Marriott International's Global HRM Strategies: A Comparative Report

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INTERNATIONAL AND COMPARATIVE HRM
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Table of Contents
Introduction....................................................................................................................................3
Task 1: Conceptual problems and practices concerned with the comparative and
international analysis and its impact on national employment systems...................................4
Task 2 Application of convergence theory on Marriot..............................................................8
Task 3: Compare and contrast different strategies used by Marriot International..............10
3.1 Recruitment & Selection.......................................................................................................10
3.2 Training & Development......................................................................................................11
3.3 Rewards and Remunerations................................................................................................12
3.4 International Corporate Social Responsibility...................................................................14
Conclusion....................................................................................................................................15
References:-..................................................................................................................................16
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Introduction
This report discusses the major issues related to HRM practices in the international market.
Examples are taken from the hospitality industry Marriott hotel which has multiple chains across
130 countries around the world. Marriott hotel had a huge workforce which needs to manage by
using various HRM approaches and theories. Many of the concern and issues arise for the
employee who works in an MNC like Marriott hotel across the world. In this study, various
conceptual problems are identified and analysis various practices and their impact on the
National employment system. Further convergence theories are defined to understand their use in
Marriott hotel and how management can use that theory to resolve the issues and maintain proper
policies of Human resource management across the world. In the end, the study defines the
various HRM theories applicable in the different country according to their environment by
comparing some of the major factor related to Human resource for Marriott hotels in the United
Kingdom and Canada.
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Task 1: Conceptual problems and practices concerned with the comparative and
international analysis and its impact on national employment systems.
The growth of globalization is providing freedom to companies to operating their work in
various places which provide them new market or segment to work and explore in profit as well
as wealth. Companies which are adopting the concept of globalization work which a huge
amount of employee and workforce to operate their operations (Khan and Salma, 2016 ). As the
competitions are an increase in the market maintaining and handling workforces is also a major
issue for the management of those giants. Many of the issues and problems arise while working
on global level operations. Management facing various kinds of workforce issues and HRM
practices concern.
Adaptive - A giant like Marriott which work in 130 countries had certain kind of adoption issues
for the workforce of the company. It causes higher labour turnover ion the company. The
hospitality industry is had a main conceptual problem of higher turnover which is caused due to
certain kind of adoptions issues for the workforce as well as management. ( Cooper et. al, 2014)
Even also laws related to the workforce are different in each and every country which makes
major concern for management that can be a concern for management. Employee’s behaviour
and approach towards work are unique and specified in a different country while management
and company imposed a single strategy for all employees who can make the conflict
environment between workforces and vision of the company.
Payment and remuneration management – Fair pay and an appropriate reward are having a
different definition in a different company. MNC faced the problem of maintaining a proper
mechanism for fair remunerations and reward management. As workforce psychology is
different in each and every company in which Marriott work so there are variations of factors
which can influence the payment and remuneration management for workforces. It defines a
separate system for understanding and analysing the remunerations issues and policies for the
company. As compared to India UK had a high amount of salary and remunerations which define
quality according to the places. In the hospitality industry, it can be major issues as many of the
employees resign due to their conflict on salary issues.
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Manpower Planning, Requirement – Marriott work in approx. 130 countries. Marriott focuses
a lot on the procedures of selection and requiring for employee fit for the job. In the Hospitality
industry, manpower plays a vital role. It is the person who deals with the client on behalf of
management and company. Quality assurance is the core value for Marriott which provide value
generations to their employee. It clearly needs a fit person for the job which increased the efforts
for Recruitment process for HR Management of the company.
Training and development – Marriott Company defines its strategies which include continuous
innovation and improvement in the operational activities. For continuous improvement,
management develops their workforce by the various training program. As the company work on
continuous involvement of employee which needs a continuous development training programs
for the workforce spread worldwide in the globe. Marriott needs to understand the conditional or
environment factor which they need to develop for a better quality of workforces in their hotels.
Human resource management plays a vital for training and development programs of the
company across the world. HRM needs to understand the various point of improvement and try
to develop proper schedule programs to address and overcome that issues arise in the workforce
for the operations. HRM had a tough work to associate the training locations, mentors, type of
training according to the need and availability of training schedule without hampered processor
operations of the company.
Cultural and behavioural conflict – Marriott company had a huge amount of workforce which
had a different type of values, belief and behaviour according to their culture. In MNC there is
always an issue of cultural and behavioural conflict between management and employees of the
organisation. It is major problem in the hospitality industry as there is a number of the employees
are relocated according to the need and their capability in the condition in which they are most
fitted. Human resource management tries to overcome that conflict by providing the best fit for
their work and provide handy support to develop the involvement in the new environment of the
organisation. As an example, a team of the employee are relocated to another country where they
need to understand the taste of people and way of communication which can build a behavioural
conflict in the mind of the employee. Behavioural conflict can influence the process of
organisations quality performance and also decrease the retention rate of an employee in an
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organisation which can be a crucial point for management because of they lost their valuable and
key employees due to behavioural conflict.
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HRM practice issues impact on National Employment system
Human resource management is a concern for many of the issues in a competitive environment.
HRM Practices had certain practical problems which define above in the task. Employability of
organisations has also influenced the economy of the county. It also influences the rate related to
the workforces in an economy like labour wages rate, Employability rate and other rates
interlinked with employability. HRM practices by organisations are impacted in many ways to
the national employment system of a country like the United Kingdom.
 HRM Practices of organisations is governing by National employment systems. NES control the
issues related to the workforce's dispute in the organisations in the country.
 HRM Practical issues are increasing the issues for NES as they need to understand the point of
conflict and try to develop a mechanism for solutions for HRM Conflicts.
 HRM Conceptual problems reduce the labour retention rate and NES is also developed and
determine the rules and regulations related to job roles, remunerations, Minimum wages, other
issues related to Human resource for the organisation.
 Organisation HRM practices define the growth of the employability scale for a country which
measure the performance of national employment system.

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Task 2 Application of convergence theory on Marriot
Convergence is coming together of two entities or integration of two entities together to perform
different operations in the entity but to achieve a common goal. Convergence in hotel industry
means coming together of two entities to acquire a hotel or coming together of two entities to
manage the hotels. Convergence helps the hotels to expand its business and reaching different
countries by coming together of entities of two different countries together thus the respective
hotel gets an opportunity to expand its business in that particular country. Also in convergence
theory in the hotel industry, two entities can come together in other ways like the managing work
is outsourced to other entity and the ownership lies with other entity. Convergence also includes
bringing in some change in the industry like bringing in technological advancement in the hotels
or upgrading the facilities provided in the hotels.
Convergence has significantly helped hotels and Marriott international should also adopt the
theory of convergence to help its business grow and make a mark in the hotel industry among
customers all around the world. Convergence theory helps in expansion of business as the
company can expand in other countries and also it can converge with other entity to manage the
hotel business of that entity thus that also helps in increasing business operations of Marriott
International. Also, Convergence can be done in another field of working like in technological
advancement which can help in the company in expanding the work with the help of technology.
Marriott international group which has agreed to buy Starwood Hotels & Resorts Worldwide is a
live example of convergence which has made Marriott one of the largest hotel chains in the
world with over a million rooms (Independent, 2015). Thus it can be seen that convergence helps
the hotel business to grow significantly and also help Starwood group of hotels to emerge and
analyse its strengths in the market & industry of hotel. Also Marriott international has
collaborated with other hotels all over the country to expand its business and build the brand
name of its own known all over the world. Marriott operates a number of hotels in the UK
including its global brand of Ritz Carlton and Bulgari.
Following are some of the advantages of adopting convergence theory in the business of hotel:
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 Change from the individual operated services to centralized operators services when
convergence takes place as with the help of convergence theory adoption the control of the
company is with the centralized team thus not causing any issues. Also, the customers get an
additional bonus of loyalty programs run by the big group of hotels.
 The management also is managed properly as in some cases of convergence the hotel is merged
with another big brand of hotels thus the management is improved and centralized in such group
of hotels.
 Convergence can help in reducing the competition in the market as if the two or more hotels are
converged or merged then it would lead to a reduction in the competition in the market.
 Convergence also helps in building synergies in the company as merging of two companies
increases the efficiency in the company also reducing cost and enriching the returns.
 Convergence can also lead to tax advantages in the company as if the company merges with the
financially sick company then in that case the company can have an added tax advantages as per
tax laws of the UK.
Thus it can be said that Marriot should apply Convergence theory as it has many advantages and
it can benefit the company Marriott International in evolving the business in several other
countries in which it is not operating or is not established properly. It is thus agreed that
“Marriott should apply convergence theory “.
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Task 3: Compare and contrast different strategies used by Marriot International
3.1 Recruitment & Selection
United Kingdom Canada
In the United kingdom Marriott international
follow a different approach for selection and
recruitment. IT Followed by Discriminations
check, Advertising of jobs, selections process as
followed of interviews for jobs, Provide job
letter to selected candidate (Xperthr, 2019). For
requiting management selected milk round,
Recruitment brochures, Recruitment fairs, Direct
directories, Newspaper and magazine
advertising, Sponsorship, Recruitment agencies.
In Canada management follow the process
which is fit for the right selection and recruiting
employee from the market. Canada job process
is directed by House of Commons. It also
defines the basic criteria for job eligibility.
Marriot hotels also follow the policies which
cover the Notice of opportunity which he/she
has to bring along with on the destination of the
interview. They follow the process of
submissions of applications, pre-screening,
Interviews, and selections
United kingdom selection process is governed
from special regulation for safeguard the child
labour and date related to the applicant for the
job process.
Canadian companies also need the language
requirement for the selection process which is
defined by the house of commons which
provide the guidelines for a proper selection
and requirement process for the companies who
operated their work in Canada.
Nationals other European Economic Area
countries and Switzerland are allowed to work in
the UK without any special permission.
Canadian country had flexible regulations for
the other country citizens for the job
opportunity in businesses operated in Canada.
The UK had a formed structure selection process
which Marriott followed for selection and
Canadian government define criteria for the
minimum age for jobs and also other stages
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recruiting process. required for selection which is followed by
Marriott.
3.2 Training & Development
Training and development is a vital part of the company. A hotel giant like Marriott needs a
better and adequate mechanism for performing quality operations and continuous improvement.
Training and development of the company are different and specific in each country in Marriott
operated their work.
Training & development in United State – Marriott hotels had the multichannel operations in
the United States. The hospitality industry is the most involving industry in the current scenario
for the United States. Digital Era of payment and automation process of transaction recording
take places in the hospitality industry. Marriott hotels used on the job training for improvement
of workforces to balance their work according to the environment for hotels. Marriott hotels
collaborate with various colleges in the United State for Marriott University Programs
(Careers.marriot, 2019). It provides a collaboration of practical and theory development of skills
and knowledge of employee for better performance in operations of hotels. Marriott developed
two programs for the development of a new entrance employee or experienced employee in
Company.
Training & development in Canada – In Canada Marriott also followed the same course for
development of the employee but the difference arises as they collaborate with local colleges for
the training and development process. Management also provides Marriott voyage leadership
training program which develops leadership skills in managers and employee so can they deliver
the value to the customer. HRM also product off the job and on the job training sessions to the
workforces so that they can handle the issues arise due to competitive environment changes.
Marriott hotels provide help as the mentorship program in which juniors can learn new things
from the experts and experienced person in the hospitality industry.
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3.3 Rewards and Remunerations
The hospitality industry is suffered from a higher labour turnover rate which defines that
employees are not happy to work in the industry. It can be major issues for companies to work in
the hospitality industry. Rewards can be a motivating part for the employees which provide a
result for their efforts in the company.
Rewards and Remunerations in United State – Marriott hotels handle a large volume of
workforces which is a difficult task to maintain the workforce. As the industry had a high rate of
turnover rate Marriott focus on retaining employee by providing them with healthy
remunerations and rewards for their efforts to the organisation (Careers.marriot, 2019). Marriott
hotels provide various rewards and awards to the employee based on the evaluation of the
performance of employees. It can provide various awards as follows:-
 Star Awards
 Experience Awards
 Currency Awards
 Combine Your Awards
 Electronic Awards
This award provides the employee with a boost for their performance. Management evaluates
performance on certain criteria on which they provide above awards for improvement and
motivations. All the above awards provide recognition for the efforts of employees in monetary
or non-monetary terms.
Rewards and Remunerations in Canada - In Canada recognition is according to the global
policies of Marriott. Management provides the recognition to the employee which put their
efforts for the betterment of the company. Marriott provides monetary and non-monetary
rewards to the deserving employee on the evaluation of performance by management. Marriott
provides a discounted package of hotels across the globe and also provide gift coupons for the
food and other facilities of hotels. They had a promotions hierarchy for the extraordinary efforts
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