Alignment of HRM and Business Strategies Research Paper

Alignment of HRM and Business Strategies - Research Paper role modelManagers burn also find ways of enabling hotel employees to see how their improved actions impact on the hotels well-being.For instance, if the hotels prep program is centered on the importance of decreasing accidents that take place in the workplace, the management could checker 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 hotels management body is in actualize 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 endure workers to offer feedback on the programs. The hotel could also condu ct 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 favorableness of the hotel (Davidson, Guilding, & Timo, 2006).The HR jobs included in the Marriotts HR department include bell persons, door persons, spend planners, front desk agents and room controllers, bell captains, supervisors, front desk managers, front office managers, room operations directors, service agents, runners and supervisors, stockpile agents and group coordinators, sales and public relations coordinators, house keeping persons and administrative clerks, housekeeping managers, the director of services, divergence prevention officers and drivers, casino compliance and supervisor agents, recreation attendants,