Report on HRM Practice within Marriott Hotel UK

Human Resource
Management
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Distinguish between personnel management and human resource management.............3
1.2 Assessing the function of the human resource management in contributing to
organizational purposes..........................................................................................................4
1.3 Roles and responsibilities of line managers in human resource management.................5
1.4 Impact of the legal and regulatory framework on HRM..................................................6
TASK 2............................................................................................................................................7
2.1 Reasons for HR planning in Marriott...............................................................................7
2.2 Stages involved in planning human resource requirements.............................................8
2.3 Comparing the recruitment and selection process in Marriott and Tesco........................8
2.4 Effectiveness of the recruitment and selection techniques in Marriott and Tesco...........9
TASK 3..........................................................................................................................................10
3.1 Assessing the link between motivational theory and reward.........................................10
3.2 Process of job evaluation and other factors determining pay.........................................11
3.3 The effectiveness of reward systems in different contexts.............................................12
3.4 Examining the methods organizations use to monitor employee performance..............13
TASK 4..........................................................................................................................................14
4.1 Reasons for cessation of employment within business..................................................14
4.2 Employment exit procedures used by Marriott and Tesco.............................................15
4.3 The impact of the legal and regulatory framework on employment cessation...............15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17
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INTRODUCTION
Human resource management (HRM) is the process through which employees can be
managed in a structured manner. It includes the processes such as recruitment, selection,
placement, induction, training and development, motivation, compensation, benefits, etc. It helps
in increasing the productivity of the organization by effective utilization of employees. It also
helps in improving the performance of the employees. Main objective of HRM is to acquire,
develop and retain best talent in the organization (Davenport, 2013). However, HR department of
enterprise is highly concentrating upon planning different policies and practices so that the set
goals can be attained. Also, it is crucial for firm to manage the human resources significantly and
value them in order to retain them for long term in business. Human resource professionals
involves all the employees in decision making process so that they make healthy relations with
them and grow the organization in an effective manner.
In this regard, present report has been prepared that involves discussion over HRM
practice within the context of Marriott Hotel UK. Further, the areas that are covered in this report
are differences among human resource management and personnel management, methods of
recruiting, rewarding employees in order to motivate and retain them and the mechanisms for the
cessation of employment (Delahaye, 2015).
TASK 1
1.1 Distinguish between personnel management and human resource management
HR manager of any organization plays a crucial role in determining the training and
development sessions to workers so that they can enhance their skills and capabilities up to a
great extent. HR department follows planning, recruiting, training and development programs in
order to keep the human resources efficient and improve their skills and knowledge effectively.
Here, personnel management can be stated as the process that focuses upon the development of
human resources so that functions of business can be carried out effectively (Hafiza and et. al.,
2011). Thus, the top management of Marriott provides rewards and bonuses to efficient workers
and encourage them. While, HRM possess a wider scope than personnel management and helps
in managing the functions of employees. Following is the difference between personnel and
human resource management are discussed underneath-
Personnel Management Human Resource Management
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It is related with employees, their payroll and
other administrative functions.
It is related with the management of employees
and contribute to organizational success.
It is a traditional approach. It is a modern approach.
It is a routine function. It is a strategic function.
It is based on job evaluation. It is based on performance evaluation.
In this, communication is indirect. In this, communication is direct.
It has slow decision making process (Uyar and
Deniz, 2012).
It has fast decision making process (Guest,
Paauwe and Wright, 2012).
In this, division of work among employees is
done.
For performing any work, employees are divided
into groups.
As it has seen that human resource management is better than personnel management, so
it is essential for the Marriott hotel to follow human resource management in their organization.
It helps the cited company to improve its productivity by proper utilization of employees.
Further, it also helps in training and motivating the employees so that they can perform better.
Putting the right person at the right job is also one of the important function of HRM. Moreover,
it also helps in retaining the employees of an organization (Yeo and Li, 2011).
1.2 Assessing the function of the human resource management in contributing to organizational
purposes
For fulfilling the organisational goal, it is necessary for HR department of Marriott to
follow functions of HRM. There are various functions of HRM-
 Managerial Functions – In an organization, manager has to perform many managerial
functions such as planning, organizing, directing and controlling. Planning helps in
determining the goal of an organization and identify the policies and procedures to reach
those goals. Organizing refers to assigning and coordinating the functions to different
individuals (Hoobler and Johnson, 2004). Directing means to put the plan into action and
motivate employees to perform better. Controlling refers to control the actions of
individuals in an organization.
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