Human Resource Management
1. Introduction
Human resources management (HRM) has a significant impact to the organization, it carries out many important work activities, suggest strategies for raising employee motivation to the company, as well as help the business develop a competitive advantage. An organization cannot do without HRM if they want to build a good team of working professionals. “The highest reward for work for a person’s toil is not what they get for it but what they become by it (Ruskin, 2010).”
This report is going to talk about the HRM of Hilton Group plc, analyses the strengths and weaknesses with their current HRM practices in relation to three main elements which are Performance management, Staff development, and Employee Diversity.
Then, it will talk about two major pieces of UK employment legislation and consider does Hilton Group’s is effectively carry out those legislations.
Moreover, the report will give out the recommendations for improvements with regard to the organization’s HRM practices.
2. Background of the organization
The Hilton Group plc now have got around 500 hotels and resorts around the world, they employed over 300,000 staff in more than 50 counties. All of these hotels are operated by the management contract and fully owned by Hilton. Their group is divided into four global regions: the UK and Ireland; Europe, the Middle East and Africa; Asia Pacific; and the Americas (Hilton Hotel, 2016). They offer the flexibility required during changing times and a depth of services and quality outstanding in the industry.
Hilton strongly believes that people make the difference. From recruiting, training, developing and recognizing their hospitality professionals, the human resource professionals place high-quality associates at every level, to help their hotels and clients succeed.
3. Performance management
According to Arthur (2004), “A poor planned or subjectively implemented system or the absence of a performance management system altogether, can greatly weaken an organization and, ultimate its ability to perform.’’ The ultimate goal for any organization is final production at minimal cost while maintaining a quality product and safe work environment. An organization acknowledgement that employees hold the key to success is very important. Evaluating job performances can act as a motivational tool and should be taken very seriously.
Hilton’s performance management is a systematic project (inspectors, performance assessment, career development, and other supporting staffs of the perfect system, the timely feedback).
Hilton also stresses that with the company's values, management and the active participation of the general staff, such as the good performance of the operating environment create, which are included in the company's performance management system of the Hilton hotel-performance visions for the development of performance management is the foundation of the goals. The personnel department has agreed to maintain the basis of the repeated communication with the staff weighed on the development of performance plans implemented on the basis of performance assessment.
There are two evaluation processes to implement mainly through self-identification: the self-evaluation of the staffs, mainly through personal to fill a whole year of work experiences and qualifications to completed records, followed by the manager of evaluation, staff personal information manager on the basis of self-evaluation, the staff filled out a records of performance assessment, managers must complete the identification of communication with staffs.
3.1 Strengths:
Hilton provided as much as for their employees in order to deliverer the best product and service to every guest. Hilton wants to make their staff more efficient in the highly competitive world, as well as to let them know the trend and technologies and use them to achieve the company’s goal. On the other hand, view training and development as a stepping stone for enriching their career and fulfilling their personal needs.
3.2 Weaknesses:
Every manager is suggested to spend an hour with each staff on evaluating their performance, as Hilton has a large number of people, the process would become difficult and busy for managers, so that will take long hour to get solutions for the mistakes and issues of their staff.
4. Staff Development
“Training and development can be seen as a key instrument in the implementation of HRM practices and policies, and there may be a number of benefits from undertaking