A PROJECT STUDY REPORT ON ³A Study Of HR Systems At The Oberoi Udaivilas´



SUBMITTED BY: Shakti Singh Chauhan
MBA III rd Sem

SUBMITTED TO:Dr.Dipin Mathur

(Program Coordinator PGDM)

Organization culture is a descriptive term. It is how employees see their organization. A common perception held by the members of the organization .A system of shared meaning. In other words it is a common description of the organization made by the individuals of different backgrounds and working at different levels of organizations have a dominant culture and numerous sub cultures. The effectiveness of the organization depends on the efficiency of its employees. Employee motivated from their salary also so wages & compensation policy also plays a vital role in achieving the goals. This report gives an understanding of human resource, their behaviors, the need for their development, how HRD is a separate field than the traditional personnel field, HRD & industrial relations, role of HRD department its activities, the various subsystem of HRD like manpower planning, performance appraisal, training &development, recruitment and selection, wages & compensation policies etc. So we feel the overall development of individual through the organizational culture that will lead to the organizational. The attitudinal life style &value system are changing in the society& organizations will have to change if want to require in the changing scenario.


I express my sincere thanks to my project guide Dr.N.S.Rao (Director) Advent Institute Of Management, Udaipur for guiding me right from the inception till the successful completion of the project. I sincerely acknowledge him for extending their valuable guidance, support for literature, critical reviews of project and the report and above all the moral support he had provided to me with all stages of this project.

I would also like to thank Dr.Dipin Mathur,(Program Coordinator PGDM), Advent Institute Of Management, Udaipur for his help and cooperation throughout my project.


Introduction to HRD: Today most of countries promote tourism to promote foreign exchange, encourage

developmental activities, improve local economies and generate employment. It must be noted that mere employment generation will not serve the purpose for sustained growth of a service sector. Infect it is the quality of service that determine the image of the hotel. When we talk about human resource development, we have in our mind a variety of things, these included: Training  Skill development and up gradation of knowledge and skills of employees.  Motivating the employees.  Effective utilization of employee¶s skills and capabilities.  Attracting the personnel and their retention.  Wages, salaries and rewards.  Monitoring and controlling the employee¶s performance. These aspects of HRD are essential for every sector but in the case of service and hospitality industry they have a special significance because hotel is a service industry and here the customer is not only buying a service or a product but they are also experiencing and consuming the quality of the service, which is reflected in the performance of the personnel involved in the delivery of the service, the importance of HR becomes vital for the success of the business. Generally in such service

Operations are the emphasis is given on courtesy effective communication. Generally HRD has to be taken at both macros as well as micro levels. At the macro level one takes into account education training infrastructure available and at the micro level one takes into account how best an organization plan and manage their human resource. Mostly these organizations apply the principle of empowerment to all the employees. This empowerment is manifested in the way that companies are highly focused and consistent in everything they do and say in relation to employees, have managers who communicate with the employees, Facilitate, rather than regulate, their employee¶s 4

response to the consumers, Solicit employees feedback about how they can do things better, Stress the importance of the team work at each level of the organization and Plan carefully the organization¶s requirement and training needs.


1. 7.3 Objective of Study 3. 5. .2 Duration of the Project 3. Contents Introduction to the Industry Introduction to the Organization Research Methodology 3. 4. 3. 6.6 Scope of Study 3.4 Type of Research 3.CONTENTS S. Analysis and interpretation SWOT Conclusion Recommendation and Suggestions Appendix :Questionnaire Bibliography 6 .5 Sample Size and method of selecting sample 3.1 Title of the Study 3.No.7 Limitation of Study Page No. 2.

One of the major reasons for the increase in demand for hotel rooms in the country is the boom in the overall Economy and high growth in sectors like information technology. retail and real estate. telecom. Rising stock market and new business opportunities are also attracting hordes of foreign investors and international corporate travelers to look for business opportunities in the country particularly growth in tourism sector. Explosive economic growth in India ignites unquenchable demand for hotel rooms.CHAPTER 1 INTRODUCTION TO THE INDUSTRY Hotel Industry in India is witnessing tremendous boom in recent years and going through an interesting phase. many global hospitality majors have evinced a keen interest in the Indian hospitality sector. With huge investments flowing into India for the development of infrastructure such as roads. airports and convention centers. It is estimated that India is likely to have around 40 international hotel brands by 2011. The booming tourism industry has had a cascading effect on the hospitality sector with an increase in the occupancy ratios and average room rates. As hotel industry is inextricably linked to the tourism industry and the growth in the Indian tourism industry has fuelled the growth of Indian hotel industry. business and travel are on the rise. interest in hotel developments is hitting new highs as tourism. Organization Culture is based on 7 Dimensions:  Conformity  Responsibility  Standards  Rewards  Organizational Clarity  Warmth and Support  Leadership 7 . And with the continuing surge in demand. highways.

 Workers problems are given a hearing and they are tried to be resolved.  Sports and cultural evenings for employees.  Excellence hospitality.  People are highly co-operative and communicative.  Consumer satisfaction is the motto of the organization.  People work with team spirit.  Nepotism and favoritism does not exist.  Friendly atmosphere for new entrants.  Job rotation.  Orientation and induction.  Supportive to the employees.  Get together. food is common for each level employee (whether junior or senior).  Every new day is learning experience for people over there.Features of Udaivilas Hotel  Well-disciplined employees. 8 .  People work on the principle of ³equality and justice´e.  Workers suggestions are welcomed.  Rewards and punishments are considered part of game.g.  Positive approach.  Feedback.  Event management is given importance.  Sport and cultural evening for employees.  Hierarchy is not a hurdle in the personal relationships.  Training program is conducted.

Fine international cuisine. The Oberoi Udaivilas showcases the rich heritage of the Mewar region of Rajasthan with its rambling courtyards. gentle rippling fountains. meditations and Pranayam sessions with the resident Yoga teacher or explore the city steeped in the romance of the oldest living dynasty in the world. authentic flavours of Rajasthan or a quiet drink are all presented with views of the City Palace and Lake Pichola. The Oberoi Udaivilas captures all the romance and splendour of a royal era. Trained therapists pamper body and soul with rejuvenating treatments. Conceived as a traditional Indian palace. The luxurious spa with its own swimming pool overlooks the lake and is a haven of serenity. Grand architecture inspired by the palaces of Rajasthan present a picture of majesty resplendent with pavilions and domes that lead you to a journey of discovery. is a city of majestic palaces and beautiful lakes. Udaipur. adorning the banks of Lake Pichola and standing witness to the historic City Palace. hand painted frescoes. in the heart of Rajasthan. 9 . Rooms with terraces that open on to semi-private swimming pools present exquisite views and are a unique feature of Udaivilas. intricate mirror work and beautifully An enchanting boat ride across Lake Pichola transports you to the ceremonial welcome that awaits you at resort. USA in the 2009 Readers' Poll. Interiors embellished with decorative domes. The resort also offers the opportunity to undertake private Yoga. reflecting pools and verdant gardens. Here.CHAPTER-2 INTRODUCTION TO THE ORGANIZATION The Oberoi Udaivilas Udaipur has been rated as the best city in the world by Travel + Leisure. Magnificently decorated suites with private swimming pools and outdoor dining pavilions are exclusive retreats.

the magnificent setting combines with royal service to make your holiday a journey into the romance and grandeur of another century. We are more concerned with the smooth and prosperous working of organization and motivating the employees to march towards this good. The employees get acquainted with the culture of their organization that conveys the values. Culture determines how members of the organization should think and feel. There appear to be seven characteristics that when mixed and matched. independence and opportunity for exercising initiative that individuals in the organization have. They have different social and family backgrounds and different cultures. the organization holds dearest. The norms which direct action are not merely isolated standards for behavior. they are integrated and patterned by the values and beliefs provided by the organization. Individual autonomy: The degree of responsibility. It directs their actions and defines their outlook. 10 . role of conduct. 1. However all organizations have common as well as separate sets of rules and regulations to be followed by their workers and managements. Members of work groups have to accept these standards implied in the organizational culture. The employees realize this culture in due course of time and they realize the likes and dislikes of organization. discipline and importance of honesty and integrity in the organization. The organizational culture has two essential qualities. We have to deal with group of peoples as well as individuals.At The Oberoi Udaivilas. This resort offers an experience created exclusively for those who know there is nothing like too much luxury PROJECT PROFILE About organization culture and wages and compensation Policy Every organization has some accepted culture that defines standard of acceptable and unacceptable behavior of its employees. They come from the different sections of the society. Firstly it is learned and secondly it is shared. If they are to remain in the employment they have to shape their behavior to suit the requirement of the organization. tap the essence of an organization¶s culture.

5.  It is the social glue that helps to hold the organization together by providing appropriate standards for what employees should say & do. 4. 6. Performance organizational reward: (i. This picture becomes the basis for feelings of shared understanding that members have about the organization. then a composite picture of the organization¶s culture is formed. Structure: The degree of rules and regulations and the amount of direct supervision that is used to control employee behavior.  It conveys a sense of identity for organization members. Support: The degree of assistance and warmth provided by managers to their subordinate. Conflict tolerance: The degree of conflict present in relationship between peers and workgroups as well as the willingness to be honest and open about differences.  It enhances social system stability. innovative and risk seeking. Risk tolerance: The degree to which employees are encouraged to be aggressive.e. 3. 11 . Identity: The degree to which members identify with the organization as a whole rather than with their particular work group or field of professional experience. The degree increase.  Culture facilitates the generation of commitment to something larger than ones individual self-interest. 7.2. CULTURE¶S FUNCTIONS: Culture performs number of functions within an organization:  It creates distinctions between one organization and others. By appraising the organization on these seven characteristics. how things are done in it and the way members are supposed to behave. of which reward are allocations based on in the salary promotions) employee performance criteria.  Culture guide and shapes the attitude and behavior of employees.

week. The last function is that it defines the rules of the game-rules that govern the day-to-day behavior in the work place. fortnight or month is usually referred to as wages. From the point of view of industry. For the worker. Culture is a liability where the shared values are not in agreement with those that will further the organization¶s effectiveness. however. wages constitute that share of the total cost of production.  Dearness allowance. which can be attributed to labour. wages constitute the income by which he lives. WAGES AND COMPENSIATION POLICY: Wages of labor are determined by the cost of subsistence.. Remuneration paid to workers. and  Incentive bonus 12 . viz. engaged by the day. FACTORS INFLUENCING WAGE RATES  Demand and supply  Bargaining capacity  Cost of living  Condition of product market  State regulation Major components of Indian wage packet The monthly wage packet of an industrial worker in India consists of 4 principal elements. The term wages includes any non-pecuniary benefits attached to money payment. His attitude towards his employers will usually be determined by the extent to which he is satisfied with the wages he is getting though that is not the sole factor in a workers satisfaction. Since the standard of living of the worker & his family depends upon the wages he earns. he is rightly concerned about them.  Annual statuary bonus. Man does work for his bread though he does not live by bread alone.  Basic wage.

Thus.R.Systems at Oberoi Udaivilas. HRD enables an executive to gain a job that provides variety and challenges to one¶s 13 .CHAPTER-3 RESEARCH METHODOLOGY 3. influence their behavior & motivate them to contribute maximum towards the organizational objectives. PROJECT OVERVIEW AND RESEARCH METHODOLOGY With the rapidly changing socio-economic environment & the trend towards globalization of business & industries. Every manager is expected to instruct & guide the workforce. Many managers would agree that the effectiveness of their organization would agree that the effectiveness of their organization would at least be doubled if they could discover how to tap the unrealized potential presents in their human resources. It is through systematic & effective human resource development system that µordinary¶ people can be converted into µextra ordinary¶ performance. the organizational culture depends on the efficiency of its employees. machine& even finance can be bought if one pays the right price. develop an organizational culture of team spirit. There is no denying the fact that human element is at the center stage in all-economic activities.1 Title of Study: The study of H. cordial relationship & human values of management and its people. While every other resource such as material. From this view of point.In general any human resource development program must enable the companies people to acquire & sharpen their capabilities to perform well on their respective jobs.Motivated people have to be developed and nurtured be developed and nurtured by the managerial competence. the only resource that cannot be bought are motivated human resources. effective management of human resources has become very challenging job. Modern management has been increasingly aware of the fact that µhuman factor ¶is the most important of all factor of production and that creates the organization culture.

RESEARCH OBJECTIVE: PRIMARY: y To find out the roles played by HRD systems &their working in the organization. Develop an organizational culture in which supervisor. social support and recognition at work place. SECONDARY: y To find out the kind of culture developed between top management & middle management. 14 . Hence a well-planned HRD system is an important part in creating an organizational culture. teamwork & collaboration among subordinates. To find out the employee¶s perception of training &development program & impact of these programs on employees as well as organization. opportunities to relate what an individual performs and produce to his social life and feelings that work would lead to a desirable future.3 Objective of Study: The main objective of study was to analyse and learn about the different H. 3.Human resource development in the organizational context is a process. in continuous.2 Duration of Project: 2 Months. by which the employees of an organization are helped. 3. motivation & pride of employees. planned way to: Acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles.R Systems and practices undertaken by Oberoi group of hotels. Units are strong & contribute to the professional well -being. y y To know how far HRD has developed an effective communication system. opportunities to learn and develop skill. Develop their general capabilities as individuals & discover & exploit their own inner potential for their own & organizational development purpose.ability and competence. subordinate relationship.

3. It also facilitates to expand the knowledge frontiers. POPULATION: The research was carried out at Udaivilas hotel.Systems is very wide.though the study was restricted to only single organization. 3. Udaipur.e. 3.y To know the views of employees about HRD philosophy 3. The scope of HR is great because of existence of many new HR related demands such as advanced Performance appraisal systems. Strata¶s were made of different departments of organization and respondents were purposely chosen as per the convenience of the Researcher. Sampling technique The sampling technique used is ³stratified Purposive´ & ³convenience sampling´ method. Executives & staff persons.5 Sample size: 60% employees means 246 in numbers of the total employees (from all units of Udaipur) selected from the population as sample.4 Types of Research: The type of research design used for this project is Exploratory as it intends to find out insights into the chosen topic.The demand for young and talented people has increased to the greater extent.7 Limitations of Study:  Will have to rely on the collected data.6 Scope of Study: The scope of H. 15 .R undertaken at the Udaivilas.i have incorporated all the information procured from the Udaivilas which gives an insight about the various practices and systems of H. employee involvement. corporate governance etc. job satisfaction. Human Resource Information System.R. The total strength of organization divided in two groups i.

 Will have to rely on the collected data.\ The secondary data is the data which is not being collected for the first time. future investigation may be taken up on large sample for organizational culture.  It is assumed that samples selected will truly represent the population/ universe. Some employees might not express their feelings freely because they might think this may have effect on their impression/ position.  Some employees might not express their feelings freely because they might think this may have effect on their impression/ position.  Results of study are recorded only as observation because of limited sample size.  It is assumed that samples selected will truly represent the population/ universe.  The present study is severely handicapped by the low number of respondents on the given measures. It was based on the seven dimensions of the organizational culture viz. 16 .  The sample was chosen based on convenience & availability of employees. (a) Primary Data: A questionnaire cum interview was used to collect data on organizational culture at UDAIVILAS Udaipur which was developed. Sources of Data Collection 1. Data Collection The data for this project was collected from the following sources:  Primary  Secondary The basic means of collecting primary data are communication and questionnaires.

17 . This was particularly needed as the study was restricted to only one particular organization and there was always apprehension of the responses being leaked to the top management. Conformity(feeling that there are many externally imposed constraints in the organization)  Responsibility (emphasis given on personal responsibility in the organization)  Standards(emphasis which the organization places on equality performance)  Rewards (the degree to which members feel that they are being recognized and rewarded for good work. (b) Secondary Data Secondary data have been collected from various records available in the HR dept. METHOD OF ANALYSIS: The responses were tabulated and analyzed item wise. reports and other sources like internet etc. the questionnaire was administered individually and instructions which were very simple were conveyed to the subjects verbally with the assurance that their names and their information given by them would be completely anonymous.)  Organizational clarity (the feeling among members that things are well organized and that goals are clearly defined). relating to HR dept.  Warmth and support  Leadership Due to time and linguistic constraint of the respondents. some books. hence it was necessary to give personal touch for the data collection.

 It is concerned with the initiation of various organi9zational programs depending upon the demand and supply of human resources.  It helps in projecting future manpower needs. discharge etc.CHAPTER-4 ANALYSIS AND INTERPRETATION While analyzing the personal information of the respondent the following fact are found: Age group It was found that majority of the respondent ie. 18 .  It presents an inventory of existing manpower of the organization. 70 % Belongs to age group of 25 to 35 and above whereas only 30 %are of age group above 35 years.´ Thus  Manpower planning aims at ascertaining the manpower needs of the organization both in number and kind. Marital Status It was found that 100 respondent were married. this gap becomes the basis for the program of recruitment and training and if the presently available talent exceeds the future need the difference may become the basis for a program of retirements. It helps in determining the shortfall or surplus of manpower by comparing the total manpower needs of the present supply of manpower. Analysis of the inventory of manpower helps in ascertaining the status of the available person and to discover untapped talent presently available with both the organization. MANPOWER PLANNING ³Manpower planning is the process including forecasting. if the future need exceed presently available talent. developing and controlling by which a firm knows that it has the right number of people and the right kind of people at the right place at the right time doing work for which they are economically most useful.

If there is surplus manpower in a dept it can be redeployed by transfer to other departments. work experience and aptitude for work. Thus training programs becomes more effective. (c) Drawing up an employment plan for a period of 5 years or so on. This would ensure growth of the organization. (d) Designing training and development programs. Quantitative aspects of manpower planning The quantitative aspects of manpower planning consist of six interrelated areas of activity 19 . Steps in manpower planning (a) Analyzing current skill inventory (b) Analyzing factors that will ask for more manpower.  It helps in formulating managerial succession plans as a part of replacement planning process.  Manpower helps in procuring personal with the necessary qualification.  It may also help in identifying areas of surplus personnel. improvement. utilization. skills. Effective manpower planning must encompass the acquisition. and preservation of the organization¶s human resources. knowledge. Needs and Significance of manpower planning  Manpower helps in the selection and developmental activities as it ensures the adequate are selected well in advance so that there may be developed for anticipated openings.  It enables through performance appraisal identification of the gates of the existing manpower sol that corrected training could be provided. It provides enough opportunity for identifying and developing managers to move up the corporate ladder.

duties and responsibilities. The phenomenon of determining the nature of the job together with the minimum acceptable qualities on the part of personal required for adequate performance of the job is termed as ³job analysis. b) Supply Forecasting Estimating the supply of manpower by reference to analysis to current resources and future availability after allowing fore wastage. Demand forecast are estimates of future requirement and these can only be prepared on the basis of assumptions about the productivity of employees but the supply forecast will also have to consider productivity trends. This aspect is referred to as the qualitative aspect of manpower planning.a) Demand Forecasting Estimating future manpower needs by reference to corporate and functional plans and forecast of future activity levels. d) Productivity and cost analysis Analyzing manpower productivity. Qualitative aspects of manpower planning It is necessary to determine the precise nature of the job in terms of the functions. e) Action planning preparing plans to deal with forecast deficits or surplus of manpower to improve utilization and productivity to reduce manpower cost. capacity utilization and cost and order to identify the needs to improvements in productivity or reduction in cost. f) Manpower budgeting and control Setting manpower budget and standards and monitoring the implantation of manpower plans against them. This determination of the nature of the job would help determining the minimum acceptable qualities on the art of person required for adequate performance of the job in question. 20 . c) Determining manpower requirements Analyzing the demand and supply forecast to identify future deficits or surplus.

1 Response Your department plans for manpower requirement Planning is done according to the changing needs in your organization Your dept takes into account planning for qualitative & quantitative requirements Plans are made according to the performance & results of employee Your department plans for increasing productivity and efficiency of employees Mean percentage 1 8.89 2.73 0 100% 4 22.33 2 Scale 3 4 Total 18.Table no.11 100% 21 .78 19.33 31.94 26.1 I-Career System Manpower Planning The following table shows about the manpower planning according to the views of respondents.78 100% 2 6.61 45.45 0 100% 5 52.72 33.06 70.33 13.89 33.78 100% 3 8.33 19. Scale: 1= Not at all true.56 0 100% 1.22 58.94 59. No.83 2.39 63. 2=Somewhat true 3=Mostly true 4=No response S.

56 % respondents find it effective. 22 .72% people point that the hotel has no planning or very poor planning.100 90 80 70 60 50 40 Series1 30 20 10 0 1 2 3 4 5 Series4 Series3 Series2 Interpretation: The above graph shows the responses of the participants towards Manpower planning of the hotel. The data states that 19. 33.61% say that it is average while 45.

Recruitment: According to Rogger H. ³the purpose of a recruitment function are primarily straight forward. required for the successful conduct of the work of an organization. place and orient the employees to fill positions. obtain commitment from. to evaluate.´ Sources of Recruitment  Employment exchange/agencies  Advertisement  Campus recruitment  Deputation  Professional association  Word of month  Casual applications  Recommendation of existing employees  Labour contractors Screening:Screening is a process of reducing the number of applicants to a few who have better chances of selection than those screened out. Methods of screening:-  Preliminary application  Tests of The-selection  Screening interviews Selection: 23 . to seek out.Hawk. Screening is generally done on two countsEligibility & Suitability.

33 18.95 47.89 10.82 4. It involves steps leading to employment of persons who possess the ability and qualification to perform the jobs. relation between the employer and the employee. You are guided and motivated by senior persons about your potentialities & thus helping you in going to higher levels.18 1. 2 Potential Appraisal and Promotion The table below shows the opinion of respondents about potential appraisal and promotions.35 100 4 44.00 100 6 74.70 12.23 100 24 .00 100 3 13.70 13.56 4 Total 35. No.61 58.70 18. That is why. TABLE NO.92 47. selection is frequently described as a negative process in contrast with positive nature of recruitment. This process could be called rejection since more candidates can be turned away than hired. which have fallen vacant in the organization.44 19.6 0.00 100 5 23.83 6.The selection process leads to a creation of a contractual. Your department follows a sound and fair promotion policy Periodic assessment of potential of employees is done in your department Your department plans for increasing productivity and efficiency of employees Promotions in your departments are fair and in accordance with promotion 1 9.91 33. Scale 2 3 S. 1 Response Promotions done on the basis of your potential and performance.45 36.06 0. It divides the candidates for employment and those who will not be.11 0.66 100 2 68.

To take these decisions & ensure a healthy climate in the organization.policy.04 28.77 2. Some organizations have promotion policies that encourage merit or ³competence.´ The main problem arises in defining ³Merit. Unfortunately performance appraisals at the most are indicators of how well the employee has performed in the past job & need not indicate his merit for performing future tasks in promoted roles. In this process. Seniority need not always be an indicator of competence to handle high level jobs. Promotion policy that reorganizes only seniority is probably not a healthy practice.04 100 100 80 Series4 Series3 40 Series2 Series1 20 60 0 1 2 3 4 5 6 Potential Appraisal & Promotion: Human resource planning takes into consideration existing human resources. a potential appraisal system becomes necessary. the probability and the possibility of their development.´ These organization identify merit by using performance appraisal ratings. crucial promotion decisions have to be made. 25 . Mean Percentage 39. Some organizations follow promotion policies based on seniority & merit.15 30.

training etc. These would spell out the various functions involved in performing the job. it is necessary to have a detailed list of qualities required to perform each of these functions: a) Technical knowledge & skills b) Managerial capabilities & qualities c) Behavioral capabilities d) Conceptual capabilities Indicator of quality:A good potential appraisal system should judge these qualities by some mechanisms such asa) Rating by others b) Psychological tests c) Simulation games and exercises 26 . This requires extensive job descriptions to be made available for each job. a good potential appraisal system also helps the management in identifying employees who although at that point of time. Steps to be followed for a good potential appraisal system:The following are some steps:- Role description A good potential appraisal system would be based on clarity of roles & functions associated with the different roles in an organization. Qualities required to perform these roles:Besides job description. may not have the capability of handling higher jobs. Since the organization also has the responsibility for developing the managerial talent.It is because of these inadequacies a potential appraisal is thought of. A good potential appraisal system attempts to generate data about employees & helps the top management to make decisions about the suitable persons for a given job. The objective of potential appraisal is to find out the potential of a given employee to occupy a higher position in organizational hierarchies & undertake higher responsibilities. but those whose capabilities could be developed through job rotation.

No. the qualities required to perform these functions. the organization is in a sound position to establish & operate potential appraisal system.d) Potential appraisal records Organizing the system:Once the functions. Potential appraisal & promotion system at UDAIVILAS department. their roles. The company gives job description for everyone in detail. Response 1 2 3 4 Total 27 . 3 Career Planning and Development The table below shows the opinion of respondents about Career Planning and Development. Such establishment requires clarity in organizational policies & systemization of its efforts. Promotions are based o seniority & merit. TABLE NO. Scale S. Udaipur The company appraises the potential of its employee by describing the responsibilities for employees. Feedback on potential appraisal for career development:A good potential appraisal system should provide an opportunity for every employee to know the result of this assessment. He should be able to understand the qualities actually required for performing the role for which he thinks he has the potential. It encourages the employees for going to higher level position. The company follows their fair promotional policies. the mechanisms used by the organization to appraise hi8s potential & the result of such an appraisal. indicator of these qualities & mechanisms for generating these indicators are clear.

61 22.06 37.43 4.05 19. Managers & supervisors transmit 4 information to their subordinates about the growth plan of their company Mean Percentage 43. Your organization follows such schemes 3 in which capabilities of employees could be enhanced & thus helping in his career development.86 100 18.00 100 43.06 24.11 100 48.33 100 62.50 11.45 62.In your organization information 1 regarding career & opportunities are made available to you.11 8. Major changes are discusses at all 2 levels to increase employee's understanding and commitment.94 11.00 100 28 .17 0.65 27.22 29.50 19.50 0.45 6.

00 100 15.78 97. In your organization a written 2 assessment in which contribution of each employee towards achieving 29 0.28 11. No.00 2.180 160 140 120 Series4 100 Series3 80 60 40 20 0 1 2 3 4 Series2 Series1 TABLE NO. 4 II ± Work Planning: Performance appraisal system: S.00 100 Scale 1 2 3 4 Total .11 73. Response There is a performance appraisal 1 system to review the performance of each individual staff member.61 0.22 0.

organizational objectives are presented.11 73.11 18. An interview between the manager 4 and subordinates is carried out in which subordinate's strengths & weaknesses are discussed.11 66.23 100 15. Mean Percentage 21.00 100 11. 5 Performance appraisal is linked to developmental activities. Performance appraisals help 6 subordinates to acquire new capabilities.11 75.06 69.44 1.28 11.90 0.50 0.39 100 13.76 11.61 0. Senior persons understand the 3 difficulties of their subordinates & help to overcome these difficulties.00 12.89 11.00 0.00 100 75.00 100 100 80 Series4 60 Series3 40 Series2 Series1 20 0 1 2 3 4 5 6 30 .50 12.

A general weakness of the appraisal practices in many organizations is that subordinate is evaluated by his superior by virtue of his position. improving productivity of his strengths and so on. but to understand the strengths. Programs must be planned for developing every individual in terms of his capabilities. organizational performance. consisting of the appraisal by the immediate 31 . commitment. Such confidential reports are not communicated to the concerned individual. weaknesses. The confidential information and the remarks of the reporting and the reviewing officers are kept secret. This is not a policy conductive to the HRD policy. Hence. on the contrary.Work Planning: Performance Appraisal System Performance appraisal is an indispensable aspect of human resource development. an appraisal system. capabilities. Appraisal system must. It is the appraisals that determine the worth of every employee. Appraisal must be communicated normal aspect of human resources management and appraisal interviews must be held at regular intervals. As a part of appraisal many companies follow a confidential reporting system. the organizational goals. effective delegations must be based on proper appraisal. drawbacks. There is possibility for bias in such appraisals. One who is capable to take up challenges and responsibilities can be given greater responsibility. aspirations. potentials. but used as the basis for decisions concerning them. contribution knowledge to levels. what is expected of them. updating technical. be in built as a sub system of the whole HRD system. overcoming weakness. needs a human being. how they can be updated and so on. human and behavioral capabilities. Both positive and negative aspects concerning each individual must be communicated to the respective person confidentially and the individual¶s weaknesses and drawbacks must never be given publicity. Thus. abilities and so on. One who has the potentials to accept challenges and responsibilities can be trained to be effective. where they lack. need for further development. though he does not possess the necessary capabilities and expertise for the same. what they actually do. expectations. not to find faults of the employees. which enables the management to understand where their people stand.

The reporting officer who is the immediate superior assesses the performance of a person. All forms after completion of the review are forwarded to a review committee consisting of one representative from HR department & two technical experts. Then the evaluation form is forwarded to the reviewing officer who is the head of department. TABLE NO. though other resources are not unimportant. Appraisal must be followed by appropriate compensation and reward system. any adverse entry in an individual¶s appraisal record must be neutralized when the individual improves himself through training and further behaviors. S. so that the organization can identify talents for tomorrow¶s operations today. The ability of an employee to accomplish the targets must be given priority and evaluation. Similarly. attitudes and actions. 5 III±Development System: Training: The table below shows the opinion of respondents about training. Response Scale 1 2 3 4 Total 32 . This motivates every individual to improve himself and he gets an opportunity to improve and make behavior modification. No. evaluates his past performance and gives rating for such performance. Then discussions are held on his success or failure. Udaipur The company follows the good performance appraisal system.boss on the one hand and a periodical appraisal by an expert appraisers group established for the specific purpose of conducting evolution and appraisal on the other would be more effective. Every appraisal system must include a potential appraisal too. Performance Appraisal at UDAIVILAS.

00 100 6.11 80. 0.22 48.94 11.56 51.16 100 6.94 11.60 60.19 1.56 1.39 100 33 .94 20. In your organization training 6 programs are in accordance with changing needs of the organization.06 30.56 1. Out training may be utilized in your 2 organization to enhance.44 27.00 100 6.78 0. Managerial level person takes 5 interest in the training & induction programs & also devote their time for these.39 100 25.84 72.11 80.00 22. update or develop specific skills.17 100 18.22.05 20.00 100 44.Employees generally are trained on 1 the job or through special in house training program.61 4. Induction training may be given 3 adequate weightage in your organization HRD department follows plans. 4 definite policies & programs regarding training. Mean Percentage 18.38 0.78 27.

The workers may derive following benefits from training:  Increased Skills & Knowledge  High Productivity  Opportunity for Promotion  High Morale  Less Accident Essentials Of good Training: - An effective training Programme should possess the following characteristics: 34 . but also to the workers.100 90 80 70 60 50 40 30 20 10 0 1 2 3 4 5 6 Series4 Series3 Series2 Series1 Training: Training is useful not only to the organization.

94 1. Please assess your importance or your role in the organization according to the following- S. Scale 1 2 3 4 Total 73. aptitude. TABLE NO. It should make due allowance for the difference among the individuals in regard to ability.  A good training programme should prepare the trainees mentally before they are imparted any job knowledge o skill. learning capacity. It should help in acquiring knowledge and its application. programs.  An Effective training programme should have the top management¶s support. emotions etc.06 6. 1 2 Response Your suggestion in tackling with problems is considered.qualified and experienced trainers should conduct an effective training programme.28 63. Experimenting new things.  An effective programme should emphasize both theory & practice.39 100 18. 6 Self-Renewal System: The table below shows the opinion of respondents regarding the Role efficiency.06 15. Training programme should be checked out after identifying the training needs or goals.88 2. No.  An effective training programme should be supported by a system of critical appraisal of the outcome of the training efforts. The top management can greatly influence the quality of training in the orgaization by the policies it adopts and the extent to which support the training programme.  An effective training programme should be flexible.78 100 35 .61 18. It should have relevance to the job requirements.  Well.

Freedom to take decision.00 88.11 0.3 Giving guidance to subordinates & others.50 33.89 11.61 40.17 0.11 100 100 90 80 70 60 50 40 Series1 30 20 10 0 1 2 3 4 5 Series4 Series3 Series2 36 .11 1.00 100 13.61 36.39 100 33.45 1.00 100 4 5 62. Mean Percentage 0. Acquiring skills and knowledge.33 4.83 24.89 48.

44 1. The top management is willing to 4 invest a considerable part of their time & other resources to ensure the development of employee.00 100 5.TABLE NO.72 15.33 0.22 23.89 63.06 19.67 80.11 43. Response The top management believes that 1 human resources are an extremely important resource & that they have to be treated more humanly.28 75. No.55 0. S.56 22. The personnel policies in this 3 organization facilitate employee's development.22 69. People lacking competence in doing 5 their jobs are helped to acquire competence than being left unattended.00 0.22 0. Mean Percentage 12.56 100 9.00 100 6.78 16. Development of the subordinates is 2 seen as an important part of their job by the managers/officers here.00 100 Scale 1 2 3 4 Total 37 .39 100 36.44 1.95 22.39 100 2. 7 HRD Climate (1) The table below shows the opinion of respondents about HRD philosophy of top management in the organization.22 72.

There are mechanisms in this 2 organization to reward any good work done or any contribution made by employee. Response You have cordial relationship with your boss.84 4 Total 1 0. training.06 0. S.00 100 38 .61 33.100 80 60 Series4 Series3 Series2 40 Series1 20 0 1 2 3 4 5 TABLE NO.00 4.33 18. 48. No.16 2 3 95. 8 HRD Climate (2) The table below shows the opinion of respondents regarding relationship.00 100 Scale 1 0. HRD climate as whole.

56 2.95 13. Mean Percentage 8.00 100 81.00 0. When behavior feedback is given to 5 employees they take it seriously & use it for development.51 62.27 77.33 25.39 18.Employees are sponsored for training 3 programs on the basis of genuine training needs.47 26.00 100 6.95 15. 6 Team spirit is of high order in this organization. Employees are encouraged to take 4 initiative and do things on their own without having to wait for instructional from supervisors.46 100 6.95 18.05 75.89 4.16 0.00 100 100 90 80 70 60 50 40 Series1 30 20 10 0 1 2 3 4 5 6 Series4 Series3 Series2 39 .78 100 .78 0.50 55.

HRD Climate: O=Openness C=Confrontation T=Trust A=Autonomy P=Proactively A=Authenticity C=Collaboration Organization become dynamic and growth oriented if their people are dynamic and proactive.  Team spirit. training. reward management.  A general climate of trust. Supportive HRD practices including performance appraisal.  Faith in the capabilities of employees to change & acquire new competencies at any stage of life. 40 .  Supportive personnel policies  A tendency on the part of employees to be generally helpful to each other & collaborate with each other. Such a developmental climate can be characterized as consisting of following tendencies on the part of organization. Every organization can do a lot to make their people become dynamic and proactive through proper selection of such people and nurturing they¶re dynamism and other competencies. Thus HRD is an essential process for organizational survival & growth.An optimal level of ³Developmental climate´ is essential for facilitating HRD. potential development and career planning. Organizations cannot survive beyond a point unless they are continuously alert to the changing environment and continuously prepare their employees to meet the challenges and have an impact on the environment.

44 44.00 100 400 350 300 250 200 150 Series1 100 50 0 1 2 3 4 5 Series4 Series3 Series2 41 .78 27. Rewards are given to create a healthy 25.60 0. No. Response Innovation and capabilities are Scale 1 2 3 4 Total 1 rewarded in order to encourage the acquisition. S.44 0.00 100 40.12 0.74 41. 52.22 0.00 52. 9 Rewards and Recognition: The table shows the views of respondents about rewards and recognition.TABLE NO.44 11.00 100 2 Rewards are given to attain productivity in your organization.00 100 3 atmosphere & developing a positive attitude. Mean Percentage 44.78 22.78 19.66 17.

outside tour programs.Rewards and Recognition: By the term reward. invention. deserve recognition. capability etc. Certificates of appreciation. They also convince the members of the organization about their worth & values in their organization & hence they will make greater efforts to achieve them. suggestion. in accordance with the importance of the contribution. Awards & rewards not only recognized & motivate people but also communicate organization¶s values to its people. increments. It is a reward or a return in addition to wages. skills. TABLE NO 10 Communication: The table shows the views of respondents about communication system in the organization. recognition. Sufficient publicity and media coverage may also be given for such awards. behavior. allowances. promotion. service innovation. Any valuable contribution. promotion and so on can be used as rewards to motivate employees to make extra ordinary contribution to organization. cash awards. A reward system may consist of giving merit certificates. S. Response 42 Scale Total . achievement. foreign travels etc. and bonus etc. must be specially rewarded and recognized. that are considered to be a part of compensation. Due recognition and publicity must also be given for such awards. we mean recompense in return to a specific service rendered by a person to the organization. remuneration. Acquisition of positive attitude and skills etc. appreciation. advance increment. Their names and photographs can be published in the company¶s house journal and in extra ordinary cases even in the national newspaper. Once or twice a year public meeting may be arranged in which the awards can be given.

12 0.00 100 100 90 80 70 60 50 Series2 40 Series1 30 20 10 0 1 2 3 4 5 Series4 Series3 43 .11 0.00 100 4 0.00 100 12.78 70.22 73.50 26.93 69.38 61.61 0.00 17.17 2 3 4 22. You and your department receive timely 2 and precise information so that effective planning could be done. 5 assistant managers & their subordinates is free & they mutually exchange their views.33 26. Mean Percentage 1 4.77 0.89 82.00 100 6.00 100 12. Communication between managers.38 61. 1 In your organization a sound and good communication system exists.12 0. The communication system change with the needs and technology.No.50 26.00 100 2.89 0. 3 Inter departmental communication is a feature of your communication system.30 23.

intra organizational and inter organizational. TABLE NO. experience. insight. methods. This system in your organization promotes. listening. speaking writing. flow. perception and understanding between various parts and members of an organization. Performance analysis is done for 4 self-review and reflection in your organization and according that wages increases. up. perception as well as substantial talent for communication.39 11. Response There is a biased system in your organization while paying wages. media.44 59.11 100 .44 19. interpersonal.The management decisions are always based on knowledge. channels.72 11. down. networks and system of communication. which are of great concern to management. network. 44 19. inter-organizational.94 1. No. 11 WAGES AND COMPENSIATION POLICY The table below shows the opinion of respondents about WAGES AND COMPENSIATION POLICY S.39 100 Scale 1 100 2 0.39 84. all the channels.00 Total 1 100 2 80.´ Communication contains all interpersonal.73 1. modes.56 6. intelligence and data.00 4 0. Infect effective management worked by many factors: comprehension. information.11 100 3 2. It is the most essential link between means and ends.Communication: Communication facilitates exchanges of information and perception. reading. mutual.00 3 0. lateral.78 1. According to Vardman and Halterman. ³By communication we mean the flow of material information. vertical and horizontal information passing and interaction. intra-organizational. Wages policy is fair in your organization.

39 22.There are regular performance 5 review discussions in your organization and that affects at the time of retirement.00 10. there is waste in the form of unemployed and underemployed resources and resources used in nonessential consumption.56 100 47.61 5.83 33. Mean Percentage 50. the conflict between various Objectives of wage policy will be reduced.22 26.17 100 100 80 Series4 Series3 40 Series2 Series1 20 60 0 1 2 3 4 5 WAGES AND COMPENSIATION POLICY In every society. Wage policy in an underdeveloped or developing economy have been summarized as follows: 45 . We may point out that to the extent to which direct utilization of surplus manpower for increasing the supply of wage-goods or for capital formation is possible.22 4.

 To set minimum wages for workers whose bargaining position is weak because they are either un-organized or inefficiently organized. Which are as follows: 1. supplemented by appropriate measures to keep the works expenditure on consumption goods in step with available supplies so as to minimize inflationary pressure. 46 . accompanied by separate measures to promote the growth of trade unions and collective bargaining. According to wage employees are divided in three categories. Pay roll employees 2. Contract employees 3. To abolish malpractices and abuses in wage payment. WAGES AND COMPENSIATION POLICY AT UDAIVILAS HOTEL.  To bring about a more efficient allocation and utilization of manpower through wage differentials and appropriate systems of payments by results. UDAIPUR. Retainers.  To obtain for the workers a just share in the fruits of economic development.

Shivniwas. some of these are as follows y y Its brand equity. y Extending the product portfolio into related offerings viz. has lot of advantages but every big organisations faces some odds and so does Udaivilas. The hotel is covered with lake Pichola from three sides which gives a better view y y Its effective and efficient management techniques and staff. luxury residencies. with top of the line luxury. and Udaivilas here is providing a perfect blend of Indian heritage and modern amenities. wildlife lodges and health spas. Lake Palace are also providing same facilities and thus it becomes the weakness of Udaivilas. Opportunity y y The group is poised strategically to take advantage of the following situation In the backdrop of health economy having its positive fallouts on the tourism sector leading to rapid growths in the market in India. Weakness y Udaivilas being such a big name. Leisure and Business property. Tourist coming from abroad is much fascinated towards the Indian Heritage rather than modern building. Some of its weaknesses are y Its huge competitors like Leela Kempenski. y Rapid expansion in both International and domestic destination. y They need a lot of Investment. 47 .CHAPTER-5 SWOT Strength y The group has enormous power and strength which makes it best and competitive somewhere. South Asia and the key gateway cities in source market destinations. Its location.

Significant among these are: y Growing presence of international hospitality chains competing in the luxury and business segment. y Appreciating Indian rupee viz. resulting in lower realisation on foreign exchange earnings.Threats y The threats identified are mainly related to the markets in which the group operates and general factors related to tourism Industry. y Slowdown of international demand resulting in reduction in revenues 48 . to meet excess demand situation.a-viz the US dollar.

81 %  Career planning and Development: . 81.DEVELOPMENT SYSTEM  Training: .CHAPTER-6 CONCLUSION The following conclusions have been drawn from the data collected from the UDAIVILAS Hotel by interpreting the systematically arranged data. 79. 58.Very Much Effective.22%  HRD Climate (2): .Less Effective. 78.05%  Self Renewal System: .01lll:.Mostly Effective. 74.Less Effective. 93.08% ll.Less Effective. 0 40 60 70 90 - 40 % 60 % 70% 90% 100% Not Effective Less Effective Generally Effective Mostly Effective Very much Effective l.Mostly Effective. 65.74 %  Potential Appraisal and Promotion: .Mostly Effective.Generally Effective.Mostly Effective. 87. 59.70 49 .12%  HRD Climate (1): .26%  Communication: .07%  Rewards and Recognition: . WORK PLANNING  Performance Appraisal System: .Mostly Effective. 28. CAREER SYSTEM  Manpower Planning: Mostly Effective. 80.79 %  Performance Guidance and Development: .17 %  Recruitment: . RATING SCALE.Not Effective. 52.

Selection. job rotation and /or terminations. Working to get peer group consensus through utilization of employee participation and creation of a climate with a high level of trust. symbols and rituals to replace those currently in vogue.CHAPTER-7 SUGGESTIONS AND RECOMMENDATIONS: While going through the analysis of the questionnaire it was assessed that the role of HRD system in the organizations for organizational culture and wages & compensation policy is mostly effective. Top management people should become positive role models. 5. 3. 2. Creation of new stories. Redesigning socialization processes to align with the new values. 12. 50 . 7. 8. set of values. 9. but some more attention is required on the following aspects to make the HRD system more effective. Major changes in planning and developmental activities should be discussed openly with will categories of employees that will increase understanding and commitments towards the organization. promote and support to employees who espouse the new values that are sought. Replacing of unwritten norms with formed rules and regulations that are tightly enforced. 13. setting the tone through their behavior. Changing the reward system to encourage acceptance of a new 6. 10. 4. Periodic orientation programmes should be conducted frequently to enhance employee¶s capabilities. The company should provide more information regarding employees career and future opportunities. 1. 11. Shake up current subcultures through transfer. Job rotation should be given more importance because it increases the efficiency of employees and thus helps in their development.

For planning and organizing the training programmes and other related activities more suggestions and participation of the employees should be appreciated. Regular performance review discussions should be done to give continuous feedback for improving the performance of employees. 22.14. More efforts should be made to utilize outside training in the organization to update. 16. Potential of employees should be assessed periodically to know and utilize their capabilities for future tasks & responsibilities. policies and business goals to staff below that will result in building morale and trust of the employees towards the organization. enhance or develop the specific skills amongst other employees in the related field. policies and changes in market trends. 21. The top management should communicate plans. monetary CHAPTER-8 APPENDIX 51 . and thus efficiency will result. 17. 18. Sometimes rewards also increase the efficiency and productivity. HRD department should generate more awareness about its activities to make a positive climate. 15. More information regarding changes in company¶s plans. The company should introduce specific reward policy. technology should be provided to the employees. 20. The company should provide more on the job and off the job training to the employees of all categories. 19.

No. «««««««««««««««««««««««««««««««««««««««. No. 2=Somewhat true 3=Mostly true 4=No response S. 1 2 Response Your department plans for manpower requirement Planning is done according to the changing needs in your organization Your dept takes into account planning for qualitative & quantitative requirements Plans are made according to the performance & results of employee Your department plans for increasing productivity and efficiency of employees 1 Scale 2 3 4 Total 3 4 5 «««««««««««««««««««««««««««««««««««««««. What is your opinion regarding potential appraisal and promotion policy in Udaivilas? Scale 2 3 52 S. Please rank accordingly the manpower planning process in your views? Scale: 1= Not at all true..1.2.Q. Response 1 4 Total .. «««««««««««««««««««««««««««««««««««««««« Q.

«««««««««««««««««««««««««««««««««««. Response Employees generally are trained on the job or through special in house 53 Scale 1 2 3 4 Total 1 . Q. «««««««««««««««««««««««««««««««««««.3. Your department follows a sound and fair promotion policy Periodic assessment of potential of employees is done in your department Your department plans for increasing productivity and efficiency of employees Promotions in your departments are fair and in accordance with promotion policy. No. You are guided and motivated by senior persons about your potentialities & thus helping you in going to higher levels. «««««««««««««««««««««««««««««««««««.1 2 3 4 5 6 Promotions done on the basis of your potential and performance.What is your opinion regarding the training at Udaivilas? S.

Managerial level person takes 5 interest in the training & induction programs & also devote their time for these.... 4 definite policies & programs regarding training.............. Out training may be utilized in your 2 organization to enhance............................. Q.............. .......What is your opinion regarding role efficiency in Udaivilas and the importance of your role in the organization? S...................... Induction training may be given 3 adequate weightage in your organization HRD department follows plans.......... In your organization training 6 programs are in accordance with changing needs of the organization...........................................................4.................training program.. Response 54 Scale Total ....... update or develop specific skills................... «««««««««««««««««««««««««««««« ...................

What are your views regarding rewards and recognition. Response Innovation and capabilities are Scale 1 2 3 4 Total 1 rewarded in order to encourage the acquisition. 1 2 3 Your suggestion in tackling with problems is considered. Freedom to take decision. Q. Giving guidance to subordinates & others. programs.No. 2 Rewards are given to attain productivity in your organization. No. Experimenting new things. Rewards are given to create a healthy 3 atmosphere & developing a positive attitude.5. Acquiring skills and knowledge. S. 1 2 3 4 4 5 «««««««««««««««««««««««««««« «««««««««««««««««««««««««««« ««««««««««««««««««««««««««««. 55 . undertaken by the hotel?.

This system in your organization promotes. Performance analysis is done for 4 self-review and reflection in your organization and according that wages increases.«««««««««««««««««««««««««««« «««««««««««««««««««««««««««« «««««««««««««««««««««««««««« Q. 56 . Response There is a biased system in your organization while paying wages.What are your views regarding the policies related to wage and compensation? S. Scale 1 2 3 4 Total 1 2 3 ««««««««««««««««««««««««««««« ««««««««««««««««««««««««««««« «««««««««««««««««««««««««««««.6. There are regular performance 5 review discussions in your organization and that affects at the time of retirement. Wages policy is fair in your organization. No.

Wishwa Prakashan.Organizational behavior. New Delhi 2004 Mamoria C. Human behavior at work.B. Himalayas Publishing House..com 57 . New Delhi MAGAZINES AND BOOKLETS Booklet of THE OBEROI HOTELS WEBSITE & SEARCH ENGINES www. Research Methodology.R.New Delhi.com www. Kothari C. Oxford Publishing House.. New Delhi Ashwattapa.the oberoi hotels. Personnel Management.CHAPTER-9 BIBLIOGRAPHY TEXT BOOK Keith davis. Himalaya Publishing House.hotelsindia.

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