Unit 18 HRM in Service Industry Assignment Sample - Hilton Hotel

Introduction

Unit 18 HRM in Service Industry Assignment Sample – Hilton Hotel

The Hilton Hotel Stratford is used as a reference in the unit 18 HRM in service industry assignment sample that is related to HRM in service industry. Information about the duties and advantages of human resource management will be made available in this report for the benefit of those who work as workers. By doing so, it will be easier to build an awareness of the varied requirements at work and the legal requirements for the hotel sector. In order to safeguard their rights and ensure the efficient operation of the hotels in the market, information regarding legal laws and regulations is provided.

Task 1

P1.1 Analyse the role and purpose of human resource management in a selected services industry with reference to Hilton Hotel Stratford

Management of human resources is crucial to controlling any organization’s work flow. An organisation could guarantee that the workers at the workplace could effectively control the work process with the aid of human resource management. The goal and role of human resource management in the service business will be developed, using the Hilton Hotel Stratford as a case study. The company’s assets, according to Hilton Hotel Stratford, include its human resources (Aquinas, 2009). Every service sector should try to manage the human resource and should have an effective human resource management. Human Resource Management’s Function

Human resource management attends to the needs of the human resource at work in a service industry. It maintains an eye on the personnel needed at Hotel Clarks’ workplace so that they may offer a comprehensive range of services to visitors.

Workers at the workplace receive training from human resource management. It makes sure that everyone working there is aware of their responsibilities and the proper way to carry them out.

The Hilton Hotel Stratford’s human resource management keeps staff members inspired so they may perform well at work (Martin, 2010).

The hotel’s human resource department engages in talent management.

works to establish productive relationships with the workforce because they are unable to run the hotel’s daily operations without labour.

The Hilton Hotel Stratford’s human resource management is in charge of human resource planning.

Another task carried out by the hotel’s human resource management is recruitment and selection.

The Hilton Hotel Stratford’s HRM monitors the performance of the workers there and awards those who deserve them based on their efforts and performance.

P1.2 Justify a human resource plan based on an analysis of supply and demand of a selected service industry with reference to Hilton Hotel Stratford.

One of the most crucial elements of an organisation is human resource planning. In order to manage the work and deliver an excellent set of services to the people visiting the service industry, it is essential that the organisation focus on human resource planning and forecasting requirements. Planning for human resources aids in waste management and lowers the likelihood of unforeseen events. Forecasting is a component of human resource planning, which allows managers to balance the supply and demand for human resources at work.

Forecasting is done by the Hilton Hotel Stratford’s human resource management as part of human resource planning. Human resource management (HRM) at the hotel makes sure that the hotel invests in quality, hires talent who can manage the task, and can guarantee that customers receive services that are efficient and of high quality.

Demand Forecasting – Prior to determining the goals of the hotel, the human resource management of the Hilton Hotel Stratford forecasted the goals of the employees’ needs at work. This aids in filling open positions at the organisation.

Task 2

P2.1 Assess the current state of employment relation for the Hotel Industry.

One of the most crucial elements related to the hotel industry is employee relations. It is essential that human resource managers in the service sector consider developing strong employee relationships. By doing this, hotels are able to lower their personnel turnover rate, which in turn reduces resource and financial waste (Jarvis, et. al., 2012). According to Hotel Hilton, it is essential for management in the service sector to establish good relationships with the employees that work there because staff members are the points of contact for clients. Positive employee relations encourage satisfaction at work, which encourages personnel to provide great services to clients who come to appreciate the services. It aids in maintaining high employment rates. The organisation will be able to recruit new talent if employment levels are kept high. As a result, hotels will be able to provide quality service to the target clients who come to enjoy the services.

The Hotel Hilton Stratford claims that it aids in maintaining price stability. With the assistance of employment relationship factors, price might be stabilised. Additionally, it aids in keeping the payment balance in check. Workplace employees could receive fair pay and regulate their workload in accordance with their remuneration by having a balanced system for employee payments (Byrne, 2012).

Employee relations aid in lowering the staff turnover rate, which allows an organisation to manage the additional costs associated with employing new talent and assisting the targeted hires in their professional growth.

Building relationships with employees also contributes to a company’s positive brand image. This kind of activity aids in bringing in clients to the business and assists in giving clients the services they need or want to take advantage of the hotel’s offerings.

P2.2 Discuss how employment law affects the management of human resources for the Hilton Hotel as selected service industry business.

In order to preserve corporate etiquette and safeguard the rights of people working in the workplace, different legal laws and regulations have been developed by the government. The management of human resources and the processing of the same are directly impacted by these rules and regulations. Because these are the factors that directly affect how any organisation manages its human resources, it is essential that the organisation take care of employment law and individual labour law for businesses. The Hilton Hotel Stratford’s human resource management team must make sure that all employees receive fair pay.

Task 3

P3.1 Discuss a job description and person specification for a hotel industry job.

The two elements that are directly associated with the process of human resource management are the job description and the job specifications. These are the elements that have to do with placing people in jobs and hiring them. The service sectors offer a number of benefits to applicants who want to work in hotels, including:

Position Description

The administration of human resources offers job titles to applicants who want to work for the company.

They specify the location where applicants must work.

They offer the job summary, which details the tasks that employees must complete, their assigned start and end times, the categories of tasks they must oversee, and the position they will hold at work.

P3.2 Compare the selection process of different service industries businesses

There are several selection procedures used by different organisations. Because it is such an important responsibility, having an efficient selection procedure is required. Hotels employ staff members to manage the workload, thus it is important that the right talent is brought on board who can handle the workload efficiently. By contrasting the hiring procedures of the Hilton Hotel Stratford and the Holiday Inn, it will be possible to have a better knowledge of the hiring procedures that should be used by hotels:

Task 4

P4.1 Understand training and development in service industries businesses

Unit 18 HRM in Service Industry Assignment Sample – Hilton Hotel

One of the most crucial parts of the service industry’s operation is training and development. Every organisation must offer a comprehensive training programme to new hires in order to be successful. In order for employees to improve their abilities and skills at work and to produce high-quality work in the service sector, it is also required for the hotel business to implement development programmes there: The Hotel Hilton Stratford offers several different kinds of training to newly employed applicants:

Candidates who have just been employed receive orientation or induction training during which they are given information about the organisation. It provides details about the procedures and activities that are carried out by the hotel (Byrne, 2012).

The process of providing newly hired employees with training that is specifically connected to the duties they will be performing at work is known as “job training.” The process of educating personnel about safety, security, and the actions they should take in the event of a hazardous scenario is known as safety training.

Benefits of Effective Training 

The abilities of the hotel staff can be improved through training. Employees who have received training are better able to manage their workdays and improve the workplace.

Employee abilities become more effective and efficient with training.

Employee training aids in securing promotions and advancing career prospects.

Training assists in reducing workplace errors and improving the quality of the work. It also assists in achieving goals within the allotted time.

It contributes to increasing workplace productivity and fostering a positive work atmosphere (Ballester, 2013)

Role and Training Need

It assists in adapting to technology changes that may have an impact on job needs.

It aids in addressing organisational reorganisation.

It is a procedure that would allow a company to adjust to the growing diversity of its personnel.

Training provides prospects for career advancement in the workplace.

Employee requirements are met, and they are given opportunities for advancement so they can advance in the service industry market.

It aids in setting the norms for working methods.

Unit 18 HRM in Service Industry Assignment Sample – Hilton Hotel

Conclusion

It is possible to get the conclusion that the service sector needs human resource management in order to assist both the management and the individuals that work there. It is essential that organisations make sure that workers have access to all human resource management services and that they can contribute quality to the workplace. Because personnel in the service sector contact directly with consumers and do not deliver any sort of tangible goods to them, work cannot be managed in this sector without trained workers. Therefore, in this situation, it is essential that the appropriate person be engaged at the company.

References

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Ballester, P. 2013, “Experimental quantification of anion-π interactions in solution using neutral host-guest model systems”, Accounts of chemical research, vol. 46, no. 4, pp. 874-884.

Bing, J. (2009), Linking Research and Practice in Human Resources Development, Advances in Developing Human Resources, vol.11no.4, pp.417-419.

Byrne, R. 2012, “Leading engagement (encouraging better employee engagement in occupational  health and safety “,Human Resource Management International Digest, vol. 20, no. 1.

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Unit 18 HRM in Service Industry Assignment Sample – Hilton Hotel

Jarvis, R. & Rigby, M. 2012, “The provision of human resources and employment advice to small and medium-sized enterprises: The role of small and medium-sized practices of accountants”, International Small Business Journal, vol. 30, no. 8, pp. 944-956.

Martin (2010),Key Concepts in Human Resource Management, SAGE

Miles, A., Fleming, M. & McKinney, A.P. 2010, “Retaliation: legal ramifications and practical implications of discriminatory acts in the workplace”, Equality, Diversity and Inclusion: An International Journal, vol. 29, no. 7, pp. 694-710

Tayfur, O. 2013, “Convergence or Divergence? Evaluation of Human Resource Practices in Turkey”, Journal of Economics and Behavioral Studies, vol. 5, no. 9, pp. 625.