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Human resource management (HRM) of organization is performs many functions such as recruitment, training, monitor, selection, and design skill development programs. HR department of Marriot Hotel is implementing some flexible approaches to encourage work with them. The Managing Human Resources Assignment Marriot Hotel will discuss about Guests Model of HRM, comparison between HRM and personnel & IR practices on the basis of Storey’s definition, implication of line manager and employees to develop strategic approach for Marriot hotel. Further second task will explain about how Atkinson’s flexibility model is used by firm and impact of change in labour market due to flexible work environment. The present study will find a range of discrimination at work place; compare approaches to mange equal opportunity and diversity legislation defined by UK government. At the end, report will assess approaches that would manage health, employee welfare and maintain safety issues on HR practices.
Figure 1: Logo of Marriott Hotel, UK
The Guest Model of HRM is used to make differentiation between human resource management and personnel management. According to this model, personnel management is based on observance where as human resource management is based on commitment. HRM is not only focused on recruitment and training of staff but it also mange them strategically. The employees are assets for company, so it is required to gain commitment of their respected duties. The approach is useful to gain collective goals of organization (Guest, 2011). The Guest model is an approach to find individual needs in spite of collective workforce. At Marriot Hotel, their HRM department implements this model in order to set a strategy that would increase employee satisfaction and maintain trust. The HR manager of Marriott Hotel is responsible to recruit best talent for their firm.
It has been noticed that their HR department is concern about appropriate training of employees so that they are able to perform their roles and responsibilities. They are finding new learning approach to attract best talent at workplace. They also change their hierarchical structure by breaking it into many layers and assign more responsibilities, decision making task at the hands on employees. Therefore, management has built a work environment where employees are encouraged to take own decisions according to scenario (Guest, 2011). Apart from this, HR management of Marriott Hotel also share vision of organization in order to improve communication and flow of information by publishing internal employee magazines, conferences, meetings, quarterly employee forums and internet. It is clear that Guest Model is consistence approach that is used to manage valuable assets i.e. human resource of organization. It manages them individually and collectively so that organization is capable to achieve goals (Katou and Budhwar, 2010).
Figure 2: The Guests Model of HRM
Differences between Storey’s Definitions of HRM, personnel and IR practices
Storey explains distinct definition between HRM and personnel & IR practices. According to Storey HRM is logical and strategic approach to manage firm’s most valuable assets i.e. the employees. The employees are performing their duties and responsibility so that they achieve goals of organization. Their individual and collective work is great means for Marriot Hotel. Further, Storey also differentiated between Hard and Soft HRM (Storey, 2014). The hard HRM is mainly focusing on manging the employees in such a way that they add and obtain value for company. This would give competitive advantage at market place. Hard HRM emphasize on performance management and control management by observing each asset individually. Storey defines soft HRM as it focuses on commitment and engagement of employees. It enhances interest of talented people to work in company environment. Whereas according to Storey, personnel management mostly concern about recruitment and maintaining employees’ laws. It manages the staff by enforcing them to follow rules and regulation (Storey and Sisson, 2014).
Table 1: Difference between HRM and IR practices
Personnel and IR practices
The aim of HRM is to go beyond contract and engags the employee after completion of contract also.
It mainly concern about attempting written contract.
Recruitment of company assets
It recruits the people based on integrated selection.
The employee recruitment is based on separate selection.
Communication with employees
HR manger directly find individual needs and issues of employees.
It indirectly finds employees needs so there is lack of attempt of conversation.
Employees are rewarded and paid according to individual performance and team based performance (Storey and Sisson, 2014).
There is fixed amount of salary which is given to employees.
HRM is under control by general manager and line manager.
It mainly includes only personnel/ IR management specialist.
The firm is able to take rapid decision to achieve big goals and smaller decisions are taken by employees.
It only allows taking decision by higher authority at every step. Therefore, speed of decision making is slow.
There are various implications for line manger and employees of Marriott Hotel in order to develop a strategic approach. The Line mangers of the company are generally included with production activities, management of business policies; create leadership style, and improvement of organization culture. Marriot Hotel wants to meet the increasing expectation of consumers. Hence, the work load is increasing at end of line manager. He/she is responsible to handle rapidly changing demand in business. The key aspect of HRM is to change leadership style in senior management. Therefore, HRM of Marriot Hotel is focusing on job rotation among senior management (Armstrong and Taylor, 2014). It would result in some implication like- line manger is able to avoid devising approaches that is affecting the image of brand and also ignore complicated business operations.
HR manger is concerned about their employees because they are considered as most important part of the company. Employees struggle to fulfil expectations and demands of customers. Their communication skills, hard work and talent are key points to achieve success. Therefore, HR manager of Marriot Hotel set range of implication in order to motivate to work with them. Some implications are- improvement of salary, bonus, and rewards to best performer and give surety about job security (Buller and McEvoy, 2012). The implication of the employees is based on their contribution of achieve target of company and their performance as individually and in team work. Another implication for HRM is to take strategic decision at occurrences of various situations.
Flexibility is key point in 21st century. Marriot hotel is also concerned about providing flexibility to their employees and employer. It changes its flexibility model so employees are able to meet both business and personnel needs. There is Atkinson’s flexibility model which is currently applied on business environment (Hallerbach.et.al.2010). The organization is offering full time and part time job, day and night shifts; choose flexible working hours especially for homely woman. The company is also allowing sharing of work like home based work, work from smart phones, and flexible environment for pregnant working women. Such flexible provisions are mostly proffered by employees that they are able to perform their task by sitting at remote locations. All such practices are allowed to do merchandise activity. It would be very beneficial to attain targets of company. The organization is able to reach at those people who are located far away from the company.
Marriott Hotel is also using flexibility model to offer variety of job opportunities. This would also beneficial for demand of human resource. The flexibility model is used to engage with company so it would also improve production activity of the business. Their mobile working model is improving flexibility by providing intranet and internet connection when the employees are going outside to deliver products. Intranet facility is useful to complete contract and delivery of food product in committed hours (Brambilla.et.al.2012). It would improve customer satisfaction. Such flexibility also increases life of customer engagement with Marriot Hotel.
There are two types of flexibility which is adopted by Marriott Hotel which are helpful to maintain HRM practices and perform operations at workplace. The company is developing a flexible strategy to engage employees and their commitment to work with organisation. The motive of the Marriot Hotel is to gain productivity that maintains quality of standards also. The types of flexibility is analysed based on company’s HRM, which is given in blow points:
The various types of flexibility model improve HR practices. This would enhance commitment of employees and work quality. Flexibility concept is considered most important as it makes healthy relationship between employer and employees. Hence, the employees would develop the business. For example- HR manager of the company is finding latest technical tools and flexible working approaches that support to gain organisation goals. Apart from this management is also focused on clients’ satisfaction. Therefore, company is developing good communication skills among staff member in order to treat politely and give satisfactory response. They are taking innovative ideas and suggestion to improve production, packaging and delivery. The flexible working time also reduce home sickness of employees and improve productivity at working hour of employees (Atkinson and Hall, 2011). The company is also offering high flexibility especially to women. They are able to choose flexible working hours, part time jobs and work at their homes specially those women who leave their family, homely mothers, pregnant women etc.
The flexibility of job also enhances understanding of new skills and latest approaches that can be applied in work. Hence, the employees get many chances to get higher position at work place. The Marriott Hotel is promoting such flexibility and controls them by defined policies. The flexibility schedules are also followed in terms and conditions of the company. The organisation also consider factors that affect time schedule like- traffic, events, strike and environment (Kossek and Michel, 2010).
The labour market changes are quickly adopted by flexible working hours. The company is developing such strategy to recruit graduate, post graduate and under graduate people. This would handle various requirement of the company so the company can easily handle migration of labour. Migration and demographic factor also change labour market. According to present scenario of UK, labour market is changed due to economic growth of countries and self employment has also increased. The company now hires employees belonging from different nations. The organisation is finding about when and where personnel work is flexible for employees as well as company (Bratton and Gold, 2012). People who belong to different regions and cultures are joining the company due to flexibility work timimg at workplace.
Apart from this, some factors are also a reason for changes in labour market such as globalization, industrialization and deindustrialization. Due to such reasons the company also prefer to hire women as labour to work in flexible time. The firm adopt new technical tools and internet so that employees are more convenient to reach with end users and directly communicate with them. Now, the employee are solving query of customer rapidly (Atkinson and Hall, 2011).
Discrimination means to treat unequally. Unfairness in an organization based on group, class or category of the employees are considered under the act Equality Act-2010. Job vacancies in a company only for males is the pattern of direct biasing whereas unfairness with an employee related to experience is taken as indirect discrimination (Roberts.et.al.2014). Inequity can take the various forms in a workplace:
A business is mindful to its responsibility to supply an equal opportunity to all employees without including in any discrimination. Hotel Marriott’s plans and policies are made to convey the identity of business without any unfair thoughts. Policies at employer side help in legislating identical chances to all:
Diversity approach used within an organization deal with practices and operations assigned to HRM whereas equal opportunity means to eliminate the decimations at workplace to deal with employees and governmental rules. The core difference between diversity and equal opportunity is the force for change. Internal forces tend to make diversity within structure where as external forces like governmental rules, human rights and ethics manages equality. Both are interrelated to each other and affect the bottom line of business. Equality in opportunity is to mention social justice and to rectify the errors made in history to avoid chances of unfairness. Another side, diversity is to ensure uniqueness and proper assistance to individual in order to achieve success. In case, Hotel Marriott is managed in the way so that equal chance of growth can be provided to all employees (Kirton and Greene, 2015). Also management follows certain policies and procedure to overcome the effects of diversity. Equal opportunity is given to perform best individuality and no discrimination is made on sex and age. Hotel manages the equality among employees during changes in organizational structure.
Major differences in equal opportunity and diversity can be summarized as:
Table 2: Comparison of diversity and equal opportunity
Individual’s knowledge and skills are focused to achieve organizational goal.
Discriminations are removed to make them equal to perform.
Individual’s potential is mapped with company’s goal to decide actions and tasks.
This approach is used to build good and aggressive workplace.
This promotes the performance
Equal opportunity assists to encourage the profits for individual (Wajcman, 2013).
Different approaches are used by an organization to overcome the weaknesses of workforce so that an effective training module can be developed to address and resolve them. Proper analysis helps to achieve the maximum throughput. HR department of hotel Marriott uses the following methods to analyze individual’s performance and to get the quality in work by filling the lacking areas:
Employees’ welfare is necessary to keep the employees’ satisfied and motivated. Hotel Marriott follows various rules and regulations of government for employees’ welfare. Following welfare schemes are adopted by hotel Marriott to make the employees’ benefits and satisfaction.
Health and safety is major considered point for hospitality industries. UK, government has defined various legislations for health and safety of customer and staff. The management of organisation currently follows global standards of safety. It implements some approaches that influence HRM practices of Marriott Hotel. The foremost aim of health and safety legislation is to provide risk free environment to work. This would encourage individual performance and reduce any chances of mishap at the work place (Bratton and Gold, 2012). Marriott Hotel hasestablished safety measures to avoid disasters and risky situation. They are concern about hygienic environment at workplace.
The company is highly concern about health and safety of their consumers. It has been analysed that lack of communication lead to critical occurrences at user’s end. Therefore, they improve communication skills and trained their staff so that they make them safe from risk and express safety measures to customers. The HR manager has right to terminate the staff who do not follow health and safety measures. The HR manager also takes feedback from employees related to safety measures in order to overcome security gaps (Aarons.et.al.2011). The company is also using latest technical tools to observe risky situation so that appropriate action would be taken before a disaster takes place.
There are some issues that impact on human resource practices by affecting the operational procedures of company. The company has established HR department but there are some issues that affect their practises:
The present study has defined detail information about Guests Model of HRM and differentiates HRM and personnel /IR practises along with soft and hard HRM. They are differentiated on the basis of factors like management, decision making, pay scale, recruitment of assets etc. The report has also concluded about use of Atkinson’s flexibility model in Marriott work environment to handle flexible work hours and work at remote station. The company is using Atkinson’s model to provide both functional and numerical flexibilities to employees in order to engage them with organisation. The study has concluded that discrimination on the basis of religion, sex, colour, and disability should not be followed. At the end, the report has explained about performance management method and health and safety legislation of Marriott Hotel.
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