Hilton Hotel's Human Resource Management: Strategies and Legal Impact

This report analyzes Human Resource Management (HRM) practices at Hilton Hotel in the UK, focusing on the purpose, role, and plans of HR within the organization. It justifies a human resources plan based on an analysis of supply and demand in the service industry, specifically within Hilton. The report assesses the current state of employment relations, including cooperative discussions, company culture, grievance procedures, and employee consultation. Furthermore, it discusses the impact of employment law, such as the Wellbeing and Safety at Work Act 1974, Permitting Act 1964, and the Equality Act 2010, on HR management within Hilton, highlighting how these laws shape decision-making and daily operations. The analysis concludes that effective HRM is crucial for the service industry, contributing to organizational growth, productivity, and maintaining positive employee relations through adherence to legal standards.

HUMAN RESOURCE MANAGEMENT
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Introduction......................................................................................................................................3
LO1..................................................................................................................................................4
1.2 Justify a human resources plan based on an analysis of supply and demand for a selected
service industry business.............................................................................................................4
LO2..................................................................................................................................................6
2.1 Assess the current state of employment relations in a selected service industry...................6
2.2 Discuss how employment law affects the management of human resources in a selected
service industry business.............................................................................................................8
Conclusion.....................................................................................................................................10
References......................................................................................................................................11
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Introduction
Administration of the human resource is one of the important factors which are taken into
consideration by each and every association as employees are the heart of company which
supports growth and development. In this report, the chosen organization is Hilton, a chain of
hotels in the UK. The first part of this report will analyze the purpose, role, and plans of human
resource whereas second part will let learners gain knowledge employee relations and
employment legislation.
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LO1
1.2 Justify a human resources plan based on an analysis of supply and demand for a
selected service industry business.
Human resource forecasting is being defined as a procedure which is in relation with recognizing
future as well as present needs of human resources in an association for attaining objectives and
goals by making a link among process of human resource and overall plan of strategies in a
company. It involves approximation of individuals required to execute various activities and
defining how such individuals can be employed. Planning of human resources is important as it
supports to cope up with variations by making estimation regarding requirements and needs of
personnel. It arranges fundamentals for employee’s purposes and growth of HR administration
procedure by generating links with the strategy of business and operations.
There is an essential to need to make an analysis of supply and demand as it is termed as the vital
part in the forecasting of human resource subsequently it assists identifying human reserve
availability in an industry and procurement cost of employees for an association (Snell, et.al.,
2015). The modest atmosphere in regards to the availability of human resource can be evaluated
as well as identified by analyzing supply and demand of staff in that particular industry.
It has been believed by ‘Hilton Hotel’ that need and requires preparation of employees for an
industry in future on the foundation of supply and demand analysis of resources within a Hotel is
significant. For the purpose of examination, the existing workforce in Hotel is compared and
identified with future as well as present desires to predict the petition for employees.
Correspondingly, human resource accessibility in Hilton is recognized with the support of
staffing interventions so as to estimate human resource supply according to planned budget. This
sort of forecasting in terms of workforce’s demand and supply with requirement scrutiny will aid
in overwhelming the alteration and gain the advantage of competitiveness.
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Plan of human resource in Hilton
(Source: By author)
Human resource planning may sometimes be harmful to an organization if the scheduling is not
done in a proper manner. This will eventually affect an association in its growth and
productivity. On the other hand, planning is an essential part as it supports in smooth working
and also increases goodwill of an association. From the above discussion, it can be concluded
that planning and scheduling in relation to the workforce are of much importance as it supports
in allocating responsibilities to staff according to their skills (Armstrong and Taylor, 2014).
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Identifications of key positions
Recognition of needed skills and qualities
Recruitment of suitable employees
Selection of appropraite candidates through tests.
Evaluation and monitoring of plan

LO2
2.1 Assess the current state of employment relations in a selected service industry.
Employee relation can be termed as the co-operation and understanding among the members of
staff of association which supports them to operate in cooperation so as to avoid confusion and
conflicts. The relationship between managers and employees of an association make a
contribution to the attainment of goals and objectives. The current state of employee relationship
is defined in various situations as follows:
 Cooperative discussions and bargaining: It is defined as the procedure where trade
union members, as well as the employer, negotiate over the possibility of the employment
relation. At Hilton workers and staff members generate voluntary agreements and discuss
on various themes such as promotion, benefit, wage-hour and terms of employment.
 Culture: The corporates, as well as cultural standards at Hilton, need members of staff to
look professional. The working plus cultural atmosphere is different in every industry
which offers service (Brewster, et. al., 2017).
 The procedure of discipline and grievance: The process of discipline and grievance in
the hotel is lectured with the association of informal plus formal conference of
employees, trade unions and managers where the discussion is done regarding issues and
problems and solutions are made out. The Staff and employee’s code of conduct makes
sure that processes of discipline are executed in an association.
 Consultation and reconciliation: The course of consultation in addition to reconciliation
regarding issues and disputes of the employee is done with the sustenance of industry.
 Representative Contribution and Authorization: The legislatures in the lodging
commercial containing the workers and staff are allowable to partake in the positioning
process of hierarchical movements and symbolizing the portions and obligations in the
attainment of destinations. The presence of representatives carries about fewer crashes
and complaints amongst them and alteration of commercial relationship which is an
elementary issue adding to the growth of the management relations and inns. The
consolidation is known to the representatives in business by doling out them the
obligations recognized with the contentment of clients at the inn through their aptitudes.
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In order to maintain good relationship among employees, various methods can be used like team
formation, team bonding, equal remuneration as per skills, 360-degree appraisal and several get
together in order to solve queries and issues of employees who are working in associations for
the growth and development. With the support of such techniques and methods, there will be a
good relationship which will support in reducing conflicts and problems (ALDamoe, et. al.,
2012).
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2.2 Discuss how employment law affects the management of human resources in a selected
service industry business.
Employment regulations have its effect on the administration of HR for Hotel Hilton as it helps
to accomplish its points and goals in the taught way and such laws additionally settle on a reason
for settling on choices in the inn. In the lodging Hilton, the rules support in taking up the
exercises of monotonous life and in deciding the relations and states of the work. It additionally
expands the obligations of the inn towards the workers. A few laws which are taken into
consideration by Hotel Hilton in deciding the rapports and circumstances are explained here.
 Wellbeing and Safety at work act 1974: This protest requires the proprietors to contract
with the constituents who may mark injuries of the employees and apologetic tools and
garments must to be provided to the operating to keep up safety and precautionary actions
from the risky surroundings. Symbols of wellbeing should be established with the goal
that the representatives can be accomplished about the same (Hood, et. al., 2016).
 Permitting Act 1964: The lodging gives mixed drinks which desire it to hang on a
permit to offer the same. It gives privileges to the lodgings to serve liquor to their visitors
and there ought to be a different bar for aiding the same.
 Information assurance Act 1998: This demonstration expresses that the lodgings are not
permitted to reveal any data about the visitors living or have been a client of the inn. The
information ought to be protected and ought to be crushed after a particular timeframe.
 The act of equality 2010: This protest articulates that the lodging cannot segregate
among the authority organizations on the surroundings of inability, sexual coordination,
belief, or age.
 Business' risk Insurance Act 1969: This demonstration expresses that Hotel Hilton is
obligatory to give a defense to shelter the duty of the legislatures for any mischief by the
employee in the effort setting.
There are various legislations that aid in determining the freedoms of the agents and furthermore
panel the commercial and also workings to operate in the lodging. This law incorporates Equal
pay and secure working rights, The Occupied Time Regulation, 1998, and so on.
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The contract of working amid the corporate and illustrative might be completely adhered to by
the trade and the rebelliousness may transport regarding the events in contradiction of the
business since the reason for work performing to forcibly stretch work contract to safeguard the
eagerness of labors and staff persons from connotations. The Employment Rights Act helps in
safeguarding the rights of employees and also ensures safety (Armstrong and Taylor, 2014).
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Conclusion
From the above-mentioned report, it can be concluded that administration, as well as
management of human resource, will be essential for a service industry as it will help in making
goodwill of an association and also increase growth as well as productivity. It has been analyzed
that Hilton Hotel made various plans regarding demand plus supply of employees which support
them in maintaining efficiency. There is the maintenance of good employee relationship in an
association which aids in achieving goals and objectives. There are several employee legislations
also which ensures security, safety, wellbeing and equal pay of employees.
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References
 ALDamoe, F.M.A., Yazam, M. and Ahmid, K.B., 2012. The mediating effect of HRM
outcomes (employee retention) on the relationship between HRM practices and
organizational performance. International Journal of Human Resource Studies, 2(1),
p.75.
 Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource
management practice. Kogan Page Publishers.
 Brewster, C., Hegewisch, A., Mayne, L. and Tregaskis, O., 2017. Employee
communication and participation. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey, p.154.
 Hood, J., Hardy Jr, B. and Simpson, L., 2016. Workers' compensation and employee
protection laws in a nutshell. West Academic.
 Snell, S.A., Morris, S. and Bohlander, G.W., 2015. Managing human resources. Nelson
Education.
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