Hilton Worldwide Inc., previously known as Hilton Hotels Corporation, is a global hospitality company managing a broad portfolio of hotels, resorts, and other related lodging properties. Founded by Conrad Hilton, the company was initially a 40-room accommodation established in a small Texas town in 1919. For nearly 100 years of operation, the corporation has become one of the world’s largest hotel chains with about 5,000 properties stretching across 103 nations and regions (Hilton Worldwide, n.d.). The company is now led by Christopher Nassetta and headquartered in Tysons Corner, Virginia. In an attempt to provide accommodation for multiple market segments, Hilton has developed a global network of 14 world-class brands including Hilton Hotels & Resorts, Conrad Hotels & Resorts, Waldorf Astoria Hotels & Resorts, Canopy, Curio Collection, Tapestry Collection, DoubleTree, Embassy Suites, Hilton Garden Inn, Hampton, Homewood Suites, Home2 Suites, Hilton Grand Vacations and the newly-launched Tru for Millennials. Ranked twenty-sixth in “100 Best companies to work for in 2017” by Fortuneand said to be a great workplace by ninety-one percentage of the employees, Hilton has proved its success in managing human resources as a global company (Great Place to Work, 2016).
One of the most important factors contributing to Hilton’s accomplishment is the company’s human resource tools which are applied to the Employee Life Cycle (ELC). ELC is an HR model that determines employees’ career stages for a company to guide its management as well as maximize processes (Tech Target, 2017). This report aims to analyse the fundamental staffing issues involved inHilton human resources and provide several examples of best practices that the company utilizes to further optimize employees’ productivity and engagement.
Recruitment & Selection
Recruitment is the process of enlisting a pool of competent applicants for a specific job that can best contribute to the company’s strategic objectives. This is a crucial function because it determines the quality of the future employees and therefore, affects the organization’s ability to succeed (Hartel, C. 2010). As a global hotel chain with hundreds of properties around the world, Hilton is striving to filling its various vacancies with talented people having mixed skills, which makes international recruiting become the best method for the company. However, global recruitment is never easy as well as costs a lot of money and time due to the need for people with thorough understanding of local markets, contacts, global networks as well as native culture (Recruiter, n.d.).
In 2005, Hilton began the transition into online recruiting by experimenting on a small group of hotels, whichbroughtsome positive results. Since then, the company has implemented e-recruitment strategies for the employee selection procedure (Hotel News Now, 2008). With the evolution of technology, recruitment at Hilton is now going digital by using Webcam Job Interview called HireVue. This means candidates can sign on the website from their computer, internet-connected phone or tablet and go through several pre-built interviewing questions at anytime and anywhere. Therefore, human resources staff members will not have to schedule time for interviewing and geographic obstacle can be resolved. This format is said by Moses – Hilton’s vice president, to have improved the team’s ability to compare applicants by creating consistency among interviews, reduced costs and speeded up hiring process (Halzack, S. 2014).
Moreover, Hilton is very active on social media by providing various videos through its YouTube Channel which introducesthe distinctive departments within the company in order for candidates to have an “Inside Look” on their ways of operation and be prepared. Apart from e-recruitment strategies, Hilton also seeks to attract new idea and enthusiasm from young people to join the team through colleges’ career fairs. This strategy is considered as not only hiring but also marketing opportunities for the company (Peltier, D. n.d.).
Orientation & On boarding
After the selection of suitable candidates for available positions, the next step is conducting orientation and induction where new employees are familiarized with the company, the job and the work unit (Wiranatakusuma, R. 2017).
Employee services
It is demonstrated that employees are the most valuable asset of the company as they are the ones that directly deliver the service as well as communicate with the customers. Therefore, as a part of the hospitality industry, it is important for Hilton to take good care of its workers. Based on its management philosophy of always putting people at “the centre of our attention” and the aim to create hospitable environment for its employees, Hilton continuously offers its team membersa wide range of competitive benefits and valuable perks. All employees working under Hilton Corporate offices are equipped with multiple health insurances such as medical, dental, vision, mental as well as other alternative treatments.
The company also try to provide flexibility on working schedule and support its team members with daily perks like staff meals, free drinks during the shift, dry cleaning … Moreover, the corporation sets up “Go Hilton Team Member Travel” program and offers huge discounts on room rates as well as food and beverage for both employees and their family, friends. Notably, Hilton never cease to make improvements by frequently ask team members for feedback and suggestions. As a result, last year, the company introduced the new adoption assistance and parental leave programs in which new parents will be paid for two weeks off and a reimbursement for adoptive parents of up to $10,000. However, despite its numerous huge benefits and support, Hiltonis still surpassed by another strong competitor in the industry, Hyatt with 94% of the employees saying their workplace is great. At Hyatt Regency offices, employees have their own “Rest and Relaxation Lounges” where they can have access to computer, TV, games as well as library. Furthermore, the company provides leave when a colleague faces the loss of anyone who is meaningful to him/her, which makes the Hyatt’s benefit even more noteworthy (Great Place to Work, 2017).
Talent Development & Retention
In the modern era, employees are considered as the most important asset of any organization (Ruži?, 2015). Furthermore, employees are important because they help in understanding the changing need and demand of customers and thus, help companies to develop products and services according to the same. It can be stated that company such as Hilton has adopted various practises linked with employee retention (Iglesias & Saleem, 2015). These strategies are vital because they supports in reducing rate of employee turnover and retain skilled personnel’s in long run.
One of the most effective strategies, which Hilton has adopted, is of implementing a system of taking feedback from employees. Employees working in hospitality industry usually leave their jobs because their issues and queries are not taken care by the management. Furthermore, employee turnover is also high because of factors such as inappropriate work timings, low pay and opportunities for development. In order to retain its employees, Hilton hotel has well taken care of all the above-mentioned issues. For example, the brand is offering adequate and equal opportunities for growth and development to all its staff members. In addition to this, the management of hotel also conducts meetings with employees at regular intervals to understand the issues and problems, which are being faced by staff members.
The competitors of Hilton hotel to are using different types of tools and techniques for talent development and employee retention. For example, brand such as Marriot conducts training and development programs for its staff members at frequent intervals. Such program helps employees to upgrade their skills set and become more competent. Furthermore, training programs also support Marriot in employee retention because these programs ensure personal and professional growth of the staff members.
On the other side of this, competitors of Hilton such as Intercontinental Hotel Groups offer has developed effective reward system to retain its employees. The brand offers various types of monetary and non-monetary reward to workers and this result in developing high degree of satisfaction among them (Gannon, Roper & Doherty, 2015). Apart from this, Hotels such as Starwood Hotels and resorts use strategies such as developing learning goals and providing adequate learning opportunities to employees for developing talent within the organization.
For the purpose of talent development, Hilton Hotel has developed an effective system of recruitment and selection within its business practises. The process is free from all forms of discrimination and the selection of candidate is based on factors such as skills set, experience, knowledge base, communication skills etc. It helps the brand in hiring the most suitable and desired candidate for the vacant position within the organization. In addition to this, transparent recruitment and selection process of Hilton Hotel also helps in retention of employees because it does not encourage any biasness while selecting among and thus, provide equal opportunity to all (Katou, 2015). Hilton Hotel’s HR practises are also very effective and have helped the selected business enterprise to retain its employees in long run. The promotion rewards and recognition is based on the overall performance delivered by workers to achieve the goals and objectives of the business.
Transition
The transition policy of Hilton also lays emphasis on eliminating all form of unfair practices within the business enterprise. It states that no employee should be indulge in promoting or carrying out practices such as harassment, bullying and discrimination with other staff members (Torres & Mejia, 2017). In addition to this, employee working in Hilton hotel needs to ensure that they are able to deliver the expected work standards in the best possible manner. All the rules and regulations related to work should be adhere strictly and employee should not encourage any form of physical violence.
Employees working in Hilton needs to treat each other with proper dignity and respect. Apart from this, the staff members should also ensure that they do not indulges in any form of physical assault, theft and activities such as destruction of hotel’s property. All the rules linked with workers safety and security should be followed by workers. According to the transit policy of Hilton, employees are required to ensure that they act with proper honesty and integrity. It means at the time of carrying out activities such as bookkeeping or recording of financial transactions the staff members are required to be honest and true. Other than this, the employees are also required to deal fairly with customers and Hilton’s competitors. Hilton is considered as leader in the hospitality industry across the globe and therefore, it encourages staff members to provide exceptional customer service.
The workers need to remain truthful at the time of providing information about Hilton’s products, services and nature to all customers (Boella & Goss-Turner, 2013). The selected business enterprise also follows the competition laws which are being designed by government and other regulatory bodies. It helps the business to avoid getting indulge in any form of the unfair and anticompetitive practices. The transit policy also encourages workers to compete with other market players on the basis of products and services. In this way the brand is able to promote a fair competition within the industry.
References
Ruži?, M. D. (2015). Direct and indirect contribution of HRM practice to hotel company performance. International Journal of Hospitality Management, 49, 56-65.
Iglesias, O., & Saleem, F. Z. (2015). The key role of HR policies and practices in implementing a relationship marketing orientation. In Ideas in Marketing: Finding the New and Polishing the Old (pp. 722-725). Springer, Cham.
Gannon, J. M., Roper, A., & Doherty, L. (2015). Strategic human resource management: Insights from the international hotel industry. International Journal of Hospitality Management, 47, 65-75.
Katou, A. A. (2015). Human resource management and performance in the hospitality industry: Methodological issues. In International Tourism and Hospitality in the Digital Age (pp. 1-20). IGI Global.
Torres, E. N., & Mejia, C. (2017). Asynchronous video interviews in the hospitality industry: Considerations for virtual employee selection. International Journal of Hospitality Management, 61, 4-13.
Boella, M., & Goss-Turner, S. (2013). Human resource management in the hospitality industry: A guide to best practice. Routledge.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download