A PROJECT REPORT ON

TRAINING AND DEVELOPMENT

WITH REFRANCE TO
BAJAJ HOTEL.PVT LTD

In Partial fulfillment for the award of

BACHELOR OF BUSINESS MANAGEMENT
Submitted By

POTNURU VINAY KUMAR

Regd No 114131607059
Under the Guidance of
Mrs. VIDHYA. M M.Com
(Department of Commerce & Management)

Prism Degree & P.G. College

Rajendranagar,
Visakhapatnam
(Affiliated to Andhra University)
2016-2017

1
 PREFACE

True learning is born out of experience and observation practical

experience is one of the best types of leanings that one can remember
throughout the life. After II semesters in learning theoretical aspects of
administration and management, the day come to apply these in
corporate world in content of modern industrial enterprise that has to go
through its different terminal to achieve that corporate goals. The main
object of practical training is to develop practical knowledge and
experience and awareness about industrial environment and business
practices in the student as a supplement to theoretical studies of
administration and management in specific area like HRM. It increases
the skill, ability and attitude of a student to perform specific job in
industrial environment.

Fortunately, I got golden opportunity to visit and complete my six week

training at . Here, I got chance to see the functioning HRD departments
and imbibe a lot learning of the subjects.

THE PALM BEACH Hotel a wide Organization in service sector

etc. It has developed in many fields. Today it is a legend in the world of
business and organization at a home and abroad.

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 CERTIFICATE

This is to certify that the project report entitled TRAINING AND

DEVELOPMENT in THE PALM BEACH HOTEL,
Visakhapatnam submitted in partial fulfillment of the award of the
Bachelor Of Business Management is a record of bonafied research
carried out by MR. VINAY KUMAR POTNURU Under my guidance
and supervision.

Place: Visakhapatnam
Date: 17-02 -2017

Mrs.VIDHYA. M
M.Com

3
 DECLARATION

I hereby declare that the project report titled A STUDY

TRAINING AND DEVELOPMENT carried out in Hindustan
shipping limited, VISAKHAPATNAM is an original and bonafied
work undertaken by me in partial fulfillment of the Bachelor of
Business Management, of Prism degree and P.G. College affiliated to
Andhra University, Visakhapatnam.

The project comprises my original work and due acknowledgment

has been made in text to all other text materials used. This report has not
been submitted to any other University or organization at any time.

Place: Visakhapatnam
Date:

POTNURU VINAY KUMAR

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 CHAPTER-I

INTRODUCTION

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INTRODUCTION

The success of any organization in the long run depends very much on the

quality of its human resources. human resources comprise the aggregate of

employee attributes including knowledge, skill, experience and health, which are

presently and potentially available to an organization for the achievement of its

goal. In other-works human resources consist of the value of the productive

capacity of the firms human organization. of all the prime resource is recognized

as the most vital and the most valuable resource.

Human Resource Management (HRM), a relative new term, that emerged

during the 1930s. many people used to refer it before by its personnel
administration or personnel management. but now, the trend is changing. it is now
termed as Human Resource Management (HRM). Human Resource Management
is a management function that helps an organization select, recruit, train and
develops.

Human Resource Management is defined as the people who staff and

manage organization. It comprises of the functions and principles that are applied
to retaining, training, developing, and compensating the employees in organization.
it is also applicable to non-business organizations, such as education, healthcare
etc. Human Resource Management is defined as the set of activities, programs, and
function that are designed to maximize both organizational as well as employee
effectiveness.

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 Scope of HRM without a doubt is vast. All the activities of employee, from
the time of his entry into an organization until he leaves, comes under thehorizon
of HRM. The divisions included in HRM are recruitment, payroll, performance
management, Training andDevelopment, Retention, Industrial Relation, etc. out of
all these division, one such important division is training and development.

Human Resource Development (HRD) is mainly concerned with providing

Learning experiences for the people associated with an organization through a
behavioral approach adopting various processes. Learning experiences for the
people associated with an organization through a behavioral approach adopting
various processes. The individual is provided with learning experiences not in
isolation but he shares others learning experiences also. Such learning experiences
are provided with the main objective of developing human beings for their
advantage and harnessing their physical, mental and intellectual endowments and
abilities for the growth of the organization.

Human Resource Development (HRD) in the organization content refers to

the process whereby the employees are continuously helped in a planned way to:

(a) Acquire or sharpen capabilities required to perform various tasks and functions
associated with their present or future expected roles

(b) Improve their general enabling capabilities as individuals so that they are able
to discover and exploit their own inner potential for their own andor organizational
development purpose.

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(c)Develop an organization culture where superior subordinate relationships,
teamwork, and collaboration among different sub-units are strong and contribute to
the professional well-being, motivation and pride of employees.

HRD from the organizational point of view is a process in which the

employees of an organization are helped/ motivated to acquire and develop
technical, managerial and behavioral knowledge, skills and abilities and mold the
values, beliefs and attitudes necessary to perform present and future roles by
realizing the highest human potential with a view to contribute positively to the
organizational, group, individual and social goals.

Significance of training and Development:

The mainresources of any productive are physical, financial and human.
formany years, human resources received the least amount of attention, until the
behavioral science approaches were recognized. And out of this the new concept
organizationalbehavioral grew.Gradually there were number of booksand articles
seeking to recognize the human side of management. The concern for human
resources become important from the 1970s and the field human resource
management virtually exploded into a variety of specifications concerned with
human resources.

HRD is concerned with providing learning experiences for people. When we

study about HRD it is better to avoid the use of the word training. HRD is not
synonymous with training. The movement, during the 1970s towards HRD
reflects more than a cosmetic change. It reveals significant conceptual changes. Of
course HRD is not new. It is only our understanding of the term that is new.

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 Development of human resources is essential for any organization that
would like to be dynamic and growth oriented. Unlike other resources, human
resources have rather unlimited potential capacities. The potential can be used only
by creating a climate that can continuously identify bring to surface, nature and use
the capabilities of people. HRD system aim at creating such a climate.

These are obviously the traditional functions of the personnel development.

They are still needed, and they are very important. Without attention to these
activities, little organization could continue to function, particularly if they are
labor intensive rather than capital intensive. In all organizations, HRU is an
important activity.

This is the newest of the three area of specialization. Before 1970, it is

difficult to see any organization with people involved in any of these areas. Some
leading Organizations utilized external consultants, but even these organizations
seldom considered having a unit developed to HRE. Increased concern over the
quality of work life has contributed to under scoring the necessity for an
organization to have people who are concerned with HRE.

Training objectives:

Generally line mangers ask the personnel manager to formulate the training
policies. The personnel manager formulates the following training objectives in
keeping with the companys goals and objectives.

(a) To prepare the employee both new and old to meet the present as well as
the changing of requirements of the job and the organization.
(b) To prevent obsolescence.
(c) To impart the new entrants the basic knowledge and skill they need for an
intelligent performance of definite job.

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 (d) To prepare employees for high level tasks
(e) To assist employee to function more effectively in their present positions
by exposing them to the latest concepts, information and techniques and
developing the skills they will need in their particular fields.
(f) To build up a second line of competent officers and prepare them to
occupy more responsible positions.
(g) To broaden the minds of senior managers by providing them with
opportunities for an in charge of experiences within and outside with a
view to correcting the narrowness of outlook that may arise from over
specialization.
(h) To develop the potentialities of people for the next level job.
(i) To ensure smooth and efficient working of a department.
(j) To ensure economic output of required quality.
(k) To promote individual and collective morale, a sense of responsibility ,
co-operative attitudes and good relationships.

Benefits of training
Training is necessary for improving the quality of work of employees. There
are some other reasons also for which this training becomes necessary. Explained
below are various factors, giving rise to the need for training:

1. Employment of in-experienced and new labor requires detailed instructions

for effective performance on the job.
2. People have not only to work, but work effectively with minimum of
supervision, minimum of cost, waste , and spoilage, and to produce quality
goods and services.
3. Increasing use of fast changing techniques in production and other
operations requires training into newer methods for the operatives.

1
0
 4. Old employees need refresher training to enable them to keep abreast of
changing techniques and the use of sophisticated tools and equipment.
5. Training is necessary when a person moves from one job to another because
of transfer, promotion or demotion.

Principles of Effective Training Programs

Certain principles are followed for developing effective training programs.

Some of these are described below:
1. An adequate interest in and motive for learning is essential because people
are goal-oriented.
2. Learning is active, and not passive.
3. People learn more and faster when they are informed of their achievements.
4. People learn more by doing than by hearing alone.
5. Time must be provided to practice what has been learnt.
6. Knowledge of the standards of performance makes learning effective.
7. Learning is a cumulative process. An individuals reaction to any lesson is
conditioned and modified by what has been learned by him in earlier
lessons and by previous experience.
8. Early success increases an individuals for effective learning.
9. Effective learning results when initial learning is followed immediately by
application.
10. The rate of learning decreases when complex skills are involved.
11.Learning is closely related to attention and concentration.
12. Learning is more effective when one sheds ones half-knowledge,
prejudices, biases, likes and dislikes.

1
1
Training Needs:

Every organization big or small, productive or non-productive, economic or

social, old or newly establish should provide training to all employees irrespective
of their qualification, skill, suitable for the job etc. Thus, no organization can
choose whether or not to train employees.

Training is not something that is done once to new employees, it is used

continuously in every well run establishment. Further, technological changes,
automation, require updating the skills and knowledge. As such an organization
has to retrain the old employees. Specifically, the need for training arises due to the
following reasons.

a)ToMatch the employee specifications with the job requirements and

organizational Needs: An employees specification may not exactly suit to the
requirements of the job and the organization irrespective of his past experience,
qualifications, skills, knowledge, etc. Thus every management finds deviation
between employees present specification and the job requirements and
organizational needs. Training is needed to fill these gaps by developing and
modeling the employees skills, knowledge, attitude, behavior etc, to the tune of
the job requirements and organizational needs.

b)Organizational Viability and the Transformation Process: If the

organization does not adapt itself to the changing factors in the environment, it
will lose its market share . If the organization desires to adapt these changes, first
it has to train the employees to impart specific skills and knowledge in order to
contribute to the organizational efficiency and to cope with the changing
environment.

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2
c)Technology Advances: Every organization in order to survive and to effective
should adopt the technology, i.e. mechanization, computerization and automation.
Adoption of latest technological means and methods, will not be complete be until
they are manned by employees posing skill to operate them. So organization
should train the employees enrich them in the areas of changing technical skills
and knowledge from time to time.

d) Organizational complexity: This leads to growth in number and kind of

employees and layers in organization hierarchy. This creates the complex problems
of co-ordination and integration of activities adaptable for and adaptable to the
expanding and diversifying situations. This situation calls for training in the skills
of co-ordination, integration and adaptability to the requirements of growth,
diversification and expansion.

e) Human relations: Trends in approach towards personnel management has

changed from the commodity approach to partnership approach, crossing the
human relations approach. so today, managements of most of the organizations has
to maintain human relations besides maintaining sound industrial relations. So
training in human relations is necessary to deal with human problems and to
maintain human relations.

Need for the study

Every organization needs to have well trained and experienced personnel to
perform the activities that have to be done. If the present or the potential job
occupant can meet this requirement, training is not important. But it is not the case
, it is necessary to raise the skill levels and increase the versatility and adaptability

1
3
of employees inadequate job performance or a decline in productivity or changes
resulting out of job redesigning or a technological break through requires some
type of training and development efforts in a rapidly changing society, employees
training and development are not only an activity that is desirable but also an
activity that an organization must commit resources to if it is to maintain a viable
and knowledgeable work force.

The growth of the organization is associated with the development of its

workforce; therefore the need of Human Resource Development is felt as it
Training and development is used to bring out the hidden qualities in peoples in
order to make them accomplish new function leading to organizational and
individual goals.improvesthe efficiency of employees, checks monetary at work,
better communication, development of mutual cooperation and creativity.

Training, Education and development are three terms frequently used in all
training there is some education there is some training and the two processes
cannot be separated from development.

Objectives of the study:

The aim the present study was to achieve the following objectives:
(a) To study the significant of hotel industry scenario in Andhra Pradesh
(b) To present the issues relating to Human Resource Management.
(c) To examine HRM practices in service like palm beach hotel Visakhapatnam.
(d) To analyze the welfare measures adopted in palm beach, Visakhapatnam.
(e) To offer suggestions for effective management of Human Resources.

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Methodology: The data to be collected through two important sources i.e.,
primary data as well as secondary data.

Primary data: The primary data was collected from the various officials of palm
beach hotel, Visakhapatnam by way of personal interview and oral enquiries.

Secondary data: The secondary data Was collected from the available records of
palm beach hotel, Visakhapatnam i.e., administrative report, service regulations,
DGH manuals etc.

Limitations:

1.The scope of the study is limited to the personnel department and the Human
Resource Department of palm beach hotel.
2. The study was conducted with the data available and the analysis was made
accordingly.
3. Many of the employees might not reveal much of the information for the fear of
their superiors.
4. As the questionnaire was condensed, certain factors could not be studied in
depth. Nevertheless the questionnaire did provide relevant data to the study.
5. Area is limited to only training and development.
6. The study is however centered on the present methods followed for training and
developing in palm beach hotel.
7. The study is taken up for the employees excluding the top level management.
8.Time constraint and the scope of the study are limited to the particular palm
beach hotel only.

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Presentation of the study

The project has been presented in five chapter one deals with introduction
consisting of objectives need for the study, methodology, period of the study etc.
chapter two discussed the profile of Palm Beach hotel. Chapter three analyzed
various aspects relating to HRM and its implementation in organization. The fourth
chapter covers with specific HRM practices implemented by Palm Beach hotel
during the study period while the final chapter gives an outline of summary and
suggestions.

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 CHAPTER-II

PROFILE OF PALM BEACH HOTEL

VISAKHAPATNAM

13
PROFILE OF PALM BEACH HOTEL

PalmBeachtheHotelsbelongs to the BAJAJ group. The hotel was

established in 1980 in the city of Visakhapatnam. The hotel consisted of ground
+1stfloor. The hotel is located in the commercial hub of the city, close to major
public and private sector offices, making it the first choice for premium guests.

In the early days, before the inception of Vizag steel plant , all Russians
visiting vizag choose to stay at palm beach hotel. Not just the Russians, but most
foreigners visiting the port city opted for palm beach hotel, which was ever popular
for the high standards it set for itself.

The hotel is a member of the Federation of Hotel &Restaurant Association

of India(FHRAI),South India Hotels and Restaurants Association(SIHRA),
International Hotel Association(IHA)and Travel Agents Association of
India(TAAI). The property sprawls across about 3.5 Acres, encompasses beautiful
landscaped garden and is centrally air conditioned.

Location:
In the heart of the city,6km away from the railway station and 16 km from
the airport.

Rooms:
The 44 room hotel consisting of rooms in 3 categories Executive,
Premium and the suite of these, 14 are double rooms and 6 are deluxe suites.

The rooms have undergone recently, and hospitality with the new designs;
Dcor and elegant furnishing give the interiors a magnificent look.

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 a. There are 15 rooms in the Executive category
b. There are 23 rooms in the premium category
c. There are 6 Deluxe suites

Accommodation
The palm beach hotel brings to you a wide selection of rooms/suites
designed with the exclusive intention of pampering guest by providing elegant and
comfortable rooms. Well-designed interiors, a pleasing ambience and the most
indulgent service these are all dedicated to make your stay here an exceptionally
pleasurable experience.

The 44 room hotel comprises rooms in three different categories

Executive, premium and the Deluxe Suite. Of there, 14 are double rooms and 6 are
Deluxe Suites.

Service & Facilities:

Centrally Air conditioned room, 24 hours Room Service. Telephone with

direct STD, ISD, E-mail and Internet Facility. Secretarial service, Currency
Exchange, Minibar, Laundry and Dry Cleaning, Beauty parlour and Saloon,
Swimming pool, Doctor on call, Free Locker Facility. Postal Services, Travel and
Car rentals, Florist, Shopping Arcade.

No.of Employees:

1. The total number of employees is 210

2. Permanent employees is 150
3. Casual & trainee employees is 60

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Total Departments:
The total no. of Departments is to be 13.

1. Food & Beverage service department.

2. Food & Beverage production Department.

3. Front office Department

4. House keeping department

5. Financing & Accounts department

6. HR department

7. Marketing department

8.Purchase department

9. Maintenance department

10. Administrative department

11. Stores department

12. Garden department

13. Security department

Restaurants
1.Masala Mafia : The multi-cuisine restaurant offering a-la-carte service giving a
breath taking view of beautiful location. The 24-hr. coffee-shop offering Buffet
Breakfast, Buffet Lunch, Buffet Dinner as well as a la-carte menu and Snacks.

2.Sea Deck : The multi-cuisine restaurant offering a-la-carte service with a live
band in the evening

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3. Mafia bar : For an exclusive experience, enter the MAFIA BAR in the ground
level. The distinctive dcor will add a keener edge to your pleasure, as you savor
your favorite blends.

Facilities:
1.Health Club:

Palm beach hotel has a world-class health club equipped with a sauna and a
Russian bath. Besides, there are facilities for massage, aerobic sessions and
strength training, with experts to guide you how to use the latest equipment.

Tariff

Annual Membership Rs.1200/- +Tax

Half year Membership Rs.6000/- +Tax

Quitter year Membership Rs.3000/- +Tax

Monthly Membership Rs.1500/- + Tax

Herbal massage Rs.700/- per Hour

Sauna/Steam Bath Rs.250/-per visit

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2. Conference and Banquet Facilities

Function Area Conference Reception Banquet

Place (in sq. ft.) Sit-down

Hall 1 2400 200 400 150

Hall2 1250 150 250 100

Hall3 1000 100 150 80

Swimming Pool
A beautiful pool with crystal clear water regularly treated with prescribed
treatment agents. A rejuvenating dip in our clean water swimming pool is the
perfect way to wash away the fatigue of an especially demanding working day.
Else, take a swim just for the fun of it.

Other Services and Facilities:

1. Centrally air-conditioned rooms with 24 hours Room Service.
2. Room Telephone with direct STD,ISD
3. Free locker service.

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 4. Currency exchange.
5. Doctor on call.
6. Laundry &Dry Cleaning.
7. Swimming pool.
8. Shopping Arcade.
9. Travel & Taxi Services and conducted Tours.
10.Postal Services.
11.Business Centre with all secretarial facilities like Internet facility,
photocopy machines and fax.
12.Florist.

Palm beach hotel chain of hotel A reputed name in the hospitality industry for
over 30 years. The company operates a range of hotels of hotels at Mumbai from
super luxury Hotel palihills to high-quality budget property

The properties are specially calibrated to address both the specific needs.
Leisure tourists enjoy a range of recreation facilities swimming pool, tennis and
basket-ball courts, library and health club. Those participating in conferences and
seminars use these unwinding options as well. When it comes to business thought,
they bank on our well-equipped conference halls.

Procurements of manpower is mainly through campus recruitment by

visiting to various Hotel Management college and also by paper advertisements.
After the employee is selected, placed and introduced he/she is compulsory
provided with training facilities. In the training programs, dos and dont are
taught, standing orders are given, nature of work is explained etc.,

19
CHAPTER-III HRM

20
HRM PRACTICES IN PALM BEACH HOTEL
VISAKHAPATNAM

Palm Beach hotel pvt.limited is one of the reputed organizations in

Visakhapatnam specially made by Sri Arujun Bajaj and associates. It is a four star
category Hotel at Visakhapatnam and commenced its commercial operations in the
year 1979.

Palm beach Hotel land area is 3 acre with regard to location, the hotel is
situated in the heart of the city. It has all geographical advantages as it is situated in
the central locality i.e. 6 km away from the railway station and 16km from
theairport and 5 km from city bus station. Location is easily accessible to tourists
and business travelers.

The hotel welcomes you to the tradition Indian hospitality, complimented by

a spectrum of 20th century comfort that make your visit a pleasure. A vast
landscaped garden giant marble lobby provided a sense of elegance and space.

HRDEPARTMENT FUNCTION IN THE PALM BEACH HOTEL:

1. HR Management:

Human resources, along with financial and material resources, contribute to the
F&B services in our hotel, and we cater to the needs of the customers up to their
expectations.

a) Good human resources practices can help in attracting and retaining the
best personnel in the hotel.
b) Good human resources practices can also motivate the hotel staff to do
the outstanding work.
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 2. Recruitment & Selection:

Recruitment refers to these sets of activities in our hotel uses to attract smart
and competent talented candidates who fit into our requirement at various
levels.

The process of recruitment depends up on the requirement of our hotel in

various departments. Appropriate Recruitment & Selections activities identify
the best people for the available jobs and make sure that they are placed in
suitable position.

3. HR Policies
a. Recruitment

It is the process of such prospective employees and stimulated to

applyfor the jobs in our hotel.

b. Selection

It is the process of ascertaining the qualifications and experience, skills,

knowledge etc, of an applicant with a view to appraising his/her suitability for a
job.

Procurement of manpower is mainly through campus recruitment visiting

to hotel management colleges for recruitment, paper advertisement etc

c. Performance Appraisal

It is the systematic evaluation of individuals with respect to theirperformance

on their job and their potential, their development.

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Performance Appraisal in Hotel Palm beach

The merit rating system of each and every employee in the hotel will be
evaluated yearly in the following factors will be taken into consideration for merit
rating are

1) Initiative
2) Punctuality
3) Job Knowledge
4) Quality of work
5) Quantity of work
6) Loyalty to the company
7) Attitude towards supervisors, subordinates and colleagues.

When an employee joins a hotel for carrier growth .So annual confidential
performance appraisal report are framed for the employees . Grading of employees
and accessing his skills is/as follows.

1. Average
2. Below average
3. Poor
4. Good
5. Very Good
6. Outstanding
d. Training and development:

After an employee selection, placed and introduced, he/she must be provided with
training facilities. Training is the act of increasing the knowledge and skills of the

23
employee for doing a particular job. We conduct to our staff. Staff awareness
training program included:

a. Dos and donts and taught

b. Financial structure of ht organization
c. Standing orders
d. Nature of work
e. Behavior of the workmen
f. Maintaining the hygienic conditions
g. Organization needs etc
e. Wage and Salary Administration

One month salary will be given in advance which will be deducted

later in six installments. But sometimes it is flexible and the period varies. In
case any person requires salary in advance he can avail it. Loan is given and
3times the salary of the employer. Monthly installment will be deducted.

1. Minimum wage as on the date for unskilled employee-Rs. 5772/-

2. It includes dearness allowance and all.

Employer Satisfaction

Every employee of each department will be counseled by the HR manager

on rotation basis to find out the employee on the job satisfaction. Those who are
unsatisfied on their jobs, they will be transferred to other departments basing on
their interest and performance,they will be trained in that department on which key
area they are interested.

f. Disciplinary Proceedings

Disciplinary actions are initiated as per the standing order of our hotel.

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 i. Grievances

Any employee can directly approach to management to settle their grievances.

We follow the open door system to settle the grievances of our employees. The
management strongly believes in directing addresses to their grievances.

In our hotel normally we dont initiate any disciplinary proceedings against any
employee until unless it is mandatory. We believe in counseling the employee
initially. Even still, if he doesnt change the attitude towards the act of discipline
the disciplinary design will be initiated against the employee.

Procedure for disciplinary action against an employee for any misconduct will
be taken according to the provisions of the Andhra Pradesh shops & establishment
Act and the rules made there under.

ii. Standard orders

The HR department is function in HOTEL PALM BEACH HOTEL

basing on these standing orders here with Refphotocopy of standing orders
attached

ii. Competitive Analysis:

Since ours is hotel industry, we have to compare with all categories of hotels
form star hotel segment to downward small parlour and eating houses. We have to
follow certain rules and regulations or hotelier associations. Whereas when it
comes to competition, on rooms, food & beverages, banquets rates have to quote
reasonable in comparative to other star hotels. No employer can reduce or quote
very less prices where the objection will be raised by the hoteliers association.
Out of various HRM practices, my study is specially focusing on training and
development practices in Palm Beach hotel.

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TRAINING AND DEVELOPMENT IN PALM BEACH HOTEL
In Palm Beach hotel training plays important role for the employees to
develop their skills, knowledge and attitude towards their job requirements.
Manpower of Palm Beach hotel was being imparted with training activities
continuously as a part of HRD in the training center Human Resource
Development center.

Training is the corner stone of sound management for it makes employees

more effective and productive. It is actively and intimately connected with all
personnel and management activities. The need of training is to develop specific
and useful knowledge, skills, and techniques. It is intended to prepare people to
carry out predetermine tasks in well-definied job contexts. Training is basically a
task-oriented activity aimed at improving performance in current or future jobs.

Palm Beach hotel has an overall perspective of the significant of training and
hence does not leave any scope in acquiring the benefits from training. Its training
process is steady and persistent.

Important of Training and Development:

1. Training helps to remove performance deficiencies in employees when;
a) The deficiency is caused by lack of ability rather than lack of motivation to
perform.
b) The individuals involved have the aptitude and motivation needed to learn to do
the job better.
2.Training gives a greater stability, flexibility and capacity for growth in an
organization. Training contributes to the employee stability by making them
efficient. Efficient employees contribute to the growth of palm beach hotel.

26
Growth renders stability in the work force. Further trained employees tend to stay
with the organization. Training makes the employees versatile in operations. All-
rounder can be transferred to any job. Flexibility is therefore ensured.Growth
indicates prosperity, which is reflected in increased profits from year to year.
3.Training serves as an effective source of recruitment.
4.Complaints and turnover can be minimized if employees are trained well. This
makes Palm Beach hotel give such a special place to training and development.

Training process
The HR executive manager formulating a training process, which will give
the fruits of training when implemented.
1.Organizational Objectives and Strategies:
The first step in the training process in an organization is the assessment of
its objectives and strategies. What business are we in? At what level of quality do
we wish to provide this service? Where do we want to be in the future? It is only
after answering these and other related questions that palm beach hotel the strength
and weakness of its human resource.
2.Need Assessment:
An individual obviously needs training when his or her performance falls
short of standards(i.e.,) when there is performance deficiency. In order to identity
those who are short standards a little assessment is done by the HR department
with the help of performance appraisals, feedback forms, observation by the
supervisor and the HOD of the related department. According to this assessment
they pick up the training program.

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3.Training Goals:
The next step is setting appropriate goals for training. Much training bogs
down in failure right here. Therefore , this is carefully planned by the HR maneger
and the HR executive manager in palm beach hotel.
When are the changes to be effected? Once this question is answered, these
follow:
What number and types to types to people require, and what resources of
time, skill and facilities will be needed for this particular training? In other words
the training specifications are made here.
4.Devising Training Programs:
Here the manager and the executive manager schedule the training program
in order to materialize it. Training modules are prepared on monthly basis where
they jot down training format of that particular month.
In order to schedule the program they first have to decide what training
programs are they offering this month like lectures, group discussion, seminars,
Decision making etc.
The next step is to decide on the different timings, this program would best
suit.
The next step is to decide who will undertake which training program? The
last step in designing a training program is to dovetailed training events into
training sequences and finally into shape of the total program package.
5.Implementation
Once the training program has program has been designed(i.e.,) deciding the
location and organization training and other facilities, scheduling the training
program. It has been designed it needs to be implemented. It includes conducting
the program, and monitoring the progress of trainess.

28
Training procedures:
A.On the job Methods:
1.Induction Training:
It has been recognized the new employees often experience an induction
crisis. The new work environment is often perceived by the new recruit as
perplexing and even frightening. In order to allay the fears of the inductee palm
beach hotel observes induction training which present them lots of information
concerning.
1. The history of the hotel
2. The mission statement and organizational objectives
3. Its ethics
4. The structure of the hotel
5. Personnel policies
6. Terms of employment
7. Payment system and benefits
8. Welfare facilities
9. Job description

2.Introdution to fellow employees:

Here the inductors are trained not only in his department but different
department to make him versatile. Induction training is learning by observing
where the inductees are required to make note of everything they observe.
3.Multi skilled training:
This is nothing but job rotation which involves shifting an employee from
one from to another. When an activity is no longer challenging the employee
would be rotated to another job, at the same level, that has similar skill
requirements.

29
 It reduces boredom and disinterest through diversifying the employees
activities. Employees with versatility give management more flexibility in
scheduling work, adapting to changes and vacancies. For instances, if the post of
housekeeping executive is vacant, then the front office manager should be in a
position to undertake the responsibilities of a house keeping executive in case of
emergency. Hence an round training is given in all the departments.

4.ApprenticeTraining
It is a job method which combines both on the job and off the job training.
Apprentice training is training is training is kind of vocational training taken by the
polytechnic, engineering, electric student who come from government recognized
in states. The training period can be from one to two years who will be paid
minimum amount of stipend. Once they get through the test they will be getting a
certificate from the apprentice advisor.

B.Off the job Methods:

1.Lecture:
The prime method of training in Palm Beach hotel is lecture. This is the
most frequently used method as it keeps the data abstract and criminates the social
dimension of learning. Lecture is a verbal presentation of information by an
instruction to large audience. It is effective at the stage of the learning process
which seeds to increase intellectual understanding. Palm beach hotel believes in
lecturing because a lecture holds greatest promise when it is a response to question
raised by the participants during previous discussions, work or other experiences.
2.Case Study:
Case study is generally to sharpen the decision making ability in Palm
Beach hotel. They provide a written description of a actual situation in business

30
which provokes the trainees, the need to decide what is going on. Trainees study
the cases to determine problems, analysis cases, develop alternative and implement
it. Palm Beach hotel follows this method because if provides stimulating
discussions among participants, as well as excellent opportunities for individuals to
defend their analytical and judgment abilities. The case method also helps
participant develop the habit of making more factors into account than usually
done, to analyze them carefully, and to put them together in an integrated picture
for finding understanding and action.
3.Roles Plays:
Palm Beach hotel adopts this method as it generally focuses emotional and
human relational issues. The essence of role playing is create a realistic situational
as in the case study and then have the trainees assumed the parts of specific
personalities in the situation. Being a service industry, role play serves as a very
critical and important method of training as it helps in understanding the
customers desires and wants. The trainees can very well depict what kind of
service the customer expects from the hotel and its staff by stepping into the
customer expert from the hotel and its staff by stepping into the customer shoes.
Also by enacting, they can improve their flaws. Thus, the results of such a degree
of reality in the session may be for reaching.
4.Discussions and Seminars:
The purpose of seminars and groups discussion methods in palm beach hotel
is to provide participants with opportunities to exchange information views, ideas
and recollection of experiences. Though this exchange they stimulate each others
thinking broaden their outlook and also gain experience in the kinds of give and
take that commonly occur in meetings of many types. This process develops
tolerance for the views of others. The participants role in these methods is an
active one. These methods depend, nevertheless, on participants speaking. It is

31
common for participants to take turns preparing material for discussion and
chairing the sessions. This method inevitable helps them improves their overall
personality development.

The Training Requisites in Front Office:

As the front office is the first department that comes in contact with a guest
checking into the establishment it is very likely that a guest forms his first
impression of the hotel on the basis, how the front receives the quest.

Thus, the front office personnel are to be thoroughly trained in various

aspects. These are basic training requisites.

1.Physical Appearance and Fitness:

The receptionist should be well groomed and smart. He/she should be

physically fit and a person of iron nerves as the job of a receptionist calls for
standing at the counter for long hours. He should give a healthy appearance with
good personality. The staff must be steady, agile and active. Palm Beach hotel
solves this at the time of selection itself besides training them.

2.Courteous:

They should be courteous and display good manners and show a genuine
eagerness to serve. He should bear in mind that a guests pleasure is his pleasure
is his pleasure within certain limits.

3.Efficient problem Solves:

They should be very efficient, able to deal with the most difficult situations
and to treat guests in the best manner in the absence of authorities. They shouldnot

32
only be able to attend to the problems of the guests but provide a solution to the
problem. This will make them efficient problem solvers.

4.Knowledge:

He should have all-round knowledge of the city and other important tourist
information and he should e able to answer the questions put forth by the quest.

5.Decision Making:

They should be intelligent and be able to take independent decision in the

absence of his superior at the same time keeping the interest of the organization
alive.

6.Tactful:

They should be very tactful when dealing with difficult customers. They
must be able to make the guest agree to the policy of the hotel without arousing his
anger.

7. Communication:

They should be able to speak frequently in the language who is concerning

with the guest. The communication should be apt to students. They should be able
to communicate any kind of thing perfectly. It is preferable that front office staff
know more than one language. It helps in communicating with guest who speaks
English or the local language.

8.Diplomacy:

Very often there are situation when a guest is range over something, a
diplomatic dealing helps in diffusing the explosive moment. It is quiet common for
a busy hotel to have no room to offer a guest who has come with come a confirmed

33
booking. A diplomatic approach is the only way by which the guest can be
pacified.

9.Stress Management:

Beingthe nerve center of the hotel, the front office is constantly in touch
with guests and therefore invariably comes under pressure. The guests always
expert personalized, priority treatment and the pressure of demand never ceases.
Coupled with this are difficult guests who can unnerve a person.

10.Smile and Manners:

As a hotel is a meaning place of social elites, all the grace and etiquette
associated with good society comes into play. Wishing a guest the time of the day
and saying Thank you is basic etiquette shown. Moreover guests like to be
handled by cheerful staff as desk. Their smile exudes cheer to the guests and puts
them at ease.

11.Salesmanship:

They should be aware of the multi services offered by the hotel in order to
make the guest feel that their service are worth their payment for what he has paid.
He should be able to stress on the various services provided by the hotel room
specialties, restaurant and bars, cuisine, entertainment, buffet, table reservation
procedures and shopping arcade.

Supporting services like telephones, party arrangements laundry service,

reservation etc. besides, they should be able to give information about the city, its
shopping center, site seeing places and cultural places etc.

34
Planning of Training in F&B (production)
Firstly Palm Beach hotel identifies the tasks and duties in food and beverage
of production. For individual operations a similar list of tasks and duties is drawn
up specific to that problem. These lists will vary according to variations in
different operations. The set of tasks and duties when complied are then analyzed
to identify specific knowledge, skills and attitude required for each task. In other
words each task and duty is defined and standards of performance identified.

Ultimately trainees in this department are constantly made to realize the

essence of F&B operations.

a) The market served by the hotel.

b) The range of policies and business objectives.

c) The interpretation of demand of the sectors of food and drink.

d) The planning and designing of facilities required.

e) The development of appropriate provisioning methods.

f) Operational knowledge of technical methods and processes.

g) Controlling the cost materials.

h) The monitoring of customer satisfaction.

Attributes that the training and develops in F&B recruits:

As has been said earlier the product of an F&B services is not just the food
and drinks itself. Any member of the staff coming into contact with the customer is
also part of the product. No matter how good the quality of the food, beverage,
dcor and equipment poorly trained, scruffy and unhelpful staff can destroy the
customers potential satisfaction with the product. It is also true that well trained,

35
smart and helpful staff can something makes up for aspects which are lacking
elsewhere in the operation.

Planning of Training in DGH House Keeping Department:

1. Deliver more value than the customers expectation:

The house keeping personal are trained in such a way that they deliver more
value than the customers expectation through their service. Palm Beach hotel
believes that a hotel being away from home, it is very important for guest to
receive a warm welcome apart from shelter. It tells its employees that guest besides
being a customer lies also human being and it is this human element that the
housekeeper constantly acts with. It sees that

Its mission objective customer intimacy is satisfactory met its trained

employees. Palm Beach hotel insists upon repeat business as it is good business
and it is an indication to the management that their services have been satisfactory.
It makes the trainees clear that the best way of achieving this is for the house
keeping staff to render such quality service that the guest will not thick of staying
anywhere else. Good house Deeping staff will never take guest satisfaction for
guest satisfaction for granted. If they can make guest feel important he will not
come back but also recommend their hotel to others.

2. Repeat business:
In order to ensure repeat business, Palm Beachhotel trains their personnel in
the following areas.
A.Greeting: A pleasant smile healthy and right greeting will be correct
combination to welcome the guest.

36
B.Uniform: Neat and proper uniform will not only give confidence of work but
also encourages guest to interact proactively.
C.Cleanliness: Rooms should be neat clean orderly, immaculate and equipped
with sufficient necessary supplies.
D. Politeness: They are trained to be polite courteous and good mannered.
E. Guest complaints: Always listen to guest complaints properly and take positive
action.
F. Self-assurance: Trainees are inculcated with self-assurance to let the guest feel
he is being served by confident people which gives a feeling of security to the
guest.
G .Alert: Trainees are trained to be alert and attentive while listening to the guest.
H .Guest psychology: They must develop good grasp of guest psychology as most
guest would like to get back more than are paying for. They should be able to
participate guest needs and fulfill them before asked for.
I .Salesmanship: A good house keeper should be a good sales person. This calls
for

1. Tactfulness
2. Persuasiveness
3. Confidence
4. Diplomats

Palm beach hotel makes it imperative in making the guest feel comfortable
and important. They should be able to identify the demands of the guest even
before he asks for it. This helps a hotel in acquiring a repeat business and thus the
success of the hotel can be foreman.

37
J .Supervisory Skills: palm beach hotel encompasses all training programs. It
sees that it has left no stone unturned. It exposes its trainees to supervisory skills in
all departments to achieve the virtues of a good supervisor.
1. Coordinate activates with juniors to ensuring that common practices
are followed and they conform to the standards.
2. Formulate plans and establish works schedule for employees.
3. Plan and recommended training plan.
4. Plan and provide care for equipment, furniture, furnishing, etc.
5. Counsel employees concerning their job performance carryout
periodical appraisals.
6. Discuss and solve grievances, suggestions and complaints of
subordinates staff.
7. Control vacation leaves and absenteeism.
8. Maintain perpetual inventory of supplies including equipment Never
let a shortage hamper guest services.
9. Minimize waste, abuse and misuse of material or equipment.
10. Thinking ahead is the final key.

3. Front office:
Coordinate with the front office is one of the critical features of
housekeeping as soon as there are guest departures the front office rings the
housekeeping desk & reports the number of rooms vacated so that housekeeping
can take them over to clean and prepare for sale. Once a room is clean , the
housekeeping supervisor rings the Directly as though the desk and hands the room
over for to front office for sake.

38
 4. Personnel:
Housekeeping staff are trained to coordinate with the personnel department
to do the recruitment of housekeeping staff salary administration, indiscipline
grievance procedures, identity cards of staff induction locker facilities, transfers,
promotions and exit formalities.

5. Purchase:
The purchase department procedures out stock items for housekeeping.

6. Food and beverage:

The restaurants and banquets constantly require clean table clothes, napkins
etc. their staff as well as those in the kitchen, require clean uniforms the former
because they are in guest contact and the latter due to strict stands of hygiene
required in kitchens by most governments.

7. Laundry:
This is department that can or enhance the quality of housekeeping. The
trainees are thus strictly to grasp the responsibility of laundry to housekeeping it is
two-fold:
a) To wash and dry clean liner and staff uniforms to very high standard of
neatness.
b) To supply clean linear and uniform to housekeeping on time.

39
 CHAPTER-IV

DATAANALYSIS
AND
INTERPRETATION

40
DATA ANALYSIS AND INTERPRETATION

This particular project work is done on to know the important of training and
development in the organization. The present study has been made to analyze the
extent of training program conducted in palm beach hotel Hotels Limited.

In PALM BEACH HOTEL training plays important role for the employees
to develop their skills, knowledge and attitude towards their job requirements
Manpower of PALM BEACH HOTEL was being imparted with training activities
continuously as a part of HRD in the training centre called Human Resource
Development centre.

Training is the corner stone of sound management for it makes employees

more effective and productive. It is actively and intimately connected with all
personnel and management activities. The need of training is to develop specific
and useful knowledge, skills and techniques. It is intended to prepare people to
carry out predetermined tasks in well- defined job contexts. Training is basically a
task-oriented activity aimed at improving performance in current or future jobs.

The collect Data is systematically tabulated and then analysed by simple

percentage. The tabulated data is then represented by different pie-charts and Bar
chart. And then interpretations are made for each one. Lastly Striking Inferences
are drawn upon it.

41
 1. Age of the employee?

S.NO Age limit Employees response % of respondents

1 21-40 48 48
2 41-50 44 44
3 Above 50 08 08
4 Total 100 100

AGE OF THE EMPLOYEES

21-40
41-50
Above 50

Interpretation:
From the above pie chart we can observe that in the sample space of 100
employees, 48 are in the age group of 21-40 yrs. which corresponds to 48% and
44 employees fall under the age group of 41-50 which corresponds to 44% and the
rest 08 employees fall under the age group of above 50 years that corresponds to
nearly 08%. Hence it can be stated that Palm Beach hotel mainly consists of young
& energetic people with much knowledge and skills in practical life.
42
 2. Qualification of the employee?

Employees % of
responses Respondents
SL.NO Education
1 Under graduates 28 28

2 Graduates 48 48

3 Post graduates 24 24

4 Total 100 100

QUALIFICATION OF THE EMPLOYEES

Under graduates
graduates
Post graduates

Interpretation:
From the above pie chart it can be noticed that out of the sample space of
hundred members, 28% of them are under graduates which corresponds to 28%
and 48% are graduates that correspond to 48% and 24 of them are post graduates
which correspond to 24%.Hence here it can be stated that majority of the
employees in PALM BEACH HOTEL are graduates.
43
 3. working experience of the employee?

Employee % of
S.NO Experience(yrs)
response respondents
1 Below 10 56 56
2 Between 10-20 32 32
3 Above 20 12 12
4 Total 100 100

EXPERIENCE OF THE EMPLOYEES

Below10
Between10-
20 Above20

Interpretation:
From the above pie chart it can be noticed that in the sample space of 100
members, 56 of them fall under the category of people having work experience
below 10 years which actually corresponds to 56% and 32 of them fall under the
category of between 10-20 years which will correspond to 32% and remaining 12
of them have the work experience of above 20 years which corresponds to 12% .
44
4. How frequently are the training programs conducted by Palm Beachhotel?

S.NO options Employees % of

Response Respondents

1 Quarterly 08 08

2 Half yearly 88 88

3 Yearly 04 04

4 Total 100 100

FREQUENCY OF TRAINING PROGRAMS

Quarterly
Half yearly
3rd Qtr

Interpretation:

From the above pie chart it can noticed thatout of the sample space of 100
employees, 08 of them that corresponds to 08% believe that the training programs
are conducted quarterly and 88 of them which corresponds to 88% believe that the
training programs are conducted half yearly and the remaining 04 of them believe
that the training programs are conducted yearly which will corresponds to 04%.

45
5. What type of training programs are offered to you in palm beach hotel?

S.NO option Employees % of

response respondents

1 Lectures & seminars 76 76

2 Technical training 24 24

3 Any other 00 00

4 Total 100 100

TYPE OF TRAINING PROGRAMS

Lectures&Seminar
s Technical
Any other

Interpretation:

From the above pie chart it can be noticed that out of the sample space of
100 employees, 76 of them believe that the training is imparted by lecture &
seminar method which will correspond to 76% and 24 of them that corresponds to
24% believe that it imparted by Technical method and none of them believe that
the training is imparted by any method other than Lecture & Seminars and
Technical.
46
6.Is your feedback consideredfor further training programs organized?

S.NO Options Employee % of

response respondents

1 Yes 92 92

2 Sometimes 08 08

3 No 00 00

4 Total 100 100

VALIDATION OF FEEDBACK OF TRAINING

PROGRAMS
Yes
sometimes
No

Interpretation:

From the above pie chart it can be noticed that out of the sample space of
100 members, 92 of them which corresponds to 92% believe that YES their
feedback is being considered for further training programs and 08 of them which
corresponds to 08% believe that SOMETIMES their feedback is being
considered and none of them believe that NO their feedback is not being
considered for the further training programs.
47
7.How the feedback is collected?

S.NO Options Employees % of

Response respondents

1 Questionnaire 92 92

2 Interviews 04 04

3 Any other 04 04

4 Total 100 100

METHODS OF FEEDBACK COLLECTION

Questionnair
e Interviews
Any other

Interpretation:

From the above pie chart it can be noticed that out of the sample space of
100 employees, 92 of them that corresponds to 92% believe that the feedback is
collected through questionnaire and 04 of them which corresponds to 04% believe
that it is collected through interviews and the remaining 04 of them believe that the
feedback is collected through the process other than questionnaire and interviews
which corresponds to 04%.
48
8.Are there any changes occurred in the pattern of the training programs
conducted to you in the past 5 years?

Employees % of
S.NO Options
response respondents
1 yes 88 88
2 No 12 12
3 Sometimes 00 00
4 Total 100 100

CHANGES IN TRAINING PROGRAMS PATTERN

Yes
No
3rd Qtr

Interpretation:

From theabove pie chart it can be noticed that out of the sample space of
100 members, 88 of them that corresponds to 88% believe that YES there were
changes in the pattern of the training programs in the past 5 years and 12 of them
that corresponds to 12% believe that NO there were no changes in the pattern of
the training programs.
49
9.Do you feel that the training provided to you is related to your job
requirement?

Employees % of
S.NO Option
response respondents
1 Strongly agree 88 88
2 Neutral 08 08
3 Disagree 04 04
4 Total 100 100

TRAINING IN RELATION TO JOB REQUIREMENT

Stronly agree
Neutral
Disagree

Interpretation

From the above pie chart it can be noticed that out of the sample space of
100 members, 88 of them which corresponds to 88% believe that the training
provide to them is related to their job requirement and 08 of them which
corresponds to 08% believe that it only related sometimes to their job requirement
and the remaining 04 of them believe that it is not at all related to their job
requirement corresponds to 04%.
50
10.Are you satisfied with the training facilities provide by Palm beach hotel ?

Employees % of
S.NO Options
response respondents
1 Fully Satisfied 88 88
2 Satisfied to some extent 12 12
3 Not satisfied 00 00
4 Total 100 100

SATISFACTION WITH TRAINING PROVIDED

Fully satisfied
satisfied to some extent
Not satisfied

Interpretation:

From the above pie chart it can be noticed that out of the sample space of
100 employees, 88 of them are fully satisfied with the training in PALM
BEACH HOTEL which corresponds to 88% and 12 of them which corresponds to
12% say that they are only satisfied to some extent with the training provided to
them by PALM BEACH HOTEL.
51
11.Is the training effectively required to enhance the performance of the job?

Employees % of
S.NO Option
response respondents
1 Strongly agree 80 80
2 Neutral 16 16
3 Disagree 04 04
4 Total 100 100

REQUIREMENT OF TRAINING IN RELATED TO

PERFORMANCE

Strongly agree
Neutral
Disagree

Interpretation:

From the above pie chart it can be inferred that out of sample space of 100
employees, 80% strongly agree to the point that training is effectively required to
enhance the performance of the job and 16% people who neither agree nor disagree
with the point and 04% of the employees who state that they strongly disagree
with the point training is effectively to enhance the performance of the job.

52
12.To what extent are you upgrading the skills in case of the job required
skills training?

S.NO Option Employees % of

response respondents

1 Completely 88 88
2 Partially 12 12
3 Not at all 00 00
4 Total 100 100

UPGRADING OF SKILLS

Completely
Partially
Not at all

Interpretation:

From the abovepie chart it can be noticed that out of sample space of 100
employees, 88 of them that corresponds of 88% believe that they have completely
upgraded their skills in case of job required skills training and 12 of them that
corresponds to 12% believe that they have partially upgraded their skills.

53
13.How do you feel the quality and content of the training programs offered to
you by the Palm Beachhotel?

Employees % of
S.NO Options
Response respondents
1 Good 88 88
2 Satisfactory 12 12
3 Poor 00 00
4 Total 100 100

QUALITY AND CONTENT OF TRAINING

PROGRAMS

Good
Satisfactory
Poor

Interpretation:

From the above pie chart it can be noticed that out of the sample space of
100 employees, 88 of them that corresponds to 88% feel that the quality and the
content of the training programs offered to them by PALM BEACH HOTEL is
good and near about 12% i.e. 12 of the employees believe that the quality and the
content of the training program is only is only satisfactory none of the employees
in the hotel believe that quality and content of training program is poor.
54
14.When do you think that training programs should be conducted?

Employees % of
S.NO Options
responses respondents
1 Working hours 68 68
2 Holidays 12 12
3 Week ends 20 20
4 All of these 00 00
5 Total 100 100

TIME FOR CONDUCTING THE TRAINING PROGRAM

80

70

60

50 Working hours
40 Holidays
Week ends
30
All of these
20

10

Interpretation:

From the above bar chart it can be seen that out of the sample space of 100
employees, 68% of the employees i.e. 68 of them suggest that the good time for
conducting the training programs is the working hours and 12% of the employees
i.e. 12 of them suggest that the good times is Holidays and 20% of the employees
i.e. 20 of them suggest that it should be conducted on the weekends.
55
15.Training given to you by management is in practical method or theoretical
method?

Employees % of
S.NO Options
response respondents
1 Both 88 88
2 Only practical 08 08
3 Only theoretical 04 04
4 Total 100 100

METHODS OF TRAINING

Both
Only practical
Only practical

Interpretation:

From the above pie chart it can be inferred that out of the sample space of
100 employees, 88 of them that corresponds to 88% feel that the management has
given them both practical and theoretical training and 08 of them which
corresponds to 08% feel that they have got only practical training and remaining
04% of the employees i.e. 04 of them feel that they have got only theoretical
training.
56
 FINDINGS
CONCLUSION SUGGESTIONS
BIBILOGRAPHY

57
 Findings

Majority of the employee of PLAM BEACH HOTEL e people with good

working experience and great knowledge and skills in practical life.
Majority of times the training programmers were conducted half yearly.
Most commonly used techniques to impart training are through lecture &
seminars.
Validation of the feedback for further training programmers is remarkable as
majority of the employees feel that their feedback is considered.
The feedback for the training programmers is mainly collected by the
questionnaires method.
The training provides to the employees of PLAM BEACH HOTEL is related to
their job requirement.
The employees of PLAM BEACH HOTEL are satisfied with training
programmers provided.
Majority of the employees believe that they have completely upgraded their
skills as per the requirement.
Quality and content of the training and development programmers was rated as
good among the employees of PLAM BEACH HOTEL.
Working hours is considered to the best time for conducting training and
development program.
Majority of the employees believe that both theoretical and practical trainings is
being provided to the them.

58
 Observations

The employees who are working in the key position will sent for off the job
development program.

Training and development program is compulsory for all the employees.

The employees are trained by the in house trainers and experts from outside.

Accident that took place in the organization are very less.

Employees are satisfied with the safety measures taken by the PLAM BEACH
HOTEL.

PLAM BEACH HOTEL created post-training feedback program where all the
trainees give response.

PLAMBEACH HOTEL has been able to motivate its employees through training
& development programs, which can be seen by the fact that the organization is in
profits even in this globalization era.

1. PLAM BEACH HOTEL has good working conditions.

2. PLAM BEACH HOTEL has good medical facility.

59
 Suggestions

The management should provide the training &development programs to the

employees as per their job requirement which would further result in better
efficiency of the employees.

The management should also try to make some changes in the pattern of the
Training & Development programs provided in the organization. And the changes
should be done accordingly with the feedback provided by the employees.

They should also try making some changes some changes in the quality and
content of the program.

If the Training & Development programs are provided accordingly with the
employee job requirement and also some changes are made in the existing pattern
of the program then it will further result in full satisfaction of the employees
towards these programs.

PLAM BEACH HOTEL must promote personal relationships.

It is suggested to the management to provide programs like career planning etc.

Instead of reducing the staff, it is advised to the management to utilize the human
resources in an effective manner.

60
Conclusion

Training is a process of learning a sequence of programmed behavior. It

gives people an awareness of the rules and procedures to guide their behavior. It
attempts to improve their performance on the current job or prepare them for an
intended job. Especially, in a rapidly changing society, employee training is not
only an activity that is needed but also an activity for which an organization must
commit resource to if is to maintain a viable and knowledgeable work force.

Success cannot be achieved sole handily and hence it is hard work, devotion,
dedication and determination of the employees of PALM BEACH HOTEL that
made this organization to flourish at greater height.

This project helped me to know the working conditions and functioning of

the organization as a whole and especially the function of the HRD in detail. One
thing I noticed in this study is the study of the level of input given by the
employees at their work place. Every employee takes his job as a challenge and
performs for the betterment of the organization. This brought glory to PALM
BEACH HOTEL.

The training and development programs held in PALM BEACH HOTEL

have been really proved beneficial for the employees as well as the organization. It
will also help the organization in achieving greater heights. Hence, we can say that
PALM BEACH HOTEL is really moving toward a bright future

61
 But soon a major step has to be taken by the organization in regard to the
Training & Development programs of the employees as this study has proved that
as of now the employees in the organization are satisfied with the programs, but
they expect more. As of now the training & development programs have been
proved beneficial but if soon any step is not taken to increase the employee
satisfaction and also make the program more relevant to their jobs then in the
coming future it might result negatively i.e. the employee satisfaction level would
decrease instead of increasing, which would directly or indirectly prove for the
organization.

62
BIBLIOGRAPHY

Books:

HUMAN RESOURCES MANGEMENT :

L.M.PRASAD

HR & PERSONNEL MANAGEMENT :

K.ASWATHAPPA

PERSONNEL ADMINISTRATION & MANAGEMENT :

S.L.GOEL

PERSONNEL MANAGEMENT& INDUSTRY RELATIONS :

S.K.CHATTERJEE

HUMAN RESOURCES MANAGEMENT :

R.SHARMA

Website:

www.google.com
www.palmbeachhotelvizag.com
www.hronline.com
www.hrguru.com
www.citehr.com

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