Challenges in Human Resource Management at J.W. Marriott

Human Resource
Management

Contents
Introduction................................................................................................................................3
Main Body..................................................................................................................................3
Task A........................................................................................................................................3
Value created by firm using HR strategy and concept of HRM............................................3
Task B........................................................................................................................................4
Impact of regional and natural culture on practice of HRM in chosen company..................4
Task C........................................................................................................................................5
Organisation’s model of employment and organisation levers used to create value.............5
Task D........................................................................................................................................6
HRM policies in Asian countries...........................................................................................6
Task E.........................................................................................................................................7
Importance of local culture and HRM practises in hiring and firing.....................................7
Task F.......................................................................................................................................10
Differences in terms of employment laws when international HRM changes local business
system...................................................................................................................................10
Task G......................................................................................................................................11
Recommendations................................................................................................................11
Conclusion................................................................................................................................11
References................................................................................................................................13

Introduction
Human Capital Management corresponds to the management and institution of an
organization's human resources and workforce to enable it to operate fully and therefore fulfil
its demands and requirements. The study addresses several difficulties relating to human
resources encountered by the company. J.W. Marriott branch of the United Kingdom is to be
founded upon this report. JW Marriott is a hotel brand that was founded in 1984 and launched
the very first hotel in Washington D.C (He and et. al., 2021). The first international launch
was held in Hong Kong in 1989 and Europe and subsequently in the Middle East in 1993, as
a result of the hotel launching in Washington. JW Marriott now has a strong name in the hotel
market, with its company being developed to include the majority of the country worldwide,
and one of the biggest hotel businesses. The paper will examine the challenges which J.W.
Marriott has when it comes to managing human resources and how they may resolve the
problem using different strategies (Khuadthong and Kasim, 2020).
Main Body
Task A
Value created by firm using HR strategy and concept of HRM
According to the post in empxtract, a corporate organisation has different problems in
the implementation of different business plans and strategies. Innovation is a methodology
used by managers and leaders of different business organisations to solve these challenges
and to help them achieve the operations company's particular aims and goals. Within the
framework of the selected organisation, JW Marriott, concerned hospitality companies,
implements several creative techniques to address all client trends in a specific corporate
marketplace and also to guarantee that precious employees' resources are used efficiently
(Malik and et. al., 2020). The following are HR strategy in the HRM:
Use of artificial intelligence throughout recruiting: This section illustrates the usage
for various recruitment efforts of the firm of breakthrough AI approaches. For the selected
company, it helps to minimise costs, spares time as a resource and delivers the quality of the
company recruitment process.
Data analysis: Different decisions are taken by different companies utilising data.
Data analysis: It allows the company to make efficient decisions and also prevents the waste

of valuable employee resources. The management of the enterprise employ the data analysis
in regard to the chosen business in the formulation of the relevant important decisions.
Performance management: the operational management of the selected company
employs effective performance management technology to improve the company's work
environments and to achieve professionalism in its job.
Feedback: The HRM of a company may function properly by collecting frequent
feedback from diverse staff working within the organisation. This also helps to adjust the
employee's goals and tactics in line with changes in the company's needs or external
environment (Top 6 HR Trends in 2020 – Transforming the future of labour 2019).
Task B
Impact of regional and natural culture on practice of HRM in chosen company
Foreign, national and organisational limitations govern the human resources
management policies of an organisation. With the continuous rise of multinationals, the
influence of these constraints is more important, particularly with an increasingly globalised
society. With enterprises crossing regional, national and international borders, today defined
by abnormal function, HRM methods need to be adapted so that the apparent variances
among nations are reflected (Nwosu and Ogunyemi, 2020).
Regional culture
Several academics in the subject have explored the influence of regional cultures in
defining the work environment and other social institutions. Culture is all we share with other
nationals, regions or groups, but not with other countries, regions or groups. Culture covers
values that are accepted amongst individuals with a certain nationality or country of origin
within a certain social context. Culture, whether deliberately or subconsciously, has been
produced, acquired or apprenticed, developed and handed on to future generations.
Throughout every aspect of human existence, religion is the building block. As regards the
function of religion in one's professional life, it implies, for instance, that working ethics
encourage hard labour, money saving, and time management, so that pleasure activity is not
well understood (Pham and et. al., 2020).
Natural culture