Analysis of Human Resource Management in the Hospitality Sector Report

This report provides a comprehensive analysis of human resource management (HRM) practices, focusing on their application within the context of the Hilton Hotel. It begins by introducing HRM concepts, including the Guest model and its six dimensions, and contrasting HRM with traditional personnel and industrial relations practices. The report then examines the role of line managers in the organization, emphasizing their responsibilities and contributions. Furthermore, it explores the application of flexibility models within the workplace, highlighting different types of flexibility such as part-time work and flexitime and their impact on both employees and employers. The report also discusses the changes in the labor market due to flexibility and concludes with an overview of different forms of discrimination that can occur in the workplace, providing relevant examples. This report is a student's contribution to Desklib, a platform offering AI-based study tools.

Managing Human
Resources

INTRODUCTION
Human resources' management is one of the effective technique on which efficient
human recruit who fulfil the organisation goal as decided. Further human resource management
using efficient techniques and method for identified efficient human as company strategies.
Ararat from it, HRM also consist of programme, training, procedures which conduct for
increasing the work efficiency of individual. Therefore, many of professor and scholar introduces
method and techniques which is useful for increasing productivities of worker. On other hands,
flexibility model also necessary for development of organisation because this model state about
better communication within workplace (Armstrong and Taylor, 2014). In addition, this report
also state some general statement on which firm can made fair environment like discriminate
behaviour etc.
1.1 Guest model
David Guest introduced model for HRM which consist 6 dimensions of analysis. This
model is totally based on assumption further , It Is state that HRM is different from traditional
personal management. However, Mr Guest believe that concept of commitment is complex and it
difficult to perform with higher aim (Boxall and Purcell, 2011). Furthermore, It is not possible to
completing performance of work as accordance with commitment therefore, organization has to
followed 6 dimensions for achieve aim as according to decided.
 HRM strategy – In this stage management should prepare strategies as according to
company situation. Further, management has to prepare strategies by analysis current
condition of organization (Chang, Gong and Shum, 2011). Therefore, management
should scrutiny all enterprise's document further, ultimately prepare the strategies.
 HRM practices – in this management decided technicians and method for hiring,
selecting, training etc. as accordance to organization objectives and conditions.
 HRM outcome – this dimension state that management required to good environment
with workplace by adopting various techniques and tools. For providing proper outcome,
then enterprise required to conduct proper training and program. Behavioural outcome – the behavioural outcome state that management of Hilton hotel
should prepare strategies for relationship management (Gruman and Saks, 2011). In
which company has to prepare strategies for maintained relationship within workplace.

 Performance outcome – management should appreciate their employee for their efficient
work performance. Further, performance of individual determined by various technique
and method.
 Financial outcome – In these techniques' management provided financial reward for their
efficient work performance. Which reward may be monetary or non monetary (Guest,
2011). On other hands management has to provided financial helps to their worker when
needed.
1.2 Differences between Storey’s definitions of HRM, Personnel and IR practices
The HRM model is more improved and advance than personal and industrial model. It is
because it more systematic and efficient method which gives proper outcome to organisation
(Martin and Whiting., 2013). The storery introduced this model in 1992 which has made some
changes in this model. Which is as followed.
Human resources management Personnel IR practices
It is focus on strategies'
management of the employee.
Personal management practice
related to work arrangement
within workplace.
IR practice emphasized on
employer and employee
relationship.
It is totally based on modern
techniques and rules
(Schneider, 2011).
It based on lawful practice and
rules which management has
to applied with In organization
It is focus on healthy
relationship
This model need of business
operation.
It obligation for organization. It is a required for maintained
effective relationship between
all management criteria.
The main purpose of HRM is
to manage work with using
proper procedure and method.
It manages on small level that
is why management is required
to monitoring the small task
arise within organization
(Wright and McMahan, 2011).
The IR practice which is
conduct for purpose of
reducing future tragedy.
1.3 The Role of line manager
The Hilton Hotel operate their business in large scale further, it required organization
structure for maintained proper work environment. So that company divided group of person into
small pieces moreover, controlled gives to line manager (Bloom and Michel, 2012). Thus, this

type of manager responsible for work of operation in small scale. Furthermore, he plays a vital
role within the organization which is as followed.
 Line manager is liable to perform work as according to decided goal.
 Line manager is responsible for provided training to team member.
 Identified the need for perform action in correct ways.
 Analysis each employee performance and report to manager.
 Prepare strategies for complicate task which is allocated.
 He distributes task as according to eligibility of each employee.
 He monitors the work of each team member and take action for improvement.
 Line manager work as mediator between higher manager and team member.
 He ensures that work perform in efficient manner (McEvily, Perrone and Zaheer 2013).
 Line Manager ensuring that quality and management are performed in effective manner.
 Report and review report gives to higher authority.
 It provided special training for increasing the productivity of team member.
 He also responsible to motivate at regular time period.
 On other hands, he is responsible to reviews the work of team member and take required
action.
 Distribute task as according to ability of team member.
 He responsible to perform given task with limited resources.
 He responsible to monitoring quality of work perform.
 He also maintained discipline within the organization.
Important of staff member
 The staff member perform their work as according to given task (Minbaeva, Björkman ,
Fey and Park, 2013).
 They are helps to company objectives which decided
TASK 2
2.1 Model of flexibility might be applied in Hilton Hotel
Workplace flexibility is considered as a key aspect for gaining organizational success as
well as is denoted as an important sources of employee motivation. Within the workplace,
employees want to have a flexible environment where they can have an effective balance in their

work and personal life. Nonetheless, in the present work scenario, number of models of
flexibility arte available that can be chosen by workers to balance their job and personal life.
These model of flexibility includes work from home arrangements, compressed hours, flexitime,
part-time work, job-sharing, mobile working/teleworking, etc. Two major models preferred by
employees include part- time working and flexitime are famous in the current work scenario
(Bonet, Cappelli and Hamori, 2013). As per these models, employees are provided with options
to complete their working hours as suited to them, on the other, organizations arranges the
facilities so that individuals can work in shifts. Including this, compressed work schedule is a
flexible working arrangement where individuals work for 35-40 hours in five working days so as
to complete their work hours. The major purpose of workplace flexibility is to increase the
productivity and provide job satisfaction to workforce while maintaining cultural diversity.
However, the selection of flexibility models depends on the nature of job (Klauer and Kellen,
2011). Being a leading hospitality company, Hilton hotel must use suitable model of flexibility at
the workplace by for offering flexible job opportunities to candidates and motivating existing
employees can be met. Part time job is the most suitable feasibility model which can be adopted
so that the employees can work shifts according to their convenience.
2.2 Types of flexibility which may be developed by Hilton Hotel
There are various models on flexibility at the workplace which are suitable for Hilton
hotel to successfully complete that work while providing a healthy a flexible working
environment to individuals. However, the models of flexibility are to be applied at the workplace
in accordance with the nature of job at Hilton. The above cited hotel significantly deals with
accommodation and food and beverages services, therefore, workers need to be present every
time to serve guests. The company recruits people who can effective serve customers,
meanwhile, workers are to be provided with an environment in which they can manage personal
and professional life. Therefore, adoption of flexible working environment is important. Right
now, the corporate entity is using part time job facility so as to offer a flexible working
environment to the individuals. Most of the employees are students who study in the UK and
want to do part time job. To carter the needs of such candidates, part-time job method of
flexibility is adopted. The use of such model business promotes facilitates higher efficiency and
productivity along with this carries employee job satisfaction (Booth and van Ours, 2013). In

addition to that, Hilton Hotel can use compressed work schedule for working mothers so that
such employees can look over their family while doing jobs. In addition to this, job sharing
model can also be used so that employees can develop new skills while performing different
roles (Kjeldstad and Nymoen, 2012). Mostly the organization recruits graduates and
undergraduates, hence need to offer them flex working time so that they can earn well along with
their studies. The use of above discussed flexible working hour facilities allow individuals to
manage personal and professional life effectively while earning good amount.
2.3 Use of flexible working practices from both the employee and the employer perspective
Flexible working arrangements is a unique concept which is used at the workplace and provide
benefits for individuals/ employees and employer. The fact is revealed from previous studies that
78% of managers in reputed company are agreed that flexible work options contribute in gaining
higher success as well as it encourages employees to work effectively. Hence, the use of flexible
working arrangement is beneficial for employees as well as employers. In the preset competitive
scenario, it becomes important to make people happy so they can effectively contribute in the
success of organization, which can be done through designing the most suitable HRM practices
(Jayawardena, Taller and Willie, 2013). However, flexible working practices are to be arranged
and managed in line with equality and diversity legislation. These arrangements need to be
designed while adhering fair working practices so as to satisfy the needs and wants of
individuals. The foremost benefit for Hilton hotel to use flexibility models is that it can maintain
good relations with employees which further enhances motivation level of employees. For
employers, flexible working arrangements are the ways of gaining employee engagement
through which organization success can be ensured (Davidson and Wang, 2011). On the other
hand, it is important for employees as flexible working arrangements provide a chance to
manage their personal and professional life. Including this, the productivity and performance of
individual increases and these models of flexibility enable Hilton Hotel to retain employees.
2.4 Changes in labour market
Positive effected
Flexibility change the work environment in positive way. There are various changes has
found like working Which are as followed.

 Efficiency – flexibility model helps to increases the worker efficiency by providing
proper freedom. Further, employee work with free mind with full efficiency.
 Motivating – This model helps to motivating the staff with higher level (Snape and
Redman, 2010). It is because in this model worker work by their own willingness so that
they give their best in work furthermore, these strategies providing higher motivational
level.
 Low cost labour – the flexibility model provided low cost labour with high effectively
because company not bound to any person to come In work place at fixed time period
(Truss, 2011). Rather than worker comes by them own willingness.
Negatively effected
 Time management – the flexibility model reduce the time management habit of worker.
so that many of employee not come regularly at fixed time period.
 Affected to operational cost – these strategies affected to operational cost of organization
because absent of worker (Clark, 2016).
 Insufficient management – The flexibility model arise insufficient management because
proper training and management are not possible at stipulate time period.
TASK 3
3.1 Explain the forms of discrimination that can take place in the workplace with examples
In the organisation various type of discriminant activities arise which are as followed.
 Religion discrimination – In case of Hilton hotel behave discriminate with their
employee on the basis of cast so that organisation not provided any benefits which
provided to another person on same position than such activities cover in discriminant
activities (Guest’s model of HRM. 2016).
 Unfair dismissal – the equality act state that Hilton Hotel dismissed to any person on the
basis of the cast, race, age etc. than such act also cover in discriminant activities.
 Sex discriminant – in any activities where Hilton hotel involve in act where discriminate
act which not provided right to female as male than such action also cover in the
discriminant activities (Hyatt Regency. 2016). Such act consist bias behaviour related to
provided remuneration, promotion etc.

 Race discriminate – the race discriminate act state that in case of organisation provided
opportunities on the basis of colour etc than such act also consist in discriminate action
(About us. 2016). Thus, different benefits provided to person who hold similar position.
 Physical disability- any of the person who has physical structural problem which
treatment are not possible for permanent basis. Thus, company behave with them as bias
than this act also cover in discriminant activities.
3.2 Discuss the practical implications of equal opportunities' legislation for Hilton hotel
The Hilton hotel is responsible to provided equal opportunities to any person like
consumer or employee. Further, Hotel can not be discriminant behaviour with their employee or
consumer otherwise such act get liable to employee seriously (Armstrong and Taylor, 2014).
Moreover, the equality act state that involvement of the organisation in discriminate activities
arise liability which may be higher penalty and imprisonment. As well as other law can be liable
to company. UK of government monitoring such act at regular time period. The discrimination
act consist of age, race, gender etc. therefore, undertaking must be aware for such act by
imposing proper restriction. Further, enterprise should avoided such discriminate activities and
provided equal opportunities to their worker (Boxall and Purcell, 2011). The sex disabilities act
state that granted opportunities must be same as male. On other side, bias behaviour as according
to religion also punishable where no one can behave bias on the basis of the different religion. In
case of it is proved that organisation has engaged in such action than it will be serious punishable
(Chang, Gong and Shum, 2011). In addition, equality act 2010 clearly described that act of
discrimination on the basis of religion, race are punishable with hight penalty and impressment.
3.3 Equal opportunities' legislation
UK government introduced various type of law for maintain fair environment on UK
territory. Further, provision of each law described bias activities and punishment for such act as
well (Gruman and Saks, 2011). On other hand, such law gives power to competent authority for
take action as criminal act. Managing equal opportunities: this approaches based upon equal opportunities with in
organisation on basis of religion, race, sex etc. further, it emphasised on equal
opportunities which mandatory required to complied. For purpose of maintain stability
within market place in fair manner (About us. 2016). Moreover, legal obligation may

arise in case of not followed the state provision as declared by legislation. Therefore, it is
the UK government responsibility to manage rules and regulation for effective working
environment (Hyatt Regency. 2016). This approaches provided that consumer and staff
has equal right to demand compensation from Hilton hotel in case of failure of duty.
 Managing Diversity approaches: This approaches state that organisation should provided
different opportunities to growth on the basis of sex, nationality etc. this approaches
clearly state that organisation required to perform their decided task on the basis of
diversity management (Guest’s model of HRM. 2016). Further, undertaking required to
provided equal opportunities but choosing different method. The management can
provide different types of approaches to their employees by enhancing their skills and
talents as well as their knowledge.
The differences and similarities between these two approaches are follows:
Difference
Equal opportunities approaches state that
organization is obligated to provide equal
opportunities to their employee within
organization (Clark, 2016).
Managing diversity approaches state that
Hilton Hotel should provided opportunities on
the basis of skill, knowledge and nationality.
 The similarities are that both model not serve discriminate behaviour within the
organisation. Therefore, it provided equal opportunities to employee who work within the
work place (Truss, 2011). So that they can be participate in organisation activities with
similar manner.
TASK 4
4.1 Identify and compare the performance management methods used
The performance management is a one of the effective tool on which management
identified tool and techniques of organisation. Further, It consists of method and techniques on
the which Hilton Hotel identified abilities of organisation work force (Snape and Redman, 2010).
In another word, it techniques of supervising of employee work performance.
 Graphic Rating scale – The graphic rating method is easy to understand because in this
type of method management gives rating between 1 to 5 on the basis of efficiency of
work perform (Pedersen, Björkman, and Park, 2013). Along with, management
considered other factor for identified the performance of employee.

 Management objectives – In these techniques' management decided objectives and
distribute to each employee as accordance to their work further, management reviews
employee performance on basis of given task finished.
 Force ranking – In this type of ranking manager evaluate employees work performance
which exhibit in percentages further, this ranking compare to past work performance.
The force ranking refer to identified performance in percentages with respect of
standard work performance (McEvily, Perrone and Zaheer, 2013). On other hands,
manager evaluate performance of employee by compared to standard work allotted.
 Monthly review – management can measure the monthly sheet and check the employee
performance (Bloom and Michel, 2012). And improvement can be measure by
comparing with past monthly review report.
 Task - Management provided task to each employee which required to performance
within the specified time period thus management can measure ability of employee by
checking performance.
4.2 Managing employee's welfare
Organisation must required to provided welfare facility to their employees for raising the
effectively of their work. Welfare consist of benefits and facilities to employee. It may be
monetary or non monetary term like kind. It included allowances, housing , transaction etc. on
other hands welfare also helps to raise in belief of employee for organisation (Wright and
McMahan,2011). Apart from this, Hilton Hotel also organise programme for employee welfare
which is as followed.
Policing Theory: Hilton hotel followed various policy within the organisation for provided equal
opportunities to their employee. In which there are various aspects such as providing similar
opportunities, similar rules applied etc. its main purpose is to maintain a fair environment within
organisation.
Philanthropic Theory: this theory consist for fair environment on which employee can work
with effective manner. It considered that environment of work-place must be fair and clean as
accordance with the provisions of employment act and health and safety act (Schneider, 2011).
Through by it also be considered that working environment must not be harm full for employee
in any manner so that work should be done be predetermined policy and strategies.

Public relationship theory – in this theory management considered that communication within
working environment must be effective and appropriate. Thus, management should choose
effective communicate way. For maintained effective environment (Mok, Sparks and
Kadampully, 2013). It also important for better relation within work place from higher level
management to lower level management. Thus, better communication assistance to welfare of
worker.
Social Theory: this theory state that every employee are social person so that management of
Hilton hotel is required to contribute for employees social development (Martin. and Whiting.,
2013). This theory state that industry should thing about social welfare by providing various
beneficial to employee. This theory states that the organization should improve the condition of
employee as well as gives part contribute for society welfare.
Health care - Hilton hotel also provided health care facilitate to their employee as well as family.
The main purpose of this theory is to increases the value in the mind of employee (Guest, 2011).
Management has to react as accordance with provision state in the health and safety act for heal
welfare of employee. Thus, this is mandatory by act along with it helps to raise the belief of
employee toward undertaking.
4.3 The Implication of health and safety legislation on human resources practices
The Hilton hotel is mandatory to maintained the health and safety tool and equipment as
according to provision state in health and safety act state. The act state that work place must be
safe which not harm to any employee. UK government frame various of law introduced for safe
the interest of employee (Martin and Whiting., 2013). This law provision applied on different
person on different manner. Hilton Hotel is required to maintained environment as accordance
with stare provision. Therefore, the maintained of equipment and tool are depends upon nature of
business. Thus, Hilton Hotel is required to following procedure as under:
 HRM of Hilton hotel must ensure that proper equipment has to be installed which not
harm to any employees.
 HRM mandatory required to provided proper training and guidelines which maintained
fair internal environment.