Comprehensive HRM Report: Hilton Hotel's Strategies and Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Hilton Hotel. It begins by differentiating between personnel management and HRM, followed by an examination of the core functions of HRM, including recruitment, training, and performance management. The report details the roles and responsibilities of line managers within the hotel, and assesses the impact of legal and regulatory frameworks on Hilton's operations. The analysis extends to HR planning, including the importance of planning, the stages involved in planning HR requirements, and a comparison of recruitment and selection processes with Holiday Inn. Furthermore, the report explores motivational theories, reward systems, job evaluation processes, and performance monitoring methods within Hilton. Finally, it addresses the reasons for employment cessation, exit procedures, and the legal implications of such arrangements. The report concludes with an overview of the key findings and recommendations for improving HRM practices within the Hilton Hotel.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION 1
TASK 1 1
1.1 Difference between personnel management and human resource management 1
1.2 Functions of Human resource management 2
1.3 Roles and responsibilities of line manager 2
1.4 Impact of legal and regulatory framework on Hotel and Hilton 3
TASK 2 4
2.1 Importance of human resource planning in Hilton hotel 4
2.2 Stages involved in planning HR requirements5
2.3 Comparing the recruitment and selection (R&S) process of Hilton hotel with Holiday Inn
6
2.4 The effectiveness of R&S techniques in Hilton hotel and Holiday Inn 6
TASK 3 7
3.1 Link between motivational theory and reward system in Hilton hotel 7
3.2 Evaluating the process of job evaluation and other factors determining pay 9
3.3 Effectiveness of reward systems in Hilton hotel 10
3.4 Different methods used by Hilton hotel to monitor employee performance 11
TASK 4 12
4.1 Reasons for cessation of employment with Hilton hotel 12
4.2 The exit procedure used by Hilton hotel and Holiday Inn 13
4.3 Impact of legal and regulatory framework on employment cessation arrangements 13
CONCLUSION 14
REFERENCES 15

INTRODUCTION
Human resource management (HRM) refers to the process of maximizing the
performance of the employees by adopting the effective policies and strategies with respect to
the recruitment, training and development, performance appraisals and maintaining the employer
employee relationship (Bloom and Van Reenen, 2011). In contrast, resultant approach in which
emphasis is laid on the aims and objectives of the organization, system approach work towards
the enhancement of organizational capabilities. In this focus is laid on the improvement of the
employees' efficiency and organization's productivity through effective human resource
management. For the purpose, international Hotel chain Hilton is taken into consideration.
TASK 1
1.1 Difference between personnel management and human resource management
In UK, the concept of personnel management started prior to the First World War. It is
considered as one of the most traditional approach of managing the workforce within the
organizational structure. It lays its significant concern over maintaining administrative record
keeping in a systematic and appropriate way. This helps the company to attain equal terms and
conditions of its core employees. In other words, it can be described as a systematic process of
performing managing activities and functions such as staffing, directing, training and
development in a suitable way. Human resource management, on the other side is a wide concept
which focuses on integrating the core functions of personnel management with the organization's
strategies and goals (Boella and Goss-Turner, 2013).
Personnel management refers to the process of performing the set of activities related to
workforce of the organization such as staffing, training and development and recording the data
about the employees working. On the other hand human resource management is the wider
concept which inculcates into it the process of development of the capabilities and performance
level along with the traditional functions related to the employees in organization.
The functioning related to personnel management is done by the single department that is
by the middle level management in which there is only consideration with respect to the
maintenance of data and keeping details of the proceedings done by them (Kehoe and Wright,
2013). On the other hand in human resource management there is the involvement of different
departments such as strategic, tactic level and operational level. With the inculcation of all the
1

departments several aspects related to employees are addressed and organizational capabilities
are improved.
1.2 Functions of Human resource management
Hotel Hilton is recognised for extending the personalized and thoughtful services to their
customers. In that respect, it has kept human resource management as the central part. For that
purpose, following functions are done by the management.
Recruitment and selection: In order to give the optimum level of services to the
customers, the highly efficient and capable persons are employed for their respective post. For
this rigorous methods of recruitments and selection is adopted specifying the qualifications, job
requirements and the series of interviews after it. Afterwards the selected employees are placed
at posts as per their functional specialities.
Training and development: Organization believes in continuous development of
employees in that respect it conducts training in different phases such as after recruitment and
during the job. After recruitment employees are made adaptable about the organization and their
roles in it. During job capabilities of employees are enhanced through apprentices and
development sessions (CHUANG and Liao, 2010).
Performance management: For maintaining competency with the environment,
performance of employees is frequently assessed. Further, they are acknowledged about their
accomplishments and weaknesses.
Apart from these services, Hilton hotel lays its significant concern over providing its
workforce with exotic motivational techniques along with fascinating employee engagement
tools in an effective way. The HR department of the said hotel possess full knowledge about the
employment law and treats its entire workforce as an asset instead of expenditure to company.
1.3 Roles and responsibilities of line manager
Line managers are the individuals are in direct link with the employees belonging to
different functional backgrounds. In Hilton hotel they endow slew of responsibilities with respect
to the human resource management. The following are few areas in which they are having their
working.
Employee involvement: Being the link between the strategic officers and the operational
level, line managers are supposed to play the vital role in managing the involvement of
2

employees within company (Gatewood, Field and Barrick, 2015). It is their duty to connect them
with the objectives and goals of organization.
Supervising subordinates: Line mangers by identifying the strengths and capabilities of
different employees, assign roles and responsibilities to them. They supervise them in the
manner to proceed for the work allotted to them through proper direction.
Performance monitoring: Line managers are entitled to manage the performance level of
the employees working in the organization. It is a collective approach adopted by hem to regulate
the growth and progress of Hotel (Bloom and Van Reenen, 2011). In any lacunae, they are
rectified immediately without and disruptions.
Besides performing the above mentioned roles and responsibilities in an appropriate way,
line manager also laid a considerable concern over planning the managerial activities effectively.
Here they focus on setting the targets towards achieving organization's success impressively.
Also, they organise the functions systematically to avoid the conflicts and disputes within the
workforce. Apart from this, their roles and responsibilities also include staffing, controlling and
motivating its employees to bring the best and quality results in an effective way.
1.4 Impact of legal and regulatory framework on Hotel and Hilton
In order to maintain the legality, organization operating in every sector is supposed to
abide all the laws and regulations related to that. Hotel Hilton is operating in the hospitality
service industry in which government and other legislative organizations have imposed several
laws such as for consumer protection, employees related issues, environmental matters and other.
Customer laws enable the selected organization Hilton to offer the services and products
with fair prices and tariffs and protecting the interest of consumers by ensuring their protection
(Hendry, 2012). There some employees related laws such as labour laws in context of which
Hilton has fixed the number of working hours, made the standard working conditions and
allowances provided to them. Further, Hotel Hilton also complies with environmental laws such
as using appropriate measures for waste disposal and eco-friendly measures for other operations.
Hilton Hotel is highly required to get in total compliance with the following legal and
regulatory framework-
3

 Sex Discrimination Act (1975) - By complying with this law, the concerned company
tends to eradicate the root cause of discrimination within the workforce and provide equal
opportunities of all of its individual employees.
 Employment Act- The mentioned organization is crucially required to comply with the
employment act in order to provide its workforce with all the basic terms and conditions
of the company for its all types of individual employee (Werner and DeSimone, 2011).
TASK 2
2.1 Importance of human resource planning in Hilton hotel
Human resource planning reflects a systematic analysis of major needs and requirements
of HR department in order to ensure that adequate number of employees with relevant
knowledge and skills are available when required. Human resource planning lays its significant
concern over enhancing and improving the skills and knowledge of its employees (Mathis and
Jackson, 2011). To do this, the HR team render the staffs with various training and development
sessions which motivate them to work in a proper and systematic way that helps the company to
accomplish the target in the predetermined time frame.
With regard to the current case scenario, Hilton hotel seeks to implement an impressive
human resource planning within the workplace. The functional area of HR planning broadly
includes collecting relevant information, setting objectives and finally developing effective
conclusions which benefit the company to reach the heights of success in an appropriate way.
The crucial importance of undertaking an impressive and systematic HR planning in
Hilton hotel are discussed below-
 To determine the exact number of staff the company possess
 Optimum utilization of its existing personnel within organization
 To identify and evaluate the quality of workers the organization have
 To maintain an edge in the international market
 To meet the highest level of workers job satisfaction (Snell, Morris and Bohlander, 2015)
 To minimize whole employee turnover rate
 To boost its business performance and productivity in the corporate world
By examining and identifying the vital importance of HR planning in the mention firm,
Hilton hotel should effectively adopt the crucial aspect of HR planning within its workplace in
4

order to attain the leading heights of success in the tough trading competitive environment. Thus,
from the above description, it can be concluded that HR planning is must for an organization like
Hilton Hotel. Incorporating an impressive HR planning within the said workforce will assist the
company to maintain its competitive edge in the vast international economies.
2.2 Stages involved in planning HR requirements
With a view to establish a fascinating and exotic HR plan, Hilton hotel undertakes the
following steps in a significant and appropriate manner- Collection of relevant data- The said company starts by gathering necessary information
about its objectives and goals. In addition, it also makes a systematic procedure to
accomplish the set position within the standard time limit. With the help of it, company is
able to gain key inputs from which key decision related to HR is taken. Evaluating the existing stock of its employees- Thereafter, the company analyse its
overall staff on the ground of their age, sex, location, skills, knowledge and
competencies. At this moment, main purpose is to identify the vacant position at different
department so that total number of vacant position can be identified. From this, strategy
related to recruitment and selection is developed so that vacant position can be filled in
effectual manner. This benefits the mention corporation to gain an insight understanding
of its work environment (Jiang and et.al., 2012). Conducting environmental auditing- The organization then performs the strategic and
essential analysis of its environmental factors which creates a direct impact on the
working of business organization. The company at this stage lays its major attention on
its present and past performance in the hyper competitive global market and takes
effective measures to minimize its cost and generate cost effective products which
satisfies the customers demand in an impressive way. HR plan- Here, Hilton hotel focuses on establishing an effective HR plan which
emphasises on serving its employees with vast opportunities to expand and enhance their
career growth and development.
 Monitoring and controlling- Here the cited firm lays its major concern over controlling
and monitoring the overall business performance in the corporate market in a systematic
way (Guest, 2011).
5

By following the discussed stages in an appropriate way, Hilton hotel is effectively able
to plan its HR requirements and makes sure to retain the best employee within the workplace
thereby reducing the overall turnover of its staff (Caldwell and et.al., 2011).
2.3 Comparing the recruitment and selection (R&S) process of Hilton hotel with Holiday Inn
Recruitment is a systematic process of searching potential applicants with the relevant
skills, knowledge and experience whereas selection is an appropriate criterion of choosing the
eligible and best candidate from the masses for the correct job designation within the workplace.
These two activities are the core functions of HR managers in an organization (Bennett and Ho,
2014).
In context with the present case study, the R&S criteria undertaken by Hilton Hotel is
explained as follows-
 Advertising the details of the vacancy in newspapers, television and social media
 Rendering offline and online application forms for the eligible and prospective applicants
 Conducting appropriate test series to check the analytical and logical level of the short
listed candidates
 Finally, selecting the eligible and best candidate by conducting a face to face personnel
interview. The HR manager at this stage plays a significant role in analyzing the
behaviour and attitude of candidate in an appropriate way and then deciding to select him
for the firm.
However, Holiday Inn possesses a slight difference in its R&S process. The company
recruits the candidates by providing the major details of vacancy and suitable job designation on
its main websites. It allows the candidate to provide their CV online with the help of e-mail.
They systematically judge the overall resumes of the prospective applicants and call them online
for final round of interview (Crook and et.al., 2011). And lastly, the said company conducts a
personnel interview with the selected candidates and finally makes the decision to select him for
company on the basis of his/ her attitude and behaviour towards the organization.
2.4 The effectiveness of R&S techniques in Hilton hotel and Holiday Inn
R&S is a key to identify the organization's effectiveness and performance in the global
corporate market. The ability of the company to select the eligible candidates also enables the
firm to easily predict the future opportunities for company's growth and expansion.
6

Inappropriate and ineffective R&S process leads the company in sudden downfall of its business
performance in the competitive environment thereby cancelling the developmental rewards and
strategies.
With a view to maintain competitive edge in the international economy, every
organization is crucially required to possess outstanding skills and talent within the workforce.
The R&S process of Hilton hotel and Holiday Inn starts when there exists an appropriate
vacancy within the workplace (Bilton, 2007). By selecting the right candidate for the right job
the companies gain tremendous advantages in the line of achieving organization's success in an
effective manner. The effectiveness of such process in the mention companies are listed below-
 Helps the company to develop an exotic competitive image in the international
competitive market.
 Benefits the company to reduce its cost on providing various training sessions to the
employees.
 Helps the company to gain global exposure in the tough trading environment
 Increases the productivity and performance of business operations in the corporate world.
Hilton hotel focuses on using internal recruitment while Holiday Inn lays its concern over
external recruitment process for hiring an eligible candidate within the workforce. In external
process, the company emphasises on selecting the applicant from outside the organization
whereas in internal process, candidates are selected from within the company in forms of
promotions or transfers. Also in case of selection process, Hilton Hotel and Holiday Inn tends to
adopt the following techniques effectively-
 Conducting preliminary interview to short list the eligible candidates.
 Conducting panel exams to test the logical and analytical skills of the short listed
candidates (Hoque, 2013).
 Conducting final interview with the top management where there exist negotiations in
terms of salary and compensation.
TASK 3
3.1 Link between motivational theory and reward system in Hilton hotel
In order to get the employees with strong sense of commitment, loyalty, trust and
confidence towards their work, Hilton hotel lays its significant concern over undertaking
7

effective motivational theories named Maslow's need theory and Herzberg's motivational
theories. With support from Maslow's theory, cited firm is able to fulfil the needs and
requirements of its core employees within the workplace in an effective manner. The below
diagram clearly explains the vital demands of employees within the organization (Kruse, 2012).
Illustration 1: Maslow's need hierarchy theory
(Source: Perry, 2010)
By undertaking this theory, Hilton hotel seeks to satisfy its customers in an effective way.
It helps the company to increase the level of motivation among its employees and help them to
work hard with full dedication to closely accomplish the goals of the said company.
Apart from this, the mention company also undertakes the use of Herzberg's motivational
theory to encourage its employees in an impressive way. As per this theory, company lays its
significant concern over the factors which either causes the employee to perform better (also
called as motivators or satisfiers) or causes the staff to quit the job (also called as de motivators
or hygiene factors). Such factors are clearly explained in the below figure-
8

Illustration 2: Herzberg’s two factor theory
(Source: Tooksoon, 2011)
Based on this theory, mentioned organization is effectively able to focus on the factors
which causes employee turnover. This helps company to take appropriate measures in the line of
retaining the best employee in the workplace by implementing exotic employees' engagement
techniques within the organization.
In addition to this, the mention firm also emphasises on providing various reward system
to its workforce. Some major reward system broadly includes providing fascinating incentives
schemes, promotion, recognition and status within the organization as well as society. This helps
the employees to gain a strong sense of encouragement and commitment towards their work role.
From the above description, it can be analysed that there exist a strong link between the
motivational and reward system in Hilton Hotel. Both the systems are complementary to each
other and help the organization to retain the best and eligible employee at the workplace thereby
reducing its overall staff turnover in a significant way.
3.2 Evaluating the process of job evaluation and other factors determining pay
In order to generate strong internal relationships within the organization, Hilton hotel
effectively and clearly examines the overall process of job evaluation. It is a systematic and
9

extensive procedure of evaluating the worth of job and its relative size within the organization. It
serves the cited company with a powerful basis for designing an appropriate pay structure along
with equitable grade in managing the job and pay relatives in a systematic manner. With
reference to the given case file, the management of Hilton hotel undertakes the following step
with regard to clearly evaluate the process of job evaluation in an effective way. The steps
followed by the company are listed below- Making the employees understand about the need of job evaluation- Company should
make it clear in the minds of its staff, the reason and importance of such job evaluation at
the workplace (Riley, 2014). Setting up a team- After clearing its employees the significance of such evaluation, a
team is set up which broadly includes HR specialists and employees. Select a job to investigate- Thereafter the cited firm is required to select a particular job
they need to investigate and evaluate in order to formulate the pay structure in a
significant way.
 Choose an appropriate method for job evaluation- Hilton hotel selects the most
significant method for evaluating its job. It takes use of the following methods in a
significant way
▪ Ranking of jobs
▪ Classification of jobs
▪ Factor comparison or point method
Apart from this, the other factors which determine the pay structure of the mention
company are-
 Size of the industry
 Knowledge and experience
 Profit margin
3.3 Effectiveness of reward systems in Hilton hotel
Reward system is described as a mixture of extrinsic and intrinsic rewards and incentives
rendered by the supervisors and employers to their core employees. Intangible rewards such as
providing employees with motivation, positive feedback, loyalty and trust are a part of intrinsic
rewards whereas providing gifts, increment in salary, promotion etc. are treated as extrinsic
reward system (Knowles, Holton III, and Swanson, 2014).
10