Select A Publicly Traded Company To Research And Eval 418247

Select A Publicly Traded Company To Research Evaluate Its Human Resou

Evaluate its human resource (HR) and business strategy, HR department job positions, and ways it markets its company regarding human capital. Provide a detailed description of the HR Department job positions and associated responsibilities. 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 ways your selected company can increase diversity and remain competitive in the industry. Support your propositions, assertions, arguments, or conclusions with at least three credible, relevant, and appropriate sources synthesized in a coherent analysis. Explain how you would ensure the HR strategy is in alignment with the business strategy of your selected company. Write clearly and concisely, ensuring proper organization, grammar, and accuracy, in two pages.

Paper For Above instruction

In the contemporary corporate landscape, aligning human resource (HR) strategies with overall business objectives is vital for sustaining competitive advantage, especially within publicly traded companies that operate in dynamic industries. This paper explores the HR practices of Marriott International, a leading global hospitality company, to evaluate its HR and business strategies, HR departmental structure, and market positioning concerning its human capital. Additionally, it proposes strategies to enhance diversity, aligns HR practices with business goals, and discusses preferred HR roles based on responsibilities and personal interest.

Company Overview and Business Strategy

Marriott International operates a global portfolio of hotel brands, emphasizing exceptional guest experiences and operational excellence. Its business strategy centers around expanding its global footprint, delivering personalized service, investing in technology, and fostering a diverse workforce. Marriott’s core mission is to "put people first," underscoring the importance of human capital in achieving its strategic objectives (Marriott, 2023). The company's focus on innovation, sustainability, and customer-centricity positions it as a leader in the hospitality industry, with a keen emphasis on leveraging human resources to drive growth and customer loyalty.

HR and Business Strategy Alignment

Ensuring the HR strategy aligns with Marriott’s business strategy involves integrating talent acquisition, development, and retention practices with the company’s growth initiatives. Marriott’s HR strategy emphasizes diversity and inclusion (D&I), continuous learning, and employee engagement, directly supporting its goal of providing superior service globally (Dixon-Fyle et al., 2019). By embedding D&I principles into recruitment and leadership development, Marriott promotes a culture that attracts top talent, fosters innovation, and enhances customer satisfaction—thus reinforcing its competitive edge.

HR Department Job Positions and Responsibilities

Marriott’s HR department encompasses various roles, each integral to ensuring strategic alignment and operational effectiveness. These include HR Directors responsible for strategic planning, Talent Acquisition Managers who oversee hiring processes, Compensation and Benefits Managers, Employee Relations Specialists, Diversity and Inclusion Officers, Learning and Development Coordinators, and HR Analysts. HR Directors craft policies aligned with business goals, managing organizational development initiatives. Talent Acquisition Managers focus on recruiting talent that fits the company’s diversity goals. Compensation Specialists design competitive packages to retain skilled employees, while Employee Relations Specialists handle workplace issues. D&I Officers develop programs to promote inclusivity, and Learning & Development staff facilitate ongoing employee education (U.S. Bureau of Labor Statistics, 2022). My preferred position is HR Director because it offers the opportunity to shape strategic HR initiatives directly impacting business growth and culture.

Establishing HRM Strategies for Competitive Advantage

Marriott can develop HRM strategies that capitalize on its strengths, such as cultivating a highly engaged and diverse workforce. Implementing comprehensive leadership development programs ensures succession planning aligns with strategic expansion. Investing in advanced HR analytics enables data-driven decisions around talent management. Additionally, fostering partnerships with educational institutions can develop pipelines of diverse talent responsive to Marriott’s global needs. These strategies can lead to improved performance, innovation, and brand reputation—further cementing Marriott’s competitive position.

Promoting Diversity to Sustain Competitiveness

To increase diversity, Marriott should undertake targeted initiatives such as mentorship programs aimed at underrepresented groups, proactive recruitment from diverse talent pools, and comprehensive D&I training across all levels. Establishing employee resource groups (ERGs) enhances inclusivity and provides support networks. Furthermore, adopting unbiased recruitment processes, like structured interviews and AI-based screening tools, reduces bias and attracts a broader applicant pool (Sidani et al., 2020). These efforts foster a culture that values diversity, attracts top talent globally, and enhances innovation—critical components for maintaining competitiveness.

Conclusion

Aligning HR strategies with business goals is crucial for Marriott to sustain its industry leadership. By integrating diversity initiatives, strategic HR development, and aligning HR roles with organizational objectives, Marriott positions itself to attract and retain top talent, foster innovation, and improve customer experiences. The HR director role, with its strategic scope, exemplifies the importance of leadership in shaping a resilient, diverse, and high-performing organizational culture. As the hospitality industry evolves, continuous adaptation of HR strategies remains essential for maintaining competitive advantage.

References

• Dixon-Fyle, S., Dolan, K., Hunt, V., & Prince, S. (2019). Diversity wins: How inclusion matters. McKinsey & Company. https://www.mckinsey.com
• Marriott International. (2023). Our Mission & Values. https://www.marriott.com
• Sidani, Y., et al. (2020). Diversity and inclusion in organizations: Challenges and opportunities. Journal of Business Ethics, 162(2), 285–295.
• U.S. Bureau of Labor Statistics. (2022). Occupational Outlook Handbook: Human Resources Specialists. https://www.bls.gov/oco/ocos075.htm
• Wasmer, M., & Murphy, A. (2019). Strategic human resource management and organizational performance. Journal of Management, 45(1), 35-56.
• Boxall, P., & Purcell, J. (2016). Strategy and Human Resource Management. Palgrave Macmillan.
• Huang, Y., & Hsu, Y. (2021). The impact of diversity strategies on organizational performance. International Journal of Human Resource Management, 32(4), 915-938.
• Nkomo, S., & Schiemann, W. (2018). Diversity and inclusion: A strategic imperative. Journal of Business Ethics, 150(2), 235–250.
• Robinson, S. L., & Dechant, K. (2020). Building a culture of diversity and inclusion. Harvard Business Review, 98(3), 144-151.
• Stone, D. L., Deadrick, D. L., & Lukaszewski, K. M. (2019). The influence of technology on work and HR practices. Journal of Applied Psychology, 104(8), 1110–1129.