The Hilton Chain Double Tree

In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their

Conrad Hilton (Figure 1.1), the man who started Hilton hotels. He was born on December 25, 1887 in San Antonio, New Mexico and died on January 3, 1979 in Santa Monica, California. Conrad Hilton was famous as American hotelier and businessman. For instance, he was also the founder of Hilton hotel chain (Figure 1.2A - Figure 1.2C) and in 1925, he built his first hotel in Dallas Hilton and it costs $1million. Conrad Hilton was deep faith in God and country. Not only that, he belief in hard work and has the ability to dream big. Thus, he was influenced by his mum’s Catholic beliefs and told by his mum prayer was the best investment ever. Furthermore, “digging for gold” and “esprit de corps” are his golden principles of being successful. He published his autobiography,”Be My Guest” in 1957.

Introduction: Morrison’s PLC is one of the largest food retailers in UK. It has changed a lot over the last 8-10 years. Thanks to HR guidance it has improved all his sections and departments. To maintain this growth Morrison’s has to offer new services and products by using new selling strategies. To improve Morrison’s performance the HR changed the internal and external factors.

Hilton Tokyo is situated in Shinjuku, the heart of Tokyo’s business, dissipation and shopping district. Modern Japan is experienced in the Hilton Hotel. Apart from that, shuttle service is also provided between Shinjuku station and the hotel, and not forgetting Tokyo Metro subway is directly connected to the hotel. Hilton Tokyo also provides 811 modern Japanese style rooms and suites. Customers can also expect stunning city views from the Hotel (Www3.hilton.com, 2014).

HR professionals have to think carefully about what they are doing in the context of their organization and within the framework of recognised body of knowledge. They have to perform effectively in the sense of delivering advise, guidance and services that will help the organisation to achieve its goals.

I have been asked to provide a report that supports the retention of the HR function within our organisation. In this report I will explain how Human Resource activities support the organisations strategy and how HR professionals support line managers and their staff.

HR Consultancy has an outstanding record of completing high volume campaigns providing Sales, Customer Service and Technical Advisors both on a temporary and permanent basis. This has involved working closely with a wide variety of clients on very specific campaigns whilst delivering volume recruitment and maintaining a high quality of service.

I have been asked to prepare a briefing note for a new employee who will be joining the company soon as a line manager. Below is information which will give this new starter a more in depth look of the organisation, what we do and how we operate.

Ownership: The Tall Tree2 Hotel Casino, which is a 640-room resort complex, has many different departments with a variety of management and executives in charge of each one. Those leaders would include: Vice president of marketing (Judy Fitch), property president (Terrence Wei), controller (Bill Martino), hotel manager (Dana Sawyer), and a food department manager. These are just a few of the key leaders that help this Company run successfully.

The current function of HR can be defined as supporting “the delivery of the organisation’s strategy and objectives through the effective management of people and performance” (Taylor & Woodhams, 2012; 22). This definition is furthered by a CIPD survey (2007; 2-3), which indicated that the key functions of HR are: recruiting and retaining staff, progressing performance management to maximise the value of employees and increasing employee engagement.

Hilton Hotel is founded by Conrad Hilton, they started their operation since 1919 and since then, they become one of the well-respected premier hospitality organizations with diverse employees worldwide. Currently, they have more than 4,600 owned and franchised hotels and resort chain in 100 countries. It has more than 200,000 rooms to accommodate guests from different parts of the world. It has more than 400,000 employees and team members to answers the needs of their guests (Hiltonhotelworldwide.com, 2016). In most of their branches their organizational structure is simple, with managers and supervisors from a different department, including admin, marketing, finance, human resource, concierge, food and beverages, housekeeping and etc.

The map has a form of a cycle and consists of 10 professional areas and 8 behaviours which are hierarchically split in 4 bands of professional competence. The behaviours are positioned on the edge of the cycle (map) and describe the way HR professionals should carry out their day-to-day activities. Professional areas of the map are built of 2 core areas and 8 professional areas. Insights, Strategy and Solutions and Leading HR are positioned in the middle of the map. They represent core areas of HR profession that are vital to all HR professionals. Manny CIPD reports showed that success of HR professionals depends on their capability to understand business of organisation in general (mission, vision, strategy and context of the industry) and their competence to lead (leading themselves, others and leading issues).

This team will support all of HHC's core businesses and work closely with hotel ownership and management groups to achieve its stated goals.

“Effective HR professionals really have to succeed by understanding the business, the market and the customer as well as the Chief Executive or the Marketing

Unilever is a global company with around 400 different brands. They employ 168,000 people. The Unilever website writes, “Seven out of every ten households around the world contain at least one Unilever product, and our range of world-leading, household-name brands includes Lipton, Knorr, Dove, Axe, Hellmann’s and Omo. Trusted local brands designed to meet the specific needs of consumers in their home market include Blue Band, Pureit and Suave.” (2016) This company is a global employer that has their hiring methods. However, in this day and age, the hiring methods needs to be able to change with the ever changing times. In this paper I will analyze the effectiveness of the Unilever group’s decisions in their work as Talent Manager to attract, develop and retain the HR Manager for their respective organization. I will also compare their project to my group’s Google TMSP. Lastly, I will recommend how Unilever can recommend the best way to attract, develop, and retain the HR Managers for Unilever.