Human Resource Planning for Hotel Hilton Assignment

Introduction

An organisation cannot go ahead without the power of human resources. Human Resource Planning Hotel Hilton Assignment is a set of procedures that defines how effectively human assets can be managed to achieve high productivity along with satisfactory behaviour with employees in the workplace. The report will differentiate human resource management from personnel management and state the role of line managers and the legal framework in human resource management. Later, the report will discuss in detail the procedures used to plan and structure the HRM and to select and recruit the employees in the workplace. The report will also determine the role of motivational theories and rewards in the workplace with appropriate plans to implement them. This report will conclude the job evaluation methods and the reasons for the cessations of employment. The impact of legal bodies will be studied in favour of the employer and employer. The study will use the management strategies of Hotel Hilton to gain a wider understanding of topics. Hotel Hilton is the largest chain of hotels and accommodation services all over the world.

 

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Figure 1: Hotel Hilton Logo

 

Task 1

1.1 Difference between Personnel Management and Human Resource Management

Hilton Hotel is a global brand which provides full-time service to its customers. It is the largest hotel brand in the world. The following table will show the difference between Personnel Management and Human Resource Management.


Table 1: Difference Personnel Management and Human Resource Management

Basis of Difference	Personnel management	Human Resource Management
Approach	Personnel Management is the traditional approach to managing employees.	Human Resource Management is the modern approach to managing employees.
Employee value	It assumes that people in the organisation will act as an input to give the desired output (DeCenzo.et.al, 2010).	It assumes that people are important and valuable resources to achieve desired goals.
Functioning	It performs various functions regarding employee satisfaction.	It performs all the tasks and functions related to the administration for the achievement of goals.
Job Design	In personnel management, the job is designed based on the division of labour (Armstrong and Taylor, 2014).	In human resource management, job design is done based on group work or teamwork.
Concerned	It is concerned with personnel Manager.	Its main concern is with all the levels of managers from top to bottom.
Focus	It focuses on the increase in production and the satisfaction level of employees.	It focuses on productivity, effectiveness, and employee participation.
Decision-Making	In personnel management, all the decisions are taken by top-level management as per rules and regulations.	In this decisions are made as a group, and employee participation, authority etc are also considered (Bratton and Gold, 2012).
Training and Development	Personnel management provides fewer training and development opportunities to its employees.	In human resource management, employees are provided with more training and development opportunities.

 

From the above comparison, it is easy to understand the difference between Personnel management and Human resource management at Hilton Hotel. As personnel staff focuses more on administration and employee welfare, human resource management focuses more on the development and motivation of human resources in the organisation.
 

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1.2 Functions of Human Resource Management for Hilton Hotel

The major function of HRM is to recruit a highly skilled candidate and provide training to them so that they can contribute towards the growth of the organisation. The HR manager of Hilton Hotel provides the best training to the selected candidates and also provides the best training to the working employees in the hotel (Kim and Sung-Choon, 2013). Following are the major functions performed by Human Resource Management in Hilton Hotel:

• Planning: It is the primary function of human resource management. It is used for managing and allocating the tasks to the individual. The manager of Hilton Hotel collects information and analyses the current and future human resource needs in the hotel. This will help the manager to take suggestive measures at the time of recruitment which will help to achieve the desired output.

• Training and Development: The HR manager of Hilton Hotel provides skilful training to its employees so that they become perfect in their jobs and also perform their tasks effectively and efficiently (Lussier and Hendon, 2015). If employees are provided with highly skilled training and development programs then it will be very beneficial in achieving the organisational goals.

• Wages and Salary management: Human Resource management decides how much salary is to be paid for different kinds of jobs in the hotel. The major function of HRM is to decide employee’s reward that is incentives, bonuses, fringe benefits etc (Snell and Bohlander, 2010). If the employees in the hotel will get a good salary for the work performed by them then they will contribute more towards the growth of an organisation.

• Recruitment and Selection: Recruitment is the process in which the HR manager searches, for the appropriate candidate for a job and selects the required candidate for that job. HR manager looks for extra capability in an individual and briefs the individual about the Hilton Hotel.

 

1.3 Role and Duties of the Line Manager in Hilton Hotel

Line Manager plays an important role in managing and supervising the employees in the organisation. Also, the role and responsibility of a manager are very precise. The various responsibilities performed by the line manager in the Hilton hotel are as follows:

• Managing staff difficulty: It is the major responsibility of the line manager to look after the difficulties faced by the employees in their work. If the staff members are facing any difficulty then the line manager is liable to listen to their problems and provide them with suggestive measures to improve their performance (Gilbert. et.al, 2011). For example, the line manager manages the various events and functions which are organised in the hotel and provides immediate solutions to the staff if any problem occurs. It supports the HRM function which is employee welfare. The manager can provide welfare to its employees only if the manager listens to the problem of an individual and provides the required facility or service to its employees.

• Achievement of goals: The Line Manager helps in achieving goals for the organisation by setting realistic and measurable standards of performance by creating various action plans that are to be followed. Also by setting defined standards and targets and by motivating the employees, the line manager plays a very crucial role. For example, if any grand event is organised in the hotel, then it is the responsibility of the manager of the successful completion of the event by coordinating all the activities of the various departments in the hotel (Bos? Nehles. et.al, 2013). It supports the HRM function which is the achievement of set standards. It becomes very important for the line manager to set a reasonable timeframe within which improvement is expected. Also, the line manager plays a major responsibility in setting up regular progress review meetings during the review period.

• Performance appraisal: The line manager plays a very important role in evaluating or appraising the performance of an employee. Line Manager evaluates the performance of an individual and provides feedback based on an individual performance, making clear the areas in which the individual performance is below expectations. The HRM function of directing and motivating employees also suggests the same (Townsend, 2013). The employees must be given the right direction to complete their tasks and also they must be motivated by the manager to improve their scale of performance.

 

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1.4 Impact of legal and regulatory framework on Human Resource management

The legal and regulatory framework in Hilton Hotel protects the employee from unfair practices at the workplace. Following are the regulatory frameworks which put a huge impact on HRM:

• Discrimination Act: It is becoming very crucial for the HRM department of Hilton Hotel to follow the guidelines provided in the act of no individual in the organisation can be discriminated against based on caste, colour, creed, gender etc. There should be equal rights provided to employees by the department irrespective of their caste, creed or colour (Fredman, 2011).

• Equal Pay Act (1970): This Act binds Human Resource Management to ensure that every employee is being paid equally by his ability. In Hilton hotels, there is the same pay for men and women who are doing equal work (Oelz. et.al, 2013).

• Work and Families Act (2006): This act defines that the employees in an organisation will maintain a balance between their work and family lives without facing any problems. To solve the problems of employee organisations should provide flexible working hours to their employees. This act helps the employees to sustain balance in their family and office life, due to which employees will feel stress-free and will help in the working of an organisation.

• Disability Discrimination Act (1995): This act enforces Hilton Hotels not to discriminate against an individual due to any disability in an individual (Ellis and Kent, 2011). If any kind of such activity is performed by the HR department then the management will take strict action. Each candidate will be selected based on an individual’s capabilities and skills and will be given an equal opportunity like others.
   

Task 3

 

3.1 Assessing the link between motivational theory and reward at Hilton hotel

 

Motivation is the process by which the behaviour of the workforce in Hilton Hotels is influenced by satisfying their needs and goals. The motivational theories emphasise the real process of motivation in the workplace. The motivational theories used in Hilton Hotel are Herzberg's motivational theory and Maslow’s motivational theory. These theories state that employees can only be motivated by satisfying their needs and attaining a job satisfaction level. These needs and satisfaction can only be achieved by using the reward system (Herzberg. et.al, 2011). The motivational theory and reward are interlinked and interdependent with each other. Without reward, there is no use of such motivational theories in the workplace and without motivational theories; the reward cannot be used as a tool for motivation purposes because otherwise, it will be an unnecessary burden on the organisation (Huston, 2013). Providing rewards to the employees helps them to become more productive and increases their performance too.

Rewards are something which an employee achieves during their job. Rewards can be given in two types:

• Financial rewards: Financial rewards are the monetary incentives that an employee earns because of his good performance. All financial rewards are extrinsic in nature. Extrinsic motivation is based on the tangible reward. There are many different types of financial rewards which a Hilton hotel offers to its employees. Bonuses and pay increases are the types of financial rewards given to employees (Mason and Watts, 2010).

• Non-financial rewards: These are those employee benefits which provide more job satisfaction but do not enhance financial well-being.   It includes desired work assignments, promotions, achievements, praise, impressive job titles, job cards, etc. The managers of Hilton Hotel use self-rating, appraisals, and the involvement of employees in the decision-making process to motivate their workforce to achieve better and improved results (Zani. et.al, 2011). 

The managers following Herzberg's theory use such type of reward which provides more job enhancements. Managers following Maslow’s theory offer rewards which provide opportunities for self-fulfilment which in turn motivates them to become more productive. 

 

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Figure 3  Financial and Non-Financial rewards in Hilton hotel

(Source: Types of Reward, 2015)

 

3.2 Evaluation of the process of job evaluation and other factors determining pay at Hilton Hotel

Job evaluation is the process followed by Hilton Hotels for determining and defining the relative worth or size of jobs within an organisation to establish internal relativities (Savall, 2010). The job evaluation process at Hilton Hotel follows the following procedure:

• Job Analysis: This process is used to obtain the required information about the various aspects of the job. The job analysis involves two dimensions:

• Job Description: Under this, the information related to the duties, responsibilities and working conditions of work is prepared. The job description explains what the job entails.

• Job Specification: It indicates the preparation of a specification statement which includes information about the necessary skills, abilities and knowledge required for performing the job. 

• Job Rating: It includes the process of studying the job description and job specifications to assign a relative worth to each job (El-Hajji, 2011).  The job rating methods are ranking, factor comparison, point rating, etc.

 

 

Figure 4: Job Evaluation Process

 

The pay, which is an award for the employees for their work performed, can be influenced by various factors. These factors are categorised into internal and external factors.

Internal factors:

• Ability to pay: This factor is the most significant one which determines the pay at the Hilton Hotel. A prosperous firm can pay more than the competitive rate (Mowday. et.al, 2013).

• Performance: The employees performing well are appreciated by providing increased pay.

• Organisation’s strategy: The strategy of Hilton Hotel regarding pay also influences the pay structure of the employees.

External factors:

• Labour market: Official laws on wage and salary, labour contract, payment time, etc are also some of the factors which determine the pay at Hilton Hotel.

• Laws and Regulations: The laws and regulations also impact the pay structure of the employees in many areas such as overtime, work hours, minimum wage, etc (Akerlof and Kranton, 2010).

• Economy: The state of the economy also influences the salary and wage fixation. The wage rate is different in a stable economy as compared to a depressed economy.

 

Figure 5: Factors Determining Pay in Hilton hotel

(Source: Factors determining pay, 2015)

3.3 Assessing how effective is the reward systems in various contexts at Hilton Hotel

The reward at Hilton Hotel consists of intrinsic and extrinsic rewards provided to the employees working there by their employer. The reward system in Hilton Hotel consists of integrated policies, practices, and administrative procedures for implementing the system within the framework of the human resources strategy and the total organisational system (Cho and Perry, 2012). The extrinsic rewards are the tangible rewards provided to the employees of Hotel Hilton for their best performance including salary raises, gifts, bonuses, promotions, commissions and compensations. While the intrinsic rewards provide personal satisfaction to the employee. It includes recognition, feedback, trust and relationships.

In Hotel Hilton, the Employee bonus system can be used as a positive strategy for motivating the employees in the right direction which results in an increase in productivity level and improved performance in the organisation. The bonus system takes into account factors such as quality, attendance, customer service and individual and group performance for determining the basis on which the bonus will be provided to the employees (Campbell, 2012). This system helps in increasing their self-esteem and improving employees’ morale. A planned and careful bonus scheme helps an organisation preserve its best employees.

Another reward system in the Hilton hotel is promotion. In this, the reward is provided to the employees for their best performance by moving them from their current position to a higher position. This would help in bringing job satisfaction among the employees and result in higher productivity and an increase in profits. Salary rise is the key motivation behind an employee’s performance. The salary rise reward system would help Hilton Hotel motivate the employees and improve their performance level at the workplace (Azeem, 2010). These reward systems are effective because not only improve the performance of an employee as an individual and group but also bring customer satisfaction and increases in profits of the organisation. 

 

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3.4 Various methods that Hilton Hotel uses to monitor the employee’s performance

To monitor the performance of the employees in the organisation, Hilton Hotels has used some methods. The proper observation and feedback are used by the Hilton hotel for monitoring the performance of its employees. In this method, Hilton Hotel hires a person for proper and regular monitoring of the performance of the employees. After a complete observation, the person provides straightforward feedback.  Hilton Hotel also uses the performance monitoring method. In this method, the criterion is set and the employees have to accomplish it in any probable manner (Shah. et.al, 2011). The performances of the employees are then compared with the set criterion. In this system, the performance should be measurable, and realistic and should be able to express in terms of cost, quality, time, effect and manner of performance.

Hotel Hilton also uses the method known as 30-Degree Appraisal for monitoring the performance of the employees in the workplace. In this method, all the stakeholders of Hilton Hotel evaluate the performance of the employees and also give feedback to them (MOGHL? and AKBAR 2015).  The method of performance evaluation can also be used for comparing the actual performance of the employee with the chosen performance standards. Employee monitoring software can also be used for monitoring the performance of the employees working on the computer. By using this software, Hilton Hotel can easily monitor and keep track of the performance of the employees.

 

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Task 4
 

4.1 Reasons for cessation of employment

In this case, Bob has terminated the employment contract with Faisal because of unfair and wrongful behaviour in the workplace. Faisal was hired for the managerial position and was responsible for managing human resources and the operations of Chicken Master Restaurant. Faisal also received an employee handbook like others which stated all the rules and policies to follow at the restaurant but he violated the policies by using a lot of business time for personal use. This is the responsibility of a manager to organise the employees and motivate them to prepare the food on time or to clean the store regularly (Schultz and Schultz, 2015). On, Faisal was using resources to fulfil lust and personal needs which are strictly banned in the restaurant as specified in the handbook. He was not paying proper attention towards the operations in the restaurant after coaching several times. Due to continuous degradation in customer satisfaction and organisational growth and performance, Bob terminated Faisal’s employment contract. Faisal was not suitable for the job profile that Chicken Master was seeking.

Cessation of employment occurs due to several reasons like retirement, resignation or termination of the contract. Resignation is initiated by employee relations to leave the organisation because of dissatisfaction with the organisation or for personal reasons. Organisational strategies and policies may not be favourable for specific employees (Steiner, 2012). Also, a better opportunity in another organisation may be a reason behind the resignation. Retirement is based on the age specified by the laws and policies of the organisation. Employees hired to accomplish a task for a certain time may be retired with the legal exit procedures. The time and period of the retirement should be specified in the formalities done at employment time. In a comparison of resignation and retirement, termination of the contract is a difficult task. It may be due to unsatisfactory performance and behaviour of the employee in the workplace. Organisations should have a legal reason to terminate employees from work (Mowday. et.al, 2013). Employees hired to accomplish certain jobs in the workplace but their violation of policies, poor performance and low participation. In some cases, the organisation may have its reason to break the employment contract due to the lack of finance and work and exceed in human resources. 

 

4.2 Employment exit procedure

An employment exit procedure is a set of actions and rules that are followed under the legal formalities to manage the exit of employees from the organisation. The employment exit procedure can include the following steps:

• Written notice of resignation: In Hotel Hilton and Chicken Master Restaurant, employees should give written notice of resignation at least two weeks before leaving so that the exit procedure can be started efficiently and new arrangements can be made to fill the vacancy (Yin-Fah. et.al, 2010).

• Procedure on the application: Hotel Hilton and Chicken Master think of the application and try to find out the impact on the operations of the organisation. Management also determined the reasons behind the turnover of employees from the organisation. If the resignation of the employee does not affect a big on the operation, organisations grant the request else try to keep the employee in the workplace with a little compromise. Within this time, the employee can cancel the resignation.

• Returns of assets: If the application of an employee is granted then Hotel Hilton follows the return of assets procedure in which the organisation prepares the list of resources allocated to the employee like ID cards, keys, files and electronic equipment. The Same type of list is also made by Chicken Master. Another list is prepared with the documents and deposits of the employee in the organisation so that a proper exchange of resources can be done before the exit of the employee (Zopiatis. et.al, 2014).

• Account Clearance: In this step, the authorisation of the employee in terms of emails and signatures is cancelled and the financial dues are cleared before the exit. The organisation also updates the information in digital documents to assign the role.

• Legal procedure: This step includes the legal papers and formalities to make the procedure clear from chances of mismatch between employer and employee. Legal documents are signed by the employee stating the receiving of documents and no dues with the organisation. Thus, the employee cannot claim a case for any objection to organisational policies and behaviour.

• Feedback and interview: This is the options procedure for the Hotel Hilton and Chicken Master to understand the reason being the resignation. Organisations want to know the opportunities for improvements so that future employee turnover can be reduced and the satisfaction of employees in the workplace can be met (Allen and Shanock, 2013). Chicken Master uses personal interviews to find out more about the resignation and Hilton uses the paper-based feedback method to make the employee free to express thoughts on and against the organisation.

With the completion of the above steps, the employee is free to leave the organisation. After these steps, management starts to analyse the human resources to make changes in structures and policies to eliminate the same mistakes that employees have left. Also, the organisation starts to fill the post with new recruitments if it is necessary to manage the organisation.

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4.3 Impact of legal and regulatory framework on cessation of employees

The legal framework is defined to prevent unfairness with employees in the workplace for their rights. However, Faisal’s claim may not prove true because of the strong evidence of Bob. Bob has enough evidence to prove that Faisal’s behaviour and work were not satisfactory with the policies of Chicken Master. The organisation implements the legal framework to deal with Faisal-like employees but in true, legal and regulatory bodies are made to help the employees achieve competitive advantages in the public and private sectors (Paillé and Grima, 2011). Laws help employees to stand up for their rights and stop misbehaving for organisational objectives. Major benefits are for employees to get job security and justice in the case of employers cheating them.

Hotel Hilton may suffer from the additional hiring. To manage the implementation of laws and regulations in the country, Hilton needs to hire experts to examine the policies and to guide the management towards strategies free from law conflicts. This additional cost of Hilton also reduces the performance of decision-making power and affects the strategies towards the achievements of the organisation (Creighton and Stewart, 2010). For instance, Hilton cannot increase an hour of work of employees to meet the conditional demands in the market. To do that Hilton cannot force the employees and needs to pay extra for extra work. However, Hilton uses experts to guide in the implementation of laws and regulations so that employees with misbehaviour and poor performance can be treated lawfully. Proper regulations are followed by Hilton Hotel to avoid jiggling with regulations and law cases (Leighton and Wynn, 2011). Strategies and policies are well documented and authorised to organise the laws within organisation boundaries. Transparency at employment and exit time in Hilton is great to avoid the mismatch between employee and employer needs.

 

Conclusion

The report has identified the main differences between personnel management and human resource management along with the role of line managers and legal frameworks in HRM. The report has concluded in detail the procedure of selection and recruitment of employees in the organisation. Also, various performance-monitoring tools and reward methods have been determined to meet the satisfaction of employees in the workplace. In addition to it, the significance of motivational theories and remunerations has been concluded to define the strategies of management. The study has discussed the various reasons behind the cessation of employment in the workplace and the impact of legal and regulatory frameworks on the right exit procedure. The report has highlighted the steps to follow during the employment and cessation process. The whole report has utilised the knowledge of which hotel Hilton of the United Kingdom works.

 

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References

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