Human Resource Management Practices in Marriott Hotel

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Human Resource Management
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Table of Contents
Task 1...............................................................................................................................................3
1.Define HRM and explain the purpose of HRM in an organisation...........................................3
2. Identify and list from your reading about HRM, the various functions of HRM in an
organisation..................................................................................................................................3
3. Select 2 from your above list and explain them in detail.........................................................4
4. Identify various approaches of recruitment and selection........................................................6
5. Select 2 approaches among each of recruitment and selection and explain them in detail
highlighting the strengths and weaknesses. 7
6.You are to select an organisation and identify various HRM practices in that organisation and
list them........................................................................................................................................7
7.Select more than one practice and explain the benefits for both the employer and employee
providing appropriate examples for each type within an organisational context.........................8
8.Now give details of how your selected practices will benefit your selected organisation in
terms of profit and productivity. Justify your answers with examples........................................9
References........................................................................................................................................9
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Task 1
1.Define HRM and explain the purpose of HRM in an organisation.
Human resource management can be considered to be as strategic approach for operative
management of employees of an organization for supporting its business to attain competitive
benefit. HRM is designed for maximizing the overall performance and efficiency of employee in
service by achieving employer's strategic objectives (Lilly et al 2005). The HR in an organization
is primarily concerned regarding the management of people, emphasizing upon systems and
policies. In an organisation the main purpose of HRM is HRM selecting, providing orientation,
recruiting, imparting training and development, inducting employees, appraising employee’s
performance, deciding compensation, employee’s safety, motivating employees etc. with
acquiescence with labour laws for effective resources utilisation, engagement and developing
them effectively as per organisational requirement.
2. Identify and list from your reading about HRM, the various functions of HRM in
an organisation.
The HRM department of an organisation is responsible for many different functions in various
areas (Buyens, and De Vos, 2001) . Some of them are discussed below:
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Function Describe
Recruitment and selection Hiring and finding the most qualified employees as per the demand
of post
To use recruitment technology and tools
To prepare employee contracts and salaries
Legal requirements of hiring and ethical practices
Training and development Providing onboard training to new employees and also ongoing
training to current employees
Conducting conferences, internal meetings, and even external
educational courses
Compensation To set competitive and appropriate wages for employees
Negotiating retirement and insurance plans
Health and safety To offer and ensure safe working environment to employees
considering OSHA or Occupational Safety and Health
Administration
To implementing new safety is laws of the organisation or country
changes
To discuss safety measure and policies with unions
Labor and employee relation To intercede disputes between employers and employees
To ensure that employees understand about rights
Terminate employee contract To document problems of employee
To terminate employees considering legal framework.

3. Select 2 from your above list and explain them in detail.
Recruitment & selection
In an organisation, Recruitment and selection is considered to be very important function
performed by HRM. HRP or Human resources planning along with recruiting proceed can be
considered to be an actual process of selecting the best people for the organization (Buyens, and
De Vos, 2001). For recruiting qualified job seekers are invited through different platforms as
employment notifications, and news, television media, online etc. Recruitment of employees can
be done through internal sources and external sources. And the HRM department the select the
best person out of pool of candidates through proper administration via selection tests such as
written tests, preliminarily screening, interviews and oral tests etc.
Figure 1: Process of Recruitment & selection
Training and development
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This can be considered to be as a key HR functions. Training is the endeavour that aims in
developing or improving the overall skills and competency of employee working in the
organisation at some position for increase their productivity and performance. For offering
effective training, the HR department need to analyse and plan effective program considering
goals of the organisation as well as individual (Farndale, et al 2010). Development on other hand
is referred to opportunities that an organisation for encouraging growth of the employees. In
most cases organisation introduces development and training program considering the growth
and development of the employees even for supporting their future positions. Major difference
between development and training is that training mainly focuses on current needs of employee,
while development mainly concerns in preparing employees for future responsibilities and
assignments.
Figure 2: Process of training and development
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4. Identify various approaches of recruitment and selection.
In an organisation Recruitment is considered to be process followed by HR department for
hiring and selecting the best candidate in an organisation considering the need to the available
post and organisational standard(Lilly, et al 2005) . The process of recruitment can be
categorised as Internal and external:
 Internal recruitment: It is an internal process within an organisation, where the HR
manager focuses on recruiting an employee for the available post by selecting applicants
through internal sources by means of employee referrals, and promotion, etc.
 External recruitment: In this method new candidates are assessed though different
modes of advertisement and promotion like employment agencies or walk in interviews,
etc.
Selection is a process in an organization that is performed for choosing appropriate candidate
considering job criteria of a particular vacant position. Various processes are included in the
Selection process like measurement, evaluation, and decision making to chose right candidate.
Selection process can include:
 Personal interview: In this process the applicants are shortlisted during recruitment.
Employer asks some questions to the candidate for direct evaluation to evaluate and
identify their abilities, skills and knowledge physically.
 General ability test: Here the employer conducts some tests to assess and identify
candidate’s general qualities with respect to role and responsibility within the
organisation.
5. Select 2 approaches among each of recruitment and selection and explain them
in detail highlighting the strengths and weaknesses.
Recruitment type Strength Weakness:
Internal recruitment
 This technique is effective in
recruiting and selecting new
 This approach of
recruitment will decrease
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candidate in cost effective
manner.
 The current employees are
offered with opportunity of
getting higher position along
with career development.
the changes of competitive
benefit as organisation do
not consider appointing
new talents.
 The organisation
choosingqs this approach
of recruitment will have
limited HR practise.
External recruitment
 The HR manager gets large
applicant’s base while hiring
candidate for a respective post.
 The organisation invites new
and fresh talents that will
support in brainstorming
leading to high level of
competitiveness(Novicevic,.
and Harvey, 2001) .
 This is costly approach
involving various
programs for promotions
and advertisement.
 Recruitment of new
employee may lower the
morale of current
employees.
6.You are to select an organisation and identify various HRM practices in that
organisation and list them.
Marriott Hotel is one of UK’s leading brand in the sector of Hospitality and Tourism, known for
offering high quality services to customers all over the world. HR department works effectively
for managing, organising and controlling the human resources achieving high profits and
(Gould‐Williams, 2004). Some of the HRM practices of Marriott hotel that are performed for
meeting the need and expectation of both employers and employees are:
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Flexible working environment: The employees of the organisation are offered with flexible
working environment, this supports in motiving the employees to work harder as per their
convenience.
Recruitment and selection: This is one of the key function performed by HR department for
attracting skilled and trained workforce for vacant position available within the organization in
different level. Proficient employees support Marriott hotel to offer high quality products and
services.
Training and development: Skilled and effectively trained work force will be highly productive
for an organisation. HR department is responsible for accessing and evaluating the employees
and provide effective training accordingly considering the current trends in customer services
(Wright, et al 2001).
Employee relations: HR manager and his team support and listen to every employee of the
organisation who are unhappy or feel if their rights get violated. In case of Marriot hotel, the
employees are free to contact the HR manager in case of any discrimination or harassment felt.
7.Select more than one practice and explain the benefits for both the employer and
employee providing appropriate examples for each type within an organisational
context.
Two of the most important HR practices followed in Marriott hotel is discussed below that
supports both employers and employees at the same time:
Flexible working environment: Employees of Marriot hotel are found to be very satisfied with
the organisational environment as they are offered with a flexibility of working hours. From the
organisation’s point of view, high productivity along with high employee retention and
engagement is attained through this practice this saves lot of time and budget. Employees on
other through flexibility of work are effectively capable of maintaining balance in their
professional and personal life (Long, et al 2012).
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Training and development: By conducting programs of training and development, skills and
proficiency of the employees serving the organisation can be improved. This will be effective in
performance and quality of the resources as per the standard of the organisation. This altogether
will increase the productivity of the organisation as skilled employees will deliver more
customer satisfactory services. And employees with proper training and development can
enhance of their skill that will be supporting their professional development for current and
future need of growth.
8.Now give details of how your selected practices will benefit your selected
organisation in terms of profit and productivity. Justify your answers with
examples
The HRM practices in an organisation is used for planning proper process of recruitment and
selection for managing and controlling, and recognising the performances of the workforce for
achieving competitive growth and high profit. For instance, programs for training and
development within the organisation will offer various direct and indirect benefit to the
organisation that will increase the customer satisfaction leading to high rate of sale attaining
business objectives and aims(Novicevic, and Harvey,2001) .
HRM practice of flexibility and reward system will support the organization to achieving high
profits. Example, in case of Marriot hotel choses to offer reward to employee with high
performances as bonus and incentives to encourage their handworks and efforts (Wright, et al
2001). This ultimately will motive all the employees to work hard that will be beneficial for the
organisation to attain high quality services. Flexibility is offered for supporting the organisation
as well as employees to achieve the set goals and target as per convenience increasing the overall
productivity.
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References
Books and journals
 Buyens, D. and De Vos, A., 2001. Perceptions of the value of the HR function. Human
Resource Management Journal, 11(3), pp.70-89.
 Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in
global talent management. Journal of world business, 45(2), pp.161-168.
 Gould‐Williams, J., 2004. The effects of ‘high commitment’HRM practices on employee
attitude: The views of public sector workers. Public administration, 82(1), pp.63-81.
 Lilly, J.D., Gray, D.A. and Virick, M., 2005. Outsourcing the human resource function:
Environmental and organizational characteristics that affect HR performance. Journal of
Business Strategies, p.55.
 Long, C.S., Perumal, P. and Ajagbe, A.M., 2012. The impact of human resource
management practices on employees’ turnover intention: A conceptual model.
Interdisciplinary journal of contemporary research in business, 4(2), pp.629-641.
 Novicevic, M.M. and Harvey, M., 2001. The changing role of the corporate HR function
in global organizations of the twenty-first century. International Journal of Human
Resource Management, 12(8), pp.1251-1268.
 Wright, P.M., McMahan, G.C., Snell, S.A. and Gerhart, B., 2001. Comparing line and
HR executives' perceptions of HR effectiveness: Services, roles, and contributions.
Human Resource Management: Published in Cooperation with the School of Business
Administration, The University of Michigan and in alliance with the Society of Human
Resources Management, 40(2), pp.111-123.
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