BTM5HUR Human Resource Management Assignment Sample

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Introduction to Human Resource Management Assignment

Human Resource Management implies for the strategic approach of managing, organizing and co-coordinating workforce or employees within the organization to attain the pre-determined vision, mission and goals. The HRM includes function of recruitment, election, hiring, onboarding, training, retaining, compensating as well as motivating employees, their performance, development and wellbeing (Armstrong and Taylor, 2023). The present report will base on case study of the Marriott International, a one of leading hospitality companies, which operates in 130 countries and have a portfolio of resorts, hotels & accommodations. The organization is popular for furnishing wide range of services and better guest experience. However, due to pandemic, Marriott experience high decline in revenue due to travel restriction by government, economic downturn, heath concerns, it leads to impose Marriott to close its properties, lower down its operation and greater layoff to decline the operational cost. At the time of recovering pandemic, Marriott faces HR challenges including high turnover, decline in job application and retaining employees. This empowers Marriott to re-evaluate its strategies of retention, recruitment and engagement. In addition to this, to address the challenges, organization invests in leadership development initiative to provide opportunity to employee to transits in management roles. Despite of several efforts, Marriott is still facing challenges of high turnover at entry-level worker, ensuring inclusion and diversity and managing diverse workforce.

The report will outline different HRM function at Marriott and evaluate a relationship within HRM and business performance as well as employee development. Further, referring to the case study, the report will explain different approaches HRM and evaluate current approach used at Marriott. It will also critically address current HR issues at the Marriott international. In addition, the report will cover a discussion of way HRM function manage employee selection, induction and recruitment. HRM is considered as an important tool in organization as a result the report analyses the two HRM practices as well as employee relationship, principles of employment law and so more. Also, report will describe the concept of learning, knowledge management and its significance within the organizational performance.

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Critical discussion on HRM function in the company

Function of HRM

Human Resource Management is responsible for performing the wide range of functions such as recruitment, compensation, employee relation, training and development, managing company culture and employee benefits. HRM builds attractive strategies to manage and organize workforce within the organization. In context of recruitment function, HRM plays an important role in recruiting and hiring appropriate candidates suitable for the job vacancies within the organization (Ochieng, 2023). Within the scope of HRM, various learning opportunities provided to employees, and facilitate development of positive culture with the aim of engaging employees.

BTM5HUR Human Resource Management Assignment Sample

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Role of HR practitioner

The role of HR practitioner includes talent management in regards to recruiting, hiring, developing, managing as well as retaining the employees within the company. The work includes writing job descriptions and sourcing potential candidate from the different platforms. In addition to this, another important role of HR practitioner consists training and development, HR compliance, workplace safety, compensation & benefits and so more (McCartney, Murphyand Mccarthy, 2021). The HR practitioner evaluates the pay practices of other competitors in the industry to establish a formal compensation structure. The individual is responsible for furnishing attractive compensation and benefits to employees as a strategy of employee retention.

Function of HRM at Marriott

The main HRM function at the Marriott International includes recruitment, retention and maintaining effective employee relation. The HRM function of the organization focuses on recruiting talented staff. For instance: After pandemic HRM plays an important role in attracting candidates for the entry-level roles. In addition to this, to retain the greater number of employees HRM a Marriott plays important function in the context of enhancing working condition, providing flexible work arrangement and competitive compensation.

Role of HR practitioner at Marriott

The important role of HR practitioner within the Marriott is re-evaluating its retention, recruitment as well as engagement strategies. Due to pandemic, it becomes difficult for the organization to attract and retain employees. Hence, HR practitioner plays an important role by working on the strategies of work-life balance, enhancing working condition, offering competitive compensation packages and furnishing learning opportunities.

Role of HR evolving in contemporary company

In the contemporary organization, HR role becomes more strategic that was used to be administrative in the previous times. Presently, the HR role emerged in a context of data management and better employee experience which was earlier confined with attraction and selection of the employees (Schloemer-Jarvis, Bader and Böhm, 2022). Currently, HRM focuses on implementing policies that is helpful in promoting the inclusive work environment, ensuring fulfillment with labor laws and preventing harassment at workplace to ensure the employee well-being.

Implication for Marriott

In Marriott International, the role of HRM furnishes a great implication. For instance, within the Marriott enhancing retention and recruitment strategy HRM focus on investing development initiative via “ Elevate by Marriott” this leads to provide opportunity for employees to take leadership opportunities. This serves a great implication within the Marriott in for declining the turnover rates by fostering the greater employee loyalty as well as engagement.

Critical evaluation of link between HRM and business performance & employee development

Impact of HR function on business performance

The effective HR function of recruitment is to attract the more talented and skilled employees towards the organization which in turn enhances the business performance significantly. In addition, HR function of training and development plays an important role in building learning opportunities for the employees, leads to enhance employee skills, abilities and knowledge, correspondingly increases employees productivity and business performance (Anwar and Abdullah, 2021). Also, function of compensation, performance management and so more allows the HR manager to motivate employees via reward and recognition, this stimulate individual to work with their best yield a efficient business performance.

Link between HRM and business performance

The senior manager of Marriott International, who is responsible for HRM, ensures effective relation between HRM as well as business performance by focus of aligning HR strategies with the goals and objectives of the business. By evaluating the challenges facing by Marriott, HR manger emphasizes on developing HR strategies. For example, HR of Marriott develops programs for the employee’s development to enhance their ability to perform the best and leads improvement in the business performance. In addition to this, HR manager of Marriott focuses on creating an attractive compensation packages and benefits for employees to motivate them in a significant manner (Katou, Budhwar and Patel, 2021). This leads incline in the individual’s productivity as motivated individual work with the full potential and thereby enhances the business performance.

Employee development strategies of Marriott

In the context of career progression planning, Marriott invested in development initiative via “Elevate by Marriott” program, it enables employees to gain opportunities into management role within company. The program helps the employees of Marriott to equip them with experience and skills that is required to perform the responsibilities of leadership. Moreover, Marriott provides employees with the various development opportunities by organizing the training sessions. Also, good compensation packages, flexible working hours, effective working culture provided to the employees to develop them in proficient manner.

Different approaches to understanding HRM

Models, theories, approaches of HRM

HRM theories, approaches, models and framework plays an important role in the effective people management with regards to the organizational success. There are several approaches and models such as:

Harvard and Michigan model: The Harvard and Michigan model focuses on coordinating HR practices with organizational goals, structure as well as strategy. The model emphasizes on considering stakeholders interest such as employees, government, management and so more. It also considers situation factors such as external environment, workforce that impacts operations (Dipoatmodjo, 2024). According to model, HRM focus on implement policies and practices and gain positive outcome like efficiency and cost-effectiveness.

Soft and Hard approaches: The soft approach of HRM have a focal point on employee well-being and development while hard approach centre around cost-effectiveness as well as efficiency. It is important to implement both side of approaches to ensure overall development of employees while focusing on business success.

Best fit and best practice approach: Within the HRM, the best practice approach is practice of HRM that is used at universal level. However, the best fit approach focuses on implementing an HRM strategy according to the requirement of particular organization. The approach is more flexible, taking into account workforce, business and services.

At Marriott, referring to the case study it is identified that currently the Harvard & Michigan model as well as soft and hard approach should be applied to effectively overcome the business challenges.

Models attain best HR outcome

The Harvard and Michigan model suits best to the Marriott International for coping up with the negative impacts caused by the pandemic such as high employee turnover, difficulty in attaining & retaining employees and so more. The model is considered as best as it taken into account the external factors that impact HR operations within the organization and allows in building HR strategy accordingly by overcoming the challenges. For instance, using the mode, Marriott able to develop strategy including, recruitment, retention, employee engagement, positive culture and so more. Referring overall assessment, it can be stated that this model allows in attaining the best HR outcome for Marriott.

In addition to this, application of the best fit approach also enables the Marriott to attain the best HR outcome. The approach enables the Marriott to adapt HR practices in response to the internal and external environment (Muhanga, 2023). For instance, inability of HR strategy to attracts more suitable employees can be overcome using the approach and creating better compensation strategy.

Current HR issues in Marriott International

Current HR challenges

In support with the case study, it is identified that currently Marriott International face several HR challenges in regards to talent retention, global workforce management, global pandemic as well as diversity, inclusion and equity initiatives. Due to pandemic of Covid 19, Marriott International faced issues such as high employee turnover, decline in job applications, onerous in grabing and retaining employees in regards to entry-level roles. After pandemic, the workforce seeks for greater flexibility, job security as well as good working conditions. Moreover, Marriott also face issue or struggle with required diversity and inclusion especially in senior leadership position. These significant challenges or issue makes difficult for the Marriott to successfully operates its global business, leads to directly impacts customer experience, satisfaction level and hence on company`s profitability.

Solutions referring to another leading hospitality organizations

Marriott International can overcome the HR challenges effectively by identifying and evaluating its competitors HR policies and implanting the solutions effectively and efficiently.

Competitive Compensation and benefits: Marriott can overcome the challenge of high employee turnover rate by offering benefits and compensation to employees. The leading competitor of Marriott namely Hilton also uses HR strategy of offering attractive salaries, strong packages as well as benefits and opportunities of development via organizing timely training (Sorn et al, 2023). It enables the workforce to feel respected and values and allowed to grow personally and professionally, hence effectively assists the Marriott to overcome turnover issue. In addition, providing equal opportunity, freedom of voice to all employees allows in overcome issue related to diversity and inclusion.

Building of positive environment: To overcome issues of lack of capacity to attract and retain employees can be overcome by using Hilton`s strategy in regards to furnishing good working environment, job security and flexibility in working. The strategy efficiently allows the Marriott to attract competent, skilled and talented employees within the organization. In addition to this, providing enough flexibility in working hours, supportive, open as well as transparent environment allows the Marriott to proficiently retain its employees.

Developing employee benefits policies: Marriott can develop benefit policies for its employees in terms of monetary and non-monetary incentives. According to this solution, the employees gain benefits in the form of bonus, commission, praise, appreciation, paid leaves and no more. Such kind of flexibility leads to motivate the employees to retain with the company for long period of time. Hence, this allows in overcoming the issue of talent management effectively and efficiently.

Explanation of HRM function manage employee recruitment, selection and induction

Define

Recruitment defines as a process of effectively looking out, searching as well as hiring candidates for a particular job or position within the organization. In other words, it defines as a procedure of recognizing, sourcing, short listing, interviewing and hiring skilled candidates for the specific job role in organization (Hamza et al, 2021). On the other hand, selection defines as a procedure of choosing the right and appropriate candidate, who is suitable and skilled for the vacant job position.

Process

The recruitment process is as under:

• Job design: It includes creation of job description to evaluate required skills, qualification.
• Candidate sourcing: It consist search for candidate via employee referral, recruitment agencies.
• Screening resume: Reviewing all resume to short-listed best candidates.
• Interview: Conducting interview to evaluate skills and competency
• Assessment: Suitability of candidate for job evaluate via test, screening etc.
• Hiring and job offer: Offering job letter while negotiate salary and benefits.

Onboarding: It includes new hire provide with training and orientation

Following is selection process:

• Application: The first tep of selection include reviewing resumes.
• Shortlisting: Best candidates short-listed according to experience and skill (Recruitment process, 2025)
• Interview: Conducting interview
• Selection decision: After interview, HR manager take selection decision to choose best candidate.
• Job offer: Offering job to the selected candidate.

Selection methods

There are various selection methods such as:

• Interview: It is a selection method where the employer asks question to candidate to examine their cognitive level, skill and competency for the job role. The method allows the HR to identify suitability of candidate for job role (Nikolaou, 2021).
• Skill assessment: The method of selection includes conducting verification of candidate to evaluate technical capabilities and skills. This method helps in taking selection decision.

Staff induction

The staff induction refers to a procedure of acquainted the new employee with business, their roles, responsibilities and assist them to settle in by providing important information and introduce with company`s culture. Staff induction is important for the Marriott to retain the employees within the organization. The process allows the Marriott to facilitates belonging at workplace as well as allows employees to become aware of the company`s rules, regulation, their roles and responsibilities, it allows new hire to settle in the new environment, leads to increase engagement (Greenhalgh et al, 2023). This leads to play important role for Marriott to overcome issue of employee retention.

Practical application of process

The selection and recruitment processes help the hospitality industry or company to recruit and select right candidate for right job. When a candidate selected by compliance with the systematic recruitment and selection process then it allows in hiring the best candidate, leads to decline the issue of high employee turnover. In addition to this, applying the recruitment and selection process at right time i.e. before the seasonal time is quite important (Hemalatha et al, 2021). Utilizing the process at right time allows in decline the problem of shortage of employees at peak time allows in getting competitive advantage in market. The application of process allows in attracting candidate from all geographical area, as a result help the company to manage its global workforce requirement effectively and efficiently.

Critical discussion on two HRM practices

Human resource planning

Effective Human resource planning refers to a practice that uncertain best fit within the employees and job while avoiding the issue of employee shortage and surpluses within the organization (Abujraiban and Assaf, 2022). The HR resource planning plays an important role in organization to overcome the shortage of manpower, allows in recognizing the talent gap, optimize cost by avoiding excess hiring of employees and helps in increase productivity via recruiting right people at right role. For example, effective HR planning helps the Marriott to forecast demand of employees, plan to decline turnover and attract new employees in significant manner.

Performance management

It refers to a process of communication between the supervisor, HR manager and employees in regards to providing feedback to enhance the performance level of employees, for better attainment of the organizational goals. In organization, supervisor often use 360 degree feedback where review from peers, managers, co-workers are taken to furnish overall view on performance of employee. To main components include planning, monitoring, building, rating and rewarding employees. Performance management crucial to enhance productivity, recognize training and development requirements, improving engagement with employees and so more. For instance, effective performance management allows the Marriott to provide development opportunities, feedbacks to the employees, leads to result in overcome problem of high turnover.

Career management

It is a procedure of effectively plan journey of employees towards a professional goal by acting on plan via several methods. It enable in grow employees professionally, results in enhancing their performance. The career management practice of HRM is advantageous for both organization and company. Effective career management enables in build HR strategies that improve skills and engagement of employees, enhance retention of employees via creating a loyal workforce, results in efficient talent management (Haridas, Ture and Nayanpally, 2022). It plays an significant role in increasing productivity and performance of employees.

Employee engagement

Employee engagement is an HR concept that demonstrates a level of dedication and enthusiasm employees feels at the job. An engaged employee always care about the work as well as performance of the company and feels that their efforts creates a difference. The characteristics of engaged employees are productive, positive, leadership quality, efficient working and so more. In organization, employee engagement plays important role in terms of better and smooth working, effective customer services, greater productivity and profitability while in absence of it, organization face negative consequences. For instance, In context of Marriott lack of employee engagement results in high employee turnover rate.

Evaluation on concept of learning, e-learning etc. and their significance to organizational performance

Learning and e-learning

Learning defines as a process of acquiring and gaining new skills, knowledge, understanding, skills. Learning can be acquired in terms of in-person as well as online, leads to make individual more knowledgeable crucial for personal growth and development. However, e-learning defines as a electronic learning where deliver of training and learning content via use of digital platforms and devices such as computers, laptops and tablets. The only difference in learning and e-learning is mode of delivery (Petretto et al, 2021).

Types of learning and knowledge management

The Organization use various kinds of learning. On-the job training is one of them, it includes providing training to employees while doing actual work. It is an cost-effective training method but the limitation in training time result in lack of improvement in employee. In e-learning, organization provides virtual training using electronic device. It is an flexible approach of training focus on personalization. However, its disadvantage includes lack of required support, limited hand-on-experience. The type of blended learning is combination of instructor-led training as well as e-learning, plays important role in provide better learning experience. It is flexible learning option but not appropriate for all learners.

Knowledge management refers to a procedure of developing, recognizing and managing knowledge of a company as well as structuring it for efficient and effective use among the team and employees. In other words, it means sharing and optimizing HR associated knowledge and implements it while making decision and policies (Deng et al, 2022). Knowledge management s beneficial for the organization in terms of better as well as faster decision-making, solving problem rapidly as well as efficiently support employee`s growth and development. It is identified that it is essential for the Marriott to significantly invest in the knowledge management. It allows Marriott to focus on the rapid decision making that allows it to overcome the business challenges prominently. The availability of greater information and knowledge leads to foster knowledge management.

Staff retention

Staff retention refers to an action of organization to hold and keep its talented and productive employees with the company while declining the turnover via fostering a positive work culture or atmosphere to promote employee engagement. Staff retention plays an important role in enhancing company productivity, performance as well as assist in decline cost concerning with recruitment and training (Andersson, Stockhult and Tengblad, 2021). There are various approached that can use by the Marriott International for the purpose of staff retention and overcome issue of employee turnover. Marriott can use a approach of competitive compensation and benefits, development opportunities, positive and flexible work culture, mentorship program and so more. The competitive salaries and benefits such as commission, bonus motivates the employees to retain in company as they seek it as motivator for financial development. In addition, a approach of flexible culture includes provide an environment where employees feels respected and valued as well as get required personal nad professional development opportunities. This approaches leads to significantly improve staff retention within Marriott.

Critical exploration of employee relation 400

Define

Employee relation refers to the association between the employee and employer. It emphasizes on individual and collective relationship at the organization with the aim of creating positive and supporting work culture.

Employment Law

It refers to a legislation and rule concerning with employee and employer relationship. The one of principle of employment law is related to discrimination that ensure that every one at the workplace treated with fairness and equality regardless of age, gender etc (Chen, 2023). Another principle is related to pay that employees get salaries above a set minimum level. The principle of employment act also demonstrates safe and healthy work environment for employees to ensure physical and mental wellbeing.

Influence of employment law

Implementation of equality law allows the Marriott to build a safe and supportive environment for each employee. It allows Marriott to operates its business activities without bias and discrimination result in better HR practices in terms of competitive compensation, leads to enhance company culture as a result enables in attract and retain employees, However, the law related to flexible working hours also allows the company to retain its employees correspondingly enables in overcome HR issues at Marriott.

Legal challenges

Marriott face legal challenges in terms of discrimination. For example, Marriott can face a legal challenge in regards to furnishing lack of opportunities to each employees to move towards the leadership role. The company via compliance with the discrimination law able to overcome such as challenges that can result in adversely harm image and reputation of company. The compliance of law contributes towards the success of organization.

Importance to adhere with employment law

Compliance with the employment law as well as the right of employees is quite important for the Marriott International to maintain a good brand image as well as reputation in a competitive industry. Adhering with this law enable the company to build a positive work culture, grab and retain more talented and skilled personal leads to help in overcome HR challenges (Susanto, Syailendra and Suryawan, 2023). In addition, complaining with this law allows the Marriott International to escape and survive themselves from the penalties and fines, that can impact the goodwill of the organization. Moreover, the law protect the right of employees as a result giving them feeling of protection and motivate them to retain with company, leads to decline turnover rate.

Conclusion

To sum up all, it has been concluded that an efficient and agile human resource management is important for the company to overcome adverse influence of internal as well as external factors. The report based on a case study of Marriott International, explaining HR Issue of high turnover and talent management due to pandemic. The report outline about the different HRM function such as recruitment, training and development, compensation, performance management, employee relation and so more and highlight that in contemporary organization the role of HR is important to create forward-looking and effective environment. Moreover, report discuss that HRM practices of attracting skilled employees, offering better salaries, providing development opportunity enhances business performance.

From case study analysis, it is identified that Harvard and Michigan model and soft and hard approach of HRM currently applied at Marriott that helps in overcome HR challenges. The report evaluated best solution for Marriott by evaluating its competitive strategy such as offering attractive salaries, providing development and training opportunities for employees as well as building an fair and open culture for all employees. In addition, it is analyzed that compliance with employment law in regards to discrimination, working hours, health and safety allows the organization to overcome challenges.

It is recommended to Marriott International to focus on employee engagement via developing a motivating and flexible work culture, required development opportunities for employees to enhance the organizational performance in a 21t century. The recommendation allows in attract and retain skilled employees who are crucial for better business performance.

References

Books and Journals

• Abujraiban, A. and Assaf, G.J., 2022. Effect of strategic planning of human resources in management performance. Civil Engineering Journal, 8(8), pp.1725-1738.
• Andersson, T., Stockhult, H. and Tengblad, S., 2021. Strategies for co-workership retention. Human Resource Development International, 24(4), pp.425-445.
• Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.
• 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.
• Chen, Z., 2023. Ethics and discrimination in artificial intelligence-enabled recruitment practices. Humanities and Social Sciences Communications, 10(1), pp.1-12.
• Deng, H., Xu, Y., Deng, Y. and Lin, J., 2022. Transforming knowledge management in the construction industry through information and communications technology: A 15-year review. Automation in Construction, 142, p.104530.
• Dipoatmodjo, T.S.P., 2024. The Role of Human Resource Management in Enhancing Company Performance and Productivity. Journal Management & Economics Review (JUMPER), 2(2), pp.83-90.
• Greenhalgh, T., Payne, R., Hemmings, N., Leach, H., Hanson, I., Khan, A., Miller, L., Ladds, E., Clarke, A., Shaw, S.E. and Dakin, F., 2023. Training needs for staff providing remote services in general practice: a mixed-methods study. The British Journal of General Practice, 74(738), p.e17.
• Hamza, P.A., Othman, B.J., Gardi, B., Sorguli, S., Aziz, H.M., Ahmed, S.A., Sabir, B.Y., Ismael, N.B., Ali, B.J. and Anwar, G., 2021. Recruitment and selection: The relationship between recruitment and selection with organizational performance. International Journal of Engineering, Business and Management, 5(3), pp.1-13.
• Haridas, J., Ture, R.S. and Nayanpally, A.K., 2022. Organizational career management and turnover intentions: mediating role of trust in management. European Journal of Training and Development, 46(1/2), pp.257-275.
• Hemalatha, A., Kumari, P.B., Nawaz, N. and Gajenderan, V., 2021, March. Impact of artificial intelligence on recruitment and selection of information technology companies. In 2021 international conference on artificial intelligence and smart systems (ICAIS) (pp. 60-66). IEEE.
• Katou, A.A., Budhwar, P.S. and Patel, C., 2021. Line manager implementation and employee HR attributions mediating mechanisms in the HRM system—Organizational performance relationship: A multilevel and multipath study. Human Resource Management Journal, 31(3), pp.775-795.
• McCartney, S., Murphy, C. and Mccarthy, J., 2021. 21st century HR: a competency model for the emerging role of HR Analysts. Personnel review, 50(6), pp.1495-1513.
• Muhanga, M., 2023. A reflection of the best fit and best practices schools of thought on human resource management practices and its impact during COVID-19.
• Nikolaou, I., 2021. What is the Role of Technology in Recruitment and Selection?. The Spanish journal of psychology, 24, p.e2.
• Ochieng, E.M., 2023. A Study of the History Functions Roles and Challenges of Human Resources Management. Journal of Enterprise and Business Intelligence, 3(1), pp.054-064.
• Petretto, D.R., Carta, S.M., Cataudella, S., Masala, I., Mascia, M.L., Penna, M.P., Piras, P., Pistis, I. and Masala, C., 2021. The Use of Distance Learning and E-learning in Students with Learning Disabilities: A Review on the Effects and some Hint of Analysis on the Use during COVID-19 Outbreak. Clinical practice and epidemiology in mental health: CP & EMH, 17, p.92.
• Schloemer-Jarvis, A., Bader, B. and Böhm, S.A., 2022. The role of human resource practices for including persons with disabilities in the workforce: A systematic literature review. The International Journal of Human Resource Management, 33(1), pp.45-98.
• Sorn, M.K., Fienena, A.R., Ali, Y., Rafay, M. and Fu, G., 2023. The effectiveness of compensation in maintaining employee retention. Open Access Library Journal, 10(7), pp.1-14.
• Susanto, P.C., Syailendra, S. and Suryawan, R.F., 2023. Determination of motivation and performance: Analysis of job satisfaction, employee engagement and leadership. International Journal of Business and Applied Economics, 2(2), pp.59-68.

Online

• Recruitment process. 2025.Online. Available through: < https://www.manpowergroup.co.in/blog/what-is-recruitment-process-in-hrm-and-what-does-it-entail.html>