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HR Practices In hotel industry the job of HR manager can be compare with the job of conductor, whose job is to instruct

and direct all of the various musicians so that they can perform well together. But before a conductor can direct a beautiful performance, all of the individual musicians must be able to play their instruments well. What kind of performance could one can expect if the violinists did not know how to play their instruments or the flutists could not read music? So it is in the hospitality industry, before a manager can direct and shape employees individual contributions into an efficient whole, he or she must first turn employees into competent workers who know how to do their jobs. Employees are the musicians of the orchestra that the members of the audience-the-guests-have come to watch performance. If employees are not skilled at their jobs, then the performance they give will get bad reviews. Just as an orchestra can have a fine musical score from a great composer and still perform poorly because of incompetent musicians, so a hotel can have a finest standard recipes, service procedures and quality standards and still have dissatisfied guests because of poor employee performance .That is why properly managing human resources is so important. No other industry provides so much contact between employees and customers and so many opportunities to either reinforce a positive experience or create a negative one. As in the fivestar hotel and five-star deluxe hotel there are around lots of employee are involved in different jobs in different fields there is dire need to look and control on them. No doubt different departments heads are present to look their department employee, but HRD is a place, which supervise and effectively communicate with these departments head and communicate with the top management. Thus there function is very large and diverse as compared with respect to different departments heads. Personnel Policies of HR The personnel function in a hotel includes many activities such as: - Consideration of leadership style - Relationship - Responsibilities - Philosophy - Social orientation - Organizational structure In most of the hotels the personnel policies are put in writing. These policies are distributed to key and responsible executive to provide guidance and ensure consistent application. Periodically the HRD review these policies. Arrears of personal policies The personal policies are concern with each of the following areas:Employment Recruitment Interview, Psychological and Aptitude tests, Selection, Medical Examination, Administration and Transfers, Promotions and Termination, Responsibilities for adherence to indiscrimination laws Education and Training Orientation of new employees, Educational needs for employees, Training development programmes, Communications Health and Safety Occupational health, Emergency medical care, Safety programme, Preventive Medicine

Employees Services Cafeteria Vending Machine, Employees Lounge, Lockers, Counseling, Suggestion Scheme W ages and Salary Administration Salary structure, Performance standards and Job evaluation, Salary survey Benefits Group Insurance, Sick-pay plan, Hospitalization, Major medical coverage, Key man Insurance, Pension plan/scheme Labour/Industrial relations Presentation Elections, Collective Bargaining, Grievance Procedures Administration Personnel records, Security, Holidays and Vacations, Office Layout and Services, Work Rules

Recruitment and Selection Procedure INTRODUCTION Human resource is an important corporate asset and the overall performance of company depends on the way it is put to use. In order to realize company objectives, it is essential to recruit people with requisite skills, qualification and experience. While doing so we need to keep present and future requirements of company in mind. Successful recruitment methods include a thorough analysis of the job and the labour market conditions. Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labour shortages, or problems in management decision making. Recruitment is however not just a simple selection process but also requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation. The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply generic theories within specific organizational contexts. RECRUITMENT Recruitment is defined as, a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. Edwin B. Flippo defined recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in the organization. In simple words recruitment can be defined as a linking function joining together those with jobs to fill and those seeking jobs. PURPOSEAND IMPORTANCE The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes and needs are: Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibly, under qualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. Begin identifying and preparing potential job applicants who will be appropriate candidates. Induct outsiders with a new perspective to lead the company. Infuse fresh blood at all levels of the organization. Develop an organizational culture that attracts competent people to the company. Search for talent globally and not just within the company.

FACTORS AFFECTING RECRUITMENT The following are the 2 important factors affecting Recruitment: 1)INTERNAL FACTORS y Recruiting policy y Temporary and part-time employees y Recruitment of local citizens y Engagement of the company in HRP y Companys size y Cost of recruitment y Companys growth and expansion 2)EXTERNAL FACTORS y Supply and Demand factors y Unemployment Rate y Labour-market conditions y Political and legal considerations y Social factors y Economic factors y Technological factors METHODS OF RECRUITMENT Internal Methods: 1. Promotions and Transfers This is a method of filling vacancies from internal resources of the company to achieve optimum utilization of a staff member's skills and talents. Transfer is the permanent lateral movement of an employee from one position to another position in the same or another job class assigned to usually same salary range. Promotion, on the other hand is the permanent movement of a staff member from a position in one job class to a position in another job class of increased responsibility or complexity of duties and in a higher salary range. 2. job Posting Job Posting is an arrangement in which a firm internally posts a list of open positions (with their descriptions and requirements) so that the existing employees who wish to move to different functional areas may apply. It is also known as Job bidding. It helps the qualified employees working in the organization to scale new heights, instead of looking for better perspectives outside. It also helps organization to retain its experienced and promising employees.

3. Employee Referrals It is a recruitment method in which the current employees are encouraged and rewardedfor introducing suitable recruits from among the people they know. The logic behindemployee re y Quality Candidates y Cost savings y Faster recruitment cycles y Incentives to current employees. On the other hand it is important for an organization to ensure that nepotism or favouritism does not happen, and that such aspects do not make inroads into the recruitment process. External Methods: External methods of recruitment are again divided into two categories- Direct External Recruitment and Indirect External Recruitment methods. Direct External Recruitment Methods Campus Recruitment In Campus Recruitment, Companies / Corporate visit some of the most important Technical and Professional Institutes in an attempt to hire young intelligent and smart students at source. It is common practice for Institutes today to hire a Placement Officer who coordinates with small, medium and large sized Companies and helps in streamlining the entire Campus Recruitment procedure. Benefits of Campus Recruitment y Companies get the opportunity to choose from and select the best talent in a short span of time. y Companies end up saving a lot of time and efforts that go in advertising vacancies, screening and eventually selecting applicants for employment. y College students who are just passing out get the opportunity to present themselves to some of the best companies within their industry of interest. Landing a job offer while still in college and joining just after graduating is definitely what all students dream of. On the negative front, campus recruiting means hiring people with little or no work experience. Indirect External Recruitment Methods 1.Advertisements Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs) and should include some important information relating to the job (job title, pay package, location, job description, how to apply-either by CV or application form, etc). Where a business chooses to advertise will depend on the cost of advertising and the coverage needed i.e. how faraway people will consider applying for the job.

2. Third Party Methods y W alk-ins: Walk-ins is relatively inexpensive, and applicants may be filed andprocessed whenever vacancies occur. Walk-ins provide an excellent public relationsopportunity because welltreated applicants are likely to inform others. On the otherhand, walk-ins show up randomly, and there may be no match with availableopenings. This is particularly true for jobs requiring specialized skills. y P ublic and private employment agencies: Public and private employment agencies areestablished to match job openings with listings of job applicants. These agencies also classify and screen applicants. Most agencies administer work-sample tests, such astyping exams, to applicants. y E-Recruiting: There are many methods used for e-recruitment, some of theimportant methods are as follows: a. Job boards: These are the places where the employers post jobs and search forcandidates. One of the disadvantages is, it is generic in nature b. Employer web sites: These sites can be of the company owned sites, or a sitedeveloped by various employer c. Professional websites: These are for specific professions, skills and not general innature. y Gate Hiring and Contractors: The concept of gate hiring is to select people who approachon their own for employment in the organization. This happens mostly in the case of unskilled and semi-skilled workers. Gate hiring is quite useful and convenient method atthe initial stage of the organization when large number of such people may be requiredby the organization Recruitment Process HR practices its function in each and every stages of recruitment. The process comprises fiveinterrelated stages, viz. (i) Planning, (ii) Strategy development, (iii) Searching, (iv) Screening, and(v) Evaluation and control.The function of HR is to make the selection procedure an ideal one. The ideal recruitmentprogrammed is the one that attracts a relatively larger number of qualified applicants who willsurvive the screening process and accept positions with the organization, when offered.

SELECTION Selection is a process of picking individuals (out of the pool of job applicants) with requisitequalifications and competence to fill jobs in the organization. Different hotels apply differentmethods and procedure for recruitment as well as selection. It basically depends on themanagement policies and the size of operation. Selection Process Selection is a long process, commencing from the preliminary interview of the applicants andending with the contract of employment. Fig. shows the generalized selection process. Inpractice, the process differs among organizations and between two different jobs within thesame organization. Selection procedure for senior managers will be long-drawn and rigorous,but it is simple and short while hiring shop-floor workers.

Recruitment & Selection Process at Taj Taj Hotel has standard a list of jobs that are filled in accordance with international standards. However these lists are not permanent and new jobs are added to it keeping in view the changing needs of the workforce. A new vacancy in TAJ HOTEL may arise because of the need to replace the retiring staff, dismissed staff, promoted staff or replacing an employee on job rotation. In case a department needs to fill in a vacancy, head of that particular

department sends a requisite form to the Personnel Manager. The form contains specifics, e.g. whether the position is for a new employee or a replacement, qualifications required for the job and its respective justifications. This requisition form is sent to Personnel Manager and General Manager respectively for their approval. The organization recruiting procedure is based on the nature of Job. What kind of the job is it? Is it job for labor or some managerial level? It depends upon the kind of work job contains, for permanent employees is different, contractual is different. Then according to the requirement, job specification and job description is prepared by the HR manager. The immediate supervisor has to actually tell about the place to be full-filled. HR manager then has to consult with GM of the particular unit. After the proposal has been discussed the approval is given. 1.TAJ HOTEL does not rehire employees which have gone. They prefer fresh graduates employees. 2 .Job posting is maximum of 9 months and minimum of 3 months. During this period if the hired employee is found to be unsuitable the next most suitable candidate is called from the waiting list to replace him. 3.They hire permanent and monthly basis. 4.For labor work TAJ HOTEL uses contractors to provide them with the specified no. of employees as required. These employees are hired by contractors on daily wages .5.The organization does not go for child labor as it is unethical and against the policies of major business firms. 6.They provide 100 % Diversity (Equal opportunity to both genders). 7.Applications from candidates are kept in separate files according to the job titles and whenever there is a vacancy available. Recruitment and selection is the process of: Creating a pool of well qualified and talented candidates and choosing the best candidate from that pool. The recruitment and selection process in an organization has to be aligned with the corporate mission and objectives. The Selection Process Selection varies according to the job post. At TAJ HOTEL for some jobs (i.e. chefs)they use work sample testing technique, whereas the basic criteria for testing and selection listed are: Appearance & Grooming. Professional Qualifications. Experience & Knowledge of Job applied for. Communication Skills in English. Balance Poise & Maturity. Potential for Growth. Reasoning & Judgment. Computer Skills.

SELECTION PROCEDUREATTAJHOTEL: 1.Firstly shortlisting of the CVs is done. Then only the ones who have beenselected on the basis of their resumes are called for the interview. 2.Selection is based on the eligibility of qualification and experience. If thecandidate has the qualification and experience according to the jobspecification then he is called for the interview.

I N TE RVIE W : Step by step procedure is followed in the interviews.1. The candidate is first interviewed by the manager of TAJ HOTEL and the Director HR. This interview is unstructured, the HR manager asks frequent question to screen out the eligibility and potential of the candidate. After conducting interviews from all the candidates he prepares a list of the capablecandidates.2. The second step, in this step the selected candidates are called again for the structured interview which is to be conducted by head of the particulardepartment.3. In such interviews general knowledge questions which are related to the job are asked from the candidates. And also the behavioral based question that what would be the behavior and how a candidate would be performing in a given certain situation. This helps them to judge the personality, temperament ,attitude, and the minimum stress could be handled by the candidate.4. The example of the whole procedure can be such as, like an assistant marketing manager is required so he would be first interviewed by director human resource manager then would be going through a panel interview in which certain job related question will be asked such as, describe 4 Ps of marketing or consumer market and consumer buyer behavior etc. In their opinion behavioral interviewing is a good screening process to screen out the best of the best people. For top level Panel interviews are also taken. General Selection Process: Selection Process for Managerial Department The selection process for managerial department in Orchid involves the following gstages: Preplacement presentation: A brief presentation about the organisation and its features is given to the candidates by the panel. It also involves a briefing with regard to the job profile and the opportunities available. Group Discussion: A topic is given to a group of candidates and their opinions and statements are observed and evaluated by the panel or moderator. P reliminary Interview: A preliminary screening interview is conducted to test the candidates skill level in his field or domain of specialisation along with his communication skills. Final Interview : The final phase of the interview involves a round up with the senior management; this includes negotiations regarding the compensation and any further enquiries regarding the job. Offer letter: The candidate is formally given the JOB offer letter which completes the selection process. Selection Process for House Keeping Department P replacement presentation: A brief presentation about the organisation and its features is given to the candidates by the panel. It also involves a briefing with regard to the job profile and the opportunities available. Group Discussion: A topic is given to a group of candidates and their opinions and statementsare observed and evaluated by the panel or moderator. Eye for detail Test: particular job profile.

Preliminary Interview : A preliminary screening interview is conducted to test the candidates skill level in his field or domain of specialisation along with his communication skills. Final Interview : The final phase of the interview involves a round up with the senior management; this includes negotiations regarding the compensation and any further enquiries regarding the job. Offer letter: The candidate is formally given the JOB offer letter which completes the selection process Selection Process for Chef Preplacement presentation: A brief presentation about the organisation and its features is given to the candidates by the panel. It also involves a briefing with regard to the job profile and the opportunities available. Group Discussion: A topic is given to a group of candidates and their opinions and statements are observed and evaluated by the panel or moderator. Personal Interview : The candidates attributes, strengths, weaknesses etc are tested in this round which involves a formal round with HR manager. Food Trial: The candidates dishes are tasted and based on various parameters the dishes areevaluated and qualified by competent jury. GM Interview : The final phase of the interview involves a round up with the senior management; this includes negotiations regarding the compensation and any further enquiries regarding the job. Offer letter: The candidate is formally given the JOB offer letter which completes the selection process.

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