Analysis of Human Resource Management at Hilton Hotels and Resorts

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Hilton Hotels and Resorts. It begins by defining the role and purpose of HRM, emphasizing its function in maximizing employee performance and aligning with strategic objectives. The report then delves into HR planning, outlining key steps such as identifying staffing needs and assessing employee capabilities. It also examines employment relations, highlighting the importance of a democratic approach and employee motivation. Furthermore, the report explores employment laws affecting HRM, including non-discrimination, union rights, and minimum wage regulations. The report also covers job descriptions and specifications, crucial for effective recruitment, and discusses the impact of training and development on operational effectiveness. The analysis is structured to provide practical insights into how Hilton manages its human resources to achieve its business goals.

HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK A...........................................................................................................................................1
1.1 Role and purpose of Human resource management.........................................................1
1.2 HR plan based on supply and demand.............................................................................2
2.1 Assessing current state of employment relation...............................................................3
2.2 Employment law affecting the management of human resources....................................4
TASK B...........................................................................................................................................5
3.1 Job description and person specifications........................................................................5
3.2 Selection process of different service industries..............................................................7
4.1 Contribution of training and development activities for effective operations..................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human Resource Management (HRM) is treated as a function in the business enterprise
which is generally been designed to maximize and strengthen up the performance of employees.
HRM is also concerned with managing employees within the organization in order to achieve the
strategic objectives and also focusing on different policies and systems within the venture.
Managing human resource within the organization is considered as the most complex task which
HR manager has to perform (Arum and Müller, 2009).
This present report has been prepared by considering the above elements and the
organization undertaken for the present study is Hilton Hotels and resorts. Hilton hotel and resort
is an international chain of full service hotels and resorts comes under the flagship brand of the
Hilton Worldwide. This present report will focus on analyzing the role and purpose of HRM
along with assessing the current state of employment relation. This report will also emphasize on
the preparation of job description and job specification statement as well as different recruitment
process followed in the same industry.
TASK A
1.1 Role and purpose of Human resource management
Human Resource Management is the process of maximizing and utilizing the available
skilled workforce in order to achieve the goals and objectives of venture in an efficient and
effective manner. Further, the core purpose of HRM is to make quality use of existing human
resource within the venture. The role of HRM is to hire and develop staff within the venture and
when there is needed, organization can also dismiss the less skilled staff (Davis-Blake, A.,
Broschak and George, 2003). Moreover, with the help of effective training and development
session, employees within the hospitality get promotion which eventually motivates them in
achieving their individual as well as organizational goals and objectives.
This internal process within organization reduces need for the external recruitment and
helps in making the utmost use of existing talent. Further, this process is also considered as a
cost effective way to manage individuals within the mentioned organization. Further, some prior
role of the HRM has been discussed down under: Staffing of employees- Hilton is the large chain of hotels and resorts and it is considered
as one of the most versatile hotels in UK. Further, it is important for management to
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make sure that all the staffing activities are conducted in a proper manner. HR manager
of the mentioned hospitality has to recruit qualified applicants and also has to place them
at a proper and desired position as per their efficiency and experiences. Recruitment and training- It is one of the major responsibilities of the head of HR
department as they have to recruit right type of people for the right job in order to keep
up the goodwill of firm. Further, training of newly recruited employees will make them
efficient and productive in order to complete their task in more precise and efficient
manner (Perry, Hondeghem and Wise, 2010). Moreover, training is also conducted for
the existing members as well in order to sharpen their strengths so that they can develop
some specified skills in order to get promotion or effective appraisals. Motivation- Different types of motivational techniques are used by the HR manager of
Hilton to inspire employees so that they can achieve their individual as well as
organizational goals and objectives. Further, motivational aspect for employees acts as a
morale booster which helps in increasing employee's efficiency as well as revenue and
turnover of the hospitality.
 Managing disputes and handling grievances- There is no such organization where issues
do not happen. Further, there are several issues on which dispute arises between superiors
and subordinates within the organization. Further, it is the responsibility of HR manager
or HR department to solve all the complaints and grievances of employees working in the
mentioned hospitality (Importance of Human Resource Management. 2016). HR manager
also acts as a mediator or consultant to sort out issues in the venture in an efficient and
effective manner. They also take some timely action so that things should not go out of
hands because Hilton is a global brand and having immense goodwill throughout the
world.
1.2 HR plan based on supply and demand
Human resource is the most important asset of the venture and HR manager has to
properly utilize it in order to increase the sale and productivity of organization. For proper
management, HR department or manager of the aforesaid organization has to do proper planning
(Naff, Riccucci and Freyss, 2013). Human resource planning includes those decisions which are
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determined on the basis of requirements for various positions within the hospitality. Human
Resource planning for Hilton hotel has been discussed down under:
 Identify the key areas of position: This is the first step in the planning process where
HR manager sees that which department has lack of employees and according to that,
manager starts planning for the human resource.
 Identify capabilities for key areas as well as position- Here, HR manager of Hilton
hotel identifies the capabilities which are required within applicants for the vacant
positions. On the basis of the skills and traits of employees, they recruit individuals to
perform work within the organization.
 Identify interested employees and assess their capabilities- In this step, HR manager
identifies the interested employees who possess all the skills and capabilities. These
employees have all the knowledge regarding their job description and these individuals
are capable to complete task with more efficient and effective manner (Purcell, J. and
Hutchinson, 2007).
 Developing and implementing succession and knowledge- In this step, the role of HR
manager is to identify the areas where they will implement the succession and knowledge
transfer plans and whether it will be necessary or not within the organization structure.
 Evaluate the effectiveness- This is the final step in the HR planning process where HR
manager evaluates the effectiveness of such planning. Further, if, the above actions work
well within the hospitality then, the above procedure will be considered as an effective
one.
2.1 Assessing current state of employment relation
Employment relation is normally understood as a relationship between employer and
employee within the organization. For proper functioning of the hospitality, employer and
employee have to work collectively in order to promote harmony and prosperity within the
organization structure (Guest, 2011). Further, the employee relationship in the UK is based on
the democratic philosophy where employees in the venture are supposed to maintain and follow
the law of UK. In the UK law, it is examined that the employer and employee are in a position of
win-win situation where they mutually agreed on a particular decision which is accepted by both
the parties.
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Mentioned hospitality is one of the profitable venture in the world. Although, they have
given tough competition by their major competitors Marriott (Stratman and Roth, 2002). Further,
this is also a customer oriented hotel which has made their presence whole around the globe.
Hilton Hotel also believes in democratic style of employee relation so that they have a win-win
approach in order to maintain the superior subordinate or peer relationship. With the democratic
style of decision making, employees are also included at the time of framing the plans and
policies for the organization. Employee’s effective contribution in the decision making make
them dedicated towards the organizational goals and objectives and they perform their duties in
efficient and effective manner (Employee Motivation. 2012). However, Hilton hotel has many
employees and it is generally essential for the HR manager to develop an effective bond in order
to run the operations of the venture.
Moreover, HR manager also need to consider the needs and demands of the employees so
that they get motivated and achieve their individual or organizational goals and objectives (Deb,
2006). Considering the needs of employees, mentioned hospitality will be able to establish an
effective bond between them and hospitality will be able to achieve their desired goals and
targets.
2.2 Employment law affecting the management of human resources
Law is considered as guidelines which indicate how an activity is completed. Further,
each and every nation has to follow the different laws which formulate the HR policy for the
venture. While framing the policy for the hospitality venture, HR manager has to take care the
employment law policy which exists for the nation. Employees are the real assets for the venture
and organization has to make efficient use of them in order to achieve the desired objectives
(Daley, 2006). HR manager of the mentioned have to follow some policies in order to make
effective decisions and some of them has been discussed below: Nondiscrimination and equal employment opportunity: Employees are generally
protected from the discrimination based on race, sex, age and also by several areas of the
employment law. Further, equal protection clause in the country gives equal opportunity
to all the people within the country. This means that the employee should not
discriminate on the basis of different characteristics. If they have talent and capacity then
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they need to be recruited and have to pay efficiently according to the hospitality norms
and structures. Freedom to join and form unions- Employees is free to form and join trade unions within
the country and these are severely protected by different local bodies and acts. These
trade unions generally protect the interest of the individuals through collective bargaining
with the employees.
 National minimum wages act- According to the national minimum wages act, 1988;
individuals who are above 21 years old must have a minimum wage of £6.31. Along with
it, employee should not work more than 48 hours in a week and should get a one rest day
mostly on Sunday or any other day preferred by the organization (Cheng and Li, 2006).
HR manager of the mentioned hospitality have to take care of these points efficiently so
that they will be able to protect the right of the individual in the proper functioning of the
organization. Further, HR manager is also bounded to follow all the rules and regulations which
are given under the employee's law of the UK. These laws guarantee the amount of pay along
with the benefits which employee will be getting while working in the hospitality organization.
TASK B
3.1 Job description and person specifications
Job description and job specifications are part of job analysis which is considered as a
primary tool to collect the data related to the jobs. Any job vacancy in the venture cannot be
fulfilled unless the HR manager of the hospitality define that correctly in order to place right
people in right position at right time. Job description is a statement where details regarding the
jobs are given. It involves different components and these are job title, job summary, job
location, job conditions, working duties, responding to and machines to be used (Rothwell and
Kazanas, 2003).
On the contrary side, there exists one more document which is job specifications and it is
a statement which shows the qualities which need to be required by the individual in order to
perform a particular job. From the view point of Marry Coutler, it is a statement where minimum
qualification a person must possess in order to perform a given job successfully. This document
comprises qualification need to perform a particular job, experience, training, skills, emotional
characteristics, etc.
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Moreover, HR manager of the mentioned company should prepare these two documents
systematically in order to recruit new candidates to the venture. Without these, manager of the
hospitality will not be able to identify the vacant position in the department and also the
qualification and other traits required to fulfill the position (Coomber and Barriball, 2007).
Furthermore, these documents saves time as well as interested candidates only apply for the job
who possess certain skills and experience. Down under some purpose of both the statements has
been studied clearly:
Purpose of Job Description
 Main significance of job description is to collect job relating data so that HR manager of
the Hilton fulfills the vacant position with most appropriate candidate.
 This document also signifies the type of person required for a job as it signifies and clears
what employees have to do if they have been selected for a particular position within the
hospitality (Murray, 2005).
 It clears the reporting relation as it clearly describes the reporting relationship as who will
report to whom.
Purpose of Job Specifications
 These are developed on the basis of job description as it generally helps candidates to
analyze that whether they are eligible to apply for a particular vacant position or not.
 Further, the recruiting team of the hospitality understands that they have to choose a
candidate who has all the desired qualifications, traits, characteristics and the selected
person is the most eligible for the job opening (Job Description and Job Specification.
2016).
 It emphasizes on selecting the most desired position for a particular job.
Knowledge, skills and abilities (KSA) having their own significance and HR manager
also focuses on choosing best of the candidates who can contribute efficiently in the long run of
the business enterprise. Further, with the help of it organization achieves their goals and
objectives as well.
3.2 Selection process of different service industries
Recruitment and selection are the important components of the staffing and the HR
manager of Hilton hotel recruits employees on the basis of job description and job specifications.
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Selection of employee is done on the basis of choosing the most suitable candidate who
possesses all the necessary specifications and also satisfies the requirement of the job (Swanberg,
Logan and Macke, 2005). However, there exists some difference in recruitment and selection
process of two organization of the same industry. For the clarification, two different hospitality
ventures are undertaken namely Hilton Hotel and Marriott.
For Hilton Hotel in UK, HR manager at first places and advertisement on organization
official website and also on different job portals cites for the recruitment of efficient candidate.
From this, manager gets job application from the interested candidates who possess the skills
which are required in the job description. Further, screening of job application is done in order to
find the best and most suitable candidate for the organizational working and structure. After the
screening process, potentially skilled candidates are called for a written test which judges
candidates efficiency and knowledge. Further, test includes a set of questions which relates to the
key HR knowledge, mental ability, management related and some aptitude questions as well.
After completion of written test, candidates are again screened up and most successful candidates
are called for a second round of interview (Master, 2014). Under this interview, HR manager or
recruitment team conducts a group discussion test which identifies decision making capacity of
candidates at tough situations. This test helps the hospitality to get the best response when
company is in difficulty and do not find anything to escape around. Moreover, effective
judgment and decisions are considered in order to make the best selection of candidates. At last,
selected candidates are awarded with offer letter and job contract which is duly signed by the
employer as well as employee.
On the contrary side, Marriott follows a total different way of selecting employees. Here,
organization first collects the applications with the help of online recruitment system where HR
manager of Marriott shortlists the CV. Further, the potential candidates who has been scrutinized
been called for interview process. Marriott then hires applicants according to job description and
specification characteristics. By considering these two important elements, recruitment team
selects best of the candidate for the vacant position in the venture (Bouton, 2007). At last, the
decision for selecting candidate is made by consulting two panels of interviewers and 1 written
test which generally check the aptitude level as well as the mental ability of the candidates.
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4.1 Contribution of training and development activities for effective operations
Training and development the different managerial activities which are conducted by the
HR manager to increase the performance and efficiency of the mentioned hospitality. Further,
with the help of this process, employee gets motivated and work with best of their efficiency to
achieve the individual as well as organizational goals and objectives (Stratman and Roth, 2002).
Hilton Hotel should conduct a training a development process for:
 Increasing the efficiency and capacity of the individuals
 Creating awareness about the work as well as of the work place
 Developing the morale of employee
 Reduce absenteeism and also employees turnover
 Increase the profit volume and reduce the additional cost for the venture
 Increase employees creativity
Moreover, Hilton hotel provides both on the job and of the job training program to
employees in order to develop and enhance new knowledge in them. This generally helps them
in getting a desired position in near future and also contributes in the motivational aspect of the
employees. Moreover, it is a scheduled process where individuals are generally trained within
specific time period (Gloet, 2006). However, organizations are quite time conscious nowadays
and they generally focus on recruiting candidates who are creative and multi-skilled. Further,
few global and recognized organizations focusing on concept that they want their employees to
tell them that what new they can implement to achieve more of the goodwill and revenue in
coming time period.
Training process which is followed by the business organization are:
 Assessing and agreeing the training needs
 Creating development specifications
 Considering the different learning styles and personalities
 Plan training and evaluation
 Design material and deliver the training program
 Take effective feedback after training
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CONCLUSION
From the above report it is clearly inferred that Hilton hotel is a global chain of hotels
and having prestige goodwill whole around the world. Further, mentioned hospitality is
contributing their best in the development of the country and also following different laws
implemented by the government in the organization. Further, mentioned company have a unique
feature in order to select employees. At last, organization provide effective training and
development to both new and experienced employees in order to foster growth and achieve goals
and objectives of the venture.
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