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MARRIOTT INTERNATIONAL ORGANIZATIONAL CULTURE AND HRM
Transcript of MARRIOTT INTERNATIONAL ORGANIZATIONAL CULTURE AND HRM
Founded by J. Williard Marriot & Alice Marriot in 1927
1927-1956 : Good food & good services at a fair price.
1957-1985 : Entry into the hospitality industry.
1986-2011 : A bed for every traveller.
2012 : Shape the future of through technology and innovation.
Pay & Benefits
Depending on job role and location, Marriot associates receive:
Competitive Benefit Packages (according to country's employment laws and practices)
Hotel room discounts at all locations around the world.
Discounts on foods and beverages, as well as retail discounts on in gift shops, at Marriot Hotels around the globe.
Employees receive recognition for committment to delivering exceptional guest experience and passion for business. The employees receive recognition of :
Outstanding committment to guests and success of hotel or location.
Exceptional Leadership by Managers.
Providing referralls for new employees.
Years of service at - year intervals.
Free weekend stays at Marriott hotels around the globe for employees with 25 years of service
MARRIOTT INTERNATIONAL ORGANIZATIONAL CULTURE AND HRM
Core Values of Company
WE PUT PEOPLE FIRST
WE PURSUE EXCELLENCE
WE EMBRACE CHANGE
WE ACT WITH INTEGRITY
WE SERVE OUR WORLD
Marriott's HR Philosophies
When employees are treated well with equality; this increases loyalties and a sense of responsibilities to companies.
- J. W. Marriott
People First : Employees exhibiting "The Marriott Way".
Customer satisfaction is top priority.
Rewarding Emplyees : Appreciation & recognition for motivation & inspiration.
Business Recognition : Marriott special position for best employment for disables or poor minorities.
Traditions for Integrity : Be accurate, honest & fair.
Take care of the little things everyday.
Marriot's Identity & Culture
Corporate Identity :
Distinguished itself from competitors through policy of attention to details with consistency and dependability.
Organizational Culture :
Where there is ease of sharing information, trust in knowledge sharing and learning opportunities, Marriott culture is :
"...The environment of your industry, how youtreat your associates and how they take care of your costomers..."
Marriott HRM Goals
Generate innovative policies for pathways to Independence, Training and Success.
Mainatining employee retention with "Holy Grail" beleif for recruitment, retention, training and development.
Training and development program such as "Voyage" for all employees at entry level, interns and existing associates.
Strong communication channel.
Building and retaining diverse workforce and skill sets (Creating jobs through direct or affliated programs).
Staffing & Recruitment Process
To attract diverse candidate pool, open positions are advertised in appropriate venues.
Ensure visibilty of open position listings for both internal and external candidates.
Candidate sourcing from local organizations for current and future openings ( Hotel Association)
Facilitate interdepartmental transfers and promotions.
Oversee selection and offer processes for hourly employees to ensure proper procedures are followed.
Partner with department managers to recruit management positions, make hiring decisions and negotiate job offers in accordance with SOPs.
Legal and Compliance Practices
Ensure compiance with key policies (Sexual Harassment, Non-Discrimination & No Solicitation)
Ensure interviews are conducted according to guidelines, consistent screening criteria is used, and only job related questions are asked.
Ensure wages are paid in accordance with SOP and federal & state laws.
Ensure drug screening and background checks are completed in accordance with brand's SOP.
Benefits Education and Administration
Manage worker compensation claims to ensure employee care and cost management.
Educate employees on benefits package.
Educate HR teams types of benefits available and eligibility requirements.
Provide overview of employee benefits to the management team to educate their employees and answer routine questions.
Ensure availability of resources to administer employee benefits.
Staff Development Activities
Ensure hourly performance appraisals are in place.
Coach managers on progressive disciple process.
Ensure development plans are in place (goals documented, progress towards goal achievement is measured.
Assist in identifying key drivers of employee satisfaction
Support managers in addressing issues with written plans and actions.
Employee Relations and HR Communications
Utilize open door policy to address employee problems or concerns in a timely manner.
Ensure effective employee communication channels are established and are active.
Analyze accident trends and report trends to the management teams.
Monitor work environment for signs of union organization.
CORE WORK ACTIVITIES OF HR HEAD AT MARRIOTT