Human Resource Management at Marriott Hotel International Ltd

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HUMAN RESOURCE MANAGEMENT
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Table of Contents
INTRODUCTION........................................................................................................................3
TASK 1...................................................................................................................................... 4
IMPORTANCE OF HUMAN RESOURCE MANAGEMENT AND THE ROLE AND PURPOSE OF
HRM IN MARRIOTT HOTEL INTERNATIONAL LTD.................................................................4
TO DEVELOP AND JUSTIFY THE HUMAN RESOURCE PLAN BASED ON THE ANALYSIS OF
DEMAND AND SUPPLY FOR MARRIOTT HOTEL INTERNATIONAL LTD..................................5
TASK 2...................................................................................................................................... 7
2.1 TO ASSESS AND INVESTIGATE THE CURRENT SCENARIO OF EMPLOYMENT RELATIONS
WITHIN THE SERVICE SECTOR PERSPECTIVE IN THE UK.......................................................7
2.2 TO IDENTIFY THE DIFFERENT EMPLOYMENT LAWS THAT AFFECTS THE MANAGEMENT
OF HR IN THE UK IN CONTEXT TO MARRIOTT HOTEL INTERNATIONAL LTD.........................8
TASK 3.................................................................................................................................... 10
3.1 IDENTIFY A JOB TITLE IN CONTEXT TO MARRIOTT HOTEL INTERNATIONAL LTD AND
DISCUSS ITS JOB DESCRIPTION AND PERSON SPECIFICATION............................................10
3.2 TO COMPARE THE SELECTION PROCESS OF MARRIOTT HOTEL INTERNATIONAL LTD
WITH DIFFERENT SERVICE BUSINESS..................................................................................11
TASK 4.................................................................................................................................... 13
4.1 EXAMINE THE TRAINING AND DEVELOPMENT FUNCTION IN MARRIOTT HOTEL
INTERNATIONAL LTD AND ASSESS THE CONTRIBUTION OF TRAINING AND DEVELOPMENT
ACTIVITIES TO THE EFFECTIVE OPERATIONS OF THE BUSINESS.........................................13
CONCLUSION..................................................................................................................... 15
REFERENCES.................................................................................................................... 16
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INTRODUCTION
In this report, the emphasis has been laid upon the management of human resource which
includes the process of acquiring, developing, motivating and maintaining the efficient group
of employees at Marriott Hotel International Ltd. The laws related to employment and the
relations among the employees at the Hotel will be discussed. Thus, at last, the discussion
will be made on the process of recruitment as well as the selection and the importance of
training and development in context with Marriott Hotel International Ltd.
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TASK 1
Being appointed as the HR management trainee at Marriott Hotel International Ltd, the role
and the importance of HRM at the company will be explained in this report. The human
resource plan is also to be formulated which will be based on the demand as well as supply
along with the detail explanation of the roles and responsibilities of staff members of the
company.
1.1 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT AND THE ROLE
AND PURPOSE OF HRM IN MARRIOTT HOTEL INTERNATIONAL LTD
Human resource management provides direction to employees to work towards the
organizational goals and objectives, which, in turn, motivate the employees to perform
efficiently. HRM focuses on making the optimum utilisation of the skills of the employees and
their competencies (Bratton and Gold, 2017).
In the Marriott Hotel International Ltd, there is a huge importance of HR and its functions.
Due to the functions of HR, the organizational cost is controlled and it leads the company to
a better future and the objectives are achieved effectively (Noe et al., 2017).
Following are some models that can be applied to the company in order to understand the
importance of HRM at Marriott Hotel International Ltd. There are generally 4 types of
components that form the part of HRM such as acquiring, developing, job appraisal and
providing the rewards. Thus with the help of this model, the functions of HRM and their
interrelations in context to Marriott Hotel International Ltd will be determined that has
enhanced the quality of performance at the company. The managers of the company
contribute their support in overcoming the challenges that are faced by the hotel. The model
will also emphasise the importance of HRM towards the achievement of the business
objectives. HRM improves the standard of living of the employees and the staff members
working at the organization and thus this leads the organizational performance to be
effective and also leads to the increment of the wellbeing of the society (DeCenzo et al.,
2016).
At Marriott Hotel International Ltd, the policies related to HRM should also be considered.
This policy includes the strategy of HRM. The strategy can again be classified into the hard
as well as the soft strategy of HRM. With the help of developing the soft strategy of HRM,
the relationship between the employees of the company and thus the management of the
people at Marriott Hotel International Ltd can be done effectively. Soft strategies also involve
the training and development as well as safety and job security of the staff working in the
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company. The HRM’s hard strategies involve that there should be the return from the
investment being made in the human resource in the company and thus the expectations are
always higher from this department (Noe et al., 2017).
ROLES, AS WELL AS PURPOSE OF HRM AT MARRIOTT HOTEL INTERNATIONAL
LTD, ARE EXPLAINED AS UNDER:
Selection and Recruitment:
It is one of the most important function carried out by the HR of Marriott Hotel International
Ltd to ensure the staff level In the company is maintained and the efficient and skilled staff
are being selected for the organization. The Marriott Hotel International Ltd with the help of
the effective staff members manages and controls the effective level of service so that the
guests can be served efficiently (DeCenzo et al., 2016).
Relations Between Employees:
The employees working at the hotel are the backbone of the organization and the
interrelations among the staff of the Marriott Hotel International Ltd leads the organisational
success and to maintain the same, the HR is responsible.
Training as well as Development:
The HR of Marriott Hotel International Ltd is also responsible to provide training to the staff
that is acquired in the company and also enhance and develop the skills of the already
working staff.
Managing the Performance:
The HR of Marriott Hotel International Ltd inspires and encourages the employees as well as
the staff members of the company to work productively towards the achievement of the
business objectives of the company (Bratton and Gold, 2017).
Managing the Conflicts:
At Marriott Hotel International Ltd the HR also monitors the conflicts and the disputes that
took place among the staff or any other key people. Thus the disputes are controlled and
solved by the HR of Marriott Hotel International Ltd (DeCenzo et al., 2016).
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1.2 TO DEVELOP AND JUSTIFY THE HUMAN RESOURCE PLAN BASED ON THE
ANALYSIS OF DEMAND AND SUPPLY FOR MARRIOTT HOTEL
INTERNATIONAL LTD
Human Resource Planning:
Human resource planning is a process which is defined to estimate the requirements of
human resource in future and also ensures that the objectives of the organization are
achieved with the right people in the right job and at the right time. Thus, in short, human
resource planning is also known as the planning of the manpower (Baron, 2016).
Importance of HRP at Marriott Hotel:
At Marriott hotel, with the help of HRP, the problems of the company will be addressed such
as the staff turnovers and over recruitment. It also carries out different types of activities in
the company (Berk et al., 2019).
Balancing manpower demand and supply at the Marriott hotel:
This is the most important step in the process of HRP. This step involves bringing the
manpower demand as well as supply at an equilibrium position. With the help of this, the
shortage and surplus of human resource can be solved at the Marriott hotel. The issue of
shortage can be solved at the company by conducting the process of hiring, promotions and
by improving the quality. While the issue of a surplus of HR can be solved by implementing
the layoffs, voluntary retirement, terminations, etc. (Berk et al., 2019).
Implementing the human resource plan at Marriott hotel:
As soon as the demand and supply of the hr are being managed, there is the implementation
of the HR plan at the hotel. This includes the process of recruitment, selection, training and
development, etc. The HR of the Marriott Hotel is also required to revise the plan and to
verify that the company is able to meet its objective or not. All the records are maintained for
future purpose (Baron, 2016).
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TASK 2
2.1 TO ASSESS AND INVESTIGATE THE CURRENT SCENARIO OF
EMPLOYMENT RELATIONS WITHIN THE SERVICE SECTOR PERSPECTIVE IN
THE UK
The relations of the employees are defined to be the coordination and cooperation in the
organization among the staff members. The harmonious relations among the manager as
well as the staff at the company contribute to achieving the business objectives. The
relations of the employees in the current state in the hospitality industry are explained below:
To bring the trade unions at one place, in the year 1945, the World Federation of Trade
Unions was set up. The global trade union known as the trade union international of workers
in tourism and hotels are associated with world federation. In the hospitality industry, the
trade unions focus to ensure that the staff perform with effective cooperation at Marriott hotel
and also sort out the grievances if arises any (Kim and Bae, 2017).
Collective Bargaining and Negotiation:
In the process of collective bargaining, the trade union of Marriott hotel will bargain or
negotiate with the employer in terms of the relationship of employment which is based
generally on wages, promotions, working hours and so on (Nachmias et al., 2019).
Culture:
At the Marriott hotel, the culture of the organization states that the staff members should
mandatorily follow the code of conducts of the company.
Reconciliation as well as Consultation:
The disputes, as well as the conflicts of the employees in the hospitality industry, is being
solved by the advisory and arbitration service, conciliation, citizen advisory bureau, and so
on.
Participation of Employees and Empowerment:
In the hospitality industry, the staff members are permitted to participate in the decision-
making process as this results in better performance of the activities and also improves the
relations of the employment (Nachmias et al., 2019).
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2.2 TO IDENTIFY THE DIFFERENT EMPLOYMENT LAWS THAT AFFECTS THE
MANAGEMENT OF HR IN THE UK IN CONTEXT TO MARRIOTT HOTEL
INTERNATIONAL LTD
Following are the employment laws in human resource management applied at hospitality
industry:
Rights of Employee:
The rights of the employee entitle the employees to get the job safety and security and
effective working environment and also include associating with the trade unions and so on
(Subramanian and Megginson, 2018).
Legislation of Employment:
The rights of the employees are being protected through the legislation called the Equal Pay
Act in which gender discrimination is avoided. There are various other acts such as working
time regulations act, employment rights act, employment relations act, health and safety at
work act, etc.
The reason behind the termination of the employment terms is due to the decrease in sales
or there is an increase in the loss faced by the company in the competitive market. Thus
during this period, the company requires less staff level and eliminates some of the
designations. The retrenchment of the job of the staff members took place. This should be
done by the management of the hotels by following the concept of last in first out, or
compensation to be paid at the time retrenchment, etc.
The employment terms are required to be mandatorily followed by the employer and if any
non-compliance will result into action against the employer as the legislative act of
employment provide the protection to the employees' interest as well as the staff members in
the organizations (Subramanian and Megginson, 2018).
The employment rights act emphasizes on the wages and the salaries that are paid to the
staff members should be provided equally by eliminating gender discrimination.
There is also the legislation related to the reconciliation which involves the solution of the
conflicts and disputes with the support of the advisory firms such as citizen advisory bureau,
etc. therefore, the employment laws protect the interest of employees and staff members
and all these laws are required to be considered at the hospitality industry during the
management planning of human resource and should implement the same (Guerin and
Barreiro, 2016).
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There has been the amendment in the employment rights act 2002 which defines the new
rules as well as regulations that relate to the leaves on maternity, paternity as well as
adoption and also requires considering these leaves as paid leaves in the system of
Tribunal. This change was made for changing the employment law in the UK (Subramanian
and Megginson, 2018).
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TASK 3
3.1 IDENTIFY A JOB TITLE IN CONTEXT TO MARRIOTT HOTEL
INTERNATIONAL LTD AND DISCUSS ITS JOB DESCRIPTION AND PERSON
SPECIFICATION
In the following segment the job description and the specification of the person at Marriott
Hotel are being explained:
Selection as well as Recruitment:
In the process of recruitment, the group of employees are formed that are appropriate for a
particular job. The formation is done on the basis some factors through which the market of
labour, identified needs of the organization and the analysis of the job conducted is affected.
In the process of selection, the appropriate candidates are being chosen from the group of
applicants. These selected candidates are the employees who will perform the activities in
an organization to meet the objectives. Thus with the help of the process of selection and
recruitment, the performance of the organization is enhanced and thus gains the advantage
in the competitive market (Ndraha et al., 2019).
Job Analysis:
The job analysis is the in-depth study related to the requirements of the job as well as the
individual specification that is required for a particular job. This can be done by collecting,
evaluating, synthesizing as well as reporting the required data for the required job roles and
responsibilities followed by the terms and conditions of the employment.
At the Marriott Hotel, due to its effective culture, the company is one of the leading hotel
companies in the UK. The staff members and the employees perform their tasks
collaboratively and contribute to making the hotel the best place (Lin and Vajirakachorn,
2015).
Director of Operations’ Job description at Marriott Hotel:
At Marriott Hotel, the operational director has the responsibility to handle the business
operations of a hotel which contributes the effective performance in other departments and
meet the objectives of the company which also includes satisfying the guest at the best level.
The operational director is responsible to coordinate with the manager of Marriott hotel to
manage the long term budgets and to provide the effective service to the guests. The
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operational director at Marriott Hotel also ensures that the staff members met targets under
the effective guidance of the leaders. To focus on the constant improvement in the company
through audits and to associate with the standard of hotel service, to gather the feedback
from the guests to improve the service of the hotel are all the responsibilities of Marriott
Hotel (Lin and Vajirakachorn, 2015).
Person Specification of operational director at Marriott Hotel:
The role of the operational director is to work along with the staff members to serve the best
service to the guests. Following are the required skills, attitude and qualification of the
operational director:
 Diploma degree in hotel management.
 Strong knowledge regarding managing the rooms as well as F&B.
 Eligible to manage the cost budgets, forecast the outcomes and revenues.
 Detailed knowledge about the hospitality industry.
 Effective as well as strong skills of leadership so that the employees and the staff
members are encouraged.
 Should have accurate experience and ability to control the pressures of work (Zheng
and Forgacs, 2017).
3.2 TO COMPARE THE SELECTION PROCESS OF MARRIOTT HOTEL
INTERNATIONAL LTD WITH DIFFERENT SERVICE BUSINESS
Selection Process at Marriott Hotel:
The process of selection applied by Marriott Hotel is intensive in nature. The representatives
of the hotel do the process of screening by analysing the application forms filled online and
the applicants who are found eligible are called for the further process of interview. The
telephonic interview is being taken by the HR manager of Marriott Hotel and then the
specified teams are eligible to conduct the personal interviews in which the professionalism
of the candidate is being analysed (Brandão et al., 2017).
The selection process at British Airways:
As in the airways company, to select the suitable pilot, the process of selection at British
Airways is done by getting the candidates to fill the online application form. The candidates
are being shortlisted and then called for the further process. The selection process takes
more than two days. The first day is done with the aptitude tests which include the verbal,
logical reasoning and computer-based questions. The selected candidate is entitled to the
interview of the pilot which is to be conducted on the 2nd day by the HR. the assessment test
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is conducted at the training centre of British Airways Flight near Heathrow. The qualified
candidates are placed on hold for a year until the position of the officer is being assigned to
them (Sarker, 2017).
Comparison between the selection process of the hotel industry as well as the airline
industry:
Both the industries are associated with the service sectors then also the process of selection
is somewhat different from each other in terms of determining the appropriate applicant. In
the airline industry the process is done by analysing the technical skills of the candidate
while in the case of the hotel industry, the soft skills of the applicant are being analysed. At
the airline industry, the aptitude tests and computer-based knowledge is being assessed
while at the hotel industry the personal interview is given more priority. Though the 1st
process of getting the online application is the same the remaining process is different in
both the industries. Thus from the above difference shown in the selection process of both
the different industries, it is cleared that the human resource management also differs
(Brandão et al., 2017).
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