HND Hospitality: Human Resource Management in Marriott Hotels

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Human Resource Management for
Hospitality Industry
Marriot Hotels and Resorts
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Table of Contents
Introduction
Role of HRM in Marriott Hotels and Resorts
Purpose of HRM in Marriott Hotels and Resorts
Human Resource Management Plan in Marriott Hotels and Resorts
Tools of HRM in Marriot Hotels and Resorts
Strategies of Marriott Hotels and Resorts
Current Employment Status of Hospitality Industry in United
Kingdom
Employment Laws Affecting Marriott Hotels and Resorts
Conclusion
References
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Introduction
In the recent years Human Resource Management has been considered as
one of the key element for the future growth and success of an
organization. Human Resource is an important resource of the organization
which is directly related to accomplishment of the organizational
objectives of the organization.
The hotel Marriott uses some tools and techniques to use the Human
Resources of the organization in a proper way so that the ultimate aim of
the organization can be fulfilled. The hotel mainly focus on the effective
organization of the man power within the hotel so that they can work
effectively towards the fulfillment of the organizational objectives.
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Role of HRM in Marriott Hotels and Resorts
The main role of the HRM in Marriott are as follows;
Increase the brand value of the organization by motivating
employees,
Recruitment and selection
Team building
Guiding on effective leadership
Management of work place
Managing the conflicts of the employees of the organization etc.
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Purpose of HRM in Marriott Hotels and Resorts
The main purposes of Human Resource Management in Marriott
hotels and resorts are listed below;
Increase the morale of the employee
Increase the productivity of the organization
Making the employees familiar with the tools and techniques of
HRM
Increase the efficiency of the employees
Motivation to work towards the organizational goal
Better and effective performance of the employees
Training and development of the employees
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Human Resources Management Plans of
Hilton
The following are the future plans and analysis of the organization
Marriott Hotels and Resorts;
To Access the current human resource needs
Evaluation of the performance of the employees on regular intervals
Review of HRM policies
Planning the strategies according to the changing demand of the
customers
Analysis of the current trends in hospitality business
Succession Planning
Better training and development technique
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Tools of HRM in Marriott Hotels and Resorts
The following are the tools of Marriott Hotels and Resorts of HRM
activities;
Trend Analysis: In this technique the main emphasis is given to the past
performance so that on the same basis future performance can be
determined.
Ratio Analysis: this is a technique is a comparison between two variables.
Two aspects of a specific activities are compared and basing on the same
future forecasting is done as the two variables depend on each other.
Turnover Analysis: This analysis is made basing on the employee turnover
in the past in terms of employee management and engagement in Marriott
Hotels and Resorts.
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Strategies of Marriott Hotels and Resorts
The following are the strategies of Marriott Hotels and Resorts.
Implementation of employment rules and regulation of employment
policies
Reward and educational session of employees
Evaluation of performance
Succession Planning
Effective Training and Development Session
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Current Employment Status in Hospitality
United Kingdom
Considering the analysis current status of employment in UK is moderate
scale. According to the recent report published by ONS, the people over
1.75 million were appointed in hospitality industry since June 2017
beginning in United Kingdom.
Subsequently a reduction of 1% has been shown in the recent years in the
aforesaid numbers till the end of June 2018.
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Employment Laws Affecting HRM of
Marriott Hotels and Resorts
The laws which can affect the employment and human Resource
Management of Marriot Hotels and Resorts in United Kingdom are as
follows;
Health & Safety at work Act, 1974
The Employment Rights Act, 1996
The Equality Act, 2010
Rehabilitation of Offenders Act, 1974
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Conclusion
With the above explanation and discussion, it can be concluded that
Human Resource Management is an important elements for the future
growth and success of a hospitality business. The growth and success of an
organization relies on the level of performance of the employees which is
directly linked with the overall growth of the organization as well as
achievement of the organizational objectives and goals.
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References
Limited, E. G. (2008). Marriott Hotels stresses the Spirit to Serve: Firm
among best big companies to work for in UK , 16 (5), 26-28.
Ltd, M. U. (2002). Marriott Hotels attempts to banish the long‐hours
culture , 10 (4), 13-15.
Research, I. C. (2004). Human Resource Management - Best Practices at
Marriott International .
Vivek Gupta; Konakanchi Prashanth. (2004). Human Resource
Management - Best Practices at Marriott International. IBS Center for
Management Research.
Zolkifi, S. (2013, July 16). Case study: Singapore Marriott Hotel .
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Notes
Today, in the competitive business world, HRM is an essential arm in the
field of hospitality. The role of Human Resources Management are vast to
explain as the Hr managers perform multiple jobs for the betterment of the
employees as well as organization as a whole in Marriott Hotels and
Resorts.
The role of Human resource manager in Marriott is to ensure that each and
every employee of the organization is working hard for the ultimate aim of
the organization and performing their respective duties and responsibilities
in a diligent manner.
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Notes
The aforesaid legislation have been made and implemented in the
organization for the safety and for the protection of employment rights of
the employees working in different sectors of employment. These laws
have been passed to ensure mainly the health security, safety and
employment rights of the employees of the country United Kingdom.
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Thank You
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