Alignment of HRM

Topics: Human resource management, Human resources, Training and development Pages: 3 (720 words) Published: April 11, 2014


Alignment of HRM and Business Strategies
Assignment 1

HRM 530 Strategic Human Resource Management
Dr. Jennifer Young

Introduction
Marriott International, Inc. is an American diversified global 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 related lodging facilities. This public company has more than 3800 properties in more than 78 countries in the world. They have many full-service lodging, select-service lodging, Great America Parks and extended-stay lodging. They have always worked and got strength from their core values. Their core values are putting 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 increasingly strategic in HR (Halzack, 2013). They are using various innovative practices. This has made them one of the best places to work 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. Marriott’s 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 positions and responsibilities

Human Resources Coordinator: They are responsible for supporting the timely recruitment, administration, training and care of all associates The Human Resources Coordinator is expected to provide assistance to the Human Resources Management in coordinating and implementing the Human...

References: Bulla, D N and Scott, P M (1994) Manpower requirements forecasting: a case example,
in Human Resource Forecasting and Modelling, ed D Ward, T P Bechet and R
Reilly, P., (2003). Guide to Workforce Planning in Local Authorities, Employers
Organization for Local Government, London.
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