Human Resources Management Report: Marriott Hotel Analysis

This report provides an in-depth analysis of Human Resource Management (HRM) practices, focusing on the Marriott Hotel. The report begins with an introduction to HRM, emphasizing its role in organizational management and employee empowerment. Task 1 explores guest models, comparing hard-soft and loose-tight approaches, and delves into management consulting and its six dimensions, including HRM strategy and outcomes. It compares Hilton and Marriott's HRM approaches, highlighting Storey's definitions and personnel management strategies. The role of line managers is examined, detailing their responsibilities in organizational structure, leadership, and task allocation. Task 2 examines workplace flexibility, defining its importance and various types, such as flexible schedules and work locations. The report also outlines the advantages of workplace flexibility for both employees and employers, including cost efficiency, skill development, and increased job satisfaction. The report concludes with a comprehensive overview of HRM strategies, providing insights into the management practices of the Marriott Hotel.

Managing
Human
Resources

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
1.1................................................................................................................................................3
1.2................................................................................................................................................4
1.3................................................................................................................................................5
Task 2...............................................................................................................................................6
2.1................................................................................................................................................6
2.2................................................................................................................................................6
2.3................................................................................................................................................7
2.4................................................................................................................................................8
TASK 3............................................................................................................................................9
3.1................................................................................................................................................9
3.2................................................................................................................................................9
3.3..............................................................................................................................................10
TASK 4..........................................................................................................................................11
4.1..............................................................................................................................................11
4.2..............................................................................................................................................11
4.3..............................................................................................................................................12
4.3..............................................................................................................................................12
CONCLUSIONS............................................................................................................................13
References .....................................................................................................................................13

INTRODUCTION
Human Resources Management is the function in which organisation aims at the recruitment
and management, and the way is to direct for the people who work in the Organisation. The
process and activities which the peoples were organised. This department considers the
administrative job, teaching and advice the management and their talent. They have the role in
overlooking the responsibilities which inspire the organisation. It creates a new team and
motivates the empowerment of the employees (Armstrong and Taylor, 2014). The frequency of
the members in the organisation to participate in extra activities and programmes or special
events with the families of employees are involved. They are responsible for the performance on
the productivity and contributes. It takes the ownership for the process of selecting and recruit.
They are mostly redistributed and retention for the senior employees of the organisation. They
function on the work by expanding frequently and rapidly with time management and talent of
the individual of the organisation (Bratton and Gold, 2012.). Marriott Hotel manages the
functions of HRM, and it develops the environment and atmosphere of the organisation. It works
to the recruit and selects the employees for the development.
TASK 1
1.1
Guest models consider, and it relates to nature and behaviour of the human. It has two
components such as hard- soft and loose-tight. It is the difference between the weak strong like

of the resources of the human. It is the direct the relations and emphasis the work performance.
Marriott Hotel considers the dimension of the guest model such as follows:
 Management consulting – It is the approach which calculates the quality and quantity of
the business and different strategy and approach are applied. It deals with the rules and
regulation of the cited firm. It performs the role in generating the good relationship
among the workers of the organisation. It closely relates to the objectives of the cited
firm. It has six dimensions of analysis such as
 HRM strategy
 HRM practices
 HRM outcomes
 Behaviour outcomes
 Performance outcomes
 Financial Outcomes
It is based on the analysing and supposing the role of HRM in a different way such as traditional,
ideal, implicitly. Marriott Hotel consider the basic four targets to achieve
 Strategy Integration
 High Commitment
 High Quality
 Flexibility
 It is detailed and based on supposing the management style
Price
The workers get inspired by supporting the organisation to get their goals and targeting on their
core values.
The excellence will be targeted it the values which get inspire in the organisation policies and the
objectives were improved.
Core values
Strategy – It sets for the long term.
HR policies – Regularity
Behavioural outcomes -It is the direction which effect and resolve the issues and consider the
communication and the behaviour through the organisation.
Performance – It is used to control the performance of the workers over the time.

Financial Outcomes – It is the outcomes of the strategy, and it shows the performance of the
employee work in the organisation.

1.2
In the present section, two organisations have been adapted in this so that it will assist from a
better understanding of all three terms (Budhwar and Debrah, 2013). Here Hilton and Marriott's
hotel are their with the description of all three definitions:
Definition HILTON HOTEL MARRIOTT HOTEL
Storey’s definitions of HRM Hotel Hilton considers the
planning towards corporate. In
which they use this definition
for better utilisation of
workforce in the entity.
Hotel Marriott considers the
constellation of the beliefs of
the customer. In storey Model,
the Hotel Marriott considers
the line management
Personnel management Hotel Hilton considers the
informing decision about the
people management and the
needs to maintain the
ecosystem and effective
Management of hotel uses this
term towards the employee
welfare that leads to a familiar
environment in the workplace.
IR practices Hotel Hilton involves all
authorities done by the line
manager to the government.
With the help of this
management can deal with the
conflict's problem in more
effective manner.
Hotel Marriott considers the
legislation ruled by the
government. All these rules
assist for maintaining work-
related discipline in the
organisations.
1.3
The main base attractive which help the cited firm to develop the favourable human
Resource policy that would benefit for the line mangers (Denhardt and Aristigueta, 2015). There
are different set of roles that has to be played by line manager. However, main aim if to make
sure that they support the organization in achieving the goals and objectives. Below given are the
roles that are played by line manager:

 The structure of the organisation – It is changed from horizontal to vertical. It helps out
the various number of the level of Hierarchy of the organisation which is existed. They
are able to reduce the miscommunication regarding the employees of the organisation.
They have to improve the flow of the communication and transfer information through
which workers will be able to perform their part of roles effectively and efficiently.
 Leadership – It is automatically converted from autocratic to direct leadership. Line
manager understand the issues that are faced by workers and accordingly they provide
them with training and this helps to raise performance level.
 Core Values – It is to give training and provide more info to the employees and act
through the reflection of the company it generates the strong picture, and it gets affected
in mind and in customers heart.
 Widespread of the points - It is to improve by comparing or competitive nature among
others. It is to connect with the performance of each and every employee of the
organisation.
 Allocation of task: Line manager understand the part of skills and capabilities of their
employees. As per the capabilities, manager will distribute the tasks and this is helpful
enough to complete the task on time and that also with proper quality.
 Supervision of employees: They monitor workers and understand their level of
performance. Further, they make sure that the issues or problems that are faced by them
are solved so that performance level can be raised.
 Emergency points – The purpose for success and it is to compatible with others, and it is
important to develop the business approach which is fit for the cited firm.
 Construction Point – It is the characteristics of the organisation regarding customs, it is
to guide, and self help and to connect with relevant variables of the programmes in the
organisation.
On the other hand, role of employees is to carry out the duties that are provided by line manager
and make sure that the guidance and direction provided is being followed. Different people have
diverse set of skills and capabilities. Line manager understands them and it is important that
workers understand the tasks that are provided to them and perform accordingly.

Task 2
2.1
The model of Flexibility in the workplace management of the Hotel Marriott stands for the
changes in political, economic, social, technological according to Demand flexibility. Flexibility
stands for the essential centred feature of the cited firm. The changes which are constantly done
among the working ecosystem are at high risk (Jackson, Schuler and Jiang, 2014). The lack of
flexibility determines the high risk and it indicates the failure of the success. The organisation
must apply the strategies which are effective and give the response and result in benefit and
makes the position (Kehoe and Wright, 2013). It leads to the highest profit with the high
productivity, job satisfaction increase and the employees get motivated in the market of
competition. It is the part which is an influence for the organisation of their workplace, and it
improves the workplace flexibility and achieves the goal for the long term for the organisation. It
improves the memorable strategies and expand the theory and determines the success. The scope
and the intention of the workplace flexibility where in the organisation the managers, employees
and the workers are included for the benefits of entire organisation. It is an approach which
carries the improvement in the engagement of the employees to diversify the satisfaction with the
job. It aims to search out the more quantity members for the organisation to expand their work
with the performance such as a report, inputs, programmes (Mello, 2014). It generates the
opportunity to develop and the growth of the position of the employees. It considers the career
for the employees to take a break from work with the personal cause. It to grant the work from
the various place such as offices and it is based on the work is given.
Further, there are different type of models for flexibility that are given by diverse
researchers. As per Atkinson flexibility firm, there are two type of flexibility identified and they
are as follows:
Functional: This can be determined as strategy in which management aims at developing
and adjusting employees skills as per the task that is provided to them. It includes requirements
that is changing through production method and changing workload.
Numerical: In accordance with this strategy, firm will aim at adjusting the input in order
to meet fluctuations in output. This is done by raising part timers, agency workers, etc.

2.2
There are various types of the workplace flexibility which have been followed in the cited firm
it is vital area to perform the various practices and the rules and regulations are evolved to
maintain the effective and productive workplace and the improvement, and it includes the
improvement of life-based work life which is balanced to the organisation. It commonly
describes in three parts such as
 Flexible Work
 Arrangements
 Time off
 Schedules
It is to expand the development of the organisation in various stages as it is in breaks, a
compressed week off, Part-time job, Job sharing and their alternatives. It is analysed by the cost
and their benefit.1. Flexible schedule – It is formed at the standard time and improve the efficiency and
generate more products.2. Work schedule can be reduced – It increases the scale and their limit to manage the
situation of individually needs. It covers by the continuity. It is distributed by overlapping
the days of working.3. Location of Work – It offers the alternative place to work as home office, satellite and by
travelling.4. Management of time – It generates the concentration on work and the enable to focus on
the productivity. It interrupted the daily routine as well no meetings and the advantage of
the employees to reduce stress and communicate the outside of few hours and the option
of transportation it gives the comfort for the workers they do.
5. Based on team – It minimises the overwork whereas they work with the team which
simplify the culture and the problems regarding the work. It improves the collaboration of
team.
2.3
The advantages of the Hotel Marriott for the both the employees and employers are as
follows :

 The effective of cost and the efficiency such as to increase the saving when the
employees work from home. It can be worked for 24 hours anytime. It is up to the time
management.
 Skills are to be developed because the business which attracts the customer and to
convert the workforce of the cited firm.
 The part for the selecting and recruiting is to be reduced.
 Satisfaction of the job is growing better with morale of the employees.
 It reduces the absence of the sickness level.
 The continuity of the work growing more and more rapidly on a regular basis.
 The loyalty of the employees and their trust worthiness increase and the effort increases.
The result grows with the effective value of the employees.
 The competition increases because there are various huge crowds for the balancing the
workplace with less effort. It makes changes the value in the market which effect the
performance of both the employees and employers.
 The operational difficulties change if it faced to make better.
 The flexibility reduces while the potential reduces.
 Avoids Traffic and stress – It commutes their work and the performance in office to
reduce the stress and enjoy the work with the workplace.
 Reduce Employee burnout – It states that the employees can take time off for the relax
which they can stress out and enjoy the work.
 Minimise the turnover – It is depended on the performance of the staff overall as
employees and employers.
It is the way to challenge the other organisation as well as Hotel Hilton to compare with the
employee performance. It is beneficial for the employers, and the schedule is flexible and to
engage with the positive learning and the memory.
There are different type of flexibility and they are as follows:
Numeric flexibility: This is a type of flexibility in which organization will adjust with the
quality of labour in order to meet up fluctuation in demand.
Functional: It is to make sure that employees make use of their abilities towards full
efforts.

Temporal: As per this type, employees are provided with the opportunity to work as per
their preference.
Locational: This is a type of method in which employees are sent to different place and
made to perform their role and responsibilities.
Financial: This is the ability of organization to react over unexpected expenses and
different opportunities related to investment.
2.4
The Impact of Hotel Marriott the various changes in the labour market which is flexible
in the working place and the practices are to describe such as :
It determines the flexibility and their consistency and the will power to perform well in the
organisation. It considers the changes in demand of the customer. It is centric to supply for the
demand. There are macroeconomic overs to achieve the goal and objectives for the organisation.
1. The mobility of Labour – It considers the ability to shift from one job to another job. It
states to shift from one location to another location of the organisation to work.
2. Migration of Labour – It motivates the labour between the different countries and it
increases the level of the labour in market and country received.
3. Flexibility of Wages – It is the substance where the market place where the wages are
flexible, and it evaluates with demand and supply. It gives the relation between adjusting
with sectors and the economical issue as the inflation.
4. Bargaining – It is stated nationality, and which it effected on the local basis and the
condition are local and the changes to be done if it provided in the organisation.
5. Pay Work – It is to reduce the gap between employment and non-employment. The tax
are to be paid as excessive work in the organisation affect as the incentives for the
employees.
6. Training – It occupies the work and their methods to perform their work. It increases the
loyalty and mobility of the employees in the organisation.
7. Entry and Exit – It is the way to fulfil the requirement of the organisation as it flexible
and the disability for the discrimination and it minimises the effort of the market labour
flexibility.
8. Information – It is to give the information regarding the vacancies of the job,
opportunities in the firm.

TASK 3
3.1
There is various discrimination which is not fair for the employees. Hotel Marriott is the biggest
organisation where the waiters, employers, and the managers of the organisation is equally
paying and compensate. It is depended on the religion, disability. It has been various interview
for the more employees in the organisation (Mok, Sparks and Kadampully, 2013.). They should
give the most convenient to the females. It is one of the sexual discrimination means which
treated rudely or badly. It would generate Heterosexual. It is the managerial style. The language
issue forms when anyone of them due to the region they speak. Race discrimination is comparing
other race, and it should be taken for the position. Pregnancy is the one of the factors which
complains the parts such as overweight. Religion is the person is treated harsh, and they don't
trust on the beliefs.
There are different form of discriminations that taken place within the organization.
Among which that are as follows:
Gender and age: As per this discrimination, workers are based on the basis of gender. In
this context, it includes male and female. Further, people are differentiated on the basis of age
groups, people who are old are not considered when compared with young people.
Religion and disability: Discrimination take place among religion and people prefer to
given chance to individuals who are of same religion. Further, people are also discrimination
who have disabilities.
3.2
The practical implications of equal opportunity's legislation in Hotel Marriott is to
describe as follows:
It replaces the previous policies to implement the organisation for the long term and
result out and achieve the success. It provides the equality and remuneration for the employee to
increase their performance (Nickson, 2013). The organisation of the board and the director lead
changes to the organisation if it requires for the development. The employers are liable for their
performance and the responsibilities of their work with effort. They play the important role and
follow the right of the work to be given. The competitor increases the purpose and intention to
promote the development of the organisation (Renwick, Redman and Maguire, 2013). The