Niti Arora (MBA-II Yr.

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SUMMER TRAINING REPORT SUBMITTED FOR FULFILLMENT OF MBA COURSE ( HR & TOURISM ) 2005-07 FROM IITTM, GWALIOR

ROLE OF HR DEPARTMENT & MANPOWER RECRUITMENT PROCEDURE OF
MAN SINGH ROAD, NEW DELHI

SUBMITTED BY : NITI ARORA , MBA (2005-2007)

INDUSTRY GUIDE

FACULTY GUIDE

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Niti Arora (MBA-II Yr.)

Ms.Diksha Mehra
Asstt Mgr-HR, Taj Mahal Hotel, Man Singh Road New Delhi 110001

Mr. Wajid Ali
MBA – Course Director IITTM, Gwalior.

ACKNOWLEDGEMENT
I take this opportunity to express my indebtedness and sincere thanks to all those who have, in various ways, helped me successful completion of my project I also thank all my Professors and Directors at the Indian Institute of Tourism & Travel Management, for all their able guidance and support for fulfillment of my task . I would also like to specially thank my faculty guide Mr.Wajid Ali, Director, MBA Course, IITTM, who has stood by me whenever I needed his help and guidance or had any queries with regard to my course / project. The knowledge gained under his able guidance would be an asset through out my professional career. My sincere thanks to Mr Sanjay Bose, GM –HR of The Taj Mahal Hotel, New Delhi, and his entire HR Department Team in providing me a wonderful opportunity to work under their able guidance to gain such valuable experience. I am extremely thankful to my Industry Guide, Ms Diksha Mehra, Asst Mgr – HR , Taj Mahal Hotel, New Delhi, who went all the way out in sparing her valuable time in providing me training under her able guidance and supervision. Without her unflinching and continuous encouragement, this project wouldn’t have been a successful. I am indeed greatful to her.

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Niti Arora (MBA-II Yr.)

This letter of thanks would be incomplete without mentioning the unconditional support that my family and friends have provided me throughout the duration of project. Over all, the project was definitely a wonderful learning experience.

(Niti Arora)

Chapter-1 PROJECT SUMMARY

The Role of HR Department in an organization plays an important role and is like a backbone . It contributes significantly for an organization to run its business smoothly and efficiently in order to achieve its sustained organizational goals by adopting best staffing policies , recruitment strategies, and manpower training & development policies .The Department is overall responsible for employees selection, their administration and welfare by keeping healthy , stress free culture and motivational policies in the organization. These in turn help the organization to retain their employees and attract best talents from the market to overcome manpower deficiencies faced from time to time. The Recruitment Process at Taj Mahal Hotel entails a multiple stages process. It begins with from the stage a Requisition is raised by the respective department head and is reviewed and approved by the HR head. There after, the Job description and various sources (Internal as well as external) are worked out by the Recruitment Manager to timely full fill the same. These steps, depending on the quantum, include recruiting thru Internal references, Recruitment Consultants, Searching from job sites, Calling the

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Niti Arora (MBA-II Yr.)

existing database available with the company and or releasing advertisements in leading News Papers, Magazines, Job Sites etc.

The job application received are scrutinized and then the candidate is invited for a preliminary interview with the Recruitment Manager and then further detailed interviews follow with the HOD / the Resident Manager/ HR Head. After going through all the rounds successfully, the references checks are done and upon fulfilling all pre employment formalities, the Appointment Letter is released. If, the candidate does not join by the specified joining date or is found medically misfit, the appointment letter is cancelled and withdrawn. While selecting a candidate, emphasis is given to evaluate various skills, like relevant Qualifications & Experience, Job knowledge, effective communication, Personality, Interactive abilities. Dressing Sense, Family Background. Computer knowledge and Trade Test results etc.

Chapter-2 RESEARCH METHODOLOGY
Research is a systematic and scientific approach to carry out an investigation. It is a process leading to the discovery of facts, causes and their inter relation to an issue. A scientific investigation leads to growth of knowledge. Methodology has an important bearing on the collection of reliable and pertinent information as well as on the outcome of the study. The categorization of proposed investigation into a certain type of research, a corresponding method or methods designed for it and appropriate techniques for collecting and analyzing data are together known as methodology of research. Research design is a complete outline of the conduct of the proposed research study. It is a comprehensive statement on the problem and scope of the study, the purpose of undertaking it, the population and location to be covered for collecting information, the hypothesis formulated for the study and finally the methodology to be employed.

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Observations during interviews.  To provide suggestions.Niti Arora (MBA-II Yr.  To understand the Manpower Recruitment Process . Discussions 2. Internet sites 2. Reference books 3.2 SOURCES OF DATA COLLECTION The sources of data collection are:  Primary data  Secondary data  Practical experience Primary data sources 1. HR Articles 5 . Secondary data sources 1. the role of HR Department and its various functions with specific focus in understanding the Manpower Recruitment process.) 2. for betterment of the systems in practice.  To understand the Job Profiles of various positions and methods applied for sourcing the same. if any. Company Policies 4.1 Scope of Training :  To understand the organizational set up.  To study the Organization Structure and HR functions and draw a sketch of it. 2.

reference checks and sometimeseven personality tests. success remains elusive. Studying and preparing Job Descriptions and Organization Structure Chart. Many professionals. 2. communication abilities. Determining who the right people are should not end just with experience and education. attitude. Hitting the hiring bull's eye is one of executive most important and most difficult responsibilities. The overall approach of the recruitment & selection process should be to bring the best talents through cost and quality effective process and to timely meet the human resource needs of the company.Personal values have changed with workers of the new millennium. Still. the other factors like. It is essential to bring the right people into the organization.1The foremost step is to understand the manpower requirement of an organization through its organizational chart and analyze the monthly turnover rate of the employees in each department. Many talented people leave their organizations because senior managers don't understand the psychology of work satisfaction.3 SCOPE OF THE STUDY 2. Screening job applications as per job profiles is very important step in the process of recruitment. Using interviews. only if the job matches their deeply embedded life interests. particularly the leagues of 20-30 something's streaming out of today's MBA programs. Strong skills do not always reflect or lead to job satisfaction. are so well educated and achievement oriented that they could succeed in virtually any job. they try to infuse logic and predictability into hiring.3.Niti Arora (MBA-II Yr. and other behavioral characteristics that fits the organization’s culture are also equally important to check. personality. then work out the corrective measures to control it and recruitment strategy to source it to timely meet the targets. they assume that people who excel at their work are necessarily happy in their jobs. Employee/ employer loyalty 6 . But will they stay? The answer is.) Practical experience Practical experience was gained by getting involved with the HR Mgr in the day-to-day work through:      Scrutiny of Personal Files Screening the cvs as per job profiles Arranging candidates for interviews and Demonstrations Interacting with Recruitment Consultants.

2. only companies that have a world-class recruitment. 7 . placement and retention solution will survive.4 LIMITATIONS  Exposure to interviews was limited. Considering the above scenario studying the recruitment and selection strategies was the most appropriate topic for my summer internship. It is clearly evident that as we move into new millennium. selection procedure being internal to the company.Niti Arora (MBA-II Yr.) has diminished and work environment and a "work/life" balance are more important than ever.

Some people in the same organization must learn to think differently in a dramatically different competitive environment. The process of recruitment means the efforts involved in finding out the sources of the availability of future employees and encouraging them to send their applications for appointment in the enterprise. hiring their services developing their skills.Niti Arora (MBA-II Yr. Ultimately the survival and prosperity of any organization would depend upon its ability to keep its human resources updated and in tune with the realities of the fast changing business scene. more and more corporate houses are beginning to realize that the ultimate competitive advantage of any business over its rivals will be provided by its people. It provides necessary strength to stand and vitality as a driving force. 8 . the degree of success depends on employees reaching their individual goals through organizational goal. individual. an holistic concept on business oriented concept. philosophies. Gone are the days of monopolies and with the advent consumerism. Since every organization is made up of people. by inspiring and creating satisfaction by building the positive and open culture. pragmatic. team. culture. a system approach that concern all human activities in the business. ethos etc. It is proactive. The competitors can duplicate ones business strategy but not their PEOPLE. But what may be a monopoly would be the PEOPLE associated with any business organization.) Chapter-3 3. realistic. The process of searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs is called the recruitment. motivating them to high level of commitment to the organization are essential to achieve organizational objectives. is an important determinant for organization effectiveness. This is the essence of Human Resource Development. business like approach by motivating. by encouraging research and development activities. Yet the kind of fierce competition being witnessed now has not been witnessed before. Technology is no longer a monopoly nor is availability of money. Therefore getting and keeping good people is the first to achieve goals through unified efforts.1 INTRODUCTION Business has always been competitive. Thus HRD in wider connotation is the management’s philosophy. by encouraging constructive innovations etc.

Evidence for skills required for a job may be provided in the form of qualifications (educational or professional). Specifically. Either way it may involve advertising commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts. will leave the organization only after a short period of time. the purposes are to:       Determine the present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. the first being the manpower planning. Purpose and Importance The general purpose of recruitment is to provide a pool of potentially qualified job candidates. under qualified or overqualified job applicants.) 3. experience in a job requiring the relevant skills or the testimony of references. undertaken by recruiters It may be undertaken by an employment agency or a member of staff at the business or organisation looking for recruits. Help increase the success rate of the selection process by reducing the number of visibly. Help reduce the profitability that job applicants. e. Begin identifying and preparing potential job applicants who will be appropriate candidates. Meet the organization’s legal and social obligations regarding the composition of its work force. Increase the pool of job candidates at minimum cost. Posts can also be advertised at a job centre if they are targeting the unemployed. It is the next step in the procurement function. Employment agencies may also give computerised tests to assess an individual's off hand knowledge or a candidate may also be assessed on the basis of an interview Sometimes candidates will be requested to provide a résumé (also known as a CV) or to complete an application form to provide this evidence.2 RECRUITMENT: A THEORETICAL FRAMEWORK Recruitment refers to the process of finding possible candidates for a job or function. Suitability for a job is typically assessed by looking for skills. Recruitment makes its possible to acquire the number and types of people necessary to ensure the continued operation of the organization.g. 9 . computer skills.Niti Arora (MBA-II Yr. typing skills. communication skills. which continues with selection and ceases with the placement. once recruited and selected. Recruitment forms the first stage in the process.

a typical response is to raise entry level pay scales. Whether they really are 'outstanding' is questionable Formal recruiting Equal opportunity demands equal access. Types of Recruitment: Informal recruiting Word-of-mouth applicants are likely to stay longer and may be more suitable than recruits obtained by advertising. Furthermore. do engage in recruiting activity. The failure to generate an adequate number of reasonably qualified applicants can prove costly in several ways. Thus.)   Increase organizational and individual effectiveness in the short term and long term. Factors governing recruitment may broadly be divided as internal and external factors. though not to the same extent. Specialist consultancies aim to find 'outstanding' people to fill higherpaying jobs. But remember that employers do not want to be swamped with large numbers of applications from unsuitable people Factors Affecting Recruitment: All organizations whether large a small. career and travel opportunities obviously influence response rates.. EXTERNAL FORCES Supply & Demand Unemployment rate Labor Market Sons of soils Political-Social Image INTERNAL FORCES Recruitment Recruitment policy HRP Size of the firm Cost Growth & Expansion 10 . It can greatly complicate the selection process and may result in lowering of selection standards. job title. The negative consequences of a poor recruitment process speak volumes about its role in an organization. the effectiveness of the recruitment process can play a major role in determining the resources that must be expanded on other HR activities and their ultimate success. This can only be achieved through public and open recruitment. But word-of-mouth is discriminatory.. when recruitment fails to meet organizational needs for talent.) The likelihood of attracting 'suitable' applicants depends on the detail and specificity of the recruitment advertisement or literature. At senior levels the informal method known as 'headhunting' or executive search has become common. since it restricts applications to established communities and excludes recently arrived minority groups. resulting in avoidable consequences.Niti Arora (MBA-II Yr. The poor quality of selection means extra cost on training and supervision. Key factors such as salary. This can distort traditional wage and salary relationships in the organization. (. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

An organization with one hundred thousand employees will find recruiting less problematic than an organization with just one hundred employees. it is not the money that is important. It takes time to examine the alternatives regarding the appropriate sources of recruits and most productive methods for obtaining them. Generally. Careful HRP and forethought by recruiters can minimize recruitment costs.  Size is another internal factor having its influence on the recruitment process. Another related policy is to have temporary and part time employees. One such internal factor is the recruiting policy of the organization. Recruiting costs are calculated per new hire and the figure is considerably nowadays. If the demand for a particular skill is high relative to the supply. B) Internal Factors There are certain internal forces. which deserve consideration while recruiting personnel. One cost saving 11  . An organization hiring temporary and part-time employees is in a less advantageous position in attracting sufficient applicants. On the other hand. It is the perception of the job seekers about the company that matters in attracting qualified prospective employees. therefore. Recruiters must. a company cannot attract prospective employees in sufficient numbers and with required skills overnight. an extraordinary recruiting effort may be needed. The company’s image also matters in attracting large number of job seekers.Niti Arora (MBA-II Yr. Effective HRP greatly facilitates the recruiting efforts. the policy is to prefer internal sourcing. as own employees know the company well and can recommend candidates who fit the organization’s culture. as the unemployment rate drops.) A) External Factors Of particular importance is the supply and demand of specific skills in the labor market. A major internal factor that can determine the success of the recruiting programme is whether or not the company engages in HRP. recruiting efforts must be increased and new sources explored. recruiting plans may be made. When the unemployment rate in a given area is high. Often. Most organizations have a policy on recruiting internally or externally. Once the best alternatives have been identified. In most cases. the company’s recruitment process may be simpler. The number of unsolicited applicants is usually greater. operate within budgets. and the increased size of the labour pool provides better opportunities for attracting qualified applicants. Cost of recruiting is yet another internal factor that has to be considered.

HRM policies and practices affect recruiting and who is recruited. The larger the organization. A firm that produces a product or service the potential employee knows about or uses is also more likely to have an image for the applicant. an organization registering growth and expansion will have more recruiting on hand than the one. which finds its fortunes declining  3.) measure. These images change. Some employers also feel this practice helps protect trade secrets.3 RECRUITING REQUIREMENTS Organization policies and practices In some organization's.Niti Arora (MBA-II Yr. In sum. for instance. is recruiting for multiple job openings simultaneously. well-known or unknown images of these organizations will affect how the job recruits view them. Because there are time and energy limits to the job search. One of the most significant of these is promotion from within. They feel this is fair to present loyal employees and assures them a secure future and a fair chance of promotion. Evaluating the quality. The good or bad. This policy means that organization's recruit from outside the organization only at the initial hiring level. the more likely it is to have a well-developed image. Job applicants can seldom have interviews with all the organizations that have job openings of interest to them. they do some preliminary screening. the ideal job specifications preferred by an organization may have to be adjusted to meet the realities of the labor market. and most employees favor this approach. government or union 12        . Organizational image The image of the employer generally held by the public can also affect the recruitment. thus minimizing the need for recruiting. quantity and costs of recruitment helps ensure that it is efficient and cost effective. but it is probably based on what the organization does and whether it is perceived as providing a good place of work. One of these screens is the image the applicants have of the organization.  Finally. The best solution is to use proactive personnel practices to reduce employee turnover. The organizations image is complex. The organization's image is also affected by its industry. All else being equal it is easier for the organization with a positive corporate image to attract and retain employees than an organization with a negative image. which can attract or repel them.

) restrictions. Personnel Planning Job Analysis Employee Requisition Job Vacancies Recruitment Planning -Numbers -Types Searching Activation “Selling” -Message -Media App lica nt Poo l Screening Poten tial Hires Strategy development -Where -How -When Applica nt Populati on Evaluation & Control 13 .5 STEPS OF RECRUITMENT PROCESS As was mentioned earlier. What factors affect the organization decision? A more educated set knows the labor market better. If an adequate number of quality people apply. recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. the organization may have to adjust the job to fit the best applicant or increase its recruiting efforts. have higher expectations of work and find organization's that pay more and provide and more stable employment. (i) Planning (ii) Strategy development (iii) Searching (iv) Screening and (v) Evaluation and control.  3. viz. The process comprises five inter-related stages.Niti Arora (MBA-II Yr. The diagram is shown on the following page. the limitations of its policies and practices and its image..

Companies calculate yield ratios (yRs). one task is to estimate the number of applicants necessary to fill all vacancies with qualified people.Niti Arora (MBA-II Yr. 3.  Type of contacts This refers to the type of people to be informed about job openings. nearly always. which express the relationship of applicants’ inputs to outputs at various decision points.5.  Number of contacts Organizations.2 STRATEGY PLANNING Once it is known how many and what type of recruits are required. These details are available through job description and job specification. Each time a recruitment programme is contemplated. Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives or targets that specify the (i) number and (ii) type of applicants to be contacted. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected.  ‘Make’ or ‘buy’ 14 . plan to attract more applicants than they will hire.) 3. serious consideration needs to be given to (i) ‘ make ‘or ‘buy’ employees (ii) technological specification of recruitment and selection devices (iii) geographic distribution of labour markets comprising job seekers (iv) sources of recruitment (v) sequencing the activities in the recruitment process.1 RECRUITMENT PLANNING The first stage in the recruitment process is planning.5.

Generally there are two types of sources from which any organization can look for potential employees. companies look into the national market for managerial and professional employees. organizations look into labour markets most likely to offer the required job seekers. Technological advancement has made it possible for job seekers to gain better access. organizations recruit where experience and circumstances dictate likely success. Organizations.  Sources of recruitment It refers to the methods or sources of recruitment. In the final analysis. regional or local markets for technical employees. Essentially this is the ‘make’ or ‘buy’ decision. Internal versus external recruiting methods Internal recruiting methods include posting position openings.Niti Arora (MBA-II Yr.) Organizations must decide whether to hire less skilled employees and invest on training and education programmes. or they can hire skilled labour and professionals. shall have to pay more for these employees. many adopt an incremental strategy in which initial efforts are concentrated in regional or local labour markets and expanded only if these efforts fail to achieve the desired results. and local markets for clerical and blue-collar employees. which hire skilled labour and professionals. Before an organization activity begins recruiting applicants. This decision is mainly influenced by the available technology.  Where to look In order to reduce the costs. it should consider the most likely source of the type of employees it needs. ‘Buying’ employees ahs the advantage in the sense that the skilled labour and professionals can begin the work immediately and little training may be needed. Recognizing this.  Technological Sophistication The second decision in strategy development relates to the methods used in recruitment and selection. There are several sources and they may be categorized as (i) internal and (ii) external. These sources accordingly may term as internal and external. Generally. distributing memos within the organization and searching organizational databases for a match between the skills 15 .

Many position can be filled as a result of posting the job opening on the bulletin boards. External recruiting methods include advertising position. They are – a) It is good public relations. Recruiting from within can lead to job satisfaction and motivation if employees see new career opportunities available. g) When carefully planned.Niti Arora (MBA-II Yr. Promotion. e) It is cheaper than going outside to recruit. transferred. However problems can arise if the internal promotion system is not viewed as fair. somebody from within the organization is upgraded. If steps are taken to ensure a fair internal promotional process.External recruiting method helps bring new ideas and approaches to the organization. Whether managers choose internal or external-recruiting methods depends on the degree to which organization's strategy encourages promotions and transfers from within the organization. announcing the opening in a company newsletter or posting announcement on the companies intranet. In addition filling positions with existing employees ensures to large ext6ent that these employees are socialized as to the organization's culture and personality.) required to perform the job and the skills held by the current employees. and skill banks. promoting from within can also act as a training device for developing middle level and top-level managers. b) It builds morale. personnel records. since information on the individual’s performance is readily available. requires using job positing. Whenever any vacancy occurs. to be effective. a) Internal sources of recruitment Internal sources are the most obvious sources.  Present employees Promotions and transfers from among the present employees can be a good source of recruitment. f) Those chosen internally are familiar to the organization. The best way to avoid negative backlash when hiring or promoting from within is to install fair practices and procedures. Promotion to higher positions has several advantages. This source also includes personnel who were once on the pay roll of the company but who plan to return or whom the company would like to rehire. most people will accept their loss and remain productive and useful organizational citizen. such as those on leave of absence. This method of recruiting looks to internal sources to fill positions and encourages promotions from within. c) It encourages competent individuals who are ambitious d) It improves the probability of a good selection. promoted or sometimes demoted. those who quit voluntarily or those on production lay offs. These include personnel already on the pay roll of an organization is its present work force. A job posting procedure enables employees to strive for a better 16 .

When a position needs to be filled the requirements is matched and candidates selected. However only current employees are eligible. present position. chances are his or her referrals will be good. Transfers are often important in providing employees with a broad based view of the organization. whose referrals are hired. are often willing to serve as a mentor to ensure their referrals succeed in the company. which include items concerning relocation willingness and preferences as well as training and educational backgrounds. if the employee fits the organization.  Job bidding These procedures typically specify that qualified applicants from within the bargaining unit must fit all jobs covered by the agreement. their education. Example it can lead to personal bias and stiff competition. A few skills are selected out of the total that best represent their functional skills.Niti Arora (MBA-II Yr. In some cases applicants take competitive examinations. training.) position within the company. Another way to recruit from present employees is transfer without promotion. Some firms have turned to computers to make their job posting more fruitful. Advantages of Internal Sources 17 . Notices of important openings should include all-important information about the job. Those interested in the vacancy bid for the job by applying if they are qualified. To entice employees to make job referrals. Employees. However it can present some difficulties. work experience. All employees who wish to participate complete questionnaires about themselves. Using a job bidding system is normally very easy. necessary for future promotions.  Referrals An excellent source of information is current employees who may know someone who would be qualified and interested in the open position. relevant job skills and abilities and other qualifications. Although positing jobs can be an efficient method of recruiting. The individual fills the position with the highest seniority from among the qualified applicants. some companies offer a referral bonus. numbers of problems have been associated. Essentially a skills inventory includes a list of employee names. The organization can search through the company skill inventory to identify potential candidates for the position opening. People tend to associate with people like themselves.  Skills inventory Another recruiting method is the use of skill inventories.

Niti Arora (MBA-II Yr. Transfer or job rotation is a tool of training the employees to prepare them for higher jobs. A promotion at a higher level may lead to a chain of promotions at lower levels in the organization. vocational institutes and management 18 . 4. 5. Transfer has the benefit of shifting workforce from the surplus departments to those where there is shortage of staff. 6. These are listed below: 1. When vacancies are filled through internal promotions. 1. Disadvantages of Internal Sources Internal sources of recruitment have certain demerits also. 3.) Filling vacancies in higher jobs from within the organization or through internal transfers has the following merits: Employees are motivated to improve their performance. Morale of employees is increased. 2. the scope for fresh talent is reduced. The employees may become lethargic if they are sure of time bound promotions. Consequently. Filling of the jobs internally is cheaper as compared to getting candidates from external sources. The following external sources of recruitment are commonly used by big enterprises: (i) Direct methods:  Campus Recruitment Jobs in commerce an industry have become increasing technical and complex to the point where school and college degrees are widely required. big organizations maintain a close liaison with the universities. Industrial peace prevails in the enterprise because of promotional avenues. This motivates the employees to improve their performance through learning and practice. 3. Frequent transfers of employees may reduce the overall productivity of the organization. Running enterprise have to recruit employees from outside for filling the positions whose specifications cannot be met by the present employees and for meeting the additional requirements of manpower. 2. b) External sources of recruitment Every enterprise has to tap external sources for various positions. The spirit of competition among the employees may be hampered. 4.

Advantages of External Sources The merits of external sources of recruitment are as under: 1. (ii) Indirect methods:  Advertisements Indirect methods involve mostly advertising in newspaper. Nowadays after the IT revolution there are the advent of job websites. Advantages of this method include: the placement center helps locate applicants and provides resumes to organizations. in television. Advertising in newspapers and/or trade journals and magazines is the most frequently used method. which require management trainees. prospects in the organization. compensation package. on the radio. a large number of applicants from outside the organization apply. when qualified or experienced personnel are not available from other sources. campus recruiting means hiring people with little or no work experience. 2. almost immediately after hiring. On the negative front. applicants will not have to be lured away from a current job or lower salary expectations. 19 . send their officials to campuses of various management institutes for picking up talented candidates doing MBA. The organizations will have to offer some kind of training to the applicants. The management has a wider choice while selecting the people for employment. applicants can be prescreened. Potential candidates can post their resumes in the job sites so that the recruitment organization can search for the appropriate candidate. Reputed industrial houses. This method is appropriate when (a) the organization intends to reach a large target group and (b) the organization wants a fairly good number of talented people. etc. technical magazines and brochures. The ads generally give a brief outline of the job responsibilities.Niti Arora (MBA-II Yr. in trade and professional journals.who are geographically spread out.) institutes for recruitment to various jobs. Qualified Personnel: The management can make qualified and trained people to apply for vacant jobs in the organization. Senior posts are largely filled by such methods when they cannot be filled by promotion from within. Wider Choice: when vacancies are advertised widely. It demands careful planning.

They may feel that their chances of promotion are reduced. Disadvantages of External Sources The demerits of filling vacancies from external sources are as under: 1. sources and search methods are activated by the issuance of an employee requisition. Dissatisfaction among Existing Staff: External recruitment may lead to dissatisfaction and frustration among existing employees. This will improve the overall working of enterprise. The applications received must be screened. With regard to media. 3. activation soon results in a flood of applications.Niti Arora (MBA-II Yr. 4. 4. The business has to notify the vacancies and wait for applications to initiate the selection process. A lot of money has to be spent on advertisement and processing of applications. 3. it may be stated that 20 . the search process can begin. If the organization has planned well and done a good job of developing its sources and search methods. 2. They will work harder to Show better performance. There is no guarantee that the enterprise will be able to attract right kinds of people from external sources.3 SEARCHING Once a recruiting plan and strategy are worked out .5. This means that no actual recruiting takes place until line managers have verified that a vacancy does exist or will exist.(i) source activation (ii) selling  Source Activation Typically. Message refers to the employment advertisement. Costly Process: It is very costly to recruit staff from external sources. Uncertain Response: The candidates from outside may not be suitable for the enterprise. External sources facilitate infusion of fresh blood with new ideas into the enterprise. Lengthy process: Recruitment from outside take a log time.) 3.  Selling In selling the organization. the existing Staff will have to compete with the outsiders. Fresh Talent: The insiders may have limited talents. Those who pass have to be contacted and invited for interview. both the message and the media deserve attention. Competitive Spirit: If a company can tap external sources. This involves two steps.

Management and professional time spent on preparing job. description. The purpose of screening is to remove from the recruitment process.5 EVALUATION AND CONTROL Evaluation and control is necessary as considerable costs are incurred in the recruitment process. advertisements.) effectiveness of any recruiting message depends on the media.  Evaluation of recruitment process The recruitment process has the objective of searching for and obtaining applications from job seekers in sufficient numbers and quality.5. those applicants .4 SCREENING Screening of applications can be regarded as an integral part of the recruiting process. 3.  Evaluation of recruitment methods The evaluation of recruitment methods might include: 21 . Cost of producing supporting literature. 3. Cost of the recruitment process. 3. Keeping this objective in mind. Cost of advertisements or other recruitment methods. and so forth. agency liaison. Selection of media or medium needs to be done with a lot of care. 5. the evaluation might include: 1. The costs generally incurred are: 1. Comments on image projected. Number of suitable candidates for selection. Time lapsed data. Cost of overtime and outsourcing while the vacancies remain unfilled. 2. 4. Effective screening can save a lot of time and money. Cost of recruiting suitable candidates for the selection procedure.5. Return rate of applications sent out. 2. 5. 6. Retention and performance of the candidates selected. Salaries for recruiters. at an early stage . job specifications. 4. 6. Recruitment overheads and administrative expenses. 3. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used.Niti Arora (MBA-II Yr. though many view it as the first step in the selection process. 7. who are visibly unqualified for the job.

Key employees are defined as employees whose loss would have a most detrimental effect on the organization. 3. 2. 3. Number of candidates retained in the organization after six months.Niti Arora (MBA-II Yr. Once the key employers have been located. Number of initial enquiries received which resulted in completed application forms. Although one technique may work well for some organizations. the next step is to determine what can be done to motivate them to remain with the organization. Flexibility can also be offered by introducing compressed work weeks. Exactly how many recruits are needed can be determined from past recruitment efforts. Number of candidates at various stages of the recruitment and selection process. By integrating both internal and external recruiting techniques.6 UTILIZING RECRUITING RESOURCES Companies frequently use a variety of internal and external recruiting strategies to locate and hire their workers. Re-Recruitment strategies are a good idea. the same technique may prove ineffective for others. so it is important to dearly delineate what key employees want and need with respect to flexibility. Some technique may mesh well with the organization's competitive strategy.) 1. especially those short-listed. Retention bonuses have also been 22 . 4. A flexible work arrangement will mean something different to every employee. A yield ratio is the number of candidates who pass a particular recruitment hurdle divided by the number who attempted the hurdle. Specifically a yield ratio can be developed for each position to be filled. but essential in turbulent times such as after downsizing or a major organizational restructuring.  Re. but others do not. It is important to keep in mind that the plan should support the companies overall strategic approach. a company can develop an overall recruiting plan that is specifically tailored to support its overall strategy and result in selection of highly qualified applicants.Recruitment strategies Re-Recruitment strategy is a series of steps a company can take and retain key employees. Number of candidates recruited. flexible starting times and comp time where workers can leave work for an hour or two to deal with family matters. An increase in the compensation can also help retain a key employee.

The following factors entice first careerist to stay with the job and the company: 1.) used successfully as a means of getting technical staffers. Companies are responding to these needs by offering a variety of programs for new employees. Although some job applicants may be enticed by money. travel expenses of potential job applicants and recruiting agencies. Career plateauing. Without a salary adjustment key employees may be stolen away by competitors.8 EVALUATING THE RECRUITING METHODS Given the importance of recruiting to the organization the method used in recruiting should be evaluated periodically. The ability to apply newly learned knowledge and skills. Downsizing and restructuring has severely restricted the potential for vertical movement in many managerial career paths. 5. One of the most important reasons to evaluate recruiting method is to determine the cost versus benefits of various methods. which refers to the point in a career where future hierarchical movement is unlikely. has become a real problem in organization's today. 2. this may not be a cost-effective method of recruiting. 4. 23 . The opportunity to understand the big picture of the firm.Niti Arora (MBA-II Yr. the salaries and travel expenses of recruiters. One factor that should be considered prior to selection is the "fit" between the individual career objectives and the career path that can be realistically offered by the firm. The opportunity to learn new skills. When recruiting method do not attract enough applicants many organizations respond by raising the salaries. 6.  Career development opportunities College graduates entering work force for the first time are clear about their expectations and are less willing to adapt their values and work styles to accommodate to their employers. Further employees within the organization may perceive inequity if new employees are brought in at a similar or even higher salary. 3. Immediate involvement in the essential work of the firm. 3. Rapid career development. Rapid salary advancement. Recruiting costs include factors such as the cost of advertising.

and a host of other factors influence the manner in which job aspirants are likely to respond to the recruiting efforts of a company. Personnel characteristics: Age. a company tries to locate prospective employees and encourages them to apply for vacancies at various levels. Physical characteristics: Sound body. the place of posting. number of children. Definition To select means to choose. The most suitable person is then picked up after eliminating the less suitable applicants through successive stages of the selection procedure.10 FACTORS AFFECTING THE SELECTION PROCEDURE The factors to be considered for selecting the right person for the right job are as under: 1. The effectiveness of recruiting method varies among organizations and even jobs within the same organization. height. Through the process of recruitment. Effective selection. the company obtains and assesses information about the applicants in terms of age.9 SELECTION The size of the labour market the image of the company. weight. 24 . time and trouble. the nature of job. provides a pool of applicants for selection. Selection is the process of picking individuals who have qualifications to fill jobs in an organization. The needs of the job are matched with the profile of the candidates. therefore. etc. Any mismatch in this regard can cost an organization a great deal in terms of money. from the pool of qualified candidates. experience. To meet this goal. At a minimum. by way of training and operating costs. organizations should compare the length of time applicants from each recruiting source stay with the organization with the cost of hiring from a particular source.) These costs must be weighed against factors such as the potion of acceptance offers. sight etc. family background etc. especially. 3. sex. skills. demands constant monitoring of the ‘fit’ between the person and the job. marital status.Niti Arora (MBA-II Yr. the compensation package. 2. qualification. The basic purpose is to choose the individual who can most successfully perform the job. 3. Recruiting thus. Purpose The purpose of selection is to pick up the most suitable candidate who would best meet the requirements of the job and the organization.

honesty. A high degree of intellectual competency can serve as a substitute for such qualities as honesty and trustworthiness. his habits of work. The hiring process can be successful. because faulty. 4. moral and social qualities. the length of the probationary or the trial period. if the following preliminary requirements are satisfied: (i) (ii) Some one should have the authority to hire. a comprehensive job description and job specifications as developed by a job Analysis. the nature of selection. loyalty etc. 5. The thoroughness of the procedure depends upon three factors: First. Even if a person has skill. Proficiency or skill and ability: Qualifications and previous experience. It is important to know about individual’s character. the greater the uncertainty in the minds of the selected candidate about his future. as developed by an analysis of the work-load and work force There must be some standard or personnel with which a prospective employee may be compared. his driving forces in determining the fitness for the job. efficiency.. the policy of the company and the attitude of the management. 3. but also results in heavy expenditure on the new employee and the loss that may be incurred by the organization in case the joboccupant fails on his job. i. beforehand. With interest. 25 . competency. Temperament and character: Emotional.e. The longer the period. Interest: Without interest.) 3. he will be unhappy in his work. work is colorless and monotonous. Competency points out capacity to acquire knowledge and skill for success on the job. selection affects not only the training period that may be needed. but if he has no interest in the job. Competency: Potentiality of an individual for learning and becoming proficient in a job. Third. 6. Second. work seems meaningful and worthwhile to the individual and abilities are developed as well as accomplishments are realized. there should be available. As a practice some companies usually hire more than the actual number needed with a view to removing the unfit persons from the jobs.Niti Arora (MBA-II Yr. his way of reacting in this or that situation. whether faulty or safe. This authority comes from the employment requisition.11 ESSENTIALS OF SELECTION PROCEDURE The selection procedure adopted by an organization is to meet its particular needs.

Every candidate for the job has to clear a number of hurdles before getting selected for the job.Niti Arora (MBA-II Yr. However. This is usually followed by a preliminary interview the purpose of which is more or less the same. Many employers make use of such techniques and pseudo-sciences as phrenology. B) Aptitude tests help determine a person’s potential to learn in a given area. If he is not found suitable at any stage. Generally tests determine the applicant’ ability. he will not be called for the interview. Preliminary interview helps reject the misfits for reason. 26 . For instance.12 STEPS IN SELECTION PROCEDURE There is no shortcut to an accurate evaluation of a candidate. he will not be called for the tests. generally long and complicated. astrology. Similarly. therefore. if a candidate fails in the tests.) (iii) There must be a sufficient number of applicants from whom the required number of employees may be selected. Different types of tests may be conducted depending on the job and the company. which do not appear in the application forms. in modern times.  Selection Tests Job seekers who pass the interview are called for the tests.. these are considered to be unreliable measures. graphology etc. The hiring procedures are. A) Ability tests assist in determining how well an individual can perform tasks related to the job. physiognomy. if a candidate’s particulars in the application are not found suitable. aptitude and personality. Thus. he is not considered for the further stages. The following is a popular procedure through it may be modified to suit individual situation:  Preliminary Interview Applications received from job seekers are subjected to scrutiny so as to eliminate unqualified applicants. 3. while coming to hiring decisions. he will be rejected.

An interview is conducted at the beginning and at the end of the selection process. A job offer is. The results of the medical test are recorded in a statement and are preserved in the personnel records. One purpose is to gain insight about the potential employee from the people who have had previous experience with him or her. it can provide a wealth of information. E) Graphology test is designed to analyze the handwriting of an individual. contingent upon the candidate being declared fit after the physical examination. 27 .  Employment Interview The next step in the selection process is the employment interview. D) Interest tests are used to measure an individual’s activity preferences.  Reference and Background Checks Many employers request names. addresses. in-depth conversation concluded to evaluate the applicant’s acceptability. but if handled and organized well. usually utilizing the strength an knowledge base of each interviewer. F) Polygraph tests are designed to ensure accuracy of the information given in the applications. The final decision has to be made from the pool of individuals who pass the tests. inhibitions and spontaneity. interviews and reference checks.Niti Arora (MBA-II Yr.) C) Personality tests are given to measure a prospective employee’s motivation to function in a particular working environment. and contact numbers or reference for the purpose of verifying information and perhaps gaining additional information on an applicant. selection decision-the most critical of all the steps –must be made. often. Reference checks serve two purposes. C) Panel Interview: Consists of two or more interviewers. It can suggest the degree of energy. Any panel interview is less intimate and more formal then the one-to-one. The other stages in the selection process have been used to narrow the number of candidates.  Selection Decision After obtaining information through the preceding steps. An interview is a formal. The employment interview can be: A) One-to-One: there are only two participants-the interviewer and the interviewee.  Physical Examination After the selection decision and before the job offer is made. Second purpose is to assess the potential success of a prospect. the candidate is required to undergo a physical fitness test. B) Sequential: involves a series of interviews.

 Concluding the Selection Process Contrary to popular perception.a more sensitive one.Niti Arora (MBA-II Yr. There is another step. the selection process will not end with executing the employment contract. CHAPTER-4 COMPANY PROFILE 28 . One such document is the attestation form. Such a letter generally contains a date by which the appointee must report on duty. There is also a need for preparing a contract of employment.  Contracts of Employment After the job offer has been made and the candidates accept the offer.reassuring those candidates who have not been selected.)  Job Offer Job offer is made through a letter of appointment. certain documents need to be executed by the employer and the candidate.

and for everyone. who are well vested with the complexities of Travel and Tourism Trade. India provides you travel opportunities of all kinds. All the professionals at Indian Holiday Private Limited are masters of their trade and each brings with him/her a unique set of experience of the country.) Our Mission . You only need them and guts to like them. To put it simply. or face the force of rapids and go for the river rafting on the wild rivers. unexplored and unhindered. We are professionally managed closely held agency and management control is vested with the 1st generation promoter entrepreneurs. Indian Holiday Private Limited will provide you all the facilities whilst you are on your personal journey.the journey of a lifetime. take risks and trek through the Himalayas bask under the glory of sun god and relax on the top of world’s oldest working locomotive. We. at Indian Holiday Private Limited believe in presenting India in a way that is quite unique. Our “mission” is to provide Quality and excellence to our customers promptly and exclusively. We want to show you the possibilities that are immense and unending. The team is 29 . Believe us when we say possibilities are unlimited. explore the deserts. Our guest service team has a cumulative experience of 100 man years in tourism industry. of all forms. we know what a traveler anticipates and more than that we know what it takes to satisfy them. Come to India. Transaction level operations are executed by a team of professionally qualified professionals. Corporate Information Indian Holiday Private Limited is a proactive travel organization in Indian tourism industry for the last 10 years.Niti Arora (MBA-II Yr.

) well aware and equipped to cafer to requirement of various market segments and understands the nuances of tourism in India. cruises. as a tour operator and travel agent. research and educational information to its members.Niti Arora (MBA-II Yr. The American Society of Travel Agents (ASTA): ASTA is the world’s largest association of travel professionals. such as tours. Their members include travel agents and the companies whose products they sell. They are the leading advocate for travel agents. Pacific Asia Travel Association (PATA): PATA is the recognized authority of Pacific Asia Travel and Tourism and provides marketing. car rentals.com is an extension of our travel initiative providing the travelers interested in visiting India all travel services under one roof. the travel industry and the traveling public. 30 2) 3) . The ASTA logo is recognized around the world as a symbol of professionalism and integrity. etc. Apart from the official recognition we are also proud to be associated with some of the national and international august bodies in travel and tourism industry. hotels. We Keep the Right Company Indian Holiday Private Limited is recognized by the Ministry of Tourism. Indian Holiday Private Limited is a member of: 1) Indian Association of Tour Operators (IATO): IATO is the premier trade body of inbound Tour Operators in India who strive for the growth of Indian tourism industry and strive to provide quality services to our visitors. I Indian holiday. Government of India. These affiliations give Indian Holiday the credibility of being a serious player in travel business and help it get greater access to the resource and knowledge base of these professional bodies.

Niti Arora (MBA-II Yr. Every year. These Hotels in Varanasi stand at strategic locations which are either close to the bus terminus and railway station for easy accessibility. Uttar Pradesh can be reached by road. The Uttar Pradesh State Road Transport Corporation provides efficient bus service from various parts 31 . rail or air transport. Talking of accessibility. the Hotels in Varanasi. the city is ventured by a huge section of Indian as well as foreign tourists. provide unmatched services and hospitality that can suit every kind of tourist. Among the various Hotels in Uttar Pradesh. locations and the charges they demand. India hold a special position owing to their wide diversifications with respect to standard of amenities. the Hotels in Varanasi. or near the Ghats which offers a pleasing sight of the River Ganga and the busy life around it especially at dawn. In order to support the basic requirements of these tourists the Hotels in Varanasi.) Hotels in Varanasi Owing to its cultural and strong religious backdrop. the city of Varanasi in Uttar Pradesh is one of the prime destinations for pilgrimage inn India.

The Restaurants and Bars (in some hotels) of the Varanasi Hotels provide excellent food of various cruises. The Varanasi Hotels offer decent accommodations with all the necessary amenities from attach bathrooms with running hot/cold water supply.Niti Arora (MBA-II Yr. A host of other recreations made available by the Hotels in Benares include sightseeing to the various interesting places in and around the city like the Temple of Kashivishwanath (or the Golden Temple) and the various Ghats of the city.) of the state. Ramada Plaza JHV Accommodation at Ramada Plaza JHV in Varanasi: Ramada Plaza JHV in Varanasi in Uttar Pradesh in India provides state of the art accommodation facilities. direct dial telephones. Kolkata and Mumbai. the Junction/Cantonment of Varanasi and the Babatpur Airport connect the ancient to the modern cities like Delhi. We now come to the facilities and services provided by the Hotels in Benares. television and channel music. The business facilities available at these hotels also satisfy the needs of the tourists. • Deluxe bathroom amenities. • Dual-line telephone. • Non-smoking rooms. to luxuries like air conditioners. The rooms are provided with: • Work desk with high-speed internet access. Besides. • In-rooms electronic safe. 32 . These are aptly complemented by the prompt and efficient services of the staff of the Hotels in Varanasi.

The business travelers are also provided with audio visual equipment to help them in their business meetings. The guests can enjoy a few drinks at the bars named as ‘Toxic Bar’ and ‘Pool Side Bar’ Business It provides conference facilities to the business travelers. The restaurants serve mouthwatering dishes from across the globe.Niti Arora (MBA-II Yr. Dining The restaurants in the hotel are named as ‘Tadka’ and ‘Silk Route’. Recreation The recreation facilities provided at Ramada Plaza JHV in Varanasi Includes:• Steam bath • Swimming pool • Tennis court • Sauna and Jacuzzi • Shopping arcades • Beauty salon • Fitness centre Other Facilities • Laundry services • Car parking space • Doctor on call 33 .) • Rooms for physically challenged guests multi channel LCD flatscreen television.

Niti Arora (MBA-II Yr.) • Travel desk HR Department Structure : General Manager .Mgr L&D Mgr Asstt. Admn) Time Office Cafeteria 34 .Human Resources Admn. Mgr-HR (Recruitment) Asstt Mgr-HR (Staff welfare) Asstt Mgr-HR (Systems) Asstt Mgr-HR (Psnl.

This section examines current practices and decision-making in recruitment and selection. for example.. Recruitment and redundancy can be viewed as key 'push' and 'pull' levers for organizational change.) Chapter-5 FINDINGS AND ANALYSIS The Taj recognize that staff is their greatest asset.. they are not simply mechanisms for filling vacancies. Within the HRM paradigm. has focused on people with a preference for working with others.) We cannot discuss how recruitment and selection take place without asking why certain techniques are used in preference to others.. a good induction programme is the best way to help a new employee settle into the organization and become effective in the shortest possible time. (. 35 . A sound recruitment procedure is vital for finding people with the right skills and abilities for the job. (. methods of selecting employees. legal issues and how to carry out a successful induction. In this ‘Getting it Right Session’ we show employers the importance of good recruitment and selection. The fashion for team working. The training covers: Key steps of the recruitment process.. After recruitment.) they are critical elements of effective human resource management.Niti Arora (MBA-II Yr. Recruitment and selection allow management to determine and gradually modify the behavioral characteristics and competences of the workforce.

5. what information to keep safe. The induction program covers essential information related to business going on in the company. cafeteria. The training would also include such things as safety instructions. Other things include where to file a certain record. It helps him understand the clear picture as to where he is going to work in the company. It might take some time for the employee to become fully productive. time office. He starts getting accustomed to his work place during the induction period. the employee meets all HODS the other concerned officers of various department and peers that he will be working with. etc. . During the induction procedure.4 Induction Procedure for new employees Once they have passed the entire process and formalities outlined above. He is shown where his car parking spot is. The induction procedure also informs him about whom he should report to and whom to see to get a report written or a work completed. General manager’s office. wherein the employee is assisted transitions into his new job and begins his work. washrooms etc .3. The induction procedure is a very important part and should not be ignored.) . 36 .Niti Arora (MBA-II Yr. It helps a new employee to get to know his new work environment properly and location of various departments and facilities and puts him at ease to operate Induction procedure lasts for 15 days. the next comes Employee Induction Process. The employee is shown all the departments. The employee induction gives complete knowledge about his job profile and the organization. so that he gets to know how to find his way around the workplace. He is also briefed to whom to see to get his questions / problems answered or seek help with a particular matter.

comfortable and part of the organization. The contract could be terminated at any point of the time if the hotel is not satisfied with their services based on the 2 clauses:  The time taken for response 37 . He can find out about any company picnics. 5. places and the fellow employees. qualification. It helps the employee to get acquainted with the organizational culture. They must also feel respected. The induction procedure is not about job training. lunches and other recreational activities Once the employee feels welcomed. It is not always the money that is most important for staying at a job.experience. the employee gets to meet his workmates. The contract contains all the terms and conditions . Therefore a happy and comfortable atmosphere is going to be a more productive one. and gets into the organizational culture. They should endvaour for long term relationship with the company act like a Brand Ambassoders and not like a post office. he feels happier at his workplace.5 Recruitment Consultants The dealings of HR Mgr with recruiment consultants are to ensure that they provide quality and well experinced manpower .They should aim at providing the best suitable in shortest time frame . should serve the organisation in best possible manner and has interest for long term career with the company The consultants are paid a service charge equvalent of 1 month’s gross salary payable to the candidate which is subject to tax deductionas applicable under the law from time to time. so he can become a team player. Employee induction also allows him to know the basic company rules such as acceptable use of computers and company phones and other facilities etc.Niti Arora (MBA-II Yr. a clause regarding the payment of the consultancy firm and the termination of the contract. The Contract for Consultants An official contract is signed between the consultancy firm and the hotel in the first month of every year.) It is important that during the employee induction procedure.. They should ensure that the candidate is suitable in all perspectives i.3.e.

A copy of the contract is sent to the concerned person of the consultancy firm and a copy is kept in the records of the Human Resource Department.3.7 FINDINGS AND ANALYSIS These findings and analysis are on the basis of the information collected during training about the process of recruitment in practice at The Taj Meal Hotel . a regret letter stating that we will not be able to continue the further relation with your firm is issued to all the consultancy firms with whom the organisation wants to discontinue. After the candidate has cleared all the rounds. The analysis & certain suggestions made are for further betterment of the recruitment 38 . The selection is a multistage process wherein the candidate has a snap interview with the HR-Manager and then more interviews to follow with the entity head and the Resident Manager.)  Hit Ratio (No. 5. After observing the consultants for a continuous period of three months. and the Managing Director or the Propreitor of the consultancy firm. Various sources (Internal as well as External) are tapped.   5. New Delhi.Niti Arora (MBA-II Yr.6 Synopsis of the Recruitment process When a post is to be filled in. the Financial controller of the organisation. he/ she is given the appointment letter and thereafter joining is done. the governing principle shall be to sense the services of the persons most suitable for the post. CVs’ are short-listed according to the key skills that are mentioned in the job description. if the organisation is not satisfied with the services rendered. To achieve this objective the method of recruitment in practice is as follows:     The respective department head with details of the job position raises the Manpower requisition.3.of selected candidates out of those who appeared) The contract is duly signed by the Human Resource Manager. Verifications with the references are made and salary slips are to be produced.

Such types of professional will be more helpful in short listing the right candidate  The mere rejection of candidates just on the basis of introductory interviews is unfair. These. in any way. the following suggestions are made: The selection of consultants should be done after personal interaction with them and getting to know their own qualification and relevant experience with the hotel industry.   39 . They should either be practicing professionals in the relevant trade for fair amount of years or retired hotel industry professionals. The Recruitment Mgr should provide them with all the relevant job profiles and endeavor to develop them as their brand ambassadors and retain the best once by introducing reward schemes. The questionnaire can be prepared with the help of HOD’s of various departments. the rejection should be done.Niti Arora (MBA-II Yr. Instead. all the other parameters should also exercised and after all the relevant checks. should not be taken as criticism of the existing system. This would save a lot of time for HODs and half the job would be done by the HR Mgr. Chapter-6 Suggestions Based on the analysis and observation made during the training. There should be different types of preliminary questionnaires to check various skills.) process and more effective for the fulfillment of organizational goal.

it would give a better image of the company. The consultants with the interviewer should confirm time schedule for interview in order to avoid the wastage of time. The process should be managed and coordinated properly. attracting executives from other organizations on higher salaries. At many instances. This way. anticipated and unexpected. accidents or death etc.Niti Arora (MBA-II Yr. The anticipated category comprises 40 . But this does not in any way expand the supply of such personnel. chaos occurs when there are many candidates waiting for a long period. Recruitment needs broadly fall into three categories – planned. In expanding industrial economy in India the demand for suitable management and technical personnel is increasing at a fast rate with the result that an all round shortage of such personnel is being felt. unexpected need arises from individual’s decisions to have the organization from ill health. Recruitment policy should take into consideration that high caliber personnel are essential to have in the oraganisation. Chapter-7 CONCLUSION A properly planned and systematic recruitment policy is necessary to minimize the disruption of work by constantly changing personnel and to achieve equitable distribution of employment opportunities.)   There should be a separate room/ cabin for conducting the interviews. Many organizations indulge in “pirating” i. Therefore a sound recruitment policy has to be based on a comprehensive programme of management development.e. . The planned need arises from changes in organizational decisions and recruitment policies.

and outside the company can predict personnel movement. its significance and contribution in achieving the ultimate organizational goal. New Delhi has given an opportunity to serve the said purpose.Niti Arora (MBA-II Yr. which the organizations by studying trends within. The Taj Mahal Hotel. The whole study (project) comprises the role of HR Department and about recruitment and selection procedure being followed at Taj Mahal Hotel. The main objective behind this training was to get an insight of the importance of recruitment and selection procedure of an organization. 41 .) those jobs. The overall objective is to assess the soundness of the recruitment policy.

Third Edition.Niti Arora (MBA-II Yr. Tata Mc Graw-Hill Publishing Company Limited. July 1996 Memoria C B. Human Resource Management. Second Edition. Second Edition Decenzo & Robbins. Prentice Hall of India Private Limited. Personnel Management HRM Review (ICFAI University Press. New Delhi. Personnel / Human Resource Management.) BIBLIOGRAPHY  Rao V S P. July 2006)     42 . 2005 Aswathappa K. Human Resource and Personnel Management. Excel Books.

us www.com www.Niti Arora (MBA-II Yr.) REFERENCES      www.tajhotels.ca www.pilotyourcareer.tx.hrs.com www.state.hr-guide.hr.ualberta.com 43 .

) 44 .Niti Arora (MBA-II Yr.

) 45 .Niti Arora (MBA-II Yr.

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