An Internship Report On RECRUITMENT & SELECTION AT HRH GROUP OF HOTELS, UDAIPUR

Submitted To:
Mrs. Sumedha Shandilya

Submitted By:
Garima Verdia

PREFACE
Gone are the days when a person of new abilities could make this world. Today, every next opportunity is a challenge, every next person is a competitor. The horizons of today have expanded to such heights and widths, that for establishing ones identity, one requires a great deal of knowledge, smartness, tactics and courage. Today is the world of specialization, and I have opted for specialization in the field of Human Resource. It is because, HR from being a supplementary tool for business in the past has become an integral and important part of business world. The GLORY AND SUCCESS of any business strongly requires HR as its initial identity. Hence in the present scenario, a student is required to avail practical training in his/ her field of specialization therefore for this purpose, I have selected, the topic Recruitment & Selection through the case study of the unit Historic Resort Hotels Pvt. Ltd.. Books dont suffice the level of knowledge a student is required to possess. He/ she should have an experience about the real happening of a corporate world. The following project report is such an attempt to magnify my knowledge and to sharpen the edges of my skills.

ACKNOWLEDGEMENT
I could tell where the lamplight was by the trail he left behind him. -HARRY LAUDER The profound effect of these words dawned on me during my summer training at HRH Group of Hotels. I feel immense pleasure in expressing my deep sense of gratitude to the whole team of HR dept. at HRH Group of Hotels for their professional guidance and encouragement. My sincere thanks to Mr. Ajay Nagar (Manager HR) for his timely help, valuable suggestions and for giving me an opportunity to work in this esteemed organization. I am grateful to Mr. R.K. Paliwal (Dy. ManagerHR) for his kind cooperation and support throughout the training period. I owe immense gratitude to Mr. Denis Thomas (Exe. HR) without whose thoughts this project would not have been possible. Lastly, I pay my sincere gratitude to the almighty and my dearest family, the backbone of all my endeavors without whose patronage my efforts would not have borne fruits.

Garima Verdia

CONTENTS
S.No. 1. 2. 3. CONTENT RATIONALE OF THE STUDY EXECUTIVE SUMMARY
OBJECTIVE OF THE STUDY SCOPE OF THE STUDY LIMITATIONS

PAGE NO. 5 6-7

8-9 10-13 14-28

4. 5. 6.

COMPANY PROFILE UNITS OF HRH with Vision, Mission & Introduction RECRUITMENT & SELECTION PROCESS RECRUITMENT PROCESS DESIGN RECRUITMENT PROCESS STEPS RECRUITMENT PROCESS IMPORTANCE RECRUITMENT PROCESS GOALS DESIGN SELECTION PROCESS RECRUITMENT & SELECTION PROCESS AT HRH GROUP OF HOTELS ( WITH THE NECESSARY FLOW CHARTS) RESEARCH METHODOLOGY RESEARCH DESIGN DATA COLLECTION METHOD
(SAMPLING SIZE, SAMPLING METHOD, SAMPLING UNIT AND QUESTIONNAIRE METHOD AND OBSERVATION )

29-47

7.

48-60

8.

51-64

9. 10. 11. 12. 13.

DATA ANALYSIS AND INTERPRETATIONS (USING CHARTS) FINDINGS AND CONCLUSIONS SUGGESTIONS BIBLIOGRAPHY ANNEXURES IDENTITY CARD QUESTIONARE FOR THE INTERVIEW COPIES OF THE FORMS 4

65-81 82-83 84 85

86-98

RATIONALE OF THE STUDY

I have taken the topic Recruitment and Selection for the project. The main reason and rationale behind choosing this topic is the importance of these activities in the welfare and progress of the company. Being a HR manager, one has the responsibility of recruiting and selecting right candidates for the right job since all know the main asset and strength of any company is its personnel. If the people working for the company are capable, company will grow but if selection for the candidates is not appropriate, company can never progress. Importance of recruitment and selection can further be clearer by the following points: Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know about a company, and eventually decide whether they wish to work for it. A well-planned and well-managed recruiting effort will result in mediocre ones. High-quality employees cannot be selected when better candidates do not know of job openings, are not interested in working for the company and do not apply . The recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company, provide enough information about the jobs so that applicants can make comparisons with their qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for the vacant positions. Selection refers to the process of picking the right candidates from the pool of applications. Selection is significant as its impact on work per employee cost. Selection is generally done by the HR department often in consultation with the line managers. In the HRH Group of Hotels selection is a many step process, commencing from preliminary interview and ending with evaluation and control. One of the major problems in Recruitment & Selection is Workforce diversity. This problem is mainly related with the problem of people of different caste, sex, languages, region and religion. Also this problem can be solved by Celebrating Diversity i.e. all the people of the organization grouped together to celebrate all these diversities.

EXECUTIVE SUMMARY
Recruitment & Selection study is about the people who work in an organization and their relationship with that organization. Different terms are used to describe these people: employees, associates, personnel, and human resources. But human resources has gained widespread acceptance over the last decade because it expresses the belief that workers are valuable and sometimes irreplaceable resource. Effective human resource management is a major component of a managers job. A Human Resource Strategy is used for the planning of the manpower, which refers to the firms deliberate use of human resources to help it gain or maintain an edge against its competitors in the marketplace. A Human Resource Tactic is a particular policy or program that helps to advance a firms strategic goal. Recruitment is a linking activity bringing together the people who offer the job and those who are seeking for the job. The purpose of recruitment is to locate source of manpower to meet job requirement and job specification. Recruitment is regarded as the most important function of personal administration, because unless the right types of people are hired even the best plans, organization charts and control system would fail. Recruitment is the process of searching the candidate and stimulates them for employment. After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. The selection procedure is the system of functions and devices adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and requirements or not.

STAGE-I: Readings for having a basic understanding of the project:

The first stage involved extensive reading of various magazines, books, internet websites etc. to have an idea about the chosen topic of interest that is Recruitment & Selection used by the organizations. Various magazines like HRM Review, books based on Recruitment & Selection etc. were read for the aside purpose.

STAGE-II: Collecting data relating to psychometric testing:

This stage involves collecting data with respect to the chosen topic of interest. Secondary data for this purpose was collected from various sources such as Human resource books, books on Recruitment & Selection magazines, journals, internet etc.

STAGE-III: Questionnaire designing and primary data collection:

In this stage a questionnaire was designed under the guidance of our faculty, to collect data relating to the topic from human resource personnel working in different organizations. This questionnaire was then circulated in the entire organization so that relevant data could be collected.

STAGE-IV: Data analysis and conclusions:

In the final stage of the project the data so gathered was interpreted and analyzed. Upon analysis of data conclusions were drawn and the findings were finally added to the project report.

OBJECTIVE OF THE STUDY

There should be specific recruitment & selection objectives. An aimless training program will not be of much use. This project has following objectives:

1. To study the Recruitment & Selection process. 2. To check validity of recruitment procedure according to current competitive scenario. 3. To find out the effectiveness of the methods used for the Recruitment & Selection. 4. To find out how the employees met with the difficulties in the process of selection. 5. To find out the demographic profile of respondents.

SCOPE OF THE STUDY

The scope of my study is confined to HRH Group of Hotels only to know how recruitment & selection helps in providing the potential employees/candidates to the organization.

Recruitment & Selection includes information related to the way of obtaining the potential candidates i.e. the way of elimination or rejection procedure.

1. To analyze the present system and recommendations necessary. 2. Identification of the development needs. 3. To explore the possible area of defects to determine decisions regarding change in procedure. 4. To study aims to provide guidelines for corrective measures to be taken. 5. The overall study evaluates various factors which affects recruitment procedure.

LIMITATIONS
The study was carried out only at the HRH Group of Hotels, Udaipur and it has not covered the way of Recruitment & Selection at other places which are based at distant location like Bikaner, Jodhpur and Jaisalmer. These could not be covered because they are located at a very distant place and to carry out the study over their will take many months.

Some other limitations: -

1. There are be some error in selection of employees due to non-availability of the employees at the working site of some personnel reasons and also because of companys privacy; we were not allowed to get in touch with them. 2. Due to personnel biases and other reasons, the employees have expressed other views, which can affect the analysis and other facts. 3. Less availability of time for the research work.

4 . Difficulty of timely published data.

COMPANY PROFILE
HRH group of Hotels is the only chain of heritage palace hotels & resorts in Rajasthan & India. It is headquartered in Udaipur.

Udaipur, the city of dreams is perhaps the most romantic city in Rajasthan. A city without rival in the country, it is not known for brutal forts but for exquisitely decorated palaces, gardens & lakes. Palaces on lakeshores & on islands surrounded by emerald & turquoise water. Encircled by the Aravalli Mountains, the lakes & the altitude give Udaipur an extremely agreeable climate. The sunset & sunrise are from a dream world.

This wonderful city was born out of the necessity of the ruling clan for the peace, calm & security after the various Mughal invasions on their previous capital Chittor. Then Maharana, Udai Singh ji, after the third siege of his capital Chittor in 1568-69, looking for an agreeable & a safe place to build his capital, came across the lake Pichola. With the blessings of a holy sage of the region, built his palace on the banks of this lake. To this day, in a shrine in the heart of the city palace, a flame burns in gratitude to the ascetic.

The HRH group of Hotels invites the tourist to visit the home of the Rajput warrior & enjoy the luxury of the converted palaces, forts & residences, which form some of the properties in this exclusive chain.

Presently with properties of Udaipur, Kumbhalgarh, Jodhpur, Gajner, Bikaner, Jaisalmer, Ramgarh & Ranakpur for HRH sky is the limit.

Originally inherited palace, were converted into hotels due to the Sheer vision of CMD. The HRH is now a leading chain of hotels in Rajasthan & aspires to expand further.

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The basic set up is unit wise decentralization with a central reservations department, situated at the corporate office, city palace Udaipur. The units run independently with the front office dept, F&B productions, F&B service,

housekeeping , Accounts, personnel & stores. The central stores are located at Udaipur. The head office of sales & marketing is at Jaipur & the branch offices are at Udaipur, Ahmadabad Delhi, Mumbai, and Ajmer & Bikaner. The HRH group is preserving royal palaces & resorts across Rajasthan & has developed an authentic heritage circuit in the Indian state.

The chairman managing director of the HRH group is Shri Arvind Singh Mewar whose illustrious family had been rulers of the former state of Mewar in Rajasthan for 1500 years. He has been vision inspired to develop the HRH group, adhering to the guiding principles of the house of Mewar to: -

Uphold the ideals of trusteeship as the Dewan or custodian of Parmeshwaraji Maharaj Shri Ekling Nathji & to continuously serve people. Inspire the patronage & preservation of ancient Vedic culture & to instill national pride & honour. Develop The city within a city at the city palace complex in Udaipur as a model of holistic sustainable development. In a public document Shri Arvind Singh Mewar said, the more we are networked & enmeshed by technological changes, the greater will be the need to preserve our identities & our cultural heritage. Tough the responsibility may be of a few of us, let it be clearly understood that our heritage belongs to all of us. It is our collective heritage. The HRH group is thus showcasing this commitment to share the Indian heritage enshrined in Udaipurs city palace complex.

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Features of HRH
Well-disciplined employees. Healthy competitions among all the branches of HRH. Sports and cultural evenings for employees. Excellence hospitality. People are highly co-operative and communicative. People work with team spirit. Rewards and punishments are considered part of game. Every new day is learning experience for people over there. Nepotism and favoritism does not exist. Positive approach. Hierarchy is not a hurdle in the personal relationships. People work on the principle of equality and justice e.g. food is common for each level employee (whether junior or senior). Friendly atmosphere for new entrants. Workers suggestions are welcomed. HRH meets are organized on a continual basis. Training program is conducted. Workers problems are given a hearing and they are tried to be resolved. Consumer satisfaction is the motto of the organization. Supportive to the employees. Event management is given importance. Feedback. Orientation and induction. Job rotation. Get together. Town halls (monthly). Sport and cultural evening for employees.

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Marketing Concept of HRH

The marketing concept of HRH ltd. is to optimize capacity utilization by delivering desired customer satisfaction more effectively and efficiently. The company intends to have a presence in all the places of significant interest in Rajasthan within the near future and then to expand beyond.

HRH analyzed the market and worked out a very distinct marketing strategy to achieve organization goal. HRH have carefully segmented the market and their emphasis is To target and develop up market in bound tourist which would be fitting clientele for the types of product HRH to offer Concentrating on free individual travelers and direct booking. approved travel agents for group travel. Develop corporate conferences. Develop banquets. Develop special events. Develop festival related tourism. Develop leisure related tourism. Develop historical and cultural tourism. Contracted rates to

HRH firmly believes that the only way to retain or maintain ancient forts, palaces, havelies, etc. is through the medium of tourism. The philosophy of HRH Ltd. has been to create a conducive environment to encourage ethic and cultural tourism where a tourist would get a complete experience of the glorious past and rich heritage of the country. To accomplish this our companys objective have been to develop existing heritage properties and to acquire unique properties with heritage values and to integrate our business thereby widening the scope and the base of various activities and facilities which would give a holistic experience to the tourist.

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UNITS OF HRH
For the hotels of HRH we can say, Experience the original in the adobe of kings. HRH have nine hotels in Rajasthan. They are as follows:

UDAIPUR:
Shiv Niwas Palace. Fateh Prakash Palace. Shikarbadi Hotel. Garden Hotel. The Aodhi, Kumbalgarh. Fateh Bag, Ranakpur.

BIKANER:
Gajner Palace. Karni Bhawan Palace.

JAISALMER:
Gorbandh Palace. Besides hotels HRH have many other properties also. Some of them are as listed below: Ramgarh Resort and polo complex, Jaipur

Regal experience: UDAIPUR:

Manak Chowk. Jagmandir. Darbar Hall. Zenana Mahal 14

The Vintage and classic car collection. The Crystal Gallery. Shiv Niwas Palace Lawns and promenade. Solar boats, Horse safari.

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HRH GROUP OF HOTELS

The HRH Group of Hotels, Udaipur is the only chain of grand heritage hotels, palace hotels, luxury hotels and historical resorts in Rajasthan, India. It is headquartered in Udaipur (city of lakes), an historic city founded in 1559 on the banks of Lake Pichola. The HRH Group of hotels is committed to preserve royal palaces and historic resorts across Royal Rajasthan and has developed an authentic heritage circuit in this Indian state. The HRH Group of hotels, Udaipur (Rajasthan) today offers authentic Indian grand heritage palace hotels and historical venues for memorable Destination Regal Wedding', grand palace theme wedding in India, honeymoon packages, special holiday offers and other events conferences, theme shows, banquets. HRH Hotels Resorts and Palaces are the finest grand heritage and luxury hotels in Rajasthan, India. HRH Hotels are the premier hospitality providers in Rajasthan India, gracing important rajasthan towns and cities. HRH Hotels Resorts and Palaces comprises 9 hotels, resorts and authentic palace hotels in 5 locations across Rajasthan India with hotels and resorts in Udaipur, Gajner, Bikaner, Kumbalgarh, Ranakpuur, Jaisalmer in the Royal Rajasthan, India. 16

Grand Heritage Palace Hotels, Rajasthan (India)

Grand holiday Palace hotels and retreats in enchanting settings or elegant business and leisure hotels in major royal rajasthan cities. HRH Hotels & Resorts, Rajasthan are the epitome of luxury and hospitality. Exquisite interiors, impeccable service, fine cuisine and contemporary technology come together to create an experience that is both grand and intimate. Grand Heritage Hotels are Palace Hotels which offer luxurious accommodation and an experience of a lifetime as all the suites and rooms have been restored to their pristine glory. Royal Retreat are Hunting lodges and Desert Retreats that offer a complete getaway with modern comforts blended into the natural and traditional ambience.

Shiv Niwas Palace, Udaipur

A crescent adorning the southern end of the Palace complex, the Shiv Niwas Palace Hotel Udaipur was originally Maharana Fateh Singhji's residence. The rooms around this awe-inspiring courtyard were used as a place for entertaining personal guests. Shiv Niwas Palace Hotel Udaipur was the vision of the His Late Highness Maharana Bhagwat Singhji Mewar, which led to its conversion into a luxury hotel. Shiv Niwas Palace Hotel Udaipur is now categorized as a Grand Heritage Palace as it has been restored to its original pristine glory

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Fateh Prakash Palace, Udaipur

The imposing lakeside Fateh Prakash Palace Hotel Udaipur recapitulates royal traditions and lifestyles in its antique furniture, original paintings and opulent interiors. Its serene premises and picturesque views of Lake Pichola, Jagmandir Island Palace, Lake Palace and the Sajjangarh Fort, promise a soothing break from the rigors of city life. The magnificent Durbar Hall, the exclusive Gallery Restaurant and the dazzling Crystal Gallery complete the royal repertoire of unparalleled experiences at Fateh Prakash Palace Hotel Udaipur.

Gajner Palace, Gajner

Gajner Palace, an incomparable jewel in the Thar Desert is built on the embankment of a lake. Built by H.H. Maharaja Sir Ganga Singhji of Bikaner, this Grand Heritage property is spread over 6000 acres. The former Maharajas and visiting British dignitaries during the days of the Raj used Gajner Palace as a hunting resort.

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ROYAL RETREATS RAJASTHAN, INDIA

The hotels and services of the HRH Group of Hotels, the premier chain of Palace Hotels and Resorts in Rajasthan are offered under two distinct brands Grand Heritage Hotels & Royal Retreat culminating in a Regal Experience Grand Heritage Hotels are Palace Hotels which offer luxurious accommodation and an experience of a lifetime as all the suites and rooms have been restored to their pristine glory. Royal Retreats are Hunting lodges and Desert Retreats that offer a complete getaway with modern comforts blended into the natural and traditional ambience

THE AODHI HOTEL, KUMBHALGARH

Kumbhalgarh, an imposing fort set amid massive ramparts and surrounded by hundreds of temples, is the creation of one of Mewar's legendary heroes, Rana Kumbha. The Aodhi is the best location from where to explore the fort. The structure of this Royal Retreat has been designed to match the landscape of the terrain. The Aodhi has a picturesque hilly and lush setting, not far from the citadel. The resort abounds in natural beauty and promises a delightful sojourn from day work tribulations.

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SHIKARBADI HOTEL, UDAIPUR

Originally a hunting lodge frequented by the royalty of Mewar, this Royal Retreat, is set amidst the serene, wooded Aravalis. Though only 15 minutes from the City Palace, this getaway is so peaceful that leaving the clamor of city life behind becomes easiest thing to do. For wildlife and adventure buffs, there is a licensed Deer Park and also a provision for horseback excursions into the sanctuary and the Aravali hills where one can spot deer, antelope, wild boar, monkey and the nilgai.

GORBANDH PALACE HOTEL, JAISALMER

The very name of this hotel is inspired by the influence of the desert. Gorbandh is a harness, which the desert women decorate for their husband's camel with any material they can find: cowry shells, beads, sequins, cultured threads and even buttons. The architecture of this Royal Retreat has been inspired by traditional Indian homes. There is a central courtyard with a swimming pool which is surrounded by luxuriously appointed rooms.

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FATEH BAGH HOTEL, RANAKPUR

Fatehbagh is the latest addition to the HRH Group of Hotels. This Royal Retreat is located in Ranakpur, the famous Jain temple town. Fateh Bagh is recreating a forgotten chapter of Rajathan's history. It is probably India's first attempt at transplanting a palace, faithfully preserving the richness of the Raj architecture for 21st century visitors. It was in 1802 AD that Rawla Koshilav flourished as a palace on the foothills of Aravallis near Jodhpur.

KARNI BHAWAN PALACE HOTEL, BIKANER

Karni Bhawan Palace, an Art Deco Building built by Maharaja Dr. Karni Singh Ji of Bikaner as his private residence is now a Royal Retreat surrounded by sprawling lawns located within the desert city of Bikaner. Situated in the heart of the residential area, the hotel is near to the major tourist attractions of the city like the Junagarh fort, Lalgarh Palace, the camel breeding farm, the temples and the bazaars.

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GARDEN HOTEL, UDAIPUR

Away from the City Palace Complex is the serene Garden Hotel; a circular building that has been a distinguished landmark for the city of Udaipur for it houses the renowned Vintage & Classic Car Collection. Garden Hotel, a Royal Retreat of the HRH Group of Hotels, is located across the edge of Gulab Bagh; a tree lined landscaped garden spread across acres of greenery.

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REGAL EVENTS
Regal Weddings, banquets, receptions, fashion shows, music concerts, classical performances, exhibitions, product launches, film shoots and conferences are being regularly organized at the unique venues of the HRH Group of Hotels Regal Weddings are organized at Grand Heritage Palaces of the HRH Group as part of the ongoing Regal Events. The historic venues in Udaipur and Gajner along with specialized services and facilities provide an authentic backdrop for a truly Regal Wedding. We offer corporate in India and oversees the matchless opportunity of hosting conferences in a unique heritage environment. Grand Heritage Palaces and Royal Retreats of the HRH Group have developed modern facilities and amenities for large and small conferences.

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Our Vision
The genesis of the HRH Group of Hotels is a tribute to the vision of Bhagwat Singh Mewar, the 75th Maharana of Udaipur. In post-Independent India of the 1950s, Maharana Bhagwat Singh was the first Indian royal to have realized the potential of tourism to preserve the rich heritage of Rajasthan and Udaipur. He took a pioneering decision to convert the Jag Niwas into the super deluxe Lake Palace Hotel. The grand opening of the Lake Palace Hotel in 1963 marked a new era in heritage tourism in India. It was hailed all over the world as probably the finest luxury resort, distinguished by uniquely Indian hospitality and service standards. The 1980's witnessed a period of further growth and consolidation. The HRH Group of Hotels assumed its present corporate form under the chairmanship of Shri Arvind Singh Mewar, the 76th Maharana of Udaipur, and a professional hotelier. The HRH Group of Hotels is today one of the finest chains of heritage hotels across Rajasthan, with each unique heritage property being meticulously preserved, restored and developed

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Our Mission
Preserving the royal heritage, culture and traditions of India and presenting it meaningfully to guests in the 21st century Becoming the leaders in heritage hospitality, offering world-class facilities and unique holiday opportunities for guests from all over the world Atithi devo bhava: Treating the guests as if they were God themselves - inculcating a truly Indian sense of personalized service towards guests within the organization Building an ethical and employee-friendly organization that can strive towards making this vision a reality Initiating environment-protection programmes and developmental plans to positively impact the quality of life in the present and for future generations. The House of Mewar represents the longest serving, unbroken custodianship on earth. The Eternal Mewar emblem is an expression of the value system of this House. The House of Mewar has lived up to four perennial values: Self respect: Self reliance: respect for mankind: and service to community. In order to sustain these values in ever changing times, the House of Mewar invested its skills, time, and finances in the living heritage of art, architecture and culture. Now, it invites you to become a joint custodian. It invites you to subscribe to the highest human values your heart can subscribe to. This belief system drives all activities of the House of Mewar, whether for profit (eg.: The HRH Group of Hotels) or not- for-profit (eg.: several charitable, cultural and educational trusts, the more salient being Maharana of Mewar Charitable Foundation.)

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INTRODUCTION
Introducing a new employee who is designated as a probationer to the job, job location, surroundings, organization and various employees are the final step of employment process. Some of the companies do not lay emphasis on this function as they view that the colleagues of the new employees will automatically perform this function. This processes gains more significance as the rate of turnover is high among new employees compared to the senior employees. This is mainly because of the problem of adjustment and adaptability to the new surroundings and environment. Further induction is essential as the newcomer may feel insecure, shy, nervous and disturbing. This situation leads to instability. Hence, induction plays pivotal role in acquainting the new employee environment, company rules and regulations.

Induction is the process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle down quickly and happily and start work.

Lecture, handbook, film, group seminar are used to impart the information to new employees about the environment of the job and the organization in order to make the new employee acquaint himself with the following heads: -

About the Company

About the Department

About The Superiors, Subordinates etc.

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ORGANISATIONAL CHART
MANAGER HUMAN RESOURCE

MR. AJAY NAGAR

COMMERCIAL DIVISION

HUMAN RESOURCE & TRAINING

NON-COMMERCIAL DIVISION

UDAIPUR REGION

NORTHERN REGION

SOUTHERN REGION

MMCF & TRUSTS

M.M.E.I.

SNP,FPP, COMPO, LHPM, LPTT, HRH, CHETAK EXPORT

GORBANDH PALACE

GAJNER & KBP

SHPL, GARDEN HOTEL, THE AODHI

MMPS

MMVM

ASSISTANT MANAGER VACANT

ASSISTANT

HR OFFICER BHUWNESH PALIWAL

HR OFFICER NARAYAN SINGH

HR OFFICER C.V. SINGH

MANAGER R.K. PALIWAL

HR OFFICER RAHUL SHARMA

HR OFFICER PADAM SINGH BHATI

ASSISTANT MANAGER

VISHRAM BAIRWA HR EXECUTIVE DENIS THOMAS HR ASSISTANT DEVI LAL NAGDA

HR EXECUTIVE VACANT OFFICE ATTENDANT RAJESH PANDYA HR ASSISTANT RAMESH DAMOR

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OFFICE ATTENDANT PAPPU KUMAR LAXMI LAL

DEPARTMENTS OF THE ORGANIZATION

F&B Service

Sales & Marketing

F&B Production

Human Resource

Front Office / Telecommunication

Administrative

HRH GROUP OF HOTELS, UDAIPUR

EDR & Cafeteria

General

Security

Housekeeping Repairs & Maintenance

Store & Purchase

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RECRUITMENT
Recruitment is a linking activity bringing together who offer job and who are seeking for the job. The purpose of recruitment is to locate source of manpower to meet job requirement and job specification. Recruitment is regarded as the most important function of personal administration, because unless the right type of people or hired even the best plans, organization charts and control system would fail. Recruitment is the process of searching the candidate and stimulates them for employment.

HR Roles & Responsibilities in Recruitment Process

Human Resource is not responsible for the final selection of the job candidate in the recruitment process. The manager is always responsible for the final decision about the hire of the new employees. HR Role in the recruitment process is about the corporate culture, background check, & proper use of the recruitment channels & the compliance of the recruitment process. Human Resources are responsible for setting the recruitment process & for meeting out the basic rules. The main HR Role in the recruitment process is about setting the correct Recruitment Strategy. The recruitment strategy defines the recruitment channels of managers; cost associated with hiring new employees & recruitment key performance indicators. The main role & responsibility of managers in the recruitment process is in following the rules & stick to deadlines defined by Human Resources. The managers cannot complain about the slow recruitment process, when the delays are usually at their side & the best job candidate is lost as the manager is not able to make a short phone call. HR Roles & Responsibilities in recruitment process are not about conducting job interviews. The manger wants to hire a new employee; the manager should organize the job interview on his or her own & within the time frame defined by Human Resources. As HR Recruiters conducts 1 st round job interviews, the job candidates have to be told by when they will be contacted by the responsible manager. That is why, it is important to meet the deadlines defined by the recruitment strategy so that the process can run smoothly.

Recruitment Process Design

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The Recruitment Process is a critical HR Process and the HR Management team has to keep its focus on the design & development of the recruitment process. The recruitment process has to be quick, efficient & it has to be competitive enough to keep the best job candidates in the process to fill the vacancies.

The recruitment process has to be designed on the basis of the detailed analysis or it can be set up from the scratch using the smart head & the gut-feeling. The recruitment process has to be divided into main recruitment process steps & they can be optimized on the basis of the daily recruitment experience.

The recruitment process design has to be designed as it brings value to its main customers- the managers & the job applicants as they are the main partners for HR in the recruitment process.

JOB OPENING - RECRUITMENT PROCESS STEP

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Manpower Planning Recruitment Job Analysis The job opening is extremely important process & it usually generates all the issues later in the staffing of the particular job vacancy. Most of the mistakes in the job vacancy can be identified by the analysis of the length & cost of filing the concrete job vacancy as it takes a long time to fill the vacancy & the associated costs are much higher than the average reached for all the job vacancies. The job opening is about a good definition of the job profile. The job opening is not about a job title but the entire details about the scope of the job position as it is important for the HR Recruiter to find the right profile to the team. The job opening process has to be designed on the basis of the desired outcomes from this process step. The HR Recruiter has to be sure, that the following outcomes are reached: Job Position exists Staffing for the job positions is allowed The job position is described The manager confirmed the team structure The target job positions are identified Potential risks are identified These outcomes from the job opening process step of the recruitment process are extremely important as they can block the staffing of the job position later in the recruitment process. The main goal of the job opening recruitment process step is to achieve the certainly among all involved parties in the recruitment process about the fair and right description of the job vacancy to be filled. Selection Placement

The job opening is about the discussion with the manager and confirmation about the job vacancy as the HR recruiter does not lose time searching for the job vacancy, which is not official or it is not precisely defined.

Main Recruitment Process Steps

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Recruitment is an important function in human resource planning. The recruitment process consists of the following steps: 1. Recruitment process begins when the personnel department receives requisitions for recruitment from any department of the company. The personnel requisitions contain details about the position to be filled, number of persons to be recruited, the qualifications and duties of persons, terms and conditions of employment, etc. 2. The next step is assessment of personnel requirements through job descriptions and job specifications. 3. Locating and developing the sources of required number and type of employees. 4. Identifying the prospective employees with particular combinations of skill, experience, education, and other personal attributes. 5. Communicating the information about the organization, the job, the terms and conditions of service, and the applicable laws and regulations. 6. Encouraging the identified candidates to apply for jobs in the organization. Candidates should not be discouraged to apply for a position because of their sex, race, age, or other traits, unless such characteristics are related to job performance. 7. Evaluating the effectiveness of recruitment process. According to Famulrao, recruitment process consists of the following five elements: 1. Recruitment Policy: It specifies the objectives of recruitment and provides a framework for the implementation of the recruitment programme. It also involves the employers commitment to some principles as to find and employ the best qualified persons for each job, to retain the most promising of those hired, etc. It should be based on the goals, needs and environment of the organization. 2. Recruitment Organization: The recruitment may be centralized like public sectors banks or decentralized. Both practices have their own merits. The choice between the two will depend on the managerial philosophy and the particular needs of the organization.

32

Recruitment Process Assess Personnel Requirements Job Descriptions Job Specifications

Identifying sources of potential employees

Search for prospective employees (a) Informing people of job openings (b) Attracting candidates Personnel Research Job Posting Experience

Evaluating effectiveness of recruiting

Internal Sources

Transferring to new job Upgrading in same position Promoting to higher job Providing Information

External Sources

Employee Referrals Advertising Scouting

Clarifying Doubts

Modern Recruitment Sources to Consider

33

The HR Recruiters have a different job today as they have to manage more recruitment sources than the people in Human Resources industry several years ago. The Internet brought new opportunities & the new recruitment channels & new ways of the job vacancies promotion evolved. And the target groups did not move to the new modern ways, the HR Recruiter has to use a good mix of the recruitment sources (recruitment channels).

The modern recruitment sources cannot serve all the job positions & the all the job vacancies for the organization. The modern recruitment sources are excellent for the mass recruitment, where the organization needs to fill a lot of similar job vacancies by standardized approach.

Looking for a specific job candidate needs a tailored recruitment strategy and the old recruitment sources like the recruitment agencies work best. The recruitment agencies have the resources the time to investigate the job market and to build huge databases of the potential contacts and it is their biggest advantage.

The modern recruitment sources are cheap and they just need a lot of the attention from the HR Recruiter to search for the right job candidate, but they can bring excellent results.

On the other hand, the best people started to disappear from the modern websites as they have to start to protect their privacy and they were attacked by several job offers weekly and they decided to leave these great social websites.

The modern recruitment sources are modern and they are seen as the future, but we need some time to make a final evaluation.

Recruitment Source Selection:

34

Internal or External Recruitment

The recruitment source (or the recruitment channel) selection is a process step, which is mainly about the combination of the speed and the cost of the selection of the new employee. The main issue for the HR Recruiter is about the choice between the internal and external recruitment.

The internal recruitment gives the opportunity to the employees of the organization, but it is not suitable for all the job vacancies. The external recruitment is expensive, takes usually longer time & the new employee does not know the organization & the learning curve is less step.

The internal recruitment is an excellent tool for the job vacancies, where the know how is available in the organization and it allows to use the human capital efficiently as the employees move to the job positions, where their value added for the organization is maximized.

The external recruitment is suitable for the job position, where the organization needs to enhance it knows how for the external experience and for the job vacancies, which are confidential and they cannot be announced internally to employees.

In practice, the external recruitment is used more as the organization needs also stability and the employees cannot jump from the job position to another after several months. The organization usually guarantee some stability to managers and they ask the employees to stay on the current job position for atleast 18 months before applying for a new job opportunity inside the organization. The HR Recruiter has to communicate with the managers and the HR Front Office to identify the opportunities to hire the new employee internally and the HR Front Office can help to identify the suitable employees for the new vacancy.

Generally, the internal recruitment is an excellent recruitment tool, when the department enhances its processes & services provided to the other units in the organization or to the external customers. The external recruitment should be used, when the organization wants to enter a new field of the business & it needs to gain an expertise & know how quickly.

Internal & External Recruitment

35

The recruitment is not just about hiring new employees to the organization. Human Resource is also partially responsible for the motivation & career development of employees & the internal recruitment is one of the best tools for employees, who want to build their own career path in the organization.

The recruitment process should not distinguish among job candidates generally. But in reality, the organization has to set the rules for the internal recruitment as it can keep the smooth operation of the services.

The employees cannot be allowed to change their job positions freely, just on the basis of their requests. When they ask for the promotion or the change of the job content, they should always meet several qualifying criteria. Human Resources is responsible for setting such criteria as the managers & employees know, what they are obliged to meet, when the internal job change occurs.

Sources of the Internal Recruitment:

1. Promotion 2. Transfer 3. Past Employees 4. Dependents 5. Apprentice

Sources of External Recruitment:

1. Advertisement 2. Employment Exchange 3. Educational Institutions 4. Private Employment Agencies 5. Professional Bodies 6. Employee Referrals & Recommendations 7. Data Banks, etc.

When to use the internal recruitment?

36

The internal recruitment is the best recruitment source for the projects & initiatives, where the business case is not completely positive. The internal recruitment should be always used as the first option, when the job vacancy is not confidential & there is a chance to find the replacement internally.

The internal recruitment is good for the job positions, which need knowledge of the organizational & its corporate culture.

The internal recruitment is a good recruitment source, when the organization sets a new project team, which should be focused on the innovation of the products & services. The internal job candidates have a better recognition from other employees & they do not have to invest a lot of time to building trust & new relationships.

The internal recruitment should be used for the top potentials to allow them to grow in their career.

When to use the external recruitment?

The external recruitment should be used at least as the comparison for the internal recruitment. The organization needs to keep with the latest trends on the market & the external recruitment brings fresh blood to the organization.

The external recruitment has to be used, when the company decides to enter completely new area of the business & it has to buy the know how externally as the internal knowledge growth would be expensive & time consuming.

The external recruitment has to be used, when the organization needs to make the replacement of the current employee & the replacement is secret. Only the external recruitment can be done confidentially as the recruitment agency can act as an agent till the end of the whole recruitment process.

37

THE RECRUITMENT SOURCES MANAGEMENT

THE HR Recruiter has to design a good process to manage the recruitment sources or the recruitment channels. The HR Recruiter is responsible for the speed and cost of the individual recruitment sources and they have to be managed extremely closely not to lose their performance.

The management of the recruitment sources is base on the regular recruitment measurement and the analysis of the results of the measurements. The recruitment channels do not have the same performance over the time and the HR recruiter has to react to the trends as the recruitment process does not suffer.

The recruitment sources management is about the regular feedback with the recruitment providers and the recruitment agencies as they know how is their performance evaluated and measured. The HR Recruiter does not have to conduct the recruitment measurement on his or her own, the measurement can be outsourced to the recruitment sourced and the HR Recruiter can just summarize the results and to make the decision about the next steps.

The recruitment sources have to be kept in the permanent competition and the HR Recruiter has to design the regular process to inform the recruitment sources about their performance. The recruitment sources should be informed about the loss of money they generated by their slow reaction and who is the winner of the competition.

38

RECRUITMENT STRATEGY
Recruitment Strategy is a key to the successful recruitment process and high satisfaction of the clients of Human Resources. The recruitment strategy is not just the document about the recruitment approach in the organization and design of the recruitment process.

The recruitment strategy defines the position of the organization on the job market, the recruitment channels to be used and Roles and Responsibilities in the recruitment process. Human resources is the owner of the recruitment process and the managers make their evaluation of the services provided on two most important HR processes (from their point of view) personnel administration and recruitment.

Development of the good recruitment strategy is a long process, as HR recruiters have to collect a lot of numbers and many analyses have to be prepared. The good recruitment strategy results in efficient, quick and cheap recruitment process bringing the best talents to the organization.

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RECRUITMENT CHANNELS AND PERFORMANCE OF THE RECRUITMENT PROCESS

The Recruitment Channels and their right mix is the hidden mystery of the recruitment process. The recruitment is a very trendy HR Process and the HR Recruiter have to watch the trends closely as the organization can keep constant inflow of job applicants at the optimum costs.

The recruitment channels are the sources of the candidates. Generally, the places, where the job candidates can read job posting and they apply for the job vacancy at your organization. It sounds simple, but the job candidates can visit a lot of places and websites to find a new job opportunity. And it is the same as with any other competition on the job market. The job applicants compete for the job, the companies compete for the best job candidate available.

The right mixture of the recruitment channels is the pure business secret as no company wants to recommend their best recruitment channel to the others. But it is not just about the right recruitment channels, it is also about the right recruitment channel for the right job vacancy.

The recruitment channels to be used are usually defined by the Recruitment Strategy and the right mix is selected on the basis of the detailed analysis of the performance of the individual recruitment channels.

40

OBJECTIVES OF RECRUITMENT:
To attract people with multi skills and experience that suits the present and future organizational strategies. To infuse fresh blood at all level of organization. To develop an organizational culture that attracts competent people to the company. To search out for talent globally and not just within the company.

FACTORS AFFECTING RECRUITMENT:

Every organization whether small or big indulges in segregating activity. It depends upon: The size of the organization. The employment condition is community where organization is located. The effect of past recruiting efforts. Rate or growth of organization. Culture, economic and legal factors.

41

Recruitment Process Importance

Each organization needs the members to be the live organism. The recruitment process is the main process to bring new members to the organization. Each Human Resources Department has some kind of the support for the recruitment process.

The recruitment process involves many steps and optimization. The recruitment process includes quite heavy HR Marketing as the organization can attract enough job candidates from the external job market. Also, HR Marketing is used internally in the organization to promote broad job opportunities and the employees are not pushed to look for a new job on the external job market.

Even a small company needs its recruitment process, including job offers posted on the entrance door. The owner has to have the recruitment strategy and the vision how to attract new potential employees.

Currently, we live in the times of the war for the talents. The employees are one of the most valued assets of the organization and the recruitment process is one of the best weapons in the war for talents. The organization cannot survive without the recruitment process as it cannot find new members and it is not able to hire them on board. The bigger the organization the more formalized recruitment process it needs.

42

Recruitment Process Goals

The recruitment process has one simple goal. It has to deliver a new employee to the job vacancy. It looks very simple, but the whole recruitment process can be really very complicated. The recruitment process goal is about bringing the employee to the job position, but the organization usually asks more from Human Resources. The recruitment process is a good tool for many other HR processes. The recruitment process is usually seen by Marketing and they want to cooperate on the external HR Marketing. The organization, which is not known on the job market, has to pay much more for the new hire than the well-known organization. The organization has to compete for the best talents available and Human Resources have to support the recruitment process externally. It is one goal of the recruitment process. The recruitment process can have a significance impact on the employees motivation. As the employees like to work for the well-known organization and when they speak with their friends, they like to hear, the friends know the organization and they are willing to apply for the advertised job vacancy. The recruitment process can significantly support the retention of employees. The organization can use the recruitment process to staff the job vacancies internally and the employees can feel valued by the organization as they have the opportunities to change their career paths.

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START

Process flow chart for Recruitment

Receive Man Power Requisition from Concern Dept/Unit Against vacancy

Checking requisition with Budget or additional replacement

Prepare Job Profile

Search in existing data bank/unit

Found

Internet (Naukri.com)

Float Advertisement

Contact Placement Agency

Local Reference

Regret Letter if dont have vacancy at that time

Receive Resume/Details

Short list the appropriate candidates

Prepare interview panel (Date, Time & Venue of Interview)

Set Interview call letters/emails/telephonic information

Conduct Interview

Candidate Select

Negotiation of salary, joining date, mode of employment etc.

Stop

Send Regret letter/Email

Approval of 44 competent authority

Issue LOI

SELECTION
After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. The selection procedure is the system of functions and devices adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and requirements or not.

ESSENTIALS OF SELECTION PROCESS:

The selection process can be successful if the following requirements are satisfied: Someone should have the authority to select. This authority comes from the employment requisition. There must be some standard of personnel with which a prospective employee may be compared i.e. a comprehensive job description and job specification should be available beforehand. There must be a sufficient number of applicants from whom the required number of employees may be selected. There is a no standard selection process that can be followed by all the companies in all the areas. Companies may follow different selection techniques or methods depending upon the size of the company, nature of the business, kind and number of persons to be employed, government regulations to be followed etc. Thus, each company may follow any one or the possible combinations of methods of selection in the order convenient or suitable to it. Following are the selection methods generally followed by the company. Selection procedure employs several methods of collecting information about the candidates qualifications, experience, physical and mental ability, nature and behavior, knowledge, aptitude and the like for judging whether a given applicant is or is not suitable for the job. Therefore, the selection procedure is not a single act but is essentially a series of methods or stages by which different types of information can be secured through various selection techniques. At each step, facts may come to light, which are useful for comparison with the job requirements an employee specification. 45

STEPS IN SELECTION PROCESS:

Work experiences
Salary Job Analysis: - Job analysis is the basis for selecting the right candidate. Every organization should finalize the job analysis, job description, job specification and employee specifications before proceeding to the next step of selection. Recruitment: - Recruitment refers to the process of searching for prospective employees and stimulating them to apply for jobs in an organization. It is the basis for the remaining techniques of the selection and the latter varies depending upon the former. Application Form: - Application form is also known as application blank. The technique of application blank is traditional and widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidates at eh preliminary level. Many companies formulate their own style of application forms depending upon the requirements of information based on the size of the company, nature of business activities, type and level of the job etc. Information is generally required on the following items in the application forms: Personal background information Educational attainments Personal details References Written Examination: - The organization have to conduct written examination for the qualified candidates after they are screened on the basis of the application blanks as to measure the candidates ability in arithmetical calculations, to know the candidates attitude towards the job, to measure the candidates aptitude, reasoning, knowledge in various discipline. Preliminary Interview: - The preliminary interview is to solicit necessary information from the prospective applicants and to assess the applicants suitability to the job. Preliminary interview is useful as a process of eliminating the undesirable and unsuitable candidates. Group Discussion: - The technique of group discussion is used in order to secure further information regarding the suitability of the candidate for the job.

46

 Interview: - Interview is aimed to evaluate the qualities of the candidates by direct face-to-face discussion. Interview is an effective technique to measure the knowledge, understanding,

competence, interest in the work and personality. References: - Tests can reveal partial understanding of the candidates, but he candidate, as a whole can be understood after verifying his character and social and personal traits. This is why, candidates are asked to furnish the names of two responsible persons, who know them well. These persons are contacted and enquire regarding the character and morality of the candidate is made. Final Selection: - After going through aforesaid tests and formalities, the HRD Manager makes the final selection of the candidate in consultation with the department head. Physical Test: - The employee must be physically sound for the efficient and effective accomplishment of the work; therefore, the prospective candidate must be examined physically before his appointment. An employee of unsound health will prove to be a liability for the organization and dangerous to his colleagues. Orientation or Induction of employees: - The new employee is oriented to the enterprise. It may be termed a socializing process by which the employee is made familiar and friendly to environment of the business. communicated to him. Rules, regulations and special feature of the business are

47

Recruitment Process at HRH Group

Recruitment

Policy

Supporting System

It is a policy of the company to acquire, develop and retain the most suitable talents and evolve sound HRD systems and practices for recruitment and selection, training and development career growth, compensation to meet reasonable aspiration of the employees.

A sound recruitment and selection policy is required and presence of supporting system in the organization. Purpose Scope Responsibilities

48

Purpose

To plan guidelines, develop and organize system for recruitment or right man on the right place to retain the most suitable talent in consonance with organization needs, culture and values.

Scope

This procedure is applicable at very unit of HRH.

Responsibility

This procedure can be amended by functional head personnel. HOD/HRD shall be responsible for implementing & monitoring this procedure.

Objectives
1. To enable the company to attract, motivate, develop & retain the most suitable talent in consonance with the organization needs, culture & values. 2. To further professionalize the recruitment process so that vacancies are filled with right type of manpower expeditiously & economically. 3. To established a post recruitment follow-up system to take care of joining formalities, inductions, education, training, development & career plan.

49

Source of Recruitment

External sources:
Placement Agency Internet e.g. Naukri.com Advertisement Consultants Employment exchange Walk-in, Talk-in, & Write-in

Internal Sources:
Internal promotion (Merit based) Reference In house (Data bank)

50

Types of Recruitment
Direct Method:
Mostly this method is used. 80% vacancies are filled by this method.

Indirect Method:
20% vacancies are filled by this method. It is limited used. There is police verification is must for applicants.

Process Flow Of Recruitment

Pre- Interview

Assessment Test

Document Check

Back Grounding Checking

Offer Letter

Training

Appointment Letter

51

o Supporting Documents (where applicable) Photograph, size 2, not older than 6 months. Copy of all education certificates. Copy of Ration Card. Copy of all recommended letters from previous employees to be crossed
checked.

Any other credential as may be required.

o Interviewing The interviewing committee shall have a good understanding of the vacant
position needs and have prepared questions that are specifically designed towards the vacant position job profile. The main information to be obtained is as follows:

Knowledge & skill relative to the vacant position. Work Experience Ability to work in a team Self-Controllability Constructive & Positive work attitude Service minded/guest first oriented General Behavior

52

The applicants evaluation performed using all the above mentioned factors.

The HR Department shall confirm the position, salary benefits, joining date, any other essential condition and the appointment date and time of the contract signing Manager (Personnel) will submit the recommendation for appointing the selected candidates to Shri Arvind Singh Mewar for approval. After Shri Arvind Singh Mewar accords the approval, Manager (Personnel) would issue appointment letters after observing other formalities. All new appointments are subject to the issue Fitness Certificate by a member of the penal of approved Medical Officer of the organization further Medical check-up of all the employees is carried out at regular intervals. An original appointment letter, whether on training or probation, shall be issued to the successful applicant and the acknowledge copy shall be filled in the employees personnel files and the administrations/HR Dept. On receiving the appointment letter, the selected person will join duty and submit his joining report to the unit head that would counter sign it and send it to the HR Dept. for keeping in the personnel file. No person will be employed/engaged by any unit or Dept. directly. If a person is required urgently and the unit/Dept. cant wait for completion of the aforesaid procedure, then he may first take the person to the General Manager and obtained his concurrence in writing, than obtained sanctioned from Shri Arvind Singh Mewar before allowing the new person to join duty. Manager (Personnel) should inform the personnel in writing, who in turn would complete the required formalities.

53

 The extra documents (where applicable) that may be required to be filled in and returned to the administration/HR Dept. on the starting date are as follows

a. Complete personal data for Income Tax calculation. b. Copy of a bank saving A/c pass book, branch to be designed by the Hotel. c. ESI application form. d. Provident fund application form.

The administration/HR Dept. shall prepare all documents concerning pay roll, i.e. pay roll actions forms and submits to the financial controller.

54

Systematic Recruitment & Selection Need For Qualified Staff Recruitment

Short fall in the sanctioned strength of employees is made up through fresh recruitment. There is procedure wherein advertisements are placed in the media and also other sources are tapped. All units will get the strength of personnel (category/designation wise) sanctioned by Shri Arvind Singh Mewar & send photo copy to HR Dept. Whenever there is shortfall in the strength, so sanctioned, the unit will intimate the HR Dept., and will at the same time, tap its on resources to arrange new persons whose application should be forwarded to HR Dept. for further processing. The overall qualification of the applications shall relate to the job description, job profile and job analysis of the position concerned. The HR Dept. would issue interview calls to the candidates and intimate the dates of interview to members of the relevant selection committee. Application received & screened & candidate called to appear for an interview before a committee, consisting of president (Hotel Operation), Unit Manager, Personnel Manager, Manager Consultant and concerned Dept. Head.

55

Design Selection Process

Managers need to design the selection process they will use, giving consideration to the following points:

Panel composition
All interviews for permanent posts must be conducted by a panel. The manager is responsible for selecting interview panel members being mindful of: The requirement that the panel consists of at least two people, and if possible, is mixed in terms of race and gender. The requirement that at least one panel member has received training on recruitment and equal opportunities, normally limited to that provided by the HRH. If not HRH trained, the matter should be referred to Human Resources. The requirement that each panel member be familiar with anti-discrimination legislation. The willingness and ability of potential panel members to attend all interviews for the duration of the recruitment process to maintain consistency and to ensure fair treatment of all candidates. Panel members must be satisfied that their relationship with any candidate: Will not improperly influence their decision Will not give rise to suspicion about their motives

Selection Tests
Where selection tests are a valid method of assessing a candidate (i.e. effectively measures the job criteria, is relevant, reliable, fair and unbiased also considering the predictive capacities of tests), they are an extremely useful toll and are recommended for use. Managers should seek advice from HR on the use of such tests. All psychometric tests used in selection must be developed, administered and interpreted by accredited people. 56

Advertising
Advertising of vacancies
The HR Team provides a centralized advertising service for the advertisement of vacancies and will assist the Manager prepare an appropriate advertisement. All permanent vacancies are advertised on currently internally (on the intranet) and externally. Externally advertisement is on the HRH website, generally along with appropriate newspaper publications and can include the use of agencies where appropriate arrangements and HR will confirm via letter or email to the short-listed candidates the following details: Date, time and place of the interview Instructions on how to find their way to the interview venue A request that they contact the author of the letter/message if they have any special requirements in relation to the interview (related to access to the venue or any other special need related to a disability) If appropriate, details of any test or presentation they will be required to take or anything they should bring with them (e.g. work experience or proof of qualifications that are essential to the post).

At the interview
The purpose of interviewing is to appoint the best person for the job based solely on merit and suitability. The HRH recruitment and selection framework achieves this by using methods that are systematic, thorough, fair, unbiased and based on rational, objective, job related criteria. At the interview, each candidate should be treated consistently. To achieve this panel should: Ask the same initial question of each candidate Supplement their understanding of the candidates responses by following up questions as appropriate Be consistent in allowing access to presentation material, notes and so on

57

 Do not allow any discriminatory questions, harassment, or any other conduct which breaches the HRH equal opportunities policy or code of conduct Ensure that in the case of disabled candidates, the necessity for any reasonable adjustments that would be required on the job are explored in a positive manner. Assessment of disabled candidates should be based on their expected performance in the job, given that any reasonable adjustment required was provided. Keep in mind that information obtained throughout the selection process is treated as confidential and is known only to parties involved in the selection process. Keep records of interviews and the reasons for decisions returning this information to HR for filling (and disposal six months later). Panel members must be aware that it is their responsibility to ensure recruitment/interview documentation is stored securely and confidentially whilst in their possession.

Selection
Decision to Appoint
In selecting the successful candidate, the panel must make a decision based on the merit and eligibility of the candidates as judged by: Content of application Qualifications (if required for the post) Performance at the interview Outcome of any selection tests. Right to work in the India. The panel must seek to ensure that candidates appointed will actively promote the HRHs Core Values.

58

Checks
As part of assessing the merit of each candidate, managers must satisfy themselves that the information given to candidate is authentic, consistent and honest. This includes being satisfied about information regarding the candidates: Application Work history Qualification (where a qualification is a requirement for the post, supporting evidence or certification must be obtained from the candidate and recorded) Evidence presented at interview Human Resources are responsible for processing: Reference Checks Security Clearances And ensuring the candidate has the right to work in the India. Should any of these not meet the required standards, HR must immediately discuss the issue with the manager.

Offer
Offer of employment
A conditional verbal offer of employment is to be made by the manager within a week of interview. The offer should be made within the salary range stated on the Authority to recruit form. If for any reason the Manager wishes to make an offer above that range, the prior approval of the Director and Head of Human Resources is required. Failure to do so may result in the offer being retracted. The offer must be on a conditional basis whilst the required checks take place in relation to security clearance, references, and qualifications (if not provided) and the right to work in the India etc.

59

Research Methodology

Research in a layman language means a search for acknowledges. One can also define research as a scientific and systematic search for potential information on a specific topic. Infect research is an art of scientific investigation. The dictionary meaning of research is a careful investigation or inquiry especially through search for new facts in any branch defines research as a systematized effort to gain new knowledge. Some people consider research as a movement from known to unknown. Research is an academic activity and as such the term must be used in a technical sense. Research is an original contribution to the existing stock of the knowledge making for its advancement. It is pursuit of truth with the help of study, observation, and experiment. The purpose of research is to discover answers to questions through the application of systematic procedure. The main aim of research is to find out the truth, which has not been discovered yet. Its a well-known fact that no business can exist without customers. In the business of Website design, its important to work closely with your customers to make sure the site or system you create for them is as close to their requirements as you can manage. What follows are a selection of tips that will make your clients feel valued, wanted and loved.

Research Design:
The research problem have been formulated in clear cut terms, the researcher will be required to prepare a research design, i.e., she will have to state the conceptual structure with in which research would conducted. The preparations of such a design facilitate research to be as efficient as possible yielding maximal information. Research design may be grouped in four categories, viz. a). Exploration b). Description c). Diagnosis d). Experimentation 60

Collection of Data:The task of data collection begins after a research problem has been defined and research design/plan chalked out. The collection of data is done to support tour findings and interest the result whether the result you have found in according to your hypothesis or not. The data can be collected by various methods. These are broadly classified into two ways, as follows: PRIMARY DATA SECONDARY DATA

Primary Data:The primary data are those which are collected a fresh and for the first time and thus happen to be original in character. We collect primary data during the course of doing experiments in an experimental research. It is the first hand data and nobody else has collected this before. There are various ways of collecting primary data, these are as follows: 1). Observation method 2). Interview method 3). Questionnaires 4). Schedules 5). Other methods

SECONDARY DATA:
1. From Internet 2. Magazines and News Papers 3. Government Publications

Scoring & Analysis

We have used Likert scale method for scoring the survey. Its a Psychometric method.

61

RESEARCH METHODOLOGY USED IN PROJECT

RESEARCH USED
The type of research used in this project work is Descriptive. The Descriptive research is used to collect Data and find out the cause and effect relationship.

SAMPLING PROCEDURE
I decided to study the candidates who play an important role in the recruitment & selection process and are also in the committee for the formation of job description.

TYPE OF DATA COLLECTION METHOD

Data Collection Method used in this project is:

Primary data
a. Interview b. Observation c. Questionnaires

Secondary Data
a. Published Sources b. Unpublished Sources. c. Websites

SAMPLE: Employees of HRH Group of Hotels

SAMPLE SIZE: 25 HRH Employees.

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The Research Instrument used in this project is Observation Method.

DESCRIPTIVE RESEARCH
Descriptive Research studies are those studies, which are concerned with describing the characteristics of a particular individual or a group. A descriptive research require a clear specification of what, who, when, where why and how aspects of the research.

OBSERVATION METHOD
The observation method is most commonly used method especially in the studies relating to behavioral sciences. The main advantage of this method is that subjective bias is eliminated, if observation is done accurately. Secondly, the information obtained under this method relates to what is currently happening; It is not complicated by either the past behavior or future intentions or attitudes. Observation methods are of various types like structured, unstructured, controlled and uncontrolled.

63

Data Analysis
1. Potential candidates in your organization are widely generated through which recruitment source?

Recruitment Source
16%

Internal External

84%

64

2. If the candidate are being selected internally, then which one of these is the most applied:

Selection

4% 0% 20% Promotion to present permanent employees Permanency to present temporary employees Transfer

44%

Re-employment of retired employees Employment to Dependents of Deceased, Disabled, retired & Present employees

32%

65

2a.Else which one of these is the most applied form of external recruitment:

External recruitment

4% 16% 12%

4%

Data Bank Private employment Agencies Public employment Exchanges Job Portals Head Hunting

12% 28%

Campus Placements Employee referrals Advertisements Labour contractors

24%

66

3. According to you which are the most important parameters for scrutinizing the applicants?

Parameters

8% 4%

0%

12%

8% Confidence Communication Skills Body Language Grooming Knowledge 32% Past Achievements Work experience

36%

67

4. Which type of interview does you like the most?

Interview

0%

28% 32%

1 to 1 interview Group Interview Panel Interview Sequential

40%

68

5. Do you conduct background checks?

Backgroung checks

8%

Yes No

92%

69

6. According to you, is the structure of the interview assessment sheet well defined?

Assessment Sheet
20%

Yes No

80%

70

7. Are you satisfied with the job profile offered to you at the time of your selection?

Job profile

32%

Yes No

68%

71

8. Are you satisfied with the recruitment & selection procedure?

Satisfaction

40% Yes 60% No

72

9. Do you think that a better selection process improve the employees retention?

Improvement

40%

Yes No

60%

73

10.The duration of the probationary period for a new joinee in your organization is:

Duration
0

6 months 1 year

100%

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Data Interpretation
1. Potential candidates in your organization are widely generated through which recruitment source?
S. No. 1 2 TOTAL INTERPRETATION: Recruitment Source in HRH Group of Hotels Internal External In Nos. 21 4 25 In % 84 16 100

It is visible from the above table that 84% of the Respondents were in the favor that potential candidates in HRH Group of Hotels are being generated internally and only 16% of the Respondents believed that potential candidates in HRH Group of Hotels are being generated externally.

2. If the candidate are being selected internally, then which one of these is the most applied:
S. No. 1 2 3 4 5 Internal Source of Recruitment Promotion of Present Permanent Employees Permanency to Present Temporary/ Casual Employees Transfer Re-employment of Retired & Retrenched Employees Employment to Dependents of Deceased, Disabled, Retired & Present Employees TOTAL In Nos. 5 8 11 1 0 25 In % 20 32 44 4 0 100

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INTERPRETATION:

It is visible from the above table that 20% of the employees believed that internally the recruitment is being done through Promotion of Present Permanent Employees, 32% believed its through Permanency to Present Temporary/Casual Employees, 44% believed its through Transfer & 4% believed its through Re-employment of Retired & Retrenched Employees while none believed recruitment through Employment to Dependents, Disabled, Retired & Present Employees.

2.a. If the candidate are being selected externally, then which one of these is the most applied:
S. No. 1 2 3 4 5 6 7 8 9 External Source of Recruitment Data bank Private Employment Agencies/Consultants Public Employment Exchanges Job Portals Head Hunting Campus Placements Employee Referrals Advertisements Labor Contractors TOTAL In Nos. 4 7 6 3 1 3 0 0 1 25 In % 16 28 24 12 4 12 0 0 4 100

INTERPRETATION:

It is visible from the above table that 16% of the employees believed that externally the recruitment is being done through Data Bank, 28% believed that its through Private Employment Agencies/Consultants, 24% believed that its through Public Employment Exchanges, while 12% approved for Job Portals & Campus Placements and only 4% believed that its through Head Hunting & Labor Contractors. And none favored for Employee Referrals & Advertisements.

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3. According to you which are the most important parameters for scrutinizing the applicants?
S. No. 1 2 3 4 5 6 7 Parameters for Scrutinizing the Applicants Confidence Communication Skills Body Language Grooming Knowledge Past Achievements Work Experience TOTAL In Nos. 3 8 9 2 1 2 0 25 In % 12 32 36 8 4 8 0 100

INTERPRETATION:

It is visible from the above table that 12% of the employees believed that Confidence is an important parameter for scrutinizing the applicants, 32% believed that Communication Skills play an important role, 36% believe that Body Language is the most important parameter, 8% believed that Grooming & Past Achievements are important for scrutinizing the candidates while none should interest towards Work Experience.

4. Which type of interview does you like the most?

S. No. 1 2 3 4 Interview that is most favorable One to One Interview Group Interview Panel Interview Sequential Interview TOTAL In Nos. 8 10 7 0 25 In % 32 40 28 0 100

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INTERPRETATION:

It is visible from the above table that 32% favored One to One Interview, 40% favored Group Interview while 28% favored Panel Interview and none favored for Sequential Interview.

5. Do you conduct background checks?

S. No. 1 2 Are Backgrounds checked Yes No TOTAL In Nos. 23 2 25 In % 92 8 100

INTERPRETATION:

From the above table we can interpret that 92% were in the favor that background checks are being done before appointing a candidate in the organization while 8% opposed it.

6. According to you, is the structure of the interview assessment sheet well defined?
S. No. 1 2 Is the interview assessment sheet well defined? Yes No TOTAL In Nos. 20 5 25 In % 80 20 100

INTERPRETATION:

It is visible from the above table that 80% employees believed that their interview assessment sheet is well defined while 20% believed that it still needs improvement.

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7. Are you satisfied with the job profile offered to you at the time of your selection?
S. No. 1 2 Was the Job Profile offered at the time of your selection satisfactory? Yes No TOTAL In Nos. 17 8 25 In % 68 32 100

INTERPRETATION:

It is clearly visible from the above that 68% of all believed that the job profile offered to them at the time of their selection was satisfactory but 32% believed that the job profile could have still been improved.

8. Are you satisfied with the recruitment & selection procedure?

S. No. 1 2 Is the recruitment & selection procedure satisfactory? Yes No TOTAL In Nos. 15 10 25 In % 60 40 100

INTERPRETATION:

From the above table we can interpret that 60% believed that the recruitment & selection procedure in HRH Group Of Hotels is satisfactory while 40% believed that it still lacks efficiency & needs improvement.

9. Do you think that a better selection process improve the employees retention?
S. No. 1 2 Does selection process improve employees retention? Yes No TOTAL 79 In Nos. 15 10 25 In % 60 40 100

INTERPRETATION:

From the above table we come to know that 60% of the employees group believed that a better selection process improve the employees retention while 40% believed that its just the work culture, the pay scale & the regular increments of the employees which helps them to retain.

10. The duration of the probationary period for a new joinee in your organization is:
S. No. 1 2 Whats the Probation Period in HRH? 6 Months 1 Year TOTAL In Nos. 0 25 25 In % 0 100 100

INTERPRETATION:

It is clearly visible from the above table that from the total respondents all of them agreed that in their organization the probation period is of one year.

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Findings
The company also conducts psychological tastes which provides psychological base to the company. The company provides training and development programs to the employees properly. The company organizes Isolation camps for the recreational activities. And amongst internally its mostly through transfer. Most of the employees agreed to the point that their main source of recruitment is internally. The most important parameter for scrutinizing the candidate is their Body Language & their Communication Skills. The most preferential form of interview is Group Interview. Most of the employees agreed that they conduct a background check before appointing a candidate for the necessary job. They believe that their interview assessment sheet is well defined. And the probation period defined in HRH is 1 year.

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CONCLUSIONS
The respondents include the employees who concur that the current recruitment is satisfactory except few exemptions. Many employees work in HRH Group of Hotels to get pride of being in a social service concern. Even though the recruitment procedure is satisfactory, it can be organized in such a way that it obtains optimal point. Recruitment procedure of a company should be in such a manner that it puts the right person in the right job at the right time. To face this challenge, recruitment team of an organization should be well equipped.

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Suggestion

They should go for newer techniques of the Recruitment & Selection. The company should try to celebrate the diversity to reduce the work force diversity.

They should try to reduce the organizational challenges i.e. competitive position, decentralization and downsizing.

They should try to reduce the environmental challenges i.e. the internet revolution and job redefinition.

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Bibliography
Books:
1. Aswathappa K. (2005) Human Resource Personnel Management: 4th Edition Tata McGraw-Hill Publishing company Limited, New Delhi. 2. Dessler G. (2005) Human Resource Management: 9th Edition Pearson Education.

3. Gomez-Mejia L.R., Balkin D.B., Cardy R.L. (2005) Managing Human Resources: 3rd Edition Pearson Education, Prentice Hall of India

4. Kothari C.R. (1990) Methods & Techniques second edition.

5. Rao T.V. (2001) Readings in HRD Oxford & IBH Publishing Co. Pvt. Ltd., New Delhi.

Journals:
1. Journal of Indian management studies (August 2005)

2. Indian management journal (November 2008)

Web Sites:
1. www.managementparadise/facebook.com 2. www.citehr.com 3. http://www.chrmglobal.com 4. www.eternalmewar.in

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Annexure
A. IDENTIFYING INFORMATION OF THE RESPONDENT: 1. 2. 3. 4. 5. Name of the Employee : Designation : Department : Unit : Work Experience in HRH :

B. INFORMATION VIEWS BY THE RESPONDENT:

1. Does recruitment & selection play an important role in your organization? i. Yes ii. No 2. Do you play any role in the formation of the job description? i. Yes ii. No 3. A. Do you feel any upgradations are required in the present job description? i. Yes ii. No B. If yes, then kindly specify:

4. Potential Candidates in your organization are widely generated through which recruitment source? i. Internal ii. External

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5. A. If the candidates are being selected internally, then which one of these is the most applied: i. Promotion of Present Permanent Employees ii. Permanency to Present Temporary/Casual Employees iii. Transfer iv. Re-employment of Retired & Retrenched Employees v. Employment to Dependents of Deceased, Disabled, Retired & Present Employees B. Else, which one of these is the most applied form of external recruitment: i. Data Bank ii. Private Employment Agencies/ Consultants iii. Public Employment Exchanges iv. Job Portals v. Head Hunting vi. Campus Placements vii. Employee Referrals viii. Advertisements ix. Labor Contractors x. Any other sources, Please specify:

6. According to you, which should be the most effective recruitment source?

7. According to you which are the most important parameters for scrutinizing the applicants? i. Confidence ii. Communication Skills iii. Body Language iv. Grooming v. Knowledge vi. Past Achievements vii. Work Experience If any other, Kindly specify:

8. Which type of interview do you like the most?

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i. ii. iii. iv.

One to One Interview Group Interview Panel Interview Sequential Interview

9. A. In selection procedure, how many rounds of technical interview & HR rounds do you conduct for lower level candidates?

B. Does the same hold good for managerial cadre also?

10. A. Do you conduct background checks? i. Yes ii. No B. If yes, is it for all levels of employees or only for senior positions?

C. Is the background check done by the internal staff or is it outsourced?

11. A. According to you, is the structure of the interview assessment sheet well defined? i. Yes ii. No B. If no, then kindly specify the required modifications:

12. Ideally, how much time does the hiring process take, i.e. right from the test/ interview stage to the offer stage?

13. Are you satisfied with the job profile offered to you at the time of your selection? i. Yes ii. No
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14.A. Are you satisfied with the recruitment & selection procedure? i. Yes ii. No B. If no, then what further improvements must be done?

15. A. Do you think that a better selection process improve the employees retention? i. Yes ii. No B. If no, then kindly specify the reasons:

16. A. The duration of the probationary period for a new joinee in your organization is: i. 6 months ii. 1 year B. Do you think the probationary period is sufficient or it should be Maximized with reasons?

17. Remarks:

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