Detailed Analysis: Human Capital Management Report for Marriott Hotel

This report provides a comprehensive analysis of human capital management (HCM) within the Marriott Hotel. It begins by defining human capital and outlining the hotel's organizational structure, emphasizing the importance of skilled employees in the hospitality industry. The main body delves into the components of the human capital value chain, including talent acquisition, assessment & development, and career transition, highlighting their roles in employee engagement and satisfaction. The report also examines internal and external forces influencing the company's functions, such as consumer expectations and market changes. Furthermore, it evaluates the human capital supply chain within Marriott, offering recommendations for improvement. The report concludes by emphasizing the significance of effective HCM in achieving competitive advantage and sustaining market presence, with references to relevant academic literature.

MANAGING HUMAN
CAPITAL

Table of Contents
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
Definition of human capital and organizational structure of the company..................................3
Human capital value chain components......................................................................................7
Internal and external forces that influence functions of the company.......................................13
Evaluation of human capital supply chain.................................................................................14
Recommendation.......................................................................................................................14
Conclusion.....................................................................................................................................14
References......................................................................................................................................15
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INTRODUCTION
In the modern corporate era it is essential for the organizations to hire skilled people and
treat them well. Employees are the life blood of an entity, they contribute in the firm and put
their best efforts in order to achieve common goal of the company. Human capital management
can be defined as management of workers so hat they retain in the workplace for longer duration
and utilize their skills and talent for the welfare of the organization (Frank and Obloj, 2014).
Present report is based on the Marriott hotel which is an international brand working tremendous
in the hospitality industry. Main aim of the organization is to serve quality services to clients and
satisfy their needs. Current assignment will describe the human capital and structure of Marriott
hotel. Value chain components of human capital will be illustrated in this study and their
functions will be discussed in this report. Assignment will explain the internal and external
forces that influence the functions of the company (Aqeela and Victor, 2016). Evaluation will be
done of human capital supply chain in the Marriott hotel. At the end of the study
recommendation will be given so that cited firm can make its HCM more effective.
MAIN BODY
Definition of human capital and organizational structure of the company
Human capital management (HCM) can be termed as “range of practices and process
that are implement by the firms for managing their workforce effectively”. It is not only related
with the people those who work in an organization but also their capabilities, knowledge, skills
that helps the firm in achieving its goal significantly (Kianto. and et.al, 2014). Some times it can
be termed as intellectual capital because their thinking, innovative ideas and contribution support
the entity in making sound decisions. Marriott hotel aims to provide satisfactory services to its
clients for that cited firm hires skilled people in the workplace those who have sufficient
knowledge and experiences about the hospitality industry (Dimov, 2016). It treats them as assets
and train them as per the requirement of modern corporate world. This helps in motivating the
people and making them loyal towards the brand. Hospitality industry is one of the challenging
sector because consumers expect a lot from the hotel and restaurant. Their needs and preferences
get changed frequently. But companies those which are working in this industry for them it is
essential to make modifications in the business operations as per the needs of consumers. It is
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only possible when company has strong team and talented workforce (Rauch and Rijsdijk,
2013).
Manager of the Marriott hotel continuous monitor the performance of the employees and
motivate them by giving reward and recognition so that they can improve their performance level
and can contribute well in the success of the entity. Management of the human resource is no
only the responsibility of the human resource department of HCM department. It is the duty of
all executive and managers those who work within the organization (Kirkpatrick, Vallascas and
Veronesi, 2015). Managers have to display the strong leadership and have to lead the team well
in order to manage their capital well. If company is managing its workforce effectively then it
will be able to gain competitive advantage and cited firm will be able to sustain in the market for
longer duration. Marriott hotel values the skills and knowledge of its employees and give them
benefit accordingly so that they sustain in the company for long period (Autor and Handel,
2013). For that managers or higher authorities time to time organize meeting wit h the staff
members so that their views can be identified and their problems can be addressed. After that
managers make strategy to resolve the issue of the employees so that people can work in the
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Illustration 1: Frame work of HCM
Source: (Pereira and Malik, 2015)

workplace with happiness. Cited firm believe that if staff members are liking the workplace
environment them they will put their best efforts and will support in achieving goal of the
organization (Bani and et.al, 2014). Human capital department of the Marriott hotel organize
training for the employees so that they can raise their skills and can deal with the consumers
well. It motivates them and they feel confident.
Human Resource structure and
organogram
Human resource structure can be defined as manner in which company arrange, organize
and control its activities in order to accomplish its goal. Marriott hotel in the international firm, it
can not involve all its workers in decision making process (van Uden, Knoben and Vermeulen,
2014). There are many people works in the organization and they work in different departments.
It is very difficult to manage the human resource effectively. So cited firm follows the
hierarchical structure in the workplace in order to manage its employees. There are general
manager who leads to the assistant manager (Chemmanur and et.al, 2015). Assistant manage
leads to head of all departments. This tall structure helps the Marriott hotel in managing its
employees well. By this way company is able to enhance the coordination among its staff
members. If there is any confusion related to the role and responsibilities then executive can
communicate with its immediate manger and the person guide them well so that individual can
perform its duties well (Zhuo and et.al, 2016).
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Illustration 2: flow chart of Human resource structure
Tall human resource structure helps the cited firm in reducing the conflict situation
because in this, managers monitor the performance and activities of all staff members closely
and if they do any mistake then they guide them well. It is the great part of the Marriott hotel in
which all department heads conduct time to time meeting with the lower staff members and
communicate with them (Kostovetsky and Manconi, 2016). It assists in identifying their
satisfaction level in the workplace. By this way company takes immediate actions to resolve the
issues of the organization so that they sustain in the workplace for longer duration and perform
their duties well. It makes them loyal towards the brand and they put their best efforts to improve
the overall performance of the entity to great extent (Cooke, Saini and Wang, 2014).
Human capital value chain components
Value chain is the essential element that helps the organization in running its business
smoothly. It is important for the corporation to analyses the value of human capital effectively
and treat them well. The way of interacting of the managers with its staff helps in achieving the
goal of the organization (Ost, 2014). Traditionally there were two departments; line managers
and human capital manager treat differently to the employees. But in the modern corporate world
there is single authority who handle the person and guide them well so that they can perform
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their duties well. The main components of human capital value chain in the Marriott hotel are as
following:
 Talent acquisition
 Assessment & development services
 Market commentary and insights
 Career transition and Mentoring
These are the essential components and play significant role in analyzing the value of an
individual in the workplace (Leal and et.al., 2014). With the help of this tool cited firm is able to
address the issues among the staff members and proving them facilities accordingly so that they
can grow well and can be valuable for the entity. It is the essential model that helps the
corporation in improving its workplace environment and motivating the people to stay in the
organization for longer duration (Kirkpatrick, Vallascas and Veronesi, 2015).
Value chain analysis of human capital is the model which was introduced by the Michael
Porter. It is the beneficial tool that helps in gaining the competitive advantage to the organization
and helps in increasing the loyalty of the workforce to great extent (Autor and Handel, 2013).
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Illustration 3: human capital value chain
Source: (Chemmanur and et.al, 2015)

Human capital Value chain displays the total value of an employees and defines
individual's potential so that managers can measure the effectiveness of the person in the
workplace. Value chain analyses can be termed as activities within the firm that helps in
identifying the strength of the entity (Volery and et.al, 2013). Human resource are the assets of
the organization, they put their best efforts in order to achieve the common goal of the company.
Marriott hotel pays close attention ion its employees and provide them training so that they can
enhance their value in the corporation. Apart form this, cited firm measure their performance
through the 360 degree methods and other techniques. That helps the cited firm in identifying the
issues and weakness among the people so that managers can make necessary steps to improve
their skills and to motivate them to improve their level of performance (Ost, 2014).
In the input section managers of the Marriott hotel have to adopt leadership skills. That
assist in leading the people well and by this way people can be positive towards the brand. It is
the great tool that assist the authorities in analyzing the capabilities of the entity. HCM value
chain is the beneficial tool that assist in allocating the resource significantly so that company can
run its operations significantly (Leal and et.al., 2014).
Value chain activities
Value chain is the tool that helps the Marriott hotel in identify the inherent capability of
the individual that can be developed with the help of value activities. It can be divided into two
main categories such as primary and secondary activities (Pereira and Malik, 2015).
Primary activities
In the HCM value chain primary activities are such as recruitment process, performance
management and career planning. These all functions are related with the human capital
management department in which human resource manager recruit the person those who are
having good skills and are capable to perform in the workplace better. That assist the
organization in achieving its goal soon (Frank and Obloj, 2014). Recruitment process is one of
the major element that supports the cited firm in hiring the talent person in the organization.
Performance management is another function of the value chain analysis that is an effective tool
that helps the organization in measuring the overall performance of the entity to great extent. It is
the activity that supports the managers of Marriott hotel in order to address the strengt6h and
weakness of the corporation. By this way company can organize the training session for the
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people those who are having lack of skills. It is the great tool through which company will be
able to enhance its overall performance (Aqeela and Victor, 2016).
Marriott hotel organizes the meeting in the organization in order to enhance the
communication with the staff members. It makes the human capital loyal towards the brand and
by this way cited firm is able to serve the consumers well. That is why clients of the company are
giving positive feedback to others (Kianto. and et.al, 2014). Cited firm also gives
accommodation facilities, incentives to the employees so that they get motivated and perform
well in the workplace. It is the great technique that helps the entity in enhancing the value of the
person in the workplace. In addition to this, career planning is another function of the HCM
department in which managers of the Marriott hotel conduct the activities in such manner so that
overall development of the employees can be taken place (Rauch and Rijsdijk, 2013).
Secondary activities
In the secondary activity's communication, training and management development,
compensation, facility and administration are involved. In this session manager of the Marriott
hotel works to develop communication in the organization so that misunderstandings can be
minimized (Autor and Handel, 2013). It is the essential part if the HCM value chain system in
which higher authorities of the cited firm try to resolve the grievances issues in the organization.
Some times die to miscommunication complex situation takes place in the workplace that may
turn into critical condition if managers do not focus on it on time. In the Marriott hotel managers
always work to adopt the best techniques through which they can coordinate well with the staff
members. Furthermore, cited firm always try to train its employees well so that skills of the
person can be developed (Chemmanur and et.al, 2015). It is the essential tool through which
cited firm can enhance the capabilities of the workforce to great extent. In addition to this,
facility and administration is also involved in the value chain secondary activities. In this
Marriott hotel give good facilities to its workers so that they feel motivated and sustain in the
workplace for longer duration (Zhuo and et.al, 2016).
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Components of human capital management are described as below:
Talent acquisition
It is one of the major component of the human capital value chai8n system. In this
managers have to recruit the people those who are capable and effective for the organization. The
main purpose of this element is that to hire the qualified and experienced people in the workplace
those who can contribute well in the success of the company. Marriott hotel hires the people
from interim recruitment is the technique which is used by the manager of cited firm. By this
way cited firm selects the candidates from existing workplace (Aqeela and Victor, 20160. It
promotes those people those who are highly talented and are able to fulfill higher responsibilities
as well. By this way Marriott hotel reduces its cost and enhance its profitability as well.
In this recruitment process company is not required to make existing people aware with
the working environment of the organization. By this way candidate can perform new
responsibilities easily (Bani and et.al, 2014). Individual is already comfortable with the
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Illustration 4: HCM value chain
Source: (van Uden, Knoben and Vermeulen, 2014)

workplace so person will per form its duties well if candidate gets promotion in the organization.
Marriott hotel first focus on the skilled on the applicant and its previous performance level and
according to these managers promote them to higher position (Volery and et.al, 2013). It helps in
motivating the person and making them loyal towards the brand. It is essential function that
supports the cited firm in increasing retention rate of the employees in the workplace. It is an
important function that supports the hotel in utilizing the skills of the persons well and by this
way overall revenues of the organization can get improved. Some candidates are hired by the
Marriott hotel from out of the entity (Pereira and Malik, 2015). It is essential function of human
capital value chain because in this cited firm recruit only talented people those who are interested
in job and can sustain in the workplace for longer duration. In this process company selects the
skilled people and that is essential for the growth of the organization.
Assessment & development services
It is another component of the human capital value chain system in which managers of
Marriott hotel takes aptitude test of the candidates so that they can analyze that whether
individual is capable to perform the duties effectively or not. Behavioral profiling is important
function of this element (Bani and et.al, 2014). That is essential for the Marriott hotel because by
this way managers of the company can identify or measures the behavior of the candidate
towards the brand. By this way they can take immediate action to turn the attitude of the people
and make them positive towards the organization. It is the tool through which company can get
to know the difference between positive and negative employees (Dimov, 2016). That supports
the entity in addressing the reasons of their opposite behavior and by this way they make strategy
to create positive image of the company in front of the employees. Psychometric test is another
function of this development services component. That helps the entity in changing the point of
views of the candidates by this way they put their best efforts to improve the performance level
of the firm. That is essential for the development of the organization because talented people
will be retain in the organization for longer duration (Zhuo and et.al, 2016).
Market commentary and insights
It is done through leadership, salary surveys and talent pipe lining. It is one of the main
components which support to the Marriott hotel in conducting the business operation smoothly.
Through leadership, managers lead employees well, motivate them and guide them so that they
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can sustain in the corporation for longer duration (Leal and et.al., 2014). Salary surveys is
another function of this component through this way company can identify whether the people
are satisfied or not. It is essential for the organization because that can help the cited firm in
making strategies that can develop the corporation.
Market commentary and insights is the significant component that is beneficial for the
organization because through this way cited firm will be able to conduct business operation well
and it will reduce the conflict situation in the workplace to great extent (Ost, 2014).
Career transition and Mentoring
In is another component of the in which higher authorities give career advice to the
employees of Marriott hotel. In this, managers suggests the lower staff level workers how they
can get promoted and how they can get developed in their career. CV, interview and consultation
are another function of the human resource managers in which authorities of cited firm takes
interview of the candidates and give opportunities to them (Bani and et.al, 2014). This function
of human capital manager of cited firm helps the organization in enhancing skilled people in the
workplace and by this way overall business performance of the firm can get improved. Career
transition and mentoring is the essential components. By giving proper mentoring to the people
company suggest them path so that they can perform their duties well and can contribute well in
the success of the firm (Kostovetsky and Manconi, 2016).
Learning and growth is the most important part of the human capital value chain
analyses. Marriott hotel gives opportunity to its workers so that they can learn new skills and can
improve existing capabilities. That is the essential tool through which cited firm can enhance
level of performance for the employees significantly. That helps the organization in satisfying its
workers and sustaining them in the organization for longer duration (Zhuo and et.al, 2016).
Internal and external forces that influence functions of the company
There are many internal and external forces that that affect the function of the
components to great extent. Description of these forces as following:
External factors Political Factor: It is one of the major element that affect or influence the overall
working of the organization. If political condition of the nation is not good then company
will not be able to conduct its business operations well (van Uden, Knoben and
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