BTM5HUR Human Resource Management Assignment Sample

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Introduction: Human Resource Management and Organisational Practices

Human resource management (HRM) refers to the process of hiring, developing, managing and maintaining a knowledgeable as well as competent workforce to accomplish the organisational goals. This is a crucial function as it is responsible for attracting top talent for the company who can perform the job by using their skills and contributes towards the success of the business. The HR manager highly focuses on the training and development of the employees to reduce the chances of high employee turnover. HR manager creates as well as enforces policies, procedures & regulations to make sure the safety of staff members and thereby avoids the legal issues as well. Business sectors of varying sizes heavily rely on prominent human resource management for ensuring the smooth functioning of business operations.

The current report is based on the case scenario of Marriott International, one of the largest America-based company, operates and franchises wide range of lodging firms including hotel, residential as well as timeshare properties. The organisation was founded in the year of 1927 and its head office located in the Bethesda, Maryland, U.S. The firm is operating in approximately 130 countries worldwide and popular for its luxury, premium and select-service brands (Marriott International, 2025). However, due to Covid-19 pandemic, Marriott International has experienced substantial challenges and faced the loss in profit margins & revenue. Pandemic has not only affected the financial health of the business but also adversely affected the human resource and forced to revisit its HR strategies.

In this regard, the report will explain about the human resource functions along with the connection between HRM, employee development and business performance. The report will describe about the different approaches to HRM to that prove to be helpful for the Marriott International in obtaining the best HR outcome. Different HR issues with solutions, performance management, human resource planning, learning concept and many more will be also discussed in this report.

Reference materials and sample papers guide students in understanding assignment formats and developing academic skills. We provide help in assignment writing service through structured examples while ensuring original work. The BTM5HUR Human Resource Management Assignment sample provides structured guidance on HRM concepts, employee development, and performance management intended solely for reference and study purposes.

Main Body

Human resource management plays a vital role in ensuring that an organisation has skilled and motivated employees. It involves activities such as recruiting the right talent, providing effective training, managing performance, and maintaining a positive work environment. By focusing on employee development and well-being, companies can improve productivity, foster engagement, and achieve their business objectives more efficiently.

Functions of HRM in organisations

Human resource management holds a valuable place in the organisation. The HRM is responsible for performing different functions within the company. The major functions of HRM involve attracting, recruiting, selecting, retaining, compensation and benefits, training and growth and performance management. The other key functions of HRM include promoting diversity and inclusion, employee relationship management, employee well-being and compliance management (Wilton, 2022). Furthermore, the managerial functions of human resource management are planning, organising, directing and controlling. In general, these functions are crucial for making sure that the firm’s human resource is aligned with the overall goals.

Human resource manager plays the most important role in the organisation by managing the staff members with different backgrounds, fostering optimistic work culture and making sure compliance with rules. HR professionals organise the training programs at the workplace in order to enhance the skills and knowledge of the employees (Armstrong and Taylor, 2023). They also play an essential role in retaining the top talent in the company by offering the rewards and appreciation. HR practitioners act as a mediator in work related conflicts, making sure fair and unbiased resolution of disputes.

At Marriott International, human resource management contains a number of functions such as; hiring, training & growth, performance management, worker relations and compensation. The organisation highly focuses on the well-being and safety of staff members of all regions where Marriott currently operates (Marriot Careers, 2025). The BTM5HUR Human Resource Management sample highlights how structured HR practices contribute to employee satisfaction and organisational efficiency. HRM of Marriott always makes sure compliance with the employment laws, policies and regulations. HR managers assist the company to adapt the market changes and enhance its efficiency to compete with competitors within the hospitality industry.

HRM of Marriott plays a pivotal role in attracting and convincing the potential candidates to choose the company for working. Human resource managers extremely pay attention on building and upholding contact with the external sources of recruitment. They join job fairs and thereby ensure that records of outreach efforts are according to the HR standard operating procedures (Kanner, 2024). Managers at the organisation, supervise the applicant’s proof of identity and selection procedure. HRM organises job training programs when required to facilitate the employee’s growth.

Over time the role of HR is evolving because of technological developments, changing employee’s requirements and competition. The human resource is evolving within the modern or contemporary organisations from primarily managerial function to the strategic partner (Beardwell and Claydon, 2017). Now, human resource managers are focusing more on people management, well-being and their growth instead of only focusing on business profitability. HR managers use the data-driven decision making to enhance the operational efficiency. Modern HRM is focusing more on establishing positive work environment where employees feel freedom and respected.

Marriott’s HR manager tends to make focus on utilising the advances technology like data analytics to stay relevant in the market. Data analytics helps the managers to get real time insights regarding the potential candidates and to make the informed decisions regarding training. The organisation is also utilising the online job portals to post job advertisement as they know that most of the candidates find job online. The company has an excellent well-being and safety programs such as; Takecare to provide proper safety to the employees.

Link between HRM and business performance and development of workers

An effective management of HR functions have an immense impact on the business performance. Human resource team efficiently perform their everyday tasks and duties and make sure that they attract talented and skilled employees for the organisation. HR management establishes work environment in a way that allow the employees to express their views without any fear (Bratton and Gold, 2017). Effective training initiatives allow the staff members to learn about the new market trends and technical skills. After that, employees use their skills and new knowledge to complete project successfully that directly contributes towards the enhancement of business performance.

Within Marriott, senior leaders of human resource department could focus on the strategic alignment of individual’s continuous development. This in turn encourages employees to undertake own knowledge and resource strategies to achieve the overall business goals. The BTM5HUR Human Resource Management sample demonstrates how aligning HR strategies with business goals enhances performance outcomes. The senior leaders can make sure an effectual relation between HRM and performance of business by making data-driven decisions related to workforce planning, talent acquisition and trading and growth of the employees (Burke, 2018). Further, senior leaders can also engage with the other departments of the organisation in order to understand their requirements and enables Marriott to achieve its mission, vision and goals.

Marriott has achieved success worldwide because of its excellent employee development programs. The organisation offers hotel internship program, HQ fellowship or internship program and apprenticeships opportunities for the potential employees. The company has an outstanding leadership program named Voyage that enables potential employees to achieve management position in the future (Marriott International, 2024). Further, the organisation offers training every day to employees that addresses the necessary skills, competencies and knowledge areas like room operations, sales, purchasing, marketing and culinary. Marriott believes that the training and leadership programs are necessary for the staff members to become advanced for performing their jobs.

Various approaches to understand the HRM

There are several excellent HRM related models, frameworks and approaches such as; Harvard model, Michigan model, resource-based view, soft and hard approaches, strategic HRM, best fit and practice etc. From analysis, it has been found out that currently soft and hard approaches and resource-based view are the two frameworks that being implemented within Marriott at present.

• Soft and Hard Approaches: Marriott International applies both soft and hard approaches to HRM. Under soft approach, the company pays attention on engagement and empowerment of the workers. The organisation gives priority to the well-being & safety of staff members and makes a positive work culture (Lamri and Lubart, 2023). Under hard approach, Marriott applies a performance management evaluation system that helps in knowing the strengths and weaknesses of the employees as well as training needs. After evaluating performance, the manager provides feedback to the employees for evaluating their progress.
• Resource-based view (RBV): RBV model concentrates inwardly on resources, experiences and competences of the organisation to improve its competitive advantage. Marriott International views its staff members as the valuable resources (Lubis, 2022). The company believes that without employees, they cannot accomplish its goals. Marriott highly invests in the professional development of each employee so that they can achieve higher job position and improves their life. The RBV approach helps the company in increasing innovation at the workplace. Based on analysis, it has been identified that Marriott International should apply other HRM related theories and approaches to achieve the best HR outcome.
• Strategic HRM: Marriott applies the strategic HRM approach to improve its human resource team performance. Due to the changing circumstances, strategic HRM may help the company in attracting the more potential candidates towards the company. Human resource management should focus more on aligning the HR strategies to achieve the overall business objectives (Kess-Momoh et al, 2024). Through staying agile as well as responsive, Marriott can survive in the market for the long-term and thereby gets success. SHRM can allow the organisation to embrace the new trends to makes sure that their employees have skills and knowledge required to thrive in the market.
• Harvard model: Marriott International can apply the Harvard model of HRM to achieve the best outcomes. The model has five major components such as; stakeholder interest, situational factors, HRM policies, HR outcomes and long-term consequences (Boselie, Van Harten and Veld, 2021). The hotel can apply new HR policies, review the present situation of hospitality industry to make strategies and apply the new training programs. The hotel must measure how new policy regarding HR might impact the workers morale and performance.

Current HR issues in Marriot International with solutions

Post pandemic, Marriot has faced many difficulties regarding human resource function that impacted the profitability and annual revenue negatively. There are some specific HR issues which given below:

• Issues in managing the global workforce: As Marriott operates in the different countries, sometimes it becomes difficult for the company to handle global workforce. There are different factors that responsible for these issues such as; cultural differences, language barriers, time zone problems and upholding workers engagement across the different locations. Due to the communication problems, the organisation often faces conflicting situation.
• Employee turnover: After global pandemic, many employees left the hospitality jobs because of their safety. They have chosen other industry for working where they can work securely (Djajasinga et al, 2021). It increased the employee turnover rate within the hospitality industry. Due to the staff shortage, Marriot could not perform their daily functions that negatively affect the business performance and revenue.
• Diversity, equity and inclusion (DEI) issues: Marriott also faces the DEI related issues at workplace. As employees come from different background and culture and different employees have different ways of working. When, they work as team, it creates disputes among the employees that further impact the employee’s morale. In order to overcome the HR issues, the organisation can apply few solutions and improves human resource management.
• Use communication tools: To manage all employees who work across the different locations, the hotel can use different communication tools. There are different communication tools such as; e-mail, video conferencing, social media, instant messaging and many other online platforms to interact with employees in the real-time. This in turn helps in improving the relationship with employees and increases their engagement in job.
• Offer rewards: The human resource manager must implement an excellent reward system. They can offer incentives, bonus, paid holidays, appreciation etc. to their hard working employees. If the company appreciates the employee’s work, then it will motivate them and reduces the chances of leaving job (Michael and Fotiadis, 2022). Marriot can also offer prominent health insurance and retirement benefits to reduce the employee turnover.
• DEI initiatives: The HRM should focus on different DEI initiatives to make good bond between the employees with diverse background. Marriot can offer DEI training where staff members can learn about the different culture, values and language. The company can also develop employee-led groups which focus on particular interest to enhance the sense of community. HR managers can also organise social events which are welcoming and wide-ranging to all the workers, irrespective of their culture and background.

Employee recruitment, selection and induction

In terms of employee resourcing, recruitment refers to the procedure of actively discovering and attracting candidates for the particular job roles. Whereas; selection is the procedure of choosing rights candidates from the shortlisted applicants and conduct interview with them for final section.

The process of recruitment and selection starts from identifying the vacant and new job positions. After that, the team prepare the job advertisements that include roles and responsibilities, required skills and salary. Then, the company posts the job advertisement in newspaper and on online job portals (Hunkenschroer and Luetge, 2022). Next step is to screening the applicant’s resumes in order to discover the best-suited applicants. After evaluating the skills, education qualification and work experience, the organisations conducts interview where they ask some questions regarding the job role. Interviewer also gives opportunity to the candidate about telling their strengths and skills that help in making the final decision.

There are different types of selection methods that utilised by the organisations in accordance with the preferences. The major techniques are resumed sorting procedure, introductory screening, assignment tests, cognitive tests and in-person interviews. There are many other kinds of selection process such as; personality assessment, situational judgment test, group discussion, physical assessment and referrals.

Staff induction may be defined as a procedure of getting new workers accustomed with the business, assisting them to settle in new workplace culture and providing them required information regarding roles and responsibility to become a valuable member of organisation. The BTM5HUR Human Resource Management sample illustrates effective induction processes that improve employee engagement and reduce turnover. Staff or employee induction holds a lot of importance for the Marriott International (Maready, Cheng and Bunch, 2021). By applying this process, the organisation reduces the fear of new employee regarding new workplace and structure. The organisation welcomes new employees enthusiastically and gives them knowledge about the company’s culture, values and goals. By this approach, Marriott enhances the employee’s morale and increases their job satisfaction.

The companies operates under the hospitality industry identify the needs of the new employees and vacant job positions so that they can determine how many new employees they require. Marriott also has an outstanding recruitment and selection procedure that help in utilising the online job portals to post job advertisements. Although, the industry put full efforts to attract the potential candidates but they are also facing high employee turnover rate. The hospitality sector conducts the interview where they evaluate the candidate’s skills, strengths and weaknesses and then select the suitable one (Ghani et al, 2022). However, the sector experiences many issues because of job seasonality such as; shortage of staff, high employee turnover, issues in retaining the top talent etc. The sector needs to address these issues to reduce the employee turnover rate. Otherwise, the organisation cannot perform everyday business activities and may face issues in meeting the customer’s needs. Hospitality companies hire the employees with different background and regions but managing geographical dispersed employees is another issue faced by the sector. By promoting open communication and using technologies, hospitality sector can reduce issues.

Concept of human resource planning and its importance

Human resource planning may be defined as a procedure which makes sure that organisations have enough human resources or employees in order to achieve the business goals and demand of the customers. The major stages of HR planning involve evaluating current availability, predicting future demands, discovering capacity gaps as well as drafting and monitoring the human resource strategies. Human resource management also offers the training for the staff members so that they can develop their professional life.

Human resource planning is highly important for Marriott International to align the skills and capabilities of the workforce with the business goals, supporting long-term success of the business. Through competent HR planning, Marriott International can efficiently utilise the available resources to carry out the business activities (Collings et al, 2021). The company also makes sure that staff members are encouraged, skilled and appropriately rewarded. Consequently, it directly contributes towards the improvement in the overall performance, productivity and efficiency in the organisation. HR planning is vital for Marriott to deal with the changes that take place within the external environment. It allows the development and application of strategies to increase success chances. Marriott invests in HR planning that ultimately helps in achieving competitive advantages in the market by adapting the changes faster and offers more excellent services.

Concept of performance management, its components and significance

Performance management may be served as a procedure of continuous feedback and interaction between executives, managers & their employees to a make sure the accomplishment of strategic goals of the business. Marriott has an excellent performance management system that offers feedback to the employees regularly regarding their performance. The various components of performance management involve planning, continuous monitoring, employee development, recognition and rewarding.

Performance management is crucial for the success of the business as it facilitates alignment of the workers effort with goals, increases employee engagement and thereby ensures continuous growth. By offering ongoing feedback to the staff members, Marriott makes sure that employees focus on improving their skills and gain knowledge about technology. Performance management helps workers develop their own goals to advance their knowledge and skills (Aguinis and Burgi-Tian, 2021). Moreover, managers draft strategies for those who are facing work related problems so that they can improve themselves and complete the projects on time. An effective performance management enables the managers to recognise workers who do their jobs and provides them rewards. It may encourage hard working employees to continue perform well and accomplish common and individual goals.

Learning and e-learning concept

Learning refers to the process of gaining new knowledge, skills, competencies, behaviours and new understandings which are essential to meet the demands of life. On the other hand, e-learning which is also called electronic learning refers to an educational approach which uses information and communication technologies to give education by the online platforms (Ilić et al, 2023). Through learning, an individual gains the necessary skills and knowledge to solve the different problems, carry out daily tasks and achieves success. Nowadays, people are using e-learning to acquire knowledge and abilities with the help of computer systems, laptops or smartphones.

Different types of learning that could be applied by Marriott

Learning types	Description	Advantages	Disadvantages
Job shadowing	It is kind of on-the-job training which allows staff members to monitor the activities and tasks performing by another employee.	It helps employees to make knowledgeable decisions regarding their career and offers an opportunity to make network with experts.	Participants cannot actively take part in the activities as they only observe the other employee's activities.
E-learning	It is a web-based education provided to the people by internet and technological tools (Giannakos, Mikalef, and Pappas, 2022).	It offers greater flexibility to the learners as they can gain knowledge anywhere and anytime.	It may increase the issues of social isolation and it also involves technical l issues which can interrupt education.
Mentoring	It is a talent development strategy intended to pair experienced people with less experienced employees to provide or share knowledge and guidance.	It enhances employee retention, increases the career advancement and facilitates in skill development.	Ineffective mentorship pairs can impact the learning process and leads to failure.

Knowledge management

Knowledge management emphasizes on finding out, managing, storing and disseminating information in the organisation. When knowledge is not accessible in the company easily, it can be difficult for the business to complete result-oriented tasks. It has many benefits such as; improves decision-making, increases innovation level and helps in solving problems quickly (Chopra et al, 2021). Another benefit of knowledge management is that it supports the growth and development of the staff members. It is crucial for the Marriott International to invest in the knowledge management because firms with a knowledge management strategy obtain significant business outcomes quickly. It helps in streamlining the organisational procedures including training, development & on-boarding enhances the level of job satisfaction among employees and reduces the turnover rate.

BTM5HUR Human Resource Management Assignment Sample

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Staff retention

Staff retention refers to the capability of the company to avoid the employee turnover or reduce the number of employees who leave their job in the fixed time period. Increasing worker retention directly affects the business performance and its success. There are numerous approaches related to the staff retention that can be implemented by Marriott to promote the employee retention (Snyman, 2022). Thus, focus needs to be placed on offering competitive salary and benefits as well as career growth opportunities which in turn increases employee motivation. HR managers can focus on establishing positive work environment where employees share their experiences freely. Employee acknowledgement program is also a good way to prevent the talented employees to leave job and choose another company.

Employee relations, basic principles of employment law and employee rights at work

Employee relations is defined the management of relationships among the manager and staff members, including individual and collection communications, with the goal of establishing fruitful and productive work culture.

• Employment Rights Act 1996: The act was developed by UK Parliament to extend the personal rights of employees (Net Lawman, 2022). The basic principles of employment law involve fairness, employee protection, safe working environment, freedom of speech, flexible working environment etc. Employment laws and regulations can influence the Marriott International’s human resource practices in a different ways.
• Working time regulations: By applying working time rules, HR managers make sure that employee receives fair wages when they work overtime. The organisation also offers the flexible work schedule according to job roles.
• Equality laws: The organisation does not show any kind of discrimination in the workplace. Marriott offers fair wages by complying with national minimum wage act (Aguinis, Jensen and Kraus, 2022).
• Health and safety policies: HRM complies with health and safety rules to contribute to employee wellbeing. The organisation highly focuses on cleanliness and hygiene at workplace. Marriott also conducts regular inspections to identify and solve problems as soon as possible.

As Marriott International operates in different countries, they may face the different legal problems. It includes data privacy issues, conflicts between employees, failure to compliance with legal rules and discrimination issues. The organisation can reduce the problems and enhance business performance by compliance with the employment laws. By following rules properly, the organisation can minimise the risk of compliance and manage diverse workforce easily. It also helps the company to make business sustainable and ethical that further helps to increase reputation of Marriott worldwide. Through following employment law, the company can improve the relationships with the employees that help to retain employees.

It is most crucial for the Marriott International to follow the different rules of different countries where they operate (Irani, Kiliç and Adeshola, 2022). If the organisation does not follow the rules then it can be difficult for them to run business smoothly in global markets. By obeying to rules, Marriott can grab the attention of talented people with diverse background and convince them to apply for job. Further, Marriott can foster an ethical as well as productive work environment by showing respect to employee rights. It leads to greater job satisfaction among the employees which help to reduce the employee turnover.

Conclusion

It is concluded that without an effective human resource management, a company cannot survive in the market. Any company requires an adequate amount of employees to carry out the daily tasks and activities and run business in the market. The report has analysed that HRM oversees different functions like recruitment, selection, training, performance management and compensation and benefits. It has identified that after Covid-19 pandemic, hospitality sector has faced many problems including high level of employee turnover. The report has discussed that Marriott International could solve the HR issues by modifying HR strategies, by promoting diversity, inclusivity and equality and by offering rewards and incentives.

It is recommended to the Marriott International to adopt new and advance HR technology within their HRM to improve its effectiveness. The company can invest more in data analytics technology to stay relevant in the 21^st century. Marriott’s HRM should respond quickly to dynamic market conditions and offer remote, hybrid or flexible working conditions to attract potential employees towards the company. It would be also helpful for the managers to increase the engagement of the workers towards their job and helps the firm to achieve its vision and objectives. The company can also invest more in online training as young people are now focusing more on learning and gaining advance knowledge so that they can achieve high pay level job.

The concept of human resource management and performance management helped to know that both help the organisation to complete its daily targets, thrive in competitive business environment and achieve goals and objectives as planned. It has analysed that different HRM related models and approaches such as; soft and hard approaches, resource-based view, Harvard model and strategic HRM are useful for the company to improve its HRM efficiency.

References

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Online

• Kanner, M.G., 2024. An Inside Look at Our Job Application & Hiring Processes. [Online] Available through < https://life.marriott.com/blog/hiring-process/ >
• Marriott International, 2024. Everything You Need to Know About Marriott’s Voyage Program. [Online] Available through < https://life.marriott.com/blog/voyage/ >
• Marriott International, 2025. Our Story of Innovation. [Online] Available through < https://www.marriott.com/about/culture-and-values/history.mi >
• Net Lawman, 2022. Employment Rights Act 1996. [Online] Available through < https://www.netlawman.co.uk/ia/era-1996 >