Alignment of HRM Essay

IntroductionMarriott external, Inc. is an American diversified world-wide hospitality company. It was founded in Washington, D.C., U.S. in the year 1927 by J. Willard Marriott with his wife Alice S. Marriott. It facilitates hotels and cogitate lodging facilities. This public company has more than 3800 properties in more than 78 countries in the world. They swallow many full-service lodging, select-service lodging, Great America Parks and extended-stay lodging. They moderate always worked and got enduringness from their core values. Their core values are set people first, pursuing excellence, embracing the change, acting with integrity and serving our world. They have always worked on the base of founding principles and their heritage. Ensuring the HR strategy is in alignment with the business strategy Marriott International Inc. has become increasely strategic in HR (Halzack, 2013). They are using various innovative practices. This has devise them one of the best places to wo rk in hospitality industry. The success of Marriott International can be ensured if stick to their core values and gain strength from their founding principles. They should successfully integrate HR strategy and business strategy to accomplish goals of the company. There should be no compromise in customer services. Marriotts culture and heritage has always influenced and motivated their business. They should aim at employing talented employees who can recognize the value of guest and serve them to make more loyal customers.HR job plants and responsibilities homo picks Coordinator They are responsible for supporting the timely recruitment, administration, bringing up and care of all associates The Human Resources Coordinator is anticipate to provide assistance to the HumanResources Management in coordinating and implementing the Human Resources programs and initiatives. Human Resources Manager They direct and work with Human resource associates to direct out the daily activit ies. Assistant gentility Manager (Casino) The Assistant Training Manager (Casino) economic aids drive Marriott values and philosophy and ensures all casino-related training and maturement activities are strategically linked to the organizations mission and vision. The position assists ensuring effective training is in place to enable the achievement of craved business results. The Assistant Training Manager supervises the needs assessments. It designs and develops training programs and withal provides the comporty of both custom and corporate training programs. Director, Personnel serve They are responsible for assisting the Director of Human Resources for carrying out different strategies which provides attraction, retention, and cultivation of various talent.Preferable job positionHuman Resources coordinator and Human Resource manager would be more preferable job positions for me because both concentrates on managing administration, recruitment and training needs of the com pany which interests me. I would like to deliver HR services efficiently and effectively to enable business success. It requires service of process management innovatively implementing HR programs and initiatives which interests me.Establishing HRM strategies to improve competitive advantages Marriott International has been using strategic HR practices to gain competitive advantages. They should try to eliminate the barriers to competitive response. They should localise on needs matching so that they could place right person at right place. They should improve their staffing and compensation HRM practices as they are the ones which help in creating competitive advantage for the company (Schuler and MacMillan, 2005). They should concentrate on training and development of employees and introduce more innovative HR policies and programs.Ways to extend company diversityCompany has always been focused on increasing their diversity. These ways can be helpful to increase company divers ity- antithetical ad campaigns for different diversities.Organizing summits for different demographics.Increasing their reach through attracting offers.ReferencesBulla, D N and Scott, P M (1994) Manpower requirements forecasting a courting example, in Human Resource Forecasting and Modelling, ed D Ward, T P Bechet and RTripp, Human Resource Planning Society, New YorkRandall S. Schuler and Ian C. MacMillan, Gaining warlike Advantage through Human Resource Management Practices Reilly, P., (2003). Guide to hands Planning in Local Authorities, Employers Organization for Local Government, London.Wright, Patrick. The 2011 CHRO Challenge mental synthesis Organizational, Functional, and Personal Talent. Cornell Center for Advanced Human Resource Studies (CAHRS). Retrieved 3 September 2011.Halzack , Sarah , At Marriott and other firms, HR becomes increasingly strategic make August 26, 2013 Thewashingtonpost Retrieved from http//www.washingtonpost.com/business/capitalbusiness/at-marriot t-and-other-firms-hr-becomes-increasingly-strategic/2013/08/23/63f0856c-05c0-11e3-9259-e2aafe5a5f84_story.html