Project on Talent management and Employee Engagement Project on service sector

Submitted to: PROF VIDYA IYER
Submitted by: Gaurav Jain Rachita Dash Richa Sharma V Satya Deepak

INTRODUCTION TO THE COMPANIES
India has become one of the most sought after tourist destination in recent times. India has various state of the art hotels to cater to its ever-growing tourism industry. There are various group hotels in India, which offer modern day facilities at par with world standards. THE ASHOK GROUP Counted amongst the foremost of the five star hotels in New Delhi, The Ashok Hotel, New Delhi is a flagship hotel of the Ashok group that fuses the elements of traditional magnificence and flawless services. The strategic positioning of the hotel in Delhi’s Diplomatic Enclave, makes it popular with both the business and the leisure travelers. THE TAJ GROUP The Indian Hotels Company Limited (IHCL) and its subsidiaries are collectively known as Taj Hotels Resorts and Palaces and are recognized as one of Asia's largest and finest hotel company. Incorporated by the founder of the Tata Group, Mr. Jamsetji N. Tata, the company opened its first property, The Taj Mahal Palace Hotel, Bombay in 1903. The Taj, a symbol of Indian hospitality, completed its centenary year in 2003. THE OBEROI GROUP The Oberoi Group has been acknowledged as one of the best hotel groups in the world. Oberoi Hotels & Resorts has been rated the best hotel chain (outside the U.S.A.) by Conde Nast Traveler – 2007, Business Travel Awards 2007 Readers Poll. Oberoi H o t e l s a n d R e s o r t s h a v e b e e n r a n k e d t h e b e s t h o t e l c h a i n ( o u t s i d e t h e U n i t e d Kingdom) in the guardian and observer travel awards 2008.

INTRODUCTION OF THEIR EMPLOYEE ENGAGEMENT SYSTEM
THE TAJ GROUP Taj Group which enjoys a high loyalty factor has one the lowest employee turnover in the sector. They identify school students with right attitude and train them for different jobs. Besides regular training, they conduct special program me to inculcate a work culture that is crucial to the hospitality sector. The group also runs skill development centers across the country where students from villages were trained in basic skills. THE ASHOK GROUP To meet the expectations of the employees all over the world, ashok hotels has defined the framework of a worldwide compensation and benefits policy, which is adapted according to the specifics. Ashok has a professional progression that enables the employees to experience faster career advancement. The employees have a benefit from career development through a change of function, profession or country, while remaining within Ashok THE OBEROI GROUP According to the oberoi group, cultural integration is the most crucial objective which must be addressed. To achieve the cultural integration, one needs to initiate internal communication, create employee awareness, undertake relevant training program me. The free flow of communication and adequate training programmer would guarantee that the brand value remains intact.

ANALYSIS OF THE DATA AND SUGGESTIONS
GENDER ANALYSIS:

The sample had the following composition in terms gender:
Gender

Frequency male female Total 38 26 64

Percent 59.4 40.6 100.0

Valid Percent 59.4 40.6 100.0

Cumulative Percent 59.4 100.0

Out of the survey done by us we had received the responses from 38 men & 26 women that means more than 59% of males and 41% females

Q1) I am very satisfied with the work I do q1 Frequency Valid strongly agree Agree Disagree strongly disagree Total 25 34 4 1 64 Percent 39.1 53.1 6.2 1.6 100.0 Valid Percent 39.1 53.1 6.2 1.6 100.0 Cumulative Percent 39.1 92.2 98.4 100.0

The first question talks about the satisfaction of the work that the employees have while performing the job. The statistics shows that 25% of them strongly agree that are satisfied with the work that they do while 34% of them just agrees to it, 4% disagrees and 1% of them strongly disagrees with the level of work satisfaction.

SUGGESTIONS
The company must try to find out why the employees are not satisfied with the work. It’s important to know the grievances of the employees before approaching them for further training and once the reason is known the companies can take necessary steps which will motivate the employees.

Q2) my job is interesting q2 Frequency Valid strongly agree agree disagree strongly disagree Total 14 44 4 2 64 Percent 21.9 68.8 6.2 3.1 100.0 Valid Percent 21.9 68.8 6.2 3.1 100.0 Cumulative Percent 21.9 90.6 96.9 100.0

The analysis states that 14% of the people strongly agree that their job is interesting to them that show that they enjoy their work. While 44% agrees to this and 4% and 2% disagrees and strongly disagrees to this.

SUGGESTIONS
If the employees don’t find their job interesting that means either they are losing interest in the job that they are doing or they don’t find any motivational factor behind their work and that factor can either be provided either financially or by fulfilling the reasons due to which the employees are not finding the work interesting

Q3) I know exactly what I am expected to do q3 Frequency Valid strongly agree Agree Disagree strongly disagree Total 19 41 3 1 64 Percent 29.7 64.1 4.7 1.6 100.0 Valid Percent 29.7 64.1 4.7 1.6 100.0 Cumulative Percent 29.7 93.8 98.4 100.0

The statistics shows that only 41% of the employees know what they are expected to do, while 19% strongly agrees to it, 3% disagrees and 1% strongly disagrees .

SUGGESTIONS
An employee who does not know what is expected of them will either think that they are doing great and will be devastated when the employer tells them that they are not or will think that they are doing badly when in fact they are not. Both scenarios lead to an unproductive employee. So the manager must reflect on the following question, ‘How do you know that your employees know what you expect of them?’ Unless they answer their expectations it’s not possible to take any necessary step Q4) I am prepared to put myself out to do my work

q4 Cumulative Frequency Valid strongly agree agree disagree strongly disagree Total 29 27 4 4 64 Percent 45.3 42.2 6.2 6.2 100.0 Valid Percent 45.3 42.2 6.2 6.2 100.0 Percent 45.3 87.5 93.8 100.0

The statistics shows that 29% of them strongly agree with the question while 27% and 4% disagrees.

SUGGESTIONS
To have a have a clear understanding of what needs to be accomplished and when and by creating a strategic plan and sharing it with employees, the employer will give the staff much of what they need to know to do their job. They need to know where the company is headed and how they can contribute.

Q5) my job is challenging
q5

Frequency Valid strongly agree Agree Disagree strongly disagree Total 16 35 11 2 64

Percent 25.0 54.7 17.2 3.1 100.0

Valid Percent 25.0 54.7 17.2 3.1 100.0

Cumulative Percent 25.0 79.7 96.9 100.0

The statistics shows 35 % employees says that they find their job challenging and 16 % of them strongly agrees to it, while 11% disagrees and 2% strongly disagrees.

SUGGESTIONS Creating a good blend of factors that contribute to a stimulating, challenging, supportive, and rewarding work environment is one of the suggestions.

Q6) I am given plenty of freedom to decide how to do my work q6 Frequency Percent Valid strongly agree agree disagree strongly disagree Total 10 37 15 2 64 15.6 57.8 23.4 3.1 100.0 Valid Percent 15.6 57.8 23.4 3.1 100.0 Cumulative Percent 15.6 73.4 96.9 100.0

37% of the employees agree that they are being given enough freedom on their work while 15% disagrees and 2% strongly disagrees.

SUGGESTIONS
Creating a work climate that promotes a high level of teamwork, communication, problem-solving, and fulfillment for everyone. Foster a positive work environment through leadership by example and with sincere care and concern for each employee’s needs. Think of leadership as a relationship, not a title.

Q7) I get plenty of opportunities to learn in this job q7 Frequency Valid strongly agree agree disagree strongly disagree Total 23 34 6 1 64 Percent 35.9 53.1 9.4 1.6 100.0 Valid Percent 35.9 53.1 9.4 1.6 100.0 Cumulative Percent 35.9 89.1 98.4 100.0

SUGGESTIONS Creating a work climate that promotes a high level of teamwork, communication, problem-solving, and fulfillment for everyone. Fostering a positive work environment through leadership by example and with sincere care and concern for each employee’s needs

Q8) the facilities/equipments/tools provided are excellent
q8 Cumulative Frequency Valid strongly agree agree disagree strongly disagree Total 13 35 15 1 64 Percent 20.3 54.7 23.4 1.6 100.0 Valid Percent 20.3 54.7 23.4 1.6 100.0 Percent 20.3 75.0 98.4 100.0

The statistics shows 35 % agrees to that the facilities being provided are excellent while only 13% strongly agrees with it and 15 %disagrees and 1 % strongly disagrees

SUGGESTIONS

It means there is a lack of job satisfaction among the employees. This can be very well achieved only by providing proper work environment along with flexible work arrangements, possibly including telecommuting, Training and other professional growth opportunities, A stable, secure work environment that includes job security/continuity, Flexible benefits, such as child-care and exercise facilities, Up-to-date technology etc

Q9) I get excellent support from my boss q9 Frequency Valid strongly agree agree disagree strongly disagree Total 11 35 14 4 64 Percent 17.2 54.7 21.9 6.2 100.0 Valid Percent 17.2 54.7 21.9 6.2 100.0 Cumulative Percent 17.2 71.9 93.8 100.0

The data shows 11% strongly aggress that they get excellent support from their boss while majority of them i.e. 35% agrees to the same while 14% and 4 % disagrees and strongly disagrees to the same.

SUGGESTIONS
There is a lack of communication between training providers and the workplace about the actual skills required in the world of work. So if they don’t get support from their boss the lack of communication may b one of the reasons behind it so bridging the gap between the employer and employee is our suggestion for this situation. Again a domineering boss creates fear and loss of creativity. On the other hand, a boss who demonstrates a positive interest in the success of his or her employees and shows that he or she is willing to help them succeed sends a message of hope and affirmation that actually stimulates creativity.

Q10) my contribution is fully recognized q10 Cumulative Percent 29.7 87.5 98.4 100.0

Frequency Valid strongly agree Agree Disagree strongly disagree Total 19 37 7 1 64

Percent 29.7 57.8 10.9 1.6 100.0

Valid Percent 29.7 57.8 10.9 1.6 100.0

The data says 37 %of employees think that their contribution is fully recognized while 19% of them strongly agree with it. 7% disagrees and only 1% strongly disagrees

SUGGESTIONS
Building solid working relationships and helping employees become engaged in their work means creating methods for employees to tell what is on their mind. In the end, if employers listen to every word the employees have to say, everyone will benefit. Asking employees what is important to them, asking them if there is something that would help them do a better job.

Q11) the experience I am getting now will be a great help in advancing my future career q11 Frequency Percent Valid strongly agree agree disagree strongly disagree Total 25 30 7 2 64 39.1 46.9 10.9 3.1 100.0 Valid Percent 39.1 46.9 10.9 3.1 100.0 Cumulative Percent 39.1 85.9 96.9 100.0

The data shows 25 % of them strongly agree while 30 % of them agree that the experience will be helping them in the future career. While 7% disagrees and 2 % strongly disagrees to it.

SUGGESTIONS
The employees will only think that he work that they are doing is important only when their contribution to the organization will be recognized and rewarded. The employees must also be very specific of kind of work that they need to do that will provide enough growth opportunities

Q12) I find it easy to keep up with the demands of my job
q12

Frequency Valid strongly agree agree disagree strongly disagree Total 13 36 13 2 64

Percent 20.3 56.2 20.3 3.1 100.0

Valid Percent 20.3 56.2 20.3 3.1 100.0

Cumulative Percent 20.3 76.6 96.9 100.0

13 % find it easy to keep up with the demands of the job while 36 % agrees to it and 13 % disagrees and 2 % strongly disagrees.

SUGGESTIONS
If the employees know what exactly is expected of them they can deliver to the expectations. It’s important for them to know that on a daily basis whether they are doing job well or are doing badly. If they know their expectations and are delivering them then they will be in a less stressed position as they will know themselves know that what they are contributing. The training and development are next suggested.

13) I have no problems in achieving a balance between my work and my private life
q13 Cumulative Frequency Valid strongly agree agree disagree strongly disagree Total 19 31 13 1 64 Percent 29.7 48.4 20.3 1.6 100.0 Valid Percent 29.7 48.4 20.3 1.6 100.0 Percent 29.7 78.1 98.4 100.0

31% of the employees agree that they don’t have problems in achieving a balance between the work and private life while 19% of them strongly agree. But 13 % of them disagree with the situation and 1% strongly disagrees

SUGGESTIONS
A perfect balance between the work and private is essential for an employee so that he/she can concentrate on their work. Managers who are serious about the job satisfaction of workers can also take other deliberate steps to create a stimulating work environment by Flexible work arrangements, possibly including telecommuting, Flexible benefits, such as child-care and exercise facilities, A stable, secure work environment that includes job security/continuity etc.

Q14) I like working for my boss
q14

Frequency Valid strongly agree agree disagree strongly disagree Total 8 40 14 2 64

Percent 12.5 62.5 21.9 3.1 100.0

Valid Percent 12.5 62.5 21.9 3.1 100.0

Cumulative Percent 12.5 75.0 96.9 100.0

The data shows 40 % of the employees like working for their bosses while 8% strongly agrees to it, 14% disagrees and 2 % strongly disagrees

SUGGESTIONS
Whatever the leadership style of a manager is it is contagious to the people who report to him. A domineering boss creates fear and loss of creativity. On the other hand, a boss who demonstrates a positive interest in the success of his or her employees and shows that he or she is willing to help them succeed sends a message of hope and affirmation that actually stimulates creativity. Our suggestion is that the manager as coach must also provide employees an appropriate level of power to make choices in how they do their job. This practice demonstrates respect for the individual and affirms value. Finally they must always keep your promises. This can be one of the ways in building relationships with employees by building them up and encouraging them to grow

Q15) I get on well with my work colleagues
q15

Frequency Valid strongly agree agree disagree strongly agree Total 7 47 9 1 64

Percent 10.9 73.4 14.1 1.6 100.0

Valid Percent 10.9 73.4 14.1 1.6 100.0

Cumulative Percent 10.9 84.4 98.4 100.0

47% of the employees get on well with the employees while 9 % of them disagree to it and 1 % strongly disagrees with the same.

SUGGESTIONS
Securing positive outcomes while talking to each employee individually, gathering information to the causes of the personal or work-related problems leading to the diminished performances and then trying to proceed from there.

Q16) I think this organization is a great place in which to work
q16

Frequency Valid strongly agree agree disagree strongly disagree Total 22 31 9 2 64

Percent 34.4 48.4 14.1 3.1 100.0

Valid Percent 34.4 48.4 14.1 3.1 100.0

Cumulative Percent 34.4 82.8 96.9 100.0

The analysis shows 22% agrees that the organization is a great place to work in with 31% who agrees with the same and 9% which disagrees and 2 % which strongly disagrees

SUGGESTIONS
Creating a culture that fosters innovation, quality, teamwork, continuous improvement is the key to the success of any Company or to Work For and the environment they create for their employees is the single most important factor in determining their success.

Q17) I believe I have a good future in this organization q17 Frequency Valid strongly agree agree disagree strongly disagree Total 11 42 9 2 64 Percent 17.2 65.6 14.1 3.1 100.0 Valid Percent 17.2 65.6 14.1 3.1 100.0 Cumulative Percent 17.2 82.8 96.9 100.0

The data clearly shows 42%of the employees agree that they have a good future in the organization while 11% strongly agrees to it and 9% disagrees and 2 % strongly disagrees with the same

SUGGESTIONS
From generous employee benefit packages to encouraging an open line of communication between staff and management, supreme importance must be on worker satisfaction. Here are a few suggestions. Supervisors should ask top brass to write a personal note to employees who deserve recognition, making work fun, a stable, secure work environment that includes job security/continuity and providing an environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members

Q18) I intend to go on working for this organization
q18

Frequency Valid strongly agree agree disagree strongly disagree Total 20 34 9 1 64

Percent 31.2 53.1 14.1 1.6 100.0

Valid Percent 31.2 53.1 14.1 1.6 100.0

Cumulative Percent 31.2 84.4 98.4 100.0

The data indicates while 34% agrees to work for the organization, 20% strongly agrees to it 9% disagrees and 1 % strongly disagrees

SUGGESTIONS
Job satisfaction is the main reason behind the retention of the employees. Organizations can help to create job satisfaction by putting systems in place that will ensure that workers are challenged and then rewarded for being successful.

Q19) I am happy about the values of this organization – how it conducts its business
q19 Cumulative Frequency Valid strongly agree agree disagree Total 20 38 6 64 Percent 31.2 59.4 9.4 100.0 Valid Percent 31.2 59.4 9.4 100.0 Percent 31.2 90.6 100.0

The analysis states 20% of the employees strongly agrees that they are happy about the values of the organization, 38% agrees to it again but only 6% disagrees on this.

SUGGESTIONS
The culture of the organization is a reflection of the values, beliefs and behaviors of the leaders .suggestions are Building ethical conduct into corporate systems, reminding the employees of the priorities, goals, roles and expectations and priorities.

Q20) I believe that the products/services provided by this organization are excellent.
q20 Frequency Valid strongly agree agree disagree strongly disagree Total 18 34 10 2 64 Percent 28.1 53.1 15.6 3.1 100.0 Valid Percent 28.1 53.1 15.6 3.1 100.0 Cumulative Percent 28.1 81.2 96.9 100.0

The data shows 18% strongly agrees that the services of their organization are excellent, 34% agrees while 10% disagrees and 2 % strongly disagrees on the same

SUGGESTIONS
If an employee thinks that the product or services is not the excellent he might be correct but another reason may be that he is not motivated enough. Motivation only comes when any employee is fully satisfied be it financially or mentally. So not only this collaboration of proper work environment along with best incentives with recognitions is the best way we can suggest to the originations facing the problem.

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