A STUDY ON

“TRAINING AND DEVELOPMENT”

WITH REFERENCE TO
HOTEL ROYAL PARK
KAKINADA
A Project report
Submitted to the Department of Commerce and Management studies,
Adikavi Nannaya University, Rajahmahendravaram, East Godavari District,
A.P In partial fulfillment for the award of the Degree of

BACHELOR OF BUSINESS ADMINISTATION

Submitted
By
MD. RAISA FATHIMA
Registered No: 200928300009
Under the Esteemed Guidance of
Dr. Ms. K. VENKATA PADMA, MHRAM, Ph.d
Lecturer in Commerce and Management studies

SAMHITHA DEGREE & P.G. COLLEGE

(Affiliated to Adikavi Nannaya University,
Rajahmahendravaram)
RAJAHMUNDRY
ACADEMIC YEAR: 2020-2023
 DEPARTMENT OF MANAGEMENT
SAMHITHA DEGREE COLLEGE
(Affiliated to Adikavi Nannaya University,
Rajahmahendravaram)

BACHELOR OF BUSINESS ADMINISTATION

CERTIFICATE

This is to certify that the project work entitled “An analytical study on
TRAINING AND DEVELOPMENT being followed by HOTEL ROYAL PARK
W.r.t KAKINADA”, submitted by MD RAISA FATHIMA in partial fulfillment for
the award of degree of “Bachelor of Business Administration” to the SAMHITHA
Degree College. It is a record of bonafide work carried out by him under my
guidance and supervision. This candidate for the “Bachelor of Business
administration” (2020-2023) affiliated to Adikavi Nannaya University,
Rajahmahendravaram

PROJECT GUIDE HEAD OF THE DEPARTMENT

 DECLARATION

I hereby declare that the project entitled “AN STUDY OF TRAINING AND
DEVELOPMENT with reference to HOTEL ROYAL PARK KAKINADA,
submitted by me to the department of commerce and management, SAMHITHA
DEGREE COLLEGE, RAJAMAHENDRAVARAM is of my own and has not been
submitted to any university or published any time before.
In partial fulfillment of the requirement for the award of the Degree of the
“BACHELOR OF BUSINESS ADMINISTRATION” affiliated to Adikavi Nannaya
University, Rajahmahendravaram

Place: RAJAHMUNDRY MD RAISA FATHIMA

 ACKNOWLEDGEMENT

I acknowledge the following distinguished personalities who graciously allowed me

to carry out this project work successfully. I feel it is my duty and honor to

acknowledge all those who have extended their guidance and warm support in

completing my project work.

It is privilege to thank Sri. JAKKAMPUDI RAJA INDHRAVANDITH, the

chairman of “SAMHITHA DEGREE COLLEGE, Rajahmahendravaram for

providing state of the art facilities, experienced and talented faculty members.

I thank, Mr. T.RAMA KRISHNA, principal of SAMHITHA DEGREE COLLEGE,

Rajahmahendravaram for his continuous support and encouragement in my

endeavor.

I also thank Mr. K. V. RAJESH KUMAR Head of Department for his continuous

support and encouragement in my project work.

I also thank Ms. K. VENKATA PADMA, MHRAM, by whose guidance I could

make myproject work complete.

I also thank MR.M. NAGI REDDY AGM H.R.D to permit me to do project work

and provide with the necessary information on HOTEL ROYAL PARK.

Finally, I thank all my teaching and non-teaching staff members who extended their

helping hand in completion of my project.

MD RAISA FATHIMA
 INTRODUCTION

Introduction to Human Resource Management:

Human Resource Development is concerned with increasing the skills of

employees and changing their attitudes in order to enable them to function in a more

efficient manner in achieving the objectives of the organization. It is based on the

“Fundamental Philosophy” that “Individuals in an organization have unlimited

potential for growth and development which can be harnesses for the achievement of

the objectives of the organization, while bringing about a positive change and

enhancement of the individual’s general capabilities. “In recent times, organizations

have realized that the human resources are the resources which provide a

competitive edge for the organization, which can be positively utilized for more

efficient and achievement of organization objectives.

Human Resource Management

The objective of most institution sis the efficient production of goods or the

efficient performance of services for the customers. These objectives can best be

achieved through the efficient uses of organization human resources along with its

other assert (Money, Machinery etc.) For instance Infosys is the best examples as a

successful company by utilizing its human resources more successfully.

Generally Management is the process of effective & efficient utilization of

resources. Similarly HRM deals with the field of Management which has to do with

planning, Organizing, Directing & Controlling the functions of Procuring,

developing maintaining and utilizing labour force such that the ……………….

(i) Objectives of the company attained (reach) economically and,

effectively,
 (ii) Objectives of all levels of personal are served to the highest possible

degree (maximum utilization)

(iii) (Objectives of the society are directly considered and served).

DEFINITION:

“Human resource management encompasses those activities designed provide for

and coordinate the human resources of an organization.”

“Human resource function refers to those tasks and duties performed in

organizations to provide and coordinate human resources” -BYARS & RUE-

“Human resource management is a function performed in organizations that

facilitates the most Effective use of people to achieve organizational and

individual goals.” -GLUEEK-

HISTORY OF HUMAN RESOURCE MANAGEMENT (HRM):

Management of Human Resources, as a subject of study even though of relatively

recent origin the concept upon which the theory is based dates back to 400 B.C. The

Chinese as early as 1650 B.C had originated the “Principle of Division” of labor

(specialization). The „span of management‟ and the related concepts of organization

were well understood by Moses around 1200 B.C. In India, Kautilya observed a

sound base for systematic management of human resources, as early as 4th century

B.C.

OBJECTIVES OF HRM:

The primary objective of HRM is to ensure the availability of competent and

willing work force to an organization. Beyond this, there are other objectives

too. Specifically, HRM objectives are four fold:

 Societal
  Organization

 Functional

 Personal

SOCIALOBJECTIVES:

To be ethically and socially responsible for the needs and challenges of society

while minimizing the negative impact of such demand upon the organization

ORGANIZATIONOBJECTIVES:

To recognize the role of human resource management in bringing about

organizational effectiveness. Human resource management is not an end in

itself; it is only a means to assist the organization with its primary objectives.

Simply stated, the development exists to serve the rest of the organization.

FUNCTIONALOBJECTIVES:

To maintain the department’s contribution at a level appropriate to the

organization’s needs. Resources are wasted when human resource management

it’s either more or less sophisticated to suit the organization’s demands. The

department level of service must be tailored to fit the organization it servers.

PERSONALOBJECTIVES:

To assist employees in achieving their personal goals, at least insofar as these

goals enhance the 2 individuals‟ contribution to the organization. Personal

objectives of employees must be met if workers are to be maintained, retained

and motivated. Otherwise, employee performance and satisfaction may decline

and employees may leave the organization.

 NEED FOR THE STUDY

The study aims at estimating of the job satisfaction levels of the

employee in the organization called “Hotel Royal Park”. This study helps the

management to understand the extent to which employee are satisfied with the

job. This will also provide necessary steps to be taken for the improvement of

the levels of the satisfaction regarding the specified job.

Organization comprises of the people it exit to attain certain goals and

objectives through a unified effort. The efficiency of the organization depends

on the people and how efficiently they work towards accomplished goals of the

organization. Therefore it essential to select and maintain an effective workforce

in the organization.

Performance appraisal is a step where the management finds out how

effective it has been at hiring and placing employees if any problems are

identified steps are to communicate with the employees and remedy them. It is a

process of evaluating an employee performance of a job in terms of it

requirement. Mainly this method is used to evaluate the behavior of employees

in the work spot including the quantitative aspects of job performance.

 SCOPE OF THE STUDY

 The present study is about training and development activities with reference

to Royal Park.

 The study is related to Kakinada only.

 This study also focuses on the necessity of training program in Royal Park.

 The scope of the study the study helps both the academician and company as

well.

 For academician, it was a great experience to lean about practical issues and

help to understand various insights of training and development system in

reality.

 Though the study carried in detail many issues relating to training and

development were uncovered.

 OBJECTIVES OF THE STUDY

 To study the training and development activities in Royal park.

 To know about the procedure of training in Royal park.

 To study the training method followed in Royal park

 To find out the problems affecting the training and

development procedure in Royal park.

 METHODOLOGY FOR THE STUDY

After the objectives of the study have been clearly stated the next step in

formal research project is to determine the source from which data is required

to be collected. The data collection is an interesting aspect of the study. For the

purpose of achieving data effectively information consists of two types of data.

The diagram is as follows.

primary data

secondary data

Primary data:

The primary data are those, which are collected freshly and for the first time,

from the employees directly, it is collected through the following methods

 Questionnaire

 Interview

 Observation

Secondary data:

Secondary data are those which have already been collected by someone or else

which have been passed through statistical process. Sources of secondary data can

be categorized into two broad categories named published and unpublished statistics.

Various sources are available mainly books, magazines etc. and also collected from

various files records and journals.

 LIMITATIONS OF THE STUDY

The present study aimed at achieving the set objectives in full earnest and

accuracy, but it was hampered owing to certain limitations. The study is how

ever subjected to certain limitation. These might be summarized as follows:

1) During the interview most of the people had difficulty in expressing

themselves.

2) Most of the trainees are found busy in their training activities and

information given by them is limited.

3) Only limited numbers of trainees covered by the study due to various

reasons like non- availability of time and their busy schedule.

 INDUSTRY PROFILE

Hotel industry world wide

The hotel industry is major service sector in the world economy. The

industries encompass an extensive variety of service industries that include food

service, tourism and hotels. Hotel industry suffers from fluctuations within an

economy every year. Hotel industry can be empirically divided into two parts:

entertainment areas like clubs and bars, and accommodation. Accommodation

takes the form of public houses, resorts, inn, campgrounds, hotels, hostels,

serviced apartments, and motels. The clubs and bars category include

restaurants, fast foods, and nightclubs.

The industry also includes tourism support commercial activities like

airline cabin staff and travel agents. Travel technology like applied information

technology (IT) and its workers in hotel, travel and tourism are included in the

hotel industry.

A hotel is an establishment that renders lodging in lieu of payment. This

lodging is usually given in exchange for a specified predetermined amount of

money. Modern hotel rooms come equipped with climate control and attached

bathrooms. Higher end hotels offer guests internet connectivity within rooms and

also throughout the premises.

A combination of meals and accommodation comes as a package in most

hotel establishments. Hotels are usually managed by professionally qualified

managers. Junior workers usually maintain the hotel. Functions like cooking is

usually done by professionally trained chefs.

 Nightclubs are entertainment venues where dancing is accompanied by

light snacks and drinking. Apart from service personnel like waiters and cooks,

nightclubs employ disc jockeys (DJs) and standup comedians as part its varied

attractions.

Fast-food restaurants now form a major part of the hotel industry. These

restaurants employ an optimal number of personnel for providing customer

service. Food may also be sold from kiosks. Hotel industries are characterized by

a large number of employees. Both white collar employees and blue collar

workers may find gainful employment.

Entry level jobs usually require no formal education. Professionals in the

hotel sector are usually qualified with trade certificates and College degrees.

Many hotel schools offer specialized courses of study in one particular aspect of

the industry.

GROWTH

Hotel industry is also inextricably linked to the tourism industry and its

growth has added fillip to the hotel industry. And with Conde Nast Traveler

ranking World as the fourth most preferred travel destination and Lonely Planet

selecting the country among the top five destinations from 167 countries, World

has finally made its mark on the world travel map.

The arrival of low cost airlines and the associated price wars have given

domestic tourists a host of options. The opening up of the aviation industry in

World has led the way for exciting opportunities for the hotel industry as it relies

on airlines to transport World. Substantial investment in tourism infrastructure is

essential for World hotel industry to achieve its potential. The upgrading of
national highway connecting various parts of World has opened new avenues for

the development of budget hotels here.

The Government of World’s Incredible World destination campaign and the

Atithi Devo Bhavah campaign have also helped the growth of domestic and

international tourism and consequently the hotel industry.

In recent years the government has taken several steps to boost travel and

tourism, which have benefited the hotel industry in the country. These include

the abolishment of the inland air travel tax by 15%, reduction in excise duty on

aviation turbine fuel to 8% and removal of a number of restrictions in excise on

outbound chartered flights including those relating to frequency and size of

aircraft. The government’s decision to treat convention centers as part of core

infrastructure has also fuelled the demand for hotel rooms.

There are some 1,980 hotels approved and classified by the Ministry of

Tourism, Government of World, with a total capacity of about 110,000 hotel

rooms. Revenues of the hotel and restaurant industry in World during the

financial...

Leading hotels in world

A hotel is an establishment that provides paid lodging on a short-term basis.

The provision of basic accommodation, in times past, consisting only of a room

with a bed, a cupboard, a small table and a washstand has largely been replaced

by rooms with modern facilities, including en- suite bathrooms and air

conditioning or climate control. Additional common features found in hotel

rooms are a telephone, an alarm clock, a television, and Internet connectivity;

snack foods and drinks may be supplied in a mini-bar, and facilities for making
hot drinks. Larger hotels may provide a number of additional guest facilities

such as a restaurant, a swimming pool or childcare, and have conference and

social function services.

Some hotels offer meals as part of a room and board arrangement. In the

United Kingdom, a hotel is required by law to serve food and drinks to all guests

within certain stated hours; to avoid this requirement it is not uncommon to

come across private hotels which are not subject to this requirement. In Japan,

capsule hotels provide a minimized amount of room space and shared facilities.

In UK, Australia, Canada and Ireland (and rarely in some parts of the United

States of America), the word may also refer to a pub or bar and might not offer

accommodation. In India, the word may also refer to a restaurant since the best

restaurants were always situated next to a good hotel

Corinthia Grand Hotel Royal, Budapest, Hungary

The word hotel is derived from the French hotel (coming from hotel

meaning host), which referred to a French version of a townhouse or any other

building seeing frequent visitors, rather than a place offering accommodation.

In contemporary French usage, hotel now has the same meaning as the

English term, and hotel particular is used for the old meaning. The French

spelling, with the circumflex, was also used in English, but is now rare. The
 circumflex replaces found in the earlier hostel spelling, which over time took

on a new, but closely related meaning. Grammatically, hotels usually take the

definite article - hence"The Astoria Hotel" or simply "TheAstoria".

A budget hotel in Malaysia

The cost and quality of hotels are usually indicative of the range and type of

services available. Due to the enormous increase in tourism worldwide during the

last decades of the 20th century, standards, especially those of smaller

establishments, have improved considerably. For the sake of greater comparability,

rating systems have been introduced, with the one to five stars classification being

most common and with higher star ratings indicating more luxury. Hotels are

independently assessed in traditional systems and these rely heavily on the facilities

provided.

Some consider this disadvantageous to smaller hotels whose quality of

accommodation could fall into one class but the lack of an item such as an elevator

would prevent it from reaching a higher categorization. In some countries, there is

an official body with standard criteria for classifying hotels, but in many others there

is none. There have been attempts at unifying the classification system so that it

becomes an internationally recognized and reliable standard but large differences

exist in the quality of the accommodation and the food within one category of hotel,

sometimes even in the same country. The American Automobile Association (AAA)

and their affiliated bodies use diamonds instead of stars to express hotel and

restaurant ratings levels.

Hotel Astoria and a statue of Tsar Nicholas I of Russia in front, in Saint

Petersburg, Russia Some hotels have gained their renown through tradition, by

hosting significant events or persons, such as SchlossCecilienhof in Potsdam,

Germany, which derives its name from the Potsdam Conference of the World War II

allies Winston Churchill, Harry Truman and Joseph Stalin in 1945.

The Taj Mahal Palace & Tower in Mumbai is one of India's most famous and

historic hotels because of its association with the Indian independence movement.

Some establishments have given name to a particular meal or beverage, as is the

case with the Waldorf Astoria in New York City, United States where the Waldorf

salad was first created or the Hotel Sacher in Vienna, Austria, home of the

Sachertorte. Others have achieved fame by association with dishes or cocktails

created on their premises, such as the Hotel de Paris where the crêpe Suzette was

invented or the Raffles Hotel in Singapore, where the Singapore Sling cocktail was

devised.

A number of hotels have entered the public consciousness through popular

culture, such as the Ritz Hotel in London, United Kingdom, through its association

with Irving Berlin's song, 'Puttin' on the Ritz'. The Algonquin Hotel in New York

City is famed as the meeting place of the literary group, the Algonquin Round Table,

and Hotel Chelsea, also in New York City, has been the subject of a number of

songs and the scene of the stabbing of Nancy Spungen (allegedly by her boy friend
Sid Vicious). The Waldorf Astoria and Sattler hotels in New York City are also

immortalized in the names of Muppets Statler and Waldorf.

The luxurious Grand Hotel Europe in Saint Petersburg, Russia achieved fame with

its inclusion in the James Bond film Golden Eye.

U.S. City Chicago's Magnificent Mile has hosted many skyscraper hotels such as

the Alperton Hotel.

Many hotels can be considered destinations in themselves, by dint of unusual

features of the lodging or its immediate environment:

Some hotels are built with living trees as structural elements, for example the

Costa Rica Tree House in the Gandoca-Manzanillo Wildlife Refuge, Costa Rica;

the Treetops Hotel in Abrade National Park, Kenya; the Ariau Towers near

Manaus, Brazil, on the Rio Negro in the Amazon; and Bayram's Tree Houses in

Olympos, Turkey.

Desert Cave Hotel in Coober Pedy, South Australia and the Cuevas Pedro

Antonio de Alarcón (named after the author) in Guadix, Spain, as well as several

hotels in Cappadocia, Turkey, are notable for being built into natural cave

formations, some with rooms underground.

Capsule hotels are a type of economical hotel that are found in Japan, where

people sleep in stacks of rectangular containers.

Main article: Ice hotel

The Ice Hotel in Jukkasjärvi, Sweden, and the Hotel de Glace in Duschenay,

Canada, melt every spring and are rebuilt each winter; the Mammon Snow Hotel

in Finland is located within the walls of the Kemi snow castle; and the Lain

Snow Hotel is part of a snow village near Ylläs, Finland.

Garden hotels, famous for their gardens before they became hotels, include

Gravetye Manor, the home of garden designer William Robinson, and Cliveden,

designed by Charles Barry with a rose garden by Geoffrey Jellicoe.

Some hotels have accommodation underwater, such as Utter Inn in Lake

Mälaren, Sweden. Hydropolis, project cancelled 2004 in Dubai, will have suites

on the bottom of the Persian Gulf, and Jules Undersea Lodge in Key Largo,

Florida requires scuba diving to access its rooms.

The Library Hotel in New York City, United States is unique in that

each of its ten floors is assigned one category from the Dewey

Decimal System.

The Burj al-Arab hotel in Dubai, United Arab Emirates, built on

an artificial island, is structured in the shape of a boat’s sail.

The former ocean liner RMS Queen Mary in Long Beach,

California, United States uses its first-class staterooms as a hotel.

The Jail hotel Löwengraben in Lucerne, Switzerland is a converted

prison now used as a hotel.

The Luxor, a hotel and casino on the Las Vegas Strip in Paradise,

Nevada, United States due to its pyramidal structure.

The Liberty Hotel in Boston, United States used to be the Charles Street

Jail.

Some hotels are built specifically to create a captive trade, example at casinos

and holiday resorts. Though of course hotels have always been built in popular

destinations, the defining characteristic of a resort hotel is that it exists purely to

serve another attraction, the two having the same owners.

 In Las Vegas there is a tradition of one-upmanship with luxurious and

extravagant hotels in a concentrated area known as the Las Vegas Strip. This

trend now has extended to other resorts worldwide, but the concentration in Las

Vegas is still the world’s highest: nineteen of the world's twenty-five largest

hotels by room count are on the Strip, with a total of over 67,000 rooms.

In Europe Center Parcs might be considered a chain of resort hotels, since the

sites are largely man-made (though set in natural surroundings such as country

parks) with captive trade, whereas holiday camps such as Butlins and Pontin's

are probably not considered as resort hotels, since they are set at traditional

holiday destinations which existed before the camps.

Frequently, expanding railway companies built grand hotels at their termini,

such as the Midland Hotel, Manchester next to the former Manchester Central

Station and in London the ones above St Pancras railway station and Charing

Cross railway station also in London is the Chiltern Court Hotel above Baker

Street tube station and Canada's grand railway hotels. They are or were mostly,

but not exclusively, used by those travelling by rail.

Main article: Motel

A motel (Motor Hotel) is a hotel which is for a short stay, usually for a night,

for motorists on long journeys. It has direct access from the room to the vehicle

(for example a central parking lot around which the buildings are set), and is

built conveniently close to major roads and intersections.

In 2006, Guinness World Records listed the First World Hotel in Genting

Highlands, Malaysiaas the world's largest hotel with a total of 6,118 rooms.

According to the Guinness Book of World Records, the oldest hotel still in
operation is the Hoshi Ryokan, in the AwazuOnsen area of Komatsu, Japan

which opened in 717.

Burj Al Arab in United Arab Emirates is the tallest building used exclusively

as a hotel. However, the Rose Tower, also in Dubai, which has already topped

Burj Al Arab's height at 333 m (1,090 ft), will take away this title upon its

opening.

Some hotels sell individual rooms to investors. The buyer is allowed to stay in

the room without charge or at a reduced rate for a given number of days each

year. The investor is paid a share of the takings for the room. Rooms can be sold

on a leasehold basis, sometimes on a 999 year lease. Room owners are free to

sell at any time. A number of public figures have notably chosen to take up

semi-permanent or permanent residence in hotels.

Actor Richard Harris lived at the Savoy Hotel while in London. Hotel

archivist Susan Scott recounts an anecdote that when he was being

taken out of the building on a stretcher shortly before his death he

raised his hand and told the diners "it wasthefood".

Hotels have been used as the settings for television programmers such

as the British situation comedies Fawlty Towers and I'm Alan

Partridge, the British soap opera Crossroads, and in films such as the

Bates Motel in Hitchcock's 1960 film Psycho.

HOTEL INDUSTRY IN INDIA

Hotel Industry directly or indirectly provides Business to following industry

From the ancient time the place providing both safe food and safe

accommodation to the customers is the meaning of Hotel or Hotel Industry

 Food, Accommodation and Dress are the 3 most essential things which everyone

need.

Hotel industry provides business to Travel Agency

Hotel industry provides business to Tour Operators

Hotel industry provides business to Transportation.

Points to know for Hotel Industry

Hotel industry Information

Hotel industry News

Hotel industry Trends

Hotel industry Analysis

Hotel industry Jobs

Hotel industry Statistics

Hotel industry

Associations Hotel

industry Overview Hotel

industry Report Hotel

industry History Hotel

industry Careers Hotel

industry Courses Hotel

industry Experts Hotel

industry Facts

Hotel industry Marketing

Hotel industry Problems

Hotel industry Research

Hotel industry Services

 Hotel industry Terms

Hotel industry Profits

And Hotel Industry alone provides 2 basic things: - Food and

Accommodation. India, one of the dream destinations in the world, is slowly

climbing up on the popularity charts of travelers. Hotels in India offer the best

accommodation facilities to travelers from across the globe. Indian hotels are

havens of luxury, comfort and coziness in all respects, satiating every possible

desire of tourists. The distinctive feature of hotels in India is their high standard

and quality accommodation that caters to the varied needs of all kinds of clients

at the most

reasonable rates.

Indian hotels are categorized as Luxury Hotels, Standard Hotels, Budget Hotels

and Heritage Hotels. Several Indian and international hotel chains also run their

operations in various cities of India, offering insuperable services to business as

well as leisure travelers. Tourists are made to feel like royal guests in these Indian

hotels.

Hotels in India have always bowled tourists over with their warm hospitality,

remarkable services and world-class facilities. Indian hotels always strive to offer

the best to their guests, enhancing the pleasure of their stay in the country. Book

any hotel in India with India Profile and find out for yourself!
 COMPANY PROFILE

ABOUT THE ROYAL PARK

Welcome Royal Park:

Let us introduce you to a rare notation in hospitality. Experience Luxury and

hospitality at pleasantly low price. A veritable oasis, our pride hotel is set at the

heart of the town within walking distance of bustling shopping and

entertainment centers. Redefined elegance and lavish comfort greet guests in

each of our spacious rooms and suites.

Accommodation

Royal Park: This hotel was designed with luxury and homeliness in mind and

was executed to perfection. The decor is unparalleled in the region. The interior

design is truly world class. The lobby with Italian marble and a rare blend of

natural & ambient light is a treat to eyes. Eighty four (84) elegant rooms

encompass the atrium which extends to the top of the world. Individual care is

provided by our Courteous staff, with a target to exceed your expectations.

Location:

Situated in the main Business area of the town. One hour drive from airport, radius

of 2km from Beach, Railway and Bus Terminals.

FOOD & BEVERAGES

CAFE - DE - ROYAL:

This is outstanding restaurant boasts the finest authentic flavors and hypnotic

scents will sweep you thousands of miles away to the sea and sun of southern

continental. Breakfast through dinner, a visit to cafe-the royal enchanting.

THE NINE:

The temptation to stock up on the international taste treats and wines spread out

before you will be too much. Wait until you set eyes on the vast arrangements of

delicious indulgences.

HOT - 5: The bar offers serene ambience and offering an extensive beverage menu

with endless of all-time favorite and house special cocktails and mock tails the

perfect place to un wind or entertain sophisticated yet relaxed put your feet up.

BANQUETS (images & blossoms): The hotel has the opulent conference hall in

the Kakinada, one large hall (divisible by two) which is beautifully laid out to a

accommodate up to 300 people

FOUR SQUARES - A Specialty Restaurant the restaurant on the roof top with

swimming pool attached on the other side, served with MEXICAN, ITALIAN,

THAI, CHINESE AND CONTINENTAL cuisine dishes.

BLOSSOMS – With Conference and Banquet Facilities the hotel has the opulent

conference hall in the Kakinada, one large hall (divisible by two) which is

beautifully laid out to a accommodate up to 300 people

Facilities at Royal Park

 84 Elegantly deigned Luxurious rooms and suites

 Electromagnetic Key card system

 CAFÉ-DE-ROYAL – Our Coffee Shop

 Safe Deposit Locker

 Same day Laundry delivery service

 Fog resistance bathroom mirror

 Rain shower
  Doctor on call

 Wi-Fi connectivity

 DVD

KEY PERSONS

S.NO NAME OF THE PERSON POSITION

01. Mr.D Bhaskar Reddy Chairman

02. Mr.DVeerabhadhra Reddy Managing Director

03. Mr.MNagi Reddy Manager – Hr

04. Mr.Sai Raj – chef

05. Mr.Raheem F&B Manager

06. Mr.A S Kalyan Kumar Front office Manager

07. Mr.K Paresh Kumar Manager – Accounts

08. Mr.GKDV Prasad Maintenance

09. Mr.Uday Kiran System Admin

10. Mr.BVenkat Rao Security Officer

DUTIES AND RESPONSIBILITIES:

A Sous Chef is second in command after the Executive Chef in a

professional kitchen.

To assist and act on behalf of the Executive Chef in any manner

required, for proper functioning of the department. To carry out any

job assigned by the senior, from time to time, as per the exigencies of

the work
To ensure proper hygiene in all kitchens areas and monitor the

personal hygiene of subordinates, as well. He should carry himself as

an example in personal hygiene and punctuality.

To check all function prospectus, other reports & registers on a daily

basis and brief all sectional heads on special requirements of the days,

according to the banquets and restaurant sales forecast.

Responsible for overseeing and executing the fast pace, quality,

consistency and standards kitchen work demands. To account for all

assignments of the subordinates, and be responsible for completion of

their jobs in case of absence.

Responsible for overseeing the kitchen staff, which may involve

scheduling or dealing with personnel conflict. To allocate jobs to

subordinates, apart from their daily routine with authorization from

Executive chef.

To decide on the raw material requirement, and find vendors who can

provide better ingredients for less money and better quality. In charge

of ordering supplies and in finding the best ways to keep the menu's

quality high and low costs.

Make sure that the food a restaurant or commercial kitchen is using is

of top quality, and that staff are being mindful of the cost standards

that come with the food.

To standardize recipes and help in menu planning, managing inventory

and supplies.
 To coordinate with other departments in handling and planning for

timely pick-up and banquets office for the parties. Ensuring optimum

waste management and low pilferage.

To check all buffets for presentations, replenishments, temperature

maintenance, tent cards placement.

To train and relieve subordinates, as and when required. To check all

equipment’s and coordinate with Engineer for proper upkeep.

To act as the in charge of the shift, supervise closing down of the

kitchen, ensure that all equipment “are shut off and all wastes disposed

off before leaving kitchen forth day.

To handle all guest complaints, relevant registers, staff grievances and

reports if any, as per the departmental procedures.

To assist the Chef in menu planning for outlets and any special events

being organized in the Hotel.

ASSISTANT MANAGER FRONT OFFICE

RESPONSIBLE TO FRONT OFFICE MANAGER

RESPONSIBLE FOR

FRONT OFFICE STAFF, G R E &

EXECUTIVES

DUTIES & RESPONSIBILITIES:

The Assistant manager-Front Office assists Manager-Front office in all duties of

the front desk operation which includes: staff training, inter-department

communications, and staff scheduling. To act on behalf of the Front Office

Manager in his/her absence

To assist the Front Office Manager in all operational aspects of the

department.

To act on behalf of the Front Office Manager in his/her

absence. To be responsible on all department operations and

ensure proper functioning of the department.

To mobilize, inspire and supervise team members & supervisors to

build a high performing team in order to achieve business goals &

service standards

To be responsible for all the sections of the department, viz.

Telephones, Bell Desk, Reservations, Business Centre &Reception.

To consolidate and prepare a comprehensive duty roaster for the

department in consultation with the Front Office Manager.

To go through all the reports and registers maintained in the

department on a regular basis and maintain a checklist of the same.

Act as a duty manager, as required, and conduct responsibilities in a

diligent timely manner

To ensure follow up on all pending bills so as to confirm prompt

payments.

To audit the pending bills and follow up on all high bills before sending

them to Finance.

To address department staff grievances.

To review night auditor's reports on a daily basis and report any

remarks or discrepancies to the Front Office Manager.

To ensure room blockings, amenities placement and circulation of all

 necessary documents prior to arrival of all groups and VIP guests as

per the departmental procedures.

To manage, monitor & improve the operational effectiveness of Front

Office & Lobby services to provide a consistently seamless guest

experience & comply with Hotel guidelines.

To handle all communications and assist the Front Office Manager

in replying to althea inquiries.

To mobilize, inspire and supervise team members &

supervisors to build a high performing team in order to

achieve business goals & service standards

To maintain overall discipline and cleanliness standards in the department.

To relieve the subordinates and account for their assignments as and when

required.

To carry out any other job assigned by the seniors as per the exigencies of

the work.

DUTIES & RESPONSIBILITIES:

The Assistant Executive Housekeeper supports the Executive Housekeeper in all

duties of the housekeeping operation and cleanliness levels in all areas of the

property.

Responsibilities include: staff training, inter-department communications, and

staff scheduling.

To supervise operations and ensure proper standards are maintained.

To prepare duty roster and check all reports and registers on a daily basis.
 To take staff briefings on a daily basis.

To train the subordinates in different aspects of the operations.

To handle all staff grievances and inform the General Manager/HRM

about them.

To handle all guest complaints as per the departmental procedures.

To prepare cleaning schedules and forward to the General Manager for

authorization.

To assist the General Manager in preparation of annual budgets,

prepare MIS reports on monthly basis, and forward to General

Manager for final submission

To assist the General Manager in selection and procurement of Fresh

stock.

To assist the General Manager in establishing operational procedures in

the department.

To assist the General Manager in motivating, training and appraising the

subordinates.

To verify all Contractor's bills and put forward for the General Manager's

authorization.

To relieve the subordinates, as and when required.

To take property rounds and ensure that all areas are

maintained According to the standards of the Organization.

Responsibilities:

The 5 areas of system administrator are:

1) Configuration management
 2) Performance management

3) Security management

4) Accounting management

5) Fault management

Configuration management

 Monitors network and system configuration.

 Looks at the impact of changes in hardware and software is tracked and

managed.

 Need to collect info about the current network configuration

 Report generation and to store data to update inventory.

 Preventative action reports by identifying weak areas.

 Use and update data when alterations to the network occurs.

Performance management

 To monitor Response time and throughout

 To find the performance threshold limits and alarm when over limit.

 To monitor Percentage utilization and error rates and take necessary action

to improve.

 Regular check on RAM available, CPU utilization, cache hit rate, disk

fragmentation.

Security Management

To prevent accidental / intentional damages and inappropriate access by setting

up security policies and applying operating system updates, and configuration

changes. Continuously monitor firewall properties, block unwanted web sites, un

authorized access and misuse of web facilities.

Accounting Management

 Resource planning

 Performance and security

 Billing

Collects data of server usage (CPU and disk, print server), login time and data

transmitted to detect faults fix them, record resolution and notify Administrators. To

generate reports on faults mentioning information of make / model and the outcome

of the problems (resolved / unresolved) with also location and time of day.

Other responsibilities

 Create a backup and recovery policy

 Monitor network communication

 Performing backups of data.

 Installing and configuring new hardware/software.

 Adding/deleting/creating/modifying user account information, resetting

passwords, etc.

 Answering technical queries.

 Responsibility for security.

 Responsibility for documenting the configuration of the system.

CHIEF ENGINEER DUTIES & RESPONSIBILITIES:

1. To assist the Chief Engineer in following up of day to day jobs as per his/her

instructions

2. To maintain all machines and areas up to the mark & all doubts

and problems to be discussed with Chief Engineer on the spot.

3. To suggest all movement and decisions with regards to the

department through Chief Engineer

4. To monitor the availability of items in stores and ensure that an

inventory of all items is maintained at all times, once in 6months.

5. To maintain all kitchen items, television sets, telephone sets &

firefighting equipment in proper condition at all times

6. To monitor all ken fix rooms in coordination with HK and Projects.

7. To monitor all maintenance jobs and update the relevant records &

report the same to Chief Engineer for progress and further assignments.

8. To coordinate with HRD for all insurance formalities

9. To act as Shift Engineer, in case of emergency.

10. To arrange orientation induction, for all the new employees,

according to the schedule issued by HRD.

11. To arrange training for all technicians in coordination with HRD, under

the instructions of Chief Engineer

12. To assist the Chief Engineer in maintaining all departmental procedures.

13. To relieve subordinates as per the exigencies of the work.

14. To handle all staff grievance and bring the same to the notice of the Chief

Engineer.

15. To ensure that all reports, records and log books are maintained in proper

condition.

16. To prepare the duty roaster for the department for the authorization of the

Chief Engineer.

17. To forward all leaves of the staff to Chief Engineer for authorization.
 18. To carry out any other job assigned by the seniors as per the exigencies of

the work.

KITCHEN STEWARDING EXECUTIVE DUTIES AND

RESPONSIBILITIES:

To achieve excellence in operations, so as to provide effective support to the

F&B service outlets. Kitchen steward complements the role of a chef and the

F&B manager.

A steward is the only person in touch with the entire operations of a kitchen.

Maintenance and cleanliness aside, he also understands the know-how of food

presentation while serving the guests.

Planning:

To help the chef purchase the necessary ingredients and stocks the food

the right way and at the right temperature, while helping the F&B

manager control the inventory and checking breakages.

To help purchase manager in choosing the right kind of kitchen

equipment including the cooking equipment to cleaning the dishes, and

the pots.

To assist the R&B manager in preparation of departmental budgets

To plan staffing requirements for the department and propose to the F&B

manager for approval and subsequent recruitments

To ensure proper miseen place is completed before operations, in

accordance with the forecasted turnover

To assist the F&B manager in planning special food festivals and

events being organized in the hotel

Organizing:

 To supervise all day to day operations and ensure proper functioning of

the department.

 To ensure close coordination with other departments for achieving

smooth functioning of the outlet.

 To assist the F&B manager in all aspects of the department

“functioning.

 To organize weekly inventory of all crockery, cutlery and linen

stock and ensure availability of proper stock levels at all times

 To ensure cleaning schedules are implemented, as per the departmental

procedures

 To ensure that proper cleaning procedures are followed, with

optimum use of cleaning agents

 To assist the F&B manager in preparation of miss reports on a monthly basis

 To arrange special cleaning on contract, as per the instructions of the F&B

manager

 To requisite all material from stores, as per requirements.

 To maintain a continuous supply of gas and coal for use of the kitchen.

 To coordinate with purchase for procurement of material under the

instructions of F&B manager.

 To ensure that all malfunction in equipment are reported and rectified

promptly.

 To monitor disposal of garbage, as per the prescribed procedures.

Directing:

To maintain amicable relations with other departments for better operational

effectively

To direct the workforce in such an order so as to provide constant back up

support to F&B outlets, during operations

Controlling:

 To control breakages, pilferage and wastage in the department

 To implement cost control measures in the operations with the

authorization of the F&B manager

 To maintain and check all registers and log books on a daily basis

 To be responsible for all actions of the subordinates to monitor grooming,

punctuality, attendance, behavior and personal bearings of all the staff and

maintain it up to the standards of the organization

Management:

 To maintain discipline in the department

 To constantly develop, motivate and encourage staff to develop and

perform better on their jobs

 To ensure that briefing sessions are meticulous undertaken

 To ensure that staff is well versed with hotel policies and all information

and data related to the same

 To inculcate a feeling of belongingness within the staff

 To arrange for induction orientation training for new employees, as per

the schedule issued by HRD.

 To relieve staff and account for all their assignments

  To handle all staff grievances and report the same to the F&B manager

 To complete any other assignment delegated by the seniors, as per the

exigencies of the work.

 To assist the seniors in all possible manners, in order to achieve operation

efficiency

ASSISTANT SALES MANAGER DUTIES & RESPONSIBILITIES:

 To meet the in-house and regular guests on a daily basis and pass on

relevant feedback to the concerned department, thereafter documenting

it in proper forms.

 To indent and maintain a stock of gift items, in the department.

 To send amenities and gifts to the long staying or regular guests after due

authorization of the Sales Manager.

 To accompany the Sales Manager or go independently on sales calls as

and when required.

 To make courtesy calls and visits to the clients on behalf of the Sales

Manager, as and when required.

 To maintain all registers and update on a daily basis. To maintain and

update the guest database, on a daily basis.

 To send birthday and anniversary greeting cards to the guests as per

available database, on a monthly basis.

 To send all thank you and other courtesy letters to the guest, as per the

instructions of the Sales Manage

 To assist the Sales Manager in following up credit payments.

 To assist the Sales Manager in negotiating a business deal.

  To assist the Sales Manager in procuring sponsorships for various events

hosted in the Hotel.

 To assist the Sales Manager in selection of gifts for guests.

 To prepare MIS reports and get verification from Sales Manager

 For final submission.

 To maintain the office in proper order, confirming to the standards of the

Organization.

 To maintain discipline in the department.

 To wear and maintain the uniform issued by the Organization in a

proper manner, at all times.

 To carry out any other job assigned by the seniors as per the exigencies of

the work.

ASSISTANT HR

Duties and Responsibilities:

 To prepare the workings and subsequently the salary statements, as per

the departmental procedures, before the last day of the month.

 To verify all the figures in the statement and get it accounted by the

Finance Department, for final authorization by the Assistant Manager -

HRD, Resident Manager & vice President(O).

 To print out individual salary slips before the release of salary to the

respective bank accounts.

 To prepare workings and statements for all contract, casual and trial

base employees and arrange to distribute the amount after obtaining due

authorizations.
 To prepare all PF & ESI statements on the prescribed formats, as per the

departmental procedures.

 To arrange to fill in the nomination forms for all the employees joining

the Hotel and submit the same to the respective offices.

 To arrange to file all returns with regards to PF & ESI, in time and as

per the prescribed procedure.

 To maintain all insurance policies, taken for the Hotel and get them

renewed at prescribed time, after taking authorization from the Assistant

Manager -HRD.

 To submit all claims to the Insurance company as per the details

provided by the concerned department, after taking authorization from

the Resident Manager.

 To maintain and update a data bank of applications for all positions in

the Hotel, to be used as and when required.

 To send interview calls to all the short listed candidates on instructions

from the Assistant Manager -HRD

 To arrange interviews on the fixed dates, for all the candidates and

ensure that they go through the departmental procedure interviews.

 To take induction of all the employees joining, as per the schedule

prepared and issued to all the departments.

 To open and update individual personal files for all the employees joined in

the Hotel.

 To open a bank account for all employees joining, the Hotel.

 To verify all certificates of education and experience of all employees

 joining the Hotel.

 To maintain and update personal birthday data for all employees of the

Hotel and arrange to celebrate the same as per the departmental

procedure.

 To prepare all letters, memos and notices as per the instructions of the

Assistant Manager-HRD.

 To maintain a dispatch register and a master file for all outgoing mail from

the Hotel.

 To procure, issue and account for cafeteria coupons.

 To maintain all files and records in the department in confidentiality

and proper condition.

 To maintain all Licenses of the Hotel and arrange to renew them as

and when required, under instruction from Assistant Manager.

 To prepare and maintain lists of all award winners during the

various functions and update the personal files with a copy of the

same, on a regular basis.

 To maintain and update Leave registers as per the departmental procedure.

 To maintain and update LTA and MEDICAL registers as per

the departmental procedures.

 To collect service charge amount from the Finance department and

issue the same to different departments as per the prescribed

procedure.

 To assist the concerned in all tour approval formalities and claims, thereafter.

 To assist the Assistant Manager in appraisal formalities of all the employees.

  To maintain and update data sheet for all employees of the Hotel.

 To co-ordinate with Finance in release of rent for all company leased

accommodation.

 To maintain inventory register for all the items issued to

accommodation holders of the company rented flats.

 To maintain and issue lockers, to all the employees.

 To conduct surprise checks of lockers in co-ordination with the Security

Officer.

 To maintain LIC policies of concerned employees and complete all

formalities in the matter.

 To maintain discipline in the department.

 To carry out any other work assigned by the seniors as per the exigencies of

the work.

ASSISTANT MANAGERF&B

DUTIES AND

RESPONSIBILITIES:

Assist the Food & Beverage Manager in the supervision of the Dining Room

Staff. Train, coach, and delegate work assignments as appropriate.

To achieve guest delight by way of ensuring excellence in service and

exceeding the expectations of the customer.

Assist the Food and Beverage Manager for hotel’s overall “dining” excellence

by managing changes, planning, directing, controlling, coordinating and

participating and directing all the activities of any personnel engaged in

preparing and serving food and beverages in all different outlets of the hotel.
Planning:

 To assist the F&B manager in preparation of departmental budgets

 Provide a professional, advisory and executive support service to the

General Manager to assist in meeting strategic goals

 Establish systems which monitor the achievement of departmental goals

 Ensure compliance with business operations and hospitality laws

 To plan staffing requirements for the department and propose to the F&B

manager for approval and subsequent recruitments

 Enforce food handling, hygiene, and alcohol standards for the Dining

Room to ensure compliance to government regulations and health

standards.

 To ensure proper misdeem place is completed before operations, in

accordance with the forecasted turnover

 To assist the F&B manager in planning special food festivals and events

being organized in the hotel.

 To give feedback on guest acceptance on existing menu, ambience and

total product acceptability

Organizing:

 Act as a bridge for communication between the vendors, Kitchen Staff

and Dining Room staff in the absence of other Dining Room

Management.

 Keep team aware of all guests with special dietary concerns and all other

pertinent information.

 To supervise all day to day operations and ensure proper functioning of

the department.
  To ensure close coordination with other departments for achieving

smooth functioning of the outlet.

 Properly maintain all dining and service area equipment during shift,

notifying Maintenance of any needs in a timely fashion. Follow up as

needed.

 To assist the F&B manager in all aspects of the department’s functioning.

Maintain cleaning schedules for the beverage stations, buffet area, and

server alley Conduct daily team meetings and complete Manager Log

daily.

Directing:

 Work with sales to manage the development of new products and services

 Develop quality management systems

 To ensure that targets are achieved in terms of quality of service and sales

turnover

 To maintain amicable relations with other departments for better

operational effectively To report and handle all guest complaints and

take corrective actions for the same Resolve all service related issues

with guests to ensure a positive dining experience.

 Recognize guest intoxication levels and report it to the appropriate personnel.

Controlling :

 To implement cost control measures in the operations with the authorization

of the F&B manager

 To spot check market lists, checking on use of different type of food items,

quality and quantity.

  Check all registers and log books on a daily basis

 To establish a Manual on all F&B operations and service

 To monitor the circulation of kits and control all issuances from

food & beverage controls department

 Assist as needed in all Dining Room functions including serving food,

cleaning, set up, and inventory.

 To control breakage, pilferage and wastage in the department

 To ensure all F&B products are served in accordance with the guest orders

 To maintain discipline standards in the department and to be responsible

for all actions of the subordinates

Management:

 Motivate team to improve efficiencies while providing excellent service

to customers. To ensure that staff is well versed with hotel policies and

all information and data related to the same.

 Must make decisions that will create a positive environment for the staff

to perform efficiently and for customers to have a great time in a

wonderful dining setting.

 To have a positive outlook on decisions suggested by staff and

management, opening communication lines for staff and being able to

resolve conflicts between staff members.

 To inculcate a feeling of belongingness within a staff and to address and

forward subordinates grievances to the F&B manager

 To relieve subordinates as and when needed and account for all their

assignments
Others:

 To ensure that all guest comments are responded to and letters send to them

 To update the data bank with the new comments cards and ensure that any

changes in the existing data is incorporated

 To be well versed with the excise laws

 To act on behalf of F&B manager in his/her absence

 To complete any other assignment delegated by the seniors, as per the

exigencies of the work

 To assist the seniors in all possible manners, in order to achieve operation

efficiency

Personnel

Department Chart

Leaves and holiday administration:

Manager-

HR-

Office Asst
Leaves and holidays is giving to the employees on the basis of royal park

leave policy. It consists of weekly offs, casual leaves, sick leaves,

compensation offs and public holidays.

Contact us:

HOTEL ROYAL PARK

D.No: 19-1-107,

Kosurivari Street,

Kakinada -533001.

Tel: +91 884-2300000(5 Lines)

Fax: +91884-2300005

AWARDS AND ACHIEVEMENTS OF ROYAL PARK

 It’s been graded as 3 Star property for the last 6years

 From Department of Andhra Pradesh Tourism “Award of

Excellence for2013.

 It’s been awarded as a Best Hotelier in Coastal Andhra for2012.

 Certificate of Appreciation from ROTARY CLUB for

contributing 10,000 units of blood in2013.

 THEORETICAL FRAME WORK

Training

Training encompasses activities ranging from the acquisition of a single motor

skill up to the development of a complex technical knowledge inculcation of

elaborate administrative skills, and the development of favorable attitudes

towards the organization.

Training is a short term process utilizing a systematic and organized procedure

by which non- management personnel learn technical knowledge and skills for

a definite.

Training is a learning experience in that it seeks a relatively permanent change

in an individual that will improve his ability to perform the job.

A Few Definitions

“A planned process to modify attitudes, knowledge or skill behavior through

learning experiences to achieve effective performance in an activity a range of

activities. Its purpose, in the work situation, is to develop the ability of the

individual and to satisfy the current and future needs of the organization.” ---

(Man power services commission, 1981)

“The purpose of teaching new employees the basic skills they need to perform their

jobs.” --- (Gary Dressler, 1985)

“Training consists of planned programs designed to improve performance at the

individual group and /or organizational levels which in turn gives measurable

changes in knowledge, skills, attitudes and/or social behavior.” --- (Wayne

cascio, 1995)

“Training is the act of increasing the knowledge and skills of an employee for
doing a particular job.” --- (Arun Munappa and Saiyadain)

Purpose of Training

Reasons for emphasizing the growth and development of personnel in an

organization are related to the following purposes

 Creating a pool of readily available and adequate replacements

for personnel who may leave or move up in the organization.

 Enhancing the company’s ability to adopt and use advances.

 Building a more efficient, effective and highly motivated

them which enhances the Company’s competitive position

and improves employee mode.

 Ensuring adequate human resources for expansion into new programs.

 Increases productivity.

 Reduced employee turnover.

 Increased efficiency resulting in financial gains.

 Decreased need for supervision.

Areas of Training

1. Training in company policies or procedures

The objective is to orient new employee with the set of rules, procedures,

management, organization structure, environment and products which the firm

has and/or deals with Orientation is a continuous process aimed at the

adjustment of all employees to new and changing situation. It aims to impart the

facts of company rules of policy, to create attitudes or confidence in the

company, pride in its information about needs or skills, development, quality of

production and work organization.

 2. Training in particulars skills

Training of employees of particular skills is undertaken to enable the employee

to be more effective on the job. It is here and now proposition, somewhat like

induction training which does not have a very significant development a certain

contribution to the job, for instance, sales training and machine skills.

3. Training in Human Relations

This is a broad category embracing many different aspects. Self-learning and

inter – personal competence can be included in the category, all concerned with

generally the same theme. It stresses a concern for individual relationship for

feeling and treating.

People as “Human Beings” rather than a machine. Not only in this concern and

awareness in one’s attitudes and behavior conductive to better work place

relations but also to enhance productivity. This category of training is oriented

towards the development of the individual and consequently the organization’s

efficiency in terms of better teamwork.

4. Problem-Solving training

Many company programs also revolve around organizational units, like divisions

or branches, which generally handle a product line. the practice is to call together

all managerial, personnel, in a particular division/branch from both the hand

quarters and the field offices and discuss common problems and solutions across

the table. This is not only helps to solve problems, but also serves as a form for

the change of ideas and information which could be utilizes in other situations.

5. Managerial and supervisory training

The managerial job combines both techniques and conceptual knowledge. If it is

that of a specialist, it would emphasize. Some techniques and knowledge like

operations, research, finance, production and personnel management. If on the

other hand, it is a general management job, then the emphasis would be on the

principles of scientific management. Organizing, Planning, Staffing, Directing

and Controlling.

6. Apprentice training

The apprentice Act, 1961 was based on the philosophy of providing some

technical for unskilled people in order that there employment opportunity is

enhanced, or alternatively to help them be self-employed. Industrial organization

in specified industries is required to train apprentice in promotion to their work

force in designated trades. The duration of training in 1 to 4years.

Training Methods

There are mainly two methods usually used

and mentioned. They are

 On the job methods

 Off the job methods

On the Job Methods

This type of training is also known as job instruction training in the individual is

placed on a regular job and taught the skills necessary to perform that job on the

job training has a advantage of giving firsthand knowledge and experience under

the actual working conditions.

1. Job Rotation

This type of training involves the movements of the trainee from one job to

another. The trainee receives job knowledge and gains experience from his
supervisors or trainer in each of the different job assignments. The method gives

an opportunity to the trainee to understand the problems of employee on other

jobs and respect them.

2. Coaching

The trainee is placed under a particular supervisor functions as a coach in

Training the individual, the supervisor provides feed back to the trainee in his

performance and offers him some suggestions for improvements often the

trainees share some of the duties and responsibilities of the coach and relieve

him of his burden. A limitation of this method of training is that the trainee may

not have the freedom or opportunity to express his own ideas.

3. Job-instruction

This method is also known as training through step by step. Under this method,

trainer explains the trainee the way of doing the jobs. Job knowledge,

Skills and also him to do the trainee, provides feedback information and corrects

the trainee.

4. Committee assignment

Under the committee assignment, groups of trainees are given and asked to solve

on actual organizational problems. The trainees solve the problems jointly. It

develops team work.

Merits of on-the job training

On the job training method has the following important advantages for

consideration:

 Training can be delivered at the optimum time.

 The training will have opportunities to practice.

  The training will have immediate feedback.

 Training is delivered by colleagues by integration the trainee into the

team.

 Trainee develops confidence by working with own speed and

productivity.

Demerits of on-the job training

Some important disadvantages of on-the job method are stated below for

taking precautions:

 There is a tendency to fit OJT in when it is convenient for office

routine rather than at the optimum time for learning.

 The training may be given piecemeal and not properly planned and

the trainee gains a fragmented picture of the organization.

 Too much training can be delivered in one session leading to

information overload and trainee fatigue.

 The trainer may not have sufficient knowledge of the process or

expertise in instructional techniques.

Off the-Job methods

Under this method of training, trainee is separated from the job situation and his

attention in focused upon learning the material related to his future job

performances.

 Vestibule training

In this method, actual work conditions are stimulated in a class-room. Material,

files and equipment those are used in actual jog performance are also used in

training. This type of training commonly used for training personnel for clerical
and semiskilled jobs.

Role-Playing

It is defined as a method of human interaction that involves realistic behavior in

imaginary situation. This method of training involves action, doing and practice.

The particulars play the role of certain characteristics, such as the production

manager, mechanical engineer, fore – men and the like. This method is mostly

used for developing inter-personal inter-actions and relations.

 Lecture Method

This lecture is a traditional and direct method of instructions. The inspector

organizes the material and gives it to a group of trainees in the form of a talk to

be effective. The lecture must motivate and create interest among the trainees.

An advantage of lecture method in that it is direct and can be used for a large

group of trainees. Thus costs and time involves are reduced.

 Conferences or Discussions

It is a method of training the clerical professional and supervisory personnel.

This method involves a group of people who possess ideas, examine and share

facts, ideas and data. Test assumptions, and draw conclusions, all of which

contribute to the improvement of job performance. Discussions has the

discussion involves two-away communications and hence feed-back is provided

Programmed Instructions

The Subject – matter to be learnt is presented in a series of carefully planned

sequential units. These units are arranged from single to more complex levels of

instructions. The trainee goes through these units by answering questions or

filling in the blanks. This method is expensive and time consuming.

Audio-visual Media

Audio-Visual methods take advantage of various media to illustrate or

demonstrate the training material. Audio-Visual media can bring complex events

to life by showing and describing details that are often difficult to

communication in other ways. Audio-visual methods can be classified into three

groups: static media, dynamic media and telecommunications.

Business Games and Simulations

Business games are intended to develop or refine problem-solving and decision-

making skills. This technique tends to focus primarily management decisions such

as maximum zing profits. Business games, particularly computer simulations of

organizations and industries and widely used in business schools.

Merits of off-the job training

Off the job training method has the following important merits to be considered:

Use of specialist trainers and accommodation. Employee can focus on the training
and not be distracted by work. Opportunity to mix with employees from other
businesses.

Demerits of off-the job training

 Off the job training method has the following important demerits: Employee

needs to be motivated to learn

 My not be directly relevant to the employee “job

 Costs incurred are more like transport, course examination fees, material.

Benefits of Training

Training benefits the organization, individuals, and the personal and human

relations. Let us know how training. Let us know how training benefits each of

these fields independently.

Training Benefits to Organization

Awareness, changing of personal management styles, going through attitudinal

transformation, etc. all these leading to externally observable result as such as

increased sale turnover, greater market penetration higher production outputs or

lower administrative costs.

Participants Reactions

It means the feeling of the trainees who have given through the training program

and their views about the benefits and drawbacks of that program.

The general field opinion among the experts is that it in more effective to use

multiple criteria in evaluating.

Development

The term development refers broadly to the nature and direction of change

induced in employees, particularly managerial personnel through the process of

training and educative process, national Industrial Conference Board has defined

development as follows.

Managerial Development is all those activities and program when recognized

and controlled, have substantial influence in changing the capacity of the

individual to perform his assignment better and in doing so are likely in increase

his potential for future assignments.

Thus managerial development is not merely training or a combination of various

training programs, through some kind of training is necessary it is the overall

development of the competency of managerial personnel in the light of the

present requirement as well as the future requirement.

In day’s competitive environment, an organization has to be concerned about the

development. Development in the preparation and education of manage to

effectively manage their people while at the same time achieving the strategies

and goals of their company. Development in a

Continuous process and seeks to bring about behavior change in

trainee managers by cultivating their mental and inherent qualities.

 The Major Qualities of the Development program

 The continuing improvement and development of present managers.

Provisions of an adequate number of well qualified managers for the future.

Optimum utilization of man power of the organization.

 Prevention of managerial absence.

An effective development program to above mentioned objectives should include

the following.

A carefully considered plan and organization and for carrying out the program.

A periodic appraisal or evaluation of each manager regarding his performance in the

various stages of development under the program.

A continuous application and support from top management.

A number of management methods are available. Anyone of them can contribute to

the objectives of the organization but only if the techniques are prudently selected,

diligently and rigorously evaluated. Often techniques are used in the combination in

long term development program.

Some of these techniques are:

1) Coaching and counseling

2) Job Rotation

3) Conference /discussions
 4) Programmed and computer aid instruction

5) Role-playing

6) Team group training

Coaching and counseling

This is one of the most popular management development techniques where

effective senior manager teach the new managers. The coach supervisor sets a

good example of what a manager does while doing about daily business.

The new manager exemplified the correct behavior attitudes, assigned specific

and challenging goals and provides trainees with the frequent and immediate

feedback concerning their job performance. The coach also delegates enough

authority to the trainees to make some decisions. This approach not only

provides opportunities to learn but allows a feeling of self-confidence to

develop. The broad objective of such a coaching / counseling approach in to

increase employee motivation with their superior, concrete feedback on areas

needing improvement and positive enforcement.

(1) Job Rotation

Move the manager around has often been preached by management – trainers

and educationists. When the manager is moved from one department to another,

it gives him a broad exposure to the strength and weakness of the company and

much better understanding then he could otherwise possess.

(2) Guided conference /Discussions

The guided discussions type of conference in an improvement over straight

lecturing, the instructor known in advance what information or procedure he

wants to bring our, and guides the discussions accordingly

 (3) Programmed and Computer aid instructions

Programmed instructions are based on certain behavioral laws that relate to

principles of reinforcement. The important features of programmed instructions

are that it provides immediate feedback on whether the participants answered

correctly or not. To facilitate this, the instructions are designed in such a way

that all future learning depends on requisition and retention of previous learning.

Programmed instructions can and have been developed in computer aided

format. In such a format, managers sit at a computer terminal with a monitor.

The computer is programmed with the training materials. Computer-aided

instructions is now been used in a wide variety of management development

Role-Playing

In which roles as assigned to trainees to act out as they would do in their real

life. It is helpful in training managers to deal with human relation management.

Participants learn to appreciate others point of view. They experience a situation

emotionally. It makes them more self- conscious and analytical in their behavior.

It also permits the participants to show imaginations and care in finalizing

solutions.

(4) Team group training

This technique is also known as sensitivity training, laboratory training and

executive action. Team group training is concerned with the real not simulated

problem existing within the team group itself.

Training and Development in Royal Park

ROYAL PARK attaches great importance to HRD, as it believes that it is only

through development, greater productivity can be achieved and the employee

 is rewarded adequately for his performance. The training programs are

therefore designed to expose the technical personnel to classroom sessions of

latest technology and process in the fertilizer industry, Arrangement is made

to gibe training to key technical personnel to classroom sessions of latest

technology and process in the fertilizer industry. Arrangement is made to gibe

training to key technical personnel: in modern fertilizer plants in the country

and abroad. Some of the thrust areas of HRD are:

 To impact training to employees on the basis of knowledge and skill.

 To build them as competent technicians and prepare them for their career

progression to occupy more responsible positions

 To aim at them to make them functions more effectively by exposing to the

latest concepts, information, techniques and developing and developing in

the developing in them the skills required in fertilizers field.

 To provide opportunities so as to develop multi-dimensional skills for

interchange of experience within the plant.

HRD Functions

Defining the methods and new techniques for assessing the training needs. After

identification of the training needs, the function of the HRD department is to

conduct training programs to the employees. Taking feedback of the training

programs conducted, for the evolution of the program.

TRAINING BUDGET:

ROYAL PARK gives lot of importance to training and development activities

and accordingly the a management provides sufficient budget in the annual

budget of the company to meet all the training and development activities as
 per the training calendar released for the company to meet all the training and

development activities as per the training calendar released for the respective

year.

 Training Department’s – Role

 To impart quality and effective training to fresher experience personnel on

attitude knowledge and skills.

 To build employees as competent and prepare them for their career

progression.

 To develop multidimensional skills in them.

 To develop human resources on continuous basis so as to enrich their jobs

and work effectiveness from better productivity.

Activity

Arrange and coordinate various training programs, guide, and help and provide

impetus to learning in all aspect of job knowledge, safety, environment, human

resource and current management techniques.

Training policy

We will strive to develop a work culture conductive to learning and make

continuous efforts to develop and improve human potential for the enhancement of

the core competencies by

 Filling the knowledge gap caused by rapid change in the technology and

environment.

 Facilitating overall learning that leads to safe and improved plant

performance and commitment.

 Motivating employees for training themselves and others by making learning

 process, a key in ingredient of our work culture.

 Ensuring the development of effectiveness changing growing and

competitive organization and helping the overall development.

 A complete personal approach

Identification of Training Needs

Royal Park conducts the training programs after the identification of training needs.

The HRD and quality Management section identifies the needs of training before 6

months of the training programs by adopting the following strategy.

The in-charge of the following department or the supervisor has been given the

responsibility of identifying the training needs of his subordinates. He can easily

find out the area in which his subordinates are in need of training.

Initially the HRD department will send notices to each of the department head. The

department in charge will find out the names and send a list of employees and their

training area in which he has to be trained to the HRD department will be sorted

according to the area of training required to the employees.

All the sorted lists will be arranged in two sessions for the whole year. First session

will be completed in 6 months and second session in the next 6 months as per

schedule so that the entire program will be covered.

The HRD department will fix up the dates of training programs and will send

intimation to the concerned department. The training program which can be given as

an internal training will be intimated to their trainer (faculty) so that he can give his

lecture on that particular training program.

HRD department will also call the faculty from outside to provide the necessary

training to employees if the training has to be given by an external trainer. It is also

necessary to send the employees outside the organization will bear the expenses.

The training to employees if the training has to be given by an external trainer. It is

also necessary to send the employees outside the organization will bear the

expenses.

The training programs in the organization needs are categorized into:

Internal Training Programs

External Training Program

 DATA ANALYSIS AND INTERPRETATION

Introduction

Training program evaluation has been defined as “any attempt to obtain

information on the efforts of training performance and to assess the value of

training in the light of that information. Evaluation leads to controlling and

correction of the training programs.

Trainers today are so busy in conducting training programs that, they

have no time to find out what results training efforts have produced. There is a

famous joke about training program effectiveness. On a request from the kind, a

trainer agrees to teach the king’s hors to fly within a year.

To the trainer’s surprised and apprehensive friends he says, “Why worry?

Within a year many things could happen. The king could die, or I may die or

who knows the horse may fly”. Here an attempt is made to evaluate the

effectiveness of the training programs in Simple Random method.

Simple Random Method

To know the effective of training and development incurred, a

questionnaire consisting 15 statements has been administrated to the sample of

40 respondents. These questions vary from the questions in feedback, which was

given by the organization to the trainees

  Opinion on existing training Facilities available in ROYALPARK

S.No Response No of Respondents Percentage (%)

1 Excellent 8 20

2 Good 28 70

3 Average 4 10

TOTAL 40 100

No of Respondents

Excelle Averag

Interpretation:

20% of the employees of ROYAL PARK felt that the Training

Facilities at ROYAL PARK are Excellent, 70% of them felt they are good,

and 10% felt it as Average. From the above Analysis it is clear that; The

Training Facilities at ROYAL PARK are GOOD.

  Opinion on effectiveness in “assessing of Training needs” at ROYALPARK.

S.No Response No Of respondents Percentage (%)

1 Yes 38 95

2 No 0 0

3 No Data 2 5

TOTAL 40 100

100
90
80
70
60
50
40 No Of respondents
30 Percentage (%)
20
10
0

YesNoNo DataTOTAL
1 2 3

Interpretation:

Out of Respondents, 95% of the ROYAL PARK employees feel

that the assessing of training needs is effective and 5 % have no idea about the

assessing of training needs. From the above Analysis it is clear that: That

Assessing of Training needs at ROYAL PARK is GOOD.

  Extent to which you found the Training Programs useful for

your activities in your assignment

S.No Response No. of Respondents Percentage (%)

1 Completely 10 25

2 Satisfactory 30 75

3 Average 0 0

TOTAL 40 100

100
90
80
70
60
50
40 No. of Respondents
30 Percentage (%)
20
10
0
Satisfacto

Avera

TOT
Complet

1 2 3

Interpretation:

Out of Respondents, 25% of the ROYAL PARK, employees feel that

the training Programs are completely useful to them performs their

assignments. From the above Analysis it is clear that: the Training programs

are useful to the ROYAL PARK employees to perform their assignments.

  Opinion whether the Training Department provides a congenial for learning

S.No Response No of Respondents Percentage (%)

1 To large extent 10 25

2 To Some Extent 30 75

3 To a Very Little Extent 0 0

TOTAL 40 100

100
90
80
70
60
50
40 No of Respondents
30 Percentage (%)
20
10
0
To largeTo Some To a Very TOTAL
extentExtent Little Extent

1 2 3

Interpretation:

Out of 40 Respondents, 25% of the ROYAL PARK employees feel that

the Training department is providing a congenial environment for learning to

a large extent and 75% feel that Training department is providing a congenial

environment for learning to some extent. From the above Analysis it is clear

that: The Training Department at ROYAL PARK provides a congenial

environment for learning TO SOME EXTENT.

  Improvement in your performance after attaining training programs

S.No Response No of Respondents Percentage (%)

1 Excellent 2 5

2 Good 32 80

3 Satisfactory 6 15

TOTAL 40 100

100
90
80
70
60
50
40 No of Respondents
30 Percentage (%)
20
10
0
Satisfacto
Excelle

TOT
Go

1 2 3

Interpretation:

Out of40 Respondents,5%of the ROYAL PARK employees feel Programs at

ROYAL PARK had helped them excellently to improve their performance at work,

and 80 % of them feel satisfactory. From the above Analysis, it is clear that: the

Training programs at ROYAL PARK had helped the employees to perform their

work better.
  Satisfactory level of training program

S.No Response No.of Respondents Percentage (%)

1 Excellent 2 5

2 Good 30 70

3 Satisfactory 8 25

TOTAL 40 100

100
90
80
70
60
50
40 No.of Respondents
30 Percentage (%)
20
10
0
Satisfacto
Excelle

TOT
Go

1 2 3

Interpretation:

Out of 40 Respondents, 5% of the employees of ROYAL PARK feel

that the Training programs helped them to content design excellently, 70%

feel that it was good and 25% felt it satisfactory. From the above Analysis, It

is clear that: The training program at ROYAL PARK helped the employees to

design good content.

  Extent the Training Programs helped you in your job

S.No Response No. ofRespondents Percentage (%)

1 To Large Extent 12 30

2 To Some extent 28 70

3 To Very Little Extent 0 0

Category 4 40 100

100
90
80
70
60
50
40 No. ofRespondents
30
Percentage (%)
20
10
0
To Large To Some To Very Category 4
Extent extent Little
Extent
1 2 3

Interpretation:

Out of respondents, 30% of the employees of ROYAL PARK feel that the

training programs helped them to a large extent in their job, and 70% feel that

it helped them to some extent. From the Above Analysis it is clear that: The

Training programs at ROYAL PARK are helpful to the employees to some

extent in their jobs.

  Your opinion on infrastructure available for training program

S.No Response No. of Respondents Percentage (%)

1 Excellent 12 30

2 Good 26 65

3 Satisfactory 2 5

TOTAL 40 100

100
90
80
70
60
50
40 No. of Respondents
30 Percentage (%)
20
10
0
Satisfacto
Excelle

TOT
Go

1 2 3

Interpretation:

Out of 40 Respondents, 30 % of the employees of ROYAL

PARK feel that the Infrastructure for Training programs is Excellent, and 65

feel that as Good and 5% satisfactory. From the above Analysis, it is clear

that: The Infrastructure at ROYAL PARK is GOOD.

  Your opinion on faculty available for training program

S.No Response No.of Respondents Percentage (%)

1 Excellent 12 30

2 Good 26 65

3 Satisfactory 2 5

TOTAL 40 100

100
90
80
70
60
50
40 No.of Respondents
30 Percentage (%)
20
10
0
Satisfacto
Excelle

TOT
Go

1 2 3

Interpretation:

Out of 40 Respondents, 15% of the employees of ROYAL PARK

feel that the faculty for the training programs is excellent, 70% of them feel it

as Good, and 15% feel it as satisfactory. From the above Analysis, it is clear

that: the faculty for training programs at ROYAL PARK is GOOD.

  Opinion on criterion for giving training

No. of

S.No Response Respondents Percentage (%)

Company Overall

1 Development 16 40

2 Competency Improvement 10 25

3 Future Career Growth 2 5

4 Better Performance 12 30

TOTAL 40 100

100
90
80
70
60
50
40
30
20
10
0 No. of
Developme

Performan
Respon

CompanyOver

TOT
Competen

Better
Future
Career
cy

S.No 1 2 3 4

Interpretation:

Out of 40 Respondents, 40% of the employees of ROYAL PARK feel that the

criteria for the Training is company overall development, 25% feel it as

competency Improvement and 5 % feel it as future career growth and 30%

feel it for better performance. From the above Analysis it is clear that: the

criterion for Training at ROYAL PARK is company overall development.

  Your Motivational levels and Attitudes towards work have improved

after joining ROYAL PARK

S.No Response No. of Respondents Percentage (%)

1 Yes 32 80

2 No 0 0

3 Normal 8 20

TOTAL 40 100

100
90
80
70
60
50
40 No. of Respondents
30 Percentage (%)
20
10
0

YesNoNormalTOTAL
1 2 3

Interpretation:

Out of 40 Respondents, 80 % of the employees of ROYAL PARK feel that their

motivational levels and attitudes have improved after joining ROYAL PARK and

20 % feel it as Normal

From the above Analysis it is clear that: ROYAL PARK‟s working environment

is suitable Improvement of employee’s motivational levels and attitudes.

  Opinion on the present system of feedback mechanism on various

training programs is useful to improve the training process

S.No Response No of Respondents Percentage (%)

1 Yes 36 90

2 No 2 5

3 No Idea 2 5

TOTAL 40 100

100
90
80
70
60
50
Response
40
No of Respondents Percentage (%)
30
20
10
0

123TOTAL

Interpretation:

Out of 40 Respondents, 90% of the employees at ROYAL PARK feel

that the feedback mechanism on various training program is useful to improve

the training process and 5 % feel it‟s not useful and 5% have no idea about the

feedback mechanism. From the above Analysis it is clear that: The feedback

Mechanism at ROYAL PARK is useful to improve the training process.

 FINDINGS & SUGGESTIONS

FINDINGS

The present study is oriented with training and development practices in Royal

Park. The significance of selecting the topic relates to its important in achieving

the organizational objectives through self-development.

 The analysis relating to the programs of the organization shows that

good number of internal and external training programs was organized

by the company in the areas of management, technology, safety,

induction, information technology and health.

 The infrastructure facilities which are provided at ROYAL PARK are

highly advanced with modern technology.

 The organization has both internal and external training programs for

the benefit of the employees at ROYALPARK.

 The feedback mechanism is very effective. This feedback forms

collected after the training programs help the organization to improve

training programs conducted at ROYAL PARK to know the

effectiveness of the programs and also improve training programs for

the future.

 The interaction between the participants and the faculty is good, it

helps the employees at ROYAL PARK is gain the benefits of training

to the fullest.

 The demonstrations method used in the training programs is very

useful to the employees of ROYAL PARK to understand the true

sense as theory differs from practice.

SUGGESTIONS

As per the analysis evaluated by simple random method I can say that

the employees at ROYAL PARK are satisfied with the training programs

conducted in the organization and are utilizing the benefits from these

programs.

On the whole it may be concluded that the organization is making

every effort to extent training and development programs to its employees in

multifunctional areas covering the work performance related subjects on one

hand and the personal development subjects on the other hand. However, there

are still certain steps to be taken to make the training more effective, so that

the present programs which were rated good may become excellent programs.

 The Trainees need to have practical knowledge of the services which

they have to provide to customers.

 The trainees need to be provided with printed material which is

taught, this would help them to refer the taught in future.

 The feedback taken should be implemented immediately for the

next batch for effective training.

 The training programs need to have practical and interesting

learning techniques so, that trainee’s understand better.

 Some employees feel that more number of behavioral programs

needs to be conducted to rise up their attitudes and motivation.

 Case studies need to be exhibited at the training programs.

CONCLUSION

 The training procedures followed by hotel Royal Park are fair few

improvisations will future streamline the process. Training procedures help

ingesting right people for the right job.

 Training procedure places right person in the job. Most of the department

heads needs changes in the training program accordingly, the training and

development, placement training.

 The training policy is recommended to the all peoples. So they have to

interest to the only who has hotel management background.

 BIBILOGRAPHY

Human Resource

Management –

K.Aswathappa Human

Resource Management –

P.Subbarao Human Resource

Management – V S P Rao

Website Address:

www. Indiandairy.com

www.google.com

www.creamlinedairy.com
 QUESTIONNAIRE

A brief questionnaire on Requirements at HOTEL ROYAL PARK.

(1) What is your opinion on existing training Facilities available

in ROYALPARK? (a)Excellent (b)Good (c)Average

(2) Do you feel that the “assessing of Training needs”is effective

at ROYALPARK?

(a) yes (b)No (c) No idea

(3) To what extent do you found the Training Programs useful

for your activities in your assignment?

(a) Completely (b)Satisfactory (c)Average

(4) Do you feel that Training Department provides a congenial

for learning? (a)To large extent (b) To

Some Extent (c) To a very Little Extent

(5) How do you find the change or improvement in your

performance after attaining training programs?

(a) Excellent (b)Good (c)Satisfactory

(6) How did you find training programs helped content designed?

(a) Excellent (b)Good (c)satisfactory

(7) To What Extent the Training Programs helped you in your job?

(a) To Large extent (b) To Some Extent (c) to very

Little Extent

(8) What is your opinion on infrastructure available for training program?

(a) Excellent (b)Good (c)Satisfactory

(9) What is your opinion on faculty available for training program?

(a) Excellent (b)Good (c)Satisfactory

(10) In your opinion what is the criterion for giving training?

(a) Company Overall Development (b) Competency (c) Future

Career Growth

(d) Better Performance

(11) Do you feel that your Motivational levels and Attitudes towards

work have improved after joining ROYALPARK?

(a) Yes (b)No (c)Normal

(12) Do you feel present system of feedback mechanism on various training

programs is useful to improve the training process?

(a) Yes (b)No (c) no Idea