Managing Human Resource of Hilton Hotel

The present report describes the different perspectives of human resource management in Hilton hotels; it includes a guest model of HRM. There are different kinds of strategies, such as Storey's definition of HRM, personnel, and IR practices. It assesses the implications for line managers and employees in developing a strategy for effective human management. The second task describes the flexibility model that is applied at a workplace and also the types that make an impact in the workplace in an organization. Furthermore, it also describes the impact of equal opportunities at the workplace, and at last, various approaches that are used in human resource practices are described in the report.

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Task 1

1.1 Explanation of Guest's Model of HRM

An organization needs to determine an effective approach to monitoring and improving the overall performance of its employees. In this context, Hilton Hotel also needs to determine the various kinds of approaches and techniques so that they can evaluate and monitor all activities of their personnel that are performed by them. Hotels focus on providing the best quality of products and services to their customers, by which business units need to determine effective tools and techniques. By adopting such techniques, firms can enhance their profitability. The guest model also helps the HR manager so that they can manage the staff for the business enterprise (Macfarlane, 2011).

David Guest is the founder of this model. This model was founded in 1989 and it includes six dimensions for analysing the HRM strategy. All six dimensions—strategy, practices, outcomes, behavior results, performance, and financial outcomes—helped to manage the employees effectively in an organization. According to this model, business strategy is determined by past performance. It mainly focuses on adopting strategic techniques of HRM which help to determine the company's goals. This model believes that a company first focuses on individual needs; after that, it can collect the workforce to increase the performance level. As per the case, the manager of the Hilton hotel focuses on providing quality products and services to their customers, which increases the productivity or profitability of an organization. Thus, firm highly attract their potential customers by rendering quality products and services. By using such model techniques, businesses can create effective strategies and structures. Thus, the firm can ensure its development by managing the personnel effectively (Perry, Hondeghem, and Wise, 2010).

1.2 Differences Between Storey Definitions of HRM, Personnel, and IR Practices

Managing human resources includes various kinds of management policies, practices, decisions, methods, and approaches. By using all these kinds of management activities, the development of personnel can be done effectively (Wright and McMahan, 2011). HRM also makes a complete record, and as such, this firm can achieve individual and organizational goals easily. In 1992, Professor Storey presented the theory, which included the idea that traditional personnel can be changed in HRM easily. He stated that HRM is an essential and strategic approach that helps to manage the appropriate records of personnel. As per the maintained record, the company can set its goals and accomplish them in the future. According to his point of view, HRM techniques are effective for securing and increasing the high performance of employees. He also gives two types of HRM techniques, which are part of the guest model:

• Hard HRM: As per this, managers adopt all those policies and strategies so that they can make effective monitoring and control of employee's activities through qualitative performance management. In this method, the manager needs to manage the people by which they get the value for their performance, which makes a positive impact on the company's competitive position (Pfeffer, 2010).
• Soft HRM: In this approach, employees play an important role in the decision-making process. Manager participate freely and give their opinion in the decision-making process of a company.

Hence, as per Storey's point of view, in traditional personnel management, there will be strict rules and monitoring over the employees and all the employees are treated as a cost so the company always tries to minimize them. On the other hand, while managing the resources by effective HRM techniques, employees are treated as an asset, not a cost so they play an important role in the decision-making process and also help to enhance the profitability of an organization.

1.3 Implications for Line Managers and Employees of Developing a Strategic Approach to HRM

In every kind of business organization, line managers and employees play an important role in developing a strategic approach to HRM. In addition to this, both the line manager and employees determine the information and aspects that affect the organizational functioning. (Stone, 2013). They also use technical specialists and monitor the process so that they can determine the functional and operational framework. The line manager of Hilton Hotels maintains the records so that they can measure operational activity and also determine the quality of employees. In this way, they can deal with customers directly to increase productivity.

Employees on the opposite site help to develop performance statistics and help implement a statistical plan for managing the human resources in an organization. At Hilton Hotel, employees help to increase productivity by giving quality products and services to the customers. Hence, employees need to make effective plans in which they first set their capability as per the target, and using strategies, employees can achieve the target. In this way, employees affect the organization's growth.

Task 2

2.1 A Model of Flexibility

After analyzing the performance analysis of the Hilton Hotel, the organization found that they need more effort and improvement so that they can improve their ability and capabilities. model of flexibility is a kind of model that can acquired by different companies so that they can fulfill their different requirement. This kind of model relates to employee's comforts, like their working hours and conditions, etc. As per the context of Hilton Hotel, organizations use the flexibility of the model to benefit their employees as well as meet their customers so that they can find out their needs and wants. In this way, by using this model, organizations can achieve their future goals effectively (Storey, 2014).

At the Hilton Hotel, HR managers need this kind of model so they can provide an effective working environment to their employees so that they can work effectively and accomplish the organization's goal. In addition to this, using the flexibility model helps the manager retain the employees and encourage them so that they can work better.

2.2 Types of Flexibility which may be Developed by Business

Different types of flexibility are adopted by different enterprises. In this context, Hilton Hotels uses different types of flexibility for their employees as per their business and targeted marketplace. All types of flexibility are as follows:

Functional Flexibility: Functional flexibility, also known as task flexibility, is in which there are various kinds of skills and knowledge that individuals have so that they can accomplish their tasks to achieve the organizational goals. To achieve this, management provides effective training to employees, and they can develop their new skills and capabilities. By using these flexibility approaches, its main aim is to achieve higher productivity so that firms can achieve their goals and also increase their profitability.

Location Flexibility: This type of flexibility helps the management provide flexibility to their workers and employees who can work far from the office plant. In addition to this, such employees can connect with the office plant through the Internet or any kind of electronic medium. Such flexibility provides benefits for both employers and employees so they can reduce the cost and enhance productivity (Lawler, 2012).

Temporal Flexibility: Temporal flexibility is used when an organization wants to increase the working hours of an employee so that demand will increase. In the Hilton Hotel, use temporal flexibility when the firm realizes that there will be a high demand for extra work and production. Thus, it will help the firm so that they can acquire a high level of attention from the customers.

Numerical Flexibility: Under numerical flexibility, Hilton Hotels makes quantitative changes to its capabilities in a firm. It includes the number of employees who are present in an organization, profit margin, price of the services, quantity of sales, etc. By using this method, hotels can examine the fluctuation in demand and supply of a particular service.

2.3 Assessment of the Use of Flexible Working Practices from Both the Employee and the Employer Perspective

For accomplishing the task, flexibility is adopted by the employees and organization so that better results can be achieved by them. By adopting flexibility, Hilton Hotel is beneficial for both the perspectives of employees and the organization, which are as follows:

Organizational Perspective: From the organizational point of view, the main objective of the Hilton Hotel is to provide quality products and services to its employees so that it can expand productivity and profitability. Hilton Hotel mainly deals in fulfilling the needs and wants of the customers, so the firm mainly focuses on the tastes, preferences, and demands of the customers. Thus, flexibility in the working practices increases the capabilities of the business so that the firm can fulfill its essential requirements in the market. Improving organization structure and environment helps the hotel increase their workforce in their operational activity.

Employees Perspective: As per the employees' point of view, this kind of perspective is mainly focused on increasing the performance and capabilities of employees. It also helps to motivate the employees by giving equal participation, salary, and increments so that employees get motivated and work as per their great ability (Landy and Conte, 2009). In addition to this, all the personnel also get influenced by giving them opportunities so that they can increase together productivity in an organization. Employees'' perspectives also include the proper management of work so that each responsibility and task is allotted as power to the employees' ability, skills, and knowledge. This perspective also has some limitations: working practices by multitalented people increase productivity but also put a burden on them in an organization.

2.4 Impact of Changes in the Labor Market

By using flexible working practices, it has positive as well as negative impacts on employers and employees in the Hilton Hotel. There are various kinds of elements that influence the flexibility changes in the labor market. Changes in the labor market have an impact on the statistics of employment. Employment statistics represent the fluctuation in the structure of employees and quantity, which have an impact on Hilton Hotel's working and employability. Flexible working practices also make an impact on the demographic dividend in the hotel (Kotey and Sharma, 2015). Demographic impact also increases the ratio and as a result, persons are allocated as per their age, structure, occupation, qualification, talents, etc. Thus, it has a direct impact on the wages and salaries of employees. Under this HR manager, allocates the salary and wages of the employees as per their contribution, capabilities, skills, and outputs.

Task 3

3.1 Forms of Discrimination in the Workplace

Discrimination refers to the unfair treatment of a person or group different from others. In an organization, differentiation can be made based on age, color, gender, nationality, caste, etc.

Discrimination based on Ethnicity: This type of discrimination occurs in the Hilton Hotel when employees are hired in an unethical manner. In this way, it will create dissatisfaction among the employees Thus, organizations need to develop a fair and ethical hiring strategy for employees (Koh and Sebelius, 2010).

Discrimination based on Religion: This kind of difference happens when Hotel employees working in different religious backgrounds are workers. In this way, organizations give priority and importance to each individual based on their religion.

Discrimination based on Disability: To hire employees, Hilton Hotel gives opportunities to all the employees as per their ability, skills, and knowledge so that there will be no condition of hiring people who are not satisfied with the job. Hence, the company can adopt ethical techniques so that the organization can hire people appropriately.

Sexual Harassment: Sexual Harassment is a condition that consists of such kind of behavior that an individual feels offended or humiliated. It can be in the form of physically and verbally to the individuals. Thus, it creates a very bad image of the organization, so the company needs to make effective rules and acts that give security to their employees.

Age Discrimination: When an individual is treated in a very unfriendly manner because of their age, such conditions arise in the age discrimination condition. Thus, companies provide equality for employees' sons so that they can perform well (Kakuma, 2011).

3.2 Discuss the Practical Implications of Equal Opportunities Legislation for an Organization

The practical implication of equal opportunities legislation helps the Hilton hotel group to frame legal and legislative frameworks that are related to the working style of a company. Such legal legislation has positive as well as negative impacts on a company's operational activity. Various kinds of practices are related to investments of funds and time and providing training & development to the employees. These legal practices are a time-consuming process but it is also beneficial to minimize the cost in an organisation. Company working based on such practices gives equal opportunities to employees and it also helps to secure the growth of the organization (Guest, 2011). Legislation related to the recruitment policy helps to maintain the reputation of the company. It helps to attract people who have specific skills and efficiency to perform work effectively. Furthermore, these legal and legislative practices help to protect the employees against discrimination like sexual harassment, inequality, religion, age difference, etc. All those laws are framed by the government, which must be obtained by the firm. Hence, implementing legal practices and law-related work helps in the smooth functioning of business activities.

3.3 Approaches to Managing Equal Opportunities and Managing Diversity

Many people want to work in a Hilton Hotel. Thus, the company needs to manage the different cultures and religious people so that it can adopt workforce diversity. Thus, HR managers are determined to provide equal opportunities to employees so that they can manage diversity in the workplace by using legal practices and policies. The Hilton Hotel adopts practices and policies so that it will be beneficial for the workers because all such policies encourage the workers to give their best efforts in a firm (Ivanovic and Collin, 2015). It also provides security and efforts so that employees feel comfortable at the workplace. Hence, managing equal opportunities and managing diversity relates to the force of the changes, such as external forces. All the forces of Hilton Hotel which make an impact externally like government legislation, social fairness and rights of the employees, etc. affect the operational activities and also provide equal opportunities within the enterprise. The primary objective is to give the equivalent possibility to all workers to make the effective activity situation inside the business concern. Moreover, the top management in the Hilton hotel uses the come-through equivalent chance, and variety is mostly impelled by an inner unit within the organizational structure and it is instantly affiliated with definite asthetic points in the business project. With the help of these fair policies and practices, organizations can be able to build sound relationships with their employees and also develop an effective culture for business (Glendon, Clarke, and McKenna, 2016).

TASK 4

4.1 Comparing Different Methods of Performance Management

Performance management is a process by which the HR manager can monitor, evaluate, and make effective control of employees' activity. By scrutiny analysis of the employee's performance, the manager of the cited hospital firm can take effective measurement tools so that they can find the effective areas where the people are required. By using personnel management, Hilton Hotel will be able to provide quality of products to their customers and achieve their future goals. In a cited hospitality firm, the HR manager takes the responsibility to strengthen their performance and provide them with necessary training and development. In addition to this, it is also important to get feedback from those people who are continuously giving their services in the hotel. Performance management also motivates employees so that they can do their work more effectively and in an appropriate manner (Flamholtz, 2012). Here, motivation includes two types of motivational techniques, such as positive and negative motivation. Positive motivation includes us, extra wages, increments, etc. but on the other hand, negative motivation includes fear of the job like a hike in salary, suspension, transfer of the employees, etc.

In a cited hospitality firm where a large number of employees are working in various departments, Excel can estimate all the revenue and incfirms can estimate the actual turnover of the cited enterprise. Hence, Hilton Hotel is mainly focused on performance appraisals and management by objectives. On the other hand, Marriott can measure 360-degree feedback to analyze the actual performance of the employees. This technique helps to analyze the effectiveness of a company.

4.2 The Approaches used to Manage Employee Welfare in your Organization

Human resource management is an essential element in UK public policy. Every business needs to manage their resources so that they can accomplish their goals. Organizations also use various measuring techniques so that it provides safety and welfare of their employees (Dent and Whitehead, 2013). It is also important to provide an effective environment so that the company can achieve its goals and objectives. Giving welfare facilities to employers also creates morale at a higher level. There are various kinds of welfare schemes, which are divided into two parts: One is statutory and the second is non-statutory, which are as follows:

Rest Rooms: The company provides a restroom facility to their employees so that they can take time for rest due to emergencies. The company provides such facilities to sick people and pregnant women who are working in the organization (Currie, Finn, and Martin, 2010).

Canteen Facility: This facility helps the employees to spend some time having lunch and refreshments. These facilities make them refresh so that they can work better.

Urinary Facility: It is very important to provide the employees with clean and proper toilets. There should be an adequate number of toilets according to the strength of the organization.

Proper Sitting Facility: The company should provide proper sitting areas for the employees. It includes a proper hygienic place, proper lighting, air, etc. so that employees can work effectively.

Drinking Facility: The company should make sure of the hygiene factors of the employees. They should provide clean and healthy drinking water to keep them fit (Chen, 2016).

4.3 Implications of Health and Safety Legislation on Human Resources Practices

It is main role of any organization that they build effective rules and policies so that it would be beneficial for the employees regarding their health and safety in the organization. In addition to this, the Hilton Hotel requires effective policies for providing health and security for employees. All these legal rules and regulations help to secure the interests of individuals in an organization. There are various kinds of acts that are imposed to provide the health and safety of employees in an organization, which are as follows:

Working Time Regulations Act, 1988—This act mainly focuses on the time duration in which individual can perform their work in an organization. According to this act, an individual who can work more than the actual working period will be rewarded in the form of incentives, bonuses, etc. On the other hand, if a person is performing less than the actual working period, they will be punished in the form of a hike in salary, demotion, etc. Thus, working hours in an organization must be flexible so that, as per the flexibility, individuals can manage their work to accomplish their goals (Bamberger, Biron, and Meshoulam, 2014).

Health and Safety Act, 1974: This act is necessary for the firm; they provide health care facilities like hospitality, providing emergency rooms to the employees. In this way, the act is mainly focused on providing safety and security for employees against any kind of fraudulent activity.

4.4 Impact of One Topical Issue on Human Resources Practices

This is the main issue that makes an impact on HR practices in an organization. Hilton Hotel also uses hospitality services so that the firm can secure the long-term recruitment and selection process for an employee. In addition to this, organizations also invest lots of time and money in hiring the right person at the right place. the firm also focuses on its competitive advantage so that it can revive its sick units (Atapattu and Jayakody, 2014). In addition to this, the cited firm also focuses on e-recruitment techniques so that they can hire the person online. There are various kinds of advantages and disadvantages, which are as follows:

Advantages:

• It also helps to reduce the cost.
• It also provides 24*7 services to the customers.
• It mainly focuses on providing quality products and services to the customers.
• It helps to improve the selection procedure online, etc.

Disadvantages:

• It is a time-consuming process because it takes lots of time to check the documents which are provided by the applicants.
• There is no surety of worker about their work.

Conclusion

As per the above report, it can be concluded that human resource management is a necessary feature of the business organization. Guest Model is a deserving method to carry off the employees of the firm. Discrimination is an issue which is not good for the reputation of the firm and has to be avoided. There are different methods of performance review, such as meetings, 360-degree feedback, progress plans, etc. The company should focus on managing the welfare of its employees. In this project report, the discussion has been done on the employees' welfare approaches and it has also outlined how these conceptualizations affect the health and safety legislation on the human resources practices. It has been evaluated the impact of topical issues on human resources practices. The discussion has also discussed the implication of equal opportunities and diversity in business practices (Akhtar and Malik, 2016).

References

• Akhtar, S., and Malik, M. F., 2016. Effect of Boredom and Flexible Work Practices on the Relationship of WFC with Procrastination and Affective Commitment: Mediation of Non-Work-Related Presenteeism. Global Journal of Flexible Systems Management.
• Atapattu, A. W. M. M., and Jayakody, J. A. S. K., 2014. The interaction effect of organizational practices and employee values on knowledge management (KM) success. Journal of Knowledge Management.
• Bamberger, P. A., Biron, M., and Meshoulam, I., 2014. Human resource strategy: formulation, implementation, and impact. Routledge.
• Chen, W., and et al., 2016. Family-friendly work practices and their outcomes in China: the mediating role of work-to-family enrichment and the moderating role of gender. The International Journal of Human Resource Management.
• Currie, G., Finn, R., and Martin, G., 2010. Role transition and the interaction of relational and social identity: new nursing roles in the English NHS. Organization Studies.
• Dent, M., and Whitehead, S., 2013. Managing professional identities: knowledge, performativities, and the new professional. Routledge.

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