Managing Human Resources: A Strategic HRM Report on Hilton Hotel

This report provides a comprehensive analysis of human resource management (HRM) practices within Hilton Hotel. It begins by explaining Guest's model of HRM, highlighting its dimensions and implications for strategic alignment. The report then compares Storey's definitions of HRM, personnel management, and IR practices, emphasizing the differences in managerial tasks, decision-making speed, and communication methods. It also explores the implications of strategic HRM for line managers and employees, emphasizing their roles in implementing and contributing to the success of HRM initiatives. The report further examines flexibility models applied in Hilton, detailing different types of flexibility such as numerical, functional, and temporal, and assessing their impact on the workforce. It also addresses equal opportunities and discrimination, discussing practical implications of legislation and comparing approaches to managing equal opportunities and diversity. Finally, the report covers performance management approaches, employee welfare strategies, and the impact of health and safety legislation and e-learning on HRM within the hotel. The report concludes by summarizing key findings and insights into effective HRM strategies at Hilton Hotel.

MANAGING HUMAN
RESOURCES

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Explaining Guest's model of HRM........................................................................................1
1.2 Comparing Storey's definition of HRM, personnel and IR practices....................................2
1.3 Implications for line mangers and employee for developing strategic approach to HRM....3
TASK 2............................................................................................................................................4
2.1 Model of flexibility applied in Hilton hotel...........................................................................4
2.2 Different types of flexibility developed in Hilton hotel........................................................5
2.3 Assessment of flexible working of Hilton hotel workforce...................................................5
2.4 Impact of changes in labour market.......................................................................................6
TASK 3............................................................................................................................................7
3.1 Assessing different forms of discrimination taking place in workplace................................7
3.2 Practical implications of equal opportunities' legislation in Hilton hotel..............................8
3.3 Comparing approaches to manage equal opportunities and managing diversity..................8
TASK 4............................................................................................................................................9
4.1 Different types of performance management........................................................................9
4.2 Approaches to manage employee welfare in Hilton hotel.....................................................9
4.3 Implications of health and safety legislation on human resources management.................10
4.4 Impact of e-learning.............................................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resources refers to employees and managers working in a business enterprise. It is
essential to maintain efficiency and proficiency of individuals working in n organisation so that
set aims and objectives can be achieved in effective manner. Human resource management is
responsible to procure, develop and maintain competence of manpower of a business firm.
Hilton hotel is a prominent global hospitality firm that has broad portfolio of hotels and resorts
across different countries. The report highlights various aspects of managing human resources in
a company. It focuses on developing flexibility within workplace and impact of equal
opportunities on manpower.
TASK 1
1.1 Explaining Guest's model of HRM
In order to manage activities of human resources there are several theories and models
applied. One of the effective model is Guest model which was proposed by Professor David
Guest. The concerned model signifies link between organisational strategies and HRM activities.
It helps to formulate such activities that will result in high quality performance of individuals
(Laursen and Foss, 2003). The model describes six crucial dimensions of availing effective
human resource practices which are specified below:
Illustration 1: Guest model of HRM
(Source: Deb, 2006) HRM strategy: This element concentrates on developing quality standards of mangers
and employees. For this Hilton hotel uses various motivational theories like Herzberg’s
theory of motivation in order to maintain productivity of hotel group. HRM practices: The HR team of Hilton hotel is responsible for conduct various essential
practices for the company such as recruitment, selection, training, development,
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performance assessment and appraisal of employees (Nankervis, Compton and Baird,
2010). HRM outcomes: Further, the managers evaluate consequences of adopting different
strategies and practices in Hilton hotel. It is witnessed that positive and flexible outcome
is derived from these activities. Behavioural outcomes: In addition, it also reflects outcomes in form of behaviour
noticed in cited organisation. The managers and employees actively participate in
practices of business enterprise. Performance outcomes: Hilton hotel applies two major methods to analyse performance
of employees through 360 degree feedback and management by objective. It helps to
attain set targets of company in effective manner (Dwivedi, 2009).
 Financial outcomes: Another important parameter in Guest model is to examine
financial outcomes of the company. Hilton hotel on quarterly basis analysis book of
account and financial statement in order to identify its profitability.
Guest model main objective is to improve the operational and functional activities of the HRM.
The model directs an impressive structure of taking actions for improvement of practices and
function of personnel at workplace. In order to achieve effective success in the engagement of
Hilton hotel, manager used this model. With assistance of this model, manager can identifying
the best methods of monitoring, controlling, managing and developing their workforce. Further,
through this model company can focus on developing innovative and creative thought for the
business. These practices can make the Hilton hotel more excellent and suitable for personnels.
1.2 Comparing Storey's definition of HRM, personnel and IR practices
HRM refers to formulation and execution of various strategies that enhances productivity
of employees in order to attain organisational success. On the other hand, personnel management
is defined as practices that helps to build strong relationship between employees and employers.
Hilton adopts theories and principles of HRM to manage human resources effectively. Professor
Storey has made comparison between both these concepts which is specified below:
Table 1: Comparison between HRM and personnel management
Basis of
comparison
Personnel management and IR practices Human resource management
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Managerial task According to this, personnel managers are
responsible to conduct monitoring of
employees performance.
On the contrary, HR managers
are responsible to encourage
and motivate employees.
Speed of decision Here the pace of decision making is slow
and steady.
As per HRM is concerned the
decisions are undertaken in
fast manner.
Key managers The key managers in personnel
management are Personnel/IR specialist
(Cieri and et.al., 2007).
While, General/business/ line
managers are comprised in this
type.
Communication Personnel management is uses indirect or
informal method of communication to
establish relation between employers and
managers.
HR managers on the other
hand adopt formal method of
communication.
Job design It follows division of labour provision. While, HRM adopts policy of
building teams for conducting
various business operations
(Beardwell and et.al., 2007).
As per the Storey ,the group of HRM activities is collectively contributing to achieve a high
performance services and accomplishing the business objectives. According to his, there
are two form of HRM that is -
 Hard HRM- As per this concept, management focuses on the quantitative, measuring,
controlling and monitoring aspect of performance. Through this, manager emphasis the
attention on effectiveness of employees performance so as it can obtain added value and
high competitive advantage.
 Soft HRM- As per this concept, management treated employees as a valuable asset so as
they can more motivated and encouraged for higher level performance.
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1.3 Implications for line mangers and employee for developing strategic approach to HRM
The term strategic HRM refers to methods and approaches adopted to attain long term
objectives and targets of company through active participation of employees. Hilton hotel make
effective use of HRM theory so that plans and policies are implemented effectively. In order to
execute SHRM effectively it requires active participation of line managers and employees. Implications of line managers
The line managers directly deal with employees of the hotel group. They monitor and
control activities of subordinates so that in case of any defect proper guidance can be provided.
The line managers in Hilton hotel provide guidelines about strategic plans and policies to be
executed by employees to attain set targets (Akbas and Kurzman, 2006). They make suitable and
appropriate decisions as per given conditions so that employees easily perform their roles and
responsibilities. Line manager is responsible to implement and develop a perfact strategic
approachh of HRM. He/she has major role in order to create the path betwenn top level
management and lower level management. line manager has to link the strategical HRM action
plan with in the corporation business strategy
 Implications of employees
On the other hand, employees are also responsible to make plans and policies of strategic HRM
successful. Hilton hotel provide opportunities to employees so that they actively participate in
implementation of strategic HRM practices. The subordinates are responsible to provide
suggestions and feedbacks to line managers about effective use of resources (Berge and et.al.,
2002). Employees in Hilton hotel assists in develop a strategic form of approaches that are
implemented to attain greater success from all business operation. They are liable to survive
business operation and activities.
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TASK 2
2.1 Model of flexibility applied in Hilton hotel
Illustration 2: Hardy's Shamrock organisation model.
(Source: Miller, 2006)
According to various researches, it has been proclaimed that if employees are provided
positive and flexible work environment they perform effectively while if there is rigidity it
results into reducing productivity. The management of Hilton hotel ensures that employees are
changes should be adopted in working pattern so that balance is maintained between
organisational and individual needs (Ivarsson and Larsson, 2010). The cited company follows
Hardy Shamrock's organisation model to highlight three type of workforce which conduct
various operations of company. Core workers: as the name suggest these are permanent and fixed employees of the
company that are enrolled in performing strategic and tactical level activities of Hilton
hotel. This group is responsible to undertake growth and development of cited
organisation. Freelance contractors: Another type of classification is refereed as freelance contractors
that represents outsource specialists or contract based employers. Hilton hotel hire these
types of employees for the purpose of conducting activities like advertising, computing,
mailing, research and development (Rees, Mamman and Braik, 2007).
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 Flex workers: During season or festive time, the concerned hotel group recruits flexible
workforce on part-time basis. They play crucial role in performing specialised actions
which are essential to undertake activities in effective manner.
2.2 Different types of flexibility developed in Hilton hotel
As mentioned earlier that a business firm can make optimum utilisation of resources by
adopting flexibility principle. Flexibility is a key element required to bring change in an
organisation, managers and employees are able to adjust themselves according to time and
current market scenario. However, it is important to monitor and evaluate degree of flexibility
required in the enterprise (Raytcheva and Hermel, 2010). Following are types of flexibility:
Numerical flexibility
It is the prime type of flexibility where organisation witnesses changes in numerical
terms and conditions. This comprises modifications that took place in form of changing sales
figures, number of employees, price of services rendered and profit margin of Hilton hotel.
When managers of Hilton hotel monitors high growth prospective in a department it provides
wider investment funds to provide better expansion opportunities.
Functional flexibility
Another type of flexibility addressed highlights modifications made to maintain proper
flow of services. Here, Hilton hotel ensures that proper equilibrium is established between
employee and employers of the company (Wilson, 2014). At the time of weekends or holidays
the company recruits various employees on contract basis for smooth functioning of its
operations.
Temporal flexibility
As per temporal flexibility is concerned the company will focus on changes taking place
in external forces of the company. This can be understood better through an instance which
reflects that if changes take place in technological environment of the company. It is beneficial to
adopt it within specified time like the concept of digital marketing. The marketing team of
Hilton hotel is able to develop strong relation with customers by making use of internet and
social media (Jacobs, 2015).
2.3 Assessment of flexible working of Hilton hotel workforce
Hilton hotel provides wide range of employment opportunities to individuals every year.
The manpower of cited business firm can be classified as employees and employers. The
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company can attain desired output from workforce by availing them positive and flexible
working conditions.
Impact on managers and employers
The managers and employers in Hilton hotel are responsible to frame policies for the
organisation in order to attain targets. When these individuals are provided flexibility in work
environment it strengthens their decision making power. They formulate innovative ideas which
benefits organisation and also increases their professional proficiency. Innovation and technical
advancement is promoted by employers (Regis, 2008). It is considered as appreciable step by
consumers as new products are launched in market. This ultimately results in increasing
profitability of the company and creating brand value among customers. Hilton hotel is able to
meet competitive edge in the market with evolution of flexible work patterns.
Impact on employees and subordinates
While employees are also regarded as valuable asset for cited hotel group in order to
render better effective hospitality services. There is optimum utilisation of strategies and
resources so that assigned task can be implemented properly. Hilton hotel focuses on providing
flexible working conditions. It is easier to execute plans and policies of company in effective
manner. Hilton hotel also provide training sessions to employees so that they are able to adjust
according to changing market trends and patterns (Suri and et.al., 2011).
2.4 Impact of changes in labour market
The demand and supply of manpower is monitored and evaluated by labour market of the
company. It is recognised as a place where workers and employees interact with each other. Any
change in labour market results in variation between various factors like demographies,
employment statistics and many more. The HR department of Hilton hotel periodically analyse
changes taking place in labour market to maintain availability of human resources in the
company (Collings and Mellahi, 2009).
Primarily, when fluctuations take place in context of demographic criteria company
undertake different actions. Hilton hotel is interested in recruiting experienced professionals for
strategic level of management. However, it avoids to hire aged people to higher positions as they
believe that it hampers their productivity. On the other hand, company also selects and recruit
young generation individuals to tactical and operational level of management.
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Secondly, when changes take place on basis of number of employees enrolled in a
department of the company (Arthur and Boyles, 2007). Hilton hotel requires good number of
employees in housekeeping and catering department as these are responsible to perform essential
activities of hospitality. On the other hand, front office requires few skilled, qualified and
interactive individuals. Hilton hotel is able to coordinate and manage changes taking place in
labour market so that desired outcome can be attained.
TASK 3
3.1 Assessing different forms of discrimination taking place in workplace
The employees should be provided healthy and secured working conditions in order to
make optimum utilisation of resources. Discrimination at workplace refers to unjust or
prejudicial treatment provided to human resources which ultimately hampers performance of the
company (Akhtar, Ding and Ge, 2008). Occurrence of such events causes major harm to
employees and organisation equally. There are three types of discrimination taking place in a
work atmosphere which are specified below: Direct Discrimination- In this kind of discrimination, firm discriminate employees on
the basis of sex, region, culture and gender. According to this, when company treats more
important and valuable some employees due to their caste, region and gender.
Gender based discrimination
It is witnessed that there are various instances that reflect practice of gender discrimination in
Hilton hotel. According to this type, male and female employees are provided different
prioritises. It is often noticed that female employees are not appointed at higher position in
management although they have potential, qualification, experience and knowledge for specified
position. It acts as a demotivating factor that hampers productivity of employees (Ehnert, 2009).
Religion based discrimination
There are different types of discrimination taking place in workplace one of them is based
on religion and caste of an individual. Here, the minority group employees are treated in
inappropriate manner which results in reducing efficiency and productivity of individuals. The
employees are not given equal opportunities to present their skills and abilities in effective
manner (Bloom and Reenen, 2011).
Disability based discrimination
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This is another type of discrimination that take place in terms of disability of individuals.
Managers or supervisors often feel disabled people not suitable to plan or execute polices of the
company, they are examined as 'weeds of the farm.' During time of promotion. Hilton hotel
avoids providing higher positions to mentally and physically challenged individuals.
 Indirect Discrimination- In this kind of discrimination, firms adopted some unfair,
unreasonable rules, polices and practices that is same for every employees in the busines
but have negative impact on their performance. For example, company offers some
policies and practices for limited time period which conflicts with various religious
observances.
 Systemic discrimination- In this discrimination, company develop some kind of rule and
regulation which have broad impact on the growth of industry.
3.2 Practical implications of equal opportunities' legislation in Hilton hotel
One of the effective motivational factor is availing equal opportunities to human
resources. In order to acquire goals and objectives of Hilton hotel in effective manner the
company provides equal opportunities to professionals. The cited business firm adopts several
laws and regulations to execute quality operations in cited hotel group. It includes provisions and
amendments concerned with equal pay act, anti-discrimination practices and equal opportunities
for better growth prospects (Mavin and Girling, 2010).
The HR team of Hilton hotel ensures that candidates are provided opportunity to present
their proficiency in front of officials. They are able to make effective use of pool of talent
residing in society which should be utilised effectively. Apart, another implication of equal
opportunity is it act as motivational tool for listing employees contributing in attainment of
Hilton hotel goals and objectives (Werner and DeSimone, 2011). They put in more efforts to
complete assigned task with better quality standards along with given period. Equality Act 2010- As per this act, employees have equal right and protection
authority.Company can not discriminate employees on the basis of their caste, age,
culture and other personal references.
 Equal pay act 1970- As per this, company have to pay salary according to the position
and designation of employees. For example, in some company, females are not promoted.
Management have mentality that they have fewer wages as compare to male. Therefore,
this law acts as a legal cover against this kind of differences.
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3.3 Comparing approaches to manage equal opportunities and managing diversity
There are different approaches to manage equal opportunities in organisations like Hilton
hotel. Employees will be able to execute their roles and responsibilities according to
organisational operations. The managers and supervisors will be providing training sessions to
their respective employees. It will help to enhance knowledge and human resources will be
acquiring the latest updates of trends prevailing in current market. It ensures inculcation of new
methods and theories to guide subordinates and produce desired outcome. In addition to this, as
the enterprise posses individuals from different regions they have their own culture, belief,
custom and ideology (Schlafke and et.al., 2013). Seminars and discussions help to build
uniformity among employees. They work together in certain critical condition which also
empowers them to develop resistance to conflict.
Hilton hotel management in order to increase equal opportunity and managing diversity is
through adoption of legal framework. Enterprise is required to follow anti discriminatory
regulations framed by government of nation in which Hilton hotel is operating. The legal
framework inspire employees to contribute freely in operations of organisation without any
demotivating factor. Equal opportunities enhance individual's tendency to improve their skills
and abilities (Armstrong, 2003).
Equal opportunity refers to manage the work of togatheness by sharing of assignment and
responsibility of employees. This will assist in overcome the discrimination at workplace. On the
other hand, diversity is usually inclined with driving the internal forces with the company. Hilton
hotel had adopted various approaches for managing diversity as in this HR manager considered
select and recruit employees at global basis.
TASK 4
4.1 Different types of performance management
One of the prime function of human resource management is to evaluate performance of
employees on timely basis. The HR team of Hilton hotel should take in consideration different
aspects of the company. Now, below are described different methods used to evaluate
performance of employees in Hilton hotel: Behavioural checklist: According to this type of assessment, the employees are
evaluated on basis of their own skills and abilities. It is considered as effective tool as
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through which Hilton hotel is able to monitor growth and development of human
resources (Dwivedi, 2009). 360 degree feedback: Hilton hotel also uses this technique to identify strength and
loopholes of its employees. In this measure of evaluation an individual is tested through
his managers, colleagues and clients. According to there satisfaction level an employee is
evaluated and monitored. Through this method, employees can identify the thoughts and
views of co-workers and subordinates regarding his work performance at workplace.
Under this method of performance management, subordinates and co-workers provides
the feedback related to employees performance.
 Management by objective: It is recognised as modern approach of performance
evaluation where individuals are able to attain determined goals and objectives of the
company (Cieri and et.al., 2007). The management avails sets certain goals and
objectives according and employees of Hilton hotel have to achieve desired objectives.
 Performance appraisal- Under this method, employees performance can observe, analyse
and judge by the top management. This is a grade system thus performance and
efficiency of worker is measures by the rating and grade system. Further on the basis of
grade, employees promotion and compensation can set.
4.2 Approaches to manage employee welfare in Hilton hotel
It is crucial to understand that various employee welfare activities help to increase
productivity and performance of individuals. Hilton hotel uses rules and regulations related to
health and safety measures for employees. They avail insurance policies to employees so that
they feel confident and relaxed that any accident or casualty will render them insurance services.
Hilton hotel also organises welfare programs and policies in order to avail them measures
essential for stress management. Welfare counselling provides healthy and motivational
environment within cited company that relives them from different stress based activities
(Raytcheva and Hermel, 2010). Another implication used by Hilton hotel to manage employee
welfare is through career enrichment. Through promotion and transfer the employees and
mangers should be provided option to acquire experience and knowledge of strategic level
management. Company can provide various approaches such as health programs and policies,
managing stress session etc. Through this programs, employees can redus their stress in the
workload situations.
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4.3 Implications of health and safety legislation on human resources management
According to Maslow's need of hierarchy employees should be provided safe and secured
work environment to attain desired outcome. The cited hotel group adopts different laws and
regulations for health and safety standard. It adopts implications of Health and Safety Act 1974
which ensures individuals to avail training sessions related to fire safety, first aid, manual
handling and stress management (Ivarsson and Larsson, 2010). There should be effective use of
such regulations so that employees are able to perform assigned roles and responsibilities in
effective manner. . These practices abide the company to ensure safe working style and patterns.
In addition to this they also check and monitor machinery so that safety issues are availed.
Through health and safety legislation company can provide the safety and protection to
employees at workplace. For example Health and safety act 1974 provide the security of medical
and fulfil the remedies. As per this act, If any sort of accident occurs at workplace then company
is responsible to pay expense related to employees medical and remedies.
4.4 Impact of e-learning
In today's highly competitive world, organisations have to make modifications in their
operations so that it is able to retain its position in effective manner. Hilton hotel believes in
maintaining professional skills and abilities of its employees for which it uses several tools and
techniques. E-learning is the latest process according to which employees can train themselves
with the latest attributes through internet. Several modes are available to render effective services
to individuals like You Tube, blogs, audio, lectures from professionals this help to improve
personnel and professional attributes like leadership qualities, inter personnel skills and technical
knowledge about different subject matters (Berge and et.al., 2002).Through E-learning method,
employees are able to learn new criteria of work at workplace. Training and development of
employees are highly beneficial with assistance of E- learning. Further more, company
communication process has also improved by this aspects because employees can send their
message and information through internet. In addition to this they can able to learn various new
concept of working by this method.
CONCLUSION
From the above report it can be concluded that human resources are valuable asset for an
organisation. Hilton hotel is a prominent hotel company where line managers and employees
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actively participate in executing strategic HRM practices. The organisation adopts Hardy's
Shamrock organisation model in order to procure flexibility in its work environment. It benefits
both employees and employers to conduct assigned roles and responsibilities in effective
manner. Further, the report reflects that Hilton hotel adopt different rules and regulations related
to employee welfare so that profitability of the company increases.
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