Marriott’s Global TakeCare Program focuses on bodily, psychological, and monetary well-being, supporting each private and skilled development of associates. Emma Jones, Vice President, Human Resources Operations APEC shares extra from Singapore with Brand TD.
Brand TD: In immediately’s interconnected world, the place range, equality, and inclusion are crucial for companies to thrive, how have the Marriott Group of hotels made for an inclusive office?
Emma Jones (EJ): Marriott International champions inclusivity by embracing and valuing particular person variations throughout all spectrums, recognizing range, fairness and inclusion (DEI) as a key driver of innovation. Our strategic method in Asia Pacific excluding China, contains numerous hiring practices in collaboration with non-profits to create alternatives for underrepresented teams. Our Associate Resource Groups foster a way of group, supporting girls and the LGBTQ+ group, amongst others, whereas our mentorship packages and social media campaigns spotlight the various tales of our associates. This inclusive tradition aligns with Gen Z’s priorities, positioning Marriott as a best choice for talent in search of employers who worth range, fairness, and inclusion.
Brand TD: What is Marriott Group doing to make sure that talent shouldn’t be solely noticed but in addition nurtured? What is the scope for workers to develop throughout the firm?
EJ: “Putting People First” has been a cornerstone of Marriott International’s philosophy for the reason that starting. Our Global TakeCare Program focuses on bodily, psychological, and monetary well-being, supporting each private and skilled development. There is emphasis on inside talent improvement by way of packages just like the Marriott Development Academy and Emerging Leaders Program, guaranteeing profession development alternatives. Leadership improvement can also be a key precedence, with our leaders taking part in a vital function in partaking and creating associates, as mirrored in our management functionality metrics.
Brand TD: As far as gender range stands, what’s the employment ratio for males and girls by the Marriott Group? How many ladies are employed in senior positions throughout the model?
EJ: Marriott International is dedicated to gender range, striving for gender parity throughout management roles. Our technique contains human capital planning and talent opinions to watch and advance each male and feminine talent swimming pools. In addition, our longstanding mentorship packages put together talent for profession developments, reflecting our balanced method to talent improvement and promotion, aiming for enhanced crew efficiency by way of numerous views.
Brand TD: The hospitality business was deeply impacted by Covid. This resulted in quite a few jobs getting over and a variety of attrition from the hospitality business to different service industries. What is Marriott doing to counter that and encourage passionate hoteliers?
EJ: Despite COVID-19’s influence, Marriott International has seen a resurgence in enterprise, underscoring the enduring enchantment of journey. Our “People Brand” marketing campaign, “Be,” emphasizes empowerment, inspiration, and authenticity, attracting talent by highlighting the distinctive alternatives throughout the hospitality business. Sharing success tales and profession path choices performs a key function in drawing professionals again to the sector.
On a private entrance, I’ve labored for Marriott for 17 years and for the hospitality business since I graduated greater than 25 years in the past. In hospitality, you’ll be able to achieve publicity throughout capabilities and work your manner as much as be a General Manager of a resort in several nations. Associates are additionally invited to discover unilateral roles and work throughout a number of hotels in the identical metropolis – the alternatives are limitless. My hospitality profession started as a Food and Beverage intern at Gleneagles Hotel in Scotland and I’m now a VP of HR Operations based mostly out of Singapore having labored in 5 totally different nations and 6 cities. It is sharing these alternatives and tales which were certainly one of our profitable methods in attracting and retaining talent.
Brand TD: What are the important thing parts which can be difficult the hospitality business by way of recruitment, development and attrition?
EJ: Post-COVID, Marriott International has tailored to altering work preferences, corresponding to incorporating flexibility in work schedules to accommodate the gig financial system development. As a world group that’s continually increasing its footprint into new locations, there’s want for steady talent improvement and retention methods. Our Talent Management and Development Programs guarantee a pipeline of prepared talent, complemented by a customized and skilled recruitment course of.
Brand TD: What Human Resource traits are we more likely to see within the hospitality and associated industries in 2024?
EJ: The continued emphasis on DEI, adaptation to an getting old workforce, and engagement of youthful workers by way of a constructive tradition and versatile profession paths will likely be key. Leadership improvement packages centered on nurturing the next-generation may also proceed to be essential to the long run development and success of our enterprise. Lastly, in immediately’s quick paced world, it is vital that we give our workers the mandatory time and sources to give attention to their very own private wellbeing.
