Human Resource Management Practices at Marriott Hotel: A Case Study

Desklib provides past papers and solved assignments for students. This report analyzes HRM practices at Marriott Hotel.

Human Resources and
management

TABLE OF CONTENTS
Introduction......................................................................................................................................1
LO1..................................................................................................................................................2
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation...........................................................................................................2
M1: Identify and explain the HR functions to fulfil business objectives....................................3
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
.....................................................................................................................................................5
D1: Critically evaluate the strengths and weaknesses of approaches to recruitment and
selection.......................................................................................................................................7
LO2..................................................................................................................................................8
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...............................................................................................................8
M3: Explore different methods used in HRM practices............................................................11
D2: Evaluate the HRM practices and their application.............................................................12
LO3................................................................................................................................................13
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making.......................................................................................................................................13
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision- making........................................................................................................................14
M4: Identify the key aspects of employee relations management and employment legislations
...................................................................................................................................................15
LO4................................................................................................................................................16
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples....................................................................................................................................16
M5: Provide a rationale for the application of specific HRM...................................................19

D3: Critically evaluate employee relations and the application of HRM practices that inform
and influence decision-making in an organisational context.....................................................19
Conclusion.....................................................................................................................................21
References......................................................................................................................................22

Introduction
The Human Resource department of any organization is one of the most important functional
units. For any organisation human resource is considered as one of the most important assets.
The business organizations around the globe identify the significance the need of training and
developments of their staff for enhancing business growth and development along with
competitive benefits. Human resource management is an organizational function that focuses
mainly on enhancing the performance and efficiency of the employees that will be supporting in
attaining business objectives and aims. In the present report, importance of different HRM
practices will be discussed considering an organisation named Marriot Hotel. The hotel is one of
the multinational luxurious organisations of UK serving more than 83 locations internationally.
The report discuses about different improvements introduce in the organization for gaining
competitive benefit for attracting more customers along with the process of selection and
recruitment to enhance its skill workforce.
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LO1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Human resource management practice includes planning for the requirement for workforce,
along with requirement and selection of the best candidates for enhancing efficiency and
productivity of the entire organization. In case of Marriott Hotel, it is a leading brand in
Hospitality sector of UK offering services to tourists and customers globally. The HR manager
of the organisation operates effectively for achieving profits and productivity by selecting,
organising and managing the employees.
HTRM’s Roles and functions:
Induction: The manager of HR dept. of Marriott hotel conducts programs for induction and
orientation for offering and making acquaintance of the current work environment for some
selected employees and accordingly appropriate knowledge are provided regarding job roles and
duties. Iinduction training helps the employees to understand the culture and yield high
performance considering the rules, policies and procedures of the organization (Conway et al
2016).
Recruitment: The organisation along with the support of HR dept. Conduct process of
recruitment for hiring new employees in the organisation to performing different functions as per
organisational requirement for serving the customer with high quality services. In recruitment
and selection process the most suitable candidate is chosen for the available job position for
meeting the objective of Marriott hotel. HR manager of hotel is supported with recruitment
process invite and hires the candidate.
Training activities: In the organisation, the HR department conducts various session and
programs for Training and development for the employees for enhancing their skills and
knowledge for coping up with new improvements and modification in the organisation as per the
current market demand (Yang, et al 2015). HR manager coordinated with marketing and R&D
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department for identifying the needs and requirements of the firm and accordingly training is
provided for gaining competitive benefits.
Providing a healthy work environment: The organisation need to offer a positive and healthy
work environment for motivating the employees to enhance their overall productivity. That can
be achieved by offering flexible work practices for developing trust and team collaboration in the
organisation (Yang, et al 2015). The employees will encouraged to increase their efficiency
through proper policies regarding leaves, breaks, flexible working hours etc.
Managing relation of employees: In case of Marriott hotel, the manager of HR dept. encourages
the employees to participate and get involve in decision making process. Employees are allowed
to discuss their ideas and opinions with the leaders in the supportive environment that will be
effective in enhancing the employee’s loyalty and commitment towards their work and
organisational business.
M1: Identify and explain the HR functions to fulfil business objectives.
The organization objectives can be achieved effectively with the employees or Human resources,
therefore proper Human Resource Management is considered very important for achieving the
set goals and targets. Marriot mainly focuses in offering Luxurious hospitality services to the
customers and the organization presently facing issues related to employees’ turnover due to
high work pressure and work load (Wood, 2018). Thus, the HR department need to implement
effective strategies and policies for reducing turnover of the employees impacting upon the
overall services offered to the customers and productivity. It is has been found that retaining the
skilled and trained employees is cost effective rather than hiring new.
An organization that has supportive and engaging culture effectively draws and can minims the
rate of employee turnover. Hence, the HR department works for balancing, building balance and
driving proper work culture through proper understanding and data collection. The employees of
the organization are motivated and developed professionally through continuous training, this
techniques is effective in keeping employees satisfied regarding their jobs (Butler,. and Callahan,
2014). The leaders of Marriott hotel, implements democratic style of leadership for discussing
and interacting with the employees for taking their ideas, opinion and to know the issues to make
the employees feel an important part of the organization offering them a friendly environment.
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The issues prevailing in the organization need to be solved by the team of human resource
management. The organization chooses to implement strategies regarding offering professional
growth opportunity within the Hotel, so that migration of employees in search of new career
opportunities is reduced. The HR department of Marriot Hotel with continuous training and
development in professional and technical skills effectively manages to support the employees
for achieving their targets and to make them productive.
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P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment is a process followed in an organisation by HR manager with a motive to catch the
attention of, select and hire suitable candidate for a suitable position to perform various business
process. Recruitment broadly can be classified into Internal and external as discussed below:
Internal recruitment: This is a internal process, the HR manager of the organisation requires
very less effort for recruiting a candidate for the vacant place as selection of the applicant is done
through internal sources (Holm, 2014). Few methods of internal recruitment include promotion,
employee referrals, re-selection of ex-employees, etc.
External recruitment: This is method new or fresh candidates are effectively assessed for
choosing using external sources. Few methods of external recruitment include e-recruitment,
employment agencies, walk in interviews, etc.
Recruitment
type
Strength Weakness:
Internal recruitment
 This method is effective as is
optimise cost required and HR
manager for selecting the new
candidate.
 Opportunity is offered to the
current employee for obtaining
better position and career
development (Nankervis et al
2016).
 Marriot Hotel using this
recruitment method will
minimises the chances of
gaining competitive
advantage as no fresh
talents are appointed in
the organisation.
 HR practise are limited
and organisation will bed
rived of appointing new
talent as options are
confined.
External recruitment
 HR manager implementing this
technique of recruitment obtain
large base of applicants for hiring
the best candidate.
 Fresh and New talents are
 This method is costly as
it involves advertisement
and promotion using
different sources to
different adverting
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invited in the organisation that
will be supportive in gaining
competitiveness.
agencies and media
 The morale of employees
will be reduced as new
employees are appointed
rather than offering
opportunity to the
present employee.
Selection is referred to a process which is applied by the HR department of an organization for
choosing suitable candidate for a vacant position considering the job criteria. The process of
selection process includes different processes such as evaluation, measurement, and lastly
decision making to select right person for right job at right time (Hill and Brierley, 2017). There
are different approaches for selection process that Marriott Hotel apply for recruiting new
employees:
Personal interview: The applicants in this process are shortlisted at the time of recruitment and
called for interview. The employer in this process will be asking the candidate various questions
for direct evaluation for identifying the abilities of the candidate considering the skills and
knowledge required for certain job. This method supports the employer by allowing them to
access the candidate physically. However, employer may not get proper information regarding
the candidate’s all kind of abilities required for the job.
General ability test: In this process the employer conducts various tests of the employees for
identifying and assessing all the general qualities of the candidates. This technique is effective as
the employer can assess candidate’s key abilities for performing different task and concerning
role and responsibility.
M2: Evaluate the strengths and weaknesses approaches to recruitment and selection
Strength and weaknesses of internal recruitment approach: Internal approach of recruitment
supports the manager of Marriott Hotel to motivation the present employees of the organisation.
However, weakness of this approach includes the lacking of fresh talent in the organisation as
opportunity is offered to only the existing employees.
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Strength and weaknesses of External recruitment approach: In this approach, the hotel can
hire new employees that are highly qualifies and skilled instead of offering opportunity to
existing employees (Ostroff, and Bowen,2016). Weakness of External recruitment includes the
reduction in the level of motivation among the current employees along with high investment.
Strength and weaknesses of Interview selection method: HR manager of Marriott is using
interview method for selecting candidate. The manager conducts face to face assessment for the
selection process for analysing the candidate’s communication skills and level of confidence.
This method however this technique has some weakness related losing other deserving candidate
due to insufficient skills of communication.
D1: Critically evaluate the strengths and weaknesses of approaches to recruitment and selection
From the above discussion it can be stated that there are different methods and approaches of
recruitment and selection, the organisation can select the most suitable approaches for selecting
its employees considering strength and weakness of the approaches:
Considering the methods of recruitment, it can be stated that Marriott being an international
organisation serving the customers globally can apply different recruitment methods for hiring
the best employees considering their skills and proficiency. The organisation can chose to
implement external recruitment process for achieving competitive benefit for inviting and
attracting fresh talents for the vacant position. Using this approach the organisation can gain new
and innovative idea (De Menezes, and Kelliher, 2017). However, such method also has some
weakness like operational cost charged upon Marriott Hotel for placing advertisements in
different medium for filling the vacant place effectively.
The task also discusses about two methods that can be used for selection of the employees in the
organisation. It has been evaluated that HR dept. of Marriott can apply both the methods. For
instance, the HR manager using the process of structured interview will conduct face to face
interview for analysis the applicant directly while using the general ability test the HR manager
can analyse abilities and suitability of the applicant selected for the job.
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LO2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
The human resource management in Marriott hotel follows some of the major practices in order
to meet with the satisfaction of employee and employer:
Flexible working environment: Marriot hotel achieve the higher satisfaction of an employee as
due to flexible working condition. As this helps an organization, in retain and engaging the
employee for a longer time period in an organization. Also, the high time and cost are saved on
an ad hoc requirement for a resource (Aguenza and Som, 2018). The employees gain the benefits
in managing their professional and personal life with high flexibility as well as also assure the
high earning with the extra hours of work.
Recruitment and selection: It is an important function for attracting the trained workforce which
supports an organization in order to gain success as well as also influence entire Marriot Hotel
operations. Additionally, more trained people in an organization helps in reducing the work
pressure of new and existing employees and also improves employee morale. Appropriate
selection and recruitment practice help in reducing employee turnover in an organization.
Employee relations: The HR manager will provide full support to an employee who is feeling
that their rights are violated. In the Marriot hotel, if the employee has experienced any
harassment or discrimination that they have to contact the hotel HR manager to solve this
situation (Delery and Roumpi, 2017). The HR manager will interpret harassment law and anti-
discrimination and assist an employee with considering all the legal matters.
Training and development: In an organization, an employer gains maximum benefits in
improving the quality and performances of a resource. To help the worker with the development
and training is one of another HR manager responsibility. They organize the programme of
training and also determine the proper method of delivery in introducing the employee needs and
demands. The HR manager is a valuable assests in an organization in terms of improving
consumer service skills or sales.
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Figure 1: HRM practices
(Source: bohatala.com, 2019)
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