Analysis of High-Performance Working in Marriott Hotels

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DEVELOPING INDIVIDUAL TEAMS AND ORGANISATION

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INTRODUCTION
The current business environment has become very competitive and in order to survive in the
complex and rapidly growing business world, every individual needs to possess some unique
skills and abilities that differentiate them from other people and support in achieving higher
success in the personal and professional career (Cottrell, 2015). This assignment report will
present an analysis of the knowledge, skills and behaviours of the individuals that are
expected by the HR professionals in a global business organisation. The overall assignment
report will be presented in the context of the global organisation “Marriott hotel”. A
professional development plan will be prepared by analysing a personal skills audit. The
different factor for evaluating and implementing inclusive learning and development will be
analysed to drive sustainable business performance along with the application of learning
cycle theories and development of detailed professional development plan. Moreover, the
concept of High-performance working HPW will be analysed to contribute to gaining the
employee engagement and competitive advantage. The different approaches to performance
management will also be evaluated for creating high-performance culture and commitment
within the organisation.
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LO1
Marriott hotel is a large global hospitality organisation based in America. The company
operates its properties in around 130 countries across the globe. It owns around 62 hotels and
resort brands such as Delta, Marriott hotel, Marriott vacation club and Sheraton. In order to
perform its business activities, HR professionals at the organisation are expects the
employees and individuals to have certain, knowledge, skills and behaviours. The below-
presented report will preset my own learning progress and acquisition of the key skills.
DETERMINATION OF APPROPRIATE AND PROFESSIONAL KNOWLEDGE,
SKILLS AND BEHAVIOURS
In the present competitive global scenario, the Hr professionals are searching for the
individuals having a proper proportion of ‘Hard skills’ and ‘Soft Skills’. The key professional
knowledge, skills and behaviour for staff required by the HR professionals in the Marriott
Hotel are:
Industry awareness: the individuals must have a proper understanding of the industry in
which they are working. The HR professionals of Marriott hotel requires an individual to
have a proper knowledge and understanding of how hospitality industry works.
Communication skills: the individuals must have a good communication and interpersonal
abilities so that they can perform their roles and responsibilities efficiently (Strauss, 2018).
Data skills and numeracy: basic numerical knowledge and data skills is utmost important in
the present scenario. The individuals should possess the abilities to accurately and frequently
perform the basic numeric and data related tasks.
Decision-making abilities: every staff members should possess effective decision-making
abilities while performing their roles and responsibilities within the company.
Teamwork abilities: the individuals must be motivated to work with people within a team. In
order to perform different business tasks, it is important to possess teamwork skills.
Problem-solving: the main motive of company to hire employees is to solve problems. Thus,
the individuals must possess the abilities to formulate workable solutions to different issues
and problems (Strauss, 2018).
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The above-identified skills and attributes are some of the most essential characteristics that
should must be possessed by an individual to perform a range of different roles within an
organisation.
ANALYSIS OF THE COMPLETED PERSONAL SKILLS AUDIT TO IDENTIFY
APPROPRIATE KNOWLEDGE, SKILLS AND BEHAVIOURS AND DEVELOP A
PROFESSIONAL DEVELOPMENT PLAN
In order to comply with the requirements of the HR professionals, an individual’s needs to
have a proper understanding about the personal skills, knowledge and behaviour. a proper
knowledge of personal skills and abilities would support in developing required essential
skills and abilities to become competitive. The personal skills audit can be performed for
identifying individual strengths and weaknesses (Cottrell, 2015). The tools of SWOT analysis
could be used to analyse the personal strengths and weaknesses. In order to identify my
personal compliance with the aforementioned skills and attribute, a personal SWOT analysis
is presented below:
Strengths Weaknesses
 Good analytical skills
 Good at handling large amount of
data
 Good academic knowledge
 Good industrial knowledge
 Technical knowledge
 Problem-solving abilities
 Weak interpersonal skills
 Under-confidence
 Lack of punctuality
 Weak teamwork abilities
Opportunities Threats
 Opportunities for promotion in the
organisation
 Continuous learning and professional
development
 Developments in the hospitality
industry (McDonnell and Sikander,
2017)
 Increasing competition in industry
 Fear of risks and failure
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By identifying the personal strengths and weaknesses through SWOT analysis, I can
formulate an effective personal development plan to develop myself in accordance with the
requirements of the HR professional at the organisation. The personal development plan
would support in improving the personal and professional skills and abilities by formulating
SMART goals for acquiring competitive skills and abilities. A continuous professional
development plan supports in managing own skills on a continuous basis (Sanghi, 2016).
CPD is a planned and constant process that supports an individual to improve and develop
their skills, knowledge and abilities. CPD is very important to keep the track of the personal
capabilities of what needs to be developed and how it can be developed and improved over
time.
The level of performance can be effectively compared with the level of expectation through
reflective learning. It supports in improving the future performance of the individuals. I have
developed a CPD for developing my personal skills to meet the requirements of the HR
professionals.
Goals Specific Measurable attainable relevance Time-
bound
Developing
interpersonal
skills
It support in
effectively
communicatin
g with the
people
To be able to
communicate
with the know
and unknown
people
effectively
By
increasingly
involving in
conversations
and attending
personality
development
programs
It would
support in
communicating
with the peers
and superiors
effectively
3 months
Developing time
management
skills
I enables to
become
punctual and
perform all
my tasks
responsibility
within set
time
To be able to
manage and
perform
within set
time period
By
formulating
time-table
and
scheduling
activities
It enable me to
become more
productive at
work
2 months
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Gaining
confidence
To confidently
present my
opinion in
front of
others
To be able to
present my
opinions and
ideas
confidently in
front of others
This could be
achieved
through self-
motivation
and
observing
leaders
(Sanghi,
2016)
It enables me to
be able to
perform my
roles and
responsibilities
confidently and
making prompt
decisions.
3 months
Improving
teamwork
abilities
Improving the
abilities to
work in a
team and
maintaining a
good
relationship
with the team
members
To be able to
work
effectively in
a team
This could be
achieved by
building trust
and
socializing
with people
This would
enable me to
develop good
relationship
with my peers
3 months
The above-developed CPD would enable me to transform my weaknesses into strengths and
develop myself as a competitive individual.
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LO2
As an external learning and development consultant at the Marriott hotel, I am responsible for
providing proper leering and development facilities to the staff members. the Marriott hotel
operates at the different locations across the world and thus, needs to manage the workforces
at wider level. I am responsible for implementing inclusive learning and development
program for all the employees at the organisation for driving sustainable business
performance throughout its global properties.
DIFFERENCE BETWEEN ORGANISATIONAL AND INDIVIDUAL LEARNING,
TRAINING AND DEVELOPMENT
ORGANISATIONAL AND INDIVIDUAL LEARNING
Organisational learning could be defined as the process of exchanging knowledge within the
premises of an organisation for increasing productivity of employees. While individual
learning could be defined as the process of individual learns through integral motivation for
improving and developing personal knowledge and skills (Burke and Noumair, 2015).
Difference between organisational and individual learning
Organisational Learning Individual Learning
It fulfils organisational goals It fulfils individual goals
It is a short-term process It is a long-term process
It is affected by business activities It is affected by personal habits
Involves organisational resources and costs Involves individual resources
Based on organisational goals Based on personal strengths and weaknesses
of individual
TRAINING AND DEVELOPMENT
Training means pre-planned efforts of organisation to improve the behaviour and skills of
employees While, development means improving existing skills of individuals to make them
more competitive (Bell, et al. 2017). Training and development acts as the organisational
learning tool for motivating employees.
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Basis Training Development
Meaning Activity to increase the
knowledge base and skills
Process of learning and growth
in career
Duration Short term process generally
in weeks
Long terms phenomena
generally in years
Orientation Job oriented nature Career oriented nature
Objective Motive to enhance the
performance of the employees
Motive to facilitate overall
growth to an individual
Focus Focuses on the technical skills
mainly
Focuses on human nature, ideas
and conceptual behaviour
Scope Meant of the employees and
supervisors
Meant to be at managerial level
Level Narrow scope, generally for a
particular reason or path or
aim
Wider scope, generally for
overall growth and future plans
ANALYSIS OF THE NEED FOR CONTINUOUS LEARNING AND PROFESSIONAL
DEVELOPMENT TO DRIVE SUSTAINABLE BUSINESS PERFORMANCE
NEED FOR CONTINUOUS LEARNING AND PROFESSIONAL DEVELOPMENT
Continuous learning is a process where an individual brings significant changes and
improvements in their present skills through learning new knowledge and skills and making
optimum utilisation of available resources. It enables employees at Marriot to enhance their
skills in accordance with the changing work environment (Mone and London, 2018). The
professional development of employees at Marriott should be based on continuous learning.
The Kolb’s Learning cycle could be used for continuous learning and CPD of employees at
Marriott hotel. The different stages of Kolb’s learning cycle are;
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Figure 1: Kolb's Learning Cycle
[Kolb and Kolb, 2018]
 Concrete experience: this is the first stage of learning that individual is ready to gain
new experience and develop their skills and capabilities.
 Reflective observation: it involves continuous observation of the environment and
surroundings to identify self-importance and understand individual abilities.
 Abstract conceptualisation: it relates with executing continuous learning and
experience sharing by incorporating new ideas and concepts (Kolb and Kolb, 2018).
 Active experimentation: the gained ideas and concepts are actively applied and
implemented to develop personal skills and knowledge.
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LO3
APPLY KNOWLEDGE AND UNDERSTANDING TO THE WAYS IN WHICH
HIGH-PERFORMANCE WORKING CONTRIBUTES TO EMPLOYEE
ENGAGEMENT AND COMPETITIVE ADVANTAGE
Organizations all over the world are adopting the latest trends and technology for achieving
high business growth. The companies with access to capital, technology, patent and a culture
of innovation are able to find good success in the marketplace. By using these practices, the
companies can give tough competition to other organizations. It is believed that innovation,
speed and adaptability within an organization can only be achieved if the employees of the
organization are motivated and are ready to adapt to the environment. Organization need to
apply various managerial practices to promote high performance working. High Performance
Working is achieved where is freedom, transparency, trust and openness of communication
within the employees (Katzenbach and Smith, 2015).
The organizations following the HPW have happier, motivated employees. The managers
have a vision for the organization. The managers adapt to practices that are called High
Performance Working. There is research evidence that shows that the best performing
companies adapt to high performance working. High Performance Working is a set of human
resource management practice that produces high performing employees. The organizations
that practice High Performance Working has high employees’ involvement. The organization
adapts to better human resource practices. And company follow reward and commitment
practices. Research has shown that the High-Performance Working organizations have a
20%-40% increase in the productivity level of the employees (Anitha, J., 2014).
FEATURES OF HIGH-PERFORMANCE WORKING
High Performance Working Organization are generally adapted to various human resource
management policies and practices to become an HPW organization. Following are the
general practices of a High-Performance Working. The HPW organization are more
employees focused, the employees have job security. The company give priority to learning
and development. Employees are encouraged to share knowledge with each other. The teams
are self manages and practice of decentralized decision making is followed at the
organization. Organizations follow friendly management practices. Heavy emphasis is paid to
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learning and development activities. The HPW organization adapt to Employees Support
Systems. If employees are supported, then they feel that they should be more responsible for
towered their job. Overall it can be concluded that the organization following HPW have
more employee’s engagement. The employees work in a motivated environment. The
company adopting HPW are more successful as the employees are able to achieve the goals
and targets of the organization (Posthuma et al., 2013).
ELEMENTS OF HIGH PERFORMING WORKING AT MARRIOT HOTEL
Human resource management applies and adopts various practices which help a traditional
organization into High Performance Working organization. There are various elements of a
High Performance Working like training, selection, organizational structures, reward system
and learning. The companies are facing tough competition in the marketplace. The managers
of the organization are trying to improve the efficiency of the organization. The structure of
an organization is very important for the organization. The structure defines the way people
are engaged with various departments, teams and their relationship with their colleagues or
managers (Posthuma et al., 2013). The leaders of an organization are responsible to cultivate
a positive culture at the organization. Marriot Hotel follows a simple organizational structure.
Employees are free to express their views.
They are also encouraged to give useful suggestions. Management and leaders of the
organization are easily reachable. Any employees can directly contact to the higher
management teams. Marriot Hotel follows human resource management practices that are
more suited to the employees of the organization. The employees are very important for the
organization. Marriot Hotel has always tried to follow an employee's friendly management
techniques. The company believes in the practice of task design, task design is a way in
which all the necessary activities of the organization are grouped. Task Design help in
achieving the task efficiently the quality of work is also good. Selecting the right people is
very important for the organization. Marriot Hotel has a very well-defined process for hiring
new people. Selection of the right people is a basic element of High-Performance Working.
The human resource department of Marriot Hotel tries to find the best qualified and skilled
people (Kehoe, 2013). To encourage the employees Marriot Hotel also gives rewards in the
form of incentives and bonus. An effective information system gives the managers to decide
who can access the information within the organization. Marriot Hotel has a very well-
defined information system.
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