Human Resource Management Roles and Responsibilities

2.1 & 2.2 Stages Involved in Human Resource Planning and Analyzing Reasons for HRP in Marriott Hotels

It is a process through which the right candidates are selected for the right job. Following are the five steps involved in Human Resource Planning. These are like:

Analyzing organizational objectives: HRP is the overall planning for the organization. The planning process starts with the analysis objectives, which have to be achieved by the firm. Organizations should include all the objectives from various fields like marketing, production, finance, sales, and expansion (Barbeito, 2004). Objectives are very helpful in preparing the plans or path through which the firm can achieve its desired goals.

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Scanning environment: The organization should identify internal and external factors that will affect the firm's capacity to meet its objectives. External factors include labor market trends, changes in legislation, technological advancements, cultural and social values, and current and projected economic conditions. On the other hand, internal factors include changes in policy platforms, organizational structure, and guidelines.

Identifying Gaps: Based on the first and second steps, the firm should determine the future and current human resource needs. All the possible shortages that may occur in specific occupational groups or potential needs should be identified. In addition to this, possible needs for succession planning and management should be identified (Bell, 2012). Further, it should ensure that the firm has met all the obligations related to employment equity and diversity, providing proper training as well as learning and development to its staff.

Development of plan: With the help of the first, second, and third steps, the firm should determine the priorities and strategies for major human resources so that the desired outcomes can be achieved. The plan should include key planning issues of the organization and human resources priorities as well. Factors that will affect the budgetary considerations should be included in this plan. A human resource plan should be communicated with all the employees and stakeholders, and managers should be engaged in implementing the plan.

Measuring progress: The key to successful implementation should be constantly measured, reported, and monitored (Berke and Campanella, 2006). The firm should allow a process that allows for regular review, communication, and adjustments of change.

The Marriott Hotel performs all possible efforts and ensures that they achieve the desired goals and will retain the employees. The following are the reasons for the use of human resource planning at the Marriott Hotel:

• This plan is very helpful in reducing the adverse impact of the latest technologies in the workplace.
• It helps in estimating the cost that will be incurred in achieving the objectives, and it also undertakes the maximum use of human resources.
• HRP is very helpful in the retention and recruitment process. Most of the firms focus on retention, as it is always better to make existing employees stay than select the new ones.
• Supports in assessing worker turnover and in making appropriate arrangements to reduce turnover and in selecting appropriate candidates.
• It also helps in evaluating the shortage or surplus of human resources and in taking appropriate measures according to the situation.

2.3 & 2.4 Comparing and Evaluating the Effectiveness of Recruitment and Selection Process

Recruitment and selection play a vital role in selecting the most deserving candidates for the vacant post in the organization. There are many steps involved, like sourcing the candidates, making personal interviews, and selecting the best and most suitable candidate (Brooks and Nafukho, 2006). Different firms can have different recruitment and selection methods. Following is the comparison for the recruitment and selection between Hilton and Marriott International Hotel.

Hilton Hotels is under hospitality firm and has about 4112 hotels around the world located in 91 countries. They conduct the recruitment frequently. They use both internal as well as external sources to target employees. They collect all CVs that applied for particular tasks and make intensive evaluations, as well as screenings, regarding the candidates. Among those CVs, few are selected for interviews and those selected candidates are interviewed and psychological tests are conducted for them (Tomé, 2011). If they pass the interview and psychological test, then a medical test is taken, followed by it. Then, at the final step, they are provided with contract terms and then a trial period of work.

On the other hand, Marriott International Hotel is the world's leading lodging firm and has about 4200 properties located in 79 countries. They also hire employees frequently and provide young people with job opportunities. In addition to this, they provide job opportunities around the world.  The recruitment process starts with filling out the recruitment form and submitting candidates' resumes on the company's official page (Christensen, 2006). From the applied forms, few are selected. The forms are selected based on various aspects such as education, personality, skills, communication skills, etc. Selected candidates are called for an intensive interview, where questions related to the candidate's abilities, qualities, and job position are asked. At last, they are given with the appointment letter.

Recruitment is a costly and time-consuming process, and it is the most crucial step that HR has to take for the organization. In both firms, employees are the most important assets. Both firms spend highly on the recruitment process, and there is a possibility of selecting unsuitable candidates during the recruitment process. As it is the hospitality industry, it is important to know the candidate's communication skills and personality required for the job's effectiveness. For this purpose, the organization is required to take personal interviews and have proper screening before it finalizes a candidate.

Hilton uses internal sources as well to recruit employees, which is comparatively a cost-efficient method (Cunha et. al., 2003). By adopting this type of method, the firm should be able to fulfill the purpose of appointing the right candidates for the right job who will put effort into achieving the desired goals and objectives of the firm.

3.1 Link Between Motivational Theories and Rewards

Motivation is a process through which the behavior of individuals performs more effectively, and this is done by satisfying all the needs and requirements. In addition to this, rewards are given to the employees so that they get motivated and perform more effectively. Many motivational theories are very helpful in encouraging employees and also help in increasing their efficiency and effectiveness. Workers tend to give their best when they know that they will be rewarded for their work (Deb, 2006). Therefore, reward is the driving force that forces the employees to perform better and direct their behavior towards achieving organizational objectives.

Rewards can be given to employees in two forms: extrinsic rewards and intrinsic rewards, which are very helpful in motivating employees.

Intrinsic rewards: It is not a physical gift given to employees. It is an intangible form of reward that a manager provides to employees according to level of performance. It is related to providing employees with autonomy, empowerment, recognition, appreciation, and challenging tasks.

Extrinsic rewards: It is related to providing employees with bonuses, pay/salary, promotions, fringe, and benefits. It is a tangible or physical reward given to employees. It is very helpful in boosting employee morale, and they work with more enthusiasm and positivity.

Marriott Hotels can improve their employees' performance by providing them with an adequate reward system according to their performance (Lussier and Hendon, 2014). The management should focus on providing both intrinsic rewards as well as extrinsic rewards and should be given equal importance. Through this significant change can be seen in their performance. From this, it is clear that an employee's motivation has a significant impact by providing them rewards that help increase their job efficiency.

3.2 Evaluating the Process of Job Evaluation

Job evaluation is a process that assesses and analyses jobs systematically to understand the relationship with the organization. Following are the steps in job evaluation:

Job analysis is a process through which all the required information regarding various aspects of a job can be determined. It has two dimensions:

• Job description: Under this job, information is made, which includes responsibilities, duties, and work conditions (DeSimone and Werner, 2011).
• Job specification: This explains the specification that is required, like knowledge, abilities, and skills that are required in performing the job.

Job rating: It uses the same methods to know the specifications and job description. Methods like point rating factor comparison, ranking, etc. Job offers by firms may be different; job profiles differ according to the type of organization that has been selected. Accordingly, it is very helpful to position it easily.

Money allocation: In this process, the pay structure is determined for each job. In other words, it is the arrangement of compensation or rewards for each job by its value or worth (Rao, 2011). For each job, there are different strategies through which employees are given incentives or are paid extra.

Job Classification: It is the final step of job evaluation. In this step, it categorizes the job according to its pay scale. For instance, jobs that are highly paid will be placed at the top. Different organizations would pay differently according to the experience or skills that individuals possess. According to the pay scale, a rating should be done, and accordingly, selection should be made.

3.3 Effectiveness of Reward System in Different Contexts

The reward is very effective in boosting the employee's morale to perform beyond their capabilities. There are many benefits that a firm can get by giving rewards to the employees, as it helps in motivating and encouraging. In addition to this cited firm, Marriott International will be able to achieve its desired goals and objectives easily (Ellinger and Ellinger, 2014). The following are the effectiveness of the reward system:

Administering of reward program: It helps in overseeing whether the rewards given to the employees were positively contributing towards the goals and objectives of Marriott Hotel or not. When employees work continuously, then they would get demotivated. Giving them rewards is an effective strategy to motivate them. Coursework writing services are available at affordable prices.

In retaining employees, employees who are given rewards more often tend to stay long within Marriott International. Rewards provide a sense of satisfaction, and it boost the employee's morale. For example, providing employees with monitoring rewards would help Marriott hotels increase job satisfaction and decrease employee turnover.

Measures performance: Reward given to an employee helps know the improvement in the performance of work done. When an employee receives a reward for this performance, the next reward he will get is only when he performs better than the previous performance (Hafeez and Abdelmeguid, 2003). In this context, employees of Marriott Hotel will make him perform more effectively to get rewards. Rewards are very helpful in measuring the performance level of employees.

Reduce expenses: The total amount of money spent on an employee over a specified period This helps in building up the total budget structure, and the amount can be calculated as the total expenditure incurred by Marriott International. When employees do not perform well or get demotivated, then providing them training is one of the strategies which can be adopted but for this purpose, the firm has to spend highly. With this respect, providing them with rewards would help in reducing costs or expenses.

3.4 Ways to Monitor Employee's Performance

Following are the ways through which Marriott Hotels can monitor their employee's performance:

Punctuality: Employees who arrive for work on time will be very hard working and dedicated towards the job they perform. On the other hand, workers who take frequent leaves or arrive late for work are very unlikely to meet organizational objectives.

Work quality: It is a key indicator which helps in measuring the employee's performance. Employees who work effectively and do their jobs by putting in extra effort are those employees through whom organizational goals can be achieved (Hassan, 2007).

Observing personally: Managers of the firm should observe every employee personally to know and measure their capability and effectiveness toward the job. Through this process, organizations will be able to provide their employees with appropriate things that they can do to improve their efforts.

Asking for an account: After every conversation, managers of Marriott Hotels should ask their employees' accounts regarding the work they did during their last conversation. This will be very helpful in knowing the improvement of the worker (Holland and Pyman, 2006). These managers can also help them by providing them with ways through which they can improve their efficiency.

Self-monitoring tool: Managers should guide them to use tools like checklists, activity logs, and project plans. This will help them to know whether they can meet the deadlines or goals. With the help of a checklist, they can make notations when they complete a task. They can note down the time they took in completing the task and this will also help in improving their quality and performance of work.

By carrying out random checks: Depending upon the nature of the business, random checks are very helpful in knowing the quality standards.  Marriott Hotels should provide high-quality services to its customers to attract more and more customers (Mayhew, 2015). They should have frequent checks on the quality standards to know the performance of their employees.

4.1 Identifying the Reasons for Cessation of Employment Within Marriott Hotels

There are many reasons why employees are terminated from the organizations. The following are reasons for the termination of employees from Marriott Hotels:

Lack of performance: The first reason for termination is due to inadequacy in the performance of the job. This is done when employees do not perform according to the requirements of the organization (Ichniowsk and Shaw, 2000). Terminations are given in those cases where the employees do not perform effectively even after providing adequate training.

Damaging property: When employees damage the property of the workplace and that is also knowingly done to take revenge or in anger, it becomes a reason for termination of the job. Employees should take care of the things and properties of the organization where they work. They should handled and cared for.

Falsifying the records: All the data that is gathered by the organization for better satisfaction of customers or collected for any other purpose should not be misused. In addition to this, the firm should have a systematic system on which data could be kept safe. If employees are caught falsifying the data or records, then they are terminated in Marriott Hotels.

When laws are broken: Every firm has its own rules and regulations according to the culture it follows and employees have to follow and respect the culture given by the firm (Chand, 2015). When employees break the rules and responsibilities regularly, then it becomes a reason for the cessation of employees. For example, if all the employees have the same dress code when they regularly come to work wearing any other dress code, then there would be a cessation

Frequent holidays: Where the employee remains absent from work or takes frequent holidays, this negatively affects the productivity of a business and can lead to termination of employment (Inkson, 2008). It is a type of loss that a firm has to bear. Every employee is given different roles and if they get absent or take leave, then other employees have to perform extra.

4.2 Describing the Employment Existing Procedures

Marriott Hotels have very strict rules for exit procedures for employees. The employee who wants to leave the firm has to write a letter and send it to the head manager. The mail should include the reason. After these, the meeting is conducted, where the reasons are discussed and solutions are taken. Employees who are hardworking or effective tend to leave the firm, and then managers try to understand the problems or issues by which the employee tends to leave. There are many cases where the employee's requirements are fulfilled and they drop the plan of leaving the firm (Jain, 2005). There could be many reasons why employees would have set up their mind to leave the firm. Even after the meeting, employees who make up their mind that they have to leave the firm are told to write a resignation letter to the management and then after accepting the resignation letter, the employee will be given 1 notice period. According to this notice, employees have to train the new employee who will fill the vacant position. The new candidate who would come in place of the employees who would be leaving will help provide new one proper training. After one month, the organization will provide the employee with a relieving letter. In addition to this, employees are also given experience letters where the period and employees' efficiency while working in the firm are mentioned. 

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On the other hand, Hilton also has similar rules when employees try to leave the firm. They have to give a resignation letter stating the reason for leaving the job. Then meeting is conducted to know the problem or issues. After accepting the resignation letter, the management will be given a notice period of twenty days during which the leaving employees have to provide training to the new employees who will fill the vacant position (Khan and Sheikh, 2012). When the notice period is over, then employees are given a relieving letter that states that the respective person was an employee of Hilton Hotel. In addition to this, they are given experience in which the period they worked and their performance are mentioned.

4.3 Impact of Legal and Regulatory Framework on Employment Cessation Arrangements

There are many laws for employee cessation and these regulations have a high impact on employment cessation. By Marriott International, the following are the few laws related to cessation of employees:

• Termination of job without or with notice period
• With the same terms and policies, the contract is not been renewed at the end of the period.
• The employees need to provide a 1-month notice period before resignation.
• An employee tribunal is present to resolve conflicts related to a redundancy payment or dismissal.

Among the most basic laws is the Employment Rights Act 1996. According to this act, employees have to inform management regarding the resignation. In such cases, the Marriott hotel has the right to take any action against the employee. The organization should provide notice to the employee stating that such employee has been in continuous employment for one month or more, and it should be given at least one month before termination (Wilson, 2005). In case the employee has only worked for two years, then the notice period should be at least less than one month. If the employee worked for more than twelve months, then the notice should be served at least twelve months before such terminations. This is the basic and systematic procedure through which employee cessation arrangements take place in an organization.

CONCLUSION

From this report, it can be articulated that HR plays many important roles like recruitment, retaining, training and development, etc. Among all these roles, the most important is recruitment, as it should be done very carefully. Organizations spend highly on selection and recruitment; in case selection is wrongly done, then it will be a loss for the organization. HR should be very careful in selecting the best candidate for the vacant position. Further, motivation is very important for better performance as it encourages and fills the employee's positivity. Reward is the best tool that firms use in motivating their employees. In addition to this, there can be many reasons due to which employees can be terminated. Workers should be very careful and should strictly follow their roles and responsibilities given to them.

REFERENCES

• Armstrong, M., 2012. Armstrong's Handbook of Human Resource Management Practice. 12th ed.
• Barbeito, C. L., 2004. Human Resource Policies and Procedures for Nonprofit Organizations. John Wiley & Sons.
• Bell, G., 2012. Playing the HR field: An interview with R. Wayne Pace, founding president of the Academy of Human Resource Development and author of Human Resource Development: The Field. Human Resource Management International Digest. 20(7). pp. 39 - 41.
• Berke, R. P. and Campanella, J. T., 2006. Planning for Postdisaster Resiliency. Annals of the American Academy of Political and Social Science. 604. pp. 192 - 207.
• Brooks, K. and Nafukho, M. F., 2006. Human resource development, social capital, and emotional intelligence: Any link to productivity? Journal of European Industrial Training. 30(2). pp. 117 - 128.
• Christensen, R., 2006. Roadmap to Strategic HR: Turning a Great Idea Into a Business Reality. AMACOM Div American Mgmt Assn.
• Cunha, C. R. and et. al., 2003. Market Forces, Strategic Management, Human Resource Management Practices, and Organizational Performance: A Model Based on a European Sample. Management Research: The Journal of the Iberoamerican Academy of Management. 1(1). pp. 79-91 

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