Strong human resource management is often what separates good organizations from truly great places to work. By examining companies consistently recognized for their workplace culture, it becomes clear how HR practices influence employee motivation, organizational culture, and long-term success. Delta Air Lines, American Express, and Marriott International put HRM principles into practice through their people-focused strategies and management approaches.
Delta Air Lines provides a strong example of how compensation, rewards, and employee engagement can reinforce organizational culture. Its profit-sharing program reflects the idea that people matter and that employees are more motivated when they see a direct connection between their effort and organizational success. This aligns with the lecture emphasis on motivation and retention as core HR functional areas, especially in industries facing labor shortages and high turnover.
American Express reflects the changing context of HRM, particularly globalization, technology, and the availability of data. With a global workforce and a strong emphasis on inclusion, training, and career development, American Express uses HR practices. These practices build competencies and support ethical decision-making. These practices reinforce organizational culture by promoting trust, fairness, and continuous learning. which are critical in a data-driven and rapidly evolving workplace.
Marriott International highlights how organizational culture and HR practices are deeply interconnected. Marriott’s long-standing “people first” philosophy demonstrates how recruitment, training, and internal promotion shape shared assumptions about respect, loyalty, and service. HR practices both reflect and shape organizational culture, and Marriott’s approach shows how investing in employees can lead to stronger retention and engagement over time.
I want to be an HR manager who leads with fairness, transparency, and respect while supporting employee growth and maintaining clear performance expectations. Observing these companies reinforced the importance of using HR practices to build trust, engagement, and a strong organizational culture. One of the most challenging aspects of this role will be balancing organizational goals with employee needs, particularly when making difficult decisions. Navigating these challenges while maintaining consistency and equity will require strong communication skills and a commitment to ethical decision-making.