Marriott's Talent & Resource Management in a Tight Labour Market

This report provides a comprehensive analysis of Marriott Hotel's human resource and talent management strategies, particularly in a tight labor market. It examines the company's talent strategy, high-performance cultural strategy, and strategic planning processes. The report delves into the challenges faced in attracting and retaining employees, including issues related to the changing demographics, skill requirements, and economic conditions in the UK. It highlights strategies such as workforce planning, recruitment, and employee engagement to address these challenges. The report also explores the importance of talent management in developing a skilled workforce and achieving business objectives, discussing the role of leadership, human capital, and training programs. Furthermore, it addresses the impact of the labor market on the organization and suggests recommendations for improving recruitment and retention efforts. The report emphasizes the importance of aligning HR strategies with overall business goals to ensure sustainable success.

Human Resources M.A/
resourcing and talent
management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Resource, talent and performance management strategies used by the organisation in tight
labour market..........................................................................................................................1
Talent strategy........................................................................................................................4
High performance cultural strategy........................................................................................6
Strategic planning...................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
In order to develop effective results, human resource and talent management play very
important role in the business. In this consideration, different people hiring towards the right job
so that aims and objectives of the enterprise completed. Strong management with policies and
strategies designing also integrated to underlying the system. Therefore, data also gathered to
make strategic business decisions (Chelladurai and Kerwin, 2017). In order to focus on the
present report, it is based on the Marriott hotel which is one of the largest businesses in all over
the UK market. The company also providing different kinds of accommodation services
provided to increase systematic results. For gaining insight knowledge of the company, it covers
three factors such as talent strategy, cultural strategy and strategic planning. These strategies face
issues and challenges. In this way, talent strategy face issue of select right person at workplace.
Furthermore, cultural strategy face problem of traditional cultural aspect which need to solve to
make effective work performances. At last, strategic planning consider issues in which issue
occur to implement right person at right time.
MAIN BODY
Resource, talent and performance management strategies used by the organisation in tight labour
market
In respect to find the several issues and problems that face in labour market, there are
different department are also expected to face the future. It is also important to transform labour
market in several nations (Brewster, Mayrhofer and Morley, (2016). Following are certain
factors included in the transforming labour market:
 Changes in the composition in the economically active population.
 Demographic situations.
 Changes and modifications in rate of unemployment.
 Legal regulations and policies.
 Changes in the requirement of skills.
 Modifications in the requirement of skills.
Economically active population consist effective functioning in the research with working
and actively development. In order to demonstrates the demographic situation in which
population considered official emigration in 2010. In order to analysis the population, it is also
1

demonstrates most important phenomena in which number of employees increasing their
participation (Pinto, 2015).
Labour market define as availability of employment and labour in term of supply and
demand. This market take place where workers and employees interact with each other and
employers compete to hire the best person at workplace.
Tight labour market consider in high demand where unemployment will be low. There
are many unfilled job vacancies in UK where labour relatively high. In UK, in hospitality
industry, this situation occur when more employees have no any job. In order to meet with
economy approaches, it can be stated that it determine available products in the market.
Loose labour market is a place where workers and employees interact with each other. In
this aspect. Employers compete to hire the best and workers compete for best satisfying job. It is
a economy functions with demand and supply so that it impact on firm's demand and labour
supply.
In respect to reduce and prevent turnover in the tight labour market, there are several
ways included that assists to meet with effective results. For instance, careful labour selection,
company paternalism, etc. In addition to this, segmentation of labour market also assists to
balance product demand and labour supply.
In respect to responding towards challenges of tight labour market, proper focus needed
on recruitment. This is because, it considers particular interest of labour towards particular job.
In this aspect, Marriott need to determine two way communication process so that responses
from each party consider regarding future development. Furthermore, challenges are also occurs
which could be solve through associated with restructure.
In respect to provide recommendations, it can be stated that Marriott need to focus on job
opening and hires. With the help of job opening, relative hires are greater much than the
openings. In other consideration, small gap occurs so that comparing industries done with
analysis number of opening.
The current UK labour market is facing challenges due its population who is not able to
work for initial level work. More the organisation need manpower for the different task which
required the youth labour force. The economic condition of the nation is not appropriate for the
2

recruitment industry due insufficient fund for the employees to pay high wages and salary. The
UK labour market have been high currently which will easily reduce the issue of employer to
recruit the potential employees in the organisations. The growth the of the GDP of last year gives
buoyant jobs market assist the United Kingdom to achieve at least 0.4% growth. In respect to
solve the issue of labour management, proper recruitment activities needed at workplace of UK
environment. The changes in the labour market of the UK will affect the cited firm after the
Brexit makes an negative impact on the organisations which are not able to manage their
manpower. But the UK labour market is already facing huge difficulties due to its ageing
population increase the certain issues. As per the report publish by the Adecco group UK and
Ireland on the specific analysis of labour market. employment confidence is huge in the hospital
sector which is more than 33 in the UK. The skill which are important for the organisation are
not adequate for that a specific training cost need to incurred by organisation for effective
development of the employees and organisation will help to make its workforce planing in a
better manner. Workforce planning is the effective strategy which used to carry several functions
in the business environment. In Marriott, this strategy helps to implement right people at right
job at right time. It is integral part of the in which people manages and provides concerned
activities with acquisition, development and deployment. It includes flow of the organisational
strategy which create link in people management with operational business process (Khilji,
Tarique and Schuler, 2015, pp.236-248). The labour market is not able to bring the better portion
in the and employee are not able to get effective hike and better pay in the organisation. It will
help to make a proper management and implementation of various policies for the organisation
which required to makes and effective development. The more organisation will bring not
appropriative rules and regulation which are not possible for the employee to follows them. This
types of system will take the employee thought process where they can not take the consideration
about their roles and responsibility. It alludes as the creating enthusiasm for the assignment by
taking an interest in the different movement started by human asset administration to make the
steady representative execution in different situations. The individual pay can be enhance the
premise of results amid the representative engagement action. The best administration need to
centre around the specific movement which are critical accomplish the target of association. As
the HPW rehearses are regularly best when utilized as a part of gatherings which implies the firm
have the opportunity to take and pick the practices which is better fit with the prerequisite,
3

planing and general targets. The viability of elite working will help in accomplish the upper
hands by enhancing the specific expertise and information of labourer which should be available
for the additional endeavours for expanding efficiency of firms. Superior working brings the
contender into more inconvenience because of enhancing in the representatives' execution will
offer rivalry to alternate associations. On the off chance that the association can't contend than
the firm need to centre around the alteration in their practices which can help the efficiency to
pick up the aggressive advantages.
Talent strategy
Talent strategy defines as output of the work which done in talent management. In this
regard, talent management integrated set of processes, programs, technologies, designed to
develop and deploy to connect critical workforce. These kinds of work determine through
offering services to develop business strategy. Human capital talent is the important function
which considered as the assets of business. In every business manager develop several plans and
activities through they can easily forecast towards employees requirements at workplace. In this
consideration, hiring and retaining are top most activities, skills, abilities, etc. to perform actions
in the business. Comprehensive job description also describes competencies and responsibilities.
In addition to this, additional HRM strategies useful to perform roles and responsibilities.
Additional HRM strategies also make continuous development in the employees of Marriott
hotel in proper way(Vivares-Vergara, Sarache-Castro and Naranjo-Valencia, 2016, 114-134).
Resource management also key delivering higher output from the investment. In the survey, it is
defined that it is the biggest competitive advantage to make successful operations in the business.
Furthermore, it also develops systematic activities to deem worthy. It creates the highest power
development in the business that make prioritise the tasks. In respect to look towards talent
strategy, it considers different kinds of resources that are required in chosen business. There are
drivers of the need determines for talent strategies in which quality leadership consider for long
term success. It executes population coupled with rapid consolidation which often and eliminate
traditional preparatory position. In addition to this, another strategy is that composition is
changing which ageing and increasing diverse workforce which puts new ways for diverse work
performances in Marriott hotel.
In this strategy, Marriott hotel included talent management strategy which includes
overall plan that assists to lead and implementing specific HRM. With the help of these
4

functional areas, strategies guide to personnel decisions which actually fit in the organisation. In
the talent management strategy leadership is the main element in which top corporate executives
and other leaders included to organise the goals. HR of the chosen business also play major role
in the company as executive. Hence, decision making process completing with several decisions
and recommendations (Vivares-Vergara, Sarache-Castro and Naranjo-Valencia, 2016, 114-134).
Furthermore, human capital approach determines in talent strategy which consider as
opportunity. In this regard, it is important to focus on strategic business application in which
workforce trends made with talent strategies in which resources and investment being committed
to develop compelling. Human capital also focus in six industries which partnering in other
services areas to develop industry segment. Ideas are also helps to make people leaders. HRM
strategies continuously determines in training and development program of employees that
assists to make systematic results at workplace. Before cultivate talent, HR manager need to look
towards the high quality candidates in the business. In this aspect, recruitment software helps to
considered research, source and communicate through engage several people in the business. It is
dynamic process which includes technology innovations such as social media and video
platforms in the revolution. In respect to understand the HR management and organisation
performance, it is important to considered excellence award (Khilji, Tarique and Schuler, 2015,
pp.236-248). Executive search recognition also tackle human resource challenge with
confidence. Main advantages of this is that, Marriott offers recruiting and talent management
services with one roof. Full service by people considered leverage scientifically which developed
proprietary aspects in the business. Assessment centres attract, select, develop to make sure
effectiveness in the business increases in the systematic manner. According to this concept,
talent management in Marriott defines process to attract, identify, develop, engage, etc. so that
values can be created in systematic way in the business. With the help of the individual
performance, value of the enterprise develop in successful way so that it increases ability to
perform targets. Employee turnover refer as the number or percentage of worker who leave an
organization and are replaced by new employees (Sonnenberg, van Zijderveld and Brinks, 2014,
pp.272-280). The measuring by new employees. The total budget which will incurred in the
hiring for employees which could be burden on the organisation. The hotel Marriott analysis
each and every aspect before hiring any employees. They provide better huge facilities to their
employees which are necessary to bring them in the organisations.
5

High performance cultural strategy
Cultural strategy consider to use innovative ideologies to build breakthrough brands. In
this regard, major contribution to thinking on strategy and innovations develop for brand
perspective. Societal changes produce opportunity for entrepreneurship to exploit them. Strategy
framework also applied with seven cultural methods with technologies, social enterprise, etc. In
the American management association, it has been determines that high potential organisation is
clearly defines performances management. There are several top leaders exist that influence to
the employees to make importance at workplace of Marriott. Furthermore, it affect to the
business to foster the organisational culture. As results, it assists to enjoying working with high
performances of the business. It is main benefit which included to create more values in
particular category and least dominated by competitor. Such concepts are also develop with
independent entities so that experience particular environment that assists to develop version in
systematic manner. Main advantages with implement this aspect is that it fails to create
dependable position. Employees are also recognising for increasing level and creative ideas
(Darwish, Singh and Wood, 2016, pp.261-281). This can be the most important function for any
organisation which help to fill the various vacant position in the organisations. It is the process of
hiring right candidate for the right job at right time. This process will help get the better
manpower in the organisation who have ability make and specific contribution in the
organisations. Along with this, cultural innovations also important that create blueprint for brand
activities which defined by cultural expressions. As results, products, services and other points
helps to create meaningful results. In the successful operations and functions, it has been seen
that there are several attributes implemented that make successful results at workplace. With
customers and employees, HRM strategies considered defining capital talent with satisfaction
survey. Employees are also asked towards their opinion regarding various policies and benefits
for career development. In order to conduct the interview program, it is essential to develop
successful strategies at workplace. Assorted variety Management is the arranging of executing
best practices demonstrated results to shape a various and distinctive workforce can be including
the male and female in association. In Marriott more various work power will be accessible in
association to make the viable. The more the association have assorted variety administration it
brings the blunder circumstance in associations. It is distinguished that methodologies are
interlinked with the assorted administration in association for successful results and target of the
6

association can be accomplish with powerful administration in decent variety. In the Marriott,
talent management strategy signifies hiring of the right people. In the best recruitment process
support to efforts with carefully design job description with the using applicant tracking system.
It also helps to manage workflow in the interview process to select the strong candidates.
Recruitment is the major pillar of talent management. It includes strategic direction which
considered purpose to supply the talent and apply it towards right people. It is the important
process that includes success of the business with highly qualified professions (Church, Rotolo
and Levine, 2015, p.17).
Employee retention refer to the different policies and practices when left the employees
sticks to an organization for a longer time. Each and every firm invest time and money to groom
for the induction of new employees with the motive of the organisation which required to make
more effort for employees in a effective way. If employee is leaving from the organisation that
means attrition of the firm is high. To stop such issues HR need to retain their employee by
providing appropriate facilities to them for bringing them back. This can be the reward and
recognition to the employees in better way. The more the retention will be considered for the
firm to make a strong brand value and easily cover the market share due tom better employees.
The performance management is the important function of talent management in which
will help to know the performance of each every employees in the organisation which aims of
developing skills and abilities for the effective quality work from the employees with result
methodologies of execution administration which is straightforward and straight forward idea in
which the firm will gauge the representative execution based on results accomplish by them
(Khilji, Tarique and Schuler, 2015, pp.236-248). The balance scorecard techniques is the kind of
result approach. The outcome approach will centre around the four preceptive, for example,
Financial, client, inner and activities, learning and development. The beneficial estimation and
assessment framework is the another outcome approach which is noteworthy in rousing the
representatives for expanding efficiency and measure the audits. It has certain progression in
which the initial step is to discover the destinations of the firm need to accomplish and second
step will centre around how well such targets are frame, the last advance is the manner by which
noteworthy are they in assessing the performance of the employees.
7

Strategic planning
Strategic planning activities consider important perspective in the organisation process.
In this way, direction define with process and strategy. Therefore, it helps to allocate resources
which pursue in strategy. In the selected business, strategic planning not be complicated but
addressed with current and future needs as well. In this way, flexible short term with enough
information required that cope up with range of the future scenario (Church, Rotolo and Levine,
2015, p.17). In Marriott, practice of workforce planning considered number of common issues
that are driven and collect relevant information to take several actions. Appropriate workforce
also needed to deliver future services and products as well. Evaluation and review embedded into
the systematic process for workforce planning and different information. On the basis of
feedback and planning cycle, evaluation considered in the business environment successfully. In
addition to this, workforce planning is the core HR process and present that is important for
business opportunity and development. It involves building of strategic plan for the future
development. Recently in the selected business, HR practitioners appear to recognise importance
of workforce planning as the important principles (Sonnenberg, van Zijderveld and Brinks, 2014,
pp.272-280). Organisation interviewed to recognised strength and weaknesses in the approach.
For the business development, it includes tools that helps to assess planning process and identify
implementation of actions. It assists to guide towards aims and provide some relevant
information which helps to practitioners in the planning process. Therefore, existing practices
improving in the business that includes models and generate creative ideas for development of
the business (Gallardo-Gallardo and Thunnissen, 2016, pp.31-56). Strategic planning mainly
involves setting goals, determining actions and accomplish goals. Leadership strategy of the
organisation also consider planned and pattern activities that assists to focus on environment
competence. The strategic workforce planing will assist in the long term objective and forecasts
crucial duties the firm will required in the future. On the other hand operational workforce
planing will focus on the short term requirement of the organisations, combine them for recent
talent supply and find out whether extra resource required. The workforce planning give certain
benefit to the organisation in terms of utilising the workforce planning tool, firms can form a
time table of worker hourly and shifts by using appropriate worker and sales forecasting that
matches demand to worker requirement. Therefore, the workforce planing technology will help
organisations and management for effectively preparation for retirement and design a talent
8

acquisition strategy to remove retiring workers. In the planning process, organisation needed
wide and effective communication between HR of Marriott and other people as well. Good
quality of information helps to create proper flow in the business with external resources. These
kinds of resources also contains appropriate mix which is based on the metrics based information
to inform about the short term and strategic intelligence to plan future activities.
The key human asset administration will execute the better strategy since it is likewise
interlinked with assorted variety administration in Marriott. With amazing arrangements and set
of principles can be enhanced to keep up the association assorted variety.
With the help of the several numbers of people participation, it is also seen that business
will able to implement new rules regulations, etc. As results, it also impacts positively on the
labour market. Therefore, it increases productivity of workers and provide them training to
increasing their work performances as well (Brewster, Mayrhofer and Morley, 2016). Hence,
market could be easily develop to decline the job vacancies in proper way. Strategic planning
consider process in respect to consider several activities in workforce planning. It is a systematic
process which align business and Human resource requirement to ensure that firms get the right
employees with the right abilities at the right time and cost to implement effectively and
efficiently. The appropriate planing, that decreasing the risk associated within the business
strategy. There are various components of workforce planing such as strategic and operational.
The Marriott hotel use the both the component which will help them for effective outcomes in
workforce planing. This will be the most important aspect in the organisation need to give more
flexibility to the employees which require balancing their personal as well professional career
(Gallardo-Gallardo and Thunnissen, 2016, pp.31-56). The cited firm had implemented the
effective policies which are considered for employee flexibilities.
CONCLUSION
From the report human resources m.a/ resourcing and talent management can be easily
concluded that In the labour market, there are different fundamental aspects included as the
resources that are most valuable and most challenging in the management activities. The growth
the of the GDP of last year gives buoyant jobs market assist the United Kingdom to achieve at
least 0.4% growth. In respect to solve the issue of labour management, proper recruitment
9

activities needed at workplace of UK environment. There are various components of workforce
planing such as strategic and operational. The Marriott hotel use the both the component which
will help them for effective outcomes in workforce planing. Employee retention refer to the
different policies and practices when left the employees sticks to an organization for a longer
time for which it required the effective employee engagement activities in the organisations.
10

REFERENCES
Books and Journals
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Church, A.H., Rotolo, C.T. and Levine, R., 2015. How are top companies designing and
managing their high-potential programs? A follow-up talent management benchmark
study. Consulting Psychology Journal: Practice and Research, 67(1), p.17.
Darwish, T.K., Singh, S. and Wood, G., 2016. The impact of human resource practices on actual
and perceived organizational performance in a Middle Eastern emerging market. Human
Resource Management, 55(2), pp.261-281.
Gallardo-Gallardo, E. and Thunnissen, M., 2016. Standing on the shoulders of giants? A critical
review of empirical talent management research. Employee Relations, 38(1), pp.31-56.
Khilji, S.E., Tarique, I. and Schuler, R.S., 2015. Incorporating the macro view in global talent
management. Human Resource Management Review, 25(3), pp.236-248.
Pinto, J.K., 2015. Project management: achieving competitive advantage. Prentice Hall.
Sonnenberg, M., van Zijderveld, V. and Brinks, M., 2014. The role of talent-perception
incongruence in effective talent management. Journal of World Business, 49(2), pp.272-
280.
Vivares-Vergara, J.A., Sarache-Castro, W.A. and Naranjo-Valencia, J.C., 2016. Impact of human
resource management on performance in competitive priorities. International Journal of
Operations & Production Management, 36(2), pp.114-134.
11