Problem/Opportunity Statement And Implement The Pract 005134

Problem/opportunity Statement And Implement The Practicethe Opportun

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I. Problem/Opportunity Statement and Implement the Practice The opportunity I will address is the use of Social media in recruiting employees at Marriott International. The use of social media to recruit employees will save the cost and the time used in recruiting employees at Marriott International. The initiative's goal is to ensure that the company harnesses its social media presence to shorten the hiring process and employ highly qualified employees. Social media is continuously advancing, and a lot of people have joined social media. That will ensure that job opportunities reach a wide population range.

Implement the Practice Aspect Describe the aspect of the proposed HR idea in actual practice Social media presence Since the company has social media accounts, the audience the company can reach will identify whether it is a good platform for recruitment. Advertising After opening its social media accounts, the company should advertise vacant employee positions. Application The interested candidates will apply for the advertised positions and upload their testimonials. Evaluation The applications that have been made should be vetted to verify that they meet the necessary requirements. Skills Tests The shortlisted candidates should do an online aptitude test to verify the skills that they possess. Employment After the test, the company should decide on the employees to employees depending on their performance.

II. Sell Your Idea: Support Organization’s Strategy & Cost-Benefit Assessment The audience of the company's social media accounts will be evaluated. The extent of the audience will be used to determine the social media platform's suitability as a recruitment tool. Since the company's social media presence is high, with an average of 1.2 million followers, it can be used as an effective recruitment platform. Cost Assumption Calculations Projected Costs Website security costs Using the average maintenance and security costs per week for two weeks used in evaluation and tests $15002 weeks $3000 Staff time lost Cost for three employees that evaluate the applications for 8 hours for 2 weeks $14.49 8 143 $4868.64 Training costs The training costs for the employed employees for 3 hours during their first day. It also includes the payments made to the trainers $10,000 $10,000 Miscellaneous costs The emergency costs or unplanned costs that may be incurred $500 $500 Total costs The costs incurred in a single recruiting process 3000 + 4868.64+ 10000+ 500 $18,368.64 Benefits Assumption Calculation Projected Benefits Staff time saved Through social media recruiting, a lot of time is saved that would have been used in conducting the interviews. A panel of 10 people conducts interviews for 8hrs for 2 days $202810 $3200 Recruitment of employees with higher quality skills. It is assumed that the employees will bring in more value. In this case assume that the employees will bring i 0.01% more value 0.01/100387million (2019 net profit) $38,700 Total Benefits The total benefits that the company will have when they adopt social media recruiting 38700 + 3200 $41900 Net Benefits It represents the total benefits less the total costs ,368.64 $23,531.36

III. Organizational development/change Who Determine Consequences Effectively communicate. Department managers Some people in the managerial skills may prefer the normal recruitment process so that they may earn allowances. Social media recruitment will save time and also the costs that will be incurred in recruitment. Such funds may be invested in other fruitful projects. Department employees Some employees may not be willing to work with the newly recruited employees as they may pose a threat as they may be highly qualified. It will promote teamwork among the employees, thus resulting in a better working environment. Others impacted Customers It will impact the customers positively due to the recruitment of highly qualified employees Since the employees have all the required skills and knowledge, they will contribute to customer satisfaction.

IV. Feedback/Evaluation Positive change Show HR practice is the source of the change The net profits in the departments that new employees were employed should be evaluated to identify whether there is an increment. Due to the recruitment of highly skilled employees, they may have resulted in an increase in net earnings The recruitment budget should be evaluated and analyzed for any changes in the costs incurred. Social media recruitment may lead to any reduced costs identified in the budget. That may be associated with the lower costs incurred in social media recruiting.

Paper For Above instruction

Recruitment is a pivotal function within Human Resource Management (HRM), directly influencing organizational performance. With evolving technology, social media has emerged as a transformative tool in HR practices, especially in talent acquisition. This paper explores the feasibility, implementation, and organizational impact of leveraging social media platforms for recruiting employees at Marriott International, aiming to align with strategic objectives while optimizing costs and quality of hires.

Introduction

Marriott International, a global leader in the hospitality industry, faces ongoing challenges in attracting qualified personnel efficiently. Traditional recruitment methods, while effective, often entail high costs and lengthy processes. Incorporating social media into recruitment strategies presents an innovative solution to these constraints. This approach can dramatically widen the candidate pool, reduce recruitment costs, and accelerate hiring timelines, thus aligning with Marriott’s strategic goals of operational excellence and customer satisfaction.

Implementation of Social Media Recruitment

The central aspect of this initiative involves establishing a robust social media presence across platforms such as LinkedIn, Facebook, Instagram, and Twitter. Marriott should utilize these channels not only for brand promotion but also as active recruitment portals. The process begins with advertising current job vacancies through targeted posts that reach a broad audience. Applications received via social media platforms can be reviewed electronically, streamlining the initial screening phase.

Shortlisted candidates should be directed to undertake online aptitude tests to assess competencies relevant to the hospitality industry. Successful candidates can then be invited for further evaluation or interviews. This digital-centric recruitment process ensures efficiency, cost savings, and access to a wider talent pool. Significantly, social media allows for a dynamic and interactive engagement with potential employees, fostering an attractive employer brand.

Cost-Benefit Analysis

Analyzing costs and benefits is crucial for substantiating this HR initiative. The projected costs include website security enhancements ($3,000 for two weeks), staff time for application review and testing ($4,868.64), training new hires ($10,000), and miscellaneous expenses ($500), totaling approximately $18,368.64. This initial investment is justified by the anticipated benefits: substantial time savings, higher quality hires, and improved organizational performance.

The benefits are quantifiable, including saving approximately $3,200 in interview panel time and potentially enhancing organizational value by 0.01%—equating to around $38,700 based on Marriott’s net profit of 2019. Overall, the projected total benefits amount to approximately $41,900, leading to a net gain of about $23,531.36 after costs. These figures highlight the economic viability and strategic advantage of social media-based recruitment.

Organizational Development and Change Management

Implementing social media recruitment necessitates changes in organizational culture and processes. Department managers must effectively communicate the benefits, addressing potential resistance from those preferring traditional methods. Emphasizing the time and cost efficiencies, along with the potential for higher-quality hires, can foster acceptance.

Some employees might perceive new recruits as threats, jeopardizing teamwork. Therefore, change management strategies include training, transparent communication, and promoting a collaborative environment. Impact on customers is expected to be positive, as better-qualified employees are more likely to improve service quality, thereby increasing customer satisfaction.

Evaluation and Feedback

Assessing success involves measuring improvements in organizational performance metrics such as departmental profitability, customer satisfaction scores, and recruitment costs. A rise in net profits following the deployment of social media recruitment indicates effectiveness. Additionally, analyzing recruitment budgets over time can reveal cost reductions directly attributable to social media strategies. Regular feedback from hiring managers and employees will help refine the process, ensuring continuous improvement.

Conclusion

Adopting social media as a recruitment tool aligns with Marriott International’s strategic imperatives of innovation and service excellence. By systematically implementing this approach, the company can significantly reduce costs, enhance hiring quality, and foster organizational agility. Proper change management and continuous evaluation are essential for realizing the full benefits of this HR innovation, ensuring sustained competitive advantage in the dynamic hospitality landscape.

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