Human resources management - Marriott hotel

Managing Human Capital

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Importance of effective HR strategies for creating competitive advantage.................................3
TASK 2............................................................................................................................................6
Importance and relevance of HRM in changing environment.....................................................6
Task 3...............................................................................................................................................9
Contribution of recruitment and selection AND training and development ...............................9
CONCLUSION .............................................................................................................................12
References......................................................................................................................................14
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INTRODUCTION
Human resources management is an imperative aspect or function which helps to
improve the performance of workforce. It basically deals with management of employees in the
organization by focusing on different policies and systems. Present report is based on the
Marriott hotel which have more than 4087 properties over 80 countries. It provides a wide range
of luxurious services to the number of users. Further, the report covers the importance of HR
strategies adopted by Marriott hotel to create competitive edge in the marketplace. Similarly, HR
issues related to cite hotel are also identified so as to adopt effective strategies accordingly. In
addition to this, importance and relevance of HRM in changing environment has also been
critically examined. Also, the different training strategies are also explained by which Marriott
hotel enhances knowledge and expertise of its workforce.
TASK 1
Importance of effective HR strategies for creating competitive advantage
There are different human resource strategies adopted by the management of Marriott
hotel so that they can effectively create competitive edge in the marketplace. These strategies are
segregated into four different parts such as culture, people and organization as well as human
resources system. These four aspects facilitate to carry out business of Marriott hotel in an
effectual manner so as to achieve long as well as short term objectives (Sims, 2002). The first
one is culture which is managed by human resources department of corporation with assurance
of cultural diversity. Here, the workforce are provided training related to common cultural values
and belief of the Marriott hotel and diversity exist among them is also respected (Marriott Turns
up the Volume on Green Hotels, 2016). It enables corporation to retain employees for longer
time span by providing them comfort zone at workplace In this regard, hotel Marriott already
have strong culture as it operates business across 80 countries. The strong culture persist just
because management respect strengths and talents of everyone working in hotel. Further,
company is associated with different projects such as poverty alleviation, community workforce
development and the well-being of children as well as the environment (Sahoo, 2012). This is
what makes a hotel different from others and create competitive edge at the global level.
Accordingly, the corporation has strong culture where guest feel comfortable and satisfied. The
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most important thing is that employee also feel highly satisfied in the working environment of
hotel Marriott.
The second element is people for which different strategies are formulated by human
resources department. Here, Marriott hotel applies several strategies to enhance the level of
motivation among the employees (Stephen and et. al., 2008). In order to motivate employees,
different strategies like monetary reward, workplace recognition, non-monetary rewards etc. Are
provided by human resource management (Enduring Values, 2016). For example, The Marriott
Awards of Excellence are organized wherein the competent workforce were praised. It aids to
increase the level of satisfaction and putting employees into action. On the other hand, human
resource management of hotel also offers non-monetary rewards by promoting employees to
higher position. However, prior to offering rewards management assess the needs of employees
and accordingly meet their expectations by adopting the right kind of strategy for their
motivation. Further, succession planning and career management are imperative strategies used
by hotel to management workforce (Felstead and et. al., 2007).
The succession planning is the most important human resource strategy under which
human resource management gives training to future leaders of the company. This helps to
maintain the uncertainty by placing the right kind of person on the right job. For instance, an
experienced and talented employee is selected to fill the vacancy of CEO in future. It enables the
corporation to outperform in the marketplace without having any negative impact on overall
performance of the hotel Marriott. Similarly, career management is another practice, wherein
workforce are provided freedom to ensure their career growth by selecting work as per their
interest area (Pinnington, 2011). It helps to ensure their career growth and to generate positive
attitude among them. It shows that the succession planning and career management helps to
make human resource system strong. Under this, the hotel makes long term planning to
accomplish specified aims and objectives.
Human resource strategies are related to the organization which are effective in context
of hotel Marriott because it follows “go green concept”. It promotes employment in several
countries which leads to create a brand image of the hotel at international level. Under this,
company provide time to time training for its employees in order to enhance their knowledge and
skills. This aid to increase the flow of production and profitability (Bhattacharyya, 2009). This in
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