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Human Resource Planning for Hotel Hilton Assignment
An organization 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 the high productivity along with the satisfactory behaviour with employees in workplace. The report will differentiate the human resource management from the personnel management and state the role of line managers and legal framework in human resource management. Later, report will discuss in detail the procedures used to plan and structure the HRM and to select and recruit the employees in workplace. Report will also determine the role of motivational theories and rewards in workplace with appropriate plans to implement them. This report will conclude the job evaluation methods and the reasons for the cessations of employments. Impact of legal bodies will be studied in favour of employer and employer. The study will use the management strategies of Hotel Hilton to make wider understanding with topics. Hotel Hilton is a largest chain of hotels and accommodation services all over the world.
Figure 1: Hotel Hilton Logo
1.1 Difference between Personnel Management and Human Resource Management
Hilton Hotel is the global brand which provides full-time service to its customers. It is the largest hotel brands in the world. 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
Human Resource Management
Personnel Management is the traditional approach for managing the employees.
Human Resource Management is the modern approach for managing the employees.
It assumes that people in the organisation will act as an input to give desired output (DeCenzo.et.al, 2010).
It assumes that people are important and valuable resource to achieve desired goals.
It performs various functions regarding employee’s satisfaction.
It performs all the tasks and functions related to the administrations for achievement of goals.
In personnel management, job is designed on the basis of division of labour (Armstrong and Taylor, 2014).
In human resource management, job design is done on the basis of group work or team work.
It is concerned with personnel
Its main concern is with all the level of managers from top to bottom.
It focuses on increase in production and satisfaction level of employees.
It focuses on productivity, effectiveness, and employees participation.
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 also employee’s participation, authority etc are also considered (Bratton and Gold, 2012).
Training and Development
Personnel management provides less 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 of Hilton hotel. As personnel staff focuses more on administration and employee welfare, human resource management focuses more on development and motivation of human resource in the organisation.
1.2 Functions of Human resource Management for Hilton Hotel
The major function of HRM is to recruit a highly skilled candidate, 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 analyse the current and future human resource need in the hotel. This will help the manager to take suggestive measures at the time of recruitment which will help to achieve desired output.
- Training and Development: The HR manager of Hilton Hotel provides skilful training to its employees so that they become perfect in their job and also perform their task effectively and efficiently (Lussier and Hendon, 2015). If employees are provided with a high skilled training and development programs then it will be very beneficial in achieving the organisational goals.
- Wages and Salary management: Human Resource management decides that how much salary is to be paid for different kinds of job in the hotel. The major function of HRM is to decide employee’s reward that is incentives, bonus, 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, the appropriate candidate for a job and select the required candidate for that job. HR manager looks for an extra capability in an individual and briefs the individual about the Hilton Hotel.
1.3 Role and Duties of line manger in Hilton Hotel
Line Manager plays an important role in managing and supervising the employees in the organisation. Also, the role and responsibility of 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 line manager to look after the difficulties faced by the employees in their working. 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 provide immediate solutions to the staff if any problem occurs. It supports HRM function that is employee welfare. The manager can provide welfare to its employees only if the manager listens to the problem of an individual and provides required facility or service to its employees.
- ?Achievement of goals: 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 employee’s, 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 in the successful completion of an event by coordinating all the activities of the various department in the hotel (Bos?Nehles.et.al, 2013). It supports HRM function that is the achievement of set standard. It becomes very important for the line manager to set a reasonable timeframe within which improvement is expected. Also, line manager plays a major responsibility in setting up regular progress review meeting during the review period.
- Performance appraisal: Line manager plays a very important role in evaluation or appraises 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 that is directing and motivating employees also suggest the same (Townsend, 2013). The employees must be given right direction to complete their task and also they must be motivated by the manager to improve their scale of performance.
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 the 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 on the basis of cast, colour, creed, gender etc. There should be equal rights provided to employees by the department irrespective of their cast, creed or colour (Fredman, 2011).
- Equal Pay Act (1970): This Act binds the Human Resource Management to ensure that every employee is being paid equally in accordance with his ability. In Hilton hotel, there is 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 employee in an organization will maintain a balance between their works and family lives without facing any problem. To solve the problems of employee organization should provide flexible working hours to their employees. This act helps the employees to sustain balance in their family and office live both, due to which employee will feel stress-free and will help in the working of an organisation.
- Disability Discrimination Act (1995): This act enforces Hilton hotel not to discriminate against an individual due to any disability in an individual (Ellis and Kent, 2011). If any kind of such activity will be performed by the HR department then the management will take strict actions. Each candidate will be selected on the basis of an individual’s capabilities and skill and will be given an equal opportunity like others.
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 hotel is influenced by satisfying their needs and goals. The motivational theories laid emphasis on the real process of motivation at the workplace. The motivational theories used in Hilton hotel are Herzberg motivational theory and Maslow’s motivational theory. These theories state that the employees can only be motivated by satisfying their needs and attaining 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 to each other. Without reward, there is a no use of such motivational theories in the workplace and without motivational theories; the reward cannot be used as a tool for motivation purpose because otherwise, it will be an unnecessary burden on the organization (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 reward given to the employees (Mason and Watts, 2010).
- Non-Financial rewards: These are those employee benefits which provide more job satisfaction but not enhance financial well-being. It includes desired work assignment, promotion, achievement, praise, impressive job title, job cards, etc. The managers of Hilton hotel uses self-rating, appraisals, the involvement of employees in the decision-making process for motivating their workforce for achieving better and improved result (Zani.et.al, 2011).
The managers following Herzberg theory uses such type of reward which provides more job enhancements. Managers following the Maslow’s theory offer rewards which provide opportunities for self-fulfilment which in turn motivates them for becoming more productive.
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 in Hilton hotel for determining and defining the relative worth or size of jobs within an organization in order to establish internal relativities (Savall, 2010). The job evaluation process in 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 condition of work is prepared. The job description explains about what the job entails.
- Job Specification: It indicates the preparation of 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 in order to assign a relative worth for 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.
- Ability to pay:This factor is the most significant one which determines the pay at Hilton hotel. The firm which is prosperous and successful has the ability to pay more than the competitive rate (Mowday.et.al, 2013).
- Performance:The employees performing well are appreciated by providing increase pay.
- Organization’s strategy:The strategy of Hilton hotel regarding the pay also influences the pay structure of the employees.
- Labour market:Official laws on wage and salary, labour contract, payment tine, 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 economy also influences the salary and wage fixation. The wage rate is different in a stable economy as compared to the 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 over 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 organizational system (Cho and Perry, 2012). The extrinsic rewards are the tangible rewards provided to the employees of hotel Hilton for their best performance includes salary raise, gifts, bonuses, promotion, commissions and compensations. While the intrinsic rewards provide personal satisfaction to the employee. It includes recognition, feedback, trust and relationship.
In hotel Hilton, Employee bonus system can be used as a positive strategy for motivating the employees in a right direction which result in the increase in productivity level and improved performance in the organization. The bonus system takes into account the factors such as quality, attendance, customer services 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 organization to preserve their best employees.
Another reward system in the Hilton hotel is the 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 increase in profits. Salary rise is the key motivation behind an employee’s performance. The salary rise reward system would help Hilton hotel in motivating the employees and improving their performance level at the workplace (Azeem, 2010). These all reward system is effective because not only improves the performance of an employee as an individual and group but also brings customer satisfaction and increase in profits of the organization.
3.4 Various methods that Hilton hotel uses to monitor the employee’s performance
To monitor the performance of the employees in the organization, Hilton hotel 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 which 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, 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 a track on the performance of the employees.
4.1 Reasons of cessation of employment
In the 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 in Chicken Master Restaurant. Faisal also received 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 organize the employees and motivate them to prepare the food on time or to clean the store regularly (Schultz and Schultz, 2015). Opposite to it, Faisal was using resources to fulfil the lust and personal needs which are strictly banned in the restaurant as specified in 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 organizational growth and performance, Bob terminated the Faisal’s employment contract. Faisal was not suitable for the job profile for that Chicken Master was seeking.
Cessation of employment occurs due to the several reasons like retirement, resignation or termination of the contract. Resignation is initiated from the employee relations to leave the organization for dissatisfaction with the organization or for personal reasons. Organizational strategies and policies may not be favourable for specific employees (Steiner, 2012). Also, a better opportunity in other organization may be a reason behind the resignation. Retirement is based on the age specified by the laws and policies of the organization. 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. Organization should have a legal reason to terminate employees from the 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, organization may have own reason to break the employment contract due to the lack of finance and work and exceed in human resources
4.2 Employment exit procedure
Employment exit procedure is a set of actions and rules those are followed under the legal formalities to manage the exit of the employees from the organization. Employment exit procedure can include following steps:
- Written notice of resignation: In hotel Hilton and Chicken Master Restaurant, employees should give a written notice of resignation at least two weeks prior to leaving so that exit procedure can be started efficiently and new arrangement 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 operations of the organization. Management also determined the reasons behind the turnover of employees from the organization. If the resignation of the employee does not affect a big on the operation, organizations 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 employee is granted then Hotel Hilton follows the return of assets procedure in which organization 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 organization so that proper exchange of resources can be done before the exit of employee (Zopiatis.et.al, 2014).
- Account Clearance: In this step, the authorization of employee in term of emails and signatures is cancelled and the financial dues are cleared before the exit. Organization 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 organization. Thus, the employee cannot claim a case for any objection to organizational 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. Organizations 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 the more about the resignation and Hilton uses the paper-based feedback method to make the employee free to express thoughts on and against the organization.
The completion of the above steps, the employee is free to leave the organization. After these steps, management starts to look analysis the human resources to make changes in structures and policies to eliminate the same mistakes for that employee has been left. Also, organization starts to fill the post with new recruitments if it is necessary to manage the organization.
4.3 Impact of legal and regulatory framework on cessation of employees
The legal framework is defined to prevent the unfairness with employees in the workplace for their rights. However, Faisal’s claim may not prove as 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. Organization implements the legal framework to deal with Faisal like employees but in true, legal and regulatory bodies are made to help the employees to achieve the competitive advantages in public and private sectors (Paillé and Grima, 2011). Laws help employees to stand for their rights and stop misbehaves for organizational objectives. Major benefits are at employees to get the job security and justice in the case of employer cheat them.
Hotel Hilton may suffer from the addition hiring. To manage the implementation of laws and regulation in the country, Hilton needs to hire the experts to examine the policies and to guide the management towards the strategies free from the law conflictions. This additional cost of Hilton also reduces the performance of decision-making power and affects the strategies towards the achievements of organization (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 the 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 the jiggling with regulation and law cases (Leighton and Wynn, 2011). Strategies and policies are well documented and authorised to organize the laws within organization boundaries. Transparency at employment and exit time in Hilton is great to avoid the mismatch between employee and employer needs.
The report has been identified the main differences between the personnel management and human resource management along with the role of line managers and legal frameworks in HRM. The report has been concluded in detail the procedure of selection and recruitment of employees in the organization. Also, various performance-monitoring tools and rewarding methods have been determined to meet the satisfaction of employees in the workplace. Addition to it, the significance of motivational theories and remunerations has been concluded to define the strategies of management. The study has been discussed the various reasons behind the cessation of employment in workplace and impact of legal and regulatory framework on right exit procedure. The report has been highlighted the steps to follows during employment and cessation process. The whole report has been utilised the knowledge on which hotel Hilton of United Kingdom works.
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