Human Resource Management: Oberoi Hotels

HUMAN RESOURCE MANAGEMENT
OBEROI HOTELS
Submitted To: Prof. Neetu Jain
Submitted By: GROUP 8 NEHAL KHETAN 221076 NIPUN GOEL 221079 PREETY RATERIA 221097 PRIYANKA CHARAYA 221099 RAHUL CHHABRA 221106
ACKNOWLEDGEMENT
We take this opportunity to express my profound gratitude and deep regards to my faculty Prof. Neetu Jain of FORE school of management for his exemplary teachings, guidance and constant encouragement throughout the course. The blessing, help and guidance given by him time to time shall carry us a long way in the journey of life on which we are about to embark.
RECRUITMENT AND SELECTION
The Oberoi hotels work through a number of different resources to recruit. Some of the methods of recruitment used by the company are mentioned below. The reputation of the brand attracts a number of direct applicants They also rely on our employee referrals. After all, our employees are best ambassadors for the brand. They work with consultants across a range of our positions. They are in the process of enhancing our careers website, which will allow interested candidates to view and apply for job openings and create a profile. Social media channels will play an increasingly important role in the recruitment strategy. They recently launched the Oberoi Alumni Network via LinkedIn for employees that have left the organisation. This forum was created to stay in touch with ex-Oberoi employees and keep them informed regarding company news, we also post open positions through this network. In a few weeks, we will also be launching the Oberoi Careers page on Facebook. The recruitment process for the OCLD post graduate Management Programmes is scheduled between Septembers to December each year. Recruitment is done through campus visits to Hotel Management colleges, other graduate colleges and Open Access Days at our hotels. College students can contact their placement office for information of when The Oberoi Group is visiting their campus. Students of colleges not being visited by The Oberoi Group and other Applicants can apply on an Open Access Day.
TRAINING AND DEVELOPMENT

The Oberoi Group has opened applications for the latest intake of students for its 'Systematic Training and Education Programme' or "STEP" programme. This three-year programme combines practical on the job training with study towards a Bachelor of Tourism Studies (BTS) degree from the Indira Gandhi National Open University. It gives graduates a real edge in the important early stage of their career. Now in its tenth year of operation, The Oberoi Group's STEP programme offers students the opportunity of acquiring specific and specialised training and knowledge either in Kitchen Operations or Hotel Operations, while having time to study towards their relevant degree. On completion of the programme and availability of a suitable vacancy, STEP trainees are absorbed as full time employees of The Oberoi Group, in luxury Oberoi Hotels & Resorts or in our chain of five star Trident Hotels, as Operational Assistants. Alternately, as graduates, the trainees are also eligible to compete for admission to the Oberoi Centre of Learning and Development (OCLD) for a two year postgraduate level programme leading to a first Executive posting with The Oberoi Group. Graduates of the STEP programme have a good chance of being accepted to OCLD because of their familiarity with The Oberoi Group, its individual hotels and resorts as well as The Groups' distinct corporate culture and proven processes. OCLD programmes commence in July each year with the selection process beginning in September of the previous year. OCLD is based in Maidens Hotel, Delhi. OCLD currently offers a two year post graduate Management Programme called Guest Service Management which focuses on careers in two main guest contact areas: Food and Beverage Service and Front Office. On completion of this programme you could one day become a Food and Beverage Manager or a Front Office Manager in any one of our hotels. On completion of the OCLD programme, you will get ample growth and development opportunities in the company. Most General Managers in the company today are from The Oberoi Centre of Learning and Development. We are committed to the growth and development of our employees. We provide focused and consistent training and development programmes for all our employees. These learning initiatives are aimed at enhancing work related knowledge, skill and attitude unique to The Oberoi Group. We take pride in being recognized for our best practices in training and development. Some of the courses that we offer are mentioned below:
Welcome experience of new recruits Brand Oberoi Service Standards Skills development Operations training Cross exposure training Handholding and mentoring programs
The company invest in developing our employees. It is a practice in the company to look internally for any new positions that open up. Preference is given to existing employees before looking externally. We have a relatively flat organization structure with a promotion process that is based on performance and is transparent. There are ample opportunities for growth in our organization for you provided you perform well, demonstrate potential for growth and are mobile. For majority of positions we practice multi skilling. Working with us guarantees you a holistic work experience with enormous learning in a challenging work environment.
PROMOTION POLICY
The promotion policy of a company has a great effect on the motivation of the employees If the employees do not perceive it as fair, there will be inequity and hence dissonance. This will directly lead to employee disengagement and loss of productivity. The Oberoi group pays the due importance to its promotion policy and use it as a strategy to motivate and retain employees. The promotion policy is directly aligned to the career growth needs of the employee. They ensure that the promotion is on ability basis and is fair and transparent. This helps to build the much required trust of the employees. Moreover to fill any vacant position at senior level, first preference is given to the existing employees. The company has a well developed training process to prepare and update the employees and help them increase their worth.
APPRAISAL SYSTEM
Basically there are two types of performance appraisal done on the basis of designation of the OBEROI HOTELS employee. They are: 1. Executive performance appraisal system 2. Non-executive performance appraisal system
EXECUTIVE PERFORMANCE APPRAISAL SYSTEM

This system is for performance appraisal for executives of the level E-0 to E-4 .The various steps involved are: A) Self Appraisal Performance Review & Planning Appraisee writes his view over the actual achievement for the Key performance area / Task and Target assigned to him for the year. Comments on fulfilment of KPA / Task and Target are written by the Reporting Officer, taking account of time frame also. Special Jobs other than tasks given and normal routine work are written by appraisee.
B) Performance Review Discussion Both appraisee and reporting officer sit together. Comment over Strengths and weaknesses and areas for development are written which is undersigned by both. Appraisee can help the reporting officer by giving examples which shows his strength or weakness. He also tells what training he wants to undergo.
C) Performance Assessment Ratings from 1 to 5 are given to the appraisee by the Reporting Officer and Reviewing Officer individually on the basis of Performance Factors and Potential Factors. Performance Factors: Quantity of output Quality of output Cost control Job Knowledge and Skill Team spirit and Lateral Coordination Discipline Development & Quality of assessing subordinates Special Relevant factor. Potential Factors: Communication Initiative Commitment and sense of Responsibility Problem Analysis and Decision making Planning and Organizing Management of Human resources. Different weight-age are given to each factor Final scores are calculated by multiplying rating and weight-age. By adding these Total Factor Score is calculated. Comments on Overall Performance and Potential are written by both Reporting and Reviewing Officers individually.
D) Suggestions for Job Rotation and Job Enrichment Both reporting and reviewing officers write their suggestions whether the appraisee should be transferred to other department. Either a good employee is transferred so that he can acquire knowledge of all
The departments or a worst performing employee is transferred so as to improve his performance. In some exceptional case Head of department give his comments on overall performance & potential of the employee.
E) Final Assessment: Total Factor Score by both Reporting and reviewing officers is written and average is calculated. Final Grading between O / A / B / C is given. If Final Grade is C, indicate whether to promote or not to promote the appraisee. If not to promote give reasons. Meeting with non-promotable appraisee.
NON-EXECUTIVE PERFORMANCE APPRAISAL SYSTEM

Rating are given by both Reporting and Reviewing officers on the basis of performance of the appraisee depending upon factors: Performance on the job, job Knowledge & skill Multi-skill Utilization Conduct & behaviour Punctuality & availability on job Innovativeness Cost & Quality Consciousness Initiative & Capacity to assume higher responsibility Housekeeping & safety consciousness Weight-age is given to various factors. Scores out of 100 are calculated by multiplying rating with weight-age. O / A / B / C / C- Grades are given according to scores and attendance of the appraisee. If grade is C- , and then appraisee is interviewed by the Head of Department
REFERENCES
1. http://www.scribd.com/doc/53670559/Performance-Appraisal 2. http://www.oberoigroup.com/careers/join_us/step.htm 3. http://www.oberoigroup.com/careers/join_us/ocld.htm

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Human Resource Management: Oberoi Hotels

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HUMAN RESOURCE MANAGEMENT

Submitted To: Prof. Neetu Jain

RECRUITMENT AND SELECTION

TRAINING AND DEVELOPMENT

EXECUTIVE PERFORMANCE APPRAISAL SYSTEM

NON-EXECUTIVE PERFORMANCE APPRAISAL SYSTEM

1. http://www.scribd.com/doc/53670559/Performance-Appraisal 2. http://www.oberoigroup.com/careers/join_us/step.htm 3. http://www.oberoigroup.com/careers/join_us/ocld.htm

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