Marriott Hotel Human Resource Management

This assignment examines the role of human resource management (HRM) in the success of Marriott hotels. It explores various HRM practices employed by Marriott, such as recruitment and selection, training and development, performance appraisal, and employee relations. The report highlights how these practices benefit both employees and the organization, contributing to a competitive advantage and achieving organizational goals.

Human resource management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Definition of Human Resource Management (HRM)-...........................................................1
2. Various functions of HRM-....................................................................................................1
3. Explanation of two HRM functions........................................................................................2
4.Various approaches of recruitment and selection:-..................................................................3
6-HR practices follow by JW Marriott hotel...............................................................................4
7. Benefits of HRM practise in Marriott hotel............................................................................5
8. The selected practise that benefit Marriott hotel ....................................................................6
TASK 2............................................................................................................................................6
1. Employee relations..................................................................................................................6
2. Importance of employee relation in HRM decision making-..................................................6
3. Employment legislations.........................................................................................................7
4. pros and cons of employment legislation................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human Resource Management is a process of recruitment, selection, training and
development to organisation's employees to achieve pre determine goals (Banfield, Kay and
Royles, 2018). Present study is based on JW MARRIOTT hotel, it is an international luxury
hotel. It was founded in washington, DC. Total number of location is 83 over the world.
Following report will include HRM and its purpose and functions follow by JW Marriott
hotel. Further it will explain about various approach of the recruitment and selection. It also
consists of HRM practices is beneficial to JW Marriott hotel's employees.
TASK 1
1. Definition of Human Resource Management (HRM)-x
HRM is a process of selecting, training and developing suitable people within organization
to maximize performance and achieve target goals.
Purpose of HRM in Marriott hotel
The main objective of human resource management of company is to be effectively select
right person at a (noe and et.al.,2017).
Another purpose of HRM is to fulfil job satisfaction and self-actualization of employees.
To Achieve JW Marriott hotel goals effectively and efficiently by providing motivation
to employees.
To develop quality of work life and improve their professional skills
Maintain positive relationship among employees and employer. which leads to profit
maximization of JW Marriott .
Maintain employee's health safety, remuneration.
Easily develop Internal mobility and career development through training.
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To Increase creativity and innovation which help in enhance competition.
2. Various functions of HRM-
Two type of function are performed by JW Marriott
1-Function related to Managerial- There are five functions which focus on relation between
management and its employees. In these problem are solve by manager of the hotel in effective
manner.
In this function includes-
 Planning
 Organising
 Staffing
 Directing
 Controlling .
2-Function related to operation- These functions are related to responsibility and duties which
are assign to HR(Wright, 2018).
 Procurement function- In these includes selection ,placement , transfer ,promotion etc.
 Development function- It Includes career development planning and performance
appraisal and training (Bailey and et.al., 2018)
 Compensation – Wages and salary, bonus and incentive.
 Maintenance related - Safety , welfare , personnel audit.
 Integration function
3. Explanation of two HRM functions
Two function mostly follow by JW Marriott hotel are as follows-
Procurement function -
JW Marriott hotel selects suitable or skill person at a right time and right place so that
hotel gives good facility to their customer it leads to customer retention and profit can be
maximized.
In this function hotel follow recruitment and selection. Recruitment is the process of hiring new
employees though shortlist candidate's resumes and then selected through analysis skills of
person .
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Selection is the process which is done after recruitment process after shortlist HR managers
select person by interviewing and evaluate person's skills. Promotion – JW Marriott hotel
manager promote employees by evaluating employee’s performance by giving upward position
or giving hike in salary.
Integration function-
JW Marriott hotel also look upon job satisfaction of employees so they gives rewards
and give motivation to employees so they can work effectively and customer are able to retain in
hotel .
4.Various approaches of recruitment and selection
Recruitment approaches:-
Internal approach:- Internal approaches of Marriott Hotels includes all the internal job postings
and where the nomination is depended upon manager. Knowledge skills and ability is analysed
from the database of the person in organisation. Internal approach includes- promotion, offer
employees from temporary to permanent and advertise within the Hotel (Bratton and Gold,
2017).
External approach:- In External recruitment approach candidates are hire from outside of the
organisation. Marriott hotel have the opportunity to bring in an entirely new perspective. It can
infuse the new ideas and fresh blood in the Marriott Hotel. These approach includes-E-recruiting,
walk in interview, media advertisement ,campus placement.
Selection approaches:- It is a process of selecting suitable people for vacant position of the
hotel and it depends upon the skills, capability ,knowledge and experience of the person. The
following approaches are included:
 Interview
 Aptitude and attitude test
 Employment test
 Medical test
5.Two approaches of recruitment and selection: -
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Internal approach (Promotion) It is a type of internal approach of recruitment in Marriott hotel
in terms of career, a promotion is an advancement of an employee’s rank or position in a
hierarchical structure.
Strength- it is less time consuming and easiest because no any interview formalities need to be
taken by HR.
Weakness- No talent pool can be created through internal approach .
External Approach (Advertisement) -: Mariott Hotel has adopted advertisement as an external
approach of recruitment. Through this employees are hired by various means like social media
advertising, television advertising and many more (Bailey and et.al., 2018).
Strength- Creating new opportunity to external person that may increase high production and
also assist in getting new innovative ideas.
Weakness- It is very complex process and also takes high cost along with being a time
consuming process of recruitment.
Selection Approaches-
Interviews:- It is a selection approach of Marriott Hotel which is a formal way to communicate
with candidates. It is designed to predict future job performance on the basis of applicant’s oral
response and oral inquiries.
Strength-Increase chances to give job to suitable person and realistic job to be given to candidate.
Weakness- High possibility of biased and skill will judge by the interviewer.
Aptitude test:- It is a systematic means of testing a job candidates ability to perform
specific task and react to a range of different situation (Amarakoon, Weerawardena and
Verreynne, 2018).
Strength- Assessment of overall personality of the candidate so that organisations are
better able to hire right person at the right job.
Weakness- This method is unreliable.
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6-HR practices follow by JW Marriott hotel
 Performance appraisal – JW Marriott follows 360 degree method of performance appraisal.
In this HR can evaluate skills, capability through supervisor, peers and collogues in the
hotel.
 Training and development - HR of JW Marriott provides effective training and learning to
their employees that increases there productivity and motivation. On the job training
includes job rotation, coaching etc.
 Recruitment and selection- JW Marriott hotel recruits and select efficient talent so that hotel
get more skills people and capable people who are suitable for job. Selection done by
interview method so it helps in evaluating skills and knowledge.
 Reward- HR give rewards on extra work that will enhance employee’s motivation and
morale. Give monetary as well as non-monetary benefit given by JW Marriott hotel.
7. Benefits of HRM practise in Marriott hotel
Marriott hotel implements many HRM practises like training and development,
performance management etc. which enable the organisation in smooth and effective working.
Practises are beneficial to both employees and employer in the organisation, there benefits are
described as below:
1) Training and development:
Advantages to employees-
 Through effective training and development, employees achieve personality
development where the skills of the individual get increased at each level. That supports
in getting more career development opportunities (Haneda and Ito, 2018).
 Job satisfaction: Employees get more satisfied with the duty they perform in the
organisation through this practise.
Advantages to employers-
 Retention of employees- Training and development help the Marriott hotel employers in
retaining their talent and creating employee belongingness.
Example- Training and development makes employees skilled so that they require Less
supervision. Employer need not to supervise the trained employees because the improved skills
empowers them to perform their task independently.
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2) Performance Appraisal:
Advantages to employees-
11 Increased morale- Marriott hotel appraises their employees by rewarding them for
excellent performance, goal achievement etc. Self-evaluation- Employees could evaluate
their performance and perform their task accordingly for achieving rewards through
performance management by the firm.
Advantages to employers-
 Better relations- Better employer-employee relations could be achieved in the enterprise
and the goals are achieved on time.
 Efficient and effective working- Performance appraisal leads to effective and efficient
working in the hotel as all the employees will be working for getting appreciation.
Example: Organisation takes feedback from employee's about the loopholes which they have
faced in training process. So that after overcoming it, workers can enhance there performance
because of it.
8. The selected practise that benefit Marriott hotel
1) Training and development: It increases the productivity of the organisation because
well trained employee performs efficiently and they remain upgraded with the technology
so that optimum utilisation of resources is possible with minimum wastage of time and
money and through such quality performance company achieve economies of scale in the
production so that profits of the enterprise increases.
For example: if the company adopts off the job training method like providing classroom lectures
will help the employees to understand the job efficiently and on the other hand if on the job
training method is adopted like induction then it will increase the job knowledge of the worker.
2) Performance appraisal: By awarding and appreciation, the employees get highly
motivated and show more interest towards the organisational goal so they work to their
full potential and due to that the productivity and profitability of the Marriott hotel rises
with an alarming rate. (von Bonsdorff and et.al., 2018)
for example: by adopting 360 degree appraisal method Marriott hotel could get feedback from
their employees and through that they could be able to identify the desire of the employees.
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TASK 2
1. Employee relations
(Covered in Poster)
2. Importance of employee relation in HRM decision making-
(Covered in Poster)
3. Employment legislations
(Covered in Poster)
4. pros and cons of employment legislation
(Covered in Poster)
CONCLUSION
From the above report it is concluded that human resource management plays an important
role for Marriott hotel to manage their employees to work effectively and creatively to reach
competitive position and organisational goals and objectives can be achieved. The organisation
uses different HRM practises like training and development, recruitment and selection,
performance management etc. and how it benefits the employees and the employer in the work
environment. It also provides for a good employee relation that enables the enterprise in making
decisions appropriately and adopts various employment legislations like compensation act,
health and safety act etc. so that employee can work freely and efficiently in the organisation.
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REFERENCES
Books and journals
Amarakoon, U., Weerawardena, J. and Verreynne, M.L., 2018. Learning capabilities, human
resource management innovation and competitive advantage. The International Journal of
Human Resource Management. 29(10). pp.1736-1766.
Bailey, C. and et.al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Haneda, S. and Ito, K., 2018. Organizational and human resource management and innovation:
Which management practices are linked to product and/or process innovation?. Research
Policy. 47(1), pp.194-208.
Noe, R.A. and et.al.,2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
von Bonsdorff, M.E. and et.al., 2018. Employee age and company performance: An integrated
model of aging and human resource management practices. Journal of
Management. 44(8), pp.3124-3150.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
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