Human Resource Management Report: Hilton Hotels HRM Practices

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Hilton Hotels. It begins with an introduction to HRM and its purpose, focusing on recruitment, selection, training, and development. The report then delves into the strengths and weaknesses of different recruitment approaches, comparing internal and external recruitment methods. It examines the benefits of various HRM practices, such as training and rewards management, for both employees and employers, and assesses their effectiveness in enhancing productivity and profitability. The importance of employee relations in HRM decision-making is highlighted, along with key elements of employment legislation and their impact. The report concludes by illustrating the application of HRM practices with real-world examples, providing a detailed overview of how Hilton Hotels manages its human resources to achieve its business objectives. The report is based on the provided assignment solution on HRM, and the content can be used as a study resource on Desklib.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
LO 1.................................................................................................................................................3
P1 Purpose and Function of HRM...............................................................................................3
P2 Strengths and Weaknesses of Different Approaches to Recruitment and Selection..............5
LO 2.................................................................................................................................................5
P3 Benefits of Different HRM Practices Within Hilton Hotels For Employees and Employers 5
P4 Effectiveness of Different HRM Practices With Regards to Enhancing Productivity and
Profitability..................................................................................................................................6
LO 3.................................................................................................................................................8
P5 Importance of Employee Relations with Respect to Influencing HRM Decision Making....8
P6 Key Elements of Employment Legislations and its Impact on HRM Decision Making........8
LO 4...............................................................................................................................................10
P7 Illustrating Application of HRM Practices In a Work Related Context Using Examples. . .10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management relates to the strategic business process of managing the
individual operations of all the various different employees of the business organisation,
enabling the business organisation to conduct its daily operations in a much better and productive
manner (Nankervis and et.al., 2019). This report analyses the human resource management
operations of Hilton Hotels and Resorts which is a subsidiary of the Hilton Worldwide brand of
international hotels. Hilton hotels is the flagship brand of the hospitality giant company Hilton.
Hilton Hotels was founded in 1919 and currently operates from its operational headquarters in
Virginia, USA. Hilton Hotels services the customers within the hospitality industry of UK
through 584 hotel establishments it owns throughout the world. The business organisation has
been ranked as the best in the entire world by Fortune magazine based on various employee
surveys on job satisfaction. The long term sustained successful operations of Hilton Hotels have
made it one of the largest hotel brands in the world.
MAIN BODY
LO 1
P1 Purpose and Function of HRM
Human resource management operations of a business organisation such as Hilton Hotels
relates to the effective management of all operations of individual employees of the business,
with the intention to enhancing the overall productivity and profitability of the business within
operational industries. HRM operations of a business are mostly concerned with making the best
and most optimum use of the business’s possessed human resources to increase the overall
performance, productivity and profits generated by the business organisation. The main purpose
of HRM operations within Hilton Hotels are as follows:
 To improve the overall effectiveness and efficiency of the business’s human resources.
 To ensure creation and maintenance of positive productive relationships between the
employers and the employees of the business organisation.

 To oversee the training and development of the business’s human resources.
In order for Hilton Hotels to be able to conduct its daily operations within the hospitality industry
in a successful manner over a sustained period of time, the business organisation is required to
ensure effective HRM operations within the business organisation (Michael, 2019). Hilton
Hotels can only operate successfully and gain a sustained competitive advantage within the
hospitality sector when its HRM department performs the following key functions within the
business organisation:
Recruitment and Selection: A major function of HRM within Hilton Hotels relates to the
recruitment and selection operations that it is responsible for within the business organisation.
The HRM of Hilton Hotels is required to thoroughly analyse the skill gaps present within the
business organisation’s human resources and then find and procure talent from the external
environments who possess such skills to bridge the gap through recruitment and selection
operations, allowing for the business organisation to achieve its objectives in a much effective
and efficient manner.
Training and Development: Another major function of HRM within Hilton Hotels relates to the
training and development of the employees of the business organisation (Ahammad, Glaister and
Gomes, 2020). This is also immensely important as engaging in training and development allows
for Hilton Hotels to possess increasingly skilled, experienced and talented workforce, allowing
for the business organisation to achieve its organisational objectives and goals in an effective and
efficient manner.
Rewards and Compensations: Another function of HRM within Hilton Hotels relates to
providing the employees of the business with rewards and compensations that the employees of
the business organisation deserve. This is also immensely important because providing the
employees of Hilton Hotels with deserved rewards and compensations allows for the business
organisation to encourage optimum standards of performance and efficiency within the
organisation from its employees for the overall increased productivity and profitability of the
business organisation.

P2 Strengths and Weaknesses of Different Approaches to Recruitment and Selection
There exist two main different approaches to conducting recruitment operations within
Hilton Hotels:
Internal Recruitment: Through this recruitment approach, the HRM of Hilton Hotels makes use
of the employees already present within the business organisation to fill organisational vacancies
present within its organisational structure. This approach of recruitment does not require for the
organisation to look for talent from the external environments, instead vacancies are filled by
existing employees of the business through internal promotions, transfers, referrals etc. The main
strengths of this approach relates to decreased cost and time of internal recruitment process when
compared to external recruitment process (Kianto, Sáenz and Aramburu, 2017). Another major
advantage is that is makes the existing employees of the business feel valued and respected,
motivating them and making them feel satisfied. On the other hand, the major disadvantage of
this recruitment approach relates to the fact that in order to fill one organisational vacancy
through internal recruitment approach, another vacancy is created at a lower or similar
organisational level.
External Recruitment: This approach of recruitment relates to Hilton Hotels going to the
external environments with the intention of hiring desired qualified candidates for an
organisational vacancy from a pool of applicants who have applied for the position, none of
whom are part of the business organisation. The HRM of Hilton Hotels uses various different
methods to conduct external recruitment such as media advertisements, campus placements,
direct recruitments etc. The main strengths of this recruitment approach relates to the business
organisation being able to procure new and fresh talent from the external environments, with the
business organisation having a lot of choice in relating to which candidate to recruit and select.
On the other hand, the major weakness of this approach relates to this being a significant
expensive and time consuming process.

LO 2
P3 Benefits of Different HRM Practices Within Hilton Hotels For Employees and Employers
There exist various benefits due to HRM practices within Hilton Hotels, for both
employers and employees of the business organisation such as:
Training and Development: The training and development practices of the HRM within Hilton
Hotels provides both the employees and the employers of the business organisation with various
operational benefits. Training and development operations of Hilton Hotel’s HRM allows for the
employers of the business organisation to possess workforce that is increasingly skilled, talented
and experienced, allowing for the business organisation to effectively innovate its goods and
services and achieve its organisational objectives and goals in an effective and efficient manner
(Delery and Roumpi, 2017). While the training and development operations of Hilton Hotel’s
HRM also is extremely beneficial to its employees as well, as it increases the overall skills and
knowledge of the business’s employees, results in their personal and professional development
and increases their overall motivation and job satisfaction levels as the employees of Hilton
Hotels feel valued and respected by the business organisation.
Rewards Management: Another highly beneficial HRM practice that is beneficial to both the
employers and employees of Hilton Hotels relates to performance and reward management
operations of the business’s HRM. Providing rewards and incentives to deserving employees of
the business organisation is beneficial to both employees and employers of Hilton Hotels
because the deserving employees getting rewards and incentives increases the overall motivation
and job satisfaction levels of the employees of Hilton Hotels and makes them feel valued by the
business organisation (John and Taylor, 2016). This is also highly beneficial for the employers of
Hilton Hotels because by providing the deserving employees with rewards and incentives, the
HRM of business organisation can encourage and promote the performance of their employees
towards optimum organisational standards, allowing for the business organisation to enhance its
overall productivity and profitability within operational industries and gain a sustained
competitive advantage against its competitive business organisations.

P4 Effectiveness of Different HRM Practices With Regards to Enhancing Productivity and
Profitability
Almost all the functions of HRM discussed within this report are significant towards
enhancing the overall productivity and profitability of the business organisation such as
performance management, rewards and incentives, recruitment and selection etc., Effective
HRM operations of Hilton Hotels allows for the business organisation to effective enhance its
operational productivity and profitability levels in a significant manner. For example, the
performance management operations of Hilton Hotel’s HRM allows for the business to enhance
its overall productivity and profitability levels because it allows for the business organisation to
encourage and promote increased performance and efficiency by their employees, with the
intention to maximise the performance and efficiency of the business’s employees, enhancing the
overall productivity and profitability metrics of Hilton Hotels within the hospitality industry of
the world (Pattanayak, 2020). Effective performance management operations within Hilton
Hotels allows for the business organisation to achieve its organisational objectives and goals in
an increasingly effective and efficient manner which results in enhanced productivity and
profitability for the business organisation.
Recruitment and selection operations of Hilton Hotel’s HRM are also immense important
and contribute significantly towards improving and increasing the overall productivity and
profitability metrics possessed by the business organisation within global hospitality industry.
Effective recruitment and selection operations of the business’s HRM allows for Hilton Hotels to
fill the organisational vacancies present within the organisational structure of the business
organisation with highly skilled and experienced talent, which has been procured from the
external environment or from within the business organisation. This increases the overall skills,
experience and knowledge possessed by the business organisation’s employees and workforce,
allowing for the business organisation to effectively accomplish its organisational objectives and
goals resulting in the enhancement of its operational productivity and profitability within the
hospitality industry.
The HRM of Hilton Hotels providing rewards and incentives to the deserving employees
within the business organisation also contributes significantly towards enhancing the overall
productivity and profitability of the business organisation because this increases the overall

motivation and job satisfaction levels of the employees, encouraging them to conduct their
operations towards optimum standards of performance and efficiency within the business which
results in increase of the productivity and profitability of the business organisation (Macke and
Genari, 2019). This also makes the employees of Hilton Hotels feel valued and respected by the
business, decreasing the overall turnover rates of the business and further contributing to
increased productivity and profitability of the business organisation within hospitality industry.
LO 3
P5 Importance of Employee Relations with Respect to Influencing HRM Decision Making
Employee relations refers to the efforts of Hilton Hotel’s HRM to create heathy, amicable
and productive professional relationships between the employees of the business and the
business organisation itself, with the intention to create a sense of trust and loyalty for the
employees towards the business organisation. Healthy, productive and amicable employee
relations are of immense importance to the overall success of Hilton Hotels within global
hospitality industry, because healthy, amicable and productive employee relations allows for
Hilton Hotels to observe increased retention rates, decreased turnover rates, increased motivation
and job satisfaction levels amongst the employees of the business organisation which is
immensely important for the sustained successful operations of Hilton Hotels within the global
hospitality industry.
The employees of Hilton Hotels are the ones who are engaging, interacting and dealing
directly with the customers of the business organisation and have significant knowledge about
the needs, demands, requirements and preferences of the customers of the business organisation.
This is why the management of Hilton Hotels is required to consult the employees of the
business for all the important decision making operations of the business organisation, as this can
help them make better and more productive, profitable decisions for the business organisation’s
success within global hospitality industry. This is only possible when healthy, amicable and
productive relations have been created and maintained between the employees and the business
organisation and its management (Adrian, 2017). Maintaining good, healthy and productive
employee relations between the employees and the business organisation is of such immense
importance because only when healthy and productive relations exist between the business and

its employees, can the leadership and management of the business organisation consult the
employees of the business during decision making, planning and implementation operations
having gained their trust and confidence through productive and healthy employee relations
within Hilton Hotels.
P6 Key Elements of Employment Legislations and its Impact on HRM Decision Making
There exist numerous employment legislations and regulations that have been enforced
by the governing authorities and trade unions for Hilton Hotel’s HRM to adhere to that come to
impact the decision making operations of the business organisation. The most important of such
regulations are as follows:
Human Rights Act (1998): This government mandated regulation is required to be adhered and
followed by the HRM of Hilton Hotels and ensure that no fundamental rights of the business
organisation’s employees are infringed upon within the operational environment of the business
organisation (Guest, 2017). Through this act the leadership and senior management of Hilton
Hotels, who are responsible for undertaking all the decision making operations of the business
organisation are required to ensure that no decision making operation of the business can come
to infringe upon the fundamental human rights possessed by the employees of the business
organisation in any manner. Failure of the business to adhere to this regulation can result in
cancellation of license, financial penalties or even legal litigations.
Health and Safety at Work Act (1974): This government mandated legislation requires the HRM
of Hilton Hotels to safeguard and protect the physical and mental health and safety of the
business’s employees while at workplace at all operational times within the business
organisation. Based on this act, the leadership and senior management of Hilton Hotels, who are
responsible for undertaking the decision making operations of the business organisation are
required to take decision in such a manner, that the decision do not come to endanger and
jeopardise the health and safety of the employees of the business organisation in any manner,
while at workplace (Tang and et.al., 2018). Failure of the business to adhere to this legislation
can result in financial penalties, legal litigations or cancellation of license.
Minimum Wages Act (1998): This is also another government mandated legislation that requires
the HRM of Hilton Hotels to ensure that all the employees of the business organisation are at

least paid the minimum amount of daily wages as is prescribed by the government of UK. All the
decision making operations of the business organisation are impacted by this legislation as the
business organisation cannot make decisions that force lesser pay on to the employees of Hilton
Hotels than is prescribed by the minimum wages act.
LO 4
P7 Illustrating Application of HRM Practices In a Work Related Context Using Examples
This section of the report creates a dedicated advertisement, job description and offer
letter for the position of marketer within Hilton Hotels, as follows:
Advertisement:
Digital Marketers Required at Hilton Hotels, London
Required Qualifications:
 Must be proficient in English language.
 Must be a graduate from well respected
university with at least 60% marks.
 Must have prior experience as marketers
within a major hospitality business
organisation.
Responsibilities:
 The marketers would be responsible for
promoting and advertising the business and
its services to a large base of global
audience using digital channels of
marketing.
 The marketer would also be responsible for
creating the marketing message and content
for the business organisation’s digital
platforms, that is catered specifically
towards the targeted customers of the
business organisation.
 The marketer would also be responsible for

Job Description:
Job Title: Digital Marketer
Business Organisation: Hilton Hotels
Department: Marketing
Location: London
Level / Salary Range: Negotiable
Core Responsibilities:
 Promoting and advertising the business and its services to a large base of global audience
using digital marketing channels and tools such as online websites, social media
platforms, smartphone applications etc.
 Creating the online website of the business organisation up to industry marketing
standards, creating the marketing message and content for Hilton Hotel’s digital
marketing platforms and making it as interesting, interactive and engaging for the
targeted customer segment of Hilton Hotels (Shamim and et.al., 2016).
 Using digital marketing tools such as Google Analytics and Hootsuite to improve the
performance of Hilton’s marketing strategies using various digital marketing metrics.
Job Requirements:
 Must be proficient in English language.
 Must be a graduate from well respected university with at least 60% marks.
 Must have prior experience of at least 2 years as a digital marketer at a major hospitality
business organisation.
 Must have experience of using search engine optimisation techniques and must have prior
understanding of how to make use of digital marketing tools such as Google Analytics
and Hootsuite.
 Must be a team player and be able to work well with others in a cohesive and cooperative
manner.
Offer Letter:
Name: Mr. Antonio Margaretti

Job Designation: Digital Marketer
Date of Joining: 7th September 2020
Location: London
It is with great pleasure that I am informing you that you have been selected and offered the job
position of digital marketer at Hilton Hotels, London branch. A detailed job description is attached with
this offer letter for your convenience. Your date of joining is 7th September, 2020. Should you wish to
accept the position then please get back to us via either phone or email. This offer letter is based on the
condition that you are able to clear the Criminal Records Check that all employees of Hilton Hotels are
required to undergo. I look forward to working with you.
Yours Sincerely.
Keysor Soze
Head of HR
Hilton Hotels, London
CONCLUSION
Through this report’s findings, it can effectively be concluded that effective human
resource management operations are of immense importance towards the sustained long term
success of any given business organisation such as Hilton Hotels. This report analyses the main
purpose and functions of HRM within Hilton Hotels. The report also identifies the key strengths
and weaknesses of the different approaches to recruitment and selection operations within Hilton
Hotels. Then the report evaluates the benefits of different HRM practices within Hilton Hotels
for employers and employees. The report also analyses the effectiveness of different HRM
practices within Hilton Hotels with regards to increasing organisational productivity and
profitability. Further, the report assesses the significance of employee relations in terms of
influencing HRM decision making operations. The report also identifies key elements of the
employment legislations and the impact these have on HRM decision making operations. Finally,
the report illustrates the application of HRM practices in work related context using examples.