1. Advantages and Disadvantages of Hiring Insiders
Many companies fill vacant positions with people who already work for the company and accept a promotion or a transfer. Filling positions internally has advantages and disadvantages.
Discuss how filling positions internally might impact the organization.
Explain the benefits of filling a position with an internal source. Explain the limitations.
Should companies fill positions internally or externally?
2. Hiring Practices Create Success
To hire employees who will thrive and excel in this culture, Marriott focuses on hiring more for attitude than for technical skills. The policy is “hire friendly, train technical.” Applicants for hourly positions complete a personality test to measure their interpersonal skills, dependability, and prevailing attitude. Scores provide information shown to be correlated with high performance, but hiring managers balance the results with information gathered in interviews.
The qualities Marriott is looking for in an employee include trust, loyalty, and empathy. CEO Arne Sorenson sums up the right kind of employee as someone with “a passion for the job.” To see what this looks like in a management trainee’s job, consider MBA graduate Leticia Tavares, who took a position with the company in Atlanta. Earning a graduate degree did not stand in her way when she rotated through hotel jobs including housekeeping and kitchen duties. Rather, she enjoyed relating to the employees in every department and predicts “endless opportunities” with Marriott.
The emphasis on personal qualities helps explain Marriott’s outreach to veterans. Marriott’s vice president of multicultural affairs says the company’s data analysis found that military service teaches values that translate well to great service in the hospitality industry. Therefore, the company’s careers website includes a page for veterans. Job seekers not only can submit applications but also can employ a tool that identifies how their military experience translates into skills needed for civilian careers.
Another kind of assessment isn’t part of the hiring process but helps workers decide if a hotel job is right for them. The company developed a game called My Marriott Hotel, which it posted on Facebook. Players make decisions required to manage various areas of hotel operations. For example, in the restaurant, they buy ingredients, hire employees, and serve guests, all the while winning points for happy customers and losing points when service fails.
Evaluate Marriott’s recruiting and selection process. What are the strengths and weaknesses of how they recruit and select employees?
Describe how Marriott uses Maslow’s Hierarchy of Needs (see the Reading area) to create its foundation of HR practices.
Reference
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2021). Selecting employees and placing them in jobs, Fundamentals of human resource management(9th ed., pp. 197). McGraw-Hill Education.
3. Performance Measurement Fairness
The forced ranking approach to performance management is sometimes used to identify those top performers to be retained and those bottom performers to let go. Jack Welch of General Electric introduced and later championed this method, called by critics “rank and yank,” and other companies such as Lending Tree and American International Group (AIG) use it.
Compare and contrast the fairness of forced rankings relative to two other methods of measuring performance described in this chapter.
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