The Strategic Role of Human Resource Management in Enhancing Employee Performance, Engagement, and Organizational Competitiveness
Human resource management (HRM) may be served as a strategic as well as coherent approach for efficient management of individuals in the organization which assists in gaining competitive edge in the market. This is designed to enhance employees’ performance and thereby contributes in the achievement of strategic objectives. HRM is the practice of hiring, recruiting, managing as well as deploying an organizational performance (Wilton, 2022). These functions of HRM are significant in creating the productive work environment where workers can contribute efficiently as well as align with the organizational goals. By emphasizing on professional development and well-being of workers, HRM makes sure that the workplace can attract as well as retain top talent which seems vital in the business landscape. By handling these functions efficiently, HRM plays a significant role in promoting the positive culture and drive employee engagement.
Marriott is the leading global hospitality firm which known for their extensive portfolio of resorts & hotels and span luxury to budget friendly brands. The firm has strong presence in around 130 countries which caters to both business travelers and leisure. From curated local adventures to bespoke dining encounters, every hotel strives for offering unique experience which caters the needs and preferences of each guest. The pandemic related economic slowdown has resulted into personnel cutbacks and layoffs in the hotels. The widespread of lockdown as well as overextended restriction on travel has majorly influenced the Marriott into crisis. The company’s culture and guiding principle has majorly influenced the HR Practices such as recruitment, manpower planning and selection (Armstrong and Taylor, 2023).
The aim of the report is to provide comprehensive analysis of human resource management practice in Marriott hotels. The report concludes by summarizing the key insights as well as findings in the efficient management of the human resources within the hospitality industry. This will further emphasize on the company’s employees development strategies and tends to make focus on analyzing their influence on the organizational performance. Improving the skills and knowledge of workers is the main function of HR through training and development. They analyze the need for training as well as conduct specific training sessions according to the needs of employees.
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Human resource management functions include training, recruiting, compensation, performance management as well as employee relations. These functions plays a vital role in aligning with the workforce with organizational goals which ensure skills and productivity. HR manager plays a significant role in aligning company’s objectives, handle professional problems as well as make informed decisions among employees. HRM offers essential tools, talent management, training as well as legal advice for the long term sustainability. Talent recruitment is the major function of HR which emphasizes on identifying as well as selecting the qualified candidates for the job roles at workplace (Burke, 2018). HR manager plays a significant role in creating efficient recruitment strategies such as advertising, job description, resume evaluation, sourcing as well as candidate selection.
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Efficient on-boarding is essential function of HR which helps new hires to acclimate in their roles, make positive relations with the co-workers as well as contributes in the long term success at the workplace. Performance management includes the evaluation of employees’ performance, setting performance goals as well as offers feedback. HR manager oversees the process, ensures efficiency and conformity to strategic goals of the firm (CIPD, 2022). During succession planning, HR managers create a plan for the key roles which ensures the efficient transition. Compensation and benefits administration is a significant HR function including the management of fair reward systems. HR manager ensures that workers are compensated for their work while considering the bonuses, salary structure as well as benefits packages. Employee relations include handling relations among the employer and employee. HR manager attends employee programs, resolve conflicts as well as promotes healthy work environment. Efficient employee interactions enhance the organizational effectiveness as well as offers peaceful work environment.
HR manager within Marriott plays various functions to ensure the smooth workflow. HR manager ensures workforce planning which is the procedure of forecasting, analyzing, planning, assessing gaps, demands as well as determine the target management intervention to ensure that the firm has right people with right skills and place. Recruitment allows HR manager to analyze the talented individuals which make up the team and retention allows HR manager to hold talented individuals for the long term. The Elevate by Marriott International program is designed to assist frontline associates build skills to success in their present roles. flexible work arrangements by HR plays a vital role in Marriott to enhance employees wellbeing by encouraging better work life balance as well as reduce stress (CIPD, 2022). The diverse and inclusive workplace remove barriers, ensure each one have equal access to the opportunities as well as break down biases. The diverse team brings the range of experience and perspectives which promotes both creativity as well as innovation.
HR plays an evolving role in the contemporary organization. They analyze data from the past hiring procedure which helps them in identifying efficient recruitment channels, predict candidate success as well as streamlines the selection procedure. This leads to efficient hiring decisions, enhances employee retention rates as well as reduces time to fill the positions. AI enables recruitment tools using automation and enhances some of the recruitment phase. AI for recruitment helps in souring as well as screening candidates by evaluating the resumes and job applications.
HRM aims in recruiting, developing as well as retaining the talented workforce which contributes towards the workplace success. This ensures that the workers are motivated as well as have the resources which they require to perform well. The firm can influence productivity by developing initiatives which promote employee satisfaction and engagement. Programs like team building activities, mentorship and recognition can promote positive work environment along with the collaboration (Fenech, Baguant and Ivanov, 2019). Further, by implementing the efficient performance system such as regular feedback, clear goal setting as well as recognition firm can enhance employee motivation. By linking employees’ performance with the company’s success, Marriott drives profits by promoting a high performance culture.
Human resource plays a vital role in Marriott by promoting engagement with programs which encourages appreciation, work life balance as well as possibilities for the career development. Shaping a motivating workplace environment enhances the level of job satisfaction, employee retention and ensures success of the organization. By aligning flexible work options with the compensation plans, Marriott improves employee engagement and satisfaction which helps them in accomplishing tangible improvements in the productivity. HR analytics improves decision making by providing clear insights about the workforce dynamics. In addition to this, by using analytics Marriott can forecast workforce requirements, measure the influence of HR initiatives as well as evaluates the employee satisfaction trends.
Continuous learning assists workers in acquiring new knowledge & skills which enhances the level of productivity and performance (Ghani et al, 2022). This improves professional development, fosters innovation and enhances employee satisfaction as well as engagement. Embracing the culture of continuous learning assists the firm to adapt the changing market needs, retain top talent as well as promotes innovation. Succession planning is a strategic procedure for recognizing as well as developing the future leaders in the company to ensure the efficient transitions in the key roles. This approach promotes the steady leadership pipelines as well as promotes the workforce stability.
Human resource management (HRM) comprises the procedures and tasks included in handling as well as retaining the workers. The Harvard model of HRM is a holistic approach which considers the range of elements which contribute in well-organized HRM. The organization will emphasize on the diverse team of individual which reflects the society. HR which articulates inspiring and clear vision assists workers in understanding their roles in accomplishing the organizational objectives. This alignment promotes the sense of belonging and purpose among the team members which motivates them to contribute their best. The firm emphasizes on employees safety, social, physiological as well as self-esteem needs to create the motivated as well as engaged workforce.
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By accommodating individual needs as well as situations, Marriott can create more inclusive as well as supportive work environment. Flexible work schedule enables employees to handle their work life balance which further enhances the job satisfaction as well as reduces the level of stress. This enhanced satisfaction lead to high retention rates to stay with the organization which in turn supports the personal well-being (HR Dive, 2022). HR analytics plays a significant role in improving the efficiency of the talent acquisition as well as management procedure within Marriott. Advances data analytics assist HR team to understand the employees’ preferences and behavior which lead to more personalized engagement strategies. For instance, Marriott uses predictive analytics to customize their career development programs that aligned with the individual employee requirements.
The resource based view is a strategic framework which emphasizes on the significance of the company’s internal resources as well as capabilities in accomplishing the sustained competitive edge. By leveraging as well as efficiently using resources, Marriott can differentiate them from the competitors, create values as well as generates the competitive edge. The firm can offer opportunities for the skill development and career growth which keep employees motivated in their roles. By regularly offering meaningful rewards highlight employees that their contributions are valued. With their leadership framework, leadership training programs as well as career development tools, Marriott can enhance access for the employees to develop and learn (Ioannou and Dukes, 2021). The strong organizational culture motivates the workers, enhances job satisfaction as well as leads high guests’ loyalty and satisfaction. Efficient leaders recognize, remove obstacles, streamline procedure as well as ensure that the resources are allocated optimally. Enhanced decision making with the human resource analytics offer Marriott with the competitive edge, enhance performance, great effectiveness as well as continuous advancement. The HR can employ the use of key performance indicators (KPIs) to enhance employee growth, performance as well as success.
Cultural diversity at the workplace is very significant for the Marriott. Cultural differences pose the major challenge of handling the global workforce. When individuals from the diverse cultural backgrounds come together, values, norms, work approaches as well as communication styles can lead to misunderstanding (Jo, Chadwick and Han, 2024). Navigating this diversity efficiently is significant in promoting the productive as well as harmonious work environment. For example: Hilton’s HR invests efforts and time in learning regarding the cultures represented in their team. HR professionals within Marriott need to consider language proficiency, cultural fit as well as sensitivity when hiring the employees from different nation.
Marriott faced the issues of high employee turnover which is costly as well as have negative impact on the business. The high turnover rate is caused by the lack of support, communication as well as culture of the organization. For instance: Thrive at Hilton is their value proposition which allows the workers to flourish and grow in their roles. Marriott can offer employees with career development programs which in turn leads high productivity motivation as well as job satisfaction at the workplace (Jolliffe and Farnsworth, 2003). Continuous training is the proactive strategy to learning which emphasizes on offering continuous opportunities for the workers to develop as well as refine their skills.
Marriott lacks diversity in leadership which is the main factor of innovation, creativity as well as profitable work environment. These biases can impact promotions, hiring as well as day to day interaction. Bias can affect the team dynamics which lead to lack of collaboration, exclusion as well as reduces the level of productivity (Sharma, 2019). To overcome this, the firm can implement the bias training programs to assist leaders in mitigating as well as recognizing their biases. The company can undertake the structured interview procedure to reduce the subjective judgments. To further reduce the bias, Marriott can incorporate blind recruitment strategies which anonymize candidate information like gender, names as well race. Diversity and inclusion initiatives plays a vital role in promoting the more productive as well as equitable workplace by countering unconscious bias. By leveraging AI recruitment tools, HR professionals can create the inclusive hiring procedure which emphasizes on the diversity as well as skills.
The recruitment procedure includes recognizing, attracting, selecting, interviewing as well as onboarding the right candidates at the workplace. Selection is the procedure of choosing the most appropriate candidate for the job roles. An efficient recruitment as well as selection procedure enables the organization to attract, source as well as recognize the suitable candidates for each role. Workforce planning plays a significant role in the succession planning by preparing as well as identifying employees for the critical positions (Madera et al, 2017). By evaluating the employees’ data, Marriott can recognize high potential employees who can step in key roles when required.
Job postings are the primary means by which the Marriott can recruit new applicants for the accessible positions. The company uses automate resume screening to analyze resumes, extracts key information such as qualifications, skills and work experience which matches the job requirements. The competency assessment in the evaluation of the individual experience, skills as well as particular competencies against the duties as well as job requirements. Candidate evaluation is the procedure of measuring the candidate’s qualifications, skills as well as experience to analyze their suitability for the open role. The firm adopts employee onboarding which is a systematic process designed to incorporate the new employees at the workplace.
Induction provides new employees with the introduction the workplace, its values as well as its cultures. This assists them in understanding their responsibilities. A well-structured induction procedure may reduce the learning curve as well as enhances productivity. This also helps the organization to educate new employees regarding the firm procedures, policies as well as legal needs. This also facilitate the integration of new workers in the teams which promote positive relations with the supervisors and co-workers (Michael and Fotiadis, 2022). Induction reduces the early turnover by making the new employees feel engaged as well as valued. To keep the audience satisfied, the organization set clear customer service standards which focus on kindness and speed. Efficient onboarding reduce turnover and enhance performance, create strong long term accomplishment as well as enhance culture.
By leveraging advance automation and algorithms capabilities, AI powered system can provide major benefits in improving candidate experience, streamline recruitment workflows as well as allow data driven decision making. AI allows personalize communication with candidates with recruitment procedure which create more positive and engaged candidate experience. Personalized induction training assist new hires receive specific information as well as support particular roles. AI can remove bias from the recruitment procedure by detecting biases, automate resume screening as well as promote diversity. A more diverse as well as inclusive workforce can be accomplished with this methods which can break the pattern of the repetitive hiring frameworks.
Human resource planning (HRP) is a strategy which the organization uses to maintain the supply of skilled employees and also to avoid the shortage of staffing. This allows Marriott to plan ahead so that they can maintain the steady supply of the skilled employees. This allows organization to anticipate with dynamic business conditions. This includes maintaining talent pool, analyzes industry trends as well as anticipates shifts to meet the business requirements. Efficient workforce planning identifies the workload imbalances, skill gaps which allow the optimized resource allocation. By ensuring that right people are at the right roles, the firm can streamline procedure as well as enhances productivity (Papadopoulos and Ioannou, 2023). HRP allows Marriott to anticipate as well as respond to changes in the technology, market as well as competitive landscape. Efficient HRP helps in optimizing workforce utilization with specific forecasting about labor supply and demand. This prevents understaffing which in turn facilitates optimum utilization of resources, enhances productivity as well as mitigates the labor expenses. By developing targeted training programs, the firm can ensure that they have required skills to accomplish their goals. By recognizing the future HR requirements, HRP allow Marriott in offering targeted development opportunities for workers.
Performance management is the procedure of continuous feedback as well as communication among the employees and managers in accomplishing the organizational goals. This enables employees to see the way their individual goals are aligned with the organizational goals which encourages the employee engagement. The firm can ensure to provide customer satisfaction by understanding relationship among the guest expectations as well as experience. Coaching at workplace is an efficient tool in offering efficiency, productivity as well as accuracy on the team levels. Coaching and feedback are significant for employees’ development which assist employees in identifying their accomplishments (Sanders et al, 2024). By evaluating the performance metrics, Marriott can recognize the top performers which continuously highlight the excellence as well as leadership potential. By recognizing the future leadership requirements as well as aligning succession plans with business goals, Marriott can drive long term efficiency as well as continuity.
Employee engagement refer to emotional involvement and commitment which the employees have towards the organizational goals. Engaged employees are more probable to stay with the firm, reduce turnover costs as well as preserve organizational knowledge. Marriott with high level of employee engagement tend to have high profits because of combine effects of enhanced productivity as well as customer satisfaction. Engaged workers are more probable to contribute innovative ideas which drive organizational adaptability and development. Employees’ feels motivated which has emotional connection to their workplace as well as work hard to fulfill their responsibilities (Tandon et al, 2023). Engaged employees offer excellent customer services which lead to enhanced customer satisfaction as well as query resolution.
Efficient knowledge retention strategies plays a significant role in improving the organizational productivity as well as performance. Learning is the procedure of acquiring skills, knowledge, understanding and attitudes with experience. This expand employees’ skills, generate new ideas, enhance knowledge as well as boost morale. ELearning refers to digital education offered with electronic technologies which offer accessible and flexible learning experience. This offers unmatched flexibility which allow workers to access training materials anywhere and anytime. This allows employees to access training materials at their convenience which enhance productivity as well as effectiveness (Wesley et al, 2024). E-learning reduces expenses related with materials, physical facilities as well as travel expenses which offer reusability and scalability of digital resources. The firm can use AI driven learning platforms in creating more personalized learning paths on the basis of individual career goals, skills as well as performance. Personalized learning keeps employees connected which assist them in reaching their full potential. The company can use data analytics to track the employees learning progress as well as assess the efficiency of training programs.
On-the-job training allows employees to gain practical knowledge and skills while carrying out tasks in the work environment. This allows workers to learn more regarding the professional as well as recent development in the industry (Wickramasinghe and Wickramasinghe, 2020). This assists in alleviating this by offering the clear visual description as well as highlight essential elements of the tasks. When trainees learn new workplace knowledge can influence their timelines as well as productivity levels.
Classroom training provides the benefit of real time engagement as well as direct interactions with the peers. This encourages active participation, exploration of diverse perspectives, critical thinking as well as engagement with subject matter. This method is quit costly as it reduces the time spent away from the workplace as well as decreases the level of productivity loss. Coaching assists employees in enhancing specific performance as well as skills and mentoring provides broad career advice. Mentoring and coaching is an efficient approach that develops employee’s knowledge, skills as well as performance. Blended learning combines face-to-face learning within the physical classroom with the online platforms. This method provides availability and adaptability while preserving the valuable interpersonal relations. Blended learning can make the learning contextual, real-time as well as engaging.
By systematically capturing, sharing & organizing knowledge, knowledge management ensures that valuable information is accessible when required which allows employees to make the informed decisions. This assists in preserving institutional knowledge, long term success as well as supports continuity (Jiang, 2023). Enhanced knowledge sharing and collaboration can offer high productivity along with cultural advantages. Hotel innovation includes creative solutions in service, technology, sustainability as well as design in enhancing the guest experience. Training & development is the continuous procedure where Marriott can assist their workers in acquiring skills and knowledge required to reach full potential. By recognizing critical positions, companies can ensure that various employees are trained in performing these tasks which reduce the risks of skill loss.
Employee retention is an organizational capability to hold on people as well as reduce turnover rates. The high turnover rate is linked with low productivity levels, reduce morale as well as loss of institutional skills.
Employees’ relations play a vital role in ensuring that the firm complies with the specific employment laws as well as regulations. This encompasses the dynamic communication in employees and employers which emphasizes on the maintenance of open, positive and communication relations. When employees feel that their concerns are valued and heard can create the sense of trust. Engaged employees are more probable to be committed to company’s goals which result in high innovation as well as productivity. Strong employee relations promotes the collaboration as well as enhance motivation. Regular brainstorming sessions, team meeting as well as informal round table discussions provide workers the platform to share their thoughts as well as raise concerns.
Employment laws ensure the standards for assessing the remuneration of the employees as well as ensure that the salaries are governed as per the standards of industry. Equal employment opportunity law is efficient in protecting the workers from discrimination in hiring, promotion, layoffs as well as job assignments. Employment standards include working hours, annual leaves, unfair dismissals, severance pays as well as minimum wages. HR manager can protect the organization against the discrimination lawsuits by understanding the discrimination law as well as put policies in place to avoid discrimination (Burke, 2018). Labor laws cover the range of areas like working areas, wages, workplace safety, discrimination and lot more. HR compliance audits are significant in navigating the HR management as well as ensure adhere to regulatory needs.
Employees need to receive training to understand expected behavior at the workplace which aligns their actions with the policies of organization. Regulatory compliance is the constant procedure which needs the monitoring of regulatory changes which ensure organization’s success. Compliance with laws ensures reduce the risk of legal disputes as well as linked costs which create robust corporate reputation as well as brand image (Ghani et al, 2022). This protects employees’ fundamental rights by ensuring proper benefits and ensure sustainable work life balance.
Conclusion
In conclusion, the firm should always provide training and skills advancement opportunities which motivates them to grow professionally. In the current hybrid work environment, the organization needs to leverage technology to improve communication as well as employees’ satisfaction. Engaged workers are more creative, productive as well as go beyond their expectations. HRM encompass the procedures and tasks included in handling as well as retaining employees. This aims in managing, attracting as well as retaining employees which will contribute in the success of the firm. By intentionally making diverse team, the firm can tap into the advantages of diversity, break down bias as well as promote understanding. This leads to more inclusive as well as innovative workplace culture.
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