Professional Documents
Culture Documents
Internship Project On Recruitment and Selection at Lemon Tree Hotel
Internship Project On Recruitment and Selection at Lemon Tree Hotel
The purpose of the study of recruitment and Selection in Hotel Lemon Tree
Premier is to experience the quality & quantity required by the company and
now the requirement is met. It is done to save the time of the company by
supplying the desired manpower which is required by them. It is done to bridge
the gap between desired manpower & actual manpower i.e. Human Resource.
The job profile of the personnel who is selected by the Hr department is for the
front office executive.
In order to fulfill the project requirements I personally did recruitment for the
Hotel Lemon Tree Premier which helped me to understand a practical face
of the study. Apart from the recruitment and selection.
Thus, we found recruitment and selection are the paramount in the whole
Human Resource management chain. The recruitment process is one of the
ways that an organization can cope up with shortcomings in its human resource
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needs. Recruitment refers to organizational activities that influence the number
and type of applicants who apply for a job and whether the applicants accept
jobs that are offered. Selection is a term by which an organization chooses the
right candidate for the right job at the right time, at the right place. In fact the
organization shortlists candidate as a person who best meets the selection
criteria for the position available, considering current environment conditions.
This report is an experience based and does not involve any survey. However on
the basis of my findings, certain recommendations and suggestions have been
provided that can help to increase the efficiency of HR functions that are carried
at Hotel Lemon Tree Premier.
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OBJECTIVES OF THE STUDY
To have an idea about the growth rate and attrition rate in this company.
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SCOPE OF THE STUDY
This study has a wide scope as it explores the entire recruitment and selection
process of the Hotel Lemon Tree Premier Company along with formats and
explanations.
Primary data which was collected from employees was depending upon the
responsiveness, attitude, aptitude, and ethical values and constraints on account
of internal rules, regulations, norms, and perception level and understanding
level, leadership, experience, expectations and generally prevailing market
trends. Hence dependent assumptions were to be made through the analysis.
Many a time things could not get opened because of limited transparency and
openness, as a trainee is semi outsider for an organization. The scope of the
research is very vast; however the total time period available was very limited
for the purpose of study, observations, analysis, and conclusion. Second
important thing is on account of ethical and moral obligations, analysis and
manager disclosure of all pertinent and particular policies has got limitations
because of his positional accountability and responsibility.
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COMPANY PROFILE
While 5 Star hotels in India are at par with global competitors, there is a near
absence of internationally acceptable mid-market hotels. This gap is now being
proficiently filled by the Lemon Tree Hotels chain which operates in the upscale
and upscale 'plus' (through Lemon Tree Premier) segment in India.
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Lemon Tree Employees
Lemon Tree Premier, our new upscale 'plus' brand that retains the essence of
the upscale Lemon Tree by continuing to provide the fresh, fun and spirited
experience the group is so well known for. Lemon Tree Premier provides an
enhanced product-service offering and superior amenities. At Lemon Tree
Premier - it's everything that our customers love about the 'refreshingly
different' Lemon Tree Hotels... 'plus' more.
A Bright Mission
At Lemon Tree Hotels, we not only see the big picture, we make sure that it
remains bright and clear. That's why we are committed to:
The well-being of our colleagues, whose happiness and self-worth is of utmost
importance to us.
The delight of our customers, whose safety, security and sense of well-being
and care is our main reason for being.
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The expectations of our shareowners, whose confidence and trust propel us to
excel further.
The needs of society, so that we may give back a part of what we receive, to
contribute to a greater goal.
The efficiency of our processes, so that we can be the most cost-effective
quality service provider and thereby offer the greatest value, which our
customers have every right to expect.
Patu promoted Lemon Tree Hotels in 2002 and Red Fox Hotels (a mid scale
hotel chain) in 2006.
Rahul Pandit
President & Director on the Board
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HR management and innovation at IIM Ahmedabad, IIM Bangalore and
Cornell-Nanyang. Rahul previously worked across India, USA and Singapore
with Choice Hotels, Taj Hotels, Spectramind and Intercontinental Hotels.
Saurabh Nandi
Chief Marketing Officer
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Major Rajesh Chauhan
Chief People Officer
Kapil Sharma
Murlidhar Rao
Chief Operating Officer-Lemon Tree Premier
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Sumant Jaidka
Chief Operating Officer-Lemon Tree Hotels
Aradhana Lal
Vice President-Corporate Communications &
Sustainability Initiative
Cyrus Madan
Assistant Vice President-Development and Feasibility
Rajiv Tyagi
Assistant Vice President-Finance
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He has worked for over 25 years with ITC Maurya Sheraton and the Taj
Group of Hotels (Delhi), where he was last the Area Credit Manager, Taj
Group, Delhi.
Nikhil Sharma
Assistant Vice President-Operations
Vikramjit Singh
Assistant Vice President & National Director of Sales
Sareena Kochar
General Manager-Housekeeping
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Sareena is a B. Sc. from Kurukshetra University with professional diplomas in
Hotel Management. Her last assignment was as Corporate Executive
Housekeeper, VLCC Health Care. Prior to this she was with Howard
International and Jaypee Residency Manor in Mussorie, Vasant Continental,
Delhi and Intercontinental in Delhi, Goa and Srinagar.
Ajai Kumar
Chief Information Officer
Rajiv Srivastava
General Manager & Group Corporate Chef
Rajesh Kumar
General Manager-Human Resources
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Senior Manager-Human Resources, Mahindra Holidays & Resorts. Over a
career spanning 11 years, he has worked with Select Holiday Resorts,
Gurgaon, Oberoi Hotels & Resorts and Oberoi McAlpine India Limited, Shimla.
Rahool Macarius
General Manager & National Head - Regional Sales
Offices
R. Hari
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Saket Puri
General Manager-Finance
Rakesh Kumar
General Manager-Projects & Engineering Services
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Joginder Singh
General Manager-Projects & Engineering Services
Tarun Lakhanpal
Associate General Manager-Revenue Management &
Distribution
Prashant Mehrotra
Deputy General Manager-Sales
Davender Kapoor
Manager-Projects & Engineering Services
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Winner of the National Award 2011, by the Government of India for
BEST EMPLOYER for the empowerment of persons with disabilities
Upcoming Hotels
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LITERATURE REVIEW
• What is Recruitment?
It is the first part of the process of filling a vacancy, it includes the examination
of the vacancy, the consideration of sources of suitable candidates, making
contact with those candidates and attracting applications from them.
The need for recruitment may arise due to the following situation:
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MEANING OF RECRUITMENT
Recruitment is understood as a process of searching for and obtaining
applicants for job, from among them the right people can be selected. Though
theoretically recruitment process is said to end with the receipt of applications,
in practice the activity extends to the screening of applications so as to eliminate
those who are not qualified for the job.
Recruitment Process:-
The recruitment process can be divided into seven stages:
1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
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4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
Number of contacts
Types of contacts
Technological sophistication
Where to look
How to look
Competitors
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INTERNAL SOURCES
1. TRANSFERS
The employees are transferred from one department to another
according to their efficiency and experience.
2. PROMOTIONS
The employees are promoted from one department to another with
more benefits and greater responsibility based on efficiency and
experience.
3. Others are Upgrading and Demotion of present employees
according to their performance.
4. Retired and Retrenched employees may also be recruited once
again in case of shortage of qualified personnel or increase in load of
work. Recruitment such people save time and costs of the
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organisations as the people are already aware of the organisational
culture and the policies and procedures.
EXTERNAL SOURCES
1. PRESS ADVERTISEMENTS
Advertisements of the vacancy in newspapers and journals are a widely used
source of recruitment. The main advantage of this method is that it has a wide
reach.
2. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc. are a
good source of recruiting well qualified executives, engineers, medical staff etc.
They provide facilities for campus interviews and placements. This source is
known as Campus Recruitment.
3. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of
client companies by charging a fee. These agencies are particularly suitable for
recruitment of executives and specialists. It is also known as RPO (Recruitment
Process Outsourcing)
4. EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout the country.
These exchanges provide job information to job seekers and help employers in
identifying suitable candidates.
5. LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close
contacts with the sources of such workers. This source is used to recruit labour
for construction jobs.
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6. UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such
callers are considered nuisance to the daily work routine of the enterprise. But
can help in creating the talent pool or the database of the probable candidates
for the organization.
SEARCHINGS
Source activation
Selling
Screening of applications
Salary cost
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Advertisement cost
Recruitment cost
Image projection
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Recent Trends in Recruitment:-
1) Outsourcing
In India, the HR processes are being outsourced from more than a decade now.
A company may draw required personnel from outsourcing firms. The
outsourcing firms help the organization by the initial screening of the candidates
according to the needs of the organization and creating a suitable pool of talent
for the final selection by the organization. Outsourcing firms develop their
human resource pool by employing people for them and make available
personnel to various companies as per their needs. In turn, the outsourcing firms
or the intermediaries charge the organizations for their services. Advantages of
outsourcing are:
1. Company need not plan for human, resources much in advance.
2) Poaching/Raiding
"Buying talent" (rather than developing it) is the latest mantra being followed
by the organizations today. Poaching means employing a competent and
experienced person already working with another reputed company in the same
or different industry; the organization might be a competitor in the industry. A
company can attract talent from another firm by offering attractive pay packages
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and other terms and conditions, better than the current employer of the
candidate. But it is seen as an unethical practice and not openly talked about.
Indian software and the retail sector are the sectors facing the most severe brunt
of poaching today. It has become a challenge for human resource managers to
face and tackle poaching, as it weakens the competitive strength of the firm.
3) E-recruitment
Job portals
- i.e. posting the position with the job description and the job specification on
the job portal and also searching for the suitable resumes posted on the site
corresponding to the opening in the organization.
Resume Scanners:
Resume scanner is one major benefit provided by the job portals to the
organizations. It enables the employees to screen and filter the resumes through
predefined criteria's and requirements (skills, qualifications, experience, payroll
etc.) of the job.
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Advantages of E-Recruitment are:
Lower costs to the organization. Also, posting jobs online is cheaper than
advertising in the newspapers.
No intermediaries.
Reduction in the time for recruitment (over 65 percent of the hiring time).
Facilitates the recruitment of right type of people with the required skills.
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Screening and checking the skill mapping and authenticity of millions of
resumes is a problem and time consuming exercise for organizations.
Developing methods and ways measuring the results like the time -to -
hire, cost-Per- Hire and effectiveness of the recruitment source etc.
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Estimating the costs associated with the recruitment project
RECRUITMENT STRATEGIES
The level of performance of the organization depends on the effectiveness of its
recruitment function. Organizations have developed and follow recruitment
strategies to hire the best talent for their organization and to utilize their
resources optimally. A successful recruitment strategy should be well planned
and practical to attract more and good talent to apply in the organization. For
formulating an effective and successful recruitment strategy, the strategy should
cover the following elements:
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2. Candidates to target
The recruitment process can be effective only if the organization completely
understands the requirements of the type of candidates that are required and will
be beneficial for the organization. This covers the following parameters as well:
Category of the candidate: the strategy should clearly define the target
candidate. He/she can be from the Same industry, different industry,
unemployed, top performers of the industry etc.
3. Sources of recruitment
The strategy should define various sources (external and internal)
of recruitment. Which are the sources to be used and focused for the recruitment
purposes for various positions? Employee referral is one of the most effective
sources of recruitment.
4. Trained recruiters
The recruitment professionals conducting the interviews and the other
recruitment activities should be well-trained and experienced to conduct the
activities. They should also be aware of the major parameters and skills (e.g.:
behavioral, technical etc.) to focus while interviewing and selecting a candidate.
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How to evaluate the candidates
The various parameters and the ways to judge them i.e. the entire recruitment
process should be planned in advance. Like the rounds of technical interviews,
HR interviews, written tests, psychometric tests etc.
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Recruitment management system maintains an automated active at a base
of the applicants facilitating the talent management and increasing the
efficiency of the recruitment processes.
FORMS OF RECRUITMENT:-
Organizations adopt different forms of recruitment practices according to the
specific needs of the organization. The organizations can choose from the
centralized or decentralized forms of recruitment, explained below:
1) Centralized:-
When the HR / recruitment department at the head office performs all functions
of recruitment, the recruitment practices of an organization are centralized.
Recruitment decisions for all the departments of an organization are carried out
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by the one central HR or recruitment department. Centralized form of
recruitment is mainly practiced in government organizations.
Uniformity in recruitment
Interchangeability of staff
Reduces favoritism
2) Decentralized: -
Decentralized recruitment practices are most commonly seen in the
case of conglomerates operating in different and diverse business areas. Since
the business areas and offices are diverse and geographically spread, it becomes
important to understand the needs of each department and frame the recruitment
policies and procedures accordingly. Each department carries out its own
recruitment. Choice between the two will depend upon management philosophy
and needs of particular organization. Lower level staffs as well as top level
executives are recruited in a decentralized manner.
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HEADHUNTING
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SELECTION
DEFINATION
SELECTION PROCESS
1. PRELIMINARY INTERVIEW:
The purpose of preliminary interviews is basically to eliminate unqualified
applications based on information supplied in application forms. The basic
objective is to reject misfits.
2. SELECTION TESTS :
Jobseekers that pass the preliminary interviews are called for tests. These tests
may be Aptitude tests, Ability tests etc to judge how well an individual can
perform tasks related to the job.
3. EMPLOYMENT INTERVIEWS:
At this step interview is a formal and in-depth conversation between applicants
acceptability. It is considered to be an excellent selection device.
4. REFERENCE AND BACKGROUND CHECKS:
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These checks are conducted to verify the information provided by the
candidates. Reference checks can be through formal letters, telephone
conversations etc.
5. SELECTION DECISIONS:
After obtaining all the information the most critical step is the selection decision
to be made. The views of the line managers are considered generally because it
is the line manager who is responsible for the performance of the new
employee.
6. PHYSICAL EXAMINATION:
After the selection decision is made the candidate is required to undergo a
physical fitness test.
7. JOB OFFER:
The next step in the selection process is the job offer to those applicants who
have crossed all the previous hurdles. It is made by away of letter of
appointment.
8. CONTRACT OF EMPLOYEE:
Once the job offer is accepted certain documents need to be executed by the
employer and the candidate. Here a formal contract of employment is prepared
and agreed upon.
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DIFFERENCE BETWEEN RECRUITMENT &SELECTION:
RECRUITMENT SELECTION
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Sites(Active Search),Competition Mapping (raiding i.e. attracting employees
from other organizations to our organization), Internal References or through
Networking & Head hunting i.e. picking up the individuals out of the pool of
job applicants with requisite qualifications & competence to fill up the job in
organization.
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The first round of interview is conducted with the approved profiles and the
JAF is filled by them. In Job Application Form the candidate need to fill his/her
details such as
Personal details
Educational qualification
Work experience.
HR ROUND OF INTERVIEW
This round of interview may be conducted by well experienced HR heads or
their assistants with the help of Interview Question Bank &Interview Scorecard
where job related questions are asked and the skill of the interviewee is tested.
On the basis of this interview the selected profiles are carried forward and the
rejected ones are kept at hiring tracker and at rejected hard copy files for future
reference.
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After passing the personal interview with BM the selected applicants have to
give an online personality assessment test such as SHL / THOMAS. At this test
the attitude, the personality, the SWOT Analysis of the applicant is judged. If
the personality assessment is positive the applicant profile is carried forward
and if it is negative then it is rejected and kept at the hiring tracker / rejected
hard copy file for future reference.
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regulations of the company, allowances given by the company etc. He is also
given his final approval mail from the BM.
If the applicant rejects or does not agree to the terms & conditions of the
company his profile is kept at hiring tracker / rejected hard copy files and if he
accepts the terms & conditions he is given the job and his profile is updated and
he is updated in the organizational structure.
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RESEACRH METHODOLOGY
PRIMARY DATA:
"The primary data is the data collected afresh & first time and happens to be
the first hand information."OR" The primary data is data which is collected by
researcher directly from the respondents"
Sample size:
It means the number, of persons or items selected from the universe to
constitute a sample.
The sample size of this project is 10-12 executive employees of Hotel Lemon
Tree Premier, Gurgaon
Sampling technique:
It refers to the method to be applied / the technique to be used in Selecting the
Sample. The technique used may be deliberate or purposive sampling, random
sampling, systematic sampling, stratified sampling, area sampling, and
extensive sampling.
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The sampling technique applied for this project report is Simple random
technique
Study period
Study period refers to the time and duration required for the researcher to
complete his research.
1. Telephonic interviews.
SECONDARY DATA:
"The data which is collected by someone and gone through the statistical
process is called secondary data.
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ANALYSIS & INTERPRETATION
1) Are you satisfied with the recruitment process in Hotel Lemon Tree
Premier?
a) Not at all b) Satisfied c) totally satisfied d) Good e) Excellent
Options b d e Total
Response 3 3 4 10
Percentage 30 30 40 100
Interpretation: -
From the above response it is seen that management of Hotel Lemon Tree
Premier meets the standards of recruitment process.
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Responses 7 3 10
Percentage 70 30 100
Interpretation: -
From the above responses it is seen that majority of employees feel that
recruitment process is documented in the company. However, they can access
whenever they want. 30% of the people don't have knowledge about it.
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Interpretation: -
From the above responses it is seen that recruitmentprocess varies many time
department heads to select the right person forthe from department to
department, so it helps the job as per hisrequirement and needs.
4) Whether the response from the client after giving the requirement in all
the process is satisfactory?
a)Not slow b)Slow c)Quick d)Very responsive e)Excellent
Options b c e Total
Responses 2 5 3 10
percentage 20 50 30 100
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Interpretation: -
From the above responses it is seen more than 50% of recruiters feel that the
response is quite quick
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Interpretation: -
From the above responses it is seen that management are satisfied to some
extent.
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Interpretation: -
From the above responses it is seen that most of the candidates are satisfiedwith
the process of recruitment but still almost 30% were not so satisfied.
1) What are the Sources used for talent acquisition ( Hunting the
Heads)?
Personal contacts
Direct walk-ins.
From consultancy
2) From the Above different sources which is the source you getmore
response?
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Referrals' from the candidates.
The last round is the operations round where the operations manager
takes the interview of the potential candidate he checks if the candidate is
fit for his process.
4) How do you co- relate the job fit and culturally fit manning ?
Earlier it was a problem where the job of Hotel & the culture of thepeople
was clashing now everybody is aware that they have work inshifts & they
would be dealing with people from residing in India anabroad. Also at the
beginning candidates been asked by theconsultants & HR if they
comfortable in working shifts.
5) Which are the preferential areas in selecting a candidate
Education Qualification
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Personality
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candidates do not turn up at the time of joining. Generally the ratio
is 20%higher the requisition of vacancies.
9) Do you have the data and information bank related with unsolicited
application And the candidates who have been rejected ?
Yes we have to maintain the data of all the candidates whether they
are selected or not also at the same time we need to maintain a
separate data for the unsolicited application as at times they are not
allowed to apply in future.
10) Are these candidates are called for the subsequent interview for
Reconsideration?
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FINDINGS QF STUDY
The findings during the work carried out by me can be categorized into two
categories as it is said that every coin has two sides:-
A) Positive findings:-
1) A majority of employees feel that recruitment process carried out in the
company is satisfactory.
2) Some employees feel that each recruiter gets an opportunity to do the whole
process right from the recruitment to client co-ordination.
3) The new joiners are very much satisfied with the process of training given to
them regarding recruitment.
5) Consultants make sure that the right candidate is placed in the right company
for e.g. if the candidate demands for the higher wages then he can pro actively
ask the consultancies that which is the company paying the highest wages in the
market based on the information he can directly join that company instead of
him going through different companies & checking the package.
B) Negative findings:-
1) Some employees were moderately or not much satisfied with the process.
2) Since there is a gap in between their expected pay scales & actual in hand
compensation.
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3) Since rules and regulations are very dynamic, so most of the employees face
difficulty to adjust with them.
4) Most of the candidates do not turn up when they are called up for the
interview.
5) Many a time the interview calls are spontaneous the result yielded is the
prospective candidate does not have time to prepare for interview.
C) Special Findings: -
Since the process involves continuous sitting at one place so refreshment was
provided to the candidates who had come for the interview. This being as
unique exp by candidates it helps to build the goodwill of the company
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SUGGESTIONS
While following the process the time and economy factor should betaken
into consideration.
The recruiter should also take the references of his friends or any one he
knows who looking for a job from the candidate who has come for the
interview.
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CONCLUSION
Improper recruitment can prove very costly for the organization and can
lead to loss to company.
But Hotel Lemon Tree Premier takes into consideration the time allotted for
fulfilling the requirements and fulfills them in an appropriate manner within the
stipulated time. It believes in quality not quantity. It realizes the value of
manpower and tries the best not to waste the manpower. Hence each and every
employee is guided to follow the process taking this into consideration.
Ensuring the quality of the persons to be recruited is a very difficult
task because there are several diff influential factors impacting on the system, in
context to the recruitment, so the base of selection is considerably broad.
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LIMITATIONS
Each and every research carried out has some limitations due to various
reasons. Since the research is a never-ending process so some limitations arise,
because some expectations are not fulfilled. The major limitations are as
follows: -
Due to the stipulated time frame, the headhunting process was difficult to
carry out, and was unable to work on hard-core requirements of IT
Since most of the candidates were never use to turn up so the drive for the
interview was not possible.
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BIBLIOGRAPHY
a) Books:-
b) Internet Sites :-
<http://recruitment.naukrihub.conVmeaning-of-recruitment.html>
<http://recruitment.naukrihub.com/importance-of-recruitment.html>
<http://recruitment.naukrihub.com/recruitment-process.html>
<http://recruitment.naukrihub.com/e-recruitment.html>
<http://www.citehr.com/14439-difference-between-recruitment-selection.html>
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