.. Hotel Regaalis Project Final

A STUDY ON HUMAN RESOURSE PRACTICE AND POLICIES
1. INTRODUCTION
The HR practices and policies followed in all the organization having some common
practices. By that HR practices and policies only, the organizational goals can be attained. So,
implementing an effective HR practices and policies plays very important role in managing the
employee efficiently in order to have an advantage either side of individual employees as well as
the organizational goals.
The employees are satisfied with the present HR practices and policies like, Recruitment &
Selection, Training & development, Performance appraisal, Compensation & Benefits, Induction
policy, career development, Job security, Compensation policy, Social benefits and Labors law
following in the organization. But as per the analysis, the recruitment process is not carrying out
regularly because company outsources to labour contractors. The company gives more priority to
safety measures- which shows the company’s carefulness at the work place.
Human resources are people that are employed in an organization to carry out their daily
duties in exchange for wages, salaries or rewards. On one hand, human resource management
(HRM) is the formal system that includes philosophy, policies, and practices in an organization to
ensure that it effectively utilizes the knowledge, skill, abilities, and other characteristics of the
employees to achieve the organizational goals.
Proper management of human resources can provide a competitive advantage for

organizations to compete in their respective industries. It is important for the organization to
recruit the right people to fill up available vacancies in order to attain the standard needed in
delivering the required quality of services and products. Therefore, by publishing advertisements
for job vacancies in media that are easily reachable by job seekers, such as newspapers and the
internet, the probability of finding the ideal candidate is widened. With the increase in competition
in the hotel industry, every organization will seek methods to secure a competitive advantage
through quality of services.
The office of Human Resources is the focal point for the hiring, job posting, benefits
administration and counseling, salaries and wages, promotion, and employee training at the
POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 1

university. The office of Human Resources will collect appropriate statistical data, maintain and
analyze information with respect to personnel transactions (such as promotions, terminations,
hires, and transfers).
The Office of Human Resources will ensure that all university non-discrimination policies
are current and in compliance. These policies include, but are not limited to:
Ensuring that all position postings and advertisements are open to both male and female, unless
there is a bona fide occupational qualification of a particular position.
A high quality of services without defects is mostly preferred by customers and this will
lead to the future return of customers and also spread through word of mouth by customers. Owing
to this, the management of the workforce in the hotel industry should emphasize the quality of the
work. Hence, the survival and competitiveness of an organization are determined by the
employees’ work quality, attitudes, and behavior in the workplace.
Human resources management practices and policies framed for the management of human
resources in an organization, including recruiting, screening, rewarding and appraising.”
For any business to run one needs four M’s, namely,
 Man,
 Money
 Machine and
 Material.
Managing other three resources other than men, are easy to handle. Men are very difficult to
handle because no two human beings are similar in all way. Handling humans is more important
for any business because human being have crucial potential that may be very profitable for the
business. And these potential can be developed to an unlimited extent if they are provided with
proper environment.
Proficient HR management consulting can enhance the efficiency of business houses and result in
considerable savings, in terms of both time and money. HR consulting supports businesses in
refinement their human resource processes.

As the HRM department plays a major role in managing staff, it has become the
department’s responsibility to control employee turnover. Unfortunately the high rate of employee
turnover is a common problem in the hotel industry where it is estimated that the turnover rate
ranges from 60% to 300% annually compared to 34.7% in the manufacturing industry.
Employee turnover brings drawbacks to the organization which includes the loss of
valuable employees and increases the organization’s costs. Some of these costs are recruitment
costs to hire new employees and training for them to learn or improve skills. Hence, effective
human resource practices should be developed in order to increase the intention of employees to
stay in the hotel industry.
1.1 Meaning
Human resource management is a function in organizations designed to maximize

employee performance of an employer’s strategic objectives. HR is primarily concerned with the
management of people within organizations focus in on policies and systems.
Human resource practice as a system that attracts, develops, motivates, and retains
employees to ensure the effective implementation and the survival of the organization and its
members.
Human resource policies are systems of codified decisions, established by an organization,

to support administrative personnel functions, performance management, employee relations and
recourse planning. Each company has a different set of circumstances, and so develops an
individual set of human resource policies.

1.2 DEFINITION
According to Storey, 1995
Human recourse management a distinctive approach to employment management which seeks to
obtain competitive advantage through the deployment of a highly committed and skilled
workforce, using an array of techniques.
According to Schuler & Jackson, 1987

Organizational activities directed at managing the pool of human resources and ensuring that the
resources is employed towards the fulfillment of organizational goals.
According to Milliman
Human resource policies are formal rules and procedures that dictate how certain matters should
be addressed in the workplace, including employee rights and duties. HR policies are tied to
employment law. To avoid non-compliance and penalties from the government, employers must
adhere to HR policies. Employees must play their part by complying with the human resource
policies that relate to them.
According to business dictionary:

Human resource practices expected to contribute at both a strategic and operational level in order
to identify human resource priorities and recommend appropriate people management solutions
which support business aims, in addition to providing a customer-focused Human Resource
service.
Web definition:
Human Resource Policies refers to principles and rules of conduct which “formulate, redefine,
break into details and decide a number of actions” that govern the relationship with employees in
the attainment of the organization objectives.

1.3 SCOPE OF THE STUDY

Out of all the essential resources require for production or manufacturing in an industry human
resource plays a vital role if one faces the scarcity of material or financial resource, he can
somehow manage to arrange this resource where is in case of human resource is very difficult to
maintain and sestina the human resource, hence here the scope of human resource practice and
policies or very much important in all the area where there involment of people.
1.4 NEED FOR THE STUDY:

Some HR practices and policies are common in all the organization, because of that practice and
policies only the organizational strategic plan/ business plan are attained in common by all the
organization. So, the need for the study:
 Is to know about the Human Resource practices and policies that how it has been planned
in the organization, to reach the organizational goals & the employees development
simultaneously. The effectiveness is the indicator of the possitiveness or negativeness of
the Human Resource practices and policies implemented in the organization and the
satisfaction level of the employees with respect to the Human Resource practices and
policies.
 To study the HR Practice and policies of the company.

 To study the amendments made in the HR Practice and Policies of Hotel Regaalis.
 To incorporate the amendments in the base policy and prepare a final policy.
 To design a HR Policy manual for the company with special emphasis on the “Managerial
Service Conditions”.
1.5 OBJECTIVES OF THE H R PRACTICE AND POLICIES
 To provide trained, experienced and competent personal and supervisors.

 To provide all the adequate information, interactions, training and development program.
 To initiates and facilitates thee strategic process of crafting the organization’s mission-
vision and values.
 Utilizes a planning process to arrive at clear performance indicators and targets aligned to
business strategies.
 Exercises foresight, courage and competence for long term change.
 Leads the marketing and communication of human resource philosophy, principles, and
associated platforms with business partners, and the rest of the human resources community.
 Hiring people with due respect to factors like reservations, sex, marital status, and the like.
 Policy on terms and conditions of employment-compensation policy and methods, hours of

work, overtime, promotion, transfer, lay-off and the like.
 Policy with regard medical assistance-sickness benefits, ESI and company medical benefits.
 Policy regarding training and development-need for, methods of, and frequency of training
and development.
 Policy regarding industrial relations, trade-union recognition, collective bargaining,
grievance procedure, management and communication with workers.
 Sound policies help build employee motivation and loyalty. This is especially true where the
policies reflect established principles of fair play and justice and where they help people
grow within the organization.

1.6 HR PRACTICES AND POLICIES
The various procedures that form the HR practice and policies of the Organization are:
 Recruitment and selection of manpower
 Induction and Placement
 Job Rotation
 Performance appraisal
 Counseling
 Career Planning
 Succession planning
 Employee training and Development
 Retirement Planning
 Job Enrichment
 Exit Interviews
 Learning & development
 Compensation & benefits
A brief preview of the above mentioned practices and policies and the various objectives that these
policies aim to achieve are given in the subsequent chapters.
Recruitment & selection
Recruitment: It involves attracting & obtaining as many applications as possible from eligible
jobseekers & from among the applicants, selecting the right people to the right job.
Objectives:
 To attract highly skilled, eligible & competent candidates.

 Make sure that the selected candidates will stay longer with the company
 Ensure that there is match between cost incurred & benefited from the recruitment.
 It helps the firms to create culturally diverse workforce.
Purpose: The general purpose of recruitment is to provide a pool of potentially qualified job
candidates.
 Determine the present & future requirements of the candidates for the firm in conjunction
with its personnel planning & job analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of visibly
under qualified or over qualified job applicants.
 Helps to reduce the chance that job applicants once recruited & selected will leave the
organization only after a short period of time.
 Meet the organizations social & legal obligations regarding the composition of its
workforce.
 Begin identifying & preparing potential job applicants who will increase organizational &
individual effectiveness in the short term & long term.
 Evaluate the effectiveness of various recruiting techniques & sources for all types of job
applicants
Selection: The difficult step in the Human Resources Management process is selection of
qualified, skilled & competent candidates.
Meaning: Selection is the process of selecting or choosing the right candidate with required skills,
qualification & competence out of pool of job candidates, to fill the jobs at the right time in the
organization.

Recruitment & selection are the two difficult steps in the HR process & are used often
interchangeably. There is, however, a fine distinction between recruitment & selection. While
recruitment refers to the process of identifying & making the potential employees to apply for jobs,
selection is concerned with selecting the right candidate from a pool of applicants.
Purpose:
 The purpose of selection is to pick up the most suitable candidate as per job specification.
 It is to eliminating the applicants who are not suitable for the job through selection process
 It determines whether the applicants have required capabilities or not.
 It aimed to place right candidates at the right job and at right time.
 To generate information about candidates.
Induction & orientation:
Meaning: Induction also called as orientation is designed to provide a new employee with the
information he or she needs to function comfortably & effectively in the organization. It is planned
introduction of new hires to their peers, the company & to their jobs.
Objectives: orientation conveys 3 types of information, they are:
 General information about the daily work routine
 A review of the firms history, founding fathers, objectives, operations & products/services,
as well as how the employees job contribution to the organizations needs
 A detailed presentation, perhaps, in a brochure of the organizations policies, work rules &
employees benefits.
Purpose:
 Firms are known to spend a few weeks/ even months on orientation programme. The idea is
to make the new employees fell at home in the new environment.

 It is a well-known fact that employees feel nervous on entering an organization. They worry
about how well they will perform on the new jobs.
 New employee feels inadequate when they compare themselves with the more experienced
employees & they are concerned about how well they will get along with their co-workers.
 Effective orientation programme decreases the anxiety of new employees by providing them
information on the job environment & on supervisors, by introducing them to co-workers &
by encouraging them to ask questions.
Learning & development:
Meaning: In simple terms, training & development refers to the imparting of specific skills,
abilities & knowledge to an employee.
More clearly, training & development may be understood as any attempt to improve current
or future employee performance by increasing an employee’s ability to perform through learning,
usually by changing the employees attitude/ increasing his/her skills & knowledge.
Now the training & development as changed to learning & development.
The need for training & development is decided by the employee’s performance deficiency,
computed as follows:
Training & development = standard performance- actual performance
Learning: Is the progression by which a person built their knowledge skills & capabilities.
Development: refers to the learning opportunities designed to help employees to grow and
develop their career objectives.
Features:
 It is a process that constantly enlarges individuals understanding of his environment & thus
growth.

 The individual must learn to amend himself to the changes that take place about him.
Learning teaches adjustment.
 Learning involves repeated experiences, each modifying the learner’s attitudes, ideals,
knowledge skills & habits.
 This involves long- term changes in behavior potential. This change in behavior of a person
is through education practice, experience & training.
Performance Appraisal: An organizations goal can be achieved only when people put in
their best efforts. How to ascertain whether an employee has shown his/her best performance on a
given job? The answer is performance appraisal.
Meaning: performance appraisal is an objective of judging of an individual’s performance against

well defined benchmarks.
Objectives: Data relating to performance assessment of employees are recorded, stored & used for
several purposes.
Features:
 It is understood as the finding of an individual’s performance in a systematic way, the

performance being measured against such factors as job knowledge, quality & quantity of
output, initiative, leadership abilities, supervision, dependability, co-operation, judgment,
flexibility, health & the like.
 Assessment should not be confined to past performance alone. Potentials of the employee for
future performance must also be assessed.
 The other terms used for performance appraisal are: performance rating, employee
assessment, employee performance review, personnel appraisal, performance evaluation,
employee evaluation & merit rating.
 Job analysis tells the specification of the job, which are translated into performance
standards, which in turn form the basis for performance appraisal.

 Performance management refers to the process of appraising performance of employees &

giving feedback to them & offering rewards or punishments to them.
Compensation & Benefits:
Remuneration is the compensation an employee’s receives in return for his/her contribution to the
organization.
Remuneration occupies an important place in the life of an employee. His/her standard of

living, status in the society. Motivation, loyalty & productivity depend upon the remunerations
he/she receive.
An average employee in the organized sector is entitled to several benefits-both financial as

well as non-financial. Remuneration of an employee consists of: wage & salary, incentives, fringe
benefits, perquisites & non monetary benefits.
Wages & salary: Wages represent hourly rates of pay & salary refers to the monthly rate of pay,
irrespective of the number of hours put in by an employee. Wage & salaries are subject to annual
increments.
Incentives: also called as “payment by results or performance”, incentives are paid in addition to
wages & salaries. Incentives depend on productivity, sales, profit, and cost reduction efforts.
Fringe Benefits: This includes such employee benefits such as provident fund, gratuity, medical
care, hospitalization, accident relief, health & group insurance, canteen, uniform, recreation etc.,
Perquisites: These are allowed to executives & include company car, club membership, paid
holidays, furnished house, stock option schemes & the like. Perquisites are offered to retain
competent executives.
Non-monetary Benefits: These include challenging job responsibilities, recognition of merit,

growth prospects, competent supervisions, comfortable working condition, job sharing.

Components of compensation: A compensation package consists of the total monetary

compensation & benefits offered to employee.
Financial compensation: It refers to monetary benefits offered & provided to employees in return
to their services they provide to the organization. It includes:
 Direct method: They are given at regular interval at a definite time. For example: base pay,
variable pay etc.
 Indirect method: it refers to benefits offered & provided to employees in respect of the
services provided by them to the organization. For ex: health & welfare benefits.
Non-financial compensation: It is the satisfaction that a person receives from the job itself or
from the psychological &/or physical work environment in which the person works.
Motivation & Rewards:
Motivation: A basic principle is that the performance of an individual depends on his/her ability
backed by motivation. Stated algebraically the principle is:
Performance= f (ability*motivation)
Motivation may be defined as the process of motivating people to action, to achieve desired goals.
It involves arousing needs & desires in people to initiate & direct their behavior in a purposive
manner.
Ex: salary, working condition, security, states company policy & administration [Hygiene factors].
Motivators: achievement recognition, work itself dependability, growth advancement, treating
employees with respect feedback & coaching from managers and leaders.
Motivating is an important component of directing functions of management. It is the

responsibility of the managers to motive their subordinated to get all things done.
Features:

 Motivation is a psychosomatic aspect of management. It is the internal feeling which

requirements from the need & desires of a person.
 It generates goals- directed behavior. Feeling of need by persons causes them to behave in
such a way that he/she tries to satisfy himself.
 It is a continuous process. Where a particular need is satisfaction. A new need is seen. It is

the result of an interaction b/n human need & the incentives offer to satisfy them.
 Positive or negative: motivation may be positive or negative. Positive motivation means

inspiring people to work better by providing rewards and incentives. Negative motivation
means forcing people to work by punishing them.
Rewards: It is a motivation in Action. People join organizations expecting rewards. Firms

distribute money & other benefits in exchange for the employee’s availability, competencies &
behaviors.
Ex: bonuses, salary rise, Gifts, promotion, information/feedback, Recognition, trust/empowerment,

attendance performance etc.
Reward management: consists of analyzing and controlling employee remuneration,

compensation & all of the other benefits for the employees.
Objective: It is to reward employees fairly, equitably and time after time in correlation to the
value of these individuals to the organization
Reward system exists in order to motivate employees to work towards achieving planned goals
which are set by entities.
1.7 FORMULATING PRACTICE & POLICIES

There are five principal sources for determining the content and meaning of policies:
 Past practice in the organization.
 Prevailing practice in rival companies.

 Attitudes and philosophy of founders of the company as also its directors and the top
management.
 Attitudes and philosophy of middle and lower management.
 The knowledge and experience gained from handling countless personnel problems on day to
day basis.
1.8 BENEFITS OF HR POLICIES

Organizations should have personnel policies as they ensure the following benefits:
 The work involved in formulating policies requires that the management give deep thought
to the basic needs of both the organization and the employees. The management must
examine its basic convictions as well as give full consideration to the prevailing practices
in other organizations.
 Established policies ensure consistent treatment of all personnel throughout the
organization. Favoritism and discrimination are, thereby, minimized.
 Continuity of action is assured even though top management personnel change. The CEO
of a company may possess a very sound personnel management philosophy. He/she may
carry the policies of the organization in his/her head, and he she may apply them in an
entirely fair manner. But what happens when he/she retires? The tenure of office of nay
manager is finite. But the organization continues. Policies promote stability.
 Policies serve as a standard of performance. Actual results can be compared with the policy
to determine how well the members of the organization are living upto the professional
intentions.
 Sound policies help resolve intrapersonal, interpersonal and intergroup conflicts.
1.9 Principles of HR Practice and Policies
 Principle of individual development to offer full and equal opportunities to every employee
to realize his/her full potential.
 Principle of scientific selection to select the right person for the right job.
 Principle of free flow of communication to keep all channels of communication open and
encourage upward, downward, horizontal, formal and informal communication.

 Principle of participation to associate employee representatives at every level of decision-

making.
 Principle of fair remuneration to pay fair and equitable wages and salaries commensuration
with jobs.
 Principle of incentive to recognize and reward good performance.
 Principle of dignity of labour to treat every job and every job holder with dignity and
respect.
 Principle of labour management co-operation to promote cordial industrial relations.
 Principle of team spirit to promote co-operation and team spirit among employees.
 Principle of contribution to national prosperity to provide a higher purpose of work to all
employees and to contribute to national prosperity.

CHAPTER II
2 REVIEW OF LITERATURE
Sorasak Tang thong, Jirasek Trimetsoontorn and Nutthawut Rojniruntikul [International

journal of trade, economics & finance, Vol.5, No.2, April 2014]:
By reviewing the literature study, have shown the importance of both HRM practices & its effect
that they can have on employee retention. This study is conducted by practical experience rather
than theories to probe the effects of HRM practices on employee’s retention in Thailand’s FDI
manufacturing industry. In this study shown that, for the retention of the employees, the benefits &
training all said to be positively related to retention because they motivates the employees to
“lock” them to their jobs because the compensation & reward system are known to attract the
employees to retain with the organization. Despite the support of compensation & reward system.
There is a caveat to one of them, namely training helps only to increase staff retention but it can’t
address all the factors for the retention of the employees such as excess caseloads & promotional
opportunities. Thus training should be accompanied by other HRM practices, such as
compensation & benefits management & reward system, which are all considered to be more
effective in retaining the employees.
Shruthi lamba, Nirmala choudhary [International journal of advancements in Research &

Technology, Vol. 2, Issued, April-2013. ISSN 2278-7763]:
In this competitive environment, organization in manufacturing & services sector are trying hard to
gain the loyalty of the customer by providing value added quality & services innovative products
to remain competitive in the market. The main objective of this study is to investigate the effects of
the HRM practices on organizational commitment of employees in various sectors in India.
Through this study it is found that how the HRM practices influence the employee’s commitment
towards an organizational goal in the global competitive in the market.

Mr.T.Naresh babu, Mr.G.Satya narayana reddy [International journal of marketing, finance

services & management Research, ISSN 2277-3622, Vol.8, and August 2013]:
In this study it reveals that to gain the competitive advantage, the organization need to implement
special kind of strategies. For the effective management, managing the human resources is very
challenging & difficult as compared to managing the capital/ technology. So, organization requires
effective HRM practices. Because by the effectiveness in HR practices give the best results like
increase in employees retention, commitment & reduced employee turnover. This articles
emphasis that, for the betterment of the organization, the role of HR practices plays very important
roles in increasing organizational effectiveness. The research objectives are to find out the
perception of the employees towards the existing HRM practices for the organizational
improvement.
ILias. P.Vlachos [International journal of business science & applied management, Vol.4,
Issue2, 2009]:
His study aims to know the extent to which the specific HR practices contribute to the growth of
firm. He reviews the valuable literature on the links b/n firm performance & the following HR
practices: selective hiring, job security, compensation system, self managed teams, extensive
training & information sharing. He surveys the HR managers & recorded their view on the links
b/n HR practices of the firm growth. The results have shown that compensation policy was the
strongest predictor of growth of sales. Results were given that except job security, it supports all
HR practices. Eventually, selecting, training & development and rewarding the employees as well
as giving them the chances to share their ideas for the benefits of the firms contribute significantly
to firm growth.
Milliman, von glinow and Nathan, 1991; Schuler and Jackson 1997, storey (1995):
Considered HRM as a distinctive approach to emplacement management which seek to obtain

competitive advantage through deployment of a highly committed and skilled workforce, using an
array of techniques. Will others have defined HRM as being concerned with the need to achieve

congruency among the various HRM practice and policies so that they become mutually
supportive, rather than conflicting.
Armstrong (1995), Beer etal (1994),
Defined HRM as “a strategic and coherent approach to the management of organizations most
valuable assets the employees who individually and collectively contribute to the achievement of
the objective of the business. HRM as involving all management decision that affect the
relationship between the organization and employees.

CHAPTER III
3.1 COMPANY PROFILE
HOTEL REGAALIS
A LEADING SERVICE ORIENTED COMPANY
INTRODUCTION:
HOTEL REGAALIS OUT VIEW IN MYSORE
Since 1992, the Usha-Lexus Hotels and Resorts has been delighting guests with the legacy of
legendary Indian hospitality. Usha-Lexus Hotels and Resorts epitomize the philosophy of this
hospitality and provide impeccable service and best in class facilities to guests. Usha-Lexus Hotels
and Resorts are recognized as one of India's premier hospitality providers with properties across
India, providing a unique opportunity for travelers to enjoy important cities, historical centers and
leisure destinations.
Usha-Lexus Hotels and Resorts are part of India's reputed "The Usha-Lexus Group." Over the
years, the company has won acclaim for offering excellence in hospitality, business and leisure

services. Usha-Lexus Hotels and Resorts operate seven well located boutique hotels across India at
Mysore, Bangalore, Goa, Khajuraho and Manali.
Designed to accommodate both business and leisure travelers alike, the hotels boast of modern
facilities, elegant decor, warm service and discreet luxury.
Usha-Lexus Hotels and Resorts offer best in class conference & banquet facilities and have hosted
some of the most important social events and business meetings. The courteous and personalized
service ensures the success of any event. In addition, there are tea lounges and magnificent
poolside locations to complement the magical events.
Usha-Lexus Hotels and Resorts also house celebrated restaurants. At our hotels the connoisseurs of
dining can savor a culinary palette that includes regional delicacies from India and across the
continents.
3.2 Location
140 Kms from Bangalore lies the abode of untold grandeur and glory. Mysore, the capital city of
the Wodeyars has always enchanted its admirers with its quaint charm, rich heritage, magnificent
palaces, beautifully laid-out gardens, imposing buildings, broad shady avenues and sacred temples.
There's an old world charm about the city that reaches out and touches everyone.
Mysore or Mahishur as it was called earlier, traces its history back to the mythical past, when
Goddess Chamundeshwari of Chamundi killed the wicked buffalo-headed demon, Mahishasura.
Mysore is the second largest city of Karnataka. It is known the world over for its exotic
sandalwood and rich silks. Its grand and imposing palaces, majestic temples, gardens leave an
ever-lasting impression on the visitor. Situated 770m above sea level, Mysore has a warm and cool
climate throughout the year.

3.3 BRANCHES OF HOTELS OF USHA LEXUS HOTELS AND RESORTS IN INDIA
 Hotel Regaalis, Mysore

Hotel Regaalis situated at Home city of the erstwhile Maharajahs of the formerly princely state of
Mysore and Srirangapattanam. The only modern, full service, centrally air-conditioned luxury
hotel in Mysore, set in three and a half verdant acres.
Address: Hotel Southern Star, 13-14 Vinobha Road, Mysore, 570 005 India
 Hotel Regaalis, Bangalore

Hotel Regaalis situated at Lavelle Road Lavelle Road, off M.G. Road, in the heart of the city.
After a hard day's work, unwind in the city pubs and enjoy the exciting evenings of glamorous
Bangalore. Besides the magnificient Vidhana Soudhan (State Legislature & Secretariat), Tipu
Sultan's Summer Palace, & Bannerghatta National Park for exciting Tiger & Lion Safaris, there's
also the famous Derby.
Address: Hotel Regaalis, 40/2, Lavelle Road, Bangalore - 560001, Karnataka, India
 Varca Le Palms Beach Resort, Goa

Varaca Palms Beach Resort is located on a sprawling 14-acre property off the splendid Varca
beach, the Resorte is a lush tropical paradise that promises you a picture-perfect vacation. Hotel
Varca Palms Beach Resort, Goa is located on one of the most magnificent beaches in Goa with 27
kilometers of golden sand, just 45 minutes from the Dabolim airport and within reach of every
major tourist attraction.
Address: Varca Le Palms Beach Resort, Teen Murti, Fatrade, Varca, Salcette, Goa, India
 Hotel Usha Bundela, Khajuraho

Centrally-located in the heart of the city, 5 minutes from the Railway Station. Usha Bundela, a
sprawling complex on 4 acres of land, set in the heart of the Temple town of Khajuraho - A World
Heritage Site........
Address: Khajuraho - Usha Bundela Temple Road, Khajuraho-471606, M.P., India

 Hotel Snowcrests Manor, Manali

The highest located, centrally heated 32 room hotel in Manali, Snowcrest Manor is situated beyond
the Log huts overlooking the Manalsu River. It offers a spectacular snow view of the majestic
Himalayas and the old quiet Manali Township. The sheer beauty of the landscape is enough to take
your breath away.
Address: Snowcrest Manor, Beyond Log Huts, Manali, Distt. Kulu, Himachal Pradesh, India.
3.4 STAFF STRUCTURE OF HOTEL REGAALIS:
President
Vice- President
General manager
HR manager Purchase Manager Sales Manager Food and Beverage Manager
Assistant HR Accountant Assistant Assistant Sales Food and Beverage

Manager Purchase Manager Supervisor
Manager
3.5 VISION
 To set a benchmark in the hospitality industry by providing high standards of comfort and
luxury for the discerning business and leisure travelers.
3.6 MISSION
 To perfect the fine art of hospitality. By providing our guest with state of the art facilities and
impeccable service.
3.7 NATURE OF THE BUSINESS:
Service oriented business.
3.8 NUMBER OF ROOMS IN HOTEL REGAALIS
Number of rooms and 105

suites
Superior Rooms 68
Club rooms 28
Suites rooms 08
Executive Suites 01
3.9 FACILITIES
We offer best of best services and facilities to our guest. We accommodation and guest facilities
include plush, modern rooms with wooden flooring, Direct dial telephone facility with STD/ISD,
Flat screen satellite TV, Electronic safe in all rooms, Laundry Service, Swimming pool and many
more. Our tariffs and policies perfectly suit our customers.
Accommodation Features and Guest Facilities
 105 plush, modern Rooms with wooden flooring

 In room temperature control
 Direct dial telephone facility with STD/ISD
 Flat screen satellite TV
 Electronic safe in all rooms

 Tea/Coffee maker
 Mini Bar
 Bathrooms with rain shower, shaving Mirror and hairdryers
 24 hrs Room Service
 Broad band, Wi-Fi Internet connectivity
 Multi-cuisine restaurant
 Lobby Bar
 Conference facilities - Durbar Hall and Jyoti Hall
 Laundry Service
 Swimming pool
 Ayurveda Center
3.10 HOTEL SERVICES
 Wired and wireless internet access

 Audio-visual equipment
 Business centre Meeting rooms
 Photocopying service
 Facsimile

 Currency exchange
 Car rental Car park
 Laundry and valet service
 Doctor on call
Splash Bar
The Poolside Bar quenches your thirst after a refreshing wade through the pool. Beers from all
around the world are on the menu making it an ideal place to chill out. Open 1100 Hrs to 1800 Hrs
Waves Bar
The Beach Side Bar offers a variety of drinks and snacks. You can enjoy your day in the serene
surrounding of the beach. Open 1100 Hrs to 2200 Hrs
Du-Jard in Gardens
This alfresco outlet is open for breakfast during the season from 0700 to 1100 Hrs
Neil's Cabana
This beach shack has an unmatched ambiance and breath taking views of the Varca Beach. It
serves a wide variety of drinks and fresh sea food grille or barbeque's to perfection. This is also
one of the largest beach side shacks in Goa. Open 07.00 Hrs. to 2300 Hrs.
3.11 MEETINGS & BANQUET FACILITIES
 Durbar Hall and Jyoti Hall can accommodate up to 250 guests.

 The Board Room is ideal for groups of 25-30.
 The Poolside Lawn can accommodate over 1000 guests
3.12 ROOMS & SUITES

Hotel Regaalis, Mysore, offers guests the best in modern facilities and traditional hospitality.
Hotel Regaalis has 105 well appointed, spacious rooms with all modern facilities. These include 8
Executive Suites and one Regaalis Suite. Two Club Floors cater to business travelers while non-
smokers have a choice of rooms on two exclusive non-smoking floors.
Every room is beautifully decorated, warm and inviting. With comfort as the key, we have taken
great care to make sure every guest feels at home.
CHAPTER IV

4 RESEARCH METHODOLOGY
The research is the systematic approach towards purposeful investigation. This needs formulating a
hypothesis collation of data on relevant variables analyzing and interpreting the result and reaching
the conclusion either in the form of a solution or certain generalizations. According to Dr.
S.L.Gupta "Research is the systematic process of collating and analyzing information (data) in
order to increase our understanding of the phenomenon about which we are concerned or
interested"
The methodology includes importance of the Study, aim of the Study, objectives of the Study,
research design, scope of the study, place of the Study, universe of the Study, goalsion and
exclusion criteria, sampling method, source of the data collection, tools of data collection, method
of data collection, data processing, limitations of the Study, and chapter wise scheme.
The purpose of the Study on Human resource practices and policies. (With special reference to
USHA LAXUS LTD, HOTEL REGAALIS UNIT, MYSORE.)
4.1 STATEMENT OF THE PROBLEM

During the course the researcher has gone through few studies on human resource practices
and policies by various scholars and found that more concentration and focus was laid only on HR
practices and policies, where the HR practices and policies are whole was not studied, and the
researcher was much interested in the area of Human resource practices and policies which is
being seen as on important A prospect of human resource development.
4.2 IMPORTANCE OF THE STUDY

This Study mainly focuses on how H R practices and policyes system work in the industry
and how it will help the management to fulfill the work related needs of employees. In the industry
along with the following aspects,
 It help in identifying the lacuna of the employees

 It help in motivating the employees for better performance
 It helps the company to identify the methods and types of training

 It is important for on organization to analyze the level of performance management system in

the company.
4.3 AIM OF THE STUDY
The aim of the Study is to explore the effectiveness of HR Practices and Policies system in the
"HOTEL REGAALIS, MYSORE."
4.4 OBJECTIVE OF THE STUDY
 To Study whether the employees are satisfied with the Human resource Practices and
Policies carried out in "Hotel Regaalis, Mysore."
 To know the effectiveness of the HR Practices and Policies of "Hotel Regaalis, Mysore"
 To know the opinion of the employees towards HR Practices and Policies.
 To know the growth and development of "Hotel Regaalis" in general.
4.5 RESEARCH DESIGN
A Research design is a method and procedure for acquiring information needed to solve the
problem. Research design is nothing but the basic plan that helps in data collection or analysis it
specifies the types of information to be collected. The sources and data collections procedure leads
to a good research.
The Researchers had adopted the descriptive research design to Analyse the characteristics of the
issues related to the topic because the researchers went to know how the company is implementing
the HR Practices and Policies.
4.6 THE SCOPE OF THE STUDY
 The area of the Study is landed to the functions in Hotel Regaalis, Mysore.

 The survey was conducted on the Study on HR Practices and Policies in Hotel Regaalis,
Mysore.
 The target samples of only 20 employees were selected at random from the same level
4.7 THE PLACE OF THE STUDY

The Researchers have conducted the Study at;
HOTEL REGAALIS
13-14 Vinobha road, Mysore-570005
Hotel land line Tel :(0821) 2426426/2427427
Hotel fax0821)2421689
Website: Ushalexushotels.com
4.8 UNIVERSE OF THE STUDY

The universe of the study consist of 45 management staff level employees of HOTEL
REGAALIS such as managers, supervisors, executives, floor managers, securities, computer
operators, human resource development professionals.
4.8.1 INCLUSION CRITERIA:

The research inclusion criteria’s are employees working as Supervisors, Shuffs, Kaamys,
Receptionists, Security supervisors, Accountant, Sweeper, Purchase manager, Sales manager.
4.8.2 EXCLUSION CRITERIA:

Staffs below management cadre such as executive, doctor, technicians, Executive financer,
assistant vice president, associate executive, professional consultants are not included in the study.

4.9 SAMPLING METHOD
A total of 20 employees constitute the sampling of the Study. The detailed sample drawn as
follows.
SL.NO DESIGNATION NO.OF RESPONDENTS
01 Supervisors 04
02 Shuffs 02
03 Kaamys 04
04 Receptionists 02
05 Security supervisors 02
06 Accountant 01
07 Sweeper 02
08 Purchase manager 01
09 Sales manager 02
TOTAL 20
4.10 SOURCE OF DATA COLLECTION
For the purpose of the Study both primary and secondary source of data was collected.
Primary Data: It is the information collected for the first time through the means of questionnaire
by directly interaction with the employees. This survey was done through “Random sampling”
basis.
Secondary Data: It is the data, which have already been collected by someone else & passed
through the statistical process. The data collected from the company records, journals and internet.

4.11 TOOLS OF DATA COLLECTION

Questionnaire is the tool used to collect the data or information from the selected
employees for analysis. The collected data from various sources are carefully classified, tabulated
& analyzed and interpreted.
4.12 METHOD OF DATA COLLECTION

 The researchers personally met the all respondent at their workplace and collected the data.
 The researchers have spent around 20 minutes for collecting the data from each respondent.
4.13 DATA PROCESSING
In order to process the data a code book was prepared and entered to the code sheet and code sheet
the data was tabulated and presented in the form of tables and graphs.
4.14 LIMITATION OF THE STUDY
 The Study is conducted in Hotel Regaalis, Mysore.

 Only the important information has been collected due to shortage of time.
 Analysis of the data done on the assumption that the answer given by the respondents are
true and correct.
 There is a chance of errors in the study, because the data collected based on the information
given by the employees.
 Some of the employees having fear of management, they don’t disclose proper information.
 The questionnaire consists of limited questions to facilitate the convenience of the
respondents.
 The results may not be accurate & believable because the method adopted is random
sampling.

CHAPTER V
5. DATA ANALISES AND INTERPRETATION
PERSONAL PROFILE
5.1 Showing the qualification of employees

Table 5.1
Qualification No, of Respondent In percentage
Up to SSLC 01 05%
I.TI. 05 25%
P.U.C 11 55%
DIPLOMO 03 15%
TOTAL 20 100%
Figure 5.1
100
90
80
70
60 No, of Respondent
50 In percentage
40
30
20
10
0
Up to SSLC I.TI. P.U.C DIPLOMO TOTAL
Analysis: From the above table, it clearly shows that, 05% of respondents are SSLC, 25% of
respondents are ITI, 55% & 15% of respondents are PUC and Diploma.
Interpretation: From the above graph, it can be interpreted that the large number of employees
are qualified up to PUC.

5.2 Classification of employee service at hotel Regaalis

Table 5.2
Services No of Employee In percentage
0-5 04 20%
5-10 11 55%
10-15 05 25%
15-20 00 00%
Total 20 100%
Figure 5.2
100
90
80
70
60 No of Employee
In percentage
50
40
30
20
10
0
0- 5 O5- 10 10-15 15-20 Total
Analysis: From the above table, it can be analysis that majority of the 55% of respondents are
serving 05-10 years, 20% of respondents are serving 0-05 years and 5% of respondents are serving
10-15 years.
Interpretation: From the above graph, it can be interpreted that majority of respondents at hotel
Regaalis have services of 05-10 years.

5.3 Table showing the age group of employees

Table 5.3
Age No. of Employees In percentage
20-30 07 35%
30-40 10 50%
40-50 03 15%
50-60 00 00%
Total 20 100%
Figure 5.3
100
90
80
70
60 No. of Employees
In percentage
50
40
30
20
10
0
20-30 30-40 40-50 50-60 Total
Analysis: From the above table, it clearly shows that 50% of respondents are having the age group
of 30-40 years, 35% of respondents are having the age group of 20-30 years and 15% of
respondents are having 40-50 years, there is no respondents in the age group 50-60 years.
Interpretation: From the above chart it can be interpreted that majority of respondents at Hotel
Regaalis have services 30-40 age group.

5.4) Table showing is the organization clearly define the position objective requirement &
candidate’s specification in the Recruitment process.
Table 5.4
SL.NO PARTICULAR RESPONDENT PERCENTAGE
01 YES 20 100%
02 NO 00 00%
TOTAL 20 100%
Figure 5.4
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table, it can be analyzed that 100% of respondents agreed that,
organization clearly define the position objective requirement & candidate’s specification in the
Recruitment process.
Interpretation: From the above graph, it can be interpreted that all the respondents are said that
the Hotel Regaalis clearly define the position objective requirement & candidate’s specification in
the Recruitment process.
5.5) Table showing is internal hiring helps in motivating the employees.

Table 5.5
01 Strongly agree 01 05%
02 Agree 19 95%
03 Neutral 00 00%
04 Disagree 00 00%
05 Strongly disagree 00 00%
Total 20 100%
Figure 5.5
100
90
80
70
60 RESPONDENT
50 PERCENTAGE
40
30
20
10
0
1 2 3 4 5 Total
Analysis: From the above table it can be analyzed that 95% of respondents are agreed that the
internal hiring process helps in motivating the employees and 5% of respondents are strongly
agreed that the internal hiring process helps in motivating the employees.
Interpretation: From the above graph, it can be interpreted that majority of the respondents of
95% are agreed that internal hiring process helps in motivating the employees feel that they will
promote to higher position than previous and remaining 5% respondents are strongly agreed
because they feel that it increases status and reduces turnover rate.
5.6) Table showing is the organization doing timeliness Recruitment & selection process.

Table 5.6
A YES 20 100%
B NO 0 00%
Total 20 100%
Figure 5.6
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table, it can be analyzed that 100% of respondents agreed that,
organization clearly defines the position objective requirement & candidates specification in the
recruitment process.
Interpretation: From the above graph, it can be interpreted that all the respondents are said that
the Hotel Regaalis clearly defines the position objective requirement & candidate specification in
the recruitment process.
5.7) Table showing the induction & training is a well planned exercise at Hotel Regaalis.

Table 5.7
SL.NO PARTICULARS RESPONDENTS PERCENTAGE
Strongly agree 09 45%
B Agree 11 55%
C Neutral 00 00%
D Disagree 00 00%
E Strongly disagree 00 00%
TOTAL 20 100%
Figure 5.7
100
90
80
70
60 RESPONDENTS
PERCENTAGE
50
40
30
20
10
0
a
Analysis: From the above table it can be analyzed that 55% of respondents are agreed & 45% of
respondents are strongly agreed that the induction & training programme is a well planned exercise
at Hotel Regaalis.
Interpretation: From the above graph it can be interpreted that 55% of respondents are agreed
& 45% of respondents are strongly agreed that induction & training is a well planned exercise at
Hotel Regaalis because they feel that without a well plan, induction & training programme is not
easy to understand the nature of the work process.
5.8) Table showing the employees satisfaction level towards the induction programme.
Table 5.8


A Excellent 01 05%
B Good 19 95%
C Average 00 00%
D Poor 00 00%
E Very poor 00 00%
TOTAL 20 100%
Figure 5.8
100
90
80
70
60 RESPONDENTS
PERCENTAGE
50
40
30
20
10
Analysis: From the above table it can be analyzed that 95% and 05% of respondents are said
induction programme was good and excellent.
Interpretation: From the above graph it can be interpreted that 95% of the respondents & 05%
of the respondents are rated as good & excellent because the company has provided clear & detail
information about the company policies, procedure, rules & regulation.
5.9) Table showing the training methods provided by the organization.

Table 5.9

SL.NO PARTICULARS RESPONDENT PERCENTAGE
A On the job 00 00%
B Off the job 00 00%
C Both 20 100%
Total 20 100%
Figure 5.9
100
90
80
70
RESPONDENT
60
PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table it can be analyzed that 100% of respondents are said that the
company provided both on the job & off the job training.
Interpretation: From the above graph, it can be interpreted that, majority of the respondents
are said that the organization provides both i.e. on the job & off the job training. Because by both
the methods, employees clearly understand their roles, responsibility & what are required to
achieve the organizational goals & objectives.
5.7) Table showing the training needs identified are realistic, useful & based on the business
strategy.

Table 5.10
A Strongly agree 07 35%
B Agree 13 65%
C Neutral 0 00%
D Disagree 0 00%
E Strongly disagree 0 00%
TOTAL 20 100%
Figure 5.10
100
90
80
70
60 RESPONDENTS
PERCENTAGE %
50
40
30
20
10
0
Analysis: From the above table it can be analyzed that 65% of respondents are agreed & 35% of
respondents are strongly agreed that the induction & training programme is a well planned exercise
at Hotel Regaalis.
Interpretation: From the above graph it can be interpreted that 65% of respondents are agreed
& 35% of respondents are strongly agreed that induction & training is a well planned exercise at
Hotel Regaalis. because they feel that without a well plan, induction & training programme is not
easy to understand the nature of the work process.
5.11) Table showing the employee awareness of the concept of performance appraisal.
Table 5.11

A YES 20 100%
B NO 0 00%
Total 20 100%
Figere 5.11
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table it can be analyzed that 100% of respondents were aware of the
concept of performance appraisal.
Interpretation: From the above graph it can be interpreted that all the respondents are aware of
the concept of performance appraisal because the company has conducted performance appraisal
process on a regular basis/ frequently.
5.12) Table showing the performance appraisal followed by the organization is rational &
fair.

Table 5.12
A YES 20 100%
B NO 0 00%
Total 20 100%
Figure 5.12
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table it can be analyzed that 100% of respondents are agreed that
organization following rational & fair performance appraisal.
Interpretation: From the above graph it can be interpreted that all the respondents are agreed
that the organization is following rational & fair performance appraisal system because the
company has treated all the employees are equal & they will assess the performance of the
employees based on their performance.

5.13) Table showing the performance appraisal helps in assessing the training &
development needs of the employees.
Table 5.13
A YES 20 100%
B NO 0 00%
Total 20 100%
Figure 5.13
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table it can be analyzed that the 100% of respondents are said that,
performance appraisal helps in assessing Training & Development needs.
Interpretation: From the above graph it can be interpreted that all the respondents are agreed
that the performance appraisal followed in the organization helps in assessing Training &
development needs. Because the company, evaluate performance of the employees through
performance appraisal system on a regular basis, that helps in assessing training & development
needs of the employees.
5.14) Table showing satisfaction level of the employees with the present performance
appraisal system.

Table 5.14
A YES 20 100%
B NO 00 00%
Total 20 100%
Figure 5.14
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table it can be analyzed that, all of the respondents are satisfied with
the present performance appraisal system.
Interpretation: From the above graph it can be interpreted that, All of the respondents are
satisfied with the present performance appraisal system because they feel that they are getting fair
rewards for their performance.
5.15) Table showing feedback on performance appraisal communicated after assessment of

the performance.

Table 5.15
A YES 20 100%
B NO 00 00%
Total 20 100%
Figure 5.15
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table it can be analyzed that, 100% of the respondents are said that
feedback on performance appraisal communicated after the assessment of the performance.
Interpretation: From the above graph it can be interpreted that all the 20 respondents are agreed
that the feedback on performance appraisal clearly communicated after assessment of the
performance because the company, provides feedback about their strength & weakness on a
regular basis.
5.16) Table showing performance appraisal system improves motivation & job satisfaction.
Table 5.16

A YES 20 100%
B NO 00 00%
Total 20 100%
Figure 5.16
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table it can be analyzed that the 100% of respondents are agreed that
the performance appraisal system improves their motivation & job satisfaction.
Interpretation: From the above graph it can be interpreted that, all the respondents are agreed
that performance appraisal system improves their motivation & job satisfaction because the
company has implemented fair & formal performance appraisal system.
5.17) Table showing the objectives of the appraisal system is clear to all employees.
Table 5.17


A Highly satisfied 02 10%
B Satisfied 14 70%
C Neutral 03 15%
D Dissatisfied 00 00%
E Highly dissatisfied 01 05%
TOTAL 20 100%
Figure 5.17
100
90
80
70
60 RESPONDENTS
PERCENTAGE
50
40
30
20
10
Analysis: From the above table it can be analyzed that, for 70% of respondents the objectives of
appraisal system are clear & for 10% of respondents the objectives of appraisal system are very
clear, 15% of didn’t respondents clearly and 05% of respondents Highly dissatisfied.
Interpretation: From the above graph it can be interpreted that the majority of respondents are
clear about the objective of performance appraisal system because the company has conducted
performance appraisal system on a regular basis & the objectives are clearly defined by the
organization to their employees.
5.18) Table showing the satisfaction level to the fair rewards getting for the performance.
Table 5.18


A YES 20 100%
B NO 00 00%
Total 20 100%
Figure 5.18
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table, it can be analyzed that, 100% of respondents are said that they got
fair reward based on their performance.
Interpretation: From the above graph it can be interpreted that, all the respondents are agreed that
they are getting fair reward based on their performance because the company has implemented fair
& formal performance appraisal system.
a5.19) Table showing the satisfaction level with respect to motivation & reward system in the
organization.
Table 5.19

B Satisfied 19 95%
C Neutral 00 00%
TOTAL 20 100%
Figure 5.19
100
90
80
70
60 RESPONDENTS
PERCENTAGE
50
40
30
20
10
Analysis: From the above table, it can be analyzed that, 95% of respondents are satisfied & 05%
of respondents are highly satisfied with respect to motivation & reward system followed by the
organization.
Interpretation: From the above graph it can be interpreted that, majority of the respondents are
satisfied with respect to motivation & reward system because they are getting fair reward based on
their performance.
5.20) Table showing the satisfaction level of employees with respect to employee benefits &
facilities provided by the organization.

Table 5.20

1 YES 20 100%
2 NO 00 00%
Total 20 100%
Figure 5.20
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table it can be analyzed that 100% of respondents are satisfied with
respect to employee benefits & facilities provided by the organization.
Interpretation: From the above graph it can be interpreted that, all the 20 respondents are
satisfied with respect to employee benefits & facilities provided by the organization.
5.21) Table showing the satisfaction level of employees regarding the present salary system.

Table 5.21
B Satisfied 18 90%
C Neutral 00 00%
TOTAL 20 100%
Figure 5.21
100
90
80
70
60 RESPONDENTS
PERCENTAGE
50
40
30
20
10
Analysis: From the above table it can be analyzed that, 90% of the respondents are satisfied with
the present salary system & 10% of respondents are dissatisfied.
Interpretation: From the above graph it can be interpreted that, majority of the respondents are
satisfied with the present salary, what they are getting. Because the company providing fair &
effective salary to the employees.

5.22) Table showing the awareness of the safety measures provided by the organization.
Table 5.22
A YES 20 100%
B NO 00 00%
Total 20 100%
Figure 5.22
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table it can be analyzed that, the 100% of respondents were aware of the
safety measures followed by the organization.
Interpretation: From the above graph it can be interpreted that, all the respondents were aware of
the safety measures provided by the organization because the organization has given more priority
for safety measures.

5.23) Table showing the satisfaction level with respect to health care benefits provided by the
organization.
Table 5.23
B Satisfied 18 90%
C Neutral 00 00%
TOTAL 20 100%
Figure 5.23
100
90
80
70
60 RESPONDENTS
PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table it can be analyzed that, 10% of the respondents are highly satisfied
& 90% of respondents are satisfied with the health care benefits provided by the organization.
Interpretation: From the above graph it can be interpreted that, 10% of respondents are highly
satisfied & 90% of respondents are satisfied with the health care benefits provided by the
organization.

5.24) Table showing satisfaction level with respect to the welfare measures.
Table 5.24
A YES 20 100%
B NO 00 00%
Total 20 100%
Figure 5.24
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table it can be analyzed that, the 100% of the respondents are satisfied
with respect to the welfare measures provided by the organization.
Interpretation: From the above graph it can be interpreted that, all the 20 respondents are
satisfied with the welfare measures provided by the company because the company has
implemented welfare provisions.

5.25) Table showing the satisfaction level with respect to the working environment.
Table 5.25

A YES 20 100%
B NO 00 00%
Total 20 100%
Figure 5.25
100
90
80
70
RESPONDENT
60 PERCENTAGE
50
40
30
20
10
0
Analysis: From the above table, it can be analyzed that 100% of respondents are satisfied with
respect to the working environment of the organization.
Interpretation: From the above graph it can be interpreted that, all the respondents are satisfied
with the working environment of the organization. Because the organizations overall working
environment is excellent.

CHAPTER VI
Findings:
 There is less number of women employees in the company & young employees are only 10-
20%.
 The company which clearly defines the position objectives requirements & candidates
specification in the recruitment & selection process.
 Majority of the respondents were agreed that the internal hiring helps in motivating them, to
do the work very effectively. They feel that their status will increase.
 All the respondents were agreed that induction & training is a well planned exercise in the
company.
 95% of respondents & 05% of respondents were agreed that, the induction programme given
by the company is good & excellent.
 Majority of 100% of the respondents were agreed that, the company is giving both on the job
& off the job training method. Majority of 65% of respondents were agreed that the training
needs are identified are realistic & based on the business strategy.
 100% of respondents are aware of the concept, performance appraisal system & they said
that the organization is following fair and rational performance appraisal system.
 100% of the respondents were said that performance appraisal system helps in assessing the
training needs.
 100% of the respondents are satisfied with the present performance appraisal system.
 100% of the respondents were agreed that, the feedback on performance appraisal
communicated after the assessment and they agreed that performance appraisal improves
motivation & job satisfaction.
 For 70% of the respondents an objective of performance appraisal system is clear and for
10% of respondents the objectives are very clear and neutral are 15%.
 100% of respondents are agreed with the fair rewards what they are getting for their
performance. Majority of the respondents are satisfied with respect to the motivation &
reward system provided by the organization.

 100% of respondents are agreed with respect to employee benefits & facilities provided by
the organization. Majority of the respondents are satisfied with the present salary system,
because company has providing fair & effective salary.
 100% of the respondents are aware of the safety measures provided by the company because
the company has given more priority for safety.
 Majority of the respondents were satisfied with the health care benefits provided by the
company.
 100% of the respondents were satisfied with respect to welfare measures & with respect to
working environment because overall working environment is excellent.

SUGGESTIONS
 There are only few young employees in the company, so it is better to appoint young
employees also.
 There are only few women employees so; the company can give opportunities for the
women.
 Performance appraisal is carrying out yearly once, but for better result, it can be done half
yearly also.
 The Ad’s on company can’t be seen regularly so it is better to have good Ad’s to make
customers to attract.
 Extend and toward reward employees to make them proactive in work.
 Adopt new recreational activities which motivate employee to work with enthusiastic.

COUNCLUSION
Finally I conclude that, the ‘Hotel Regaalis’ is one of the good & quality hospitality
organization in India. It aims is to satisfy the customer’s needs as per the demands and to be the
responsiveness to the customers. It is following the rules & regulations according to the
government norms.
The HR Practice and policies at Hotel Regaalis in Mysore is very good. It implemented all
the HR Practice and policies like recruitment & selection, induction & training, performance
appraisal system and compensation & benefits and labors law according to the factory Act, in
correspondence to the business strategy to achieve its long term goals. But recruitment process is
not carrying out regularly because the company has contracted the labors. The company has been
providing more priority for safety measures for the employees because precaution is better than
cure. So the overall H.R.Practice and policies followed in the Hotel Regaalis is very effective & by
this it can be concluded that the respondents are satisfied with company policies, procedures,
facilities and benefits so it shows the good relationship exist between management and employees
and also the working environment is also very good at Hotel Regaalis. By this we come to know
that the HR practice and policies implemented in the Hotel Regaalis is very good. Finally the
organization with its vision, mission & aims are at highest peak and it serving the customers with
good quality products at lesser cost.
The competitive advantage that any organizations enjoy attributed to its human capital.
Retention of resource is one of the major challenges forced by human resource managers. This is
generally accomplished through employee friendly H R Practice and Policies. A major thrust is put
on recruiting the best quality manpower, developing them through focused training programs and
motivating them with attractive financial packages, incentives, challenging tasks etc...

BIBLIOGRAPHY
BOOKS:
 Ashwathappa. P.Subba Rao, Human Resources Management, 2012.

 P.Subbarao (2000) personnel management, 5th edition published by Himalayan publishing
house, Mumbai.
 The Institute of company secretaries of India (2006) Human Resource management and
Industrial relations.
 Human resource management. R S Dwivedi published by Vikas publishing house PVT. LTD
 Research methodology. Dr.S.L. Gupta, Hitesh Gupta, published by International book house
PVT .LTD S
ARTICLES:
 Sorasak Tang thong, Jirasek Trimetsoontorn and Nutthawut Rojniruntikul, The effects of
HRM practices on employee retention in Thailand, Int. Journal of trade, economics &
finance, Vol-5, No.2, April 2014. 162.
 Shruthi Lamba, Nirmala choudhary, Impact of HRM practices on organizational commitment
of employees, Int. Journal of Advancement in Research & Technology, Vol.2, Issue 4, April
2013, ISSN 2278-7763.
 Mr.T.Naresh babu, Mr.G.Satya narayana reddy, Role of HRM practices in Cement Industry,
Int. Journal of marketing, financial services & management research, Vol.2, No.8, August
2013, ISSN 2277-3622.
 Ilias. P. Vlachos, The effects human resource practices on firm growth, Int. Journal of
business science & Applied Management, Vol.4, Issue 2, 2009, 18-34.

WEBSITES:
 Web definition (http://en.wikipipedia.org/wiki/human-resource-policy

 www.ushalexushotels.com
 www.businessdictionary.com/human resource
 www.hotelsack.com/hotel.php?id=311197

ANNEXURE
A STUDY ON “HUMAN RESOURCE PRACTICIES AND POLICIES”

(With special reference to Hotel Regaalis, Mysore.)
QUESTIONNAIRE
Respected Sir/ Madam,

We are the Social work trainees, pursuing 2nd year master of social work (MSW) at Post
Graduate Satellite Centre, University of Mysore, chamarajanagar, Be thankful to you, if you
kindly spare few valuable time for filling the following questionnaire. The information
provided by you will be exclusively used for our project work. The opinion which will be
furnished by you will not be disclosed and kept in confidential.
Further, the study which is being carried out is completely for the academic
purpose. Hence, we request you to co-operate with us to conduct the study.
PART-A
PERSONAL DETAILS:
1. Name……………..
2. Designation……………..
3. Department……………
4. Qualification……….
a) Secondary b) I.T.I c) Diploma e) PUC
5. Services in Regaalis……
a) 0-5 yrs
b) 5-10 yrs
c) 10-15 yrs

d) 15-20 yrs
6. Age Group…….
A) 20-30 yrs B) 30-40 yrs
C) 40-50 yrs D) 50-60 yrs
RESPONDENTS OPINION DETAILS:
1) Does the organization clearly define the position objective requirement & candidates’
specification in the Recruitment process?
Yes [ ] No [ ]
2) Is internal hiring helps in motivating the employees?
a) Strongly agree b) agree c) Neutral d) Disagree e) Strongly disagree
3) Is the organization doing timeliness recruitment & selection process?
Yes [ ] No [ ]
4) Does the induction training is a well planned exercise in the organization?
a) Strongly agree b) Agree c) Neutral d) Disagree e) strongly disagree
5) How would you rate the induction programme?
a) Excellent b) Good c) Average d) Poor e) Very poor
6) What kind of training methods does the organization provides to train the employees?
a) On the job b) Off the job c) Both
7) Training needs identified are realistic, useful & based on the business strategy of the
organization?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
8) Are you aware of the concept of performance appraisal?
Yes [ ] No [ ]
9) Performance appraisal followed in the organization is rational & fair?
Yes [ ] No [ ]
10) Does the performance appraisal followed in the organization helps in assessing the
training & development needs of employees?
Yes [ ] No [ ]
11) Are you satisfied with present performance appraisal system?

Yes [ ] No [ ]
12) Whether the feedback on performance appraisal communicated after assessment of
performance?
Yes [ ] No [ ]
13) Do you think performance appraisal improves motivation & job satisfaction?
Yes [ ] No [ ]
14) The objectives of the appraisal system are clear to all employees?
a) Highly dissatisfied b) Dissatisfied c) Neutral d) Satisfied
e) Highly satisfied
15) Will you get fair reward for performance in your organization?
Yes [ ] No [ ]
16) Are you satisfied with the motivation & reward system of your organization?
a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly dissatisfied
17) Are you satisfied with the employee benefits & facilities provided by the organization?
Yes [ ] No [ ]
18) Are you satisfied with the present salary system of the organization?
19) Are you aware of the safety measures provided in your organization?
Yes [ ] No [ ]
20) Are you satisfied with the Health care benefits provided by the organization?
21) Are you satisfied with the welfare measures provided by the organization?
Yes [ ] No [ ]
22) Are you satisfied with the working environment of your organization?
Yes [ ] No [ ]
THANK YOU FOR YOUR VALUABLE HELP!!!

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A STUDY ON HUMAN RESOURSE PRACTICE AND POLICIES

Proper management of human resources can provide a competitive advantage for

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 1

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 2

Human resource management is a function in organizations designed to maximize

Human resource policies are systems of codified decisions, established by an organization,

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 3

According to Schuler & Jackson, 1987

According to business dictionary:

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 4

1.3 SCOPE OF THE STUDY

1.4 NEED FOR THE STUDY:

 To study the HR Practice and policies of the company.

1.5 OBJECTIVES OF THE H R PRACTICE AND POLICIES

 To provide trained, experienced and competent personal and supervisors.

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 5

 Exercises foresight, courage and competence for long term change.

 Policy on terms and conditions of employment-compensation policy and methods, hours of

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 6

1.6 HR PRACTICES AND POLICIES

Recruitment & selection

 To attract highly skilled, eligible & competent candidates.

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 7

 It helps the firms to create culturally diverse workforce.

 Increase the pool of job candidates at minimum cost.

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 8

 It determines whether the applicants have required capabilities or not.

 To generate information about candidates.

Induction & orientation:

Objectives: orientation conveys 3 types of information, they are:

 General information about the daily work routine

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 9

Learning & development:

Now the training & development as changed to learning & development.

Training & development = standard performance- actual performance

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 10

Meaning: performance appraisal is an objective of judging of an individual’s performance against

 It is understood as the finding of an individual’s performance in a systematic way, the

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 11

 Performance management refers to the process of appraising performance of employees &

Compensation & Benefits:

Remuneration occupies an important place in the life of an employee. His/her standard of

An average employee in the organized sector is entitled to several benefits-both financial as

Non-monetary Benefits: These include challenging job responsibilities, recognition of merit,

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 12

Components of compensation: A compensation package consists of the total monetary

Motivation & Rewards:

Motivating is an important component of directing functions of management. It is the

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 13

 Motivation is a psychosomatic aspect of management. It is the internal feeling which

 It is a continuous process. Where a particular need is satisfaction. A new need is seen. It is

 Positive or negative: motivation may be positive or negative. Positive motivation means

Rewards: It is a motivation in Action. People join organizations expecting rewards. Firms

Ex: bonuses, salary rise, Gifts, promotion, information/feedback, Recognition, trust/empowerment,

Reward management: consists of analyzing and controlling employee remuneration,

1.7 FORMULATING PRACTICE & POLICIES

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 14

1.8 BENEFITS OF HR POLICIES

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 15

 Principle of participation to associate employee representatives at every level of decision-

POST GRADUATE SATELLITE CENTRE, CHAMARAJANAGAR - 571313 Page 16

Sorasak Tang thong, Jirasek Trimetsoontorn and Nutthawut Rojniruntikul [International

Shruthi lamba, Nirmala choudhary [International journal of advancements in Research &