A SUMMER TRAINING PROJECT REPORT ON
RECRUITMENT AND SELECTION PROCEDURE OF HOTEL JAYPEE PALACE SUBMITTED TO MAHAMAYA TECHNICAL UNIVERSITY, NOIDA FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION
UNDER THE GUIDANCE OF :NEHA SHARMA (H.R. MANAGER)
SUBMITTED BY :KARAN AGARWAL 1127870013 MBA III SEM BATCH - 2011-2013
ARYAN INSTITUTE OF MANAGEMENT & COMPUTER STUDIES (278) AGRA
Studying in Aryan institute of management and computer studies, affiliated to MAHAMAYA Technical University, NOIDA” NOIDA has been a unique learning experience. The vast knowledge and practical exposure gained are invaluable to me. I feel a deep sense of satisfaction in submitting this report and the project done here. I would like to express my profound sense of gratitude to MISS. NEHA SHARMA (H.R. MANAGER) , MR. NITIN KUMAR SHARMA and MS. TRUPTI JAIN and also thanks to MR. J. C. BATRA for his co-operation and guidance rendered during the course of the project. My cordial thanks to the Director of institution DR. R. C. GUPTA and all faculty members for providing me much needed co-operation to get in depth knowledge.
The project titled “RECRUITMENT AND SELECTION” Undertaken in JAYPEE HOTEL.The project report is about recruitment and selection process that’s an important part of any organization. In fact, recruitment and selection gives a home ground to the organization system that is needed for proper functioning of the organization. It gives a organizational structure of the company.Its a methodology in which the particular organization works and how a new candidate could be recruited in such a way that he/she would be fitted for the right kind of career. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision.
I Karan agarwal student of Aryan institute of management & computer studies , Agra affiliated to “Mahamaya Technical University, Noida” Batch 2011-2013, hereby declare that summer training report entitled “Recruitment and selection procedure in Hotel jaypee palace” is the outcome of my own work and same has not been submitted to any university Institution for the award of any degree or Professional diploma.
KARAN AGARWAL DATE: PLACE:
Chapter-1 An Overview Of Hotel Industry Chapter-2 An Introduction Of Jaypee Hotel Chapter-3 Recruitment & Selection Chapter-4 Research Methodology Objective Of The Study Significance Of The Study Sample Size Data Collection Chapter-5 Data Analysis & Interpretation Chapter-6 Findings & Suggestion Chapter-7 Conclusion Annexure Questionnaire Bibliography
CHAPTER – 1 AN OVERVIEW OF HOTEL INDUSTRY
INTRODUCTION OF HOTEL INDUSTRIES
According to the British laws a hotel is a place where a bonafied traveler can receive food and shelter provided he is in a position to for it and is in a fit condition to receive. Hotels have a very long history, but not as we know today, way back in the 6 th century BC when the first inn in and around the city of London began to develop. The first catered to travelers and provided them with a mere roof to stay under. This condition of the inns prevailed for a long time, until the industrial revolution in England, which brought about new ideas and progress in the business at inn keeping. The invention of the steam engine made traveling even more prominent. Which had to more and more people traveling not only for business but also for leisure reasons. This lead to the actual development of the hotel industry as we know it today.Hotel today not only cater to the basic needs of the guest like food and shelter provide much more than that, like personalized services etc.Hotels today are a “Home away from home”. The hotel industry is a mature industry marked by intense competition. Market share increases typically comes at a competitor’s expense. Industry-wide, most growth occurs in the international, rather than the domestic, arena.
Origin of Hotel Industry
The depreciation in 1930 had a disaster effect in a hotel industry after the World
War II and brought a tremendous up surge to hotel industry with continuous prosperity of hotel industry.
Mass travel is a modern phenomenon that emerged after World War II. Mass tourism
grow as political freedom, economic wherewithal and social equality spread across the globe. With the economic engine of development running at full international travel and thereby growth in hotel industry. Estimates abound as to the importance and size of house keeping. Certainly, its economic contribution is critical to the global economy whether as a service to the business community. steam, there was a growth in
TYPES OF HOTELS
Classification is based on many criteria and classifying hotels into different types is not an easy task. The hotel industry is so vast that many hotels do not fit into single well defined category. Industry can be classified in various ways, based on location, size of property etc. The following are a few basic types of hotels: 1. Based on Standards- Like most of the countries in world, India also has hotels divided in different categories depending on their location, facilities, infrastructure and amenities provided.All the star hotels in India are government approved with continuous control on the quality of services offered. 2. Based on location- The city location plays a very important role when it comes to choosing a hotel. The hotel is required to be located in the heart of the city for leisure travellers and the hotel is expected to be located near the respective work place for business travellers. 3. Based on Size of Property- The main differentiation for the categorization of hotel is by size the number of rooms available in the hotel. 4. Based on the Level of Service- Hotels may be classified into economy, and luxury hotels on the basis of the level of service they offer. 5. Based on the Length of Stay- Hotel can be classified into transient, residential and semi residential hotels depending on the stay of a guest. 6. Based on Theme- Depending on theme hotel may be classified into Heritage hotels,Ecotels, Boutique hotels and Spas.
Chapter-2 An Introduction Of Jaypee Hotel
INTRODUCTION OF HOTEL JAYPEE PALACE
Amongst the most contemporary of 5 star hotels in Agra India, Jaypee Hotels offers the luxury that has a subtle blend of the Mughal architectural brilliance of India and modern amenities. The exquisite ambience of a prosperous kingdom, the luxury of 5 Star hotels... That's "Jaypee Palace Hotel" Your own Kingdom.... The sprawling 25 acres in Agra of landscaped gardens.... Tree lined walkways, Dancing Fountains... The state-of-the-art Conference Facilities, Modern Business Centre, Speciality Restaurants, Health Club, 350 elegantly appointed luxury rooms.... And friends who are dedicated to your services offering you the luxury of online booking and reservations to one of the best 5 Star hotels in Agra, India. The Jaypee Palace Convention Centre, Agra is the ideal venue to host any conference or events. The hotel boasts a total floor area of 6770 square meter equipped with comfortable & ideal seating, natural lighting & state-of-the-art audio/video facilities. It is the perfect place to organize large conferences or small meetings. Classes for Body Sculpting, Aerobics, Weight, Swimming, Jogging and Cycling are conducted at the Jaypee Palace Hotel. Health Club and Fitness Centre with spa facilities, Billiards/Pool, Tennis, Squash Courts, Table Tennis, are also available. For the convenience of the guests, Jaypee Palace Hotel and Convention Center, Agra the hotel also provides beauty parlor, money changer, and doctor on call, valet service, postage, and astrologer, shopping plaza, banking, valet parking and golf amongst others. Welcome to the
world of luxury and enjoy an unforgettable experience.
To create Hotels of Excellence where the environment is Warm, Caring & Sincere for all…..
Consolidate it`s position as a modern & contemporary hotel chain that has a blend of technological excellence, elite look, high caliber staff and is customer driven….. The Jaypee Group with strong values of commitment, integrity and honesty has been efficiently servicing the corporate and the leisure traveller through its four Five Star properties in New Delhi, Agra & Mussoorie. Immense potential of the tourism industry propelled Jaypee Group's foray in the hospitality sector and in 1981, Jaypee Siddharth, New Delhi, a 98-room hotel in the five star category commenced operations. Jaypee Vasant Continental, New Delhi, a 123 room hotel, was added to the product portfolio in 1982. It is located in the upmarket Vasant Vihar area, strategically close to the airport. Jaypee Residency Manor, Mussoorie, a hill resort hotel, became operational in March 1995 and has since firmly established itself as one of the leading hotels for the corporates as well as leisure travellers. March 1999, saw the curtain rise on Jaypee Palace Hotel & Convention Centre, Agra, a truly world class Hotel and International Convention Centre. With 350-rooms and suites, Jaypee Palace Hotel has been designed by Mr. Ramesh Khosla, winner of the prestigious Aga Khan Award.
• • • •
Located in the main tourist distrcit of Agra, on Fatehabad Road. 3 Hours from Delhi by Train & 2 hours by road. 10 Kms from Kheria (Agra) Airport. 8 Kms. from Agra Cantt. Railway station.
350 guest rooms including 12 suites and 40 Executive rooms.
• • • • • • • • • • • • •
Centrally air - conditioned. Electronic door lock . Individual safe. Iron & Iron Board. Tea / Coffee maker. Minibar. Interactive Television with remote control. Multi - channel Music. Direct dial telephones. Weighing scale. Free morning Newspaper. Sewing kit. Wake up facility.
24 hour Coffee Shop, serving Indian and continental cuisine for Breakfast, Lunch, Dinner & Snacks & Beverages. Popular Dishes Chicken Kathi roll ( non veg ) Veg Sandwich board ( veg ) -----------------------------------------------------------------------------------------
The spectacular buffet arrangements increase the wide options of dining delicacies. Open for Breakfast, Lunch & Dinner. Open 7.00 a.m. to 10.00 a.m. 12.30 p.m. to 3.00 p.m. & 7.30 p.m. to 11.00 p.m. -----------------------------------------------------------------------------------------
Exotic Awadhi cuisine or any other Indian cuisine, will guarantee an experience that will linger pleasurably for a long time to come. Open 7.30 p.m. to 11.00 p.m. Popular Dishes Murgh ka Mukul ( non veg ) Sunehri khasta ( veg ) -----------------------------------------------------------------------------------------
Well stocked Bar, Overlooking the reflecting pool, serves a wide variety of exotic cocktails & drinks. Open 12.00 p.m. to 11.00 p.m.
An ideal setting for a quiet evening retreat by the pool side, offering snacks and alcoholic beverages. -----------------------------------------------------------------------------------------
First & only South Indian vegetarian restaurant at a five star hotel in Agra Open Popular 3.00 Dishes p.m. Kuzhi to 11.00 ( p.m. veg ) Paniharam
Vendakkai more kozhumbu ( veg ) -----------------------------------------------------------------------------------------
Pre plated snack bar
ROOM SERVICE Round the clock ----------------------------------------------------------------------------------------TEA LOUNGE Offering a host of beverages and snacks all day. Helps fill gap between meals.
Chapter-3 Recruitment & Selection
INTRODUCTION TO RECRUITMENT AND SELECTION RECRUITMENT
Recruitment is a process which fulfills the requirement of employees in any organization by the selection either internal or external ,is a deliberate effort of the organization in order to select fixed number of personnel from a large number of appointment. Recruitment is the phase which immediately precedes selection. Its purpose is to pave the way for selection procedures by producing ideally the smallest number of candidates who offer to be capable either of performing the required tasks developing the ability to do so within a period of organization . A primary task of the recruitment phase is to help would be applicants to decide whether they are likely to be suitable to fill the job vacancy. This is clearly in the interest of both, the employing organization and the applicant. Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a tool of available labour upon whom the organization can Draw when it need additional employees. Recruitment is the creation of application for specific sources : Employment Advertisement , State Agencies and Employment positions through Or three Private time of the job from he outset of acceptable to the employing
Present Employees. In other sources of recruitment ,
educational institutions , labour unions , casual applications and leasing are also Utilized. Selection refers to the process of offering job to one or more applicants from the applications.
Selection start with reference to job specification which indicate not only immediate job requirement but other qualities which may be desirable in the long run usually the personal qualities which forms the basis of selection include skill experience, age, education and training, physical characteristics, intelligence, emotional stability, attitude towards work and personality.
PURPOSE OF RECRUITMENT AND SELECTION
*. To determine the present and future human resource requirements of the organization in conjunction with human resource planning activities and job analysis activities. **. To increase the pool of potential personnel and the organization has a number of options to choose from. ***. To increase the success rate of the selection process by filtering the number of under qualified or overqualified job applicants. ****. To meet the organization’s legal and social obligations regarding composition of its workforce.
THE PROCESS OF RECRUITMENT
SOURCES OF PLANNING
TO SELECTION PROCESS
Recruitment process starts with its planning which involves the determination of number of applicants and type of applicants to be contacted. 1. NUMBER OF CONTACTS: Organizations generally plan to attract more applicants than what they intend to select as they wish to have option in selecting the right candidates. This option is required because some of the candidates may not be interested in joining the organization, some of them may not meet the criteria of selection. Therefore each time a recruitment program is contemplated the organization has to plan about the number of applications it should receive in order to fulfill all its vacancies with right personnel. 2. TYPE OF CONTACTS: This refer to the type of personnel to be informed about the job openings based on job description and job specification. This determines how the prospective personnel may be communicated about the job openings. For example if an organization requires unskilled workers,mere putting the requirement notice on the factory gate may be sufficient,if it requires qualified and experienced managers ,perhaps it may go for advertisement in national newspapers.
SOURCES OF RECRUITMENT
Normally for an on-going organization there are two sources of supply of manpower :: Internal and External. INTERNAL SOURCES: An organization can look for filling the vacancies through its internal sources . These internal sources may be of two types: Present personnel and referrals of these personnel. 1. PRESENT PERSONNEL –Various positions in an organizations may be filled by promoting the present personnel or by transferring them from a unit/department where there is overstaffing to a unit/department where they are needed. A more common method of recruiting from internal personnel is the promotion which every organization adopts in varying proportion. Promotion may be based on seniority or merit or a combination of both. Filling up of organizational positions through promotion is just like a decision of ‘make or buy’. In the context of managing human resources ,make or buy concept relates to a decision whether the organization would recruit personnel at the initial level and make them fit for promotion at higher levels through training and development activities; or instead of investing in training and development it would employ experienced personnel directly. Promotion has certain positive aspects in the form of providing satisfaction to personnel, raising their level of morale, creating loyalty etc. However too much reliance on promotion as a source of employment may create inbreeding and lack of innovation. 2. PERSONNEL REFERRALS : Referrals from existing personnel
may be a good source of internal recruitment . The present personnel may be in a better position to judge the suitability of a prospective candidate with whom they are familiar
as they know the nature of job ,organizational culture and work ethics. They can relate these characteristics of the organization with those of the candidate to judge his suitability provided they act objectively. EXTERNAL SOURCES : These sources lie outside the organization, like the new entrants to the labour force without experience. These include college students, the unemployed with a wider range of skills and abilities, the retired experienced persons and others not in the labour force ,like married women. These sources provide a wide market and the best selection considering skill,training and education. It also helps to bring new ideas into the organization. Moreover this source never ‘dries up’. In respect of people selected under this system ,however one has to take chances with the selected persons regarding their loyalty and desire to continue. The organization has to make larger investments in their training and induction.
COMBINING INTERNAL AND EXTERNAL SOURCES :
Internal and external sources do not exist in ‘either or’ situation, rather ,these exists in terms of a continuum. Every organization has organization vacancies through promotion ; in the same way ,every combining both has to take people from outside. Therefore it is a question of
sources and determining the proportion of internals and externals at various hierarchical levels of the organization. Normally, at the lower levels of managerial hierarchy ,called as entry levels, there is high proportion of externals. As the chain of hierarchy goes up ,the proportion of internals increases at the cost of externals. However the pre-requisite of this pattern of recruitment is the highly developed training and development system in the organization. In order to combine internal and external sources of recruitment ,following factors should be taken into account: Effect of the policy on the attitude and actions of all employees: Employees no doubt feel more secure and identify their own long term interest with
that of the organization when they can anticipate first charge at job opportunities. The general application of the ‘promotion from within ‘ policy may encourage mediocre performance. The point to be considered here by the organization is ,how important is the loyalty of the employees to it, balancing the risk of mediocre performance. The level of specialization required of employees: The principal source in many organizations may be the ranks of present employees who have received specialized training.
The degree of emphasis on participation by employees at all levels: New employees from outside , with no experience in the firm , may not know enough
about its service or product or processes to participate effectively, for some time at least. The need for and availability of originality and initiative within the organization: If the organization feels that it is training its people for these qualities it may prefer its own people; if not , new people with different ideas may be taken from outside. Acceptance of seniority principal :The policy or promotion from within will succeed only if management and employees accept the seniority principal with or without suitable modifications for promotion. If it is not accepted selection may better be done on an open basis.
METHODS OF RECRUITMENT
All methods of recruitment can be put into three categories: a) DIRECT METHODS, b) INDIRECT METHODS, & c) THIRD PARTY METHODS. a) lists. i. SCHOOLS AND COLLEGES: For clerical ,labour and apprenticeship help,high schools can be extensively used. For technical,managerial and professional jobs, colleges,university departments and specialized institutes, like the IITs,and IIMs, are used . These institutions usually have placement officer or a teacher-in-charge of placement ,who normally provides help in attracting employers arranging interviews,furnishing space and other facilities and providing student resumes. The companies maintain a list of such institutions , keep in touch with them , send their brochures indicating job openings ,future prospects etc. On the basis of these students who want to be considered for the given job(s) are referred to the company recruiter. DIRECT METHODS : It include sending recruiters to educational and professional institutions ,employee contacts with public ,manned exhibits and waiting
EMPLOYEES’ CONTACT WITH THE PUBLIC : The employees of the organization are told about the existence of particular vacancies and they bring this to the notice of their relatives ,friends and acquaintances.
MANNED EXHIBITS : The organizations send recruiters to conventions and seminars , setting up exhibits and fairs ,and using mobile offices to go to the desired centers .
WAITING LISTS : Many firms lean heavily on their own application files. These records list individuals who have indicated their interest in jobs,either after visiting the organization’s employment office or making enquiries by mail or phone. Such records prove a very useful source if they are kept up- to- date. b) INDIRECT METHODS : Indirect methods cover advertising in newspapers ,on the radio , in trade and professional journals , technical journals and brochures. When qualified and experienced persons are not available through other sources ,advertising in newspapers and professional and technical journals is made. Whereas all types of advertisements can be made in newspapers and magazines,only particular type of posts should be advertised in the professional and technical journals,for example,only engineering jobs should be inserted in journals of engineering. A well thought-out and planned advertisement for an appointment reduces the possibility of unqualified people applying. If the advertisement is clear and to the point ,candidates can assess their abilities and suitability for the position and only those who possess the requisite qualifications will apply. c) THIRD PARTY METHODS : Third Party methods various agencies are used for recruitment under these methods. These include commercial and private employment
, state agencies placement offices of schools colleges and professional
associations ,recruiting firms ,management consulting firms ,indoctrination seminars for college professors, friends and relatives. i. PRIVATE EMPLOYMENT AGENCIES : It specialize in specific occupation like general office help, salesmen, technical workers, accountants, computer staff, engineers and executives, etc. These agencies bring together the employers and suitable persons available for a job. Because of their specialization ,they can interpret the needs of their clients and seek out particular type of persons. ii. STATE OR PUBLIC EMPLOYMANT AGENCIE : It also known as Employment or Labour Exchanges ,are the main agencies for public employment . They also provide a wide range of services ,like counseling, assistance in getting jobs, information about the labour market,labour and wages rates,etc. iii. EXECUTIVE SEARCH AGENCIES : It maintain complete information records about employed executives and recommend persons of high calibre for managerial ,marketing and production engineers’ posts. These agencies are looked upon as ‘head hunters’ , ‘raiders’, and ‘pirates’. iv. INDOCTRINATION SEMINARS FOR COLLEGE PROFESSORS : These are arranged to discuss the problems of companies to which professors are invited . Visits and banquets are arranged so that professors may be favourably impressed and later speak well of the company and help in getting required personnel. v. FRIENDS AND RELATIVES OF PRESENT EMPLOYEES : It constitute a good source from which employees may be drawn. This , however ,is likely to encourage nepotism, i.e. persons of one’s own community or caste may be employed. This may create problems for the organization.
TRADE UNIONS : It are often called on by the employers to supply whatever additional employees may be needed. Unions may be asked for recommendations largely as a matter of courtesy and an evidence of goodwill and cooperation.
PROFESSIONAL SOCIETIES : It may provide leads and clues in providing promising candidates for engineering ,technical and management positions. Some of these maintain mail order placement services.
TEMPORARY HELP AGENCIES : The employ their own labour force ,both full-time and part-time and make them available to their client organizations for temporary needs.
CASUAL LABOUR SOURCE : It is one which presents itself daily at the factory gate employment office . Most industrial units rely to some extent on this source. This source, is the most uncertain of all sources.
DEPUTATION : Persons possessing certain abilities useful to another organization are sometimes deputed to it for a specified duration . Ready expertise is available but,as you can guess ,such employees do not easily become part of the organization.
ADVERTISEMENT INTERNET RECRUITING CAMPUS RECRUITMENT JOB FAIRS CONSULTANCY FIRMS PERSONAL CONTACTS INTERVIEWS
Whatever the method of recruitment is adopted ,the ultimate objective is to attract as many candidates as possible so as to have flexibility in selection. When the sources of recruitment are contacted ,the organization receives the applications from prospective candidates. The number of applications depends on the specific human resource market. For example, in the case of Indian Civil Services ,the number of applicants runs into many thousands. In the corporate sector ,an organization can expect more number of applications when it advertises for the positions of management/executive trainees as compared to when it advertises for experienced personnel . Similarly, the number of applications depends on the image of the organization. An organization having better perceived image is able to attract more number of applications . Various applications received for a particular job are pooled together which become the basis for selection process. type of organization, the type of jobs, and the conditions in
As per me Recruitment and selection means the following
R— Reliable E— Effluent C— Creative R— Rationale U— Unique I— Intelligent T— Tactful M— Mature E— Excellent N— New
S— Sagacious E— Eligible L— Loyal E— Efficacious C— Constructive T— Talented I— Innovative O— Optimist N— Noble T— Task oriented
Selection is the process of securing relevent information about an applicant to evaluate his qualifications, experience and other qualities with a view to matching these with the requirements of a job. It is essentially a process of picking out the man or men best suited for the organisation’s requirement. Selection can be conceptualized in terms of either choosing the fit candidates,or rejecting the unfit candidates, or a combination of both. Selection involves both because it picks up the fits and rejects the unfits. In fact in Indian context ,there are more candidates who are rejected than those who are selected in most of the selection processes. Therefore sometimes it is called a negative process in contrast to positive program of recruitment.
FINAL SELECTION RECOMMENDATION PHYSICAL EXAMINATION
REFERENCES SELECTION INTERVIEWS SELECTION TESTS
The selection process involves rejection of unsuitable or less suitable applicants .This may be done at any of the successive hurdles which an applicant must cross.These hurdles act as screens designed to eliminate an unqualified applicant at any point in the process . This technique is known as the ‘successive hurdles technique’. Yoder calls these hurdles ‘go,no-go’guages. Those who qualify a hurdle go to the next one ;those who do not qualify are dropped out . Not all selection processes,however include these hurdles. The complexity of the process usually increases with the level and responsibility of the position to be filled. These hurdles are actually the various levels of selection process. Moreover ,these hurdles need not necessarily be placed in the same order . Their arrangement may differ from organization to organization. 1. INITIAL SCREENING OR PRELIMINARY INTERVIEW : This is a sorting process in which prospective applicants are given the necessary information about the nature of the job and also,necessary information is elicited from the candidates about their education,experience,skills ,salary expected etc. If the candidate is found to be suitable ,he is selected for further process and,if not,he is eliminated. This is a crude screening and can be done across the counter in the organisation’s employment offices. This is done by junior executive in the personnel department. Due care should be taken so that suitable candidates are not turned down in hurry. Since this provides personal contact for an individual with the company,the interviewer should be courteous,kind,receptive and informal. When a candidate is found suitable ,an application form is given to him to fill in and submit.
2. APPLICATION SCRUTINY : It is seen that sometimes applications are asked on a plain sheet. This is done where no application forms are designed. The applicant is asked to give
details about age,marital status,educational qualifications,work experience,and references. Different types of application forms may be used by the same organization for different types of employees,e.g.,one for managers ,the other for supervisors and a third for other employees. Some forms are simple,general and easily answerable,while others may require elaborate ,complex and detailed information. Reference to nationality ,race,caste,religion and place of birth have been regarded as evidence of discriminatory attitudes and should be avoided. An application form should be designed to serve as a highly effective preliminary screening device ,particularly, when applications are received in direct response to an advertisement and without any preliminary interview. The applications can be used in two ways : (i) (ii) To find out on the basis of information contained therein as to the chances of success of the candidate in the job for which he is applying, To provide a starting point for the interview. It is often possible to reject candidates on the basis of scrutiny of the application as they are found to be lacking in educational standards,experience or some other relevant eligibility and traits.
3. SELECTION TESTS : A test is a sample of an aspect of an individual’s behaviour ,performance or attitude. It can also be systematic procedure for comparing the behaviour of two or more persons.
PURPOSE OF TESTS : The basic assumption underlying the use of tests in personnel selection is that individuals are different in their job-related abilities and skills and that these skills can be adequately and accurately measured. Tests seek to eliminate the possibility of prejudice on the part the interviewer or supervisors. Potential ability only will govern selection decisions. The other major advantage is that the tests may uncover qualifications and talents that would not be detected by interviews or by listing of education and job experience.
TYPE OF TESTS: The various tests used in selection can be put into four categories: • • • • Achievement and Intelligence Tests, Aptitude or Potential Ability Tests, Personality Tests, and Interest Tests.
a). Achievement or Intelligence Tests : These are also called ‘Proficiency tests’ . these measure the skill or knowledge which is acquired as a result of a training programme and on the job experience. These measure what the applicant can do. Test for measuring job knowledge: These are known as ‘Trade Tests’ .These are administered to determine knowledge of typing ,shorthand and in operating calculators, adding machines ,dictating and transcribing machines or simple mechanical equipment. These are primarily oral tests consisting of a series of questions which are believed to be satisfactorily answered only by those who know and thoroughly understand the trade or occupation. Oral tests may be supplemented by written,picture or performance types.
Work Sample Tests: These measure the proficiency with which equipment can be handled by the candidate . This is done by giving him a piece of work to judge how efficiently he does it. For example,a typing test would provide the material to be typed and note the time taken and mistakes committed. (b) Aptitude or Potential Ability Tests : These tests measure the latent ability of a candidate to learn a new job or skill . Through these tests we can detect peculiarity or defects in a person’s sensory or intellectual capacity . These focus attention on particular types of talent such as learning, reasoning and mechanical or musical aptitude .’Instruments’ used are variously described as tests of ‘intelligence’, ’mental ability’ , ‘mental alertness’ or simply as ‘personnel tests’. (c) Personality Tests : These discover clues to an individual’s value system ,his emotional reactions ,maturity and his characteristic mood. These tests helps in assessing a person’s motivation , his ability to adjust himself to the stresses of everyday life and his capacity for interpersonal relations and for projecting an impressive image of himself. They are expressed in terms of the relative significance of such traits of a person as self-confidence, ambition, tact, emotional control, optimism, ecisiveness sociability, onformity, bjectivity, atience, fear, distrust, initiative, judgement, dominance, impulsiveness, sympathy, integrity and stability. These tests are given to predict potential performance and success for supervisory or managerial jobs. The personality tests are basically of three types: i. Projective Tests: In these tests , a candidate is asked to project his own interpretation onto certain standard stimuli. The way in which he responds to these stimuli depends on his own values.,motives and personality.
Situation Tests: These measure an applicant’s reaction when he is placed in a peculiar situation, his ability to undergo stress and his demonstration of ingenuity under pressure .
These tests usually relate to a leaderless group situation, in which some problems are posed to a group and its members are asked to reach some conclusions without the help of a leader. i. Objective Tests: These measure neurotic tendencies, self-sufficiency, dominance, submission and self-confidence. (d) Interest Tests: These tests are designed to discover a person’s areas of interest and to identify the kind of work that will satisfy him. The interest tests are used for vocational guidance ,and are assessed in the form of answers to a well – prepared questionnaire.
Limitations of Selection Tests
• From the basic description of tests described above,one should not conclude that a hundered percent prediction of an individual’s on-the job success can be made through these tests. These tests ,at best,reveal that candidates who have scored above the predetermined cut-off points are likely to be more successful than those who have scored below the cut-off point. • These tests are useful when the number of applicants is large. Moreover ,tests will serve no useful purpose if they are not properly constructed or selected or administered. Precautions in using Selection Tests :Test results can help in selecting the best candidates if the following precautions are taken: I. Norms should be developed as a source of reference on all tests used in selection and on a representative sample of people on a given job in the same organization. This is
necessary even though ‘standard’ tests are available now under each of the above categories. Norms developed elsewhere should not be blindly used because companies differ in their requirements, culture, organization structure and philosophy.
Some ,’Warm up’ should be provided to candidates either by giving samples of test, and/or answering queries before the test begins.
III. Tests should first be validated for a given organization and then administered for selection of personnel to the organization. IV. V. Each test used should be assigned a weightage in the selection. Test scoring ,administration and interpretation should be done by persons having technical competence and training in testing.
4. INTERVIEW : An interview is a conversation with a purpose between one person on one side and another person or persons on the other.
An employment interview should serve three purposes: i. ii. iii. Obtaining information, Giving information, and Motivation.
It should provide an appraisal of personality by obtaining relevant information about the prospective employee’s background ,training work history,education and interests. The candidate should be given information about the company ,the specific job, and the personnel
policies. It should also help in establishing a friendly relationship between the employer and the applicant and motivate the satisfactory applicant to work for the company or organization.
TYPES OF INTERVIEWS:
a) INFORMAL INTERVIEW: This may take place anywhere . The employer or a manager in the personnel department , may ask a few questions ,like, name,place of birth, previous experience experience,etc. it is not planned and is used widely when the labour market is tight and workers are needed very badly. A friend or a relative of the employer may take a candidate to the house of the employer or manager where this type of interview may be conducted. b) FORMAL INTERVIEWS : This is held in a more formal atmosphere in the employment office by the employment officer with the help of well-structured questiones. The time and place of the interview are stipulated by the employment office. c) PLANNED INTERVIEW : This is a formal interview carefully planned. The interviewer has a plan of action worked out in relation to time to be devoted to each candidate, type of information to be sought , information to be given , the modality of interview and so on. He may use the plan with some amount of flexibility. d) PATTERNED INTERVIEW : This is also a planned interview but planned to a higher degree of accuracy, precision, and exactitude. A list of questions and areas is carefully prepared . The interviewer goes down the list of questions, asking them one after another. e) NON-DIRECTIVE INTERVIEW : This is designed to let the interviewee speak his mind freely. The interviewer is a careful and patient listener, prodding whenever the candidate is silent. The idea is to give the candidate complete freedom to ‘sell’ himself without encumberances of the interviewer’s questions.
f) DEPTH INTERVIEW :
This is designed to intensively examine the candidate’s
background and thinking and to go into considerable detail on a particular subject of special interest to the candidate. The theory it is that if the candidate found good in his area of special interest ,the chances are high that if given a job he would take serious interest in it. g) STRESS INTERVIEW : This is designed to test the candidate and his conduct and behaviour by putting him under conditions of stress and strain . This is very useful to test the behaviour of individuals under disagreeable and trying situations. h) GROUP INTERVIEW : This is designed to see how the candidates react to and against each other. All the candidates may be brought together in the office and they may be interviewed. The candidates may , alternatively be given a topic for discussion and be observed as to who will lead the discussion, how they will participate in the discussion,how each will make his presentation, and how they will react to each other’s views and presentation. i) PANEL INTERVIEW : This is done by members of the interview board or a selection
committee .This is done usually for supervisory and managerial positions. It pools the collective judgement and wisdom of members of the panel .The candidate may be asked to meet the panel individually for a fairly lengthy interview INTERVIEW RATING : Important aspects of personality can be categorized following seven main headings : 1) Physical makeup: Health,physique,age,appearance,bearing, speech. 2) Attainments: Education,occupational training,and experience. 3) Intelligence: Basic and ‘effective’. under the
4) Special Attitudes: Written and oral fluency of expression , innumeracy, organizational ability, administrative skill. 5) Interests: Intellectual, practical, physically active, social, Artistic. 6) Disposition: Self reliance nature, motivation, acceptability. 7) Circumstances: Domestic, social background and experience, future prospects. This is called ‘The seven point plan’ .The importance of each of these points will vary from organization to organization and from job to job. Hence these should be assigned weightage according to their degree of importance for the job. On the basis of information gathered through an interview ,each candidate should be rated in respect of each point given above as (i) outstanding, (ii)good, (iii)above average, (iv)below average or (v) unsatisfactory.
LIMITATIONS OF INTERVIEWS
Interviews have their own limitations in matters of selection. Some of these are mentioned below: • • • • Subjective judgement of the interviewer may be based on his prejudices ,likes, dislikes, biases etc. One prominent characteristics of a candidate may be allowed to dominate appraisal of the entire personality. The interviewer’s experience may have created a close association between some particular trait and a distinctive type of personality. Some managers believe that they are good at character analysis based on some pseudoscientific methods and are guided by their own abilities at it.
QUALITIES OF ‘ GOOD’ INTERVIEWERS
A good interviewer should have the following qualities: • • • • Knowledge of the job or other things with which interviews are concerned. Emotional maturity and a stable personality. Sensitivity to the interviewee’s feelings and a sympathetic attitude. Extrovert behaviour and considerable physical and mental stigma.
GUIDELINES FOR IMPROVING INTERVIEWS
Not all interviews are effective . Their effectiveness can be improved if the following points are kept in mind by an interviewer: An interview should have a definite time schedule with ample time for interview. It should not be hurried. The impersonal approach should be avoided. Interview should have the necessary element of privacy. The interviewer should listen carefully to what the applicant says and the information collected be carefully recorded either while the interview is going on or immediately thereafter. Attention should be paid not just to the words spoken, but also to the facial expressions and mannerisms of the interviewee. The interview should end when sufficient information has been gathered.
The interviewee should be told where he stands—whether he will be contacted later, whether he is to visit another person, or it appears that the organization will not be able to use his abilities.
5. REFERENCE CHECKS : The applicant is asked to mention in his application the names and addresses of ,usually three such persons who know him well . These may be his previous employers , friends, or professional colleagues. They are approached by mail or telephone and requested to furnish their frank opinion , without incurring any liability , about the candidate either on specified points or in general. They are assured that all information supplied would be kept confidential. Yet, often either no response is received or it is generally a favourable response.
6. REFERENCE CHECKS: Applications who get over one or more preliminary hurdles are sent for a physical examination either to the organisation’s physician or to a medical officer approved for the purpose. Purposes: A physical examination serves the following purposes: • • It gives the indication regarding fitness of a candidate for the job concerned.
It discovers existing disabilities and obtains a record thereof , which may be helpful later in deciding the compensation claim. company’s responsibility in the event of a workman’s
It helps in preventing employment of those suffering from some type of contagious diseases.
It helps in placing those who are otherwise employable but whose physical handicaps may necessitate assignment only to specified jobs.
7. CONTENTS OF PHYSICAL EXAMINATION • • • • • • • • • • The applicant’s medical history.
His physical measurements—height,weight, etc.
General examination –skin, musculature and joints.
Special senses—visual and auditory activity.
Clinical examination – eyes ,ears, nose ,throat and teeth.
Examination of chest and lungs.
Check of blood pressure and heart.
Pathological tests of urine, blood etc.
X-ray examination of chest and other parts of the body.
Neuro-psychiatric examination ,particularly when medical history or a psychiatric examination, particularly when medical history or a physician’s observations indicate an adjustment problem.
8. FINAL DECISION : Applicants who cross all the hurdles are finally considered. If there are more persons then the number required for a job, the best ones i.e., those with the highest scores are finally selected.
RECRUITMENT AND SELECTION PROCESS AT HOTEL JAYPEE PALACE
Company has always practiced a number of effective applicants through different methods of recruitment and selection.
Recruitment of Managers
1). Recruitment of fresh candidates in managerial group is directly done through the campus interview preferably from IIMs and XLRI and other reputed business schools. These fresh candidates are recruited as management trainees for at least one year. 2). Recruitment of candidates in management staff requires prior experience. Here indirectly applications are invited from different places on the basis of advisement through Employment Exchange consultancies and newspapers. 3). Vacancy for the job involves framing of job description in consultation with HOD, by the personnel department. The requirement of job is assessed and judged. Then accordingly the job specialization is finalized. 4).The approval from the corporate HRD is necessary for the filling of any vacancy. After the creation of vacancies the following procedure is adopted: (i) (ii) Publication of vacancies is done through H.R.D./personnel department and all applications are invited by advertisement. Applications are reduced through screening and a file of rest of the candidates is maintained and whenever any vacancy is there, they are invited to apply through formal channel.
Having considered suitable applications, the process of written test and interview is started by personnel department. On the basis of merit of written test and interview, appointment letters to the selected applicants are sent. The person namely appointed is kept for a specific probation period.
Engagement letters or conformation letters are dispatched. The permanent employees have to go through medical examination before joining.
Recruitment of skilled staff (worker category):
After the publication of vacancies, the H.R.D./personnel department is required to notify by internal or external source or by a particular notice board. Applications are collected through H.O.D., given by personnel department . Personnel manager are decided for the recruitment of vacancies through following sources. 1). Internal source : DIRECT METHOD: Selection is made amongst the existing staff candidates. 2). External source : External sources are mainly: • • • Newspaper Consultancy Campus-interview. subject describing
ENGAGEMENT OF APPRENTICES
1). The engagement of an apprentice is to train a person in technical line as per the provisions of the apprentice act 1961. 2). An apprentice should be a trained person from an affiliated Hotel and Tourism Institute in prescribed trade. In few trades the fresher are also allowed for apprenticeship. 3). The apprentice should be medically fit at the time of joining. 4). The facility of health and safety are same as provided to permanent workmen of the establishment.
ENGAGEMENT OF CONTRACT LABOUR
If the Hotel Jaypee has additional workload such as maintenance and repair of building and plant contract labour may be engaged to meet the requirement of additional work. They are mainly employed in the area if maintenance and repair. Contractor’s list is maintained according to the nature of work.
CHAPTER – 4 RESEARCH METHODOLOGY
Research in common parlance refers to a search for knowledge. Once can also define research as a scientific and systematic search for pertinent information on a specific topic. In fact, research is an art of scientific investigation.
The Advanced Learner’s Dictionary of Current English lays down the meaning of research as “a careful investigation or inquiry specially through search for new facts in any branch of knowledge. Redman and Mory define research as a “systematized effort to gain new knowledge. Research is an academic activity and as such the term should be used in a technical sense. According to Clifford Woody research comprises defining and redefining problems, formulating hypothesis or suggested solutions; collecting, organising and evaluating data; making deductions andreaching conclusions; and at last carefully testing the conclusions to determine whether they fit theformulating hypothesis.
1. RESEARCH DESIGN :
Research design is the basic frame work which provide guidelines for the best of research process. It basically involves COLLECTION OF THE DATA. WHAT SAMPLING PLAN SHOULD BE USED.
2. SAMPLING PLAN:
Sampling size : 30 Employer
3. ANALYTICAL TOOLS: The tools used were percentage table and graph. 4. SAMPLE AREA: AGRA 5. TARGET: EMPLOYER OF JAYPEE HOTEL 6. DATA COLLECTION METHODS:
PRIMARY SOURCE SECONDRY SOURCE PRIMARY DATA: Primary data are those which are gathered specially for the project by the researcher through questionnaire & personal interaction, primary data is collected by administering the questionnaire & personal interaction.
SECONDARY DATA: It has been collected through intranet, company’s history, profile
and manuals, books, company files & websites. This is the data which has been collected by someone else and was already available for study.
These are the basic tools used for collection of data: a) Questionnaire b) Books c) Personal interviews
SOURCES OF DATA
L M PRASAD IGNOU BOOKS QUESTIONNAIRE JAYPEE HOTEL’S POLICIES
OBJECTIVE OF STUDY
• To know the recruitment and selection of jaypee hotel • To know the prospect of recruitment and selection procedure. • To analyze the functioning of recruitment and selection procedures. • To identify the probable area of improvement to make recruitment and selection procedures more effective.
• Recruitment makes it possible to acquire the number and types of people necessary to ensure the countinued operation of the hotel.
It helps the employee to find out the right person for the right job.
Selection is reliable predicator of how well an individual is likely to perform in the job.
Recruitment established confirms of an applicant competence for a job.
The selection process determine whether an applicant meets the qualification for the specific job andto choose the applicant who is most likely to perform well in the job.
CHAPTER – 5 DATA ANALYSIS & INTERPRETATION
1. Are you aware of the sources of recruitment and selection of jaypee hotel? (a) Yes (b) no
INTERPRETATION : The 70% of employee are aware of the process of recruitment & rest of these 30% are unknown by the process.
2. Which method do you mostly prefer for recruitment and selection ?
30 25 20 15 10 12 5 0 Direct Indirect Third Party 15 3
INTERPRETATION : From the above diagram 40% of employees are recruited by direct, 50% from indirect & 10% by third party.
3. What sources of external recruitment are preferred?
(a)Advertisement (c)Employee referrals
(b)Educational institutes (d)Placement agencies
Foctor Advertisement Educational institutes Employee referrals Placement agencies
No of employee 12 9 6 3
% 40% 30% 20% 10%
INTERPRETATION : The analysis says, advertisement source is 40% & educational institutes is 30% employee referrals is 20% & placement agencies is 10 %.
4. Are you satisfied with the recruitment process in hotel?
FACTOR SATISFY NEUTRAL DISSATISFY
NO. OF EMPLOYEE 15 9 6
% 50% 30% 20%
30 25 20 15 10 5 0 satisfacion Neutual Dissatisfaction 15
INTERPRETATION : In this study 50% employee are satisfied at recruitment process, 30% are netual but rest 20% ars dissatisfied.
5. How do you rate the HR practices of the organisation? a) Good b) Very Good c) Average d) Bad
30 25 20 15 10 5 0 G ood 3 Very g ood Avera g e 6 3 B a d 18
INTERPRETATION : Out of the whole sample surveyed for the purpose of the study was found as shown in table graph that 60% employee were good and 10% very good,20% average, & 10% bad with the HR practices in the jaypee hotel.
6. What are the sources for recruitment and selection? 1. Internal 2. External
INTERPRETATION : In this study 40% employee recruited by internal sources, 40% for external sources but rest 20% selected by both.
7. Which type of test do u conduct in jaypee hotel ? Psychometric test Medical test Reference test check Any other
INTERPRETATION : Out of the whole sample surveyed for the purpose of the study it was found that 30% of the test was conducted were psychometric and medical test & 20% were by reference test check.
8. Do you think the present sources require some change? a) Yes b) No
INTERPRETATION : In this graph 60% employee think present require may not be change but rest of 40% thing it may change sources.
What are the internal source of recruitment preferred?
a) b) c) d)
present permanent employees Present temporary employees Retired employees Deceased / disabled employees
6 9 12 12 3
Present permanent em ployees Present tem porary em ployees Retired / employees Deceased / disabled / em ployees
As a graph show 40% present permanent employees are recruited in the hotel, 20% by present temporary employees, 30% for retired / employees & rest of the 10% employee selected by deceased / disabled / employees.
10. Do you have to face any hurdles while availing these sources? a) Yes b) No
30 25 20 15 10 5 0 Yes No 10 20
INTERPRETATION : In this graph 33.33% person had face hurdle at the time of selection but on the other hand 66.67% deny for any hurdle.
CHAPTER – 6 FINDINGS & SUGGESTION
• The 70% of employee are aware of the process of recruitment & rest of these 30% are unknown by the process. • In the study 40% of employees are recruited by direct, 50% from indirect & 10% by third party. • The analysis says, advertisement source is 40% & educational institutes is 30% employee referrals is 20% & placement agencies is 10 %. • • In this study 50% employee are satisfied at recruitment process, 30% are netual but rest 20% ars dissatisfied. Out of the whole sample surveyed for the purpose of the study was found as shown in table graph that 60% employee were good and 10% very good,20% average, & 10% bad with the HR practices in the jaypee hotel. In this study 40% employee recruited by internal sources, 40% for external sources but rest 20% selected by both. • Out of the whole sample surveyed for the purpose of the study was found as shown in table graph that 30% employee were conduct by psychometric test and 30% employee were conduct by medical test,20% employee were conduct by reference test, & 20% any other were employee conduct in jaypee hotel. In this graph 60% employee think present require may not be change but rest of 40% thing it may change sources.
As a graph show 40% present permanent employees are recruited in the hotel, 20% by present temporary employees, 30% for retired / employees & rest of the 10% employee selected by deceased / disabled / employees. In this graph 33.33% person had face hurdle at the time of selection but on the other hand 66.67% deny for any hurdle.
1. During the selection process not only the experienced candidates but also the fresh candidate should be selected so as to avail the innovation and enthusiasm of new procedure. 2. In the organization where summer training facility pr evailing then such kind of practices must be adopted so that the student can learn and again from their practical views. 3.Candidates should be kept on the job for some time per iod; if suitable they should be recruited. During the selection process, the candidates should be made relaxed and at ease. 4. Company should follow all the steps of recruitment and selection for the selection of the candidates. 5. Selection process should be less time consuming. 6. The interview should not be boring, monotonous. It should be made interesting. There must be proper communication between the I nterviewer and the I nterviewee any the time of interview. 7. Evaluation and control of recruitment and selection should be done fair judgment. 8. Methods used for selection of candidates should be done carefully and systematically
CHAPTER – 7
The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there. The recruitment process at HOTEL JAYPEE PALACE Is done objectively but a lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the industries’s values. Most of the employees were satisfied by the process but changes are required according to the changing scenario as recruitment process has a great impact on the working in the hotel as a fresh blood, new idea enters in the hotel industries . Selection process is good but it should also be modified according to the requirements and should suit the job profile so that main objective of selecting the candidate could be achieved. In this way I’ve concluded that Jaypee Hotel has a fair and effective method of Recruitment and Selection but there is always a room of improvement for the effective working of the system.
I Karan Agarwal student of Aryan Institute, Agra is gathering information on “RECRUITMENT AND SELECTION PROCEDURE IN HOTEL JAYPEE PALACE”
i. ii. iii. iv. v. vi.
Name ____________ Education ___________ Professional_____________ Designation____________ Department ____________ Experience ___________
1. Are you aware of the sources of recruitment and selection of jaypee hotel? a) Yes b) no
2. What are the sources for recruitment and selection? a) Internal b) External c) Both
3. Which method do you mostly prefer for recruitment and selection ? a) Direct b) Indirect c) Third party
4. What are the sources of internal source of recruitment are preferred? a) b) c) d) Present permanent employees Present temporary employees Retired employees Deceased / disabled employees
5. What sources of external recruitment are preferred? a) Advertisement b) Educational institutes c) Employee referrals d) Placement agencies
6. Do you have to face any hurdles while availing these sources? b) Yes b) No
7. How do you rate the HR practices of the organisation? a) Good b) Very Good c) Average d) Bad
8. Are you satisfied with the recruitment process in hotel? a) Satisfaction b) Neutral c) Dissatisfaction
9. Which type of test do you conduct in jaypee hotel ? a) b) c) d) Psychometric test Medical test Reference test check Any other
10. Do you think the present sources require some change? a) Yes 11. Suggestions If any? …………………………………………………………………………………………… …………………………………………………………………………………………… …………………………………………………………………………………………… …………………………………………………………………………………………… ……………………………….. b) No
• Prasad L.M – Human Resources Management: Tata Mc Graw Hill, 5th Edition
Gupta C.B. - Human Resources Management: Sultan Chand & Sons, 2nd Edition CHHABRA T.N, Principles & practices of management, Dhanpat Rai and co. (p) Ltd, Delhi, 2000.
HRM REVIEW ICFAI UNIVERSITY PRESS VOLUME 8ISSUE - 10/OCT/2008
• • • www.jaypeehotels.com