Comprehensive HRM Report: Marriott's Practices and Strategies

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Marriott. It begins by differentiating between personnel management and HRM, highlighting Marriott's contributions to HRM, and outlining the roles and responsibilities of line managers. The report then delves into HRM's impact, including the legal and regulatory framework. It explores human resource planning, recruitment, selection processes, and their effectiveness. Furthermore, the report examines motivational theory, job evaluation, reward systems, and performance monitoring methods. It also covers the reasons for employment cessation and exit procedures. The report concludes with a summary of the key findings and insights into Marriott's HRM strategies.

HUMAN RESOURCES
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Difference between personnel management and human resource management..............1
1.2 Contribution of HRM in Marriott.....................................................................................3
1.3 Roles and Responsibilities of Line managers in HRM of Marriott..................................4
1.4 Impact of the legal and regulatory framework on HRM of Marriott...............................5
TASK 2............................................................................................................................................6
2.1 Reasons for human resource planning in Marriott...........................................................6
2.2 Stages involved in planning human resource requirements.............................................7
2.3 Comparison between recruitment and selection process in two organizations................7
2.4 Effectiveness of the recruitment and selection techniques...............................................8
TASK 3............................................................................................................................................9
3.1 Assessment of link between motivational theory and reward..........................................9
3.2 Stating the process of job evaluation and factors which helps in determining pay........10
3.3 Assessment of effectiveness of reward systems in different context.............................10
3.4 Evaluation of various methods which are used to monitor employee performance.......11
TASK 4..........................................................................................................................................12
4.1 Reasons for the cessations of employment within an organization................................12
4.2 Stating the exit procedure used by two organizations....................................................13
4.3 Impact of the legal and regulatory framework on employment cessation arrangements13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
With reference to organization functioning, human resource is the major aspect that needs
to be handled in an appropriate manner to manage the entire working of the organization. Human
resource management is the function which is adopted within the organization for recruiting,
retention and employment cessation for the purpose to achieve the organizational goals in an
effective and efficient manner. Marriott is the diversified hospitality company which manages
and franchises a broad portfolio to provide all the good amenities to the guests. The report
distinguishes between the personal management and human resource management with the
proper assessment of the functioning of the human resources with the proper evaluation of the
roles and responsibilities of the line managers to manage the entire working within the
organization (Breslin, 2012). Further, the impact of legal and regulatory framework is being
analysed on human resource management. With the proper human resource planning the
recruitment and selection process is being evaluated to measure the effectiveness with the help of
various techniques. The motivational theory and reward are assessed in a proper form. Proper
process is adopted to evaluate the job and the other factors determining the pay. Moreover,
effectiveness of the rewards system is assessed in different context to monitor employee
performance with the help of different methods. All the reasons are identified which is related to
the mechanisms for the cessations of employment.
TASK 1
1.1 Difference between personnel management and human resource management
Marriott UK is one of the globally leading companies, responsible to handle a broad
profile of hotels. To effectively manage this position (Nolan and Garavan, 2016), it equally
needs to maintain its administrative activities as well. With regard to the same, both Personnel
and Human Resource Management (HRM) are considered as an important part of Marriott UK,
which together needs to have a continuous look out.
Personnel management is amongst the crucial managerial functions of the firm, whose
main responsibility is to provide the required staffs into the organization. Along with that, it also
looks after the common employee-employer relationship. Therefore, it is only concerned with the
people working into the firm and relationship among both the parties.
1

Human resource management is an extension of personnel management, focused more
towards the achievement of organizational goals, due to which it is majorly considered to make
effective utilization of the man power resources.
Although both these functions namely; HRM and personnel management are responsible
to handle the people of the organization. There is slight difference in their way of focusing
towards the people management, which is clearly defined in the below table:
Key Differences Personnel management HRM
Work Approach It is a traditional way of approaching
the people of the organization.
HRM is a modern concept of personnel
management, focused more towards
managing the strength of the people.
Function Type Personnel management carries out a
routine work for the organization,
which includes the function of
Planning, Organizing and Staffing,
etc.
It involves building strategic plans into
the organization by conducting training
and development programs for the
employees, required to achieve the
organizational goals and objectives (Lim
and Ling, 2012).
Communication There exists an indirect
communication between the
employees and their employers.
People can directly communicate with
their bosses and share their ideas or
concerns.
Managerial
Action/Role
It believes in transactional leadership
style of managing people, strictly
following the work procedure (Lim
and Ling, 2012).
HRM emphasis on leaders carrying a
transformational attitude of handling the
work, focusing more on the business
needs.
People Concern Personnel manager is the only
responsible person to look after the
concerned areas of personnel
management.
All the managers from top to bottom
level are involved (Lewis and Sargeant,
2013).
Job Design Work is done by a proper division of
labour.
The work is carried out in teams or
group.
2

1.2 Contribution of HRM in Marriott
Marriott is known for its spirit of serving people. With a vision of being at the number
one position in the hospitality sector, it is committed to serve the best services and facilities in
the areas of accommodation and food (Armstrong and Taylor, 2014). To successfully accomplish
these missions and visions, Marriott is thriving toward its two main objectives of achieving
growth and profitability. It strongly believes into the core values of the company and gives a
huge credit to its human resource management for their contribution towards the success and
position of the hotel today.
The functions of HRM in Marriott are divided into two parts, which consists of
Managerial functions and Operative functions (Kruppe, Rogowski and Schömann, 2013).
 Managerial function includes-1. Planning- It determines both present and future demand of the workers into the
organization. HRM of Marriott successfully implements various strategies in order to
forecast such organizational needs.2. Organizing- It refers to building of an organizational structure to carry out different
operations. For this purpose, HRM of the stated firm is responsible to assign duties to the
individual, which also involves establishing relationships and delegation of authority
(Smale, Björkman and Sumelius, 2013).3. Directing- It is a function of managing employees of the organization by proper means of
motivation. HRM team of the firm has an effective leadership quality, with proper
coordination and communication skills in them.4. Controlling- It refers to evaluate the performance of the employees of the stated firm.
This function helps the management of Marriott to compare the actual performance of the
employee with the required standard performance and take corrective measures.
 Operational function is majorly concerned with the following steps, that include-
 Procurement- It refers of the planning method of HR in Marriott to meet the process of
recruiting and selecting a right candidate at the right position.
 Development- It states the training programs and performance appraisal of the employees,
conducted in the stated firm to meet the required performance of the employees and
successfully achieve the organizational goals (Klingner, Nalbandian and Llorens, 2015).
3

 Compensation- After evaluating employee performances, Marriott provides numerous
benefits to its employees in the form of bonuses, pay rolls and promotions, which too
increases their wages and salary.
 Integration- The stated firm successfully conducts an induction and orientation program
for its new joiner, which involves the activity of introducing employee to the colleagues
and together with the practices of the company.
1.3 Roles and Responsibilities of Line managers in HRM of Marriott
The line managers in Marriott are referred to the supervisors or team leaders of the
organization, responsible to handle and supervise the allocated team. They however have no
supervisory power with them (Bernardin and Wiatrowski, 2013). Line managers are directly
connected to the HR of the firm to report the performance of the employees to them.
The role of the line managers in the stated firm follows the theory of Henry Mintzberg’s,
which is divided into three parts of Interpersonal, Informational and Decision making skills.
 Interpersonal category requires the following skills of providing data to the team, that is-
Leadership quality- It means to provide an effective leadership to the entire team by managing
the performance of all the members. Informational category needs the quality of processing the data, which involves,
Monitoring- It refers to look after the team and their productivity to meet out the
objectives on time. It also concludes the awareness of a manager, regarding any
organizational change.
 Decision making is using the above data or information and requires the ability of,
Resource allocation- It states the effectiveness of assigning a work to the employee and together
makes an appropriate use of the given resources (Xing and et.al., 2016).
Dispute handling- It is mainly concerned with solving the issues being faced by the workers.
On basis of the above mentioned roles, the line managers of Marriott perform the
following responsibilities-
 Managing employees on daily basis which includes assigning work to them and
providing solutions in case they are facing any difficulty in performing the task.
 Encouraging open communication among the employees to make discussions, focusing
more on group activity. It further helps in enhancing the knowledge of an individual.
4

 Conducting regular feedback sessions to the employees. It helps the employees to make
necessary improvements in the concerned area.
 Employee discipline is another look out of the line managers, where they are supposed to
set few expectations from the employees in regard to company's policies and procedures.
 Line managers in the stated firm are also responsible to assess the behaviour and
performance of the workers, which then directly affects their performance appraisal.
1.4 Impact of the legal and regulatory framework on HRM of Marriott
There are numerous factors that affect the organizational structure. It primarily influences
the HR policies and practices (Bernardin and Wiatrowski, 2013). It mainly includes some legal
factors, which are stated as some laws enacted by the government. On the basis of these laws, a
company needs to specify its own terms and procedures of handling its employees. These factors
with a direct impact on the HRM of Marriott includes-1. Discrimination Legislation- It refers to the equality act, as per which an employee in the
stated company is protected from any kind of discrimination in regard to sex, race and
disability, at the workplace. There is no discrimination is done between the workforce
which is engaged to carry out the entire operational activities at Marriott.2. Health and safety- Marriott consider its employees as an asset to the company. As a
result, it always ensures to provide a safe workplace to the employees by effectively
controlling the risk. The stated firm also makes use of emergency procedures on
identifying the health hazard. All the precautions and safety measures are adopted by
them so that they are able to work in the safe environment. The employees are trained to
effectively make use of the gadgets so that the employees are not encountered with any
accident.3. Equal pay- It states professionalism in the organization, where Marriott makes an equal
payment to its employees. The payment is purely based on the work profile and the
performance of the employees, unbiased of their gender (Bernardin and Wiatrowski,
2013).4. Data protection act- Marriott strictly follow this act to protect the privacy of its clients
and customers, which involves the disclosure of information to its service providers and
certified agents, only at the time of providing any legal services, credit checks, and
money laundering, etc.
5

5. National minimum wage- According to this act, the working hours is already fixed as per
the age of the employee (Cooke, 2014). Thus, Marriott is responsible to accordingly fix
the wages and salary of its employees. They strictly follow up the wage norms which are
defined by the government bodies so that they are provided with the fair pay scale.
TASK 2
2.1 Reasons for human resource planning in Marriott
Human Resources Management practises has substantial role in the success of Marriott.
Marriott is the fastest growing sector in the field of hotel industry (Chuang, Chen and Chuang,
2013). JW Marriott is always concerned about for its hospitality and corporate culture. Its work
environment and guiding practices has huge impact on the company's performance.
Primary factors of HRM plan in the success of the organization:
 Recruitment and Selection: Marriott is more concerned about manpower planning, it
starts from selecting appropriate person for suitable job. In an interview, knowledgeable
and skilful applicants being selected. Panel interviews are also performed in order to seek
right person for job. Meanwhile, medical test and background investigations are also
performed to seek full details about the applicant.
 Compensations and Incentives: It is conscious about good work life and pay packages.
It gives equal importance to equitable salary structure, benefits packages as well as
incentives for employees (Ahlvik and Björkman, 2015).
 Apart from monetary appreciation it build the employee loyalty and morale, meet their
needs, offer rewards for putting extra efforts, better growth opportunities and friendly
environment.
 Training and Development: It plays a key role in the organization to develop candidates
after recruitment process to get them accustomed to company's work environment.
Initially various training programs and induction sessions are conducted according to
managerial personnel, also includes multimedia training programs so that employees are
given brief presentation on Marriott and their management hierarchy.
6

2.2 Stages involved in planning human resource requirements
Human Resource planning is continuous process of defining HR objectives, analysis of
manpower resources and HR planning (Kerzner, 2013). It is very essential to set organisational
goals for organising any process. There are several steps involved in human resource planning:
o Organisational Objectives: Marriott has set of objectives to achieve in terms of
marketing and finance, profits, sales and production. It has set specific criteria to achieve
these goals.
o Assessment of Human Resources: It involves macro factors (PESTEL analysis) and
micro (internal) factors, it becomes easy for an organisation to analysis the internal and
external forces in competitive market. Moreover it also detailed out the strengths and
weaknesses, opportunities and threats of the organisation using SWOT analysis.
o Demand and Supply forecasting: Demand forecasting the estimation of future needs
and to achieve the desired outcome, it can be done by analysing corporate culture.
Forecasting supply for human resource is concerned about the availability of manpower
within an organisation. There should be proper balance between demand and supply such
that applicant's job profile should match its job description (Arain, 2013).
o Action Plan: As aforesaid, there should not be surplus availability and deficit of human
resources in the organisation. In case of shortage of human resources, numbers of
employees are recruited that include various development programme of selection,
placement and training. Whereas surplus availability of human resources will lead to
termination and VRS (voluntary retirement schemes) of employees.
o Monitoring and control: Human resource plan is implemented according to the
requirement of firm. This plan is strictly monitored to identify the appropriate action and
to ensure the required number of availability of specific jobs. Through this, the
employee’s requirement is monitored in an effective form.
2.3 Comparison between recruitment and selection process in two organizations
Virgin Atlantic Airways Limited is British airline. It has variety of assessment process
depending upon specific positions. Starting with preliminary interview, employment history and
his achievements are discussed. Then group discussions are held in order to find one's leadership
quality and team spirit. Role play is an important factor in assessment process of aviation
industry. Here candidates will be given a time limit to prepare a scenario how they carry
7

themselves in crucial situations that might happen in part of their role. Intellectual tests are
organised online to measure the analytical knowledge, aptitude and logical reasoning within a
time period (Naff, Riccucci and Freyss, 2013). After the whole process, medical tests are
conducted include eye testing, if candidate is suffering from any major disease to check the
stamina of candidate. At last, final interview is taken and job letter is offered to the candidate.
Virgin Atlantic has tough recruitment process than Marriott.
Marriott is an international hospitality firm that franchises the broaden portfolio of
hotels. In contrast with Virgin Atlantic, its recruitment process is bit simpler. Here enthusiastic
employees are hired who would love to work and serve for the organisation. Initially employees
have to face Group discussions and personal interview. Then ability tests are conducted in order
to measure analytical skills. In the end final interview is taken and job letter is offered to the
candidate. Employees are personally groomed and trained according to their work basis (Rowley,
2012).
Here pay packages are secondary factors, it is more conscious about non- monetary
factors like work environment, growth opportunities, leadership quality and balanced life.
Employees also get promotions and appraisals by human resource department on the basis of
their performance. Many CSR activities are organised across the international hotel chains, it
delivers sustainable development of society. It has positive impact on brand image of the
organisation helps to maintain the reputation of hotel chains, attracts many job seekers.
2.4 Effectiveness of the recruitment and selection techniques
Effectiveness of the recruitment and selection techniques at Virgin Atlantic
Virgin Atlantic has many job portals for recruitment process. There are several sources of
recruitment like aviation institutions and agencies, advertisements on various social sites like
Facebook and twitter (Riccucci, 2015). Selection process of Virgin Atlantic involves methodical
approach to eliminate candidates who lack desired qualities and skills and. It has also developed
many websites for screening test, many job portals are available from where candidate can
approach to the organization. In screening process, candidates are bifurcated on the basis of
educational qualifications, intellectual tests, technical interviews and physical ability test. It takes
time to select deserved candidates as they have to attempt many psychological tests such as
aptitude test, achievement tests, IQ test and personality test as well as specific clinical tests. After
following this complex structure, organization gets very talented, skilful and knowledgeable
8

manpower. For instance, if there are 100 candidates in a queue then it would take more than 3
days to complete the selection process. However it may cost high while conducting various test.
Effectiveness of the recruitment and selection techniques in Marriott
Marriott has wide range of recruitment process, employees are approaching it through
walk-ins, employee referrals and many professional institutions. Most of them are shortlisted on
the basis of telephonic conversations only. It emphasizes more on communications skills and
personal grooming and therefore candidates are gone through group discussions in order to
ensure that only excellent candidates in verbal skills and hospitality qualifications are move
towards the next step (Kerzner, 2013). Selection process of Marriott is quite simpler than Virgin
Atlantic Ltd such that nearly 80 to 100 applicants are filtered in a day and won’t consume much
time. Presentation skills are also mandatory in selection criteria, applicant should have the
capabilities to address the audience. All the activities are conducted by HR department in order
to attain effective human resource.
TASK 3
3.1 Assessment of link between motivational theory and reward
Motivation is the initiation, direction, intensity and persistence of the human behaviour to
attain the goals within the organization (Klingner, Nalbandian and Llorens, 2015). It is the act or
the process which is adopted by the organization to provide the reason to an individual to
perform something to carry out the respective operations in an proper form. Motivation is the
aspect which influences the entire working of the employees within the organization and
determines their actions to accomplish the goals.
Reward is the appreciation which is received by the employees in relation to the work
performance within the organization. There are several theories that are associated with the
factors which motivates the individual to perform their roles in an effective manner (Riccucci,
2015).
In order to enhance the working of the employees at Marriott, Herzberg's motivational
theory is being adopted which comprises of two factors that are hygiene factors and motivation
factors. These factors motivates the individual to manage the entire working through rewarding
them with effective pay and compensation.
9

Moreover, Maslow's Hierarchy of needs can be adopted to identify the needs and
motivate the employees to provide the best services to the guest and make their stay more
relaxing and comfortable (Maslow hierarchy of needs theory. 2009). Therefore the reward and
motivational theory are interlinked with each other. Marriott can provide employees with
bonuses and incentives which will motivate them to enhance their performance and will act as an
indicator to enhance their working that is associated with the roles and responsibilities assigned
to them. With the effective motivation, employees would be able to render best services to the
guests along with the best quality of services.
3.2 Stating the process of job evaluation and factors which helps in determining pay
Job evaluation is the tactic which is adopted to seek the respective factors that help in
determining the pay which is associated with the job they perform within the organization.
Proper process is being adopted by Marriott to evaluate the job which is assigned to its
employees and determine the factors that are related to pay. With the process of job evaluation,
employees are explained with the roles and responsibilities by the top management which they
need to perform at Marriott in order to deal with the guests in an effective manner. The HR
personal continuously monitor the performance of the employee along with identifying the key
areas that need to be polished in accordance to the proper evaluation. The wage and
compensation structure is properly evaluated as per the job which they hold within Marriott.
With the proper evaluation of the job, different factors are being used in determining the
pay of the employees of Marriott (Riccucci, 2015). The following factors are discussed
underneath:
Skills and experience: These are the major factors that play an important role in
determining the pay which is provided to the employees of Marriott. As the skills and experience
help the employees to effectively deal with the guest and help them to have a valuable stay at
Marriott.
Employee performance: It plays a significant role in determining the pay which is
provided to them in relation to their performance within the organization. Employees of Marriott
effectively perform their job role and manage the entire working in an effective form.
3.3 Assessment of effectiveness of reward systems in different context
Reward is the major aspect which is provided by the organization in order to enhance the
performance of the employees (Rowley, 2012). Reward does not comprises of single pay aspect
10