TABLE OF CONTENTS 1. ACKNOWLEDGMENT ……………………………. 2. FOREWARD. ……………………………………….. 3. HISTORY. …………………………………………… 4. INTRODUCTION TO PC LAHORE………………. 5. VISION………………………………………………… 6. MISSON………………………………………………. 7. OBJECTIVES ………………………………………... 8.

STRUCTURE OF HR DEPARTMENT……………. 9. FUNCTIONS OF HR DEPARTMENT ……………. 10. RECRUIEMENT …………………………………… 11. SOURCES OF RECRUITMENT…………………... 12. JOB ANALYSIS……………………………………… 13. JOB EVALUATION ………………………………... 14. SELECTION………………………………………… 15. INTERVIEW………………………………………… 16. ORIENTATION…………………………………….. 17. TRAINING AND DEVELOPMENT………………. 18. PERFORMANCE APPRAISAL…………………… 19. BENEFITS AND COMPENSATIONS……………. 20. HEALTH AND SAFETY…………………………… 21. WEAKNESSES……………………………………… 22. OUR RECOMMENDATIONS…………………….. 23. CONCLUSION……………………………………… 2 2 3 3 5 5 5 6 7 9 11 12 13 14 15 16 16 18 19 22 22 23 24

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PEARL CONTINENTAL HOTEL

1. ACKNOWLEDGEMENTS “Starting with the name of ALLAH the most beneficent and the most merciful whose blessings are abundant and favors are unlimited.” As a mater a fact, people tend to forget those who are behind there achievements and have stood for them whenever they need assistant. Our gratitude will be meaningless if we are not grateful to almighty Allah for his kindness upon us. His benevolence and blessings have made us capable.

2. FOREWORD There are several information-related issues at hand for PEARL CONTINENTAL HOTEL Lahore; of primary importance is the human resource department that has the capability of performing functions such as: Job analysis, recruitment, training and development, performance appraisal, setting compensation policies and providing safety and health to their employees. This report covers all the aspects of the human resource management concepts presently applied in PC. On the basis of observation it has been extracted that Human Resource in PC is highly motivated due to the perfect conditions provided to them.

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on the same stretch of road as the Alhamra Arts Council. when Hashoo Group acquired PSL in 1985 it changed the name of the Hotels to PEARL CONTINENTAL HOTELs and became the largest and oldest five star hotel chain of Pakistan.3.S. Lahore is a five star hotel located on Sharah-eQuaid-e-Azam. PEARL CONTINENTAL HOTELs is the first Pakistani chain which has achieved excellent international standards of services. Peshawar & Lahore became the PEARL CONTINENTAL HOTELs. In October 1985 all the Inter Continental hotels in Karachi. The primary business of PSL is hospitality.R. Another pearl was added to the chain in1992 at Bhurban. : Pakistan Services Ltd (P. Avari hotel and the Parliament building.) Sohail Bashir : Madam Aliya : Mr. (RETD.R Executive Employee strength at PC Lahore: Approx. Aqeel Ahmed : 1600 The PEARL CONTINENTAL HOTEL. Col. Rawalpindi. It initially operated under the management of Inter Continental Hotel. Sadrudin Hashwani : Lt. Lahore Zoo.L) : Mr.M Manager H. however.R H. LAHORE 4. PEARL CONTINENTAL HOTEL. HISTORY Pakistan Services Limited (“PSL”) was incorporated in 1958 as a Public Limited company and is quoted on Karachi Stock Exchange since 1964. INTRODUCTION Parent organization Owner Director H. 3 . quality and product.

Alhamra Arts Council. Quaid-e-Azam Library and Race Course Park which are within 10 km radius of the Hotel. Most of the surrounding hotels lag far behind PEARL CONTINENTAL HOTEL Lahore in standards because it has always been the choice for budget meetings seminars symposium. 238 Atrium Deluxe rooms and 49 Luxurious Suites providing various levels of guest comfort. Lahore Museum. These following services and facilities are available to guests at PEARL CONTINENTAL HOTEL: Laundry/Dry Cleaning Parking Airline Offices Bookstore 24 Hour Room Service Jewellery & Gem Shops Baby Sitting In-House Doctor Business Centre Car Rental Travel Desk Florist Pharmacy Authorized Money Changers 4 . offering matchless services and facilities stands tall among the small hotels surrounding its premises. Magalia Badshahi Mosque. which includes 193 Standard rooms. Polo Club. There are only 2 Presidential Suites in the hotel. The point of interest for the guest also includes Wahgah Border. Main attraction for visitors to Lahore are Lahore Fort. The Hotel is 5 minutes drive away from the central city and 25 minutes away from Allama Iqbal International Airport. Over the years PEARL CONTINENTAL HOTEL Lahore has gained the reputation of providing variety of foods in different restaurants and managing outside caterings. The Pearl Continental Lahore is a 5 Star Deluxe hotel centrally located in the heart of Lahore.PEARL CONTINENTAL HOTEL Lahore being the only five star hotels in town. The Hotel has 487 exclusively appointed bedrooms. conventions weddings training courses corporate meetings and conferences. Gymkhana Golf Course. Magalia Shalimar Gardens.

Their human resource department is located in the basement near the employee cafeteria and along with the other HR offices.” The mission statement clearly shows that it aims at becoming world-class leader in the service industry. We are committed to train and develop all our staff members allowing them to grow in their careers and provide services and standards which exceed guest expectations. VISION “We’ll open the doors. 7.” We feel pride in making efforts to position Pakistan in the forefront of the International arena. MISSION “Our mission is to be the hotel recognized as the leader in the industry in any aspect. Sohail Bashiri in PEARL CONTINENTAL HOTEL Lahore. you’ll see what’s in store.The HR department is headed by Col. It also shows that the management at PEARL CONTINENTAL HOTEL believes in an exceptional workforce to provide world-class service to their customers. OBJECTIVES OF THE HUMAN RESOURCE DEPARTMENT • • • • • Job analysis Selection Recruitment Orientation Training 5 . 5. They want to ensure that not only they satisfy their customers but also delight them. 6.

• Review benefits 8. STRUCTURE OF HUMAN RESOURCE DEPARTMENT AT PC DIRECTOR HUMAN RESOURCE MANAGER HUMAN RESOURCE HUMAN RESOURCE EXECUTIVE ADMINISTRATION OFFICER ADMINISTRATION SUPER-VISOR OFFICE ASSISTANT 6 .

He provided us with his valuable time to brief some important aspects of PC’s HR practices. Although PEARL CONTINENTAL HOTEL segregates its employees and their duties in departments. 9. They view their guests as their first priority and provide them with an everlasting experience. the individual employees work together as a team to provide the guests with exclusive services. Human resource plays a vital role in the smooth running of an organization.ROLE OF HR DEPARTMENT AT PC “Organization needs people and people need organizations. A large number of these employees are working in Food & Beverage Department and House Keeping Department.” Since PC Hotels are a part of the service industry. FUNCTIONS OF HR DEPARTMENT AT PC 7 . Collectively they provide the guests with such services that the client rediscovers the simple pleasures of life. The total numbers of employees working for PEARL CONTINENTAL HOTEL Lahore is more than 1500. We interviewed Aqeel Ahmed who is the HR Executive at PC Lahore regarding the role of HR department in PC. They struggle hard to maintain the nation’s most exciting hotel experience. the HR element of the organization is fundamental and carries a great value.

Hotel’s HR department supports strategy implementation in many ways. To play a role in executing strategies PC must require highly committed employees which are the part of the PC culture. When HR played a strategic role it becomes a good culture of PC. begins its HR processes to create a committed. and customer-oriented workforce. Our view is that pear8 .Like all other HR Departments PC’s HR Department is responsible for managing all the activities related to Human resource. They make their own forecasting plans. This means PC. PC has the following Human Resource Management functions • • • • • • • • • Personnel planning Recruitment Selection Interview Orientation Training Performance appraisal Benefits & Compensations Health & safety PEARL-CONTINENTAL HOTEL’S HR ROLE IN EXECUTING STRATEGY Pearl-continental hotel’s functional strategies support its competitive strategies. competent. HR’S ROLE AS A STRATEGIC PARTNER: PEARL CONTINENTAL HOTEL can also play a vital role in making strategies with other departments as well.

continental hotel’s HR is strictly operational and that HR activities are not strategic but it can help organization in making strategies. RECRUITMENT RECRUITMENT AT PC Employment planning & forecasting Recruiting: Build a pool of candidates Applicants complete application form Use selection tools. HR’s role is not just to adapt its activities neither to the PC’s business strategy. certainly. The strategies made for the HR dept. For Pearl-Continental Hotel’s strategies there is a matching human resource strategy. Here. tests to screen-out applicants Candidate becomes employee Director or department head interview final candidates to make final choices 9 . are then programmed to execute that strategy. HR can also adapt the strategies made by the organization for them. 10. nor. just to carry out operational day-to-day tasks like paying employees. Mostly the top managements craft the strategies of the organization.

After the proposal has been discussed the approval is given. contractual is different. What kind of the job is it? Is it job for labor or some managerial level? It depends upon the kind of work job contains. for permanent employees is different. These employees are hired by contractors on daily wages. and also daily basis employees. For labor work PC uses contractors to provide them with the specified no. The immediate supervisor has to actually tell about the place to be full-filled. • • They provide 100 % Diversity (Equal opportunity to both genders). During this period if the hired employee is found to be unsuitable the next most suitable candidate is called from the waiting list to replace him. • PC does not rehire employees which have gone. They prefer fresh graduate’s employees.RECRUITMENT PROCEDURE • The organization recruiting procedure is based on the nature of Job. job specification and job description is prepared by the HR manager. • Then according to the requirement. monthly basis. HR manager then has to consult with GM of the particular unit. • The organization does not go for child labor as it is unethical and against the policies of major business firms. Applications from candidates are kept in separate files according to the job titles and whenever there is a vacancy available. Recruitment and selection is the process of: 10 . • • They hire permanent. of employees as required. • Job posting is maximum of 9 months and minimum of 3 months.

The form contains specifics. PC makes no advertisements. In case a department needs to fill in a vacancy. SOURCES OF RECRUITMENT AT PC: 1) INSIDE CANDIDATES As soon as a position is vacant a memo is issued throughout the organization. A new vacancy in PEARL CONTINENTAL HOTEL may arise because of the need to replace the retiring staff. RECRUITMENT PRACTICES AT PEARL CONTINENTAL HOTEL PEARL CONTINENTAL HOTEL has standard a list of jobs that are filled in accordance with international standards. promoted staff or replacing an employee on job rotation. qualifications required for the job and its respective justifications. The other source for internal candidates is referrals.’ The recruitment and selection process in an organization has to be aligned with the corporate mission and objectives. However these lists are not permanent and new jobs are added to it keeping in view the changing needs of the workforce. The word of the mouth from the existing candidates does the job of getting out side candidates. Internees are one of the sources of the outside candidates. e. whether the position is for a new employee or a replacement. The employees interested in the vacant position drop their application forms at HR department.g. dismissed staff. This requisition form is sent to Personnel Manager and General Manager respectively for their approval.‘Creating a pool of well qualified and talented candidates and choosing the best candidate from that pool. 11. 11 . 2) OUTSIDE CANDIDATES There are no means used for attracting the outside candidates. head of that particular department sends a requisite form to the Personnel Manager.

Job descriptions are used especially for advertising to fill an open position. the job description contains: • • Skills and Efforts Tasks 12 . The job description is written by the HR department. and responsibilities of a position. which includes examining the tasks and sequences of tasks necessary to perform the job. salary range for the position. determining compensation and as a basis for performance reviews. JOB ANALYSIS At PC job description is prepared for only managerial level post. The referred candidates are given priority. a) JOB DESCRIPTION Job descriptions are lists of the general tasks. they also include to whom the position reports. Job descriptions are usually developed by conducting a job analysis. etc. 12. the employees who are performing/ has performed the specific job make their contributions by listing down their activities in provided diaries/logs & then presenting them to the HR department which consequently writes down the specifications for the personnel required . Typically. or functions. Minimum duration of internship is one month whereby internees are not paid. Free food and laundry services are however provided. In PEARL CONTINENTAL HOTEL. specifications such as the qualifications needed by the person in the job.INTERNEES a SOURCE OF OUTSIDE CANDIDATES Basic requirements for internees are the hotel management degrees and diplomas/certificates in hotel management.

According to PEARL CONTINENTAL HOTEL following factors are considered important while making job evaluation which is: • Complexity of the Job.• • • Responsibility Outlines of the Duty Whom to Report the Task Everything is mentioned in it for the employees in a very detailed manner. 13. b) JOB SPECIFICATION Once you are aware of the type of person you are looking to fit your job vacancy. 13 . the job specification includes: • • • • • Qualification of employee Experience of employee Training or development needed for the particular job Personal attributes required for the job Interpersonal skills and communication skills. you can now design a "Job Specification" profile. In PEARL CONTINENTAL HOTEL. JOB EVALUATION Job Evaluation is the methods and practices of ordering jobs or positions with respect to their value or worth to the organization.

the method used for Job Evaluation is as follows: • • • Classification Method Ranking Method Point Method PEARL CONTINENTAL HOTEL use Classification Method when an employee is performing well and has a chance to get promoted with the same position but at higher level. The top management will get more salary as compared to employees of middle management. On the other hand PEARL CONTINENTAL HOTEL believes that there hierarchy is flat in nature.e. Method used for Job Evaluation According to PEARL CONTINENTAL HOTEL. SELECTION Selection varies according to the job post.• • • • • How much Stress one can Bear. Due to which they consider that the pays varies according to the position of the hierarchy. Experience Required for the Job. According to this policy PEARL CONTINENTAL HOTEL is also following ranking method. whereas the basic criteria for testing and selection listed are: • • Appearance & Grooming Professional Qualifications 14 . Company Need for the Employee for that Job. 14. Available Budget for Compensation. chefs) they use work sample testing technique. Abilities required performing a Job. At PC for some jobs (i.

INTERVIEW • Step by step procedure is followed in the interviews. 15. • They avoid negligent hiring because they are running five star hotels. This interview is unstructured. The candidate is first interviewed by the manager of PC and the Director HR. • The second step. Then call only those for the interview which have been selected. And the minimum Qualification is bachelors for the upper level staff. If the candidate has the qualification and experience according to the job specification then he is called for the interview. • Selection is based on the eligibility of qualification and experience. • Minimum qualification is matriculation for the lower level staff. After conducting interviews from all the candidates he prepares a list of the capable candidates. 15 .• • • • • • Experience & Knowledge of Job applied for Communication Skills in English Balance Poise & Maturity Potential for Growth Reasoning & Judgment Computer Skills SELECTION PROCEDURE AT PC • Firstly they trickle downs the CV’s. in this step the selected candidates are called again for the structured interview which is to be conducted by head of the particular department. the HR manager asks frequent question to screen out the eligibility and potential of the candidate.

ORIENTATION • New employees of 2 days orientation program. Employee should respect the privacy of another employee. describe 4 P’s of marketing or consumer market and consumer buyer behavior etc. and the minimum stress could be handled by the candidate.• In such interviews general knowledge questions which are related to the job are asked from the candidates. • The employees are also provided with the job description of their work at the time of orientation. about every department. And also the behavioral based question that what would be the behavior and how a candidate would be performing in a given certain situation. TRAINING & DEVELOPEMENT Steps used for the training and development of employees at PEARL CONTINENTAL HOTEL are as follows. 17. The employee is given a brief introduction of the hotel. 16. This helps them to judge the personality.  For top level they also have Panel interview. temperament. working environment in which he has to work. and also introduced to the rules and regulation of the company which includes. In their opinion behavioral interviewing is a good screening process to screen out the best of the best people. 16 . • The example of the whole procedure can be such as. like an assistant marketing manager is required so he would be first interviewed by director human resource manager then would be going through a panel interview in which certain job related question will be asked such as. attitude. • • There is a difference in the dress code of each employee from top to bottom. which guides them for there services they have to provide. and of the work related colleagues.

The immediate supervisor in PEARL CONTINENTAL HOTEL evaluates trainee performance on trainee’s assignment. Leadership qualities. 17 .• • They provide training their employees on the job and also off the job. TRAINING APPRAISAL After training. This appraisal is very important and it helps a lot in judging trainee’s behavior. Flexibility. Discipline. • Safety training is also provided to the employee. Strengths. Knowledge. This appraisal shows trainees: • • • • • • • • • • Ability/Desire to learn new things. • PC hotel also use different Training centers at locations like they send their employees out of country for training. This appraisal also helps to evaluate employees for promotion. the trainee performance is appraised by the immediate supervisor. Personality. Weakness. tests and on the job work. In Pakistan very few organizations are able to provide trained workforce for the hotel industry in accordance with international standards. Quality Consciousness. The human resource department of PEARL CONTINENTAL HOTEL has to recruit and select the untrained candidates and train them according to their own needs. Attitude.

Appraisals are conducted every three months a year.The immediate supervisor gives his remarks (assessment) according to trainees work and also attaches his tests and assignments during training with that form. • At PC appraisal is done by the head of the specific department whose employee is being appraised. The appraisal method used at PC is “Graphical Rating Scale”. 18. • Employees’ promotion (or demotion) is finally approved by the HR Manager. PERFORMANCE APPRAISAL PROCESS AND METHODS • Appraisal is essential for enhancing the productivity of employees and to bring quality improvements in the overall performance of the organization. • The most important factors that are considered while appraising an employee are: o Appearance o Conduct o Professional Work o Leadership & Teamwork o Planning & Organization o Initiative & Creativity o Communication o Training Skills o Business Attitude & Operational Performance 18 . These appraisal forms are sent to HRD for re evaluation and they keep these forms as a record of employee’s performance.

BENEFITS WORK SCHEDULE Work schedule differs for different posts as managers are required to be present at office timings. BENEFITS & COMPENSATIONS PC provides some kind of benefits and services to its employees in order to facilitate them. If an employee works all 7 days a week the department head is supposed to give him 2 days off in the next work week in order to compensate. • An immediate supervisor plays an important role in performance appraisal. The actual appraising is done by the immediate supervisor of each employee.o Achievements of Objectives Besides this they also consider their customers feedback regarding employee performance in order to bring quality improvements. For operations employees the facility of flexible work schedule is available that is in three shifts. After rating an employee the supervisor consults with the HR manger and then both of them decide how much to compensate each employee and who is to be promoted? • When an employee is promoted. he/she is required to meet the new post requirements. 19. Occasional need of putting in some extra work hours is informed and employees are paid accordingly. For example qualification. 19 . the employee is ought to assure that he/she is the student of the required program. One day is off during the week.

In case an employee doesn’t avail any leave for a year.BREAKS AND MEAL PERIODS PC supply free meals & tea to employees during working hours. INCREMENTS 20 . Minor charges are deducted from employee’s pay. MEDICAL FACILITIES PC provides free medical facility to all its employees and their children. he/she is awarded a cash amount. LIFE INSURANCE PC provides life insurance facility to its employees. • • • 1 meal and 2 tea breaks in one shift 30 min for lunch/ dinner 15 min for each tea/ breakfast Employees are given special discount packages on food LEAVES The leave structure of PC is as follows: • • • Casual (Maximum 3) Sick (Medical certificate for three or more) Earned (Minimum 7) All above mentioned leaves are paid.

This amount keeps on accumulating in the employees’ medical allowance which is handed over to him/her at the time of retirement/resignation.100/month. Similarly this allowance is also conditional for the termination cases. OTHER BENEFITS • • • • Free uniform is provided to all employees. Free transportation for female workers. However.PC offers yearly pay rise to its employees regardless of their performance. Others are medical facility. laundry facility. hospitalization insurance. Free laundry services for employees’ uniforms. COMPENSATIONS Employees are provided with the counseling services during their training at the time of retirement by the HR manger. These services include: 21 . in the case of termination it is conditional. discount on rooms and restaurants etc. MEDICAL ALLOWANCE Employees not utilizing their medical facilities are awarded Rs. life insurance. Hajj Lucky Draw Package BENEFITS AT RETIREMENT / TERMINATION PROVIDENT FUND Employees’ provident fund handed over to them at the time of retirement/resignation of the employee. The rate of increments is same for all employees.

PRE-RETIREMENT COUNSELING In pre-retirement counseling program employees who are willing to work after retirement are given constructive guidance concerning their second careers. Focusing on the HR department. So that the management is assured of the fact that employees are not under any stress and are able to put in their best effort to perform their jobs effectively and efficiently. WEAKNESSES: PC as a developing & growing organization makes advancements according to the requirements of the environment. Hygiene of employees Fire preventions Energy conservation 21. 20. although PC has maintained strong culture throughout the organization yet we’ve observed that PC 22 .FAMILY COUNSELING Family Counseling is a counseling program for employees wherein they are suggested how to cope with their personal & family problems. HEALTH & SAFETY • • • • • • • • • Health and safety laws Security Measures Social security fund In-house doctor and Dispensary Contract with Services Hospital Provide instructions regarding the recent issue of bird flu.

Some of the internal and external challenges faced by the human resource department are presented below: • • • • Relationship between the Workforce and Management Managing a Dynamic Environment Conflict Management Managing Workforce Diversity 23 . legal and social issues. • PC’s HR department not has their specified questions while conducting the interview.nevertheless needs some improvements which will aid it in availing the opportunities and be more competitive. The human resource department of PEARL CONTINENTAL HOTEL has to cope with internal as well as external challenges to ensure the achievement of its mission. For instance recently H R director of PC is required and no one is there to promote from junior rank so they have to out sourced the vacancy. Few of the weaknesses of PEARL CONTINENTAL HOTEL are as under. They ask on-time questions from the interviewer. CHALLENGES FOR THE HUMAN RESOURCE DEPARTMENT In order to manage people effectively in today’s world of cut throat competition. it is vital to understand and appreciate the significant competitive. The main top managers of the HR and the concerning department take the unstructured interview in which no question is asked on a specific predetermined questionnaire format. • Immediate promotion depends on situation to situation.

• More incentive programs should be introduced to maintain employee motivation. Say anything negative about the hotel. public areas. More flexible benefits plans should be introduced for employee so they can choose which suit them the best. 24 . hum or sing in the lobby or any public areas. • • • • • • Stand in groups and casual conversation with co-workers. • • Internees should be paid for their services. OTHER RECOMMENDATIONS: • PC should send its managers/employees to abroad for training purpose for it will ultimately improve the organization’s overall performance. Entering in other departments.• • • • Lack of Trained Workforce Global Competitive Environment Economic Challenge Loyalty of Employees 22. drink. • As PC doesn’t have any special program to bring the outside talent in. Shout or talk in the public areas. chew gum. or guest floors. Spit in any area. so they need to take this area under consideration. whistle. eat. OUR RECOMMENDATIONS THINGS WHICH AN EMPLOYEE SHOULD AVOID: • Smoke. Allowing of personal friends to visit employees at the hotel.

The questionnaire is attached at the end of the report. Attached Questionnaire of our PROJECT Q No. Lahore we can conclude that PC is a huge name in the hotel industry and its Human Resource Department is working dynamically to pursue its organizational goals. Personality. Safety & Security etc. 1: Ans: Q No. CONCLUSION After a thorough study of Human Resource Department at Pearl Continental. 25 . Describes the hierarchy of Human Recourse department? DHR – MHR – HR.23. Loyalty. 2 Ans: What are the key values of PC Hotel’s culture? Integrity.Exec – Admin Officer – Admin – Supervisor – Office Assistant. This project has given us the realistic view of how Human Resource practices are followed in any organization.

What system of career development of employees you usually adopt? No 26 . English. 7 Ans: Q No. Q No. Presentation. Describes your performance appraisal method? Not a particular one. 9 Ans: Q No. 5 Ans: Q No. 6 Ans: Q No. What methods you adopt for screening candidates? We have two days walk in interviews in a week Do you have any management assessment centre at PEARL CONTINENTAL HOTEL? No How you train and develop your employees? We have a proper Training and development Department. 8 Ans: Q No. 11 Ans: Do you plan any pool of application to fill-up vacant post? No What type of test you conduct at the time of recruitment? Just a Personality Test. 10 Ans: Q No.Q No. 3 Ans: Which methods PC use to analyze and evaluate the job? We have a revised JDs and Job Specification System to evaluate the job.

also we have an inquiry committee from different departments Q No. Medical Facility. Discount on Rooms and Restaurants etc. Do you offer any after job benefits to your employees? Yes we have. 27 . Proper Training Session Regarding Health and Safety. 15 Ans: Through which techniques you handle the stress among employees? We have a counseling system and have proper training session regarding stress management. arranging their social activities like birthday Parties. Q No. 17 Ans: What is your social responsibilities being HR executive at PEARL CONTINENTAL HOTEL? My Social Responsibilities are to look after employee relation. 16 Ans: What negotiation techniques you use to handle the conflict? We have a proper counseling session. Hajj Lucky Draw etc. Q No.Q No. Life Insurance. Ladies Get together etc. Q No. Hospitalization Insurance. 13 Ans: Q No: 14 Ans: Have you any compensational plans for new and current employees you offer? We have Bonuses. 12 Ans: Have you any health and safety plan for employees at workplace? We have Proper Health and Safety Committee.

20 Ans: Q No. we are. 19 Ans: Q no. specific. For which type of activities you adopt strategic. 24 Ans: What is your employee turnover? It varies all the time. under the condition of uncertainty or risk? It depends upon the type of Risk Describe the tools you use for planning? Like Business Plan.Q No. For top level we have Panel interview also Q No. Growth. 23 Ans: Q No. Do you allow the employees to participate in developing plans in your department? yes. 21: Ans: Q No. Goal Setting Plan etc. What type of communication between managers and employees? Two way communication 28 . operational. How you handle candidates interviewed individually. 22 Ans: what type of decisions you usually take. etc. 18 Ans: Q No. standing or single use plan? For Development. in group or through panel? Depends upon the nature of the job.

Supervisor of the month. Departmental Champion. 29 . Honesty Awards etc. 25 Ans: How you motivate your employees for good performance? We have Employee.Q No.

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