HR Practices and Legal Compliance in Marriott Hospitality Business

This report delves into the application of the human resource life cycle within the hospitality industry, using Marriott as a case study. It examines the five stages of the HR life cycle—recruitment, education, motivation, evaluation, and celebration—and their impact on talent management and employee retention. The report also includes a Project Management Plan (PMP) outlining planning, monitoring, developing, rating, and rewarding strategies. Furthermore, it explores key legislation, including the Food Safety Act and the Health Safety Act, and their influence on organizational decision-making within the hospitality sector. Recommendations are provided for enhancing talent development through the HR life cycle, emphasizing the importance of monitoring, incentives, and issue resolution. The report highlights the crucial role of employment and contract law in shaping organizational practices and ensuring legal compliance. This detailed analysis offers valuable insights into effective HR management within the dynamic hospitality environment.

HOSPITALITY
BUSINESS
TOOLKIT

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INTRODUCTION
Hospitality business within service sector is a wider class of fields. In tourism industry
numerous facilities are provided to the customers which are, theme park, event planning,
transportation, lodging, food and drink facilities, cruise line and so on (Buglear and Castell,
2019). According to the dynamic environment continuous improvements is done so that better
facilities can be provided to the customers as compare to others. Marriott is taken in order to
complete the report in effective manner. This is a wide-ranging hospitality organization which
handles and franchises a broad portfolio of hotels affiliated to lodging facilities. J. Willard
Marriott and Alice Marriott was the founder of the company and is located in Bethesda, United
states. This particular study includes distinguish level of HR life cycle used in hospitality job
role. Study is conducted to better understand need for keep on and processing talent. PMP is
prepared to analyse positive and negative behaviour of staff. Focus is done on various legislation
implemented and adhere by an organization in open market place. Deep examination of
employment and contract law has been done to study the effect of this on decision making
process. To strengthen the value chain several communication, monitoring and coordination
method are used in the firm (Chung and Chung, 2018).
ASSESSMENT 2
P4) Study various level of human resource life cycle implemented to hospitality job role along
with their need for keep on and processing talent.
Human Resource life cycle is explained as distinguish of worker time with specific firm
and the role of manlike resource sector plays at single level. It enables staff members to examine
data like, what employees reveal at the time of off-boarding which lead to human resource
improvements in intense competitive world. HR development is essential because it is an
investment in one's employees that results in stronger and productive workforce. By doing so
Marriott is directly or indirectly strengthening human assets and turning them into more valuable
for the administration over the years.
The five level of HR life cycle for HR executive are as under:
Recruitment: Placing deserving nominee at right vacant place helps Marriott in reducing
potential turn out ratio at a tremendous scale in global marketplace. It gradually uplift overall
productivity of HR executive that leads in gaining competitive advantages against rivalry over
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the years. In order to select the most capable and knowledge-based candidate the HR of Marriott
conduct numerous test such as, aptitude tests, situational judgement tests, diagrammatic tests and
so on in order to examine depth of knowledge in various conditions (Elshaer, 2019). By this
invisible talent for talent administration is discovered that is concerned in effective results and
keep on worker over the years.
Education: Management of Marriott conduct many learning classes in order to educate
the hired participants for the job role for productive results. Along with this candidate is made
aware regarding companies terms and conditions so that HR executive that they feel more
comfortable to connected with the administration. As a results workers are retained for longer
time frame as well as results in better outcomes that aid business concern tourism to grow in
new nation accordingly with the phase of time.
Motivation: To with-hold capable and skilled staff members in Marriott it is very
essential to motivate employees in order to push them to work effectively and efficiently. The
continuous encouragement to staff members aid service industry to meet customers needs and
demands on priority level (Filimonau and Delysia, 2019.). By this designed bench mark is
accomplished by HR executive in the specific time duration. Timely resolving the difficulties
ratio of cost retention of workers can be decreased to a large extent. This helps the firm to grow
and raise goodwill in cut throat competitive world.
Evaluation: The issues and problems occurred due to any circumstances is daily
examined by HR division of Marriott so as to assure workers that they are valuable assets of the
company. By measuring the root cause of the problem strategies can be formulated respectively.
By resolving problems on priority level HR executive creates a signified security in the mind of
the client and render their better efforts to set goals for other competitors. Management
regularly keep eye on evaluation that leads in productive results along with this guide enterprise
to uplift the areas lacking behind.
Celebration: Here, Marriott human resource congrats their team mates for their rigorous
efforts in achieving desire outcomes. The celebration conducted in the working premises of
administration boost HR executive to perform best as compare to rivalry. Deserving staff
members are rewarded with cash amount, incentives, perks, holiday trip and so on according to
their performance in the project assigned (Foster and Carver, 2018). An active human resource
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in an administration make co-workers feel comfortable. It directly or indirectly raises market
value in international market place.
M2) Examine the value of Human resource life cycle in relation to tactics talent administration
and resolving problems of employees.
Human resource life cycle is show a significant role in retaining talent management and
solving problems of staffs (Foster and Carver, 2018). By effectively implementing the Human
resource life cycle in the working premises of Marriott by scanning dynamic environment tactics
can be farmed and best solution can be to the workers for the issues. Continuously motivation is
given to the employees in order to retain talent potential and capable employees over the years.
It leads in attaining competitive advantages against rivalry.
P5) Prepare a PMP for human resource executive.
PMP: It refers to as planning, initiating, monitoring, execution and controlling. Project
management plan is based on variations based on needs of the project. While some are associated
with cost and duration in open market place (Kibirango and Mutumba, 2018). By successfully
preparing performance management plan in Marriott there are various benefits received from this
which are, improves chances of receiving desire outcomes, frame schedule, scope and budget
accurately from the beginning, gain fresh perspectives of the project , prioritise business
resources for optimum use. The five (5) stages covered in this are discussed as under:
Planning: This is the very first step of PMP in that proper planning is done by HR
executive in order to suspect the issues in the initial stage for better outcomes. By doing so
potential and capable staff members turn out ratio can be reduced at a tremendous scale. The
behaviour of staff members are studied regarding the work assigned on regular basis so that
improvement can be done accordingly. Here, human resource stages directly helps to hire
suitable candidate for the vacant position. As well as train and educate them to raise their overall
workforce efficiency so as to maximize huge profitability ratio.
Monitoring: In this case, HR executive is liable to encourage existing staff members to
work effectively by optimizing available resources in best possible way. Here, HR of Marriott
monitor behaviour and action of the employees so as to solve difficulties on first level. By this
business function is not hampered and other functions are performed respectively (Mejia and
Torres, 2018). By monitoring the activities on regular basis loop holes can be covered up easily.
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Marriott management showcase concerns for minor thing as well and try to resolve them on
immediate basis. By endlessly watching of administration action build safety and security in the
minds of the client and work hard to attain set standards on set time frame.
Developing: HR executive of Marriott implement certain theories in order to motivate
staff members as well as holding of potential employees can be done easily. In order to
successfully implement the strategies in the working premises human resource of Marriott
adopts various theories . This directly or indirectly helps in gradually developing and retaining
capable employees. Adequate training and learning programmes are conducted for the co-
workers in order to raise overall workforce efficiency in order to gain competitive advantages
against rivalry. By regularly conducting this skilled and unskilled workers are withhold back in
order to expand and flourish enterprise at global level. (Lashley, 2018.).
Rating: It is performed in positive way so that good image can be build among other co-
workers. It assist in self- motivating which is positive side for the business administration as it
flexible in creating healthy working environment. HR executive of Marriott rate their employees
by monitoring overall performance of employees. It leads in expansion of business in
international market.
Rewarding: HR of Marriott reward their employees by monetary(cash amount, cheques
etc.) or non-monetary (gifts, holiday etc.) incentives. This kind of recognition is essential for
employees to push them to work more hard as compare to earlier. This is the simplest and
easiest way to ascension their invisible talent that proves advantageous for the business concern
in the up-coming years. Also, other sub-ordinate will work more efficaciously to be in the next
reward list.
D2) Draw valid recommendations regarding how HR processes can uplift talent preparation
throughout Human resource life cycle.
The following are the recommendations for improving talent planning throughout human
resource life cycle are follows:
 By monitoring all the activities of employees on daily basis.
 Providing incentives to employees for their hard work.
 On immediate basis resolving workers minor to minor issues.
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P6) Particular legislation that a hospitality organisation has to follow.
There are numerous laws, codes and regulations that are considered before becoming a
hotelier such as licensing rules to food hygiene and fire regulations. (MUHAMMAD and Lambu,
2018). Laws are framed by governing bodies and successfully authorized by the parliament
which includes food safety, equal pay, anti-discrimination and health safety act are adhered or
complied by Marriott UK. The following laws are considered below:
Food safety act: This is an act of UK parliament and comes in force in 1990. It is related
to the legal responsibility to treat food conscious for people consumption in a dominated as well
as disciplined manner.Marriott International as a hospitality company should follow food
legislation act to run their business operations smoothly and show that food handling and
preparation processes are safe as well as keep complete documentation to show this with an
evidence. The company have certain responsibilities which are required to be follow such as: to
ensure that food is labelled, advertised as well as effective representation because good hygiene
food ensures that prepared food for the consumer is safe to eat. Along with this to ensure that
food substances to the consumers is of superior quality and meet the users expectations (Nayak
and Taylor, 2018).
Health safety act: This act formed in 1974 is an act of parliament which sets the
framework for managing a workplace in UK. It is the primary kind of legislation which are
framed by the government. Marriott International as a hospitality company should adopts health
and safety regulations to perform the every activities in a significant manner and manage their
workplace in an effective way. The company are responsible for building and developing
positive and constructive culture as well as find better ways to improve the safety conditions at
their workplace. Also they needs to fulfil moral and legal duties to take care of any issues
regarding the health and safety of employees. Moreover provides appropriate training to their
employees for contributing towards making workers competent, informed and aware in taking
care of health issues at their workplace. This helps to avoid tensions and accidents cost and ill
health.
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P7) Illustrate how organization employment and contract legal document has a latent impacts
upon enterprise decision making.
These law has impacts upon the decisions of an organization at a great extent. Both are
defined as a legal agreement which exist between the employer and employees (Oshins and
Brown, 2018.). In context of Marriott International both laws are defined below:
Employment law: It is the combination of legal rules and regulations that regulates the
relationship of employer and employees. This covers the rights of employees regarding pay scale
for their work as well as create minimum requirement for employees working condition. Marriott
can use employment act for the purpose of safeguard the employees rights, if rights are profaned
in any terms an organization can lead to give legal fines as well as decrease their image in the
market. Employment law includes the various acts such as minimum wages act, overtime pay,
safe working conditions, family and medical leave etc. For example: when there is minimum
wages act for workers facilitates baseline incentives which helps in encouraging them to work. It
helps in increasing the over time skill of employees that become more valuable to Marriott
existing as well as future employer.
Contract law: Law of contract defines it is an agreement which is enforceable by law that
turned personal rights and regulations of all parties. . It is a set of rules and regulations governing
the relationship and validity of an agreement between two or more persons. Contract is of two
types such as verbal and written. Marriott can use contract act after considering its essential
elements such as legality, certainty, offer, intension, acceptance, consideration as well as
capacity (SOUKAYNA and MOHAMED, 2019). There are several types of contract law such as
express and implies, unilateral and bilateral, fixed price contract etc. For example: a company
is maintaining contract law either in verbal or written helps in protecting the rights of both party.
If a person offer to purchase the food with the exchange of money which is legally formulated is
considered as a contract.
M3) Evaluate possible implications of regulations standards and legislation upon decision-
making.
Hotels that are operates internationally are subjected to huge rules and regulations which
adapt to local laws of each country. Hospitality industry encompasses recreation, entertainment,
accommodation and food services related to the health and safety, labour laws, environmental
protection, hygiene, licensing regulations etc. These acts helps in regulating the operational
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functions of a company in an effective way to achieve the desire goal as well as make
appropriate decisions. In addition employment law and contract law in hospitality industry can
be outlined as a lawfully valid agreement which survive between the employer and employees
and this was planned to measure the employees rights.
D3) Critically analyse the actual impacts of regulations legislations and moral principles upon
decision-making.
Business ethics are considered as a corporate ethics that analyse the ethical and moral
principles as well as difficulties which are originate in business situations. It also defined as a
code of principles, regulations and legislation ascertained by the culture that regulate decisions
and actions inside the company and conduct on the behalf of employees, employer as well as
entire company (Sriprahastuti, 2018). This impacts on the positive relationship with the
productivity, reputation, employees morale, legality, positive environment, motivation and
retention as well. It negatively impacts when company act unethically and break the rules may
face large amount of penalties and fines which effects employees performance.
P8) Explain how various functional roles are interconnected within hospitality sector.
In cut throat competitive world hospitality sector has distinguish functional roles which
are interconnected with each other while playing their function and duties to achieve
organizational goals and objectives . Here, are such interrelationship between different
departments:
Marketing and production department: In Marriott this departments are
interconnected with each other so that tough bench mark can be created for other competitors in
global market. Based on the marketing it can be estimated how many customers are interested
for the goods or services offered by the company for their loyal customers. The provided data
helps company to carry out production process effectively. The balance between both he
departments assist administration to achieve the rising preferences and wants of the consumers.
Human Resource and Finance department: In hospitality sector it is the core aspect to
have strong and healthy relations with each other departments. Human resource department
provide budget to finance division in order to conduct recruitment and other activities
effectively. Finance sector arranges the funds in case of deficiency either from banks, relatives,
other financial institution and so on (Stumpf and Califf, 2018). By doing so Marriott is able to
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hire right and deserving candidate for the vacant post. It raises their overall productivity and
profitability ratio at a tremendous scale.
Finance and marketing department: To grow the business of hospitality industry in
global market it is important to build transparent and faithful relations among this two divisions.
The funds allotted by finance department is used by marketing division in order to
commercialize their product and services across the boundaries. By this act set goals and
objectives of the business is accomplished in the set time frame. Imbalance among the
departments gradually decreases overall productivity and probability ratio in global market
which is a negative mark for the company.
Human resource and customer support service department: Hospitality sector top
level management frame strategies in order to build healthy and transparent relations with each
other departments. Marriott aware their team mates regarding the importance of each other
department so that business function activities does not get hamper in any way. Customer
support service is dependent on human resource department as they will hire the desire candidate
for the vacancy available. It directly helps in full-filling the emerging needs and wants of the
customers.
P9) Focus is done on communication, coordination and monitoring method within human
resource (HR) section of hospitality firm so as to strengthen the value chain.
In to strengthen value chain Marriott is effectively conducting communication,
monitoring and coordination method in their working premises. Value of chain can be explained
as set of action which a organisation functioning in specific industry execute so as to present
valuable goods for the market. The various method are explained as follows:
Communication method: They focus more on using face to face communication method
in marketing department in order to raise value chain in open market place (Van der Wagen and
White, 2018). By implementing this method appropriately in the Marriott working premises there
will be less conflict and mismanagement among the team mates. By face to face communication
activities related to promotion get clear and productive results are achieved as compare to
rivalry.
Coordination method: Marriott of marketing department is using this method as it
clearly defined objectives. Which directly raises value of chain due to which customers needs
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and wants are achieved in the set time frame. This method assist company to create smooth
working environment for the business.
Monitoring method: In this method of monitoring method absenteeism and staff
turnover is used by Marriott. By effectively using this in their marketing department working
premises productive results can be attained in competitive universe. This directly aid in uplifting
value chain in positive way.
M4) Analyse monitoring, communication and coordinating methods within specific departments
of hospitality.
By effectively using communication , monitoring and coordinating method in marketing
departments tough bench mark is created for rivalry in intense competitive world (Vitikka,
2018) According to the dynamic environment changes are made in this method so as to
accomplish productive outcomes. Management prepare strategies so that successfully
communication, coordination and monitoring method gets executed in the business
administration.
D4) Critically examine numerous method of communication, coordination and monitoring
method within particular departments of hospitality administration .
The critical examination of communication method are:
Advantages:
1. Management is able to read emotional cues of employees.
2. Strong and healthy relation is build for longer time duration (Zopiatis and Theocharous,
2018).
Disadvantage:
1. By not using effective communication method conflict arises reduces productivity.
2. Market value decreases as preferences of the customers are not meet in time.
The critical examination of coordination method are:
Advantages:
1. It helps in building informal and good relations.
2. It dynamizes work
Disadvantage:
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1. More time consuming
2. Less motivation
The critical examination of monitoring method are:
Advantages:
1. large area can be monitored easily
2. Provide better performance of employees (Wiltshier and Clarke, 2019.)
Disadvantage:
1. More expensive in nature
2. Require experts to set up complete and consistent rule base.
CONCLUSION
From the discussed study it can be ended that HR life cycle implemented in hospitality
job role plays a significant role. Their value to keep on and processing talent is studied so that
tactics can be framed accordingly to achieve it. By scanning the external environment hospitality
sector frame tactics in order to retain loyal and potential customers within the service industry
over the years. Performance management plan is prepared in order to better understand the
positive and negative behaviour of staff members for a particular hospitality job role. This guide
administration of the firm to make necessary improvements in order to sustain for longer time
frame. To with-hold capable employees it is important to execute mandatory laws related to
service industry. Along with this contract and employment law is deeply examined so chances of
illegal work can be eliminated and tough bench mark is created for others. Contract and
employment law is studied as it impact decision making process in hospitality industry in both
positive and negative way. Communication, coordination and monitoring methods are
successfully implemented of a hospitality firm in order to strengthen the value chain.
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