Analysis of Strategic HRM Practices and Employee Engagement at Hilton

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Strategic Human Resource
Management

TABLE OF CONTENTS
Introduction......................................................................................................................................1
Assessment 1...................................................................................................................................2
1. An analysis of HR policies and practices within the organisation against selected theoretical
concepts.......................................................................................................................................2
2. An analysis of some specific external forces and the effect of these forces on HR strategic
decisions within the organisation.................................................................................................5
3. An analysis of how the HR function is organised and how HR policies and practices are
delivered......................................................................................................................................7
Assessment 2.................................................................................................................................10
An Introduction section.............................................................................................................10
Project aim and objectives.........................................................................................................10
Project management Plan..........................................................................................................12
Work Break down structure (WBS)..........................................................................................13
Gantt chart.................................................................................................................................14
Qualitative research- Literature review.....................................................................................16
Research Methodology..............................................................................................................19
Quantitative research- Questionnaire........................................................................................22
Data Analysis.............................................................................................................................24
Reflection...................................................................................................................................31
Conclusion and Recommendation.............................................................................................32
Conclusion.....................................................................................................................................34
References......................................................................................................................................35

LIST OF FIGURES
Figure 1: Life cycle of Hilton Hotel................................................................................................4
Figure 1: Work Break down Structure...........................................................................................14

LIST OF TABLES
Table 1: Gantt chart.......................................................................................................................15

Introduction
The report is divided into two assessments in which assessment 1 carry the report, and
assessment 2 is the group presentation. In the assessment 1, the report will include an analysis on
the HR practices and procedures of the Hilton Hotel by giving an example of High commitment
HRM and best fit HRM approach. After that, the report will include analysis on the external
factors on the HR strategic decisions by identifying the stakeholders and workforce. After that,
the report will show how will HR functions and policies are organized.
Further, in assessment 2 the report will highlight the project aim and objective on strategic
human resource management that is used to strengthen the employee engagement. The report
will support the employee behavior and well being by using of the different tools and techniques
such as WBS and Gantt chart. These tools and techniques are used for managing the project time
and cost. Also in the project, the questionnaire is also formed which is filled by the organization
senior to determine their views and opinions, and according to it, further changes can be made in
the project. At last the report will support the assessment by giving own personal reflection,
recommendation and conclusion.
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Assessment 1
1. An analysis of HR policies and practices within the organisation against selected theoretical
concepts
The chosen organization is Hilton Hotel case in which HR policy and practice play a vital role.
The HR policy establishment set out the standard of the behaviour, documenting the disciplinary
procedures is the standard approach to meet with the obligation. The HR practices are the part
conceptual, HR strategy post-implementation, and comprised of the system which follows a
customary or normal way of doing the business.
High commitment HRM: This is the set of the practices of HR which has a potential of
contributing towards organizational performance. This practice is used mainly in the Hilton
Hotel in terms of increasing the high labour turnover, improvising the employees’ attitude and
turnover, improving the customer services and quality and reducing the absenteeism (Nolan and
Garavan, 2016). This practice enhances the organizational performances and productivity, and
also this practice is good for the organization and workers as it improves on the training and
development and employment security in terms of improving the overall performances of the
organization.
The best practice areas to signify the HC HRM are as follows:
Career development and performance review appraisal: This is also a key element of HC HRM
because it helps in defining the expectation of the performances and also in providing the
employees with the targets towards their organization aim.
Extensive development, learning and training: It is the best practices in which the organization
ensures that they effectively train an employee’s towards their field of the work and also helps in
gaining the competitive market benefits.
A team working: The team working is being identified by several employers because of it the
fundamental practices area of the organizational success (Collings et al., 2018).
Work-life balance: Many organizations are emphasizing on the work-life balance. It focuses
mainly on women employees as they need to work and also take care of their family too. Also to
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balance a work life Hilton Hotel has changed its policies and strategies to attract the employees
towards the work.
Status reduction harmonised/ differentials: It is a practice which stated that organization can
employ manual workers at a time and convey the message to these workers and treat them
equally.
Employee participation and involvement and the worker's voice: This is an important
component of the high commitment in which there is communication about organizational
financial performances, operational matters and strategy.
High compensation contingent on the performance: In this practice, there are two elements that
are performance award and average compensation helps in awarding the organizational
employers of their higher contribution.
Selective hiring and sophisticated selection: This practice retains and recruits the outstanding
people as well as also capture the exceptional human talent scope. In this the organization wants
to hire those employees who can show the commitment, trainability and team working skills in
them. The organization must be careful during defining their job profile to reduce the applicant
number. It is a process which is conducted by organizational professional individuals (Sanders
and Yang, 2016). Also the organization point the best selection of the practice which includes the
selection process should be systematic and integrated, and the organization has to use the
appropriate techniques for the best organization position.
Best fit HRM
The best fit emphasis that the HR strategies are congruent with an organization circumstances
and context. It is perceived in the form of vertical alignment or integration between HRM
strategies and organization.
The external factors are impeding and promoting the HC HRM that make the best fit in the
organization more likely which is through political, environmental, social and technological
factors. These factors influence mainly outside HRM control, as they often needed the actions to
form the HRM in terms of addressing the effective on organizations and its goals.
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Figure 1: Life cycle of Hilton Hotel
(Source: www.researchgate.net, 2019)
Porter’s models
The competitive benefit is leverage which business needs to over its competitors. It is gained
through offering the customer greater and better value. Porter’s model is suited best for
achieving the competitive advantages, quickly innovator or enhancement and also reduction in
the cost. It is an essential tool which issued for understanding the focuses which shape the
competition within the organization (Chuang et al., 2016).
Strategic configurations
It is the unique configuration of the strategic, contextual and structural factors. The strategic
configuration management structures are more flexible for the organization. They are innovators
and they also push the competitors towards the changes. The prospector firm is searching for the
new opportunities and it’s effectively which is generally at below compared to defender firm.
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2. An analysis of some specific external forces and the effect of these forces on HR strategic
decisions within the organisation
The Hilton Hotel key stakeholder is divided into two categories that are external and internal.
The internal stakeholders are employees and shareholders. These stakeholders’ interest is to
maximize the profits. The external stakeholder of Hilton Hotel is government, customer and
communities which helps the organization to build the reputation and long term relationship.
Psychological contract: It is the most known concept in an organization. This contract is
comparatively different from the legal employment contract. If an employee is not satisfied, then
also they are excellent in knowledge and capability which hesitate to give their contribution in
the organizational success (Boselie, 2016). If there is not a physiological bond of the employees
with an organization, this will affect development. It also affects some of the areas like for
example, repetitive work, low trust level and lack of the employee involvement and
redundancies. Therefore, psychological contract is occurring relatively at work as because of
several factors which can affect an employment relationship and trust.
Workforce: Hilton Hotel generally hires the highly skilled workforce in their various department
for achieving the organizational success and effective growth and development. The skilled
workforce gives the exertion and physical strength to the organization. To gain the profits in an
organization there is a need of highly skilled workforce that have a knowledge of technical,
financial and many other resources of the organization.
Labour market: It ensures that an effective balance between labour resources needs of a national
economy as well as the possibility of coverage. This features the self-regulation mechanism
whose principle is the same in all the markets. In this, the employers and people come together
of bargaining for the wages and labour or in any other compensation form (Paauwe and Boon,
2018). The labour force is made of unemployed and employed workforces. In hospitality
industry the labour market force is varied from age demographics’, migrant workers and part-
time or full-time work.
National minimum wage: It affects the organization as Hilton manager pays fewer amounts to
the employees. As per to their policies they pay the employees based on per room an hour. The
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Hilton averagely pays a $9.42per hour for the Salon, present and past job advertisement indeed
in the past 36 months.
Political system: The Hilton hotel is affecting the political changes through a change in public
spending, employment law changes and Brexit which generates fewer revenues in the
organization. It also means the lesser opportunities of the employees for the hospitality
professionals as of a political accommodation aspect.
Competing workload and priorities: It gives the fewer priorities to the employees by not
involving them in the process of decision making that affect the organization. The HR
implementing in the organization or any strategies implemented by an organization is not
rewarded by the organization which also affect the organizational decision-making process
(Croonen et al., 2016).
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3. An analysis of how the HR function is organised and how HR policies and practices are
delivered
HR function: The HR function is organized in such a way that deals with the concern related to
the organizational staff in a form of safety, motivation, benefits, compensation, hiring,
performances and training. The HRM is a premeditated approach for managing the organization
work culture and people. HR practices and policies are establishing the framework for managing
the people (Brewster, 2016). It covers all the things which include how the business will recruit
by ensuring the employees who are clear of about expectation, rules and procedures and also
resolve issues in the organization which may be arisen in the future.
The HR function is organized by checking and analyzing the employees’ performances which is
the main function of HRM to be performed and organised in the organization. It allows an
employee by acquiring the new knowledge and skills of performing the job effectively. Also, the
training and development are preparing the employees for higher customer satisfaction.
Ulrich’s model: The Ulrich’s model is still valid in the organization in which the HR strategist is
too far for the numerous employees. The HR model gives the right direction to their employees.
Dave Ulrich is the strategist and he has identified the four key roles of HR that make an
organization friendly and effective to employees. The three-legged model is stable as it balances
the effective relationship among employees (Bryson, 2018). The three-legged stool is the old
phrase which has many planners of financial that is used to explain the common source of social
security, personal savings, employee’s pension and retirement income. It is expected that these
their income source combined together by providing the secure income of the retirement.
The HRM procedures and policies are organized in the right manner by employing skilled
employees in an organization. It is also organized by using the right business partner to whom
the organization can deal in term of gaining the profits and also by shared services centres for the
transactional activities. The resourcing and funding of the shared service and providing the
department efficiently which become the internal service provider of the organization by
providing the employees effective training and development as well as also rewarding them of
their work (Marchington et al., 2016).
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HR activities outsourced: the HR department has a lot of the responsibilities from the recruiting,
education and benefits to change management and leadership development. There is a 5 HR
activity which is outsourced that is as follows:
Save money: It cost of hiring the human resource vendor which the HR has to compare by hiring
the HR professional full time. By considering the benefits, operating cost and salary it is added
more.
Gain strategies and new insights: This always needs to have the outside source by providing
regular feedback on the processes and also known that HR get the objectives insight. The hiring
of the HR vendor third party, the HR manager needs to access the new insights all the time that
allow the overall strategy of the business (Ansoff et al., 2019).
Free capital for the other activities: To outsource these responsibilities it provides more in
spending on the department which is important for the business like development and research.
Get a competitive edge: To hire the HR experts is meant to access the capabilities of the
employees at a higher level to gain a competitive advantage. The HR experts only not complete
the responsibilities effectively but also provide the up to date information of the competitors in
terms of meeting with the market competitive advantage.
Control the complex area: The HR is multifaceted as well as also requires the expert skills and
knowledge to control of such of an intricate process. In this activity, the HR department has full
confidence that these duties and responsibilities are performed well by HR professionals in terms
of improving HR accuracy and compliance.
Line managers’ role in HRM: The responsibility of the line manager is to manage the individual
teams and employees directly (Grant, 2016). They also report the higher management level on
team or employees well being and performances which the line manager of HRM manage. The
main role of the line manager is to hire and recruit the talented team and also provide them
support and training at regular period of the time.
HR contribution: The contribution of HR is measured in the organization by KPIs (Key
performance indicator). KPI is the metric which measures the performance of the particular
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