Comparative Analysis of HRM Practices: Sony vs. Marriott

This report provides a comprehensive analysis of international human resource management (HRM) practices, focusing on two multinational corporations: Sony and Marriott. The report begins with an introduction to the importance of HRM and organizational structure, followed by a comparative study of training and development programs at Sony and Marriott. It then examines how these companies manage global networks, blend national and corporate cultures, and handle diversity within their workforces. A significant portion of the report is dedicated to comparing and contrasting the recruitment strategies of Sony and Marriott, exploring the effects of wage-gap differences on expatriate employees' motivation and performance. Furthermore, the report provides an overview of the organizational structures of both companies, defines workforce planning, and discusses the concept of 'cultural shock' and its impact on expatriate performance. The report also addresses health and safety issues faced by expatriate employees and proposes strategies to mitigate these concerns, concluding with a summary of key findings and references.

INTERNATIONAL HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TRAINING AND DEVELOPMENT PROGRAM SONY AND MARRIOTT..............................1
HOW GLOBAL NETWORKS ARE MANAGED IN SONY AND MARRIOTT........................2
DISCUSS HOW BLENDING OF NATIONAL & CORPORATE CULTURES ARE
PRACTICED IN SONY AND MARRIOTT..................................................................................2
DISCUSS HOW DIVERSITY IS MANAGED IN SONY AND MARRIOTT..............................3
COMPARE AND CONTRAST RECRUITMENT STRATEGIES OF SONY AND MARRIOTT
.........................................................................................................................................................3
DISCUSS THE EFFECTS OF WAGE-GAP DIFFERENCES ON MOTIVATION AND
PERFORMANCE OF EXPATRIATE EMPLOYEES...................................................................4
PROVIDE AN OVERVIEW OF ORGANIZATIONAL STRUCTURES IN SONY AND
MARRIOT.......................................................................................................................................4
MEANING OF WORKFORCE PLANNING.................................................................................5
WHAT DO YOU UNDERSTAND BY ‘CULTURAL SHOCK’ AND DISCUSS HOW IT
AFFECTS AN EXPATRIATE PERFORMANCE IN MNC’S......................................................5
DISCUSS HEALTH AND SAFETY ISSUES THAT AN EXPATRIATE EMPLOYEE MIGHT
ENCOUNTER IN AN INTERNATIONAL ASSIGNMENT.........................................................5
PROPOSE STRATEGIES TO ADDRESS THE HEALTH AND SAFETY CONCERNS OF
INTERNATIONAL EMPLOYEES................................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management plays most important role in the organization as staff
members present within the workplace are considered as the most valuable asset. Further,
effective practices are required for the management of human resource so that overall goals of
the enterprise can be accomplished easily (Collings, Wood & Caligiuri 2014). Further, every
business develops HRM policies through which it is ensured that business is working in favor of
its employees and this is leading to rise in the level of overall performance in the market. Apart
from this, organizational structure matters a lot where the development of right structure
provides a base to carry out overall operations efficiently.
The present study carried out is based on two organizations named Sony and Marriott that
operates in a different market. Sony Corporation is a Japanese multinational conglomerate that is
indulged into different practices involving consumer and professional electronics, entertainment,
financial services. On the other hand, Marriott Interntional Inc is a diversified hospitality
company that manages a broad portfolio of the hotel. The report focuses on recruitment
strategies of both companies, how diversity is managed etc.
TRAINING AND DEVELOPMENT PROGRAM SONY AND MARRIOTT
For conducting smooth functioning of business operations, effective training programs
have been developed by Sony and Marriott. In case of Sony Corporation, the company focuses
on e-learning, on the site training, general training. Further, business has strongly focused on
expanding its training options that take into consideration correspondence courses, lectures that
lead to enhanced job performance (Sony 2017). Overall all the employees are encouraged to take
part in the training programs so that knowledge and skill level can be enhanced up to the extent.
On the other hand, in case of Marriott International Inc the company has employed on the job
training methods that allow employees to serve the customers properly.
Training is basically carried out by the experts present in the company through which
knowledge level enhances in every possible manner (Staff 2010). Apart from this, seminar and
lectures are the most common methods that are adopted within the workplace for delivering
training to the workforce. So in this way, training programs carried out by both the companies
are effective and has allowed in gaining the competitive edge.
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HOW GLOBAL NETWORKS ARE MANAGED IN SONY AND
MARRIOTT
Sony and Marriott carry out all the operations on the wider basis where products and
services offered by the enterprise are worldwide famous. Apart from this, both the companies
operate in different markets and focuses on enhancing the customer satisfaction level. Both the
organizations manage through appropriate strategic plans (Francis, Parkes & Reddington 2014).
Generally, the main plans are developed in the headquarters of the firms through which all the
activities are controlled. Every unit has its own head who is assigned responsibility to prepare
plans and policies for smooth functioning.
The planning strategies undertaken by both the companies are effective that allows in
satisfying need of a large number of customers. This is the main reason due to which Sony and
Marriott have the strong customer base (Gupta 2013). For managing global operations, skilled
workforce has been employed along with the managers that handle all the key operations. So, in
this way, this represents the effectiveness of both the companies in managing the global
operations that are linked with the success of the business.
DISCUSS HOW BLENDING OF NATIONAL & CORPORATE CULTURES
ARE PRACTICED IN SONY AND MARRIOTT
Sony and Marriott carry out all the operations on the wider basis where the diversified
workforce has been hired by the business which involves employees of different background,
culture, religion, etc. The blending process in both the companies starts with effective leadership
where people from different backgrounds are allowed to work with other each other through
teams. For aligning national culture with the corporate one different policy have been framed
where culture and religion of every individual are promoted that are present within the workplace
(Hurn 2014). Appropriate communication channels have been developed within the workplace so
that every staff member can interact with each other and due to this reason issues within the
companies are lesser faced.
In the company like Sony flexible culture has been developed within the workplace that
encourages equal participation of employees present in the organization. Further, in case of
Marriott at the time of framing corporate culture national practices are undertaken. So, this leads
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to effective management of all the operations of the company and provides favorable results for
the organization.
DISCUSS HOW DIVERSITY IS MANAGED IN SONY AND MARRIOTT
Sony believes in promoting diversity within the workplace where ideas and viewpoint of
the employees are encouraged and this in turn enhances business performance. Employees are
allowed to work in teams where views of every individual are undertaken for conducting the
business affairs and this in turn acts as the development tool for the entire business. The
organization has incorporated diversity into its business strategy and has developed the internal
environment that holds the capability to manage people from different backgrounds (Policies
2013). Considering the case of Marriott management of diversity practices are same as Sony
Corporation.
Further, through the management of employees within the workplace and encouraging
them to give ideas and opinions allows in managing diversity. Apart from this, employees’ plays
most crucial role within the workplace and their importance are highlighted in the company.
Efficient leaders have been appointed within the workplace that promotes different culture, and
this has become one of the main reasons behind the success of Marriott International in the
market. Respect of every religion, culture allows in the management of human resource.
COMPARE AND CONTRAST RECRUITMENT STRATEGIES OF SONY
AND MARRIOTT
Sony provides the wide range of job categories that allows graduates to choose the job as
per their skills and knowledge. Further, the company approaches students through different
channels. While recruiting researchers and engineers, the company has introduced job matching
system where students are allowed to meet employees in the position similar to their desired
jobs. Interns are welcomed where company organizes one-day internship program for delivering
proper knowledge to the people in the field of accounting, finance, product planning, etc (Sony
2017). In short, it is representing that organization relies on outside sources for satisfying its
human resource need and this has somehow allowed satisfying the demand for skilled workforce
within the workplace.
On the other hand in case of Marriott company relies on employee referrals source for
satisfying its human resource need (Peltier 2014). The employees who are working with the
company for longer period refer other individuals whom they consider are fit for the job. Apart
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from this, the career website of Marriott International also allows in hiring the best candidate
who is fit for the position.
Considering the recruitment strategies of both the companies it has been found that
Sony’s recruitment plan is more effective as compared with the Marriott. Sony relies on the wide
range of strategies such as hiring interns, meeting with students of various students, etc. and in
case of Marriott, only employee referral is employed as one of the main sources. So, this is the
basic difference between recruitment strategies of both the companies.
DISCUSS THE EFFECTS OF WAGE-GAP DIFFERENCES ON
MOTIVATION AND PERFORMANCE OF EXPATRIATE EMPLOYEES
The wage gap has the direct influence on the motivation level along with the performance
of the expatriate employee. Expatriate employee is the one who lives abroad or is from another
nation. For instance, in Sony Corporation provides more monetary benefits to its male employees
as compared with the female employee then in such case employee motivation is influenced and
due to this reason, female staff will not work efficiently (Rees & Smith 2017). Considering this,
the government of every nation such as the UK, US has introduced where equality in the wage
must be present, and no such discrimination is present within the workplace. In short, wage gap
leads to the decline in performance of an employee and sometimes individual prefers to leave the
job.
PROVIDE AN OVERVIEW OF ORGANIZATIONAL STRUCTURES IN
SONY AND MARRIOT
The organizational structure of Sony is divided into various hierarchies. The company
has introduced structure called “One Sony” which involves three main core businesses named
gaming, mobile and digital imaging. Different managers have been assigned the duty to manage
operations and decentralization of authority are present where decisions are taken through the
assistance of lower and middle-level employees (Sony 2017). The company considers
communication between manager and employee as most important and due to this reason
company has developed flexible structure and top down approach is employed.
In case of Marriott International, the company has employed the divisional structure as
the business operates in the different type of geographical areas. Within one umbrella group, the
different type of products are covered, and they are served to the customers as per their need.
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Generally, in every hotel manager holds the responsibility to carry overall operations along with
the assistance of waiters and another type of managers. This structure is considered to be costly
for the business, but its advantages are present in large amount.
MEANING OF WORKFORCE PLANNING
This concept is associated with determining the requirement of the staff members so that
business operations can be carried out smoothly. Further, in case of Sony and Marriott both the
companies has indulged into the practice of workforce planning where it is determined well in
advance that employees present within the workplace are efficient enough in carrying out
business operations (Reiche, Mendenhall & Stahl 2016). Apart from this, the requirement of
employees in both the companies is quite high, and this is the main reason due to which there is a
need for effective planning so that operations can be carried out smoothly.
WHAT DO YOU UNDERSTAND BY ‘CULTURAL SHOCK’ AND
DISCUSS HOW IT AFFECTS AN EXPATRIATE PERFORMANCE IN
MNC’S
Cultural shock is considered as the feeling of disorientation where the person has to work
in unfamiliar culture. In the large sized organization, it is possible that expatriate has to face
difficulties in working with the individuals of the different culture (Story et al. 2014). In case if
any expatriate is not able to adjust to the culture of Marriott or Sony Corporation then it deals to
decline in the level of performance. For instance, if any individual has not worked earlier in the
team as this culture has been adopted by companies such as Sony etc. and this will act as the
hurdle in conducting the business performance.
DISCUSS HEALTH AND SAFETY ISSUES THAT AN EXPATRIATE
EMPLOYEE MIGHT ENCOUNTER IN AN INTERNATIONAL
ASSIGNMENT.
Expatriate may face the different type of risks especially at the time of working on
international assignments. The key risks involve infectious disease, low-quality medical
facilities, poor sanitary conditions, low amount of local medical facilities, etc (Varma 2013).
Apart from this, some form of security risks are present that may adversely affect expatriates
such as terrorism, criminal attacks and another type of risks associated with the political and
social situation.
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PROPOSE STRATEGIES TO ADDRESS THE HEALTH AND SAFETY
CONCERNS OF INTERNATIONAL EMPLOYEES
In case of international employees, it is necessary for the business to address the health
and safety issues so that they can work efficiently. The first effective way is to raise awareness
where employees can be prepared in relation to the hazards. Apart from this MNC’s operating in
the market such as Marriott International, Sony Corporation, etc. can develop preventive
programs which involve medical checkup of employees, training on health, safety guides, etc
(Francis, Parkes & Reddington 2014). Different security procedures can be implemented within
the workplace that takes into consideration accommodation and workplace security audit, setting
up 24*7 hotline facilities for the staff members, etc.
CONCLUSION
The entire study carried out has supported in knowing the basic difference in between
HRM practices of Marriott and Sony Corporation. Further, both the companies have adopted
effective practices with the motive to enhance motivation level of its employees. Proper training
and development strategies are carried out as through knowledge and skill level of employee
enhances and this in turn acts as the development tool for the business. The main strategy for
recruitment employed by Marriott International is employee referral, and in case of Sony
Corporation, company hires students and approaches different universities. So, this allows in
conducting the overall operations efficiently. Practices of workforce planning of both the
businesses are effective that supports in avoiding the situation of the inadequacy of human
resource and allows in gaining the competitive edge.
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