Evaluating Marriott's HR Practices for Competitive Advantage

This discussion post examines Marriott's human resource management practices and their role in maintaining a competitive advantage. It begins by identifying key HR practices such as competitive pay, benefits, training, and a meaningful culture. The discussion then assesses the positive outcomes of these practices, particularly focusing on employee health and productivity. Further, the post explores whether other industries can adopt Marriott's core values like embracing diversity and commitment to fair employee treatment. Finally, it suggests that Marriott should prioritize empathy and sensitivity among managers, treating employees as customers to foster a positive work culture. The analysis concludes that Marriott's HR practices and employee engagement are foundational to its continued growth and success. The post references several sources to support its claims and provide a comprehensive overview of Marriott's HRM strategies.

Running Head: HRM
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HRM
2/27/2019

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Contents
Introduction................................................................................................................................2
Marriott’s HR practices and results............................................................................................2
(a)HR Practices:......................................................................................................................2
(b)Outcomes:..........................................................................................................................2
(c)Values:...............................................................................................................................3
(d)Suggestions:.......................................................................................................................3
Conclusion..................................................................................................................................3
References..................................................................................................................................4

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Introduction
The report brings the discussion on the key aspects and performance of the Marriott hotels &
Resorts, in consideration to their human resource practices, and the values. The post will
highlight the essential and significant HR practices of Marriott and their values, and
outcomes, along with some suggestions for their growth in terms of employee engagement,
and high customer satisfaction.
Marriott’s HR practices and results
(a)HR Practices:
Marriott ensures a competitive pay package, benefits to the employees, training, and
growth opportunities. Creating a open and meaningful culture has been the critical HR
practices for acquiring competitive advantage. These are crucial to attain competitive edge
over other brands or hotels in the industry due to the reason that efficient and happy
employees form the base of successful organisation (Noe et al., 2017).
(b)Outcomes:
Being a leader in the hospitality industry over years, the current practices of Marriott’s
are focused on health and productivity of employees, which is the best outcome. This
outcome has led to their growth and increased productivity and efficiency (Kim et al., 2019).
(c)Values:
Yes, it has been analysed that other companies to attain success can adopt the core values;
values such as embracing diversity, positive culture, commitment towards the employee’s fair
treatment. Healthcare, manufacturing, or service sector companies can focus on attaining
these because these are the pillars, which lead to organisational performance and ensure
sustainability (Kumar & Pansari, 2015).
(d)Suggestions:
One of the major change or suggestion, found relevant and important to the company for
growth and development in the industry. It suggests that the managers in the organisation
must prioritise and become sensitive, empathetic, and spontaneous (Vance & Paik, 2015). In
addition, they must treat their employees as customers, as it leads a different perspective of

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the managers or owners in the organisation, thereby creating a peaceful and positive work
culture.
Conclusion
Hence, the post has illustrated well the aspects of the human resource practices of
Marriott, determining their human resource practices, and employee engagement forming the
base leading to growth and success in future.

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References
Kim, Y. J., Kim, W. G., Choi, H. M. & Phetvaroon, K. (2019). The effect of green human
resource management on hotel employees’ eco-friendly behaviour and environmental
performance. International Journal of Hospitality Management, 76, 83-93.
Kumar, V. & Pansari, A. (2015). Measuring the benefits of employee engagement. MIT Sloan
Management Review, 56(4), 67.
Noe, R. A., Hollenbeck, J. R., Gerhart, B. & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York: McGraw-Hill Education.
Vance, C. M. & Paik, Y. (2015). Managing a global workforce. United Kingdom: Routledge.