Strategic Human Resource Management Report: Marriott Hotel

This report provides a comprehensive analysis of strategic human resource management (SHRM) practices within the context of the Marriott Hotel. It begins by examining the internal and external environments, utilizing SWOT and PESTLE analyses to identify factors influencing the hotel's operations and market position. The report then delves into the application of various SHRM concepts and models, including resource-based view, strategic fit, and strategic flexibility, to understand how Marriott manages its workforce and aligns HR practices with its strategic objectives. Furthermore, the report explores specific HR functions such as recruitment, training, and performance management, highlighting their roles in achieving organizational goals and maintaining a competitive advantage. The analysis considers the impact of economic, social, and technological factors on Marriott's HR strategies and overall business performance. Finally, the report underscores the importance of adapting HR practices to the changing business environment to ensure the hotel's continued success.

Strategic Human Resource Management
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TABLE OF CONTENTS
INTRODUCTION ...............................................................................................................................3
TASK 1.................................................................................................................................................3
TASK 2.................................................................................................................................................5
TASK 3.................................................................................................................................................7
CONCLUSION ...................................................................................................................................9
REFERENCES...................................................................................................................................10
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INTRODUCTION
Strategic human resources management can be stated as a practice wherein company and
employees developing, attracting, rewarding and retaining at the work place. In this report,
organization conducts the recruitment process under which manager appoints the new employees at
work place. It helps manager to manage day to day operation of the firm and maintains the work
environment. Under this report, there are various aspects of the strategic human resource
management will be studied in the context Marriott hotel. The present report covers, manager
analyses the internal and external environment for the business which affects the work based
activities and work environment. Different concepts and models of the strategic human resource
management is followed by the organization. There are various policies and procedures related to
human resource which is adopted by the firm for maintaining the work quality of the employees and
smooth flow of operation at the work place.
TASK 1
The internal and external environment for the Marriott hotel
According to Armstrong and Taylor, 2014, “company identify the current position in the market
with the help of analysing the SWOT and PESTLE”(Armstrong and Taylor, 2014). In this way,
manager analyses the current situation and position of the organization in the hospitality industry
under which various factors affects the work based activities and customer purchasing power.
However, SWOT and PESTLE also affects the work environment and sales turnover of the firm. In
additional to this, political factor also affects the Marriott hotel under which government formulates
the tax policy and other practices. Organization follows rules and regulation related to the
government policy which adopts the tax policy at the work place. In this way, company pays the
amount of the tax as well employees which helps to maintains the work environment and reduces
the unfair practices at the work place. Purce, 2014, has stated, “if government rises the tax rate
which affect the company activities like accommodation , food”(Purce, 2014). Organization charges
the money as per the tax rate and purchasing power of the consumer. It affects performance of the
firm because customers not able to purchases the more products and services due to increases the
tax rate. Company decreases the sales turnover and decline the overall productivity of the firm.
Apart from this, Economic factor also affect the Marriott hotel which includes the exchange rate,
fiscal policy, GDP and bank rate etc. In this context, good condition of economic in the UK which
positively affects the business because they easily deal with another country. Furthermore, good
economy creates the interest of the customer towards the services which is provided by the firm. It
positively affects performance of the organization because employee allocate the resource on the
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time and fulfils the demand of the clients and customer. It helps clients to generates the satisfaction
towards the company and work is given by the employees. Moreover, it also assists business to
increases the market share in hospitality industry and maintains the brand image in the UK market.
According to Kehoe and Wright, 2013, “government increases the bank rate and interest rate
under which company not able to deliver the services on time to the customers”(Kehoe and Wright,
2013). However, employees of the firm's not able to allocate the resource on time to time
accordingly they increases the cost of the services. It affects purchasing power of the customers
because firm increase the cost of the services which creates the less interest. In this context,
company decline the market share and minimizing the profit of the firm. On the other hand, social
factor also affects the work based activities of the firm which includes the society and community.
In this way, organization focuses on the welfare of the society which includes the lifestyle, culture,
language etc. Marriott hotel gives the job opportunity to the individual and manger appoints the
employees as per the knowledge skills is required of the vacant post. It helps manager to manage
day to day operation of the firm and their relationship with the employees. Moreover, It also assists
the company to expand their business and deliver good services to the customers. Marriott hotel all
these factors are consider like customer language, culture etc. Company should be designed the
services as per the customer choice and preferences
Bratton and Gold, 2012 ,has stated, manager also conducts the market research which is taken the
feedback from the customers”(Bratton and Gold, 2012).However,they have idea from the customer
satisfies or not, choice and preferences accordingly make the improvement by them. On the other
hand, technology factor is very important aspects in the business environmental of the company.
Technology is the best components which improves the organization performance and employees
work quality. In this way, company adopts the advance technology which helps employees to
complete their work on time and attain the customer satisfaction. Accordingly , firm increases the
market share and maximizing the profits. Moreover, another factor is environmental factor under
which company takes the responsibility for maintaining the environment of the business and outside
of the firm. In this way, they deliver the services without harming the employees and customer.
According to Buller and McEvoy, 2012, “legal factor plays important role in the organization under
which includes the government norms and policies”(Buller and McEvoy, 2012). However, company
follows the rules and regulation at the work place for maintaining their workforce. In this way, with
the help of rules and regulation, employees behave in ideal manner and work to attain the business
goals and objectives. As per this, company maintains the flow of smooth operation at the work place
and relation with the employees.
According to Shields, Brown and Plimmer, 2015, “ in order to survive the business activities
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and function in the competitive market so that every business have to analyses the internal
environment of the organization”(Shields, Brown and Plimmer, 2015). However, company analyses
the internal environment which identify the financial position in the UK market. Furthermore, it is
required to analyse its internal and external strength and weakness so as it can able top develop
competitive advantage. Here, in order to analyse Marriott hotel business environment which is
required to conduct the SWOT of the firm. In addition to this, company have strong financial
position in UK market and also maintains the brand image across the globe. Organization provides
the excellent quality facility like accommodation, food restaurant. Technological innovation is the
major strength of the cited venture under which corporation shows the strapping across all its
selling division. In this context, company provides the wide range of satisfied products and services
to their customers. Organization has developed the strong position about the consumer as with
attain the loyalty of the buyers Jackson, Schuler and Jiang, 2014, has stated, “the major weakness of
this hotel is the lack of geographic increase in its income”(Jackson, Schuler and Jiang, 2014). In this
way, company become the weak in the management system because the huge extended business
which creates the less interest of the employees. Organization faces many issues and state of the
high debt as they its accommodation the position of the financial issues.
Global expansion and increases the number of hotels may lead to the brand dilution.
Moreover, the major weakness of this hotel is declining its position in the market as in case of the
share because of the high ratio of debt the company is facing the instability in the market issues. On
the other hand, the major opportunity of the firm which operates the hotels at the international level.
Company enhance their services which get the customers loyalty. Furthermore, there are various
sorts of planning and strategies should be made by the supervisors of the company top acquire and
purchase various assets that generate revenue. Marriott hotel takes the steps in order to develops and
improves the direct marketing plans in case of advertisement. Apart from this, Ulrich, 2013, has
stated, the major threat for the Marriott hotel is political issues”(Ulrich, 2013). However,
involvement of the government is the creating the risk for the company for the hotels that are
operating in the foreign market. In this way, the high rate of inflection in the prices in the market is
another major threat for hospitality industry. Company has to set the prices of accommodation
services as per the economic condition of the country. Moreover the factors, crisis and issues of the
housing sector is the threat for the organization.
TASK 2
Concepts and models of strategic human resource management
According to Armstrong and Taylor, 2014, “there are various concepts and models of the
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strategic human resource management which is used by the Marriott hotel”(Armstrong and Taylor,
2014).In this context, three types of the concepts of strategic human resource management like the
resource based view, strategic fit and strategic flexibility. In the resource based view, employees
have unique knowledge skills which helps to attain the goals and objectives of the firm. Resource
based strategic HRM develops the strategic capability under which employees learn various things
which is required at the work place. Organization increases the market share because skilled
employees gives the good services which clients are satisfied his services. However, company
maintains the brand image in UK market and get the opportunity for increasing overall productivity.
In this way, creating the continuous competitive advantages therefore depends on the unique
employees and their capabilities that a company brings the competition in the environment. The
human resources includes the knowledge, experience, risk- taking etc which associated with the
firm. Moreover, organization conducts the training and development which help employee to
enhance their performance and improves the knowledge. It assists workers to perform in appropriate
manner and works in effectively and efficiently which will meet the goals and objectives of the
firm. Accordingly, company maximizing the profit and increases the market share.
On the other hand, Christodoulou, 2015 ,has stated, “ strategic fit is based on the two
dimensions that differentiate of the strategic human resource management like one is vertical and
other one is horizontal”(Christodoulou, 2015). In this way, vertical is linked up the organization
process and practices and horizontal is emphasized the coordination and interaction among the
various human resource management practices. Furthermore, manager takes the decision with the
help of all employees and they gives the suggestion and innovative ideas. It helps workers to
increases the motivation level towards the work because they part of the decision making process.
Employees gives the best result of the work and attain the business goals and objectives. Apart
from this, one more concept of the strategic human resource management like strategic flexibility. It
is the ability of the firm to responds and follows the changes for the competitive environment.
Company should be able to identify the changes accordingly manager adopts the policies and
formulates the process at the work place.
According to Osman, Ho and Galang, 2011, “there are different types of model which is
used by the Marriott hotel for managing the day to day activities at the work place”(Osman, Ho and
Galang, 2011). In this context, it includes the training, staffing, performance management and
labour relation etc. Here, now discuss about the staffing and training. Organization conducts the
recruitment and selection process under which appoints the new employees as per their qualification
and knowledge as require the vacant post. It helps day to day activities and works for attain the
business goals and objectives. However, by using training, manager provides the training and
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development to the employees which helps to increases the knowledge and skills as per requirement
of the firm. In this way, it affects performance of the organization because trained employees gives
the best efforts of the work. Accordingly, clients and customers are satisfied his services is provided
by the workers which helps employees to increases the market share in hospitality industry. Apart
from this, another model is performance management under which need top the employment
results. Moreover, employees and company need to the develops the plan for the future progress. It
helps organization and workers to easily fulfils the goals and objectives through the plan. Example
of PESTLE Analysis ,2011, has stated, “corporation maintains the labour relation through the
relation”(Example of PESTLE Analysis ,2011). In addition to this, manager provides the rewards to
the employees as per their performance at the work place. It helps human resources to increases the
motivation level and perform in well manner. Highly motivated employees meet the demand of the
clients and customer which helps company to increases the brand image in UK market.
A variety of human resource policies and procedures
According to Rasel, 2015 “organization follows the policies and procedures related to the
human resource for maintaining the work environment and work quality of the employees”( Rasel,
2015).It includes the reward policy, recruitment and selection process etc. However, there are two
types of rewards policy which is provided by the organization to the employees. It involves the
intrinsic and extrinsic rewards is taken by the workers as per their performance. Moreover,
company gives the promotional opportunity, incentives which creates the employees satisfaction
towards the job. It helps workers to increases the motivation level and accomplish the goals and
objectives of the firm. Accordingly, company also maintains the work quality of the human resource
and flow of the smooth operation at the work place. In addition to this, by using rewards company
solve the conflicts among the employees. Apart from this, Zhu, Sarkis and Lai, 2013, has stated,
“manager conducts the recruitment and selection process under which appoints the potential
candidates as per their qualification”(Zhu, Sarkis and Lai, 2013).It helps manager to easily fulfils
the demand of the customers and attain the goals and objectives of firm. Furthermore, it also helps
company to increases the market share and maximizing the profits in hospitality industry. All these
policy and procedures are used by the company for attaining the objectives.
TASK 3
Recommendations related to the attraction and retention of talent to support the future
performance of Marriott hotel
According to Drori and Honig, 2013, “ company should make the changes for improving the
performance of the firm as well employees and also adopts the new methods of the managing the
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human resource”( Drori and Honig, 2013). However, organization can follows the equality act
under which they treat the employees are equally. It includes the pronominal activities, wages and
salary which is provided by the organization to the employees. It helps workers to increases the
motivation level and works ion effective manner. Equality reduces the conflict situation at the work
place which helps employee to focuses on their work and achieve the business goals and objectives.
Apart from this, organization should follows rules and regulation related to the employees health
and safety at the work place. With the help of health and safety act, company provides the medial
check-up facility to the workers and inform about the danger places at the hotel premises. Workers
feel safe in the organization and they concentrate their work which creates the satisfaction towards
the job. Moreover, employees gives the best result of the work and work quality of the human
resource. It affects the performance of the organization because clients are satisfied his services is
provided by the workers. It assists company to maintains the flow of smooth operation and their
relationship with the workforce Brewster, Mayrhofer and Morley, 2016, has stated, “ organization
should aware the barriers of the implementation which makes the good plan”(Brewster, Mayrhofer
and Morley, 2016). In addition to this, company should develops the plan with the systematic
manner and reduces the barriers. Organization appoints the skilled employees which helps to makes
the proper plan of the firm and help to meet the future outputs. It helps workers complete their task
on time which creates the clients satisfaction towards the accomplish the work. It positively affects
the brand image of the corporation and increases the market share in hospitality industry.
Organization should follows the culture which helps employee to behave in ideal manner.
However, manager allots the work as per the employees interest and efficiency which generates the
interest level of the employees. In this context, if manager not able to identify the employees
interest , ability which creates the less motivation towards the work. It negatively affects the
performance of the employees because they not able to complete their task on time. It decreases the
quality of work and overall productivity of the human resource. Apart from this, organization can
adopts the advance technology which helps to maximizing the profits of the firm. It assists
employees to complete their task on time without wasted time. They also works in effective manner
and deliver the services on the time. It helps customer to attracts towards the services and workers
increases the overall productivity of the firm. According to Shields and et.al, 2015, “it affects the
performance of the organization because and customers, clients are satisfied his services is provided
by the employees”(Shields and et.al, 2015). In this way, it helps company to increases the market
share and generates the high amount of the revenue of the firm. However, all these recommendation
are beneficial for the company and employees for improving the overall productivity and managing
the human resource at the work place. It also helps to maintains the good relation with the
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employees and maintains the brand image in UK market.
CONCLUSION
Summing up the whole report, it can be concluded that, manager analyses the internal and
external environment under which they identify the current position of the firm in the UK market.
Different concepts of the strategic human resource management which helps to employees attain the
success of the organization through the knowledge and skills. In addition to this, organization
success depends upon performance of the employees. By using training, employees increases the
knowledge and enhance their performance which is delivered best services to the customers. With
the helps of trained workers, executive easily manage their work and attain the goals and objectives
of the firm. Furthermore, organization conducts the recruitment and selection process under which
appoints the potential candidates. It helps day to day activities of the organization and accomplish
the demand of the clients. Through the strategic human resource management models, corporation
conducts the various activities and managing the workers at the work place. In this way, these
recommendation are beneficial for the company and increases the overall productivity.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Brewster, C., Mayrhofer, W. and Morley, M., 2016. New Challenges for European Resource
Management. Springer.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Christodoulou, P., 2015. The contribution of staff training and development in the improvement of
the efficiency and effectiveness of the organization (Doctoral dissertation, Business
Administration Program, School of Economic Sciences and Business, Neapolis University
Pafos).
Drori, I. and Honig, B., 2013. A process model of internal and external legitimacy. Organization
Studies. 34(3). pp.345-376.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
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.
Osman, I., Ho, T. C. F. and Galang, M. C., 2011. The relationship between human resource practices
and firm performance: an empirical assessment of firms in Malaysia. Business Strategy
Series. 12(1). pp.41–48.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Shields, J. and et.al., 2015. Managing Employee Performance & Reward: Concepts, Practices,
Strategies. Cambridge University Press.
Shields, J., Brown, M. and Plimmer, G., 2015. Managing Employee Performance & Reward:
Concepts, Practices, Strategies. Cambridge University Press.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering
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results. Harvard Business Press.
Zhu, Q., Sarkis, J. and Lai, K. H., 2013. Institutional-based antecedents and performance outcomes
of internal and external green supply chain management practices. Journal of Purchasing
and Supply Management. 19(2). pp.106-117.
Online
Example of PESTLE Analysis, 2011 [Online] Available resource
<http://pestleanalysis.com/examples-of-pestle-analysis/> [Assessed on 2th November,
2016]
Rasel, 2015. 13 Models of strategic human resource management, [Online] Available resource <
http://bankofinfo.com/13-models-of-strategic-human-resource-management/> Assessed on
2th November ,2016]
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