Hilton Hotel Hr Issues In Pakistan Business Essay Example

to one that is semi-independent where individual units are accountable for their own work performance areas. This change can lead to positive outcomes such as improved customer satisfaction and employee management relations. Workforce planning plays a primary role in human resource planning by identifying future vacant positions at various levels within the organization - from clerks to management positions.Hilton Hotel is a renowned establishment that caters to both leisure and business purposes. It has gained widespread recognition for its exceptional services. In order to fill vacancies, the HR department needs to consider three factors: 1) Forecasting personnel needs, 2) Internal supply of candidates, and 3) External campaigners.

The forecasting process involves determining the demand for different positions in the hotel's various departments. These include the Human Resource Office, Finance Department, Selling Manager, Food & Beverage section, and Kitchen.

The Human Resource Office consists of a team led by a Personal Supervisor. The team includes a Human Resource Director, Assistant Director, Secretary, recruitment officer, and Personal Officer.

The Finance Department is headed by a Chief Accountant with three subordinates - a Credit Officer, Accounts Officer and System Coordinator. There are also two supervisors responsible for credit and auditing respectively.

The Selling Manager oversees marketing officers, communication specialists and marketing executives.

In the Food & Beverage section there is a Banquet Director, Restaurant Director,AAssistant Directors Hostessand Stewards who manage operations.

In the kitchen area there is Head Chef along with Junior Chefsand additional staff such as specialty chefs and sous chefs.

Overall,the paragraph provides an overview of Hilton Hotel's organizational structure highlighting key roles within each department.Furthermore, the laundry department comprises a director, wash supervisors, and helpers who cater to clients. On the other

hand, the housekeeping staff consists of executive housekeepers, floor supervisors, and room attendants. The front desk officers have various responsibilities and include directors in charge of their duties as well as bell boys, airline representatives, guest coordinators, and telephone operators. These individuals handle different tasks within the organization.

The development office is composed of 11 staff members who are responsible for installation planning and maintenance. This team includes a chief security officer, responsibility director, training director, supervisors, time keeper assistant training director, and security personnel.

Supporting the chief care officer are a preventative care director, breakdown care director,and prognostic care director. Their roles contribute to ensuring proper care within the organization.

To determine appropriate staffing levels for projects and estimate expected revenue generation,the organization utilizes ratio analysis and trend analysis methods. Trend analysis involves analyzing employment data from the last 3-4 years to forecast future employee status each year.This aids in identifying departmental workforce size and length of employment.Ratio analysis forecasts based on generated sales volume and required employee count.The ratio automatically adjusts with changes in gross revenues.

Many organizations have a preference for filling positions internally with existing employees.HR needs access to information about candidates' qualifications and skills in order to assess their suitability for a specific role or profile. This relevant information is stored in a computer database when an individual starts working with the organization (Taylor, S., 2004). If internal employees do not meet the requirements, HR will consider external candidates. To understand the supply of external candidates, HR can gather information from print and electronic sources (Price, A. 2000). Human resource planning predicts the demand for employees and plans how to fill vacant seats, aiming

to fulfill both short and long term goals of the organization. The Harvard school believes that general managers have a crucial role in bringing about change in the working environment to make it competitive and achieve organizational goals. They can modify HRM policies for the benefit of employees and the organization.

3.0 Human Resource Models

3.1 Application of Harvard theoretical account of HRM to Hilton Hotel

The text discusses a model that suggests Hilton Hotel should involve line managers in changing strategies to meet workforce needs and align with organizational goals. This model consists of six components: stakeholder interests, situational factors, HRM policies and choices, human resource flow, human resource outcomes, and long-term effects. These situational factors can be internal or external and may influence HR policies. Hilton Hotel determines its HR schemes based on various factors such as direction doctrine, forces features, market ordinances, and societal values. The HR department should develop strategies that meet the needs of both the organization and employees with input from stakeholders. It is recommended that the hotel implements policies to encourage employee progression towards finance management roles to maintain business continuity and provide quality services. Decisions about HR policies are made collaboratively by management and the HR department while considering the relationship between limitations and choices. To remain competitive, Hilton Hotel should design policies that motivate employees, promote engagement, improve work quality by involving both line managers and HR personnel in policy design.The Hilton Hotel aims to achieve employee commitment to organizational goals and objectives in its HR management. In order to make employees feel valued, they involve them in decision-making processes, leading to long-term effects like increased job satisfaction and

relief from hard work. This contributes to individual success and helps the organization effectively achieve its goals. From society's perspective, employment and service goals are accomplished. The feedback loop in Hilton Hotel's HRM model involves stakeholders and employees through four important elements known as the four C's: congruity of HR issues with plans, effective conversion of HR objectives into organizational goals, employee commitment towards organizational goals, and competence in desired skills and abilities. Additionally, cost-effectiveness is achieved by being flexible in operations and adapting to changes in technology and time. Applying Guest's HRM model strategically integrates HRM issues into strategic plans at Hilton Hotel. Directors play a crucial role in decision-making while the HR department coordinates and evaluates employee issues across various departments (such as front desk, maintenance, food and beverage, kitchen) to understand their needs and develop appropriate strategies.Attitudinal and behavioral commitment are crucial for achieving organizational goals and adapting to the changing business environment in the hotel industry (Jackson, S., & Schuller, R., 1999). Department heads should strive to change worker behavior in ways that contribute to hotel growth. It is important to maintain high quality goods and services, including excellent service from servers, bartenders, floor staff, and housekeeping, in order to attract future customers. Managing well-qualified employees with proper etiquettes is significant for success in this dynamic business world.

Recruitment and selection of response staff at Hilton Hotel is a challenging task for all management functions (4.0 Recruitment and Selection of Response Staff). According to McGladrey (2008), hiring the wrong person can have a negative impact on company performance. The company may provide valuable direction clips for coaching, training, and potentially terminating employees;

however, this can also increase the risk of legal liability and potential charges brought by affected employees.

In terms of costs incurred by the company due to ineffective hires, they can amount up to two times the employee's annual wage in terms of lost time, inefficient operation,and replacement costs.To mitigate these risks,it is essential for companies to have a proper strategy and policy in place for the recruitment process,maximizing the likelihood of effective hires while minimizing legal issues.All parties involved must have a clear understanding of the essential job functions, required qualifications, and training needed to conduct productive and legally compliant interviews. The recruitment and selection process typically consists of seven steps: determining the vacancy, conducting job analysis, advertising the vacancy, reviewing applications and CVs, interviewing and selecting candidates, obtaining references, and offering the job. The analysis gathers data on job demands which is then used to create job descriptions (explaining what the job entails) and job specifications (detailing suitable individuals for the position). Hamilton Hotel is currently seeking a response staff member. As a renowned brand operating in 80 countries worldwide, they require an individual with knowledge of office management, understanding of international culture, team building expertise, analytical and problem-solving skills, strong decision-making abilities, excellent communication skills in both English and the local language, proficiency in computer usage, effective time management capabilities,honesty,and trustworthiness. Candidates should also demonstrate respect towards others with cultural awareness and sensitivity.Flexibility and a strong commitment to ethical work practices are desired qualities for the Receptionist position at Hamilton Hotel in Lahore. Both male and female applicants between the ages of 20-32 are eligible to apply, with no prior experience required. A

Bachelor's Degree with honors is the minimum education requirement. The salary offered ranges from 25,000 PKR to 30,000 PKR.

To advertise the vacancy, Hamilton Hotel uses various methods including its website, print media (national and local newspapers and magazines), external agencies (employment bureaus and recruitment advisors), education liaisons, career services, student societies, direct mail, local radio and tele text, billboards, internet recruitment websites, television and film, professional contacts, conferences industry contacts. They also consider past applicant records and word of mouth recommendations.

During the Shortlist and Application Screening phase all application forms and CVs are reviewed to find the best match for the job vacancy. The screening process varies between organizations; some may use interviews or other selection methods such as psychometric tests or work simulations.Hamilton Hotel needs to review CVs and application forms to find suitable candidates for response staff roles. They will create a shortlist for further interviews. Different companies use various methods such as individual interviews, telephone interviews, panel interviews, and assessment centers for interviewing and selection testing. Job interviews allow both the employer and applicant to gain a better understanding through questions and answers.

Conducting one-on-one interviews at Hamilton Hotel is highly advantageous as it enables a comprehensive evaluation of an applicant's suitability. Meeting the candidate in person provides insight into their qualities, preventing blind hiring decisions without knowledge of their qualifications. While some people consider a CV as their "foot in the door," it may not fully demonstrate their capabilities. Therefore, a phone interview may not suffice for Hamilton due to specific personality traits outlined in the job description.

For remote response staff positions, organizing a panel interview typically reserved for high-profile roles is

not feasible. Nevertheless, it remains essential for Hamilton Hotel to meet potential response staff before making final hiring decisions. This benefits both the employer and employee by facilitating a better understanding of the company culture. Thus, conducting one-on-one interviews would be most appropriate.During an interview, both the interviewer and the interviewee engage in conversation and form opinions about each other. The interviewer assesses if the candidate meets the job requirements, while the interviewee evaluates if the organization aligns with their expectations. In some cases, an interview alone may not be sufficient to select the most suitable candidate. Selection testing is used to evaluate unique qualities of applicants, such as leadership skills, initiative, communication abilities, teamwork, and problem-solving skills.

There are various types of tests that can be utilized for this purpose. These include numeric tests, psychological tests, and assessment tests. Psychometric tests have gained popularity and can assess either a person's abilities or their personality traits (Roberts, 1997). Ability tests measure specific skills like vocabulary, numeracy, spatial awareness, typing speed, and accuracy. These are commonly employed for clerical positions.

On the other hand, personality tests aim to evaluate a person's range of characteristics, values,and attitudes that influence their beliefs and behaviors. For receptionists at the Hamilton Hotel in Pakistan specifically - after conducting initial screening - it is recommended to administer a personality test.Receptionists interact extensively with clients; hence their personality traits play a significant role in how they handle clients,take care of them,and provide information accurately.To obtain references for job applicants at the Hamilton Hotel in Pakistan, consideration should be given to individuals who can vouch for or provide evidence of an applicant's character, whether professional

or academic. This will depend on the specific job candidates being evaluated. If the applicants lack relevant work experience and are recent graduates, they would acquire academic references from educational institutions or professors. However, if there are experienced applicants available in relevant fields, professional references who can offer information about their job performance and suitability for employment would be sought.

If feedback from these mentioned sources is positive, the applicant will receive a job offer letter confirming their position. The company will then reach out to the successful candidate to arrange initiation training. On the day of initiation, newly hired staff members will be introduced to their co-workers and assigned their job duties.

Training and motivating employees is a highly effective method for retaining them in the long term. I firmly believe that the hotel's training program can have a significant impact on the organization's success rate. The training should align with the hotel's standards and aid in developing employees accordingly. The knowledge gained through training has the power to alter employee behavior and attitude towards work while also inspiring them to expand their learning and enhance their performance.Training is mandatory for all employees in order to equip them with the necessary skills to effectively complete specific tasks. There are various forms of training, including teacher-led instruction and computer-based programs using specialized software. The company also provides websites to facilitate employee development. Typically, employees undergo training when they are new or when they are promoted to higher positions, helping them become familiar with their new responsibilities. In the hotel industry, developing staff is highly prioritized as it directly affects business success. However, sometimes employees may not achieve

desired results from the training program. Hilton Hotel has identified key points for effective learning: 1) Training should be relevant and beneficial for both the organization and employee; 2) Employees across departments should receive comprehensive training for effective contribution; 3) Learning must translate into action to demonstrate effectiveness; 4) Managers/trainers need to modify attitudes and behaviors to align with job requirements. By implementing these principles among hotel staff, desired outcomes can be achieved.Hilton Hotel employs various training methods to enhance employee skills. One method is on-the-job training, which is used for employees at all levels. This technique allows employees to acquire the necessary knowledge and skills while working and provides immediate feedback. Additionally, apprenticeship training combines on-the-job learning with classroom lectures.

Special classes are conducted to develop employees' job management skills, clarifying their tasks step-by-step. Lectures also play a significant role in promoting one-on-one interaction and participation between employees and employers. To facilitate effective learning, visual aids such as graphics, slides, and videos are utilized along with auditory aids like audio conferencing, sound effects, tapes, and videos (Bohlander & Snell, Managing Human Resources).

Motivation plays a crucial role in training; therefore, employers make training interesting by providing realistic practice opportunities. Trainees benefit from guidance and feedback from trainers during the learning process. Employers should also support employees in understanding the importance of training by demonstrating potential negative consequences through video tapes if mishandling their job occurs.

Implementing this type of employee training has a positive impact on morale and job satisfaction leading to increased motivation and productivity within Hilton Hotel.In order to retain employees and ensure the organization's survival, it is crucial for the company to employ incentive

programs as a means of motivation. Referencing models like Maslow's hierarchy of needs can help achieve this motivation. Retaining efficient employees is a significant challenge in today's business world, so line managers should develop strategies for retention. By proactively identifying organizational needs and requirements through effective workforce planning methods, cost savings can be achieved. In today's competitive landscape, I believe that producing high-quality goods at competitive prices requires effective human resource management models. Once candidates are selected, they should receive appropriate training to become proficient in their assigned tasks, which directly links to improved performance.