Analysis of HRM Practices: Marriott Hotel Case Study

Desklib provides past papers and solved assignments for students. This report analyzes Marriott Hotel's HRM practices.

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................................5
3. Inclusion of case study examples to examine the different methods used in HR practices.. . .9
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’.
...................................................................................................................................................10
5. Key aspects of employment legislation within which the organisation must work..............11
6. An evaluation of how employee relations and employment legislation inform decision
making and meets business objectives......................................................................................12
Task 2.............................................................................................................................................14
7. Illustrate the application of HRM practices in a work-related context, using specific
examples from the chosen organisation.....................................................................................14
8. evaluate the use of technology, online resources, digital platforms and social networking on
improving the recruitment and selection process......................................................................17
Conclusion.....................................................................................................................................18
References......................................................................................................................................19

LIST OF FIGURES
Figure 1: HRM functions and activities...........................................................................................2
Figure 2: Models of HRM...............................................................................................................4
Figure 3: Workforce planning cycle................................................................................................5
Figure 4: Development vs. training.................................................................................................7
Figure 5: Employee’s elements engagement.................................................................................12

LIST OF TABLES
Table 1: Selection methods..............................................................................................................6
Table 2: Job description.................................................................................................................14
Table 3: Person specifications.......................................................................................................14
Table 4: Offer letter.......................................................................................................................16

Introduction
The human resources management (HRM) plays a crucial role in managing the responsibilities
and roles of the employees towards assigned task in the organization. In the report, the Marriot
hotel organization is being chosen which the largest multinational hospitality organization that
franchise and manages the broad hotels' portfolio and the lodging facilities. Also, the report will
consider the Marriot example and will put highlights on the HRM scope and purpose along with
required skills for meeting with the business objectives and goals. The report will also assess the
HRM key elements as well as their external and internal factors like employment legislation
which put influence on the decision-making process of the HR manager. At the last part of the
report, it will highlight on the several applications of the HRM practices for the hiring of the best
candidate in the organization.
1

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 definition
Human resource management (HRM) is being defined as a process for identifying vacancies in
an organization, employee recruitment, reviewing and training activities to ensure that profits
and productivity of the Marriot hotel are increased. The duty of the HR manager is to resolve the
issues which arise in the organization by effective solutions of returns and rewards (Northouse,
2018).
HRM activities and functions
Figure 1: HRM functions and activities
(Source: Author)
2
Recruitment and
selection
Training and
development
Healthy working
practices
Long term
employee
relationship
Orientation

HR manager of an organization handles different responsibilities and activities to ensure that
performances and productivity is improved. The HRM functions are necessary for planning
retirement and employee recruitment effectively.
Recruitment and Selection: HRM function is concerned through conducting the recruitment and
selection activities and capable candidate which support the organization for achieving their
objectives.
Maintaining employee relations: Marriot manager main aim is to support the leading to the
employees’ for professional and personal development and also motivate them towards
incentives and rewards to enhance their loyalty towards work.
Orientation: Organization manager performs the orientation functions which are used to ensure
employees that they are supported in the activities by the positive working environment (Delery
and Roumpi, 2017). Also, proper training is being provided to them and made them aware of job
description, culture and goals at a hotel.
Training and Development: When an employee’s meet with efficiency criteria only then, they
are selected but also there is need to meet with a job description and for this development and
training plays an essential role to groom their talent and skills to meet with organization needs.
Effective training is provided through classroom training, practical sessions and group
discussion.
‘Best fit’ approach vs ‘Best practice’: The best fit model focuses higher on an organization and
HR strategies. HR strategies in case of Marriot focus in fulfilling both organization and
employees needs. Whereas, best practice model supports an organization to gain competitive
market benefits (Cascio, 2018). This model combines the numerous practice of HR to increase
the employees’ performances in terms of achieving the desired outcome.
Hard and Soft Models of HRM: This is one of the motivation techniques for improving
employee efficiency towards work at the organization. The hard practice of HRM is the strict
rule which is applied by reviewing and monitoring of the activities so that effective utilization of
the resources is there. Whereas, soft HRM practice has the main aim is to enhance the
performances by proper rewards and motivation.
3

Figure 2: Models of HRM
(Source: HR strategies and objectives, 2019)
4

2. An assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems.
Workforce planning
The workforce planning is defined as the continual process which is used by many organization
to align priorities and organization needs with workforces needs which ensure that they meet
with organizational objectives and goals along with regulations and legislation. The organization
like Marriot makes efforts of hiring an appropriate employee.
Internal market: It is as an administrative unit within an organization which support the labour
allocation with the help of procedures and rules (Stam, et. al., 2014). The increased investment in
the development and training will support in increasing the opportunities for career development
for employees and also beneficial in job security and employee relation.
External Market: It is considered as external labour supply. For example, if a large organization
such as Marriot hotel wants to hire a senior executive, then an organization is focusing mainly on
recruiting internationally with a proper set of experiences and skills.
Figure 3: Workforce planning cycle
5

(Source: www.qgcio.qld.gov.au, 2019)
Recruitment and Selection: Several selection and recruitment sources are there which are
undertaken by Marriot HR such as external and internal recruitment sources.
Internal Recruitment: It is a process in which employers hire vacant practices by promoting or
transferring employees from an existing workforce. It is benefits for Marriot because this quickly
fills a position and also cost-effective. As it provides the limited applicant and thus no innovative
ideas are generated for business benefits (Farndale, et. .al.,2018).
External recruitment: The business prefers for fulfilling the position from the outside of the
business because of this support an organization of bringing an innovative idea. It provides
benefits for the organization to hire the candidate form large pool as per on their needs. This
process is time-consuming, expensive and longer as of involvement and advertisement of the
recruiting agencies.
Selection methods
Table 1: Selection methods
Methods Description Advantages Disadvantages Reliability
(perfect
prediction
1.0)
Application
Forms
This includes all
necessary areas to
short list the
candidates.
Detailed
information is
collected and
comparison is
more easy for an
employers
It might not
beneficial because
the details is filled
by an employees
and time
consuming
0.88
Online screening This includes
question online
for identifying
This is beneficial
for connecting
with numerous
The main issue is
lack of technology
knowledge for a
0.90
6

applicant
personality,
knowledge and
skills, before
conducting of the
personal
interview.
people at one time
and is cost
effective
candidate
Interviews This include the
set of questions
which is being
asked form the
candidate.
Skills allow and
identified an
employer to ask
information
additionally
Focusing higher
on subjective
evaluation
0.35
Development and Training
The training is defined as the programme which is organized mainly for the development of the
employee’s knowledge and skills within Marriot based on the job requirements. The
development whereas is an educational process that emphasizes the overall employee’s
development professionally and personally.
Figure 4: Development vs. training
7

(Source: HR developing strategies, 2019)
Performance Management
The employee's performances within Marriot are managed through providing the rewards based
on their performances. The employee's performances are monitored by regular checking of their
task and activities and also by tracking their past performances records (Lee, et. al., 2018).
The organization HR follows several kinds of reward system that are:
Financial and non-financial rewards: The financial rewards included the profit sharing, bonus
etc whereas the non-financial rewards are like supportive benefits like a discount, paid leaves etc.
Intrinsic and Extrinsic rewards: The intrinsic rewards are defined in terms for satisfying the
employees towards a job with help of several techniques like job enrichment, time flexibility etc.
The extrinsic rewards included the money, promotion etc.
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