Strategic Human Resource Plan for Asia-Pacific Region - Marriott

This report presents a strategic human resource plan designed for Marriott's expansion into the Asia-Pacific region. It begins with an executive summary that outlines the study's objectives, which include identifying HR-related issues, understanding HR requirements, and formulating a comprehensive HR plan. The introduction provides background information on Marriott, its global operations, and its commitment to customer satisfaction. The report then delves into key HR issues such as recruitment, retention, employee productivity, compliance and training, safety and health, and diversity and discrimination. A crucial aspect of the report is the detailed examination of the need for a strategic HR plan, emphasizing the importance of HR in recruitment, employee retention, and training. The report justifies the proposed HR strategies, providing theoretical frameworks and practical applications. The conclusion summarizes the key findings and recommendations for effective HR management in the Asia-Pacific region. The report aims to offer valuable insights into the complexities of HR management within a global hospitality context, ensuring that Marriott can successfully establish a strong presence in the Asia-Pacific market.

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Strategic Human Resource Plan for Asia-Pacific Region
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Executive Summary
The purpose of the study is to understand the various aspects that are related to the human
resource management and the risks that relies in the department. The identification of the HR
related issues are done in the content of the study. There need of the human resource
management in a company are also stated in the study along with the need of HR in Marriott
company are also highlighted. The HR plan for the company along with valid theories and
justification are also provided in the study material. The justification of the HR strategies and the
various plans proposed for eradicating the HR issues are done in the study as well.

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Table of Contents
Introduction......................................................................................................................................3
Issues Related to HR in recent times...............................................................................................5
HR Requirement............................................................................................................................10
HR Strategic Plan..........................................................................................................................12
Justification for HR Plan...............................................................................................................17
Conclusion.....................................................................................................................................20
References......................................................................................................................................21

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Introduction
Marriot is a chain of international hotels that operates globally. They are counted
amongst the luxury hotels that are operating their services globally. They provide the best and
the most luxury services to their customers. This company got its origination in the year 1984,
and its first hospital was established in Washington, D.C. The company has gradually developed
its chain of hotels in almost all parts of the world (Marriott.com. 2019). The company has never
compromised in serving their customers; this has helped them in gaining huge client base and
their loyalty. The customers have always been satisfied with their hospitality. The company has
always tried their best in building their infrastructure, which is both antique and modern at the
same time. The company started with A&W root beer stand the founder was J. William Marriott
along with his wife. The couple earlier served drinks to satisfy the thirst of the customers in
Washington D.C. They believed in providing quality food and services to the customers in fair
and just price and gradually they planned to expand and this initiated the chain of Marriott hotels
(Marriott international. 2019).
Marriott was the first to initiate motor hotel in Arlington, Victoria. Bill Marriott became
the CEO of the hotels and he practiced visionary style of leadership. This was another boon for
the company because the strategies that he planted for the company and the procedures the
company followed made the company achieve the success. The customers that avail the services
of the company never get the opportunity to complaint about their hospitality and they tend to
become the loyal customers of the company (Marriott.com. 2019). The customers also suggest
other people for availing the services of the company, which is also very useful for the company,
gain the client base and earn revenue. The company has evolved their infrastructure and

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strategies with the growing era of evolution. They have followed the pattern of organized
decision-making and implemented proper and sufficient machineries that will help them provide
quality services to the customers and achieve their goals in a better way (JW Marriott. 2019).
The employees that are hired for the company are also chosen wisely. The company is planning
to enter the Asia-Pacific region and develop 1000 hotels; this will help the customers of that
region also experience a luxury hospitality. This will also be helpful for the company to gain
more number of customers. The increase in the client base will help the company to gain good
amount of revenue as well. The best strategies that the Marriott already utilizes will also be used
in the new market that they are thinking to enter in 2020 along with some new implications to
make the company unique and better than the other competitors. The company has aimed in 2020
to enter the markets of Asia-Pacific region and gather more customers for them.
Random selection of employees are not done in the company, the experienced and the
best employees that have adequate knowledge about the hospitality industry and knows the
proper ethics of the serving the customers. The recruitment of the candidates are done in an
organized way and their potentials are properly scrutinized by the HR. The company tries to hire
the best candidates for them after judging their capabilities in order to maintain the image of the
company on the industry. Since, the company is about its launch new hotel in the Asia-Pacific
region the HRM for that company will also be more effective in order to make a stern position in
that region. The purpose of the study is to understand the strategies that the HR of the Marriott
Company practices for the selection of the candidates. The various loopholes that exists in the
HR department of the other companies is considered and effective HR Plan will be formulated
for the Asia-pacific Region is elaborately explained in the content of the study. There will be a
strategic human resource plan for the company.

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Need for HR Plan
The role of HR is very crucial in any company and for a company like Marriot the HR
has to be specialized in all aspects related to the particular designation the hiring of the HR by
the company also has to be done very carefully. The company’s future and development majorly
depends on the HR’s strategies and policies that will be implemented on the employees as well
as in the management of the company. Yet there are some existing issues that are related to HR’s
designation. Implementation of the HR plan will help the company to overcome these issues that
can arise in the new company.
Recruitment
The employment of the candidates for a company is very essential in order to make the
company gain its goals. It is the sole responsibility of the HR to choose the best candidates and
then most eligible candidates for the company, as they will help in achieving the objectives of
the organization. The selection of the candidates should be done carefully and their abilities must
be carefully scrutinized. The HR has to understand the aims and objectives of the company that it
will implement for the Asia-Pacific region and choose the candidates accordingly after observing
the potentials of the candidates to cater those requirements of the company. The HR if fails to
judge the candidates properly then that candidate can be a burden for the company(Gibbs, et al.,
2015). The HR failing in making the employee understand the terms and conditions of the
company or analyzing the capabilities of the candidate then he/she might blame the HR of not
making them clear with the protocols.

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Retention
The ideology that is associated with the designation of HR is employment of suitable and
eligible candidates for the company however; the HR is also responsible for retaining the
employees in the company. In order to make a company achieve its goals the employees are one
of the most important medium to help the organization achieve it and to generate revenue. The
HR of Marriott follows certain protocols and strategies that makes them outshine from other
competitors belonging to the same industry (Mishra, 2017). The employees of an organization
helps in shaping the organizational environment and achieve its goals. The HR if fails to retain
the employees,the company can suffer a downfall in the revenue generation. The HR of the
company is responsible to make the employees understand the proper procedures that the
employees need to follow to serve the customers without making any destruction to the
company’s image or protocols (Upamanyu, 2014).
Employee Productivity
The company’s rate of success can only be evaluated by the effective productivity that
the company can provide to its customers. The HR must also observe the loopholes that are
existing in the company and amongst the employees and try to mend them in order to satisfy the
Marriott’s annual outcome. The T&M, which stands for Time and Motion helps in understanding
and how and who are performing according to the requirement or expectation of the company
(Kimes, 2017). The HR if fails to understand the loopholes and the incapability of the employees
to cater to the expectations of the company then the forthcoming days for the company cannot be
too effective. The HR has to identify the requirement of the company for each accounting year
that Marriott requires and make the employees aware about the level of efforts they have to

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provide to achieve that goal. If the HR fails to circulate the information to the employees about
the level of effort they need to exert, which can affect the productivity of the company then the
authority can raise a question on the performance of the HR (Kimes, 2017).
Compliance and Training
One of the most important responsibility of the HR is to train the candidates and give a
proper shape to their capabilities, which will help them to gain both their and company’s goals.
The HR must conduct an effective training and development program for the new joiners, which
will help the new candidates to understand the process that the company uses to serve the
customers (Hanif, 2013). This will also help the HR to understand the abilities of the candidates
and their learning and adapting skills. The candidates that are selected for some senior positions
should receive proper and detailed training and developmental programs as the expectations of
the company from them are high. The HR if fails to provide effective and appropriate training
and developmental program for the employees than they will be unable to deliver productivity to
the company. This might lead the HR to some harsh experiences. The HR must train the
employees about the proper etiquettes and mannerisms that they need to present in front of the
customers (Hanif, 2013).
Safety and Health
The HR must also look after the health and safety issues that are to be maintained by the
hotel. The customers that look up to the hospitality of the Marriott also consider the safety and
health facilities that are assigned to them the HR must supervise the employees that are assigned
on the this department and see whether they are performing their duties property or not. The HR

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must not only ensure the safety and health issues for the customers but also for the employees
(Aswathappa, 2013). If the HR does not look after the safety aspects for the employees then this
might trigger the feeling of insecurity in them then they can develop an aversion towards the
company and the rates of retention canget high. The hygiene factors must also be considered for
the employees, if they tend to fall sick within the premises of the company that can be a burden
on the company and the image of the company can decline. If the HR does not look after the
matters of safety and health related aspects for the employees then they might complaint about
the HR to the authorities, which can bring a threat to the tenure of the HR (Reilly & Williams,
2016).
Diversity and Discrimination
The employees must not experience any kind of partiality within the organization as it
can lead to employee retention as well a bad image about the company in the industry and the
competitors can take an advantage of this. The employees must be given equal platform to
highlight their skills and the practice of partiality must not be practiced at all. The practice of
discrimination amongst the employees can lead the company to downfall of their business. It is
the responsibility of the HR to understand the environment of the employees and make strategies
to maintain a positive ambience for the employees (Harrop, 2017). The hiring of the employees
must be done on a diversified platform. The candidates from different culture, caste and
background should be given the opportunity to highlight their skills. The barrier on culture
should not exist in the company; employees from different cultural background will help the
company toserve the customers coming from different geographical areas and cultures. The
customers will get delighted and feel their culture being valued and the loyalty towards Marriott

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will increase. The HR of the company must strictly supervise that the employees are not facing
any type of partiality (Kavanagh, & Johnson, 2017).
Norms and Protocols
The HR is solely responsible in formulating the policies for the company. This will help
the company work in an organized and systematic way. The HR must make the protocols and
norms according to the objectives and aims of the company so that it will be easier for both the
employees and the company to achieve their respective goals. The protocols and the norms are
made to help the employees the pros and cons that they need to follow in order to continue their
service in the company. This helps in maintaining the discipline within the organization. If the
HR makes the protocols and norms that are too stringent then the employees might feel
suffocated and the zeal for performing their jobs will fade way (Nieves & Quintana, 2018). The
norms and the protocols have to be designed in order to maintain the decorum of the company
this will help the company in making the work culture stringent and the customers get pleased
with thedecorum. The HR must formulate policies for the employees as well to make them feel
secured and safe (Al Hrou & Mohamed, 2014).
Salary policies
The HR is solely responsible in formulating the salary policies of the employees. The
employees should be paid according to their capabilities; the HR should ensure that the
employees are being paid rightfully. The HR must supervise the proper and organized structure
of implementing the salary policies. The wage structure of the employees should be formulated,
depending on the designation they hold and the efforts or pressure they take for reaching the

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organizational goals (O'Brien & Linehan, 2014). The HR must also see that the plan of
incentives, bonuses and vouchers are being properly executed to the deserved employees or not.
The employees must be acknowledged on the efforts that they provide for the organization
(Anderson, 2013). The HR must observe that the salary withdrawal is occurring timely and the
employees do not get the opportunity to complain. If the HR fails to provide the employee’s
salary on time then they might not feel motivated and dedicated towards their work and
organization. Money motivates the employees and if the factor is not being fulfilled then the
probability of retention will increase (O'Brien & Linehan, 2014).
Resolution to the Problems
The HR must be aware about the protocols, policies and facilities of the company and
they must have the ability to quench the list of queries of both the employees and the customers.
The customers might raise question regarding the services that the company provides and the
alternatives that the company possess to cater the requirements of the customers. The employees
might also face difficulty in performing their duties and they might raise a question regarding the
best way to perform them (Al-Refaie, 2015). The HR must have the ability of answering all the
queries of both customers and the employees at the same time. The HR must gather sufficient
knowledge about the company and the procedures that the employees have to perform. Any HR
with minimal knowledge about the procedures and protocols of the company can misguide the
employees and the customers, which can turn out to be a negative outcome for the company. The
HR of the company must have adequate knowledge about everything that is happening within the
management along with the market position and image of the company in the industry.The HR