Human Resource Summer Project In Raintree Hotel By R.

Preethi

Table of Content Introduction to Rain Tree About Rain tree Objectives Scope Limitations Principles & Parameter followed at the Rain tree Background of Rain tree User`s of Raintree Features of Raintree Awards of Raintree The Raintree Services & Amenities Departments Core functioning departments
Food and Beverage (F&D) Department:Front Office Department:Housekeeping Department:Food Production Department:-.

Support Department (Cost Centers)

Marketing & Selling Department:Engineering and Maintenance Department:Finance, Accounting and Control Department:Safety and Security Department:Administration Department:Human Resource Development:-

Introduction to H R Department Structure of H R Department Personnel policies of HR Human Resource Planning HRP Process Job Analysis Process of Job Analysis Job Design Role of HR Department Recruitment

Recruitment Process Selection Training and Development Training Process Performance Appraisal Welfare Activities Payroll Process .

a hotel that is committed to enhancing the guest experience while setting a new standard of environmental responsibility. As transport and social need take developed from orient civilization through modern times. He is in position to pay for it and is in position to be received”.Introduction of Hotel Industry:Hotel is defined by British law as “A Shelter provided. About Raintree The Raintree is an innovative. We all know the fact that people need accumulation. These houses provide charge of houses. .ECO-SENISITIVE BUSINESS HOTEL MISSON STATEMENT: We at THE RAINTREE-ECO-SENISITIVE BUSINESS CLASS HOTEL. THE RAINTREE. educating and enlightening staff. Towards the 18 century the number as the traveler is created more rapidly through Merchandised wagons as a form as transport and the use of house carrying for the nobility. food and drink for travelers. and cultivating relationships with the community . food and drink while away from their home. nature of house as various design were constructed.all while hosting the guest in an unparalleled atmosphere of comfort and style. To eaten for this need. socially conscious concept. So the industry has responded to meet those needs. With a tradition of crafting warm and inviting surroundings. This is done by conserving natural resources. dedicate ourselves to environmental improvements that foster a sustainable future and lead social economic improvements in the community where we do business. accommodation.

and food). Solid. • Recycle (water. • employee environment education. PRINCIPLES FOLLOWED AT THE RAINTREE: • Reduce (wastage of any form) Eg. PARAMETERS FOLLOWED AT THE RAINTREE: There are 5 parameters in which we work towards sustainable future are as follows below:• solid waste management. electricity. • water conservation and community development . • Reuse (water and paper). paper. role and function as each department b) HR Departmental hierarchy and functions c) Key System and procedure adopted for different activities in hr department LIMITATIONS:• The study does not consider the financial and technical aspects as the hotel • Due to time lapse between collection of data and presentation certain facts and signs might have cleared. gas. • The lack as information due to considerably in certain departments. Size as the report.Objectives The Objective is to study the total operational aspects as different department as a Hotel SCOPE:The main objective as project is to analyze the report comes the entire Spontaneous as a model hotel emphasizing on following area:a) Purpose. liquid. • energy efficiency. .

Users of RAIN TREE DOMESTIC: Pilgrims Students Officials Film stars etc. . Sportsmen etc. India’s city center combines impeccable service and stylish accommodations with an innovative. eco-conscious attitude. has embarked on its first venture in the hospitality industry with the aim of bringing something new and exciting to Chennai's hospitality arena. a leading property developer in South India.Background Ceebros. Feature of Raintree The Raintree Hotel in Chennai. As an ecosensitive business hotel. The Raintree Hotel is dedicated to conserving natural resources and raising awareness of the importance of environmental responsibility. FOREIGN: Political representatives Trade representatives Educationists Tourists.

2008 • Conferred by Mr. Ula Ullsten .2008 • Conferred by Hon’ble Thiru N Suresh Rajan .2009 • Conferred by Mrs. Usha Thorat .Minister of Tourism of Tamil Nadu Golden Peacock Award (Environment Management) • Presented by the World Council for Corporate Governance .Deputy Governor of the Reserve Bank of India Exnora Green Hotel Award • Presented by Exnora International . Murali .2008 • Conferred by Mr.Chairman of the World Council for Corporate Governance Tourism Promotion Award • Presented by The Hindu .Managing Director of The Hindu Good Green Governance Award • Presented by the Srishti Publications – 2006 . The Raintree Hotel is a proud recipient of the following awards: MMA Award for Managerial Excellence (Services Sector) • Presented by the Madras Management Association .The Raintree Awards As an innovative leader constantly redefining the meaning of environmental responsibility in the hospitality industry.

The Raintree Services & Amenities:• • • • • • • • • • • • • • • • • • • • Airport & Railway Transfers Baby Sitting Services (On Request) Express Laundry & Dry cleaning Car Hire Concierge Services Currency Exchange Doctor on Call Postal and Parcel Services Travel Assistance Banquet Facilities Business Center Meeting and Conference Rooms Gift Shop Spa Handicap access Gym Meeting Rooms Swimming Pool Valet Parking Restaurants & Bars .

Departments:• • • • • • • • • • • • • • • • • • • • Front Office Food & Beverage Service Food & Beverage Production Kitchen Stewarding Sales & Marketing House Keeping House Keeping Human Resource Training Environment Accounts Purchase Stores Controls Information Technology Technical Services Security Health Club & Swimming Pool General & Admin Business Centre • • Core Functioning Department Food and Beverage (F&D) Department:- F & B deals mainly with food and beverage service allied activities. In Raintree there are different divisions under F & B like Restaurants. Coffee . Speciality Restaurants.

• Front Office Department:The front office in rain tree is the command post for processing reservations. consisting of an assistant housekeeper. This department has the largest staff.Shop (24 hrs. messages or other information for guests. • Housekeeping Department:- The housekeeping department is another important department in hospitality world. They may also have their own laundry and valet service. Front desk agents also handle the distribution of guestroom keys and mail. which are ordered by the guest and afterwards is catered by the . room inspectors. • Bell desk.). Room service . registering guests. settling guest accounts (cashiering). • Cabby. It basically engaged in preparing those dish. • Travel desk. room attendants. • Preservation. Bar. Banquets. Housekeeping is responsible for cleaning the hotel’s guestrooms and public areas. Hotels with laundry and valet equipment may use it only for hotel linens and uniforms and send guest clothing to an outside service where it can be handled with specialized equipment. a house person crew. • Food Production Department:- Food production deals with the preparations of food items. linen room attendants and personnel in charge of employee uniforms. and checking out guests. Apart from that they have Utility services (Cleaning) as well. The front office in Raintree hotel is divided into following sections:• Reception.

demand and helping to maintain the profit level of the hotel. up-keep. furniture and fixtures in the hotel. South Indian. air-conditioning and other services and is responsible for repair and maintenance of the equipment. installation and maintenance of property and its furnishing. advertising and public relations. The engineering department has an important role in satisfying the guest. • Finance. machinery and equipment are the joint responsibilities of Engineering/Maintenance and the Housekeeping Department. The cleaning. electricity. steams. • Engineering and Maintenance Department:- The energy crisis throughout the world has given a great importance to the engineering department of a hotel. Chinese. Konkani (Coastal Sea Food). Continental. repair. Cuisine like Indian. This department provides on the day-to-day basis the utility services. Different Chefs are appointed for the specialty cuisine. The marketing division is charged with the responsibility of keeping the rooms in the hotel occupied at the right price and with the right mix of guests. etc. Thai.F&B department. Italian. • • Support Department (Cost Centers) Marketing & Selling Department:- Sales and marketing has become one of the most vital functions of the hotel business and an integral part of modern hotel management. hot water. replacement. sales promotion. Mexican. It includes packaging for selling. Accounting and Control Department:- .

The accounting department does more than simply keep the books-financial management is perhaps a more appropriate description of what the accounting department does. • Administration Department:- Top organizational members usually supervise the Administration Department in a hotel. crime rates in most major’s cities are rising. reduction in operating cost. control of beverage costs. employee’s welfare. manpower. Hence today security department also concentrate on these additional criminal activities too. most security precautions concentrated on the prevention of theft from guests and the hotel. . which this department and their staff perform. control of food service costs. This department is the topic of our discussion. Whereas the control department is concern with cost control guidelines by way of reducing in investment. • Safety and Security Department:The security of guests. The practice. Unfortunately.A hotel’s accounting department is responsible for keeping track of the many business transactions that occur in the hotel. • Human Resource Development:- This department has newly taken step in hotel industry and within a short span of time it has become a very important part of the organization. employees. health and security. This department is responsible for all the work connected with administration. labour cost control . medical. personnel. is going to be learned in the light of following project. It plays the role of facilitator between the bargainable cadre and non-bargainable cadre. In the past. today such violent crimes as murder and rape have become a problem for some hotels. However. personal property and the hotel itself is an overriding concern for today’s hoteliers.

which supervise and effectively communicate with these departments head and communicate with the top . whose job is to instruct and direct all of the various musicians so that they can perform well together. he or she must first turn employees into competent workers who know how to do their jobs. then the performance they give will get bad reviews.Introduction to Human Resource Department The job of HR manager can be compare with the job of conductor. Employees are the musicians of the orchestra that the members of the audience-the-guests-have come to watch performance. No other industry provides so much contact between employees and customers and so many opportunities to either reinforce a positive experience or create a negative one. If employees are not skilled at their jobs. but HRD is a place. No doubt different department’s heads are present to look their department employee. But before a conductor can direct a beautiful performance. That is why properly managing human resources is so important. before a manager can direct and shape employee’s individual contributions into an efficient whole. Just as an orchestra can have a fine musical score from a great composer and still perform poorly because of incompetent musicians. all of the individual musicians must be able to play their instruments well. What kind of performance could one can expect if the violinists did not know how to play their instruments or the flutists could not read music? So it is in the hospitality industry. so a hotel can have a finest standard recipes. service procedures and quality standards and still have dissatisfied guests because of poor employee performance. As in the five-star hotel and five-star deluxe hotel there are around lots of employee are involved in different jobs in different fields there is dire need to look and control on them.

Thus there function is very large and diverse as compared with respect to different department’s heads. Structure of Human Resource Department Raintree .management.

Managing Director Vice President HR Hr Manager Hr Executive Recruitment Training Welfare Payroll Personnel Policies of HR The personnel function in Raintree includes many activities such as: .

• • • • • • Consideration of leadership style Relationship Responsibilities Philosophy Social orientation Organizational structure The Hr policies are concern with each of the following areas:• Employment ≈ ≈ ≈ ≈ ≈ ≈ ≈ ≈ Recruitment Interview Psychological and Aptitude tests Selection Medical Examination Administration and Transfers Promotions and Termination Responsibilities for adherence to indiscrimination laws • ≈ ≈ ≈ ≈ Education and Training Orientation of new employees Educational needs for employees Training development programmes Communications Health and Safety • .

≈ ≈ ≈ ≈ Occupational health Emergency medical care Safety programme Preventive Medicine Employee’s Services • ≈ ≈ ≈ ≈ ≈ ≈ Cafeteria Vending Machine Employee’s Lounge Lockers Counseling Suggestion Scheme Wages and Salary Administration • ≈ ≈ ≈ Salary structure Performance standards and Job evaluation Salary survey Benefits • ≈ ≈ ≈ ≈ ≈ ≈ Group Insurance Sick-pay plan Hospitalization Major medical coverage Key man Insurance Pension plan/scheme .

. In Raintree HRP is important for: ≈ The future personnel needs ≈ To cope up with change ≈ To create highly talented personnel ≈ For the protection of weaker sections ≈ For the international expansion strategy of the company ≈ It is the foundation for personnel functions The list is infact never ending. HRP is the sub-system in the total organizational planning. It is very commonly understood as the process of forecasting an organization’s future demand for. It is only after this that HRM department can initiate a recruitment and selection process. and of. HRP actually has become an inevitable part of HRM process. the right type of people in the right number.• ≈ ≈ ≈ Labour/Industrial relations Presentation Elections Collective Bargaining Grievance Procedures Administration ≈ ≈ ≈ ≈ ≈ • Personnel records Security Holidays and Vacations Office Layout and Services Work Rules HUMAN RESOURCE PLANNING Human Resource Planning (HRP) is the first aspect of human resource process.

The HRP Process Environment Organizational Objectives & Policies HR Demand Forecast HR Supply Forecast HR Programming HRP Implementation Control and Evaluation of Program Surplus Shortage .

the duties involved and the skills required for performing all the jobs in an organization have to be taken care of. In simple words.  Writing job description based on the information. abilities and knowledge that are required on the job.JOB ANALYSIS In order to achieve effective HRP. In Raintree job analysis involves the following steps:  Collecting and recording job information.  Checking the job information for accuracy. job analysis may be understood as a process of collecting information about the job. .  Using the information to determine the skills. ≈ Updating the information from time to time. This knowledge is gained through job analysis.

Strategic Choices Gather Information Uses of Job Description and Job Specification  Personnel Planning  Performance Appraisal  Hiring  Training & Development  Job Evaluation & Compensation  Health & Safety  Employee Discipline  Work Scheduling  Career Planning Fig: Process of Job Analysis Process Information Job Description Job Specification .

hearing. smell. .Job Analysis A Process of Obtaining all Pertinent Job Facts Job Description A statement containing items such as • Job title • Location • Job Summary • Duties • Machines. Usually contains such items as • Education • Experience • Training • Judgement • Initiative • Physical efforts & Physical skills • Responsibilities • Communication skills • Emotional characteristics • Unusual sensory demands such as sight. tools & equipment • Materials & form used • Supervision given or received • Working conditions • Hazards Job Specification A statement of human qualifications necessary to do the job.

Job analysis provides job-related data as well as the skills and knowledge expected of the incumbent to discharge the job. In simple words. duties and responsibilities into a unit of work to achieve certain objectives. involves conscious efforts to organize tasks. the logical sequence to job analysis is job design.JOB DESIGN Job design is a process of determining the specific tasks and responsibilities to be carried out by each member of the organization. Feedback Organizational Factors Characteristics of task Work flow Ergonomics Work practices Environmental Factors Employees abilities and availability Social and cultural expectations Behavioural Factors Feedback Autonomy Use of abilities Variety Fig: Factors Affecting Job Design Job Design Productive & satisfying job . then. Job analysis.

The department diagnoses organizational problems that suggest job redesign. although job design influences almost every aspect of human resources management. RECRUITMENT In simple terms. the department is needed to prepare to modify job descriptions and job specifications and to modify recruitment. selection. incorporate information on job design in training and management development programs. Recruitment is the process of finding qualified people and encouraging them to apply for work with the firm. compensation and other practices to be consistent with any job redesign program. from among whom the right people can be selected. training. .Fig: Job Description and Job Specification in Job Analysis Role of Human Resource Department The human resources department’s role in job design is usually indirect. Further. and help plan job redesign programs to ensure that sound human resources policies and practices are developed. recruitment is understood as the process of searching for and obtaining applicants for jobs.

The process comprises five interrelated stages.Recruitment Process HR practices its function in each and every stages of recruitment. And (v) Evaluation and control. The function of HR is to make the selection procedure an ideal one. when offered. (ii) Strategy development. The ideal recruitment programmed is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization. (i) Planning. (iii) Searching. viz. (iv) Screening. .

Recruitment Process .

SELECTION Selection is a process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. It basically depends on the management policies and the size of operation. External Environment Internal Environment Preliminary Interview R A Physical Examination Selection Test R A Selection Decision Employment Interview R A Reference & Background Analysis Job Offer RA: Rejected Applicants Employment Contract Evaluation . Different hotels apply different methods and procedure for recruitment as well as selection.

TRAINING AND DEVELOPMENT Training and development activities are designed in order to impart specific skills. . Whereas development refers to learning opportunities designed to help employees grow and evolve a vision about the future. Frequently. Effective training is basic ingredient of success in the hotel industry. yet managers often give little thought to the training function in the context of their own business or departmental responsibilities until something goes wrong! One of the main problems in hotel industry is that investment in training and development of employees is a reactive process for many companies. This process may be proved costly to hotel. training and development arises as the result of significant change in the operational environment or as a consequent of crisis such as staff turnover or major departmental problems. abilities and knowledge to employees. Training is then used to cope with the immediate difficulty. The concept of training is endorsed my most managers in the hotel industry.

The Training Process Assessing Training Needs Preparing the Training Plan Specifying Training Objectives Designing the Training Programs Selecting the Instructional Methods Completing the Training Plan Conducting the Training Evaluating the Training Planning Further Training .

Though there are different methods of performance appraisal available . and his or her potential for future performance. to effect his promotions and to give him pay increase. . Raintree adopts graphic rating scale method.PERFORMANCE APPRAISAL Performance appraisal refers to the assessment of an employee’s actual performance. retention or termination. behaviour on jobs. It is done generally for the purpose of assessing training needs to employee.

etc........... with respect to attendance. thorough.........Graphic rating scale form of Raintree employees:Employee Name: ..... reliable.... Quantity of work: Unsatisfactory Volume of work under normal working conditions Quality of work: Neatness.... Cooperation: Willingness and ability to work with others to produce desired goals............... accurate.... Job title : .. Fair Satisfactory Good Outstanding . reliefs.... thoroughness and accuracy of work Knowledge of job A clear understanding of the factors connected with the job Attitude: Exhibits enthusiasm and cooperativeness on the job Dependability: Conscientious.. Rate : ........... Department: ...... lunch breaks.......

easy to use and permits a statistical tabulation of scores of employees. if the employee has serious gaps in technicalprofessional knowledge (knows only rudimentary phases of job).. The graphic rating scale may however suffer from a long standing disadvantage. lacks the knowledge to bring about an increase in productivity. One positive point in favor of the rating scale is that it is easy to understand. etc.e.. For instance.From the graphic rating scales. Another pitfall is that each characteristic is equally important in evaluation of the employee’s performance and so on. experts can be obtained about the performance standards of employees. it may be arbitrary and the rating may be subjective. The rating scale is the most common method of evaluation of an employee’s performance today. declines to accept responsibility. When ratings are objective in nature they can be effectively used as evaluators. wastes and misuses resources. i. fails to plan ahead effectively. then it can safely be inferred that the standards of the performance of the employee are dismal and disappointing. . is reluctant to make decisions on his own (on even when he makes decisions they are unreliable and substandard).

medical. Employee management services – counseling. • Retirement benefits. Safety committee. • Health care benefits. fringe benefits etc.WELFARE ACTIVITIES There are 2 types of welfare activities offered to the employees of Raintree . . Under welfare activities Raintree offers 5 kinds of various benefits to its employees. They are follows:• Security benefits. • Recreational benefits. 2. Intra mural activities . Service loans and insurance.facilities provided inside the hotel e. Employments follow up comfort and awareness. 3. • Others welfare activities:• • 1.g. • Time off benefits.facilities provided outside the hotel. They are as follows Extra mural activities.

.PAYROLL INTRODUCTON TO PAYROLL :A wage or monetary compensation paid to an employee for the service rendered by him or her. Net pay tax deductions and their holiday pay. Or Payroll is a process to manage employees Salaries.

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