International Human Resource Management Practices: Marriott Analysis

This presentation provides an overview of International Human Resource Management (IHRM) practices, using Marriott International as a case study. It begins with an introduction to IHRM, defining its role in managing human resources at an international level. The presentation then delves into three key IHRM practices: recruitment and selection, training and development, and employee relations, providing examples specific to Marriott. It highlights the importance of these practices in attracting, retaining, and developing employees across multiple locations. Furthermore, the presentation addresses key issues in global human resources, such as communication, feedback, cultural diversity, and benefits and compensation, emphasizing the challenges these pose to organizations operating internationally. The conclusion summarizes the importance of effective IHRM for enhancing organizational culture, selecting the right employees, and recommends continuous opportunities for employee development to maintain skills and boost motivation. References supporting the research are also provided.

International
HRM

Content
 Introduction
 IHRM Practice 1
 IHRM Practice 2
 IHRM Practice 3
 Key Issues of Human Resources Globally
 Conclusion

Introduction
International HRM can be defined as a set of different activities like acquiring,
selecting, hiring etc. that are primarily aimed at managing and controlling
human resources at international level in order to achieve goals and objectives.
This presentation is based on Marriott which is a leading hospitality
organisation that was founded in the year 1927 by J.W. Marriott and Alice
Marriott.

IHRM Practice 1
• Recruitment and Selection – As per the view point of Ruth Mayhew,
recruitment and selection are most important aspects in a company. Recruitment
involves processes like attracting, screening, selecting and hiring the right
candidates for different jobs within an organisation. Selection can be defined as
choosing the most suitable candidate who is a right choice for an open position
within a company. For example- Marriott International operates at multiple
locations which is why this practice holds a lot of importance for it. Thus, its HR
department makes sure that it hires qualified and talented people who it thinks
will be most suitable for a particular job.

Cont…
The process of recruitment attracts a large number of people to apply for a
particular open position in an organisation. This leads to creation of a large
pool of candidates. For example – Marriott International carries out a strict
screening process of people who apply for a particular vacant position in the
firm. This eases out the process of hiring the right people and the company
can also increase its overall profitability in the market by gaining a
competitive advantage.

IHRM Practice 2
• Training and Development – As per the view point of Susan Ayers,
companies invest in training and development in order to help them
strengthen their current skills (Employee Training and Development,
2020). Once right candidates are selected for different vacant jobs, they
are provided extensive training to develop skills that will be needed to
perform they job effectively. For example– Marriott International
conducts regular training and development sessions not only for new
hires but existing employees as well.

Cont…
Training and development helps in retaining the existing staff and makes sure
that members of different teams are engaged to their jobs. Training and
development sessions are generally carried out in groups which means that
people get a chance to interact with each other and discuss about different
ideas. This helps in creating team spirit among team members. For example-
Marriott conducts training and development sessions for its employees from
time to time.

IHRM Practice 3
• Employee Relations – The efforts that are made by an organisation to
handle the relations between employers as well as employees are referred
to as employees relations. As per the view point of Leigh Richards, the
Human Resource Department within a company play an important role in
maintaining effective employee relations (What Is Employee Relationship
Management?. 2020). For example- Marriott International conducts
different employee relation programs to make sure that employees working
for it are compatible working with each other.

Cont…
Positive and healthy employee relations also reduce the problem of
absenteeism and employee turnover to a great extent as they are more engaged
as well as serious for their work and don't feel like taking an off unnecessarily.
Therefore, it is important for employees and employers to share a healthy
relationship as it is uncertain when they might need their help.

Key Issues of Human Resources Globally
Some challenges and key issues of Human Resources are explained below in
global context.
•Communication – This is one of most important issues that is faced by
recruiters when they hire candidates from other nations. Also, communicating
with teams that work in a completely different location overseas can pose a
problem.
•Feedback – When people work through dispersed locations, it becomes
somewhat difficult for the manager or team leader to communicate with his
team members, monitor their performance and provide feedback.

Cont…
• Cultural Diversity – One of the other important issues of human
resources globally is maintaining and understanding different cultures.
This is because a company can have employees working from different
culture and backgrounds.
• Benefits and Compensation – This can be a challenge for companies
that operate globally because different countries have their own
legislation pertaining to the salaries or compensation that should be
offered to the employees.

Conclusion
From the presentation, it can be concluded that human resource is an
important aspect for organisations as it helps in enhancing the culture as well
as supports in selecting and recruiting right people for the right kind of job.
Therefore, in order to carry out all international processes relating to HR
effectively, firms should build a team of senior management who takes care of
all this. Also, it is recommended that Marriott should keep providing various
opportunities to its employees so that their skills are up to date. Also, their
confidence as well as motivation levels will be enhanced.

References
• Ayentimi, D. T., Burgess, J. and Brown, K., 2018. A conceptual framework for
international human resource management research in developing economies. Asia
Pacific Journal of Human Resources. 56(2). pp.216-237.
• Bondarouk, T. and Brewster, C., 2016. Conceptualising the future of HRM and
technology research. The International Journal of Human Resource Management.
27(21). pp.2652-2671.
• Brewster, C., Sparrow, P. and Harris, H., 2005. Towards a new model of
globalizing HRM. The International Journal of Human Resource Management
Group. 16(6). pp.949-970.

Cont…
• Brewster, C., Sparrow, P., Vernon, G. and Houldsworth, E., 2016.
International human resource management. Kogan Page Publishers.
• Budhwar, P. S., 2016. International human resource management. Edward
Elgar Publishing Limited.
• Chiang, F. F., Lemański, M. K. and Birtch, T. A., 2017. The transfer and
diffusion of HRM practices within MNCs: lessons learned and future
research directions. The International Journal of Human Resource
Management. 28(1). pp.234-258.

Cont…
• Geary, J. and Aguzzoli, R., 2016. Miners, politics and institutional
caryatids: Accounting for the transfer of HRM practices in the Brazilian
multinational enterprise. Journal of International Business Studies. 47(8).
pp.968-996.
• Poór, J. and et. al., 2019. Internationalisation of human resource
management: focus on Central and Eastern Europe. Nova Science
Publishers.
• Rees, G. and Smith, P. eds., 2017. Strategic human resource management:
An international perspective. Sage.

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