BTM5HUR Human Resource Management Assignment Sample

• Type Assignment
• Downloads531
• Pages18
• Words4560

Introduction to Human Resource Management Assignment

Human resource management is defined as the efficient management of the people in the organisation or company to maximise the employee performance (Wilton, 2022). This encompasses the different functions like workforce planning, compensation, employee relations, performance management, compensation, employee relations, performance management training and recruitment. The efficient HRM practices particularly contribute to the sustainability of business by resolving the workforce challenges, developing employee engagement and productive work environment. Within hospitality industry, in this the quality of service affects the business performance and consumer satisfaction. HRM plays a key role within managing the employee retention and high standards of service.

The case study is based on the Marriott International, this is leading international hospitality organisation operating in the more than 130 countries along with 8500 properties. The organisation is known for the select service, premium and luxury brands, providing the high-quality and consistent guest experiences (Marriott international, 2024). On the other hand, the COVID-19 mainly affected the operations of organisation, it is leading to operational restructuring, large scaled layoffs and revenue losses. As the organisation starts the recovery, this also faced the regular HR challenges, rivalry for the talented employees, shortages of labour and high turnover of workers. In order to resolve the issues, the Marriott has applied the HR strategies emphasising on the arrangements of flexible work, inclusion, diversity, leadership development and employee engagement.

The report aims to assess the HRM strategies of Marriott international by making use of the HR practices, concepts and related theories. It will assess the major HR function like as workforce engagement, training and development, employee retention and recruitment. Moreover, the report will shed light on responses of Marriott related to the HR challenges in the overall hospitality industry. Lastly, it will explain how the function can manage the selection and employee recruitment.

Sample papers and reference materials are offered to help students improve their understanding of assignment writing and academic requirements. Working as a reliable assignment helper in UK, we promote originality while offering academic support. The Human Resource Management Assignment Sample, key observations, and analytical discussion. All samples are for reference and learning purposes only.

First section: Critically discussing HRM functions in organisations

• Functions of HRM in organisations: The HRM is responsible for effectively managing the people along with the companies to boost the positive work environment, manage legal compliance and productivity (Armstrong and Taylor, 2023). The key HRM functions involve:
• Legal compliance and ethics: This assuring about the adherence to the ethical practices of HR, regulations of the workplace safety and labour laws.
• Succession management and workplace planning: Preparing the workers for the roles in leadership, anticipating the needs of the future staffing.
• Employee engagement and relations: Ensuing about the employee satisfaction development, resolving the conflicts and positive culture of work place.
• Benefits and compensation: Designing the benefits packages, incentive plans and salary structures to retail and appeal the talent.
• Performance management: Effectively establishing the framework of goal setting, feedback mechanisms and performance appraisals.
• Training and development: Developing the skills of workers via career planning, leadership development and training programs.
• Selection and recruitment: Hiring and indentifying appropriate candidates to fulfil the needs of organisation.

Role of HR practitioners in organisations:

• Ethical and legal compliance: Ensuring that the policies lines up with the ethical standards and labour laws.
• Change management: The efforts of the organisational transformation and making sure about the effective transitions (Wesley et al, 2024).
• Cultural development: Promoting the inclusion, diversity and developing workplace culture.
• Employee development: Making the training programs which boost the employee competencies.
• Talent management and acquisition: Lining up with the business objectives with the workforce planning.

Function of HRM in Marriott International

• Crisis management: Resolving the disruptions in the workforce caused by the major global crises like as COVID 19.
• Diversity and inclusion: Developing the inclusive and cultural diversity leadership practices.
• Workforce engagement: Applying the wellness programs and flexible work arrangements to boost the worker’s retention.

Role of HR practitioners in Marriott International

• Compliance with the global standards: Ensuring that the policies of HR lines up with the local laws of labour within the various countries.
• Navigating challenges of the workforce: Maintaining the well being of workers, rehiring and layoff in post COVID-19 (Burke, 2018).
• Resolving the labour shortages: By applying the recruitment strategies which can retain and attract the workers.

Evolution of HR role in contemporary organisations

• Sustainability in HR: The businesses mainly are focusing on the sustainable and ethical HR practices.
• DEI (Diversity, equity and inclusion): Companies are emphasising on the developing work environment based on the inclusivity.
• Employee centric HR: Change toward the focusing on the mental health, flexibility, well being of workers.

Implications for Marriott International

• Up skilling and re-skilling employees: Offering the regular learning opportunities related to the upcoming proof for the workforce (Friedman, 2019).
• Developing leadership diversity: Resolving the gaps within the developing inclusive growth and leadership representation.

Second section: Critically analysing the link between HRM, business performance and employee development

Impact of the effective HR management:

The efficient HRM plays a key role for developing the business performance via making sure about the motivated, skilled and engaged workforce. When the functions of HR like as employee engagement, performance management, training and recruitment are effectively managed. The companies’ experiences developed service quality, decreased turnover and development of productivity. For example, the organisations with the effective strategies of HR tend to report the developed profitability and consumer experience. On the other hand this might negatively affect the overall business performance.

Linking the HRM to business performance:

The senior management within the Marriott international needs to make sure about the strategic alignment among the business performance and HRM. They can develop the job satisfaction via the initiatives of work life balance, recognition programs and competitive compensation (Wickham et al, 2020). By effectively introducing the options of hybrid work and roles of part time to appeal the talent pool can be effective. By assuring about the inclusive work culture and equal opportunities to boosts the global competitiveness and innovation. Through, leveraging the insights of data driven to boosts the workforce planning, employee retention and recruitment strategies.

Employee development strategies in Marriott International:

The organisation focuses on the employee development via the different comprehensive programs. The training programs are providing the operational certifications, consumer service training and workshops of skill building. The career progression planning are offering the opportunities for the career growth, training of cross functional and mentorship to boost the employee retention (Employee development strategies in Marriott international, 2024). The leadership development programs such as Elevate by Marriott focus on the internal talent and skill for the roles of management. These strategies boost the engagement and employee engagement.

Third section: Critically explaining the different approaches to understanding HRM

The HRM has developed through the different theories and models which shape how the companies can manage the workforce. These approaches effectively influence the HR strategies, performance management, training, employee engagement and recruitment.

HRM models currently implemented in the Marriott international

• Strategic HRM: Integrates the long-term objectives of business with the HRM to boost the success of organisation. The Marriott’s HRM strategies focus on the career development, training and well being of workers and programs such as Elevate by Marriott.
• Best practice approach: This suggests that the applying the accepted universal practices like as performance based rewards, employee engagement leads to effective outcomes (Setiawan et al, 2020). The Marriott effectively invest within the competitive compensation, leadership development and employee engagement, lining up with the HRM standards leading industry.
• The Harvard model: A soft approach of HRM which focuses on the worker development for long term, motivation and well being. The Marriott focuses on the supporting the service excellence and global expansion based on the long term, lining up business objectives with the HR policies.

These models effectively permit the Marriott to retain and attract the talent, manage the high standards of service and efficiently adapt the challenges related to the labour market.

Recommended HRM models

In order to optimise the outcomes of HR, the Marriott needs to integrate the RBV and best fit models with the strategic HRM.

• RBV: This emphasise on the enhancing the human capital within the source related to the competitive benefits with the sustainability. Enhancing the workforce in Marriott as the effective and competitive assets would be important. Effectively investing within the employee engagement, skill building and leadership pipelines would boost the long term benefits of the Marriott.
• Best fit approach: This is focusing on the HR policies alignment with the external environment and business strategy. The Marriott needs to develop the HR strategies to resolve the challenges of the industry specific and market conditions like as shifting employee expectations and labour shortage (Poorani and Sullivan, 2019). The model makes sure that the practices of HR be context specific and adaptive.
• Strategic HRM: The global reach of Marriott, the HR strategies needs to lines up with the objectives of business, involving the digital transformation, sustainability and expansion. The workforce planning driven by AI and HR analytics would boost the effectiveness.

Fourth section: Critically addressing current HR issues in Marriott international

• Current HR challenges in the Marriott International: The organisation faces the different HR challenges which affect the long term sustainability, operational effectiveness and workforce management (Zhangyi, 2022).
• DEI: Marriott has effectively faced the issues related to the criticism for the diversity lack within the roles of leadership. This is making sure about the fair representation in the different levels while developing the culture of inclusive workplace is important for sustaining the employee morale and employer brand.
• Impact of COVID 19: The overall pandemic mainly forced the appropriate closure, mass layoffs, leading to the experienced talent loss and affecting the employee engagement. Developing the workforce with managing the quality of service is a major challenge.
• Talent retention: Marriott faces the rates of high of turnover, mainly within the positions of the entry level like as guest service and housekeeping. Changes of the post pandemic within the worker expectations, like as needs for the higher wages and flexibility, have created the retention even more challenging.
• Management of the international workforce: It is operating within the 130 countries, the Marriott need to boost economic conditions, cultural expectations and decrease the different labour laws, this can be effective. Managing international HR policies along with the practices localised is needed flexibility, complex within workforce management.

Proposed HR solutions

In order to resolve HR challenges, Marriott might adopt the different strategies from the various leading organisations hospitality like as Accor, Hyatt and Hilton hotels.

• Technology-driven planning workforce (Approach of Hyatt): The Hyatt uses the HR analytics driven by AI to effective optimise the overall workforce management and predict the needs of staffing. The Marriott needs to invest within the predictive analytics and scheduling powered by AI to boost the operational effectiveness and labour shortages.
• Leadership diversity programs (Accor and Hilton approach): The initiative of the women in leadership of the women and inclusion and diversity of the Accor has effectively imported within the roles of senior (Noe et al, 2020). The Marriott needs to introduce the efforts of the targeted recruitment, underrepresented groups for the leadership and mentorship programs.
• Employee wellbeing programs (Approach of Accor): The hotels offer the initiatives of the comprehensive wellness, involving the assistance in financial planning and support in the mental health. The Marriott might boost the benefits of workers via effectively expanding the programs of wellness, providing the resources of stress management, training of the financial literacy and childcare support.

Fifth section: Critically explaining how the HRM function can manage employee recruitment, selection and induction

Definition of recruitment and selection in employee resourcing:

• Recruitment: This is a procedure of sourcing and attracting the suitable candidates for the efficient vacancies of job in the organisation. This involves the engaging in the major applicants, advertising roles and understanding the workforce needs.
• Selection: It includes the evaluating the candidate via different methods to assess the efficient fit for the company and role. The procedure makes sure the competent individuals hiring which lines up with the business objectives and culture (Recruitment and Selection Process, 2024).

The recruitment and selection process:

• On boarding and job offer: Preparing the novel workers, setting the expectations and contracts finalising for the roles.
• Selection process: Effectively conducting the reference checks, assessments and interviews.
• Application screening: Smoothly reviewing the applications related to the needed competencies, experiences and qualification.
• Candidate sourcing and job posting: Advertising the effective positions on the portals of job, the Marriott’s social media platforms and career websites.
• Workforce planning: Identifying needs of staffing relayed to the seasonal demand, turnover and business expansion.

Types of selection methods

• Background checks and reference: This assures about the legal requirements compliance and candidate credibility.
• Psychometric testing: It measures the cognitive abilities, leadership potential and personality traits.
• Work trails: Candidates within the roles of consumers facing can effectively undergo the trails based on the short terms to assess the suitability (Karatepe et al, 2022).
• Assessment centres: Utilised for the roles of managerial, including the tests of situational judgments, presentations and group exercises.
• Interviews (Behavioural and structured): The different candidates are mainly asked the various questions based on the competency to evaluate the skills of consumer service and problem solving.
• Staff introduction and importance: It is a procedure of novel workers integration within the company via familiarising along with the expectations, policies and culture of organisation.
• Mentorship programs: Effectively assigning the workers with the experience to the offer guide to the new workers.
• On the job timing: Learning is a hand on specific to the major role, like as housekeeping processes and operations of front desk (Aboramadan and Karatepe, 2021).

For the Marriott, the induction procedure based on the well structure is significant to the managing the employee engagement, decreasing turnover and service consistency.

Practical application within hospitality industry and challenges

• Geographically dispersed team: Maintaining the international operations is about the recruitment needs to be lines up with the cultural expectations and laws of local labour. The Marriott should boost it via utilising International standardised HR policies along with the flexibility.
• Jobs seasonality: The needs fluctuate related to the trends of tourism, demanding the Marriott to effectively adopt the strategies related to the flexible hiring, like as arrangements of the gig work and seasonal contracts.
• High employee turnover: The roles carry the demanding nature, the retention of worker is challenging. The Marriott might resolve it via providing the competitive benefits and opportunities of the career progression.

Sixth section: Critically discussing two HRM practices

Human resource management practices play a key role for assuring about the business success, employee satisfaction and productive workforce. Two major HRM practices are performance management and Human resource planning play a key role within the Marriott’s capability to maintain efficient workforce.

Human resource planning and importance: It is a strategic procedure of the effectively forecasting the workforce needs of organisation to makes sure that appropriate workers in the appropriate roles (Human Resource Planning: Meaning, Importance, Process, 2024). By evaluating the industry trends, needs of the future talent and present employee skills. This effectively hiring and recruiting are to resolving the gaps of workforce and preparing and indentifying workers for the roles of leadership. For Marriott, the HRP is significant within managing the fluctuations of seasonal employment, making sure about the levels of staffing fulfil the demands of business within hospitality sector. Through applying workforce planning driven by data, the Marriott might effectively optimise the allocation of workers, decreasing the costs of recruitment and develop the service delivery.

Performance management: This is ongoing process which lines up with the goals of organisation and employee efforts. Goal setting is mainly establishing the expectations of the clear performance (Li et al, 2020). The appraisals and regular feedback is conducting the reviews of the performance to resolve the shortcomings and recognise achievements. The training and development offering the learning opportunities and coaching to boost the skills. Recognition and rewards by utilising the incentives based on the performance to motivate the workers. In the Marriott, the system of performance management makes sure that the workers regularly contribute to the success of business, stay engaged and fulfil the standards of service. By providing the structured and personalised career and training growth. The organisation might boost the employee retention and productivity within the market of competitive labour.

Two essential HRM practices for efficient workforce management

• Career management: Applying the paths related to the structured career which permits the workers to change within the higher roles, making sure about the job satisfaction based on the long term and decreasing the turnover.
• Employee engagement: Developing the work culture based on the inclusivity to provide the flexible options of work and competitive benefits to increase the loyalty (Kim and Lee, 2023).

By developing these practices of HRM, the Marriott might make the high performing and motivated workforce, this is assuring about both employee satisfaction and business success within hospitality industry.

Seventh section: Critically evaluating the concepts of staff retention, knowledge management, e-learning and learning

• Learning and E-learning: Learning: This is a procedure of effectively acquiring the competencies, skills and knowledge to boost the career growth and job performance. This might be informal (Learning on job) and formal (programs of structure training).
• E-Learning: This refers to the methods of the digital learning, involving the modules of self paced, virtual training and online courses, permitting the workers to boost the flexibility and skills remotely (Tuan, 2022). The Marriott focuses on the blended learning which is mix of e-learning and traditional approaches might boost the development of workers, assuring that cost effective and accessible.
• Types of learning and their disadvantages and advantages: Marriott might deploy various methods of learning, every with the challenges and unique benefits.

Learning type	Advantages	Disadvantages
Mentoring and coaching	Skill development and personalised guidance	Mentor availability and resource intensive
E-learning	Cost effective, self paced and scalable	Needs the limited interaction and self discipline
Classroom training	Interactive and structured learning	Time left from the work and expensive
(OJT) On the Job training	Cost effective and hands on experience	Inconsistent quality of training and time consuming

An effective blended approach. Focusing on the mentorship, e-learning and OJT integration can offers help in employee up skilling in the Marriott while managing the flexible operations as well.

BTM5HUR Human Resource Management Assignment Sample

Liked This Sample? Hire Me Now

Oliver Harris 8 Years | MA

Knowledge management and its importance for the Marriott

The knowledge management includes the using, sharing and capturing knowledge of organisation to boost the performance and decision making. By focusing on the training materials and standardising practise across the global locations of the Marriott the organisation can develop the knowledge management (Giousmpasoglou and Marinakou, 2024). The organisation can apply the initiatives of the peer learning and mentoring programs. By making use of the bases of digital knowledge and learning platforms related to the AI driven. For the Marriott, effectively investing within the Knowledge management boosts the employee competency, innovation and service consistency, assuring about the resilience of business within the landscape of dynamic hospitality.

Staff retention strategies for the Marriott: The High turnover of workers is the major issue within the overall hospitality; the organisation might adopt the major strategies of retention. By providing the additional perks, performance bonuses and salaries aligned with the market. Effectively expanding the program such as elevate by the Marriott to the talent nurture and offer the effective career paths. Through introducing the wellness programs, flexible schedules and models of hybrid work to boost job satisfaction. Application of the rewards programs, it is offering the platforms for the feedback of workers and develop the culture of positive work. By developing the staff retention, knowledge management and learning opportunities, Marriott might sustain the overall competitive edge, boost the service quality and decrease turnover within hospitality sector.

Eight section: Critically exploring the employee relations, employment relationship, basic principles of employee rights and laws at work

Definition of the employee relations: This is about the relationship among the employees and employers, emphasising on the managing productive and positive work environment. This involves the workplace policies, conflict resolution and communication and assuring about the equal and fair treatment for the every worker. The effective relations of the workers contribute to the developed organisational performance, lower turnover and job satisfaction.

Basic principles of the employment law: The effective employment law establish the employee rights, working condition and wages standards, assuring about the fair treatment within workplace. Workers needs to have the legally mandate wage minimum. The employers should offer the environment related to the safe working. The workers needs not be mainly discriminated against related to the different protected characteristics, disability, race and gender. The regulations make sure about the fair leave entitlements, overtime pay and working hours.

Impact of employment law on the HR practices within the Marriott international

The Marriott operates within the more than 130 countries, demanding compliance with the various labour national laws. The regulations of employment influence the employee benefits, recruitment strategies and HR policies of the Marriott. The major areas involve:

Within EU, workers cannot effectively work per week more than the 47-48 hours unless can effectively opt out (Kim et al, 2019). The organisation needs to makes sure about the compliance via the scheduling policies and shift management. The Equal employment opportunity commission regulations of the U.S., this needs the Marriott to influencing the inclusion and diversity programs and reduce the workplace discrimination. The organisation should adhere to the U.S. standard related to the Occupational safety and health administration same regulations worldwide which can makes sure about the safety of workplace.

Legal challenges Marriott can face: Due to the international operations, the organisation faces the different legal risks. Within the California, The Marriott has faced the issues related to the lawsuits more than incorrect classification and unpaid overtime of employees. Within the UK, the organisation has inspected within the gender disparities pay under the Act of equality. In the Asia, the contract of labour enforcement mainly varies, offering the risks of compliance for the workforce policies of the Marriott.

Importance of adhering to the employment laws By assuring about the employment laws with the compliance plays a key role for the Marriott to:

Boost global competitiveness: Alignment to the practices of the fair labour appeal the worldwide top talent and boost the employer brand of the Marriott.

Increase the legal penalties: reputational damage, lawsuits and fines might harm the overall operations of business (Alreahi et al, 2022).

Enhance the trust of employees: The compliant workplace legally boost the retention, engagement and loyalty.

By focusing on the labour laws compliance with the employee rights, the Marriott international might make the high performing, ethical and sustainable workforce while reducing the legal risks within the international locations.

Conclusion

Conclusively, it states that the HRM functions mainly put impact on the organisational performance of the Marriott international. The organisation focused on the compliance of the employment law, performance management, knowledge management, learning and development, employee engagement, talent management, induction, selection and recruitment. These play a key role within the sustaining the competitive benefit of the Marriott within overall industry of hospitality. The major challenges of HR like as legal compliance, recovery of post pandemic, workforce diversity and high turnover. In order to boost the effective HRM, the Marriott international needs to effectively adopt the HR agile strategy which prioritises:

• Developed employee experience: By applying the engagement strategies, programs of the career development and competitive advantages.
• Data driven planning of workforce: By making use of the predictive analytics within the decisions of staffing to decrease the shortages of talent.
• Flexible work arrangements: The Marriott should expand the hybrid models and gig work to boost the retention and employee satisfaction.
• Comprehensive DEI initiatives: Developing the programs related to the leadership diversity and assuring about the equal employee opportunities.

In my own opinion, HR approach of Marriott international should need the ongoing evolution to lines up with the workforce modern expectations. The organisation has majorly invested within the employee engagement, flexible work policies and leadership development. Moreover boost the improvements within the diversity inclusion and transformation of the digital HR would boost the position as the leader within the industry. The strategic HRM and Harvard models offer the effective framework for managing the well being of workers with the business objectives, assuring about the management of the sustainable workforce and organisational resilience within 21^st century. By accepting the agile HRM, the organisation might manage the service excellence, boost the employee satisfaction and drive the innovation.

References

Books and journals

• Aboramadan, M. and Karatepe, O.M., 2021. Green human resource management, perceived green organizational support and their effects on hotel employees’ behavioral outcomes. International Journal of Contemporary Hospitality Management, 33(10), pp.3199-3222.
• Alreahi, M., Bujdosó, Z., Kabil, M., Akaak, A., Benkó, K.F., Setioningtyas, W.P. and Dávid, L.D., 2022. Green human resources management in the hotel industry: A systematic review. Sustainability, 15(1), p.99.
• Armstrong, M. and Taylor, S., 2023. Armstrong's Handbook of Human Resource Management Practice: A Guide to the Theory and Practice of People Management, 16th ed. London: Kogan Page Publishers.
• Bratton, J. and Gold, J., 2017 Human Resource Management – Theory and Practice. 6th ed. Basingstoke: Palgrave.
• Burke, R.J., 2018. Human resource management in the hospitality and tourism sector. In Handbook of human resource management in the tourism and hospitality industries, pp.3-39. Cheltenham: Edward Elgar Publishing Limited
• Friedman, B.A., 2019. Hospitality, tourism, and events industry competency model: Human resource management implications. In Strategic Innovative Marketing and Tourism: 7th ICSIMAT, Athenian Riviera, Greece, 2018 (pp. 49-56). Cham: Springer International Publishing.
• Giousmpasoglou, C. and Marinakou, E., 2024. The Contemporary Hotel Industry: A People Management Perspective. Springer Nature.
• Karatepe, O.M., Hsieh, H. and Aboramadan, M., 2022. The effects of green human resource management and perceived organizational support for the environment on green and non-green hotel employee outcomes. International Journal of Hospitality Management, 103, p.103202.
• Kim, M. and Lee, Y., 2023. A strategic human resource management approach in Chaebol hotels. Global Business & Finance Review (GBFR), 28(4), pp.1-19.
• Kim, Y.J., Kim, W.G., Choi, H.M. and Phetvaroon, K., 2019. The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance. International journal of hospitality management, 76, pp.83-93.
• Li, X., Mai, Z., Yang, L. and Zhang, J., 2020. Human resource management practices, emotional exhaustion, and organizational commitment–with the example of the hotel industry. Journal of China Tourism Research, 16(3), pp.472-486.
• Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2020. Fundamentals of human resource management. McGraw-Hill.
• Poorani, A.A. and Sullivan, W.A., 2019. HR analytics: human capital return on investment, productivity, and profit sensitivity: a case of courtyard marriott newark at the university of Delaware. Aligning Business Strategies and Analytics: Bridging Between Theory and Practice, pp.133-154.
• Setiawan, R., Eliyana, A., Suryani, T. and Osito, L.O., 2020. World-class hospitality management in tourism strategy: The implementation of servant leadership (Doctoral dissertation, Petra Christian University).
• Tuan, L.T., 2022. Promoting employee green behavior in the Chinese and Vietnamese hospitality contexts: The roles of green human resource management practices and responsible leadership. International Journal of Hospitality Management, 105, p.103253.
• Wesley, S., Jackson, K.N., Martínez Ramos, D., Vanbeber, S. and Mujtaba, B.G., 2024. Marriott Hotel's Practices in Mitigating Discrimination Through Inclusionary Employee Resource Groups. Journal of Business Diversity, 24(1).
• Wickham, M., French, L. and Wong, T., 2020. Marriott's strategic sustainability priorities in the Chinese hotel industry. International Journal of Sustainable Strategic Management, 8(1), pp.77-97.
• Wilton, N. 2022, an introduction to human resource management, 5th ed. London: SAGE Publications.
• Zhangyi, 2022 ‘Challenges, opportunities and development strategies of hotel human resource management under the normalization of the epidemic’, Journal of Luliang University, 12(02), pp. 86-89.

Online

• Employee development strategies in Marriott international, 2024. Online. Available through <https://www.marriott.com/marriottassets/Multimedia/PDF/CorporateResponsibility/serve360/2015_WorkforceDevelopment.pdf
• Human Resource Planning: Meaning, Importance, Process, 2024. Online. Available through <https://www.keka.com/human-resource-planning/
• Marriott international, 2024. Online. Available through https://www.marriott.com/default.mi?nst=paid&cid=PAI_GLB00050CK_GLE000BLSZ_GLF000ONTS&ppc=ppc&pId=intbppc&gad_source=1&gclid=EAIaIQobChMItoe43fSSjAMVadMWBR1UPgoLEAAYASAAEgJqcfD_BwE&gclclass="lazy" data-src=aw.ds
• Recruitment and Selection Process, 2024. Online. Available through <https://www.personio.com/hr-lexicon/recruitment-and-selection/