Contemporary Issues and Emerging Trends in Human Resource Management at London Marriott Hotel

This report discusses the contemporary issues and emerging trends in human resource management (HRM) at London Marriott Hotel. It explores the challenges faced by HR managers, such as the gig economy, innovation and automation, changing rules and regulations, and diversity and harmony issues. The report also highlights the emerging trends in HRM, including repurposing human capital, using modern technology for recruitment, reinventing talent acquisition, integrating workforce management systems, balancing work-life integration, and data-driven recruiting. Additionally, the report provides a job description for a HR manager at Marriott Hotel and describes the process of performance management to reduce staff turnover, identify training needs, and enhance promotions.

Human Resource Management
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Contents
INTRODUCTION...........................................................................................................................3
ASSESSMENT QUESTIONS.........................................................................................................3
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
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INTRODUCTION
Human resource Management is based on the department of enterprise organization that
looks after hiring, management and firing the staff members. HRM is mainly focused on the
different functions of people within enterprise, ensuring that best work practices are place at all
time. This report is based on the London Marriott hotel, which is consider as leading
organization in UK marketplace. Marriott hotel is type of international brand of full services
provided to their potential consumers.
This report will discuss about the contemporary issues, emerging trends that associated
with Human resource management (HRM) in the hospitality industry. It will develop as specific
job description for the post of Human resource manager. This documentation will describe the
process of performance management that will assists to minimise staff turnover, identify the
specific need and enhance the promotions. Moreover, this report will identify two important
existing policies of Human resource management in order to manage or control the entire
business performance and efficiency in marketplace.
ASSESSMENT QUESTIONS
Discuss about the contemporary issues and emerging trends associated with human resource
management in London Marriott hotel.
In London Marriott hotel, Human resource department is operates the business in very
differently. It has been changing the job market, regulatory demands and compliance issues,
which have been faced by Human resource manager in marketplace. The business owner of
London Marriott hotel need to understand the contemporary issues that usually manager face, so
that it is important to utilise valuable resources and gain advantage in marketplace.
Different contemporary issues faced by Human resource management-
The Gig Economy- in London Marriott hotel, many talented people have decided to
leave the traditional workforce in order to move towards freelance work in their areas. These are
given them desired flexibility in their own lifestyles, and also consider as great selling point
among potential consumers (Bonache and Festing, 2020). At that time, HRM have face the
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challenges where it cannot recognised the best talent as no longer available for particular areas.
HRM in London Marriott hotel must have find the way to either create as long term contracts,
develop their suitable talents.
Innovation and Automation- Human resource management is mainly performed the
different tasks, providing the better training session for their staff members in London Marriott
hotel. It means that hotel include all kind of technological advances, prepare to itself to train new
candidate. For instance, Advancement of technology will support for establishing a better
coordination between staff members. But HRM must help to roll out the training program and
face issue regarding the investment, mis-management at internally.
Changing rule and regulation issues- In Marriott hotel, Human resource management
has face the compliance related regulatory issues. This is the essential duty of HRM to handle
themselves. While jot duty has not changed over years, but it will cover all innovation
constantly. It means that HRM need to be understand the specific need or requirement.
Afterwards, it will try to implement suitable regulation otherwise, it will increase conflict among
staff members, which is not completely favourable at all (Carnevale and Hatak, 2020). For
Example- Privacy law is constantly updated with disclosure, employee training and
acknowledgement. If HRM does not use any regulation whereas it has chance to expose of
penalties and public scrutiny.
Diversity and Harmony issues- In London Marriott hotel, HRM know that a diverse
workforce are working together in the organization. It has been developed a strong team to
handle the different business operations and functions. It is yield the better way to implement
idea and offers consumer satisfaction. HRM in London Marriott hotel is to face the issue of low
morale in diverse workforce. In order to minimise the productivity of hospitality business.
Diversity is consider as serious legal liability, if employees or consumers are feeling harassed by
other one.
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Emerging trend associated with HRM-
HRM has been explained as being responsible for recruiting, selecting and attracting
assessment and also compensation of employees. In this way, it must ensure that compliance
with employment and proper legislation. In recently, HRM has become involved in the
succession business planning etc. these are not only associated with HRM (human resource
management), in order to handle the business tasks effectively and efficiently.
In London Marriott hotel, Human resource manager is facing the rapid and unrelenting
growth of AI, and other kind of modern technologies. These are directly inspire or motivate to
the HRM where use in the hotel. This will help for enhancing the business efficiency and
performance, re-consider how it can develop leaders.
Trend-1 Repurposing the human capital:-
Finding, it is difficult to hire, recruit, human resource manager often forget about the
effective tactics of HR specialist. They can use them to gain more opportunities across the
enterprise. Another way, no less effective tactics is the use alternative human capital such as
outsourcing partners and freelancers (Collins, 2020). This approach is applicable in the talent
acquisition works in best for companies. But at certain level, it is also facing the changes in the
business condition or situation.
Trend-2 using modern technology to hire or recruit:-
With consideration of a strong screening, sourcing the techniques in place, Human
resource manager in Marriott hotel can hire the efficient candidate. Unfortunately, not everyone
has efficient capabilities at their disposal. For Example- In Marriott hotel, HRM can use machine
learning tool for process of recruiting. It is helping to create or develop complete image of
potential candidates. These tool will help for providing the huge benefits, advantage to modern
enterprise by automated hiring process.
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Trend-3 Reinventing Talent Acquisition:-
In London Marriott hotel, HR manager can use new approaches to talent acquisition,
which is always encouraging the human capital specialists. In order to find the best way and
accessing talent. This kind of emerging trend associated with Human resource management. At
certain level, companies needs to re-imagine the specific need of employee and then use modern
technology at their full power.
Trend-4 Need for integrating in workforce management system:-
This kind of trend is applicable in London Marriott hotel, HR manger should integrated
with various departments such as tax, IT, legal and other personnel. Sometimes, it is also sharing
the information or data, which may need to be partner and help avoid costly. HR manager in the
hotel to gather or collect large amount of data from different multiple system. Sometimes, it is
also represents challenges so that it become even more essential for enterprise, consider the
integration with human capital management as solution.
Trend-5 Balance work-life and integration:-
Employees was to achieve its elusive work-life balance. Human resource manager is
mainly focused on the implementing advance technology. This can provide the better
accessibility for staff members, shifting away from the personal life and work life (Liu, Qingqing
and Liu, 2021). In this place. It is maintain the flexibility to work at the time of non-hours and
also taking as personnel breaks. Nowadays, it has been rapidly increasingly the work-life balance
integration trends and associated with Human resource department. Therefore, it automatically
improve the entire business performance while achieving desirable goal or objective.
Trend-6 Data Driven Recruiting:-
The emerging trend will be used in the Marriott hotel by Human resource manager. It is
always gain more traction, access data or information which become easier or cheaper with
professional network platform. In London Marriott hotel, HR manager is preferred to implement
data driven process to establish a strong network with other leaders. Sometimes, data driven
recruiting trend can assume as strategic approaches in their decision-making. For instance, HR
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team can build a talent pools as per relevant information which help for recruiter. In order to
enhance their understanding toward market in efficient manner.
Design and develop a Job description for Human resource management in Marriott Hotel.
In this section, it has been explained the brief job advertisement for Human resource
management in London Marriott hotel. It can be optimised for positing an online job boards, also
customize this company’s needs and include unique HR manager duties and responsibilities in
the hospitality industry.
Job Description
Position- Human Resource Manager
Responsible To- CEO of London Marriott hotel
Education Qualification-
Master Degree in Human resource & Marketing within recognised university
Strong understanding towards HR processes, data and particularly with regards to the discipline,
leaves and other employment legislation.
Candidate must have PHR certification and equivalent will be given on the basis of particular
preferences.
Primary Functions-
Leads the enterprise on perform day to day activities as per personnel aspects. It is also related
to the policies and procedures, employee relations, staff training and collecting large
information from different sources.
Roles and Responsibilities-
 Oversees the hiring and recruitment process, arranging all kind of business operations
and functions.
 Maintain the accurate and current forms, share the information from other staff members
such as Manger, CEO
 Update the database of all job requirement documentation, training and development,
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handle the annual performance reviews.
 Provide the better training and development session for their employees in the
organization.
 Create an appropriate spreadsheets for particular range of salaries in common positions.
 Develop a suitable plan to establish coordinate with benefits and open enrolment
activities.
 Conduct the annual staff member’s satisfaction level survey and prepare the result or
outcome.
Necessary Skills-
 Technical knowledge- MS office Suite, Power point Presentation, Outlook, relational
database systems.
 Problem-solving skill
 Communication skill
 Time management skill
Table: 1
Describe the process of performance management in London Marriott hotel and assists to reduce
the staff turnover, identify training needs and enhance promotions.
The performance management is based on the process or method that can establish a
strong collaboration, communication between employees and management. In London Marriott
hotel, Performance management process is helping to Human resource management to create
suitable plan, monitor and review the staff member’s objectives. In this way, HR can utilise the
long term goals and give major contribution in the business success.
There are different steps of performance management processes, can be broken down into
different categories such as planning, reviewing and rewarding. Each and every steps are playing
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important role in the London Marriott hotel, together form as strong backbone of hospitality
business performance.
Planning- it is the first step of performance management which is mainly begin with
planning phase. In London Marriott hotel, HR management needs to define the job itself,
including the full description, short or long term goals. This will help for identifying the key
objectives and develop as clear metric for how objectives and goals will be assessed. Planning
phase plays important role in the organization to find the current performance of Marriott hotel.
Feedback Stage- in this phase, once management has been completed with define a
proper stage, employee have gained opportunities and give a proper in the business process. It is
only doing their job and will have a key insight of what skills, goals and competencies will assist
to the enterprise. Afterwards, it can achieve desirable goal and objective.
Coaching- human resource manager is basically organise a meeting on timely, regular
basis. Once the parameter of job and objectives for future. The next steps of performance
management process which begins (Troth and Guest, 2020). This phase is playing important role
to manage, record the regular updates. In case, if any kind of meeting should be at least
quarterly, although, monthly meetings are consider as ideal.
Reviewing- it is also consider the important aspect in performance management, which
can help to review staff members and find the appraisal. Typically, employee performance can
measure the over the regular ways. In this phase, management and employee to look over the
previous years. In order to identify the performance management process in proper manner.
Action- it is important step in performance management, HR manager can use them to
provide the reward, award on the basis of employee performance. Generally, it has been
recognised the steps whereas every staff members are motivated if they are given no reason.
Other type of rewards, it could be generated as new projects, Marriott hotel can easily recognise,
time off and implement suitable leadership opportunities in context of performance management
process.
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Performance management process help to reduce staff turnover-
Managing the employee retention involves the strategic actions that keep employees
inspired, motivated and focused so that they elect to remain employed or fully productive. In
London Marriott hotel, Human resource manager will be conducting the comprehensive
employee retention program in which plays important role in attracting or retaining key staff
members (Van Waeyenberg, Peccei and Decramer, 2020). Sometimes, it supports to reduce turn
over and relates its entire price, cost. A major contribution towards organizational productivity as
well as profitability in global marketplace.
As per analysis, it has been identified that arise employee’s retention because many
employees are becoming dis-satisfied with the organization. Managers of London Marriott hotel
are unable the eliminate certain issue or problem easily. Retain employees by ensuring that
enterprise is competitive in context of rewards, development opportunities and quality of work.
Usually, it has been considered the effective strategies related to the performance
management that can reduce employee’s turnover.
Effective Practices-
In different areas or place, it enabling the Marriott hotel to achieve their retention goals
and minimise its rate.
Recruitment- this type of practice is strongly influenced turnover, considerable as
research in which representing or presenting applicants with realistic job reviews. This process is
helping to represent positive result or outcome. Human resource manager is tried to be used the
different modern technology in the process of recruitment. In this way, it can easily screening the
suitable candidate for particular job profile (Troth and Guest, 2020). In London Marriott hotel,
manager can utilise the recruitment process through modern technologies.
Socialization- staff member’s turnover is often high among the new employees in the
London Marriott hotel. Socialization is one of the most commonly used practices in which
delivered as best result. Sometimes, HR manager can use them as strategic on-boarding and
assimilation program that supports to help new hires. It became consider embedded in the
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enterprise. Thus, it is likely to stay. This type of socialization practices include shared as well as
individualized learning experiences. Sometimes, HR manager can acquire the information about
both formal, informal activities. In order to help the people and get to know about another. This
will help for reducing the employee turnover.
Compensation and rewards- it is also consider as important practice, which is always
supports for enhancing the overall business processes. In Marriott hotel, HR manager can pay
attention towards customer satisfaction which is only applicable as modest predictors of staff
member’s decision. Many employees are influenced with reward and awards whereas they will
increase their performance and complete assigned task within specific deadline. Manager can
possible to use an effective strategies: Lead the current market with respect to the compensation
and rewards. Many client can inspire or motivate the additional service and also reduce the
employee turnover in the hospitality industry.
Supervision- It has been analysed that fair treatment by manager is plays important role
in context of employee turnover reduction. It would lead an enterprise to focus on the
supervisory and management development. Sometimes, human resource manager can be
established the interaction and communication to develop a strong relationship with staff
members. This type of approach will support for reducing the employee turnover.
Employee engagement- in Marriott hotel, staff members are satisfied with their jobs,
enjoy their work in the organization. Sometimes, it also believed that their job is important and
take more pride in their hospitality industry. It has been identified that highly engaged with
employee and likely to quit than staff members, who were not engaged in properly.
In context of performance management process, training needs and enhance promotions
by Human resource manager in the London Marriott hotel. A proper training is backbone of
successful enterprise (Al-bdareen, 2020). Employee who can receive their right training which
become increase productive, efficient and satisfied with their workplace experience. Whenever,
an excellence overall performance depends upon the current business approaches. Thus, it is an
essential aspect for HRM to improve training session and identifying different areas such as
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salary increment, promotions. Sometimes, it is compared with the both organizations, it might
have to use current policies and implementing new technology at the time of training session.
Evaluate the two existing HR policies, practices from Marriott hotel and communicate to all staff
members
Human resource policies and practices are defined as continuous process or method,
which provides the right guidance, directions of employees in London Marriott hotel. HR
policies are based on the approaches of which enterprise intends to adopt in managing and
controlling their staff members (Bandyopadhyay and Srivastava, 2020). Sometimes, it is also
representing the specific guidelines to HR managers on the various matters, concerning as
employment and state as intent of organization.
In context of growth and development, HR policies and practices are playing important
role in order to define the suitable aspects. Generally, Human resource department has
established a communication and interaction with other department. In order to gather all
essential need or requirement. Afterwards, it has made up suitable strategic plan to implement
policies and improve entire business process. Every employees in Marriott hotel can follow all
kind of policies and influences, inspire or motivate themselves.
Human resource policies and practices-
In London Marriott hotel, HR policies are basically set out major obligations, standards
of behaviour and document disciplinary procedures. These are considered the specific function in
which widely applicable within organization. At certain level, Human resource manager can
easily identify the actual needs for enterprise and gain opportunities to establish a clear
communication between organization and its employees in the specific condition of employment.
Talent Management
It is based on the constant process that involves attracting and retaining high level of
employees, who have already all kind of skills, capabilities to motivate or inspire other people. it
is beneficial for London Marriott hotel to improve their performance and efficiency in
marketplace. Usually, Main purpose of talent management is to create inspired or motivated
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workforce who will stay within organization for long time. it is exactly the way in which achieve
with better manner. Whenever, HR can use the talent management practice in order to attract
talented people and hire for particular job role. In additionally, human resource manager has
been conducted the talent management program or event, support the entire organization
performance and efficiency in global marketplace. Talent management is consider as one of the
important practice that allows for combined three different elements such as talent allocation.
Strategic HR team development and positive employee experience. In this way, it allows for
enterprise to maintain the competitive of business and organization become stronger, better
prepared to face changes, threat and risks. That’s why, Human resource management will try to
implement this type of practice in London Marriott hotel.
Recruitment and Selection
This is best way to engage with employees by process of recruitment and selection.
Generally, it plays important role in the London Marriott hotel, while HR manager can use them
to increase strength of employee. in this way, it helps for increasing the enterprise strategic goals
and objectives. This process can assume as screening, shortlisting, selecting the right candidate
for required position (Beijer, Peccei and Paauwe, 2021). In hospitality industry, there is major
scope of recruitment and selection because there are different operations consider as important
assets to the business. Hence, hiring or recruiting the right resource is an essential aspects. Every
enterprise needs to be own pattern of recruitment. This is important HR policy in order to deal
with excess or shortage of resources. Analysing the process, and procedures. Generally, Human
resource manager can use Recruitment and selection policy to find the specific areas, where it
could be increased the scope of business growth and development.
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Training and Development
Training and development is based on the structured program with considerable different
method or technique to design by professionals in particular job. In London Marriott hotel, HR
manager has been used the training and development practice that will support for holding
continuous task in the organization. Sometimes, it is helping to update all essential skills,
knowledge of employees in accordance with changing business environment. Human resource
manager will be optimised the actual price or cost, which has already available resources and
become pressing need for every enterprise. It is possible way to improve the productivity as well
as profitability in marketplace. Training is an essential process that help for improving and
polishing all essential required skills of employees. In this way, it may support to give
opportunities for talented candidate. Nowadays, training and development are considered the
modern approach that HR managers reviews all essential aspects, reducing the retention.
Stress Management
Stress management refers to the wide spectrum of technique or method that help for
reducing the person’s level of stress. In the organization, it obvious thing that many employees
have suffered high level stress. In this way, Human resource manager can focus on this particular
areas while implementing suitable policies where they can easily monitors their each employee’s
workload (Beijer, Peccei and Paauwe, 2021). It ensure that it can do their tasks with capabilities
and resources. Sometimes, HR manager will be developing an effective environment for staff
members, also changing the situation and reaction to it. This type of point all come down to the
foundation of stress management, which all about taking where how to control or manage the
current situation. Additionally, Human resource manager is focused on this topic and always try
to find suitable need or requirement. In this way, it provide the better flexible working
environment whereas every staff member feel free to enjoy their work in proper manner.
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Surveillance and Monitoring
In the workplace, Surveillance means that protect or secure official assets and valuable
information from compromising. Human resource manager has performed the different activities
in order to monitor employees but it is not just for purpose of security. But it is also being
extensively used in order to improve the performance of assessment. This will help for staff
members to do their work with better productivity and contribution in the business development.
HR has been consider the effective practices to monitor the activities of each employees on the
basis of survey. Therefore, it can easily engage with employee through monitoring process with
specific reasons. In order to track or monitor performance and try to avoid legal liability, protect
or secure trade secrets.
Grievance Resolution
A grievance is basically consider the dissatisfaction or feeling of injustice, having
connection with one employment situation or condition. In London Marriott hotel, HR manager
can find the Grievance as complaint that has been formally presented to the management
perspectives. HR manager has developed the suitable policy and provide equal rights of staff
members, where they can share their negative experience, also complaint against illegal activities
(Beijer, Peccei and Paauwe, 2021). in this way, HR can try to reach agreement about the
grievance that should help to resolved through better decision, discussion and conciliation.
Without any decision, it being made about whether grievance is justified or not. Each and every
decision made by HR to examine the current situation or condition. afterwards, it has been
decided to implement suitable solution to resolve complaints in proper manner.
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CONCLUSION
From above discussion, it has concluded that Human resource Management is one of the
important department in the organization to handle the different complex business operations and
functions. In this report, it has been summarised about the contemporary issues, emerging trends
that associated with Human resource management (HRM) in the hospitality industry. as per
analysis, it has been developed the particular job description for the post of Human resource
manager. In this documentation, it has been identified the specific process of performance
management, which is helping to assist, also minimise staff turnover, identify the specific need
and enhance the promotions. On the basis of description, it can be identified the two important
existing policies of Human resource management in order to manage or control the entire
business performance and efficiency in marketplace.
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REFERENCES
Book and Journals
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Performance Management Process. International Journal of Asian Social Science. 10(4).
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Bandyopadhyay, C. and Srivastava, K.B., 2020. HR signals in the context of HRM-firm
performance relationship: development of a conceptual framework. International Journal
of Productivity and Performance Management.
Beijer, S., Peccei, R. and Paauwe, J., 2021. The turn to employees in the measurement of human
resource practices: A critical review and proposed way forward. Human Resource
Management Journal. 31(1). pp.1-17.
Bonache, J. and Festing, M., 2020. Research paradigms in international human resource
management: An epistemological systematisation of the field.
Carnevale, J.B. and Hatak, I., 2020. Employee adjustment and well-being in the era of COVID-
19: Implications for human resource management. Journal of Business Research. 116.
pp.183-187.
Collins, C.J., 2020. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management. pp.1-28.
Liu, P., Qingqing, W. and Liu, W., 2021. Enterprise human resource management platform based
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Troth, A.C. and Guest, D.E., 2020. The case for psychology in human resource management
research. Human Resource Management Journal. 30(1). pp.34-48.
Van Waeyenberg, T., Peccei, R. and Decramer, A., 2020. Performance management and teacher
performance: the role of affective organizational commitment and exhaustion. The
International Journal of Human Resource Management. pp.1-24.
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