HOTEL JAYPEE PALACE

INTRODUCTION
Amongst the most contemporary of 5 star hotels in Agra India, Jaypee
Hotels offers the luxury that has a subtle blend of the Mughal
architectural brilliance of India and modern amenities. The exquisite
ambience of a prosperous kingdom, the luxury of 5 Star hotels... That's
"Jaypee Palace Hotel" Your own Kingdom.... The sprawling 25 acres in
Agra of landscaped gardens.... Tree lined walkways, Dancing Fountains...
The state-of-the-art Conference Facilities, Modern Business Centre,
Speciality Restaurants, Health Club, 350 elegantly appointed luxury
rooms.... And friends who are dedicated to your services offering you the
luxury of online booking and reservations to one of the best 5 Star hotels
in Agra, India.

OUR VISION

To create Hotels of Excellence where the environment is Warm, Caring &

Sincere for all..

OUR MISSION
Consolidate it`s position as a modern & contemporary hotel chain
that has a blend of technological excellence, elite look, high caliber
staff and is customer driven..
The Jaypee Group with strong values of commitment, integrity and
honesty has been efficiently servicing the corporate and the leisure
traveller through its four Five Star properties in New Delhi, Agra &
Mussoorie.
Immense potential of the tourism industry propelled Jaypee Group's
foray in the hospitality sector and in 1981, Jaypee Siddharth, New
Delhi, a 98-room hotel in the five star category commenced
operations.
Jaypee Vasant Continental, New Delhi, a 123 room hotel, was added
to the product portfolio in 1982. It is located in the upmarket Vasant
Vihar area, strategically close to the airport.
Jaypee Residency Manor, Mussoorie, a hill resort hotel, became
operational in March 1995 and has since firmly established itself as
one of the leading hotels for the corporates as well as leisure
travellers.
March 1999, saw the curtain rise on Jaypee Palace Hotel &
Convention Centre, Agra, a truly world class Hotel and International
Convention Centre. With 350-rooms and suites, Jaypee Palace Hotel
has been designed by Mr. Ramesh Khosla, winner of the prestigious
Aga Khan Award.

HOLIDAY PACKAGE
5

For Packages effective 01st October 05

till 31st March 06 (Except between 22nd
December 05 - 02nd Januray 06)
Palace Getaway Packages
(Valid from 1 April 05 to 30th Sept. 05)
STANDARD LEISURE - 1 Night / 2 Days Package

Price: RS.3999/= / US $ 100 + 5% Tax. (for a couple/Double

room)

Complimentary Breakfast for two.

Two children below 5 yrs are free if sharing the same room with
parents without an extra bed.

Leisure mall Games coupon worth Rs. 500/= can be redeemed

only against leisure mall games.

Extra bed charges for Children between 05-12 yrs. inclusive of

breakfast RS. 475/= + Taxes

Extra bed charges for Adult inclusive of breakfast RS. 550/= +

Taxes

PREMIUM LEISURE - 2 Nights / 3 Days Package

Price: RS.6999/= / US $ 175 + 5% Tax (for a couple/Double

room)
6

Complimentary Breakfast for two.

Two children below 05 yrs are free if sharing the same room with
parents without an extra bed.

Half day local sight seeing once during stay.

Leisure mall Games coupon worth Rs. 1000/= can be redeemed

only against leisure mall games.

Extra bed charges for Children between 05-12 yrs. inclusive of

breakfast RS. 475/= + Taxes

Extra bed charges for Adult inclusive of breakfast RS. 550/= +

Taxes

Rejuvenation Spa Package - 2 Nights / 3 Days Package

Price: RS. 14500/= / US $ 360 + 5% Tax (for a couple/Double

room)

Complimentary Breakfast for two adults.

Health drinks in the room ( choice of juice and light snacks )

Spa treatments (rejuvenation package) for two adults , which

includes Sansha royal facial, Foot bath ritual, Abhyangam, Skin
exfoliation with almond sea shell polish, Sughanda Lepam , Hot
oil head & shoulder massage and Steam bath.

Two children below 05 yrs are free if sharing the same room with
parents without an extra bed.

Extra bed charges for Children between 05-12 yrs. inclusive of

7

breakfast RS. 475/= + Taxes

Extra bed charges for Adult inclusive of breakfast RS. 550/= +

Taxes

The above packages (Agra) includes:

Welcome Drink (Non Alcoholic) on arrival.

In room Tea/Coffee Maker.

20% discount on food & Beverages (Indian Brands Only).

20% discount on Laundry.

Complimentary use of Gymnasium & Swimming pool.

Complimentary use of steam/sauna once during the stay.

Complimentary entry to Leisure mall & Discotheque

Complimentary pick and drop from/to Agra Cantt. railway station

on prior intimation.

Extra

Bed

Charges

are

Per

Person

Per

night.

Taxes on Meal Supplement is 4% and Taxes on package is 5%

NOTE : Package rates in INR are applicable to all Indian nationals &
Foreign

nationals

holding

valid

residential

permit

Package rates in USD are applicable to all foreign nationals.

INTRODUCTION TO RECRUITMENT AND

SELECTION

only.

RECRUITMENT

Recruitment

is a process of

finding

and

capable applicants for employment. The process

attracting

begins when new

recruits are sought and ends when their applications are submitted.
The

result is a pool

of applicants from which new employees are

selected.
---
Recruitment is
compete

to develop,

William B. Werther & Keith Davis

a form of competition. Just as corporations

manufacture andmarket the best product or

service , so they must also compete to identify, attract or hire the

most qualified people .Recruitment is a business and it is a big
business.
---
Recruitment

is

process

of

J.S. Lord

searching for prospective

employees and stimulating and encouraging them to apply for jobs in

an organization . It is
people to

apply

often termed positive in that

for jobs

to

increase the hiring

it stimulates
ratio, i.e., the

number of applicants for job . Selection , on the other hand ,tends

to be negative because it rejects a good number of those who apply,
leaving only the best to be hired.
--- Edwin B. Flippo
9

 Recruitment is a true sales function . A recruiter

uncover

the needs of

the applicants

have those needs and the recruiter can

should

and understand why they

then

show

how

the

organization can specifically satisfy such needs.

---Gale Heritage

SELECTION

Selection process is of one or many go, or no-go gauges.

Candidates

are

screened by

the application of these

gauges.

Qualified applicants go on to the next hurdle, while unqualified are

eliminated.
---Dale Yoder

Selection is a process of differentiating between applicants in order

to identify and hire those with a greater likelihood of success in a job.
---- Thomas H. Stone

Recruitment is a process which fulfills the requirement of

employees in any organization by the selection either internal or
external ,is a deliberate effort of the organization in order to select
fixed number of personnel

from a large number

10

of appointment.

Recruitment is the phase which immediately precedes selection.

Its purpose is to pave the

way for selection procedures by producing

ideally the smallest number of candidates who offer to

either of performing the required tasks

be

capable

of the job from he outset of

developing the ability to do so within a period of time acceptable to

the employing organization .

A primary task of

the recruitment phase is to help would be

applicants to decide whether they

are likely to be suitable to fill the

job vacancy. This is clearly in the interest of both, the employing

organization and the applicant.

Recruitment is the development and maintenance of adequate

manpower resources. It involves the creation of a tool of available
labour upon whom the organization can Draw when it need additional
employees.

Recruitment is the creation of application for specific

through

three

sources :

Exchange Agencies
Present

Employees.

Or

Advertisement , State

Private

Employment

positions

Employment

Agencies

and

In other sources of recruitment , educational

11

institutions , labour unions , casual applications and leasing are also

Utilized.

And Selection is a process by which candidates for employment

are distinguished between those who are suitable and those who are
not. It involves rejection of some candidates and is sometimes
described as a negative proceeds in contract with the positive
programs of recruitment.

Selection refers to the process of offering job to one or more

applicants from the applications.

Selection start with reference to job specification which indicate

not only immediate job requirement but other qualities which may be
desirable in the long run usually the personal qualities which forms the
basis of selection include skill experience, age, education and training,
physical

characteristics,

intelligence,

emotional

stability,

attitude

towards work and personality.

PURPOSE OF RECRUITMENT AND SELECTION

*. To determine the present and future human resource requirements

of the organization in conjunction with human resource planning
12

activities and job analysis activities.

**. To increase the pool of potential personnel and the organization

has a number of options to choose from.

***. To increase the success rate of the selection process by filtering

the number of under qualified or overqualified job applicants.

****. To meet the organizations legal and social obligations regarding

composition of its workforce.

LOCATION

13

Located in the main tourist distrcit of Agra, on Fatehabad Road.

2 Hours from Delhi by Train & 3 hours by road.

10 Kms from Kheria (Agra) Airport.

8 Kms. from Agra Cantt. Railway station.

ACCOMMODATION

14

GUESTROOM FEATURES
350 guest rooms including 12 suites and 40 Executive rooms.

Centrally air - conditioned.

Electronic door lock .

Individual safe.

Iron & Iron Board.

Tea / Coffee maker.

Minibar.

Interactive Television with remote control.

Multi - channel Music.

Direct dial telephones.

Weighing scale.

Free morning Newspaper.

Sewing kit.

Wake up facility.

15

DINING

24 hour Coffee Shop, serving Indian and

continental cuisine for Breakfast, Lunch, Dinner
& Snacks & Beverages.
Popular Dishes Chicken Kathi roll ( non veg )
Veg Sandwich board ( veg )
----------------------------------------------------------------------------------------

The spectacular buffet arrangements increase

the wide options of dining delicacies. Open for
Breakfast, Lunch & Dinner.
Open

7.00

a.m.

to

10.00

a.m.

12.30 p.m. to 3.00 p.m. & 7.30 p.m. to 11.00

p.m.
----------------------------------------------------------------------------------------

16

Exotic Awadhi cuisine or any other Indian

cuisine, will guarantee an experience that will
linger pleasurably for a long time to come.
Open

7.30

p.m.

to

11.00

p.m.

Popular Dishes Murgh ka Mukul ( non veg )

Sunehri khasta ( veg )
----------------------------------------------------------------------------------------

Well stocked Bar, Overlooking the reflecting

pool, serves a wide variety of exotic cocktails &
drinks.
Open 12.00 p.m. to 11.00 p.m.

An ideal setting for a quiet evening retreat by

the pool side, offering snacks and alcoholic
17

beverages.
----------------------------------------------------------------------------------------

First & only South Indian vegetarian restaurant

at a five star hotel in Agra
Open

3.00

p.m.

Popular

Dishes

Kuzhi

to

11.00

Paniharam

p.m.
veg

Vendakkai more kozhumbu ( veg )

----------------------------------------------------------------------------------------

Pre plated snack bar

ROOM SERVICE
Round the clock
---------------------------------------------------------------------------------------TEA LOUNGE
Offering a host of beverages and snacks all day.
Helps fill gap between meals.

18

19

INTRODUCTION TO THE TOPIC

RECRUITMENT
Recruitment is a process concerned with the identification of sources
from where the personnel can be employed and motivating them to offer
themselves for employment.
Thus, recruitment process is concerned with the identification of
possible sources of human resource supply and tapping those sources .

20

In the total process of acquiring and placing human resources in the

organization, recruitment falls in between

the planning for human

resource and their placement after selection.

Recruitment represents the first contact that a company makes with
the personnel having potential to be employed. From the point of view of
potential candidates, recruitment is the process through which they come
to know about the company and the nature of jobs that are being offered.

THE PROCESS OF RECRUITMENT

RECRUITMENT
PLANNING

SOURCES OF
PLANNING

21

CONTACTING
SOURCES

APPLICATION
POOL

TO SELECTION
PROCESS

22

PREPARATION FOR RECRUITMENT:

Before we think of inviting people to apply for a job we have to

decide what types of persons are to be invited and what their
characteristics should be. This calls for fixing the job specifications
which may also be called

man specifications.

Job specification are based on job description which is dependent

on the nature and requirement of a job.

Thus job specification will be

different for each job.

Below are the various element of job specification:

Physical

Specification : For certain jobs some special physical

features may be required. For example for assembly of a TV set or

some other electronic equipment good vision is required ,for typing
job we need finger dexterity, for a heavy job we need a strong,
heavy and thick-set body. The particular physical abilities and skills
necessary for a given job have to be specified. These may refer to
height, weight, vision, finger dexterity, voice, poise, hand and foot
coordination, motor coordination, colour discrimination, age range
etc.
23

Mental

Specification

These

include

intelligence,

memory,

Judgment, ability to plan, ability to estimate ,to read, to write, to

think and concentrate ,scientific faculties, arithmetical abilities, etc.
different jobs require different degrees of such abilities and the
more important ones should be specified.

Emotional and Social Specifications :

These
others ,

include characteristics which will effect his working with

like personal

appearance,

manners,

emotional

stability,
Aggressiveness

or

submissiveness,

extroversion,

Introversion

leadership,
cooperativeness, initiative and drive, skill in

dealing with others

,social adaptability, etc.

Behavioral Specifications : Certain management

Personnel at higher levels of management are expected to
Behave in a particular manner. These are not formally listed
But have to be kept in mind during the process of recruitment,
Selection and placement.

24

RECRUITMENT PLANNING

Recruitment process starts with its planning which involves the

determination of number of applicants and type of applicants to be
contacted.

1. NUMBER

OF CONTACTS: Organizations generally plan to attract

more applicants than what they intend to select as they wish to

have option in selecting the right candidates. This option is required
because some of the candidates may not be interested in joining
the organization, some of them may not meet the criteria of
selection.

Therefore

each

time

recruitment

contemplated the organization has to plan about the

program

is

number of

applications it should receive in order to fulfill all its vacancies with

right personnel.

2. TYPE

OF CONTACTS:

This refer to the type of personnel to be

informed about the job openings based on job description and job
specification. This determines how the prospective personnel may
be communicated about the job openings. For example if an
organization

requires

unskilled

workers,

mere

putting

the

requirement notice on the factory gate may be sufficient,if it

25

requires qualified and experienced managers ,perhaps it may go for

advertisement in national newspapers.

SOURCES OF RECRUITMENT
Normally for an on-going organization there are two sources of supply of
manpower :: Internal and External.
INTERNAL SOURCES: An organization can look for filling the vacancies
through its internal sources . These internal sources may be of two types:
Present personnel and referrals of these personnel.
1.

PRESENT PERSONNEL Various positions in an

organizations may be filled by promoting the present personnel or
by transferring them from a unit/department where there is
overstaffing to a unit/department where they are needed. A more
common method of recruiting from internal personnel is the
promotion which every organization adopts in varying proportion.
Promotion may be based on seniority or merit or a combination of
both. Filling up of organizational positions through promotion is just
like a decision of make or buy. In the context of managing human
resources ,make or buy concept relates to a decision whether the
organization would recruit personnel at the initial level and make
them fit for promotion at higher levels through training and
development activities; or instead of investing in training and
development it would employ experienced personnel directly.
26

Promotion has certain positive aspects in the form of providing

satisfaction to personnel, raising their level of morale, creating
loyalty etc.
However

too

much

reliance

on

promotion

as

source

of

employment may create inbreeding and lack of innovation.

2.

PERSONNEL REFERRALS :

Referrals from existing

personnel may be a good source of internal recruitment . The

present personnel may be in a better position to judge the
suitability of a prospective candidate with whom they are familiar as
they know the nature

of job ,organizational culture and work

ethics. They can relate these characteristics of the organization with

those of the candidate to judge his suitability provided they act
objectively.

EXTERNAL

SOURCES

These

sources

lie

outside

the

organization, like the new entrants to the labour force without

experience. These include college students, the unemployed with a
wider range of skills and abilities, the retired experienced persons and
others not in the labour force ,like married women.
These sources

provide

a wide market

and the best selection

considering skill, training and education. It also helps to bring new

ideas into the organization. Moreover this source never dries up.

27

COMBINING INTERNAL AND EXTERNAL SOURCES :

Internal and external sources do not exist in either or situation, rather

,these

exists

in

terms

of

continuum.

Every

organization

vacancies through promotion ; in the same way ,every organization

to take people from outside. Therefore it is a question of

has
has

combining

both sources and determining the proportion of internals and externals at

various hierarchical levels of the organization.
levels of managerial

Normally, at the lower

hierarchy ,called as entry levels, there is high

proportion of externals. As the chain of hierarchy goes up ,the proportion

of internals increases at the cost of externals. However the pre-requisite
of this pattern of recruitment is the highly developed training and
development system in the organization.
In order to combine internal and external sources of recruitment
,following factors should be taken into account:
Effect of the policy on the attitude and actions of all employees:
Employees no doubt feel more secure and identify their own

long term

interest with that of the organization when they can anticipate first
charge at job opportunities. The general application of the promotion
from within policy may encourage mediocre performance.

28

The point to be considered here by the organization is ,how important

is the loyalty of the employees to it, balancing the risk of mediocre
performance.
The level of specialization required of employees:
The principal source in many organizations may be the ranks
present employees

of

who have received specialized training.

The degree of emphasis on participation by employees at all

levels:
New employees from outside , with no experience in the firm ,
may not know enough about its service or product or processes to
participate effectively, for some time at least.
The need for and availability of originality and initiative within the
organization:
If the organization feels that it is training its people for these
qualities it may prefer its own people; if not , new people with
different ideas may be taken from outside.
Acceptance of seniority principal :The policy or promotion from
within will succeed only if management and employees accept the
seniority principal with or without suitable modifications for
promotion.
If it is not accepted selection may better be done on an open
basis.
29

METHODS OF RECRUITMENT
All methods of recruitment can be put into three categories:

DIRECT METHODS,

INDIRECT METHODS, and

THIRD PARTY METHODS.

a)

Direct methods include sending recruiters to educational and

professional institutions ,employee contacts with public ,manned
exhibits and waiting lists.
SCHOOLS AND COLLEGES: For clerical ,labor and apprenticeship
help,

high

schools

can

be

extensively

used.

For

technical,

managerial and professional jobs, colleges, university departments

and specialized institutes, like the IITs, and IIMs, are used . These
institutions usually have placement officer or a teacher-in-charge of
placement ,who normally provides help in attracting

employers

arranging interviews, furnishing space and other facilities and

providing

student resumes.

The companies maintain a list of such institutions , keep in touch

with them , send their brochures indicating job openings ,future
prospects etc. On the basis of these students who want to be
considered for the given job(s) are referred to the company
recruiter.

30

EMPLOYEES CONTACT WITH THE PUBLIC : The employees of

the organization are told about the existence of

particular

vacancies and they bring this to the notice of their relatives ,friends
and acquaintances.
MANNED EXHIBITS : The organizations send recruiters to
conventions and seminars , setting up exhibits and fairs ,and using
mobile offices to go to the desired centers .
WAITING LISTS : Many firms lean heavily on their own application
files. These records

list individuals who have indicated their

interest in jobs, either after visiting the organizations employment

office or making enquiries by mail or phone. Such records prove a
very useful source if they are kept up- to- date.
(b)

Indirect methods cover advertising in newspapers , on the

radio , in trade and professional journals , technical journals and

brochures.
When qualified and experienced persons are not available through
other sources ,advertising in newspapers and professional and
technical journals is made. Whereas all types of advertisements can
be made in newspapers and magazines, only particular type of
posts should be advertised in the professional and technical
journals, for example, only engineering jobs should be inserted in
journals of engineering.
31

A well thought-out and planned advertisement for an appointment

reduces the possibility of unqualified people applying. If the
advertisement is clear and to the point ,candidates can assess their
abilities and suitability for the position and only those who possess
the requisite qualifications will apply.
(c) Third Party methods various agencies are used for recruitment
under these methods. These include commercial and private
employment agencies , state agencies placement offices of schools
colleges

and

professional

associations

,recruiting

firms

,management consulting firms ,indoctrination seminars for college

professors, friends and relatives.

PRIVATE EMPLOYMENT AGENCIES

occupation like general office

specialize in specific

help, salesmen,

technical workers,

accountants, computer staff, engineers and executives, etc. These

agencies bring together the employers and suitable persons
available for a job. Because of their specialization ,they can
interpret the needs of their clients and seek out particular type of
persons.

STATE OR PUBLIC EMPLOYMANT AGENCIES , also known as

Employment or Labour Exchanges , are the main agencies for public
32

employment . They also provide a wide

range of services ,like

counseling, assistance in getting jobs, information about the labour

market,labour and wages rates,etc.

EXECUTIVE SEARCH AGENCIES

maintain complete information

records about employed executives and recommend persons of high

calibre for managerial ,marketing and production engineers posts.
These agencies are looked upon as head hunters , raiders, and
pirates.

INDOCTRINATION SEMINARS FOR COLLEGE PROFESSORS:

These are arranged to discuss the problems of companies to which
professors are invited . Visits and banquets are arranged so that
professors may be favourably impressed and later speak well of the
company and help in getting required personnel.

FRIENDS

AND

RELATIVES

OF

PRESENT

EMPLOYEES

constitute a good source from which employees may be drawn. This

, however ,is likely to encourage nepotism, i.e. persons of ones
own community or caste may be employed. This may create
problems for the organization.

33

TRADE UNIONS are often called on by the employers to supply

whatever additional employees may be needed. Unions may be
asked for recommendations largely as a matter of courtesy and an
evidence of goodwill and cooperation.

PROFESSIONAL SOCIETIES
providing

promising

management

may provide leads and clues in

candidates for engineering ,technical and

positions.

Some

of

these

maintain

mail

order

placement services.

TEMPORARY HELP AGENCIES

employ their own labour force

,both full-time and part-time and make them available to their

client organizations for temporary needs.
CASUAL LABOUR SOURCE

is one which presents itself daily at

the factory gate employment office . Most industrial units rely to

some extent on this source. This source, is the most uncertain of all
sources.

DEPUTATION

: Persons possessing certain abilities useful to

another organization are sometimes deputed to it for a specified

duration . Ready expertise is available but,as you can guess ,such
employees do not easily become part of the organization.
34

CONTACTING

SOURCES

ADVERTISEMENT
INTERNET RECRUITING
CAMPUS RECRUITMENT
JOB FAIRS
CONSULTANCY FIRMS
PERSONAL CONTACTS
INTERVIEWS

APPLICATION POOL
Whatever the method of recruitment is adopted ,the ultimate
objective is to attract as many candidates as possible so as to
have flexibility in selection. When the sources of recruitment are
contacted ,the organization receives the applications from
prospective candidates. The number of applications depends on
the

type of organization, the type of jobs, and the conditions in

specific human resource market.

For example, in the case of Indian Civil Services ,the number of
applicants runs into many thousands. In the corporate sector ,an
organization can expect more number of applications when it
advertises for the positions of management/executive trainees as

35

compared to when it advertises for experienced personnel .

Similarly, the number of applications depends on the image of
the organization.
An organization having better perceived image is able to attract
more number of applications .
Various applications received for a particular job are pooled
together which become the basis for selection process.

36

As per me Recruitment and selection means the

following

R Reliable

S Sagacious

E Effluent

E Eligible

C Creative

L Loyal

R Rationale

E Efficacious

U Unique

C Constructive

I Intelligent

T Talented

T Tactful

I Innovative

M Mature

O Optimist

E Excellent

N Noble

N New

T Task oriented

37

SELECTION
Selection is the process of securing relevant information about an
applicant to evaluate his qualifications, experience and other qualities
with a view to matching these with the requirements of a job.
It is essentially a process of picking out the man or men best suited
for the organizations requirement.
Selection can be conceptualized in terms of either choosing the fit
candidates, or rejecting the unfit candidates, or a combination of both.
Selection involves both because it picks up the fits and rejects the
unfits.
In fact in Indian context ,there are more candidates who are rejected
than those who are selected in most of the selection processes.
Therefore sometimes it is called a negative process in contrast to
positive program of recruitment.

38

SELECTION PROCESS
FINAL SELECTION
RECOMMENDATION
PHYSICAL
EXAMINATION
APPLICATION
REFERENCES
SELECTION
INTERVIEWS
SELECTION
TESTS
APPLICATION
FORM
PRELIMINARY
INTERVIEW

REJECTIONS

39

SELECTION PROCESS
The selection process involves rejection of unsuitable or less suitable
applicants .This may be done at any of the successive hurdles which an
applicant must cross. These hurdles act as screens designed to eliminate
an unqualified applicant at any point in the process .
This technique is known as the successive hurdles technique.
Yoder calls these hurdles go,no-goguages. Those who qualify a hurdle
go to the next one ;those who do not qualify are dropped out .
Not

all

selection

complexity

of

the

processes,
process

however
usually

include

increases

these
with

hurdles.
the

level

The
and

responsibility of the position to be filled.

These hurdles are actually the various levels of selection process.
Moreover ,these hurdles need not necessarily be placed in the same order
. Their arrangement may differ from organization to organization.

40

INITIAL SCREENING OR PRELIMINARY INTERVIEW

This is a sorting process in which prospective applicants are given the
necessary information about the nature of the job and also, necessary
information is elicited from the candidates about their education,
experience, skills ,salary expected etc. If the candidate is found to be
suitable ,he is selected for further process and, if not ,he is eliminated.
This is a crude screening and can be done across the counter in the
organizations employment offices. This is done by junior executive in the
personnel department. Due care should be taken so that suitable
candidates are not turned down in hurry. Since this provides personal
contact for an individual with the company, the interviewer should be
courteous, kindr exceptive and informal.
When a candidate is found suitable ,an application form is given to him to
fill in and submit.

41

APPLICATION SCRUTINY
It is seen that sometimes applications are asked on a plain sheet. This is
done where no application forms are designed. The applicant is asked to
give details

about age, marital status, educational qualifications, work

experience, and references. Different types of application forms e.g. ,one

for managers ,the other for supervisors and a third for other employees.
Some forms are simple, general and easily answerable, while others may
require elaborate ,complex and detailed information. Reference to
nationality ,race, caste, religion and place of birth have been regarded as
evidence of discriminatory attitudes and should be avoided.
An application form should be designed to serve as a highly effective
preliminary screening device ,particularly, when applications are received
in direct response to an advertisement and without any preliminary
interview.
The applications can be used in two ways :
(i)

To find out on the basis of information contained therein as to

the chances of success of the candidate in the job for which
he is applying,

(ii)

To provide a starting point for the interview.

It is often possible to reject candidates on the basis of scrutiny of the

application as they are found to be lacking in educational standards,
experience or some other relevant eligibility and traits.
42

SELECTION TESTS
A test is a sample of an aspect of an individuals behavior ,performance or
attitude. It can also be systematic procedure for comparing the behavior
of two or more persons.
PURPOSE OF TESTS : The basic assumption underlying the use of tests
in personnel selection is that individuals are different in their job-related
abilities and skills and that these skills can be adequately and accurately
measured.
Tests seek to eliminate the possibility of prejudice on the part the
interviewer or supervisors. Potential ability only will govern selection
decisions.
The other major advantage is that the tests may uncover qualifications
and talents that would not be detected by interviews or by listing of
education and job experience.
TYPE OF TESTS: The various tests used in selection can be put into four
categories:

Achievement and Intelligence Tests,

Aptitude or Potential Ability Tests,

Personality Tests, and

Interest Tests.
a). Achievement or Intelligence Tests

43

These are also called Proficiency tests . these measure the skill
or knowledge which is acquired as a result of a training
programme and on the job experience. These measure what the
applicant can do.
These are of two types:
Test for measuring job knowledge: These are known as Trade
Tests .These are administered to determine knowledge of typing
,shorthand

and

in

operating

calculators,

adding

machines

,dictating and transcribing machines or simple mechanical

equipment. These are primarily oral tests consisting of a series
of questions which are believed to be satisfactorily

answered

only by those who know and thoroughly understand the trade or

occupation. Oral tests may be supplemented by written, picture
or performance

types.

Work Sample Tests: These measure the proficiency with which

equipment can be handled by the candidate . This is done by
giving him a piece of work to judge how efficiently he does it.
For example, a typing test would provide the material to be
typed and note the time taken and mistakes committed.

44

(b) Aptitude or Potential Ability Tests :

These tests measure the latent ability of a candidate to learn a new
job or skill . Through these tests we can detect peculiarity or
defects in a persons sensory or intellectual capacity .

These focus

attention on particular types of talent such as learning,

reasoning and mechanical or musical aptitude .Instruments used are

variously described as tests of intelligence, mental ability , mental
alertness or simply as personnel tests.
These are of three types:
Mental Tests : These measure the overall intellectual ability or intelligence
quotient(I.Q.) of a person and unable us to know whether he has the
mental capacity to deal with new problems.

These

determine

an

employees fluency in language, memory, induction, reasoning, speed

of perception ,and special visualization.
Mechanical Aptitude Tests : These measure the capacity of a person to
learn a particular type of mechanical work. These are useful when
apprentices

,machinists,

mechanics

,maintenance

workers,

and

mechanical technicians are to be selected.

Psychomotor or skill tests

: These measure a persons ability to do a

specific job. These are administered to determine mental dexterity or

motor ability and similar attributes involving muscular movement ,control
45

and coordination . These are primarily used in the selection of workers

who have to perform semi-skilled and repetitive jobs ,like assembly work,
packaging ,testing, inspection and so on.

(c) Personality Tests : These discover clues to an individuals value

system ,his emotional reactions ,maturity and his characteristic mood.
These tests helps in assessing a persons motivation , his ability to adjust
himself to the stresses of everyday life and his capacity for interpersonal
relations and for projecting an impressive image of himself. They are
expressed in terms of the relative significance of such traits of a person
as

self-confidence,

ambition,

tact,

emotional

control,

ptimism,decisiveness,sociability,conformity,objectivity,patience,
fear,distrust,initiative,judgement,dominance,impulsiveness,sympathy,inte
grity and stability. These tests are given to predict potential performance
and success for supervisory or managerial jobs.

The personality tests are basically of three types:

Projective Tests: In these tests , a candidate is asked to project his own
interpretation onto certain

standard stimuli. The way in which he

responds to these stimuli depends on his own values. ,motives and

personality.

46

Situation Tests:

These measure an applicants reaction when he is

placed in a peculiar situation, his ability to undergo stress and his

demonstration of ingenuity under pressure .
These tests usually relate to a leaderless group situation, in which some
problems are posed to a group and its members are asked to reach some
conclusions without the help of a leader.

Objective Tests: These measure neurotic tendencies, self-sufficiency,

dominance, submission and self-confidence.

(d) Interest Tests: These tests are designed to discover a persons

areas of interest and to identify the kind of work that will satisfy him. The
interest tests are used for vocational guidance ,and are assessed in the
form of answers to a well prepared questionnaire.

Limitations of Selection Tests:

From the basic description of tests described above,one should not

conclude that a hundered percent prediction of an individuals onthe job success can be made through these tests. These tests ,at
best,reveal

that

candidates

who

have

scored

above

the

predetermined cut-off points are likely to be more successful than

those who have scored below the cut-off point.
47

These tests are useful when the number of applicants is large.

Moreover ,tests will serve no useful purpose if they are not properly
constructed or selected or administered.

Precautions in using Selection Tests :Test results can help in selecting the
best candidates if the following precautions are taken:
I. Norms should be developed as a source of reference on all tests
used in selection and on a representative sample of people on a
given job in the same organization. This is necessary even though
standard tests are available now under each of the above
categories. Norms developed elsewhere should not be blindly used
because

companies

differ

in

their

requirements,

culture,

organization structure and philosophy.

II.

Some ,Warm up should be provided to candidates either by giving

samples of test, and/or answering queries before the test begins.

III. Tests should first be validated for a given organization and then
administered for selection of personnel to the organization.
IV.
V.

Each test used should be assigned a weight age in the selection.

Test scoring ,administration and interpretation should be done by
persons having technical competence and training in testing.

48

INTERVIEW
MEANING AND PURPOSE : An interview is a conversation with a
purpose between one person on one side and another person or persons
on the other.
An employment interview should serve three purposes:
i.

Obtaining information,

ii.

Giving information, and

iii.

Motivation.

It should provide an appraisal of personality by obtaining relevant

information about the prospective employees background ,training work
history,

education

and

interests.

The

candidate

should

be

given

information about the company ,the specific job, and the personnel
policies. It should also help in establishing a friendly relationship between
the employer and the applicant and motivate the satisfactory applicant to
work for the company or organization.

49

TYPES OF INTERVIEWS:
INFORMAL INTERVIEW: This may take place anywhere . The employer
or a manager in the personnel department , may ask a few
questions ,like, name, place of birth, previous experience
experience, etc. it is not planned and is used widely when the
labor market is tight and workers are needed very badly. A
friend or a relative of the employer may take a candidate to
the house of the employer or manager where this type of
interview may be conducted.
FORMAL INTERVIEWS: This is held in a more formal atmosphere in the
employment office by the

employment officer with the help of well-

structured questions. The time and place of the interview are stipulated
by the employment office.
PLANNED INTERVIEW : This is a formal interview carefully planned.
The interviewer has a plan of action worked out in relation to time to be
devoted to each candidate, type of information to be sought , information
to be given , the modality of interview and so on. He may use the plan
with some amount of flexibility.
PATTERNED INTERVIEW : This is also a planned interview but planned
to

a higher degree of accuracy, precision, and exactitude. A list of

questions and areas is carefully prepared . The interviewer goes down the
list of questions, asking them one after another.
50

NON-DIRECTIVE INTERVIEW : This is designed to let the interviewee

speak his mind freely. The interviewer is a careful and patient listener,
prodding whenever the candidate is silent. The idea

is to give the

candidate complete freedom to sell himself without encumbrances

of

the interviewers questions.

DEPTH INTERVIEW :

This is

designed to intensively examine the

candidates background and thinking and to go into considerable detail on

a particular subject of special interest to the candidate. The theory it is
that if the candidate found good in his area of special interest ,the
chances are high that if given a job he would take serious interest in it.
STRESS INTERVIEW : This is designed to test the candidate and his
conduct and behavior by putting him under conditions of stress and strain
. This is very useful to test the behavior of individuals under disagreeable
and trying situations.
GROUP INTERVIEW : This is designed to see how the candidates react
to and against each other. All the candidates may be brought together in
the office and they may be interviewed.
The candidates may , alternatively be given a topic for discussion and be
observed as to who will lead the discussion, how they will participate in
the discussion, how each will make his presentation, and how they will
react to each others views and presentation.
51

PANEL INTERVIEW :

This is done by members of the interview board

or a selection committee .This is done usually for supervisory and

managerial positions.
It pools the collective judgments and wisdom of members of the panel
.The candidate may be asked to meet the panel individually for a fairly
lengthy interview .
INTERVIEW RATING :
categorized

Important aspects of personality can be

under the following seven main headings :

1) Physical makeup: Health, physique, age, appearance, bearing,

speech.
2) Attainments: Education, occupational training, and experience.
3) Intelligence: Basic and effective.
4) Special

Attitudes:

Written

and

oral

fluency

of

expression

innumeracy, organizational ability, administrative skill.

5) Interests: Intellectual,

practical, physically active, social,

Artistic.
6) Disposition: Self reliance nature, motivation, acceptability.
7) Circumstances: Domestic, social background and experience, future
prospects.
This is called The seven point plan .The importance of each of these
points will vary from organization to organization and from job to job.
52

Hence these should be assigned weight age according to their degree

of importance for the job.
On the basis of information gathered through an interview ,each
candidate should be rated in respect of each point given above as
(i) outstanding, (ii)good, (iii)above average, (iv)below average or (v)
unsatisfactory.
Limitations of interviews:

Interviews have their own limitations in

matters of selection. Some of these are mentioned below:

Subjective judgments of the interviewer may be based on

his prejudices ,likes, dislikes, biases etc.

One prominent characteristics of a candidate may be

allowed to dominate appraisal of the entire personality.

The interviewers experience may have created a close

association between some particular trait and a distinctive
type of personality.

Some managers believe that they are good at character

analysis based on some pseudo-scientific
are guided by their own abilities at it.

53

methods

and

QUALITIES OF GOOD INTERVIEWERS: A good interviewer

should have the following qualities:

Knowledge of the job or other things with which

interviews are concerned.

Emotional maturity and a stable personality.

Sensitivity

to

the

interviewees

feelings

and

sympathetic attitude.

Extrovert behavior and considerable physical and

mental stigma.

54

GUIDELINES FOR IMPROVING INTERVIEWS:

Not all interviews are effective . Their effectiveness can be improved if

the following points are kept in mind by an interviewer:

An interview should have a definite time schedule with ample time

for interview. It should not be hurried.
The impersonal approach should be avoided.
Interview should have the necessary element of privacy.
The interviewer should listen carefully to what the applicant says
and the information collected be carefully recorded either while the
interview is going on or immediately thereafter.
Attention should be paid not just to the words spoken, but also to
the facial expressions and mannerisms of the interviewee.
The interview should end when sufficient information has been
gathered.
The interviewee should be told where he standswhether he will
be contacted later, whether he is to visit another person, or it
appears that the organization will not be able to use his abilities.

55

PHYSICAL EXAMINATION
Applications who get over one or more preliminary hurdles are sent for a
physical examination either to the organizations

physician or to a

medical officer approved for the purpose.

Purposes: A physical examination serves the following purposes:
1) It gives the indication regarding fitness of a candidate for the job
concerned.
2)

It discovers existing disabilities and obtains a record thereof ,

which may be helpful later in deciding the companys responsibility
in the event of a workmans compensation claim.

3) It helps in preventing employment

of those suffering from some

type of contagious diseases.

4) It helps in placing those

who are

whose physical handicaps may

specified jobs.

56

otherwise employable but

necessitate assignment only to

CONTENTS OF PHYSICAL EXAMINATION

The applicants medical history.

His physical measurementsheight, weight, etc.

General examination skin, musculature and joints.

Special sensesvisual and auditory activity.

Clinical examination eyes ,ears, nose ,throat and teeth.

Examination of chest and lungs.

Check of blood pressure and heart.

Pathological tests of urine, blood etc.

X-ray examination of chest and other parts of the body.

57

Neuro-psychiatric

examination

,particularly

when

medical

history or a psychiatric examination, particularly when medical

history or a physicians observations indicate an adjustment
problem.

REFERENCE CHECKS:

The applicant is asked to mention in his application the names and

addresses of ,usually three such persons who know him well . These may
be his previous employers , friends, or professional colleagues. They are
approached by mail or telephone and requested to furnish their frank
opinion , without incurring any liability , about the candidate either on
specified points or in general.

They are assured

that all information

supplied would be kept confidential. Yet, often either no response is

received or it is generally a favorable response.

58

FINAL DECISION

Applicants who cross all the hurdles are finally considered. If there are
more persons then the number required for a job, the best ones i.e.,
those with the highest scores are finally selected.

59

LITERATURE
REVIEW

60

LITERATURE REVIEW
Selection And Recruitment
We have many premium term papers and essays on Selection And
Recruitment. We also have a wide variety of research papers and book
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papers or use our search engine.

Selection And Recruitment

Employment recruitment and development literature review Critically
evaluate various screening and selection methods and recommend a
screening

and

selection

programme

for

your

department

This paper will critically evaluate and explore the key tools and techniques
that are used in selection and recruitment process by the organizations.
Organizations have in fact, a vast range of tools to consider in screening
and selecting a workforce. This paper will analyze the theoretical
principles behind the relevant screening and selection method and then
apply the theories to the Centre.

The first section of this paper defines

and describes the key concepts of validity, predictive validity, utility and
reliability and then investigating the nature of call centre work and
identifying the key competencies required in the Jaypee Hotels.

The

second section will critically evaluates the selection methods such as

61

application

blanks,

biographical

data,

reference checks and initial interviews.

resumes

and

cover

letters,

The third section will analyze and

evaluate the selection methods of personality tests including service

orientation inventories, cognitive testing, work samples, integrity tests,
structure interviews and assessment centre's.

This paper concludes with

a final screening and selection plan for the Jaypee Hotels and considers
its

implementation.

Organization's

major

challenge

in

the

rapidly

changing work environment is designing and managing successful staffing

processes. (Hangman & Judge, 2008).

Organizations use external or

internal recruitment methods to get the best possible candidate in order

to achieve their goals and objectives.

Ledge (1995), argues that the

integration and internal consistency of human resource systems is very

important for organizational success.

Thus he says that the selection

and recruitment processes are the foremost part of finding and identifying
potential candidates.

62

RECRUITMENT AND SELECTION PROCESS AT

HOTEL JAYPEE PALACE
Company has always practiced a number of effective applicants
through different methods of recruitment and selection.

Recruitment of Managers

1). Recruitment of fresh candidates in managerial group is directly

done through the campus interview preferably from IIMs and XLRI
and other reputed business schools. These fresh candidates are
recruited as management trainees for at least one year.

2). Recruitment of candidates in management staff requires prior

experience. Here indirectly applications are invited from different
places on the basis of advisement through Employment Exchange
consultancies and newspapers.

3). Vacancy for the job involves framing of job description in

consultation

with

HOD,

by

the

personnel

department.

The

requirement of job is assessed and judged. Then accordingly the

job specialization is finalized.

63

4).The approval from the corporate HRD is necessary for the filling
of any vacancy.

After the creation of vacancies the following procedure is

adopted:

(i)

Publication

of

vacancies

is

done

through

H.R.D./personnel department and all applications are

invited by advertisement.
(ii)

Applications are reduced through screening and a file of

rest of the candidates is maintained and whenever any
vacancy is there, they are invited to apply through
formal channel.

(iii)

Having considered suitable applications, the process of

written test and interview is started by personnel
department.

(iv)

On the basis of merit of written test and interview,

appointment letters to the selected applicants are sent.
The person namely appointed is kept for a specific
probation period.

(v)

Engagement letters
dispatched.
64

or conformation letters are

(vi)

The permanent employees have to go through medical

examination before joining.

Recruitment of skilled staff (worker category):

After the publication of vacancies, the H.R.D./personnel department is

required to notify by internal or external source or by a particular notice
board.

Applications are collected through H.O.D., given by personnel department

. Personnel manager are decided for the recruitment of vacancies through
following sources.

1). Internal source :

DIRECT METHOD:

Selection is made amongst the existing staff

subject describing candidates.

2). External source :

External sources are mainly:

Newspaper

Consultancy

Campus-interview.
65

ENGAGEMENT OF APPRENTICES:

1). The engagement of an apprentice is to train a person in technical line

as per the provisions of the apprentice act 1961.
2). An apprentice should be a trained person from an affiliated Hotel and
Tourism Institute in prescribed trade. In few trades the fresher are also
allowed for apprenticeship.
3). The apprentice should be medically fit at the time of joining.
4). The facility of health and safety are same as provided to permanent
workmen of the establishment.

66

ENGAGEMENT OF CONTRACT LABOUR:

If the Hotel Jaypee has additional workload such as maintenance and

repair of building and plant contract labour may be engaged to meet
the requirement of additional work.
They are mainly employed in the area if maintenance and repair.
Contractors list is maintained according to the nature of work.

67

SELECTION PROCEDURE AT HOTEL JAYPEE PALACE

The procedure is concerned with screening relevant information about an

application . This information is secured in a number of steps.

The prime objective is to find out enough about the applicant so that he
may be matched with the job.

THE STEPS OF SELECTION PROCESS ARE :

1). Firstly the candidates are invited through call letters for interview.
2). And after that there is a direct personal interview through which the
candidates are assessed and selected for written test.
3). Those candidates who are selected in written test are called then for
final interview, group discussion and case study and finally eligible
candidates are selected.
At present, in Jaypee Hotel :

The

candidates

for

any

specific

job,

selection

body

interview committee both sit together to select the candidates.

68

and

 Interview rating sheet is distributed to all

interviewers for their

rating and comments on candidates.

All the rating sheets are combined together and than

the final

candidates are selected.

Call letters for appointment are issued.

And finally conformation letters are issued.

INDUCTION:

Selected candidates, on joining the company are introduced with the

companys work environment, job, rules and regulations.

69

OBJECTIVE OF THE STUDY

SIGNIFICANCE OF THE STUDY
RESEARCH METHODOLOGY

70

OBJECTIVE OF THE STUDY

Acquire and operate hotel properties, furnished and equipped to the

top of the UK 3 Star classification standards, and maintain them at

this level.
Build relationships
contracts

and

with

investors,

successfully

secure

manage

the

hotel

management

hotel

investments,

underpinning asset values.

Re-establish our position in the market place as a recognized and

trusted Hotel Management Company.

Achieve levels of profit sufficient to provide for reinvestment and

suitable returns to shareholders and investors.

Within each hotel operation, provide complete satisfaction to
clientele in terms of facilities and service standards, food and

beverage and related products, at a fair price.

Manage hotels by human resource policies which encourage and
reward individual and unified effort and achievement, provide
training and personal development opportunities and create a

working environment in which staff can feel valued.

Market the hotels through recognized and trusted Brands (where
appropriate), selected agencies and direct marketing initiatives

from the hotels, to high standards of ethics and taste.

Adopt best commercial practice and ethical standards in dealing
with clientele, suppliers of goods and services and other contacts.

71

SIGNIFICANCE OF THE STUDY

72

This classification comes from a long-term cooperation of the professional

federations HO.RE.KA R the Association of Enterprisers in Tourism and
the Hotel Industry and NFHR R the National Federation of Hotels and
Restaurants with the support of the Ministry for Regional Development
and Czech Tourism.
The result of this cooperation is the official classification of
accommodation

establishments

in

the

Czech

Republic.

This

material in principle classifies voluntarily registered hotels on the basis of

a large scale standard gauge into five classes selected as: * (tourist), **
(economy), *** (standard), **** (first class) and ***** (luxury).

RESEARCH

METHODOLOGY

73

Methodology plays a key role in project work. It consist of two

steps:

1. RESEARCH DESIGN :

Research design is the basic frame work which provide

guidelines for the best of research process. It basically involves

COLLECTION OF THE DATA.

WHAT SAMPLING PLAN SHOULD BE USED.

2. SAMPLING PLAN:
a)

Sampling size

b)

Sampling procedure : Random Stratified

74

: 20 Employees

3.DATA COLLECTION METHODS:

These are the basic tools used for collection of data:

a) Questionnaire
b) Books
c) Personal interviews

SOURCES OF
DATA

PRIMARY SOURCE

SECONDRY
SOURCE

L M PRASAD
IGNOU
BOOKS
QUESTIONNAIR

JAYPEE
HOTELS
POLICIES

75

DATA ANALYSIS & INTERPRETATION

DATA ANALYSIS AND INTERPRETATION

1. Are you satisfied with the accommodation facility, provided by

the Hotel

This is the first basic need of a human. Accommodation should be

situated in a good environment and should be in a good area where one
can survive easily. There are so many big concerns who does not provide
accommodation facility to their employees, but JAYPEE PALACE HOTEL
provides accommodation facility to their employees. HOTEL JAYPEE
PALACE HOTEL has its own township.

76

2.Are you satisfied with the health care facility?

Health care is one of the important factor life. HOTEL JAYPEE PALACE
HOTEL has its own township, so the company provides Hospital for the
employees, with a good number of doctors for all diseases. There are 11
doctors and 14 nurses available at Hotel..

77

3.Are you feeling secure about your job?

This is another factor of motivational theory. Feeling secure about the

increases the morale of the employee. HOTEL JAYPEE PALACE HOTEL
employees are feeling secure about their jobs. The officers of HOTEL
JAYPEE PALACE HOTEL are experienced and permanent.

78

4.Are you satisfied with your team members at your work place ?

Team work exaggerates the morale of the employees and they puts heir
best effort. The employees of HOTEL JAYPEE PALACE HOTEL, Agra are
very much satisfied with there team members, all the employees are cooperative with each other.

79

5.Are you satisfied with the Recruitment & Selection programs

which are provided by the company ?

Recruitment & Selection program this is one of the factor which every
employee needs at the very first time in an organization and this is a
continuous process. The employees of HOTEL JAYPEE PALACE HOTEL are
not fully not satisfied with this factor.

80

6. Are you satisfied with your salary package?

This is the question on which no one will give true answer. Because every
person wants more and more money than he/she gets and thats why
everyone mustn't satisfied with their salary packages. But when I ask the
employees of HOTEL JAYPEE PALACE HOTEL about their salary package
according to their performance, and performance wise they are satisfied
with the salary package. But there are a few young employees are
working there, who are not satisfied with the salary package which they
are getting. When I ask about those unsatisfied employees to employees
who spends their long period of time in HOTEL JAYPEE PALACE HOTEL
said that, if they (unsatisfied employees) are not satisfied, then why do
they working at here. They must work at there where they gets the right
salary according to there performance and should leave HOTEL JAYPEE
PALACE HOTEL.
81

7. Does the company co-operates and helps you at any emergency

time?

HOTEL JAYPEE PALACE HOTEL co-operates with there employees in an

emergency time. All the employees are very much satisfied with the
emergency helping facility. The facilities are like, if one of the employees
family member or the employee itself suddenly suffers from a measure
disease, company helps them by providing sufficient money.

82

8. Do you get recognition for your individual/group performance?

Near about 85% HOTEL JAYPEE PALACE HOTEL employees of the survey
gets

recognition

for

their

individual/group

performance.

The

rest

employees dont get any recognition because they are new. This is
another motivational factor which motivates the employees to give their
best again and again towards the company.

83

9. Are you associated with any social activity ?If yes then, what is
that ?

There are a less number of employees who are associated with any social
activity, near about 40% of employees are associated. Some are
associated with temple committee, and organizes festivals. Some are
associated with the community centre and organizes occasional festivals
(new year parties), etc.

84

10. Which one you possess in life style?

This question reflects the quality of life of the employees of Hotel Jaypee
Palace Hotel. Above 90% of employees has their own house, own car, own
ACs, own computer/laptop, and all those necessary items which are
needed in todays life style. The rest of employees has their own house.

85

CONCLUSION
&
SUGGESTIONS
86

CONCLUSION
The

conclusion

from

Recruitment and Selection

my

point

of

view

after

studying

of Employees at Jaypee Hotel and

the
after

gathering all the information is that Jaypee Hotel has a very systematic
recruitment and selection process. Hotel has an effective procedure of
inviting applications for employment for both management staff and
workers in experienced and inexperienced grades.
Jaypee Hotel believes in the good institutes for the recruitment of
candidates. Jaypee Hotel approaches to different institutes

for campus

recruitment. From these institutes candidates are taken as management

trainees and further trained by the company for the period of one year.
Jaypee Hotel procedure is one of the best procedures to select the
good candidates. The personnel department plays an important role in
regulating all the activities before finally selecting candidates till the end.

87

Recruitment of permanent employees is done to update authorized staff

length, which is received monthly and which is decided by personnel
department.
In this way Ive concluded that Jaypee Hotel has a fair and effective
method of Recruitment and Selection.

SUGGESTIONS

Recruitment of Female candidates should be done in different

departments as females can contribute more than males.

Campus interview should be conducted at different institutes other

than XLRI and IIMs as it will enhance the scope and chances of
search of talents.
The approval of the vacancies instead of Head Office Mumbai ,
should be done from here Aligarh itself.
Company should maintain maximum computerized personnel
records.
There should be effective record maintenance of permanent
employees , apprentice ,contract labour etc.
Terms and conditions of employment should be clear to all
employees.
88

 Advertisement on all India basis should be done properly to give

chances to good and efficient candidates.

QUESTIONNAIRE

PERSONAL PROFILE:
NAME (OPTIONAL):
AGE:
NATURE OF JOB:
DESIGNATION:

YOU ARE REQUESTED TO GIVE YOUR OPINION ON EACH QUESTION

ON THE LEVELS MENTIONED.

LEVEL

FULLY
SATISFIED

PARTIALLY

CANT

SATISFIED

SAY

DISSATISFIED

89

SOMEWHAT
DISSATISFIED

TOTALLY

POINTS

INDUCTION PROCESS

TRAINING PROVIDED TO YOU

TECHNOLOGY USED AT T&D:

TRAINERS AT HOTEL:

ARE YOU AWARE OF THE WAY YOUR RECRUITMENT & SELECTION

YES or NO

PROCESS OF RECRUITMENT & SELECTION:

WORKING CONDITIONS

OFFICE ACCOMODATION

CHECK AND CHANGE ROOM

SUPPORT/ GUIDANCE FROM SENIORS

OFFICE EQUIPMENTS & TOOLS
90

WORKING ATMOSPHERE

REMUNERATION & ALLOWANCES:

CANTEEN:

QUALITY OF FOOD

VARIETY OF FOOD

DRINKING WATER FACILITIES 1

CATERING SERVICES

DISTRIBUTION OF COUPONS

TIME SCHEDULE OF SERVICES 1

MEDICAL FACILITIES:

AVAILABILITY OF SPECIALIST

No. OF QUALIFIED DOCTORS

AVAILABLITY OF MEDICINES

OPD

91

 INDOOR FACILITIES

HOUSE KEEPING OF HOSPITALS 1

RESIDENTIAL ACCOMODATION
MAINTENANCE OF QUARTERS

RATE OF ELECTRICITY, WATER,

& RENT
SPACE AVAILABLE IN QUARTERS
GRADE BASIS OF ALLOTMENT

RECREATION:

RECREATION FACILITIES AT
EMPLOYEES CLUB

INDOOR AND OUTDOOR GAMES 1

TRANSPORT:

CONDITION OF BUSES

No. OF BUSES

SCHEDULE & ROUTE

92

2
2
2

3
3
3

4
4
4

5
5
5

EDUCATION PROVIDED TO THE

EMPLOYEE CHILDREN IN TOWNSHIP

CONVEYANCE

CONVEYANCE ADVANCE

CONVEYANCE ALLOWANCE

FURNITURE LOAN SERVICE:

HOUSE BUILDING ADVANCE:

LATEST TECHNOLOGY USED AT HOTEL:

PROCEDURE OF HANDLING GRIEVANCES: 1

93

BIBLIOGRAPHY

94

BIBLIOGRAPHY

L.M. PRASAD
INTERNET
IGNOU BOOKS
HOTEL BROACHERS

1. Internet.
www.J.P.HOTEL.com
www.hotelindustry.com

2. Indian Journal of H R

3. Research Methodology C.R. Kothari

95

4. Human Resource management Gary Dessler

96