016).
9

LO 4
P7 Application of HRM practices in work related context with using specific example
HRM is a planned approach to manage people with effective performances. With the help
of effective performance, it can be stated instrumental planning assists to accomplish
departmental objectives and increase productivity. Human resource practices consider focus on
two different thoughts that assists to accomplish desired results of outcomes. HR strategic
management focusing on personal administration that increases successful results in workforce
planning (Aksoy and Bayazit, 2014). Following are different HRM practices develop in work
related context and accomplish goals and objectives in positive manner: Recruitment and selection: HR recruitment and selection procedure generally based on
mission and vision of Hilton hotel. In this regard, employer recognise value at workplace
diversity with recruitment practices and design to attract diverse applicant pool. With the
help of recruitment practices, there are several activities and functions sponsor by the
chosen business to deliver effective results at workplace. For example, advertisement
continuously design to focus on different activities across several venues to reach broad
audience (Suttapong, Srimai and Pitchayadol, 2014). Work life balance: Implementation of flexible work schedule assists to provide
employees with telecommuting with training supervisors to maintain workplace trust. In
this kind of practice, Hilton hotel must require manage technology for remote access and
conducting training session that is essential for transactional functions. For instance,
these functions ultimately create result oriented work environment which enable for
greater efficiency that increase devote family obligations and personal endeavours
(Langford, Fellows and Gale, 2014). Training and development: Training and development program successfully operate with
orientation, job skills training, leadership, etc. These activities improves current position
and equip with expertise for cross functional work. For instance, HR manager of Hilton
hotel provides training and development program functions that reflect promotion within
practices and support employees for work goals (Cabanillas, Norta and Ruiz-Cortés,
2014). Compensation: Compensation and benefits often view together that presenting
comprehensive view from employers reward. In this aspect, it can be stated that HR
10

management looks for clear instruction regarding HR management practices which
introduce consulting and software development program. Employee compensation based
on internally equitable and externally competitive results in systematic manner. For
example, compensation benefits can successfully develop competitive results to focus on
appropriate work system (Wiegmann and Shappell, 2017).
 Sharing information: Information sharing is also important consideration which assists
to develop large companies in effective manner. With this regard, open communication
strategy, financial and operations creates culture in which staff members of Hilton hotel
feel more trusted. It truly includes additional effects which discourage appropriate
working system (Glendon and Clarke, 2015). For example, staff members are sharing
their ideas and views to focus on certain positive attitude that can influence working life
as well. It will assist to focus on desired level of goals and objectives in appropriate
manner.
Job specification
Job profile:
To work closely with other managers for ensuring that HR is aligned with business strategy. To
execute human resource management procedure. To provide training and development to
employees. TO execute and manage performance management procedure in order to help
organisation in accomplishing desired business objectives.
Job description:
 Compilation of statistical data and prepare reports.
 Maintenance of data related to employees.
 Welfare of workers
 Performance management
 Support all HR activities
Qualification:
Professional diploma or degree in Human resource management.
Experience:
Candidate applying for the post must have minimum three years of experience in various HR
procedures.
Age:
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Preferably around 25 to 30 years.
GENERAL : Preference will be given to ST/OBC candidates. Re-enumeration will be based
on experience and qualification of deserving candidate.
Eligible and interested candidates can apply for the post through company website.
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Name:Objective
Trio secure an entry level position in HR where I will be able to make meaningful contribution
to success of organisation's while simultaneously gaining practical experience and
strengthening my understanding of HR management.
Education
Masters In human resource management.
Skills & Abilities
Management
I have knowledge about laws related to HR practices
Knowledge about the software used for HR practices.
Basic commuter and internet knowledge
Communication
I have an effective communication skills. I am proficient in speaking and writing English
language.
Leadership
I have been working a team leader for junior HR manager.
Experience
Job Title|Company
I have been working in Marriott hotel as assistant human resource manager. MY roles nadf
responsibilities were to support HR activities, performance management , keeping record of
employees information etc.
Dates From – To
I have been working with Marriott hotel from 2015 to 2018.
M5 Rationale for application of specific HRM
In order to accomplish desired level of results, it can be stated that specific HRM
practices can be deliver successful results with goals and objectives. In this regard, sharing
information, compensation, training and development, recruitment and selection, etc. strategies
13

can be successfully develop to focus on more effectiveness. With this consideration, Hilton hotel
will achieve their targets. It will help to increase more profitability and significant work
performances (Bamberger, Meshoulam and Biron, 2014).
D3 Critically evaluate employee relations and application of HRM practices that inform and
influence decision making
Employee relations is most important consideration that assists to focus on taking
important decisions at workplace. In this regard, HRM accomplish their targets and goals to
focus on increasing more profitability and significant work as well. However, different kinds of
HRM practices helps to focus on more effectiveness that ascertained to reach towards effective
goals and objectives at workplace. Furthermore, it increases performances and attain credibility
at workplace (Kavanagh and Johnson, 2017).
CONCLUSION
From the above report, it is concluded that human resource management is very
important department of the organisation as it is true organisation cannot able to survive or work
effectively without human resource department. This present assignment also make understood
the purpose as well as the scope of human resource in Hilton hotel and skills required for
effective management of human resource within organisation. In addition to this, various
strength and weaknesses of different approaches of recruitment and selection was also included
in this study. Further, advantages of various practices of human resource was also illustrated in
this report. Moreover, the significance of employee relationship as well as employment
legislation and its impact of HR decision was also concluded in this assignment.
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