HRM Strategy Report

This report provides a comprehensive analysis of Hilton Hotel's Human Resource Management (HRM) strategy. It critically analyzes the internal and external environments impacting Hilton, evaluating various HR policies and procedures. The report examines strategies for attracting and retaining talent to support future performance, including discussions on human resource planning, recruitment and selection, training and development, and relevant UK employment laws (Employment Relations Act 1999, Employment Rights Act 1996, Maternity and Paternity rights). The analysis highlights the importance of employee engagement, addressing barriers to improvement, and emphasizing the role of organizational culture and employee cognition in achieving organizational goals. The conclusion summarizes the key findings and emphasizes the crucial role of effective HRM in achieving business objectives.

HRM STRATEGY

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Critically analysing the internal and external environment....................................................1
TASK 2............................................................................................................................................3
Evaluating a variety of human resource policies and procedures..........................................3
TASK 3............................................................................................................................................6
Attraction and retention of talent to support the future performance.....................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The Human Resources (HR) are termed under the most essential part of an organization.
They are generally liable to overcome all the business functions and operations, in order to
accomplish their organizational as well personal objectives. Thus, it is necessary for the Human
Resource Management (HRM) team of the organization to manage, control, organise and
maintain the participation and functioning of individuals in their business activities. The HR
managers of an organization are responsible to assess the level of employee's engagement and
working in their premises (Hendry, 2012).
The report is providing information about the HR activities and their importance in the
functions and operations of Hilton Hotel. It is an international chain of hotels and resorts under
the flagship brand name with Hilton Worldwide. The Hotel is focused on providing a wide range
of accommodation and catering services to business and leisure travellers for ensuring a
maximum level of comfort during their stay.
TASK 1
Critically analysing the internal and external environment
As per the view of Cascio and Aguinis (2012), that the functioning and working of HR in
an organization has a direct link with the productivity and profitability of the business.
Considering the statement, the necessity of developing the individuals and maintaining their
level of operating the assigned tasks has been ascertained. For this, the head managers of the firm
are responsible to assess the interest of employees to participate and continue their work within
the business. It is stated by Armstrong and Taylor (2014) that the head of the business concern
needs to focus on developing the abilities and knowledge of the employees in order to attain
better results. In that case, the team need to identify the best methods for improving the
performance and creating an effective set of attributes for accomplishing the business activities
positively. Similar to this, the HR team of Hilton Hotel need to assess the internal and external
environmental factors that are capable of impacting the work of their workforces. This process
will also be beneficial in addressing the level of changes, improvement and development in
performance of hotel's individuals. The following are the internal factors that are directly
impacting the business and their management: Strengths – According to Purce (2014), strengths are termed that capabilities are highly
significant for an organization and their business operations. The organization needs to
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address their powers and abilities for determining the level of competence and
positioning in the market. For instance, Hilton hotel business is related with the service
and leisure sector, thus it needs to mark a high level presence in the travel and tourism
market. It has been analysed that Hilton Hotel is highly aimed on maintaining quality in
their employee's services for achieving more customer satisfaction. However, the hotel
has gained a good brand image and holds a stable position in the hospitality sector. Along
with this, the managers have implemented various technical innovations for improving
business processes and to create a constant upgrade of better customer experiences. The
hotel has managed their relation with all their employees and clients in order to maintain
their interest and attention within the firm (Jiang and et. al., 2012). In addition to this, the
hotel has earned good reputation in the hospitality sector which has provided them more
revenues, clients and market share.
 Weaknesses – They are determined as the inabilities of the firm which reduces the
abilities of earning profits and growing the market. It has been stated by Townley (2014)
that every organization has the ability to convert their weaknesses to strengths by
implementing effective action plan. The impotencies affect the overall business of the
firm and therefore should be properly addressed and developed. In the context of Hilton
Hotel, the weaknesses which were evidenced are limited market share and differentiation
in global policies and parameters. Both of the weaknesses are highly impacting the
business of the hotel.
In addition to these internal environmental factors, the business has to assess all the
external environmental factors that are influencing the market, employees, clients and overall
functioning of the business. In that case, the external environmental factors for the Hilton hotel
are: Political and legal factors – As per the viewpoint of Budhwar and Debrah (2013), the
legal framework based on the laws and political policies of the country impacts the
company's ability to perform business activities. The managers of Hilton hotel are liable
to consider all the laws and political policies in order to develop the marketing strategy
which includes the overall travel and tourism sector in the world. Taxes and fees are
another way that impact the ability of hotels to make a profits by providing
accommodation and catering services to the travellers. However, this is main reason that
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increases the tour packages price of the hotel. Any changes or implication in local and
international policies in the context of travel and tourism influence the business of Hilton
Hotel. It includes the risk of changes in currency rate, restrictions of foreign investments,
political conflicts, wars, etc. Economic factors – As stated Schmoldt and et. al., (2013), it is necessary that a firm is
able to determine sources of attaining high level of economic values and wealth during
the time of investments. There are various economic factors that affect the business of
Hilton hotel and reduce their overall market in many countries. The variation in foreign
currency rate and difference in exchange values affects the travel and tourism sector. The
changes in the economic conditions of country also affect the working and the overall
business activities of Hilton Hotel. Inflation is termed as the most influencing factor that
reduces the capacity of potential clients on spending their money on leisure benefits. Social factors – The elements that rises due to the changing tastes and preferences of the
visitors. As per the views of Morgan (2013), it is determined that the variation in
demands and needs of customers fluctuate the business and rate of earning revenues of
Hilton Hotel. In addition, the business of Hilton hotel is also affected by the decreasing
value in visitors' places and sites of the country. As high level of visiting points,
monuments and historical places are attracting large number of travellers.
 Other factors - There are more factors other than these main factors which may,
sometimes, influence the organization in conducting their business in their targeted
market. They indirectly impact the business activities and operations to satisfy the
customers. In context of Hilton hotel, the activities like workers strikes, rising rates of
suppliers, etc. are termed as the other common factors that impact their functions.
TASK 2
Evaluating a variety of human resource policies and procedures
As stated by Rao (2014) which specify that a business firm needs to attain high form of
employees and individuals in their operational and functional department. This form of teams
will assist the organization in achieving more profits and benefits. The set of abilities and
attributes present in the personnel of an organization has a direct link with their business
productivity and profitability. For this, the management of the firm needs to address better talent
and methods to effectively attempt the business operations. Moreover, the importance of
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developing the HR team is critically evaluated by Alfes and et. al., (2013). He stated that the HR
team of an organization should focus on promoting employees working and performance in all
the business activities. This will help them in achieving higher profits and raise customer
satisfaction. Considering this information, in the respect of Hilton hotel which is offering a wider
sets of catering and accommodation services in their every hotel present in the chain. The HR
team of the hotel requires creating an effective set of processes that increases employee's
participation and involvement in the organization functions. For this, the managers of the hotel
has to focus on the following aspects and accordingly determine the direction of employees'
allocation, retention and engagement: Human resource planning – It is required to analyse the business via examining the
roles and responsibilities of jobs and defining the level of description, i.e. duties, person's
liabilities, etc. Along with this, it is required to create a perfect person specification which
states the qualification required for the job. This is the responsibility of HR manager of
Hilton hotel which has to value the workers' requirement in current as well as future time.
However, as described by Stone (2013) which states that quality and quantity of workers
are ascertained by the HR team. It helps in starting the process of recruitment and
selecting the personnel which includes the activities like interviews, testing, developing
questionnaires, etc. Recruitment and selection – According to the viewpoint of Phillips (2013), the process
of interviewing and testing the candidates that are invited for the vacant positions in the
organization. This process involves various steps which is beneficial for the organization
to address the best candidate for the specified vacant post. The selection process
facilitates the organization in selecting the best personnel within the group of all the other
applicants. It involves the processes that specifies about the salary, time duration, rules,
policies, etc. However, Hilton group has effectively defined their procedures for attaining
the best form of employees and individuals. The hotel's line managers are highly focused
on HRM processes and activities as they are concerned with the service sector of travel
and tourism.
 Training and development – As per stated information by Armstrong (2014) which
refereed that the set of activities which are basically used to improve the working
techniques and operating functions in an effective way. The company's management is
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generally responsible for maintaining the level of employee and criteria of handling the
projects assigned to them. In that case, they need to assess the best method and
accordingly utilise it in order to attain the best level of returns. However, the methods of
training and development are determined as an investment for the organization which
provides motivation, promotion and benefits to the employees.
Along with this, organization like Hilton hotel need to value the HR policies and follow
them in order to maintain their business as per the legal framework and political regularities
specified for employability and their perspectives (Kehoe and Wright, 2013). Considering this,
the following are the HR policies which are to be followed by the management of Hilton Hotel in
worldwide: Employment Relations Act, 1999: The UK Government has made significant efforts in
relation to trade union and labour relation act. As per this act it has been stated that it
involves trade unions in businesses so that the best relationship can be built with
employees. However, the trade unions are considered as one of the crucial tasks as it
assesses the whole group in front of management. This act has made significant
amendments in UK labour law in context of trade unions and labour relations act.
According to the act, a statutory body should be framed which are known as trade unions
in businesses. Trade unions are considered to be important for employees as its members
represent the whole group in front of management (Stahl, Bj and Morris, 2012).
Therefore, such act assists workers of Hilton hotel to undertake leaves for their personal
purpose and thus, accomplishes their work. Employment Rights Act 1996: In such act, it assists that workers are given with the rights
to deal with unfair dismissal, reasonable notice before dismissal, etc. so that it does not
affect the rights of workers. It is also essential for each and every employee of Hilton to
get involved in the employment contract so that they would be given with due respect and
will not be treated in a bad manner. However, such right offers favourable framework and
also employees should not be discriminated on the basis of caste, colour and gender
(Employment Law in the United Kingdom, 2014).
 Maternity and paternity rights: It is another act that states that it is essential for each and
every employer to give maternity leave to their female candidates and thus, provide
benefit to them as per the UK law. Therefore, the employees of hotel group can now take
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time off when they are planning for baby because of taking due care of them. Thus, it
saves individual’s employment rights and does not terminate them from work.
TASK 3
Attraction and retention of talent to support the future performance
Employee attraction is termed as one of the main activity which is beneficial in
maintaining the attention and participation of the employee within the firm. It is necessary to
maintain the level of employee's engagement in the functional and operational activities of
business. For this, the HR management needs to assess the personal views for the job or
employment. It would help them in addressing the best form of developing the individuals and
creating better level of working and performance (Ulrich, 2013). It is determined that
organization has to allocate the best form of talent by the recruitment and selection process
which is highly essential in identifying the perfect team members. On the other, employee
retention is a significant process whose aim to hold up the interest of employees and motivate
them to positioned in the firm. The activities of retention help the organizational management to
develop reasons which is used to motivate the individuals to be consistent in working and
participate in the business operations.
In this instance, the management has to target their attention on developing effective
methods of increasing the employee engagement and involvement in overall organizational
activities. It can be assessed as the attachment of business members with their work, roles and
responsibilities assigned over their position. Their perspective is further expanded with
concerning the level of engagement, people employed and their characteristics such as
emotional, mental, cultural and physical connection to this work while performing their duties.
However, the psychological situation of employee engagement helps in developing worker’s
beliefs for the firm that helps in achieving the desired results (Riley, 2014). The approaches that
assist the management team to develop better source of improving the level of employee
retention, attraction and engagement are basically to raise the working and functioning. In that
case, the organization needs to analyse the following aspects and accordingly, implement
actions: Adopting effective organizational policies – It is necessary that management should
build and win the trust of the workforces present in the organization. It works as a key
factor for employee retention within the organization. Specifically, the management is
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responsible to define all the organizational policies which consist of rules, regulations,
and structure and environment framework for the firm. For this, the management should
consider the views of middle or lower level employers while organising such events and
meetings (Hendry, 2012). These managerial functions involve many other operational
activities like ways of re-forcing, promoting company, recognition of brand name,
implementing HR policies, identifying appointment opportunity, location of the
company, recreational activities, production pressure, defining timings or shifts of work,
mechanization, pay scale etc. It helps the firm to create business structure and culture for
the workforce that helps in building the level of employee engagement and thus, in
retaining workers to achieve the desired goals. .
 Human Resource Developing (HRD) – It is determined one of the best approach that is
useful in developing the HR team of an organization. In that case, the organization has to
enable HRD at an operational and functional level, that is a feasible option which
provides information about specific conditions and are to be met by the employee in their
business activities. One important condition is defining the credibility of HRD which
specify an organizational activity in general sense. For this instance, the rising relatively
interest and rate of expansion in HRD in all the UK organizations like Hilton Hotel is
witnessed to face a residual issue of credibility of the training and development function
in organizations (Cascio and Aguinis, 2012). In that situation, organizational support for
line managers in their development activities is essential, along with this, all the
facilitation of the responsibility, as is senior managers' understanding of training and
development issues. Trust between line managers and development specialists, is another
important enabler. In the end, line managers playing as role model in demonstrating
commitment to HRD in their operational tasks may be a powerful enabler of HRD.
Considering the stated information, the management needs to address the barriers for the
process of implementing the improvement policies and methods to enhance the level of
employees. However, the barriers are directly or indirectly affecting the activities of employee
engagement, participation and involvement which somehow reduce the capabilities of their
employees to attain better returns (Townley, 2014). The employee's effectiveness in working and
functioning is directly linked with the productivity and profitability of the firm, thus, the
management has to identify the barriers to the business.
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 Culture indifferences – It is determined that the main factor which affect the employee
interest and involvement with the business operations and assigned projects. The
organizational culture is linking the employee's initial to the other members of the
organization (Schmoldt and et. al., 2013). Employee cognition – The organization management needs to assess level of cognition
which promotes their spirit of working. It is essential that an employee should generate
their level of cognition which is advantageous in attaining better results (Lifelong
learning, training and skills development, 2016). This acts as a method of motivations
which inspires the confidence of employees.
 Appraisals: It is the best method through which individual is encouraged and thus, HR
manager of Hilton is required to provide benefits in order to attain the desired targets.
Such appraisals are essential for the worker’s overall development. Hence, it helps the
firm to enhance individual’s work culture and motivate them to accomplish the desired
goals. For instance, through providing individual performance, it helps in showcasing
them particular performance so that proper appraisal needs to be given to the employees.
CONCLUSION
From the report, it has been articulated that the activity of managing, controlling,
organising and monitoring the functions of employees, is one of the most essential process of
accomplishing the business operations. This is highly beneficial in attaining better results which
involves personal as well as organizational objectives defined for the workforces. The report also
concludes about the significance of various methods and set of procedures which are extremely
useful in developing and improving the working of employees. In addition, it reported the
information about the importance for increasing the level of employee engagement, retention and
attraction.
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REFERENCES
Books and Journals
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, P., 2014. Limits and possibilities for HRM in an age of management accountancy.
New Perspectives On Human Resource Management op. cit. at. pp.154-166.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Cascio, W. F. and Aguinis, H., 2012. 3 Staffing Twenty‐first‐century Organizations. The
Academy of Management Annals. 2(1). pp. 133-165.
Hendry, C., 2012. Human resource management. Routledge..
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of Management. 39(2). pp.366-391.
Morgan, G., 2013. Riding the waves of change. Imaginization Inc.
Phillips, J., 2013. PMP, Project Management Professional (Certification Study Guides).
McGraw-Hill Osborne Media.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Rao, T.V., 2014. HRD audit: evaluating the human resource function for business improvement.
SAGE Publications India.
Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.
Schmoldt, D. and et. al., 2013. The analytic hierarchy process in natural resource and
environmental decision making (Vol. 3). Springer Science & Business Media.
Stahl, G.K., Bj, I. and Morris, S. eds., 2012. Handbook of research in international human
resource management. Edward Elgar Publishing.
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Stone, R.J., 2013. Managing human resources. John Wiley and Sons.
Townley, B., 2014. Selection and appraisal: reconstituting. New Perspectives on Human
Resource Management (Routledge Revivals). pp.92.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering
results. Harvard Business Press.
Online
Employment Law in the United Kingdom. 2014. [Online]. Available through:
<http://www.lexisnexis.com/legalnewsroom/labor-employment/b/labor-employment-top-
blogs/archive/2013/04/09/employment-law-in-the-united-kingdom.aspx>. [Assessed on
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Lifelong learning, training and skills development. 2016. [Online]. Available through:
<http://epsu.org/a/9034>. [Accessed on 20th May 2016].
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