UNIVERSITY OF

CENTRAL
PUNJAB
COMMUNICATION AND PROFESSIONAL
DEVELOPMENT
PROJECT:
RECRUITMENT PROCESS OF DIFFERENT ORGANIZATIONS

SUBMITTED TO:
PROF. MUDASSAR HUSSAIN

SUBMITTED BY:
1. MAHAM SAIF (S3F14MCOM0029)
2. ENIB SAIF (S3F14MCOM0030)
3. HINA ZULFQAR (S3F14MCOM0038)
4. RABIA NAZIR (S3F14MCOM0039)
5. AROOJ MUMTAZ (S3F14MCOM0040)
6. AROOJ ZAFAR (S3F14MCOM0041)
7. SUMAIA KHALID (S3F14MCOM0032)

CLASS:
M.COM Section-A, Semester 01

SUBMISSION DATE:
14th March, 2015.

HOTEL JAVSON

JAVSON

JAVSON is a name of pioneer to hospitality.

JAVSON is a four star hotel but providing
five star services. A hotel is having a
noticeable and eye catching entrance with a
traditional and international look, competent
staff and with excellent staff.
It is opened in 2013. The owner of hotel JAVSON is Mr. JAVED.
Hotel JAVSON has:

3 banquets
4 traditional restaurants
44 luxurious suits
Well equipped gym

Hotel JAVSON is 25 minutes drive

from Sialkot international airport. It
is just at 10 minutes distance from
main city. Hotel JAVSON is
providing a bundle of services to its
customers. So far, they are fulfilling
every possible need and demand of
its customers according to their logo

PIONEER OF HOSPITALITY

ORGANIZATIONAL STRUCTURE AND

ENVIRONMENT
JAVSON is a services organization. Their concern is about providing best
services of its own kinds. There are different departments in this hotel as
follows:

Finance department
Room division
Food and beverage
Engineering department
Repair and maintenance

WAY OF WORK
There is a specific routine in JAVSON which is followed everyday.
1.
2.
3.
4.

Firstly there is a briefing session in the morning.

Everyone is assigned a specific task in the meeting.
Then there is an update report.
Then in the evening, final report is submitted for the assigned work.

WORKING HOURS

It is a services organization, it provides 24 hours services. Employees work

in different shifts. Reasonable working hours are assigned to employees.

MISSION
The mission of JAVSON hotel is:
To ensure that each guest receives prompt, professional, friendly and
courteous services
To maintain a clean, comfortable and well maintained premises for
guests and staff
To provide at a fair price-nutritional, well-prepared meals - using only
quality ingredients
To ensure that all guests and staff are treated with the respect and
dignity they deserve
To thank each guest for the opportunity to serve them.
By maintaining these objectives Hotel JAVSON shall be assured of a fair
profit that allows them to contribute to the community they serve.

The vision of hotel JAVSON is:

To create the best, branded, stir-fry and healthy eating catering company, to
be recognized for providing great food, entertainment and fast, efficient
friendly service.

JAVSONs Past Trend of Recruitment Process

JAVSONs recruitment process related to past trend is not much changed.

From the last three years when the hotel came to existence in Sialkot city,
the rules and policies once made were documented. If there was need to
change any policy related to recruitment all the panel of hotel managers and
upper management and C.E.O committee meeting was to be held and after a
discussion on the changes, the HR manager was to take the final decision
related to the policy.

Recruitment Procedure of Hotel JAVSON

The organization recruiting procedure is based on the nature of job what
kind of the job is it? Is it job for labor or some managerial level? It depends

upon the kind of work job contain, for permanent

employees is different contractual is different.

Photo

Then according to the requirement job specification

and job description is prepared by the HR manager.
The immediate supervisor has to actually tell about the place to be fulfilled,
HR manager then has to consult with general manager of the particular unit.
After the proposal has been discussed the approval is given.
JAVSON Hotel does not rehire employees which have gone.
JAVSON Hotel do not prefer fresh graduates employee. They prefer
experienced ones.
Job posting is maximum of 3month and minimum of 2 months.
During job posting period if the hired employee is found to be
unsuitable so they trained the employee and give them a training
workshop.
JAVSON Hotel hires only permanent employees.
JAVSON Hotel does not go for child labor as it is unethical and
against the policies of major business firms.
JAVSON Hotel provides 100% diversity (equal opportunity) to both
genders.
Applications from candidates are in separate file according to the job
titles and whenever there is a vacancy available.

CV

PERSONAL BIO DATA:

QUALIFICATION:

EXPERIENCE:

LANGUAGE:

SILVER SPOON
RESTAURANT

SILVER SPOON RESTAURANT

The Silver Spoon is the classic volume of Italian cuisine. It is the one
cookery book every Italian passes on to their children, teaching them the
skills of their parents and grandparents, and allowing them to understand the
true nature of Italian cooking.

1950
Eating is a serious matter. Cooking and food are among the finest
expressions of Italian culture, vividly portraying the countrys history and
traditions. Like all other arts, cooking is based on measures and proportions,
on the balance and fusion of different elements.
1959
The skills of Italian cooking are handed down from one generation to the
next; its perfection has been achieved through centuries of testing in family
kitchens. The Silver Spoon is the result of a labor of love, with only the very
best recipes from Italian families and cooks within its covers.
1972
First published in 1950 by Domus, the Italian design and architectural
magazine, II cucchiaio dargento (the silver spoon) has become the most
successful cookbook in Italy. Experts were commissioned to collect
hundreds of traditional recipes from throughout
the country, including every regional specialty.
1986
From its first appearance, the book immediately
made its mark on the world of gastronomy, and
from that point onwards it has never been out of
print. Il cucchiaio dargento has been constantly
updated, adapting the recipes and techniques to
our modern lifestyle without losing the
principles of authentic Italian cuisine.

1997
The result is an extraordinary cookbook
containing
over
2,000
recipes.
Considered to be essential in every
household, it is still one of the most
popular wedding presents today.
2005
Translated for the first time into English,
The Silver Spoon can transform every
English-speaking
reader
into
an
experienced Italian cook, teaching them
the thousand of secrets of how to cook a
truly authentic Italian meal.

2011
Revised and updated, this new edition features introductory material
covering such topics as how to compose a traditional Italian meal, typical
food traditions of the different regions, and how to set an Italian table and
400 newly commissioned photographs.
Silver Spoon Restaurant is recognized
as having the most ultimate taste of
Pakistani and Indian food by serving a
creative menu with an innovative
concept. Their elegant atmosphere and
down to earth staff help bring the
friendly and traditional aspect of a
Pakistani and Indian restaurant. Join
them to try one of many satisfying
dishes that only their finest culinary
chefs can bring.

Mission
A Passion to Serve. Their aim is to provide happiness
and joy through, food, music and art.

Vision statement
The SILVER SPOON RESTAURANT envision a world where youth are
active leaders, diverse communities feel connected to the land and each
other, and everyone has access to fresh, local, healthy, affordable food.

Silver Spoons Past Trend of Recruitment

Process
Silver Spoon recruitment process is also not so much changed since it
established. They are following the same policies and patterns of
recruitment, which were documented at the time of establishment of hotel.
They did not make any changes in the policies because its a small scale
hotel and the market of hotel is not so much matured in Sialkot so they do
not find it necessary to change the past trend of the recruitment process.

RECRUITMENT PROCESS OF SILVER

SPOON RESTAURANT
A recruitment process is the method that organizations use to fill job
vacancies and hire new talent into their organization. However, the
vacancies should of course ideally be filled with qualified candidates and not
simply anyone who bothers to apply. The recruitment function can be
managed through internal talent acquisition or fully or partially outsourced
to a recruitment agency.
The Human Resources department is primarily responsible for the process.
However, managers and sometimes employees who will be working with the
candidate are often involved with the recruitment and selection process.
The recruitment process begins
First with a vacancy created by a new position, a termination of an
employee, a promotion, or an employee's resignation.
Next the position is evaluated and the job description is written to
match it. After that, the qualifications for candidates are written.
Next, the organization posts the job on a website, in a newsletter,
through a job board, in the media, etc.
The applications are then gone through, and the ones from unqualified
candidates are discarded.
Next, the qualified candidates are interviewed and the best ones are
either called back for a second interview or hired after salary
negotiations.

SILVER SPOON
PERSONAL BIO DATA
Name:
Fathers name:
Date of Birth:
Domicile:

QUALIFICATION

EXPERIENCE

LANGUAGE

CV

HOTEL THE
JEEVENS

HOTEL THE
JEEVENS
Hotel The JEEVENS
Sialkot is a new addition in hospitality industry. Its state of the facilities
includes Exquisite Rooms, Restaurant & Banquet Halls.

DESCRIPTION
The following is the description of the Hotel the JEEVENS:

ROOMS
EXECUTIVE SUITES
HONEYMOON SUITES
SINGLE and DOUBLE
RESTURENT

Where we serve PAKISTANI and continental cuisines, beautiful ambiance,

quality food with all hygienic measures is taken.

RESTAURANT
Chinese and Thai food is serving in a beautiful MANO CHINESE THAI
restaurant.
EXECUTIVE HALL
Executive

hall

serves

food

in

executive style.
BANQUET HALL
CHEZ

HUSSAN

capacity

600

persons, SITTING BUFFET

PALAIS

DU

ALI

capacity

750

persons, SITTING BUFFET

BOARD

ROOM

(ABDULLAH

EXECUTIVE) capacity 20 persons

SERVICES
Gym
Jacuzzi SUANA
High speed free WIFI
Rent a car
Laundry facilities

ADDRESS: KASHMIR ROAD, SIALKOT, PUNJAB

VISION

 To be the first choice for guests, colleagues, shareholders and business

partners.

MISSION
To delight our guests every time by creating engaging experiences
straight from our heart.

OUR GUIDING PRINCIPLE

Commitment to high standards
We:

Ensure leadership drives for results

Make guest loyalty a key driver of our business
Enable decision-making at the guest contact point
Are committed to the financial success of our own unit and of our
company
Create an environment where our colleagues may achieve their
personal and career goals
Demonstrate honesty, care and integrity in all our relationships
Ensure our policies and processes are guest and colleague-friendly
Remain deeply committed to our social responsibility by making a
positive contribution to our communities, environment, colleagues,
guests and business partners

HOTEL the JEEVENs Past Trend of

Recruitment Process
JEEVENS hotel recruitment process related to past trend is not so much
advanced and there are not so much changes in the recruitment process
because it is newly established hotel in the Sialkot city. It has been come to
existence six months before. So, the recruitment process of JEEVENS hotel
is newly documented there is no past trend of recruitment process of
JEEVENS hotel.

Recruitment Procedure of Hotel JEEVENS

The organization recruiting procedure is based on the nature of job what
kind of the job is it? Is it job for labor or some managerial level? It depends
upon the kind of work job contain, for permanent employees is different
contractual is different.
Then according to the requirement job specification and job description is
prepared by the HR manager. The immediate supervisor actually tells about
the place to be fulfilled, HR manager then consults with the general manager
of the particular unit. After the proposal is discussed the approval is given.

Subject: Appointment as..

CURRICULUM VITAE (C.V)

Personal Bio Data:
Name:
Fathers Name:
Date of birth:
Domicile:

Qualification:

Extra Qualification:

Experience:

Reference:

UNIVERSITY OF CENTRAL PUNJAB

COMMUNICATION AND PROFESSIONAL
DEVELOPMENT
PROJECT:
VICTORIA PALACE (our own organization)

SUBMITTED TO:
PROF. MUDASSAR HUSSAIN

SUBMITTED BY:
1. MAHAM SAIF (S3F14MCOM0029)
2. ENIB SAIF (S3F14MCOM0030)
3. HINA ZULFQAR (S3F14MCOM0038)
4. RABIA NAZIR (S3F14MCOM0039)
5. AROOJ MUMTAZ (S3F14MCOM0040)
6. AROOJ ZAFAR (S3F14MCOM0041)
7. SUMAIA KHALID (S3F14MCOM0032)

CLASS:
M.COM Section-A, Semester 01

SUBMISSION DATE:
14th March, 2015.

VICTORIA PALACE

ACKNOWLEDGEMENT
Starting with the name of ALLAH the most beneficent
and the most Merciful whose blessings are abundant and
favors are unlimited.
As a mater a fact, people tend to forget those who are
behind there achievements and have stood for them
whenever they need assistant. Our gratitude will be
meaningless if we are not grateful to Almighty Allah for
His kindness upon us. His benevolence and blessings have
made us capable.

OFFICES AND FRANCHISES

Victoria Palace Hotel, Sialkot
Wazirabad Road,
P.O Box#963, Wazirabad Road, Sialkot
Tel: +92(52)-111468351
Email: VP@achievers.com

Victoria Palace Hotel, Lahore

Shahrah-e-Quaid-e-Azam,
P.O. Box#983, Lahore
Tel: +92(42)3636-0210
Email:VP@achievers.com

Victoria Palace Hotel, Karachi

Club Road,
P.O. Box#8513, Karachi
Tel: 92(21)3568-5021
Fax: +92(21)3568-1835
Email:VP@achievers.com

Victoria Palace Hotel, Rawalpindi

Mall Road,
P.O. Box#211, Rawalpindi
Tel: +92(51)5566011
Fax: +92(51)5563927
Email:VP@achievers.com

Victoria Palace Hotel, Peshawar

Khyber Road,
P.O. Box#197, Khyber Road, Peshawar
Tel: +92(91)111-505-505
Fax: +92(91)527646
Email:VP@achievers.com

Victoria Palace Hotel, Gawadar

Koh-e-Balil,
P.O. Box#193, Gawadar
Tel: +92-321-9277881
Fax: +92-335567
Email:VP@achievers.com

Victoria Palace, Bhurban

Murree Hills,
P.O. Box#29, Bhurban
Tel: +92(51)3355700-34
Fax: +92(51)3355574
Email:VP@achievers.com

TABLE OF CONTENTS
1. History
1.1 Introduction
1.2 Vision
1.3 Mission
2. Objectives of HR department
2.1 Structure of HR department
3. HR Roles
3.1 HR role in executing strategy
3.2 HR role as a strategic partner
4. Recruitment at VICTORIA PALACE
4.1 Recruitment procedure
4.2 Recruitment rules
4.3 Recruitment practices at VICTORIA PALACE
4.4 Sources of recruitment at VP
4.4.1 Inside Candidates
4.4.2 Outside Candidates
4.4.3 Internees
4.5 Job analysis
4.5.1 Job description
4.5.2 Job specification
4.6 Job evaluation
5. Curriculum Vitae (CV)
5.1 Types of CV
6. Selection
6.1 Selection procedure at VP
7. Interview
8. Orientation
9. Training and development
9.1 Training appraisal
10.Performance appraisal process and methods
11.Challenges for the HR department
12.Conclusion
13.Recommendations
Questionnaires

1. HISTORY
The VICTORIA PALACE is incorporated in 2007. The primary business of
VICTORIA PALACE is hospitality. It initially faced many problems but
with the passage of time it has became the largest five star hotel chain of
Pakistan. In October 2013, it opened its hotels in Karachi, Rawalpindi,
Peshawar, Gawadar & Lahore. Another VICTORIA PALACE is added to the
chain in at Sialkot. VICTORIA PALACE is the first Pakistani hotel chain
which has achieved excellent international standards of services, quality and
product.

1.1 INTRODUCTION
Located in the heart of the business hub and 15 km from the airport
VICTORIA PALACE is a preferred choice for discerning corporate and
leisure travelers. Vibrant and progressive, it retains the warmth and the spirit
of Pakistan, while offering a variety of rooms, stylish restaurants and
contemporary business facilities, establishing itself as an undisputed,
premier business hotel. Whilst not forgetting that Sialkot is the city of
dreams, an all enveloping sensory roller-coaster ride which leaves you
delighted and inspired at the same time. There is a lot more to this city than
what meets the eye.

1.2
Well open the doors; youll see whats in store.
We feel pride in making efforts to position Pakistan in the forefront of the
International arena.

1.3
Our mission is to be the hotel recognized as the leader in the industry in
any aspect. We are committed to train and develop all our staff members
allowing them to grow in their careers and provide services and standards
which exceed guest expectations.
The mission statement clearly shows that it aims at becoming world-class
leader in the service industry. It also shows that the management at
VICTORIA PALACE believes in an exceptional workforce to provide

world-class service to the customers. We want to ensure that not only we

satisfy our customers but also delight them.

2. OBJECTIVES OF THE HUMAN

RESOURCE DEPARTMENT
Job analysis
Selection
Recruitment
Orientation
Training
Review benefits

2.1 STRUCTURE OF HUMAN RESOURCE

DEPARTMENT AT VICTORIA PALACE
DIRECTOR
HUMAN
RESOURCE

MANAGER
HUMAN
RESOURCE

HUMAN
RESOURCE
EXECUTIVE

ADMINISTR
ATION
OFFICER

ADMINISTR
ATION
SUPERVISOR

OFFICE
ASSISTANT

Like all other HR Departments, the HR Department of VICTORIA PALACE

is responsible for managing all the activities related to Human resource.

VICTORIA PALACE has the following HRM functions

1. Personnel planning
2. Recruitment
3. Selection
4. Interview
5. Orientation
6. Training
7. Performance appraisal
8. Benefits & Compensations
9. Health & safety

3 HR ROLEs
The HR Roles are as follows:

3.1 VICTORIA PALACE HOTELS HR

ROLE IN EXECUTING STRATEGY
VICTORIA PALACE hotels functional strategies support its competitive
strategies. To play a role in executing strategies VP must require highly
committed employees which are the part of the VP culture. This means VP,
begins its HR processes to create a committed, competent, and customeroriented

workforce.

Hotels

HR

department

supports

strategy

implementation in many ways. When HR played a strategic role it becomes

a good culture of VP.

3.2 HRS ROLE AS A STRATEGIC

PARTNER
VICTORIA PALACE hotel can also play a vital role in making strategies
with other departments as well. This department makes its own forecasting
plans. Our view is that VP hotels HR is strictly operational and that HR
activities are not strategic but it can help organization in making strategies.
HR can also adapt the strategies made by the organization for them. Mostly
the top managements craft the strategies of the organization. The strategies
made for the HR department are then programmed to execute that strategy.
For VP Hotels strategies there is a matching human resource strategy.
Here, HRS role is not just to adapt its activities neither to the VPs business
strategy, nor, certainly, just to carry out operational day-to-day tasks like
paying employees.

4. RECRUITMENT AT VICTORIA PALACE

Employment
planning &
forecasting

Recruiting: Build a
pool of candidates

Recruiting: Build
pool of candidates

Applicants
complete
application form

Use selection tools;

tests to screen-out
applicants

4.1 RECRUITMENT PROCEDURE

The organization recruiting procedure is based on the nature of Job. What
kind of the job is it? Is it job for labor or some managerial level? It depends
upon the kind of work job contains, for permanent employees is different,
contractual is different.
Then according to the requirement, job specification and job description is
prepared by the HR manager. The immediate supervisor has to actually tell
about the place to be full-filled. HR manager then has to consult with
General Manager of the particular unit. After the proposal has been
discussed the approval is given.

4.2 RECRUITMENT RULES

1. VP does not re-hire employees which have gone. We prefer fresh
graduate employees.
2. Job posting is maximum of 9 months and minimum of 3 months. During
this period if the hired employee is found to be unsuitable the next most
suitable candidate is called from the waiting list to replace him.
3. We hire permanent, monthly basis, and also daily basis employees.

4. For labor work VP uses contractors

to provide them with the specified
no. of employees as required. These
employees are hired by contractors
on daily wages.
5. The organization does not go for
child labor as it is unethical and against the policies of major business
firms.
6. We provide 100 % Diversity (Equal opportunity to both genders).
7. Applications from candidates are kept in separate files according to the
job titles and whenever there is a vacancy available.

Recruitment and selection is the process of:

Creating a pool of well qualified and talented candidates and choosing
the best candidate from that pool.
The recruitment and selection process in an organization has to be aligned
with the corporate mission and objectives.

4.3 RECRUITMENT PRACTICES AT

VICTORIA PALACE HOTEL
VP has standard a list of jobs that are filled in
accordance

with

international

standards.

However these lists are not permanent and new

jobs are added to it keeping in view the
changing needs of the workforce. A new
vacancy in VICORIA PALACE may arise
because of the need to replace the retiring staff, dismissed staff, promoted
staff or replacing an employee on job rotation. In case a department needs to
fill in a vacancy, head of that particular department sends a requisite form to
the Personnel Manager. The form contains specifics, e.g. whether the
position is for a new employee or a replacement, qualifications required for
the job and its respective justifications. This requisition form is sent to
Personnel Manager and General Manager respectively for their approval.

4.4 SOURCES OF RECRUITMENT AT VP

4.4.1 INSIDE CANDIDATES
As soon as a position is vacant a memo is issued throughout the
organization. The employees interested in the vacant position drop their

application forms at HR department. The other source for internal candidates

is referrals.

4.4.2 OUTSIDE CANDIDATES

There are no means used for attracting the outside candidates. VP makes no
advertisements. The word of the mouth from the existing candidates does the
job of getting out side candidates. Internees are one of the sources of the
outside candidates.

4.4.3 INTERNEES A SOURCE

OF OUTSIDE
CANDIDATES
Basic requirements for internees are the
hotel
management
degrees
and
diplomas/certificates in hotel management.
The referred candidates are given priority.
Minimum duration of internship is one
month whereby internees are not paid. Free
food and laundry services are however
provided.

4.5

JOB ANALYSIS

At VP job description is prepared for only

managerial level post. The job description is written
by the HR department, the employees who are
performing/has performed the specific job make

their contributions by listing down their activities in provided diaries/logs &

then presenting them to the HR department which consequently writes down
the specifications for the personnel required.

4.5.1 JOB DESCRIPTION

Job descriptions are lists of the general tasks, or
functions, and responsibilities of a position.
Typically, they also include to whom the position
reports, specifications such as the qualifications needed by the person in the
job, salary range for the position, etc. Job descriptions are usually developed
by conducting a job analysis, which includes examining the tasks and
sequences of tasks necessary to perform the job. Job descriptions are used
especially for advertising to fill an open position, determining compensation
and as a basis for performance reviews.

In VICTORIA PALACE, the job description contains:

Skills and Efforts.

Tasks.

Responsibility.

Outlines of the Duty.

Whom to Report the Task

Everything is mentioned in it for

the

employees in a very detailed

manner.

4.5.2 JOB SPECIFICATION

Once you are aware of the type of person you are
looking to fit your job vacancy, you can now
design a "Job Specification" profile.
In VICTORIA PALACE, the job specification includes:

Qualification of employee

Experience of employee

Training or development needed for the particular job

Personal attributes required for the job

Interpersonal skills and communication skills.

4.6 JOB EVALUATION

Job Evaluation is the methods and practices of ordering jobs
or positions with respect to their value or worth to the
organization.
According to VP following factors are considered
important while making job evaluation which is:

Complexity of the Job.

How much Stress one can Bear.

Available Budget for Compensation.

Experience Required for the Job.

Company Need for the Employee for that Job.

Abilities required performing a Job.

Method used for Job Evaluation.

According to VICTORIA PALACE, the method used for Job Evaluation

is as follows:

Classification Method.

Ranking Method.

Point Method.

VP uses Classification Method when an employee is performing well and

has a chance to get promoted with the same position but at higher level. On
the other hand we believe that our hierarchy is flat in nature. Due to which
we consider that the pays varies according to the position of the hierarchy.
The top management will get more salary as compared to middle
management. According to this policy VP is also following ranking method.
5.

CV (CURRICULUM VITAE)

Everyone is different, has different backgrounds and different work

experiences.
People use CVs to show off their achievements and expertise. You will use
the one that best suits your experience thus far.

To reflect the variety in people and their own experiences in the employment
market, there are various CV formats that can be applied to each situation.
There are three main types of CV that you can use to promote yourself, your
skills and attributes, and your experience to a prospective employer.

Types of CV

CHRONOLOGICAL
CV

FUNCTIONAL
CV

CHRONOFUNCTIONAL

CV

5.1 TYPES OF CV
The following are the types of CV

5.1.1 CHRONOLOGICAL CV

The chronological or performance CV is the most traditional and widely

used format. This type of CV basically outlines your work and educational
history and is ideal if you have stayed in the same career for most of your
working life, steadily working your way up.
Use the chronological CV in the following situations:
If you have steadily progressed in one chosen field and are looking
for promotion or better conditions.
If you have no gaps in your work history.
If you want to highlight where you have worked rather than what
you have achieved.
If you are staying in the same industry.

5.1.2

FUNCTIONAL CV (Skills-Based)

This type of CV focuses on and highlights the skills and achievements that
you have gained throughout your whole working career irrespective of
where and when you acquired them. This is useful if you do have gaps in
your working career or if want to change career completely.
Use the functional CV in the following instances:
If you want to change career fields.
If you have gaps in your work history due to bringing up children,
illness or any other reason.

 If you have little experience due to just starting out or just finishing
college or university.
If you want to show a prospective employer that you possess the
correct skills for the job even though you do not have experience in
that field.

5.1.3 CHRONO-FUNCTIONAL CV
The best of both, the combination CV is an amalgamation of the previous
two formats. Slightly longer in layout; it is imperative that you grab the
reader's attention from the start, as there may be a danger of him getting
bored and discarding the CV without reading it in its entirety.
The combination CV should be used when you want to highlight both skills
and achievements together with your impressive work history and education.
Your skills and achievements are listed first and these are then backed up by
your work and educational experience, all in all leading to an extremely
potent and impressive document.
If you have gaps in your work history or have changed jobs frequently, the
functional CV would be better suited.

Use the combination CV when:

You want to show that not only do you have the right skills for the
job but also the work experience to support.

 You want to emphasize skills that you may not have used for a

while.
You would have used a chronological CV but want to highlight
your skills too.
Applying for managerial or executive positions.
You have plenty of experience in the chosen field.
If you need to "fill out" your CV!
Whichever type of CV you choose to use, remember that the information
displayed should be set out and presented in a clear, concise and easy to read
fashion. The language style should be punchy and the text should be full of
action-packed verbs.
Try to use as many facts and figures as possible to back up and provide
evidence of your skills and achievements, and above all do not say anything
negative or lie in your CV. The whole document, when finished, should
scream, "This is the best candidate for the job! Hire this person!"

Your name:
Address:
Phone:
Email:

CV

OBJECTIVE:

PROFILE:

EDUCATION:

SPECIAL SKILLS:

MEMBERSHIP:

6. SELECTION

Selection varies according to the job post. At VP for some jobs (i.e. chefs)
we use work sample testing technique, whereas the basic criteria for testing
and selection listed are:

Appearance & Grooming

Professional Qualifications

Experience & Knowledge of Job applied for

Communication Skills in English

Balance Poise & Maturity

Potential for Growth

Reasoning & Judgment

Computer Skills

6.1 SELECTION PROCEDURE AT VP

1. Firstly we trickle down the CVs. Then call only those for the
interview which have been selected.
2. Selection is based on the eligibility of qualification and experience. If
the candidate has the qualification and experience according to the job
specification then he is called for the interview.
3. Minimum qualification is matriculation for the lower level staff. And
the minimum Qualification is bachelors for the upper level staff.
We avoid negligent hiring because we are running five star hotels.

7. INTERVIEW
Step by step procedure is followed in the interviews.
1. The candidate is first interviewed by the
manager of VP and the Director HR. This
interview is unstructured, the HR manager
asks frequent question to screen out the
eligibility and potential of the candidate.
After conducting interviews from all the
candidates he prepares a list of the capable
candidates.
2. The second step, in this step the selected candidates are called again
for the structured interview which is to be conducted by head of the
particular department.

3. In such interviews general knowledge questions which are related to

the job are asked from the candidates. And also the behavioral based
question that what would be the behavior and how a candidate would
be performing in a given certain situation. This helps them to judge
the personality, temperament, attitude, and the minimum stress could
be handled by the candidate.
4. The example of the whole procedure can be such as, like an assistant
marketing manager is required so he would be first interviewed by
director human resource manager then would be going through a
panel interview in which certain job related question will be asked
such as, describe 4 Ps of marketing or consumer market and
consumer buyer behavior etc. In their opinion behavioral interviewing
is a good screening process to screen out the best of the best people.
For top level they also have Panel interview.

8. ORIENTATION
New employees of 2 days orientation program. The employee is given
a brief introduction of the hotel, about every department, working

environment in which he has to work, and of the work related

colleagues.
The employees are also provided with the job description of their
work at the time of orientation, which guides them for there services
they have to provide, and also introduced to the rules and regulation
of the company which includes.
There is a difference in the dress code of each employee from top to
bottom.
Employee should respect the privacy of another employee

9. TRAINING &
DEVELOPMENT

Steps used for the training of employees at VICTORIA PALACE are as

follows:
1. We provide training to our employees on the job and also off the job.
2. In Pakistan very few organizations are able to provide trained
workforce for the hotel industry in accordance with international
standards. Our human resource department has to recruit and select
the untrained candidates and train them according to our own needs.
3. VP hotel also uses different Training centers at locations like we send
our employees out of country for training.
4. Safety training is also provided to the employees.

9.1 TRAINING APPRAISAL

After training, the trainee performance is appraised by the immediate
supervisor. The immediate supervisor in VICTORIA PALACE evaluates
trainee performance on trainees assignment, tests and on the job work. This
appraisal is very important and it helps a lot in judging trainees behavior.
This appraisal also helps to evaluate employees for promotion.
This appraisal shows trainees:
Ability/Desire to learn new things

 Knowledge
Leadership qualities
Quality Consciousness
Discipline
Attitude
Flexibility
Personality
Strengths
Weakness
The immediate supervisor gives his remarks (assessment) according to
trainees work and also attaches his tests and assignments during training
with that form. These appraisal forms are sent to HRD for re evaluation and
they keep these forms as a record of employees performance.

10. PERFORMANCE APPRAISAL PROCESS

AND METHODS

1. Appraisal is essential for enhancing the productivity of employees and

to bring quality improvements in the overall performance of the
organization.
2. At VP appraisal is done by the head of the specific department whose
employee is being appraised. The appraisal method used at VP is
Graphical Rating Scale.
3. Employees promotion (or demotion) is finally approved by the HR
Manager. Appraisals are conducted every three months a year.
Important factors while appraising an employee are:
Appearance
Conduct
Professional Work
Leadership & Teamwork
Planning & Organization
Initiative & Creativity
Communication
Training Skills
Business Attitude & Operational Performance
Achievements of Objectives
Besides this they also consider their customers feedback regarding employee
performance in order to bring quality improvements.

4. An immediate supervisor plays an important role in performance

appraisal. The actual appraising is done by the immediate supervisor
of each employee. After rating an employee the supervisor consults
with the HR manger and then both of them decide how much to
compensate each employee and who is to be promoted?
5. When an employee is promoted, he/she is required to meet the new
post requirements. For example qualification, the employee is ought
to assure that he/she is the student of the required program.

11. CHALLENGES FOR THE HUMAN

RESOURCE DEPARTMENT

In order to manage people effectively in todays world of cut throat

competition, it is vital to understand and appreciate the significant
competitive, legal and social issues. The human resource department of our
hotel copes with internal as well as external challenges to ensure the
achievement of its mission.
Some of the internal and external challenges faced by the human
resource department are presented below:
Relationship between the Workforce and Management
Managing a Dynamic Environment
Conflict Management
Managing Workforce Diversity
Lack of Trained Workforce
Global Competitive Environment
Economic Challenge
Loyalty of Employees

12. CONCLUSION

After a thorough study of Human Resource Department at VICTORIA

PALACE, we can conclude that VP is a huge name in the hotel industry and
its Human Resource Department is working dynamically to pursue its
organizational goals. This project has given us the realistic view of how
Human Resource practices are followed in any organization.

13. RECOMMENDATIONS
VP should send its managers/employees to abroad for training purpose
for it will ultimately improve the organizations overall performance.
Internees should be paid for their services.
More flexible benefits plans should be introduced for employee so
they can choose which suit them the best.
As VP doesnt have any special program to bring the outside talent in,
so they need to take this area under consideration.
More incentive programs should be introduced to maintain employee
motivation.

Attached Questionnaire of our PROJECT

Q No. 1: What are the key values of VP Hotels culture?
Answer: Integrity, Loyalty, Personality, Safety & Security etc.

Q No. 2: Describe the hierarchy of Human Recourse department?

Answer: DHR MHR HR- Exec Admin Officer Admin Supervisor
Office Assistant.
Q No. 3: Which methods VP use to analyze and evaluate the job?
Answer: We have a revised JDs and Job Specification System to evaluate
the job.
Q No. 4: Do you plan any pool of application to fill-up vacant post?
Answer: No
Q No. 5: What type of test you conduct at the time of recruitment?
Answer: Just a Personality Test, English, Presentation.
Q No. 6: What methods you adopt for screening candidates?
Answer: We have two days walk in interviews in a week.
Q No. 7: How you train and develop your employees?
Answer: We have a proper Training and development Department.

Q No. 8: Describe your performance appraisal method?

Answer: Not a particular one.
Q No.9: Have you any compensational plans for new and current employees
you offer?

Answer: We have Bonuses, Hajj Lucky Draw etc.

Q No.10: Do you offer any after job benefits to your employees?
Answer: Yes we have, Medical Facility, Hospitalization Insurance, Life
Insurance, Discount on Rooms and Restaurants etc.
Q No.11: Through which techniques you handle the stress among
employees?
Answer: We have a counseling system and have proper training session
regarding stress management.
Q No.12: What are your social responsibilities being HR executive at
VICTORIA PALACE?
Answer: My Social Responsibilities are to look after employee relation,
arranging their social activities like birthday Parties, Ladies Get together etc.
Q No.13: What type of decisions you usually take, under the condition of
uncertainty or risk?
Answer: It depends upon the type of Risk.

Q No. 14: Describe the tools you use for planning?

Answer: Like Business Plan, Goal Setting Plan etc.
Q no.15: For which type of activities you adopt strategic, operational
specific, standing or single use plan?

Answer: For Development, Growth, etc.

Q No. 16: Do you allow the employees to participate in developing plans in
your department?
Answer: Yes, we allow.
QNo.17: How you handle candidates interviewed individually, in group or
through panel?
Answer: Depends upon the nature of the job. For top level we have Panel
interview also.
Q No. 18: What is your employee turnover?
Answer: It varies all the time.
Q No.19: What type of communication is between managers and
employees?
Answer: Two way communication.
Q No. 20: How you motivate your employees for good performance?
Answer: We have Employee, Supervisor of the month, Departmental
Champion, Honesty Awards etc.