Human Resource Development Report: Marriott Hotel Analysis

This report delves into the realm of Human Resource Development (HRD), focusing on the application of various learning styles, training methods, and evaluation strategies within the context of the Marriott hotel. The report commences with an introduction to HRD, emphasizing its role in employee development through mentoring, coaching, and career planning. It then explores diverse learning styles, including diverging, assimilating, converging, and accommodating approaches, highlighting their significance in designing effective training programs. The report further examines the transfer of learning to the workplace, emphasizing the importance of aligning training with organizational goals. It proceeds to analyze staff training requirements at different levels within the Marriott hotel, including managers, receptionists, and staff members. The report then evaluates the merits and demerits of different training methods, such as customer service training, and proposes organized planning techniques for training events. Finally, the report explores evaluation strategies, including suitable approaches and the success of evaluation plans, and discusses the importance of government and competency practices in HRD. The report concludes by summarizing the key findings and implications for the Marriott hotel.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Various learning styles..........................................................................................................1
1.2 Transferring learning to workplace.......................................................................................2
1.3 Requirement of Learning Style for planning and designing an event...................................3
TASK 2............................................................................................................................................4
2.1 Staff training requirements in various organisation..............................................................4
2.2 Training methods have some merits as well as demerits......................................................5
2.3 Organised planning technique for training event..................................................................6
TASK 3............................................................................................................................................7
3.1 A suitable strategy for carrying out evaluation.....................................................................7
3.2 Suitable approach for carrying evaluation for training event................................................7
3.3 Success of evaluation plan which is applied.........................................................................8
TASK 4............................................................................................................................................8
4.1 Importance of government in carrying out training and development process.....................8
4.2 Competency practices have influenced public and private sectors.......................................8
4.3 Human resource development is affected by contemporary training....................................9
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource development is an continuous process followed in organisation in order
to develop overall personality of individual through mentoring, succession planning, coaching
and career development plans. This involves development of personalty through enhancing
knowledge and capabilities of person (Armstrong, M and Taylor, S., 2014). Every organisation is
involved in practising human resource development in working environment in order to develop
new skills in work force resulting in higher efficiently in performance of person. The Marriott
hotel is engaged in delivering its services in hospitality industry. So, it is necessary for the
organisation that company is having motivated and passionate workforce which are engaged
delivering quality services to customers and able to satisfy their clients. So, the firm is
continuously engaged in organising various development programme in organisation working
environment in order to increase capabilities of workforce. This particular report studies various
learning styles followed by an individual during its developmental stages. This also discuses
about importance of implementation of learning into practices.
TASK 1
1.1 Various learning styles.
The learning and development style of an individual is highly affected by the preferences
and approach by which person is able to learn new things effectively (Boxall, and Purcell, 2011).
This dependent in the individual knowledge, exposure to current technologies etc. The learning
style is also affected by individual psychological approaches followed in order to handle any
problem and evaluation of issue. So, while developing any learning and development
programme, the Marriott hotel employer and CEO should take care of type of learning style
followed by the large numbers of people in audience. The different learning styles are described
as follows:
Diverging learning style (feeling and watching): Individual following this type of
learning style is emotional and sensitive in nature. Person prefer to evaluate condition or
situation through watching and making decision by feeling various aspects of problem. This
involves an diversified approach to resolving an problem. Individual develop an divergent
thinking or imagination through brainstorming in order to resolve problem effectively. Person
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work in team and each team members develops various approaches to particular conditions
through brainstorming and include a one single most efficient solution to problem.
Assimilating learning style (Watching and thinking): This learning style is followed by
the scientist and the person belonging from science background, these people prefer theories and
findings of other in order to collect information and analyse situation. The person learning is not
dependent on practical experiences (Bratton and Gold, 2012). In this approaches concept are
given more importance than people. Individual follows logical approach to develop new
capabilities in behaviour while assimilating information from the authors writings, books and
journals.
Converging learning style (doing and thinking): This learning style is totally depended
in gaining experience through practical implementation of theories and experiences in order to
provide efficient solution to problem is effective in practical world. This results in higher
accuracy in findings through the practical evaluation and analysis of situation by an individual
while learning new things. This is not dependent upon the analysed work of others and and belief
in doing the things by own.
Accommodating learners style (doing and feeling): This also follows implementation of
practical knowledge in practices to resolve problem through various experimentation in
practices. But person also follows various recommendation from other people and their findings
to make appropriate decision related to specific issues (Daley, 2012). This involves following the
guidelines defined by other person to carry out their own practical finding and comparing it with
previous result to bring accuracy and correction in processes.
1.2 Transferring learning to workplace.
The learning curve defines the capability of an individual to transfer learning in
workplace. It can be defines as rate of experience gained with time. The learning curve graph
shows the changing rate of expertise and learning in practice with within specified time period.
Steeper the graph higher will be capability of learning of an individual. This graph shown the
how faster an adapt to new changes and learn from the learning or training programme. The
graph a have different growing stages which reflects complete growing stage of individual
showing initial slower stage which is having low learning capabilities, these competencies to
learn and implement developed skills in practice grows at faster rate with time.
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The transferring learning to workplace is the responsibility of an individual towards the
profitability of employer as well as firm. The learning programme helps individual to develop
various skills in order to achieve all available opportunity in market like succession planning,
carer development planing etc. So, in return to this it is necessary the a person implement the
developed skills and gained knowledge and expertise capabilities in practice to perform better in
Marriott hotel working environment. The various importance of transferring learning and
developed skills to workplace is that it adds value in quality and quantity top profitability of firm
through efficient performance of trained employee. This also give an positive return on
investment of human resource department.
1.3 Requirement of Learning Style for planning and designing an event.
Learning is a measurable quantity and a relative parameter which needs to identify the
capacity of absorbing the amount of knowledge any human or animal can take. This is identified
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Illustration 1: The Learning Curve, 2011
Source 1: The Learning Curve, 2011

with time through experience or by nature. These styles have certain contribution while
designing a strategy for any learning event (Flamholtz, 2012).
Awareness: There is a sense of awareness created among people of Marriott while
accepting those learning styles. They tend to become pro-active and react to things differently, in
a much mature manner. This effects in bringing a drastic change in an individual's personality.
Attention: While going through these styles, people are taught to be attentive to which
ever process they are going through. This makes them an attentive person and make them alert
about any thing different happening around them. Since they pay attention to whatever is
happening in the world, so they tend to learn a lot of new features occurring in their society.
Retention: For any individual to make them exist in this world has to have a memory
capacity for remembering every small thing that has been taught to them. So this is another
important contribution of learning style for making any individual to memorise the things which
has been taught to them.
Reproduce: The teaching of this style helps every person to cope up with the ideas and
methodologies that is provided to him and they tend to encourage the person to reproduce
themselves from the given knowledge provided in Marriott.
Motivation: This is the last but very important contribution of learning event to any
individual. It provides the person with motivation speeches, counselling in case the person is
suffering from any type of depression. This helps people to improve their performance and work
well in any environment (Guest, 2011).
TASK 2
2.1 Staff training requirements in various organisation.
Training requirements for staff member of Marriott at various levels is needed for
learning and understanding the value and standard of the company. There is a lot of workforces
required to carry out different operation for running such a big company. The environment in
which these employees work should be very friendly and comfortable so that it will motivate
them. Thus training key strategy for human resource development for achieving the objective of
Marriott. This firm is basically dependent on skills of the workforce it has hired. It remains
competitive by providing the best services and quality of products required by the customers. For
all this training is very necessary. Employee working at different levels in this organisation
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require different types of training skills in order to perform well in their fields. According to their
roles given to them they are expected to be best in that, which is only achieved through specific
training (Halbesleben, 2010).
Managers: This section of people are provided special training of attending the guest in
an effective manner. They are expected to be very polite, generous, courteous and welcoming. A
guest who have entered Marriott has great impact on his views if the manager of the hotel is very
impressive.
Receptionist: These people are trained to be very cordially with the guest and make them
comfortable in the hotel space so that they can feel at home.
Staff Members: There is a large crew of people that are designed to do different jobs.
Some are trained to make the guest visit the full hotel. Some are taught for carrying out cleaning
of all the rooms and hotel. They are explained about each and every step of maintaining the hotel
decorum.
2.2 Training methods have some merits as well as demerits.
For company like Marriott keeping their customer happy and satisfied is most primary
and integral aim of this firm. For gaining success and heights for this organisation these steps
needs points need to be kept in mind of training the employees well in their fields. Customer
service training is most essential part for any employee to work in the service industry. There is
many advantages and disadvantages of these training sessions provided to employees of this
organisation (Hirschman, 2014).
Advantages of training methods: This company needs abundant customer services
training which may make them hire a staff of trainers to perform training.
 Trainers can customize training module to accommodate needs of the company. The
advantage of training techniques include explaining new comers and refreshers.
 Professional Training provided to people so that they become expert of their specific
tasks. If the sessions of teaching are given to them by an expert they would be assured
that they are under proper guidance and better training facilities.
 Training provided through seminar is a good alternative. This is best way in which large
amount of audience is been conducted at once.
Disadvantages of training methods: Even though there can be many merits of carrying
out training program, but there are certain demerits of those processes.
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 While carrying out in house training there is a large amount of cost which needs to be
spent for employing full time trainers.
 For providing off-site training, it would be very costly as well as tedious job to find such
location.
 For providing professional training there is requirement of experts which is very difficult
and rear.
 One more disadvantage of providing training through seminars is that, only those
employee can get this opportunity who are present in the area where this seminar is
conductor. The rest of employees are deprived of this advantage. Also there is one more
demerit of such a training procedure, it is that there would be no proper focus given on
any employee. Ones who can understand through their speeches will do good but the one
who did not have no chances of improvement.
2.3 Organised planning technique for training event.
Utilizing a systematic approach technique for the training event is very beneficial for
Marriott as it will help in accomplishing its aim and objectives (Knowles, Holton III and
Swanson, 2014). Their main priority is to provide proper training features to the employees of
this company and make them all work effectively to fulfil those goals. This type of sessions are
like formal teaching periods which are designed to ensure learning process is going according to
needs of the company or not. The steps of this training techniques involves:
Analysis: This is the first phase of training requirement which determines the capacity of
the employees, their performance ratio, their behaviour and the company objectives. The higher
authority like the supervisor is expected to gather information of all the employees and its
statistics, so that it can be analysed and worked upon, else it would be difficult to work these
information on their own.
Design: After doing the analysis, the next stage which comes is to create something with
all the information that has been collected. After formation of a instructional model and identify
the training material that would be required at specific location where training would conduct.
All these steps would ultimately help to make a designing plan which would guide trainees to
have proper direction.
Development: Once the analysis of information and designing of plan is done, the prime
objectives of the company is to work for the development of that plan (Luthans, Avolio and
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Peterson, 2010). This stage involves producing and acquiring those informations and utilize them
to execute the training program.
Implementation: This is like the last step of any training strategy because it involves the
final presentation of all the plans which has been developed. All the methods which involves
analysis, designing and working for development need to be properly implemented for climax of
this training strategy.
TASK 3
3.1 A suitable strategy for carrying out evaluation.
Evaluation technique not only help employees to enhance their skills and information
base from certain training sessions in their professional career but also they realise their
weaknesses and areas where they are weak. This would make them improve their performance
and will provide extra focus to areas which needs improvement (McKenzie and et, 2012).
Through this evaluation plan every employee is given special attention to and all are being
monitored and helped in case of any query of support required to them. This encourages
individual employee to perform well and it gives power to the training process. Methods of
evaluation used in Marriott is Kirkpatrick Learning & Evaluation Theory. This technique
basically involves different stages where reactions of trainees are measured in the beginning to
evaluate their overall attitude. Then measure of knowledge gained by those trainee. Later those
gained knowledge needs to be implemented. Lastly results are accesses to see the performance
of the employee.
3.2 Suitable approach for carrying evaluation for training event.
Once the evaluation plan is been chosen which is suitable for Hotel Marriott, then
carrying out that evaluation technique in real scenario and find the changes that occur. While
doing the findings of this plan there is great chance of failure of training program, that's why
instant steps of appropriate actions are taken. Marriott has used various training program for
their employees.
The process which is used in this company for carrying out training is Kirkpatrick
Learning Theory. This is very effective and useful method of learning procedure. This technique
includes post training surveys which is done in order to find out reactions and feeling of
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employees. The next phase includes determining the actual content that an individual has grasped
from that session (Pascolini and Mariotti, 2011).
3.3 Success of evaluation plan which is applied.
Marriott Hotel should basically have all the knowledge about methods of evaluating a
training strategy. By that information this firm has carried out its training program effectively.
For success working of this plan there are certain points to be kept in mind. One of that method
includes direct observation is best method for carrying out direct discussions to the trainees by
having one on one conversation. This can carry out behavioural change in people working in that
organisation. The next strategy will be performing tests. This method will actually test the ability
and skills of marketing plans for Marriott (Pieterse, 2010).
TASK 4
4.1 Importance of government in carrying out training and development process.
There is great impact of government in carrying out training, development and life long
learning process. There are many steps that this administration follows:
Forming Public Norms: By implementing this method government can reach to every
individuals. This will basically help them to generate a culture where all public will come and
train themselves and develop their skills.
Allocate Fund: The best support that a government can extend to this organisation is by
providing funds to the private sectors as well as public sectors.
Promote HRD: Government can basically provide a training and development program
in which the promotion of HR is done for all. This can be done by including the syllabus of HRD
in National Curricula.
4.2 Competency practices have influenced public and private sectors.
The competency policies basically described the ability to complete any task given to
them. They require ability of certain type of qualification which would be essential for finishing
that job properly and effectively (Reio, 2010). The competencies basically involves many steps
like a novice which means a beginner to the subject. An experience holder which would guide
the novice. A practitioner is also required which will practically react to various situations as
they come.
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4.3 Human resource development is affected by contemporary training.
By applying these contemporary theories for UK government there are several initiatives
in the field of human resource development. These institution which basically look after matters
like department of trade and industry, department of work and pension, department of education
and skills and also a department of health (Terziovski, 2010). All these agencies provide some
services to mostly private type of organisation like Marriott Hotel for example. They do this by
providing business to this firm which are actually needy and eager. There is provision of skills
for businesses network for sector skills councils. There is funding and planning of education for
many people to execute learning procedure for various organisation.
CONCLUSION
From the above report it can be concluded that, development of workforce is necessary
for their own carer development and also for organisation in achieving venture mission and
vision effectively. This is followed by implementation of learning in practice. Marriott hotel is
engaged in enhancing capabilities of an individual in order to increase workforce performance by
providing training them for development of complete personality as whole. This involves
development of mental, psychological and physical strength to carry out tasks of firm efficiently
and utilising available resources optimally. This helps in increasing profitability of company to
large extent.
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REFERENCES
Books and journals
Armstrong, M and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts methods and
applications. Springer Science & Business Media.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal.21(1). pp.3-13.
Halbesleben, J. R., 2010. A meta-analysis of work engagement: Relationships with burnout,
demands, resources, and consequences. Work engagement: A handbook of essential
theory and research. 8. pp.102-117.
Hirschman, A. O., 2014. Development projects observed. Brookings Institution Press.
Johns, G., 2010. Presenteeism in the workplace: A review and research agenda. Journal of
Organizational Behavior. 31(4). pp.519-542.
Knowles, M.S., Holton III, E.F and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Luthans, F., Avey, J.B., Avolio, B.J and Peterson, S.J., 2010. The development and resulting
performance impact of positive psychological capital. Human resource development
quarterly. 21(1). pp.41-67.
McKenzie, L.M and et,al., 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total Environment.
424. pp.79-87.
Pascolini, D. and Mariotti, S. P., 2011. Global estimates of visual impairment: 2010. British
Journal of Ophthalmology, pp.bjophthalmol-2011.
Pieterse, J. N., 2010. Development theory. Sage.
Reio Jr, T.G., 2010. The threat of common method variance bias to theory building. Human
Resource Development Review.9(4). pp.405-411.
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