BTM5HUR Human Resource Management Assignment – Marriott International

INTRODUCTION

Human resource management refers to the practice of organising and supporting employees from each aspect of their work, from recruitment & selection to professional growth and pension benefits (Wilton, 2022). Human resource management (HRM) is one of the crucial functions of any organisation as they bring talented people who work hard and contribute to the success of business. HRM fully supports the company by complying with the regulations, organising employee development programs and evaluates the performance of staff members on regular basis.

Marriott International, an America-based global company, which operates under the hospitality sector, has been selected for this report. Marriott International was founded in May 1927 and it’s headquartered in Bethesda, Maryland, United States. It owns approximately 30 hotels and has 9100 properties in around 142 countries (Marriott International, 2025). The mission of the Marriott is to provide customers with the excellent services that aligned with the individual requirements and preferences. The hotel offers a large range of services including premium, luxury, select-service brands. The hotel has gained higher success and established good reputation among people worldwide by offering outstanding services to the guests. Furthermore, Marriott has experienced significant challenges after Covid-19 pandemic in terms of managing the business operations and profitability. The hotel also faced the human resource related challenges which made it difficult for the Marriott to secure a stable workforce.

In this regard, the report will explain about the different HRM functions within the organisation. Report will also shed light on the relationship between HRM, business performance and employee development. Further, the report will also discuss various approaches related to HRM that can be utilised by the hotel to obtain the best HR outcome. Current issues experienced by the Marriott regarding HRM will be also analysed. It will also provide deeper insight about HRM practices, employee relations, learning concepts, employment laws, employee retention and many more will be discussed in this report.

This comprehensive sample is ideal for students seeking Assignment Help UK in Human Resource Management, hospitality sector HR strategies, employee development, and performance management analysis.

HRM functions in the organisations

In the organisations, human resource management functions involve recruitment and hiring, employee on-boarding & training, compensation, benefits as well as performance management. The human resource managers are responsible for managing relationship with employees and offering growth opportunities so that workers can achieve success in the professional life (Armstrong and Taylor, 2023). Compliance with the employment laws and rules is also a major function of the HRM as it helps in avoiding the legal problems. HR managers organise the training programs to enhance the employee’s productivity and performance.

Human resource professionals play a valuable role in the firms. They manage staff members, focus on building positive work environment and provide support to the employee and thereby ensure business development. HRM plays a role of talent management through attracting, hiring and retaining top talent to carry out the day-to-day business activities (Bratton and Gold, 2017). Managers set a formal compensation structure and offers insurance to the staff. Along with this, at workplace HR manager also makes significant arrangements for employee safety. They perform regular inspection to identify issues and maintain safety at the workplace.

At Marriott International, HRM functions encompass recruitment and selection, learning and growth, performance management, compensation and employee management. HR manager of the Marriott uses excellent strategies and online job portals to fill the vacant or new job position. Manager fulfils the training needs of the staff members so that they can achieve growth while working in the company. Performance management sets standards and do performance reviews to improve the employee’s performance. Further, HR manager also prioritises the staff member engagement and recognition to make positive work culture.

HR professionals at the Marriott International highly focus on the hiring skilled and talented people and retaining top talent. They build networks with the local companies such as; hotel association, peers etc. in order to source employees for the current and future openings (Marriott Careers, 2025). The managers make sure that the department has essential resources on hand in order to manage the staff members. Marriott’s HR manager supports orientation program for the workers to get the proper training for carry out their work prominently.

In contemporary or modern organisations, the role of human resource is constantly evolving. Now, HR managers make focus more on people management and their wellbeing rather than emphasizing only on business profitability. Human resource management helps to find out the solutions to business challenges to enhance the team dynamics (Beardwell and Claydon, 2017). Modern HRM prioritises the continuous improvements in the human resource process that drives business growth. They are regularly collecting and evaluating the employee feedback to address the work related issues and enhance employee engagement in the job.

Human resource management of Marriott must adopt new working ways to achieve short & long term business goals and operate business efficiently in the market. By adopting the modern HR practices, concerned hotel unit would become able to achieve greater level of competitive edge. HR should offer adequate amount of training so that employees can perform the tasks and activities in the best possible manner. This in turn fulfils the guest’s demands on time even in the complex situation. HR managers must pay attention employee wellbeing and growth so that they can retain top talent.

Link between HRM, business performance and employee development

Effective management of HR functions directly influence the business performance by attracting skilled candidates towards the firm. Talented employees use their skills and knowledge to do the tasks and complete project on time which enhances the business performance (Islami et al, 2023). By making good structure and offering fair wages and benefits, the HR manager prevents the top talent to switch the job. They align the HR strategies with the business objectives and motivate employees to work hard towards achieving goals that eventually lead to enhanced productivity and business success. Effective HRM makes possible for the organisation to compete with their rivals and respond positively to business issues.

At Marriott International, senior human resource manager could act responsibly to improve the business performance. The senior managers can pay more attention on aligning their strategies with the company’s objectives to make more focused and dynamic workforce. HR managers can integrate different training and growth programs to fulfil the professional development need of employee’s (Al-Tit et al, 2022). By improving the skills and competencies, employees would perform more efficiently that directly contributes in enhancing the business performance. Senior manager should apply strong performance management system so that they can discover strengths as well as assess the areas for employee’s improvements. It could help to tailor the training programs and thereby improves the employee’s skills & knowledge.

HR manager of Marriott prioritises the employee growth. They organise the training programs and career progression planning for the employees at their all locations. It involves hotel internship program, apprenticeships, fellowship programmes and direct placement opportunities. Marriott offers leadership development program named Voyage for the employees to achieve a management position within the hotel (Marriott Careers, 2025). Training programs make focus on the different topics including, customer service, leadership skills and product knowledge. Employees allow working closely with the senior executives that facilitates to learn different skills and gain new knowledge.

Different approaches to understand HRM

By considering different theories, models and approaches related to the HRM such as; Harvard, Michigan model, soft and hard approaches, resource-based view etc. it has been identified that Marriott undertakes both soft and hard approaches to HRM.

Soft and Hard Approaches: Marriott gives priority to the health and safety, growth and engagement of their staff members that in line with the soft approach to HRM. Managers highly support and provide guidance to the employees. HR managers make work culture in a way that motivates employees to share their opinions and ideas. Marriott invests in training and growth programs in order to improve skills & abilities of employees and nurture a culture of continuous improvements (Cregan et al, 2021). Additionally, Marriott applies a hard HRM approach in order to make sure the efficiency of business operations. The manager allocates tasks to the employees according to their skills and makes sure that they complete it on time. The hotel distributes the available resources effectively and strategically to carry out the activities effectively.

Resource-based view (RBV): Marriott implements the RBV that concentrate on the company’s resources and abilities to gain competitive advantage. The hotel views its staff members as important resources (Collins, 2022). HR manager believes that without employees, they cannot achieve success in this dynamic business environment. The company has an excellent training system that helps in attracting and retaining the skilled employees.

From analysis, it has discovered that Marriott should implement the Harvard HRM model and strategic HRM. Both HRM model will help the hotel unit in achieving the best HR outcomes.

Harvard Model of HRM: It is one of the best theoretical framework which stresses on the significance of incorporating human resource practices with the company’s strategic objectives. According to model, Marriott should focus on four areas such as; situational factors, stakeholder interests, human resource policy choices and outcomes (Omar et al, 2023). The company can focus on how business actions and policies fit in the firm’s growth. The model will allow the Marriott to enhance the employee motivation and commitment through addressing and fulfilling their needs.

Strategic HRM:  This approach can be applied by Marriott to get the best outcomes. The company can integrate human resource management into complete strategic planning procedure to make sure that HR initiatives provide support to the long-term objectives of hotel (Collings et al, 2021). The organisation can utilise data analytics technology make decisions and evaluate the efficiency of HR initiatives to increase success chances.

HR issues faced by Marriott International

From case study, it has found that Marriott International faced several HR related issues that negatively affect business performance.

Management of global workforce: As Marriott operates in the different regions that have varied language, culture, rules etc. Consequently, Marriott often face problems in managing its global workforce. Different culture and language makes it difficult for the hotel to effectively communicate with employees which creates confusion between managers and employees (Neupane and Khanal, 2022). Along with this, Marriott needs to comply with the different and strict rules & regulations of different regions which create many problems for the human resource managers.

Top talent retention: The hospitality sector often experiences high employee turnover rates. After global Covid-19 pandemic, the issue of employee turnover has increased. The HR managers face difficulties in attracting and retaining potential candidates particularly for entry-level job positions. After pandemic, HR manager has introduced the different working ways which created problems for the employees, leading to high employee turnover rate. After pandemic, employees started to think more about own safety and wellbeing that’s why they are choosing job which offers safety.

Diversity, equity and inclusion (DEI) issues: HR manager of Marriott is also experiencing issues in managing the diverse people at workplace. Employees with diverse background see problems in different way. Their working ways are also different which raise conflicts in the workplace sometimes. Marriott has weak DEI initiatives and it is crucial for the company to make strategies to improve the same.

Solutions to overcome the HR related issues

There are several solutions that can be implemented by the Marriott to overcome the HR problems and achieve business goals.

Make new strategies: HR manager should establish open communication channels at all locations. It will allow the employees to share their issues and concerns with HR. The hotel must comply with all essential policies to avoid the legal problems or issues. The company can take advice from international leaders they will definitely provide solutions to manage the global workforce. For instance, Hyatt utilises open communication to share the feedback and know the worker’s insights.

Rewards and safety policies: The organisation can offer rewards, safe workplace and health insurance to the staff members. This in turn increases the workers engagement in their job to the significant level (Hassanein and Özgit, 2022). It can be also helpful in preventing the employees to left job and choose other company. For example, Hilton also acknowledges the employee’s hard work that helps them in retaining the top talent.

DEI initiatives: Marriott should organise team-building activities where workers with different background work together. The company can also conduct mentorship programs to support people with the diverse background. For example: Accor Group highly focuses on the development of diverse people including LBTQ+ community and disable employees.

Ways HRM function can manage recruitment, selection and induction of employees

Recruitment refers to the procedure of attracting qualified and skilled candidates for the particular job role. On the other side, selection implies for the practice of identifying and choosing suitable candidates for the specific job position.

The process of recruitment and selection starts with identifying hiring needs and vacant job positions. After knowing actual needs, HR manager prepares the job description which includes roles, responsibilities, skills, salary etc. Managers post job advertisements on authentic job portals so that they can attract potential candidates (Nikolaou, 2021). Then, HR team views resumes thoroughly to choose candidates who are highly suitable for job role. They schedule interview with candidates to evaluate their abilities and skills and then HR managers make final decision regarding selection of candidate.

There are different types of selection methods utilised by the organisations including Marriott according to their preferences which involve:

Resume sorting procedure: Hiring manager selects top applicants from resumes sent via online job portals.

Introductory screening: HR manager uses this technique to assess the candidate’s qualification (Abbasi et al, 2022). Some companies prefer to schedule phone call to directly communicate with the potential candidates.

Skill assessments: This technique is uses by HR professionals to evaluate the skills, knowledge, technical abilities and aptitudes of employees relevant to the specific job role. 

In-person interview: Recruiting managers schedule the formal interviews that allow them to know the candidates personally.

Group interview: Some recruiters conduct group interview where they ask same questions to the multiple candidates or allocates short project to complete.

Staff induction is an important procedure which introduces new workers to their job duties, company’s culture and its core values. It is considered as initial step in making sure a smooth transition for new employees and developing them for success. Employee induction is important for Marriot International to build high-performing team. After hiring new employees, the hotel focuses on warm welcome so that they can feel good at the workplace (Prihandoko, Al Ahmad and Rahman, 2022). The hotel organises on-boarding where they introduce new employees with company culture and values. It facilitates to reduce the turnover as when employees feel welcomed at the workplace they decide stay long with the company. Staff induction provides positive experiences and enhance the employee‘s performance and productivity.

 Hospitality industry focuses highly on recruitment, selection and induction process to reduce the staff shortage problems. Further, HR manager also undertakes recruitment strategies and uses different online job portals to attract the potential candidates. Although, the hospitality industry is regularly facing the issue of high staff turnover due to the poor work-life balance, ineffective HR strategies, long working hours etc. An organisation that operates under the hospitality sector uses different selection methods which are mentioned above for final selection of candidates. Though, the organisation prioritises the employee induction to increase motivation of employees towards job. But the major problem faced by organisations that operate at multiple locations is to geographically dispersed workforce. It is crucial for the companies to review their strategies and adopt new working ways to reduce issues and improve recruitment process.

Human resource planning and its importance

Human resource planning refers to the method an organisation utilises to balance number of employees and prevent incidents like shortages or surpluses of employees. HR planning also makes sure that the company has suitable employees with proper skills and capability to develop strong workforce. Basically, it makes sure that the company has adequate amount of employees to carry out daily tasks and meet the present and future needs of business.

Human resource planning is the most crucial for the business organisations including Marriott International. It offers valuable perceptions to the workforce and helps in making the strategic decisions (Chowdhury et al, 2023). For instance: Understanding the existing workforce and expecting their future requirements enable organisations to make well-versed decisions regarding resource distribution, strategies and organisational structure. HR planning is helpful for the organisation to grow in competitive and fast-paced business environment. Effective HR planning facilitates to optimise the use of workforce. Through accurately predating demand and supply of labour, the company can reduce the risk of understaffing or overstaffing. It facilitates the Marriott International to use human resources in better way and cut down the labour costs.

Performance management, its components and significance

Performance management is explained as ongoing and continuous procedure of communication and regular feedback among managers and their staff members to make sure the accomplishment of business goals. Performance management involves mainly five components such as; planning and setting expectations, performance monitoring, developing, rewarding and continuous feedback. These components of performance management can be used by the organisation to set goals, making plans and determining performance measurement.

Performance management is highly significant as it can facilitate the Marriott International to enhance employee motivation, productivity and engagement in the work through offering constructive feedback. It aligns the performance of each employee with the company goals, makes sure fair and evaluations, fosters staff development and supports a culture of continuous learning (Kaliannan et al, 2023). By evaluating performance, human resource managers can identify the strengths and weaknesses of the employees. It allows the managers to make strategies as well as tailor training programs so that employees can enhance their weak skills and carry out their work more effectively. Performance management provides valuable data and information which can inform different HR decisions like resource allocation, workforce planning and training requirements. This data-driven method allows Marriott to make useful decisions which support the strategic objectives and operational effectiveness.

Learning, e-learning, knowledge management, staff retention and their significance

Learning refers to the procedure of achieving new skills, competencies, knowledge and behaviours. It also involves developing attitudes, preferences and values. Learning is considered as life-long procedure. E-learning which is also known as electronic learning refers to the technique of gaining skills and knowledge by online platforms, utilising technologies such as; internet, mobile devices and computer systems.

There are various types of learning with advantages and limitations that could be used by Marriott International.

Learning methods	Description	Advantages	Disadvantages
On-job-training	It is a skill development technique in which workers learn and practice skills while doing job.	Staff members can attend training classes without interrupting their work. This method is quite cheaper and employees can easily learn skills.	The training quality may not be good compared to other training programs. Lack of focus is another drawback of on-the-job training.
E-learning	It is an organised learning method that is offered by online resources and include large range of study materials such as; interactive activities, videos, etc.	It allows employees to get knowledge at own pace. It offers greater flexibility and saves the time and money of the workers (adrian Mastan et al, 2022).	Employees may face interruptions in their learning due to network issues and technical faults.
Coaching	In this learning method, an experienced person, often known as a coach, provides training and guidance to the employees.	By offering valuable guidance, the coach can increase employee engagement of employees and facilitate the accomplishment of goals.	It can increase the dependency of employees on their coaches, which prevents them from working at their own level.

Knowledge management refers to the procedure of identifying, managing, storing and distributing information in the organisation. Knowledge management involves several benefits, such as encouraging cooperation, helps in faster decision-making process, avoiding duplication of mistakes, taking advantage of existing expertise, allows digital transformation and preparing employees to face challenges (Abbas and Khan, 2023). It is important for Marriott to invest in knowledge management to enhance teamwork and operational efficacy, to solve problems effectively and to increase innovation in the workplace. When employee with diverse backgrounds work together, they will bring new and creative ideas to complete tasks that directly influence the business performance positively.

Staff retention is explained as a procedure through which an organisation makes sure that its workers do not quit jobs. Every firm and sector has different retention rate that shows the percentage of the workers who stayed with the company during a fixed period. As hotel employees have unpredictable schedules that can lead to high employee turnover rate (Ghani et al, 2022). In this case, Marriott can offer the flexible working hours to reduce workload stress. The organisation can focus more on employee wellbeing and offer proper safety at workplace. Monetary rewards are another strategy that can be used by Marriott to increase employee engagement in their job.

Employee relations, employment law and employee rights

Employee relations is explained as the relationship and communication between managers and employees, including individual and collective aspects and concentrates on building positive and fruitful work culture.

Employment Rights Act 1996: The act passed by the Conservative government that outlines the employee’s rights and employer’s duties (Politics.co.uk, 2021). The basic principles of employment law encompass protecting workers from discrimination, ensuring fair treatment and securing fundamental rights like minimum salary, paid holiday, working hours and safe work environment and working conditions.

Marriott’s HRM used the employment law to outline its practices and approaches. Equality laws: The organisation never shows any kind of discrimination while hiring people and embraces the diversity. Minimum wage rules: The hotel complies with the minimum wage act and offers salary to employees according to their job position and skills (Marriott, 2013). Working time rules: It significantly influences human resource practices through imposing the development and execution of policies related to working hours, rest breaks, overtime etc. Health and Safety regulations: It influences HR practices through promoting safe workplace where employees can feel safe and achieve growth.

As Marriott International operates in all over the world they may face the issue such as; human rights challenges, safety challenges and managing culturally diverse workforce. By complying with employment laws, the company can handle the legal issues (Clemens, 2021). HR manager’s commitment to compliance with regulations not only reduces risks but also establishes a supportive and transparent work environment. It can be useful to manage employees with different culture and foster trust among employees globally. It can help to attract more potential candidates towards the company and enhance image in the market.

It is most crucial for the Marriott International to follow the principles of employment laws and worker’s rights in different countries to avoid the legal charges. By complying with the laws, the company can maintain its reputation and image among people and making sure the long-term success of the business. By doing business in ethical and fair way, the company can easily attract investors and convince them to invest money in business. Through following the rules and regulations, Marriott International can become more stable and enhance their financial situation.

CONCLUSION

As per above report, it is concluded that human resource management is responsible for success or failure of the business. Effective human resource practices help Marriott to operate successfully. On the other hand, poor HR practices also place adverse impact on the business performance and profit margins. Besides this, it can be inferred that Marriott has an excellent HR team that focuses on training, development and performance of the employees. But, HRM is facing several issues like ineffective workforce management, employee retention, diversity, equality and inclusion issues etc. due to global pandemic and other reasons. The report suggested few solutions like offering rewards, open communication and DEI initiatives to reduce problems.

As per above report, there are some recommendations for the Marriott International to improve the HRM.

• Marriott should adopt human resource software and tools to perform tasks. HR technology will help the professionals to manage time-consuming tasks and stand out in 21^st century.
• It is suggested to the Marriott to provide flexible or hybrid working to the employees. These kinds of working approaches will encourage the employees to work harder and perform best jobs.
• The needs and demands are also changing over the time because of emerging technologies. It is crucial for the Marriott to invest more in online learning so that employee can enhance their skills from their home.

Overall, the HRM concept and its related theories such as; resource-based views, soft and hard HRM approaches etc. helped to understand human resource management is highly significant. Effective human resource could be helpful to thrive in the competitive and dynamic business environment. Further, the concepts like learning, e-learning and knowledge management facilitated to understand that by achieving sufficient training, the employees can perform best activities and contribute to business goals.

REFERENCES

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• Online
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