University Centre “César Ritz“

Ritz-Carlton’s Human Resource Management Practices and Work Culture

Submitted on
Wednesday, 10th December 2008

by:
182538
182520
182515

Word Count:
1.575

Submitted to:
Mr G. Cocker
MGT 351 Organizational Behaviour
Executive Summary:

• The first Ritz-Carlton opened in 1898 in Paris and since then a lot of changes took place which led the company to the nowadays success. • Training methods and the introduction of globally accepted standards are important to ensure quality • Advantages are high customer and employee satisfaction • Disadvantages are the lack of individuality and high costs • Training reduction would support employees individuality
Table of Content:

Introduction - 4 - Short Historical Overview - 4 - Ritz-Carlton’s Training Methods - 5 - Advantages and Disadvantages of Ritz-Carltons’ Training Methods - 7 - Conclusion - 9 - Reference-List - 10 -

Introduction:

Ritz-Carlton, belonging today to Marriott, implemented a lot of different training strategies during the last 30 years which led the company to success with increasing customer satisfaction, lower employee turnover and even winning prices for their training. The Case-Study “Ritz-Carlton’s Human Resource Management Practices and Work Culture” introduces exactly these training methods and focuses on the advantages, but disregards the disadvantages which could have a huge impact on the future success of the company.
With this report we want to point out these training methods, both sides of the medal with advantages and disadvantages and come at the end to a realistic approach for a solution.

Short Historical Overview:

The history of the Ritz-Carlton Hotel goes back to 1898 when Cesar Ritz, a Swiss hotelier, founded