HUMAN RESOURCE MANAGEMENT

One of the companys defined basic objectives is to develop and maintain an organization which will readily respond to and adopt the changing matrix of sociotechno-economic relationship where a climate of growing professional competence, self discipline, mutual understanding, deep commitment and a sense of belongingness will be fostered and each employee will be encouraged to grow in accordance with his potential for furtherance of the organizational goals. The main function of this department is to look after the welfare of the staff which includes planning, organizing, directing, controlling and developing. It maintains a record of all the staff working in the hotel. The salary to be issued is calculated by this department. All the activities like recruitment, training and development, promotions are done here which lead to the yearly increments and also the performance appraisal of the staff.

RECRUITMENT PROCESS AT TAJ GATEWAY HOTEL

Identifying the vacancy Job Description Advertising the vacancy Managing the response Short -listing the applicants Evaluation Sources of Recruitment Internal Sources 1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience. 2. PROMOTIONS

The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. UPGRADING AND DEMOTION Upgrading and Demotion of present employees according to their performance.

4. RETIRED AND RETRENCHED EMPLOYEES Retired and retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment of such people save time and costs of the organization as the people are already aware of the organizational culture and the policies and procedures. External Sources

1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. EDUCATIONAL INSTITUTES Various institutes are good source of recruiting. They provide facilities for campus interviews and placements. The source is known as Campus Recruitment. 3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing). 4. EMPLOYMENT EXCHANGES Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. 5. LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain close contacts with sources of such workers. This source is used to recruit labour for construction jobs. 6. EMPLOYEE REFERRAL / RECOMMENDATIONS Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can enquire these leaders for suitable jobs in some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade unions.

EMPLOYEE BENEFITS AND SCHEMES

PMS Performance driven culture that is reinforced, aligned with balanced score card. Enhanced clarity through competency mapping for all levels. ESS Employee satisfaction system that is recognized as a key business driver. The results are ESS are presented, discussed and then appropriate action plans are formulated and then implemented. Recognition Mechanism Are in the form of Bravo Billboard where the employees who have done brave deeds are suitably rewarded. Stars are given to the employees on the basis of their daily performance which is consolidated in the end of the month and then the employees with the highest number of stars are rewarded. Appreciation in the form of letters that are displayed on the notice board. Communication Sessions\ Town halls Monthly meetings Department meetings Saturday Meetings New joiner meetings with the manager Welfare and Recreation Cultural events Long service awards Staff picnics Workshops on relevant issues Sports events Issues on the health and safety These are monitored through process improvements and safety audits.

 Movie Screening At regular intervals movies are screened for the employees of Taj Gateway Hotel with theatre like ambience. Innovation Day Every week a day is allotted wherein there is an innovation competition held which is aims at developing creativity of the employees. Birthday Bash On the day of the birthday the employee is given a cake from Taj Gateway and at the end of the month a family dinner is organized. Sports Meet An annual sports meet is held and employees are divided into four houses namely Jal , Vayu, Agni and Bhoomi Food Festival Regularly a food festival is held wherein a particular region is selected and various delicacies of that region cuisine are prepared on that day. Locker Facility Employees are provided with individual lockers wherein they can keep their belongings. Accommodation Outstation employees are provided with accommodation in areas close by to the hotel. In house doctor An in house doctor is available for employees to enquire regarding their health on every alternate days.

 Vocational Services Various classes are conducted for employees like computer classes, English classes, etc. Recreation Room There is recreation room where employees can work on their fitness,browse newspaper, watch tv and many more.

ZAIKA (STAFF CANTEEN)

The personnel department manages the staff canteen. Personnel manager recruits the staff for the canteen and they work from morning 0600 hrs to 2030 hrs. they are mainly responsible for preparing the staff meals and for the upkeep and cleanliness of the cafeteria and the kitchen. Personnel supervisor is in-charge of issuing raw materials to the cafeteria staff for the preparation of the food for the staff meals. He is also responsible to check the register to find out the total number of staff eaten in the cafeteria and on which days and their different shifts. He is also responsible to prepare the menu for the day.

TAJ STARS
The programme allows employees to win points (at the recommendation of a colleague or a guest). This gives them access to different levels of standing that go hand in-hand with specific rewards. In addition, employees are strongly encouraged to make suggestions and recommend innovations that maybe applied to the group as a whole. For example, a bellboy received an American guest recently after a late-night flight. While escorting him to the room, he realized that the guest had the beginnings of a cold. The guest, though, declined his offer to fetch a doctor. So, of his own accord, the bellboy got the guest a glass of warm water spiked with some ginger and honey (this is a home remedy). The guest was surprised and delighted. He wrote a note about this gesture and this added to the employees points. Accumulation of points enables an employee to pin a star on his lapel. Still more points gets him into exclusive clubs that can fetch him gift vouchers, cash prizes and holidays in a Taj hotel of his choice. Last year, the winners of this programme were honoured at an Oscar- style ceremony at the Taj, Mumbai. Clips about the winners were screened and the managing director gave away the awards. This served as a huge morale-booster across the group. The concept was devised in 2000 to encourage employees, to make them go beyond their call of duty, to motivate them to have fun, and to introduce joy at the work place. Each hotel in the group has a general manager, a HR manager and a training manager who evaluates every single suggestion and nomination made. The entire process is web enabled and is monitored regularly. After the ceremony last year, every hotel even those who did not take the programme seriously earlier has pulled up its socks and is trying to get there. The programme has generated plenty of enthusiasm and has improved our guest satisfaction levels. The employee is getting acknowledged and our service standards have gone up. Since this links directly to our business in the form of repeat customers, Stars is not only a feel-good operation but also a strategic success, a programme that has been patented by the Taj Group.