In an enterprise, the recruitment and growth of staff talent is an integral part of the HR

department. It brings attention properly to the accomplishment of the goal. At present there is
an empty slot for the Chief Engineer which is available at Marriott and they must follow the
HR life cycle intelligently to designate a highly experienced and talented applicant.

The Human Resources lifecycle is the process for managing human resources that defines the
stages of the time of a worker with a certain company as well as the legal obligations of the
department in each phase. Every stage of the HR life cycle poses its own struggles.

If a detailed analysis occurs at any stage of the HR life cycle. they must take appropriate
measures to solve the problem so that the business continues to expand. Here are the 7 phases
of the life cycle of the human resources which they as a manager need to consider:

Attraction

Seperation Recruitment

Retention On-Board

Development

ATTRACTION:

The stage of attraction occurs before they even have a vacancy available known as Employer
brand which is liked to this stage. For a successful workforce of employees, it is essential to
draw them to the workplace-to make them aware of the employer brand. Employer branding,
however, does not mean the recognition that they are a great employer. It describes the goal,
the existing staff, the culture of the company and the organization's opportunities for growth
are much more compelling.
In order to succeed and retain its competitive position, Marriott International must recruit the
best talent to assist them to achieving their goals and the consistency of their work. To draw
highly qualified applicants, it is therefore very fundamental for Marriott Hotel to provide
competitive incentives in combination with other benefits in the workplace.

For example, for this available vacancy Marriott offers the following perks to draw the right
candidates.

 Offer bonus

 Good salary

 Over time

 Medical insurance

 Incentive

 Performance award

 Laundry

 Transport

 accommodation

 Medical insurance,

 Travel expense

 30 days’ vacation plan ( with one salary)

 Gymnasium

 Weekly downtown tour

 Family support package

 Future Development and training programme

RECRUITMENT:

The recruiting stage reflects the critical phase of finding talented applicants to represent the
company. The recruiting is much more challenging than it has ever been. An effective
strategy provides a positive applicant interaction, encourages collaborative recruiting around
a consistent scoring system and method, and collects reliable data that will enable them to
refine their recruiting outcomes throughout time.

This is among the most decisive stages for Marriott as an international business operator
in which they need to place the right person at the position of chef Engineer Human resources
department should therefore select a candidate with right experience and knowledge within
this area.

In fact, the Marriott hotel corporation adheres to corporate governance practices and employs
highly skilled and experienced staffs to meet the goals of the company. The Marriott Hotel's
recruitment and hiring procedure progresses with publication advertisement, Marriott’s online
portals, and the interview is held after identifying the applicants. The applicant must go
through other examinations after the interview, such as proficiency tests and roundtable
discussions. The company also does physical testing.

Following are the things that the HR management tends to look for within the potential
candidate.

 Knows how to supervises the handing out of repair work orders.

 Helps to ensure fair and equal management of the property legislation.

 Knows how to helps, plan, schedule, and quantify preventive maintenance services

effectively.

 A minimum 4 years of professional experience running or leading a team

 knows how to Sets up and sustains accessible, collaborative interactions with partners.

 Track promptness and consistency of maintenance work orders being performed.

 Should know how to supervises infrastructure and associated fields, in the absence of
the DOE.
  Assists in the maintenance of physical installations involving machinery, heating and
cooling, HVAC, plumbing, water treatment, security systems

 Ensures consistent regular coordination with staff to raise knowledge of business

requirements, communicate aspirations and recognize productivity

 Help the managing director in handling guest complaints

ONBOARD:

Onboarding is the method of bringing in new workers to your organisation. Via this process,
the employee will become a staff member of the organization by understanding their new job
obligations, forming associations with colleagues and managers, and building a niche

Upon choosing the correct applicant, Marriott offers them on-board coaching in which HR of
the relevant area focuses mainly on building interactions with new staff and old workers. It is
implemented for a 90-day cycle through which new hires become conscious of the
workplace, their responsibilities and positions there.

At this point, the role of the human resources management in Marriott is to:

 Express its corporate image and values 

 explain the corporate culture

 coordinate organizational standards and quality