Effective HRM Practices: A Case Study of Marriott Hotel, UK

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HUMAN RESOURCE MANAGEMENT

TABLE OF CONTENTS
Introduction......................................................................................................................................1
Task 1...............................................................................................................................................2
1. An explanation of the purpose of the HR function and the key roles and responsibilities of
the HR function, highlighting the significance that HR plays in acquiring talent to meet
business objectives.......................................................................................................................2
2. An assessment of the approach to workforce planning, recruitment and selection,
development and training, performance management and reward systems................................3
3. Inclusion of case study examples to examine the different methods used in HR practices.. . .4
4. The approach to and effectiveness of employee relations and employee engagement, with
mention of the flexible organisation and flexible working practices and ‘employer of choice’. 6
5. Key aspects of employment legislation within which the organisation must work................7
6. An evaluation of how employee relations and employment legislation inform decision
making and meets business objectives........................................................................................8
Task 2...............................................................................................................................................9
7. Illustrate the application of HRM practices in a work-related context, using specific
examples from the chosen organisation.......................................................................................9
8.Evaluate the use of technology, online resources, digital platforms and social networking on
improving the recruitment and selection process......................................................................11
Conclusion.....................................................................................................................................13
References......................................................................................................................................14

LIST OF TABLES
Table 1: Job Description..................................................................................................................9
Table 2: Job Specification...............................................................................................................9
Table 3: Job Offer Letter...............................................................................................................11

LIST OF FIGURES
Figure 1: HRM Functions................................................................................................................3

Introduction
Human resource management in any organization encourages the engagement of employees in
the firm to develop better and healthy employee relations between the organization and their
employees. The current report will discuss the importance of HRM practices to attain business
profits at the Marriot Hotel, UK, which is a multinational luxurious firm covering around 83
locations worldwide. HR manager of Marriott is required to formulate effective plans and
strategies to increase the efficiency of their employees and organization. The below report will
discuss the improvements made by the firm to attract more customers in their work practices.
The job description and person specification required to be prepared by the employer of the firm
for available job role will also be mentioned in this report for selecting the right candidate.
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Task 1
1. An explanation of the purpose of the HR function and the key roles and responsibilities
of the HR function, highlighting the significance that HR plays in acquiring talent to meet
business objectives.
HRM meaning: Human resource management in any enterprise involves the planning for the
manpower requirement so that the recruitment and selection of best-suited candidate can take
place for increasing the overall efficiency of the organization. HR manager of Marriott plays the
important role in achieving the business profits with selecting the right employees.
Roles and functions of HRM:
Induction: HR manager of Marriott hotel is responsible for conducting orientation and induction
programs to make the selected employee familiar with the work environment and to provide the
appropriate knowledge about their job roles so that employees can perform their work keeping in
mind the business goals (Grassi, et. al., 2016).
Recruitment: After identifying the needs of human resources in the firm, the HR manager
implemented various recruitment processes to select the candidate for the job position available
to meet the Marriott hotel objective of customer satisfaction.
Training activities: Training and development activities are conducted in the hotel to make the
necessary improvements that are identified by the Marriott HR manager by analysing the needs
and requirements of training in the firm.
Healthy work environment: By providing flexible work practices in the hotel, the employers can
develop healthy and positive work environment in the organization so that the team collaboration
and trust of employees and be increased.
Managing relation of employees: Marriott hotel’s HR manager encourages the participation and
involvement of employees in their process of decision making to enhance their commitment and
loyalty towards business objectives. The employees will feel motivated and perform their work
better (Markey et.al, 2016).
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Figure 1: HRM Functions
(Source: www.rcasf.com, 2019)
Soft and Hard HRM: in Marriott hotel, Soft HRM is important as employees are treated as the
most important resources for attaining business success. Their effeceincy can be increased by
implementing motivation activities for them. On the other hand, Hard HRM involves continuous
monitoring and supervising the HR activities to increase the firm’s effeceincy and growth.
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2. An assessment of the approach to workforce planning, recruitment and selection,
development and training, performance management and reward systems.
Best Practice and Best Fit Models:
In best practice approach, the HR manager of Marriott formulates the plans, polices and
strategies to increase the organization’s performance involving seven necessary stages or steps to
be followed for the success of their plans. Best fir approach focuses on implementing and
formulating the business goals by considering the needs and requirements of their employees as
well (McCormack and Johnson, 2016).
HRM approaches:
Approaches to recruitment and selection: For selecting the right candidate for the job vacancy
in Marriott, the HR manager applies selection approaches like conducting various interviews,
aptitude tests and assessment centres so that the qualities of a selected candidate can be identified
effectively. In addition to this, recruitment methods used by Marriott involves external sources
like recruitment agencies, campus placements, job portals, etc whereas internal recruitment can
take place through existing employees references.
Approaches to workforce planning: Effective strategies and plans are made by HRM function to
conduct the workforce planning approach of minimizing the gap between the available skilled
manpower and the needs for future skilled manpower to fulfil the business objectives and
purposes of attracting more customers in the hotel and enhancing their satisfaction (Scully, et.
al., 2016).
Approaches to performance management: The approaches used by Marriott in order to manage
the employee performance in the firm are the rewards and benefits provided to them in the form
of incentives, perks, insurances, bonus etc to increase their level of motivation at the workplace.
Reward system can also include other monetary and non- monetary rewards to gain employees
commitment towards business goals.
Approaches to training and development: For increase the skills, knowledge and abilities of
Marriott employees to enhance organization’s performance, training and development
approaches like on the job and off the job training can be implemented in the firm. These
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methods include simulations, classroom lectures, soft skill training, group discussions etc to gain
the satisfaction of employees (Pak, et. al , 2016).
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3. Inclusion of case study examples to examine the different methods used in HR practices.
Marriott Hotel implements effective plans and policies to accomplish the goals and objectives of
the firm. HR manager strategizes various HRM practices like recruitment of suitable candidate,
employee relationships, flexible workings and other methods to increase the employees work
efficiency. These practices have some benefits which are discussed below with appropriate
examples.
Flexible working benefits:
For example: employers use various methods in their hotel to provide flexible working
conditions in their hotel to increase productivity. The methods for flexible working include the
overtime benefits, working hour flexibility, data security, etc. These will be benefited in
minimizing the absenteeism and turnover of their employees. Employee’s efforts for gaining
their customers satisfaction will be enhanced. Such practices can help in attaining the business
goals in an appropriate manner (De Menezes and Kelliher, 2017).
Employee relationship benefits:
For example: Marriot hotel encourages different methods to manage their relationship with their
employees. They use an attractive reward system to motivate their employee to perform
effectively. With the chance to participate in the decisions formulating, the confidence of
employee can be increased and they feel more valued in the firm. Team collaboration and
together in group tasks can be improved by effective communication process. Employee’s
engagement and participation will lead to improved employment relations in the hotel.
Orientation practices benefits:
For example: the recruitment of the right candidate with the right skills by Marriott managers
can benefit the firm in many ways. After selecting the suitable candidate the process of
orientation and induction training takes place. This process helps the selected employees to
increase their knowledge about understanding their job role. Orientation helps the candidate to
become familiar with the working environment which will result in increasing the productivity
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and profitability of the hotel. The confidence of selected employee for performing their job role
better can be enhanced by induction training methods (Chang et.al, 2018).
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4. The approach to and effectiveness of employee relations and employee engagement, with
mention of the flexible organisation and flexible working practices and ‘employer of
choice’.
Employee relations and employee engagement:
The participation and involvement of Marriott’s employees in their process of decision making
to increase their confidence and motivation are termed as employee engagement. On the other
hand, employee relations at workplace among employers and employees are to gain business
objectives and reduce employee’s turnover. The communication of employees with the firm is
required to be improved for the success of the business.
Figure 2: Employee Engagement
(Source: www.michaelpage.lu, 2019)
Marriott’s flexible working practices: The benefits for employers and employees can be
gained by implementing effective working practices with the Marriott hotel. The flexible work
practices applied in the hotel are related working hours, work shifts flexibility, security of
employee’s data, overtime benefits, etc. Such practices help in maintaining effective
relationships at work place to increase business efficiency (Reshma et.al, 2015).
Significance of employee engagement and employee relations:
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