Reflective Report on Talent Management Strategy at Marriott Hotels

This report examines the talent management and resourcing strategies employed by Marriott Hotels. It begins by defining talent management and its significance, then delves into Marriott's talent resourcing strategy, highlighting the use of gamification to attract high-potential candidates. The report further explores talent management and retention strategies, emphasizing employee recognition, manager focus, compensation allocation, organizational culture improvement, and hybrid/remote work options. It discusses the information technology systems used for recruitment and selection, including e-recruitment strategies to enhance the talent pool. The report also suggests selection methods for Marriott's international strategy, such as assignment tests, in-person interviews, and inclusive recruitment, along with the use of key performance indicators (KPIs) and best practice transfers to improve hiring effectiveness and diversity. The conclusion summarizes the benefits of adopting gamification and other strategies to enhance employee recruitment and productivity.

Talent and Resourcing
management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Talent resourcing strategy............................................................................................................3
Talent Management & Retention Strategies................................................................................4
Information technology systems used by the organization for its selection and recruitment......5
Selection methods that are suggested to be adopted by the company in its international
selection strategy.........................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
Talent Management is defined as the attraction, retention and selection of the employees.
This contains a combination of employee life cycle with processes of HR. Resourcing strategy of
a business will ensure that the organization can employ and retain the people they need and how
it can be done efficiently. It will ensure that the organization workforce has various qualities
which are required in the organization.
Marriott Hotels and resorts are the subsidiary of the Marriott international and providing
the hospitality services to their customers. They have established in various countries and has
been established for 65 years.
MAIN BODY
Talent resourcing strategy
The talent resourcing strategy adopted by Marriot Hotel in order to recruit high potential
candidates may be gamification. It is a new approach which may help a business to select better
individuals according to their specific needs for increasing the quality of the organization to give
better results. Gamification is a process of using an existing software and different gaming
techniques in order to motivate participation of users (Whysall, Owtram and Brittain, 2019). This
process is helpful for the company in order to increase the interest of applicants towards taking
interest in the business. This strategy may be helpful for the business for picking the best
candidates and identifying their qualities for increasing productivity of the company.
The Marriot hotel may have developed an online themed game which highlights the
responsibilities and duties of the role one has to perform in the organization. The hotel
management department that may be helpful in enhancing the screening the screening process of
the company. The organization may have provided this game on various social media platform in
order to reach out a large number of individuals who are interested in getting a job in the
company. It may focus on creating awareness about the brand effectively for increasing the
engagement of people towards the company (Elhaddad, Safan and Elshall, 2020). It may be
beneficial for the organization to resource better talent and increase their core competencies in
order to gain competitive advantage in the industry.

Talent Management & Retention Strategies
Talent Management and retention strategies are most important for any business
especially for hospitality industries. It is because of the advantage which can be gained with the
help of retaining talented employees as they contribute to the growth of the employees. Marriott
hotels and resorts are adopting various strategies which will help them in maintaining their
employees (Maurya, Agarwal, and Srivastava, 2020). The adopted strategies are mentioned
further:
Recognizing Employees Contribution
The employees are recognized for the work done by them in the organization. As they
think that employees are the ones who help the organization to grow in the market. This will help
the Marriott Hotels and Resorts to satisfy their consumers and the employees will be satisfied
while working in the organization.
Focusing on Managers
Marriott Hotels and Resorts are focusing on the activities done by their employees as it
will ensure that the manager are not misbehaving with the employees. It is because the managers
are one of the important reason because of which the employees leave the job. So the company
wants to ensure that the managers are adopting the practices which will help the employees to
grow in the organization.
Allocating Compensation
Marriott Hotels and Resorts ensures that the financial need of their employees are met so
that the employees can work for a longer period of time in the organization. It is most important
factor in the market with the increasing competition. If the employees are receiving pay as per
their capabilities then it will ensure that they will associate with the companies for a longer
period. This will eventually help the company to retain their employees.
Improving organizational culture
Culture of the organization is the main factor which will help them to ensure that
employees will be able to work for a longer period. As it provides them peace while they are
working in the organization (AlQershi and et.al., 2021). Marriott Hotels and Resorts are
establishing the culture where the employees are getting various sort of events where they can
relax and enjoy. The company wants that the employees can work effectively and enjoy their
time in the organization.

Prioritizing Hybrid and Remote Options
Marriott Hotels and Resorts is providing remote working to their employees who are
working in the back end of the organization. As it has become the most important factor among
the employees because of the recent events and it will ensure efficiency.
Information technology systems used by the organization for its selection and recruitment
The Marriot Hotel and Resorts may use the new and advanced technologies in order to
improve their current recruitment and selection process. These activities may be useful for the
business in order to enhance the talent resourcing strategy of the company and increasing the
quality of the workforce in order to improve performance of the business. It is helpful for the
business for increasing their efficiency and product by recruiting better talent in order to gain
competitive advantage in the industry (Hasanpour and et.al., 2019). The organization may have
adopted various E-recruitment strategies in order to improve their current talent resourcing
system and reach out to a large pool of people for enhancing the human resource of the
organization. The company may focus on recruiting friendly and helpful individuals which may
have empathy towards the work and may contribute towards the overall growth of the business.
By the use of E-recruitment practices the organization may be able to identifying different
individuals according to different requirements and select them for achieving aims and objectives
of the company effectively.
The company may actively promote the job openings on popular digital platforms as
individuals regularly search for jobs there in order to get the desired employment. The company
may get advantage in reducing the stress of recruitment of candidates with the help of these
practices which may have a positive impact on the organization (Kravariti, 2021). It may provide
better options for the business in order to recruit high potential candidates from different parts of
the world due to its wide appeal. It may be available to the audience of different countries which
may attract and motivate them to work with the hotel chain. It is a flexible process which may be
helpful for the company to incorporate and carry out its operations effectively in order to
improve their business. E-recruitment may be helpful for the company to minimize the hiring
costs by organizing all the recruitment process online which requires less investment than the
traditional hiring process. It is a time saving process which may be helpful for the company in
order to save their valuable time and focus on the aspects of the business.

The recruitment process of the Marriot Hotels may be divided into three parts such as
the application, assessment and the personal interview. It may be a simple process which is
helpful for the candidates in order to successfully get a job in the company. The application
process may be conducted on the online website of the company and other famous digital
platforms used by the organization which may allow the candidates to provide their personal and
professional information to the company (Sohel-Uz-Zaman, 2018). On the basis of the selection
criteria the candidates are then shortlisted and are provided with the assessment which may help
the organization to identify their skills and abilities in order to recruit better candidates in the
company. The last step in the hiring process is the personal interview which may be conducted in
order to evaluate and analyser the overall personality and decision making ability of the
individual in order to recruit high potential candidates for the development of the organization.
The hiring process of the organization may help the company to effectively select the desired
candidates and grow the business successfully.
Selection methods that are suggested to be adopted by the company in its international selection
strategy
I would suggest the assignment test as the employee selection process of the company
which may be an appropriate method to test the strengths of the employees. It might be a helpful
method for Marriot hotel in order to select the best suitable candidates which may increase their
efficiency. The recruiters may send the online test to the candidates through email and prepare a
list of the candidates who have performed well in the assessment in order to improve e hiring
process and increasing the quality of workforce of the organization. This process may provide a
similar criteria or all the candidates in order to utilize the opportunity and get a job in the
company (Widodo and Mawarto, 2020).
The other selection method which can be appropriate for the organization is in-person
interview, which is an effective method to hire high potential candidates and increasing the core
competence of the existing workforce. The company may identify top candidates and interview
each of them in order to get an understanding of their actual knowledge and what input can they
give to the company. It may help the organization to understanding the approach and decision
making ability of the candidates by analysing their answer to the difficult questions asked by the
interviewer.

Inclusive recruitment may be an effective method for Marriot hotel to adopt in order to
recruit the candidates from different origins and perspectives in order to improve the diversity of
the company (Vecchi and et.al., 2021). It may be a helpful process in executing the international
selection strategy of the company which may be helpful for the business to grow and expand its
services. By recruiting potential candidates from various regions in the world the company may
be able to improve sustainability of the brand and connect with more employees in the world
effectively in order to increase its market share in the industry. The different opinions, values
and traits of this diverse staff may be helpful for the business to make better decisions and form
better strategies for the development of the business.
Key performance indicators may be used by the business in order to control the hiring
and selection process of the organizing. It may be useful for the company to improve the
international selection strategy and recruit better individuals in order to gain competitive
advantage in the industry. These KPIs are special metrics which may assist the business to
measure the effectiveness of the hiring process and selecting the desired candidates for the
overall development of the hotel chain (Gandy, Harrison and Gold, 2018). Time to hire is one of
the most appropriate KPIs for the organization which focuses on measuring the time between the
contact with the employee and when he enters in the recruitment process. It may be crucial for
the company to identify the time in order to identify the bottlenecks in the selection process. This
KPI may help the business to hold on with their high potential candidates as they are in huge
demand in the industry.
The best practices transfer may be an effective method for Marriot hotel in order to
improve their productivity to properly execute the international selection strategy. Best practices
such as processes, capabilities and strategies that often reside within an organization may have a
significant impact on the organization which may be helpful in gaining competitive advantage in
the industry (Bibi, 2019). It may help the company to reform their existing structures and
improve their efficiency to select better talent from different parts of the world.
CONCLUSION
On the basis of the above report it has been concluded that the business has been benefited
by adopting the gamification strategy in order to recruit appropriate employees to increase the
productivity of the company. The organization has been able to enhance the recruitment and
selection process by using various technological systems that are helpful in increasing the

effectiveness of the company. Different methods have been adopted by the organization for
improving their international selection strategy which have been positive in improving the
overall talent resourcing of the company in order to gain better advantage in the market.

REFERENCES
Books and journals
AlQershi, N.A. and et.al., 2021. The effect of talent management and human capital on
sustainable business performance: an empirical investigation in Malaysian
hospitals. International Journal of Ethics and Systems.
Bibi, M., 2019. Impact of talent management practices on employee performance: An empirical
study among healthcare employees. SEISENSE Journal of Management. 2(1). pp.22-32.
Elhaddad, S. S., Safan, S. and Elshall, S. E., 2020. Nurses' perception toward talent management
and its relationship to their work engagement and retention. Menoufia Nursing
Journal. 5(2). pp.25-38.
Gandy, R., Harrison, P. and Gold, J., 2018. Talent management in Higher Education: Is turnover
relevant?. European Journal of Training and Development.
Hasanpour, A. and et.al., 2019. Designing Talent Management Model in the Banking Industry
Using Grounded Theory. Management Studies in Development and Evolution. 28(93).
pp.93-129.
Kravariti, F., 2021. Talent management in hospitality and tourism: a systematic literature review
and research agenda. International Journal of Contemporary Hospitality Management.
Maurya, K.K., Agarwal, M. and Srivastava, D.K., 2020. Perceived work–life balance and
organizational talent management: Mediating role of employer branding. International
Journal of Organization Theory & Behavior.
Sohel-Uz-Zaman, A. S. M., 2018. Understanding the Fundamentals of Talent Management for
Effective Business Application. International Journal of Economics, Finance and
Management Sciences. 6(3). p.98.
Vecchi, A. and et.al., 2021. Talent management processes and outcomes in a virtual
organization. Business Process Management Journal.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of Management Development.
Widodo, W. and Mawarto, M., 2020. Investigating the role of innovative behavior in mediating
the effect of transformational leadership and talent management on
performance. Management Science Letters. 10(10). pp.2175-2182.
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