BTM5HUR Human Resource Management Assignment Sample

Introduction Of BTM5HUR Human Resource Management Assignment

Human resource management (HRM) is defined as a practice of hiring, recruiting, organising, as well as handling employees of an organisation. Human resource department is typically accountable for forming and establishing into effect, and supervising policies regulating employees and the relation of the company with its staff members. HRM deals with the functions of management such as planning, implanting, directing, and regulating. Human resource (HR) planning can serve as facilitator and an operating system for hastening the formations for an effectual staff or workforce (Wilton, 2022). HRM is the coherent and tactical approach to efficient and effective people management within an organisation in such a way that assist its business to gain a competitive edge.

Marriott International is a hospitality facility provider which operates restaurants and hotels. The company has very powerful portfolio within the sector, with more than thirty leading brands and around 9,100 properties within 142 countries (Marriott. 2025). This report will begin with examination of the human resource functions in the Marriott International and also explore the diverse approaches to understanding human resource management. Further, it will study the way HR department at the company can efficiently handle employee resourcing. In addition, it will assess employee development plans or strategies which could be utilised to improve human resource and entire business performance at the organisation. This report will also involve instances of the industry practices or activities from diverse organisation which can allow the company to handle the present HR issues opposing its business operations.

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Main Body

HRM functions in the organisation

Marriott International operates in hospitality sector, which is one of the fast-rising industries internationally, and it make contributions considerably to the economy of several countries. One of the crucial factor within such sector is the human resource management. HRM within hospitality is an important function which covers management of labour and personnel relations. Further, the role of HR in this industry is to hire, train, as well as develop staff to confirm that they offer good quality services to the guests or customer, who are important internal stakeholders of the hospitality businesses. HR managers plays a considerable role in confirming that the staff is encourage, productive and also satisfied with their works. One of the main function of HRM in Marriott international is to hire and recruit skilled and qualified employees. The success and growth of any hospitality venture relies heavily on the quality and expertise of its workforce. HR managers should recognise knowledge, experience, and abilities needed for each position and hire worker who fulfil such criteria (Armb, and Taylor, 2023). They also do background audits and verify the employment background of the probable workers to confirm that they are appropriate and qualified for the role.

Moreover, after employees are recruited, HR managers at Marriott International are accountable for offering training to them. Training is crucial within the hospitality sector as workers must have the essential abilities to offer great quality services to the guests or customers. HR managers at the company provide on-the-job training, online training, and classroom training in order to confirm that the workers have the essential skilled and needed expertise in order to perform their work roles in an effective way. In addition, another important function of human resource management at the company is to focus on employee development. Programs for growth and development like coaching, career advancement opportunities, mentoring are vital for employees to advance professionally. HR managers work together with the workers for recognising their weaknesses and strengths and offer them with chances to augment their knowledge and abilities. Through doing this, staff members feel valued as well as are most probable to stay within the company.

 Along with hiring, training and also developing workforce, HRM at the company has a function to handle relations with the staff members. Further, employee relations involve challenges like conflicts, disciplinary actions and grievances. HR professionals must make sure that such problems are handled in a consistent and fair way in order to uphold a favourable work atmosphere. Additionally, confirming adherence with the labour or employment regulations and laws is also one of the function of human resource management at Marriott International. Human resource managers at the company need to make sure that the company adheres rational labour activities, and offers its staff members with fair working conditions, benefits and wages. Further, the company’s HRM places an extreme focus on health and wellness of its staff members (Agarwal, 2021). It offers mental health assistance, supple working patterns, and welfare programs for encouraging a healthy and balanced lifestyle. 

Different approaches to understanding HRM

There are several diverse approaches to understanding human resource management, these approaches involve soft and hard HRM and more. Hard HRM is an approach to HRM which highlights task-based management, nominal investment in workers and seeing workers as a resource to attain the goals of the company. Such approach emphasizes on lining up the staff with the tactical goals of the company, frequently giving priority to productivity and efficiency over employee wellness. Under this approach, HR professional are mainly concentrate on administrative roles like hiring, selection as well as performance management. Hard approach focuses on the quantitative, strategic facets of handling human capital. Often, it is linked with efficiency advancement and cost reduction strategies. The company Marriott International demonstrate such approach through utilising structured process of recruitment and performance assessments.

Soft human resource management refers to HRM approach which emphasize on treating workers as useful and valuable assets to the company. It focuses on long-run planning for employee authorisation, confirming that they have chances for skill improvement, career progression as well as authority for decision making. Such approach also includes giving bonus packages and competitive salary to appeal and retain skilled and talented workers. A democratic style of leadership is a chief element of the soft HRM, promoting open and transparent communication, cooperation and engagement within the process of decision making. Frequently, this approach is linked with strategies intending to improve employee dedication and also company performance (Dubey, et al. 2024). Marriott International adheres such approach within its dedication towards staff development, engagement and wellness. 

Furthermore, another approach is Guest model, which can be referred as a blend of hard and soft HRM approaches in order to attain goals of the company utilising strategic policies. This model targets the individual workers rather than the whole staff which confirms that the companies can create flexibility within their business. Collectively, the model proposes that human resource management must be linked to the company’s strategic management. It posits that HRM policies must be formulated to attain strategic integration, quality, flexibility and commitment. As per this model, if these four objective are accomplished, it will result into augmented business performance. Marriott HRM is rooted to the combination of both the b as well as hard approaches to HRM, thus it also showcases features of guest model.

Management of employee resourcing at Marriott International

Employee resourcing is an important facet of human resource management, as it will help businesses to get the apt people with the required skills into the correct roles at the correct time. Resourcing strategy is concerned with the way companies hire, preserve, upskill, as well as support workforce, so the businesses workforce is equipped with talented and skilled employees. The company, Marriott International has a varied and huge staff, that makes efficient and effectual employee resourcing a vital part of their human resource strategy. Different aspects of employee resourcing in the context of Marriott international are elaborate below:

• Recruitment

Effective process of recruitment is critical for appealing finest talent to the company. Marriott International need to confirm that its efforts associated with recruitment line up with its organizational culture and objectives. Generally, employee recruitment involves few phases which are recognising position which company needs, writing a job description, starting the interviewing procedure, perform follow-ups, and evaluate metrics (Piwowar‐Sulej, 2021.). The company also follows such steps in its own preferable way. It posts job positions and vacancies on the well-known online stands such as LinkedIn, etc. as well as on the company’s website. This enables Marriott to access a wide audience and appeal talented and skilled individuals all across the word. Along with this, the company also takes part in job fairs and conduct events at the colleges and universities for recreating top talent. Such practice of the organisation allows it to appeal new skilled graduates, interns and fresh talent who are keen to being their career within the hospitality sector.

Moreover, the company promotes the present staff members to refer latent individuals for the job vacancies. These type of referral plans assist the company to search talent in a fresh network of individuals who are probable to line up with the culture as well as ethics of the company. Furthermore, Marriott International put its extreme focus on inclusion and diversity within its process of employee recruitment. It dynamically pursues individuals from different upbringings for confirming a highly inclusive staff which imitates the hospitality sector’s global and inclusive nature.

• Selection

The selection process at the company is made to recognise the right individuals for each and every job role and also at the same time it confirms an impartial and fair tactic. Process of selection involves many stages which involves application, preselection and screening, interview, assessment, background check and references, decision and job offer and agreement. After the individuals apply for the job positions, HR manager of the Marriott International evaluates CV’s and selects those who fulfil the needed qualifications for the position (Elisa, Nabella, and Sari, 2022). Such phase concentrates on making sure that the candidates pursue the essential experience, qualification and abilities for the role.

Selected applicant are welcomes for interviews, that might take place face-to-face, by video conferencing or on the call. At the time of this process, the company assesses the applicants on the basis of their behaviour, experience as well as cultural suitability with the company. On the basis of job role, applicant might be needed to go through psychometric assessments and practical tests to measure their abilities, and personality characters. For instance, a front desk employee at the hotel might take part in roleplaying trainings for analysing their abilities related to customer assistance and service. Once all these stages are completed, the company’s HR manager takes final decision associated with selection of application. Finally, the chosen applicants are then offered an employment opportunity and the HR department confirms that they are entirely well-versed about the conditions and terms of their job.

• Induction

Induction process at the Marriott is developed to confirm that the new staff members settle within their job easily and also allow them to become operational and effective quickly. This process is important for incorporating new worker within the company’s culture. A well-made programme for induction makes sure that new employees feel informed, invited and equipped for their fresh work role. Usually, the company arranges an employee orientation for all the newly joined staff members (Dachner, et al. 2021). It is done to provide them with an outline of the vision, mission, policies, objectives as well as other important information of the company. Through this process, new employees also get to know about the company’s policies, processes and its history.

In addition to this, process of induction at Marriott involve training related to jobs of particular newly hired employees, in order to confirm that they comprehend their work roles and accountabilities. This may involve observing the current experienced staff members in the company or participating in training workshops on customer service norms, and safety policies. Furthermore, the company frequently pairs the new joiners with guides, where the already experience workers assist the new employees throughout their initial days of working at the company. Such guidance offers a helpful assistance mechanism and aids new hires to assimilate swiftly within their departments and teams. The company take steady feedbacks from its new hires in relation to the induction procedure and utilise such feedback for making necessary changes.

Employee development strategies to improve HR recourses and business performance

Employee development includes improving the skills and knowledge of the staff members within an organisation. Through employing tactical strategies, like mentoring and workshops, companies can assist their workforce to develop within their careers. It can result into increased employee productivity and retention in the company. This is an important factor for shaping the success of the business, particularly within the hospitality field where staff communication straightaway impacts experiences of guests. Marriott International should employ effectual employee development strategies for upholding its competitive advantage, augment HR activities and offer exceptional customer support and service. Some of the employee development strategies which Marriott International can implement for improving its HR resources and overall business performance, are as follows:

• Training and Development

Training is extremely essential for augmenting the skills of workforce and confirm that they are ready to fulfil the changing requirements of the hospitality sector. The company can employ consistent learning programmes which help staff to get equipped with the updated information and knowledge, either in handling hospitality, customer service, leadership abilities, or technology usage. The company can establish an all-embracing on boarding process for the new employees to make them comprehend the ethics, operational procedures and culture of the company. Such approach can help new hires to feel involved within their department from the beginning.

Further, the company can make investments in steady job-related training programs in order to augment technological abilities of staff members within their particular work roles, from front desk to housekeeping operations (Agustian, et al. 2023). In the present digital era, the company can also employ e-learning tools for offering staff with supply chances of learning and growth. For example, the company can provide online courses associated with customer support and service or hospitality controlling and management from which workers can acquire knowledge at their personal learning speed.

• Career planning and progression

One among the intensely effectual approaches of retaining workforce is through providing career advancement and development chances (Pan, and Froese, 2023). Marriott International can employ organized career progression strategies which can aid staff members envisage their upcoming time within the company. The company can work with its staff members to develop individual development plans (IDP) on the basis of their interests, career objectives and strengths. This improves HR resources as well as overall business performance, as it promotes staff members to make investment within their development understanding that the organisation is determined for its employee’s success. Further, the company can develop a mentorship programme through which its staffs can get perceptions and tips from the experienced employees. Also, the company can implement leadership development programs, as these are crucial for preparing workforce for taking managerial responsibilities and roles. These should emphasise strategic thinking, problem solving and leadership abilities, which eventually helps the company to form superior and exceptional leaders.

• Employee engagement

Augmenting employee engagement and upholding it at a heightened level must be a main concentration of any human resource strategy, as it aids in improving employee performance, decreasing turnover and confirming a favourable work atmosphere. Recognition is an influential tool for improving employee engagement, steady recognition approaches for example, employee of the month or quarter or year can be implemented by Marriott International to increase employee morale. Arranging frequent surveys as well as gathering feedback from staff members assists the company to comprehend their ambitions, requirements and worries. The company can collect such feedback and work to address the concerns, which in turn would help it to augment environment at the place of work and also increase employee engagement. In addition, confirming that the workers have time to refresh and handle personal vows can augment job gratification. The company can provide paid time off, supple schedules and welfare agendas for encouraging balance between life and work.

• Refining diversity and inclusion

Diverse and inclusive place of working line up with the business objective as they promote talent development, improved business results, competitive differentiation and increased productivity. Marriott International should reinforce its diversity and inclusion practices in order to confirm that its staff feel respected and valued, irrespective of their circumstantial. Moreover, the offering the training on cultural efficiency, unconscious bias as well as inclusion could assist the staff members form sturdier relations with co-workers from different upbringings and identities (Mikołajczyk, 2021). Further, the company can create employee resource groups (ERGs); these are employee-led, voluntary groups which intends to nurture an inclusive, diverse workplace lined up with the companies they serve. Such groups can aid the company to comprehend the exclusive requirements of diverse staff demographics.

• Performance management mechanisms

Employing efficient performance management mechanism assists the company to recognise staff members who are performing well and also the fields which need advancement. Marriott International can make use of performance assessment to offer feedback, establish objectives and recognise improvement areas. This need to be a shared interaction where staff members are also promoted to offer feedback in relation to company procedures and its management. In addition to this, putting in place transparent expectations for staff by the help of key performance indicators and definite objective confirms that each and everyone have knowledge about what is expected from them and also the way their work donates to the success of the company.

Collectively, through concentrating on the above discussed employee development strategies, the company can improve its human resource, cultivate employee faithfulness and augment overall performance of the business.

Industry practices to manage HR issues at the organisation

Alike several other large organisations, Marriott International goes through many HR challenges, from heightened employee turnover, talent shortages, training challenges to employee involvement. By familiarising and accepting innovative human resource activities, the company can handle its human resource challenges and improve its complete business performance. One of the noteworthy HR issues within hospitality sector is heightened employee turnover. The company can acquire knowledge from companies such as Microsoft, Google and Apple, that is well-known for its lowest employee turnover rates. The company can attain this through upholding robust workplace culture, career advancement opportunities for its employees and also competitive benefits (Engagedly. 2025).

In addition to this, Marriott International can confirm that its compensation offerings are competitive in the hospitality sector. Providing staff members bonuses, competitive compensation as well as benefits like retirement and healthcare plans can motivate workers to stay within the company for longer time. Moreover, the companies such as Airbus provides employee stock ownership plan to its staff member, this assists in nurturing a sense of faithfulness and ownership (Airbus. 2025). Similar to this, Marriott International can take into account similar plan where the staff members of the company can purchase its stock, making them highly invested within the success of the company.

Furthermore, transforming human resource procedures with the use of technology is turning out to be progressively crucial. For instance, companies in hospitality industry, like Hilton Worldwide have employed advanced human resource tools and technologies in order to make the business operations flawless and augment experiences of staff members (Stories from Hilton. 2025). Similarly, Marriott can learn from this practice of Hilton and can integrate edge-cutting HR technologies for improved management of functions and roles of HRM. Cloud-driven systems permits human resource professionals to get access to information and handle responsibilities remotely, augmenting effectiveness as well as flexibility. Further, the company can also employ scheduling software, which can assist it in handling staff shifts, minimize scheduling debates and augment the entire operational competence. It can make use of artificial intelligence based sources for recruitment in order to analyse the qualifications and abilities of workers in a more effective way and confirm a great fit for their work roles.

Moreover, staff involvement is also a noteworthy HR challenge at Marriott International. For example, British Airways tackles such issue through employing open and transparent communication network, offering robust recognition plans and providing flexibility (Employee Benefits. 2025). Marriott International can acquire knowledge from this approach of British Airways, forming open interaction channels in which staff members can exchange thoughts, share their concerns and ideas. Further, the company can also create an internal recognition stage where the staff members are consistently recognised for going beyond and above their work roles. Such approach not just only improves employee morale, however also promotes better performance crossways the staff. 

Moving ahead, changing guest expectations and skill gaps are amongst the significant challenges or issues within hospitality sector. In order address these issues, organisational culture is a chief factor, which can also play an important role in employee performance and satisfaction. For example, success of the company, Zappos is built on an exclusive company culture which puts its staff first, having faith that happy staff members or employees lead a pathway towards happy customers (Digitopia, 2025). This culture forms an environment where the workers feel valued as well as respected. Marriott International should learn from such approach and can also make investment within the wellness and mental health programs, that provides its staff members with accessibility to therapies, counselling, welfare programs, and initiatives related to maintaining balance between work and life. Along with this, the company can also incorporate social responsibility within its strategies related to employee growth and development. Motivating staff members to take part in such corporate social responsibility practice can lead to formation of a sense of engagement and purpose in the organisation.

Furthermore, diversity and inclusion is also very crucial for dealing with HR issues in the hospitality industry, as this assist in formation of a staff which is highly effective. For instance, Accenture underlines its dedication to form equity, inclusion and diversity within its workplace, through recruiting diverse candidates and offering equal and fair opportunities (Accenture. 2025). Learning from the practices of Accenture, Marriott International can put in place hiring activities which keenly pursue diverse applicant, confirming that the workforce from all the upbringings and circumstances have fair and equal chance to grow and succeed. In addition to this, similar to Unilever, Marriott International can develop employee resource groups (ERGs) which assist inclusion and diversity within the place of work (Unilever. 2025). These group offer networking, development and mentorship opportunities for staff members from understate teams. Through employing such best industry practices, the company can augment its human resource practice, address present HR issues, and ultimately drives total success and growth of the business.

CONCLUSION

On the basis of above discussion, it can be concluded that though Marriott International is a leading organization, still it faces HR challenges such as staff turnover, employee engagement and more. Further, the report has discussed the HRM function of the company such as recruitment, training, development, and adhering with labour laws and regulations. Different approaches to HRM like soft and hard HRM, and guest model which demonstrates a blend of both hard and soft HRM, has also been examined. In addition, the report has also considered the way employee resourcing is managed within the company, which involved elements such as recruitment, selection and induction. Moreover, employee development strategies which company can employ for improving HR and overall business performance has been suggested. These suggestions revolved around elements such as training and development, career planning and progression, employee engagement, diversity and inclusion and performance management. 

In order to improve more, Marriott can make of edge-cutting data analytics for making informed decisions. The company can also focus on offering flexible working conditions to its employees and also focus more on upskilling its workforce. Additionally, frequent employee feedback can also be very helpful, as it would help the company to frequently address the employee concerns and needs, which in turn will solve issues related to employee engagement as through such approach they would feel more valued.

REFERENCES

Books and Journals

• Agarwal, P., (2021). Shattered but smiling: Human resource management and the wellbeing of hotel employees during COVID-19. International Journal of Hospitality Management, 93, p.102765.
• Agustian, K., Pohan, A., Zen, A., Wiwin, W. and Malik, A.J., 2023. Human resource management strategies in achieving competitive advantage in business administration. Journal of Contemporary Administration and Management (ADMAN), 1(2), pp.108-117.
• Armb, M. and Taylor, S. (2023) Armb's Handbook of Human Resource Management Practice: A Guide to the Theory and Practice of People Management, 16th ed. London: Kogan Page Publishers.
• Dachner, A.M., Ellingson, J.E., Noe, R.A. and Saxton, B.M., 2021. The future of employee development. Human Resource Management Review, 31(2), p.100732.
• Dubey, N., Bomzon, S.D., Murti, A.B. and Roychoudhury, B., 2024. Soft HRM bundles: a potential toolkit for future crisis management. International Journal of Organizational Analysis, 32(9), pp.2093-2115.
• Elisa, Z.P., Nabella, S.D. and Sari, D.P., 2022. The influence of role perception, human resource development, and compensation on employee performance Universitas Ibnu Sina. Enrichment: Journal of Management, 12(3), pp.1606-1612.
• Mikołajczyk, K., 2021. Changes in the approach to employee development in organisations as a result of the COVID-19 pandemic. European Journal of Training and Development, 46(5/6), pp.544-562.
• Pan, Y. and Froese, F.J., 2023. An interdisciplinary review of AI and HRM: Challenges and future directions. Human resource management review, 33(1), p.100924.
• Piwowar‐Sulej, K., 2021. Core functions of Sustainable Human Resource Management. A hybrid literature review with the use of H‐Classics methodology. Sustainable development, 29(4), pp.671-693.
• Wilton, N. (2022) An introduction to human resource management, 5th ed. London: SAGE Publications.