Employee Engagement and Talent Workforce Management in Hotel Industry

This document discusses the current issues in employee engagement and talent workforce management in the hotel industry, specifically focusing on Hotel Marriott. It explores different HR practices, identifies the current issues in employee engagement, and provides recommendations for improvement. The significance of effective talent management and employee engagement in the hotel industry is highlighted.

Personnel and resourcing

Table of Contents
TASK 1............................................................................................................................................3
INTRODUCTION ..........................................................................................................................3
TASK 2............................................................................................................................................4
LITERATURE REVIEW................................................................................................................4
TASK 3............................................................................................................................................5
DATA ANALYSIS..........................................................................................................................5
RECOMMENDATION...................................................................................................................6
TASK 4 ...........................................................................................................................................7
REFERENCES................................................................................................................................8

TASK 1
INTRODUCTION
Hospitality industry in having the level of growth opportunity and considered as one of
the fastest growing industry in the global world. These industries have the major level of
dependency on the level of customer services as same as different sectors in Morden economy.
Many of the companies have been crowded along with having competitive space by having the
ability in order to have effectively catering to the ever-changing demands of a dynamic customer
base. The companies are facing the major challenges at the collective and individual level in all
around to have the proper meetup at expectation of customers (Francis and Baum, 2018). The
company used to have proper investment along with having proper allocation of resources in
order to face the level of challenges with gaining competitive advantage from their respective
competitors. On the other hand the having the great level of prospectors of the respective growth
in hospitality industry, the companies hare still have the highest level of turnover rates as
comparative to another industry. On the other hand it has been identified that there is shortage of
talented professional at global level. It has been experienced that individual; employee In hotel
sector plays an importance role in talent management practice in order to have the personal level
of career development. Voracious companies facing the major issues in establishing the level of
understanding in order to have the proper level of relation in employee engagement along with
having personal level of development of individual by enhancing existence in talent
management.
Aim — To study the current issues in employee engagement and talent workforce
management in hotel industry- A Case On Hotel Marriott.
Objectives
 To study the different HR practices in hotel industry.
 To identify the current issues in employee engagement in Hotel Marriott.
 To understand the hotel view in order to have proper implementation of talent
management.
 To provide recommendation over the issues of employee engagement and talent
workforce management in hotel industry
Significance

Hotel industry have the significant level of importance in order to have effective level of strategy
implementation in order to gain the level of competitive advantage for there market competitors
for further development of company (Francis and Baum, 2018). There are various level of issues
in order to have proper improvement proper recruitment of employee along with having their
proper level of retention. The company should have the proper level of talent management in the
order to have the to have the development of the best level of recruitment along with having the
assurance of implementing the level of right skills in order to better quality to stay in the
organization at the better time. The topic have major significance in order to have the proper
level of understandability to proper the better solution and recommendation in development of
hotel Marriott at the signification level.
Rationale- in order to have the research of the particularistic subject as To study the
current issues in employee engagement and talent workforce management in hotel industry- A
Case On Hotel Marriott has been identified as the keen interstate level of topic to have the study
one. The hot is considered as one of the most important issues that hotel is facing to have proper
leve4l of employee engagement along with proper talent management of workforce which will
help the company in against competitive edge against the competitors.
TASK 2
LITERATURE REVIEW
As per the views Sheehan, Gran and Garavan, (2018) majorly HR manager and company
executive are paying major attention and setup in order to have proper level of recruitment,
hiring, training and development of employee along with taking concerned level of pressure to
retain more level of experienced employee in there respective organization. The author also
added that the company is having the web based talent management system used in of Pechanga
Resort and Casino in California which helps in handling the proper level of employee appraisal
with providing support to their performance over workforce of more than 5000 employees. With
that the company was able to have the positive results in terms of having proper alignment along
with having lower level of turnover retention. On the other hand the Singh, (2019) argued that
instead of having the proper driving resources in order to have followed up to new hires with
respect of respective skills, the hotel should have proper level of cultivation in order to have
proper talent pool in order to have proper preparing their employees to assume leadership roles
whenever the time comes. The HR practices which are participated in group of Taj hotels is

considered the strict and difficult process of proper recruitment and selection. They have the long
time of training and development of employee along having more than 6 months industry stand
as the company is order to have belief that is employee can be trained but not taught them to be
better individual. On the other hand Pougnet and Martin-Rios, (2016.) contradicts that the Lee la
palace have the level of understanding to have proper attention in order to have major focus on
commitment and service excellence rather than having maximum level of employee satisfaction
and retention in order to have proper level of talent Management. In addition to that the former
hotel have the assessment of employee on the basis of there talent and performance and qualities
at personal level. This helps employee to have proper encouragement in order to take the
authority in situationist. On the other hand Olugbade and Karatepe, (2019) contradict that in
latter hotel. ln the performance of employee is being assessed by the feedback of target customer
along with senior authority. As per view of Lee and Ok, (2016) the hotel are majorly facing the
issues in lack of engagement of employee which has remained relatively in unchanged manner.
The author also stated that the organization are lacked from their key level focuses in having
proper talent management and employee engagement to make the industry to have the better
overlook in order to have increase level of gaining in competitive advantage and more of
customer satisfaction. On the other hand Pougnet and Martin-Rios, (2016.) hotel are facing the
issues in creating the value proposition along with having attracting and retaining the employee
in order to have meet the need of organic and inorganic growth. The Kim and Koo, (2017) also
added that organization does an employee engagement surveys at the time the company has
already been introduced with negative results and the engagement score has eventually being
dropped. This makes the long-lasting impact of the performance of company along with proper
level of talent management. This also have impact on the proper driving resources in order to
have followed up to new hires with respect of respective skills, the hotel should have proper
level of cultivation in order to have proper talent pool in order to have proper preparing their
employees to assume leadership roles whenever the time comes.
TASK 3
DATA ANALYSIS
The hotel Marriott is facing the level of issues in havering proper employee engagement
along with having talent management of workforces (Karumuri, 2016). This company has level
of major identification of the voracious issues in reactional to talent management and employee

engagement which will help the company in properly identifying the major issues which is
hindering the level of development of company in longer run. The hotel has the issue in having
proper level of inspiration for collaborating and teamwork crossover the voracious department in
their respective group of hotels. For this company have the proper identification of rewards and
recognition of employee engagement which will male the reach to aisle and engaging their co-
workers introspective manner. On the other hand the hotel have issues of movability in providing
the better customer services as the employee are had redundancy to adopt the various mobile
methods. The company has failed to have proper allocation of talent management so that
company. The hotel is having the small environment varying across various need of department
which makes the administration to feel heavy along with large level of burden (Gupta, 2019.).
The company should have the developed of program in order to get rewards online in order to
have providence of visibility with help of entire level of recognition. This will helps in getting
criss departmental support along with providence of controlling and level of reposting. Manger
of hotel are lacking the insights of various corporates program along with employee engagement
and data of sales. The hotel Marriott can have solution with implementation of process which
makes determination easier towards path of success. There is major issues the hotel is factoring
have previous program which have attempted to have long time in adsorption . So the company
should have better level of understandability over the readdressing in basis iod behaviour along
with achievement which ids high buy in off programme paying more emphasis in province brand
and culture to company better level of establishment in longer run to achievement the major
competitive advantage.
RECOMMENDATION
In the hotel there should be proper maintenance between the every job which can be
through front office to housekeeping all must be properly considered as the tool for having
proper level of encouragement as it increase the level of transparency along with open
communication make the disparate growth to work in more smoothing manner.
There should be proper development of employee engagement programmes which will
helps in solving the issues faster along to have crowd sources solution with the employee who
are belonging to front line.

The employees work can yield to have exceptional productive results by shoeing the
level of commitment through continuous improvement along with change in companies culture.
The company should have the employee recognition along with rewards to make
employee feels level of appreciated so that they have the ability in celebrates the achievement.
This will turned out to great idea to make the employee more engaged, happy and satisfied.
The HR manager should have the provocative against reactive which helps in swingier
down the major company and industry changes .
The hotel should be able to have proper identification of the appropriated skill of
employee and place them in the right to place in order to have velvet of efficient and effective
work in the company (Francis and Baum, 2018). There should be proper level of alignment of
corporate strategy towards the individual goals so employee will be motivated and engage the
employee towards the work through goal alignment, which will have ultimate creatine of greater
employee ownership in success of hotel, and they turned out to be more committed to company
and achieve higher levels of job performance.
TASK 4
The primary research method has been identified as having the collection of information
by the researcher at its own level of counting any particular research. The researcher have the
practice over having proper understanding in secondary analysis in ways to get better level of
knowledge. The primary reach can be done in both qualitative and quantitative way. Primary
research data collection attracts high costs. It may require outsourcing or short-term employment
of people to help in the collection process (Deery and Jago, 2015.). As the process of having the
proper collection for primary research can be done by researcher at its own or can be outsourced.
The disadvantage of the primary research helps in having proper targeting the issues which can
be properly addressed along with having data interpretation can be better. The data have the
recency in primary research along with have the solvent to propitiatory issues. On the other hand
the primary research have the voracious elective of disadvantage as it has the high cost in
performing an activity. With contribution to that the process is also had consideration to be more
time-consuming and long with having the level of accurate feedbacks and more level of
resources are required. The process of data collection is time-consuming because it may involve
observation, conducting interviews or distributing questionnaires.

REFERENCES
Deery, M. and Jago, L., 2015. Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3).
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Francis, H. and Baum, T., 2018. HR transformation within the hotel industry: building capacity
for change. Worldwide Hospitality and Tourism Themes, 10(1). pp.86-100.
Gupta, V., 2019. Talent management dimensions and its relationship with Generation Y
employee’s intention to quit: an Indian hotel perspective. International Journal of
Tourism Cities.
Karumuri, V., 2016. Employee engagement: Hotel industry. SCMS Journal of Indian
Management, 13(3). pp.120-128.
Kim, M.S. and Koo, D.W., 2017. Linking LMX, engagement, innovative behavior, and job
performance in hotel employees. International Journal of Contemporary Hospitality
Management, 29(12) .pp.3044-3062.
Lee, J. and Ok, C.M., 2016. Hotel employee work engagement and its consequences. Journal of
Hospitality Marketing & Management, 25(2). pp.133-166.
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employee outcomes. The Service Industries Journal, 39(3-4).pp.279-298.
Pougnet, S. and Martin-Rios, C., 2016. Improving hotel starlac's human resources and talent
management system. SAGE Publications: SAGE Business Cases Originals.
Sheehan, M., Grant, K. and Garavan, T., 2018. Strategic talent management. Worldwide
Hospitality and Tourism Themes.
Singh, J., 2019. Study of relation between CSR and employee engagement in hotel industry. In
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