Delivery in day(s): 5
In this unit 18 HRM in service industry assignment Hilton Hotel we will talk about the major roles and responsibilities of the human resource management that include recruitment and hiring the employees, deciding the compensation structure of the employees according to their designation, deciding the incentives and other benefits of workforce in the hotel industry and also framing the work of the employees. After that how the supply and demand of the employees is to be forecast in the organization will be analyzed, then how to take step to fulfill the gap of demand and supply of the labors are predicted in the organization. Then employer employee relationship is needs to be discussed in the report with context of hotel industry, which is based on the mutual reliance and other factors. Then we will discuss the legal framework and laws which are related to human resource management. In this context we will talk about the different laws that have vast impact on the decision making regarding the organization. Then job description with the job specification we will talk about with the suitable example in hotel industry. After that we will discuss the recruitment process in the Hilton hotel and will compare it with another industry and it helps in maintain the competency need to be discussed. At last we will talk about that how training and development programs help in effective and efficient working of the organization with context to employees, management and organization etc.
Human resource management is the management of human at the organisation. The major roles and responsibility in the human resource managements hiring the employees, and then development or growth is concerned to make employees more valuable. The human resource managers have certain responsibilities which are recruiting right people, providing compensation as well as benefits to them and last but not the least outline and delineate the work in the organisation(Mahmood, 2015).
These above discussed roles and responsibilities are performed by the human resource management in the Hilton hotel so that efficiency can be maintained in the organisation.
In human resource planning, which provides direction to the organisation is the second step that includes, analysis of the demand and supply of the human resource that forecast the future skills of HR. Human resource planning includes the right kind of employee at the right time with right skills. Projection of the demand of employees is the calculation of employees that Hilton hotel will require in future. Demand forecasting is prediction of future employees that can be in term of quality and quantity(Mahmood, 2015).Supply is the availability of employees in the future in Hilton hotel. In Hilton hotel by analysing the current scenario of employees; upcoming needs can be analysed. It is necessary to conduct time to time. After that the management takes decisions that gap should be fulfilled through external or internal sources. In Hilton hotel, recruitment is done by externals sources i.e. conducting interviews in colleges, placing advertisements in magazines and newspapers and employees referrals the pool is generated of candidates. On the other hand Hilton hotel also fill the gap of demand and supply of the employees through internal sources. That includes promotions in the departments, transfers and internal advertisements. Internal sources must be supervised by the top level management so that can prevent the any kind of discrimination in the organisation. As it is given that hotel needs more employees because it is providing more services to its service seekers like, barber shop, gift shops, spa and fitness centres and so on. After that the management of the Hilton hotel analyse the matching of demand and supply of the employees(Mahmood, 2015). At the time of short supply of employees the hotel needs to put more effort to fulfil the gap so that efficiency as well as affectivity can be managed in the hotel. On the contrary when the demand of employees is less and supply of employees is abandoned the management of the hotel has to manage the workforce accordingly. At the last the Hilton hotel management has to implement the action plan regarding the demand and supply. Demand and supply is also based on the seasons. In a particular season like in winters or summers the hotel needs more employees to provide services to its guests.In a particular season the hotel management needs to manage the demand and supply of the workforce so that goodwill and customer loyalty can be managed(GICA, 2012).
Job description- Job description is the common statement of a particular job that is based on the analysis of job. Job description mainly includes the roles, responsibilities related to job, scope, conditions and designation as well. Job description is the fundamental tool of the human resource management. Job description is the helpful in enlargement of organisation and to increase one’s effectiveness and efficiency.In other words Job description is the interpretation of roles and responsibilities regarding the particular job, their respective significance in the duties and understanding of how they contribute to achieve the organizational goals effectively and efficiently.In hotel industry also job description plays a very important role that it ensures that all the tasks and practices are performed by the employees in the hotel; are associated with the organizational objectives and mission. Other than this job description in the hotel industry is also helpful in framing the roles and duties of the employees to attain the ultimate goal of the organisation(Reid, 2014).
In Hilton hotel the job description for general manager and job specification is described below-
For that general manager of the Hilton hotel must have certain qualities to perform the tasks and activities which are the manager must have critical thinking skills so that critical situations can be handled by the managers in effective way. The managers also have the effective communication skills so that the roles and procedure manuals can be defined to staff members. Other than this the managers must be able to manage multitasksat a time and keep all the projects and employees on track so that organizational goals can be achieved in effective way.A general manager at the Hilton hotel must have computer skills because it is the part of daily life in each organisation. The general manager also has financial skills so that optimum utilization can be done of financial resources and budgets can be allocated in appropriate manner to the different departments(Manson, 2011).
The selection process in the organisation begins with the recruitment plan. Selection process in the organisation can be expensive for the organization but by selecting right people at the right kind of job at the right time the organisation can reduce its cost(Stoilkovska, et. al., 2015).
Selection process in healthcare industry in synergy healthcare in UK is that, first of all the employees are invitingfor the vacant vacancies to apply through uploading there CV’s on websites or by offline. Then they are asked for interview. Then depth interview is taken by the panel and that can be held in two forms. One can be screening of the candidates or in that interview general questions are asked by the panel or interviewee and another interview can be depth interview. That can be taken for longer time to understand thedepth knowledge of the candidate.In some organisations written test can also take of the candidates. After that psychometric test is also taken and when the candidate clarifies all these steps the employees are called up for the group discussion in synergy health care.Then reference check is done and finally they become the part of the organisation. After the selection the selected employees are send for training and development program to enhance their personal skills.
Whereas the selection process of the Hilton hotel isfirstly the employees are called up for the vacant vacancies(Stoilkovska, et. al., 2015). Employees can upload their resume on the site of the Hilton hotel or they can apply offline too.After that screening is done of the candidates. In that step organisation select the candidates with minimum criteria that may differ according to the designation in the Hilton hotel. After completing the screening process the candidates are called for interview. Interview is held in two phase. In first phase the general questions are asked by the panel to acknowledge the communication skills and interpersonal skills. After that selected employees are called for second phase in that depth interview is taken by the panel. In that the whole criteria is checked by the interviewees. Then telephonic interview is also taken by the management to understand the conversation skills of the candidates.After that situation test and other skills related tests taken like, financial analysis test, computer skills and organizational skills test etc. After all that tests, reference check is done of the candidate. Then finally, job letter or offer letter is given to the candidates and they become the essential part of the organisation who contributes to the organisation in achieving its objectives and goals.
Training and development is the crucial part in any organisation for the effective and efficient working of the organisation. Same as training and assessment program are helpful in providing maximum satisfaction to the guests or service seekers in the Hilton hotel.In hotel industry managers to lower level workers have impact on the guests. For the new recruitments the training and assessment programs are essential to make them understand the procedures of the job and specifications also.To maintain the goodwill of the Hilton hotel the employees needs development programs so that employees can be groom to perform outstanding in the organisation(Chatzimouratidis, et. al., 2011).Now a day with the development of technology; employees in the Hilton hotel needs to be more qualified and skilled to maintain the competency with the other hotels. Training and development is the structural part in the Hilton hotel. Here we have certain benefits of the training and development programs that can be very important in efficient working of the organisation.These areas:
So by the above discussion we can say that employees can be more creative and innovative through training and development programs so they will be able to perform effectively in the Hilton hotel. By that management as well as organization will also get certain advantages these are that Hilton hotel will be able to get the better result, hotel will set its standards to compete with its competitors,profitability will be increased in the hotel because the employees will perform effectively after getting the training, cost can be reduce to extent level and wastage level can also reduce(Kock, et. al., 2012). Customer loyalty base can be increased. In Hilton hotelwork pressure is decreased by providing training to the employees time to time and that is also helpful in reduction of employee turnover.
In the above discussed report we talked about the roles of the human resource management.In that section we had discussed recruitment process, employment remuneration of the Hilton hotel and other benefits which are provided to the employees.After that how demand and supply of the organisation can be forecast is discussed. Then it was analysed that if there is gap between demand and supply of the employees the can be fulfilled through external sources and internal sources. Then we discussed the employee-employer relationship in the organization that may affect the entire working process of the organization and laws are also described that an organization has to keep in mind at the time of working. Job description is also discussed with the context of hotel industry with the example of general manager other than this the job specification also we talked about in the same context. After that selection process is also analyzed in the hotel industry and healthcare industry.Then process of training and development is also described in Hilton hotel and how it affects the operational working. Other than these, benefits of training and developmentto employees of the hotel, management and the organizationalso discussed.
Arlow, R. 2014, "Sharpe v Worcester Diocesan Board of Finance Ltd and another: Employment Appeal Tribunal: Cox J, 28 November 2013  UKEAT 0243 12 2811 Employment - worker - incumbent",Ecclesiastical Law Journal, vol. 16, no. 2, pp. 256.
Bardoel, E.A., Pettit, T.M., De Cieri, H. & McMillan, L. 2014, "Employee resilience: an emerging challenge for HRM", Asia Pacific Journal of Human Resources, vol. 52, no. 3, pp. 279-297.
Black, B. 2011, "Partisan politics and the varieties of employment relations and HRM", The International Journal of Human Resource Management, vol. 22, no. 18, pp. 3672.
Chatzimouratidis, A., Theotokas, I. & Lagoudis, I.N. 2012;2011;, "Decision support systems for human resource training and development", The International Journal of Human Resource Management, vol. 23, no. 4, pp. 662-32.,
ELLIOTT, E. 2013, "Anti-discrimination litigation and NSW Police : reviving the force vs service debate", Alternative Law Journal, vol. 38, no. 2, pp. 113-117.