The Human Resource Management

Question: Write an essay on The human resource management. Answer: The human resource management is a systematic and strategic approach that helps in managing the people in such a way that might maximize the contribution and motivation of the employees of an organization towards the achieving of the aims of an organization (Torrington 2011). The human resource management plan is considered as the departmental document that sets out the required programs in the following few years in order to practice the HRM within a department. The objective of a HRM plan is to help the particular department in achieving the objectives and mission of the organization by a systematic design and by implementing the various programs of HRM (Truss, Mankin and Kelliher 2012). On the other hand, the strategic HRM is defined as the plans and intentions of an organization by which the goals and objectives of an organization can be achieved (Stone 2011). Therefore, it can be said that the strategic management includes the HRM plan in order to run a business or an organizati on successfully. In this report, an organization named Hilton Group of Hotels has been selected, whose vision, strategy, key strategic HR issues and lastly a 12 month HR plan has been designed in order to run the organization effectively and efficiently. Company Background Hilton Group of Hotels is also known as Hilton Worldwide that is considered as the largest company within the hospitality industry across the world. The company is growing much faster than the others. The history of the particular firm for long 96 years makes the company a preferred venue for developers, travelers, team members and partners. Hilton Worldwide has more than 4,660 hotels, timeshare properties and resorts that are comprised of 765,000 rooms across 102 countries and territories (Hiltonworldwide.com 2016). Hilton Worldwide has established a portfolio of 13 world-class brands. Company Vision and Strategy The company Hilton Worldwide has been founded in the year 1919. Since then it has been found that the particular organization Hilton Worldwide is the leader in the industry of hospitality. At present, Hilton Worldwide has become an inspiration of quality, success and innovation. The spontaneous leadership is the outcome of staying true to the Values, Mission and Vision of the particular organization. The vision of the organization Hilton Worldwide is to fulfill the earth with warmth and light of the hospitality (Price and Price 2011). On the other hand, the mission of the firm Hilton Worldwide is to be the greatest hospitality company across the world. The other missions of the specified firm are to become the first choice of the team members, guests and the owners alike. Moreover, the values of the firm Hilton Worldwide include Hospitality (H), Integrity (I), Leadership (L), teamwork (T), ownership (O) and Now (N). The particular firm is passionate regarding delivering the exceptio nal experiences to its guests. This defines the value of the hospitality of the firm. The value of integrity is described by doing the things rightly and at all the time. The company provides value to its leadership by establishing themselves as the leader in both the communities and industry (Noe 2014). The teamwork of the organization is provided value by the management by indicating themselves as the team players in everything that the company does. The value regarding ownership is provided by the company by representing themselves as the owners of their decisions and actions. Lastly, the company regulates its operations along with a sense of discipline and urgency. Key Strategic HR Issues The main challenges and the strategic human resource issues that have been found within the organization Hilton Group of Hotels include mainly five issues. These include the issues regarding the right of hiring, bonding during the procedure of on boarding, the long tenured employees of an organization should be engaged, retaining the valued employees of the organization and lastly the succession planning and the future proofing of the firm (Werner, Schuler and Jackson 2012). For the issue mentioned at first, it has been found that the present state of the unemployment helps to recruit the frontline workers easily and this is considered as the important factor that might ensure the key elements. Therefore, the HR managers should be ensured about the good fit of the job for the job itself. The temperament should be well suited for a specific position. Thus, if the job is not a good fit to the employees, then the employees will become unhappy and will leave the job (Mondy and Mondy 201 2). This is a common issue that is found within this organization Hilton Worldwide. It has been found that the particular organization has also suffered from the on boarding procedures. This includes team interviews, training and extensive orientation. It has also been noted that within the organization Hilton Worldwide, another issue that is a common factor is the issue of engaging the long tenured employees within the firm. It has been founded that the employees who have been in the organization Hilton Worldwide for a longer period of time are considered as valuable. Thus, it can be said that these employees have the greater tenure equity. As these employees are more acclimated with the culture of the organization, all the things of the organization are better known to them and generally they have stronger external and internal relationships (Lindholm et al. 2012). This strengthened relationship of the employees provides benefit to the organization Hilton Worldwide. The reason be hind this is that it indicates that the employees are comparatively happy. However, it has been noted that due to various issues, the long tenured employees could not be retained within the firm. This affected the particular firm adversely. The retention of the valued employees is an important factor. Thus, the management of the firm Hilton Worldwide should retain its valued employees in order to run the business successfully and efficiently. This issue became the critical challenge for the organization Hilton Worldwide because the labor market across the world heated up and thus new properties pop up in various places. It is a true factor for every organization that without good employees, no organization especially in the hospitality industry can serve its guests best and therefore, it will not be able to earn or maximize its profit (Ivancevich and Konopaske 2013). In addition to these, a proper succession planning is a mandatory factor for running any business successfully. Even for future proofing of the organization, the management should be more concerned in order to run the business efficiently. However, within the organization Hilton Worldwide, there is unavailability of proper succession planning. Therefore, for making the future of the firm profitable, the management should create a succession preparation plan. Month HR Plan Program Key Objective Performance Management In order to raise the efficiency of the procedure of appraisal, to strengthen the aspect of development of the performance management by using the approach of competency with the aim to train and to develop the career of the employees. Career Development To extend the development opportunities of the career of the employees of the organization Hilton Group of Hotels, to engage the companys supervisors with the aim to develop the career and the future of the employees of the organization and finally to reveal the commitment of the particular department to develop the career of the employees (Dessler 2014). Training and Development To create the curriculum of the development of management on the basis of the assessment of the competency of the target group. The other objective of the implementation of this particular training and development program is to give development and training that is required to fulfill the gap that has been found regarding the competency gaps (Dowling, Festing and Engle 2013). Promotion and Succession Planning The main objective of implementing promotion and succession planning is to communicate the clear criteria of promotion and also to develop and implement a modified succession plan with the organization Hilton Group of Hotels. Change Management The primary aim of implementing the program of change management is to develop and to create the necessary mindset and also necessary skills in order to deal and manage the change effectively. Staff Culture The key aim of implementing the staff culture program within the organization Hilton Group of Hotels is to develop the effective and efficient relationships based on working among all employees and also to promote the core values of the particular department (Dessler 2013). Recognition of performance The primary objective of applying and implementing the recognition of performance program within the organization Hilton Group of Hotels is to develop and create several systems in order to recognize the performance of the employees of the particular company and also to reward the contributions of the employees. The HR managers analyze the difference between the performance of the employees by differentiating and comparing between the actual performances of the employees with the standard performance of the employees. This difference indicates that the people or the employees of the organization are lagging behind the standard performance and accordingly the HR managers arrange for training and development of those employees. The aim of this is to make every employee of the organization Hilton Group of Hotels efficient to work and will also help to achieve the aims and objectives of the organization. Staff Retention/ Manpower Planning The key objective of implementing and applying the program of the staff retention and man power planning within the organization Hilton Group of Hotels is to promote the power of retaining the employees within the organization Hilton Group of Hotels and also to provide job satisfaction to them. The other aim or intention to implement the staff retention program or man power planning program is to involve the reserve of training in the estimation of the man power (Dessler 2013). Recruitment Recruitment is also considered as the important program within an organization to implement. The reason behind this is that the aim of the implementation of the program of recruitment within the firm Hilton Group of Hotels is to make the department ensure regarding the decisions of hiring that might fit best as per the needs or requirements of the particular department of the organization Hilton Group of Hotels (Byars and Rue 2011). Management of Information The program called Management of information is also considered as an important program for the company Hilton Group of Hotels as the main objective and goal of the particular organization is to prepare and implement the present technology (Armstrong 2014). The other aim is to make optimal use of the present technologies for the information management in order to assist in making decision and also to enrich and enhance the communication. Conclusions Therefore, it can be concluded that the strategic human resource management is an important factor that plays a vital role in every organization of every sector. The strategic human resource management is a part of human resource management. The strategic human resource management helps in planning the initiatives and the objectives of an organization. The strategic human resource management even helps in planning the initiatives and the objectives of a firm for 12 months. Here, the study indicates the negativities of the company Hilton Group of Hotels along with its positives. The positivity of the company includes its widespread service across the world. It also includes its excellent service and employment of huge numbers of employees. However, various negativities and key issues have been found within the operation of the organization Hilton Group of Hotels, especially in the strategic human resource management sector of the particular firm. Recommendations It has been found that for the betterment of the firm and for successful running of the organization Hilton Group of Hotels, the human resource manager has structured a 12 month strategic human resource plan. This plan is consisted is of various programs like management of information, recruitment, staff retention, recognition of performance, staff culture, change management, succession planning, training and development, career and performance management. Each of the programs has a key objective and thus, the organization Hilton Group of Hotels should implement all these programs in a systematic and chronological manner in order to run the business or the organization effectively, efficiently, smoothly and successfully in future. The other aim of the implementation of the 12 month HR plan within the firm Hilton Group of Hotels is to maximize the profit of the organization. References Armstrong, M. (2014).Armstrong's Handbook of Human Resource Management Practice. London: Kogan Page. Byars, L. and Rue, L. (2011).Human resource management. New York: McGraw-Hill/Irwin. Dessler, G. (2013).A framework for human resource management. Upper Saddle River, N.J.: Pearson Prentice Hall. Dessler, G. (2013).Human resource management. Boston: Prentice Hall. Dessler, G. (2014).Fundamentals of human resource management. Boston: Pearson. Dowling, P., Festing, M. and Engle, A. (2013).International human resource management. Andover: Cengage Learning. Hiltonworldwide.com. (2016).Vision, Mission, and Values | Hilton Worldwide. [online] Available at: https://www.hiltonworldwide.com/about/mission/ [Accessed 7 Jun. 2016]. Ivancevich, J. and Konopaske, R. (2013).Human resource management. New York, NY: McGraw-Hill Irwin. Lindholm, J., Rothwell, W., Yarrish, K. and Zaballero, A. (2012).The encyclopedia of human resource management. Hoboken: John Wiley Sons. Mondy, R. and Mondy, J. (2012).Human resource management. Boston: Prentice Hall. Noe, R. (2014).Fundamentals of human resource management. New York, NY: McGraw-Hill/Irwin. Price, A. and Price, A. (2011).Human resource management. Andover: Cengage Learning. Stone, R. (2011).Human resource management. Milton, Qld.: John Wiley. Torrington, D. (2011).Human resource management. Harlow, England: Financial Times/Prentice Hall. Truss, C., Mankin, D. and Kelliher, C. (2012).Strategic human resource management. Oxford: Oxford University Press. Werner, S., Schuler, R. and Jackson, S. (2012).Human resource management. Australia: South-Western Cengage Learning. The Human Resource Management Question: Discuss about the Human Resource Management ? Answer : Introducation The organization ability to manage the human resource in order to retrieve maximum result keeps the company at a competitive place. The quality of services provided by the company depends upon the well knitted factors that help in delivering satisfactory results. Human resource system influences the behavior and attitude of an individual and helps in managing HRM practices that include design of work, HR planning, Recruitment and Selection (Armstrong Taylor,2014). Evidence based HRM Evidence based HRM is a manner in which an organization critically evaluates the best practice in order to attain significant result. They use the best evidences and expertise to attain efficiency. It works under the parameter to inform human resource practice and decision making in order to intervene in ultimate policy making (Boxall Purcell, 2011). This practice ensures that the practitioner have information about the previous work or current evidence. These evidences include all the data and fact based on empirical information. This tool is effectively used for establishing and managing the credibility of the whole human resource function. It is a root within the scientific community that has helped many professionals to understand the whole practice. Human resource professional is familiar with the theory that is capable of managing manpower at the organization (Bratton Gold, 2012). The importance of the function is to access effective decision making by enhancing the strategic goals. Human resource practitioner needs to be familiar with the whole theory in order to make effective decisions. The HR policies need to be directed in a manner that can be utilized in order to work effectively. These evidence based practice helps in improving the credibility by improving the HR function in a more analytical manner ((Flamholtz, 2012; Werner DeSimone, 2011). Evidence based HR practice is based on accepting the modern management strategies to reduce the conflict. It is defined through the reactive and instinctive approach that helps in balancing day today management functions (Noe, Hollenbeck, Gerhart Wright,2007; Bakker Leiter,2010). Strategic value of HR Function in CERA Strategically placing the HR function in an organization is of great importance for CERA while complying with management of human resources. At CERA the human resource function is in abundance and skills are traditionally inherited. The owner of the organization deals with the issues related to the Marketing and management related issues. Most of the employees at CERA are semi-skilled and receive training on roll only. The personnel department has however an important role to play has. This can be stated through the active involvement of the Human resource department. The VP heads the personnel department and takes all the necessary decisions related to the human resource functions. He is assisted by the managers and the staff in effective decision making (Schuler Jackson, 2008). The strategic decisions related to the placement, selection, and salary fixations are taken by this department. The organization recruits the employee for obtaining both the administrative and operational j ob. The employees working at the middle and lower level are recruited by the local staff. There is different way of recruiting the employees at the lower level. The personnel department frames the strategy to recruit the employees at all the level. Choices related to employee selection are made through qualification. The company has different jobs and has fixed qualification accordingly (Price, 2007). CERA gives special attention to human resource function in order to provide an advantageous position to the employees. During their career growth employees get an opportunity to learn different concepts (Harzing Pinnington, 2010). This is not only helping the organization to attain their targets but also helping the employees in attaining better understanding. They can effectively grasp the opportunity they are getting. Framing the strategic goals is necessary for the long term growth of the organization (Friedman,2007). CRAP test The CRAP Test helps in evaluating the currency, reliability, authority and purpose related to the objective. It is hence an important tool that helps in understanding the secondary goals. this test is essential for understanding the values related to an opportunity. The viability of a product can only be understood if the CRAP test is conducted in order to understand the HRM approach Of CERA in managing the strategic human resource planning. The test helps in creating viability of the academic source used in the assignment. Currency- Flamholtz, E. G. (2012).Human resource accounting: Advances in concepts, methods and applications. Springer Science Business Media. The above source provides the information related to the human resource concept. The author provides the information pertaining to the various concepts associated with the human resource practice taking place in an organization. Reliability- the source taken is reliable in order to understand the concept of the human resource practice taking place in an organization. the academic source helps in creating a relationship in between the organization and the human resource practice. Authority- Flamholtz, E. G. is the author of the book. Human resource accounting provides appropriate information about the best human resource practice that are used in an organization. the book is published y the Springer Science Business Media which is considered to be one of the reputed publishing house. Purpose the purpose of the source is to create awareness among people regarding the best human resource practice. It is one of the most appropriate source that can be used to enhance information regarding the human resource practice. Currency- Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. The above mentioned source explains the human resource management theories. These theories are essential to be understood in order to understand the human resource practices. These theories are practice by the HR personnel in the day today functions. Relevant- the source is relevant as it include all the necessary information which is required in order to understand the whole concept of human resource practice. The employees can understand the whole concept only when they are implementing the concept on a consistent basis. Authority- the book was published under the name of Bratton, J., Gold, J in the year 2012 and includes the entire necessary concept. The book was published under the name of Palgrave Macmillan. The publishing house is equally important for a business organization in order to create an authority. Purpose- the purpose of the book is to enlighten the readers regarding the importance of the human resource practice in managing day-to-day function. Moreover the book is providing information to the readers in an appropriate manner by acknowledging effective information. Conclusion The report is based on the best human resource practice necessary for the development of an organization. The quality of services provided by the company depends upon the well knitted factors that help in delivering satisfactory results. Human resource practice helps in attaining significant result within the given resources. The policies related to the human resource are necessary for developing critical issues. Large size business organization is using evidence based HRM activities in order to attain significant result. . Human resource professional is familiar with the theory that is capable of managing manpower at the organization. The importance of the function is to access effective decision making by enhancing the strategic goals. The report further includes the Human resource practice at CERA that help in attaining significant results. The strategic decisions related to the placement, selection, and salary fixations are taken by this department. The organization recruits the employee for obtaining both the administrative and operational job. The CRAP report helps in evaluating the organization status in terms of human resource practices. On long run all these strategic decisions will help in understanding the long term efficiency in an organization. Hence it is necessary to notice that the HRM function helps in evaluating the efficiency in an organization. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Boxall, P., Purcell, J. (2011).Strategy and human resource management. Palgrave Macmillan. Noe, R. A., Hollenbeck, J. R., Gerhart, B., Wright, P. M. (2007).Fundamentals of human resource management. Boston, MA: McGraw-Hill/Irwin. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Schuler, R. S., Jackson, S. E. (2008).Strategic human resource management. John Wiley Sons. Price, A. (2007).Human resource management in a business context. Cengage Learning EMEA. Harzing, A. W., Pinnington, A. (Eds.). (2010).International human resource management. Sage. Friedman, B. A. (2007). Globalization implications for human resource management roles.Employee Responsibilities and Rights Journal,19(3), 157-171. Bakker, A. B., Leiter, M. P. (Eds.). (2010).Work engagement: A handbook of essential theory and research. Psychology Press. Flamholtz, E. G. (2012).Human resource accounting: Advances in concepts, methods and applications. Springer Science Business Media. Werner, J. M., DeSimone, R. L. (2011).Human resource development. Cengage Learning.