Human Resource Management - Marriott hotels Assignment

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
AC1.1 Analyse the role and purpose of human resource management in Marriott Hotel.....3
AC 1.2 Creation of HR plan based on analysis of supply and demand.................................6
TASK 2............................................................................................................................................7
2.1 Assess the current state of employment relations in a selected service industry.............7
2.2 Discuss how employment law affects the management of human resources. (Employment
Act, 2010)...............................................................................................................................7
M1 An effective approach to study and research the UK employment laws ........................8
TASK 3 ...........................................................................................................................................9
3.1Application of HRM practice............................................................................................9
3.2 Difference between recruitment process of Marriott and Hilton....................................11
M2 A range of sources of information used for comparing the selection process of Marriott
with other organisation ........................................................................................................11
TASK 4..........................................................................................................................................12
4.1Assess the contribution of training and development activities to the effective operation of
a selected service industry business ....................................................................................12
M3 Present and communicate appropriate findings ............................................................13
Conclusion.....................................................................................................................................13

INTRODUCTION
Human resource management is the process of selecting and recruiting a right candidate
for working in the organisation (Alfes and et. al., 2013) . It includes providing proper trainings
and development sessions for employees and increasing their skills. This helps business to build
it's competitive advantage in market. In the given report, the organisation which is chosen is
Marriott hotels. This is an American multinational firm which is diversified in hospitality
company and manages a portfolio of hotels and related lodging facilities. This organisation was
founded by J. Willard Marriott in the year 1927. The headquarter of this firm are located in
Bethesda, Maryland, US. This report describes the role and purpose of human resource
management in Marriott hotel and creation of HR plan based on the analysis of supply and
demand. It also explains the current state of employment relation of Marriott Hotels and the
effect of employment laws in the management of this organisation. This report includes functions
of human resource management and difference between recruitment process of two
organisations and the contribution of training and development in the effective operation of the
company.
TASK 1
AC1.1 Analyse the role and purpose of human resource management in Marriott Hotel
Human resource management includes various activities like recruiting, motivating and
training employees for achieving goals and objectives of the company. It helps in developing the
company's growth and efficiency. In this context, Marriott hotel management provides various
incentives and rewards to its employees for motivating and supporting them.
Role of Human Resource management
Planning and forecasting

The main purpose of the human resource management is recruiting suitable candidates
for the organisation. The planning and forecasting helps the organisation for recruiting right
candidate who can work accordingly to achieve organisational goals and objectives
(Budhwar,and Debrah, eds., 2013). The Marriott hotel formulates plans and strategies for
employees and making them efficient for the organisation.
Recruitment Process
Human resource department of Marriott hotel has an effective recruitment process that helps in
hiring good and effective candidates for the company. The HR managers of this firm are
responsible for making strategies and procedures for filling the vacant positions in the firm. An
appropriate procedure will help Marriott to hire right candidates.
Contract of employment
This contract contains job offer of the organisation. It provides information to new
candidates about the rules and regulations of the firm. It helps in building a good relation
between managers and employees of the organisation. In Marriott hotel this contract is made for
making new people familiar with company's regulations.
Monitoring of employees
This is important for top level managers and human resource management to check
performance of their employees on regular basis. A proper monitoring of employee's
performance will help in improving overall performance of organisation as well as employees.
Training and development
Training and development are required for improving skills, knowledge and efficiency of
employees (Chelladurai, and Kerwin, , 2017). The human resource department plays an
important role in organising trainings and development sessions for employees and making them
competitive. Trainings enhances skills and knowledge of an individual.
Budget monitoring
The HR department is also responsible for handling financial issues. It monitors revenue
and expenses of the company. In Marriott Hotels, various money related work is done by human
resource managers. A good budget handling will help in proper utilisation of resources and this
will increase employees productivity.
Purpose of Human resource management

The main purpose of human resource management in Marriott hotels is to maximise the
efficiency and productivity of the organisation. The main purposes of human resource
management are described as follows-
Hard HRM
IN this kind of HRM, employees are considered as resources. Workers and staff should be
controlled and guided for achieving goals and objectives of the organisation (Huselid, and
Becker, 2011). Marriott hotel can maximise productivity of their company and can gain
competitive advantage.
Soft HRM
In this kind of HRM approach, Marriott hotels considers employees of the organisation and
motivating and guiding them to achieve goals and objectives of the company. This helps in
building a good relationship with employees.
The human resource plan of Marriott Hotel will consist of the handling various activities
of the management. The human resource department works upon different issues of employees
and it has made effective solutions. Some of these are listed below-
 Identifying and acquiring the right number of staff having proper skills.
 Providing motivation to staff and workers for providing good facilities to staff.
 Creation of interactive links between people planning activities and business objectives.
The staff of hospitality sector must be skilled and have good communication and
hospitality skills. Thus every hospitality organisation tries to recruit skilled employees. The
criteria used by Marriott in selecting the right and appropriate candidate are given below-
Outstanding candidate- These candidates are those who posses no weakness or technical
competence. They are appointed by company immediately.
Above average candidate- Such candidates have no serious weakness and they have many
strengths. They are appointed by the organisation with reasonable confidence.
Average candidate- Strengths outweigh weakness. These employees can be appointed
subject to any special remark noted on interview plan.
Below average candidate- Such candidates have a lot of weakness. They have a doubtful
appointment. It is generally a rejection but it can be possible to circumstances.
Definite rejection- In such cases, weakness overweights strengths to extent that
appointment cannot be supported.

AC 1.2 Creation of HR plan based on analysis of supply and demand
Marriott hotel is launching new hotels. The company requires to have 40 staff people to
handle the administration of the company (López-Nicolás, and Meroño-Cerdán, 2011). The
human resource plan for fulfilling the requirement of company is given below-
Source of recruitment- There are two ways of recruiting employees and staff in Marriott
hotel. These are internal and external. In internal recruitment process the organisation promotes
present employees for enhancing skills and knowledge of them whereas in external recruitment
process the company recruits employees from outside. In the present context of Marriott hotel,
they are appointing 4 managers and 2 chefs for their hospitality service management. Various
ways of external recruitment for selecting people for hiring fresh talents like campus
placements, walk in interviews, etc.
Selection procedure- The company wants to hire right candidate who can serve
appropriately in the firm and meet the desired requirements of company. In the present scenario
of Marriot Hotel, there are basically three steps for selecting right candidates- selection of CV,
aptitude test and finally a personal interview (Marchington and et. al., 2016). This procedure
helps Marriott’s HR management to hire right candidates for the post of manger.
Determine compensation- This process comes after selection process. In this step, salary,
incentives and perks offered to the person in accordance to the skills, knowledge and role of
manager is finalised. Marriott Hotel management is responsible for issuing offer letters to
selected candidates by both email and post.
Training- The management of Marriott hotel organises various trainings for new
candidates. These sessions and trainings will include orientation, making new people aware
about company’s rules, regulations and functioning. This helps new employees to understand
environment of the company and adopt this work environment and be productive for firm.
Appraise performance- The top level managers of Marriott Hotel examines and evaluates
the new candidates for checking the effectiveness of employees in future.
Responsibilities of manager and chef are described below-
GENERAL MANAGER
 To oversee operations and functions of hotel according to the organisational
chart.
 To hold regular meetings and briefings with staff.

 To handle complaints and oversee service recovery procedures.
 Lead all key issues including customer service and refurbishment.
TASK 2
2.1 Assess the current state of employment relations in a selected service industry.
Employee relation is defined as the bond or relation that employees working in an organisation
share (Messersmith, and et. al., 2011) . The companies emphasize on creation of healthy and
positive employee relation in their business. This is the relationship of managers and workers of
the company. This directly impacts the productivity of firm. There are different roles and
functions for achieving success in business. They are described below-
Existing and new policies- Policies are formulated in the company for effective
functioning of the firm and working in a proper way and achieve success. Several laws are made
for employees working in the company to protect them against problems. In Marriott hotel
organisation all employees are treated equally.
Benefit offers- These are several benefits and packages that are made for employees and
providing them benefits. Marriott offers various offers and benefits to its employees such as paid
leaves, free stays in Marriott, coupons for dinner meals, tour to foreign countries, insurance
policies, etc.
Negotiation of contracts and policies- Contract negotiation is performed by managers of
Marriott hotels. There are various contracts that are assigned to new people after selection. New
employees who have completed their probation period are given permanent employment contract
(Renwick, Redman, and Maguire, 2013). Similarly people who are under training they get
certificates after completion of their training period.
There are various policies that describes the present state of employee relation in Marriott hotel.
The HR department of this firm negotiates for various employees and employer benefits and
policies are formulated for increasing the skills and efficiency of individuals.
2.2 Discuss how employment law affects the management of human resources. (Employment
Act, 2010)
Government laws and legislation is used to make various functions like rights, duties
between workers and employees of. Marriott Hotel These laws are very well known through the
legislations or labour laws. These rules are adopted for the existence to assure about the safety

and security of workers in an appropriate manner (Rubery and Urwin, 2011) . These government
laws also focus on equality of employees in a good manner without any issues. The purpose of
these laws that protecting employees. In the regards, laws are based on federal laws and
administrative rules and so on. There are different laws which are explained below:
Employee relations act: This act was brought in 2004 in its initial form, in which their
all provision was considered from October 2004. The main aim of this act is forming laws and
various rules for giving benefits to employees at Marriott Hotel. This act can change the laws on
the basis of requirement of trade union. This law also good in order to take correct action when it
is needed. In this, employment relation act offers several rights for employees and workers like
trade union recognition etc.
Employee rights act: This act was developed in order to protect rights and rules or
obligations between the employee as well as employer relationship. According to this law
employee or any kind of people whether the job applicants can apply for new jobs in the
management workplace. This act is very useful for employees because any employees who are
working in the company they can easily use their rights such as right to privacy, fair
compensation and freedom from any type of discrimination like age, race, gender etc.
Maternity and paternity benefits: This benefits are usually made for women in the
organization for giving benefit in order to give compensatory payment in the full of amount
whether they are not able to come or present (Schermerhorn and et. al., 2014) . According to this
act, female employees are entitled of acquiring a maximum of twelve weeks of paid maternity
leaves. Marriott Hotel also provides its females employees with total of twelve weeks’ payment
during maternity leave. In context of Marriott Hotel, they also provide their females workers
with total of twelve weeks’ payment according to the maternity leave.
In the case of male employees, Marriott Hotel follows a policy that offers three weeks of paid
leaves or also give paternity benefit for take care of their new born child. These all are very
important and essential benefits that are to be given by this act in all the companies.
M1 An effective approach to study and research the UK employment laws
In Marriott hotel, different employment laws are followed by management to ensure
carrying out effective and proper operations in the organisation. There are necessary factors that
impact on the management of human resources mentioned above. In context of Marriott Hotel as

human resource is a very crucial part of any business concern and every organisation should
follow these policies for creating a sense of trust or faith and loyalty in their employees and
make them feel happy safe and secure. Also, these policies and laws help to hold human resource
or worker for a long period of time. It is helpful for the workers in order to working with greater
efficiency or afford and loyalty in a effective manner.
TASK 3
3.1Application of HRM practice
Human resource is the systematic approach used for managing various functions of
employees working in the organisation. This helps in enhancing overall activities of the
company. In Marriot Hotels, recruitement and selection are major roles of the human resource
management (Sparrow, Brewster and Chung, 2016). Another responsibilities are determining
roles of subordinates, managing employees of different departments and hiring right candidates.
Marriot managers implement various strategies for improving skills and abilities of their
employees. There is a vacancy of post of General Manager in this organisation. Thus, it has
published an advertisement for this vacancy defining roles, responsibilities and duties related to
this job. This organisation is also providing benefits by giving golden opportunities to start their
career.
Job Details
Post: General Manager
Company: Marriot Organisation
Job Purpose
Effective handling of staff and customers and provide guidance and training to workers to
achieve their targets within time. Provide corrective measures, counsel employees whenever it
is necessary. Responsibility to manage conflicts among workers and manage their welfare and
security at workplace. Responsibility of all financial issues, employee conflicts and decision
making for effectiveness of firm. Moreover motivating and guiding employees and serve
customers properly. In addition to this there is a responsibility to comply all safety and legal
measures.
Roles & Responsibilities

 To make decisions that help in increasing efficiency of the firm.
 Manage on going profitability of hotel, ensuring revenue and customer satisfaction
targets are achieved.
 Monitor the hotel business report on regular basis.
 Prepare a monthly financial reporting for owners and stakeholders.
 Manage and develop hotel Executive team for career progression and development.
CV:
Curriculum Vitae
Name: xyz
Address: Barakhamba road, Delhi
e-mail id: [e-mail]
Contact No.: 9987966128
Objectives: To seek challenging career in professional organisation. Adaptive nature and have
high manageable skills as well as multi-tasking. Eager to serve in hospitality industry.
Qualification:
 Master of Business Administration
 Graduate in Business Administration
 Course in hospitality management
Experience:
Ten or more years of experience in Hotel industry. .
Skills and abilities:
 Have Good written and verbal communication skills
 Excellent problem solving and conflict management skill in critical situations
 Adaptable in changing environment and emergency trends, self motivated and quick
learner.
 Basic computer skills like MS Office, Word and Power Point
 Highly driven and energetic and of competitive nature.
 A good leadership skill

DECLARATION
I herby declare that all the above information given is correct up to my knowledge and
certificates issued by recognised board/ university.
After screening resumes of selected candidates HR managers further prepare detailed
analyses for conducting interviews (Storey, 2014) . This includes questionnaire for new joiners
and a joining letter with detailed description of role and responsibilities, appraisal etc.
3.2 Difference between recruitment process of Marriott and Hilton
Selection is the process of choosing the right candidate who can work effectively in the
company. Selection is the process of interviewing the candidates and evaluating their qualities
that are required in a specific job. The ways of selecting employees in Marriott hotel are
interview. Group discussion, medical examination, practical checking, etc. The recruitment and
selection of Marriott is very strict and human resource management ensures to hire right
candidates.
M2 A range of sources of information used for comparing the selection process of Marriott with
other organisation
There are various differences in recruitment process of both organisations which is described as
under-
 In job description of Marriott Hotel, there is a large eligibility criteria for every post. HR
managers focuses on meeting every single factor of responsibility while hiring new
candidates. On the other hand, managers of Hilton are concerned on experiences in same
field of potential applicants.
 Hilton uses video conferencing technique for conducting interviews of eligible candidates
(Unger, and et. al., 2011). This helps in reducing time and money for both business and
recruiters. While Marriott uses questionnaire format for taking interviews of selected
candidates.
 Through online applications, Hilton gets a number of eligible candidates for recruiting.
While, HR managers of Marriott Hotel use recruitment agencies like Wiser to hire
people.

TASK 4
4.1Assess the contribution of training and development activities to the effective operation of a
selected service industry business
The different kind of trainings provided in Marriott for employees are -
International hourly training- Marriott provide a 15 minute training to its employees
daily. This training includes essential skill and knowledge areas like room operations, cutlery,
purchasing etc.
Gateways- This training is for non management employees and this training enhances
discipline skills in individuals of different departments- HR, finance, sales, IT, marketing.
Core management training- In this training, managers provide certified courses taught
by professional experts, property based management and professional experts. These classes are
conducted on daily basis.
Courtyard by Marriott International University- This is a training program offered to
Assistant managers and General Managers of the firm. This program focuses on food and
beverage, product and service standards, pricing strategies, and making effective action plans for
achieving goals and objectives of the company. Difference between training and development is
given below-
Training Development
 There are various types of
training methods which
includes technical or
technological training, skills
training, soft skills training,
managerial training an safety
training.
 Development activities
includes continuous education,
participation in professional
organisation, improve job
performance, increases duties
and responsibilities and
increased duties and
responsibilities.
 Training aims at preparing an
individual for a specific job or
role (Welch, and et. al., 2011).
 Training usually requires
 Development aims at
increasing potentials of
employees as well as make
them better and skilled

appropriate guidance and
instructions for gaining a
certain skill or knowledge.
individuals.
 Development is aimed being
general and non tangible in
nature.
M3 Present and communicate appropriate findings
The program of hiring and recruiting is effectively operated in Marriott. On the other
hand, it should provide effective trainings and development programs to existing employees. The
different trainings provided to existing employees of Marriott are international hourly training,
gateways, core management training, skills for supervisors and managers, in motion training,
Get on board, Ashridge Virtual learning resource centre. The trainings of Marriott focuses on
leadership, managing execution, building relationships, generating talent and organisational
capacity.
Conclusion
From the above specified report it has been analysed that human resource management plays an
important role in hiring right candidates here are several laws which are effectively implemented
in organisations to improve its functioning. Training and development are the key factors in
making employees productive and effective.

REFERENCES
Books and References
Alfes and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international journal
of human resource management. 24(2). pp.330-351.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
López-Nicolás, C. and Meroño-Cerdán, Á. L., 2011. Strategic knowledge management,
innovation and performance. International journal of information management. 31(6). pp.502-
509.
Marchington and et. al., 2016. Human resource management at work. Kogan Page Publishers.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6). pp.1105.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1). pp.1-14.
Rubery, J. and Urwin, P., 2011. Bringing the employer back in: why social care needs a standard
employment relationship. Human Resource Management Journal. 21(2). pp.122-137.
Schermerhorn and et. al., 2014. Management: Foundations and Applications (2nd Asia-Pacific
Edition). John Wiley & Sons.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Unger, J. M. and et. al., 2011. Human capital and entrepreneurial success: A meta-analytical
review. Journal of business venturing. 26(3). pp.341-358.

Welch, C. and et. al., 2011. Theorising from case studies: Towards a pluralist future for
international business research. Journal of International Business Studies. 42(5).
Online
Effectiveness of HRM practices. 2018. [Online]. Available
Through:<https://www.ukessays.com/essays/literature/human-resource-management-and-
organizational-performance.php>