Alignment Of HRM And Business Strategies Due Week 3 ✓ Solved

Alignment of HRM and Business Strategies Due Week 3 and W

Select a publicly traded company to research and evaluate its Human Resource (HR) and business strategy, HR department job positions, and ways it markets its company regarding human capital. Write a two to three (2-3) page paper in which you:

  • Propose how you would ensure the HR strategy is in alignment with the business strategy.
  • Describe the HR job positions and the responsibilities listed for that HR department.
  • Determine which HR job positions you would prefer and explain why.
  • Analyze how the selected company can establish HRM strategies to improve competitive advantages.
  • Propose three (3) ways that the company can increase diversity.

Use at least three (3) quality academic resources in this assignment. Your assignment must follow these formatting requirements: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

Paper For Above Instructions

In the contemporary business landscape, the alignment of Human Resource Management (HRM) and business strategies is crucial for organizational success. This paper explores the HRM strategies of Marriott International, a leading global lodging company. Marriott’s commitment to excellence in hospitality is mirrored in its innovative HR practices that aim to enhance employee engagement, promote diversity, and create a competitive advantage.

Alignment of HR Strategy with Business Strategy

To ensure that the HR strategy aligns with the business strategy at Marriott, it is essential to first understand the company’s overall objectives. Marriott focuses on customer satisfaction, brand loyalty, and operational efficiency. Aligning HR with these goals involves developing programs that attract, retain, and develop talent specifically for the hospitality sector.

A strategic approach includes implementing performance management systems that recognize and reward employees for outstanding service, which directly correlates with enhancing customer satisfaction. Furthermore, HR initiatives should include ongoing training and development programs tailored to meet the needs of the hotel industry. By investing in employee growth, Marriott can ensure that its workforce is equipped with the necessary skills to provide exceptional service, thereby aligning HR strategy with business objectives.

Human Resource Job Positions

The HR department at Marriott comprises various roles, each with specific responsibilities. Key positions include:

  • HR Manager: Oversees HR operations, including recruitment, employee relations, and compliance with labor laws.
  • Talent Acquisition Specialist: Handles recruitment processes, including job postings, interviewing, and hiring top talent.
  • Training and Development Coordinator: Designs and implements training programs to develop employees’ skills and ensure compliance with company policies.
  • Diversity and Inclusion Officer: Focuses on promoting an inclusive workplace, ensuring equal opportunities for all employees.

Each of these positions plays a critical role in maintaining Marriott’s high standards and fostering a positive work environment that supports its business goals.

Preferred HR Job Position

Among the various positions available, I would prefer the role of a Training and Development Coordinator. This preference stems from my belief in the transformative power of continuous education and skill development. In the hospitality industry, where customer interaction is paramount, the ability to train employees effectively can significantly impact service quality. The opportunity to design training programs that inspire and empower employees aligns with my passion for professional development and contributing to organizational success.

Establishing HRM Strategies for Competitive Advantages

Marriott can enhance its competitive position through several key HRM strategies. One approach is to implement a robust employee engagement program. Engaged employees are generally more productive and provide better service, thus contributing to customer satisfaction. This can be achieved by soliciting employee feedback regularly and making adjustments based on their insights.

Another strategy is to invest in advanced HR technologies that streamline HR processes, improve data management, and enhance decision-making. Utilizing data analytics can help Marriott identify trends in employee performance and satisfaction that inform HR strategies and operations.

Moreover, establishing strong employer branding can attract top talent. By showcasing an inclusive workplace culture and the company’s commitment to employee well-being, Marriott can position itself as an employer of choice within the hospitality sector.

Diversity Initiatives

Diversity is paramount for modern organizations, and Marriott can take specific steps to enhance it within its workforce:

  • Implement targeted recruitment initiatives: Partnering with organizations that promote diversity can help attract a broader range of candidates.
  • Enhance diversity training: Regular training sessions focusing on cultural competency and unconscious bias will help create an inclusive workplace.
  • Establish mentorship programs: Pairing employees from diverse backgrounds with mentors can support professional growth and foster an inclusive community at Marriott.

In conclusion, aligning HRM strategies with business objectives is vital for Marriott International’s sustained success. By enhancing employee engagement, implementing strategic HR initiatives, and emphasizing diversity, Marriott can maintain its competitive edge in the hospitality sector.

References

  • Kearney, A. T., & McCarthy, A. (2021). The future of work: Human resources in a digital age. Human Resource Management Review.
  • Marriott International. (2022). Corporate Overview. Retrieved from https://www.marriott.com
  • Pearce, J. A., & Robinson, R. B. (2019). Strategic management: Planning for the competitive edge. McGraw-Hill Education.
  • Roberson, Q. M., & Park, H. J. (2022). Examining the impact of workplace diversity on performance in hospitality. Cornell Hospitality Quarterly.
  • Shrm.org. (2023). Diversity and Inclusion: A Guide for Employers. Society for Human Resource Management. Retrieved from https://www.shrm.org
  • Trevor, C. O., & Boudreau, J. W. (2023). The impact of talent acquisition strategies on organization performance. Industrial Relations Research Association.
  • Ulrich, D., & Dulebohn, J. H. (2020). Are we there yet? What's next for HR? Human Resource Management.
  • Woods, S. A., & West, M. A. (2009). The psychology of work and organizations. Cengage Learning.
  • Zhang, Y., & Wu, H. (2022). HR practices and employee performance: Evidence from the hospitality industry. Journal of Human Resources in Hospitality & Tourism.
  • Zhang, H., & Liu, Y. (2021). Diversity in the workplace: The influence of leaders. Leadership & Organization Development Journal.

Related Assignments