Human Resource Management in Marriott International

Marriott International is a leading hotel industry with commendable HRM policies. They provide a great working environment, equal importance to non-monetary factors, better growth opportunities, good leadership, and a friendly working environment. The company hires new employees and organizes an orientation program for them to ensure that they have all the necessary skills to perform efficiently. Feedback programs, employee motivation, and training programs can be improved. Read more at Desklib.

HUMAN
RESOURCE
MANAGEMENT

 Marriott International is one of the leading companies in hotel industries , spread across 122
countries owning more than 6,000 properties.
 According to the financial reports, revenues generated by Marriott International is more that $17
million in the year of 2016.
 15 hotels in Australia were owned by Marriott in the year of 2016. 15 more hotel were being
planned to open By the organization.
 In the year 2008, Marriott International had funded $2 million to preserve 1.4 million acres of
rainforest of Juma Reserve in the state of Amazon.
BUSINESS OVERVIEW

BUSINESS
OVERVIEW
Business process of Marriott International can be categorized into two
models:
 Licensed model
 Organization operated models.

Current missions of Marriott International:
 Introducing innovative methods for hiring or retaining, training, developing
and motivating new associates.
 Creating different opportunities not only for community benefits, but for
profitability and productivity.
 Demonstrating the responsibility of hotel management in forming opportunities
in economy.
 There vision is to become the leading provider as well as the facilitator of
vocational and leisurely experiences across the world.
 It has build a good image and reputation by creating a healthy environment
and providing customers with superior services, good quality food and services
at fair price.
 They have verified certificates of the environmental impact and positive health,
as they provide improved air quality, water and other services to their
customers as well as the employees.
 Marriott International holds uncompromising legal and ethical standards.
 The company has attached huge importance to the manpower planning.
MISSION AND VALUES

MISSION AND
VALUES

 Marriot International’s Human Resource Management policies are
highly commendable.
 It provides its employees with a great working environment, giving
equal importance to non-monetary factors.
 Balancing professional and personal life, better growth opportunities,
good leadership and friendly working environment.
 It has build a good image and reputation by creating a healthy
environment and providing customers with superior services, good
quality food and services at fair price.
 Marriott International has earned international acclamation for their
health and safety policies.
 They have verified certificates of the environmental impact and
positive health.
 The company hires new employees and organizes an orientation
program for them to ensure that they have all the necessary skills to
perform efficiently.
HRM POLICIES

CURRENT STATUS OF HRM POLICIES
 The Marriott hotel industry always looks out for new and
innovative methods to hire, train or develop their associates or
employees.
They are given various opportunities and benefits which helps in
the profitability and productivity of the company itself .
They give their employees the opportunity to solve problems
which arises.
They encourage the employees to voice their opinion and share
their views without the fear of being punished or scold.
They mentor the employees by offering them career counseling
individually.
They take care of the demands and desires of their customers as
well as employees, giving them luxury treatment.

RECOMMENDATION
In order to become a successful organization in hotel industry Marriott
International possesses a good set HRM policies like employee retention and
motivation and training and development.
There can be some points added to these policies.
Feedback program should be introduced by the company among the
employees once in a month in order to check the employee relations within the
organization.
Employees should be motivated for their works within short spans of time.
Employee training program should include an induction program with it.
Each employee should be given a common target during their training session
to check their efficiency.
 A categorical development program should be introduced among the
employees who are eligible to move onto next stage.
Moreover, the target market for the industry is the elite groups. In order to
reach a wider market, the company should introduce services and products
which can even serve a common man with comparatively lesser income

Ashleigh, M.J., Higgs, M. and Dulewicz, V., 2012. A new propensity to trust scale and its relationship
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de Grosbois, D., 2012. Corporate social responsibility reporting by the global hotel industry:
Commitment, initiatives and performance. International Journal of Hospitality Management, 31(3),
pp.896-905.
Font, X., Walmsley, A., Cogotti, S., McCombes, L. and Häusler, N., 2012. Corporate social
responsibility: The disclosure–performance gap. Tourism Management, 33(6), pp.1544-1553.
Lamba, S. and Choudhary, N., 2013. Impact of HRM practices on organizational commitment of
employees. International Journal of Advancements in Research & Technology, 2(4), pp.407-423.
Marriott.com. (2017). Use Marriott's Hotel Directory to Conduct Your Hotel Search. [online] Available
at: http://www.marriott.com/hotel-search/marriott-hotels-resorts-and-suites.hotels/ [Accessed 17 Sep.
2017].
Mok, C., Sparks, B. and Kadampully, J., 2013. Service quality management in hospitality, tourism, and
leisure. Routledge.
Stone, R.J., 2013. Managing human resources. John Wiley & Sons Australia.
Van den Brink, M., Fruytier, B. and Thunnissen, M., 2013. Talent management in academia:
performance systems and HRM policies. Human Resource Management Journal, 23(2), pp.180-195.
REFERENCES

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