Q.1 Describe the process of socialization within the organization.

Does the organization

have a formal orientation program?
The Dwarika Hotel follows the three phase model for the employee socialization
process within the organization which includes anticipatory socialization, encounter
and changes & acquisition.
Anticipatory socialization
The socialization process starts with the anticipatory socialization also known as the
pre-arrival stage, which consists of anything a potential organization member has
learned about the organization prior to joining the Dwarika. Part of the pre-arrival
stage is the selection process, which is used by the Dwarika to hire people who can
adequately perform the job but also to select people who will fit well into the culture
of the organization. The selection process provides the organization with
information about the candidate but also gives the job-seeker information about the
organization. When the Dwarika needs to hire new employees, the human resource
department sorts through the hundreds of resumes they have received and eliminates
all applicants that they believe are not qualified to perform the job. The remaining
applicants are then screened, and the candidates that appear to have attitude that
matches the values of the Dwarika are called in for an interview.

Encounter
The second phase in the socialization is the encounter stage which occurs on the
first day on the job. This the phase when the new employee of the Dwarika learns
what the organization is like i.e. the expectations of the new employee meet the
reality of the job. The Dwarika has Onboarding programs such as telling stories
about past events by the existing employees, rituals that express and reinforce the
key values of the Dwarika, material symbols i.e. observable cues that provide
insight into the core values of an organization and language i.e. the acronyms,
slangs, jargons used within the organization, which help the new employees to
adapt and adjust to their new working environment.

Changes and Acquisition

Changes and acquisition is the third and final stage which is also known as the
metamorphosis stage. This occur when the new employee masters his or her new
skills and accepts his or her new role. The Dwaika group offers many rewards and
compensations to the new employees to reinforce them in maintaining their
expected behavior within the organization.
Yes, the Dwarika do conduct orientation programs for their employees in which
the new employees are taken to different departments and are introduced to the
existing employees by their supervisors. In case of the higher level employees
they have an induction program in which the employees are shown picture of the
board of directors and are introduced with the operations level employees.

Q.2 How are the training needs of the organization determined?

Q.3 Describe the on-the-job training and off-the-job training that takes places in the
organization. Do they use any method to determine the effectiveness of training
programs?
According to Ms. Utsaha Pradhan, the HR Executive of Dwarikas, the staffs that are
appointed in Dwarikas are already trained beforehand in all the technical skills that
they need for the job and when they are recruited in the organization they go through
3 months of training program and 5 months of another trial basis (after which they are
officially and legally the complete employees of the Dwarika Hotel). During those 3month period they are taught the ways and acceptable behaviors and practices at
Dwarika Hotel. It is considered as on the job training as they are working and learning
simultaneously and they are getting pad too but they are being constantly monitored
and evaluated and even the employees are evaluating if they can work with the
organization.
Other on the job trainings include honing their skills through job rotation where the
employees are assigned to do tasks other than job. For an example Ms. Pradhan told
us how if an employee is hired as a steward, he can also train for cook or waiter. The
organization however lays emphasis on the employees interest and willingness to
learn new things and venture to determine the job training requirements which may
not be the best of idea.
Off the job trainings of Dwarika include training sessions and seminars which are
specially on topic like natural calamities, emergency response, etc. According to Ms.
Pradhan, they had recently conducted training on earthquake response and heart attack
response by bringing in foreign experts.
Q.4 Explain the employee development methods used in the organization?
The development methods that are used in the Hotel are very much dependent on the
employees will to learn and venture into new things. If an employee wants to develop
their career they have to come up and take the challenge and the responsibility. One
policy of Hotel Dwarika which facilitates this, is that they hire employees for the
organization from their own staff as much as possible. If a post becomes vacant in the
organization, the organization first refers to their already existing staff for the post and
promotes them to the post.

Similarly, the Hotel also allows the staff to work at other places other than the hotel.
For e.g. a steward is allowed to work at other places at other works for example he
can work as a cook in other restaurants so as to develop his skills.
Q.5 Are the employees of the organization empowered? How?
Dwarikas hotel has played a phenomenal role in empowering its employees. It has
helped empower its employees mainly through self-decision making set-up without
consulting the supervisor in most of the time. This applies to the employees from the
lower level to the upper managerial positions. The hotel management has in a sense
decentralized its decision making authority. The HR executive Mrs. Utsha Pradhan
shared that she can make the all major decisions relating to the operations unless it is
about the matters relating to the financial decisions. Even the frontline staffs have the
enough authority to handle all the decisions related to the customers service. They
dont have to wait for the permission from their supervisors to deal with the minor
complexities and errors like comforting the disgruntled guests, replacing wrong
orders, they are liable to deal with such situations with their best possible effort that
reflects the hotels standard.
Q.6 Is there any health and safety standards established within the organization?
Explain.
The health and safety standard established in Dwarikas is up to the standard of its
brand and it is still continuously working to improve on its health and safety standard
for the employees. During our visit to the organization and meeting with the Human
Resource Executive Ms. Utsaha Pradhan, we noticed several factors about the Hotel
and the workplace.
We noticed that the workplace for Human Resource Management, Account and Store
department of the hotel was situated in the basement of the building which is
underground so there was no sunlight in that part of the building and the ceilings were
also very low which would bring the problem of lack of oxygen and suffocation and
no exposure to sunlight which may lead to health problems in the future. There were
the provision of air conditioning and smoke alarm but the passage to the office was
quite small for a large number of people to move at once which may create problems

during the emergency evacuation period. There were no emergency exits in that part
of the building either. The HR, Finance and Store department kept in that part of the
building had us perceiving it was under threat during the time of emergency like
earthquakes, fire or such.
When we talked to Ms. Pradhan many of our perceptions were however cleared.
According to Ms. Pradhan, the measures taken by the Hotel to ensure the health and
safety of its employees and customers are as follows:
The building of Hotel Dwarika is built in a strong foundation and the building is
earthquake resistant so the people need not worry about the collapsing of building
during earthquake.
The Hotel also deals with all the chemicals that it uses like pesticides and germicides
with utmost care for the safety of the employees, clients and the environment.
The Hotel is well equipped with all the basic safety equipment like fire extinguisher,
fire alarms, gas alarms, etc.
The employees are directed to get a health check up on an annual basis.
The employees have been well trained on emergency situations like earthquake, heart
attack, fire breakout, etc.
The employees of the basement section where the gas leakage is most prone are
trained and equipped to evacuate immediately.
The employees are insured which includes accident insurance as well as health
insurance.
The Hotel has felt the need to shift its HR, Account and Store department to a safer
place so they are constructing a new office and workplace for these department to
higher and safer place.
The Hotel uses safety equipment and machines when dealing with the things like
poisonous chemicals and gases.

Q.7 Explain the performance appraisal process used in the organization. What are the
appraisal methods used?