Hilton Hotel Human Resource Management

Hilton Hotel Human Resource Management

Hilton Hotel Human Resource Management



Introduction

Hilton Hotels is one of the market leaders in the hotel and gaming industry in the United States. Hilton is a well-known and distinguished name in fine hotels across the United States and worldwide. In 1999, Hilton expanded aggressively by acquiring the Promus Hotel Corporation, Hampton Inn and Suites, Doubletree Hotels, Embassy Suites Hotels, and Homewood Suites. Hilton Hotels Corporation has grown to become the world's most recognised and most successful hotel company. This paper is divided into two parts. In the first part, we discuss Hilton Hotel's initiatives to encourage employee's morale through training and development and other perks and benefits. In the second part, we discus the problems related to employee morale at the Hilton Hotel.

1. Training and Development

At Hilton hotel, the most effective training programmes are ones that convey information and demand measurable performance improvements that match predetermined goals. Hilton Hotel is committed to increasing effectiveness and competitiveness have an organisational environment that allows employees to function at their best.

Many diversity training programs address objectives such as the following:

Clarifying and addressing trainees' prejudices and stereotypes that promote inaccurate perceptions and attributions.

Helping trainees learn more about others who differ from them and become more aware of the value of diversity.

Showing trainees how to effectively address diversity-related conflicts (Lewis, Chambers, 1989, 45).

Usually viewed as the most important of the human resource support systems, training and development at Hilton Hotel includes various categories of formal and informal mechanisms to create a better-performing workforce. Training programs are intended to allow employees to learn new skills or adapt to new work processes. Remedial training is designed to help employees correct deficiencies in performance. Training can be provided by an organisation's internal training staff, the employee's departmental management, or an external training organisation.

Compared with training, development programs are more future oriented, representing an organisation's long-term investment in its employees. In essence, these programs attempt to help employees “develop” the abilities that the organisation will require in the future. Depending on the HR policy, these programs could include job rotations, seminars and university-based educational programs, mentoring, behavior modeling, three-hundred-sixty-degree feedback, and individual coaching (McDonald, 1998, 63).

Performance Appraisal And Feedback

Another major category of human resource support systems at the Hilton Hotel is the appraisal or evaluation of each employee's performance and the related task of discussing or “feeding back” the contents of the appraisal to the employee. The performance appraisal and feedback process serves a number of purposes within organisations. From an administrative standpoint, appraisal allows for the ranking of employees based on job performance, which then drives compensation and promotion decisions. From a developmental perspective, performance appraisal and feedback provides information to the employer and the employees regarding activities necessary to improve individual and organisational performance (Marh, Roegner, Zwada, 2003, 26). These activities might include attendance at a particular training session, movement to a new job or operating department, or honing of a certain ...