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Marriott internationals’ human resource policies that embraced their international expansions and global operations were long term commitment from employees and diversity management in global market. The retention rate is seen to be very high as compared to other competitors in market and they have a committed dynamic and diverse workforce who can speak more than 60 languages and belong to more than 66 countries out of which 61 percent are minorities and 51 percent are women workforce who are highly professional and see long term careers at Marriott. Marriott focuses a lot on training the employees on language proficiency specifically English language proficiency for which it has a “thirst for knowledge programme” being implemented since long time which focuses on training employees on Spanish/English language system which brought high level of excellence of its employees in English language proficiency. Human resource is considered to be an asset of any organization but Marriott also considered its partners as people from the firm only and has a strong link with supplier chain and other vendors. They worked on achieving diversity in supplier chain as well which could be said because through company-wide supplier diversity programme they spent 15 percent with minority and women owned supplier and in order to reach this achievement, they worked on local, regional and national supplier markets. Their efforts to bring development in minority and women based small businesses helped them to grow and develop with the flow of the company. It also brings stability and growth in the firm’s prosperity as the company wants the stake owners and diversity partners to grow and prosper with them. [. Marriott]