Writer's choice (Essay Sample)

Human Resource Strategy of Marriott
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Increasing productivity is a major critical goal in any enterprise. Nonetheless, most human resource seldom accepts this as legitimate mandate. However, this is not the case for Marriott hotels and resorts, hospitality with over 300 well managed properties across the globe inclusive of the conference centers. The company has adversely expanded over the years due to its highly skilled human resource. The human resource organizations of this company contribute to increased level of human resource generalist expertise and knowledge within the company. For the success of this company, the human resources are accountable for workforce planning, performance management and talent acquisition. This paper examines how the human resource strategy is aligned with Marriott business strategy and its competitive advantage.
A well-represented and researched company strategy is a pricey blueprint on how a business is managed. A successful strategy indicates a clear ambition and vision for a company when establishing the necessary resources, among them the workforce needed to deliver. When human resource strategy is linked to a company strategy such as Marriott, an advanced working environment is reinforced.
Sometimes the human resource department only deals with administrative functions such as compensation, training, recruitment and performance management. These HR functions are essential, only that a company fails to plan for the right human resource level to deliver on its ambitions and plans. The human resource department at Marriott is empowered and in turn they add value to the business strategy ensuring its effective growth in functional activities. Some of the ways to ensure that the human resource strategy is in alignment with Marriott business strategy include effective training and development, improved recruitment and retention and the human resource drive strategy (Berger & Glass, 1983).
Under effective training and development, a company is subjected to a wider range of internal and external factors which when combined navigate the roles of a person's job or add new demands on their skills. A connection between the human resource strategy and the company strategy is strategically positioned to anticipate any changes and in the process advocates for targeted training and development plan in order to assist the company to quickly adapt to the new challenges at ease. As of improved recruitment and retention, employees tend to be more productive and happier when they are supported in their line of duties. Additionally, Marriott is a company with positive reputations for nurturing its workforce in the job market and as of such they are faced with fewer barriers to successful recruitment. Recruitment and retention are the two vital areas in which monetary value is assigned, and a well-trained and stable workforce indicates improved operating profits.
Under human resource drives strategy, the overall capability and capacity of a company is strategically examined under a mature approach of the human resource strategy. A clear concept of employees and their varying skills assists in establishing the strong holes of a company's potential growth and development to further structure the company to utilize the available advantages of the emerging opportunities. The Marriott Company and other companies that have developed to this point view human resource as an essential driver of integral and strategy to their future success, and not just like an administrative function entitled to ensure every employee is paid on time.
The human resource department is essential in any given company. Human resources are allocated to different positions with different responsibilities. Some of the human resource positions and their positions include the following; the Hiring Manager (HM), the Departmental Human Resource Coordinator (HRC) and the Human Resources Classifications Analyst (HRCA). The HM is responsible for identifying and recruiting employees, serves as committee chair and selects committee members and leads recruitment to illustrate good faith in broadening diversity. The HRC department is responsible for posting recruitment notifications on boards, works alongside the HR in job description preparation and initiates recruitment. The HRCA is responsible for conducting job analysis upon request and assigns job clarification.
Most of the time an enterprise is often in dilemma of utilizing its technological, financial and human resource. Marriott Company therefore thrives to use limited, valuable and rare resources. A company attains its competitive advantage when its applicable strategies are hard to implement and is not easily applicable by its competitors. A strategy constitutes of methods and plans that are deployed by an organization to obtain competitive advantage and for its smooth and profitable operation (Schnabel, 2010). A strategy is part of the long plan of an effective company. Employees are regarded as experienced resource equipped with skills and knowledge and are the core of the company's performance. The human resource management branch is therefore a branch used in most companies to obtain effectiveness. Employees are therefore valuable, rare to find and their skills and knowledge are hard to imitate, hence providing a company with competitive advantage. The human resource strategic management is to preset steps taken by human reso...