SYMBIOSIS INSTITUTE OF MANAGEMENT STUDIES

(CONSTITUENT OF SYMBIOSIS INTERNATIONAL UNIVERSITY)

COMPANY PROJECT STUDY ON RECRUITMENT AND SELECTION AND EMPLOYEE ENGAGEMENT AT THE PARK, HYDERABAD

SUBMITTED BY: ANANDITA THAKUR HUMAN RESOURCE CORE PRN: 10020441007 BATCH 2010-2012

UNDER THE GUIDANCE OF: Dr. Suruchi Pandey

ACKNOWLEDGEMENT

I would like to express my deep sense of gratitude to The Park Hyderabad, for extending this opportunity, for a company project study and providing all the necessary resources and expertise for its successful completion. I am very thankful to everybody who was directly or indirectly involved in helping me with this project. To begin with, I would like to thank Mr. Sandeep Verma (Director Training) for considering me worthy enough to do my summer internship with The Park Hyderabad. I would further like to thank my project guides Ms. Namrata Sharma(Manager- Human Resources) and Ms. Prachi Vaidya(Assistant Manager- Human Resources) for their constant guidance and expert advises. It was a good learning experience to have worked under all of them. I would also like to thank everyone in the HR department who were always willing to help, co-operate and for their valuable insights during the internship. I consider myself very lucky to have begun my career with an esteemed organization where the infrastructure, congenial work environment, inputs related to my project and the facilities provided, made my work simpler and easier. It was a great, memorable and a high quality learning experience at The Park Hyderabad.

Anandita Thakur

INDEX

S.No 1. 2 3 4 5 6 7 8 9

Particulars Apeejay Surrendra Group Corporate Mission and Vision Boutique Hotels The Park Hotels The Park Hyderabad Organizational Chart Corporate Identity The Human Resources Team PROJECT 1:RECRUITMENT AND SELECTION 9.1 Executive Summary 9.2 Objective 9.3 Research Methodology 9.4 Recruitment & Selection at The ParkIntroduction 9.5 Sources of Recruitment 9.6 Recruitment Procedure 9.7 Selection 9.8 Joining Process 9.9 Recruitment SOP 9.10 Attrition 9.11 My Role 9.12 Suggestions 9.13 Conclusion PROJECT: 2 EMPLOYEE ENGAGEMENT 10.1 Executive Summary 10.2 Objectives 10.3Employee Engagement Activities Learnings

Pg.No 4 5 6 7 8 12 15 16 17 18 19 19 20 21 23 24 26 27 30 31 32 33 34 35 37 38 43

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1. APEEJAY SURRENDRA GROUP

The apeejay surrendra group is one of the most diversified and successful industrial conglomerates in India, with operations in steel and engineering, shipping, tea, hotels, real estate and construction, financial services and international trade. Set up in 1910, the groups pioneering breakthroughs played a significant role in the development of India, opening view trade routes from India to far east, bringing stainless steel technology for the first time to India, breaking ground in the reclamation of land and introducing modern agricultural practices in tea cultivation.

Apeejay Surrendra Park Hotels Limited

Apeejay surrendra park hotels limited manages The park hotels presently a collection of six luxury boutique hotels located at Kolkata , new Delhi, Vishakhapatnam ,Bangalore ,Chennai & navi Mumbai. The park, Kolkata (TPCL) set up in 1967, is the citys best-located hotel, ideal for both business executives and tourists. The park, Vishakhapatnam (TPVZ) set up in 1968, is the citys only resort cum business hotel on the beach. It was the first five star hotel of Andhra Pradesh. The park, New Delhi (TPND) set up in 1987, is located downtown, in the business, government and tourist centre. The park, Bangalore (TPBL) set up in 2001, is located in M.G. road, the citys business and entertainment centre. The Park, Chennai (TPCH) has been brought under the apeejay banner in 2000. It is located on nungambakkan high road, Chennai. It began its operation on 15th may 2002. The park, nave Mumbai (TPNM) started its operation in February 2007 and is located in the business district of nave Mumbai, belapur.

2. Corporate mission and vision

Vision
Leadership through differentiation

Mission statement
We will operate a collection of luxury boutique hotels and restaurants, establishing global standards of product quality and service excellence.

We will enhance customer experience and make it a purpose of every action we take and every job we do We believe our strength is our people and we will encourage their development. We respect them as individuals and believe that teamwork, commitment, integrity are values that will lead us success. We will ensure the profitability and growth of the company for the long term benefit of our shareholders, our customers and our employees. We believe that is essential it is essential to be a good corporate citizen and serve the community that sustains us.

3. BOUTIQUE HOTELS
Boutique hotel is a term referring to the hotels designed with the same attention to detail that one would find in a specialised store or boutique that offers customised services and products. A boutique that is small, luxurious and very intimate. This trend started in 1984 with the morgans hotel in Manhattan, and today the concept has spread across the globe. Several world class and renowned hotels have helped to create this phenomenon in hoteliering including The raffles Singapore; Royalton, New York; the mercer, new York; costes, Paris. Distinctive architecture, unusual design elements, attention to luxurious comfort and other special touches characterize a boutique hotel, providing a more intimate and richer experience. Very often, these hotels are converted older property resurrected by designers, combining the charm and character of an old building with a modern design. At a boutique hotel, a traveller would never wake up wondering which city or hotel he is in, as each hotel or room has its own distinct personality. People check-in at boutique hotels because in addition to being fashionable to stay at, a boutique hotel offers them an experience not a product. Professional intimate and personalized services are prominent features of these hotels that constantly surprise one with styling, services and amenities. These hotels also tend to attract a different type of traveller- one who is young, independent, casual and one who always seeks new experiences.

4. THE PARK HOTELS

The park hotels is a unique collection of luxury boutique hotels in India, we are present in Bangalore, Chennai, Kolkata, New Delhi, Vishakhapatnam & Navi Mumbai. The chosen address for many corporate and leisure travellers, we are the natural choice for anyone looking for a luxurious downtown location with easy access to key commercial and leisure districts. Our exciting dining and entertaining options attract one and all. In all 38 years of our operation, we have remained contemporary and exciting, bringing in fresh concepts and learning from the world over. Glancing back at history, our first hotel opened on November 1, 1967 with 149 rooms on Park Street in Kolkata. The ever evolving street lends its name and character to the company. The following year a beautiful beachside hotel The Park, Vishakhapatnam became the groups second hotel and the first deluxe hotel in Andhra Pradesh. The park, New Delhi was launched in November 1987, in the heart on the capital on Parliament Street with 224 rooms, the park, Bangalore, an urban retreat with 109 rooms was launched in 2001 in the silicon city of India. The Park, Chennai, an urban haven of 216 rooms, located is Anna salai in the heart of the business district of Tamil Nadu vibrant capital was launched in May 2002. All our hotels lay a very strong emphasis on contemporary design in their private and public spaces. Style and luxury enhances everything- be it paintings, furniture, accessories or dining and entertainment concepts. Market leadership has been attained through constant up gradation of products and services to bring truly cutting edge international experience. The groups vision and philosophy is reflected in its customer focus; products and services innovation; advocacy or social and environmental issues and nurturing of art and culture. Pioneers of the boutique hotel concept in India, the hotels are a part of the apeejay surrendra group. The apeejay surrendra group was established in 1910, with its foundation in steel. Its current activities include shipping, tea, hospitality, retailing, real estate and construction, and financial services.

5. THE PARK HYDERABAD

The park hotel Hyderabad further extends the park hotel groups reputation for realizing contemporary hotels, which combine local culture and world class, international design. The park hotel Hyderabad is a certified green building and has achiever LEED GOLD certification. ADDRESS 22, Raj Bhawan road, Hyderabad 500 082 T: +1 800 11 PARK (7275) T: +91 40 2345 6789 F: +91 40 2333 1010 E: resv.hyd@theparkhotels.com W: theparkhotels.com LOCATION The Park Hyderabad is located in the heart of the business and entertainment centre of the city. TRANSPORTATION From Rajiv Gandhi international airport Nampally railway station Secunderabad railway station Distance 37 Kms 5 kms 10 kms Time By

45mins Car 20mins Car 30mins Car

ACCOMODATION
There are 270 rooms- which include The presidential suite along with 9 signature suites, 4 panaromic suites, 6 trillion suites, 50 The residence rooms, 7 trillion studios, 5 trillion rooms, 40 lake view rooms, 47 luxury rooms and 101 veranda rooms. This new flagship hotel is influenced by Hyderabads proud tradition as a centre of design and the production of precious stones and distinctive textiles. The facade reference jewellery settings and metal working found in the Nizam jewellery collection. The building incorporates a range of high quality spaces, from 270 guest rooms, executive and presidential suites, to three restaurants, two lounges, and two entertainment venues. The hotels unique exterior cladding and interior surface finish reflect local traditions of craftsmen ship, patterning and style. The hotel will enable its guests to indulge in a breathtaking view of the Hussain Sagar lake which is the largest manmade lake in the country. A unique feature about this hotel is that it is to be the first green hotel in the entire country and is build to the specifications of the green building council in U.S. Few interesting features integrated with this green property are: The building oriented on the site is to use natural resources like solar energy The property is to use indigenous landscape which does not require much irrigation, fertilizers and pesticides Maximum day light energy is used to cut down consumption of artificial light. The building is designed with an effective ventilation system and all the guestrooms are completely smoking-free zone. Most material of construction have been locally sourced and recyclable materials have been used whenever possible.

The hotels unique exterior cladding and interior surface finish reflect local traditions like craftsmen ship, patterning and style. The facade used as an exterior framework refers to jewellery settings and metal working found in the Nizam jewellery collection (one of the most valuable jewellery collections in the world). Computer modelling was used to calculate the optimal balance between opaque and transparent coverage. Apertures were adjusted to maximise natural day lighting. The aluminium composite facade produces a dappled shading affect. Veranda/ central courtyard which is divided into three sides, is the soul of the hotel as it is centrally located and has an array of activities at all its avenues. It is flexible, subdivided outdoor space that serves as an extension of the restaurant and lobby spaces. It offers a variety of experiences, including access to the pool, private dining court, nightclub and restaurants.

The street lobby is designed as an anti-chamber, on first entering, from the hot bustling environment of Hyderabad. The dramatic lighting and rich material contrast the harsh outdoors, providing a transition of the arriving guest into the calming hotel spaces. From the street lobby guest may also access the THE BOX, banquet reception and luxury retail mall within the hotel- tresoire. The hotel lobby comprises the reception, ruby lounge and lounge seating areas and provides access to all of the hotel restaurants and bar offerings, as well as veranda- The Restaurant. The hotel is organized on three sides around The Veranda, which forms the heart of the building. Aura spa is inspired by the sheen, transparency and whiteness of the Golconda diamondthe therapy rooms and suites feature silver foil embossed doors and curved walls with padded diamond shaped pearl white fabric. The major feature of the hotel is a three dimensional horizon pool. Light and water are combined to suffuse the night club with the serene pattern of water in motion. A stair tube collects the night club to the veranda through the volume of pool. The veranda offers elaborate tears by the pool amid the cool, afternoon breeze, recalling the custom and leisure of earlier times. A state-of the-art gym and spa are a part of the second floor and offers a variety of relaxation methods to the in-house guests. Aish- An elegant restaurant both in terms or its ambience and cuisine, has been designed by Tarun Tahiliani an industry leader in the fashion industry. The design is made to whisk the guest into the past in order to experience the dining extravagance of the Nizams and the cuisine. The restaurant serves exquisite hyderabadi dishes and will also give the guests a taste of the local flavours of Andhra. The interiors are done with intricate detailing and are embedded with precious stones like in the historic time.(located in the main lobby level) Verandah- This restaurant was created to give all the guests at the hotel a spectacular all day dining experience with a breathtaking view of the Hussain Sagar. The buffet area has been placed in another section in order to provide the guest with abundant space to move about. The cuisine is from around the globe and the restaurant can seat 160 people at a time. The space is designed by Conran & Partner and has an attached bad which serves cocktail and well stocked spirit all day long. (Located on the main lobby level) Sicca bar This is stylish and exclusive lounge which serves premium spirits and cigars. The interior of this space is designed by Conran & Partner and is inspired from the wealth and money possessed by the Nizams in the past. This space has been designed to gratify people who appreciate limited edition and rich spirits which are made available from across the world. (Located on the mail lobby level) .The Sicca bar is a contemporary and informal interpretation of a traditional gentlemens club

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Aqua- The distinctive features for aqua at Hyderabad is that it has an infinity pool and also the view of Hussain Sagar. This outlet is open from 7:30 pm to 2:00 am, making it a great party and after party place. The DJ would b performing from Wednesday to Sunday. Also the pool is a 3 dimensional one and the food served here are grills and heavy snack items. Banquets- The five star deluxe hotel has a space for all occasions including conferences and weddings. The banquet hall is a total of 7700sq ft and can be divided into three halls if required. It is designed to accommodate the best acoustics and can entertain up to 2000 people at a given time. There are two pre-function areas near the banquets giving it additional area to execute events smoothly. (Ground level) Tresorie- This is the retail space of the hotel and is made accessible to all both guests and visitors alike. Here the spaces are outsourced to various brands and the largest oxford book store along with Cha bar is also a part of this retail space. There will be 14-15 brands which are showcasing their products in the retail floor. (Ground & first floor/ bookshop & cha bar second floor)

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6. Organisational chart

Mrs Shirin Paul chairperson emertiusappejay surrendra group

Mr. Karan Paul chairpersonapeejay surrendra group

Ms. Priya Paul

chairpersonapeejay surrendra park hotels ltd

Ms. priya Paul directorapeejay surrendra group

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KEY PLAYERS AT THE PARK HYDERABAD

Area General Manager: Mr. Subrata Majumdar

Executive Manager: Mr. Rifaquat Ali Khan Mirza

Director HK: Ms. Suchitra Naidu

Director F &B service: Mr. Rakesh Sethi

Director Sales: Ms. Malini Menon

Director Finance: Mr. J.S.S sastry

Executive chef: Chef Mandaar Sukhtank ar

Director Spa: Dr. K. Harish

Director Front Office: Mr. Gaurav Rege

Director Training: Mr. Sandeep Verma

Assoc. Director Relation: Ms. Havovi Baltiwala

Assoc. Director Security: Mr. Srinivas Rao

Manager I.T: Mr. Abdul Sattar

Key players
Mrs. Shirin Paul Mr. Karan Paul Ms. Priya Paul Ms. Priti Paul Mr. Vijay Dewan Mr. Deepak Bali chairperson Emeritus, Apeejay Surrendra Group chairperson, Apeejay Surrendra Group chairperson, Apeejay Surrendra Park Hotels Ltd Director, Apeejay Surrendra Group Managing Director, Apeejay Surrendra Park Hotels Ltd Vice President Projects & Engineering

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Mr. Lemuel Herbert

Associate Vice President & Area General Manager Responsible for AIH, Training and Developement at group level

Mr. Subrata Majumdar Mr. Abhijit Bose Mr. Siraj mukharjee Mr. Noshir Marfatia Mr. Swarup Datta Mr. Rifaquat Ali Mirza Mr. Anirban Simlai Mr. Rohit Arora Ms. Rupa Thomas Ms. Megha Dinesh Mr. Atul Khosla

Area General Manager, The Park Hyderabad & cochin General Manager, The Park New Delhi General Manager, The Park Visakhapatnam Associate Vice President & Geneal Manager, sales & marketing General Manager, The Park Navi Mumbai Executive Manager, The Park Hyderabad General Manager, The Park Kolkata Corporate Director, Sales Director, Corporate Communications Brand Manager, Aura Director & Associate Vice President, Head of Finance

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7. CORPORATE IDENTITY

The logo introduces a threads device. The threads could be seen as silk threads, computer cables, abstract art or contemporary patterns.The threads are seen as the unifying factor which binds us all together into a family. The colour palette of each hotel identity reflects the vibrancy, energy, history and culture of the region - giving a sense of individuality to each unit. All the identities have been given one common blue thread(base) by using this base colour to reflect the family relationship throughout the group and a connection to the corporate identity

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8.THE HUMAN RESOURCES TEAM

The HR team of The Park Hyderabad is one of the most dynamic and hardworking team one can come across. Each member of the team compliments the other and is very employee oriented. Their each action is made for the benefit of the unit and the members of The Park family. For them, HR stands for Human Relations and not Human Resources. They intend to garner lifelong relations with the people who make The Park. S.No 1. 2. 3. NAME Ms. Namrata Sharma Ms. Prachi Vaidya Mr. Asgar Ali DESIGNATION Human Resource Manager Assistant Manager H.R Associate

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9. PROJECT NO:1

RECRUITMENT AND SELECTION

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9.1 EXECUTIVE SUMMARY

In the hotel industry where there are fluctuating attrition rates and people leave every month, the processes of recruitment, selection and joining are of utmost importance. By attracting the right kind of the people for a vacancy and selecting the best one for the job, one can ensure a decrease in the attrition rate. However this is not as easy as it seems when one has fill the vacancies at the earliest. No other industry provides so much contact between employees and customers and so many opportunities to either reinforce a positive experience or create a negative one. That is why properly managing human resources is so important. In a five-star deluxe hotel, employees are involved in different jobs in different fields. There is a need to look and control on them. No doubt different departments heads are present to look their department employee, but HRD is a place, which supervises and effectively communicates with these department head and communicate with the top management. Thus their function is very large and diverse as compared with respect to different departments heads The Human Resource is responsible for designing and implementing a recruitment program that will meet the hotels needs while complying with all legal requirements. This responsibility includes finding sources of applicants; writing and placing advertisements; contacting; agencies and establishing procedures to guarantee equal employment opportunity; and administering the funds the firm has budgeted for recruitment. Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organisation
Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre ones. Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. The difference between recruitment and selection: Recruitment is identifying n encouraging prospective employees to apply for a job. And Selection is selecting the right candidate from the pool of applicants.

Under this project, I had to study the present recruitment and selection processes.

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9.2 OBJECTIVES
To understand and stream line the process of recruitment and selection. To be involved in and facilitate the day to day activities of the recruitment team To study the post processing activity i.e. the joining process of employees

9.3 RESEARCH METHODOLGY

Primary data is the continuous feedback and insight received from various people associated with the project. Primary data was in the form of perspectives of certain professionals associated with the Hotel The nature of Primary data was not numerical with regard to this project. Primary data was collected through personal interaction with the HR Department and handling various activities carried out by them. Secondary data is the information that is already available in the form of articles posted on the websites.

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RECRUITMENT AND SELECTION AT THE PARK

9.4 INTRODUCTION
Under this project, I studied the entire process of recruitment and selection. Recruitment and selection goes on throughout the year . The interviews were held throughout the week as and when the applicant comes. Along with this, I had the opportunity to be the part of the interview panel for the first round of interviews. As a part of the project, I had to understand the various joining formalities and assist the HR in the joining process. Since the joining procedure involved formation of the personal file of the new employee. The recruitment process takes place at The Park from Monday to Friday from 2.30pm to 5.30pm. The Park Hyderabad advocates an open hiring policy, and those candidates meeting the broad qualifications, are given a fair chance.

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9.5 SOURCES OF RECRUITMENTS

There are two kinds of sources of recruitment followed at THE PARK HYDERABAD. It can be classified into the following:

1.INTERNAL SOURCES: Internal recruitment seeks applicants for positions from those who are currently employed. Internal sources include Transfers,Promotions and Employee Referrals.

PROMOTIONS: Promotions has many advantages like it builds morale, encourages competent individuals who are ambitious, improves the probabilit y of good selection since information on the individuals performance is readily available, is cheaper than going outside to recruit, those chosen internall y are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle -level and top-level managers. TRANSFERS: Transfers are also important in providing employees with a broad-based view of the organization although its not encouraged at The Park unless necessary. EMPLOYEE REFERRALS: Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to appl y. This is a very effective means as many qualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring onl y those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be a ssured of the reliabilit y and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill.

2.EXTERNAL SOURCES: External recruitment seeks applicants for positions from

sources outside the co mpany. The vario us external sources include

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WALK INS: The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of poten tial employees to meet future needs. From employees viewpoint, walk -ins are preferable as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry level and unskilled vacancies, it also compiles pool of potential employees from direct applications for skilled positions . CONSULTANTS They are in the profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contac ts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor ONLINE JOB PORTALS: Internet is becoming a popular option for recruitment today. There are specialize d sites like naukri.com. Also, websites of companies have a separate section wherein; aspirants can submit their resumes and applications. This provides a wider reach. CAMPUS INTERVIEWS: The Park recruits a given number of candidates from Hotel Management institutes every year. Campus recruitment is so much sought after method as it helps in providing a huge pool of candidates.The candidates hired through this method are for entry level positions. The various institutes visited were IHM Bhubaneswar, HCMT Ch andigarh, SRM Chennai,JPIHM Meerut.

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9.6 RECRUITMENT PROCEDURE

1. NEED ANALYSIS: Need Anal ysis involves the translation of likel y job vacancies and information about the nature of these jobs into set of objectives or targets that specify the (1) Numbers and (2) Types of applicants to be contacted. 2. STRATEGY DEVELOPMENT: When it is estimated that what t ypes of recruitment and how many are required then one has concentrate on Technological sophistication of recruitment and selection devices, Geographical distribution of job seekers, Sources of recruitment, Sequencing the activities in the selection process.

3. IMPLEMENTATION: This refers to the implementations of the strategies developed in the previous step.

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9.7 SELECTION Pre-Employment Application

Pre-liminary Interview

HOD Round

Interview with Executive Manager

Interview with HR Manager

Interview with the General Manager

Approval by Managing Director(Only for executive level candidates)

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PRE-EMPLOYMENT APPLICATION: The candidate is made to fill up two forms: a Pre employment application form:It contains the various details of the candidate. Eg:Educational details, Background of the candidate etc, b) Reference form: Every candidate has to give references of atleast 5 friends/relatives who are working in other organizations. This helps in creating a pool of prospective candidates for future manpower requirements. PRELIMINARY INTERVIEW: The Pre-liminary Interview is conducted by the Assistant Manager H.R to screen the candidates to judge candidates on factors such as Personality, Grooming, Attitude, Fitment in The Park, experience HOD ROUND: The candidates then have an interview with the respective HOD to test the skills, technical knowledge and future growth prospects of the candidate in the particular department. In case of Food Production a Food Trial must be completed. INTERVIEW WITH THE EXECUTIVE MANAGER: The Candidate if found technically sound by the HOD are directed to an interview with the Executive Manager. Incase the candidate has to be taken on contract then the Executive Manager takes the final decision on his selection. The Park hires certain candidates on contract basis for certain departments such as Housekeeping, Engineering and Security.

INTERVIEW WITH THE HR MANAGER: The candidate then has an interview with the HR Manager.

GM ROUND: The candidate has his/her final round of interview with the General Manager who gives the final decision if the candidate is selected or not. Prior to the GM round all paperwork in the form of Education Qualification verification, Employment form, Interview Appraisal forms must be completed. All Executive & above level candidates selected post the GM round, are forwarded to the MDs office for a final view RELEASING OF OFFERS: An offer is made to the Selected candidates.If the selected candidates has had work experience he/she is asked to submit a copy of their previous salary slip for reference MEDICAL EXAMINATION: On selection and prior to joining, every candidate needs to undergo a pre-employment medical check at ITMR Hospital. Candidates cannot be taken into confirmed employment without a medical test

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9.8 JOINING PROCESS

The following steps are taken to complete the joining process

1. The list of new joinees is sent to all the HODs. The roles of different departments are as follows: Training: To prepare for the induction of the new joinees. Respective Departments: To prepare for allocation of duties. Security: To keep track of the employees coming and to guide them to the training. Housekeeping: To arrange for uniforms according to the requirements. Kitchen: To provide meals to the new joinees in a smooth process.

2. The new joinees need to fill up certain forms in order to complete the joining formalities. EXECUTIVES: The executives have to fill 7 forms which are as following 2 Provident fund forms 1 Statement form(address proof) 1Personal data form 1Gratuity form 1Group medi-claim form 1Ethics form NON EXECUTIVES: In addition to the above mentioned forms, the new joinee has to Fill the following forms: 2 ESI forms The new joinees are given an annexure beforehand which contains a list of certificates that are needed to complete the joining formalities.It contains a list of educational certificates, work experience certificates, list of photographs needed. The new joinees are issued the following by the H.R department: Lockers Name Batches Identity Cards

The new joinees are finally sent for uniform measurements before they join their respective departments.

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9.9 RECRUITMENT SOP

Experience and the Recruitment Process Entry in the Hotel to Exit

Security Department Candidates to be given the visitors pass and guide them to HR Department. No candidate should reach HR department through Front office/Street lobby/guest Areas. He/She should be routed through the Time office.

Step 1 HR Department As soon as the candidate arrives at the HR Department the following steps to make him/her feel attended and comfortable. Associates to be seated in the HR Bay outside HR Department or training Room if training room is available. Executives to be seated in Training Room or Recreation Room

Common Process of Form filling Register - The candidates would be required to fill up their details in the Register provided by HR (for future records & building database) Pre-employment form For Details of Past experience and educational qualifications, salary and expectations. Reference Form This will ensure he gives us at least 5 references (known people in the field across the country/world) which will help in database building. GM office to be informed in case of Executive walk ins. Once the candidate has filled up the forms and submitted to HR within 20 minutes the preliminary round to be conducted.

Step 2 HOD Round In case the candidate clears the first round the HOD to be informed by HR and escorted to the concerned department with the interview papers for the assessment & remarks from HOD. It is mandatory for all HODs to write their comments on the IAF form even if the candidate is rejected.

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Once the candidate has been interviewed the HOD should inform the HR department regarding the same and staple the papers as confidential document before sending it to HR Department. Please note the remarks on IAF should be kept confidential from the candidate at all times Department HODs/Managers should guide the candidate to HR for informing the status and not tell the candidate anything about his selection/ rejection. HR would be specifying it to the candidate on the status of next rounds.

Step 3 Executive Manager (for all operational departments) All Candidates from operational Departments would be meeting the EM for his remarks in Case the HOD is unavailable. It is Mandatory for All the contract employees to be interviewed by EM before they join.

Step 4 Area General Manager (departments)

Step 5 MD round /Approval in case of Executives. It is Mandatory for all the executives to go through this round before the final offer is made. Either a meeting with MD/ Email confirmation is essential from MDs office for making an offer to the Candidate.

Step 6 - Releasing Offers Once the Candidate is Selected a congratulatory mail/ call will be made to the candidate requesting him to come over for collecting his offer letter in case he is in Hyderabad. Soft Copy of Offer Letter can be sent to Outstation candidates Recruiter would be discussing and negotiating with the candidate for Date of Joining and salary to be offered.

TIPS to make the entire Process Impactful & a positive experience At each step the candidate should not be made to wait for more than 20 minutes.

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In case it exceeds 20 mins candidate should be informed by HR Seating arrangements in Training room/Recreation Room/ HR Bay depending on the designation Executives to be seated in Meeting Room for EM/ GM Round. GM secretary to be informed regarding progress of interviews in case of Executives. Lunch to be provided in case the candidate is with us during lunch hours. IAF forms to be confidential at all times. Interviewers to guide the candidates towards the next round/HR HR department to speak to candidates at all steps and during exit after the final round. Tracker system The candidate status right from entry to exit to be maintained in HR department for future reference and to retrieve data in case required.

**Interview wait period is 15-20 mins **Candidates are to be seated in the recreation room or Training room **Candidates if shortlisted then proceeds to the HOD Round(15-20 Mins) **Wait in Meeting room/Designated area **All executive interviews to be informed to the GM Office as soon as candidate arrives ** If there is more than 20 mins wait, candidate has to be informed.

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9.10 ATTRITION

MONTH 2011 JANUARY FEBRUARY MARCH APRIL MAY

ATTRITION RATE 5.42 % 5.55 % 5.11 % 3.19 % 1.07 %

6.00% 5.00% 4.00% 3.00% 2.00% 1.00% 0.00% ATTRITION RATE

The attrition rate is high with entry level staff at the hotel and the reasons stated were long working hours, low income, have a very little chance for advancement in the career. The Park is attempting to change these beliefs by showing prospective employees the many benefits now being offered which include training programs and the chance for advancement in the company.

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9.11 MY ROLE
I was involved in Sourcing CV's through employee referrals and conducting screening of interviews of the candidates and managing interviews. Also since resume screening and short listing is time consuming to ensure that there was smooth functioning I maintained folders in a systematic manner. This also ensured that there was no information gap between different people handling recruitment. I was also involved with the campus recruitment process. CV short listing was done on the basis of certain skill sets and other criteria that were decided upon by the top management. Instead of carrying out the recruitment process everyday, it took place on Monday,Wednesday and Friday i.e thrice a week.

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9.12 SUGGESTIONS

1. During the internship tenure, it was observed that many candidates scheduled for an interview did not appear for the same. The various reasons stated during follow ups have been: 1.1 Inability to excuse oneself from office during weekdays 1.2 Personal problems (family issues, health) 1.3 Requests for interview timings after 3 pm or during weekends. Suggestions: a) Time slots must be post lunch as maximum scheduling occurs in post-lunch session, desirably from 12 noon to 5:30 pm, instead of 10 am to 3 pm. b) Interviews must be held on specific days of the week, so that rescheduling becomes more systematic.
2. There is no process in practice of intimating rejected candidates. This results in a constant stream of enquiries (mails as well as telephonic) from interviewed candidates regarding the interview status. Suggestions: a) Candidates must be sent mails intimating that they did not fit into the job opening in the organization, preferably within a week.

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9.13 CONCLUSION
At the end of the project, the selection process remained the same with The Park, primarily using the walkins, services of the consultants and its own database of Resumes for attracting the right pool of prospective applicants. Though employee referral was encouraged, the number of applicants selected through this process remained low. The selection process was changed and streamlined to decrease the inconvenience caused and increase the efficiency by the newly designment SOP. The entire process gets over in day now instead of stretching over days. The entire personnel filing system had been reorganized as per required and a database regarding the personal information of the employees had been created. This database is updated regularly with each new joining. This project gave me a deeper understanding of each step involved in the entire procedure and their importance. This also gave me the opportunity to understand the various parameters while judging applicants for the various departments of the hotel.

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10. PROJECT NO: 2 EMPLOYEE ENGAGEMENT

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EMPLOYEE ENGAGEMENT

10.1 EXECUTIVE SUMMARY

Employee engagement is a positive attitude held by the employee towards the organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.

The best employee attitude studies explore all aspects of an employees working life with an employer, covering not only what they do but also what employees think and feel about the organization. An effectively implemented program of employee research can become one of the most powerful strategic tools in helping the company achieve its long-term corporate goals. 1.Employee engagement builds passion, commitment and alignment with the organisations strategies and goals 2. Attracts more people like existing employees Increases employees trust in the organisation 3. Creates a sense of loyalty in a competitive environment 4. Lowers attrition rate 5. Increases productivity and improves morale 6. Provides a high-energy working environment

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7. Improves overall organisational effectiveness 8. Boosts business growth 9. Makes the employees effective brand ambassadors for the company. Key Ingredients by which Employee Engagement can be measured are: Tenure with the organisation Display of emotional involvement in what they do Doing in more than what is expected. Displaying pride in the place they work

This project involved the implementation and organization of the various HR initiatives and events for the employees and their families so as to increase the level of employee engagement at The Park Hotel Employee engagement is a concept that is generally viewed as managing discretionary effort, that is, when employees have choices, they will act in a way that furthers their organization's interests. An engaged employee is a person who is fully involved in, and enthusiastic about, his or her work. Studies have shown that employees with the highest level of commitment perform 20% better and are 87% less likely to leave the organization, which indicates that engagement is linked to organizational performance

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10.2 OBJECTIVES:
To understand and help in carrying out the various employee engagement activities carried out at The Park Hotel.

To conceptualize and execute new HR initiatives which would lead to the higher employee satisfaction.

The primary work given to me by my mentor was the execution of the various HR initiatives and come up with new ones. During the internship, we carried out many activities for engaging our employees and strengthening the ties. They are as follows: Inter Departmental Carrom Matches Poster Making Competition For Environment Day Environment Day Celebrations Birthday Celebration

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10.3 EMPLOYEE ENGAGEMENT ACTIVITIES AT THE PARK

CARROM MATCHES

VENUE: RECREATION ROOM TIME :1600-1730 hrs DEPARTMENTS PARTICIPATED: Production Food and Beverage Service Admin Security Engineering Housekeeping SPA

Intra departmental and Inter-departmental Carrom Matches were held in the Recreation room between different departments.The Matches were played in teams who represented their respective departments. It was an enjoyable experience for the players.It also promoted team work.

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POSTER MAKING COMPETITION

VENUE: TRAINING ROOM OCCASION: ENVIRONMENT DAY The Park Hyderabad is the first Green Hotel in India and is Gold certified by LEED. It lays huge stress on issues related to environment. A poster making competition was held to create awareness on various issues faced by the environment that need special attention. These posters shall be displayed on environment day. The poster making competition was held for the new joinees who were recruited through campus recruitment.

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ENVIRONMENT DAY CELEBRATION

Date : 5th June 2011 a. Eco Walk- The event saw all the hotel employees dressed in T-shirts, with banners in their hands, walking on the roads around the hotel in a procession to support the cause. The event saw almost 100 hotel team members walking on the road.

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b. Tree Plantation: Keeping in sync with World Environment Day, The Park organized a tree plantation drive. The event saw team members from various departments adopting trees which were to be planted at a residential society. The employees were charged Rs 50 per tree. The General Manager adopted the maximum number of trees i.e 20 . c. Seminar: A Seminar was conducted in the Banquet Hall with an agenda to create awareness about Energy conservation and protection of the environment.

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BIRTHDAY CELEBRATION
A list of employees whose birthday falls in the particular month is made in the start of every month and sent to all the departments. On the day of the birthday, the names of the birthday boys/girls are put on the notice board and in the Cafeteria. Initially the employee used to be given a birthday card from the General Manager, Mr.Majumdar. From May 2011,the person was being gifted a birthday cake from the Bakery at the Park which would be given to him by the H.R. The H.R department would find out the availability of the employee on his/her birthday and accordingly place the order for the cake with the bakery one day in advance. The Bakery would deliver the cake on the day of the employees birthday to the H.R department and the HR Manager would give the cake to the employee.

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11. LEARNINGS

At the start of my internship, I was a fresher with theoretical knowledge and no experience but with a strong determination to learn as much as I could about the work involved in Human Resources. Initially during my internship I could see the small pieces of a bigger picture falling into place but couldnt see the whole thing. Now after 8 weeks of working at The Park Hyderabad, I can finally see the entire picture clearly and realize how much I have learnt in this short span of time. My first project gave me the opportunity to understand the different selection criteria for the various departments of the Hotel Industry. I also had the opportunity to be included in the panel for interviews. With each interview that I was a part of, I realized how important presentation and communication are. Asking the right question to the right person can help one judge the candidates and select the right person who will not only fit the job description but also the organization. At the same time, I realized the number of mistakes a person can make in an interview and spoil things for him right from the start. In a class room, one can learn all the theoretical concepts but not the soft skills to carry out those concepts smoothly. By observing my team members and my mentor, I for the first time learnt what does it entail to be a Peoples Person. Due to this exposure, I learnt how to deal with people and crisis situations with patience and calmness.

An engaged employee is an asset to the organization in which he works. He will go that extra mile to achieve his target as this will lead to the development of both the company and himself. The importance of creating engaged employees was made clear to me by my second project on employee engagement. Thanks to the number of activities which my mentor encouraged me to be a part of, I could also work on my event management skills.

With the help of all the people at The Park Hyderabad, I have been able to comprehend the workings of the hotel and the efforts that go in to make a guests experience a memorable one. I now see a hotel from a very different perspective than what I did earlier. This internship at The Park Hyderabad has equipped me with the skills, knowledge, and experience required for carving out my career as HR personnel in the future.

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BIBLIOGRAPHY BOOKS 1. Gary Dessler, Human Resource Management, Tenth Edition, Pearson Education, Part 2: Chapter 4 & 5: Recruitment & Placement, pp. 134, 168-180; WEBSITES 1. www.simplehrguide.com 2. www.google.com 3. www.citehr.com 4. www.hrvillage.com

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