The purpose of this paper is to give a thorough analysis of Hilton’s human resource management practices, such as recruitment, training and development, performance management, and employee rewards

Introduction
The purpose of this paper is to give a thorough analysis of Hilton’s human resource management practices, such as recruitment, training and development, performance management, and employee rewards.
In Paragraph 1, we will examine how Hilton hires its employees and assess the pros and cons of these hiring methods. We will also recommend other hiring methods that could enhance Hilton’s current system based on the resource concepts we learned in the hospitality industry.
For Paragraph 2, we will emphasize the importance of training and development for new employees’ success at Hilton. We will explain the benefits of training and development, linking them to Hilton’s needs and goals, and elaborate on each benefit in detail.
Paragraph 3 deals with performance management, which is essential for ensuring employee productivity and satisfaction. We will explain what performance management is and explore the common performance appraisal methods used in Hilton based on the concepts we learned in our lectures and tutorials.
Lastly, for paragraph 4, we will describe the employee benefits that Hilton employees currently enjoy and then suggest additional internal and external rewards that Hilton can implement to improve employee motivation, engagement and retention.
This paper will provide a comprehensive overview of Hilton’s strategic human resource management practices, highlighting areas of success and suggesting opportunities for improvement.


Body
Paragraph 1. The process of finding, evaluating, and hiring potential employees for job openings or roles is crucial for any organization. It involves various steps such as sourcing, identifying, and selecting candidates who have the required competencies, knowledge, and experience to ensure high-quality service delivery to customers (Armstrong & Taylor, 2014). Hilton Hotels and Resorts is a leading hospitality company in the world, renowned for its luxurious hotels, resorts, and excellent customer service.
Hilton uses different methods to recruit and select the best candidates for its roles. These methods include online recruitment, employee referral, campus recruitment, and job fairs (Hilton, 2021). Online recruitment involves posting job openings on the Hilton website, social media platforms like LinkedIn, and job boards such as Glassdoor, Indeed, and Monster. This method is cost-effective and allows Hilton to reach a large number of candidates from various locations.
Employee referral is another method that Hilton uses. This involves motivating its employees to recommend potential candidates for job openings by offering incentives such as bonuses, promotions, or recognition. Employee referrals are cost-effective and efficient since they reduce the time and effort spent on sourcing and screening candidates.
Hilton also employs campus recruitment to attract new and talented graduates. This method involves working with universities and colleges to identify and recruit candidates before they graduate. Hilton offers internships, apprenticeships, and management training programs to attract and train young talent.
Hilton participates in job fairs to interact with candidates, advertise job opportunities, and create employer brand awareness. However, this method may not be effective in attracting passive candidates who are not actively seeking employment.
Other Recruitment Strategies for Hilton
In addition to the methods that Hilton uses, there are several other recruitment strategies that could be added to its current recruitment system to improve the recruitment and selection process.
Social media recruitment involves posting job openings on social media platforms like Facebook, Instagram, and Twitter. Social media recruitment is usually cost-effective and allows organizations to reach a large number of potential candidates.
Direct sourcing is another strategy that involves actively searching for potential candidates through online platforms like LinkedIn and other professional networks.
Professional recruitment agencies or headhunters could also be used to identify and attract potential candidates to fill specific job roles. This strategy may be cost-effective, efficient, and can ensure the recruitment of highly skilled and experienced candidates.

Paragraph 2. a) To put into prospective training and development is significant for Hilton as it helps the organization improve employees’ knowledge, skills, competencies, and attitudes. It aims to improve the quality of service that employees provide to guests, which ultimately leads to the company’s growth and success. Hilton offers training and development programs for new employees to ensure they have the skills and knowledge to meet the guests’ expectations. Moreover, it enables Hilton to develop employees for future leadership positions within the company (Hilton Worldwide, 2021). Studies show that training and development programs have a positive effect on employees’ job satisfaction, motivation, and retention, which results in better overall performance (Lee, 2020).

b) The benefits of training and development for companies include higher productivity and job satisfaction, lower employee turnover, stronger organizational culture, and greater competitive advantage. Training and development programs can help employees acquire the skills and knowledge they need to do their jobs well, leading to increased productivity and job satisfaction levels (Noe, 2019). Moreover, employee turnover can be expensive for an organization in terms of time, money, and resources. However, training and development programs can help retain employees by enhancing job satisfaction and offering career development opportunities (Thompson & Riggio, 2020). Furthermore, training and development programs can help create and sustain a positive organizational culture by promoting a learning and development-oriented environment. Lastly, investing in training and development programs can give companies an edge over their competitors by building a knowledgeable and skilled workforce that can adapt to changes in the business environment (Chivu, 2019)

Paragraph 3. Performance management is a continuous process that consists of various activities that aim to ensure that the organization meets its objectives. It is a systematic method that aligns the organization’s goals with the departments and employees, and involves ongoing evaluation to identify areas for improvement. Armstrong and Baron (2018) define performance management as including several components, such as performance planning, performance measurement and monitoring, performance feedback, performance evaluation, performance review, and performance development.

One of the most common ways of performance appraisal used in Hilton and other organizations is the 360-degree feedback. This approach involves getting feedback from different stakeholders, such as peers, supervisors, subordinates, and customers, about an employee’s performance. The feedback is usually anonymous and is intended to gather multiple perspectives to provide a comprehensive view of an employee’s performance. The data collected can help identify strengths and areas for growth.
Another way of performance appraisal used in Hilton is the Management by Objective (MBO) method. The MBO involves setting specific goals and objectives that the employees and the management plan to achieve within a certain period. The method involves aligning the employee’s performance with the organization’s objectives and goals. Employees are evaluated based on how well they achieve their goals and objectives.

Besides the 360-degree feedback and MBO, Hilton also uses the Rating Scale to evaluate employees. The Rating Scale method is a systematic way of assessing employee performance based on predefined criteria. The rating scale method involves using a scale of 1 to 5 to measure different aspects of an employee’s performance, such as timeliness, attendance, teamwork, communication, and attitude.

All in all, performance management is a vital part of organizational success that consists of various activities that aim to ensure that organizational objectives are achieved. There are different performance appraisal methods used in Hilton, such as the 360-degree feedback, the Management by Objective (MBO) method, and the Rating Scale method. These methods help in identifying strengths and areas for improvement, and can motivate employees to improve their performance. Overall, the effective implementation of a strong performance management system can enhance employee productivity and organizational efficiency.

Paragraph 4. Hilton, a worldwide hospitality company, provides a comprehensive employee benefits package that includes various health and wellness benefits, financial and retirement benefits, and work-life balance perks. Some of the notable employee benefits that Hilton employees enjoy include extensive medical, dental, and vision health insurance plans, wellness programs, paid time off, employee discounts for travel and lodging, retirement and savings plans, life insurance, employee assistance programs, tuition assistance, and other perks (Hilton Worldwide, Inc., 2020).

Besides these benefits, Hilton also emphasizes career development and growth opportunities for its employees. The company offers various learning and development programs, such as leadership training, skill development, and opportunities for employee advancement. Moreover, Hilton’s recognition and rewards programs aim to motivate employee retention, engagement, and productivity. The company’s Hilton Honors loyalty program offers points for free travel and lodging for employees and their immediate families (Hilton Worldwide, Inc., 2020).
Despite the extensive benefits package and recognition programs offered by Hilton, some external and internal rewards could further improve the employee experience. For instance, an external reward could be increasing the number of paid holidays or flexible work arrangements to improve work-life balance. An internal reward could be creating an incentive pay program or a mentorship program to encourage employee engagement and development. Furthermore, offering optional benefits, such as telemedicine services or expanded mental health resources, may appeal to employees seeking additional support and wellness resources.