Resource Management and HRM Effectiveness: Hampton by Hilton London

This report provides a comprehensive analysis of Human Resource Management (HRM) and resource management practices at Hampton by Hilton London. It begins by defining HRM and its purpose, highlighting the alignment of employee goals with organizational objectives. The report contrasts 'Best Fit' and 'Best Practice' HRM approaches and differentiates personnel management from HRM, as well as hard and soft HRM strategies. It details the roles and responsibilities of the HR function, including attracting, recruiting, and retaining employees, alongside workforce planning challenges, especially during the COVID-19 pandemic. The study evaluates recruitment and selection methods, weighing their strengths and weaknesses, and examines the benefits of various HRM practices like grievance handling, employee recognition, and performance management. It further assesses the effectiveness of HRM in enhancing productivity and profitability, with specific considerations for adaptations made due to COVID-19, such as ensuring worker safety and remote work options. The report concludes by emphasizing HRM's integral role in aligning organizational and employee goals and adapting to challenges, such as those posed by the COVID-19 pandemic.

RESOURCE MANAGEMENT
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Table of Contents.
INTRODUCTION...........................................................................................................................3
P1: Purpose, functions of HRM...................................................................................................3
HRM:.................................................................................................................................3
Purpose of HRM................................................................................................................3
Roles and responsibilities of HR function.........................................................................3
Workforce planning:..........................................................................................................3
P2: Strengths and weaknesses of Recruitment and selection approaches....................................3
P3: Benefits of HRM practices:...................................................................................................3
To employer.......................................................................................................................3
To employees:....................................................................................................................3
P4: Effectiveness of HRM...........................................................................................................3
Scope of HR in Hampton by Hilton
London in Park Royal........................................................................................................4
Special considerations due to COVID-19..........................................................................4
CONCLUSION ...............................................................................................................................4
REFERENCES................................................................................................................................5
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INTRODUCTION
Resource management refers to the procedure through which organizations manage their
resources such as human and non-human resources effectively an efficiently. Hampton by Hilton
London are a chain of moderately priced, upper mid-scale hotels who provide limited food and
beverage facilities (Ghobaei-Arani, Souri and Rahmanian, 2020). This report will discuss the
scope of HRM in companies through its functions, responsibilities, approaches to recruitment
and selection, various approaches to HRM and their benefits and effectiveness.
P1: Purpose, functions of HRM
HRM:
Human Resource management refers to the overall approach for managing employees,
organizational environment and culture. It concentrates on recruitment, direction and
management of employees working in an organization.
Definition:
As per the words of Aust, Matthews and Muller-Camen (2020), Human resource
management is referred as planning organizing, controlling na d directing human resource
management for their procurement, retention, development, separation and compensation in an
organization.
Purpose of HRM:
The purpose of HRM in Hampton by Hilton London is as following:
 Connect the personal goals of its human resources with organizational objectives.
 Providing and maintaining employee satisfaction in the company.
 Managing transformation and change in organizational environment.
 Performing functions of hiring, firing and training na development.
 Re-engineering organizational processes if necessary (Stahl and et.al., 2020).
Best fit and Best practice HRM:
Best practice approach of HRM concentrates upon the implying close connections
between HR practices and organizational performances. They claim that there are some HR
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activities which support companies universally for attaining organizational goals regardless of
their industry. However, Best fit in contrast believes that HR policies must be developed as per
business strategies. It concentrates upon aligning the HRM practice to strategies to enable
company for creating competitive advantages (Diaz‐Carrion, López‐Fernández and Romero‐
Fernandez, 2019).
Personnel management v/s HRM:
Basis Personnel management HRM
meaning Personnel management is
concerned with managing people
at work.
HRM is concerned with managing
employees, skills, abilities, creative
abilities and knowledge.
Time period It is performed for a short term HRM's scope is for long term
Control system It is controlled through External
systems
They are Self controlled.
Role These roles are performed by
Professional and specialists (Islam
and et.al., 2020).
HRM is performed by Integrated in
management.
Evaluation Personnel management is
evaluated through cost
minimization of human resources
HRM is evaluated through maximum
utilization of human resources.
Hard HRM and Soft HRM:
Basis Hard HRM Soft HRM
Concentration It concentrates upon treating
employees as a machine.
It concentrates upon treating
the employees as individuals.
Time It focuses on short term strategy of
organization.
It focuses on term strategy of
organization.
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Leadership style Autocratic leadership style is
followed in Hard HRM.
Democratic leadership style is
followed in soft HRM.
Organization structure It is performed in organizations with
tall structure.
It is performed in
organizations with flat
structure (Lopez-Cabrales and
Valle-Cabrera, 2020).
Roles and responsibilities of HR function:
HRM is responsible for managing employees and organization as a whole. Major
functions of HRM at Hampton by Hilton London are as following: Attracting employees: It is the responsibility of HRM department to attract candidates for
creating a pool of candidates for their recruitment drive. HRM ensures that it attracts the
best talents from the pool of candidates. HRM at Hampton by Hilton London uses
various methods such as higher pay rolls to attract the suitable employees. Recruiting employees: HRM is responsible for arranging interviews, recruitment drive
and On-boarding new employees. HRM in chosen company make sure that right person
is hired so that they can fulfil organization's needs and right person is placed at right
place (Hampton by Hilton London Waterloo. 2021).
 Retaining the employees: HRM have to ensure that it retains the best talents with the
companies through various tactics such as increasing pay scale or through providing
incentives. It is the most important function as higher employee turnover can ruin the
goodwill of the company.
Workforce planning:
Workforce planning is formal procedure to analyse, forecast and plan workforce supply
required at the companies to ensure that the company has the right persons at appropriate jobs.
Challenges in workforce planning in are as follows:
 The sudden changes in work culture has affected the mental health and well-being of
employees. (Stankevičiūtė and Savanevičienė, 2018)
 Managing remote work culture has been very challenging of the company.
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 The inability or lacking of company to change quickly with the changing environments
has masde the company to struggle.
For example: The greatest challenge faced by Hampton by Hilton London during COVID-19
pandemic was 50% occupancy. So the company introduced flexible working environment where
half of the staff worked form home.
P2: Strengths and weaknesses of Recruitment and selection approaches
Recruitment refers to the process of finding prospect employees for a vacant position and
encouraging them to apply for the same (Hotho and et.al., 2020). Selection refers to choosing the
best candidate out of all the applicants. Various approaches to Recruitment and selection in
Hampton by Hilton London are described as follows:
Approaches Strengths Weaknesses Help in talent
management
Internal
recruitment
They reduce time to hire
and often costs less
Internal recruitment can
leave gaps in current
workforce and can
result in inflexible work
culture.
The best employees
with expert knowledge
and experiences retain
within the company
and motivate other
employees to perform
their best.
Recruitment
agencies
They are faster method to
hire higher quality
employees with
specialized knowledge.
They involve higher
costs and does not
provide any cultural fit
(Hamza, P.A. and et.al.,
2021).
They can provide the
best talents available
in the market to fill the
workforce gaps of the
organization.
Recruitment
through websites
A large pool of applicants
can be created, and they
provide greater means to
communication.
Costs of this approach
can spiral and it attracts
all kinds of employees
even unqualified ones.
Companies can Attract
talents from a wider
base of candidates and
identify their skills and
expertise without
communicating with
them.
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Campus
recruitment
This approach can help
the company to tap raw
talents and tech
generation to fill
vacancies.
Raw employees need
time to adapt company
culture and need initial
trainings.
They provide the best
raw talents which can
be moulded as the
company wants and
bring the best out of
them
P3: Benefits of HRM practices:
HRM practices provide various benefits to employer and the employees. The benefits of
various HRM practices performed in Hampton by Hilton London are as following:
HRM practice Example Benefits to employer Benefits to employees
Grievance handling Grievance
handling
committee
It can help the company to
resolve issue before the
employees took them
outside for resolving.
It helps the employees
to raise their its issues
and problems without
hesitation (Diaz‐
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Illustration 1: Recruitment and selection
Source: Recruitment & Selection: Hiring Process, 2021.

Carrion, López‐
Fernández and
Romero‐Fernandez,
2019).
Employee recognition Star employee of
the week
It helps the company in
enhancing productivity and
better employee
performances which
contribute in attaining
organizational goals.
It motivates the
employees to work
their best of their
abilities.
Performance
management systems
360 degree
feedback system
It helps the company to
analyse the performances of
the employees so that it can
realize gaps between desired
performances and current
performances (Lee and Mao,
2020).
It can help the
employees in
reviewing clear
objectives and also
encourage them for
learning and
development.
Employee benefits Employee stock
ownership plan
It helps the companies to
show the employees that the
company is invested in their
overall health and their
future. It can help the
company to create
differentiation from
competitors.
It helps the employees
in motivation, stress
relief and also enhance
their productivity and
work.
Providing John Lewis
model benefits
Partnership
options
It helps in motivation and
retention of employees.
It helps the employees
to feel that they are an
important part of the
company and their
existence matters for
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company.
Training Induction It helps the company in
reduced employee turnover
and enhanced job
satisfaction.
Employees can show
greater productivity
and high quality work
output and enhance
their work
performances (Memon
and et.al., 2020).
P4: Effectiveness of HRM
HRM practice Example How it helps in
raising profits
How it helps in
enhancing
productivity
Fringe benefits Healthcare
membership
It helps the company
to retain its high
quality employees
motivated and satisfied
in the company so that
they provide their best
to achieve
organizational
objectives (Brown and
et.al., 2019).
It helps the employees
in motivating,
improving their
experience and
relieves them from
stress at workplace
which ultimately
enhance their
productivity.
Flexible working
options
Work from home It can encourage the
employee's will to
work which ultimately
contribute in
enhancing
organizational profits.
As per CIPD, flexible
working options helps
in enhancing morale of
the employees which
increase their
productivity (CIPD,
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2021).
Work models Hybrid working
models
They make sure that
work is not affected in
any circumstances
which ensures constant
generation of profits.
Employee contribute
more in productivity
when they are
provides the choice to
work according to
them.
Special considerations due to COVID-19
Due to COVID-19 Companies have changed their work cultures to provide following
considerations:
 Safety of workers: Companies have top maintain the safety of workers through following
COVID-19 safety protocols such as 50% occupancy in work area and wearing masks
during interactions.
 Work from home option: Companies have provided the employees the option to work
from home as work occupancy was specified as 50% (Caligiuri and et.al., 2020).
 Support: Companies have to provide some support to employees having COVID-19 or it
should provide care to their family members if they are in need for help.
CONCLUSION
It can be concluded that HRM is an integral part of the organizations whose purpose is to
link organizational goals with personal goals of employees. There are various approaches to
recruitment which chosen company can use such as internal recruitment. The given company
uses various HRM practices such as fringe benefits and training which provides benefits to
employee, employee, raises organizational profits and productivity. Due to COVID-19
companies have to follow special consideration to continue their work such as following safety
protocols.
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REFERENCES
Books and journals:
Ghobaei-Arani, M., Souri, A. and Rahmanian, A.A., 2020. Resource management approaches in
fog computing: a comprehensive review. Journal of Grid Computing. 18(1). pp.1-42.
Aust, I., Matthews, B. and Muller-Camen, M., 2020. Common Good HRM: A paradigm shift in
Sustainable HRM?. Human Resource Management Review. 30(3). p.100705.
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Stahl, G.K. and et.al., 2020. Enhancing the role of human resource management in corporate
sustainability and social responsibility: A multi-stakeholder, multidimensional approach
to HRM. Human Resource Management Review. 30(3). p.100708.
Islam, T. and et.al., 2020. Promoting in-role and extra-role green behavior through ethical
leadership: mediating role of green HRM and moderating role of individual green values.
International Journal of Manpower.
Lopez-Cabrales, A. and Valle-Cabrera, R., 2020. Sustainable HRM strategies and employment
relationships as drivers of the triple bottom line. Human resource management review.
30(3). p.100689
Stankevičiūtė, Ž. and Savanevičienė, A., 2018. Designing sustainable HRM: The core
characteristics of emerging field. Sustainability. 10(12). p.4798.
Hamza, P.A. and et.al., 2021. Recruitment and Selection: The Relationship between Recruitment
and Selection with Organizational Performance. International Journal of Engineering,
Business and Management. 5(3). pp.1-13.
Hotho, J. and et.al., 2020. Coping with favoritism in recruitment and selection: a communal
perspective. Journal of Business Ethics. 165(4). pp.659-679.
Lee, S.W. and Mao, X., 2020. Recruitment and selection of principals: A systematic review.
Educational Management Administration & Leadership, p.1741143220969694.
Brown, C. and et.al., 2019. Using recruitment and selection to build a primary care workforce for
the future. Education for Primary Care. 30(3). pp.128-132.
Diaz‐Carrion, R., López‐Fernández, M. and Romero‐Fernandez, P.M., 2019. Evidence of
different models of socially responsible HRM in Europe. Business Ethics: A European
Review. 28(1). pp.1-18.
Memon, M.A. and et.al., 2020. Satisfaction matters: the relationships between HRM practices,
work engagement and turnover intention. International Journal of Manpower.
Caligiuri, P. and et.al., 2020. International HRM insights for navigating the COVID-19
pandemic: Implications for future research and practice.
Online references:
Hampton by Hilton London Waterloo. 2021. [Online]. Available through:
<https://www.hilton.com/en/hotels/lonwlhx-hampton-london-waterloo/>. [Accessed on 7
september 2021]
Recruitment & Selection: Hiring Process. 2021. [Online].
<https://factorialhr.co.uk/blog/recruitment-selection-process/>. [Accessed on 7 september
2021]
CIPD. 2021. [Online]. Available through: <https://www.cipd.co.uk/#gref>. [Accessed on 7
september 2021]
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