Rationale

Employee Wellness Programmes basically refer to an assortment of initiatives undertaken by

an organisation for the promotion of a healthy lifestyle among their employees, or in some
cases, the spouse and other dependants of the employee as well. These include wide ranging
facilities like disease management, fitness classes, biometric screening, flexible work
schedules, health fairs, health food in the canteens, and so on.
Employees are an essential resource for the smooth functioning of any organization and
therefore their health and wellness play a vital role in the organization’s success. Unhealthy
lifestyles often lead to loss of productivity and frequent cases of burnouts. Which in turn,
results in financial and operational losses for the firms. In recent years, there has been a
significant rise in health conditions like cardiovascular deceases, obesity, high cholesterol
and blood pressure levels, etc. Consequently, it has become more and more important now to
invest in these wellness programmes to provide employees with a healthy work experience
and improve their efficiency.
It is well known the IT sector has provided employment to numerous people in our country.
Furthermore, employees’ talent has direct impact on the firms’ success in this industry. This
implies that employees’ health and wellness need to be in the best state in order for them to
utilise their maximum potential.
On the other hand, in the hospitality sector, employees work in close contact with the
customers. Their service delivery and customer satisfaction skills drive the path for the firm’s
success. Thus, healthy and happy employees are crucial for the organizations.
Therefore, wellness programmes play a vital role in keeping the employees’ well being in
check and reducing financial and operational losses owing to poor employee health.
Organizations need to realise their importance and accordingly invest in them to maintain a
healthy, happy and motivated workforce.
Hence, this is the primary reason why we chose this topic, to further reiterate the importance
of wellness programmes as well as to compare the practices of the same in the IT and
hospitality sector.
Problem statement
With the recent Covid-19 outbreak, there has been a major impact on the employee
wellbeing, affecting their performance thereby affecting the profits. The need for an
empathetic environment for the stressed employees has been felt more than ever.
Psychologists have showed how this period has sparked the tendencies of depression and
other fatal problems. However, employee wellbeing was an important topic even before the
pandemic and various HR practices practiced by distinguished firms have proven excellent
for it. Still, the HR team is on carefully developing new, effective and efficient programs for
that.
The hospitality as well as the Information Technology industries are ones in which the skills
and intelligence of the employees form the pillar of their success. In a hotel the room service,
food quality, manners, problem tackling skills of staff and etc. determine the quality of
experience a consumer has. At the same time in the IT sector the skill, problem management,
innovativeness of the employees and etc. determine their success. That is why the research
paper studies the wellness program practices by the HR team of these two particular labor-
intensive sectors.
Methodology
For the research, the data has been collected from two sources:
The primary sources include a survey and an interview. The survey tries to capture the
employees view on HR wellness practices. The respondents were from both the IT and
hospitality sectors. The interview with a manager at Microsoft tries to qualitatively capture
existing wellness practices in the IT sector.
As secondary sources, the research analyses existing articles and research papers written by
the experts and HR managers of this field.
Research Objectives
 To identify the necessity of wellness programs for employees.
 To compare the wellness programs of hospitality and IT sectors.
 To analyze the impact of the same on the employees of both sectors.
Best HR practices in the IT sector
HR plays a critical role in the technology industry; the sector has also led to massive
employment generation. Focusing on the R&D environment where the possibility of success
is directly dependent on talent. As stable and engaged talent can help find sustainable
solutions to innovation and product development, a business can gain considerable
competitive advantage by having an effective hr. And losing a few of them would leave a
severe impact on the business.
The Indian IT HRM practices (employee sourcing and human resource development
initiatives) are exceptionally different from that of the manufacturing or other service sector
companies. In a 2009 study conducted by Saxena and Tiwari, a framework of HRM practices
was underlined, and important HRM practices were laid out. These include, Recognition
through rewards, employer-employee relations, training and development, culture building,
etc. these practices are often reflected in the top it firms in various forms.
Some of the key HR practices include:
 Blockchain – which is also known as distributed ledger technology, is a database
that allows digital information to be distributed and not copied. Blockchain is
mainly used to solve certification issues, increasing transparency, and improve
overseas electronic payroll.
 Popularity of wellness apps – Since the IT sector involves a lot of screen-time of
the employees, it is important that the employees must be emotionally and
physically well. Health and wellness apps, gyms at workplace are rapidly being
used to measure individual performance, activity and fitness levels. This improved
employee health and mental wellbeing.
 Employee data security – in IT and related high-tech industries, it is very
important to maintain data security. Some reputed companies design policies to
address encryption, data access rules like multilayer sign-ins and automatic signoffs
for when the employees go somewhere.
 Telecommuting – during the pandemic corporates had to adapt this method, there
are HR rules of employees that work offsite, telecommuting saves the office space
and workplace costs but at the same time it tends to loss of productivity and
creativity along with development of cohesion of employee through one-to-one
interactions.
These are a few HRM practices that are prevalent in the IT sector.
Best HR practices in the hospitality industry
The quality of customer services and staff responsiveness are very crucial to a hospitality
firm as it directly impacts its image and reputation. The performance of the employees is
what truly gives a hotel its competitive edge. So, recruiting, training and maintaining a
motivated workforce is necessary for the organisation.
Most firms develop a talent management strategy which focuses on establishing a culture
driven by performance-based evaluations. Many hotels incorporate web-based solutions for
optimizing their key management functions. Some of the key HR practices include:
 An efficient communication environment helps to communicate the right message to
the right person on time and facilitates smooth functioning of the managerial activities
 Creating an internal talent pool helps to reduce resources spent on hiring and training
new employees
 Outlining meaningful customer service values and timely communicating these with
the employees aids the organisation in delivering quality and differentiated customer
services
 Empowering employees to not only assist them in delivering world class service but
also raise their morale and job satisfaction
 Building an inclusive workplace environment so employees feel a sense of
belongingness and feel comfortable enough to share their views and grievances
 Building incentive programs to increase employee productivity and customer
satisfaction; for e.g.: career mentoring, flexible schedules, employee recognition
schemes, health and wellness packages, etc.

HR in hospitality is very vast in itself. The HR department must take care of a lot of aspects
along with battling employee turnover. They must realise that good customer service and
satisfied customers are their top priorities. In order to achieve that, they need to build a
motivated and hardworking workforce who also understand these values and keeps working
towards the organisational mission.
Effect of Covid-19 pandemic in the IT sector
Covid -19 has been hard for all the industries and it hasn't been any different from India's IT
industry. Even though the disease wasn't most threatening compared to most of the world but
it's economy was not saved by the threats of the lockdown.
Apart from a few advantages like less office costs most of the impacts always showed a tragic
projection for some of the biggest players in the market.
Some of the problems faced by India's mighty IT companies are-
Nearly 55% of the electronics were imported from China, these figures reduced drastically to
40% due to the place being the epicenter and stringent lockdowns.
Experts said that the growth in these sectors might not be negative, but the growth will be
slowed down due to less spending power and actions from buyer countries like the US and
Europe. It has to be noted that major revenue from firms like TCS Wipro HCL and Infosys
comes from the foreign countries using India for it services and outsourcing.
T industry just like any other industry took a hit initially but was later required to think of
new strategies in order to adapt to the new practices in a pandemic. Some practices and
solutions that will help the IT industry to revive are: -
Defining work Culture- Due to the pandemic, the business world has figured that in order to
reach highest levels of efficiency, organizations need to provide their employees with the
perfect environment and amalgamate the right person for the job.
There is going to be a huge increase in virtual workspaces which lead to a boom in hiring of
IT professionals. Moreover, work from home is appreciated for jobs that do not require for
the employee to come to offices and a huge demand for sophisticated platforms that can
meet this demand can be fulfilled by IT players.
Importance in cloud data- Digital transformation has become more important than ever and
the companies that have been able to respond and acquire good cloud databases have been
able to have a smooth transition for this transformation. Around 64% of Indian organizations
are expected to increase demand for cloud computing while 56% for cloud software, and
these numbers show a huge demand for services from the IT industry.
Data security- Another revival strategy for the industry would be the requirements for
security of data. There is a need for data security for the company as well as the employee.
The increase in use of technological devices like smartphones and laptops needs to be taken
care of by proper security measures to avoid losses from data theft. This trend could also lead
to the data security sector of India to grow to $7 Billion by 2020.
Digital education- As social distancing and strict lockdowns have led to work from home and
online working conditions it has created a new line of opportunity of training the employees
and coming up with programs to upskill an employee can be done through online methods.
Critical digital and cognitive capabilities will be in more focus by organizations to better
develop to unprecedented situations in the future.
Surge in Fintech platforms- The digital payment segment, which had seen a boom post
demonetization has further been in the spotlight with more people from different age groups
being compelled to use such platforms as contactless payment methods were in practice. The
increase in the volume of transactions through such platforms is an evidence for continuous
encouragement for the Digital India initiative.
Impact of covid-19 on the hospitality industry
The ongoing pandemic has heavily impacted the hospitality sector. These firms have had to
adapt major changes to combat covid’s impact. Travel restrictions and health safety concerns
have put the industry in a vulnerable position. Despite these challenges, the industry is trying
to sustain itself through better negotiations with suppliers, major cost reductions and reducing
the period for booking accommodations. Along with this they have also extended support for
people who need a place for quarantining and isolation spaces for covid patients.
Some challenges faced by the industry are as follows-
 Preparedness of employees for the unforeseen circumstances: This is likely to be met
with evolving practices that engage employees in multiple job roles. This could be
achieved by delegating more job responsibilities, on the job training and work
projects across departments.
 Hygiene and sanitation issues: this is especially crucial for a country like India which
suffers from over crowdedness and congestions. This can be managed by developing
standards for waste management and effective sanitation practices in all the
operations of the firm.
 Crisis management: it requires formulating strategies to reduce the effect of any crisis.
This can be done by updating the system to meet with the unforeseen situations and
communicating them to the employees in a timely manner.
 Reducing physical interactions: as these pose a threat to the health during the
pandemic. This requires the inclusion of technology to create virtual connect and
minimize physical contacts. It also includes the increase in adoption of artificial
intelligence and robotics for various operations of the firm.
 Managing fixed costs: lodging and food service sectors usually have higher fixed
costs and are sensitive to the market instabilities. This requires various cost cutting
measures wherever possible. But not much can be done about the fixed costs.
Literature Review

Wellness Programs and engagement of Information Technology workforce

M John Britto, R Magesh (2018)

In their research the authors state how spending a considerable amount of time at work has a
remarkable impact on the wellness of the employees. With the increasing work pressure and
competition in the workplace the corporate has felt a need to introduce a number of wellness
programs. Therefore, their research analyses the impact of such programs on the engagement
levels of the IT sector employees. Their study group consisted of the employees of IT sector
in Chennai.
Employee wellness and engagement–
a. It was seen that there is a direct relationship between the workplace spirituality
and organizational culture, which in turn leads to employee psychological and
mental wellbeing. They promote involvement of the employees and community
sense of workplace. All of this builds a sense of trust and belongingness among
the employees.
b. It was also seen that development of wellbeing programs boosted the energy of
the employees along with a holistic internal growth which eventually lead to
development of the organization as the employees could use their higher
potentials.
c. The study showed how job stress in the form of job insecurity, and inability to
meet deadlines along with poor working standards could have a negative impact
on the employee performance. Thus, it is important to provide a comfortable
working environment to boost the productivity.
d. The introduction of wellness and spa services was noted to maintain a healthy
work and life balance motivating the employees.
e. The role of corporate responsibility perspective like managing wellbeing through
programs according to employee personality traits also improved their
performance.
f. These programs involve educating the employees which encourages a healthy
lifestyle and behaviour. Therefore, having an economic impact on them.
 g. The incentives provided in these programs reduce the ill-health consequences
which reduces absenteeism.
h. Apart from the factors stated above, employee motivation, meditation and training
programs lead to increase in organizational commitment, quality of service of the
employees.
The article concludes that all the factors stated above are in a way an important element to
employee wellbeing in the IT sector and that the exclusion of any of them would disturb the
mental and physical wellness of employees that may lead to catastrophic consequences like
frequent conflicts, loss of morality, damage to property, bad reputation of the organization
and so on.
Therefore, it is very important to raise awareness about the need of wellness programs
especially among the highly stressed workforce of the information technology sector.
Literature review: The Role of Wellness Programme in the Hospitality Industry: A
Review of concepts, research and practice
-Tingting (Christina) Zhang, Jay Kandampully and Hye Yoon Choi

Employees working in the hospitality industry are critical to the firm’s success because they
have intimate interactions with customers to craft memorable experience and relationships.
They act as brand ambassadors and deliver on the corporate values by conveying a corporate
image to the customers. Many hospitality firms have implemented an emerging strategy
which seeks to take advantage of employee wellness programmes to improve employee
engagement and commitment. Wellness denotes practices aimed at enabling people’s ability
to assume healthy behaviours, abandon unhealthy lifestyles and eventually reach optimum
health. This study provides a systematic review of concepts and research findings along with
case studies of wellness programmes adopted by industries.
 Marriott International: In the 1930s, when the cook failed to show up at work one day,
the founder decided to initiate a program to keep his employees healthy and happy.
He hired a doctor to provide healthcare and later a surgeon as well. Since 2010,
Marriott International has provided its “Takecare Wellness Initiative” for employees
for all of its 16 hotel brands around the world.
 Disney: All Disneyworld employees have access to health benefit packages
comprising of various medical, vision and dental coverage options as well as, an
onsite gym, flu vaccinations, personal health assessments, free health screenings,
discounted weight loss programs, physical activities programs, healthy food options in
cafeterias and vending machines and a customized wellness website. Additionally,
specialised care and support groups are made available to cast members with chronic
illnesses and cast members can also access various forms of preventive cares.
 Jamba Juice: The company’s primary goal is to endorse a healthy lifestyle by creating
a balance among physical activity, good nutrition and community involvement. Jamba
Juice motivates employees to undertake various wellness practices; provides wide-
ranging medical and dental benefits; and offers rewards and incentives to the
employees that actively engage in these wellness programmes.

Employee Wellness Programmes and their interrelated concepts like corporate wellness and
CSR, are vital aspects that can impact the success of hospitality businesses. They have many
constructive outcomes like employee and customer engagement, productivity, profitability,
etc. In addition, this article demonstrates several instances of successful wellness
programmes adopted by companies in the hospitality sector which can be taken as reference
by managers.
Summary of the interview
Mr. Manish Agrawal is a product manager at Microsoft Seattle office for the last two years.
He has worked in about 8 US IT MNC’s and is a graduate from IIT. Microsoft is a very
employee friendly company, and they make sure about the employee well-being work life
balance they take a survey at different levels to keep a check on this and (Work Health Index)
WHI is calculated. When we talk about employee wellness it is not limited to work-life
balance but also the career progression. In the US the area you work also is an important
factor, from Mr. Agrawal’s previous experiences in the mid-west, he told how the companies
there stress more on work, they don’t care anything beyond that, like the personal wellness of
the employees. But in the west coast it is different, not only in Seattle but the same thing goes
for California where these tech savvy software industries are there, they focus on employee
wellbeing, career progression, learning and growth. And there are many companies like that
Microsoft is one, Google and Linkedin are some other employee focused companies, where
one gets a lot of reading and learning resources, this is not that prevalent in the mid-west.
Like google has beanbags and other chilling centers for the employees, such a thing is not
there in Seattle but its there in the California office. Here they are given frequent breaks.
Microsoft promotes open work culture rather than just sitting in a office cubicle and they are
adopting the latest techniques in the new campus.
Some wellness practices by Microsoft are:
 If anytime they feel overworked the company ensures that the workload is toned
down by letting them spend some time in their personal space.
 If they need someone to give attention to their family in some trouble, the employees
can request that and the company helps them there.
 Ample sick leaves and vacation leaves are given to maintain employee effectiveness.
 They also have a good feature of parental leave, so if one has a newborn they can
take a leave for 12 weeks which is gives them a good time to spend with family.
 There is a facility within Microsoft, it is a Wellness Living Well Centre where one
can take an appointment and go and its like a mini hospital where they can get their
treatment done for acupuncture or a massage. But that is not something they use only
when they have genuine problems. So the appointment ensures that employees don’t
take unnecessary offs.
 On top of that the company gives free membership for a very elite health club here.
There are a few things that Microsoft has introduced as a result of the increased stress due to
the pandemic:
 Meeting Free Friday where the employees can not participate the meeting and catch
up with their work or reading or training, is given once a month.
 The WHI, is analyzed by the company and reviewed and improvements are made
accordingly. The whole idea of it is to use those feedbacks as a learning opportunity
and improve the employee satisfaction.
Mr. Agrawal has also given a few recommendations for the Indian IT sector to increase
employee effectiveness:
 Instead of setting up an hour or more than an hour long meeting companies should
keep it 50 mins long and give 10 mins break to loosen up their muscles or at least go
get some water. Such a meeting should be based on clear agendas.
 “From my interactions with Indian companies where we need to value the time. They
should stick to the time”.
 Employee feedback should also be tracked by surveys and apt from the learning
opportunities they derive.
Lastly, he concludes “Yes, It definitely motivates us. You have to work hard in Microsoft but
at the same time if you need any help then company is there for help. This makes us ethical
about using these facilities we feel more loyal towards the organization and incentivizes us to
work harder.”.
DATA ANALYSIS

OVERVIEW

For our study we took a sample group of 10 employees from the IT and 10 from the
hospitality sector. The majority of the respondents were male and all are young adults.
Majority of them are happy with their organisation and feel that they spend considerably for
their wellness programs. The sector wise analysis is as follows:

IT sector

The IT sector as a whole follows similar HR practices and wellness Programmes throughout.
Initially they follow a stringent recruitment process with which they only hire

applicants that are not only talented and right for the job, but whose mindset matches with
that of the company. Based on our Research and responses we have determined that because
the job curtails snacking of unhealthy items or junk food and that is why a lot of IT firms now
have made snacking options available to their employees as it helps them increase their
productivity.
They, like all other employees, want better implementation of the planned programmes and
want more sessions to reaffirm to them that the company cares about their well being. During
the Induction and training period IT employees are given a feel of the place and the code of
conduct in the work atmosphere.
Moreover MNC’s like Google, Amazon, Facebook and even Microsoft are trying to make it a
more accessible workplace with equitable access to minorities as well as other genders. This
sector has the most lenient workplace practices as specially during the COVID-19 Situation
remote and WFH work was also possible and even increased productivity for some
employees. They have the best programmes with the highest compensation in terms of
benefits ranging from paternity leaves to a sick Vacation. Several Firms have also started
giving out Period leaves to deteriorate the stigma associated with it and assigning women
their leaves.

Based on the responses we can ascertain that IT sector employees have started paying
attention to their health in terms of physical fitness through one form or another. They believe
that their organisations have bought good insurance plans for them. Moreover IT sector
employees think that their work life balance is partly affected due to their jobs.

Hospitality sector

There are similar practices in wellness programmes between both the sectors but Hospitality
Sector focuses on a different range of issues. There is more focus on misconduct between
employees, the right tone to use with other employees and customers. There are increasing
norms on protection against harassment and equal job opportunity without discrimination.
However based on our research there is more scope for advancement for men than women.

They want to remove the stigma that Employee termination can be done without addressing
grievances.
They are following a uniform code of conduct and are trying to shift the small motels in the
organised space. OYO is doing a great job in helping with this transition by creating
employment at the micro level.

They have a strict no cell phone and respecting the privacy of the guests policy, that are
developing suitable innovations like RFID checks to track any misconduct, to avoid any
harassment and undue checks. In a new program started by several firms in the hospitality
sector, privacy has been given utmost importance, earlier there were a lot of cases of
undocumented workers working for comparatively lower wages, where as now there are
intensive and timely background checks in association with multiple government
organisations which have led to safeguarding the privacy of the employees.

Based on the responses we can ascertain that Hospitality sector, it is clear that there is not a
feeling of discrimination in the wellness programmes applicable by the respective firms.
They generally have long hours and want the programmes and seminars to be done within
office hours.

Comparison of both the sectors

Past studies have shown that the IT sector has been spending considerably more on their
wellness programs, as compared to the hospitality sector despite the hospitality sector having
a much larger workforce. The common policies taken by every sector such as health and
other grievance policies pay a relatively higher sum to an individual in the IT sector.
The IT sector gives more importance and weightage to inclusivity and addresses the social
stigmas through its wellness programs, which the hospitality sector has failed to do. There is
a higher recurrence of office retreats, seminars and awareness workshops in the hospitality
sector. There have been several reported cases in the hospitality sector in which some of the
biggest firms have failed to pay employee insurance covers (ESI and PF), to counter which
the government of India has laid down strict measures and guidelines to vigilantly monitor all
monetary transactions occurring in the country. The feedback mechanism varies for both the
sectors, several firms in the hospitality sector follow a non-monetary performance appraisal
system with little to no scope of advancement which more often than not demotivates the
employees, whilst ensuring a lower cost of operations, which translates to a lower cost spent
in wellness programs whereas there is generally an unlimited scope of advancement in the IT
sector.

There is a significant difference between the training and induction period in both the sectors.
The IT sector is much more formalised with a coherent code of conduct, whereas the
hospitality sector is unorganised to a large extent.

The common factor based on all the responses is that employees from both the sectors want
there to be healthier snack options which are often not provided by companies due to higher
cost. Moreover they feel that the seminars and programmes held should not be longer than an
hour. They are content with their existing organisations and their policies but this does not
remove the scope for improvement. The graphs have been put in the annexure.
Learnings, understandings and insights

In the new competitive environment the customer is at the centre of every firm. Keeping the
customer happy and satisfied is of utmost importance in order to increase profits and have a
good reputation in the community. Employees are therefore an extension of the your
company’s brand and play a key role in building trust and loyalty in customers who they
interact with, they are the ones who are closely interacting with customers and therefore build
customer experience. This cannot be achieved if employees themselves are dissatisfied and
poorly trained. Many companies today have recognised the role of employees in customer
experience, customer loyalty and overall profits of the company, and how important it is to
create an environment where employees feel comfortable and happy to work in. The
company culture, the wellness programs, health benefits, stress releasing activities, social
activities, have a positive effect on the employees well-being and their capacity to deliver to
the organisation.

In addition to this many companies offer fitness centres in the office, google offers massage
therapy, to their team members while they’re at work. Zappos and Facebook provide
specialized nap rooms for employees looking to catch some afternoon refreshment. Zappos
also offers their employees wellness adventures in order to get them away from their desks,
like a golf lesson, etc. Google also provides free food to all its employees in the office, a wide
range of cuisines is available to choose from. They have child care centres to help employees
that are new parents. Employees are also allowed to bring their pets to the office, google also
has a program to let its employees pursue further education, which is also paid by google.
They encourage employees to spend 20% of their time to do something innovative that they
are passionate about. Every company today is finding its own way to build company culture
and make employees happy and satisfied in order to increase their productivity. Book my
show CEO attends a Vedic class every Friday with all his employees and has an open door
policy , Indra Nooyi, CEO of Pepsi co, says that if any of her employees is having any
problem, personal or professional, she’s the first one to know. This makes the employees feel
taken care of, that the company is their own and that their problems and opinions matter.

The IT sector is not the only one to have seen growth in such wellness programs and
realisation of the importance of employee satisfaction.
The hospitality sector too takes this very seriously. More so, because the main asset and a key
differentiator in the hospitality sector is the customer service and staff responsiveness that
sets it apart from all its competitors.

The Taj Mahal hotel and palace is known for its customer service and their royal treatment to
every customer. The unfortunate attacks of 26/11. On 26/11/2008, the employees of Taj hotel
put their lives at stake , displaying their expertise, learning’s and values of the taj hotel.
Displaying that duty comes above all. The courage, strength and commitment showcased by
the employees set the whole world applauding the values which the Taj group had imbibed in
them. World renowned institutes like Harvard devoted to the intensive study of the factors
underlining this behaviour of the employees. The taj hotel has imbibed in every employee
“athithi devo bhava”, meaning every guest is god and must be treated in that way, that the
guest comes first.

Every employee goes through a 18 months training which is 6 months more than industry
standard.

Taj has a very innovative way of recruiting its employees. The process becomes way before
the employee joins the hotel, and is still studying in school. The recruitment team at the taj
hotel builds and maintains long lasting relationships with schools and colleges in small towns
in the country. The recruitment team then asks the faculty and principal to share a list of
students who are caring, are givers and are respectful and helpful in nature. They do not
recruit on the basis of marks or grades. These students are given an incentive to complete
their education and on completing it, a job awaits them at the taj hotel after training of 18
months. Also, if a guest writes a note appreciating any of the staff members, then within a
few hours, a senior member of the Taj team will reward the employee for displaying this
behaviour. This will then encourage him and his colleagues to follow the same behaviour.
Even after the attack of 26/11, Ratan Tata visited the families of all 80 employees who were
affected by the attack. They were also given a financial relief of almost 35-85 lakhs. All loans
and advances were waived off. This act of the taj hotel, sent a message that the taj hotel had
immense respect and pride for all its employees that had sacrificed their life, for their duty
towards the guests. This behaviour and sense of duty came from the values imbibed in them
and because of the culture that the taj hotel had set for its employees.
The Hyatt group also provides its employees with discounted and complimentary stay at the
Hyatt hotel. During working hours they can have free meals too and can enjoy various fitness
and social activities like Zumba classes, kickboxing, etc. They are also entitled to various
paid vacation and family trips.

This graph depicts the elements in the hospitality sector that are important vs very important
and subsequent satisfaction that they generate in the employees. This can give companies an
idea on the key areas to focus. Paid time off and health and medical benefits are very
important and also generate most satisfaction in employees.

Therefore, our analysis of the industry shows that the employees are at the core of every
industry, no matter how big or small it is. They are the ones in direct contact with our
customers and are an extension of the company itself. Keeping them happy and healthy is of
utmost importance to a company’s success.
Statistics:

Below are the tables and graphs obtained from the questionnaire: