Human Resource Management Practices in Hilton Hotel, UK

Desklib provides solved assignments and past papers to help students succeed.

Human Resource Management

Task 1
1.Define HRM and explain the purpose of HRM in an organisation.
Human resource management is a strategic approach that is effective for operative management
within an organization to support business to for achievement of competitive advantages. For any
organisation irrespective of their size, structure, value Human resource management can be
considered as a very an important function that includes organizing, controlling and selecting
employees for performing various business functions and activities for attaining business aims
and objectives (Drost, et al 2002).
The main purpose of HRM in an organisation is effective management of all the available
resources in terms of performance and efficiency to achieving organizational targets and
objectives. HR department is framed exclusively for selecting and recruiting skilled and efficient
stuff for the organisation as per the requirement of the vacant position. The HR department after
recruitment offers proper training session to enhance the professional development on the basis
of employee’s skill evaluation as per the current trends in the sector the organisation belongs
(Meyer, and Smith, 2000). For increasing efficiency and proficiency of the employee, the HRM
department must motivate the employees financially and non-financially through training,
conducting meeting, reward system etc.
2. Identify and list from your reading about HRM, the various functions of HRM in an
organisation.
In an HRM department is liable for performing different functions such as:
Recruitment and selection: The HR department finds and hire suitable employees in the
organisation with the help of suitably recruitment tools and technology (Ekwoaba,et al, 2015).
The department is also responsible for developing employment contracts and norms for salary as
per legal and ethical practices of hiring.

Training and development: HRM is responsible for providing effective training to new and to
current employed employees for enhancing their skills and efficiency by conducting internal
meeting, conferences, and through educational courses (Larsen, 2017.).
Health and safety: HRM focuses on ensuring that employees are offered with safe and healthy
environment to work as per the norms of Occupational Safety and Health Administration. They
are also responsible for introducing and implementing safety laws and policies in the
organisation and discuss the same with employee unions.
Labor and employee relation: The HR department considering the employees’ rights tries to
resolve and negotiate any kind of disputes between employees and employers (Leisink, and
Steijn, 2008).
Terminate employee contract: The HR team with proper monitoring must focus on
documenting issues faced by each employee. The employee termination is done as per the legal
framework.
3. Select 2 from your above list and explain them in detail.
Recruitment & selection: For any organisation, the process of recruiting and selecting new
employees according to organizational need is considered to be a core function performed by the
department of Human Resource (Ahmad, and Schroeder, 2002.). To recruit an employee for a
vacant position, The HR manager along with his team performs a series of processes including
understanding the recruitment of organisation as per the vacant position, developing draft for job
application, listing the prospective candidates, shortlisting the candidates as per skills and
proficiency, interviewing the candidate physically and them conducting the final interview. The
recruitment in an organisation is done either through internal or external sources considering the
job requirement.
Training and development: Training in an organisation is an effort of HR department for
improving and developing employees in terms of proficiency and skills considering their current
requirement for attaining the organizational goals and aims in more productive way and
efficiently. To offer training the HR manager and his team develops strategic plans by evaluating
the employees. On the other hand, development is a process in an organisation that aims in

offering opportunities to the employee to gain growth professionally. Every organisation focuses
on training and development plans for supporting the employees to achieve professional
development that also supports in future perspective. Both development and training can be
considered as two side of a coin, training focuses on employee’s current need and development is
to prepare the employees for future assignments and responsibility.
4. Identify various approaches of recruitment and selection.
Recruitment in an organisation is performed by HR manager for catching attention of candidate
for hiring and selects the most suitable candidate. In case of Internal recruitment, HR manager
recruits candidate for vacant through internal sources employee referrals, promotion, and re-
selecting ex-employees, etc. In External recruitment fresh and new candidates are recruited
through external sources through employment agencies, e-recruitment, and walk in interviews,
etc.
Selection in an organization is a way of choosing candidate suitably for a vacant position. The
selection process includes evaluation of candidate along with effective decision making for
selecting candidate. Different selection process approaches that can be applied in an organisation
for recruiting employees:
Personal interview: Applicants are shortlisted during recruitment followed by interview.
Employer asks questions to candidate for evaluation candidate’s ability. Employer in this
technology proper information of the candidate may not be known.
General ability test: Employer conducts tests for identifying and calculating candidate’s
qualities. In this technique the employer can effectively evaluate key abilities of candidates so
that they can effective perform their activities achieving aims and objectives.
5. Select 2 approaches among each of recruitment and selection and explain them in detail
highlighting the strengths and weaknesses.
Recruitment Strength Weakness:
Internal recruitment
 Low Cost process while
selecting new candidate for
 The level of achieving
competitive benefit reduces

the vacant post.
 Current organizational
employees are offered with
opportunity to have career
development (Meyer, and
Smith, 2000)
as no new talents with
creativity are appointed.
 Limited HR practice with
confined option for
appointing new talent.
External
recruitment
 HR manager uses this
technique for achieving large
applicant base for
recruitment the best
candidate for a vacant
position.
 The organisation gives
opportunity to new and fresh
talents to work in the reputed
firm.
 Costlier method involving
creating and posting
advertisement through
different sources.
 Morale of currently working
employees will get reduced
when new employees are
appointed instead of
offering them with the
opportunity (Minbaeva,
2005.).
6.You are to select an organisation and identify various HRM practices in that organisation and
list them
Considering Hilton Hotel, that work in the sector of hospitality in UK offering services to
customers. HR manager operates to attain profits and productivity. Some HRM practices of
Hilton hotel are:
Flexible working environment: To offer employees with higher level of work satisfaction the
Hilton Hotel offer flexible work environment supporting in employee retention and engagement.
The employees can effectively manage their life and work along with extra income due to extra
work or services (Momin, and Mishra, 2015).

Recruitment and selection: The Hilton Hotel to attract trained and skilled workforce supporting
organization to attain business goals and objectives. Trained workforce is effective in reducing
overall work pressure and enhances the morale.
Training and development: Employer can maximum benefits by improving skills and
performances of the employees. Thus, HR managers and the team work responsibly for offering
training and development enhancing their professional development through training programs
considering organizational need to offer suitable services to customers.
7.Select more than one practice and explain the benefits for both the employer and employee
providing appropriate examples for each type within an organisational context.
The HRM department of Hilton Hotel follows some practices for supporting both employers and
employees:
Flexible working environment: Hilton hotel offers a flexible working environment to the
employees increasing their level of work satisfaction. The organisation with this method can
engage and retain employee’s mostly female workers for longer working period; this is also
supportive in saving cost as well as time along with ad hoc resource requirement (Snape, and
Redman, 2010). On the other hand the employees with flexible working environment can
effectively manage their personal and professional life and also can earn extra with extra
working hour.
Recruitment and selection: The HRM practice includes this function for attracting trained and
skilled workforce for performing various business operations. In Hilton Hotel the recruitment
and selection process recruits most skilled and proficient employees to work as per
organizational standards (Tracey, 1994). Trained employees reducing work pressure in the
organisation enhancing their morale reducing employee turnover.
8.Now give details of how your selected practices will benefit your selected organisation in
terms of profit and productivity. Justify your answers with examples
HRM practices in many of the ways supports the organisation in achieving the level of
productivity and benefits. Considering the recruitment and selection, with the help of the

function organisation is offered with best candidate with high skills and experience for a vacant
and available position. Skilled and well trained employees in the organisation will support the
organisation in smooth and proper business function execution (Tzafrir, 2005). For example, in
case of Hilton hotel recruiting or selecting efficient employees will support in offering best
services to the customer as per current trends increasing their level of satisfaction that will
support in enhancing the brand name that will result in creating a high customer base and value.
Positive attitude of the customers towards the organisation will lead to increase of profit rate.
Another important HRM practice is offering reward and motivation to the employees for
enhancing productivity and profits as well. In case of Hilton Hotel, the HR managers and leaders
offer financial and non-financial rewards to the employee as per their performances in form of
bonus and incentives (Whitaker, 2003). Reward system and policies offer positive motivation to
the employees to work hard increasing their productivity. This will be effective in attaining the
business aims and objectives.

References
Books and journals
 Ahmad, S. and Schroeder, R.G., 2002. The importance of recruitment and selection
process for sustainability of total quality management. International Journal of Quality &
Reliability Management, 19(5), pp.540-550.
 Drost, E.A., Frayne, C.A., Lowe, K.B. and Geringer, J.M., 2002. Benchmarking training
and development practices: a multi‐country comparative analysis. Human Resource
Management: Published in Cooperation with the School of Business Administration, The
University of Michigan and in alliance with the Society of Human Resources
Management, 41(1), pp.67-86.
 Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The Impact of Recruitment and
Selection Criteria on Organizational Performance.
 Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in
European human resource management (pp. 107-121). Routledge.
 Leisink, P. and Steijn, B., 2008. Recruitment, attraction, and selection. Motivation in
public management: The call of public service, pp.118-135.
 Meyer, J.P. and Smith, C.A., 2000. HRM practices and organizational commitment: Test
of a mediation model. Canadian Journal of Administrative Sciences/Revue canadienne
des sciences de l'administration, 17(4), pp.319-331.
 Minbaeva, D.B., 2005. HRM practices and MNC knowledge transfer. Personnel
review, 34(1), pp.125-144.
 Momin, W.Y.M. and Mishra, K., 2015. HR Analytics as a strategic workforce
planning. IJAR, 1(4), pp.258-260.
 Snape, E. and Redman, T., 2010. HRM practices, organizational citizenship behaviour,
and performance: A multi‐level analysis. Journal of management studies, 47(7), pp.1219-
1247.
 Tracey, W.R., 1994. Human resources management & development handbook.
AMACOM, 135 West 50th Street, New York, NY 10020..

 Tzafrir, S.S., 2005. The relationship between trust, HRM practices and firm
performance. The International Journal of Human Resource Management, 16(9),
pp.1600-1622.
 Whitaker, K.S., 2003. Principal role changes and influence on principal recruitment and
selection: An international perspective. Journal of educational administration, 41(1),
pp.37-54.