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Function of HRM in Hilton group PLC

This assignment has an overview about the HR role and function that are essential to a business which would like to achieve its goal, by understanding how HR role and function work and support for attaining that objective; shows how employees are essential to this and also points out a variation between management and authority. For this case study, we will have the procedure in Hilton Group plc which related to HRM and its own employees such as how do they deliver a service quality with their customer, and who was simply behind the success.

Company Simple Overview

Hilton Group plc was a hospitality organization which was included between Hilton and Stakis plc to create a new brand. It had been divided into four global locations and each of them was presented with the decentralized business structure. By the way, they may have the same goal "Hilton Brand". Nowadays, there is absolutely no longer Hilton Group plc. It sold its hotels division, Hilton International, to Hilton Hotels Corporation in 2006.

Defining the jobs and function of HRM

The role and function of HRM is the distinctive a key point that drives a business to achieve a present-day or future objective. It could increase group success and also develop employee potentials through the high- performance by taking initiatives and provide information and support on all matters that relating to its company (Michael Armstrong, 2006). The HRM stresses in "having the right people, in the right quantity, in the right place, in the right job, at the right time and cost and also with the winning attitude and determination. (RDI handbook, 2009) Even as we can say, the effective management of folks in group can drive your organization to achieve the goal successfully. The HR function is something that interacting with people by taking care of and developing (Michael Armstrong, 2003)

Significantly, most part of an organization is determined by the in HR department. "It is particularly concerned with all the activities that contribute to successfully attracting, growing, motivating and keeping a high-performing workforce that results in its success"(Ronald R. Sims, 2007, p5). Without people those activities do not exist; the HR function needs to demonstrate that this can add worth to an organization (Lengnick-Hall, et al. , 1999). Providing a good quality of services to make customers satisfied is the substantial point for the business especially in the hospitality industry, an organization with more satisfied customers will be more successful and more profitable. Unavoidably, Service Quality and customer satisfaction have long been recognized as participating in an essential role for success and survival in a competitive market and not interestingly, especially in the health of the market in today's worldwide recession, if any company can make a competitive gain through the high quality services which means they can step of progress more than other organizations that are running the same business. For this reason HRM is the major area of the business which can produce a good quality of employees to be able to provide a good quality of services to all or any customers.

According to the research study, when both of these organizations, Hilton and Stakis decided to assimilate to the Hilton Group plc, there were many factors that they had to consider and give attention to such as reputation and composition, and clearly, the various organizational cultures between your two companies was the most challenging to allow them to integrate together, even though both of these companies were jogging the same kind of business. We can, firstly, recognize that the HR section was the important part who played out the significant role for the new group. They chose to keep up with the Stakis organizational culture "personality", engendering customer commitment when you are "accessible and intuitive", make service blunders but overcoming them in a friendly manner. They does this first by placing the senior folks from the Stakis firm into the key position. (Case study). By all evidences, these two organizations heavily centered on a service quality because best service quality make a difference their client satisfaction and we can observe that retaining Stakis culture was important in this. From my perspective, I think this is a good start of 'new Hilton' due to this culture is a vital factor which may lead and support Hilton to reach its objective "brand promises"

Move to the staff section, a fresh HRM policy effort called "Esprit" was expressed as a training program. This program was predicated on technical and action skills. (research study) It is extremely true that the good service should result from heart of the deliverer, the employee spirit not simply from the system that was established. The HR section had designed a path to bring the nature from their employee such as setup efficient training to improve their staff manners and rewarding personnel by developing an individual training record to encourage their staff to boost their competences. Completely from recruiting until deliver a good services we can observe that Hilton truly concentrated to people who work for it. As the last important role of HRM is maintain effective workforce relations. How did HRM make staff invest in Esprit? Command is might be a remedy which impacted on enhancing employee performance. Management can be explained as the procedure of influencing others to understand and agree in what needs to be achieved and how to take action (Gary Yukl, 2006). Not just manager should have a leadership skill to motivate and support their fellow workers to adapt the knowledge which they received from subscribing to "Esprit", to perform in a real situation by their hearts desire not just following their responsibilities but also giving a training program which provides a management skills for employees. Some situations need worker empowerment to deal with and if worker can get self-esteem according into a Theory of Real human Desire (Maslow, 1943) delivering a good service is likely to be effective.

To conclude, HR department was a crucial area of the Hilton Group plc that played out a substantial role through the business through the use of the strategy that was establish by the management team to manage their workers. Without HRM, playing their part properly, as observed in, the research study, the "Equilibrium" strategy cannot transfer to employees effectively, delivering service quality to make customer satisfied. AS mention in the last part, we can, definitely, notice that HRM participated in every part of the organization from the very best management trough underneath line. Therefore, focus on HRM is most significant for any business who aim to succeed in their purpose.

Answer to question 2

Whether careers are easy or hard to obtain and keep everyone wish to be employed by a distinguished company. Many decide to work because of a brand of an organization including its image of a high quality of employees. In delivering a value brand to the world, employees are important since involved employees significantly impact client satisfaction they are promoting a brand of the organization by customer recognition (CIPD, 2009)

Defining a corporate brand

Corporate brand is the strategic advantage that can gain good thing about market entry, penetration, and a differentiation over their opponents. (MJ Hatch and M Schultz, 2008) It is shown not only by organization's name, symbol and logos which make and attract their customer but by what the client since experienced. And in addition, most people always buy a product that they acknowledge by name, icon or logo and where they know the personnel will treat then well. "There will be no guest delight without employee joy" (Andera Kluit, research study). How can an organization have a strong commercial brand without effective workplace branding?

Defining an company brand

Minchington (2006) defines an employer brand as "the image of an organization as a 'great destination to work" It means, as another employee you'll be definitely happy to work within an organization which can offer you a great time at the job and appreciate you being a part from it. That expectations is determined by things such as how an organization treats their staff by training, rewarding, salary, work/life balance or other compensations including all activities that related to a worker, these are the key explanations why they choose to go to work and stay there.

"HR is progressively more involved with producing an employer brand as a means of getting and retaining people" (Monthly bill Quirke, 2008, p297). Within an organization employed employees are the key factor who are able to build an employer brand competitive advantage (Mike Johnson, 2004). Delivering company branding isn't only for employees who are in leading line but for the complete of an organization, they all have to take this responsibility to perform a superior quality work to the customer but because front side collection employees are in the customer's eyes, they can make a reputation for any service by providing positive or negative performance. Employee behaviors will be the crucial aspect which make a difference to a person satisfaction by their shows. Interestingly, not just a behavior between staff and customer but also including behavior between employees (research study). Customers perceptions of face-to-face connection with service employees have usually been considered one of the most important determinants for service satisfaction and devotion (Gr¶nroos, 1990). For this strategy, we can observe that the HR VP of Hilton strongly emphasized it in expanding quality of service through the Equilibrium program. A highly effective employee work performance definitely comes from employees who are well-trained and well developed by HRM. Successful delivering an workplace branding is another significant role for an employee apart from working to reach their needs. "Employer branding, the creation of your brand image of the business for prospective employee" (Michael Armstrong, 2006, p395), as the best of employers to help. In the world of business, facing obstacles is inescapable and lack of employee loyalty, commitment, and performance, or skill shortages are important key aspects which all organizations must, strongly, consider. How can an organization create a reliable brand for a future employee? Training, development and also the way a worker is treated will be the answer which most organizations also know but steps to make it real?

A successful company branding initiative requires a knowledge that company branding goes on beyond selecting the right candidate, into providing them with opportunities to improve their job, and even can increase into retirement. Presenting employees training and producing their performance are significant indicates of any employer understanding that promoting a strong employer brand is dependent on its employees performances. A high quality training and development program can set up a positive conception and frame of mind about an organization. An employer has to make their employees believe that their employer treats them as they are an integral part of an organizational success. Making a worker invest in his/her occupation is the key mission for the employer. "people working in a culture of commitment are prepared to work longer, apply increased ingenuity to resolve a problem, try very much harder to get an order"(Alan Price, 2007, p229). Therefore, rewarding or supplying staff benefits are an important things by which an company can make an effort to give in come back for an employee effort. For instance, becoming a member of Esprit Club after having a completion of working out program gives the worker benefits and also plan rewards. (case study). Nowadays Hilton is continue shifting their employees performances by adding Hilton University, which is pivotal in empowering their workers to provide exceptional service by using e-learning center that provides an excellent, varied selection of learning opportunities to help employees develop their skills - aside from Esprit. Even if you are part time staff that come from an agency, Hilton provide you an initial training for all to help your accomplishing on their standard. ( )

In conclude, the reason why the Hilton group plc can maintain their reputation brand until now (Hilton Hotels Company) it isn't because of luck, but it is because of what it does itself. It strongly focuses and focus on on its people from the beginning of the process, recruiting and selecting, supplying training and development program including measuring and auditing quality which can lead employees to a high-performance, giving a good quality service with their customers and making Hilton a respected choice of hotel brand for their future employees, worldwide.

Bibliography

Armstrong, M(2003), A Handbook of People Tool Management Practice, 9th ed. London:Kogan Page.

Armstrong, M(2006), A Handbook of Individual Source of information Management Practice, 10th ed. London:Kogan Page.

Gr¶nroos, C(1990), Service management and marketing. Toronto: Lexington Literature.

Hacth, MJ and Schultz, M(2008), Taking Brand Initiative: How Companies Can Align Their Strategy, Culture and Identification Through Corporate Branding. SAN FRANCISCO BAY AREA: Jossey- Bass.

Johnson, G and Scholes, K(2005), Exploring Corporate Strategy, 7th Edition, FT Prentice Hall.

Johnson, M(2004), THE BRAND NEW Rules of Engagement: Life-Work Balance and Employee Dedication, CIPD, London

Lengnick-Hall, M and Lengnick-Hall, C (1999), Human Resource Management: Recruiting and labor relationships. John Wiley & Sons, Inc.

Maslow, A (1943), A Theory of motivation, Psychological review

Minchington, B (2006), Your Company Brand attract-engage-retain, Collective Learning Australia.

Price, A (2007), Individuals Tool Management in a company Context. 3rd ed. London: Thomson Learning.

Quirke, B(2008), Making the bond : using inner communication to turn strategy into action. 2nd ed. Hamshire: Gower.

RDI handbook(2009), Managing the Individual Resource.

Ronald R. Sims (2007) Individuals Resource Management: Contemporary Issues, Problems and Opportunities. Information Era Publishing

Sartain, L. and Schumann M(1954), Brand From the Inside: Eight Essentials to Emotionally Connect Your Employees towards your Business. San Francisco: Jossey- Bass.

Wilson, John P(2005), Human being Reference Development : Learning and Training for Individuals and Organizations. (2nd Ed) London: Kogan Site, Limited

Yukl, G. (2006), Leadership in organizations, Sixth edition. Upper Saddle River, NJ: Prentice Hall.

Websites:

http://en. wikipedia. org/wiki/Employer_branding

http://hiltonworldwide. hilton. com/en/ww/info/announce. jhtml

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