A Comprehensive Report on Managing Human Resources at Hilton Hotel

This report provides a detailed analysis of human resource management (HRM) practices, theories, and models, using the Hilton Hotel as a case study. The report begins with an introduction to HRM, emphasizing its importance in achieving organizational goals and objectives. It then explores the Guest model of HRM, examining its dimensions and their impact on organizational performance. The report also discusses Storey's definition of HRM and its application in the context of Hilton. Furthermore, it examines the roles of line managers and employees in HRM, including their responsibilities and contributions to organizational success. The report delves into the flexibility model, analyzing its application in various departments of Hilton and its benefits for both the company and employees. Various types of flexibilities are explored, such as flex schedules and part-time working, and the report concludes by highlighting the usefulness of these flexibilities in improving competitiveness, employee satisfaction, and productivity. References and an introduction are also provided.

Managing Human Resources

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1: ESSAY.............................................................................................................................1
1.1...........................................................................................................................................1
1.2.....................................................................................................................................................2
TASK 2............................................................................................................................................4
2.1...........................................................................................................................................4
2.2...........................................................................................................................................5
2.3...........................................................................................................................................5
2.4...........................................................................................................................................6
Task-3..............................................................................................................................................7
3.1...........................................................................................................................................7
3.2...........................................................................................................................................7
3.3...........................................................................................................................................8
Task-4..............................................................................................................................................9
4.1...........................................................................................................................................9
4.2.........................................................................................................................................10
4.3.........................................................................................................................................10
4.4.........................................................................................................................................11
CONCLUSION..............................................................................................................................11
.......................................................................................................................................................12
REFERENCES..............................................................................................................................13
Online...................................................................................................................................15

INTRODUCTION
Managing human resource refers to the process that focuses on managing the personnel and human
resource within the organization so that they can easily perform their activities in order to attain the desired
goals and objectives (Ulrich, 2013). Along with this, human resource are the key resources within the
establishment that contributes its valuable activities within the organization. Hilton hotel is providing
valuable time to its customer's and not having any biasses between employees (Hilton, 2009). Therefore, the
key significance of managing human resource is to ensure effective and proper utilization of resources
within the organization that assists them in attaining the goals and objectives. Presently, the key aim of
conducting the research is to understand the different theory and practices of human resource management
within the organization. Along with this, the report will also assess the change in the labour market as well
as increase in the demand of employees for managing the work-life balances.
TASK 1: ESSAY
1.1
Accordant with the David Guest, there is a wide difference between personnel management and
human resources' management. Further he detailed that, personal management is based on commitments as
well as human resource management is based on compliances. Guest explained that, human resource are the
most valuable assets of the organization and the concept of managing human resources in organization goes
beyond the recruitment and selection of employees.
The Guest Model of HRM basically focuses on the 6 dimensions that basically includes-
Dimensions
HRM strategies The foremost dimension in the Guest model of HRM include
assessing the HRM strategy that is it mainly focuses on three
aspects that is differentiation, focus and cost.
HRM practices Another dimension in model include selecting effective HRM
practices that are related with selection, training, rewards,
involvement of individuals etc. all the practices will further results
in attaining the desired HR outcome (Larson, 2015).
HR outcomes The HR outcome mainly results in gaining the level of
commitment, quality and flexibility that further benefit the overall
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organization performance.
Behavioural outcomes The behavioural outcomes focuses motivational efforts,
corporation as well as involvement of the employees that results in
affecting the overall performance of the employees.
Performance outcomes The behavioural outcome of individual focuses on drafting the
effective performance outcome that mainly results in enabling
high and low performance results (Singh, Winkel, and Selvarajan,
2013.). High performance results in increasing the productivity
and quality of organization performance. On the other hand, low
performance outcome results in increasing the labour labour
turnover as well as it also results in arising the situation of
conflict.
Financial outcomes Therefore, the performance outcomes results in attaining the
financial benefit for the organization that results in gaining higher
profit margins that further assists in attaining higher return on
investment to their stakeholders.
Therefore, it has been said that Guest model details the significance of human resource and how
personnels within the organization are utilized effectual and effective manner so that they can easily attain
the profit ratio for the long term and thus it also reduce the labour turnover ratio within the organization
(Armstrong, and Taylor, 2014.).
1.2
Orientation of HRM can also be taken by the HR manager of Hilton with the assistance of storeys
definition of human resource management. According to him, it is a identifiable approach to management
of employee which seek to acquire competitive advantages through the development of highly committed
work force. It focuses on the development of different HR activities to achieve the organizational objectives
by using accessible resources like employees, customers and suppliers (Dau-Schmidt, Finkin, and
Covington, 2016.). Hilton utilize and consider experts, customers and suppliers in sustainable living plan.
There is quick and effective decision making process. In HRM, there is direct communication like face to
face meetings and training sessions. Thus, it involves human capabilities and involvement with respect to
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the organisation. It need to be implemented strategies and essential to be considered at high level of
management (Armstrong and Taylor, 2014).
The HR manager of Hilton will able to identify the proper aspect of HRM by storeys definition of
Personnel management which includes the people work in the organization and their relationships with the
firm (Middlemiss, 2012). It focuses on increasing performance along with the increase in efficiency of
employees. Hilton provides training facilities, practical experience and proper guidance to increase the
efficiency of employee's.
Industry relations is field of where it studies the relationship of employment. It focuses on building
the good and cooperative relationship between staffs and managers. It follows a systematic structured
process but there is slow decision making process (Lundahl, and Wadensjo, 2015). In IR practices there is
no direct communication between employees. Hilton maintain a proper relation and communication
between the staff and managers so that there is some kind of comfort level among employees (Bamberger,
Biron, and Meshoulam, 2014).
1.3
Line mangers of Hilton are the persons who are responsible for managing activities of individual
employee or team. They handle day to day management of people in the organisation. They are responsible
for ensuring that any employee facing difficulties or identify measures to improve the performance of them.
Line managers set realistic standards of performance to include action plan, incorporation of targets,
deadline and other support (Zohar, 2014). They are trying to analyse the problem or reasons for the lack of
performance in the organization. Line managers implement the performance appraisal process which are
designed by the HR professionals. Line managers also assessed the behaviour and performance so that
feedback is given in one to one meeting between employee and managers. Managers apply long term
development strategies to increase the efficiency in long run of the business to satisfy the demand of
organization (Bloom and Van Reenen, 2011).
Employees are the most valuable asset of the business firm. They are responsible for the overall
growth and managing activities effectively and efficiently. Employees are effective leaders and set path and
execute a corporate strategy that builds a good commitment. Major implication including effective
communication and feedback from employees which reduce the work load and frustration. There is reward
system for employees motivation that drives towards better performance. Innovation suggested by
employees sometimes lead to increase in the productivity (Newman, 2014). They lead to firm towards
success and work as a back bone of the organization. Employees focusing on their work and improve their
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performance according to the need of the company. They accept challenges and work according to the roles
and responsibilities given to them and they are allowed to do work with their interest and specialization.
Employees are motivated with incentives, rewards so that it helps to increase in the quality performance of
them (Boxall and Purcell, 2011).
TASK 2
2.1
Flexibility model helps' to provide flexibility in various departments of Hilton like functional,
housekeeping, financial, marketing and reception. However, this model can be implemented in the
functional areas of Hilton with the adoption of changes and alterations in the operations of company. This
can be taken into consideration with the help of formulating new policies and changes can be applied to the
company. In addition to it, adoption of this model may remain helpful in terms of lower down the cost and
offering efficient services. Moreover, this model can be applied to manage the workforce in the cited hotel.
The management of the company needs to take care of the comfort level of the subordinates at the time of
performing different operations (Bratton and Gold, 2012).
With the use of effective human resource the company can attain its desired objectives. In order to
apply this model, the organization needs to identify the requirements of manpower. It leads to develop
effective strategies to get an appropriate direction. In addition to it, the flexible model is stated below.
 First peripheral group: With the help of numerical flexibility, Hilton will be able to hire the
employees at a short notice. At this point, the motive of the firm is recruit employees for a certain
period. However, the management of Hilton can adopt this method to get appropriate outcomes with
the use of numerical flexibility.
 Core group: Functional flexibility helps in improving the performance of the subordinates and
achieve desired objectives. According to it, the major key aspects are job rotation and outsourcing.
As a result, the management of Hilton can get well defined results. To have effective productivity,
the primary workers will play major role (Dipboye, and Colella, eds., 2013).
 Second peripheral group: The cited organization can analyse the diverse activities so that it may
get assistance to support work culture. In addition to it, to meet the objectives of the hotel, part-time
workers are suitable. The management of the venture may adopt job sharing option which leads to
improve the performance of hotel (CHUANG and Liao, 2010).
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 Self employment: According to this, the management of the company need to provide flexible;le
working hours to the workers with improved pattern of work.
 Agency workers: These workers have an option leave the company at short period. It will help the
company to safeguard the rights and duties of employees.
 Sub contracting: in order to meet objectives, at initial level of the company flexibility can be
provided. The structural aspect can be improved by focusing on Atkinson model of flexibility.
 Outsourcing: It is seen that overall focus on above actives can remain helpful for the hotel to
improves overall outsourcing. The services of the hotel may get improved with the help of
flexibility.
2.2
At Hilton, there are different types of flexibilities can be adopted in the operations of hotel.
However, Flex schedule can be implemented for the employees of Hilton where the firm can make
alterations in the working hour at the workplace. These changes can be made for both the employers and
employee of the hotel. In addition to it, the management can also provide breaks in starting and end time.
For the motivation of employees the management of the cited firm can increase the breaks in the operational
areas of the firm (Ghumman, 2013.). The company can also adopt the concept of part-time working which
to manage the personal and professional life of the workers. In addition to it, the management can also have
financial flexibilities so that it can survive in tough economic time. In order to maintain this, the firm needs
to have look upon the unexpected investment opportunities (Dessler, 2016).
In context to it, numerical flexibility is related with the subordinates that are working in the
company. However, it is necessary for them to provide flexibility so that they can handle their customers
effectively. In order to maintain this flexibility, it is the duty of the firm to recruit the employees for limited
period.
2.3
Usefulness for employees
From the perspective of the company there are numerous benefits of the stated flexibilities. It is
considered that it provide assassinate to improve competitiveness of the firm. As a result, it leads to increase
the working hours of the employers which will help in increasing the productivity of the company
(Middlemiss, 2012). At Hilton, offering flexibilities will tend to increase the satisfaction level and morale of
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the subordinates. In addition to it, this will result in improving the efficiency and effectiveness of the
operations of the firm. With the help of this, the level of absenteeism can also be decreased. Because the
process will allow the employees to manage between the personal and professional life of the employees. It
will result into increasing the interest and integrity of the staff towards the hotel. In context to it, flexibilities
can also remain helpful in terms of sickness of the employees as they will get proper time for their personal
stuff then they can join health classes. It can result into decrease in sickness and absenteeism as well. In
addition to it, this will help in lowering down the burden of work at workplace. In context to it, the
company will have skilled and talented employees for the long period. As a result, the problem of employee
turnover will definitely reduce (Gruman and Saks, 2011).
Usefulness from the employer perspective
In terms of employer, this can be useful as it increases the job satisfaction level. In addition to it, this
will also help the company to decrease labour turnover rate. Flexibility models will create a wide impact on
employee retention and satisfaction level. It helps the employers in attaining high productivity within a
business unit (Dessler, 2016). Moreover, the development aspects of the business are closely examined and
monitored through the mentioned models. The stated aspects also helped the business units in developing a
significant brand identity within the economy which is useful in attracting talented employees in an
organization. Flexibility helps in developing a strong and committed team of employees for the business
which generates high productivity and favourable long term results for employers (Burr and Pearne, 2013).
2.4
Labour market is a place where the interaction is done between the employees. Here, the employer
tries to recruit the best candidate and offers him the best job.
Positive impacts of changes
In flexible labour market the changes are taken place in order to achieve competitive advantage. To
implement improvement there are certain methods are adopted in the company so that the process of hiring
and firing can be easy. In addition to it, technical changes also considered in this market. This will help the
company to bring innovation at workplace. Whereas, social changes are also considered which leads to
bring equality at the workplace among man and woman. Implementation of these changes has impacted the
company to decrease unemployment and recession etc. (Burr and Pearne, 2013).
Negative impacts of changes
It is seen that, the company has offered flexibilities in terms of part-time employment where the
employees are not able to get appropriate training. It can affect the performance of the employees. In
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addition to it, changes can also leads to increase in job insecurity where the wages are low. It can create low
morale of the employees. As a result, the productivity of the company may get affected. The company needs
to focus on these so that the goals and objectives can be attained. That is why, it is necessary for the
organization to adopt the flexibilities (Loosemore and Dainty, 2013).
Task-3
3.1
There are many form of discrimination some of them are indirect, harassment, direct , victimisation,
third party harassment etc. are some type of discrimination which are faced by employees in organisation.
At Hilton Hotel some of discrimination which can take place are religion discrimination, sexual
discrimination and perception discrimination.
Religion discrimination: Every individual has different religion regarding their values, cultural,
norms and their belief. On basis of religion, caste and colour many organisation people has faces religion
discrimination from this they get demotivated and leave firm. For example, Ms. Kilgore was terminated by
Hilton Hotel in June 2012 because for colour discrimination at firm (Greenwald, 2016).
Gender discrimination: Gender discrimination means having or making difference between female
and male. Because of gender discrimination in any organisation girl or woman cannot work at any firm
because they do not have opportunities or career as compared to boys (Kern, 2014). There are many
organisation which faces issues of gender discrimination. For instance, at Pierre hotel in 1988, both boys
and girls are interviewed for waiter position but all 6 boys were appointed at Pierre Hotel no girl was
appointed this case leads to gender discrimination.
Age discrimination: Age discrimination refers to when a person or individual is treated as elder,
younger or older this will lead for discrimination of age. However, in older days age discrimination in hotel
industry was having huge role but after government rules they have stopped. At Hilton Hotel Mohammad
Khan was 61 in 2012 and he was forced to resign with his two junior by Manhattan Jury. However, age of
Manhattan Jury was also 64 (Woodby, 2015).
3.2
In organisation if employees are not treated with any difference in between religion, caste, age,
gender etc. so this will lead to equal opportunities at organisation. Now a days, many organisation are
following equal opportunities because they do not want any biasness in between gender or age in
organisation (Steingold, 2015). So, government has made or formed some regulation regarding
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discrimination of Equal Opportunities Act, 2010. In this act there is no discrimination between age and
sexual etc. At Hilton Hotel many discrimination take place in regarding of employees so organisation has
Flexibility models will create a wide impact on employee retention and satisfaction level. It helps the
employers in attaining high productivity within a business unit (Dessler, 2016). Moreover, the development
aspects of the business are closely examined and monitored through the mentioned models. The stated
aspects also helped the business units in developing a significant brand identity within the economy which
is useful in attracting talented employees in an organization. Flexibility helps in developing a strong and
committed team of employees for the business which generates high productivity and favourable long term
results for employers (Burr and Pearne, 2013). formed equal opportunities. In firm every individual have
promotion, wage, training, responsibility accordingly to equality. If there is inequality then person will not
be motivate and then try to quit organisation and that individual will not sustain for longer period of time.
Many legal or laws Flexibility models will create a wide impact on employee retention and
satisfaction level. It helps the employers in attaining high productivity within a business unit (Dessler,
2016). Moreover, the development aspects of the business are closely examined and monitored through the
mentioned models. The stated aspects also helped the business units in developing a significant brand
identity within the economy which is useful in attracting talented employees in an organization. Flexibility
helps in developing a strong and committed team of employees for the business which generates high
productivity and favourable long term results for employers (Burr and Pearne, 2013). were formed in
country for avoiding biasness between gender. However, for stopping inequality in country Government has
made some legislation regarding equality and formed a Human Right Act in 1998 for sake of employees.
From this they were highly motivated and they try to perform well at Hilton Hotel. They were getting equal
pay and equal rights at similar post. Hotel is also providing equal jobs for woman and as well as for girls.
They also trying to reduce in age and religion discrimination (Truxillo, Cadiz, and Hammer, 2015).
3.3
There are many similarities and differences in related to managing equal opportunities and
managing diversity. However, major difference between managing equal opportunities and diversity is force
for change. Managing of equal opportunities includes external forces such as government legislation,
ethical, employee / human rights, social trends. Equal opportunities are not and never been connected with
organisational lines. Whereas, managing diversity is driven by internal forces which are held internally
within organisation body and they have link with organisational bottom line (Flamholtz, 2012). However,
both goals also differ from each other. Trying to solve problem at large basis is given equal opportunity or
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equal goal to employees. Therefore, faction of error and social justice should be made well before only.
Whereas, in Hilton Hotel managing diversity main goal is to treating of employees in broader ways which
consist of some unique identity.
Framework which need in managing equal opportunity are government rules and strategy practices
at organisational levels so that equality can be establish. In contrast managing diversity refers to considering
all view points of employees which are coming at Hilton Hotel because they are advantages for organisation
in developing and improving of organisation. Moreover, equal opportunities impact on laws for
organisation and on other hand, managing diversity main impact is on Hilton employees. Equal
opportunities considered of ethical values as a whole whereas managing diversity have to considered ethical
values, norms as a individual because at Hilton Hotel different people are working and they are having
different norms and belief.
Task-4
4.1
Performance management refers to evaluating actual performance with desired performance.
Performance management has two section i.e. traditional and modern (Vance, and Paik, 2015). Traditional
method involve of graphic rating scale method, alternation ranking method, forced distribution method etc.
Whereas modern method involve of BARS, 360 degree feedback, MBO etc. Comparison between two for
organisation is 360 degree feedback and management by objective.
At Hilton Hotel most effective method used for performance management is 360 degree feedback
because from this organisational goals and target and objective can be clearly seen by management who are
working over there. This maintain transparency between employees, peer, sub-ordinates. Managers
performance at Hilton Hotel is evaluated by every one in organisation. Questionnaires are set by HR to
evaluate performance of manager so that they can give to employee and response can be collected. At
Hilton Hotel 360 degree feedback is time consuming process but it also provide facilities for empowerment.
Management by objective (MBO) is a method for monitoring their own performance by including of
their department employees only. As compared to 360 degree feedback, in MBO, managers set goals and
plan according to individual basis (Mogensen, 2015). Hilton Hotel, Manager main objective is to link
supervisor’s and subordinates so that goals can be easily achievable and there will be no misunderstanding
between top management and workers. Whereas, in 360 degree organisation have to considered to factors
(Tang, and Tang, 2012). As compared to this, in MBO, managers have to follow hierarchy chains for
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clarifying series and objective of Hilton Hotel. Managers guide them properly so that no customer will get
disappoint or create negative values for their organisation.
4.2
There are different type of approaches which are used in managing of employee welfare and their
well being so that employee has job satisfaction in their mind. Some of approaches which are maintained by
top management for Hilton Hotel employees are as follows:
Managing stress: Now a day's many organisation are providing training to their employees in
regarding to stress management. While having stress a person or employee cannot achieve goals and targets
which are set by own (Huang, and et.al. 2013). Stress is nothing it is just a mental pressure which occurred
at working environment when there is high workload, some major challenges or some internal achievement
or targets which are set by manager and thus, they affect on working lifestyle or health and welfare of
employees within Hilton Hotel. However, for removing this management of Hilton Hotel takes effective
measure for their employees well being. Moreover, through some measure such as management games,
recreational activities, a session on stress management, yoga, meditation, motivational movies etc. they
remove employees’ stress (Purce, 2014).
Occupational health practices and policies: Hilton Hotel manager of Human Resource has to
consider all guidelines which are provided or mentioned by Government norms as per business aspect.
However, it is responsibility of HR manager for involving all health guideline in business policy. If an
organisation provides suitable and healthy working environment then no employee will left organisation.
4.3
Implication of health and safety legislation relating to human resource practices affect within Hilton
hotel because it is essential to understand need and requirement of employee related to health and safety.
Therefore, Hilton hotel need to follow Health and Safety Act,1974 so that in an organisation employee
working practices cannot affect on their health. By providing effective workplace environment it help in
increasing morale of employee and by this their work will cover all targets by doing hard work and perform
well in organisation. HR department of Hilton Hotel have to follow all type of policies which satisfy needs
and wants of workers. However, by following health and safety policy at work environment, employees are
satisfy with their best workplace (Dent, and Whitehead, eds., 2013).
By providing protection to employees from any type of causes at workplace and try to improve
efficiency and objective. However, human resource department of Hilton Hotel have to take some measures
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