Employee Engagement and Business Success

This assignment delves into the relationship between employee engagement and organizational success. It examines various human resource management practices and their impact on employee morale, ultimately leading to increased revenues and production. The study emphasizes the importance of creating a positive work environment that prioritizes employee well-being.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1. The purpose and the functions of HRM, applicable to workforce planning and resourcing
of Marriott hotel....................................................................................................................1
P2. Strengths and weaknesses of different approaches to recruitment and selection for
Marriott . ................................................................................................................................3
P3 Benefits of different HRM practices for both the employer and employee in hotel Marriott
................................................................................................................................................4
P4- Evaluate the effectiveness of different HRM practices in terms of raising profit and
productivity in Marriott. ........................................................................................................5
TASK 2............................................................................................................................................7
P5. Analyse the importance of employee relations in respect to influencing HRM decision
making for Marriott. ..............................................................................................................7
P6- Identify the key elements of employment legislation and the impact it has upon HRM
decision making for Marriott. ................................................................................................8
P7-Illustrate the application of HRM practices in a work-related context, using specific
examples of Marriott. ............................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource Management is the process of recruiting and selecting the skilled
employees and to ensure the optimum utilisation of available workforce. An organisation
success is known only because of its hard work of employees. The main purpose of HR
managers is to maximize the productivity and profitability of an organization by optimizing the
effectiveness of its employees (Mullins, Brandes and Dharwadkar, 2016). This report is prepared
by taking an example of hotel Marriott. Marriott International, Inc is an American multinational
company diversified into hotels and related lodging facilities. It is headquartered in Washington
DC. Marriott was ranked #33 in the list of fortune as "100 Best Companies to Work For". Also,
it is the first hotel chain to serve trans fat free food to its customer.
Report covers purpose and, functions of HRM, strengths and weaknesses of different
methods to recruitment and selection. Furthermore, it will describe benefits of different HR
practises, and evaluating the same for increasing profitability and productivity, contribution of
HR practises in building employees relations, key elements of employment legislation and its
impact and final application of HRM practises in the work context of hotel Marriott.
HRM provides the benefits of employee turnover, Conflict resolution, Employee
satisfaction Employee performance, orientation and induction, Training and development, and
Budget control.
TASK 1
P1. The purpose and the functions of HRM, applicable to workforce planning and resourcing of
Marriott hotel
Human resource management helps in developing the organisational and business
strategies. It also helps in attracting and retention of employees. HRM acts as a link between line
management and the company's workforce
Its PURPOSE:
HUMAN RESOURCE PLANNING
HRM helps mapping out the competencies , and regularly strives to achieve those.
Marriott hotel forecasts future demand and supply of people, to ensure the availability of same
with adequate number and quality.
DEVELOPING COMPETENCIES
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Current employees may lack certain skills or advancement, here, HRM plans to develop
those competencies, by conducting training sessions or skills advancement programmes.
Employee learning and development programmes are also held for skills enhancement .
(Albrecht, and et.al, 2015. )
PERFORMANCE MANAGEMENT
HR managers reviews the performance of workers. It ensures that the employee is doing
well in the company by taking support of feedback method, evaluation method etc.
FUNCTIONS of HRM:
The success of the organization lies in the hands of its employees . Therefore, a HR
manager has various function to be carried out :
RECRUITMENT
It is the first step to HRM process, creating a pool of suitable candidates and stimulating
them to apply for the same. Recruitment process provides the base to further selection process.
The HR of the Marriott explains about job description to new recruited staff so that they can be
clear with the company's objectives , duties and responsibilities to be performed (Paillé and et.al,
2014).
EMPLOYEE RETENTION
Apart from attractive pay packages , the company gives importance to non-monetary
factors as well which includes work-life balance, better growth opportunities, a friendly work
environment ,training sessions and employee recognition programs, which motivates them to
stay back in the same company and manage the mundane activities.
TRAINING AND DEVELOPMENT
After being selected , the individual goes under the training sessions, which can be of a
week , and can continue till months , depending upon skills and grasping speed. In training, an
overview of Marriott and their individual role is explained . The mentor guides the trainee
throughout the session, so that the company's goals and objective becomes crystal clear in the
mind of employees. (Pinto, , 2015)
MOTIVATION
Motivation is the process of energising and stimulating employees to work hard and
effectively in order to achieve organisational goals. Marriott attaches big importance to
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motivation at every level of hierarchy. If the employees are in satisfaction level, they will
automatically work with great energy and enthusiasm in making the company, a huge success.
P2. Strengths and weaknesses of different approaches to recruitment and selection for Marriott .
Strengths and weaknesses can be internal or external to the environment.
There are various method of internal recruitment such as promotion, job rotation.
External recruitment are such as recruitment agencies, website advertisements etc.
INTERNAL RECRUITMENT:
When vacancy is filled internally,i.e., with in the organisation then it is named as internal
recruitment .
Strengths of this approach are as following:
QUICK DECISION MAKING
Job rotation or transfer of employees can be done in order to recruit employee
internally . Job rotation is the process to fill the vacant position by transferring of employee
from one job to other , familiarising one with different skills. Transfer involves change in the
managerial position and posting a person to higher position. Both the processes will reduce the
costs and expenses.
LOYALTY AND MORALE
Since internal recruitment is safer and easy as the employees are known to the company
and it creates a sense of belongingness, satisfaction and building morale. It will also lessen the
chances of fraud ensuring the retention of precious current employees.(Reiche,and et.al., 2016.)
weakness involved in internal recruitment
RESTRICTION OF NEW BLOOD
A company chooses internal source of recruitment, it reduces the chance of incoming of
fresh blood and new skills. It limits the talent pool, preventing the new candidates to apply.
NARROW IDEAS
When it comes to internal recruitment, it limits the new skills, knowledge to come into
the organisation. Therefore, there is a chance of narrowing down the success.
EXTERNAL RECRUITMENT
When companies recruit the Employees from outside agencies and not from the existing
staff that is searching outside to fill the open position
strengths:
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FRESH BLOOD COMING IN
External workforce are given a chance to showcase their skills. it increases the chance
of finding the right person at the right place.
WIDE OPPORTUNITY
Hiring people from outside , provides a platform to many people in upbringing their
skills and knowledge. Employees work together to meet diversified requirements of company.
Weaknesses
TIME AND EXPENSE
External recruitment processes takes time and require efforts to judge the new hired.
Since , the external people are to be served with more diligence and thoroughness.
INTERNET: HIGH RESPONSE
Today everyone is internet friendly, and have access to. They could see the job
advertisement online, and even unqualified people can apply from anywhere. So it becomes a
disadvantage to company to go through such a large number of applicants. Therefore , there is a
risk to security problem , as fake profiles and spam occurs. (Brewster, Mayrhofer, and Morley,
2016. )
P3 Benefits of different HRM practices for both the employer and employee in hotel Marriott
Hotel Marriott has achieved huge success in hospitality due to its excellent HRM
practises. It involves all employees in the programmes and make sure every one gives their
contribution.
benefits to employee
REWARD SYSTEM
Marriott has achieved the “ best of best “ award for their outstanding customer service,
culture, and well-being . Employees enjoys participating in hands-on experiences, which help
them to move into entry-level management positions, embarking on a successful career with the
company.
TRAINING AND DEVELOPMENT
As employees are biggest asset to the company . They should be guided and motivated
by their HR . In Marriott regular training sessions are conducted to make them familiar with the
advanced technology and environment. This help to improve the productivity.
CONFLICT RESOLUTION
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Human resource managers helps resolving any conflicts between management and
employees. A Manager take care of discipline and the guidelines to be followed by
subordinates.
for employer
INCREASED PROFITABILITY
When employees are highly motivated , it becomes easy to achieve goals , objectives and
competitive advantage , which in turn increases the profitability of the business. (Chelladurai,
and Kerwin, 2017)
RETENTION OF EMPLOYEES
Teamwork and coordination ensures healthy relationship between employer and
employee. Workers can openly ask for assistance when needed, therefore, improving the
retention in company.
For managers , to make company a success, has to constantly monitor the day to day
activities. When employees are not given the hygienic working conditions as a result it may
leads to high labour turnover and absenteeism. It may even result in withdrawing of goodwill,
strict complaints and unfollowing of rules and guidelines of company.
FLEXIBLE WORKING OPTIONS AND PRACTISE
Flexible working hours and job rotation are practised in Marriott, which makes the
employee feel more comfortable to work and creating a positive environment. Employees can
now effectively manage their professional and personal life . Also it improves the individual
performance .
P4- Evaluate the effectiveness of different HRM practices in terms of raising profit and
productivity in Marriott.
HR Practises differ from organisations to organisations. Its aim is to make huge profits by
increasing the productivity levels. Hotel Marriott is best known for its innovative corporate
culture. It can be evaluated through programmes such as
PERFORMANCE MANAGEMENT
It is the process of evaluating and measuring the individual performance , behaviour and
skills . It works positive towards motivation , production and profitability of the company.
( Riley, 2014.)
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CAREER DEVELOPMENT
Companies like Marriott develops strategies and plan assessing their interests , values
and abilities. This creates a positive impact on employees in raising productivity, goodwill and
profitability in the long run. Career Development is a continuous process in HRM that lays
emphasis on overall performance of an individual developing one mentally , physically through
training , and emotionally through guidance and motivation.
EFFECTIVE BENCHMARKING
It involves comparing activities of our organisation to other successful competitors, in
order to fill the gaps between current and desired outcomes. Employees study the practises of
successful organisation to achieve the same success for their own company.
INNOVATION
An effective HRM practices continuously drives for initiating something new .
Innovation is adding something new to the existing product, improving its
efficiency and performance . It bring value addition and leads to company's
success with the increase in profit.
EFFECTIVE COMMUNICATION
An information is equally shared among all employees. Communication channel should
be very strong and effective. Ideas , views, thoughts and action are shared among staff
members. People in Marriott voluntarily discloses their innovative ideas with each other making
maximum contribution. For example, HR Manager of hotel Marriott communicates with ne w
j o i n e r s t h e i r t a s k s , d u t i e s , r o l e s a n d r e s p o n s i b i l i t i e s a t t h e i n i t i a l
s t a g e s . P r o p e r c o m m u n i c a t i o n l e a d s t o c o n f l i c t r e s o l u t i o n . ( J u n n i , a n d
e t . a l , 2 0 1 5 . )
UPDATING EMPLOYEE SKILLS
In today's scenario, competition has grown so much. Staff need to be technology driven
and updated . It is difficult to cope up with the global competition. The role of HR manager is to
know where the employees are lacking and how it can be improved. Training programmes are
conducted in Marriott to ensure the employees are fully loaded with advancement.
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REDUCED TURNOVER
Providing the satisfaction and motivation can reduce the company turnover , maintaining
the effective performance of the employees. Marriott provides the employees with flexibility so
that they feel comfortable working with company. Therefore, HR practises improves the
profitability and productivity of every business.
TASK 2
P5. Analyse the importance of employee relations in respect to influencing HRM decision
making for Marriott.
Creating a interactive environment for employees builds motivation which is non
measurable in monetary terms. When employees are given freedom , they enjoy working in such
a environment and works together as a single unit towards the achievement of goals.
WORK BECOMES EASY WHEN SHARED
Work must be divided into team members to accomplish the desired task in a
stipulated time. This will eases the work load of a single person , this ensures
good relations between workers and team members.
DISCOURAGING CONFLICTS
Good relations ensure a healthy environment, as people trust each other and the question
of conflict does not arises. It assists the hotel Marriott i n t h e p e r f o r m a n c e l e v e l w h i c h
h e l p s c o m p a n y t o a c h i e v e p r o f i t a n d s u c c e s s .
LOYALTY
A pleasant working environment is provided to employees of hotel Marriott , in which
they feel motivated and strives willingly to achieve the target with in time. When loyalty comes
into consideration , it reduces the turnover in company, reducing the recruitment cost of new
employees.
ENSURING EQUALITY
Marriott ensures good employee relations by proving equal distribution of information to
all employee, an environment in which no discrimination happens. Employees fee; motivated to
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perform their assigned tasks and work to achieve the objective of company in a desired way.
(Armstrong, and Taylor, 2014. )
INCREASED PRODUCTIVITY
There exist a positive relation between employer and employee which ensures a positive
work environment . People work with more dedication putting their best efforts in generating
revenue to company.
MOTIVATION
Beside professional life, there can be many thoughts going bin the minds of an
individual . Sometimes they require high motivation to carry out certain tasks. HR Managers of
Marriott takes care of their every employee that they work with full efficiency . It is the process
of boosting the morale and stimulating to work effectively and smartly.
P6- Identify the key elements of employment legislation and the impact it has upon HRM
decision making for Marriott.
Marriott has maintained its legislation in a way that it impacts its HRM decisions.
The major elements of employment legislation are as follows:
EQUAL EMPLOYMENT OPPORTUNITY
Equal Employment Opportunity (EEO) laws are protected from illegal discrimination,
( based on race, age, or gender). The act ensures equal opportunity is provided to all employees
at the workplace.
NON DISCRIMINATION
I f e m p l o y e e s a r e d i s c r i m i n a t e d o n t h e b a s i s o f w a g e s , s e x , w o r k i n g
h o u r s , h e a l t h f a c i l i t i e s o r i n a n y o t h e r p e r s p e c t i v e t h e n t h e y c a n a s k f o r
l e g i s l a t i v e h e l p . E m p l o y e e s r e a c t s p o s i t i v e l y t o e v e r y h u r d l e i f t r e a t e d
w i t h e q u a l i t y , w h i c h b r i n g s p o s i t i v e v i b e s i n t h e m i n d o f e m p l o y e e s .
TIME OF WORK
Employees must be paid extra for their overtime, and should be compensated for the
same. The company has to take care of leaves of an employee .
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Therefore, legal actions must be ensured by the company while recruiting the employee
to have positive impact of HRM.
MINIMUM STANDARD FOR TERMS AND CONDITION OF EMPLOYMENT
Employment laws set minimum standards that employers must meet for pay, safety and
employee leaves from work. It protects the workers who are away from their current job due to
major illness or any family issues. (Brewster, and Hegewisch, 2017. )
FREEDOM TO JOIN AND FORM UNIONS
Employee enjoys the right to join and form unions under the “National Labour Relations
Act”.
PRIVACY
The Electronic Communications Privacy Act protects the employee phone conversations
from the employer intrusion . Under this, Employer need the consent of employee before doing
so.
P7-Illustrate the application of HRM practices in a work-related context, using specific examples
of Marriott.
TRAINING AND DEVELOPMENT IN MARRIOTT
Training is required for new employees , for skill enhancement and developing leadership
qualities. Marriott uses a computer-based simulation in the training program called
MANAGING BUSINESS PRIORITIES. The aim of this programme is to improve profitability,
revenue, and develop leadership. This allow managers to compete in dynamic real life situations
that is necessary to excel in market.
HR Managers first evaluate the effectiveness of employees ,finding out the deviations or
gaps between current and desired results .Training helps an individual and organisation in way as
Profit growth ,reduced employee turnover , Increased employee motivation and involvement .
Above all, it improves revenues and productivity of company. Orientation and induction is a
part of training . In Marriott, it is 2 day event which includes presentations, interaction with top
management , games and team building activities. The employees get absorb to company's
corporate culture. ( C a s c i o , 2 0 1 8 . )
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V O Y A G E G L O B A L L E A D E R S H I P D E V E L O P M E N T P R O G R A M
T h e p r o g r a m o f f e r s r e s o u r c e s a n d s u p p o r t f o r f u t u r e l e a d e r s o f t h e
c o m p a n y a c r o s s M a r r i o t t h o t e l b r a n d s . R e c e i v e h a n d s - o n a n d v i r t u a l
t r a i n i n g
RECRUITMENT IN MARRIOTT
Firstly , the recruitment planning is done, analysing the requirement of manpower.
Though 50% of recruitment process takes place through promotion. The company advertise on
its website for the open position. The attracted candidates applies to the position and here the
screening process starts. HR Manager screens the resume and based upon the personal interviews
, evaluation is done. The motto of Marriott is “Take care of your employees and they will take
care of your guests”.(Jiang and et.al, 2017). This make the employees feel valued and generates
employee loyalty and branding. Lastly , it helps the company to remain competitive in the
hospitality sector.
CONCLUSION
From the above report , it can be concluded that Human Resource Management plays a
vital and strategic role in the development of organisation. Marriott International is operating at
6,000 properties in 122 countries and territories around the world. It promotes many CSR
Activities as well. It focuses on integrating the HR practises with business strategies with a
systematic approach . HR of Marriott provides direction at every stage where ever the employees
are hesitating. Employee engagement and Communication is given utmost importance , creating
an open and honest environment , where employees feel secured and are being listened. They
work with positiveness and as a member of Marriott family.
HR functions include take care of health and safety, rewards and
recognition ,compensation, and adherence to law. A manger monitors their staff continuously to
get the best outcomes and make no discrimination regarding on any perspective. Different
practises followed in hotel Marriott provides the company with competitive advantage, success
and growth. Personal development is also focussed with professional enhancement. Motivation is
needed at all the levels and is the key to success. Result of this study came out as ” make your
employees happy , in return get more revenues, and production”.
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REFERENCES
Books and Journals
Albrecht, S.L. and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C. and Hegewisch, A., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Morley, M., 2016. New challenges for European resource
management. Springer.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Jiang, K. and et.al., 2017. Understanding employees’ perceptions of human resource practices:
Effects of demographic dissimilarity to managers and coworkers. Human Resource
Management. 56(1). pp.69-91.
Junni, P. and et.al., 2015. Guest editors’ introduction: The role of human resources and
organizational factors in ambidexterity. Human Resource Management. 54(S1).
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management the next approach?. The International Journal of Human Resource
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Mullins, F., Brandes, P. and Dharwadkar, R., 2016. To thine shareholders be true? Linking large
corporate ownership to firms’ use of commitment human resource practices. Human
Resource Management. 55(4). pp.567-589.
Paillé, P. and et.al., 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics. 121(3). pp.451-466.
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Pinto, J.K., 2015. Project management: achieving competitive advantage. Prentice Hall.
Reiche, B.S. and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.
Shen, J., 2016. Principles and applications of multilevel modeling in human resource
management research. Human Resource Management. 55(6). pp.951-965.
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