HRD Report: Training and Development Policies at Marriott Hotel UK

This report examines the human resource development (HRD) practices at Marriott Hotel in the UK, focusing on the importance of training and development in a globalized market. It explores various training methods, including on-the-job and off-the-job approaches, and analyzes the advantages and disadvantages of each. The report outlines the steps involved in developing a training and development plan, including identifying training needs, conveying the purpose of training, deciding on training methods, and conducting training with feedback. Furthermore, it evaluates the effectiveness of training programs through questionnaires and data analysis, highlighting the benefits of training for employee development and organizational success. The report also touches upon government intervention in HRD and contemporary issues related to the field.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Covered in ppt........................................................................................................................1
TASK 2............................................................................................................................................1
2.1...........................................................................................................................................1
2.2...........................................................................................................................................2
2.3...........................................................................................................................................3
TASK 3............................................................................................................................................5
3.1...........................................................................................................................................5
3.2...........................................................................................................................................6
3.3...........................................................................................................................................7
TASK 4............................................................................................................................................8
4.3.........................................................................................................................................10
CONCLUSION ............................................................................................................................10
REFERENCES..............................................................................................................................12

Illustration Index
Illustration 1: Stages involved in Training plan...............................................................................4

INTRODUCTION
In the era of globalisation, the demand for industries and commerce is increasing day by
day. Thus, it has enhanced the need of human and development programmes in the organization.
Further, the company has to adopt several approaches, skills, operations to attain the competitive
edge in the the market. Thus, to use the new technique at the workplace, they have to give proper
training to the employees so as to ensure their good performance (Werner and DeSimone, 2011).
Moreover, the overall growth of the company is possible only if they ensure the integrated
growth of every person employed in the organization. They must organize several training
programs to develop the skills and knowledge of the staff members. Further, these also benefit
the employees as they learn different things which enhance their capability and calibre.
To understand the importance of HRD, the current report will determine different
practices and policies which are been followed at Marriott hotel in UK. This is a leading hotel
which is having high market share in the industry. In the report, the distinction between different
learning styles is been done which is followed by the study which include role of learning curve
and the contribution of different learning style included in the planning programme. Further,
various training needs which has to be practised in Marriott and the extent of government
intervention in the operations of the company is been stated efficiently. At the end, various
contemporary issues and contribution of government related to HRD is been discussed
(Kraaijenbrink, Spender and Groen, 2010).
TASK 1
Covered in ppt
TASK 2
2.1
Training and development is very important to develop the functioning of organization in
an efficient manner. As it helps in enhancing the performance of the employees which directly
increases the overall productivity of the employees. Thus the quality and type of training mainly
differs as per the level of employees being involved in the training (Bratton and Gold, 2012). As
the need of skills may differ with the variation of employees. Thus the training given to them
have different agendas and different resources. Marriott needs to adopt various training styles at
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different level of its operation. Thus, the company is been successful in creating an healthy
working environment for the staff members. The following are the areas where there is a need
for organizing the training:
Management level Customer service level Operation level
 Practical learning to
develop the skills, team
work and decision-
making process.
 To organize several
workshops and other
training programs to
enhance the knowledge
of the staff members.
 To become efficient in
serving the customers.
 To develop
communication and
interpersonal skills.
 Provide expert solution
to work in an efficient
manner and help the
customers to order as
per their needs
(Luthans and et.al.,
2010).
 Performance review
and appraisal
techniques must be
adopted by the line
managers to motivate
the employees to work
in and efficient
manner.
 To provide the best
food and services to the
customers so as to
satisfy them to the best.
2.2
The training methods planned for the employees may have various advantages and
disadvantages for the company. Like if the training program is developed for making effective
business plan will assist Marriott in making effective strategy and will help in expanding its
business in global market. Moreover, it will improve the management skills of the managers by
an effective training program. Further, with an optimum business plan, the company can utilize
their resources to the best. In addition to this, the training for improving the leadership skills of
the manager will assist in boosting the staff members to achieve the overall targets of the
organization (Harzing and Pinnington eds., 2010). As they can lead the employees in an efficient
manner and help them to increase their efficiency. The following are the training methods which
have several advantages and disadvantages:
TRAINING METHODS ADVANTAGE DISADVANTAGE
2

On the Job
Job Rotation It helps in building the skills and
knowledge of the employees by
experiencing the responsibilities of
different job position. This will
motivate the employees and also
assist in enhancing the capability of
the person (Cascio and Boudreau,
2010).
It is considered to be time
taking approach as employees
are been shifted from one place
to another after regular interval
of time. It is also an expensive
method as the employees are to
be provided training for the
new position.
Apprenticeship This method helps in developing
the professional skills of the staff
members and gives the opportunity
to have knowledge about the job.
It is considered to be an
expensive method to be
adopted at the workplace.
Off-the-Job
Vestibule training Under this, the employee only
focus on the training process rather
acquiring the learning by the
mistakes. Further, the person
acquire the knowledge from doing
several trial and error method.
It is a costly method as it
includes the duplicacy of
several material and
equipments used in it (Avey
and et.al., 2011).
Conferences Under this, there is large number of
participation of employees which
leads to the maximum utilization of
the resources.
There is a great problem faced
by the training authorities as it
becomes difficult to manage
large number of employees.
2.3
To organize and develop the training and development plan for the company, it is
important to formulate the plan which assist the firm to attain the positive results by
accomplishing it to the workplace (Kehoe and Wright, 2013). Marriott carry out its operations on
3

a wider basis which is essential for the firm to evaluate the major areas where there is a need for
training. At present the company has changed it style of customer service due to the changes in
the environment and also to attain competitive edge in the market. Thus, there is a need for
training the employees as per the current style and the tools which needs to used for it. Thus,
following are the steps included in the plan for the training and development workshop in the
company:
Illustration 1: Stages involved in Training plan
(Source: Ployhart and Moliterno, 2011)
Identifying the employees who require training: It is the first stage where Marriott needs to
evaluate the employees who need to be trained for the current change adopted by the company.
Further, the efficient workers may have some knowledge about the different style of serving the
people and some may be clueless about the new pattern. Thus, the company needs to identify the
employees and categorized them according to the level of knowledge they have about the latest
change (Werner and DeSimone, 2011).
Conveying the main purpose of training: It becomes important for the organization to
determine the reason why the new change is adopted at the workplace for serving the customers
and the need for them to be trained. Thus, it will help the organization to gain the confidence and
4

trust by the employees and this will result in active participation of them in the training sessions
held to adopt the changes (Kraaijenbrink, Spender and Groen, 2010).
Deciding the mode of training: Under this, Marriott needs to decide as to which technique
should be adopted to train the employees which can efficiently enhance their skills and can serve
the customers in the best manner. Thus, the company must adopt on the job method in which the
formal procedure is followed to give training to the employees (Methods for Training
Employees: Mentoring, On-The-Job & Job Rotation. 2015).
Conducting training and obtaining feedback: This is the last step of the training program in
which Marriott organize the training session as per the requirement of the staff members.
Further, it is very important to get the feedback from every person who attended the training as it
helps to get the positive and negative effects of it.
Hence, all these stages are involved in developing the skills of the employees as per the
requirement of the company and to adopt the ways in which they have to serve the customers
(Wang and Noe, 2010).
TASK 3
3.1
It is necessary to evaluate the training program in Marriott, as it assist in finding that the
provided training is efficient for the employees or not. Further, the company need to carry out
training process on a regular basis so that the skills and knowledge of the staff member is
enhanced. Further, the evaluation process assist in finding that the training which was conducted
was up to the mark or not. Thus, training and development program plays a crucial role in the
organization where they provide the rights to the staff members to take an active participation in
the business affairs so as to ensure the productivity of the organization (Noe, 2010). The best
method to be adopted to evaluate the training program includes feedback,
questionnaire,observation sheet etc. By practising all these techniques at the workplace, it
becomes easy for the company to know about the conducted training and its impacts. Further, the
method used by Marriott is the questionnaire sheet, in which different questions are included and
asked to the staff members to judge the knowledge and skills of the people.
QUESTIONNAIRE
Name:
5

Age Group:
 20-25 years
 25-35 years
 35 and above
Gender:
 Male
 Female
Ques.1 Are you attending the training workshop organized on regular intervals by the company?
 Yes
 No
Ques 2 You knowledge level has enhanced through training program?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Ques.3 Is training program helped you to reduce the time needed to perform the task?
 Yes
 No
Ques. 4 Does training organized has lead to your personal and professional development?
 Yes
 No
3.2
The following data is been collected by 15 members employed in Marriott to identify the
benefit attained by conducting the training program.
Age No of
respondents
20-25 years 12
25-35 years 5
35 and above 3
Gender No of
respondents
Male 12
Female 8
Are you attending
the training
workshop
organized on
regular intervals
No of
respondents
6

by the company?
Strongly agree 10
Agree 5
Neutral 2
Disagree 3
Strongly disagree 0
Is training
program helped
you to reduce the
time needed to
perform the task?
No of
respondents
Yes 11
No 9
Does training
organized has
lead to your
personal and
professional
development?
No of
respondents
Yes 15
No 5
The following data determines that the training carried out by Marriott for its staff members is
beneficial for most of the employees. Further, all the employees take active participation in
obtaining benefit from the program designed by the firm. However, the company has to invest
large amount of money for organizing the training programs for the employees but it overall
benefit the company to obtain the competitive edge in the market (Hall, Daneke and Lenox,
2010). The above data is been collected by the 20 staff member employed in Marriott and by
analysing the results it can be found that the training has helped the people to develop their skills
and knowledge which has helped to increase the productivity of the company. Therefore, with
the help of this data training program of Marriott can be evaluated in proper manner. Employees
feel that without effective training program company cannot survive in the market and its overall
performance can decline due to this basic reason.
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3.3
The method used for evaluating the training program in the form of questionnaire is
highly beneficial for the company as it has allowed the firm to obtain the positive feedback from
the selected sample size. Moreover, the perception of the people is also been understood that
they require training sessions on the regular basis. Further, the company has adopted the best
method of evaluating the training program in the form of questionnaire as other methods such as
feedback may not give the clear picture of the impact of training on the employees as it do not
include the specific questions which needs to be asked to the people (Gruman and Saks, 2011).
Thus, the method adopted has benefited the organization in the best possible manner where the
satisfaction level of the employees in respect to training program is been rendered in an efficient
manner or not. Moreover, the company can adopt other evaluation method such as observation
sheet, in which the staff members can be observed at the time when training is being imparted to
them. As by using this technique it becomes easy for the company to take corrective measures at
that time only if the program is not functioning up to the mark. This also helps top enhance the
motivational level which results in satisfying the employees to the higher extent. However, the
main importance of adopting the questionnaire technique is that it mainly focuses on every area
to which the staff members have learned from the training program. This may help the
organisation to introduce different new programs for the staff members so the overall
productivity of the company may be increased (De Haas, 2010).
TASK 4
4.1
The government of UK is acting an important role in organizing the training,
development and future learning to ensure that the companies of UK can achieve the better
position in the market. As it is said that the training method is very important whether it is public
or private sector company (Zheng, Yang and McLean, 2010). Further, the training programme is
being organized by the regulatory bodies for the employees to ensure that Marriott is attaining
the leading position in the market. Government is providing with the training and the person
appointed for it is highly qualified and is very professional in its work and will help to improve
the performance of the working staff and for the human resource manager fulfil the
responsibilities of the company which are assigned to them. As the efficient training program can
assist the organization to attain the top position in the market, can achieve high success and
8

growth in the competitive market. Further, legal authority is the main part of the nation and must
utilise several resource for the betterment of the corporates so that company can achieve the
goals and objectives in an efficient manner. Government of UK has introduced strict laws and
regulations with the motive to enhance knowledge level of individuals present in the company.
Moreover, by this act, the staff members of the organization are developing their skills and
knowledge at a faster pace which has helped the organization to adopt various technology and
take the challenging opportunities at the workplace (Ng, Schweitzer and Lyons, 2010). Thus, it
also helps the company to enhance the level of job satisfaction and the involvement of people for
the betterment of the company. Hence, the training programs adopted by Marriott is beneficial
for both the employees as well as for company.
4.2
Competency is generally regarded as the ability of individual to perform the assigned task
efficiently and as per the business need. Competency movement has been introduced in country
like UK where it is applicable for all the staff members within the workplace. Further, it is well
known fact that when competency of employee is known then it contributes in enhancing
organizational performance and vice versa (Salvendy, 2012). In country like UK skilled
workforce is easily present in the market but with the introduction of competency movement
businesses have started to work on actual development of its staff members in form of
knowledge and skills level. Apart from this, large numbers of challenges are present in the
market which organizations have to deal with and for its smooth functioning competency
movement have been developed. It has allowed in showing real importance of staff members
within the workplace and how their efficiency contributes in accomplishment of desired goals
and objectives. It has directly benefited every type of sector whether it may be public or private
one.
Development of competency movement focuses on the actual skill along with the
knowledge of employees which can be easily applied in the business operations for overall
betterment of company (Duflo, 2012). Public organization such as Asda PLC has been benefited
from the competency movement being developed in country like United Kingdom. Through this
movement business enterprise is able to focus on development of its workforce where they are
able to take active part in the major affairs of enterprise. Further, company like Marriott
international which is a private enterprise has also obtained advantage with the help of
9

competency movement whether efficiency of the staff members have been enhanced in relation
with carrying out operations. Therefore, with the help of this it can be stated that competency
movement has allowed every type of business in gaining competitive edge where it has become
possible to focus on the desired goals and objectives. Further, it has become possible to identify
the loopholes where companies are not operating up to the mark in terms of skills and knowledge
of the staff members.
4.3
The overall training initiatives introduced by the government of UK contribute in
development of human resource within Marriott. Different laws and regulations have been
introduced by the regulatory authorities which it has become must for Marriott to indulge into
training and development activities with the motive to enhance knowledge and skill level of the
staff members within workplace. Further, it is well known fact that staff members within
company are assigned different responsibilities and for conducting the same it is must to have
proper knowledge level (Markos and Sridevi, 2010). Sometime due to lack of skills and expertise
employees are not able to contribute in the organizational affairs and it leads to decline in
performance of business in the market. Due to this reason training initiatives have been taken by
government of UK where it is must for every type of business to indulge into different practices
of training so that staff members may work with full motivation level and in turn productivity of
the business can be enhanced through this. In short, the government measures taken are surely
for the welfare of company along with the employees in the workplace. In case if laws have not
been introduced in relation with delivering training then companies may not consider it
important. Every business is required to frame separate training and development department
where professionals re delivered responsibility of delivering training. Apart from this, employees
are well known to new concepts and ideas that are implemented in the business operations.
Marriott carries out training for its staff members on continuous basis and due to this
reason its employees are quite efficient in carrying out overall operations. Government of UK
has introduced different type of qualitative programs with the motive to develop learning curve
in faster way (Swarbrooke and Page, 2012). In short, all the laws introduced for delivering
training within the workplace are quite effective and has allowed businesses in gaining
competitive edge. No doubt, the main reason behind every industry operating in UK is training
and development practices which are famous and efficient for every business. Apart from this, if
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training related activities are carried out continuous basis then it enhances strength of the
business to deal with the challenges present in business environment.
CONCLUSION
From the above report it can be concluded that the human resource resource
development plays an important role in the smooth functioning of operations in the company.
There are large number of employees in Marriott which have different view points and
expectations from the company. Thus, the organization must focus on the development of the
staff members so as to ensure that all the operations done efficiently at the workplace. For this,
they must organize several training programs so as to develop the skills and knowledge of the
employees. This will result in the increased productivity of them. Moreover, different learning
styles must be undertaken by Marriott so as to develop their personal as well as professional
skills. Hence, it can be said that the HRD practices laid by Marriott is quite unique and has
skilled employees working in the company. This has helped them to attain the competitive edge
in the market and tackle the problems of changing environment in an efficient manner.
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REFERENCES
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Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
Avey, J. B. And et.al., 2011. Meta‐analysis of the impact of positive psychological capital on
employee attitudes, behaviors, and performance. Human resource development quarterly.
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Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kraaijenbrink, J., Spender, J. C. and Groen, A. J., 2010. The resource-based view: a review and
assessment of its critiques. Journal of management. 36(1). pp.349-372.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
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Wang, S. and Noe, R. A., 2010. Knowledge sharing: A review and directions for future research.
Human Resource Management Review. 20(2). pp.115-131.
Noe, R. A., 2010. Employee training and development. McGraw-Hill/Irwin.
Hall, J. K., Daneke, G. A. and Lenox, M. J., 2010. Sustainable development and
entrepreneurship: Past contributions and future directions. Journal of Business Venturing.
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Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
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De Haas, H., 2010. Migration and development: a theoretical perspective1.International
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Salvendy, G., 2012. Handbook of human factors and ergonomics. John Wiley & Sons.
Duflo, E., 2012. Women empowerment and economic development. Journal of Economic
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Swarbrooke, J. and Page, S. J., 2012. Development and management of visitor attractions.
Routledge.

Online
Methods for Training Employees: Mentoring, On-The-Job & Job Rotation. 2015. [Online].
Available through: <http://study.com/academy/lesson/methods-for-training-employees-
mentoring-on-the-job-job-rotation.html>. [Accessed on 16th Nov 2016].
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