Human Resource Management Report: Marriott's HRM Practices Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Marriott, a hospitality organization. It begins by outlining the purpose and functions of HRM, focusing on recruitment, selection, orientation, employee relations, and training and development. The report then delves into the strengths and weaknesses of different recruitment and selection approaches. Task 2 explores the benefits of various HRM practices for both employers and employees, including conflict resolution, employee satisfaction, improved performance, and budget control. It also examines the effectiveness of HRM practices in raising organizational profit and productivity through effective planning, performance management, and employee development. Task 3 focuses on the importance of employee relations in influencing the decision-making process and the impact of employment legislation on HRM decisions. The report concludes with an overview of the application of HRM practices in a work-related context, drawing on the case study of Marriott. The report covers various aspects of HRM, providing insights into how Marriott manages its human resources to achieve its organizational goals.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Purpose and functions of HRM that are applicable to planning and resourcing an
organisation. ..........................................................................................................................3
P2 Strength and weakness of different approaches to recruitment and selection..................4
TASK 2............................................................................................................................................5
P3 Benefits of different HRM practices in organisation for both employer and employee.. .5
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.............................................................................................................................7
TASK 3............................................................................................................................................8
P5 Importance of employee relation in respect of Influencing decision making process......8
P6 Key importance of legislation employment and impact of HRM decision making process. 9
TASK 4..........................................................................................................................................10
P7 Application of HRM practices in work related context..................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource's management which is abbreviated as (HRM) who performs their roles
by understanding the needs of organisation. They make efficient selection and recruitment
process for bringing out the efficiencies in the execution of goals and objectives of the
organisation (Hendry, 2012). They help by maximising the productivity and optimising the
effectiveness of the workers. The purpose and functions of HRM have been detailed for knowing
their roles and responsibilities which they pursue in the operations of organisation. Also, the
strength and weakness of different approaches for recruitments and selection have been
discussed. With the benefits and practices, effectiveness of those practices are given. Importance
of employee relation which influences the decision making process and key elements of
legislations are discussed in repeort.
TASK 1
P1 Purpose and functions of HRM that are applicable to planning and resourcing an organisation.
The major purpose and functioning of HRM that are performed in the organisation of
Marriott which is dealing with hospitality and the HRM department efficiently performs are
detailed below.
 Recruitment and selection: The crucial purpose and functions of HRM in Marriott is
explored by making the effective recruitments of employees as per the needs of
organisation (Ployhart and Moliterno, 2011) By fulfilling these needs the HRM
contributes towards increasing the reproducibility and profits. This can be detailed by,
effectiveness can be brought out with the help of effective staff that are engendered in the
operations and permanences of the organisation functions. The skilled and knowledge
applicants are selected in the interview process for the exploring of requirements.
 Orientation: Huge focus is not made on orientation of employees which are effectively
performed by the HRM department of Marriott. HRM gets adjusted with the new
employer to understand sufficiently and make comfortable in the new premises which
definitely boost the performances of employees ( Kehoe and Wright, 2013). Also, the
roles, responsibilities and duties that have to perform at large are detailed and explained
by the HRM. In case of requirements of trainings, skills and knowledgable that are
provided by them sufficiently and sufficiently to meet the outcomes. This also

encourages the employers to take position which are a step ahead to explore the skills and
talents.
 Managing employee relation: The pillars of Marriott are called as employees. The
relationship between employees and management are in broader concept to explain, who
acts as important factor that are considered by HRM. As they behave the skills to
influence the behaviour and work output by managing and organising the activities ate
the level of personal and professional (Jackson, Schuler and Jiang, 2014).
 Training and development: The needed and required trainings for the purpose of
growth and development of employees are appreciated and provided in the Marriott by
HRM. This allows the HRM to know about the hidden talents of employees and also let
know where they lack in terms. By this the necessary improvements can be made
effectively which bring the uniformity in performances of employees. The growth in the
knowledge and skills of the employees encourage and establish the growth of Marriott .
P2 Strength and weakness of different approaches to recruitment and selection.
In order to enhance the weakness specific things are considered related to Marriott. There
are strength and weakness which are interrelated with the process of recruitment and selection of
employees to bring out the efficiencies effectively. Those are detailed in this report.
Strength: The following are strength and weakness of different approaches of recruitment and
process are as follows.
 Managerial involvement: The involvement of management in process of recruitment
and selections that boost efficiencies (Guchait and Cho, 2010). Also, more enhancement
is made by framing policies and procedures which encourages the employees to follow
set rules and regulations which brings out the satisfaction and desired results. With the
help of management, required trainings and knowledge can be provided which makes the
employees to explore the work at large which leads towards growth and benefits.
 Growth: The involvement of Marriott management leads to achieve growth of the
organisation which are desired earlier. The growth of Marriott allows guests to approach
more for the hospitality of Marriott. The necessary feedbacks and suggestions regarding
the experiences of their facilities helps the organisation to increase their performance.

 Encourages competition: With the enhancement in growth, which is achieved by
knowledge and skills of employees by providing them trainings increases the purpose of
giving tough competition among other competitors.
Weakness: There are specific weakness which is existing and faced by the department of HRM
in Marriott while rendering hospitality services to their guests (Bloom and Van Reenen, 2011).
 Inefficiencies: The wider weakness or disadvantage of Recruitment and selection process
is inefficiencies. Though, huge involvement of resources and time is employed. The
efficiencies in the process of engaging employment cannot be achieved.
 Narrow ideas internally: The HRM of Marriott by being creative and to increase the
productivity pocus on bringing out the narrow ideas which, engage them to hunt for talent
pool among the applicants (Advantages and disadvantages of recruitment and selection,
2018). Narrow ideas involve the process of promotions of existing employees as
enhancement is brought out in increasing the productivity and profit of Marriott.
 Expenses and time externally: One of the major weakness involved in process of
recruitment are involved with consuming with more time and expenses ( CHUANG and
Liao, 2010). As, for this process they engage resources for meeting the terms of
advertisements, pamphlets etc., also, money and time is invested for the purpose of
marketing, advertising and in case, applicants gets selected specific trainings are provided
to groom their knowledge and skills.
TASK 2
P3 Benefits of different HRM practices in organisation for both employer and employee.
There are benefits of different HRM practices in Marriott which are availed by both
employer and employee have been detailed.
Employee benefits: The compensation, benefits or advantages that are gained by employee are,
 Conflict resolution: Different employees pursue their different thoughts and views
which can raise conflicts among them due to, work, cultural differences, traditions etc.,
these are considered prominently to avoid major consequences in Marriott. With the help
of these benefits or advantages, trust among employee are boosted with the increase in
performances and results are explores with positivity ( Purce, 2014).
 Employees satisfaction: The satisfaction of the employee describes about the satisfaction
of job. From the point view of employees of Marriott, consideration made prominently on

fulling the satisfaction related to job. This satisfaction allows employees to work
sufficiently and efficiently by describing about their knowledge and skills which creates
competition among other employees and they self motivate to explore in terms.
 Improve employee performance: The performance of employees are improved as the
required trainings and knowledge are provided by the department of HRM with the
involvement of management. This also improves the relation between department and
employees which is the prominent advantages that are made availed by employees in
Mariott.
 Training and development:The process of training and development makes
enhancement in the talents of the employees. The hidden skills and talents are explored
and nuances can be opted effectively (Huselid and Becker, 2010).
 Helps with budget control: Advantages are gained by controlling budget with the
improvement are made in performances. This reduce the unnecessary cost by which
increments in salary can be made to employees.
Benefits to employer: The advantages made to employer have been discussed.
 Employees development: The development in knowledge and skills of employees
increases profit of Marriott by which employer gets benefited in terms of development.
 Positive behaviour is promoted: The employers promote positive behaviour with the
effective performances which is crucial benefit gained. Positive behaviour promotes
positive atmosphere in the place of work by which satisfactory results can be achieved.
 Flexible workplace is build: The work place is adapted as per need of framing certain
rules and policies to bring the results.
 Enhancement in motivation and coordination in employer and employees: To boost
the results in terms of meeting profit and productivity, the coordination and motivation
can be enhanced with the mutual performances and satisfactions of work (Wright and
McMahan, 2011).
P4 Effectiveness of different HRM practices in terms of raising organisational profit and
productivity.
The different practices of HRM are practices to boost the profit and efficiency in order to
increase the effectiveness, which enables the department of HRM to know about the benefits and
also details about their performances by elaborating where they lack. The following are

evaluation of different practices that helps the Marriott to boost the profit and productivity in
terms.
 Effective plan of human resource: HRM effectively performs by rendering the roles
and responsibilities as per the talents, skills and knowledge of employees which boost the
results. This can be achieved only if planning is made sufficiently for performing the
same.
 Planning of manpower: manpower planning can be determined to fulfil the needs and
requirements that are essential for Marriott. The characteristics, traits, knowledge and
skills of employees are well and thoroughly known by the department of HRM to proceed
fro the further assessment and planning of manpower. Processing of work is carried with
view to meet the results at high stage by achieving the consumer satisfaction (Harzing
and Pinnington, 2010).
 Vision, mission and values are build: The effectiveness in practices of HRM can be
evaluated with the help of articulating, possessed vision and mission of Marriott. It also
helps to evaluate about the values that are carried earlier and currently it is developed up
to which limit. Generation of new ideas and thoughts are developed with the help of
HRM practices.
 Performance management: The employees performing services by following roles and
responsibilities, policies, procedures encourages boosting the permanence which are
electively managed by the authorities. This also reduce the possibilities of arising
conflicts and misunderstandings among employees and management. Appraisals of
performances of workers effectively boost the confidence of other employees which
proves the effectiveness of HRM practices.
 Development and training: Hrm practices benefits the Marriott by enhancing and
brining the possible outcomes in process of development and training. Strategies that are
framed to achieve the desired results and goals of Marriott make the people involved in
workplace to get interconnected by which knowledge and skills are reviewed and nuances
are opted to improve the same (Boxall and Purcell, 2011). Reductions are made in the
complains and negative feedbacks with the help of HRM practices.
 Enhancement in quality based services: The services that are rendered in Marriott,
focused in order to meet the quality and fulfil consumers expectations effectively.

Consumer's expectation is successfully fulfiller by following the HRM practices and
needed measures are taken by the management of Marriott to provide quality based
services with further improvement and betterments.
TASK 3
P5 Importance of employee relation in respect of Influencing decision making process.
One of the biggest challenges that are faced by department of HRM is to maintain strong
relationship among employer and employee (.Why strong employer/employee relationship is
important, 2014). The status of maintained relationship explore loudly about the effectiveness
and unity that are either followed or neglected in Marriott. The following are the importance of
HRM practices in relation to employee which crucially impacts the process of decision making.
 Increases productivity: Positive environment that are produces in workplace by HRM
and management, employer helps the employees who are engaged in the activities, results
in increasing the productivity. Here to boost performances and generate the profit and
productivity, importance of practices of HRM arise ( Guest, 2011).
 Enhances loyalty of employee: HRM when, concentrates on employees by rendering
roles and responsibilities as per their knowledge and skills enhances the terms of loyalty
among employer and employee which are prominent to boost the performances. This
results in enhancement of loyalty which establishes accurate and appropriate knowledge
about employees.
 Conflict reduction:The important and positive factor among employees that need to
reduce or prohibit are termed as conflicts. Practices of HRM enables the employees to
discuss about their issues and conflicts or any kind of hindrances that are caused and
creating barriers while performing.
 Strong employment relationship can be achieved: With the help of practices
relationship can be built strong among the employees and Marriott. This explore about
the maintenance of management is good and sufficient. The HRM of Marriott creates its
importance in order to boost the relation.
 Motivating employees: BY practising HRM practices effectively, employees can be
motivated to bring out the outcomes and possibilities of nuances. Motivated employees
performs effectively for the purpose of achievement of goals and objectives by which

positive impact of services of Mariott can be explored in the eyes of guests who visit
( iang, Lepak, and Baer, 2012).
 Goals and set are achieved: To set the goals for performance of operations and
functions of Mariott the need and importance of HRM practices are demanded and
encouraged towards its effectiveness.
 Effectively communication and Delegate for warm relations: The delegation of work
and tasks can be performed with the help of HRM practices by acknowledging about its
strength and weakness by means of effectively communicating with the staff of Mariott.
The inquiry, concerns are considered prominently whether it comes from employees or
guests and that are fulfilled by providing wide knowledge. Hence, the need and
importance of HRM practices arise.
P6 Key importance of legislation employment and impact of HRM decision making process.
The department of HRM is primarily focused on employees beneficial terms which are
sufficiently met to provide them their rights and duties in workplace. To avoid unfair practices
from employers the government framed certain rules and policies (hang, 2010). The
modifications and implementation of policies and procedures are accepted by Marriott which
avoids unfair means of law in workplace. This legislation enables the employees to get protected
from discrimination.
And provide equal opportunities which boost their confidences to learn nuances by exploring
their hidden talents and being protected from offences.
The importance of legislation employment and their positive impact that affects the
decision making process have been detailed. All the facts and details are managed and
maintained by department of HRM which enables the HRM to effectively perform the activities.
Any kind of improper information and absence of background check can create hindrance and
barriers and have negative impact by questioning the processes of recruitments. Hence, to avoid
such circumstances, HRM and employment legislations acts as a vital role to promote
employees.
 Anti discrimination: Any kind of discrimination of employees in terms of harassment,
related to race, caste, tradition, cultural differences, racism, religion etc., also relating to
gender employees cannot be discriminated ( Jackson, Schuler and Werner, 2011).

 Wage and hour: The rules are followed by Marriott by accepting and meeting the terms
of employment legislations by carrying the process of working hours should be maximum
40 hours per weak. Also, there should be allotted breaks for lunch time, tea time etc.,
 Working conditions: Legislation encourages environment in the place of work should be
sufficiently ventilated for free flow of air. Also, there should be proper lightings, wash
room facilities for men and women separately, employer should provide mineral water
for the health and safety requirements.
 Equal employment opportunities : employees of Marriott whether they are men or
women provided with equal opportunities to remain employed in the work place. The
department of HRM by following the legislations policies and procedures equal
employment opportunities are provided. Here, protection and safety terms are provided to
avoid the any kind of misconduct in behaviour between employees. HRM actively takes
initiatives to manage the employee's behaviour by implementing legislations related to
employees which have an impact in decision making process. As if in case of
requirements, timings and tasks can be modified for female employees by which safety
terms can be effectively performed and decisions of HRM can be impacted.
Employment legislation consist different kinds of law that govern in the business for each
person of the enterprise. It affects to employer, employees and union as well that considered
further information as per legislative requirements and law of department. Following are
different legislation consider at workplace of Marriott: Equality act 2010: Equality act 2010 consist legally protection to people from
discrimination at a particular workplace in wider society. It replaced by anti-
discrimination laws with single Act that making easier work to understand and
strengthening protection in particular situation. This act helps to protect people in
Marriott from discrimination on the basis of age, gender, colour, etc. Employment disability act 1944: Discrimination in employment against qualified
individual also successfully developed which is prohibited by the federal Americans as
per Disability Act of 1990. In this regard, employer of the chosen enterprise must focus
on every individual performances to reduce discrimination on the basis of disability.
 Minimum wage act 1948: Minimum wages Act 1948 is considered in parliament towards
UK labour law to set appropriate wage to skilled and unskilled employees. Nowadays,

minimum wage of people is around £7.25 an hour. Therefore, Marriott must determine
their wage as per their employees efficiency and effectiveness.
TASK 4
P7 Application of HRM practices in work related context.
Certain things are considered by the HRM of Marriott which enforces their effective
practices to bring out the efficiencies by which requirements are got fulfilled. The following are
the results that are achieved by performing the practices.
 Providing flexible work life in workplace: To make the effective work place, the
flexibility band adaptability is prominent to perform and deliver the results. By this, the
results can be highlight achieved with the performances and the capability of employees (
Bratton and Gold, 2012). Here the role of HRM practices is highly impacted possessively
to meet the benefits. As it created mutual understanding and strong bond among
employer and employees.
 Compensation of work: In case any of the employees takes leaves or any kind of
deductions takes place in the monthly salary. Marriott provided another chance to grab
the salary by compensating the work either by doing overtime or as per decisions. This
leaves involve, medical emergency, pregnancy leaves, temporary disabilities etc.,
 Priorities are considered primarily: By knowing about the priorities of employers,
department of HRM in Marriott are recognised with the help of complaints or feedbacks
and those are primarily considered. The fulfilment is made by taking necessary steps and
actions for further processing and functioning by which effectiveness can be brought out.
 Learning and enhancement in skills of employees: In Marriott, another context of
organisation performs by providing training, and development which enhances in
learnings, skills, traits and knowledge of employees by which HRM practices gets
involved.
In the Marriott, priorities considered primary objective in the business to develop more
significant advantages at workplace. In this regard, feedbacks and suggestions from customers
company takes to produce appropriate results in the enterprise. With this regard, necessary steps
must be taken to develop appropriate actions in process. Furthermore, HRM practice also
considered to focus on the creativity and effectiveness. As a result, it can be said that skills of
employees also increases that helps to set priorities at workplace in positive manner.