Marriott International hotels has thousands of locations worldwide and seems to continue to expand their business. In the previous tough economic times, despite small losses, they seem to stay strong and find new ways to keep their business growing. They also seek new ways to improve the business and earn profit as well which makes this seem like a viable company to invest in. 2.
For Human Resources, the planning focus for the Internal Analysis will be to maximize strengths and minimize or correct weaknesses. A company cannot attempt to take advantage of a certain environmental opportunity and achieve corresponding objectives without having the appropriate skills or strengths 2.1.2.
Values, morale, and motivation
Marriott® International adheres to high ethical and uncompromising legal standards. Our Code of Business Ethics provides managers and associates with detailed guidance on the right way to conduct business. Our business ethics training program, “How We Do Business Is As Important As The Business We Do,” is a required part of orientation for associates, and includes Marriott’s commitment to human rights. Marriott International believes that our success as a global hospitality company is grounded in our purpose, values, and conduct demonstrated each day through our world-class service, ethical business practices, commitment to our employees, and our culture. 2.1.3.
Compensation, benefits, and incentives
Human Resource Professionals are continuously searching for fresh and innovative ideas to drive positive results through employee incentive, recognition and reward programs. There are many factors that contribute to the overall success of employee award and incentive programs. Some examples include commitment and support by senior management, clearly defined goals and objectives, effective promotion with quality consistent communications and the right incentive and reward to name a few. 2.1.4.
All directors, officers and employees of the Company are expected to be familiar with the Code and to adhere to those principles and procedures set forth in the Code that apply to them. The Company’s more detailed policies and procedures set forth in the Hilton Hotels Corporation Code of Conduct are separate requirements applying to officers and employees of the Company and are not part of this Code. I.
Honest and Candid Conduct
Each director, officer and employee owes a duty to the Company to act with integrity. Integrity requires, among other things, being honest and candid. Deceit and subordination of principle are inconsistent with integrity. II.
Conflicts of Interest
A “conflict of interest” occurs when an individual’s private interest interferes or appears to interfere with the interests of the Company. A conflict of interest can arise when a director, officer or employee takes actions or has interests that may make it difficult to perform his or her Company work objectively and effectively. For example, a conflict of interest would arise if a director, officer or employee, or a member or his or her family, receives improper personal benefits as a result of his or her position in the Company. Any material transaction or relationship that could reasonably be expected to give rise to a conflict of interest should be discussed with the General Counsel, except with respect to the Chief Executive Officer, in which case it should be discussed with the chair of the Audit Committee. III.
Each director, officer or employee involved in the Company’s disclosure process, including the chief executive officer, the chief financial officer, the chief accounting officer and the controller (the “Senior Financial Officers”), is required to be familiar with and comply with the Company's disclosure controls and procedures and internal control over financial reporting, to the extent relevant to his or her area of responsibility,...
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