HR POLICIES FOR HOTEL

INDUSTRIES

Prepared

By

B.V. RAGHUNATH
MANAGER HR ADMIN
Manpower Planning and Selection

1. Ensure there is optimal manning of all positions to

maximize profitability.
2. To provide our employee/workman with job enrichment and
responsibility in their work assignments and utilize the
potential of an individual to the fullest.
3. Provide scope for growth and development.
4. All manpower requirements are to be sanctioned by the
Hotel Management.
5. Salary slabs/grades are a must.
6. Proper sanctions to be taken for filing new requirements,
including for filling replacement vacancies.

Recruitment and Selection

1. Proper process to be followed to ensure the timely

availability of high quality manpower at minimal cost.
2. To employ strictly professional methods in recruitment like
personal interviews.
3. Manpower requirement Advertisement to be released only
through HRD.
4. If walk-in interviews, then HR personnel will conduct
preliminary rounds.
5. Assess the personal details and technical skills.
6. Verify the references.
7. Short-list the best candidates.
8. Short listed candidates to be interviewed by the
Department Heads and final candidate to be selected.
9. Head of HRD/General Manager & Managing Director/see
selected candidates before appointment to the respective
post.
10. No person below the age of 18 years is considered for
selection.
11. If any temporary personnel are engaged it must not
exceed 30 during a period of one year.
 12. Temporary employees to be paid on daily wages,
which will be fixed by the Management.

Remuneration

1. To offer a competitive salary in order to attract and retain

the best talent in the Hotel Industry.
2. Qualifications and experience form the basis for salary
fixation of new entrants.
3. Salary progression plan has to be designed to encourage
high performance standards and to offer rewards
commensurate with responsibility and performance
4. Staff cannot discuss with one another regarding their
salaries. In case of any doubt or clarifications, they any
approach HRD.
Induction

1. The impressions that a new employee forms during his/her

first few days in the organization plays a vital role in
determining the overall feeling that he/she develops
towards the organization and time duration which
employees would get to know their colleagues.
2. The first part of induction would be generic and would be
applicable to all employees irrespective of functional
specialty. It would consist an exposure to the
organization’s genesis, its mission, objectives, policies, and
work systems.
3. The second part of individual requirements specific to a
particular role or function in order to facilitate
effectiveness on the job.
4. Induction program for new employees are designed by
management and coordinated by HRD.

Age of Retirement .
 Employees are required to retire from service on attaining the
age 60 years

Grooming

1. To ensure that standards are maintained with in the

organization premises while interacting with the
customers/guests.
2. The Guest Relation Executives & Agents will be in uniform
according to their position and grade.
3. No much jewelry to be worn by the staff with in the
premises.
4. Ladies to have their hair tied and neatly pinned.
5. Gents must be clean shaved with short hair neatly combed.
6. Well-redefined language to be spoken with one another and
also while interacting with the guests.
7. No staff to chew gum or tobacco during the duty hours with
in the premises.

Lockers/Rest Rooms: -
1. Workers/Staff will be provided lockers to place uniforms,
clothing and necessary belongings.
2. Lockers to be locked to be locked by the workers/staff
using the locker.
3. Any thing missing form the lockers will not be the
responsible of the management.

Workers/Staff Canteens

1. Workers/Staff are provided facility of canteens to have their

breakfast, lunch and dinner.
2. Management provides food.
3. Strict timings to be followed by the workers/staff.
4. Canteen discipline (area, dinning manner, etc.) to be
maintained.
Development and Career path: -
1. Growth is based only on performance and available
opportunities.
 2. Performance and potential is analyzed by means of an
objective of a fair appraisal system.
3. People who join the industry should have the capacity to
learn and willing to work on their own development. On its
part, the company will do its best to provide every
opportunity possible etc to its employees to ensure their
continuous development
4. Career development may consist of a combination of job
enrichment as well as both lateral and vertical movers
5. The head of the department must set the base of the
performance and potential appraisal system.
6. Based on their performance and potential opportunities
available, career paths are drawn up for employees and
shared with them.
7. The company expects its employees to extend every effort
possible to convert their envisaged career paths into a
reality.

Communication: -
1. A free and open flow of communication between
employees will enhance overall organizational
effectiveness.
2. Information about the company’s performance and plans
should as far as possible be shared with employees.
3. People who work with the company should be encouraged
to question to confront and to express their views on the
issues of relevance to the company.
4. Regular meetings must be held to review the company’s
performance and business plans and also to discuss and
solve work related problems.
5. Informal open – houses must be organized where
employees are encouraged to express their views freely of
any issue of relevance to the company.
6. Prior information on events being conducted at company
must be given to all employees.
Performance Management

1. Performance and potential is analyzed by means of an

objective and fair Performance and potential appraisal
system.
2. The head of the department must set the base of the
performance and potential appraisal system.
3. The organization expects its employees to extend every
effort possible to convert their performance and potential
into a reality.

Working hours

1. The organization has fixed working hours based on the

customer’s convenience.
2. Working time will vary from department to department
based on shift.
3. Weekly off will also differ from department to department.
4. The management and respective head of the department
will fix information as to work timings and weekly off.

Over Time

1. Workers/Staff may be required to work over- time only when

there is really a need and not as per the wish of the
worker/staff.
2. OT approval has to be taken the concerned head of
department with the consent of the Hotel Management.
3. OT may be compensated in form of cash or compensatory
leave.
4. OT is tabulated only if the hours worked exceeds 2 hours
after the duty hours.
Mobile Phone .
The Company has issued mobile phones with a ceiling limit
for talk time. Expenses incurred over and above the ceiling
will be payable by the employee. For certain Employees
who are eligible to claim for re-imbursement of mobile
phone usage, the ceiling will be fixed by the management
on case to case basis and accordingly can be claimed once
in a month on production of the bill and receipt.

Transportation Expenses .
Certain Employees are entitled to claim traveling expenses
as per the rates as mentioned in separate orders issued
time to time. Reimbursement claim supported with tour
notes must have approval from his/her Superior and/or
Departmental Manager prior to submitting to Finance
Department

Local Conveyance Allowance . The applicability of Local

Conveyance Allowance within duty station as well outstation
station is as follows: -

Car Rs. 5.50 per KM

Two Wheeler Rs. 3.00 per KM

Holidays/Leave

1. Each employee will be given weekly off (not necessary

Sunday due to customer convenience and nature of
business).
2. It will help in rejuvenate oneself and take rest.
3. 10 public holidays will be declared every year. Not all
employees can avail this facility due to the nature of
business. Compensatory off to be given for the employees,
as they could not avail the public holiday.
4. The list of holidays will be put on the notice board.
5. Employees’ entitlement of causal, sick and Privilege leave
will be as per the Organization’s norms.
6. Leave in advance on a prorata basis is granted only in
deserving cases based on the merits of each case.
7. Leave taken (SL/CL/PL) to be intimated to HRD through
leave card to avoid loss of pay.

Absence without Notice .

When an Employee is unable to work owing to illness or an

accident, the Employee shall notify his/her Superior. This
will allow the Company to arrange for temporary coverage
of the Employee’s duties, and to help other Employees to
continue work in his/her absence. If the Employee does not
report for work and the Company is not notified of his/her
status, it will be assumed after two consecutive days of
absence that the Employee has breached the contract of
employment. If an Employee becomes ill while at work or
must leave the office for some other reason before the end
of the workday, he/she shall inform his/her Superior of the
situation who will then inform Personnel Department
Permissions

1. To help employees attend to urgent and unexpected

personal work.
2. Employees are given permission for not more than 2 hours
and more than 4 occasions in a month o attend to their
work subjective to the approval of Head Department.
3. Entries to be filled in the permission cards and suitable
approvals taken.
4. Cards to be filed to HRD at the end of the month to avoid
loss of working hours.

Appreciation: -
1. There must be occasions where the company would like to
express its appreciation to the employee.
2. Non-monetary or monetary awards to be presented for
services provided.
3. Reward ideas that lead to substantial cost savings and
enhance productivity.

Grievances

1. Grievance Meeting to be held regularly.

2. All grievances must be resolved with the spirit of problem
resolution immediately in a fair and reasonable manner.
3. If a staff is not happy with decisions taken, the issues may
be taken up with senior management.

Cultural Activities: -
1. Employees must be made to feel that work is fun and not
fun is work
2. Regular cultural activities for the staff like quizzes, games,
competitions etc., must be conducted.
3. Social get-together must be held at periodic intervals.
Harassment, including Sexual Harassment .
The Company is committed to providing a work environment
that is free of discrimination and unlawful harassment.
Actions, words, jokes, or comments based on an
individual’s sex, race, ethnicity, age, religion, or any other
legally protected characteristic will not be tolerated. If an
Employee believes that he/she have been the victim of
harassment, or know of another Employee who has, report
it immediately. Employees can raise concerns and make
reports without fear of reprisal.
Any Superior who becomes aware of possible harassment
should promptly advise Management or the Personnel
Department Representative who will handle the matter in a
timely and confidential manner.

Intra Departmental Meetings

1. Each department to meet regularly to identify, discuss and
solve work related issues.
2. It helps to build teams and would work looking at a new and
better way of doing things.
3. Ideas that can be implemented for the welfare of the
organization can be put forth to the Management.
4. Contributions can be made by the departments must be
communicated to all employees.

Telephone Use .
The Company’s telecommunication facilities are intended
for the use of serving the Company customers and in
conducting the Company’s business. Personal usage during
business hours is discouraged except for extreme
emergencies. All personal telephone calls should be kept
brief to avoid congestion on the telephone line. To respect
the rights of all Employees and avoid miscommunication in
the office, Employees must inform family members and
 friends to limit personal telephone calls during working
hours. If an Employee is found to be deviating from this
policy, he/she will be subject to disciplinary action

Internet Use .
Employees are allowed use of the Internet and e-mail
when necessary to serve our customers and conduct
the Company’s business. Employees may use the
Internet when appropriate to access information
needed to conduct business of the Company.
Employees may use e-mail when appropriate for
Company business correspondence. Use of the
Internet must not disrupt operation of the Company
computer network. Use of the Internet must not
interfere with an Employee's productivity. Employees
are responsible for using the Internet in a manner that
is ethical and lawful. Internet messages are public
and not private. The Company reserves the right to
access and monitor all files and messages on its
systems.

Medical Facilities

1. Medical entitlements are given to workers/ staff through

ESIC for which the staff and management contribute
monthly for the welfare of workers/staff
2. Non-ESIC staff can avail sick leave subject to providing the
medical certificate.

Travel Desk:

There is a travel desk attached to the hotel for the benefit of

guests to visit city/state/country on tour, which could be either
official or personal in nature. And for staff it would be purely
on official in nature.
Travel Reimbursements .

An Employee using the Company's vehicle shall not be

given any fuel allowance. The Company shall bear costs of fuel
(subject to an approved limit) and maintenance for the vehicle.
Where the vehicle is a motorcycle or a commercial vehicle, the
said vehicles shall be kept at the office premises after office
hours. The Management thro’ separate circulars will issue
entitlement of mode and class of traveling to various categories
of employees to different places from time to time. Category
and class of hotel rooms will also differ depending upon the
designation of employee as decided by the Management which
shall be communicated to all concerned at frequent intervals
through separate orders. Though the laid down rules will be
adhered to in all conditions, the Management reserves the right
to alter the rules under exceptional cases which shall be
communicated to concerned parties

Tour Report .
On return from any outstation tour, a report about
the visit will be submitted at the earliest and
not later than one week for follow-up action.
Resignation

1. Normally management fixes notice period based on the

grades.
2. It is done to prevent disruption of work.
3. Before final settlement, workers/staff will have to return the
uniform, lockers, identity badges (if any) and other facility
provided by the organization.
4. Terminal payment on account of exigencies of work during
the notice period.
An exit interview will be conduced by the Head of HRD
to take a feedback from the staff who wishes to resign,
to elicit frank opinions about the organization and its
personnel policies and also to seek suggestions for
improvements.