Table of Contents

EXECUTIVE SUMMARY................................................................................................. 1
CHAPTER 1................................................................................................................. 3
1.1 HOSPITALITY INDUSTRY..................................................................................... 3
1.2 SAHARA STAR AT GLANCE................................................................................. 4
CHAPTER 2............................................................................................................... 17
2.1 OBJECTIVES..................................................................................................... 17
2.2 METHODOLOGY............................................................................................... 17
2.3 LITERATURE REVIEW........................................................................................ 19
2.4 SCOPE AND LIMITATIONS................................................................................. 23
CHAPTER 3............................................................................................................... 24
TRAINING AND DEVELOPMENT AT SAHARA STAR......................................................24
3.1 PERFORMANCE MANAGEMENT SYSTEM AT SAHARA STAR...............................24
3.2 TRAINING AND DEVELOPMENT AT SAHARA STAR.............................................28
3.3 TRAINING PROCESS......................................................................................... 29
3.4 INDUCTION PROGRAM..................................................................................... 35
CHAPTER 4............................................................................................................... 39
TRAINING & DEVELOPMENT PROGRAMS AT SAHARA STAR DURING MAY-JUNE 2015.39
CHAPTER 5............................................................................................................... 47
TRAINING FEEDBACK ANALYSIS AT SAHARA STAR..................................................47
CHAPTER 6............................................................................................................... 48
HRIS FOR TRAINING & DEVELOPMENT...................................................................48
CHAPTER 7............................................................................................................... 54
7.1 RECOMMENDATIONS....................................................................................... 54
6.2 CONCLUSION................................................................................................... 56
ANNEXURES AND TABLES......................................................................................... 58
REFERENCES AND BIBLIOGRAPHY............................................................................84

EXECUTIVE SUMMARY
The importance of human resource management is being increasingly realized in all the
sectors of the economy in India as well as other parts of the world. The realization has come
about because of increasing complexity of the task of managers and administrators. In most
organizations the problems of getting the competent and relevant people, retaining them, keeping
up their motivation and morale, and helping them both to continuously grow and contribute their
best to the organizations, are now viewed as the most critical problems. Here, comes the role of
training and development for the optimum utilization, increase productivity and skills
development of human resource.
This project report titled on Training and Development has been prepared to get a better
insight into the training practices adopted by Hotel Sahara Star and also study the HR practices
done in the organization. Training and development is a function of human resource
management concerned with organizational activity aimed at bettering the performance of
individuals and groups in organizational settings. It has been known by several names, including
"human resource development", and "learning and development.
At Hotel Sahara Star a well set up Human Resource Department is responsible for the
Training and Development of the employees. The process starts with a Performance Appraisal
Process from which they identify the Training Needs of the employees and take steps for future
Training Programs for the employees. This Project was an in depth study of how the
Performance Appraisal Process is undertaken at Hotel Sahara Star, the focus on the Training and
Development in the Process, Training Needs Identification and Analysis, and the designing of
Training Programs for the performance betterment of the employees. The project covered
maximum knowledge of training and development practices followed by the organization, for
instance, how the performance appraisal is done, how the needs for training are identified,
training calendar preparation, how the employees are given training, how their performance is
evaluated after training and different methods used for evaluation. Various training and
development activities carried by Hotel Sahara Star have been studied. The practical knowledge
has been gained mainly by observing all the activities taking place in the HR department and also
actively participating in those activities.

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However, the Training and Development Process at Hotel Sahara Star could further be
improved by undertaking a study of what the employees expect from each training program they
expect to receive, a few weeks after the program is undertaken a feedback of the employees
could be undertaken as to did the program really help the employees at work.

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CHAPTER 1
1.1 HOSPITALITY INDUSTRY
The Indian hospitality industry has emerged as one of the key industries driving growth of the
services sector in India. It has evolved into an industry that is sensitive to the needs and desires
of people. The fortunes of the hospitality industry have always been linked to the prospects of
the tourism industry and tourism is the foremost demand driver of the industry. The Indian
hospitality industry has recorded healthy growth fuelled by robust inflow of foreign tourists as
well as increased tourist movement within the country and it has become one of the leading
players in the global industry.
The Indian hotel industry normally experiences high demand during OctoberApril, followed
which the monsoon months entail low demand. Usually the December and March quarters bring
in 60% of the years turnover for Indias hoteliers. However, this trend is seeing a change over
the recent few years. Hotels have introduced various offerings to improve performance
(occupancy) during the lean months. These include targeting the conferencing segment and
offering lucrative packages during the lean period.
Quality of manpower is important in the hospitality industry. The industry provides employment
to skilled, semi-skilled, and unskilled labour directly and indirectly. In India, the average
employee-to-room ratio at 1.6 (2008-09), is much higher than that for hotels across the world.
The ratio stands at 1.7 for five-star hotels and at 1.9 and 1.6 for the four-star and three-star
categories respectively. Hotel owners in India tend to over-spec their hotels, leading to higher
manpower requirement. With the entry of branded international hotels in the Indian industry
across different categories, Indian hotel companies need to become more manpower efficient
and reconsider their staffing requirements.
The major players in the organized segment include The Taj, Oberoi, ITC Hotels, and East India
Hotels.

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1.2 SAHARA STAR AT GLANCE

A Fusion Of Hospitality & Entertainment
Sahara Star, the flagship hotel of Sahara India Pariwar, is one of Indias most
desirable destinations. The 5-star deluxe hotel strategically located opposite Mumbai's
domestic airport magnificently blends Indian mysticism and culture, while personifying the
country's progressive spirit blending peerless hospitality with ultra-modern technology. Hotel
Sahara Star promises to enthrall the world with its magnificence, an architectural
phenomenon, a majestic landmark, a destination to be experienced in its entire splendor. The
Hotel is a distinct yet contemporary destination which caters to the guests requirements with
state of the art amenities, services & promotions.
Creating a paradigm shift, Sahara Star showcases world largest-pillar-less- clear- tosky dome, an architectural landmark blending hospitality and entertainment to cater one of
the most individualized hospitality experiences. Complemented by India's finest 4,000 sq ft
Marine Aquarium, abode to worlds only Private Dining Room inside a marine aquarium
exquisite marine lives, the Hotel weaves a dining facility amidst these aquatic wonders. The
world's first 'hemisphere' three compound-curved custom designed all glass panoramic
elevators rising in the exotic 55,000 sq. ft tropical lagoon can be found nowhere else.
In an ambience steeped in rich culture and superlative luxury, Sahara Sapphire,
Mumbais largest pillar-less multi-purpose event hall, gives an opportunity for every host to
announce their event to the world. Hotel Sahara Star boasts of its largest hall in the city with
a floor plate of 55,000 sq.ft, an impressive ceiling height of 25ft. Besides, reigned by
contemporary design, Jade Ballroom embraces a sombre play of elegance. With a capacity to
host 1000 guests in its abundant space of 10,000 sq.ft. Jades pillar-less multi-function area
with a ceiling height of 18 feet is a captivating sight for every guest.
With a complete makeover of its exclusive rooms - Earth, Mercury, Uranus and Neptune,
Hotel Sahara Star is well appointed with 286 guestrooms inclusive of 14 luxurious suites and
8 Food & Beverage outlets.
Hotel Sahara Star features an unbelievable external faade made of glass and steel.
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Here, the culture, mystique & hospitality of India blends with modern facility & services to
create the finest business-cum-leisure hotel of the country.
Accommodation:
Sahara Star has 286 well-appointed guest rooms including 14 luxurious suites. Guest rooms
and suites are equipped with world-class amenities including roller blinds, LCD TVs, Wi-Fi
connectivity, motorized curtains, glass bathrooms, dimmer touch panel for mood lighting and
many more. A spacious balcony offers a serene view of the tropical lagoon in all the guest
rooms.
The different rooms are:
Earth Guestrooms
Mercury Guestrooms
Mars Premier Guestrooms
Uranus Suites
Neptune Suites
Saturn Suite
Jupiter Presidential Suite
Meetings and Conferences:
At Hotel Sahara Star, the aim is to host the finest meetings & banquets with magnificent
venues for events, celebrations & an impeccable array of accommodation to suit your
needs.5,000 sq.ft of banquet space christened as Oyster and Coral serve as the ideal venue for
events, meetings and conferences which creates the perfect setting for your guests. It offers
you a choice of numerous meeting rooms, stat-of-the-art audio-visual facility, live broadcast
& tele-video conferencing facilities, wi-fi internet connectivity and much more.
With the kind of facilities put up, they can boast of being the best Business Hotel in Mumbai.
Having hosted a number of Luxury Corporate events and celebrations, this becomes one of
the most preferred conference venues in Mumbai with Luxury Facilities and Five star
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Accommodation. Located near the Domestic Airport is also one of the biggest advantages for
a VIP Conference.
The different Meeting rooms are:
Kings -16 seater meeting room
Hearts -14 seater meeting room
Diamonds -14 seater meeting room
Spades 7 seater meeting room
Clubs- 7 seater meeting room
Mars Lounge- 8 seater meeting room
The different Banquets are:
Aces- The Presidential Boardroom
Jade
Oyster
Coral
Sapphire
Pearl
Food and Beverage Outlets:
Flavors that tantalize the senses, Moments that create an album of memories, Experiences
that add to life's memoirs. Sahara Star has an array of secret recipes for the thirsty traveler,
the Bon Vivant, the young & the restless, the bold & the beautiful and the corporate citizen
too. The hotel brings together a sumptuous array of delicacies from across the globe.
The various outlets are:
Earth Plate, The global cuisine restaurant
Namak, The Indian Specialty
Ocean, The multi-cuisine Pan Asian restaurant
Mabruk, The Mediterranean specialty
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Aafrein, The Kebab restaurant

Flute, The champagne lounge
Diwine, The Wine cellar
The Lagoon Lounge
The Bakery shop
High Lounge
In Room Dining and Mini Bar
MISSION AND VISION OF SAHARA STAR
Mission
To launch Sahara Star as the finest five star deluxe hotel, heralding a defining moment for the
hospitality Industry, marking a paradigm shift in the world of guest experience. To create and
contribute to this city of dreams, an edifice structure, whose sheer brilliance reflects the
uniqueness and incomparable opulence of the concept, where hospitality meets
entertainment.
Vision
To acquire global status of a business cum leisure property and achieve service excellence by
exceeding guest expectations. Keeping the guest in the highest esteems preserving and
promoting the spirit of progressive India in every step ahead.
Founder and Visionaries
Subrata Roy is an Indian businessman and the founder and chairman of the Sahara India, an
Indian conglomerate with diversified ownership interests that include London's Grosvenor
House, New York's Plaza Hotel, Aamby Valley City and Force India. Roy founded the
company in 1978.
Hon'ble Saharasriji's Message:
Sahara Star is going to be the flagship hotel of Sahara India Pariwar.

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We are going to build the property on factors of differentiators. Many first of its kind, features
like worlds biggest dome of its kind this is going to be the central theme of the hotel. We are also
planning Indias biggest marine aquarium. The whole design, philosophy will revolve around the
5 elements of Mother Nature namely earth, water, fire, air and sky; which is aimed to accentuate
the 5 visible senses of human body namely sight, smell, taste, hear and feel. The business
philosophy of the hotel would be fusion of hospitality and entertainment.
Sahara Star will truly signify progressive Indian Hospitality which is why we are going to call it
SAHARA STAR, A Step Ahead.
PROFIT SHARING AT SAHARA INDIA PARIWAR:

40%
Towards Welfare of
Kartavyayogi Workers
35%
Towards Company's Net
Owned Fund
25%
Towards social
Development Activities

No Owner All Promoter Shareholders, Directors and Partners are from the workers rank and
have taken an oath through notary affidavit in the court of law that neither they nor their family
members can ever share the profits or assets of the company.
No Trade Union In this emotionally integrated family, Nobody has ever felt the need for a
trade union and it does not exist.

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Core Commitments - Our Strength

Emotion
Emotion is in Performance of genuine duties towards the loved ones primarily in their benefit,
from their point of view. EMOTION is THE KEY that generates the required energy and
enthusiasm for desired quality performance.
Discipline
The enthusiastic obedience of laws and orders, which are given by the rightful authority.
Duty
The enthusiastic obedience of laws and orders, which are given by our CONSCIENCE.
No Discrimination
Never should we discriminate in any of our actions, reactions, attitudes, decisions, conclusions,
in any of our expressions while caring for the six healths of other human beings, namely
physical, material, mental, emotional, social and professional healths.
Quality
Results from honouring Rules, Regulations, Commitments, Values, Fairness, Performance of
Duties by honestly balancing one's own and others' reasonable point of view in the matters of
Material & Emotional aspects.
Give Respect
To definitely make others feel important and respected by giving sincere regard to others'
feelings, reasonable wishes & thoughts with an open and receptive mind and warmth.
Self-Respect
To develop a sense of respect for oneself in others' mind, i.e. to generate genuine & warm
feelings for oneself among others on a continuous basis.
Truth
Means total transparency in action, reaction, attitude and all other expressions and the conviction
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to follow the right course.

Collective Materialism
Means to progress and prosper together for collective sharing and caring and not individually or
for a select group.
Religion
There is a religion higher than religion itself - it is NATIONALITY. We may practise our
religions in the confines of our homes, but outside, we should be Indians and only Indians.
'Bharatiyata' or Nationalism thus becomes our supreme religion.
Absolute Honesty
People generally manipulate and deceive for achieving their unreasonable desires and greed if
others do not or can not see, hear or understand. But we firmly believe that our mind inside
knows the truth and we should be absolutely honest to our mind inside and accordingly our
actions, reactions, directions, decisions and all our expressions should be present in all human
dealings.
WE CHASE QUALITY, QUANTITY CHASES US
Sahara India Pariwar stands for
Emotion before Economics
Principles before Profit
Value before Wealth
Man before Money
Country before Religion
Quality before Quantity
Conscience before Corporation
Family before Fortune
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HUMAN RESOURCE VISION & MISSION:

VISION:
To create a highly motivated & vibrant team of satisfied, committed & disciplined, multi skilled
Kartavyayogi Karyakartas who deliver qualitative, timely & compassionate service to its
customers & create warmth whereby most of the customers turn into repetitive customers.
MISSION:
To be an effective team by building up systems which will ensure;
1. Internal customer satisfaction by fulfilling aspiration of its people through rewards &
recognition and by creating opportunity for growth & development.
2. Disciplined & committed workforce with positive attitude & team spirit.
3. Smooth succession planning and career development for Kartavyayogi Karyakartas
through continuous process of learning and development which will include skill
mapping, competency development by adapting routes of job rotation, turn around
assignments etc.

Structure of the Human Resource Department

The Human Resources Division is typically divided into two major compartments, under the
leadership of Head Human Resource:

Human Resource.

Learning and Development

In addition, the Human Resources Division is also responsible for the following Kartavyayogis
facilities:

Kartavyayogis Restaurant

Kartavyayogis Clinic

For Human Resource department structure of hotel Sahara Star Refer Exhibit no.2
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Certain HR beliefs in Sahara Star

1)

Communication a key in overcoming lifestyle diseases such as stress.

2)

Pay linked to performance or Pay for Performance Culture.

3)

Adapting number of ways including fringe benefits to retain talent.

4)

Recognition a priority and of strategic importance.

5)

Regular Health check-ups Coz if health works, the employee works.

6)

Save the cost and increase efficiency, outsourcing for delivery of quality support services

as an improved initiative.
7)

No costly long term expatriate assignments but limited expats with shorter assignments.

8)

Effectiveness of the organization enhances with the well being of its members including

provisions of necessary skills to meet future job demands.

Functions of the Human Resources Department

The Human Resources Department has a broad range of functions that it must perform in
partnership with the other operating departments. These may be broadly categorized as follows:
1. To strategically plan the manpower by forecasting demand and supply situation in labor
market.
2. To conduct competition analysis on region cum industry basis to establish desired
benchmark standard whilst planning the strategy.
3. To create compensation structure which will attract qualitative manpower & help the
company retain them, ensuring that manpower cost remains within benchmark limit in
proportion to its revenue.
4. Organize recruitment through fair means of media advertisement, seeking assistance of
search agencies but within reasonable cost by adhering to defined Policies &
Procedures of Sahara India Pariwar.
5. Employee antecedents check-up.
6. Pre-employment and post-employment medical check-up.
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7. Administration of staff welfare & safety facilities like staff cafeteria, medical clinic, firstaid box, lockers, bunker rooms, recreation facilities & communication channel like notice
boards.
8. Inducting employee through orientation process & making them comfortable with new
job environment.
9. Providing opportunities to every new Kartavyayogi Karyakarta for continuous upgrading
of Skills, abilities & attitude.
10. Training Needs Identification.
11. Learning & Development.
12. Potential assessment & performance appraisal, which leads, into rewards & recognition.
13. Career Development & Succession Planning.
14. Counseling, Grievances handling.
15. Employee providence.
16. Statutory Compliances.
17. To participate in the strategic planning activities for the hotel, making sure that any
objectives developed specifically for the Human Resources Department support &
enhance the overall business objectives for the hotel.
18. To maintain the human factor in all business related decisions thus reinforcing the
beliefs of the Pariwar:-

Emotion before Economics

Principles before Profit

Values before Wealth

Man before Money

Quality before Quantity

Conscience before Corporation

Family before Fortune

Country before Religion

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CSR ACTIVITIES AT SAHARA INDIA PARIWAR

Sahara India Pariwar is committed to make determined efforts to help India emerge as a
developed nation. It has always acted as a catalyst in the developmental projects of the country.
The amount spent for various Social, Developmental, Cultural & Sports Programmes by Sahara
India Pariwar by December, 2004 is Rs. 325 crore (USD 70.65 million) approx.
There is a religion higher than religion itself - it is the INDIAN NATIONALITY. The swirl of the
Tricolour never fails to move a Sahara Worker. For they believe, it is the great feeling that
transcends all castes, creed and sects.
Bharat Parva is celebrated on every 26th of January and 15th of August with a spirit and gaiety
rarely seen. It comes from heart.
CSR ACTIVITIES AT SAHARA STAR
Deeds This organisation was established in 2003 with a commitment to help individuals who
are Deaf. Their dedicated attempt was to empower the Deaf and provide a platform for their
education and overall development and work towards their empowerment. Among the different
disabilities, the problem of the Deaf was the most neglected. With this need in mind DEEDS was
formed to work for the Deaf towards their upliftment and emancipation in society. Hotel Sahara
Star has recruited 10 individuals from Deeds for food & beverage production department to
uplift and support them to grow. To help them live a normal life and be independent. They are
recruited on stipend basis i.e. Rs.6000/per month
Aseema Aseema Charitable Trust is a Mumbai based non-governmental organization with a
mission to equip children from marginalized communities with high quality, value based
education enabling development of their limitless potential. Employees of Hotel Sahara Star
donate clothes, blanket, books etc to this NGO.
Green Team Green team of Hotel Sahara Star collected 106 tons of garbage from September
2008 to December 2008. This initiative was to encourage the staff to participate in and improve
upon environmentally-friendly practices. This is a way to save our planet.

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Blood donation camp Hotel Sahara Star organizes blood donation camp in a active way of
helping others and the whole of society. There were 168 donors during the blood donation camp
2013.
EMPLOYEE ENGAGEMENT ACTIVITIES
Staff welfare activities
Motivational initiatives
Sports
Outdoors
Reward & Recognition
Health checkup

EMPLOYEE
BIRTHDAY
CELEBRATI
ON

EMPLOYEE
APPRECIATIO
N AWARD

RECREATION
AL
ACTIVITIES CARROM

RECREATION
AL
ACTIVITIESCRICKET
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Employee Appreciation Day:

Held in cafeteria
At the end of every month
Birthday celebration One Big Cake for all those whose birthday was in that particular

month.
Award distribution - Executive of the month
General Manager, Head of department, Managers.

Best Groomed Male/Female:

This Award is given to appreciate the Male/Female for their grooming standards. There are come
specific criterias to judge and select the best groomed male/female. Some of the criterias are
Uniform/Attire, Hair, Footwear, Appearance, Accessories and Mouth/Body Odor. Jury consists of
Head Human Resource, Head of Operations, Vice President Finance and recommendations are
given by head of department.
Manager of the year/Executive of the quarter/ Kartavyayogi of the month:
This Award is given to appreciate an employees hard work and unique performance in a
particular quarter or year. There are some criterias to judge and select the Manager of the
year/Executive of the quarter/ Kartavyayogi of the month. It is divided in three parts and the
rating scale consist of Exceptional, very good, good, average and below average. First part
consist of Qualitative and Quantitative performance, Unique contribution and going the extra
mile. Second part consist of Grooming standards, Ability to look for opportunity for
improvement, Team Approach Team Player, Team Spirit, Level of Supervision Required,
Respect & Humility, Dedication & Sense of Belongingness. Third part consists of the rating
given by HR department on the basis of Discipline & past record and Attendance & Punctuality.
Jury consists of Head Human Resource, Head of Operations, Vice President Finance and
recommendations are given by head of department.

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CHAPTER 2
METHODOLOGY AND OBJECTIVE OF THE STUDY
2.1 OBJECTIVES
The Objective of the Project is Understanding Training & Development practices at Hotel
Sahara Star with reference to Training Need Analysis was to study the different types of training
conducted and the process of identifying training needs at Hotel Sahara Star.
In this View following were also the objectives covered in this project:

To study the process of training need analysis.

To review the existing Training Programs and redesigning them to meet the identified
training needs.

To modify the training feedback form.

2.2 METHODOLOGY
The Methodology adopted for this Project is as under:
Data Collection:
Data was collected through Secondary research. It was used to analyze the summer project. It
is defined as an analysis and interpretation of primary research. The method of writing
secondary research is to collect primary research that is relevant to a writing topic and
interpret what the primary research found. For instance, secondary research often takes the
form of the results from two or more primary research articles and explains what the two
separate findings are telling us. Or, the author may have a specific topic to write about and
will find many pieces of primary research and use them as information in their next article or
textbook chapter.

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Data used for collecting information on Training needs identification is Qualitative Research.
Qualitative research method used was observation and analysis of documents. A data
regarding Training needs of employees was provided for the year 2014-2015 through excel
sheet which required to be converted into graphical representation of training needs
department wise and skills wise.
Data Analysis:
The data was entered in Excel and analyzed using Advanced excel techniques.
.

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2.3 LITERATURE REVIEW

TRAINING & DEVELOPMENT
Training and development is a function of human resource management concerned with
organizational activity aimed at bettering the performance of individuals and groups in
organizational settings. It has been known by several names, including "human resource
development", and "learning and development. New workers in a firm are usually given an
induction program in which they meet other workers and are shown the skills they must learn.
Generally, the first few days at work will simply involve observation, with an experienced
worker showing the 'new hand' the ropes. Many large firms will have a detailed training scheme,
which is done on an 'in-house' basis. This is particularly true of larger public companies such as
banks and insurance companies. In conjunction with this, staff may be encouraged to attend
college courses to learn new skills and get new qualifications.
Training thus takes place in the following ways:
1. On the job - learning skills through experience at work
2. Off the job - learning through attending courses.
Training is an educational process. People can learn new information, re-learn and reinforce
existing knowledge and skills, and most importantly have time to think and consider what new
options can help them improve their effectiveness at work. Effective trainings convey relevant
and useful information that inform participants and develop skills and behaviors that can be
transferred back to the workplace.
The goal of training is to create an impact that lasts beyond the end time of the training itself.
The focus is on creating specific action steps and commitments that focus peoples attention on
incorporating their new skills and ideas back at work. In order to fully benefit the company and
employee, the induction program should be planned in advance. A timetable should be prepared,
detailing the induction activities for a set period of time for the new employee, including a
named member of staff who will be responsible for each activity. This plan should be circulated
to everyone involved in the induction process, including the new starter.

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Training can be offered as skill development for individuals and groups. In general, trainings
involve presentation and learning of content as a means for enhancing skill development and
improving workplace behaviors.
Training & Development need = Standard performance Actual performance
The following are the two biggest factors that contribute to the increased need to training and
development in organizations:
1. Change:
The word change encapsulates almost everything. It is one of the biggest factors that
contribute to the need of training and development. There is in fact a direct relationship
between the two. Change leads to the need for training and development and training and
development leads to individual and organizational change, and the cycle goes on and on.
More specifically it is the technology that is driving the need; changing the way how
businesses function, compete and deliver.
2. Development:
It is again one the strong reasons for training and development becoming all the more
important. Money is not the sole motivator at work and this is especially very true for the
21st century. People who work with organisations seek more than just employment out of
their work; they look at holistic development of self. Spirituality and self awareness for
example are gaining momentum world over. People seek happiness at jobs which may not be
possible unless an individual is aware of the self. At ford, for example, an individual can
enrol himself / herself in a course on self awareness, which apparently seems
inconsequential to ones performance at work but contributes to the spiritual well being of an
individual which is all the more important.

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How Training Benefits the Organization:

There are several ways in which an organization benefits from the training and development
program:

Leads to improved profitability and/or more positive attitudes towards profit orientation.
Improves the job knowledge and skills at all levels of the organization

Improves the morale of the workforce

Helps people identify with organizational goals

Helps create a better corporate image

Fosters authenticity, openness and trust

Improves relationship between boss and subordinate

Aids in organizational development

learns from the trainee

Helps prepare guidelines for work

Aids in understanding and carrying out organizational policies.

Provides information for future needs in all areas of the organization

Organization gets more effective decision-making and problem-solving skills

Aids in development for promotion from within

Aids

in

developing leadership

skills,

motivation,

loyalty,

better

attitudes,

and other aspects that successful workers and managers usually display

Aids in increasing productivity and/or quality of work

Helps keep costs down in many areas, e.g. production, personnel, administration, etc.

Develops a sense of responsibility to the organization for being competent and

knowledgeable

Improves Labour-management relations

Reduces outside consulting costs by utilizing competent internal consultation

Stimulates preventive management as opposed to putting out fires

Eliminates suboptimal behavior (such as hiding tools)

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Creates an appropriate climate for growth, communication

Training and Development Process at Hotel Sahara Star was linked to the Performance
Management System. So, lets look at the literature review of Performance Management System
and Training Need Analysis.

PERFORMANCE MANAGEMENT SYSTEM (PMS)

A performance management process sets the platform for rewarding excellence by aligning
individual employee accomplishments with the organizations mission and objectives and
making the employee and the organization understand the importance of a specific job in
realizing outcomes. By establishing clear performance expectations which includes results,
actions and behaviors, it helps the employees in understanding what exactly is expected out of
their jobs and setting of standards help in eliminating those jobs which are of no use any longer.
Through regular feedback and coaching, it provides an advantage of diagnosing the problems at
an early stage and taking corrective actions.

TRAINING NEED ANALYSIS

TNA is the systematic gathering of data to find out where there are gaps in the existing
skills, knowledge and attitudes of employees. It involves the gathering of data about existing
employees capabilities and organizational demands for skills, and the analysis of the
implications of new and changed roles for changes in capability. An effective TNA will assist an
organization to build the people capability it requires in order to be successful. Designing and
implementing a TNA is the logical starting point of a coherent and functional training strategy.
You can use a number of methods to carry out a Training Needs Analysis including:

Annual appraisals.
Regular progress meetings.
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Online questionnaires.

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2.4 SCOPE AND LIMITATIONS

SCOPE
The benefit of the study is that it helped to gain knowledge and experience about various HR
practices and in depth knowledge about training and development practices. The project has the
following scope:

Study the process of training need analysis through PMS forms

Observation of the existing process and design of training.
Explore the methodology and types of training provided to the employees in the

organization.
Study the different types of methods/techniques used to evaluate the training.
Study the relevance of the post training evaluation/feedback for the employee as well as

for an organization.
Modify the training feedback form.
Review the training programs for further improvement.

LIMITATIONS
i.

Companys SOP could not be studied in detail due to time restraint.

ii.

Analysis of PMS forms to identify training needs could not carry out as performance
appraisal was conducted in the month of March - April.

iii.

Limited training sessions were conducted due to employees not being able to leave their
work and devote time to training.

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CHAPTER 3
TRAINING AND DEVELOPMENT AT SAHARA STAR
The process of training starts with: assessment of needs, planning the training methods,
carrying out the training and evaluating the training program delivered.
3.1 PERFORMANCE MANAGEMENT SYSTEM AT SAHARA STAR
Needs assessment is done through Performance Appraisal Management System. The
human resource department issues PMS forms to employees and their HOD on yearly basis. The
Performance Appraisal Management System is systematic procedure at Hotel Sahara Star. In
Hotel Sahara Star 180 degree Performance Appraisal Method is used i.e. Appraisal done by Self
and Reporting Manager. After the appraisal is done, 15 days time to be given to all departments
to fill up form & submit back to HR department. The forms are sent back to the Human Resource
Department maximum by 30th April. Then 45 days process time for HR is given to decide the
outcome of the appraisal. Through these performance appraisal forms the training needs analysis
is done by the Training & Development Manager. Performance Appraisal form is shown in
Exhibit No.3
The two main role that help record employees performance in PMS are :
1. Self Appraisal (initially employee does self rating, i.e. what he performed last year, what all tasks) Self
Appraisal
15 marks for Section head & above:

10 Performance Related

3 Traits

2 Technical Insert.

20 marks for below Section head

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2. Appraisers Rating (appraiser gives rating to employee on his last years performance and recommend increment,
promotion and training which he is lacking)
50 marks for all level ( 60 for Finance as Beat the budget not applicable to them)
35 Performance Related
10 Traits
5 Technical insert

PROCESS FLOW OF PERFORMANCE MANAGEMENT SYSTEM

The HR department would give a pre appraisal
overview to the Head of the Departments (HOD)

The Performance Appraisal Forms will be filled by

employees
The forms will be handed over to the concerned
HOD who will rate and review and send the
appraised forms to HR dept positively.
The filled appraisal forms will be converted into data
then verified by Finance dept & HR dept. The
results will be presented to Resp. Sir

On the basis of approval the promotion &

increments will be effected

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About the Appraisal:

Applicability All confirmed Employees.
Tool - Appraisal Forms will be given to the employees.
Process - 2 way feedback process : Self appraisal followed by appraisal by HOD.
Outcome - Defined KRA for next year and achieved rating for current year.
Monitoring - Quarterly Assessment by HODs followed by 6 monthly review by the HOD
and HR & Appraisal at the end of the year i.e. April which will be based on tasks given at the
start of each financial year.
PERFRORMANCE EVALUATION RATINGS
RATING
Outstanding

SCALE
5

DEFINITION
Work performance is consistently superior to the standards

required for the job.

Work performance is consistently above the standard of

Expectations
Meets

performance for the position.

Work performance consistently meets the standards of

Expectations
Improvement

performance for the position.

Work performance does not consistently meet the standards of

Exceeds

Needed
Unacceptable

performance for the position. Serious effort is needed to

1

Improve performance.
Work performance is inadequate and inferior to the standards
of performance required for the position. Performance at this

Not Applicable

level cannot be allowed to continue.

Certain traits which are not applicable for the job performance

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Outcome of the assessment:

Recognition & Promoted

Increment

Recommended for training

Repositioning

Warning

Objective of performance appraisal to let the employees know where they stand so far as
their performance is concerned. Assist them with constructive criticism and guidance for the
purpose of their development. It helps to assess the training and development needs of
employees.

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3.2 TRAINING AND DEVELOPMENT AT SAHARA STAR

Training & development at Hotel Sahara Star is done to increase productivity, flexibility,
upgradation of skills, improves the morale of the workforce, create a better corporate image,
improve relationship between boss and subordinate, it aids in organizational development and
fosters authenticity, openness and trust. It helps people identify with organizational goals. It leads
to improved profitability and/or more positive attitudes towards profit orientation. Training helps
to improves the job knowledge and skills at all levels of the organization. Training &
development activities are carried on by the Training & Development Manager.
STANDARD OPERATING PROCEDURE OF TRAINING & DEVELOPMENT

Kartavyayogis Learning and Development

To achieve maximum Kartavyayogi productivity and flexibility through the

implementation of a creative and complete training programme that satisfies the training
needs of the hotel and ensures maximum guest satisfaction.

To work with other Department Heads to manage proactive Kartavyayogi succession

planning and development.

To help Department Heads understand and become effective in their respective roles as
Coach, Mentor and Supervisor.

To help implement and manage training programmes which ensure the most effective use
of the hotels technology.

To ensure Learning and development is a continuous process, by effectively looping

guest feedback and Service performance into the learning needs identification process.

To recognize the best talent and to promote them professionally and socially.
Within the training and development, employees are introduced to the principles and

standards of the hotel, together with the policies and procedures, enabling the hotel to maintain
its standards and system with the help of training. Every department has their own training
session which is of 30 minutes on a daily basis. It includes discussing different topics each day,
like cleaning table procedure, beverage knowledge, and greeting customers etc. English training
is organized once a week, speaking, reading and listening are trained and practiced there, and
29 | P a g e

mostly the topics are about hotel work, at the same time, role play is part of English training.
And there are some department trainings and organizational trainings for leaders, supervisors and
managers.
People who are responsible for training will find out those employees during training,
who are quick learners, who have better knowledge and skills, so that different methods of
training can be chosen, therefore, better results will be acquired. Without organized training and
guidance, especially employees who work with dangerous facilities, accidents are easily
occurred, training can help organizations to prevent accidents. Wastage and damages in different
departments are commonly found out in hotel operation, with the help of staff training;
unnecessary wastage and damages can be avoided. Regular trainings can decrease work
pressures and employee turnover, as a result, less labor cost will be spent and better service can
be achieved.
3.3 TRAINING PROCESS
The training process at Hotel Sahara Star consisted of five steps: Training Need Assessment,
Planning Training Programs, Designing Training Programs, Conducting Training Sessions and
Feedback and Review of the Programs. The Training Program is depicted in the diagram below.

TRAINING
NEED
ANALYSIS

PLAN
TRANING
ACTIVITY

DESIGN A
TRAINING
PROGRAM

EVALUATE
AND
REVIEW

CONDUCTIN
G TRANING
SESSIONS

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TRAINING NEED ANALYSIS

Training need analysis is the first step in the training and development process. Through
Performance Appraisal Management System gaps can be identified between what is required and
what exist in the organization. Accordingly training needs can be identified and employees can
be trained for the competencies required to meet the current and the future objectives of the
organization. Training need analysis is done department wise and skills wise. For example If
TNA is done department wise then an excel sheet is prepared after analyzing PMS forms. As
shown in Exhibit No. 4. Excel sheet consist of the Name of the employee, Employee Code,
Designation, Date of joining, Training needs (Soft Skills), Departmental Training need, Training
programs attended (soft skill), Departmental training programs attended. Departmental Training
need is given by the head of department. Training needs at individual level is identified by PMS.
Then a Power Point presentation is made by the Human resource Department to represent the
TNA data Department wise and skills wise. At the end over all organizational training need
analysis is done No of employees and the skills required. Refer Exhibit No.5
The methodology devised to initiate an employee into Training program is as below:

Training and development department keep a systematic record in the tracker made as per
the parameters available in PMS forms.

After completion of tracking, analysis of training needs across locations and desired areas
are made.

Analysis of Training needs enables HR to understand which training program is

demanded more in organization.

The top training needs can be identified with the help of Pareto Analysis or
HISTOGRAM charts.

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Once the top priorities are identified across locations they identify the target audience to
whom those respective locations training has to be imparted. i.e. they identify the grades
of employees to impart training.

Next step is to initiate with the training plan the training dates, audience are finalized.

PLAN TRAINING ACTIVITY

After, the department wise and skill wise analysis of the training needs is done and the final list
is prepared. This list is sent from the various departments to the Training & Development
Manager. On receiving this list from the head of Departments, the Training & Development
Manager will plan as to which training programs are to be designed and carried out immediately.
SR. NO

DATE

NAME

DEPARTMENT

PROGRAM

Training & Development Manager then plans the training activities to be carried for the year. At
this stage, the Training and Development Manager, decides on the content of each of the Training
Programs to be carried in the future and training seek approval to conduct these programs. Also
at this stage it is decided which program to be conducted internally and for which program an
external trainer, if any, is to be hired. Head of department training schedule is made by referring
to the training needs analysis department wise and skills wise. Then the training calendar for the
respective year is made by Training & Development Manager. This training calendar is posted on
different locations in the back office for example in cafeteria, near the training and development
room, notice board and so on. This training calendar is then sent to the respective HODs with
their training schedules. Training calendar as shown in Exhibit No.9

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DESIGNING THE TRAINING PROGRAMS

After the Approval of the Head HR to conduct these trainings, deciding in brief the content of
each of the training program, the Training and development Manager starts designing the content
for the Training Program which comprises of the PowerPoint Presentation, the notes to be
circulated for that particular training, the case studies, if any, to be used for the Training
Program, games and quiz to keep the Training Program interactive. On the basis of this final
content development, the Training and development Manager decides the duration of each of the
training program. After the final content is ready, dates are decided for the training programs to
be conducted for employees of different department in discussion with their respective heads.
Modification of existing training programs can be done through training history record. Training
history record helps to track the flaws of the training program conducted earlier. Training
attendance sheet is used for further reference to keep training record of employees. Training
attendance sheet is shown in Exhibit No.6. Training history card helps in keeping track of the
training programs attended by specific employees and man hours devoted for a particular
training. Training history card refer Exhibit No.7
Training & Development consist of:

Internal Training - Training organized and developed internally or in cooperation with

external entities, by way of protocols/agreements with specific rules. This happens when
the, Trainers are on the company payrolls conduct the training programs for the
employees as when as required. e.g induction programs conducted by HR & Training
departments in most companies. Here trainers are the employees of the company.

External Training - In this process, an external trainer from a training company or a

freelance trainer is invited to conduct a 1 or 2 day workshop for the employees. this is
external training.

Recreation - Recreation is an essential part of human life and finds many different forms
which are shaped naturally by individual interests but also by the surrounding social
construction. Recreational activities can be communal or solitary, active or passive,
outdoors or indoors, healthy or harmful, and useful for society or detrimental. A list of
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typical activities could be almost endless including most human activities, a few
examples being reading, playing or listening to music, watching movies or TV,
gardening, hunting, hobbies, sports, studies, and travel.

Product Training Product Training includes information about the different products of
the hotel. For a hotel, products would be rooms, Food & Beverage outlets, Banquets, Spa,
Gym and so on. Knowledge about the high profit items, the components parts of any
packages, and so on.

Project Trainees Project trainees include Hotel Management trainees who join the hotel
to complete their training period i.e. 1 month to 6 months. This helps them to gain
practical knowledge about the hospitality industry. They are given a chance to work and
be a part of every department in the hotel like Food & Beverage service, Kitchen,
Housekeeping, Banquet operations and Outdoor catering also.

Operation Training Program - The operational training programs are necessary to keep
the company running well. Operational training programs are the carbohydrates and
sugars that give the organization energy and focus. Operational training programs are
necessary for a high-performance, resilient organization.

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DIFFERENT TRAINING PROGRAMS CONDUCTED:

12 disciplines for living your dream
19 habits & 5 steps of service
Basic English speaking
Basic principles of food safety
Chemical knowledge
Change management
Business email writing
Etiquette manners
Exceeding guest expectations
Glassware
Grooming
4 seasons wine trail
Business center training
Fire safety
Telephone manners
HR induction
Kitchen safety
Information technology
IFH Training
Paradigm shift
Body language
Remy martin
Revenue optimization training
Time management
SWOT analysis
Star gourmet
Self Motivation
Safety at work
3.4 INDUCTION PROGRAM

Body language
Beer training
Basic principles of hygiene
Cognac
Communication skills
Complaint handling
Computer literacy
Energy conservation
EMC training
Discount card module
Finance for non finance
First aid training
Cooking method
Food Beverage package
Guest interaction
Roster management
HRIS
Machine usage
Refresher training
Leadership skills
Positive attitude
Voice accent
Upselling at Front office
Team building
Stress management
Service culture
Interpersonal Skills
Product knowledge

The process of training and development starts with an induction program. An induction
program is the process used to welcome new employees to the company and prepare them for
their new role.
Induction training should include development of theoretical and practical skills, but also
meet interaction needs that exist among the new employees.
STANDARD OPERATING PROCEDURE OF INDUCTION PROGRAM

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POLICY: It is the policy at Sahara Star Mumbai to ensure that Kartavyayogis should undergo
intensive induction programme.
PURPOSE: To ensure that all Kartavyayogis are well versed with the Company Profile, Tradition
& Culture of the company.
PROCEDURE: Sahara Star Mumbai is committed to provide best opportunities for continuous
growth & development.
Kartavyayogies shall go through the following trainings:

Orientation: Welcome-tea session with Head of Sahara Star, introduction to Sahara India
Pariwar & Corporate movie, Introduction & fact file of the hotel, Personnel formalities,
Property Tour, Service Excellence module, Telephone Etiquettes, Grooming & personal
hygiene standards, Fire & safety procedure.

Departmental Induction: All Kartavyayogies shall have 3 days intensive induction

programme monitored by the Training Manager.

Hospitality Skills: All Kartavyayogies shall undergo Exceeding Guests Expectations,

Excellent Communication, Personal power, Guest complaint handling skills, Voice &
Accent Training and Up-selling skills.

Leadership Skills: Communication skills, Valuing differences, Interviewing skills,

Process improvement, Problem solving Empowerment, Customer loyalty, Balance of
work & life, Performance management, Personal leadership, Self development plan,
Seven Habits of highly effective people, Train the trainer and Navigating through change.

A typical induction program in Hotel Sahara Star includes the following:

Any legal requirements (for example in the, some Health and Safety training)

Any regulatory requirements (for example certain bank forms and ESIC forms need to be
completed)
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Introduction to terms and conditions (for example, holiday entitlement, how to make
expense claims, etc.)

A basic introduction to the company, and how the particular department fits in

A guided tour of the building (360 degree virtual tour)

Completion of government requirements

Set-up of payroll details

Introductions to key members of staff

Specific job-role training

Star Gateway Daily roster setup, Attendance, Confirmation form, Tour form,
Reimbursement claim, Daily updates Events, Long staying guest, Employee Birthdays)

The induction is of two days in Hotel Sahara Star. The session includes general
introduction of the organization through videos and presentation, ice breaking session amongst
the candidates, introduction to the important pillars of the organization, property detail and tour,
description of various HR policies and schemes for the employee, introduction of the candidates
to Star Gateway which is an intranet portal.
The new employees are then briefed about the importance of grooming and hygiene in
the hotel industry. Since all the employees will have first-hand contact with guests at some point
or the other, it is important for them to maintain proper grooming and hygiene standards. The
main focus is on dressing and interacting as per the standards set. Maintaining personal hygiene
is important for every individual. A video on the importance of body language is shown to the
employees. They are informed about how basic body language can be mistaken for something
else. In hospitality industry, the employees are always interacting with guests and maintaining a
warm and friendly body language is extremely important.
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The new employees are introduced to all the department heads. It is extremely important
for the staff to be aware of the heads of all departments. In Hotel Sahara Star it is extremely
important to greet each other with a Sahara Pranaam. All the department heads come and address
the batch of new joinees by talking about the organization and their respective departments.
The new joinees are shown a virtual tour of the entire hotel including the rooms,
banquets and restaurant outlets. In an organization, the employee has to know everything about
the organization and not just his/her department. They should know about all the rooms,
restaurant outlets, conference rooms and banquets. For instance, if a guest is lost in the hotel and
cannot find his way to a particular restaurant he might ask anyone who works in the hotel. If the
employee is unaware and doesnt know about the hotel, it will create a bad impression about the
hotel. Hence it is important for everyone working in the hotel to know about everything.
They are also trained on how to use the intranet portal known as Star Gateway. It is an
information system which employees use for checking their attendance, to apply for leaves and
to also see the various events happening. There are motivational videos available as well. Every
employee has his/her own password and username to access the account. There are computers set
up all over the hotel so that the employee can check his/her account and in case there is any issue
with it, one can report to the HR department.
Then there is a small session on Fire and Safety that every employee needs to have basic
knowledge about. The Loss and Prevention department takes the session and answers queries
regarding the same. The employees working in the kitchen need to be aware of what steps to be
taken in case of fire. The first reaction to fire is panic. Hence it is important to brief all the
employees on how to tackle such situations with ease and composure. The employees are then
given a presentation by the General Manager, Mr. Manish Sodhi on the brand standard given.
Brand Standard is small booklet of 19 habits and 5 steps that every employee is expected to
abide by. The HR department sends a mail everyday to every employee, which is visible on the
intranet with one habit and one step of the day. These steps and habits basically are a manual to
the employees on how to treat their guests and how to give the best possible customer service to
the guests.

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There are various kinds of trainings, 15 minutes training in each department, which is
about discussing different topics each day, like cleaning table procedure, beverage knowledge,
and greeting customers etc. English training is organized once a week, speaking, reading and
listening are trained and practiced there, and mostly the topics are about hotel work, at the same
time, role play is part of English training. And there are some department trainings and
organizational trainings for leaders, supervisors and managers.
Once the training session is over, it is important to take feedback from employees from
time to time to make sure the training was useful. It is vital to the employees to integrate their
learning into their day to day lives.

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CHAPTER 4
TRAINING & DEVELOPMENT PROGRAMS AT SAHARA STAR DURING
MAY-JUNE 2015
Training Program on Motivation
In order to motivate current employees, the training & development manager decides to
conduct a training program on motivation of employees. The responsibility entrusted was to
design a power point presentation on motivation of employees with a designation of team leader
or associates. The responsibility given was to include information about the importance and role
of motivation in employees through the power point presentation and also design scenarios
which would help the employees to exercise their internal motivation factor. The objective of this
training program is to is to create condition in which people are willing to work with zeal,
initiative, interest, and enthusiasm, with a high personal and group moral satisfaction with a
sense of responsibility.

Training Program on Body Language

The training program on Body Language is given to the employees as it is very important
in hospitality industry because the employees are always interacting with guests and maintaining
a warm and friendly body language is extremely important. Here, the responsibility entrusted
was to make a power point presentation on different types of body gestures and what do people
perceive by noticing it. As per a study conducted on body language, it says that 65% of the
communication is done through facial expressions, tone of voice, movement, appearance, eye
contact, gestures and postures. The impression people make on one another is based 60% on
their appearance, 33% on the way they speak and 7% on what they say. So body language is
extremely important when you are working in a hospitality industry. I covered almost 40 types of
different body gestures, some of them are clenched teeth, boredom gestures, evaluating gestures,
hand gestures, chin stroking, lint picking and so on.

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Training Program on Grooming

The training program on grooming is given to all the employees since they will have firsthand contact with guests at some point or the other, it is important for them to maintain proper
grooming and hygiene standards. The main focus is on dressing and interacting as per the
standards set. Maintaining personal hygiene is important for every individual. Importance of
personal grooming is covered in the power point presentation along with appearance definition
and essentials of grooming like hair, nails, shoes, uniform and make up.
Training Program on Upselling
The training program on upselling is given to the front office department of the hotel so
that it helps them to increase revenue for the hotel. The word selling means to provide service to
our guests by finding the best way to satisfy their needs and wants. Selling is a key component
for good service. Upselling means a sales technique whereby a salesperson induces the customer
to purchase more expensive items, upgrades, or other add-ons in an attempt to make a more
profitable sale. Employees are thought about the upselling methods like eyes, ears, mouth and
heart. For upselling they also need to have product knowledge and so training on product
knowledge is also give.
Project Trainees
Project trainees are hotel management students who join Hotel Sahara Star for a specific
period of time to complete their hotel management training. Period vary from 1 month to 6
months. They are recruited on stipend basis i.e. Rs.1500/per month. Trainees are given
attendance card and identity card on the date of joining. Stipend is calculated on the basis of
attendance card and industrial trainee register through excel sheet. This training helps them to
gain practical experience of working with a hotel in different departments. I was given the
responsibility to interview them, segregate them into different departments, stipend calculation,
explaining them about the attendance rules, and so on. Change of department takes place at the
end of every month; Training & Development Manager segregates them into different
department so that they get a practical experience of working with almost all the departments.

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INDUCTION PROGRAM HELD ON 25TH & 26TH MAY 2015

Day 1: Induction program starts by an ice breaking session so that all the new joinees get
to know each other. The session included employees to compare themselves with plants, trees,
animals followed by a gist of their individuality.
The responsibility given was to showcase the corporate films regarding information on
Hotel Sahara Star to all the new joinees. In addition to giving employees a company
backgrounder it also portrayed how the hotel has reached such a high pinnacle in the Hotel
industry.
Every employee needs to know how the organization he/she works for came into
existence, the founder(s), who all are the backbone of the organization and what is the vision
and mission of the organization.
The movie gave everyone extremely valuable insights on the Sahara India Pariwar as a
whole. It gave them the following pieces of information:

Sahara India Pariwar has no owner and only guardian

All the employees in Sahara India Pariwar are addressed as Kartavyayogi and

Shri Subrata Roy is known as Sahara Sri

At Sahara India Pariwar first priority is given to Emotional content and then

materialism
Sahara India Pariwar has No trade union infact of being top Indian

conglomerate
Sahara India Pariwar is inspired by the spirit of Bhartiyata (Indian-ness)
Celebrities like Shah Rukh Khan, Ashwariya Rai, Karishma Kapoor, Rani
Mukherjee, Raveena Tandon and Aftab Shivdisani were associated with Sahara
India Pariwar for the celebration of Bharat Parva.

It is imperative for the employees to know how far and wide is the reach of the
organization they are servicing. Sahara India Pariwars has a multi divisional business. With total
establishments number standing at 1707 across 217 cities was shared with the employees. A
glimpse about Aamby Valley, Sahara Hospital, Sahara One, Sahara newspapers, Sahara consumer
products, Air Sahara, Housing & Finance and so on was given to the new joinees.
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The movie gave the new joinees an idea of the massive workforce that keeps Sahara
going forward. Sahara India Pariwar has Kartavyayogi Council for employees rights and duties
and for consumers response and justice which was shown to everyone. In the end the values that
Sahara instils in its employees through the following line Reconnecting the rules of
management, A vision to change the way of doing business.
Once the information sharing on Sahara India Pariwar was over, the new joinees were
given an introduction on facilities on offer by Sahara Star for all its guests. A clip was played that
that dished out information housed at Sahara Star such as Divine, Earth Plate, Aafrein, Flute,
High Lounge and son. Guests travelling from various parts of the globe look to have a top notch
accommodation. The workforce needs to be made conscious on every aspect offered by Sahara
Star and to reiterate the high level of accommodation offered by the hotel, the clip made the new
joinees aware on the multiple categories of rooms that guests can head to and unwind. Following
the planetary naming system, the categories of rooms/suites available for relaxation are Mars,
Venus, Earth, Mercury, Jupiter Presidential Suite
GROOMING STANDARDS
The responsibility entrusted was to brief employees about the importance of grooming
and hygiene in the hotel industry. Since all the employees will have first hand contact with guests
at some point or the other, it is important for them to maintain proper grooming and hygiene
standards. A video was shown on how one should groom and also the etiquettes needed in
hospitality industry. The main focus is on dressing and interacting as per the standards set.
Maintaining personal hygiene is important for every individual. Then a power point presentation
was shown about the grooming standards of hotel Sahara Star. It gives information on the basics
of hair maintenance, shoes, uniform, nails, belts, make up, watches, ornaments and nails. The
main objective of this training program is to help employees understand about the basic
grooming standard of the hotel. It helps them create first impression that will create lasting
impression. It is also essential to make ourselves feel good and confident.

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BODY LANGUAGE
The next session was regarding Body Language. The responsibility entrusted was to play
a video on the importance of body language to the employees. The video gave glimpse about
what perception somebody creates when he notices your body language. Then a powerpoint
presentation was shown on power and importance of body language. Then what are the basic
universal body language gestures, Dos and dont of body language while standing, talking and
walking. They are informed about how basic body language can be mistaken for something else.
In hospitality industry, the employees are always interacting with guests and maintaining a warm
and friendly body language is extremely important.
The new employees are introduced to all the department heads. It is extremely important
for the staff to be aware of the heads of all departments. In Hotel Sahara Star it is extremely
important to greet each other with a Sahara Pranaam. All the department heads come and address
the batch of new joinees by talking about the organization and their respective departments.
360 VIRTUAL TOUR OF THE HOTELInduction program consist of a 360 virtual tour of the hotel . The responsibility entrusted
was to give a virtual tour to the new joinees through a computer in the training room with the
help of the software. The new joinees are shown a virtual tour of the entire hotel including the
rooms, banquets and restaurant outlets. In an organization, the employee has to know everything
about the organization and not just his/her department. They should know about all the rooms,
restaurant outlets, conference rooms and banquets. For instance, if a guest is lost in the hotel and
cannot find his way to a particular restaurant he might ask anyone who works in the hotel. If the
employee is unaware and doesnt know about the hotel, it will create a bad impression about the
hotel. Hence it is important for everyone working in the hotel to know about everything.
At the end of Day 1 employees are requested to go through the induction manual hard
copy given to them for reference purpose. They are given 45 minutes to 1 hour to go through the
manual and ask questions in case they have any doubt. This was done so that the employees are
through with the reading of the induction manual. After they have finished reading an induction
test is conducted on the basis of the induction manual. Induction Test form is shown in Exhibit
No.10
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Day 2: Induction program starts with a power point presentation on HR policies by

Chetna Mahajan HR Executive.

Sahara Pranam - Sahara Pranam conveys greetings from the Sahara India
Pariwar. It is combined with our traditional welcome Pranam. They keep right

palm on their heart signifying that the expressions are straight from our heart.
Employee entrance i.e. Gate 7 about the security check procedure, Register Bookthen things which are not required in the hotel should be registered in that book,
Biomatrix Finger Scanning How to punch in and punch out daily, if it is raining
then how to punch in and punch out should be done, if employees have to go out
of the hotel for some work then they have to fill a tour form which will take care

of the attendance and display of identity card is mandatory.

Attendance and time keeping is the responsibility of every kartavyayogi i.e.

General Shift Twice, Break Shift 4 times, Department muster.

Uniform is mandatory Employees are given information on how to use the

laundry facilities of the hotel.

Basic grooming standards like light make up, clean uniform and polished black
shoes have to be followed on daily basis. Then information on locker facility is
given To maintain personal hygiene and grooming standards, how to issue
locker, how to maintain a locker, things which are not allowed to be kept in the
locker, etc. information on cafeteria operational hours for Breakfast, Lunch,

Dinner, Midnight tea and Tea breaks.

Transport facilities provided by the hotel for females working in night shift, Orex
cab which is associated with the hotel and what is the procedure to start this

service or to change home address this information is also provided.

Staff initiatives consist of activities like sports activities, cultural events,
recreational events and different awards given like manager of the year/ executive

of the quarter/ kartavyayogi karyakarta of the month.

Important information such as salary disbursement, salary advance procedure,
Provident Fund calculation, withdrawal and transfer procedure, ESIC
Coverage for employees below Rs. 15000/-, contribution system, how to avail this
facility, registration with panel doctor and hospital. Incentive program like Beat
the budget program, buddy pay program and so on.
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Employee benefits as they get 50% discount on bakery products, banquet

facilities, Food & beverage outlets, spa and salon of the hotel a certain procedure

is to be followed to avail these discounts.

Performance appraisal assessment period and method used information is shared
with the employees. Performance appraisal is done after the employee completes
its probation period i.e. one year. Information on leaves allowed to employees like
official 6 offs in a month is allowed, casual leaves, Medical leaves, earned leaves

and maternity leaves.

Exit policy procedure like exit interview, notice period to be served, formal
resignation format and so on is explained to the employees.

They are also trained on how to use the intranet portal known as Star Gateway. It is an
information system which employees use for checking their attendance, to apply for leaves and
to also see the various events happening. There are motivational videos available as well. Every
employee has his/her own password and username to access the account. There are computers set
up all over the hotel so that the employee can check his/her account and in case there is any issue
with it, one can report to the HR department.
Then there is a small session on Fire and Safety that every employee needs to have basic
knowledge about. The Loss and Prevention department takes the session and answers queries
regarding the same. The employees working in the kitchen need to be aware of what steps to be
taken in case of fire. The first reaction to fire is panic. Hence it is important to brief all the
employees on how to tackle such situations with ease and composure.
The employees are then given a presentation by the General Manager, Mr. Manish Sodhi
on the brand standard given. Brand standard consist of core commitments, group philosophy,
what does Sahara India Pariwar stands for.., 19 habits and 5 steps that every employee is
expected to abide by.
The HR department sends a mail every day to every employee, which is visible on the
intranet Star Gateway with one habit and one step of the day. These steps and habits basically are
a manual to the employees on how to treat their guests and how to give the best possible
customer service to the guests.

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In the end, the induction program ends with a cake cutting session by the employees. This
is a warm way to welcome the new employees on board. This helps in creating a sense of
belongingness and recognisation.

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CHAPTER 5
TRAINING FEEDBACK ANALYSIS AT SAHARA STAR
Effective feedback can be a powerful training tool. It acknowledges competence, reinforces
appropriate performance and behaviors, fills knowledge gaps and promotes self-awareness.
Because feedback can be so powerful, it often has a lasting impact.
Every Training Program should be followed by a Feedback as it helps the trainer know how the
Training Program is progressing, what was best about the Training Program and what
improvements have to be made.

Sahara star follows a systematic procedure for Training Feedback Analysis which begins with
Filling up of the Feedback form by the Participants of the Training Program, Analysis of the
Feedback using MS Excel/ MS PowerPoint, Finding out the improvements to be made, and
suggestions given and implementing these in further Sessions of that Training Program.

A Final PowerPoint Presentation is made using graphs and charts and information from the
Analysis made in MS Excel that is presented to the Top Management as a review of the Training
Program conducted.
Training feedback analysis for Induction:
55 new employees joined Hotel Sahara Star during April May so on 25 th May 2015 induction
was conducted for the employees. Induction Program at Hotel Sahara Star received a Positive
Feedback. Approximately 80% of the participants for the Induction Program rated all the
parameters of the feedback table as either 4 or 5(agree or strongly agree). However there were
few suggestions for improvement of the training Program for example, one recommended to
keep ice breaking session so that they can interact with each other. The Training and
Development Manager immediately looks into the suggestions and implements them in the
future sessions of the Training Program. Training feedback form is shown in Exhibit No.8

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CHAPTER 6
HRIS FOR TRAINING & DEVELOPMENT
Human Resource Information System (HRIS) is software which enables to maintain employee
information right from the date of joining till separation. It helps to maintain employee database
and is linked with online application named Star Gateway. It also helps in Recruitment, Leave
Management, Training & Development, Performance Management System and Exit Process.
Training & Development Manager uses HRIS for identifying needs, Training schedule, training
history, training planner (calendar), for duplication of course, cancel course and recall course.
Training & Development Manager uses HRIS software to identify needs of each employee. It
contains description of the needs identified by the employer and the employee. Each employees
name, employee code, grade, department and designation is specified to avoid confusion and to
provide accurate data. It also arranges employee needs on priority basis. This helps in providing
a clear picture to the Training & Development Manager as to plan the training activities
accordingly. This report is used by Training & Development Manager to make a report on
training need analysis skills wise and department wise.
Training schedule is also planned using HRIS software. It shows the course number, maximum
participant, minimum participant and total participant count. It specifies time, date, total hours
and man days per employee. It gives information about venue, institution, city and faculty which
will conduct the training program. It also provides a check list below to tick on the needs covered
of the specific employees. You can also add remark if any. All this information helps in
maintaining the training and development data accurately.
Training history contains data about the trainings conducted in the past. It gives detail about the
average course rating and the average faculty rating after the training feedback has been entered
in the HRIS software through star gateway. It helps in providing individual employee rating and
also individual employee faculty rating.
Training planner helps in designing the training calendar for the respective year. It provides a list
of training programs on the left hand side and on the top row it contains date, days and month
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information which helps the training & development manager to just select the specific training
program for the specific day, date and month. After completion direct print option is also
available.
Duplicate course option is used if any training program has to be repeated for employees so you
can select the number of times you want to repeat the course and for which date. It also provides
a option of duplicate employees i.e. will the previous employees attend the course again or new
employees will attend with specification of need.
Snapshots of HRIS:
How HRIS is used for training & development

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Identifying training needs:

Training schedule:

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Training history:

Training planner:

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Duplicate course:

Cancel course:

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Recall course:

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CHAPTER 7
RECOMMENDATION AND CONCLUSION
7.1 RECOMMENDATIONS

Every department should also have a specialized training session conducted more often.
Due to lack of time these training sessions are overlooked and the employee has to
directly report to the department. The training in every department should be regular so
that the employee realizes the constant need to update skills and to remain motivated.

Performance Appraisal done regularly will ensure the employee either gets the credit
he/she deserves or gets a reality check as to where he/she has gone wrong. Honest
feedback and constructive criticism will help the organization sustain through tough crisis
and situations.

An actual tour of the hotel if provided would be better as compared to a virtual 360
degree tour. The employee should know how the hotel looks like in reality because it is
less likely an employee from the kitchen department would get an opportunity to see all
the rooms. Similarly the housekeeping department might not get to see the food and
beverage outlets very often.

A Pre- Training Questionnaire can be filled up and collected from the participants of the
Training Program. This will help the Training & Development Team to know what are the
expectations of employees for the Training Program are and thus design the Training
Program accordingly.

The Training Budget, Number of Training Sessions to be held and the total number of
man hours to be allocated to each Training Program could be decided by the Human

Resources Team while planning the Training Program.

The Training and Development Team could prepare certain Pre-Training Preparation
Material. This will not only build excitement and anticipation with the trainee, it also
helps to alleviate their concerns about the content of the training. They will have the
opportunity to come to training prepared to get started.

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Training Feedback Questionnaire needs to be updated. Hence I suggested some changes

in the Training feedback questionnaire for Sahara Star. Refer Exhibit No.11

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6.2 CONCLUSION

The Project undertaken at Hotel Sahara Star was indeed enriching. I had an opportunity
to learn the overall functioning of the Training and Development Department.

Each of the functions of Human Resource department really plays a vital role in the
effectiveness of any organization. Human Resource is a never ending process as it begins
right from talent acquisition and continues with training and development and
performance management system.

One of the factors behind organizations giving a lot of attention to their people is the
nature of the firms in the current business environment. Hospitality Industry is people
oriented as the current human resource will convert customers into repetitive customers.
Along with the services offered it is important to train the employees to make the services
more effecting.

Hotel Sahara Star views their employees as more than just resources and instead adopt a
people first approach. There is always a need to align organizational goals with that of
the HR strategy to ensure that there is alignment of the people policies with that of the
management objectives. This means that the HR department is a vital organ in ensuring
organizational success.

The Induction program is consistent and well laid out. It follows a series of steps and
covers all the aspects for instance it gives information about grooming and etiquettes
along with fire and safety handling tips.

At Hotel Sahara Star, the Process of Performance Appraisal and Training and
Development are closely linked and the whole process of Training and Development
evolves from the information received in the Performance Management forms.
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Performance Management Process at Hotel Sahara Star begins with distributing of the
Performance Appraisal forms by Human Resources Department. The filled up
Performance forms are collected for further analysis. The Data from these forms and the
analysis forms the basis of Training Need Analysis at Hotel Sahara Star.

Here, the Process of Training and Development starts at Hotel Sahara Star, the Training
Need Analysis helps the Training and Development understands the needs of different
Training Programs. After seeking the necessary approval from the HR Head and HODs,
the Training Programs are Planned, Designed and conducted for the necessary
employees. These Training Programs are then reviewed and evaluated and further
changes, if any, are made into the Training. Also, an MIS of the Training Program is
recorded to understand the Training Programs conducted in each month, the Man hours
invested in Training of the employees. This helps in planning further Training Programs.

Thus, we see that Hotel Sahara Star follows a very systematic procedure for Training and
Development of the Employees various efforts are being planned encourage a Pro-active
learning environment within the organization. However, implementing the above
recommendations could improve the effectiveness of the Training Programs leading to a
greater success.

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ANNEXURES AND TABLES

EXHIBIT NO.1
MANAGEMENT AT SAHARA STAR

CHIEF
EXECUTIVE
OFFICER
CHIEF
FINANCE
OFFICER

HEAD OF
STRATEGI GENER
C
AL
PLANNING MANAG
&
ER
TECHNOL
OGY

HEAD
PROJE
CTS

EXECUT
IVE
CHEF

FINANCE
CONTROLL
ER

CHIEF
MANAGER
PROJECT

HEAD HR

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EXHIBIT NO.2
HR DEPARTMENT STRUCTURE AT SAHARA STAR

HEAD HR

TRAINING &
DEVELOPMENT
MANAGER

HR
EXECUTIVE

DEPUTY
MANAGER

HR
EXECUTIVE

EXECUTIVE
ASSISTANT

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EXHIBIT NO.3

Performance Appraisal Report (Training & Development Section)

Name:
Date of Joining:
Division:

Emp. Code:
Review Period:
Dept:

Cadre:
Designation:
Present Gross

Territory/Zone/Area:

Place of Posting:

Salary (p.m.):

INSTRUCTIONS:
1.

Please appraise Kartavyayogi Karyakartas in the Cadres of Officer Worker and above in all the sections i.e.
Sections A to Section I

2.

Please appraise Kartavyayogi Karyakartas in the Cadres of AJW-I and below on the traits in Section A and
Section C to Section I completely (Section B not applicable for these Cadres)
Please appraise the Kartavyayogi Karyakartas performance on the basis of following ratings / scores:
Excellent
10-8

Good
7-6

Average
5-4

Below Average
3-1

SECTION C
TRAINING AND DEVELOPMENT NEEDS
What training programmes the Appraisee is in need of (this is to help him to discharge his job efficiently
and also in career progression). Please allot any three of the below mentioned training needs based on
priority:
Leadership
Decision Making

Team Building

Delegation

Performance Measurement

KAIZEN/Quality

Skills
Negotiation Skills
Circle/ISO
Finance for non-finance Personnel

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Personality Development
Hygiene and Safety

Stress Management

Time

Management
Creativity and Innovation

Problem Solving

Communication
Listening Skills

Presentation Skills

Telephone

Skills
Any other (please specify)

_________________________________________________________________________________

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EXHIBIT NO.4

Training Need Analysis Excel Format

Sr.no

Name

Employee
Code

Designation

Date of

Training

Depart-

Training

Departmental

joining

needs

mental

programs

training

(Soft

Training

attended

programs

Skills)

Need

(soft skills)

attended

1
2
3
4
5
6
7
8
9
10

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EXHIBIT NO.5

Graphs Representing Training Needs Of Employees Department Wise

HOUSEKEEPING DEPARTMENT
STAFF STRENGTH-78

ENGINEERING DEPARTMENT

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STAFF STRENGTH - 44

%age
68

64

41
18
4

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FOOD & BEVERAGE PRODUCTION DEPARTMENT

STAFF STRENGTH - 150

%age
63
32

25
7

11

FRONT OFFICE DEPARTMENT

STAFF STRENGTH 55

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%age
42

12

12

Communication skills

Leadership

Complaint handling

FOOD & BEVERAGE HYGIENE DEPARTMENT

STAFF STRENGTH 43

%age
84

12

20

32

20

STORES AND PURCHASE DEPARTMENT

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STAFF STRENGTH-6

%age
50
17

17

17

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FOOD & BEVERAGE SERVICE DEPARTMENT

STAFF STRENGTH - 117

%age
18
13

16
13

12
6
3

AQUARIUM DEPARTMENT
STAFF STRENGTH 6

%age
83
67

English speaking

Communication skills
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ORGANIZATIONAL TRAINING NEED

TOTAL STRENGTH - 499

%age
39

19
13

12
9
5

8
3

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EXHIBIT NO.6 Training

Record Form (Attendance Purpose)

Training Record

Topic Conducted:
Date:
Name & Signature of Trainer -

Sr.No

Name of attendees

Department Signatur
e

EXHIBIT NO.7 Training History Card

Training History Card

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Name of Employee:
Department:
DOJ:
DOB:
Educational Qualification

Professional Qualification

Work Experience

Training Needs

Training Details
Duratio
Total

n
S.N

Dat

Training

Name of

Programme

Faculty

Fro

Training

Hours

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EXHIBIT NO.8 Training Feedback

Form

NAME:

DATE:

DESIGNATION:.

DEPT: .

Name of the trainer:

TRAINING FEEDBACK FORM

Please rank each of the following on a scale of 1 to 5 to help us assist you
better in future trainings.
1- Very poor
2 - Poor
3 - Adequate
4 - Good
5 - Very good
Please circle the desired rank.
a) How well was the session structured?
1

b) Was the duration of the training sufficient?

1

c) Were the contents of the training session understandable?

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d) Did the session meet your personal objectives?

1

e) How clear were the trainers presentation skills?

1

f) How was the trainers interaction with session participants?

1

g) Did the trainer manage the group effectively?

1

h) How do you rate your confidence with the tool at the end of the session?
1

i) How do you rate the session overall?

1

What new skills and/or knowledge have you gained from this session and how will it help you to
achieve your goals?

Any other comments suggestions: ...

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THANK YOU FOR YOUR VALUABLE FEEDBACK.

EXHIBIT N0.9- Training Calendar

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EXHIBIT NO.10
INDUCTION TEST
TEST PAPER
Name
obtained

Marks

Dept
Examination

Date of

_________________________________________________________________________________
Part-1
State True and False 1 mark each
(25)

1. The total area of our hotel is spread over 10.55lakh sq ft ____________

2. We are 3kms away from the domestic airport ______________
3. We are 4kms away from the International airport ____________
4. Sahara sky dome is the worlds biggest clear to sky pillar less dome __________
5. Sahara Aquarium is the Indias biggest aquarium in the lagoon area _________
6. We have 223 luxuriously appointed guestrooms ________________
7. All guestrooms overlook the lagoon & have a balcony ________________
8. Uranus suite has sitting area in living room ________________
9. Lady team members get a drop till the nearest station _____________
10. Saturn suite is also known to be a Sahara Suite _______________

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11. Earth plate, one of the food and beverage outlets, serves Indian cuisine _________
12. Namak serves Mediterranean cuisine __________
13. Mabruk is the only multi-cuisine outlet serves Italian, French, etc __________
14. Sahara city homes would comprise of 217 cities ___________
15. The largest and most technologically advanced board room in city is ACES ___________
16. ILA is the Sahara Spa and Wellness center _______________
17. We have 12 food beverage outlets in our hotel _____________
18. Sahara India Pariwar does not believe in nationalism ________________
19. The group was started in the year 1978 _________________
20. Sahara Star has only 10 floors ______________
21. Sahara India Pariwar has no trade Union and no Malik _________________
22. The roofs of our 8th floor have glass ______________
23. Sahara India Pariwar is the worlds largest family _________________
24. Our group philosophy is called the Collective Materialism _____________
25. Ocean has a Private Dining Room ____________

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PART-2

Fill in the blanks 1 mark each

(22)

1. Sahara India Pariwar was started in the year ____________

2. Mabruk serves _______________ cuisine.
3. ______________ is the biggest religion of the Pariwar.
4. A General Physician appointed by hotel is available at the hotel from Monday to Saturday
from _____________ to _____________
5. _____________ is greetings from the Heart.
6. Quality comes before ________________.
7. Values comes before ________________
8. Emotion comes before _______________
9. _____________ comes before profit.
10. _____________ comes before money.
11. _____________ comes before religion.
12. Conscience comes before _____________.
13. Family comes before ______________.
14. Namak serves __________________ cuisine.

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15. _______________ is the Multi-cuisine Restaurant.

16. The head office of Sahara India Pariwar is in ________________.
17. Salary advance can be availed from ___________ to __________ of any month.
18. Sahara India Pariwar has ______________ number of establishments in India.
19. The total area of our hotel is spread over __________________.
20. The Presidential Suite is called ___________________.
21. Our Duplex suite is called _________________.
22. ESIC coverage is for employees whose salary is less than or equal to Rs. ___________.
PART-3

Match the following 1 mark each

(14)

Earth Guestrooms

Deluxe Guestrooms

Jupiter Suite

Mars Premiere Guestrooms

Club rooms

Standard rooms

Mercury rooms

Presidential Suite

Indian Cuisine

Earth plate

Multi Cuisine

Flute

Mediterranean Cuisine

Mabruk
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Champagne Lounge

Namak

Saturn Suites

Domestic airport

0.5 kms away

Duplex Suite

External Facade

6th floor

Aquarium

Panoramic Glass Elevator

Manufactured by Schindler

4000sq.ft area

from Switzerland
Rooms with glass roofs

Designed by m/s Arup from Singapore&

LDP, Australia

PART-4

Who is who 1 mark each

(10)

1- Managing Worker & Chairman __________________

2- CEO, Sahara Star & Aamby Valley _____________________
3- CFO, Sahara Star & Aamby Valley________________
4- Executive Chef-Sahara Star _____________________
5- Head operations- Sahara Star _____________________
6- Manager HR-Sahara Star ________________

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7- F&B Manager ______________________

8- GM HR Sahara Star________________
9-Executive Housekeeper ___________________
10- Head Strategic Planning and Technology Sahara Star _______________

PART 5 Write short notes on (2marks each)

(12)

ESIC
Names of the meeting rooms along with capacity and rate at the business center
List the categories of rooms and suites
Bharat Parva
Name the 10 outlets with the type of cuisine they serve.
What is the profit sharing ratio of the company?

PART-6 Give suitable answers in YES/NO for the following.

(17)

1. Uranus suite has dining area in living room?

Ans.
2. Sahara City Homes would comprise of 217 cities.
Ans.
3. We have total 12 food & beverage outlets in our hotel. Is it correct?
Ans.
4. The roofs of our 8th floor are made of glass. yes/no.
Ans.
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5. Sahara India Pariwar is the largest family in the world.

Ans.
6. Aces, the Presidential Boardroom is equipped with Barco Projection System.
Ans.
7. ILA is the Sahara Spa and Wellness center.
Ans.
8. Saturn Suite is also known as Sahara Suite.
Ans.
9. Neptune suite is a Duplex Suite.
Ans.
10. Earth guestrooms overlooking the lagoon also have balconies.
Ans.
11. We have 223 luxuriously appointed guest rooms.
Ans.
12. Sahara Sky Dome is the Worlds Biggest clear to sky pillar less dome.
Ans.
13. We are 0.5kms away from the Domestic airport.
Ans.
14. We are 6 kms away from the International airport.
Ans.

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15. Earth Plate has a Private Dining room.

Ans.
16.We provide entertainment with guest stay.
Ans.
17. Ocean is a seafood outlet.
Ans.

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EXHIBIT NO.11
RECOMMENDED TRAINING FEEDBACK QUESTIONNAIRE

TRAINING FEEDBACK QUESTIONNAIRE

Training
Programme

Faculty

Date

Time

Venue

Batch No.

Please take few minutes to provide your feedback.Kindly use the following legend to ticck mark on the
five point scale of your choice.
Disagree
Scale

Somewha

Partially

t Agree

Agree

Agree
4

Strongly
Agree
5

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(Please tick in the appropriate box)

1

The program met the overall expectations

of the participants
The program covered all the topics
relevant to the subject
All the topics were covered in adequate
depth
The faculty has a good command over the
subject
Faculty was able to stimulate interest
about the subject
The faculty handled the questions
patiently and effectively
Audio-Visual aids were used effectively
by the faculty
There was a good balance between
presentation and group involvement
The handouts / material provided by the
faculty would be useful for future
reference
Overall faculty rating

Duration of training is appropriate

Training Room Facilities/Environment

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ADDITIONAL
COMMENTS/SUGGESTIONS:

Name :

__________________________

Employee Code :

Department :

Signature :

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REFERENCES AND BIBLIOGRAPHY

The above material has been collected using the following sources:

Books:

Human Resource Management- by K. Aswathappa

Training Design Manual
100 Training Games

Hotel Sahara Star Induction Manual Hotel Bible

Website:

www.citehr.com
https://www.dnb.co.in/Travel_Tourism/Indian_Hospitality_Industry.asp
http://www.saharastar.com/index.aspx
http://en.wikipedia.org/wiki/Training_and_development
http://smallbusiness.chron.com/six-main-functions-human-resource-department-

60693.html
http://www.traininganddevelopment.naukrihub.com/
www.exploreHR.org
http://www.equitymaster.com/research-it/sector-info/hotels/Hotels-Sector-Analysis-

Report.asp
http://www.ibef.org/industry/tourism-hospitality-india.aspx
http://en.wikipedia.org/wiki/Hospitality_industry
http://education-portal.com/academy/lesson/what-is-employee-turnover-definition-cost-

reasons.html
http://www.successfactors.com/en_us/lp/articles/optimize-performance-management.html

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