Report: Managing Workforce Engagement and Commitment at Hilton Hotel

This report analyzes the significance of reward management within organizations, focusing on the Hilton Hotel. It explores the concept of total reward, encompassing compensation, benefits, work-life balance, recognition, performance management, and talent development. The report examines how strategic reward systems can enhance individual and organizational performance, using Hilton as a case study. It delves into the process of motivation, highlighting the elements of motives, behavior, and goals, and how reward practices within Hilton contribute to employee engagement and commitment. The report also discusses the external influences on reward strategies and the importance of aligning individual and team efforts with business objectives to achieve success. Furthermore, it provides insights into how businesses can improve performance and satisfy the needs of employees to attain desired targets.

Managing Workforce
Engagement & Commitment

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
A. Understanding of total reward...........................................................................................1
B. Evaluating how individual and organizational performance can enhance by selecting an
appropriate reward strategy....................................................................................................4
TASK 2............................................................................................................................................6
Process of motivation and reward practices within Hilton hotel............................................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

ILLUSTRATION INDEX
Illustration 1: Total reward model...................................................................................................3
Illustration 2: Reward strategies......................................................................................................6
Illustration 3: Motivation process....................................................................................................8

INTRODUCTION
The main purpose of the study is to analyze the significance of reward management
within organization. It plays crucial part in all types of budget. However, in the era of
globalization, traditional remuneration systems is facing serious consequences and which has
negative effect on the performance of firm as well as workers. Therefore, it is essential for
businesses to introduce best reward management strategies and compensation so that employees
can effectively attain business objectives (Vandeweghe and et. al., 2014). Total reward
management can be stated that it effectively matches with the work ethic and pursuit of existing
workers. However, it is also the best reflection of emphasizing relationship among enjoyment of
reward elements and performance. For the current study, Hilton hotel has been selected in order
to evaluate the reward practices within enterprise for its employees and helps in improving the
performance of individual.
TASK 1
A. Understanding of total reward
Strategic reward can be stated on the design and practices of implementing long term
reward policies and practices in order to closely support the business objectives and worker
performance. However, the concept of total reward involves the aspects of work which is valued
by individual as it helps them to provide wider pay and benefits. Implementing effective reward
system within organization helps firm to enhance the performance of workers and develop
opportunities to attain desired targets. Total reward system forms a part of strategic approach to
reward for many workers (Watson, 2012). For instance, Hilton is required to undertake a total
reward approach so that employee can be motivated and attain business objectives effectively.
Total rewards is the best tool available with management of hotel in order to attract, retain and
encourage workers which results in improving relationship among employee-employer. In the
rapidly changing environment, it is essential for business to design different benefits and
compensation practices so that work culture of firm can be enhanced.
However, business is required to implement total reward model that helps in developing
and practicing the best relationship among workers in order to attain desired business objectives.
Thus, implementing such model in business for providing compensation and benefits to
employees it helps firm to attract, encourage and retain professionals in order to provide them
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best work experience. Providing rewards also helps in satisfying the requirements of individual
and carry out best practices within hotel in regard to satisfy the requirements of consumers and
providing them best services which ultimately results in high sales and profitability. However,
recognition is the formal part of reward strategy which is done by employer in front of other
colleagues in meetings or programs (Moore and Bussin, 2012). Furthermore, workplace
flexibility is also required to be provided by management so that employees can effectively
embrace to the culture of organization and provide best working in order to gain desired
outcomes.
As compared from the past several years, total reward strategy has improved
considerably. However, organizations implement effectual reward management in order to
motivate and retail top talent within business so that they can improve the performance of firm
and attain objectives. The total reward model showcases the best relationship among employees
and employer (Armstrong and Taylor, 2014). With the assistance of such model it helps business
to effectively control and monitor the external influences as well.
 External influences- It can be assessed that it is essential for business to implement total
reward tactic in order to become successful and administered in the context of not only
business's internal environment on which firm has direct control but also influences
external environment factors on which there is no or little control. It involves economic,
cultural and regulatory (Adriani and et. al., 2011).
 Total reward strategy- It involves six different elements of total reward i.e.
compensation, benefits, work life, recognition, performance management and talent
development. However, adopting such elements by Hilton helps them to attract,
encourage and retain the best talented workforce within firm. Further, organization
chooses such value proposition in order to satisfy the needs of employees and help them
to perform effectively (Hickey and van Zoest, 2012).
 Results- At the end, desired outcome of business total reward strategy helps in managing
employee's engagement and commitment in order to carry out the work effectively and
attain success within business. Implementing such model helps in motivating and
engaging workers to become loyal towards firm and attain success (Caza, McCarter and
Northcraft, 2015).
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Illustration 1: Total reward model
(Source: Guo and et. al., 2014)
Following are the elements of total rewards that collectively help in carrying out business
strategy and attract, engage and retain the best talent within hotel. These are as follows-
 Compensation- It is considered as the pay provided by the employer to its workers for
the particular services rendered. However, it involves both fixed and variable pay
included with performance levels (Yawata and et. al., 2012).
 Benefits- It is another crucial strategy that can be undertaken by hotel in order to provide
extra or additional benefits or cash compensation received by employees. Further, it also
involves health, savings and retirement programs that assists in providing security for
workers as well as their families.
 Work life effectiveness- Here, management provides effective workplace environment to
its workers so that they can attain success in order to achieve business objectives.
Providing best work life helps in supporting employees to achieve success both at home
and work (Weintraub and Richmond, 2013).
 Recognition- Employer recognizes the workers in either formal or informal programs in
order to provide special attention to the actions of workforce, their efforts and behavior.
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Such strategy helps in providing support to workers and improves their performance in
order to achieve business success.
 Performance management- It involves alignment of business, team and individual
efforts towards the attainment of business objectives and success. However, managing
performance within hotel is required in order to attain feedback and regular improvement
of individual skills and capabilities so that results can be attained (Gruman and Saks,
2011).
 Talent development- Furthermore, it helps in providing opportunity to individual and
improve their skills and competencies in both short and long term development.
B. Evaluating how individual and organizational performance can enhance by selecting an
appropriate reward strategy
It can be assessed that through implementing effective reward strategy within firm helps
in enhancing the business and workers performance in order to attain objectives. Reward strategy
helps in satisfying employees and thus improves their performance which ultimately helps
organization to attain desired results. For instance, business undertakes performance
management reward strategy that assists firm to improve team efforts and move towards business
aims and objectives. In service industry like Hilton hotel it helps firm to manage the individual
performance by providing the best consumer service and satisfy their requirements to attain
results (Mengue and et. al., 2013). While, in manufacturing industry such as Toyota performance
management reward strategy helps in providing encouragement to workers as per their
performance so that best outcomes can be attained. It helps both firm and individual to improve
their performance and attain business objectives. On the other hand, in retail organization such as
Tesco performance management strategy can be effectively implied upon employees through
evaluating their skills and capabilities and satisfying the needs of consumers. It can be evaluated
through watching the growth of business and improve the sales and profitability.
Performance management strategy is the key component of business success. Further, it
also helps in aligning team and individual performance so that results can be accomplished
effectively. Performance ca be stated the alignment of business, team and individual effort
towards the attainment of business goals and success. However, organizations are required to
effectively measure the performance of individual while working in enterprise and thus
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implement effectual strategies so that individual as well as business performance can be
improved. Implementing the performance management strategy helps in providing reward to
workers so that they can encourage their skills and capabilities and also improves the
performance of business to achieve business objectives (Mone and London, 2014). Each and
every business is required to obtain feedback from workers so that essential requirements can be
fulfilled in order to enhance their performance as well as attain business objectives. Organization
is required to work on changing business culture and develop effectual reward system so that
needs of workers can be fulfilled and obtain continuous improvement so that best results can be
attained.
However, implementing appropriate reward system in business helps firm to improve
their performance and also satisfy the needs of employees in order to attain desired targets. For
instance, if business provides best reward system to workers it helps them to improve their
performance and thus results in attaining desired business objectives. Different business sectors
provide varied performance management objectives so that individual needs and expectations
can be improved with the aim to achieve business success. Management of business is required
to appropriately undertake rating system so that they can provide rating to individuals based on
their performance. However, individual getting higher rating requires less reward as their morale
is already high (Andrew and Sofian, 2012). While, the individual who receives low rating is
based on their performance evaluation requires high reward so that it helps them to increase their
morale and boost up in order to attain desired success. Thus, rating method helps business to
effectively measure the performance of individual as ultimately it helps firm to enhance their
performance as well.
Furthermore, management of business is also required to analyze the requirement of
individual and provide them learning skills so that it helps them to improve their skills and
capabilities in order to attain desired results. Learning skills assists in enhancing the individual
learning needs and enhance their performance so that best outcomes can be attained. For
instance, management of hospitality sector such as Hilton is required to provide specific training
to their workers so that they can improve their skills and capabilities in order to deliver the best
customer service and satisfy the needs of guests (Welch, 2011). Thus, it helps in improving the
performance of individual as well as organization. Further, management of manufacturing firm
like Toyota is required to determine the performance of workers and thus provide them learning
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skills so that they can manufacture the best cars and satisfy the needs of consumers. At the end,
in retail sector such as Tesco firm needs to identify the learning skills of workers and then
measure their performance in order to satisfy consumers by providing them the best services and
products. Further, with the aim to enhance their performance firm provides them proper
performance management reward and thus encourages them to learn new ways to satisfy clients
and achieve targets.
Illustration 2: Reward strategies
(Source: Shuck, Reio Jr and Rocco, 2011)
TASK 2
Process of motivation and reward practices within Hilton hotel
Motivation is the best method through which individual can stimulate their action in
order to attain desired goals. However, the process of motivation involves three different
elements such as motives, behavior and goals. Motive can be defined as something that drives a
person to perform their action. It is connected with individual and thus influences the behavior of
workers in order to attain desired goals and objectives. Another factor is behavior which is the
action that results from a person's motives. It can be viewed as the series of activities that helps
individual to attain objectives. At the end, goals is the only way through which imbalance can be
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maintained in order to satisfy their needs. Motivation process is the best factor that helps in
supporting reward practice and encourage individual which helps them to improve their
performance (Heneman, 2007).
Following is the process of motivation that involves five different factors which are
useful in order to encourage the requirements of workers and fulfill their needs. It is as follows-
 Unsatisfied needs and motives- It is the first step of motivation process. Here, the
unsatisfied needs and motives are required to be activated so that individual can deliver
best services to guest visiting Hilton hotel.
 Tension- However, the needs which are unsatisfied creates tension among the individual.
Here, employees are required to develop different ways through which satisfaction can be
attained among workforce (Kular, 2008).
 Action to satisfy needs and motives- It states that action of workers helps in satisfying
their needs and wants. Also, it is crucial for workers to search for different alternatives
and choices that helps firm to carry out hard work and improve the performance.
 Goal accomplishment- In such stage, goal accomplishment is required to be fulfilled so
that needs and wants of workers can be attained.
 Feedback- At the end, employees provide required feedback related to improvement in
motivational needs so that changes can be brought in their performance and thus best
results can be attained (Watson, 2012).
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Illustration 3: Motivation process
(Source: Adriani and et. al., 2011)
However, motivational factors involve different types of rewards such as intrinsic and
extrinsic. Intrinsic motivation can be referred as the factor that helps individual to do something
because they feel internally motivated and interesting to carry out the thing. On the other hand,
extrinsic motivation is another type of method that is also applied by businesses in order to
motivate workers by providing them external rewards based on their performance. However, it is
essential for business to promote both the types of reward system that helps them to engage
individual in different activities and carry out the operations of hotel. It helps workers to get
motivated and perform the activities that assist in satisfying the needs of workers and attain
business success (Guo and et. al., 2014).
For instance, at the time when employees are self-motivated it assists them to carry out
the business results thus it is stated as intrinsic motivators. While, if management founds that
workers need to be motivated in order to attain desired business success it is crucial for firm to
indulge extrinsic motivation. However, it can be assessed that based on the performance of
business it is essential for the management of Hilton to provide extrinsic motivation that induces
that to participate in something and attain best results. Furthermore, performance related reward
can be stated that such type of pay can be provided by enterprise on the basis of that how well
one works. For instance, the worker of hotel is required to provide best services to their clients in
order to satisfy their needs and if the client is found satisfied thus worker is entitlement to
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receive performance related pay (Yawata and et. al., 2012). Similarly, performance is based on
different aspects such as individual as well as group based performance related pay and thus
assists workers to carry out best results in the form of business success.
CONCLUSION
Through carrying out the above research it can be articulated that reward strategy is the
best way through which organization can enhance the performance of workers and attain
business success. Thus, it helps in attracting, encouraging and retaining employees within firm.
There are different elements identified of reward management strategy from which business
applies performance management system that helps firm to measure the performance of
individual and thus enhance their as well as business performance. Performance management
reward system helps in rating the success of individual and thus analyze if any workers receives
low rating requires high reward in order to improve their morale and enhance performance. At
the end, motivation process has been assessed which helps in encouraging workers within Hilton
hotel through providing both intrinsic and extrinsic motivation factors.
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REFERENCES
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engagement. Procedia-Social and Behavioral Sciences. 40. pp. 498-508.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
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a procedural justice perspective. Human Resource Management Journal. 25(2). pp. 184-
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Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
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Guo, H. and et. al., 2014. Reward‐based, task‐setting education strategy on glycemic control and
self‐management for low‐income outpatients with type 2 diabetes. Journal of diabetes
investigation. 5(4). pp. 410-417.
Hickey, C. and van Zoest, W., 2012. Reward creates oculomotor salience. Current Biology.
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Menguc, B. and et. al., 2013. To be engaged or not to be engaged: The antecedents and
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management: A practical guide for managers. Routledge.
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427-445.
Vandeweghe, L. and et. al., 2014. Strategies to improve the Willingness to taste: the moderating
role of reward sensitivity. Annual meeting.
Watson, I., 2012. My Reward scheme boosts productivity at RS. Strategic HR Review. 11(3).
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Weintraub, D. and Richmond, B., 2013. 133 Encoding of reward size and reward delay by
individual neurons in the ventral striatum in the non-human primate engaged in an
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Welch, M., 2011. The evolution of the employee engagement concept: communication
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Online
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<https://www.shrm.org/hrdisciplines/benefits/documents/07rewardsstratreport.pdf>.
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