Professional Documents
Culture Documents
SUMMER TRAINING REPORT SUBMITTED FOR FULFILLMENT OF MBA COURSE ( HR & TOURISM ) 2005-07 FROM IITTM, GWALIOR
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INDUSTRY GUIDE
FACULTY GUIDE
Ms.Diksha Mehra
Asstt Mgr-HR, Taj Mahal Hotel, Man Singh Road New Delhi 110001
ACKNOWLEDGEMENT
I take this opportunity to express my indebtedness and sincere thanks to all those who have, in various ways, helped me successful completion of my project I also thank all my Professors and Directors at the Indian Institute of Tourism & Travel Management, for all their able guidance and support for fulfillment of my task . I would also like to specially thank my faculty guide Mr.Wajid Ali, Director, MBA Course, IITTM, who has stood by me whenever I needed his help and guidance or had any queries with regard to my course / project. The knowledge gained under his able guidance would be an asset through out my professional career. My sincere thanks to Mr Sanjay Bose, GM HR of The Taj Mahal Hotel, New Delhi, and his entire HR Department Team in providing me a wonderful opportunity to work under their able guidance to gain such valuable experience. I am extremely thankful to my Industry Guide, Ms Diksha Mehra, Asst Mgr HR , Taj Mahal Hotel, New Delhi, who went all the way out in sparing her valuable time in providing me training under her able guidance and supervision. Without her unflinching and continuous encouragement, this project wouldnt have been a successful. I am indeed greatful to her.
This letter of thanks would be incomplete without mentioning the unconditional support that my family and friends have provided me throughout the duration of project. Over all, the project was definitely a wonderful learning experience.
(Niti Arora)
The Role of HR Department in an organization plays an important role and is like a backbone . It contributes significantly for an organization to run its business smoothly and efficiently in order to achieve its sustained organizational goals by adopting best staffing policies , recruitment strategies, and manpower training & development policies .The Department is overall responsible for employees selection, their administration and welfare by keeping healthy , stress free culture and motivational policies in the organization. These in turn help the organization to retain their employees and attract best talents from the market to overcome manpower deficiencies faced from time to time. The Recruitment Process at Taj Mahal Hotel entails a multiple stages process. It begins with from the stage a Requisition is raised by the respective department head and is reviewed and approved by the HR head. There after, the Job description and various sources (Internal as well as external) are worked out by the Recruitment Manager to timely full fill the same. These steps, depending on the quantum, include recruiting thru Internal references, Recruitment Consultants, Searching from job sites, Calling the existing
database available with the company and or releasing advertisements in leading News Papers, Magazines, Job Sites etc.
The job application received are scrutinized and then the candidate is invited for a preliminary interview with the Recruitment Manager and then further detailed interviews follow with the HOD / the Resident Manager/ HR Head. After going through all the rounds successfully, the references checks are done and upon fulfilling all pre employment formalities, the Appointment Letter is released. If, the candidate does not join by the specified joining date or is found medically misfit, the appointment letter is cancelled and withdrawn. While selecting a candidate, emphasis is given to evaluate various skills, like relevant Qualifications & Experience, Job knowledge, effective communication, Personality, Interactive abilities. Dressing Sense, Family Background. Computer knowledge and Trade Test results etc.
The sources of data collection are: Primary data Secondary data Practical experience Primary data sources 1. Discussions 2. Observations during interviews. Secondary data sources 1. Internet sites 2. Reference books 3. Company Policies 4. HR Articles 5
Practical experience Practical experience was gained by getting involved with the HR Mgr in the day-to-day work through: Scrutiny of Personal Files Screening the cvs as per job profiles Arranging candidates for interviews and Demonstrations Interacting with Recruitment Consultants. Studying and preparing Job Descriptions and Organization Structure Chart.
diminished and work environment and a "work/life" balance are more important than ever. It is clearly evident that as we move into new millennium, only companies that have a world-class recruitment, placement and retention solution will survive. Considering the above scenario studying the recruitment and selection strategies was the most appropriate topic for my summer internship.
2.4 LIMITATIONS
Exposure to interviews was limited, selection procedure being internal to the company.
Chapter-3
3.1 INTRODUCTION
Business has always been competitive. Yet the kind of fierce competition being witnessed now has not been witnessed before. Gone are the days of monopolies and with the advent consumerism, more and more corporate houses are beginning to realize that the ultimate competitive advantage of any business over its rivals will be provided by its people. Technology is no longer a monopoly nor is availability of money. But what may be a monopoly would be the PEOPLE associated with any business organization. The competitors can duplicate ones business strategy but not their PEOPLE. Ultimately the survival and prosperity of any organization would depend upon its ability to keep its human resources updated and in tune with the realities of the fast changing business scene. Some people in the same organization must learn to think differently in a dramatically different competitive environment. This is the essence of Human Resource Development. Thus HRD in wider connotation is the managements philosophy, an holistic concept on business oriented concept, a system approach that concern all human activities in the business, individual, team, culture, philosophies, ethos etc. It provides necessary strength to stand and vitality as a driving force. It is proactive, pragmatic, realistic, business like approach by motivating, by inspiring and creating satisfaction by building the positive and open culture, by encouraging research and development activities, by encouraging constructive innovations etc. Since every organization is made up of people, hiring their services developing their skills, motivating them to high level of commitment to the organization are essential to achieve organizational objectives. Therefore getting and keeping good people is the first to achieve goals through unified efforts, the degree of success depends on employees reaching their individual goals through organizational goal, is an important determinant for organization effectiveness. The process of searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs is called the recruitment. The process of recruitment means the efforts involved in finding out the sources of the availability of future employees and encouraging them to send their applications for appointment in the enterprise.
Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.
The negative consequences of a poor recruitment process speak volumes about its role in an organization. The failure to generate an adequate number of reasonably qualified applicants can prove costly in several ways. It can greatly complicate the selection process and may result in lowering of selection standards. The poor quality of selection means extra cost on training and supervision. Furthermore, when recruitment fails to meet organizational needs for talent, a typical response is to raise entry level pay scales. This can distort traditional wage and salary relationships in the organization, resulting in avoidable consequences. Thus, the effectiveness of the recruitment process can play a major role in determining the resources that must be expanded on other HR activities and their ultimate success. Types of Recruitment: Informal recruiting Word-of-mouth applicants are likely to stay longer and may be more suitable than recruits obtained by advertising. But word-of-mouth is discriminatory, since it restricts applications to established communities and excludes recently arrived minority groups. At senior levels the informal method known as 'headhunting' or executive search has become common. Specialist consultancies aim to find 'outstanding' people to fill higherpaying jobs. Whether they really are 'outstanding' is questionable Formal recruiting Equal opportunity demands equal access. This can only be achieved through public and open recruitment. (...) The likelihood of attracting 'suitable' applicants depends on the detail and specificity of the recruitment advertisement or literature. Key factors such as salary, job title, career and travel opportunities obviously influence response rates. But remember that employers do not want to be swamped with large numbers of applications from unsuitable people Factors Affecting Recruitment: All organizations whether large a small, do engage in recruiting activity, though not to the same extent. Factors governing recruitment may broadly be divided as internal and external factors.
EXTERNAL FORCES
Supply & Demand Unemployment rate Labor Market Sons of soils Political-Social Image
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A) External Factors Of particular importance is the supply and demand of specific skills in the labor market. If the demand for a particular skill is high relative to the supply, an extraordinary recruiting effort may be needed. When the unemployment rate in a given area is high, the companys recruitment process may be simpler. The number of unsolicited applicants is usually greater, and the increased size of the labour pool provides better opportunities for attracting qualified applicants. On the other hand, as the unemployment rate drops, recruiting efforts must be increased and new sources explored. The companys image also matters in attracting large number of job seekers. Often, it is not the money that is important. It is the perception of the job seekers about the company that matters in attracting qualified prospective employees. B) Internal Factors There are certain internal forces, which deserve consideration while recruiting personnel. One such internal factor is the recruiting policy of the organization. Most organizations have a policy on recruiting internally or externally. Generally, the policy is to prefer internal sourcing, as own employees know the company well and can recommend candidates who fit the organizations culture. Another related policy is to have temporary and part time employees. An organization hiring temporary and part-time employees is in a less advantageous position in attracting sufficient applicants. A major internal factor that can determine the success of the recruiting programme is whether or not the company engages in HRP. In most cases, a company cannot attract prospective employees in sufficient numbers and with required skills overnight. It takes time to examine the alternatives regarding the appropriate sources of recruits and most productive methods for obtaining them. Once the best alternatives have been identified, recruiting plans may be made. Effective HRP greatly facilitates the recruiting efforts.
Size is another internal factor having its influence on the recruitment process. An organization with one hundred thousand employees will find recruiting less problematic than an organization with just one hundred employees. Cost of recruiting is yet another internal factor that has to be considered. Recruiting costs are calculated per new hire and the figure is considerably nowadays. Recruiters must, therefore, operate within budgets. Careful HRP and forethought by recruiters can minimize recruitment costs. One cost saving measure, for instance, is recruiting for multiple job openings simultaneously. The best solution is to use proactive personnel practices to reduce employee turnover, thus 11
minimizing the need for recruiting. Evaluating the quality, quantity and costs of recruitment helps ensure that it is efficient and cost effective.
Finally, an organization registering growth and expansion will have more recruiting on hand than the one, which finds its fortunes declining
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quality people apply, the organization may have to adjust the job to fit the best applicant or increase its recruiting efforts. What factors affect the organization decision? A more educated set knows the labor market better, have higher expectations of work and find organization's that pay more and provide and more stable employment.
Personnel Planning
Job Analysis
Employee Requisition
Job Vacancies
Applica nt Populati on
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professionals, shall have to pay more for these employees. Buying employees ahs the advantage in the sense that the skilled labour and professionals can begin the work immediately and little training may be needed.
Technological Sophistication The second decision in strategy development relates to the methods used in recruitment and selection. This decision is mainly influenced by the available technology. Technological advancement has made it possible for job seekers to gain better access. Where to look In order to reduce the costs, organizations look into labour markets most likely to offer the required job seekers. Generally, companies look into the national market for managerial and professional employees, regional or local markets for technical employees, and local markets for clerical and blue-collar employees. In the final analysis, organizations recruit where experience and circumstances dictate likely success. Recognizing this, many adopt an incremental strategy in which initial efforts are concentrated in regional or local labour markets and expanded only if these efforts fail to achieve the desired results. Sources of recruitment It refers to the methods or sources of recruitment. There are several sources and they may be categorized as (i) internal and (ii) external. Before an organization activity begins recruiting applicants, it should consider the most likely source of the type of employees it needs. Generally there are two types of sources from which any organization can look for potential employees. These sources accordingly may term as internal and external. Internal versus external recruiting methods Internal recruiting methods include posting position openings, distributing memos within the organization and searching organizational databases for a match between the skills required to perform the job and the skills held by the current employees. This method of recruiting looks to internal sources to fill positions and encourages promotions from within. External recruiting methods include advertising position. Whether managers choose 15
internal or external-recruiting methods depends on the degree to which organization's strategy encourages promotions and transfers from within the organization. Recruiting from within can lead to job satisfaction and motivation if employees see new career opportunities available. In addition filling positions with existing employees ensures to large ext6ent that these employees are socialized as to the organization's culture and personality. However problems can arise if the internal promotion system is not viewed as fair. The best way to avoid negative backlash when hiring or promoting from within is to install fair practices and procedures. If steps are taken to ensure a fair internal promotional process, most people will accept their loss and remain productive and useful organizational citizen.External recruiting method helps bring new ideas and approaches to the organization.
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Some firms have turned to computers to make their job posting more fruitful. All employees who wish to participate complete questionnaires about themselves, which include items concerning relocation willingness and preferences as well as training and educational backgrounds. A few skills are selected out of the total that best represent their functional skills. When a position needs to be filled the requirements is matched and candidates selected. Although positing jobs can be an efficient method of recruiting, numbers of problems have been associated. Example it can lead to personal bias and stiff competition. Another way to recruit from present employees is transfer without promotion. Transfers are often important in providing employees with a broad based view of the organization, necessary for future promotions. Skills inventory Another recruiting method is the use of skill inventories. Essentially a skills inventory includes a list of employee names, their education, training, present position, work experience, relevant job skills and abilities and other qualifications. The organization can search through the company skill inventory to identify potential candidates for the position opening. Job bidding These procedures typically specify that qualified applicants from within the bargaining unit must fit all jobs covered by the agreement. Those interested in the vacancy bid for the job by applying if they are qualified. The individual fills the position with the highest seniority from among the qualified applicants. In some cases applicants take competitive examinations. However only current employees are eligible. Using a job bidding system is normally very easy. However it can present some difficulties. Referrals An excellent source of information is current employees who may know someone who would be qualified and interested in the open position. To entice employees to make job referrals, some companies offer a referral bonus. People tend to associate with people like themselves, if the employee fits the organization, chances are his or her referrals will be good. Employees, whose referrals are hired, are often willing to serve as a mentor to ensure their referrals succeed in the company. Advantages of Internal Sources Filling vacancies in higher jobs from within the organization or through internal transfers has the following merits: 1. Employees are motivated to improve their performance. 17
2. Morale of employees is increased. 3. Industrial peace prevails in the enterprise because of promotional avenues. 4. Filling of the jobs internally is cheaper as compared to getting candidates from external sources. 5. A promotion at a higher level may lead to a chain of promotions at lower levels in the organization. This motivates the employees to improve their performance through learning and practice. 6. Transfer or job rotation is a tool of training the employees to prepare them for higher jobs. Transfer has the benefit of shifting workforce from the surplus departments to those where there is shortage of staff.
Disadvantages of Internal Sources Internal sources of recruitment have certain demerits also. These are listed below: 1. When vacancies are filled through internal promotions, the scope for fresh talent is reduced. 2. The employees may become lethargic if they are sure of time bound promotions. 3. The spirit of competition among the employees may be hampered. 4. Frequent transfers of employees may reduce the overall productivity of the organization.
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Advantages of this method include: the placement center helps locate applicants and provides resumes to organizations; applicants can be prescreened, applicants will not have to be lured away from a current job or lower salary expectations. On the negative front, campus recruiting means hiring people with little or no work experience. The organizations will have to offer some kind of training to the applicants, almost immediately after hiring. It demands careful planning.
(ii) Indirect methods: Advertisements Indirect methods involve mostly advertising in newspaper, on the radio, in television, in trade and professional journals, technical magazines and brochures. Advertising in newspapers and/or trade journals and magazines is the most frequently used method, when qualified or experienced personnel are not available from other sources. Senior posts are largely filled by such methods when they cannot be filled by promotion from within. The ads generally give a brief outline of the job responsibilities, compensation package, prospects in the organization, etc. This method is appropriate when (a) the organization intends to reach a large target group and (b) the organization wants a fairly good number of talented people- who are geographically spread out. Nowadays after the IT revolution there are the advent of job websites. Potential candidates can post their resumes in the job sites so that the recruitment organization can search for the appropriate candidate. Advantages of External Sources The merits of external sources of recruitment are as under: 1. Qualified Personnel: The management can make qualified and trained people to apply for vacant jobs in the organization. 2. Wider Choice: when vacancies are advertised widely, a large number of applicants from outside the organization apply. The management has a wider choice while selecting the people for employment. 3. Fresh Talent: The insiders may have limited talents. External sources facilitate infusion of fresh blood with new ideas into the enterprise. This will improve the overall working of enterprise. 4. Competitive Spirit: If a company can tap external sources, the existing Staff will have to compete with the outsiders. They will work harder to 19
Show better performance. Disadvantages of External Sources The demerits of filling vacancies from external sources are as under: 1. Dissatisfaction among Existing Staff: External recruitment may lead to dissatisfaction and frustration among existing employees. They may feel that their chances of promotion are reduced. 2. Lengthy process: Recruitment from outside take a log time. The business has to notify the vacancies and wait for applications to initiate the selection process. 3. Costly Process: It is very costly to recruit staff from external sources. A lot of money has to be spent on advertisement and processing of applications. 4. Uncertain Response: The candidates from outside may not be suitable for the enterprise. There is no guarantee that the enterprise will be able to attract right kinds of people from external sources.
3.5.3 SEARCHING
Once a recruiting plan and strategy are worked out, the search process can begin. This involves two steps- (i) source activation (ii) selling Source Activation Typically, sources and search methods are activated by the issuance of an employee requisition. This means that no actual recruiting takes place until line managers have verified that a vacancy does exist or will exist. If the organization has planned well and done a good job of developing its sources and search methods, activation soon results in a flood of applications. The applications received must be screened. Those who pass have to be contacted and invited for interview. Selling In selling the organization, both the message and the media deserve attention. Message refers to the employment advertisement. With regard to media, it may be stated that effectiveness of any recruiting message depends on the media. Selection of media or medium needs to be done with a lot of care.
3.5.4 SCREENING
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Screening of applications can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process. The purpose of screening is to remove from the recruitment process, at an early stage , those applicants , who are visibly unqualified for the job. Effective screening can save a lot of time and money. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used.
Evaluation of recruitment methods The evaluation of recruitment methods might include: 1. Number of initial enquiries received which resulted in completed application forms. 2. Number of candidates at various stages of the recruitment and selection process, especially those short-listed. 3. Number of candidates recruited.
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College graduates entering work force for the first time are clear about their expectations and are less willing to adapt their values and work styles to accommodate to their employers. The following factors entice first careerist to stay with the job and the company: 1. 2. 3. 4. 5. 6. Immediate involvement in the essential work of the firm. The ability to apply newly learned knowledge and skills. The opportunity to understand the big picture of the firm. Rapid career development. Rapid salary advancement. The opportunity to learn new skills.
Companies are responding to these needs by offering a variety of programs for new employees. One factor that should be considered prior to selection is the "fit" between the individual career objectives and the career path that can be realistically offered by the firm. Career plateauing, which refers to the point in a career where future hierarchical movement is unlikely, has become a real problem in organization's today. Downsizing and restructuring has severely restricted the potential for vertical movement in many managerial career paths.
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effectiveness of recruiting method varies among organizations and even jobs within the same organization.
3.9 SELECTION
The size of the labour market the image of the company, the place of posting, the nature of job, the compensation package, and a host of other factors influence the manner in which job aspirants are likely to respond to the recruiting efforts of a company. Through the process of recruitment, a company tries to locate prospective employees and encourages them to apply for vacancies at various levels. Recruiting thus, provides a pool of applicants for selection. Definition To select means to choose. Selection is the process of picking individuals who have qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job, from the pool of qualified candidates. Purpose The purpose of selection is to pick up the most suitable candidate who would best meet the requirements of the job and the organization. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualification, skills, experience, etc. The needs of the job are matched with the profile of the candidates. The most suitable person is then picked up after eliminating the less suitable applicants through successive stages of the selection procedure. Any mismatch in this regard can cost an organization a great deal in terms of money, time and trouble, especially, by way of training and operating costs. Effective selection, therefore, demands constant monitoring of the fit between the person and the job.
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4. Competency: Potentiality of an individual for learning and becoming proficient in a job. Competency points out capacity to acquire knowledge and skill for success on the job. 5. Temperament and character: Emotional, moral and social qualities, honesty, loyalty etc. A high degree of intellectual competency can serve as a substitute for such qualities as honesty and trustworthiness. It is important to know about individuals character, his habits of work, his way of reacting in this or that situation, his driving forces in determining the fitness for the job. 6. Interest: Without interest, work is colorless and monotonous. With interest, work seems meaningful and worthwhile to the individual and abilities are developed as well as accomplishments are realized. Even if a person has skill, competency, efficiency, but if he has no interest in the job, he will be unhappy in his work.
Selection Tests Job seekers who pass the interview are called for the tests. Different types of tests may be conducted depending on the job and the company. Generally tests determine the applicant ability, aptitude and personality. A) Ability tests assist in determining how well an individual can perform tasks related to the job. B) Aptitude tests help determine a persons potential to learn in a given area. C) Personality tests are given to measure a prospective employees motivation to function in a particular working environment.
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D) Interest tests are used to measure an individuals activity preferences. E) Graphology test is designed to analyze the handwriting of an individual. It can suggest the degree of energy, inhibitions and spontaneity. F) Polygraph tests are designed to ensure accuracy of the information given in the applications. Employment Interview The next step in the selection process is the employment interview. An interview is conducted at the beginning and at the end of the selection process. An interview is a formal, in-depth conversation concluded to evaluate the applicants acceptability. The employment interview can be: A) One-to-One: there are only two participants-the interviewer and the interviewee. B) Sequential: involves a series of interviews, usually utilizing the strength an knowledge base of each interviewer. C) Panel Interview: Consists of two or more interviewers. Any panel interview is less intimate and more formal then the one-to-one, but if handled and organized well, it can provide a wealth of information. Reference and Background Checks Many employers request names, addresses, and contact numbers or reference for the purpose of verifying information and perhaps gaining additional information on an applicant. Reference checks serve two purposes. One purpose is to gain insight about the potential employee from the people who have had previous experience with him or her. Second purpose is to assess the potential success of a prospect. Selection Decision After obtaining information through the preceding steps, selection decision-the most critical of all the steps must be made. The other stages in the selection process have been used to narrow the number of candidates. The final decision has to be made from the pool of individuals who pass the tests, interviews and reference checks. Physical Examination After the selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test. A job offer is, often, contingent upon the candidate being declared fit after the physical examination. The results of the medical test are recorded in a statement and are preserved in the personnel records. Job Offer
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Job offer is made through a letter of appointment. Such a letter generally contains a date by which the appointee must report on duty. Contracts of Employment After the job offer has been made and the candidates accept the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. There is also a need for preparing a contract of employment. Concluding the Selection Process Contrary to popular perception, the selection process will not end with executing the employment contract. There is another step- a more sensitive one- reassuring those candidates who have not been selected.
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Our Mission
. India provides you travel opportunities of all kinds, of all forms, and for
everyone. We, at Indian Holiday Private Limited believe in presenting India in a way that is quite unique, unexplored and unhindered. We want to show you the possibilities that are immense and unending. Come to India, explore the deserts, take risks and trek through the Himalayas bask under the glory of sun god and relax on the top of worlds oldest working locomotive, or face the force of rapids and go for the river rafting on the wild rivers. Indian Holiday Private Limited will provide you all the facilities whilst you are on your personal journey- the journey of a lifetime. Believe us when we say possibilities are unlimited. You only need them and guts to like them. Our mission is to provide Quality and excellence to our customers promptly and exclusively. All the professionals at Indian Holiday Private Limited are masters of their trade and each brings with him/her a unique set of experience of the country. To put it simply, we know what a traveler anticipates and more than that we know what it takes to satisfy them.
Corporate Information
Indian Holiday Private Limited is a proactive travel organization in Indian tourism industry for the last 10 years. We are professionally managed closely held agency and management control is vested with the 1st generation promoter entrepreneurs. Transaction level operations are executed by a team of professionally qualified professionals, who are well vested with the complexities of Travel and Tourism Trade. Our guest service team has a cumulative experience of 100 man years in tourism industry. The team is well aware and equipped to cafer to requirement of various market segments and understands the nuances of tourism in India. I
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Indian holiday.com is an extension of our travel initiative providing the travelers interested in visiting India all travel services under one roof.
2) 3)
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Hotels in Varanasi
Owing to its cultural and strong religious backdrop, the city of Varanasi in Uttar Pradesh is one of the prime destinations for pilgrimage inn India. Every year, the city is ventured by a huge section of Indian as well as foreign tourists. In order to support the basic requirements of these tourists the Hotels in Varanasi, provide unmatched services and hospitality that can suit every kind of tourist. Among the various Hotels in Uttar Pradesh, the Hotels in Varanasi, India hold a special position owing to their wide diversifications with respect to standard of amenities, locations and the charges they demand. These Hotels in Varanasi stand at strategic locations which are either close to the bus terminus and railway station for easy accessibility, or near the Ghats which offers a pleasing sight of the River Ganga and the busy life around it especially at dawn. Talking of accessibility, the Hotels in Varanasi, Uttar Pradesh can be reached by road, rail or air transport. The Uttar Pradesh State Road Transport Corporation provides efficient bus service from various parts of the state. Besides, the Junction/Cantonment of Varanasi and the
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Babatpur Airport connect the ancient to the modern cities like Delhi, Kolkata and Mumbai. We now come to the facilities and services provided by the Hotels in Benares. The Varanasi Hotels offer decent accommodations with all the necessary amenities from attach bathrooms with running hot/cold water supply, to luxuries like air conditioners, direct dial telephones, television and channel music. These are aptly complemented by the prompt and efficient services of the staff of the Hotels in Varanasi. The Restaurants and Bars (in some hotels) of the Varanasi Hotels provide excellent food of various cruises. The business facilities available at these hotels also satisfy the needs of the tourists. A host of other recreations made available by the Hotels in Benares include sightseeing to the various interesting places in and around the city like the Temple of Kashivishwanath (or the Golden Temple) and the various Ghats of the city.
Dining
The restaurants in the hotel are named as Tadka and Silk Route. The restaurants serve mouthwatering dishes from across the globe. The guests can enjoy a few drinks at the bars named as Toxic Bar and Pool Side Bar
Business
It provides conference facilities to the business travelers. The business travelers are also provided with audio visual equipment to help them in their business meetings.
Recreation
The recreation facilities provided at Ramada Plaza JHV in Varanasi Includes: Steam bath Swimming pool Tennis court Sauna and Jacuzzi Shopping arcades Beauty salon Fitness centre
Other Facilities
Laundry services Car parking space Doctor on call Travel desk
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HR Department Structure :
Time Office
Cafeteria
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Chapter-5 FINDINGS AND ANALYSIS The Taj recognize that staff is their greatest asset. A sound recruitment procedure is vital for finding people with the right skills and abilities for the job. After recruitment, a good induction programme is the best way to help a new employee settle into the organization and become effective in the shortest possible time. In this Getting it Right Session we show employers the importance of good recruitment and selection. The training covers: Key steps of the recruitment process; methods of selecting employees; legal issues and how to carry out a successful induction. This section examines current practices and decision-making in recruitment and selection. (...) they are critical elements of effective human resource management. (...) We cannot discuss how recruitment and selection take place without asking why certain techniques are used in preference to others. Within the HRM paradigm, they are not simply mechanisms for filling vacancies. Recruitment and redundancy can be viewed as key 'push' and 'pull' levers for organizational change. Recruitment and selection allow management to determine and gradually modify the behavioral characteristics and competences of the workforce. The fashion for team working, for example, has focused on people with a preference for working with others.
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5.3.4 Induction Procedure for new employees Once they have passed the entire process and formalities outlined above, the next comes Employee Induction Process, wherein the employee is assisted transitions into his new job and begins his work. The induction procedure is a very important part and should not be ignored. It helps a new employee to get to know his new work environment properly and location of various departments and facilities and puts him at ease to operate Induction procedure lasts for 15 days. The employee induction gives complete knowledge about his job profile and the organization. He starts getting accustomed to his work place during the induction period. During the induction procedure, the employee meets all HODS the other concerned officers of various department and peers that he will be working with. He is also briefed to whom to see to get his questions / problems answered or seek help with a particular matter. The employee is shown all the departments, General managers office, time office, cafeteria, washrooms etc , so that he gets to know how to find his way around the workplace. He is shown where his car parking spot is. It might take some time for the employee to become fully productive. The induction program covers essential information related to business going on in the company. It helps him understand the clear picture as to where he is going to work in the company. The induction procedure also informs him about whom he should report to and whom to see to get a report written or a work completed. Other things include where to file a certain record, what information to keep safe, etc. The training would also include such things as safety instructions, It is important that during the employee induction procedure, the employee gets to meet his workmates, so he can become a team player, and gets into the organizational culture. He can find out about any company picnics, lunches and other recreational activities 36
Once the employee feels welcomed, he feels happier at his workplace. Employee induction also allows him to know the basic company rules such as acceptable use of computers and company phones and other facilities etc. The induction procedure is not about job training. It helps the employee to get acquainted with the organizational culture, places and the fellow employees. It is not always the money that is most important for staying at a job. They must also feel respected, comfortable and part of the organization. Therefore a happy and comfortable atmosphere is going to be a more productive one. 5.3.5 Recruitment Consultants The dealings of HR Mgr with recruiment consultants are to ensure that they provide quality and well experinced manpower .They should aim at providing the best suitable in shortest time frame . They should endvaour for long term relationship with the company act like a Brand Ambassoders and not like a post office. They should ensure that the candidate is suitable in all perspectives i.e., qualification,experience, should serve the organisation in best possible manner and has interest for long term career with the company The consultants are paid a service charge equvalent of 1 months gross salary payable to the candidate which is subject to tax deductionas applicable under the law from time to time.
The Contract for Consultants An official contract is signed between the consultancy firm and the hotel in the first month of every year. The contract contains all the terms and conditions , a clause regarding the payment of the consultancy firm and the termination of the contract. The contract could be terminated at any point of the time if the hotel is not satisfied with their services based on the 2 clauses: The time taken for response Hit Ratio (No.of selected candidates out of those who appeared)
The contract is duly signed by the Human Resource Manager, the Financial controller of the organisation, and the Managing Director or the Propreitor of the consultancy firm. 37
A copy of the contract is sent to the concerned person of the consultancy firm and a copy is kept in the records of the Human Resource Department. After observing the consultants for a continuous period of three months, if the organisation is not satisfied with the services rendered. a regret letter stating that we will not be able to continue the further relation with your firm is issued to all the consultancy firms with whom the organisation wants to discontinue. 5.3.6 Synopsis of the Recruitment process When a post is to be filled in, the governing principle shall be to sense the services of the persons most suitable for the post. To achieve this objective the method of recruitment in practice is as follows: The respective department head with details of the job position raises the Manpower requisition. Various sources (Internal as well as External) are tapped. CVs are short-listed according to the key skills that are mentioned in the job description. The selection is a multistage process wherein the candidate has a snap interview with the HR-Manager and then more interviews to follow with the entity head and the Resident Manager. Verifications with the references are made and salary slips are to be produced. After the candidate has cleared all the rounds, he/ she is given the appointment letter and thereafter joining is done.
5.3.7 FINDINGS AND ANALYSIS These findings and analysis are on the basis of the information collected during training about the process of recruitment in practice at The Taj Meal Hotel , New Delhi. The analysis & certain suggestions made are for further betterment of the recruitment process and more effective for the fulfillment of organizational goal. These, in any way, should not be taken as criticism of the existing system.
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Chapter-6
Suggestions
Based on the analysis and observation made during the training, the following suggestions are made: The selection of consultants should be done after personal interaction with them and getting to know their own qualification and relevant experience with the hotel industry. The Recruitment Mgr should provide them with all the relevant job profiles and endeavor to develop them as their brand ambassadors and retain the best once by introducing reward schemes. They should either be practicing professionals in the relevant trade for fair amount of years or retired hotel industry professionals. Such types of professional will be more helpful in short listing the right candidate The mere rejection of candidates just on the basis of introductory interviews is unfair. Instead, all the other parameters should also exercised and after all the relevant checks, the rejection should be done. There should be different types of preliminary questionnaires to check various skills. The questionnaire can be prepared with the help of HODs of various departments. This would save a lot of time for HODs and half the job would be done by the HR Mgr.
There should be a separate room/ cabin for conducting the interviews. The process should be managed and coordinated properly. At many instances, chaos occurs when there are many candidates waiting for a long period. The consultants with the interviewer should confirm time schedule for interview in
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order to avoid the wastage of time. This way, it would give a better image of the company. .
Chapter-7 CONCLUSION
A properly planned and systematic recruitment policy is necessary to minimize the disruption of work by constantly changing personnel and to achieve equitable distribution of employment opportunities. Recruitment policy should take into consideration that high caliber personnel are essential to have in the oraganisation. In expanding industrial economy in India the demand for suitable management and technical personnel is increasing at a fast rate with the result that an all round shortage of such personnel is being felt. Many organizations indulge in pirating i.e. attracting executives from other organizations on higher salaries. But this does not in any way expand the supply of such personnel. Therefore a sound recruitment policy has to be based on a comprehensive programme of management development. Recruitment needs broadly fall into three categories planned, anticipated and unexpected. The planned need arises from changes in organizational decisions and recruitment policies, unexpected need arises from individuals decisions to have the organization from ill health, accidents or death etc. The anticipated category comprises those jobs, which the organizations by studying trends within, and outside the company can predict personnel movement. The main objective behind this training was to get an insight of the importance of recruitment and selection procedure of an organization. The Taj Mahal Hotel, New Delhi has given an opportunity to serve the said purpose. The whole study (project) comprises the role of HR Department and about recruitment and selection procedure being followed at
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Taj Mahal Hotel. The overall objective is to assess the soundness of the recruitment policy, its significance and contribution in achieving the ultimate organizational goal.
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BIBLIOGRAPHY
Rao V S P, Human Resource Management, Excel Books, Second Edition, New Delhi, 2005 Aswathappa K, Human Resource and Personnel Management, Tata Mc Graw-Hill Publishing Company Limited, Second Edition Decenzo & Robbins, Personnel / Human Resource Management, Prentice Hall of India Private Limited, Third Edition, July 1996 Memoria C B, Personnel Management HRM Review (ICFAI University Press, July 2006)
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REFERENCES
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