HRM201 Case Study: Marriott Hotel's HRM and Competitive Edge

This case study examines the Human Resource Management (HRM) practices at Marriott Hotel, focusing on how the organization utilizes key HRM activities to achieve and sustain a competitive advantage. It covers Marriott's recruitment process, which includes a structured ten-step approach from evaluating vacancies to offering jobs, and its comprehensive development and training programs designed to enhance employee skills and strategic planning. The study also highlights the importance of employee motivation through various factors such as concern for workers, satisfying employee needs, and providing a positive environment with good remuneration. The analysis draws upon several references to support its findings, emphasizing the significance of HRM in driving profitability, growth, and employee confidence within the hospitality industry. Desklib provides access to this case study and many other solved assignments for students.

MARRIOTT HOTEL

INTRODUCTION
 Marriott hotel
 International flagship
 Established in 1957
 Based in Washington
 Founder Edward Marriott
 No of hotels : 566 hotels
 Website : Marriott.com
 Headquarter : US, Maryland
 Employees : 177,000
 Services like stay and indoor activities (Marriott.,2018).

RECRUITMENT AT THE MARRIOTT HOTEL
 Set rules and procedures
 Workers are important part
 Enhanced sales
 Human resource audit
 Human resource plan

RECRUITMENT AT THE MARRIOTT HOTEL
 There are ten steps in the overall process of recruitment
 Evaluate the vacancy
 Write job description
 Person specification
 Giving advertisement of the job

RECRUITMENT AT THE MARRIOTT HOTEL
 Giving application forms
 Taking applications
 Shortlist the people
 Interview
 Choose best candidate
 Giving job offer

DEVELOPMENT AND TRAINING OF PERSONNEL
 Development and training importance
 Marriott consider many training programs like
a.) Hire orientation program for new employees
b.) Hourly training which is on international basis
c.) Core management training

DEVELOPMENT AND TRAINING OF PERSONNEL
 Hotel based programs and offers
a.) skills for supervisors
b.) lead programs and offerings
c.) center for virtual learning

DEVELOPMENT AND TRAINING OF PERSONNEL
 Also there are additional Marriott training which are :
a.) training program related to on- property programs
b.) implementation of strategic planning
c.) good training skills

DEVELOPMENT AND TRAINING OF PERSONNEL
 So, it is seen that
a.) competitive advantage
b.) Profits
c.) Growth
d.) confidence level

EMPLOYEE MOTIVATION INCLUDING
REMUNERATION
 Motivation plays a great role in conducting the activities
smoothly.
 Motivation factors considered by Marriott are :
a.) Concern for the workers
b.) Satisfy the needs of the employee
c.) recognize employees

EMPLOYEE MOTIVATION INCLUDING
REMUNERATION
 Motivation factors considered by Marriott are :
d.) positive environment
e.) Good remuneration
f.) Good communication

REFERENCE
 Haff, G.G. and Triplett, N.T. eds., 2015. Essentials of strength training and
conditioning 4th edition. Human kinetics.
 Rathore, P.S., 2017. Significance of training and hospitality skills for hotel
employees. International Journal of Engineering and Management Research, 7(3),
pp.53-56.
 Wong, T. and Wickham, M., 2015. An examination of Marriott's entry into the
Chinese hospitality industry: A Brand Equity perspective. Tourism Management, 48,
pp.439-454.
 Tracey, J.B., Hinkin, T.R., Tran, T.L.B., Emigh, T., Kingra, M., Taylor, J. and Thorek, D.,
2015. A field study of new employee training programs: industry practices and
strategic insights. Cornell Hospitality Quarterly, 56(4), pp.345-354.
 Magnini, V.P. and Simon, C.J., 2016. Fostering service quality in hotel chains through
a focus on employee development and performance. The Routledge Handbook of
Hotel Chain Management, p.305.
 Marriott.,2018. Hotel search.[Online]. Available at :
http://www.marriott.com/hotel-search/australia.hotels/ [ Accessed on 21 April 2018].