BMIH6001: Contemporary Themes in Hotel Sector HR Recruitment Marriott

This report delves into the contemporary themes affecting HR recruitment within Marriott International, particularly in light of the changes brought about by factors like COVID-19 and technological advancements. It identifies the importance of adapting HRM policies to attract and retain talented empl...Read More

Conference
Contemporary
Themes HR
recruitment

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
Why this change is important.................................................................................................3
Who this is affecting?.............................................................................................................4
What impact will it have on the Industry?.............................................................................5
Competition within this area- is there any, are you suggesting a new development yet to be
tried out in response to what is happening now.....................................................................5
How this transition will arise – take risks into account and equate and contrast them with
those who work or similar circumstances..............................................................................6
Recommendations – if you ask a question of business or if you just ask a question, you can
very much place an idea there that other people may like to hear?.......................................7
CONCLUSION..........................................................................................................................9
REFERENCES.........................................................................................................................10
Books and journals...............................................................................................................10

INTRODUCTION
Human resources of the organisation act as an essential part of business for as they
facilitate in meeting the objectives related to working for staff in context of the present study
it is based on the issues related to HR recruitment for the study will identify the changes
within HR recruitment process within present time in order to facilitate the organisation with
effective working and analysing how these changes can be managed (Sun and Wang, 2016).
The chosen organisation within this report is Marriott international. The report will highlight
the issues faced by Marriott international in HR recruitment and policy changes adopted by
form according to the current trends.
MAIN BODY
Human resources act as an essential part of a business from s help in shaping different
programs and increasing the productivity by performing within the form for staff it is
identified that recruiting in the today's world get completely different due to accelerated by
covid-19 and other moments for (Adeyinka-Ojo, 2018) .it is essential to bring change within
the recruitment processes as there are number of changes within working system of
organisations. The concept of work from home gets favourable to lots of organisation
working within different industries. As continuous increment within the cases of covid-19
organisations are not doing work from home from a long period of time. This also impacted
on the changes within recruitment process of organise Industry.
Why this change is important.
The business environment is continuously changing because of different factors such
as improvement with and technology globalisation and various others for these factors are
impacting on the performance of the organisation within the market where it is trading. These
are also rendering various impacts towards the organisation that must be mitigated by the
firm in effective manner (Babayi and Ijantiku, 2016). Show the changes within HRM
policies are important for the organisation and order to recruit talented employees who are
favourable with technical equipments along with the can perform different task in effective
manner. This can be seen within the present time of covid-19 that there are lots of changes
within HR recruitment system.as employees are now working from their home bases we are

recruiting and retaining the employee being and tough task for the organisations( Sims,
2016). In context of human resources management it has to develop itself according to the
requirements of current time this make it essential to implement the change within
functioning of HR recruitment system in order to capture the market and improvised the
productivity.
Who this is affecting?
Changes within HR recruitment system will directly impact the different stakeholders that are
aligned with it (Ward, 2020).Some of the major stakeholders that are related with this
function are discussed below:
Organisation: organisation act as a crucial aspect in any kind of change within the
function in and system of it (Betchoo, 2016). The major impact of changing HR recruitment
policies and system will be faced by the organisation ultimately. as changes within the
functioning will increase the cost of organisation working. Here are organisation need to
understand each and every aspect of this change that will also implement the time.
Employees: every human resources policy and it’s changing directly impact on the
functioning of organisation along with the employees. Under this employees are impacted
directly because of this function due to changes in policies.The changes in policy will impact
the functioning of employees as company has to change the complete policies related to HR
and recruitment. This will directly impact on the functioning of employees as they have to
adopt the changes in a rapid manner. Along with this the new recruitment can lead to
screening of existing employees as per the new requirements.
Government: the changes inHR recruitment policies directly organisation along with
the government within the area where organisation is working. In context of Marriott it is
working in international level ( Sarre and Prenzler, 2018). The changes within HR
recruitment policy directly impact the government within the area .as hospitality industry is
facing trouble after covid-19 most of the organisations are screening their employees and
candidates. These changes in policy is directly impacts on the organisations along with the
government for start government will face the issue related to unemployment with informing
this unrest will lead two depression within local individuals and can also lead to campaign
against government.

These are the major stakeholders within the policy changes by Marriott related to HR
recruitment. Recruitment of human resources is helpful for the organisation perform the
functioning but changes within the policies of recruitment will impact different stakeholders
that must be evaluated.
What impact will it have on the Industry?
Hospitality industry in the recent time is badly impacted due to impact of covid-19. It
is analysed that within UK the male married has to shut its operation for around 6 months
which cause a huge loss to the organisation (Giang, 2020). Here the changes within
recruitment policies are also impactful decision that can be help the organisation in
improving its business conditions as well as improvising the current functioning. In context
of this there are different impacts on the hospitality industry of bringing technical friendly
recruitment qualities.
Improvised productivity: improvement within HR recruitment policy always lead to
improve ideation within the productivity of the whole industry full recruitment policies
within a hospitality industry will foster the development of employees (Rowley and Warner,
2016). This is because it will select all those employees who are technical friendly as well as
have innovative minds at. These help the industry in improving the productivity while
working on the particular job.
Bettering management: one more benefit to the hospitality industry of adopting the
changes within HR recruitment is related to betterment within the function of management.
This can be possible because highly educated employees within the new employment scheme
will possess the quality and skills that are needed to be e perform the job. This will help the
hospitality industry in improving the workload of management and guiding the individuals
toward the direction of business objective.
Competition within this area- is there any, are you suggesting a new development yet to be
tried out in response to what is happening now.
Improve profitability: From profitability actors and main factor for which each and
every industry is working. In context of the present hospitality industry scenario it is
evaluated that it is also based on profitability (Grabska, 2017). Implementation of new

program always work toward developing profitability opportunity for the organisation as
employing talented employees and improvising the recruitment policies with in hospitality
industry will facilitate improvised productivity. The better productivity lead to effective
utilisation of the resources and ultimately it will increase the profitability of the firm.
Maintain work culture and environment: Employing this change with an industry
will also bring appropriate work culture and environment. As the new policy includes
effective training and development program that facilitate improvised working. And this
organisation can work in effective manner where form can easily maintain the work culture
and environment. In hospitality industry in maintaining appropriate work culture and
appropriate environment is essential to serve the customer in a positive way. This will bring
customer toward the organisation and retain them for longer period of time.
Reduce conflict: One more benefit that can be availed by the organisation by
employing the changes policies of recruitment is to reducing the conflicts for the trained and
well managed recruited employees will not conflict because there will be no communication
gap and effective culture of working. This brings better opportunity to work the organisation
where both employees and employer can fulfil their goal together and improvise the
condition of industry.
How this transition will arise – take risks into account and equate and contrast them with
those who work or similar circumstances.
Implementation of revised recruitment plan within Marriott has several risk factors in
comparison to the other people and other situations. some of these factors are discussed
below:
Resistance: One of the major risk factor in implementation of new HR recruitment
process within Marriott hotel is related to resistance from the existing employees(Griffith and
Young, 2017). As the new recruitment policies can also lead to screening of existing
employees for stock this will directly bring the resistance within employees and can also lead
to mass resignation.
Unfavourable condition:This are the major risk in front of Marriott hotel to
implement this new HR recruitment system is related to unfavourable condition in the

sentence for staff as after the impact of covid-19 and lockdown business is facing number of
difficulties that has to be managed appropriately. There is an favourable condition within the
environment that are impacting on the opportunities of business within hospitality
industry .implementation of this within current time can also lead to problem for the
organisation because of downfall in business.
Unskilled labour: As per the new recruitment policy is the Marriott hotel is going to
looking for qualified employees who can work within different services ( Horváth and Szabó,
2019). But in recent time there is limited availability of such kind of resources that are highly
demanded and other organisations are also willing to pay higher to them.This makes it as a
risk for the organisation to include the employees and expense training and development.
Required effective training and development: effective training and development is
also essential within this where company has to train different employees according to its
requirement for .this will encourage a huge cost to the organisation which is not possible for
the firm in this time (Phillips, 2017). As after the covid-19 lockdown companies visiting
huge losses in its revenue. This impacted on the organisational functioning and also causes a
risk for the firm.
These are some risk that is associated with implementation of this change within the
organisation. This will be identified by the management within the Marriott hotel in order to
implement the change effectively.
Recommendations – if you ask a question of business or if you just ask a question, you can
very much place an idea there that other people may like to hear?
As per the above analysis it is going to implement a new strategy related to HR
recruitment. This change within the function of organisation leads to various strategic
decisions that have to be made by the firm. In context to this there are some
recommendations that can be followed to improve is the implementation of this change and
achieve better results. These recommendations are discussed below:
 Policies are official regulations that define the standards of the boss on how
employees are treated in general. Companies must take great caution when drafting
new rules to prevent language that contains tough laws that in many situations have to

be applied exactly as written. Promises that may be regarded as an agreement should
be excluded and flexibility inserted into the wording. Policy must be in plain English.
The policy language vary widely, depending on size, competition and even place,
from business to company.
 Employers should provide employees with background information about why the
initiative is being implemented where possible (Jyoti, and Rani, 2017). Enough details
should be provided by employees to understand the position of the organisation, while
keeping the process of communication quick and simple. Employers should choose
the correct approach to implementing a personnel policy based on the intent,
sensitivity and ease of interpretation of the policy. The proper way to disseminate the
policy is also required (e.g. email address, memo or company meetings with
individuals/small groups/all employees) these announcements must be differentiated
from other daily communications that employees can disregard while communicating
via e-mail or company memo. Organizations can modify an e-meaning, mail's alter
the memo or email background and font, alter the memo distribution process, and e-
mail receipts for read..
 Employers should provide employees with a mechanism for raising policy issues in
their negotiating approach. The legislation should provide an appropriate subsection,
demonstrating that the new policy and its date of effect have been obtained and
understood by the employee. A location should be included in the protocol for the
employee's signature and date. The corporation can be used as well as the new-hire
orientation programmes in the corporate manual or intranet. Employers should remind
employees at a later date of the position where they can see the regulation.
Interactions and communication between employees would be supported by simple,
written guidelines that are updated regularly. They show the commitment of the
organisation to a friendly atmosphere. While written rules are not generally legally
mandatory, they can be used for non-discriminatory recruiting and serve as the basis
for strong employee litigation.
 • Policies should be regularly monitored to ensure they comply with federal, state and
organisational requirements. The language of the regulations and the way in which
they are enforced by employers will affect new laws, legislation and court rulings.
The practise should be checked at least once a year, most experts advise. Employers
must also use resources, such as a subscription to a service, a newsletter or a
membership in an HR or an organisation relevant to jobs. The SHRM undertakes to

keep its members up to date with State and federal regulations and with future or
possible laws that could concern them by Government. .
 There will be two obstacles for businesses. To begin, companies must optimise their
virtual processes and ensure that, as they master the technologies, they continue to
search for opportunities to incorporate human touches into their structures. Second,
they must determine when to use virtual and when to use in-person, as well as how to
maximise the applicant experience and appraisal benefits of in-person while
maintaining the pace and reliability of virtual.
CONCLUSION
It can be concluded from the above mentioned information that there are different HR
policies that are followed by the organisation in recent times most of it is evaluated that these
policies has to be reframed according to the requirements of current year of covid-19 for staff
in context of hospitality industry this is acting as a challenge for number of organisation to
implement the changes within HR recruitment. This is because human resources act is an
essential part of the form and changing in the policies can cause resistance within the existing
employees. So the challenges must be mitigated by the organisation in appropriate by
utilising the resources and implementing the program in effective manner.

REFERENCES
Books and journals
Adeyinka-Ojo, S., 2018. A strategic framework for analysing employability skills deficits in
rural hospitality and tourism destinations. Tourism Management Perspectives, 27,
pp.47-54.
Babayi, B.U. and Ijantiku, M.C., 2016. Personnel management and job satisfaction in
academic libraries: a case study of federal college education Yola. Adamawa state,
Nigeria. Global Journal of Educational Research, 15(1), pp.63-77.
Betchoo, N.K., 2016. Public sector management: a millennial insight.
Bina, S., Mullins, J. and Petter, S., 2021, January. Examining Game-Thinking in Human
Resources Recruitment and Selection: A Literature Review and Research Agenda.
In Proceedings of the 54th Hawaii International Conference on System Sciences (p.
1325).
Brown, T., 2021. Organizational Learning: Transferring Baby Boomers’ Organizational
Knowledge in the Manufacturing Industry (Doctoral dissertation, Capella
University).
Elbakry, 2021. ATRX and RECQ5 define distinct homologous recombination
subpathways. Proceedings of the National Academy of Sciences, 118(3).
Giang, D.N.T., 2020. of Thesis Talent acquisition in public sector. Institute for
Computational, 12, p.33.
Grabska, A., 2017. Agile in a Cross–Cultural Context.
Griffith, J.N. and Young, N.C.J., 2017. Hiring ex-offenders? The case of Ban the
Box. Equality, Diversity and Inclusion: An International Journal.

Horváth, D. and Szabó, R.Z., 2019. Driving forces and barriers of Industry 4.0: Do
multinational and small and medium-sized companies have equal
opportunities?. Technological Forecasting and Social Change, 146, pp.119-132.
Hronová, Š. and Špaček, M., 2021. Sustainable HRM Practices in Corporate
Reporting. Economies, 9(2), p.75.
John, T., Gulati, R. and Koehler, B. eds., 2020. The Elgar Companion to the Hague
Conference on Private International Law. Edward Elgar Publishing
John, T., Gulati, R. and Koehler, B. eds., 2020. The Elgar Companion to the Hague
Conference on Private International Law. Edward Elgar Publishing.
Jyoti, J. and Rani, A., 2017. High performance work system and organisational performance:
Role of knowledge management. Personnel Review.
Kim, D.S., Camacho, C.V. and Kraus, W.L., 2021. Alternate therapeutic pathways for PARP
inhibitors and potential mechanisms of resistance. Experimental & molecular
medicine, pp.1-10.
Kotzian, P., 2021. Applying Machine Learning and Artificial Intelligence to CSR-
Compliance. A Conceptual Framework with Illustrations. A Conceptual Framework
with Illustrations.(February 19, 2021).
Powers, N. and Wartalski, R., 2021. The Academic Advising Experiences of Adult Learners:
Preliminary Findings from One Department. American Association for Adult and
Continuing Education.
Reina, R. and Scarozza, D., 2021. Human Resource Management in the Public
Administration. In Organizational Development in Public Administration (pp. 61-
101). Palgrave Macmillan, Cham.
Shortell, S.M., Rundall, T.G. and Blodgett, J.C., 2021. Assessing the relationship of the
human resource, finance, and information technology functions on reported
performance in hospitals using the Lean management system. Health care
management review, 46(2), pp.145-152.

Sofat, S., 2021. Barriers of International Graduates Seeking Employment After Graduation:
A Systematic Review (Doctoral dissertation, Auckland University of Technology).
Suleman, S. and Zaato, J.J., 2021. Local Content Implementation and Development in the
Upstream Oil and Gas Sector in Ghana: Contemporary Issues on Policy
Management.
Taser-Erdogan, D., 2021. EXPRESS: Careers Advancement of Women: Applying A Multi
Level Relational Perspective in The Context of Turkish Banking
Organisations. Human Relations, p.00187267211002244.
Uche, P.C., International Journal of Contemporary Issues in Humanities & Social Sciences.
Wynn, C.L., 2021. How Community College Managers Assess Readiness of Technical
Employees Transitioning into Middle Management: An Exploratory Case
Study (Doctoral dissertation, Northeastern University).
Zhao, T., 2021. The Cadre System in China’s Ethnic Minority Regions: Particularities and
Impact on Local Governance. Journal of Contemporary China, pp.1-15.