Analyzing Hospitality and Tourism Studies

The provided assignment consists of a list of references to research papers and publications on hospitality and tourism studies. The sources cover a range of topics, including human resource management, leadership, marketing, and revenue analysis. The report aims to provide an overview of the current state of knowledge in these areas, with a focus on identifying innovative ideas and strategies for growth in the hospitality and tourism industry.

Hospitality
Managemnt

Table of Contents
INTRODUCTION...........................................................................................................................1
Different HR life cycle stages and their importance for retaining and developing talent .........1
Develop a performance management plan to resolve negative behaviour and overcome issues
of staff retention..........................................................................................................................3
Identify specific legislation for organisation...............................................................................5
Impact of employment and contract law on business decision making .....................................6
CONCLUSION ...............................................................................................................................8
REFERENCES ...............................................................................................................................9

INTRODUCTION
Hospitality sector is a huge industry which is serving different customers around the
world. This sector is dealing with manufacturing of food, beverages, accommodations, drinks,
other. Hotels and restaurants must take special care while expanding their business and providing
quality services to clients across the globe (Yan and Subramanian, 2018). The company which is
considered in this report is Marriott International Hotel. This is an American multinational
company which is diversified in hospitality sector. This company manages and it franchises a
broad portfolio of lodging services and hotel facilities. Marriott International has headquarters in
Bethesda, Maryland, United states.
In this report, different stages of HR life cycle and its importance in developing and retaining
talent has been discussed. This report includes performance management plan, specific
legislations required in hospitality sector and finally the importance of employment law and
contract law in decision making of the managers.
Different HR life cycle stages and their importance for retaining and developing talent
Human resource life cycle is also known as employee life cycle in which to identifies the
various stages of an employees time at particular organisation and also to describe the role of
human resource department at each stages. In context to Marriott international hotel, which is
American based multinational hospitality company and it is one of the leading hotel industry
chain across the world. Along with this, it is important for HR managers because it helps an
organisation to retain their employees for longer period of time. Also, it increases the number of
experienced employees in organisation which motivate their employees to provide good quality
of product and services to their end number of customers (Sottocornola and Et. Al., 2019). With
addition to this, HR manager should study and opt HR life cycle in working area because this
plays very crucial role in an organisation. There are five stages of Human Resource life cycle
which are described below:-
 Recruitment: It is a process of attracting and short listing new candidates to fulfilling the
vacant position within an organisation. In context to HR manger of Marriott international
hotel, use this first stage of human resource life cycle. This is because it help managers to
hire or attract suitable or highly qualified candidates for fulfilling a vacant position in
their organisation.

 On-Boarding: It is a process which helps new employees to acquire skills and
knowledges for becoming an effective member in particular organisation. In context to
Marriott hotel, it aid organisation to analyse the performance of new employees and also
determined how long they survive in an organisation (Chattopadhyay and Mitra, 2019).
Along with this, freshers can learn about company policies, procedures and about their
duties for achieving an organisational goals and objectives.
 Career Development: It is a very important stage of human resource life cycle this is
because it helps employees to learn or improve their skills so that they can easily do their
job. Along with this, career development is a process of managing employees work
experience between inside or outside an organisation. In context to Marriott international
hotel, HR manager use this stage of employee life cycle as to provide various
opportunities to their employees. Along with this, it help their staff members to improve
their skill and develop them to deal with the situations in order to accomplish
organisational goals.
 Employee Recognition: it is a process in which managers give awards to employees on
their performance which helps them, to reattaining in an organisation ans also solving
their problems for not switching or living their company (.Khotimah and Sarno,, 2018,).
With addition to Marriott international hotel, they provides various offers to their
employees about knowing who are switching and leaving their job in an organisation.
Along with this, it help their organisation to solve their employees problem for
reattaining them longer period of time within an organisation.
 Off-Boarding: This is a last stage of Human Resource life cycle in which employees
leave an organisation because of getting new job, personal reasons, retirement and so on.
In context to Marriott hotel, this stage means employees leave their organisation abacuses
of companies polices or many other issues. Along with this, HR manger inform them
about various benefits and final pay which aid employers to maintaining a brand image at
market place.
 This last step, where employees of Carnival Corporation and Plc use to leave organisation
after offers made to them.

Importance of HR life cycle in relation to strategic talent management :-
 Improve employee performance : HR manager of Marriott international hotel provide
various training and development session or programmes for improving their skills,
knowledge and performance in an organisation. Along with this, company should provide
knowledge about their vision which helps an employees to achieve organisational goals
and objectives.
 Increase employee motivation level : In Marriott international hotel, HR manager
evaluate the overall performance of their employees which helps them to provide
rewards according to their achievement (Sipe, 2013Nickson, D., 2013). Along with this,
human resource life cycle aid organisation to increase a level of motivation in their
employees which encourage them to work in an effective manner.
 Retain top performing employees : HR life cycle plays a very important role in an
organisation as it helps manger to find more information about their employees as who
are more talented and good performer with in the organisation. Along with this, HR
manger of Marriott international hotel, helps them to collect information regarding their
employees performance. This is because it help an organisation to retain their efficient
employees for long period of time, so that they can easily make effective work force
within an organisation.
Develop a performance management plan to resolve negative behaviour and overcome issues of
staff retention
Performance management plan is essential for an organisation. This is a continuous
process for improving the performance of an individual by setting team and individual goals that
are aligned to the strategic objectives and goals of the organisation. This includes planning
performance for achieving goals, assessing and reviewing progress of the company and
developing skills, knowledge and abilities of people. The performance management plan helps in
measuring abilities and capabilities of individuals and accordingly train them to increase their
knowledge and skills. Managers and leaders motivate their employees for making them
competent in business environment. In Marriott International Hotel, Managers and leaders make
performance plan for evaluating the performance of staff members, waiters, hotel managers,

supervisors, cleaning department, etc. Proper trainings and sessions are given to these individuals
for enhancing services of organisation. The performance plan of waiters of Marriott International
Hotel is given below-
Job Title : Waiter
Department : House keeping
Company : Marriott International Hotel
Date : 17-04-19
Improvement
Objectives
Success Criteria Additional support
required
Objective outcome
Waiters of Marriott
International Hotel
are not able to
provide quality
services to their
customers and
clients. This
decreased the value
of the company.
This all lead to
reduction in
customer
satisfaction.
It is essential for
Marriott International
Hotel to evaluate
performance of waiters
and give them effective
sessions for improving
their behaviour and
service towards clients.
In addition to this,
waiters perform self
analysis and improve
their performance. They
have to take some
measures to check their
abilities (.King and Lee,
2016.).
Theses trainings and
development sessions
are helps in enhancing
skills and abilities of
waiters in order to
increase customer
satisfaction.
The mangers and leaders of Marriott International Hotel, should apply HR life cycle in an
appropriate manner. They should hire and retain talented and skilled employees. This increases
the productivity and efficiency of organisation. If people are satisfied by services they are
getting, customer retention and customer satisfaction increases. Trainings and development
sessions can make skilled work force which is capable to understand their roles and

responsibilities in organisation and this helps in attaining their goals and objectives in specified
time frame.
Identify specific legislation for organisation
Employment legislation is defined s law that governs employment at workplace. This
impacts employees, employer and unions of the company. The major role of employment law is
to ensure that company evaluates the capability of individuals who can work in the organisation
or who are not fit for the company (Bruce and Stephens, 2017). Employment legislations are
continuously involving and becoming controversial for knowing impacts of these laws on
business. Legislations were made to prevent unfair dismissal and discrimination on different
basis like gender, race, religion, etc. Marriott International Hotel follows different legislations
described below-
Employment Act, 2002- Employment Act was given by UK government in the year
2002. This act contains several rules like paternity, maternity and adoption leave and pay.
According to employment Act, 2002 there are several rights made for employees working in the
organisation. These rights help an individual to to have a positive environment in the company. It
protects and safeguards people and feel secure in the organisation. There are different kind of
benefits which are given to employees. This act has introduced a minimum dismissal procedure
for employees. If any staff member has compliant about harassment, unequal treatment or
negative environment at workplace, then he/she can take legal action against the organisation
(Employment Act, 2002, 2019). Marriott International Hotel applies this legislation in the
company and it helps employees to work effectively in the organisation. This helps to motivate
employees and in this way customers will be provided high quality services by satisfied
employees.
Equity Act,2010- This Act was introduced in 2010 and according to this act employees
should be treated equally at workplace (Equity Act, 2010, 2019). Employees of the organisation
cannot be discriminated on the basis of gender, religion, favouritism, etc. It is advisable for
Marriott International Hotel to treat every employee equally and make peaceful environment at
workplace.
Workmen's Compensation Act- According to this act, an employee should be given
compensation when he or she is injured or met with an accident. Organisation has to provide

financial protection to it's staff for helping them in case of emergencies. The Marriott
International Hotel provides compensation to it's employees when they are in need.
Child labour Regulation- According to this act, there should be no individual who is
less than age of 14 and working in the organisation. Marriott Hotel ensures that they are not
hiring people who are children. They only give employment to individuals who are adults.
Religion and belief Act- Religion or belief is one of the set of protected characteristics to
which different types of discrimination are done. In Marriott International Hotel no individual
should be discriminated on the basis of his or her religion.
Equal pay Act, 2010- According to this act, employees should be treated equally and
they should be given equal pay (Dirrigl Jr and Noe, 2018). Management of the organisation
cannot vary salary of individuals. Men and women are legally employed to be given salary at the
same rate for like work, work rated as equivalent and work of equal value.
Dismissal Act- According to this act, employers can use the dismissal action to help
employees for functioning better. Dismissal tells information on how managers avoids problems
while dismissing people. This includes termination of contract, unfair dismissal, wrong dismissal
and constructive dismissal. This situation occurs when a contract is terminated , ends or renewed.
In Marriott International Hotel, managers take care that people work together happily but if any
case of conflict occurs managers can take dismissal actions.
Health and safety Act- According to this act, employees of the company should be
given good conditions at workplace. The management of organisation must take care of
individual's health and safety. In Marriott International Hotel, employees are given good health
and safety measures at workplace. They are provided good conditions to work in the hotel
premises.
Impact of employment and contract law on business decision making
Employment law is defined as the collection of laws and rules that regulates relationship
between employers and employees. According to this law if any employee is hired he should be
given equal rights in the organisation. This law contain what should an employer must pay to
employees of the organisation for their work (Eltayeb, 2018). These laws create least
requirements for working conditions for employees. There are various laws which are made for
employees working in the company for their betterment. Some of them are described below-

Minimum wage law- According to this law, there is a particular amount of wage that is
fixed for people working in the company. This wage depends upon skills f the worker. Every
company has to follow this law to protect their employees fro fighting and feeling discriminated
among other employees.
Family and medical leave- According to this act employers should offer 12 weeks of
unpaid family leave (Ervin, 2016.). An individual can use family leave after birth of child or
after adoption. This can be used for health problems, taking care of spouse, child or parent in
case of emergencies.
Collective bargaining- According to this, employees have right to organise collective
bargaining with an employer. If there is any case where more than 50 percent of employees want
to organise then the company should negotiate in good faith.
Employment law is helpful in decision-making of business of managers. The managers
and leaders of companies must take care about facilities given to employees. If workers are
treated in a nice way then they will be happy and they will work hard to achieve targets given to
them. In Marriott International Hotel, the decisions of managers are affected on the basis of
employees conditions, needs and requirements.
Contract law – A contract is an agreement between employee or employer for making
any kind of decision. Contract law defines contract as an agreement enforceable by law that
offers personal rights and imposes personal obligations. This contract is protected by law and is
enforced against both parties in the agreement. The law of contract is based on the concept of
deal between two parties. In case of organisations contract law is between employee and
employer. In case of employee and employer contract, the legal agreement contains information
about employee's salary, leaves, incentives, offers and terms on which the company is working.
The contract or agreement is important for maintaining a record of what is going to be done in
future. A presence of contract helps to avoid any kind of problem or conflict between both
parties. The top level management takes decisions on the basis of contracts and agreements made
between employees and employer (Foster and Carver, 2018). If there is any problem related to
salary or biasses, individuals can take legal actions against the corporation. The Marriott
International Hotel ensures to provide every facility to employees and it take special care for
protecting employees from any problem or conflict.

CONCLUSION
As per the above mentioned report it has been concluded that, human resource life cycle
plays a very important role in an organisation as it enhance their growth and success. Along with
this, Human resource life cycle provide various information about their employees which helps
manger to evaluate their employees performance and describe how they play their effective roles
at every stages in an organisation. With reference to this, a performance management plan is
developed for the specific hospitality job role by applying the various techniques for resolving
negative behaviours and focus on overcoming the issue of increase in the employee turnover
ratio. Also, it has been evaluated about the specific legislations that hospitality industry must
adhere to. Lastly, certain examples are included to illustrate the potential impact of company
employment upon business decision making in the hospitality industry.

REFERENCES
Books and journals
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experiences: A toolkit for leadership learning facilitators. New directions for student
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Dirrigl Jr, F. J. and Noe, M., 2018. The teacher writing toolkit: enhancing undergraduate
teaching of scientific writing in the biological sciences. Journal of Biological Education,
pp.1-17.
Eltayeb, N., 2018. Evaluating the Service Quality of Egypt National Railways from Tourists
Perspective. International Journal of Heritage, Tourism, and Hospitality. 11(2/2).
Ervin, S. A., 2016. Social Business Plan and Publishing Proposal for Global Toolkit.
Foster, M. and Carver, M., 2018. Explicit and implicit internationalisation: Exploring
perspectives on internationalisation in a business school with a revised
internationalisation of the curriculum toolkit. The International Journal of Management
Education. 16(2). pp.143-153.
Godnov, U. and Redek, T., 2018. Good food, clean rooms and friendly staff: Implications of
user-generated content for Slovenian skiing, sea and spa hotels’
management. Management: journal of contemporary management issues. 23(1). pp.29-
57.
King, C. and Lee, H., 2016. Enhancing internal communication to build social capital amongst
hospitality employees–the role of social media. International Journal of Contemporary
Hospitality Management. 28(12). pp.2675-2695.
Mejia, C. and Torres, E. N., 2018. Implementation and normalization process of asynchronous
video interviewing practices in the hospitality industry. International Journal of
Contemporary Hospitality Management. 30(2). pp.685-701.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Sipe, L. J., 2013. Leadership for innovation in the memories business: A mixed methods study of
a hospitality and tourism marketplace. University of San Diego.
Weinstein, A. and Morritt, R., 2012. Segmentation strategies for hospitality managers: Target
marketing for competitive advantage. Routledge.
Yan, L. X. and Subramanian, P., 2018, June. A Review on Exploiting Social Media Analytics for
the Growth of Tourism. In International Conference of Reliable Information and
Communication Technology (pp. 331-342). Springer, Cham.
Sottocornola, G. and Et. Al., 2019. Identifying Innovative Idea Proposals with Topic Models—A
Case Study from SPA Tourism. In Big Data and Innovation in Tourism, Travel, and
Hospitality (pp. 115-133). Springer, Singapore.
Chattopadhyay, M. and Mitra, S. K., 2019. Determinants of revenue per available room:
Influential roles of average daily rate, demand, seasonality and yearly
trend. International Journal of Hospitality Management. 77. pp.573-582.
Khotimah, D. A. K. and Sarno, R., 2018, May. Sentiment Detection of Comment Titles in
Booking. com Using Probabilistic Latent Semantic Analysis. In 2018 6th International
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IEEE.
Online
Employment Act, 2002. 2019. [Online], Available Through.
<https://www.legislation.gov.uk/ukpga/2002/22/contents>./
Equity Act, 2010. 2019. [Online]. Available Through.
<https://www.legislation.gov.uk/ukpga/2010/15/contents>./
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