HRM Report: Personnel vs. Human Resource Management at Hilton Hotel

This report offers a comprehensive analysis of Human Resource Management (HRM) practices, focusing on the Hilton Hotel. It begins by differentiating between personnel management and HRM, highlighting their contrasting approaches to employee development and organizational goals. The report then delves into the key functions of HRM, such as recruitment, selection, and training, and their impact on employee efficiency and organizational success. It examines the crucial role of line managers in managing staff, driving performance, and contributing to organizational objectives. Furthermore, the report explores the significance of Human Resource Planning (HRP) in meeting future workforce needs and discusses the legal and regulatory frameworks influencing HRM. The report also compares the recruitment and selection processes of Hilton Hotel and a City Hotel, providing insights into their respective advantages and disadvantages, ultimately offering a detailed overview of HRM strategies and their practical application within the hospitality sector.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1 ..............................................................................................................................................1
1.1................................................................................................................................................1
1.2................................................................................................................................................2
1.3................................................................................................................................................3
1.4................................................................................................................................................3
Task 2...............................................................................................................................................4
2.1................................................................................................................................................4
2.2................................................................................................................................................4
2.3................................................................................................................................................5
2.4................................................................................................................................................6
Task -3.............................................................................................................................................6
3.1................................................................................................................................................6
3.2................................................................................................................................................7
3.3................................................................................................................................................7
3.4................................................................................................................................................8
Task-4..............................................................................................................................................9
4.1................................................................................................................................................9
4.2................................................................................................................................................9
4.3..............................................................................................................................................10
Conclusion:....................................................................................................................................11
Books and Journal.....................................................................................................................12

INTRODUCTION
Human resource management can be defined as a process or function which is designed
to maximise employees efficiency and performance to accomplish the goals and objectives. HR
manager performs various functions like recruitment,selection, training and development of new
employees, compensation, benefits etc. one of the main reason that human resource management
has become important for organisation to achieve the organisational objective and helps in
enhancing the overall performance of employees (Hendry, 2012). This report is based on the
Hilton hotel which is one of the leading enterprise in the UK. This report explains the difference
between the personnel and human resource management. Moreover, it also describes the key
responsibilities of and role of line managers in Hilton hotel. Along with this, report will also
focuses on the need and significance of human resource planning for the cited firm as it assists in
maintaining the level of manpower within the establishment. It also includes the legal and
regulatory framework of human resource management.
Task 1
1.1
 Personnel management is traditional approach which is used by The City Hotel of
enhancing the performance of employees where as human resource management is
modern approach which is used by Hilton hotel of managing people and increases their
efficiency.
 Personnel management is focuses on development of individual, employee welfare and
labour relation in the contrary It focuses on motivation, and development of human
resource management (Armstrong. and Taylor, 2014).
 Under this approach, organisation focus on individual satisfaction while human resource
management focus on achievement of goals and objectives.
 In this approach, City hotel concerned with only personnel manager, where as in human
resource approach Hilton hotel is concerned at all level managers from top to bottom.
 In Personnel management decisions made by top level managers accordance to the
objectives and goals where as in the human resource management decision taken by top
level management and active participation of employees.
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 In this approach communication flows indirectly whereas in human resource management
communication is directly.
 Personnel management deals with welfare and safety of employees and laws on the other
hand human resource management deals to make a valuable asset and contributes in
organisation success (Oke, 2016.).
 Personnel management is not considered as integral part of an organisation on the
contrary HRM plays a vital role in an organisation to accomplish the goals.
 Under this approach Personnel management's rewards based on the job evaluation where
as in HRM approach rewards related on the performance of employees.
1.2
Human Resource management deals with various functions such as recruitment,
selection, training, development skills of employees so that they put efforts in success of
organisation. This enhance the efficiency of personnel and they prove them as valuable asset of
an organisation. As it is earlier discussed that, Hilton hotel is leading brands in the UK which
serving the luxury facilities for the customer. It is stated that all functions of human resource
management are very important for organisation to deliver the quality products. For instance,
recruitment process in which company hiring the best candidates which performs in success of
firm and able to face challenges (Bratton and Gold, 2012). Having a team of skilled and efficient
workforce helps in to achieve the organisational objectives and raise the company profile.
Secondly, after the recruitment process company select those candidates which are capable and
have potential to performs in tough situations. Thirdly, after selection HR managers conduct
training programs for new candidates to give basic knowledge of particular field and job. In
training programmes all relevant information is given like company profile, and responsibilities
so they easily fits in the environment of organisation. Overall, their main function is to enhance
the skills and development of employees so that they devotee to their work and prove to be a
valuable asset of an organisation. It is an integral part of an organisation . HR also maintain the
records of employees such as remuneration, incentives, transfers and appraisal the performance
of employees. In every decision-making process there must be a active participation of
employees so it leads to team spirit and coordination (Purce, 2014).
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1.3
Line managers are those persons which are responsible for the managing people and staff
members. They report to upper level management on performance of employees and managing
of staff members. It is an integral part of an human resource management in increasing the
productivity and enhancing the efficiency of staff members. Line managers play a crucial role in
organisation with day to day management activities to achieve the organisational objectives.
They also carried out some functions like managing operational costs, allocation of work,
dealing with customers and measures of operational performance. These managers put efforts in
organisation to ensure that cost in maintained in the Hilton hotel.
Furthermore, they also provide necessary resources to employees so they carried out
their work in best possible manner. The manager is also responsible for problem of workers,
directing their efforts towards accomplishment of organisational goals and objectives. However,
they plays a crucial role in involving employees in decision-making process and taking care of
employees recognition (jiang, Lepak, Hu. and Baer, 2012) . Line managers in Hilton hotel are
also responsible for performance appraisal, coordination, discipline among employees etc which
motivates the team members. This also includes the responsibilities of promotion to higher
authorities, how to find the best candidate, how to deal with non performance employees etc. on
the other side of this, they also responsible to motivate them,reward them if line manager do so
they are in best position to take the managerial decision.
1.4
The functions of Human resource management can be affected by legal and regulatory
framework to a great extent. There are some laws which are passed by the government in
welfare of the employees to protect them from any unfair trade on practises. In order to run
smooth business in long run companies are required to follow the rules and laws in welfare of the
employees (Foot and Hook, 2005). One of the major legal requirements is to maintain the health
ans safety legislation. A Leading company Hilton hotel are required to take care of the health and
safety of all their workers. It means that all this step taken by organisation and employees must
be provided a safe working environment.
On the other hand of this, the company also take care of regulatory laws related to
employment and human resource. However, it is argue that at the time of recruitment and
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selection company needs to very fair and impartial. This help firm in increasing company profile
and achieving objectives. It means that only skilled and capable workers must be hired for vacant
position. It also ensure that pay need to be given on the basis of employment skills and
capabilities (ian, Lepak, Hu and Baer, 2012). There are some legislation laws which passed for
the welfare of employees so they give their full potential in the organisation. For instance,
Equality Act which describes that every member must be treated equally in the organisation.
Task 2
2.1
In the current scenario, Human resource planning (HRP) has plays an important role in an
aspect of an enterprises. Moreover, it can defined as process in which organisation examine the
future needs of the employees and formulate strategies to meet the members goals. Now- a- days
in every sector of market competition has become so aggressive in order to achieve the goals and
objectives they required a high skilled and capable workers. The main reason behind human
resource planning is the filling of vacancies to rise the company profile. Thus helps in achieving
the organisational goals and objectives with skilled and capable workforce.
In organisation employees replaced because of some reasons such as death, old age,
retirement etc. to fill those replacements organisation uses the technique of Human resource
planning(HRP). In addition of this, main reason of carrying out that it helps in the maximum
utilization of the resources. Thus, this helps in the achievement of goals and objectives which
increases the growth and the profile of the Hilton hotel. Therefore, through this planning it gives
the idea to organisation that how much skilled workforce they need for filling the vacancies.
In rapid changes of technology and globalisation, these changes also require in skilled
workforce and changes in number of employees (Storey, 2014). This technique used by
organisation where, there is lack of workforce and personnel. It is important in organisation
because its benefits in various ways. Firstly, it helps in meet out the right number of employees
at right time. Secondly, it bridges the gap between managers and employees. Along with this,
human resource planning also plays significant role in managing the current human resource
requirement within the organization as well as the future manpower requirement within the
organization.
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2.2
The process of HRP consists of following stages which describes under are as follows-
 Assessing needs of human resources- from the current scenario, it is observed that many
organisation face the issues of employee attrition that lacks the strategy of Hilton hotel.
Moreover, It helps in required to find out the empty spaces in the company.
 Examine the current inventory of workers- in the second step, company need to find out
the existing workers with their potential and strengths and weaknesses. So company can
conducts training programs on the basis of every individual to enhance their productivity
Thus, this helps organisation in achieving their goals and objectives. Moreover, it helps in
the raises the company profile.
 Find out the gap between demand and supply- third stage explains that company needs to
bridges the gap between the demand and supply of the members (Hoque, 2013). From
this information, firm conducting interview to meet the future needs of the companies.
This helps in the organisation that how much or what type of employees they needed to
serve the nation.
 Implement the plan- last but not the least, strategies that organisation formulates in order
of hiring employees which needs to be implemented. Thus, this helps in organisation to
fill those empty vacancies with capable and skilled workers. Finally, company can adopt
other strategies to invite new candidates such as ,advertising, emails or other websites.
2.3
From the current scenario it is stated that every organisation follow its own recruitment
and selection process to find out the vacancies. Hilton hotel starts their recruitment process with
interview in which they put the basic question about candidates background of knowledge.
Furthermore, they asked the reason behind to join the organisation and questions about the goals
and objectives of individual (Buller and McEvoy, 2012). Secondly, they only considered those
candidates who are expertise in their respective field and knowledge. Lastly, after interaction
with the freshers they starts evaluating those candidates which are not upto the mark and not
have potential to perform.
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On the other hand, city hotel adopt simplest way of recruiting the candidates. Firstly, they
invite candidates with help of emails and calls and newspapers, business magazines. Secondly,
HR manager uses the technique of telephonic interview which is the easier way of selection
process. Thirdly, they conduct a aptitude test for testing of candidates potential that how much
they prove themselves in tough situations. Lastly, they conduct a final round interview which is
taken by three experienced members of an organisation. They focus on the experienced
members who are perform in organisation who works with full potential .
2.4
In the current scenario it observed that both organisation Hilton hotel and City hotel has
advantages and disadvantages of the selection and recruitment process. For instance, Hilton
follow the tough process in which only those candidates are apply who has experienced of job.
This can be a major drawback of the employees who are seeking for the job and wants to
exposure in the corporate (Jiang and et. al., 2012). On the other hand, city hotel adopt simplest
process of selection as they starts with telephonic interview which help to candidates to give
answer easily with confident. In this there is main reason that many member applying in the city
hotel which helps them to enhance their capabilities. However, but its drawbacks is that city
hotel selection process is time consuming and costly as compared to other organisations. It helps
in developing effective and innovating ideas to the organisation.
Task -3
3.1
There is strong relationship between motivational theory and reward. Motivation means
inspiring an individual or group of person to increase working capacity and perform task
effectively. Motivation helps in satisfying employee needs and tries to make them work more
smoothly. However, at Virgin media reward is given in two ways such as monetary or non-
monetary. Reward is given at end of month or at end of financial year according to employee
performance (Foot, and Hook, 2005). At Virgin media Motivation and reward are strongly
correlated. According to Maslow, employee will be motivated when all five stages needs are
fulfilled. So organisation should provide reward to employee on certain time for motivating
them. Whereas, in Herzberg theory it consist of two factor i.e. hygiene and motivational factor.
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Major emphasis of Virgin media is on job enhancement rather than money. One more
motivational theory is of McGregor which includes theory X and Y. According to Maslow need
hierarchy theory, every organisation should provide reward for satisfying their needs and wants
and this show relationship between motivation and reward. So, Virgin media manager must
provide reward to its employees so that they can get motivated and work in an efficient manner.
If they get motivated then they will try to achieve more target which are set in
organisation(Greene, and Kirton, 2009).
3.2
Evaluation of job evaluation process at virgin media
Job evaluation is a systematic process to understand worth or size of job in the
organisation. This also provides basis for equal grades and pay structure. . Job evaluation process
helps the management in proper allocation of work to employee and provides suitable resource to
their related jobs. There should be equality in wage structure. Job evaluation is done by HR
department of every organisation (Harzing, and Pinnington, 2010). After, committee is formed
and then from each department job will be evaluated from different prospective. Job evaluation
is done on two factors that are analytical point rating and non analytical point rating.
Factors determining pay
By this, the company can decide or maintain a proper wage level or pay level for
employee. From this, there will be no misunderstanding between employees because pay of
employee at same level will not differ and this will lead to positive relation among worker. If
supply of product is low then salary of person will be affected. Then for an individual it will
become difficult to sustain in organisation if the supply is continuously going down and for long
term organisation will also not be able to sustain in market. In deciding salary, government also
play an essential role because they have to follow some government rules and regulation before
setting up salary for candidate (Jackson, Schuler, and Werner, 2011.). At time of job evaluation,
employee experience also help in deciding up salary in context to organisation whereas in
context to individual also demand high pay from firm because candidate have a experience of
work culture.
3.3
However, reward helps the candidate in increasing their performance and attracting them
through monetary and non-monetary rewards for their additional work done in organisation. By
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this, employee feels free and increases their potential to work for the organization. If worker has
some done extra ordinary work then that individual will become different in firm and can be
easily recognized by other working employees (Leonard, and Cardy, 2011).
`Retention is ability of an organisation to retain their employee. In every organisation, it
is preferred to retain employees because hiring new employee needs high cost, time, and
training of individual to perform that job or task. Employee who are working there have a wide
knowledge and they are familiar with the organizational rules and policies and company’s
working environment and there is no need of providing training to that person which will reduce
time and cost (Miller, and Pielack, 2008.). New employee which was hired in an entity needs to
understand working behaviour, require lots of training for forming a base in new organisation.
Performance of individual can be increased only through by providing incentives and bonus time
to time but in a positive manner so that no person feel guilty and work in an efficient manner.
Motivation refers to motivating an employee for betterment of organisational goal. By
using different motivational theories, workers can be rewarded for their performance. If
employees are satisfied with reward system at Virgin-media then there will be more efficiency in
work because they need more bonuses or reward for their work. Motivation can be done through
putting pictures on achievement board, so that employee get motivated (Mossholder, Richardson,
and Settoon, 2011.). Some theories which are useful for reward system are Maslow need
hierarchy theory, Herzberg theory and McGregor theory their main focus is on to fulfil needs
and wants of individual at every level.
3.4
There are several ways or methods in the organisation to monitor employee performance
at Virgin-media. Some of them are:
Management By Objective: Management By Objective is most important tool in
measuring or supervising performance at the managerial level. Management By Objective help
the organisation in finding out employee goals and target so that they can achieve (Sánchez,
2011.). Timeline of any goal is also mentioned so that they may do their task before and for this
they will be giving some bonus.
Graphic rating scale: Graphic Rating Scale method is done in production business
because in production area the movement is fast such industry are food and beverages . Rating is
done on two basis i.e. 1 to 5 basis and another is poor, very poor, good, very good and excellent.
8

By using this method firm can evaluate employee performance easily and quickly so that there is
no wastage of time(Souza, and Zajas, 2006).
360 Degree Feedback: 360 degree feedback is evaluated with help of peers, sub-
ordinates and outsiders. This is very helpful because it covers all view points from all sides.
Evaluators should understand their co-workers working style, daily duties, function, and role.
360 degree feedback works well in smaller organisation because this has to cover all facts and
figure of the firm. If this method is used in large entity then it will be difficult to cover all facts
and figures and time they will be required is huge because covering all viewpoints needs time.
Task-4
4.1
As per provided case Bob the owner of Chicken master has appointed Faisal as to
manage all activities and operation which are helding at restaurant (Armstrong and Taylor,
2014). After some time Faisal was terminated by Bob due to serval reasons which are occuring
in organisation. Taste of Restaurant food was very bad and it was not clean. Faisal was not
guiding properly or not managing restaurant properly. From Faisal behaviour entire restaurant
was suffering and having a negative image infront of market. Faisal was broking company policy
as well as government policy. According to provision made by government regarding
employment laws each and every organisation has right to terminate employee for their negative
work.
Faisal performance was disappointing other employees too at Chicken master. Faisal was
not managing restaurant properly. The owner of restaurant Bob has complete right to terminate
Faisal because manager have a complete wrong attitude towards work and from that entire
company policy have affect. Faisal was terminated because he was doing personal work at office
time (Leonard and Cardy, 2011). Faisal was doing son homework in office residing in office
room. On other hand, Faisal have argued because Bob has appointed a female worker. However,
Faisal was came to know about why he is terminated from Chicken master. Faisal has broken
some rules and regulation which are made by company for sake of employees and Faisal was not
behaving well to the customer of Chicken Master. The other factors which results in employee
cessation includes unacceptable behaviour, absenteeism, failure to follow company policy and
harassing other employees at workplace.
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