1. PUNE INSTITUTE OF BUSINESS
MANAGEMENT
ASSIGNMENT- HRM CASE STUDY
“MARRIOTT HOTELS - MAKING
ENGAGEMENT WORK”
SUBMITTED BY:- AKSHAT CHAUHAN

2. 1. Explain about Employee Engagement plan in Marriott Case?
Ans. Marriott believes that when you take good care of your people, they will take
good care of the customers, the customers will come back and the business will
take care of itself.
• Marriott’s Associate Engagement Plan is a behaviour that help organisation to
fulfil its promises to customers.
To achieve this state of commitment amongst Associates, Marriot has identified
five drivers that influence employee engagement.
LEADERSHIP EXCELLENCE
Marriott continuously demonstrate and communicate the value to every
Associate through guiding principles. Leaders constantly coach and mentor
Associates at the next level and potential candidates for leadership positions
with a focus on 'growing our own people’.
PERSONAL GROWTH
Training programmes for every employee are given a high priority in Marriott.
Major training programmes are centrally created and rolled out across the
globe. It is ensured that every Associate at Marriott from the General Manager
downwards gets a minimum of two full weeks of training every year.
QUALITY OF LIFE AT WORK
Marriott was the first in the industry to mandate a five and a half day work
week in India. This value of providing its employees with an environment
where they are able to experience work life balance.
These observable behaviours can be organized into three categories:
STAY When employees have an intense desire to be a part of and stay
with the organization.
SAY When employees advocate the organization by referring
potential employees and customers.
STRIVE When employees exert extra effort and engage in behaviours
that contribute to business success.

3. TEAMWORK
It promotes teamwork by encouraging Associates to engage with the
community as core teams. s. The spirit to serve the community is demonstrated
everyday by associates and the organisation by supporting local, national and
global initiatives, through its CSR programmes.
TOTAL REWARDS
The rewards programme at Marriott is structured towards rewarding holistic
performance and not just the achievement of financial targets. This includes
guest and Associate satisfaction.
Marriott's engagement framework seamlessly connects its engagement drivers
and the organization’s financial performance through Associate engagement
and loyalty that translates into guest satisfaction.

4. 2. Explain about Talent Management in Marriott Case?
Ans. Talent management is a constant process that involves attracting and
retaining high-quality employees, developing their skills, and continuously
motivating them to improve their performance.
Talent Management in Marriott Case-
INCREASING PERFORMANCE
In Marriott Leaders are continuously communicate to every Associate where
any Associate can reach out to senior management with their ideas and
suggestions. Major training programmes are centrally created and rolled out to
provide overall development to Associates. This helps in increasing the overall
performance of employees.
INNOVATION
Marriott treats its employees as a part of the organisation where leaders are
continuously communicate to every Associate and also provides an
opportunity for every Marriott Associate to stay with their family at one of its
properties on their birthday or anniversary which helps Marriott in getting
new ideas and suggestions from its associates which helps in innovating
working.
FORM PRODUCTIVE TEAMS
Marriott defines success of the organization by how well it is viewed in the
community. It promotes teamwork by encouraging Associates to engage with
the community as core teams. The spirit to serve the community is
demonstrated everyday by associates and the organisation.
DECREASES TURNOVER
Marriott treats its employees as a part of organisation and provides them
quality of life at work and provides them time to time training for their overall
development and increased their performance, also rewards programme at
Marriott is structured towards rewarding holistic performance This provides
Associate satisfaction and helps the organisation to retain the talent.

5. MOTIVATES TO GROW
Marriott conducts an annual online Associate Opinion Survey across its
properties worldwide. The objective of this survey is to get Associate feedback
on the various dimensions that predict Associate Engagement. Marriott
leverages the reward programmes as a way to ensure that Associates achieve
the business standards and still feel rewarded and which motivates the
employee to grow.
These are the five pillars of Talent Management in Marriott case which helps
Marriott in retaining the employees by continuously developing their skills,
continuously motivating them to improve their performance which ultimately
results in goals fulfilment of both employees and organisation and helps in
customer satisfaction.

6. 3. Assume you are the employee of Marriott what will be your suggestion on
talent development and employee engagement plan in the company?
Ans. Although it’s a pleasure for an employee to work in Marriott as they
treated their employees as Associates and provides them adequate training for
their overall development and provide them Quality of life at work which help
in improving the overall performance of employee and motivates them to grow.
But if I’m working as an employee in Marriott I would like to suggest them
following points-
CONSISTENCY
If I’m the employee I want consistency in terms of treatment, in terms of
training and development, in terms of quality of life at work and in terms of
rewards. Until and unless consistency is not there in the organisation in terms
of treatment of employees an employee cannot work consistently with its full
efficiency. So as an employee of Marriott I want consistency in terms of
treatment.
CONNECTION
Connections are most part for an employee. So as an employee I want to extend
my connections and want to work with new people as much as I can in order to
increase my efficiency and my learning and acquiring skills. So I want my area
of working to get extend for my overall development.
JOB SECURITY
The most important aspect for an employee is job security. As an employee I
can utilise my skills and training only when I’m confident about my job. So if I
know that my job is secure I can work with my full efficiency and can contribute
to the organisation as much as I can and helps in achieving guest satisfaction.
SECURE FUTURE
As an employee I want my future to be secure. So my organisation must provide
me future benefits as per my performance and talent and skills that I devoted
to my organisation because it’s is the responsibility of an organisation to take
care of its employees after the completion of job and services.
As I already said that if I work as an employee in Marriott it’s a pleasure for me
to work in such a prestigious organisation but along with the five pillars of
Talent Management and Employee Engagement I like to suggest them these
following four points. So that I can contribute to the organisation up to my
maximum level and help them in achieving guest satisfaction.