Hospitality Business Toolkit

Hospitality Business Toolkit

Table of Contents
INTRODUCION..............................................................................................................................1
ASSESSMENT 2.............................................................................................................................1
LO2 .................................................................................................................................................1
P4) Different stages of HR life cycle applied to a specific hospitality job role and its
importance for retaining and developing talent......................................................................1
M2) Evaluate the importance of HR life cycle.......................................................................3
P5) Develop a performance management plan for hospitality job role..................................3
D2) Draw valid recommendations how HR processes can uplift talent planning..................5
LO 3.................................................................................................................................................6
P6) Specific legislation which hospitality organisation has to comply..................................6
P7) Potential impact of company, employment and contract law over business decision
making in hospitality sector....................................................................................................7
M3) Explain the potential implications of regulations, legislations and standards upon
decision-making in a hospitality business..............................................................................8
D3) Critically reflects on the potential impacts on the regulations, legislation as well as ethical
principles upon decision making............................................................................................9
LO 4.................................................................................................................................................9
P8) Interrelation between different functional role within hospitality sector.........................9
P9)_Different methods of communication, coordination and monitoring within hospitality
organisation..........................................................................................................................10
M4) Examine how different methods of communication, coordination and monitoring to
achieve organisational objectives and strengthen the value chain.......................................12
D4) Critically evaluate the methods of communication, coordination and monitoring and
justify recommendations......................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES .............................................................................................................................14

INTRODUCION
In service industry hospitality business is a wider category. In tourism industry several
facilities are provided to the customers which includes food & drink facilities, event planning,
lodging, theme part, transportation etc. within the changing environment continuous
improvement is done to provides better facilities to their consumers as compared to competitors.
Marriott International is chosen for prepare effective reports, it is an American multinational
diversified hospitality company that manages a broad portfolio of hotels and related lodging
facilities. It was founded in 1927 in Washington, United States and J. Willard Marriott and Alice
Marriott was the founder of the company. The company deals in the hotels and resorts mainly.
Under this report discuss different stages of human resource life cycle which are used in
hospitality job role as well as understand the significance of retaining and developing talent.
Performance management plan is prepared to analyse the behaviour of an organisation and also
focus on the legislations which are implemented by a company. Examination of employment and
contract law has to be done to survey the impact on decision-making. To strengthen value chain
to discuss about the methods of communication, coordination and monitoring which are applied
in the specific departments of hospitality industry.
ASSESSMENT 2
LO2
P4) Different stages of HR life cycle applied to a specific hospitality job role and its importance
for retaining and developing talent.
Human resource life cycle is a management concept which describes the phases of
employee’s time with respective organisation and roles and responsibilities of human resource
department at every stage. It presents the challenges and opportunities and it is very important
because it defines a kind of investment in an individual which result in the capable, competent
and productive employees (Jasnoff and Sheikh, 2019). This enables staff members of Marriott
International to identify the information that assist to human resource improvements in intense
competitive universe.
There are five stages of human resource life cycle that are described below: Recruitment: Hiring desired candidate at a right place helps Marriott International in
reducing the turnover and absenteeism in international market. It assist with the
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improvement in overall productivity of human resource executive which are used for
taking competitive advantages. The HR manager of Marriott International conduct
several tests and examinations such as stress management, situational judgement, aptitude
test etc. for examine the deep knowledge and selecting the most capable or suitable
person. Hiring right people as well as managing hidden talent are very essential to gain
better productivity and growth of the company as well as retain employees for a long
time and achieve effective results (Foster and Carver, 2018). Education: The management of the company facilitates numerous learning classes to
educate the selected candidates for specific job roles and increase the productive
outcomes. Also, education is provided to individuals for aware them about the Marriott
international rules and regulations which are exist in this company. This assists in feeling
more comfortable to affiliated with the establishment and retain for a long time period.
As a result, in effective performance that helps tourism company to grow and expand in a
new nation consequently with the time phases. Motivation: Marriott International have capable and skilled staff so it is very important to
motivate their workforce towards the attainment of goals and objectives in an effective
and efficient manner. Encouragement of an individual helps service industry to fulfil the
expectations and demands of their customers firstly and takes competitive advantages.
HR manager of the company requires to set the benchmark for performing activities
within the specified time frame for resolving the conflicts on time and reduce costs.
Motivation helps company to grow and success in the market and builds positive brand
image as well as increase goodwill in cutthroat competitive world. Evaluation: In this stage human resource department of Marriott International needs to
analyse the issues and challenges which are faced by an employee within the workplace.
This may occur due to any conditions which are required to examine in a continuous
manner to make sure that they are valuable assets for an organisation (Chung and Chung,
2018). After measuring the problems, a company formulate strategic plan to resolve them
in an effective manner by making strategic decisions. Management keep eye on the
evaluation stage which leads in more productive and profitable results as well as uplift in
lacking areas of company. By resolving issues keeps on priority creates a sense of
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