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Introduction

Managing human resource is an effective process in which planning, directing, monitoring and controlling activities can be performed by the manager. Every organisation manages their human resource so that firm can accomplishes their future goals. Thus, without managing the human resources, no business can operate their operational activity appropriately it is important for the HR manager to take responsibilities, so that they can manage their personnel well. To manage the resources, manager use various types of strategies and techniques to create a better level of performance in an organisationn (Longenecker and Fink, 2013).

The present report describes the different perspective of human resource management in Hilton hotel, it includes guest model of HRM. There are different kinds of strategies such as Storeys definition of HRM, personnel and IR practices are defined. It assesses the implications for line manager and employees for developing a strategy for effective management of human. In the second task, it describes the flexibility model which are applied at a workplace and also type which make impact in the workplace in an organisation. Furthermore, it also describes the impact of equal opportunities at the workplace and at last various approaches which are used in human resource practices are describe in the report.

Task 1

1.1 Explanation of Guest's Model of HRM

An organisation needs to determine an effective approach of monitoring and improving the overall performance of their employees. In the context, Hilton hotel also needs to determine the various kinds of approaches and techniques, so that they can evaluate and monitor all activities of their personnel which are performed by them. Hotel focuses provides best quality of products and services to their customers, by which business unit needs to determine the effective tools and techniques. By adopting such techniques firm can enhance their profitability. The guest model also helps to HR manager,so that they can manage the staff for the business enterprise (Macfarlane, 2011).

David Guest is the founder of this model. This model was founded in 1989 and it includes six dimensions for analysing the HRM strategy. All the six dimensions like strategy, practices, outcomes, behaviour results, performance and financial outcomes were help to manage the employees effectively in an organisation. According to this model, business strategy is determined as per the past performance. It mainly focuses on adopting strategic techniques of HRM which help to determine the company's goals. This model believes that company firstly focuses on individual needs, after that they can collect the workforce to increase the performance level. As per the case, manager of the Hilton hotel focuses to provide quality of products and services to their customers and increases the productivity or profitability of an organisation. Thus, firm highly attract their potential customers by rendering quality products and services. By using such model techniques business can create effective strategies and structure. Thus, firm can ensure their development by managing the personnel effectively (Perry, Hondeghem and Wise, 2010).

1.2 Differences Between Storeys Definitions of HRM, Personnel and IR Practices

To manage the human resources, it includes various kind of management policies, practices, decisions, methods and approaches, by using all these kind of management activities, development of personnel can be done effectively (Wright and McMahan, 2011). HRM also make complete record, as per such this firm can achieve the individual and organisational goals easily. In 1992, Professor Storey presented the theory which include the idea by which traditional personnel can be changed in HRM easily. He stated that HRM is an essential and strategic approach which help to manage the appropriate records of personnel. As per the maintain record company can set their goal and accomplish them in future. According to his point of view, HRM techniques is an effective for securing and increasing the high performance of an employees. He also gives two types of HRM techniques which is a part of Guest model:

  • Hard HRM- As per this, manager adopt all those policies and strategies so that they can make effective monitoring and control in employee’s activities through qualitative performance management. In this method, manager need to manage the people by which they get the value for their performance which make positive impact of company competitive position (Pfeffer, 2010).
  • Soft HRM- In this approach, employees play an important role for decision-making process. Manager participate freely and give their opinion in the decision-making process of a company.

Hence, as per the Storey's point of view, in traditional personnel management there will be strict rule and monitoring over the employees and all the employees is treated as a cost so that company always try to minimize them. On the other hand, while managing the resource by effective HRM techniques employees is treated as an asset not a cost so that they play an important role in decision-making process and also help to enhance the profitability of an organisation.

1.3 Implications for Line Managers and Employees of Developing a Strategic Approach to HRM

Every kind of business organisation, line manager and employees play an important role to develop a strategic approach to HRM. In addition to this, both the line manager and employees determine the information and aspect which affect the organisational functioning. (Stone, 2013). They also use technical specialist and monitoring the process so that they can determine the functional and operational framework. Line manager of Hilton hotel maintain the records, so that they can measure operational activity and also determine the quality of employees. In this way, they can deal with customers directly to increase the productivity.

Employees on the opposite site, help to develop performance statics and help to implement a statistic plan for managing the human resource in an organisation. In Hilton hotel, employees help to increase the productivity by giving quality of product and services to the customers. Hence, employees need to make effective plan in which they firstly set their capability as per the target and using strategies employees are able to achieve the target. In this way, employees affect the organisation growth.

Task 2

2.1 A Model of Flexibility

After analysing the performance analysis of Hilton Hotel, organisation founds that they need more efforts and improvement so that they can improve their ability and capabilities. Model of flexibility is a kind of model which can acquired by the different companies so that they can fulfil their different requirement. This kind of model is basically relating to employee’s comforts like their working hours and conditions etc. As per the context of Hilton hotel, organisation use flexibility of model to get benefit of their employees as well as they also meet their customers, so that they can find out their needs and want. In this way by using this model organisation can achieve their future goals effectively (Storey, 2014).

In Hilton Hotel, HR manager needs this kind of model so they can provide effective working environment to their employees so that they can work effectively and accomplishes the organisation's goal. In addition to this, by using the flexibility model it helps the manager to retain the employees and encourage them so that they can work better.

2.2 Types of Flexibility which may be Developed by Business

There are different types of flexibility which are adopted by the different enterprise. In the context, Hilton Hotel use different types of flexibility for their employees as per their business and targeted market place. All types of flexibility are as follows:

Functional Flexibility- Functional flexibility also known as task flexibility, in which there are various kinds of skills and knowledge that individual have so that they can accomplishes their task to achieve the organisational goals. In order to this, management provides effective training to employees and they can develop in their new skill and capabilities. By using this flexibility approaches, its main aim to achieve higher productivity so that firm, can achieve their goals and also increases their profitability.

Location Flexibility- This type of flexibility helps the management to provide flexibility to their workers and employees, who can work far from the office plant. In addition to this, such employees can connect with the office plant through internet or any kind of electronic medium. Such kind of flexibility provides benefits for both employers and employees so they can they reduce the cost and enhance the productivityty (Lawler, 2012).

Temporal Flexibility- Temporal flexibility is used when organisation wants to increase the working hours of an employee so that demand will be increases. In Hilton Hotel, use the temporal flexibility when firm realize that there will be high demand of extra work and production. Thus, it will help the firm, so that they can acquire high level of attention from the customers.

Numerical Flexibility- Under the numerical flexibility, Hilton hotel make quantitative changes capabilities in a firm. It includes number of employees which are present in an organisation, profit margin, price of the services, quantity of sales etc. By using this method, Hotel can examine the fluctuation ion demand and supply of a particular services.

2.3 Assessment the Use of Flexible Working Practices from Both the Employee and the Employer Perspective

For accomplishing the task, flexibility is adopted by the employees and organisation so that better results can be achieved by them. By adopting the flexibility, Hilton Hotel is beneficial for the both perspective of employees and organisation, which are as follows:

Organisational Perspective- As per the organisational point of view, the main objective of Hilton Hotel is to provide quality of products and services to their employees so that it can expand the productivity and profitability. Hilton hotel mainly deal in fulfilling the needs and wants of the customers, so that firm mainly focuses on the taste, preference and demand of the customers. Thus, flexibility in the working practices increase the capabilities of the business so that firm can fulfil their essential; requirement in the market. By making improvement in organisation structure and environment it helps the hotel to increase their workforce in their operational activity.

Employees Perspective- As per the employees’ point of view, this kind of perspective is mainly focus to increase the performance and capabilities of an employees. It also helps to motivate the employees by giving equal participation, salary, increment so that employees get motivated and work as per the great ability (Landy and Conte, 2009). In addition to this, all the personnel also get influenced by giving them opportunities so that they can increase together productivity in an organisation. Employees perspective also include the proper management of works so that each responsibilities and task were allotted as power the employees’ ability, skills and knowledge. This perspective also has some limitations that working practices by multitalented people increase the productivity but also it makes burden on them in an org