Human Resource Management at Hilton: A Comprehensive Analysis Report

This report provides a detailed analysis of Human Resource Management (HRM) practices at the Hilton Hotel. It begins by outlining the purpose and functions of HRM, including the roles of business partners, change agents, employee advocates, and administrative experts, and the importance of teamwork, commitment building, and addressing issues within the organization. The report then explores different recruitment and selection approaches, such as in-house recruitment and outsourcing, discussing their strengths and weaknesses. Furthermore, it delves into the benefits of various HRM practices, like employee retention, marketing strategies, and performance management, as well as practices like HRIS, background checks, and employee benefits. The report also emphasizes the importance of employee relations in influencing HRM decision-making, highlighting the impact of strong relationships on productivity and loyalty. Finally, it touches upon key elements of employment legislation and its influence on HRM decisions, including training and development requirements at Hilton.

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................3
P1 Purpose and functions of HRM in hotel Hilton : .............................................................3
P2 Strengths and weaknesses of different approach of recruitment and selection in hotel
Hilton......................................................................................................................................5
P3 Benefits of different HRM practices in hotel Hilton ........................................................6
TASK 3 ...........................................................................................................................................7
P5 Importance of employee
relations in respect to influencing HRM
decision-making:...................................................................................................................7
P6 key elements of employment
legislation and the impact it has upon HRM
decision-making:...................................................................................................................9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices
in a work-related:.................................................................................................................10
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
In order to define human resource management in hotel Hilton, this report includes
various purpose and functions of HRM which are applicable to workforce planning in an
organisation. Furthermore, this report also defines the strengths and weaknesses of different
approaches to recruitment and selection(Cascio, 2018). Human resource management has to play
different roles and responsibilities to attain success of the business. In addition to this, there are
various approaches and practices exist in an organisation in term to increase the productivity and
profitability. These approaches have different benefits and limitations as well for both employees
and employers. In this view, relationship between employees is also influencing the decision
making process of human resource management. This report identifies the key factors of
employment legislation which impact the decision making regarding to HRM. It considers
various activities such as compensation, performance management, organisation developments,
safety and so on. Moreover, this report explain the training and development requirements by
hotel Hilton to find out which activities can improve and can make effective operations
globally(Brewster and et.al., 2016).
P1 Purpose and functions of HRM in hotel Hilton :
There are many factors in human resources such as business partner, change agent,
employee advocate and administrative expert. These all factors plays different roles and
responsibilities. Purpose are as follows :
Business partner : These partners plays an important role in business. They act as a key HR
role. The role of these partners is to develop the kinship between all the employees and
managers. They have to share the objectives of the business with leaders of an organisation
through which they can get ownership of making HR strategies(Bratton and Gold, 2017).
Change agent : These factors are mostly affected the culture and environment of an
organisation. They mostly lead complex projects. They are usually managed the process of
management and engage the employees. Implement the plan ans programs are the main role of
change agent. They are responsible for the people agenda due to acts as a contributing project
team member.
Employee advocate : The main role of these resources is to explain the job profiles and
description to define the roles and responsibilities of employees. Implement the foremost

approaches and strategies to adapt the change management process in effective manner(Banfield,
Ka and Royles, 2018). They also maintain the records and documents regarding to emotions and
feelings of workers.
Administrative expert : These are connected to implement and develop the process of HR
programs. Continue monitor and analyse the measurement systems of statutory changes. They
develop the standard framework which provide the performance of employees on day to day
basis. Administrative experts are also reduces the human resource administration.
Functions are as follows :
As human resource management has to play various roles thus they possess different and
essential responsibilities regarding to that roles which are explained ahead :
Working together : The main responsibility of human resource management is to create an
environment where all employees work as a team not as an individual(Armstrong and Taylor,
2014). Working together increase the work efficiency and decrease the time consuming ration.
As a team, employees can share their ideas and thoughts with another worker which increase the
abilities and skills of themselves. In this consideration, HR professionals of hotel Hilton advise
their managers and supervisor to portion various roles and authorities to their workers. It will
assist to accept the changes in successful manner.
Commitment Building : This is second fundamental responsibility of human resource
management is to create commitment building. Once employees are hired and selected they are
committed to their roles and duties. Human resource management define their task appropriately
and effectively. Thus, all employees needs to accomplish their responsibility which is committed
to the business. Furthermore, workers have welfare to determine cost to the employer. Package
also supply chances that raise employee retention in Hilton hotel with rendering them certain
advantages.
Building capacity : Human resource management has to build capabilities and increase skills of
employees(Banfield, Kay and Royles, 2018). They conduct training and development programs
to increase the knowledge and tactics of employees.
Addressing issues : Identify the issues and complexities of an organisation is also duty of HRM.
They have to find out the issues occurs between employees from different departments. Human
resource management needs to identify and resolve them in effective manner. Traditional plan
considers impressive enlisting and retention efforts in the business environment.

As discussed, both traditional and modern approaches are beneficial for the hotel Hilton.
But choose anyone from all these approaches is depends on the objectives of the business.
P2 Strengths and weaknesses of different approach of recruitment and selection in hotel Hilton
There are different approaches regarding to recruitment and selection in organisation.
Most of the businesses are using combination of approaches to deliver their whole recruitment
strategy. These approaches can be classified as in house recruitment, outsourcing, employment
agencies, executive firms and internal recruitments services. Where in house recruitment
includes internal recruiters and employee referral. While employment agencies includes
traditional agencies and niche recruiters. Recruitment is a process to seeks out candidates on
right job to fulfil vacant job. There are various weaknesses of recruitment process some of these
related to natural factors and many of them related to internal and external factors such as
inefficiencies, narrow ideas, time and expense and cumbersome(Marchingtn and et.al., 2016).
Strengths such as managerial improvements, hotel Hilton growth, location and competition
advantages.
weaknesses are as follows :
Illustration 1: HRM
Source : (HRM, 2016)

Inefficiencies It related to the inefficiencies regarding to time. Many of the researchers spend
time to identify the applicable tools and resources which is not going to improve the quality of
candidates. Functional areas in recruitment and selection process are job fairs, cold calls and
recruiting tables.
Narrow ideas : Companies are using only internal factors and losing the opportunity to take
advantages of new and creative ideas from external factors. Usage of only internal recruitment
will restrict the hotel Hilton to get better and qualified candidates from outside(Reiche And et.al.,
2016).
Time and expense : It is related to external factors. Recruitment of the candidates from the
external factors will take more time and this also requires more investment. hotel Hilton has to
invest their money such as in advertising or marketing.
Cumbersome : Sorting of employees form the online recruiting is wastage of time. Many of the
people applied for the job who are not eligible for that particular job so it is also a limitation
factor in recruiting and selecting process.
Strengths are as follows :
Ability to change the position : Through the internal recruitment hotel Hilton can recruit the
candidates for the vacant job internally(Stone And et.al., 2015). Many of the organisation spring
a notification to their workers about their actual vacancy. Their existing permanent workers and
disabled present workers are primary source for internal recruitment.
Quick decision making : It is one of the powerful strength of internal recruitment. By
straightforward designation or providing promotion by administration is one of the plan of
actions to take instant decisions. Internal recruitment select workers who is already running on
the identical business or utilized to work their. Specifically administration boost their workers as
reward and make more work affectivity(Storey, 2014).
Cost saving : To recruit the candidates from internal side of organisation can save the cost.
Internal recruitment is the procedure where vacant job opportunity is occupied from inside the
business. Many businesses before reckon their outside factors of markets, they prefer to invite
applications from inside candidates.
P3 Benefits of different HRM practices in hotel Hilton
There are various HRM practices runs in an organisation which assist the manager to
organise the human resources in proper and according manner. There are various benefits from

these practices such as it helps in employee retention and relation, creating marketing strategies
and policies, motivation and performance management. It helps in developing the organisational
culture, planning for modifications, develop training and development programs, health and
safety, selection and recruitment. HRM Practices in hospitality industries plays wide and vital
role as it springs agonistically vantage to the administration. There are respective ways by which
Human Resources impart rivalry benefit to the business. First people springs assorted capacity
and demeanour to the industry which assist to execute business strategy successfully, second by
orientating HR programs to business concern plan HR manager can become strategic partner.
Human resource planning can bring the innovation and creativity in an organisation. There are
various practices designed for employees like formalized practices consider retain talent of
employees, boost team spirit, better job satisfaction and develop skills and tactics of employees.
Furthermore, there are several best practices which are using by hotel Hilton such as HRIS,
background checks, health and wellness, recognition and incentives, retirements benefits and
performance appraisal. PA is one of the best HR practice in an organisation because it satisfied
the requirements and desires of employees. This practice motivates employees by promoting
them to next level. It is a process of assessment in which supervisor analyse the performance
level of employees and assist the manager to prompt and demote them. However, HRIS includes
various functions such as applicant tracking, compliance fillings, leave tracking and enrolment.
ACA is another practice of human resource management which included in organisation's
strategy and the purpose of these practices is to increase access to health and safety insurance
coverage. The main objectives of HRM practices is to boost the strategic competitiveness of an
organisation which can be get by managing the resources and environment in according manner,
developing systems regarding to human resources, reward them and also manage the issues and
complexities for human resource practices. In short term, HRM is mostly connected to these
following categories such as visions and missions of hotel Hilton, plan of HRM, performance
management and appraisal, training and development and service quality heighten.

TASK 3
P5 Importance of employee
relations in respect to influencing HRM
decision-making:
There are many reasons which influence HR relationship to employees for decision
making process. The important factors in an organisation is human resource. The human
resource department in organization handle all the responsibilities of employees and their
decision-making (Daley, 2012). Hilton hotel HR department responsible to take many
responsibilities towards hotel like staffing activity, guest service, their complaints cooking
department and the other facilities which is handed by human resource in organisation. There
are major importance of employees relationship in an organization as follow:
 Easier work- The strong relation between employees and HR overcome the work load
employees increased the chance of productivity and make good relationship. In the
organization is not easy to handle each work to one person it necessary thing to divide
work with other employees the human resource have responsibilities to ensure each
employees have same work and also notice about the equality in firm. In the Hilton hotel
each staff members having good relations with other like they all are help to each other
to manage work and also manage all the responsibilities of gust related.
 Increasing loyalty- In Hilton hotel HR and employees have loyalty to manage all work
with according to organization functionality. The Hilton hotel HR motivate their
employees for hard work and also motivate to improve customers service in their hotel
department. To increased loyalty employees have hard work skills which is managed
relationship with HR and other employees. Good work is always attracted to other to
company and HR and its reason to make good relation with HR in the area of
organizations.
 Effective communication- The Hilton hotel HR always communicate with their
employees to solved their problems and it easy to for decision making in their area. HR
of the hotel organize meeting to communicate with each staff members of hotel and also
solved their problem and it processes help to make take decision in HR area and take
decision making process for help to make good relation in their area. Moreover, the rare

man effective communication method to define problem in HR department like verbal
and non verbal communication which defined as verbal communication is written
communication, oral communication, face to face communication or non verbal
communication are physical, paralanguage a visual communication (Gruman and Saks,
2011).
Apart from that its crucial thing in HR and employees relationship to make effective
communication which is HR take effective decision in employees area.
P6 key elements of employment
legislation and the impact it has upon HRM
decision-making:
Employees legislation hen HR take decision regarding the jobs and entire company. The
HR have to take very fast decision in organization. The legislation of employees in organization
rights Act, sex discrimination, equal pay act, national minimum wage act and disability etc. the
Hilton hotel employment include following area:
 Termination- Hilton HR have rights to terminate employed if they have to find miss
quality and work related problem. Hilton hotel HR have right to take termination related
decision in the hotel like if they see the employees are not done work according the
organization rules a regulation they have rights to terminate them without any notice
period. And that have also included hotels rules.
 Probationary periods- In the probationary periods HR take training for the new
appointed employees and gives training for the organisation work like they do training
each and every working of hotel and how to serve their service in the hotel. Mainly in the
hotel staff members have already done degree about the hotel service which is known as
hotel management course. It courses include how to serve service to the hotel staff
members.
 Weak of rest- Any organisation take decision for leaves and annual vacation. The firm
HR also manage all employees vacations details and other leaves which is considers with
HR ,The Hilton hotel HR give their employees to weak of rest (Guest, 2011). And if any
emergency the employees have to take leave which is count in loss of pay and employees
loss their one day salary for the leave .

 Meal break- HR in Hilton hotel responsible for al actives like gives the meal break Or
celebrate birthday of employees and other activities. Hilton hotel HR have responsible to
give meal break of one hour in work load because employees are engaged with work
properly and they want rest of at least on hours.
 Equal employment- In organisation HR gives equal opportunities to all employees in
company and they also maintained stability to between each of employees. Like Hilton
hotel HR have quality to maintained all employees working capability in organisation
like they give rewards to each employees in their working relationship.
 Affirmative actions- For employment legislation HR takes positive decisions for each
employees they also responsible for employees growth, they give motivation for their
employees to work hard and have growth in their work. Tesco HR. management have
responsible for take affirmative decisions in the employment they give leave for
emergency situation (Johns, 2010).
TASK 4
P7 Application of HRM practices
in a work-related:
The HR practice to work related determine the responsibilities for employees. The Hilton
hotel HRM take many decisions for their staff and the management is also responsible for
appoint employees and termination of employees. The Hilton hotel management take decision
for the employees' equality and their beneficial. The HRM also gives rewards employees to time
to time and they also responsible for gives leaves and other facilities to employees. There are
some Practices discuss below-
 Performance management- HR responsible to manage each employees' performance in
organization. The Hilton hotel Have rights to motivate their employees to manage their
performance according to the work. They give 360 degree consultancy service. The
Hilton hotel employees take strategic decision for employees area.
 Work life balance- HRM arr responsible for employees work life balance and HRM
provided many facilities to employees so they are concentrate with their work. The Hilton
hotel HRM provide separate room for the employees to manage their work and also take
decision for gives rewards for the work (Jones and et.al., 2016).

 Compensation and benefits- Hilton hotel HRM have rights to give benefits for their
employees for hard work like if their employee's done extra work in hotel the HRM gives
them rewards for their work. And the HRM also appropriate for their work. The
employees also done promotion for hotel and their services so they hotel HRM give extra
benefits for their work.
 Learning and development- HRM also give training about the hotel service like learn
about the different kind of language which their customers mainly come and employees
able to understand because in hotel industry different kind of people are visit and having
service of organization and employees are not understood what they have to say about the
customers answers (Kapp 2013).
CONCLUSION
From the above report it can be concluded that HRM plays an important role in
organisation. It is essential because it maintained HR departments in order to attain maximum
profitability margin. From this report, it is resulted that there all some important laws which
affect the human resource management of hotel Hilton. In addition to this, report explained the
roles of compensation, performance management, organisation developments, safety and so on.
Furthermore, it also defines responsibilities such as Working together, Commitment Building,
Building capacity and Addressing issues. We can gather knowledge about the strengths and
weaknesses of various approaches according to recruitment and selection process. For get
success, it is essential that employees' relationship must be strong because it forcefully influences
the process of decision making in human resource management. Furthermore, this report identify
the key elements of worker legislation as well which affect the human resource management of
hotel Hilton.

REFERENCES
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Publishers.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Johns, G., 2010. Presenteeism in the workplace: A review and research agenda. Journal of
Organizational Behaviour. 31(4). pp.519-542.
Jones, P., and et.al., 2016. Sustainability in the hospitality industry: some personal reflections on
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Kapp, M., 2013. Looking at Age Discrimination Laws Through a Global Lens. Generations.
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management. Taylor & Francis.
Stone, D. L. And et.al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
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