Alignment of HRM and Business Strategies Research Paper

Alignment of HRM and Business Strategies - Research Paper Example Managers can also find ways of enabling hotel employees to see how their improved actions impact on the hotel’s well-being. For instance, if the hotel’s training program is centered on the importance of decreasing accidents that take place in the workplace, the management could ensure that the workers are shown how average costs can be saved in their training programs through factors such as reduced medical expenses, employee compensation, and even legal expenses (Cho, Woods, Jang, & Erdem, 2006). Another way to ensure that HR functions are aligned with business objectives is by ensuring that the hotel’s management body is in support of all proposed programs, and generates partnerships with the team entrusted with dispensing the training programs. To determine the effectiveness of training programs, hotels can create engagement surveys that allow workers to offer feedback on the programs. The hotel could also conduct culture surveys as well as employee satisfaction surveys in order to collect important feedback that functions as an indicator of the impact being had by the program. Other factors that can be used to assess the performance of HR programs include productivity rates, the rate of turnover, and even profitability of the hotel (Davidson, Guilding, & Timo, 2006). The HR jobs included in the Marriott’s HR department include bell persons, door persons, vacation planners, front desk agents and room controllers, bell captains, supervisors, front desk managers, front office managers, room operations directors, service agents, runners and supervisors, reservation agents and group coordinators, sales and public relations coordinators, house keeping persons and administrative clerks, housekeeping managers, the director of services, loss prevention officers and drivers, casino compliance and supervisor agents, recreation attendants,