Workforce Planning & Practices: HRM Analysis at Hilton Hotel, UK

This report provides a detailed analysis of Human Resource Management (HRM) practices within an organization, focusing on workforce planning, recruitment and selection, employee relations, and the impact of employment legislation. Using Hilton Hotel as a case study, the report examines the purpose and functions of HRM, the strengths and weaknesses of different recruitment approaches, the benefits of various HRM practices for both employers and employees, and the effectiveness of these practices in enhancing organizational profit and productivity. It also explores the importance of employee relations in influencing HRM decision-making and evaluates the key aspects of employment legislation affecting these decisions. The report further illustrates the application of HRM practices in a work-related context, providing a rationale for specific HRM strategies and their impact on achieving business objectives. Desklib offers this and other solved assignments to aid students in their studies.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................2
P1 Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................2
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................3
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil
business objectives.......................................................................................................................5
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
.....................................................................................................................................................7
LO 2.................................................................................................................................................9
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...............................................................................................................9
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity...............................................................................................................10
M3 Explore the different methods used in HRM practices.......................................................11
LO 3...............................................................................................................................................13
P5 Analyze the importance of employee relations in respect to influencing HRM decision-
making.......................................................................................................................................13
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making.........................................................................................................................14
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision-making.............................................................................................15
LO 4...............................................................................................................................................16
P7 Illustrate the application of HRM practices in a work-related context................................16

M5 Provide a rationale for the application of specific HRM practices in a work-related context
...................................................................................................................................................17
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20

LIST OF FIGURES
Figure 1: Functions of HRM............................................................................................................3
Figure 2: Selection and Recruitment process..................................................................................5
Figure 3: HRM in organization........................................................................................................7
Figure 4: The Recruitment process..................................................................................................8
Figure 5: HRM practices...............................................................................................................11
Figure 6: HRM - work-related context..........................................................................................17

LIST OF TABLES
Table 1: Different functions of HRM..............................................................................................2
Table 2: Sources of Recruitment.....................................................................................................3

INTRODUCTION
Human resource management is the practice of managing the activities of the business and the
employees for the objective of achieving the success. The role and purpose of the HRM is to
administer and manage the resources and human activities in the organization. The current report
is based on the significance and importance of the human resource management in the
organization. The report will discuss the practices and the approaches to motivate the employees
and in improving their performance. Hilton Hotel is the organization located in UK who follows
the HRM practices to manage the affairs and activities of the organization. The report will also
evaluate that how the business is dependent on HRM for the success and growth. HRM gives
techniques which helps to motivate the employees and in developing new ideas for the
operations of the business. HRM will add value to the process and activities of the management
by maintaining good relation between the employer and employees.
1

LO 1
P1 Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organisation
Human resource management is the activity to manage and administer the resource planning,
performance of the management and the employee relations. To achieve the strategic and
operational objectives of the organization Hotel Hilton uses the strategy of HRM.
Purpose of HRM
 To resolve the issues and conflicts of the human resource
 To explore the best services and facing the challenges to compete in the market
 To retain the existing employees and investors and attracting new investors for financing
activity
 To ensure the best use and support of the technology and work strategies (Cristiani and
Peiró, 2015)
Table 1: Different functions of HRM
Functions Role in HRM
Planning First function of the HRM department is to plan the strategies for
goals and analysing the future threats.
Staffing Staffing is the process to appoint and retain the employees in the
organization.
Recruitment The process of recruitment is to search and appoint people with
new talent. Hilton establishes a balance for better coordination
and decision making.
Selection Selecting the perfect employee for the job role and elimination
the weak performances.
Training and Development Hilton adopts the method of training and development to
encourage the workforce planning.
2

Figure 1: Functions of HRM
Workforce planning
The workforce planning is initiated with the help of functions of HRM to manage the skills and
talents of the employees. The HR manager work to motivate them for putting maximum efforts
in completing the objectives of the organization. In Hotel Hilton, the HR manager identifies the
needs and requirements of the employees in developing the strategies for the workforce.
Workforce planning manages and supports the talent of the employees for providing best
services. Workforce planning includes the steps of appointing and assigning the work to right
people with right skills at right place which are to be utilised at right time (Weiss, 2015).
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Hotel Hilton follows the process of selection and recruitment of the employees to appoint and
promote the talented employees in the departments of the organization. The management search
the qualified employees for developing the activities of the suitable fields.
Table 2: Sources of Recruitment
Sources of recruitment Strength Weakness
Internal Recruitment Saves the cost of the process and
the spirit of motivation arise
Absence of new and fresh
talent due to lack of new
3

among the employees for the
promotion and bonus
appointments in the
organization
External Recruitment Management will consists of
employees with new and fresh
talent. The level of the
performance will increase with the
help of new ideas and talent
(Mahmood, 2015)
The process is long and time
consuming and the
management personal is
engaged in the process of
selection instead of focusing
on the work.
Recruitment by personal
specifications
The recruitment will bring new
employees who are specialised in
specific fields. They are appointed
by the job descriptions and
interviews
The person will be expert in
specific fields and not in
overall work system.
Sometimes the job description
is not clearly understood by
the person and this leads to
wastage of time of the
management
At Hilton, the competency approach and contingency approach is followed to focus on the
implementation of the strategies and formulating the plans for the selection and recruitment of
the employees. The competency approach helps the employees to develop the skills for facing
the competition in the organization from other employees (Resende and Fernandes, 2016). The
organization follows the steps to avoid future contingencies related to the employment purpose.
4

Figure 2: Selection and Recruitment process
M1 Assess how the functions of HRM can provide talent and skills appropriate to fulfil business
objectives
The HRM works to achieve the objectives of the business by providing the talented and skilled
employees. HRM in Hilton Hotel defines the nature of the work and the skills of the employees
which will help to achieve the objectives collectively. Functions of HRM to fulfil the business
objectives are:
Planning and controlling
HRM in the business will plan and control the activities of the employees by identifying their
needs and behaviour. After planning they will control the activities of the employees for
completing the goals and avoiding the wastage of money and resources (John and Björkman,
2015).
Research and Administration
5
Define
Requirements
Job description
Job specification
Attract Potential
Employees
Job advertising
Select Right Prople
Job interview
Ability test

The department of HRM in Hilton performs the research to judge the opinions, leadership, and
employee termination along with the promotion activities to bring a change in the management
working styles of the organization.
Advisory function
The HRM department will provide advice to the other management personal and to the
employees as and when needed for activities like planning, recruitment, selection, designing the
solutions for the problems, promotions etc.
Directing employees
The employees of Hilton need direction to perform the activities and functions from time to time
and for different activities. The HRM department provides direction and issues standard
guidelines for the employees to perform the activities individually and collectively in a team
(Jamali, 2015).
Motivation
Encouragement and motivation is very important to increase the efficiency of the employees.
The HR manager and the management of Hilton encourages the employees at regular intervals
with the help of training and providing them bonus or incentives.
Therefore, the functions of HRM search and evaluate the performance of the employees and
provide the talented and skilled employees to the business.
6

Figure 3: HRM in organization
M2 Evaluate the strengths and weaknesses of different approaches to recruitment and selection
The employee selection is very crucial process in the organization as this involves the critical
evaluation of the behaviour, skills, talent, knowledge, strength and weakness of the employees
for the working of the business (Townley, 2014). The process has both negative and positive
aspects for the appointment of the employees which shows the strength and weakness of the
approaches.
Efficiency of recruitment and selection
The process is efficient in determining the strength and positive outcome of the activities of the
employees. This identification helps to eliminate the problem of the discrimination as the
employees are recruited on the basis of their talent and skills. The level of the process of
selection impacts the value of the goodwill in the market of the organization. Selection of the
new employees helps the management to divide the work and they can focus on the core
competencies of the organization.
7
HRM
Motivation
Directing
Employees
Planning
and
controlling
Research
Advisory
function