Description of Company and Types of Employees
Hilton Sydney is one of the most popular hotels located in Sydney, Australia. The hotel provides an authentic experience to people residing in it as well as for enjoying any course meal. The focus of the hotel is to be innovative, listen to customer needs and build phenomenon designs. The creativity of the hotel makes it popular among the people residing in Australia. Currently, the hotel provides employment to 1000 employees (Hiltonsydney.com.au, 2017).
Describing the types of employees
As stated earlier Hilton Sydney is one of the most reputed hotels in Sydney providing employment to 1000 employees. In this regard, the type of employees working in the hotel can be determined by using the flexible firm model developed by Atkinson. According to Atkinson & Storey (2016), labour flexibility includes core and peripheral workers. The core workers help in providing functional flexibility to an organisation, while peripheral workers include the part-time or contractual workforce. In the case of Hilton Sydney, the type of employees in the hotel are the core workers.
Describing the responsibilities of HR department
The HRM department of the hotel supports the employees by providing proper information about the market. The responsibilities of the HR department are situated in making the employees, as well as the customers, be satisfied. As stated by Armstrong & Taylor (2014) the satisfaction of the stakeholders are important for the development of an organisation. Apart from these other responsibilities of the HR department of Hilton Sydney includes recruiting and training new employees.
Observing HRM practice
Hilton Sydney is one of the hotels that are developed in a modern manner. Hence, the HRM practice adopted by the company is the modern approach to managing a human resource. This includes recruiting and attracting talented individuals in order to achieve the goals of the organisation. The job description provided by the managers of the company provides a clear indication of the level of work that is required in the company. It also motivates employees to perform efficiently.
Evaluating roles not undertaken by the HRM
The role that is not undertaken by the HR department of Hilton Sydney is the training of the employees. The HR department indulges experienced employees in order to train the new employees. This can provide a cause of disconcerting for the HRM has the productivity of the hotel may fall due to the dual roles that the experienced employees need to carry out. Hence, it is necessary that the HRM of the organisation make rectifications based on the based on the training of the employee. Apart from the company also does not outsource employees.
Describing HR functions in each level
Strategic operations consist of achieving the long-term goals of an organisation (Sparrow, Brewster & Chung, 2016). In the case of Hilton Sydney, the mission statement of the hotel is to ensure that it becomes the number one hotel all over the world. The HR function in this regard is to identify the manner in which these goals can be achieved. In the case of operational level, the management sets up small targets on a daily, weekly and monthly basis. Training and monitoring of the employees are done in order to help them achieve the target for the betterment of the organisational goals. The functional level involves providing directions to specific departments in the organisation. In the case of Hilton Sydney, the managers provide instructions to the specific departments in order to gain success.
Responsibilities of HR Department and HRM Practice in Chosen Company
Comparing and contrasting recruitment and selection policies
The recruitment and selection process in Australia includes determining the need for the workforce. Based on it the position in which the vacancy is available, advertisements are provided. The selection panel calls upon the short-listed candidates that are eligible based on the selection criteria. Interviews are conducted online and offline by the HR department of the companies. Successful candidates are selected and kept under probationary monitoring before making them permanent.
On the other hand, the recruitment process in the England includes defining the requirements either in newspapers or televisions or social sites. The requirement is provided with a job description and job specification in order to avoid confusion. The next goal is to attract potential candidates that are suited for the job. The resumes sent by the candidates are screened and based on the eligibility of the candidates they are selected for a final interview. The common factor in the recruitment and selection process of both the countries is that employment is provided without violating any ethical rules.
reasons behind people staying in jobs
Some of the reasons behind people staying in the jobs include the prospect of learning. Most jobs provide an opportunity for individuals to learn new things. In the case of Hilton Sydney, the people stay with the hotel not only due to the reputation but because the hotel has an opportunity of growth in the international market. This is an excellent learning process for people seeking to understand the cultures of other countries.
Apart from this job satisfaction is another reason for staying with one job. According to Coetzee & Stoltz (2015), job satisfaction comes from proper work ambience, proper co-workers and appreciation form the top level. These traits allow an employee to remain satisfied with the company as well as the job that is done by them. Fair treatment and equal opportunity for growth are also important factors that provide the main reason for employees to remain in a job. In the case of Hilton Sydney, these factors provide the main motivation for the employees to remain in the hotel. The loyalty of the employees helps the hotel to grow in the hospitality sector of the country.
Developing performance management plan
Hilton Sydney provides an authentic experience for people deciding to visit and stay in the hotel. The quality of service provided by the hotel requires talented and highly skilled employees. The hotel is known for excelling in innovation and creativity in terms of decorum inside and outside the premises. In this regard, the job description of the company can be considered based on the services provided by the employees. Caffe Cino is one of the busy and quick turns over coffee of the hotel.
The job description includes providing quality service to the customers wanting to know about the products. The employees need to understand the menu content and keep the service area clean. Apart from this, the employee needs to be willing to work a rotational shift (Refer to appendix for job description).
Storey (2014) stated that in order to encourage and motivate employees’ managers to need to provide promotion based on the work. The best method to evaluate the performance of an employee is the 360-degree appraisal. The reason for the suitability of this method is that it takes into consideration the opinions of all the members working in an organisation. In this regard, the advantages and disadvantages of the method include:
|
Advantage |
Disadvantage |
|
Unites people |
Inadequate feedback |
|
Provides opportunities to develop |
Lengthy process |
|
Adheres core competencies |
Priorities |
Table: Advantages and disadvantages of 360-degree appraisal
(Source: Purce, 2014)
Reference
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Atkinson, J., & Storey, D. J. (Eds.). (2016). Employment, the small firm and the labour market. Routledge.
Bryson, J., James, S., & Keep, E. (2013). Recruitment and selection. Managing human resources. Human Resource Management in transition, 125-149.
Coetzee, M., & Stoltz, E. (2015). Employees’ satisfaction with retention factors: Exploring the role of career adaptability. Journal of Vocational Behavior, 89, 83-91.
Heilman, M. E., Manzi, F., & Braun, S. (2015). Presumed incompetent: Perceived lack of fit and gender bias in recruitment and selection. Handbook of gendered careers in management: Getting in, getting on, getting out, 90.
Hiltonsydney.com.au (2017). Hilton Sydney Hotel | Accommodation In Sydney CBD | Home. Hiltonsydney.com.au. Retrieved 13 November 2017, from https://www.hiltonsydney.com.au/?WT.mc_id=zELWAAA0AP1WW2PSH3Nano4DGBrandx&WT.srch=1&utm_source=AdWords&utm_medium=ppc&utm_campaign=paidsearch&campaignid=272306587&adgroupid=17673244267&targetid=kwd-116380859
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
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