To study the need of HR practices in managing talent in hospitality sector for raising productivity and profitability ratio. A study on Marriott

This research project aims to study the need of HR practices in managing talent in the hospitality sector for raising productivity and profitability ratio. The study focuses on Marriott, a leading hospitality company, and explores the concept of talent management, advantages of managing talent, and HR practices followed by Marriott. The research methodology includes primary and secondary research methods, and the findings are examined using suitable tools. The study aims to state the research outcomes and reflect on alternative research methodologies and lessons learnt.

Research project

Table of Contents
TITLE: ............................................................................................................................................1
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1: Make research proposal that illustrated questions associated with research supported by
literature review. ........................................................................................................................1
P2: Illustrate suitable research methods approaches to primary and secondary research...........3
LO 2.................................................................................................................................................5
P3: Conduct primary and secondary research by using appropriate method for hospitality
research project...........................................................................................................................5
P4: Use suitable tools to examine research findings and data ...................................................6
LO 3...............................................................................................................................................10
P5: State research outcomes in right manner ..........................................................................10
LO 4 ..............................................................................................................................................11
P6: Reflection ...........................................................................................................................11
P7: Illustrate alternative research methodologies and lessons learnt in view of the outcomes.11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

TITLE:
“To study the need of HR practices in managing talent in hospitality sector for raising
productivity and profitability ratio. A study on Marriott”
INTRODUCTION
Talent management plays a vital role in an organization. In order to cope up with the
challenges created by rivalry it is essential to manage talent in the working premises.
Organization is able to mange talent when they are having effective HR practices (Ambrosius,
2018). In the competitive era talent management is not easy task, lot of efforts are put by
business administration in order to retain them at the workplace. By doing so business is able to
grow and develop smoothly in the competitive market place. The human resource management
need to frame strong practices related to talent management so that they can be retained back at
the workplace over the years. It results in capturing huge market ratio in the international market.
For the completion of this research report Marriott is undertaken. This is a American
leading hospitality company founded by J. Willard Marriott in the year 1927. It headquarter is in
Bethesda, U. S. Marriott is offering its services across the globe and contentiously makes
changes in their services and products in order to bind clients for longer time duration. On the
other hand company manages franchise of hotels and related lodging facilities. Across the globe
it is the largest hotel chain. There are 30 brands and more than 7000 properties all over 131
nation. Employees are provided timely training so that emerging needs of the customers can be
full-filled in the set deadline. By doing huge customer base can be raised for the goods and
services which is a positive mark for the bossiness the cut throat competitive world (Beamond,
and Härtel, 2016).
This assignment covers, aims and objectives of the research project. Primary data
collection method is used as it provide authentic and reliable information. Quantitative approach
is used as it directly related with close-ended information. However, research outcomes is
examined in context of stakeholder, convincing arguments etc.
LO 1
P1: Make research proposal that illustrated questions associated with research supported by
literature review.
AIM:
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“To study the need of HR practices in managing talent in hospitality sector for raising
productivity and profitability ratio. A study on Marriott”
Research Objectives:
 To study the concept of talent management in the work place of Marriott.
 To understand various advantages gained by managing talent in hospitality sector for
uplifting overall productivity and profitability ratio of the firm.
 To identify different HR practices that aid in managing talent at workplace of Marriott
Research question:
 Do you have understanding regarding talent management?
 By maintaining talent management in Marriott which type of benefit is enjoyed by
Marriott?
 Which type of human resource practices must be followed by Marriott that results in
upgrading overall productivity and profitability ratio of the firm ?
Rational of the study:
This research report is carried out in order to improve the basic concept and
understanding regarding talent management in an organization (Cascio and Boudreau, 2016).
Enhancement of knowledge regarding proper management of talent in the working premises
researcher of the firm is able to identify the role of human resource practices which results in
raising overall productivity and profitability ratio by retaining them over the years. On the other
hand investigator suggests which type of HR practices should be implemented by organization so
that proper talent management can be done.
Literature Review
Understanding regarding talent management
According to, Brian Westfall, 2019, Talent management refers to as well organized
process of recruiting the deserving candidate, developing skills and expertise of the person in
order to match with the job role, identifying the post vacant and holding back talented workers to
meet the set goals and objectives in the set time duration. By doing so business in the
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international market is able to gain competitive advantages against rivalry (De Boeck and Dries,
2018). Additionally, Marriott is able to provide best product and services to their targeted
customers. Management of talent at workplace is very difficult task. Organization modify its HR
practices in order to hold them back in the working premises.
Type of benefit in enjoyed by Marriott by maintaining talent in the working premises
As per Elizabeth Quirk, 2018, talent management plays vital role in the growth of the
business across the globe. There are disgusting benefits which can be enjoyed by business
administration by properly managing talent. This directly or indirectly enhances cultural
connections and employee engagement, firm is able to fulfill its designed vision, firm become
more competitive and progressive, retain top talent, improve recruitment techniques and many
more. In context of Marriott talent management directly aid them to reach their business goals in
the specified time duration. By scanning the external environment HR practices of the business
administration need to altered in order to manage and handle talented and skilled employees in
the working premises as well as to create tough challenges for competitors prevailing in the open
market place (De Cieri, 2016).
Type of human resource practices followed by Marriott that results in upgrading overall
productivity and profitability ratio of the firm.
From the view point of Sakshi, 2017, The HR department of the organization frame
numerous practices in context of talent management in the working premises. According to the
dynamic environment the HR practices associated to talent management are changed so that
skilled and talented employees can be retained back. In the cut throat competitive world Marriott
is able to cope up with the challenges of rivalry because they are holding highly talented
employees. Some of the benefits enjoyed by organization by executing best HR practices are, set
targets are meet in the specified time duration, more profit maximization, higher employee
satisfaction, more market share, large customer base, tough challenges created by rivalry, more
productivity and so on (Gallardo Gallardo and Thunnissen, 2016).
P2: Illustrate suitable research methods approaches to primary and secondary research
Investigation is the core task for business administration and personnel so as to frame
suitable set of techniques and methods. Research methodology plays a significant role in a
company which investigates and involves effective set of tools and techniques which direct
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business associates to carry out their task by assembling, examining and interpreting all the data
in systematic manner. Below is the brief explanation of the types of research tools and
techniques adopted by researcher are stated as under:
Research approach: It involves two approaches that are inductive and deductive. In the
competitive era business administration is using deductive approach in order to examine
quantitative data. On the other hand management is benefited by deductive approach because
adopted so as to analysis information and to choose appropriate area for the accomplishment of
all work in proper manner (Ingram and Glod, 2016). Additionally, inductive approach is
followed by the hospitality industry as it focus more on completing the assigned task with whole
details which results firm to perform the task by applying those techniques which consume lot of
time for performing company operations effectively.
Research philosophy: There are two types of research philosophy that are positivism
and interpretivism. Organization is studying research philosophy as it render assumption which
are associated with the development of the knowledge. Positivism research philosophy is mainly
adopted by investigator in order to present quantitative information in organized order. However,
by concentrating on both research philosophy investigator is able to accomplish all the work
effectively in the specified time duration. In the cut throat competitive world business
administration is able to full-fill all the work in organized and systematic order.
Research strategy: Assigned work can be accomplished appropriately in the set deadline
with the support of effective strategy. However, it is important to study research strategy as it
result in meeting the targets which is a positive mark for the business in the global market. It
directly aid firm to perform work systematically through observation. Survey and interview used
to complete work as per strategies that helps to gather data with more individuals that save time
and cost (Johennesse and Chou, 2017).
Collection of data: It is widely used by researcher so as to assemble data related with
specific area of study. Primary and secondary are the two major area are considered by
organization for performing their task. Moreover, for completion of this task secondary
information is used as it lead firm to generate an effective base. It is followed by firm for
aggregation of data so as to accomplish task in short time duration.
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LO 2
P3: Conduct primary and secondary research by using appropriate method for hospitality
research project.
Sampling: There re two types of sampling probabilistic and non-probabilistic.
Probability sampling is used by investigator as it provide same opportunity to all the people of
being selected. There is no bias behaviour is conducted while selecting the deriving candidate .
On random basis communicator are selected in order to gain data for the findings. Sample size of
50 communicator are taken.
Relatability and validity of study: Research reliability and validity can be ascertained
with the help of References. In-depth information is collected from that resources where present
data is needed (Khoreva and Van Zalk, 2017). It will help the investigator over the years when
again research work will be given to them that result would continue same for this report.
Cost and ethical issue- The ethical part of research is connected with financial aspects of
the investigation. Here, investigator should provide sum of money which develops organised set
of actions to implement research for assembling right data and access of information. This results
data that is adopted by researcher because it aids to draw meaningful conclusion from findings.
Questionnaires
Q1) Do you carry knowledge regarding talent management?
a) I have knowledge
b) I don't have knowledge
Q2) According to you is it important to mange talent in the working premises of Marriott?
a) It is important
b) It is not important
Q3) Which type of benefit are enjoyed by Marriott by maintaining talent management at the
workplace in the global market?
a) More productivity
b) More market share
c) More goodwill
Q4) State some of the drawbacks which are faced by Marriott by not maintaining talent
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management in the working premises?
a) Unsatisfied customers
b) Set targets not achieved on time
c) Unable to cope up with rivalry
Q5) Which type of human resource practices must be followed by Marriott that results in
upgrading overall productivity and profitability ratio of the firm ?
a) Talent management must be aligned with business strategy
b) Provide growth opportunity in carrier
c) Placing deserving candidate in the right place
Q6) Suggest appropriate recommendations regarding the need of HR practices in managing
talent in hospitality sector for raising productivity and profitability ratio?
P4: Use suitable tools to examine research findings and data
Theme1: knowledge regarding talent management
Q1) Do you carry knowledge regarding talent management? Frequency
a) I have knowledge 30
b) I don't have knowledge 20
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a) I have knowledge b) I don't have knowledge
0
5
10
15
20
25
30 30
20
Column B
Interpretation: From the above image it can be concluded that out of 50 respondents 30
are saying that they carry the basic understanding regarding talent management (Thunnissen,
2016). Whereas left over are saying that they are not aware.
Theme 2: It is important to mange talent in the working premises of Marriott
Q2) According to you is it important to mange talent in the
working premises of Marriott?
Frequency
a) It is important 35
b) It is not important 15
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a) It is important b) It is not important
0
5
10
15
20
25
30
35 35
15 Column B
Interpretation: Out of 50 communicator 35 people are mentioning that it is important to
mange talent in the working premises of Marriott and rest 15 communicator are telling that it is
important.
Theme 3: Benefit enjoyed by Marriott by maintaining talent management at the workplace in
the global market
Q3) Which type of benefit are enjoyed by Marriott by maintaining
talent management at the workplace in the global market?
Frequency
a) More productivity 20
b) More market share 20
c) More goodwill 10
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a) More productivity b) More market share c) More goodwill
0
2
4
6
8
10
12
14
16
18
20 20 20
10 Column B
Interpretation: From the above diagram the conclusion drawn is that from 50 people who
are chosen for the survey out of which 20 and 20 communicator are in favour that more
productivity and huge market share are the benefits which are enjoyed by Marriott by
maintaining talent management at the workplace in the global market (Tafti and Amiri, 2017).
However, remaining 10 are saying that 10 people is sharing their view that it leads in more
goodwill .
Theme 4: Drawbacks which are faced by Marriott by not maintaining talent management in the
working premises
Q4) State some of the drawbacks which are faced by Marriott by
not maintaining talent management in the working premises?
Frequency
a) Unsatisfied customers 22
b) Set targets not achieved on time 18
c) Unable to cope up with rivalry 10
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a) Unsatisfied customers
b) Set targets not achieved on time
c) Unable to cope up with rivalry
0
5
10
15
20
25
22
18
10 Column B
Interpretation: From total respondents of 50 , 22 people are stating that Marriott by not
maintaining talent management in the working premises will not be able to full the emerging
needs of the customers (Morris and Björkman, 2016). Rest 18 and 10 person are mentioning that
set targets will not be achieved as well as unable to cope with rivalry if talent workers are not
retained back.
Theme 5: Type of human resource practices must be followed by Marriott that results in
upgrading overall productivity and profitability ratio of the firm
Q5) Which type of human resource practices must be followed by
Marriott that results in upgrading overall productivity and
profitability ratio of the firm ?
Frequency
a) Talent management must be aligned with business strategy 19
b) Provide growth opportunity in carrier 20
c) Placing deserving candidate in the right place 11
10

0
4
8
12
16
20 19 20
11
Column B
Interpretation: The above stated diagram clearly defines that from 50 respondents 19 and
20 are in sharing their view that talent management must be aligned with business strategy and
provide growth opportunity in carrier are the type of human resource practices must be followed
by Marriott that results in upgrading overall productivity and profitability ratio of the firm
(Kontoghiorghes, 2016). On the other hand,left over 11 are telling that by placing deserving
candidate in the right place is another type of human resource practices must be followed by
Marriott.
LO 3
P5: State research outcomes in right manner
The research outcomes are illustrated as under:
Stakeholders: Agencies, suppliers, creditors, employees, government etc. are involved in
this. Stakeholders who are interested in the affairs of Marriott are made aware regarding all the
collected data associated with the study. Suitable results of the research is accomplished because
of suppliers, creditors and many more .
Communication research outcomes: Some of the examples of communication research
outcomes are, presentation, Spoken etc. All theses are mostly followed by investigator in their
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study as it render enough information to the stakeholders. It ultimately results in attainment of
best outcomes in the set deadline (Krishnan and Scullion, 2017).
Convincing arguments: In the cut throat competitive world implication of talent
management is within hospitality firm. Convincing arguments helps investigator to determine
the information or data assembled over management of talent by understanding perception of
respondents which they get from their experience.
LO 4
P6: Reflection
I am highly thankful that I have been given the chance to perform research on the topic
“To study the need of HR practices in managing talent in hospitality sector for raising
productivity and profitability ratio. A study on Marriott”. Through this research my basic
understanding regarding talent management has raised. Some of the issues which I came across
are capital, funds and time that restricted to collect in-depth information on the given topic.
Along with this, I was capable enough to pe-determine aims and objectives which was positive
mark for me (Makarius and Srinivasan, 2017). On the other hand data collection skill, time
management and communication was my weak area due to which I decided to take part in
development sessions so that I can improve on my weak skills.
P7: Elaborated alternative research methodologies and lessons learnt in view of the outcomes
In order to gather data for the research project Questionnaire is used. It is done because
the given deadline was limited. This method render best way to assemble view point of several
respondents at a time. In the up-coming years if I get a chance to conduct research I would
choose interview as another option. It will be my choice because through face to face interaction
more wider knowledge regarding the topic can be gathered. Additionally, set questions can be
changed as per the requirements and more clearly perception of the respondents can be better
understood (Meyer and Xin, 2018).
CONCLUSION
From the above it can be summarized that talent management plays a significant role in
the making the successful. Primary data collection method is used in order to collect authentic
and fresh information regarding the research topic for better results. On the other hand suitable
tools and techniques are elaborated in order to present the assembled data properly. Research
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outcomes in measured in context of stakeholder, convincing arguments and communication
research outcomes in order to gain best results.
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REFERENCES
Books and Journals
Ambrosius, J., 2018. Strategic talent management in emerging markets and its impact on
employee retention: Evidence from Brazilian MNCs. Thunderbird International
Business Review. 60(1). pp.53-68.
Beamond, M. T., Farndale, E. and Härtel, C. E., 2016. MNE translation of corporate talent
management strategies to subsidiaries in emerging economies. Journal of World
Business. 51(4). pp.499-510.
Cascio, W. F. and Boudreau, J. W., 2016. The search for global competence: From international
HR to talent management. Journal of World Business. 51(1). pp.103-114.
De Boeck, G., Meyers, M. C. and Dries, N., 2018. Employee reactions to talent management:
Assumptions versus evidence. Journal of Organizational Behavior. 39(2). pp.199-213.
De Cieri, Y. M. H., 2016. Linking global mobility and global talent management: The role of
ROI. Employee Relations. 38(1). pp.8-30.
Gallardo Gallardo, E. and Thunnissen, M., 2016. Standing on the shoulders of giants? A critical
review of empirical talent management research. Employee Relations. 38(1). pp.31-56.
Ingram, T. and Glod, W., 2016. Talent management in healthcare organizations-qualitative
research results. Procedia Economics and Finance. 39. pp.339-346.
Johennesse, L. A. C. and Chou, T. K., 2017. Employee Perceptions of Talent Management
Effectiveness on Retention. Global Business & Management Research. 9(3).
Khoreva, V., Vaiman, V. and Van Zalk, M., 2017. Talent management practice effectiveness:
investigating employee perspective. Employee Relations.
Kontoghiorghes, C., 2016. Linking high performance organizational culture and talent
management: satisfaction/motivation and organizational commitment as mediators. The
International Journal of Human Resource Management. 27(16). pp.1833-1853.
Krishnan, T. N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review. 27(3). pp.431-441.
Krishnan, T. N. and Scullion, H., 2017. Talent management and dynamic view of talent in small
and medium enterprises. Human Resource Management Review. 27(3). pp.431-441.
Makarius, E. E. and Srinivasan, M., 2017. Addressing skills mismatch: Utilizing talent supply
chain management to enhance collaboration between companies and talent
suppliers. Business Horizons, 60(4), pp.495-505.
Meyer, K. E. and Xin, K. R., 2018. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International
Journal of Human Resource Management. 29(11). pp.1827-1855.
Morris, S., Snell, S. and Björkman, I., 2016. An architectural framework for global talent
management. Journal of International Business Studies. 47(6). pp.723-747.
Story, J., Castanheira, F. and Hartig, S., 2016. Corporate social responsibility and organizational
attractiveness: implications for talent management. Social Responsibility Journal.
Tafti, M. M., Mahmoudsalehi, M. and Amiri, M., 2017. Critical success factors, challenges and
obstacles in talent management. Industrial and Commercial Training.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Thunnissen, M., 2016. Talent management: For what, how and how well? An empirical
exploration of talent management in practice. Employee Relations. 38(1). pp.57-72.
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Online:
Brian Westfall., 2019.Definition of talent management. [Online]. Available Through:
<https://blog.capterra.com/what-is-talent-management-and-how-is-it-different-from-
hr/>
Elizabeth Quirk., 2018. Importance of talent management. [Online]. Available Through:
<https://solutionsreview.com/talent-management/2018/05/14/the-top-5-benefits-of-
having-a-talent-management-system/>
Sakshi., 2017. HR practices for talent management. [Online]. Available Through:
<https://talentedge.com/blog/7-talent-management-best-practices-can-help-manage-
talent-pool//>
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