Managing Human Capital and Leadership

This report examines the role of human resource management (HRM) in Hotel Marriott, a global hospitality chain. It analyzes various HRM models, discusses the organization's HR functions in relation to strategic initiatives, and examines the use of HRM software. The report also delves into the characteristics of effective leadership and explores relevant leadership models.

MANAGING HUMAN
CAPITAL AND LEADERSHIP

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
Description on HRM models and analyse the approach to human resource management..........1
TASK 2 ...........................................................................................................................................3
Critically discussion on the organisations HR functions in relation to strategic human resource
initiatives......................................................................................................................................3
TASK 3............................................................................................................................................6
HRM Software.............................................................................................................................6
TASK 4............................................................................................................................................8
Characteristics of effective leader................................................................................................8
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management defined as process of recruiting, selecting, providing
orientation and to impart the training and developmental activities. This is defined as
multidisciplinary subject and this term mainly used in proper utilisation in available skilled
workforce (Cascio, 2015). Therefore, human resource management is one the strategic approach
to the effective management and this also leads to gain competitive advantage. Thus, HRM plays
the strategic role in managing people and culture and environment of the workplace.
The present report is based on the business activities of Hotel Marriott, largest chain at
the global level. Therefore, it is an American based multinational diversified hospitality company
that manages the hospitality services to the customers.
Furthermore, report will cover the following activities as models of HRM, approach to
company human resource, critically discussion on organisation functions of HR and evaluation
on the number of HRM programme. Lastly, firm needs to discus the characteristics of the
effective leadership.
TASK 1
Description on HRM models and analyse the approach to human resource management.
Human resource model defined as role of HR in the business. This is the systematic
method to carry out the business activities in the one proper direction. Thus, model of HR
defined in following manner as-
Hard and soft HRM model- This is model that is comprise of the two tool as hard and soft. In
this, Hard mainly emphasize over calculative, quantitative and business strategic aspects of
managing the human resource (Chen and et. Al., 2016). Therefore, the soft HRM mainly focuses
over the tools as communication, motivation and leadership.
Fomburn model of HRM- This is the first model and this mainly put their significance over the
four function and their interrelatedness. Therefore, these functions are as selection, appraisal,
development and rewards. This model can helps to have contribution in the organisational
effectiveness.
Harvard model- it is the model that claims to be comprehensive and in this HR manager has the
specific strategies that demand the certain practices and executed will results in the proper
outcomes. Therefore, mainly this outcomes focuses over behavioural, financial rewards and
performance related terms.
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Guest model- The outcomes of this model is related with behaviour performance and financial
rewards. It mainly put consideration over the HR strategy, HR outcomes, HR practices,
behavioural outcomes, performance results and financial consequences etc. This is the model that
is perspective in nature and based on assumption that HRM is distinctively varied from the
traditional personal management (Joo, Lim and Kim, 2016).
Warwick model- The main strength of this model related with identifies and classifies crucial
environment influence on HRM. Therefore, it takes he cognizance of business strategy and hr
practices. This takes place that inclusive of transaction between changes in both external and
internal content. This model inclusive of five elements as-
 Outer context
 Inner context
 Business strategy
 HRM context
 HRM content
Approaches to human resource management-
The one of the crucial role is to practically and effectively implementing the organisation
HR strategy. It provides the transparency for the employees and managers. This also helps the
employees to create the positive organisation culture. There are number of approaches to human
resource management as-
Humanistic approach- It is an approach that put their major focus over the empathy and
stresses the good in behaviour of human (Renz, 2016). This is an approach that allows to focus
on ways to bring improvement in individual self image and self actualisation. Thus, the main aim
of this approach is to develop a stronger, healthier connection with employees as well customers.
Managerial approach- This is an approach that relates with the managing the all kind of
working within the enterprise. It is an approach that aids to bring improvement in the relationship
of the employees and managers (Mayo, 2016). With help of this approach, the main object
towards the enterprise can be achieved and better things can get done by having effective
relationship within employees.
System approach- This is approach that commonly used to make evaluation in the market
elements that hugely affects the profitability of the business. Henceforth, system approach
consists of components as elements and processes. Thus, system approach stand on the
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assumption that breaking down the complex concept into the simple easy so that complexity can
be understood in better mode (Greer, Lusch and Hitt, 2017).
Proactive approach- This is an approach that focus on having elimination of problems before
the gets chance to appear. With help of it, issues can be anticipated and precautionary measure
can be undertaken to get rid of the problem.
TASK 2
Critically discussion on the organisations HR functions in relation to strategic human resource
initiatives.
Human resource department needs to handle the rage of varied functions within the
enterprise. It is the department that is responsible for hiring and firing employees, to provide
training to workers, maintaining inter-force relationship and to interpret the employment laws of
the enterprise (Haynes, Hitt and Campbell, 2015). HR is the department that carried out various
crucial functions within the enterprise. These are the functions that are needed yo meet the
essential needs of the management and staff. Therefore, the key functions of human resource
department as labour law compliance, human resource development, motivation and
performance management etc. Thus, its defined in following manner as-
Recruitment and selection-
As per the view of Kellis and Ran, (2015) stated that recruitment and selection both are
the most crucial aspect of running business activities effectively. Therefore, right employees to
the enterprise are needed to be hired so it can the business to the new heights. Henceforth, Greer,
Lusch and Hitt, (2017) stated that recruitment is termed out as identifying and making the
potentials to apply for the job. This is the kind of positive process that approach aids to attract
the candidates possible for the vacant jobs. In contrary to Mayo, (2016) stated that selections is
the process that defined as choosing the right candidates for the vacant positions. It is termed out
as negative process with its elimination or rejection as many candidates re assigned for the job.
According to the view of Arena and Uhl-Bien, (2016) stated that Primary advantage of the
effective recruitment and selection process inclusive of strong pool of applicants, accurate
qualification screenings, reduction in turnover, high morale and accurate qualification
screenings.
Thus, advantage and disadvantage defined in following manner as-
Internal recruitment-
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HR managers can identify and select the potential candidates. Henceforth, organisation
allows to existing employees to switch from temporary or part time position to permanent or dull
time position. It is one of the cost effective method that aids to boost the morale of employees.
Therefore, internal recruitment allows to retain talents and reduces the employee turnover.
External recruitment-
It is the method that is most expensive and time consuming. This method aids to have
fresh talents within the enterprise. This is costly method and it affects the all over working of the
enterprise. Henceforth, this is the process that is time consuming and this impacts the working of
the enterprise.
Motivation-
As per the view of Cascio, (2015) stated motivation is process that encourage the person
to give their best performance and also assist in order to reach enterprise goals. Henceforth,
motivation is the driving force that stimulates employees working and sustain the behaviour.
Therefore, Chen and et. Al., (2016) stated that it is internal process that makes person moves
towards the goal. Motivation aids employees to achieve person goals and this aids to have self
development of the individual. However, Joo, Lim and Kim, (2016) stated that encouraged
employees works hard to bring improvement in enterprise productivity and its competitive
advantage. Motivation is one of the human factor in the enterprise. Employee motivation is very
crucial as it allows the management to meet out the goals and objective of enterprise.
Advantage-
 Employees within the enterprise works with the better interest and responsibility.
 The motivated employees are an asset to the enterprise and they can work as to have
enhancement in profitability within the enterprise (Kellis and Ran, 2015). .
 Enterprise works smoothly and efficiently as they needs to have co-operation from the
management.
Disadvantage-
 Unmotivated workers do not take an interest in the working of the organisational
activities.
 They work as to bring ineffective environment by spreading rumours.
 Enterprise do not get any co-operation from unmotivated employees.
 Threats of strikes, demonstrations etc. creates issues for the managerial authorities.
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Human resource development- It is integrated use of training, organisation and career
development efforts that aids to bring improvement in individual, enterprise effectiveness and
group. As per the view of Haynes, Hitt and Campbell, (2015) stated that Human resource
develops key competencies that enables individuals in order to perform current and future jobs
with the help of planned learning activities. In contrary to Renz, (2016) stated that Human
resource development supports the enterprise goals and also work towards to achieve higher
level of success. Thus, stated that human resource professional develop personnel by improving
skills, capabilities and competencies to perform well in the job. Human resource development
five core functions as staffing, developments, staffing and health, and employee and labour
relations. Henceforth, it can be stated that HRD is defined as term that aids to develop skills and
aids to analyse the attitudes of people within the enterprise.
Advantage and disadvantage of Human resource development as-
Human resource development considered as key factor that aids to bring huge amount of
profitability, better relationships, greater productivity within the enterprise. Thus, some crucial
benefits are as-
 It is process that develops new skills, knowledge and attitude of people in the enterprise.
 Appropriate HRD programmes helps employees to be more committed to their jobs.
 This is effective that aids to create the efficiency culture within the enterprise. Therefore,
it aids to have greater organisational effectiveness.
 It is one of the effective method that aids to collect useful and objective data on the
employees programmes and polices and this activities are very helpful in order to
facilitate the better human resource planning.
Performance management-
As per the view of Snell, Bohlander, and Morris, (2015)
stated that performance management defined as ongoing process of the communication between
the supervisor and employee that can be occur throughout the year. It is one of the effective
process in order to accomplish the strategic objective of the enterprise. In contrary to (Arena and
Uhl-Bien, 2016) stated that effective performance management aids to align their employees,
resources and to bring effective system so that desired goals can be achieved. In contrary to
stated that performance management termed out as as shared understanding about that how
individuals contribute to the set goals within the enterprise. Hence, performance of the
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employees can be appreciated with the help of application as appraisals, compensation,
performance improvement, promotion, termination, test validation etc. Therefore, by aligning
individual within day to day actions so that higher profitability can be achieved. This is continual
process that aids to improve performance of employees by setting individual and set goals.
Advantages of performance management as-
Improved organisational performance aids to have contribution in the growth of the
enterprise. This is one of the essential term to the business. This is very effective process as this
aids to align employees, resources and system so that desired goals can be achieved.
Disadvantage of performance management-
 It enhance the risk of internal competition.
 This is one of the expensive and time consuming process.
 The managers and superiors tends to trust and depend on employees in more manner. It
leads to creates the distrust among the group members.
Recommendation
1. HR to the enterprise must works towards the sharing the responsibility so that better
productive results can be enhanced.
2. Human resource policy need to be change timely so that the effective and efficient
performance can be conducted.
3. HR to the enterprise must create the fair evaluation system so that staff of the enterprise
do not feel discriminated.
4. They should develop strategic objective of the enterprise and works towards to achieve it.
5. The practices of Human resource manager must be effective as they need to put their
major focus on administration, record keeping and to have better pay roll processing.
TASK 3
HRM Software
Human resource management software can be referred as a combination of various
systems and processes that help in connecting human resource management with information
technology through human resource software (Johnson, Lukaszewski and Stone, 2016). There
are various HRM software which can be used by Marriott Hotel in order to manage their human
resource in an effective manner, some of them are mentioned below:
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Zoho People: It is the most simple HRM software which can be used by Marriott Hotel in order
to manage their human resource. It will help the manager to manage employee operation which
includes attendance, records, and leave which are the basic functions for managing human
resource in the hotel. It can fasten the HR. workflow and it is simple and effective way
organising the HR process.
Gusto HR.: This software serves as good HR management tool, there are various HR.
functionalities embedded in Gusto HR. like time tracking, on boarding, attendance management
etc. It also serves as a platform for creating an employee handbook and an organisational chart in
which can help the organisation to streamline the operational workflow and can keep all team
members on the same page all day. There are also some additional feature in Gusto HR which
increases the functionality of the organisation like unlimited pay rolls, Automated tax fillings,
time off management and multiple rate and pay schedules.
BumbooHR.: It is one of the most popular HRM software as it is a comprehensive set of human
resource management features (Marler and Parry, 2016). BumbooHR provides the tools of
managing human resources like attendance tracking, payroll administration, performance
evaluation and benefits management. This software helps in managing all the responsibilities of
HR Manager in the organisation which help managing the human resource in an organisation.
BumbooHR also comes with advanced functions like intuitive reporting and employee self-
service so helps in meeting up the requirements as the business grows.
All of these software can be used by Marriott Hotel in order to manage their people in the
hotel in an effective manner. As Marriott hotel in Hospitality industry, the software which can
prove effective for managing the human resource will be Gusto HR (Human Resource Software.
2019). This software can Marriott Hotel's human resource functions like it can help in managing
the payrolls, track employees time, can manage their attendance. It can help Marriott Hotel in
keeping the performance of the employees on track and it can also help the hotel in meeting
future need of the hotel. Also, Gusto HR. has got additional features which simplifies the
complex laws and regulations related to the employee benefits such rewards and compensation.
It also stores the huge amount of information of employees which can be easily tracked and
enhances security level and privacy of the information of the hotel. This software is compatible
to manage the huge human resource functions if the organisation has more than 200,000
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employees. So this software can prove effective for Marriott Hotel which could help the manager
in managing its human resource within the organisation.
TASK 4
Characteristics of effective leader
A leader is an individual which has got the capability to lead people and influence them
for achieving the common goals of the organisation. It is important for a leader to be successful
in order to lead the organisation and for this it is also important that it should have got some
leadership characteristics. Some leadership characteristics in order to become a successful leader
is mentioned below:
Influence: Leader of Marriott Hotel should be able to influence others in order to get things done
within the organisation. A leader should be able to identify other needs and support them and
direct them to the path forward in order to achieve the objectives of the organisation.
Credibility: Leader should have credibility with those a leader leads, a leader should be honest
with its communication and interactions and should be able to maintain the its personal integrity
and integrity of its employees as well.
Teacher: A leader of Marriott Hotel should act like a teacher in order to coach others in their
professional and personal development (Jiang and et.al., 2015). A leader should be able to teach
leadership principles in order to help others to develop their own credibility.
Empower other: It should be one of the most important characteristic of a successful leader, a
leader should enable others to take responsibilities and risks as taking chances is part of
development and for learning. This will help in increasing the efficiency of employees within the
hotel.
The leader model which is suitable for a leader with above mentioned leadership
characteristics would be leadership with democratic model. As it includes the team members in
decision making process. This type of leadership allows a leader to work with employees in
order to achieve the goals and objectives of the Hotel. Manager of Marriott Hotel can only
influence others, maintain credibility, empower others and coach others when a leader follows a
democratic leadership within the hotel. This model can help in increasing the performance of the
employees in the organisation and can result in the job satisfaction of the employees. There
would arise a situation in the hotel which and which often arise within the hotels where
employees and the Manager would have to take a quick decision so this model can help
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providing an effective solution to the problem (Iqbal, Anwar and Haider, 2015). So, this model is
ideal for a leader in order to be successful as there will be support and participation of the
employees in getting the job done for the organisation. Democratic leadership style creates a
sense of participation, autonomy and control this will give better results to leader by increasing
outcome of tasks and also results in high job satisfaction among the employees. With model
there is less need to motivate employees as they are already self-motivated for performing the
tasks due to the sense of responsibility created among the employees. This leadership can help a
leader to become a successful leader and can help in achieving the organisational objectives in an
effective manner.
Leadership models-
This is term that defined as to provide proper guide that suggest leadership behaviour to
have the use in the specific environment. With the help of proper direct, the enterprise can
perform their business activities in much better manner.
STAR Leadership model
Star leadership model is focused on the three elements strength, team work and results.
This three elements of star models are related to goals and vision of the organization. STAR is
Acronym of strength, Team work, Alignment, Result and other factors. This factors are key
points of a team's work power.
Strength
By working on the particular strengths of a person can make them a good leader. The
strength of individual person makes their operation more effective. Effective performance of
person is important for the success and goal achievement of Hotel Marriott. Continuous
development of skills which are their strengths will improve their performance. This effective
performance of person makes them better leader.
Team Work
This is all about the cooperation of the team members in completion of any task. By
arranging the team as per their capability can improve the effectiveness of team in goal
completion. By identifying the personal skills of team member can help to build an effective
team. The role of the leader in a team is to manage the work force and give direction of work to
team members to achieve goal with in the time limit.
Alignment
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It is work of leader to align the three element of team. By aligning the strength, team
work and result the team performance can be improved. For the alignment of three elements
team leader need to know the strength and weaknesses of group members. This is really
important to align the team to get effective output at end.
Result
It is the role of team leader to keep the team aware of the final goals of Hotel Marriott.
This will help the team to work accordingly. The task and time allocation with in the team is
based on result orientation. The work of the team is result oriented which is more beneficial for
the team and Hotel Marriott.
Other Factors
the role of team leader is to manage the surrounding environment to manage the
operation of team members. The things which are out of control and can influence the working
performance and efficiency. This factors can be internal or external of the organization. The
external factors can affect the individual performance and team performance for specific task.
The team leader need to manage this all factors to maintain the productivity of team.
5 S Uncommon Leadership Model
This model consider the seeing, shaping, showing, serving and sharing as important kills
to make a person good leader.
Seeing - this is important to provide the vision to the team members to perform their work with
higher efficiency. It is important to the team leader to help the team members iin the uncertain
circumstances. A good leader can guide the whole team to collect and process the required data
to perform their task. Good listening and attention skills are required must in an effective leader.
Team leader should be influencing to convince the team members to perform different difficult
task.
Shaping - this is considered as the leading with the action. A team leader need to have helping
nature in all conditions. It is duty of leader is to motivate the team to work together for common
goal.
Showing - some of basic qualities are required in a good team leader. These quality of leader are
being a role model for the team can help team leader to motivate the team. Setting example will
encourage the team to perform better in the difficult situation.
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Serving - The team leader need to be an active listener and a good coordinator to maanage the
operation of team.
Sharing – The experience of a person makes them a good leader. By sharing the knowledge and
experience with the team can help to improve the overall productivity of team. This will also
help the individual person to grow in team.
CONCLUSION
Hereby, it can be concluded that Human resource manager works as to plan, direct,
coordinate and to manage the whole administrative function within enterprise. Therefore, this is
one of the strategic approach to the effective management of people within the enterprise so that
they can help the business to perform their working effectively and efficiently. This is the
department that is responsible for hiring and selecting new staff and to provide effective towards
the performance. The present report has covered the business activities of Hotel Marriott, that is
global chain that engaged in providing hospitality services to customers.
Henceforth, report has covered the various topics as HRM models, determine the
approach to manage the human resource, discussion on HR functions to strategic human resource
initiatives, HRM software program that aids to have enhancement in profitability of the
enterprise. Lastly, characteristics of the effective leaders needs to be defined with help of the use
of relevant models.
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REFERENCES
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Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
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organizational innovation. Leadership & Organization Development Journal. 37(7).
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Haynes, K.T., Hitt, M.A. and Campbell, J.T., 2015. The dark side of leadership: Towards a mid‐
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Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Snell, S., Bohlander, G.W. and Morris, S., 2015. Managing human resources. Nelson Education.
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