e feasibility of hiring.
根据Boxall和Purcell的理论，制定人力资源计划涉及招聘需求和就业安排的预测。它涉及一系列步骤，包括确定业务战略和需求；进行工作分析；写一份工作描述，并确定招聘的可行性。
2. The demand and supply of human resources planning in the services sector are influenced by the specific skills, experience and knowledge level and qualities that the organization requires from employees (Werner and DeSimone, 2012).
服务业人力资源规划的需求和供应受到组织对员工的特定技能、经验、知识水平和素质的影响。
3. The internal factors that influence human resource planning include organizations size, organizations culture; organizations structure; business strategy; power and politics; and top management and line managers (Harzing and Pinnington, 2015).
影响人力资源规划的内部因素包括组织规模、组织文化；组织结构；商业战略；权力与政治；以及最高管理层和直线经理。
4. The external factors that influence human resource planning include economic condition; government regulations; technological change and advancements; industry characteristics; workforce demographics; competitor actions; and union actions (Choi and Ruona, 2010).
影响人力资源规划的外部因素包括经济条件；政府法规；技术变革和进步；行业特征；劳动力人口统计；竞争对手行为；以及工会行动。
5. Human resource planning is affected by changes in the economic and technological environment. The influx or decrease in economy and technology causes a subsequent change in human resource plans (Bratton and Gold, 2010).
人力资源规划受经济和技术环境变化的影响。经济和技术的流入或减少会导致人力资源计划的后续变化。
Discussion 讨论
A human resources plan is important in any services industry. According to Bratton and Gold (2010) plans helps organizations to adjust to the rapidly changing environment as the demand for human resources increases. Changes in the technological and economic environment affect the human resources plan. The development of technology may lead to a subsequent reduction of workers while the reduction in the economy may also decrease human resources intake in the services sector. However, organizations need to manage and institute a working human resources plan. Developing a human resources plan involves the forecasting of hiring needs and employment arrangements. This means the business needs to identify its strategy and needs; conduct a job analysis; write a job description; and determine the feasibility of hiring (Boxall and Purcell, 2016). Human resources specific skills, experience and knowledge level and qualities that ensure growth influence their demand and supply (Werner and DeSimone, 2012). Internal and external factors in an organization have an influence in the planning of the human resources. The internal factors include organizations size, organizations culture; organizations structure; business strategy; power and politics; and top management and line managers (Harzing and Pinnington, 2015). The external factors include economic condition; government regulations; technological change and advancements; industry characteristics; workforce demographics; competitor actions; and union actions (Choi and Ruona, 2010). The factors enhance how organizations plan and organize their human resources.
人力资源计划在任何服务业都很重要。Bratton和Gold认为，随着对人力资源需求的增加，计划有助于组织适应快速变化的环境。技术和经济环境的变化影响着人力资源计划。技术的发展可能导致随后的工人减少，而经济的减少也可能减少服务部门的人力资源投入。然而，各组织需要管理和制定一项有效的人力资源计划。制定人力资源计划需要预测招聘需求和就业安排。这意味着业务需要确定其战略和需求；进行工作分析；写一份工作描述；并确定招聘的可行性。人力资源特定技能、经验和知识水平以及确保增长的素质会影响其需求和供应。组织内部和外部因素对人力资源规划都有影响。内部因素包括组织规模、组织文化；组织结构；商业战略；权力与政治；以及最高管理层和直线经理。外部因素包括经济条件；政府法规；技术变革和进步；行业特征；劳动力人口统计；竞争对手行为；以及工会行动。这些因素加强了组织规划和组织人力资源的方式。
Conclusions and Recommendations 结论和建议
The organizations in the services sector operate in a constantly changing environment in the world. Many factors exist that may discourage or hinder these organizations to plan for their human resources at present and in the future. However, instituting a human resources plan ensures that an organization is prepared for any change that may occur in the business environment. A human resources plan assists an organization to fulfill its mandate when managed appropriately. The recommendation is that Marriott International needs to develop a human resources plan with its business plan. The argument is that as external and internal factors infl
