A short paragraph summarizes the key points in your essay.
The Marriott Way Marriott's history of taking care of its employees dated back to its early days, when its founder, JW Marriott, counselled the company's employees individually on their personal problems at his first hotel.
He valued their presence, kept them posted about the latest happenings in Marriott and gave them excellent training.
JW Marriott always ensured that employees who joined the company felt themselves a part of the Marriott family. He made managers responsible for the satisfaction of their subordinates.
JW Marriott was always conscious of the fact that in the hospitality industry, providing the best service to customers was paramount The HR Practices Apart from providing a competitive pay package, Marriott strived to give its employees a good work life.
The company gave equal importance to non-monetary factors such as work-life balance, good leadership, better growth opportunities, a friendly work environment and training.
Employees stayed longer with Marriott as they were happy with these non-monetary factors and thought them more important. Marriott's culture and guiding principles had a significant influence on the company's HR practices including manpower planning, recruitment and selection; training and development, employee retention and welfare initiatives and grievance redress.
Manpower Planning, Recruitment and Selection Marriott attached a lot of importance to manpower planning. It started right from entry level and went through to higher positions.
Every unit of Marriott division or department prepared its expansion plans over the next couple of years, and, in the process, decided on the number of entry level and managerial employees required for the expansion.
Details on the number of new units planned in the given time frame two to five yearsa rough picture of the likely organization structure, the time required to develop employees who could take managerial positions, current availability of employees within Marriott and the necessity to recruit externally - all these were determined during the planning process Training and Development Once the right candidates were recruited, it was important to get them accustomed to the company's unique work environment.
Training and development played a key role here.
These programs varied between frontline employees and managerial personnel. Over time, training programs evolved from classroom- based teaching to interactive multimedia training. Fresh recruits went through an eight-hour initial training session, during which they were given an overview of Marriott and their individual roles.
A unique feature was that senior hotel employees served lunch at the first session. During the three- month training period which followed, a mentor, addressed as 'buddy' was allotted to each recruit.
The mentor guided the trainee. All trainees attended refresher sessions after the first and second months. On the final day of training, recruits enjoyed a sumptuous feast at a Marriott hotelVrio analysis for Marriot Corporation case study identified the four main attributes which helps the organization to gain a competitive advantages.
The author of this theory suggests that firm must be valuable, rare, imperfectly imitable and perfectly non sustainable. Some of the most popular global brands under the Marriot group are Ritz-Carlton, JW Marriott, Bulgari Hotels & Resorts, The Luxury Collection, St.
Regis, Sheraton, Westin, Renaissance, Gaylord Hotels, Le Meridien, Delta Hotels, SpringHill Suites, Courtyard, TownePlace Suites, Fairfield Inn .
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Advanced options. Topic Area. Essay Strategic Management - Case Study Marriott International. Strategic Management - Case Study Marriott International Introduction The report focuses on Marriott International putting strategic management at the center core of analysis and discussion that allows Marriott strengths and weaknesses to be known and be evaluated according to such SWOT related strategies, CPM, EFE, .