This action might not be possible to undo. Are you sure you want to continue?
I declare this document is the result of my own collective efforts and that it confirms to University departmental and course regulations regarding cheating and plagiarism. No material contained within this project has been used in any submission, by the authors, for an academic award.
Pranshu Bhargava (H 15076)
Date: 8th May, 2010
Bhargava. P H(15076)
Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort, Goa ACKNOWLEDGEMENT
I would like to take this opportunity to thank all the people who have been actively involved in assisting me in the process of carrying out this research and without whose help, the creation of this document would not have been possible.
I would like to thank Mr. S.P.Rath, Marketing module leader for assisting me with all my difficulties during the project.
Finally I would like to thank my colleagues who contributed in successful completion of this compilation.
Bhargava. P H(15076)
Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. make it easier for the trainees which over all will boast the morale of the employee and will make the employee serve the particular organization for a longer period of time. Goa SYNOPSIS Through this assignment the researcher would like to discuss the functions. The researcher further relates the challenges faced in Human Resource with relation to the property the researcher has worked in. P H(15076) Page 3 . Bhargava. challenges of HRM. helped the researcher to understand the importance and significance of HRM with regard to issues faced and strategies implemented is resolving these challenges. At the end the researcher gives recommendations like how can HRM deal with the high attrition rate. This assignment has on the whole.
P H(15076) Full Form Human Resource HRM FABR Special Thanks And Recognition System Page 4 . 3.3 Macro and Micro environment 1. 1.3. Title Declaration Acknowledgement Synopsis Page no 1 2 3 4. 6.2 HRM and Hospitality Industry 1. Chapter 4 Recommendations 18 Chapter 5 Conclusion 21 11. 7. Goa Table of Content Sr no.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort.3. 2.1 Evolution of HRM 1. Chapter 3 Global HR Challenges 15 10. Chapter 1 Introduction 1. Bibliography 22 List of Abbreviation Abbreviation HR HRM FABR STARS Bhargava. Chapter 2 Challenges faced by Human Resource Department 12 9.2 Micro 5 5 5 7 8 12 8.1 Macro 1. 5.
Thus. Thus. skills. a need arises for the management which manages the dynamic human resource. approaches and beliefs of the individuals involved in the affairs of the organization. the HR management never refrains from making any efforts to make its employee happy. Frontline employees are the means by which an organization delivers its services to customers. HRM is.´ -Anonymous In today¶s businesses. values. not buildings. the right approach and management of the company¶s employees can greatly affect the company¶s overall performance. make a Company successful.´ Thus. P H(15076) Page 5 . Goa Chapter 1 Introduction ³People. But the output cannot be one ways. There has to be a medium by which companies and employees can come to a common goal. In the words of Miller. Human resources may be defined as the total knowledge. ³those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage. creative and aptitudes of an organization's workforce. need for HRM. as well as the attitudes. All the decision made and action taken centre on the employee and is pervasive at all the decision making process. we can assume from the above definition of Miller that the employee is the epicenter of the entire decision making in the HR department.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. abilities. the means by which fullest potential of employees can be developed and can be used for the benefit of both themselves and the employers.1 Evolution of HRM The need for an organized form of HRM emerged during the industrial revolution. acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization. The greatest asset of any industry is the human resource. The success of a company largely depends upon the human resources. There is a need of a management controlling employees in order to tap their commitment and enthusiasm in order to achieve desired results and delight customers. 1. It is the sum total of inherent abilities. as the manufacturing process evolved from a cottage system to factory production. talents. Bhargava.
Hotel industry is emotional driven industry. Filling these jobs with immigrants. industrialization helped in encouraging immigration. Similarly.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. A large number of countries are using Sports to drive tourism and the hotel sector particularly. Everyone is talking Sports. we can presume the significance this industry holds in India keeping in mind the pace at which it is growing and also in Asia-Pacific region as well. In addition.R. Hospital industry requires human capital to carry on with the business. Goa When United States shifted from an agricultural economy to an industrial economy. During the middle of the century emphasis shifted to the employee's productivity. created an even greater need for adequate management of employees. however. as the country opened its borders to fill vacancies. The Commonwealth Youth Games are being used as a medium of opening a large number of new hotels in India. companies were forced to develop and implement effective ways of recruiting skilled workers. HVS International reported that 10% of the world s work force is employed in the Tourism industry and 10% of the world¶s GNP also comes from the Tourism. Current decades have focused on increased concern for the quality of working life. Human Resource Departments across organizations aim at making the Employees feel more comfortable with the work place and looking after all issues that may in any way hinder their productivity or daily work. P H(15076) Page 6 . That is why it becomes very difficult for the H. manager to handle all the issues of its employee as the situation may be very volatile.2 HRM and Hospitality Industry The hospitality sector is in full bloom at this moment. Entertainment and Tourism. South Africa is using the 2010 Football World Cup to promote its country and the tourism indirectly affecting the hotel sector which is a part of the Tourism Industry. These three phases may be termed as development. 1. Thus. Bhargava. Earlier the century saw a concern for improved efficiency through careful design of work. total quality management and worker's participation in management. welfare and empowerment. Through this assignment the author aims at studying the employee¶s relation with the human resource function.
increase the morale of the staff. HR. which is recognised as one of Asia's largest hotel companies. the iconic sight hotel on New York's Fifth Avenue. Bhargava. The other side of the coin is one of poor conditions. This programme helped the company to increase the service standards . 1. low pay.¶ The system is operative at all levels and hierarchies. The system was developed in accordance with Taj¶s core philosophy that µhappy employees lead to happy customers. The employees gain recognition by the levels they attain through the points accumulated for their acts of hospitality. highstatus working environment with competitive pay and conditions.3. the Taj Boston and the Blue. tourism and hospitality provides an attractive. This program made Taj world famous when it received the Hermes Award for ³Best Innovation in Human Resource´ in the global hospitality industry in 2002. Bombay in 1903. poor status and the virtual absence of professionalism. Goa In some geographical and sub-sector areas. Senior Vice-President. which is in high demand in the labour force and benefits from low staff turnover. Taj comprises of 64 hotels in 45 locations across India with an additional 15 international hotels. The points can also be achieved on the basis of compliments received by employees related to employees. a high level of labour drawn from socially disadvantaged groups. The company opened its first asset. The most significant additions to the Taj collection have been The Pierre. the Taj Mahal Palace hotel. The HR policies of the Taj hotels are : STARS ± In 2001 Taj hotels launched this program of STARS. Sydney. high staff turnover. problems in recruiting skills in a number of key areas. P H(15076) Page 7 .1 Macro The Indian Hotels Company and its subsidiaries are collectively known as Taj Hotels Resorts and Palaces. Taj People Philosophy ± This concept was developed in 1999 by Bernard Martyris. IHCL.3 Macro and Micro Environment 1.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. which resulted in more guest being satisfied.
Planning for workforce will lead to planning for recruitment.The most important function of Human Resource Managers is to plan their manpower as the penalty for not being properly staffed can prove to be costly. P H(15076) Page 8 . motivating them to high levels of performance. labour reductions (early retirement/redundancy) or changes in workforce utilization as will bring supply and demand into equilibrium. In order to achieve management objectives. It is one of the very important steps in HRM as it gives the base for further activities involved in the management. Goa Under TPP programme Taj introduced Balance Score Card that linked employees overall performance will the overall strategy. Appropriate steps then be planned to bring demand and supply into balance such as taking into account existing workforce profile picture and adjusting it to the need of coming years keeping in mind the amendments for employee turnover.3. training. 1. Bhargava. The function of hrm are as follows: y y y y y y Manpower planning Recruitment and selection Motivation Training and development Evaluation Man power retention Manpower Planning .Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. retraining. Planning staff levels requires that an estimation of present and future needs of the organization be compared with present resources and future predicted resources.2 Micro The fundamentals functions that are carried out by HR professionals in order to fulfill HRM goals are as follows. developing their skills. and ensuring that they maintain their commitment to the organization are essential. Beyond ± This is a programme in which an employee who goes an extra mile to serve the guest is been awarded and recognized. retirements etc with the business plan in corresponding time frames. acquiring the services of employees.BSS includes an Employee Satisfaction Tracking System which solved employess problem on a quarterly basis.
Managing the response. Recruitment and selection ± ³Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization´. The steps in recruitment are as follows: y y y y y y Identifying vacancy.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. messes up your productivity. Selection . The researcher worked in Latitude ± coffee shop and observed that some of the times edequate amount of staff was not present to serve the guest. Bhargava. Recruitment is attracting a pool of qualified applicants¶ representative of all groups in the labour market.Richard Bell-Irving.Selection of the employees is very important because the cost of induction and training has increased and it is very difficult to terminate the services of an employee once he is confirmed on the job. P H(15076) Page 9 . vice president of human resources for Marriott International Hence it is very important that recrution on an employee must be done very carefully. The goal is to give enough information about the job to attract a large number of qualified applicants and simultaneously discourage the unqualified from applying. ³When someone leaves. and messes up the service you provide to your guests´ . Short-listing. Arrange interviews. Goa The researcher worked in Taj FABR and notices that the number of staff running a particular outlet is not enough and suggests that the man power should be increased in the smooth running of the hotel. Prepare person specification and job description. and hence result in bad GSTS scores. Advertising the vacancy. Recruitment is vital part of an organization¶s human resource planning and their competitive strength. which in turn can not satisfy the guest . it messes up your employee teams.
CFS champs. teach me and I remember. Bhargava. STARS. Motivational factors in an organizational would include working environment. Goa Some of the attributes that are checked before a emplouee is selected are: y y y y Atitude towards work Ptitude General Intelligence Attainment Motivation .To retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization as a continuous exercise. motivated employees and their contributions are the necessary currency for an organization¶s survival and success. putting up the name of the best employee of the month. HR Professionals the world over.Benjamin Franklin Trained and knowledgeable employees always stand-out and present a positive image of the company. Training and development ± ³Tell me and I forget. In Taj FABR motivation was given to employee in many ways such as by providing them with Carrot cards. There is no single motivational theory that can be applied to all people.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. and appropriate organizational reward system and so on. In this changing workplace and competitive market environments. involve me and I learn´ . In addition to learning how to complete new tasks and take on more responsibility. In today¶s industry there are diverse cultures in workforce and with employees travel for work. organizations need to have experienced and people trained. job characteristics. The motivation may be monetary and non monetary in nature. This function of HR is the most essential in retaining and development of skilled employee turnover. use motivational theories to motive employees. Training is encompassing all that is expected for the enhancement of organizational development and competencies. In order that the total performance may be improved. training helps an employees can learn advanced techniques to help them complete everyday tasks more efficiently. P H(15076) Page 10 .
and so on providing feedback and noting areas of improvement. Employee retention is valuable for the organization as well as the employee. assessing the employees work and if any complexity found. Bhargava. and providing job related data. useful in human resource planning. they would be left with no good workers. rewarding employees through bonuses. current projects and past history (sometimes to competitors). Performance appraisals serve several purposes. he takes with him valuable knowledge about the company. The maintenance of employees is important not only because the turn over might result in high cost but also when an employee leaves. customers. As soon as they feel unhappy with the current employer or the job. Goa Evaluation ± Evaluation is important because it tells you where the employee stands and to help in the areas where he lacks.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. Man power retention ± Employee Retention is the fourth and the most challenging portion of Human Resources. The basic evaluation process consists of four steps: establishing standards to be achieved. Retention is a process in which the employees are motivated to remain with the organization for the maximum period of time. Employees today are different. explaining how to quantify and achieve targets. firing. identifying training and development needs in order to improve the individual's performance on the job. P H(15076) Page 11 . eliminate the causes. they are the ones who have good opportunities in hand. they change over to the next job. The role of the Human Resource Manager is developing with the change in cutthroat market environment and the realization that HRM must play a more strategic role in the success of an association. If they don¶t. It is the responsibility of the manager to preserve their best workers. promotions. which includes: guiding human resource actions such as hiring. and promoting.
The reasons may be: bad working condition. and nobody can deny the fact that manpower is the greatest asset of a company. Bhargava. while diversifying companies need to see that the individual goals of the employees are met without hindering the companies goal. no compatibility with coworkers. the core values and business models may change. This means that the employees must be made aware of the new rules and regulations so that they can achieve the new goals laid down by the company. as their competitors may be outplaying them in the strategic employment of their human resources. When a hotel chain adds on properties to it name. Goa Chapter 2 Challenges faced by Human Resource The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that HRM must play a more strategic role in the success of an organization. less salary. Also. as now it will come under a different brand its policies. So it becomes important for the HRM to know the precise reason (s) why the employee is stepping down from the given job. little family life etc. values might change. Which the staff will have to cope up with. Organizations that do not put their stress on retaining and attracting talents may find themselves in dire consequences. Moreover high attrition rates incur major costs to the company including recruiting unemployment insurance expenses. Employees may leave due to many reasons. training expenses and guest service of a quality less than one has been striving for.An organization is as good as its people. P H(15076) Page 12 . Employee Turnover .Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. Taj FABR will be converted into Vivanta property. The main challenges faced by the human resource department are follows: y y y y y y y Globalization Employee Turn over Technological changes Workforce Diversity Continuous Improvement Initiatives Contingent Workforce Decentralized Worksites Globalization ± It means expansion of the hotel chain in the country of abroad.
The challenge and problems faced of workplace diversity can be turned into a strategic organizational asset if an organization is able to converts the areas where it lacks by capitalize on this melting pot of diverse talents. With the mixture of people from diverse cultural backgrounds. Bhargava. Workforce Diversity . The researcher will talk about this point in detail under the recommendation heading. Goa Turnover strongly affects both an industry¶s and an organization¶s success. genders.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. damage the bottom line.300 and $7.The total quality management practiced in a large number of organizations is a great example. high levels of voluntary turnover interrupt the flow of business. y Finally. Technological changes .600 while the cost of managerial-level turnover is argued to be equivalent to the individual¶s annual base salary. Hence technological changes may contribute to turnover and are to be looked into with calm thinking. high turnover can harm employee morale. Employees need to perform at all times since they are not given any scope for errors. turnover is expensive. A great deal of an association implicit service-based knowledge resides in its employees. The cost of losing one line-level employee is estimated at between $1. especially in the global arena which must be one of the important organizational goals to be attained. an organization can respond to business opportunities more rapidly and creatively. P H(15076) Page 13 . In a workplace that relies heavily on teamwork and commitment to service. If the employees are unable to adapt to the changes they might feel uncomfortable and may quit. with the continuous change in front-line employees that high turnover brings. and affect companies in three major ways: y First. Initially these changes may cause discomfort among the employees since they will have to spend some additional time in learning these new changes.are welcome in the hotel industry as they help the employees to match up with the pace of this fast moving world and help the hotel by providing their services. ages and lifestyles. y Second. high turnover and low morale can reduce employees emotional and cognitive investments in their organizations. Continuous Improvement initiatives . maintaining service quality becomes a challenge. At the organization level.The future success of any organizations depends upon the ability to manage a people from different cultural background.
In hotels instead of having flexible work hours . the employees are asked to do over timing on a day of high house count. Bhargava. P H(15076) Page 14 . for employee to unlearn the earlier and inculcate the new becomes tough and some end up treating it as an additional headache.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. employees may resort to look for new jobs in other industries so as to cater to their work life balance. Goa If the employee is trained in such a manner that he can adapt to the changes easily they can service for a longer period of time. in which ever form it may be. It is very difficult for an employee to get the compensation for the extra hours. Eg: Brand standards and Phraseology in hotels may keep changing. Decentralizes worksites ± In a hotel flexibility of work hours and timings are the motivators. Hence.
To meet these obstacles organizations need to consider the HR function not as just an administrative service but as a strategic business partner. The top three challenges include: 1. 3. However.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. Understanding the continual change of the globally competitive environment Building a global awareness in all Human Resource departments Creating a multicultural Human Resource team. To be effective in this environment organizations have to adapt to cultures. Different locations/offices have their own way of doing things and are resistant to change. Goa Chapter 3 Global Human Resource Challenges Functions such as operations.Today. P H(15076) Page 15 . a concept in which telecommunication and transportation technologies have essentially reduced time and distance effects to produce a single worldwide community have increased the pulse of businesses thus implying pressure on the existing as well as new employees. a global village. Bhargava. The general challenges for Global HR functions are as follows: y y y y Coordination of activities in many different locations. sales. the competitive edge that each hotel fights to reach is very high. the HR function has normally lagged behind in developing structures policies and that support globalization. Understanding the frequent change of the globally competitive market . The perceived value of the HR function varies across locations/offices. social and political circumstances. Owing to the increase in similar businesses catering to a general audience.International companies face many challenges when trying to make HR practices reliable across all locations/offices. Coordination of activities in many different locations . These are the issues which lead to framing the Strategic Management drivers of Human Resources. systems and techniques of their own. Variations in economic. 2. and marketing have generally made great progress in adapting to the global reality.
and the parts for these automobiles come from every corner of the world. Chevrolets--as American as apple pie--are being assembled in Mexico. Asia or Latin America. track cultural issues.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. The need to keep abreast of key employment legislation in Europe. and. The chaos in today's world has made travel more difficult and the safety of overseas employees a major concern. surroundings and diversify with trends. one could be called on to balance business needs against security. The technology outburst over the past two decades has caused barriers to global commerce to come crashing down. Creating a multicultural Human Resources team Expertise in global HR will become a to contribute to a company's success. more than likely. Listed below are some of the global practices followed by HR to remain competitive in today¶s ever evolving market: y y y y y y y y Managing Workplace Diversity Training and Development Performance and Productivity Employee Satisfaction Tracking System Reward Programs Strategic Development of Human Capital Resources Reducing Employee Turnover Vocationally Educated Staff Building a global awareness in all Human Resources departments . demographic trends and social policy developments in foreign regions. Even wellknown products are losing their traditional national identity: BMW²the exemplar of German engineering and performance--is building cars in South Carolina. These exemplify the global need for HR professionals toexpertise in a worldly aspect for providing the cutting edge. Goa Human Resources greatest challenge is to equip and sustain employees with special skills who can adapt themselves quickly to changing technology.Globalization particularly in the business is a fact of life in today's world. become fluent in another language. Bhargava. As an HR professional. P H(15076) Page 16 .
managing such similar challenges in the employees in a Company is the bigger challenge. Goa Protecting emigrant employees and their families will be critical. The key to creating a steady corporate culture across multiple locations is maintaining the important balance between a strong corporate culture and local cultural differences. P H(15076) Page 17 . Thus. Bhargava.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort.
So their opinion counts a lot. When the employees think that they are involved in the process it motivates them to do the work in a better way.In today¶s environment it becomes very important for organizations to retain their employees. Thus. the organization often fails to meet its employee requirement. Promotion of employees: If there is a vacancy in the organization and an outsider is appointed instead of an inside person being promoted. Thus. his involvement makes him emotionally attached to the company or the property. employee satisfaction tracking system should be introduced in every organization to measure the satisfaction level. and it might be possible that there might be differences between the new employee and the present staff. The top organizations are on the top because they value their staff and they know how to keep them to the organization. This will enable the organization to take corrective decisions and will make employees happier. P H(15076) Page 18 . the organization expect employees to subsume their personal goal. Employee satisfaction tracking system: In order to fulfill the guests need. The best company will always strike a balance between the two.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. Goa Chapter 4 Recommendations 1. Staff Retention . promoting employees from within would help to retain staff. Hence. This situation will result in people leaving the job. Bhargava. Treating individual goals at par with organizational goals: Quite often in order to meet the organization¶s need. Employee Retention involves taking measures to encourage staff to remain in the association for the maximum period of time. Various strategies for employee turnover are as follows: To involve employees in the decision making process: Employees must be a part of decision making process because they are the one who will be the first to be effected by the decision. This will help the organization to retain the staff if their needs are also treated at par with that of organizational need.
the researcher would like to bring forward some of the recommendations that can be done to motivate the trainees even: y Formalities like medical was asked to be done by the trainees. Bhargava. The 360-degree feedback is followed by personal interviews of individuals to counsel them to overcome their deficiencies. 360 . in which they are evaluated by their immediate subordinates. instead the HR department could have done it making it easier for the trainees as they were new to the place. This system should be encouraged so that each an every one gets an opportunity to excel and improve on their drawbacks. P H(15076) Page 19 . creative and clearly more abundant such as: y y y Health Insurance Retirement Benefits Family Benefits Motivation: Motivated employees are an essential attribute of any successful organization.Degree Feedback System ± this system is used to evaluate the performance of all top officials. y Room was not provided to the boys. Nowhere else employee motivation is more important than in customer service oriented business as in hospitality industry. So. from the Managing Director to departmental managers. 3. Motivated employees are satisfied with their jobs and their outcome is high as compared to non motivated employees. Goa Compensation and benefits: Today¶s workers expect more than just an hourly wage or a salary. this brings in discrimination on the base of sex.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. they want additional considerations that will enrich their lives. Today¶s organizational benefits are more widespread. Making it easy for the trainees: As the researcher has worked in Taj FABR. If employees are motivated they tend to stay with the organisation and perform with their full capacity. Motivation can be done by the companies by ways such as: y y y y Profit-sharing Involvement Recognition Rewards 2. it was only provided to the girls.
Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. making it difficult to keep the belongings in a safe place. Bhargava. the future batch of trainees do not face any kind of hardships that the researcher has experienced. Even in the break shifts the trainees were asked to have only one time meal. The HR department should come forward and solve some of the issued mentioned above so that . Goa y Trainees were allowed to have only one time meal in the hotel during the shift hours even if the shift has been extended. P H(15076) Page 20 . y Trainees were not provided with the lockers. The researcher recommend that instead of having one idea champ all the ideas given by the employees must be put on a soft board so that they even feel motivated and recognized. y Trainees were not provided with the uniforms of the hotel making it difficult for them to manage the things. This is not practiced in other hotels where the researcher has worked. Idea Champ ± It recognizes the employee who gives an idea that can be implemented. 4.
Management provides a framework to people in which they can look things going around them. Therefore. HR managers should determine the characteristics that they are seeking prior to selection process. the HR department will strive to achieve excellence in what they are supposed do in spite of higher attrition rate. Humans are constantly looking for answers. Selection procedures and characteristics of the employee have been identified to affect both turnover and absenteeism. They have to walk the talk and practice what they preach. Yet the HR department has to go on and on and on and act as a mentor to all employees. so they must deal with situation very carefully. Individuals are continually confronted with decisions to be made given scarce resources. The success comes to an organization whose peoplr are able to adapt to changes quickly. It is important for the organization to come up with long term planning and strategies to retain staff and establish credible relationship with their employees. Organizations have to focus continuously on investing in human capital. It is important to keep in mind that the best solution for turnover may take place before the employee is even hired. and hire only those individuals that meet the criteria. No matter what. and pursuing goals that bring desired results. will achieve high level of performance and deliver excellent results. Each day presents new challenge. P H(15076) Page 21 . new question about how life should be and can be. The performance of HR is always thankless as most of the employees do not appreciate their efforts. The Hr department should attract talented employees who are committed to their work.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort. Bhargava. making plans. Goa Chapter 5 Conclusion HR management is concerned with formal systems in organizations to ensure the effective and efficient use of human talent to accomplish organizational goals. The main problem of Hr all around the world is the attrition rate .
org/free%20resources/casestudies/taj1. P H(15076) Page 22 .com/doc/13653138/Importance-Of-HRM http://www.scribd.html http://www.jrank.html#ixzz0nBNpXIAT y y y y http://www. Goa BIBLIOGRAPHY Websites y y y http://www.html Bhargava.com/management/html/70/n-670.icmrindia.Identifying The Human Resource Policies In Taj Fort Aguada Beach Resort.org/pages/1398/Resource-ManagementConclusion.pdf http://expertscolumn.hotelmule.ddiworld.accel-team.com/content/human-resource-management-nature-scope-objectivesand-function y http://family.zeromillion.html http://www.htm http://www.com/human_resources/hrm_01.com/business/hrm.com/pdf/ddi_theglobalizationofhrpractices_es.
This action might not be possible to undo. Are you sure you want to continue?
We've moved you to where you read on your other device.
Get the full title to continue reading from where you left off, or restart the preview.