Alignment of HRM and Business Strategies

Marriott is a universal chain of hotels that is designed to meet various needs and accommodations. The company was founded in 1927, by J. Williard and Alice S. Marriott. Their son, Bill Marriott, Jr. invested many years in developing and nurturing the business into one of today’s Fortune 500 companies.

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The company has a variety of businesses such as the Residence Inn, Fairfield Inn, Courtyard by Marriott and Marriott Vacation Club International. The common denominator is that for each of these accommodations there is a clear and concise vision. Propose how you would ensure the HR strategy is in alignment with the business strategy.

The success for any company first and foremost starts with communication. This is a trickledown effect that starts from the top of the management pyramid to the employees. In order for companies to maximize their potentials in sales it is important that the HR strategy is in aligned with the Business strategy.

According to Patricia Trainor, “If HR managers learn to speak to upper management in terms of its strategic style, they will be heard and respected in their organizations”,(2009). A manager’s role will be to develop a strategic plan that will capitalize on its investments, whereas HR is responsible for determining the needs of the company by recruiting talented/skillful employees to help execute the plan (Nielson, L., 2013). Describe the HR job position and the responsibilities listed for that HR department.

Human Resource Coordinator helps to manage the overall recruiting, training, development and ensures the company’s goals and objectives are aligned with the work performance by employees. The coordinator reports back to the Human Resource Manager to help execute any proposals or programs. Determine which HR job positions you would prefer and explain why. The position that most interest me is the Director of Personnel Services.

This person works with the Director of Human Resources to implement ways to recruit talented employees, maintain retention rates and develop potential managers. This position is crucial for the success of the company, because the potential candidates may be future leaders. Analyze how the selected company can establish HRM strategies to improve competitive advantages.

According to Bill Conaty who has many years of human resource direction with General Electric, believes that “gaining a decided advantage over the competition starts with attracting the right talent to the organization. He also stated that companies must “invest in executive talent development, assessment, and retention because they’re just as critical to business performance (Noe, Hollenbeck, Gerhart & Wright, 2011).

In order to evaluate talented employees, it is significant to have professional development workshops to ensure that all staff is on the same page and have a clear vision of the expectations of the company. Performance appraisals are used to determine if employees have showed exemplary performance and if one should be considered for future management roles.

Retention rates gives employees a since of belonging as well as security. Especially in today’s job market, it will attract talented candidates. Propose three (3) ways that the company can increase diversity. Diversity in the workplace is valuable when captivating a variety of employees and customers. This helps individuals to have someone they can relate to.

It also opens up a variety of views and dialogue that can benefit the business. Companies should invest in diversity training as a part of the new employee orientation. This will assist in understanding other cultures and increases a variety of skills and a wealth of knowledge. According to Linda Ray (2010), there are several steps that can companies can increase diversity such as: (1)Sending an employee to colleges and universities to address the opportunities of the company.

(2)Join professional groups that attract minorities to meet talented employees and discuss the opportunities of the company (3)Continue to promote within and target a variety of diverse talent (4)Maintain an “open door policy” for employees to voice concerns In conclusion, a success business takes the entire organization, whether it’s effective communication, training and development, and assessing employee performance.

References
Noe, R., Hollenbeck, J., Gerhart, B. & Wright, P. (2011). Fundamentals of human resource management (4th ed.). New York, NY: The McGraw-Hill Companies, Inc. Ray, L. (2010). How to improve diversity in workplace. Retrieved from http://www.livestrong.com/article/217083-how-to-improve-diversity-in-the-workplace/ Stewart G. L., & Brown K. G. (2012). Human resource management: Linking strategy to practice (2nd ed.). Hoboken, NJ: John Wiley & Sons, Inc. Trainor, P. (2009).

How to Align HR with Business Strategy. Retrieved from http://hr.blr.com/HR-news/HR-Administration/HR-Strategic-Planning/How-to-Align-HR . http://smallbusiness.chron.com/hr-strategies-business-strategies-2624.html http://www.marriott.com/culture-and-values/marriott-family-history.mi

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