An

Internship Report

On

RECRUITMENT & SELECTIONAT

HRH GROUP OF HOTELS, UDAIPUR

Submitted To: Submitted By:Mrs. Sumedha Shandilya Garima Verdia

1

PREFACE

Gone are the days when a person of new abilities could make this world.

Today, every next opportunity is a challenge, every next person is a competitor.

The horizons of today have expanded to such heights and widths, that for

establishing one’s identity, one requires a great deal of knowledge, smartness,

tactics and courage.

Today is the world of specialization, and I have opted for specialization in

the field of Human Resource. It is because, HR from being a supplementary tool

for business in the past has become an integral and important part of business

world. The GLORY AND SUCCESS of any business strongly requires HR as its

initial identity.

Hence in the present scenario, a student is required to avail practical training

in his/ her field of specialization therefore for this purpose, I have selected, the

topic “Recruitment & Selection” through the case study of the unit “Historic

Resort Hotels Pvt. Ltd.”.

Books don’t suffice the level of knowledge a student is required to possess.

He/ she should have an experience about the real happening of a corporate world.

The following project report is such an attempt to magnify my knowledge

and to sharpen the edges of my skills.

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ACKNOWLEDGEMENT

“I could tell where the lamplight was by the trail he left behind him.”

-HARRY LAUDER

The profound effect of these words dawned on me during my summer

training at HRH Group of Hotels. I feel immense pleasure in expressing my deep

sense of gratitude to the whole team of HR dept. at HRH Group of Hotels for their

professional guidance and encouragement.

My sincere thanks to Mr. Ajay Nagar (Manager HR) for his timely help,

valuable suggestions and for giving me an opportunity to work in this esteemed

organization.

I am grateful to Mr. R.K. Paliwal (Dy. Manager–HR) for his kind

cooperation and support throughout the training period.

I owe immense gratitude to Mr. Denis Thomas (Exe. HR) without whose

thoughts this project would not have been possible.

Lastly, I pay my sincere gratitude to the almighty and my dearest family, the

backbone of all my endeavors without whose patronage my efforts would not have

borne fruits.

Garima Verdia

3

CONTENTSS.No. CONTENT PAGE NO.

1. RATIONALE OF THE STUDY 5

2. EXECUTIVE SUMMARY 6-7

3. OBJECTIVE OF THE STUDYSCOPE OF THE STUDYLIMITATIONS 8-9

4. COMPANY PROFILE 10-13

5. UNITS OF HRH with Vision, Mission & Introduction 14-28

6. RECRUITMENT & SELECTION PROCESS RECRUITMENT PROCESS DESIGN RECRUITMENT PROCESS STEPS RECRUITMENT PROCESS IMPORTANCE RECRUITMENT PROCESS GOALS DESIGN SELECTION PROCESS

29-47

7. RECRUITMENT & SELECTION PROCESS AT HRH GROUP OF HOTELS( WITH THE NECESSARY FLOW CHARTS)

48-60

8. RESEARCH METHODOLOGY RESEARCH DESIGN DATA COLLECTION METHOD

(SAMPLING SIZE, SAMPLING METHOD, SAMPLING UNIT AND QUESTIONNAIRE METHOD AND OBSERVATION )

51-64

9. DATA ANALYSIS AND INTERPRETATIONS(USING CHARTS)

65-81

10. FINDINGS AND CONCLUSIONS 82-83

11. SUGGESTIONS 84

12. BIBLIOGRAPHY 85

13. ANNEXURES IDENTITY CARD QUESTIONARE FOR THE INTERVIEW COPIES OF THE FORMS

86-98

4

RATIONALE OF THE STUDY

I have taken the topic “Recruitment and Selection” for the project. The main reason and rationale

behind choosing this topic is the importance of these activities in the welfare and progress of the

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company. Being a HR manager, one has the responsibility of recruiting and selecting right

candidates for the right job since all know the main asset and strength of any company is its

personnel. If the people working for the company are capable, company will grow but if

selection for the candidates is not appropriate, company can never progress. Importance of

recruitment and selection can further be clearer by the following points:

Recruitment represents the first contact that a company makes with potential

employees. It is through recruitment that many individuals will come to know about a company,

and eventually decide whether they wish to work for it. A well-planned and well-managed

recruiting effort will result in mediocre ones. High-quality employees cannot be selected when

better candidates do not know of job openings, are not interested in working for the company and

do not apply . The recruitment process should inform qualified individuals about employment

opportunities, create a positive image of the company, provide enough information about the

jobs so that applicants can make comparisons with their qualifications and interests, and generate

enthusiasm among the best candidates so that they will apply for the vacant positions.

Selection refers to the process of picking the right candidates from the pool of

applications. Selection is significant as its impact on work per employee cost. Selection is

generally done by the HR department often in consultation with the line managers. In the HRH

Group of Hotels selection is a many step process, commencing from preliminary interview and

ending with evaluation and control.

One of the major problems in Recruitment & Selection is Workforce diversity. This

problem is mainly related with the problem of people of different caste, sex, languages, region

and religion. Also this problem can be solved by Celebrating Diversity i.e. all the people of the

organization grouped together to celebrate all these diversities.

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EXECUTIVE SUMMARY

Recruitment & Selection study is about the people who work in an organization and their

relationship with that organization. Different terms are used to describe these people: employees,

associates, personnel, and human resources. But human resources has gained widespread

acceptance over the last decade because it expresses the belief that workers are valuable and

sometimes irreplaceable resource. Effective human resource management is a major component

of a manager’s job.

A Human Resource Strategy is used for the planning of the manpower, which refers to

the firm’s deliberate use of human resources to help it gain or maintain an edge against its

competitors in the marketplace.

A Human Resource Tactic is a particular policy or program that helps to advance a firm’s

strategic goal.

Recruitment is a linking activity bringing together the people who offer the job and those who

are seeking for the job. The purpose of recruitment is to locate source of manpower to meet job

requirement and job specification.

Recruitment is regarded as the most important function of personal administration, because

unless the right types of people are hired even the best plans, organization charts and control

system would fail.

Recruitment is the process of searching the candidate and stimulates them for employment.

After identifying the sources of human resources, searching for prospective employees and

stimulating them to apply for jobs in an organization, the management has to perform the

function of selecting the right employees at the right time. The objective of the selection

decision is to choose the individual who can most successfully perform the job from the pool of

qualified candidates. The selection procedure is the system of functions and devices adopted in a

given company to ascertain whether the candidate’s specifications are matched with the job

specifications and requirements or not.

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STAGE-I: Readings for having a basic understanding of the project:

The first stage involved extensive reading of various magazines, books, internet websites etc. to

have an idea about the chosen topic of interest that is “Recruitment & Selection used by the

organizations.” Various magazines like HRM Review, books based on Recruitment & Selection

etc. were read for the aside purpose.

STAGE-II: Collecting data relating to psychometric testing:

This stage involves collecting data with respect to the chosen topic of interest. Secondary data

for this purpose was collected from various sources such as Human resource books, books on

Recruitment & Selection magazines, journals, internet etc.

STAGE-III: Questionnaire designing and primary data collection:

In this stage a questionnaire was designed under the guidance of our faculty, to collect data

relating to the topic from human resource personnel working in different organizations. This

questionnaire was then circulated in the entire organization so that relevant data could be

collected.

STAGE-IV: Data analysis and conclusions:

In the final stage of the project the data so gathered was interpreted and analyzed. Upon analysis

of data conclusions were drawn and the findings were finally added to the project report.

8

OBJECTIVE OF THE STUDY

There should be specific recruitment & selection objectives. An aimless training program will

not be of much use. This project has following objectives:

1. To study the Recruitment & Selection process.

2. To check validity of recruitment procedure according to current competitive scenario.

3. To find out the effectiveness of the methods used for the Recruitment & Selection.

4. To find out how the employees met with the difficulties in the process of selection.

5. To find out the demographic profile of respondents.

SCOPE OF THE STUDY

The scope of my study is confined to HRH Group of Hotels only to know how recruitment &

selection helps in providing the potential employees/candidates to the organization.

Recruitment & Selection includes information related to the way of obtaining the potential

candidates i.e. the way of elimination or rejection procedure.

1. To analyze the present system and recommendations necessary.

2. Identification of the development needs.

3. To explore the possible area of defects to determine decisions regarding

change in procedure.

4. To study aims to provide guidelines for corrective measures to be taken.

5. The overall study evaluates various factors which affects recruitment

procedure.

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LIMITATIONS

The study was carried out only at the HRH Group of Hotels, Udaipur and it has not covered the

way of Recruitment & Selection at other places which are based at distant location like Bikaner,

Jodhpur and Jaisalmer. These could not be covered because they are located at a very distant

place and to carry out the study over their will take many months.

Some other limitations: -

1. There are be some error in selection of employees due to non-availability of the

employees at the working site of some personnel reasons and also because of company’s

privacy; we were not allowed to get in touch with them.

2. Due to personnel biases and other reasons, the employees have expressed other views,

which can affect the analysis and other facts.

3. Less availability of time for the research work.

4 . Difficulty of timely published data.

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COMPANY PROFILE

HRH group of Hotels is the only chain of heritage palace hotels & resorts in

Rajasthan & India. It is headquartered in Udaipur.

Udaipur, the city of dreams is perhaps the most romantic city in Rajasthan. A

city without rival in the country, it is not known for brutal forts but for exquisitely

decorated palaces, gardens & lakes. Palaces on lakeshores & on islands surrounded by

emerald & turquoise water. Encircled by the Aravalli Mountains, the lakes & the altitude

give Udaipur an extremely agreeable climate. The sunset & sunrise are from a dream world.

This wonderful city was born out of the necessity of the ruling clan for

the peace, calm & security after the various Mughal invasions on their previous

capital Chittor. Then Maharana, Udai Singh ji, after the third siege of his capital

Chittor in 1568-69, looking for an agreeable & a safe place to build his capital,

came across the lake Pichola. With the blessings of a holy sage of the region,

built his palace on the banks of this lake. To this day, in a shrine in the heart of

the city palace, a flame burns in gratitude to the ascetic.

The HRH group of Hotels invites the tourist to visit the home of the Rajput

warrior & enjoy the luxury of the converted palaces, forts & residences, which form

some of the properties in this exclusive chain.

Presently with properties of Udaipur, Kumbhalgarh, Jodhpur, Gajner, Bikaner,

Jaisalmer, Ramgarh & Ranakpur for HRH sky is the limit.

Originally inherited palace, were converted into hotels due to the Sheer vision

of CMD. The HRH is now a leading chain of hotels in Rajasthan & aspires to

expand further.

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The basic set up is unit wise decentralization with a central reservations

department, situated at the corporate office, city palace Udaipur. The units run

independently with the front office dep’t, F&B productions, F&B service,

housekeeping , Accounts, personnel & stores. The central stores are located at Udaipur.

The head office of sales & marketing is at Jaipur & the branch offices are at

Udaipur, Ahmadabad Delhi, Mumbai, and Ajmer & Bikaner. The HRH group is

preserving royal palaces & resorts across Rajasthan & has developed an authentic

heritage circuit in the Indian state.

The chairman managing director of the HRH group is Shri Arvind Singh

Mewar whose illustrious family had been rulers of the former state of Mewar in

Rajasthan for 1500 years. He has been vision inspired to develop the HRH group,

adhering to the guiding principles of the house of Mewar to: -

Uphold the ideals of trusteeship as the Dewan or custodian of Parmeshwaraji

Maharaj Shri Ekling Nathji & to continuously serve people.

Inspire the patronage & preservation of ancient Vedic culture & to instill national

pride & honour.

Develop “ The city within a city ’’ at the city palace complex in Udaipur as a

model of holistic sustainable development.

In a public document Shri Arvind Singh Mewar said,” the more we are networked & enmeshed by technological changes, the greater will be the need to preserve our identities & our cultural heritage. Tough the responsibility may be of a few of us, let it be clearly understood that our heritage belongs to all of us. It is our collective heritage.’’ The HRH group is thus showcasing this commitment to share the Indian heritage enshrined in Udaipur’s city palace complex.

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Features of HRH

Well-disciplined employees.

Healthy competitions among all the branches of HRH.

Sports and cultural evenings for employees.

Excellence hospitality.

People are highly co-operative and communicative.

People work with team spirit.

Rewards and punishments are considered part of game.

Every new day is learning experience for people over there.

Nepotism and favoritism does not exist.

Positive approach.

Hierarchy is not a hurdle in the personal relationships.

People work on the principle of “equality and justice” e.g. food is common for each

level employee (whether junior or senior).

Friendly atmosphere for new entrants.

Workers suggestions are welcomed.

HRH meets are organized on a continual basis.

Training program is conducted.

Workers problems are given a hearing and they are tried to be resolved.

Consumer satisfaction is the motto of the organization.

Supportive to the employees.

Event management is given importance.

Feedback.

Orientation and induction.

Job rotation.

Get together.

Town halls (monthly).

Sport and cultural evening for employees.

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Marketing Concept of HRH

The marketing concept of HRH ltd. is to optimize capacity utilization by delivering

desired customer satisfaction more effectively and efficiently. The company intends to have

a presence in all the places of significant interest in Rajasthan within the near future and then to

expand beyond.

HRH analyzed the market and worked out a very distinct marketing strategy to

achieve organization goal. HRH have carefully segmented the market and their emphasis is

To target and develop up market in bound tourist which would be fitting clientele

for the types of product HRH to offer

Concentrating on free individual travelers and direct booking. Contracted rates to

approved travel agents for group travel.

Develop corporate conferences.

Develop banquets.

Develop special events.

Develop festival related tourism.

Develop leisure related tourism.

Develop historical and cultural tourism.

HRH firmly believes that the only way to retain or maintain ancient forts, palaces,

havelies, etc. is through the medium of tourism. The philosophy of HRH Ltd. has been to

create a conducive environment to encourage ethic and cultural tourism where a tourist

would get a complete experience of the glorious past and rich heritage of the country.

To accomplish this our company’s objective have been to develop existing heritage

properties and to acquire unique properties with heritage values and to integrate our

business thereby widening the scope and the base of various activities and facilities

which would give a holistic experience to the tourist.

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UNITS OF HRH

For the hotels of HRH we can say, “Experience the original in the adobe of kings”.

HRH have nine hotels in Rajasthan. They are as follows:

UDAIPUR :

Shiv Niwas Palace.

Fateh Prakash Palace.

Shikarbadi Hotel.

Garden Hotel.

The Aodhi, Kumbalgarh.

Fateh Bag, Ranakpur.

BIKANER:

Gajner Palace.

Karni Bhawan Palace.

JAISALMER:

Gorbandh Palace.

Besides hotels HRH have many other properties also. Some of them are as listed below:

-

Ramgarh Resort and polo complex, Jaipur

Regal experience: -

UDAIPUR:

Manak Chowk.

Jagmandir.

Darbar Hall.

Zenana Mahal

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The Vintage and classic car collection.

The Crystal Gallery.

Shiv Niwas Palace Lawns and promenade.

Solar boats, Horse safari.

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HRH GROUP OF HOTELS

The HRH Group of Hotels, Udaipur is the only chain of grand heritage hotels,

palace hotels, luxury hotels and historical resorts in Rajasthan, India. It is headquartered

in Udaipur (city of lakes), an historic city founded in 1559 on the banks of Lake Pichola.

The HRH Group of hotels is committed to preserve royal palaces and historic resorts

across Royal Rajasthan and has developed an authentic heritage circuit in this Indian

state.

The HRH Group of hotels, Udaipur (Rajasthan) today offers authentic Indian grand

heritage palace hotels and historical venues for memorable “Destination Regal Wedding', grand

palace theme wedding in India, honeymoon packages, special holiday offers and other events

conferences, theme shows, banquets.

HRH Hotels Resorts and Palaces are the finest grand heritage and luxury hotels in

Rajasthan, India. HRH Hotels are the premier hospitality providers in Rajasthan India, gracing

important rajasthan towns and cities. HRH Hotels Resorts and Palaces comprises 9 hotels, resorts

and authentic palace hotels in 5 locations across Rajasthan India with hotels and resorts in

Udaipur, Gajner, Bikaner, Kumbalgarh, Ranakpuur, Jaisalmer in the Royal Rajasthan, India.

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Grand Heritage Palace Hotels, Rajasthan (India)

Grand holiday Palace hotels and retreats in enchanting settings or elegant business and

leisure hotels in major royal rajasthan cities. HRH Hotels & Resorts, Rajasthan are the epitome

of luxury and hospitality. Exquisite interiors, impeccable service, fine cuisine and contemporary

technology come together to create an experience that is both grand and intimate.

Grand Heritage Hotels are Palace Hotels which offer luxurious accommodation and an

experience of a lifetime as all the suites and rooms have been restored to their pristine glory.

Royal Retreat are Hunting lodges and Desert Retreats that offer a complete getaway

with modern comforts blended into the natural and traditional ambience.

Shiv Niwas Palace, Udaipur

A crescent adorning the southern end of the Palace complex, the Shiv Niwas Palace Hotel

Udaipur was originally Maharana Fateh Singhji's residence. The rooms around this awe-inspiring

courtyard were used as a place for entertaining personal guests. Shiv Niwas Palace Hotel

Udaipur was the vision of the His Late Highness Maharana Bhagwat Singhji Mewar, which led

to its conversion into a luxury hotel. Shiv Niwas Palace Hotel Udaipur is now categorized as a

Grand Heritage Palace as it has been restored to its original pristine glory

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Fateh Prakash Palace, Udaipur

The imposing lakeside Fateh Prakash Palace Hotel Udaipur recapitulates royal traditions

and lifestyles in its antique furniture, original paintings and opulent interiors. Its serene premises

and picturesque views of Lake Pichola, Jagmandir Island Palace, Lake Palace and the Sajjangarh

Fort, promise a soothing break from the rigors of city life. The magnificent Durbar Hall, the

exclusive Gallery Restaurant and the dazzling Crystal Gallery complete the royal repertoire of

unparalleled experiences at Fateh Prakash Palace Hotel Udaipur.

Gajner Palace, Gajner

Gajner Palace, an incomparable jewel in the Thar Desert is built on the embankment of a

lake. Built by H.H. Maharaja Sir Ganga Singhji of Bikaner, this Grand Heritage property is

spread over 6000 acres. The former Maharajas and visiting British dignitaries during the days of

the Raj used Gajner Palace as a hunting resort.

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ROYAL RETREATS RAJASTHAN, INDIA

The hotels and services of the HRH Group of Hotels, the premier chain of Palace Hotels

and Resorts in Rajasthan are offered under two distinct brands –Grand Heritage Hotels & Royal

Retreat culminating in a Regal Experience

Grand Heritage Hotels are Palace Hotels which offer luxurious accommodation and an

experience of a lifetime as all the suites and rooms have been restored to their pristine glory.

Royal Retreats are Hunting lodges and Desert Retreats that offer a complete getaway

with modern comforts blended into the natural and traditional ambience

THE AODHI HOTEL, KUMBHALGARH

Kumbhalgarh, an imposing fort set amid massive ramparts and surrounded by hundreds

of temples, is the creation of one of Mewar's legendary heroes, Rana Kumbha. The Aodhi is the

best location from where to explore the fort. The structure of this Royal Retreat has been

designed to match the landscape of the terrain. The Aodhi has a picturesque hilly and lush

setting, not far from the citadel. The resort abounds in natural beauty and promises a delightful

sojourn from day work tribulations.

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SHIKARBADI HOTEL, UDAIPUR

Originally a hunting lodge frequented by the royalty of Mewar, this Royal Retreat, is set

amidst the serene, wooded Aravalis. Though only 15 minutes from the City Palace, this getaway

is so peaceful that leaving the clamor of city life behind becomes easiest thing to do. For wildlife

and adventure buffs, there is a licensed Deer Park and also a provision for horseback excursions

into the sanctuary and the Aravali hills where one can spot deer, antelope, wild boar, monkey

and the nilgai.

GORBANDH PALACE HOTEL, JAISALMER

The very name of this hotel is inspired by the influence of the desert. Gorbandh is a

harness, which the desert women decorate for their husband's camel with any material they can

find: cowry shells, beads, sequins, cultured threads and even buttons. The architecture of this

Royal Retreat has been inspired by traditional Indian homes. There is a central courtyard with a

swimming pool which is surrounded by luxuriously appointed rooms.

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FATEH BAGH HOTEL, RANAKPUR

Fatehbagh is the latest addition to the HRH Group of Hotels. This Royal Retreat is located in

Ranakpur, the famous Jain temple town. Fateh Bagh is recreating a forgotten chapter of

Rajathan's history. It is probably India's first attempt at transplanting a palace, faithfully

preserving the richness of the Raj architecture for 21st century visitors. It was in 1802 AD that

Rawla Koshilav flourished as a palace on the foothills of Aravallis near Jodhpur.

KARNI BHAWAN PALACE HOTEL,

BIKANER

Karni Bhawan Palace, an Art Deco Building built by Maharaja Dr. Karni Singh Ji of

Bikaner as his private residence is now a Royal Retreat surrounded by sprawling lawns located

within the desert city of Bikaner. Situated in the heart of the residential area, the hotel is near to

the major tourist attractions of the city like the Junagarh fort, Lalgarh Palace, the camel breeding

farm, the temples and the bazaars.

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GARDEN HOTEL, UDAIPUR

Away from the City Palace Complex is the serene Garden Hotel; a circular building that

has been a distinguished landmark for the city of Udaipur for it houses the renowned Vintage &

Classic Car Collection. Garden Hotel, a Royal Retreat of the HRH Group of Hotels, is located

across the edge of Gulab Bagh; a tree lined landscaped garden spread across acres of greenery.

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REGAL EVENTS

Regal Weddings, banquets, receptions, fashion shows, music concerts, classical

performances, exhibitions, product launches, film shoots and conferences are being regularly

organized at the unique venues of the HRH Group of Hotels

Regal Weddings are organized at Grand Heritage Palaces of the HRH Group as part of

the ongoing Regal Events. The historic venues in Udaipur and Gajner along with specialized

services and facilities provide an authentic backdrop for a truly Regal Wedding.

We offer corporate in India and oversees the matchless opportunity of hosting

conferences in a unique heritage environment. Grand Heritage Palaces and Royal Retreats of the

HRH Group have developed modern facilities and amenities for large and small conferences.

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Our Vision

The genesis of the HRH Group of Hotels is a tribute to the vision of Bhagwat Singh

Mewar, the 75th Maharana of Udaipur.

In post-Independent India of the 1950s, Maharana Bhagwat Singh was the first Indian

royal to have realized the potential of tourism to preserve the rich heritage of Rajasthan and

Udaipur. He took a pioneering decision to convert the Jag Niwas into the super deluxe Lake

Palace Hotel.

The grand opening of the Lake Palace Hotel in 1963 marked a new era in heritage

tourism in India. It was hailed all over the world as probably the finest luxury resort,

distinguished by uniquely Indian hospitality and service standards.

The 1980's witnessed a period of further growth and consolidation. The HRH Group of

Hotels assumed its present corporate form under the chairmanship of Shri Arvind Singh Mewar,

the 76th Maharana of Udaipur, and a professional hotelier. The HRH Group of Hotels is today

one of the finest chains of heritage hotels across Rajasthan, with each unique heritage property

being meticulously preserved, restored and developed

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Our Mission

Preserving the royal heritage, culture and traditions of India and presenting it

meaningfully to guests in the 21st century

Becoming the leaders in heritage hospitality, offering world-class facilities and unique holiday opportunities for guests from all over the world

Atithi devo bhava:

Treating the guests as if they were God themselves - inculcating a truly Indian sense of personalized service towards guests within the organization

Building an ethical and employee-friendly organization that can strive towards making this vision a reality

Initiating environment-protection programmes and developmental plans to positively impact the quality of life in the present and for future generations.

The House of Mewar represents the longest serving, unbroken custodianship on earth.

The ‘Eternal Mewar’ emblem is an expression of the value system of this House.

The House of Mewar has lived up to four perennial values: Self respect: Self reliance: respect for mankind: and service to community.

In order to sustain these values in ever changing times, the House of Mewar invested its skills, time, and finances in the living heritage of art, architecture and culture.

Now, it invites you to become a joint custodian. It invites you to subscribe to the highest human values your heart can subscribe to.

This belief system drives all activities of the House of Mewar, whether for profit (eg.: The HRH Group of Hotels) or not- for-profit (eg.: several charitable, cultural and educational trusts, the more salient being Maharana of Mewar Charitable Foundation.)

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INTRODUCTION

Introducing a new employee who is designated as a probationer to the job, job location, surroundings,

organization and various employees are the final step of employment process. Some of the companies

do not lay emphasis on this function as they view that the colleagues of the new employees will

automatically perform this function. This processes gains more significance as the rate of turnover is

high among new employees compared to the senior employees. This is mainly because of the problem

of adjustment and adaptability to the new surroundings and environment. Further induction is essential

as the newcomer may feel insecure, shy, nervous and disturbing. This situation leads to instability.

Hence, induction plays pivotal role in acquainting the new employee environment, company rules and

regulations.

Induction is the process of receiving and welcoming an employee when he first joins a company and

giving him the basic information he needs to settle down quickly and happily and start work.

Lecture, handbook, film, group seminar are used to impart the information to new employees about the

environment of the job and the organization in order to make the new employee acquaint himself with

the following heads: -

About the Company

About the Department

About The Superiors, Subordinates etc.

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ORGANISATIONAL CHART

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MANAGER HUMAN RESOURCEMR. AJAY NAGAR

COMMERCIAL DIVISION HUMAN RESOURCE & TRAINING

NON-COMMERCIAL DIVISION

MMCF & TRUSTS M.M.E.I.

MMPS MMVM

HR OFFICER

NARAYANSINGH

HR OFFICER

C.V. SINGH

ASSISTANT MANAGER

VACANT

HR OFFICER

BHUWNESH PALIWAL

HR ASSISTANT

DEVI LAL NAGDA

HR EXECUTIVE

DENIS THOMAS

OFFICE ATTENDANT

RAJESH PANDYA

UDAIPUR REGION

NORTHERN REGION SOUTHERN REGION

SNP,FPP,COMPO,LHPM,LPTT, HRH, CHETAK EXPORT

GORBANDH PALACE

SHPL, GARDEN HOTEL, THE AODHI

GAJNER & KBP

ASSISTANT MANAGER

R.K. PALIWAL

HR OFFICER

RAHUL SHARMA

HR OFFICER

PADAM SINGH BHATI

ASSISTANT MANAGER

VISHRAM BAIRWA

HR EXECUTIVE

VACANT

HR ASSISTANT

RAMESH DAMOR

OFFICE ATTENDANT

PAPPU KUMARLAXMI LAL

DEPARTMENTS OF THE ORGANIZATION

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HRH GROUP OF HOTELS,

UDAIPUR

Sales & Marketing F & B

ProductionF & B Service

Front Office /Telecommunication

Human Resource

Administrative EDR & Cafeteria

General

HousekeepingRepairs & Maintenance

Store & Purchase

Security

RECRUITMENT

Recruitment is a linking activity bringing together who offer job and who are seeking for the job. The

purpose of recruitment is to locate source of manpower to meet job requirement and job specification.

Recruitment is regarded as the most important function of personal administration, because unless

the right type of people or hired even the best plans, organization charts and control system would fail.

Recruitment is the process of searching the candidate and stimulates them for employment.

HR Roles & Responsibilities in Recruitment Process

Human Resource is not responsible for the final selection of the job

candidate in the recruitment process. The manager is always responsible for the final decision

about the hire of the new employees.

HR Role in the recruitment process is about the corporate culture, background check, & proper use of

the recruitment channels & the compliance of the recruitment process. Human Resources are

responsible for setting the recruitment process & for meeting out the basic rules.

The main HR Role in the recruitment process is about setting the correct Recruitment Strategy. The

recruitment strategy defines the recruitment channels of managers; cost associated with hiring new

employees & recruitment key performance indicators.

The main role & responsibility of managers in the recruitment process is in following the rules & stick

to deadlines defined by Human Resources. The managers cannot complain about the slow recruitment

process, when the delays are usually at their side & the best job candidate is lost as the manager is not

able to make a short phone call.

HR Roles & Responsibilities in recruitment process are not about conducting job interviews. The

manger wants to hire a new employee; the manager should organize the job interview on his or her

own & within the time frame defined by Human Resources. As HR Recruiters conducts 1 st round job

interviews, the job candidates have to be told – by when they will be contacted by the responsible

manager. That is why, it is important to meet the deadlines defined by the recruitment strategy so that

the process can run smoothly.

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Recruitment Process Design

The Recruitment Process is a critical HR Process and the HR Management team has to keep its focus

on the design & development of the recruitment process. The recruitment process has to be quick,

efficient & it has to be competitive enough to keep the best job candidates in the process to fill the

vacancies.

The recruitment process has to be designed on the basis of the detailed analysis or it can be set up

from the scratch using the smart head & the gut-feeling. The recruitment process has to be divided into

main recruitment process steps & they can be optimized on the basis of the daily recruitment

experience.

The recruitment process design has to be designed as it brings value to its main customers- the

managers & the job applicants as they are the main partners for HR in the recruitment process.

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JOB OPENING - RECRUITMENT PROCESS STEP

The job opening is extremely important process & it usually generates all the issues later in the

staffing of the particular job vacancy. Most of the mistakes in the job vacancy can be identified by the

analysis of the length & cost of filing the concrete job vacancy as it takes a long time to fill the

vacancy & the associated costs are much higher than the average reached for all the job vacancies.

The job opening is about a good definition of the job profile. The job opening is not about a job title

but the entire details about the scope of the job position as it is important for the HR Recruiter to find

the right profile to the team.

The job opening process has to be designed on the basis of the desired outcomes from this process

step. The HR Recruiter has to be sure, that the following outcomes are reached:

Job Position exists

Staffing for the job positions is allowed

The job position is described

The manager confirmed the team structure

The target job positions are identified

Potential risks are identified

These outcomes from the job opening process step of the recruitment process are extremely important

as they can block the staffing of the job position later in the recruitment process.

The main goal of the job opening recruitment process step is to achieve the certainly among all

involved parties in the recruitment process about the fair and right description of the job vacancy to be

filled.

The job opening is about the discussion with the manager and confirmation about the job vacancy as

the HR recruiter does not lose time searching for the job vacancy, which is not official or it is not

precisely defined.

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Manpower Planning

Job Analysis

Recruitment Selection Placement

Main Recruitment Process Steps

Recruitment is an important function in human resource planning. The recruitment process

consists of the following steps:

1. Recruitment process begins when the personnel department receives requisitions for

recruitment from any department of the company. The personnel requisitions contain

details about the position to be filled, number of persons to be recruited, the qualifications

and duties of persons, terms and conditions of employment, etc.

2. The next step is assessment of personnel requirements through job descriptions and job

specifications.

3. Locating and developing the sources of required number and type of employees.

4. Identifying the prospective employees with particular combinations of skill, experience,

education, and other personal attributes.

5. Communicating the information about the organization, the job, the terms and conditions

of service, and the applicable laws and regulations.

6. Encouraging the identified candidates to apply for jobs in the organization. Candidates

should not be discouraged to apply for a position because of their sex, race, age, or other

traits, unless such characteristics are related to job performance.

7. Evaluating the effectiveness of recruitment process.

According to Famulrao, recruitment process consists of the following five elements:

1. Recruitment Policy: It specifies the objectives of recruitment and provides a

framework for the implementation of the recruitment programme. It also involves the

employer’s commitment to some principles as to find and employ the best qualified

persons for each job, to retain the most promising of those hired, etc. It should be based

on the goals, needs and environment of the organization.

2. Recruitment Organization: The recruitment may be centralized like public sectors

banks or decentralized. Both practices have their own merits. The choice between the two

will depend on the managerial philosophy and the particular needs of the organization.

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34

Recruitment Process

Assess Personnel Requirements Job DescriptionsJob Specifications

Identifying sources of potential employees

Evaluating effectiveness of recruiting

Search for prospective employees(a) Informing people of job

openings(b) Attracting candidates

Internal Sources

Personnel Research

Job Posting

Experience

Transferring to new job

Upgrading in same position

Promoting to higher job

External SourcesEmployee Referrals

Advertising

Scouting

Providing Information

Clarifying Doubts

Modern Recruitment Sources to Consider

The HR Recruiters have a different job today as they have to manage more recruitment sources than

the people in Human Resources industry several years ago. The Internet brought new opportunities &

the new recruitment channels & new ways of the job vacancies promotion evolved. And the target

groups did not move to the new modern ways, the HR Recruiter has to use a good mix of the

recruitment sources (recruitment channels).

The modern recruitment sources cannot serve all the job positions & the all the job vacancies for the

organization. The modern recruitment sources are excellent for the mass recruitment, where the

organization needs to fill a lot of similar job vacancies by standardized approach.

Looking for a specific job candidate needs a tailored recruitment strategy and the old recruitment

sources like the recruitment agencies work best. The recruitment agencies have the resources the time

to investigate the job market and to build huge databases of the potential contacts and it is their biggest

advantage.

The modern recruitment sources are cheap and they just need a lot of the attention from the HR

Recruiter to search for the right job candidate, but they can bring excellent results.

On the other hand, the best people started to disappear from the modern websites as they have to start

to protect their privacy and they were attacked by several job offers weekly and they decided to leave

these great social websites.

The modern recruitment sources are modern and they are seen as the future, but we need some time to

make a final evaluation.

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Recruitment Source Selection:

Internal or External Recruitment

The recruitment source (or the recruitment channel) selection is a process step, which is mainly

about the combination of the speed and the cost of the selection of the new employee. The main issue

for the HR Recruiter is about the choice between the internal and external recruitment.

The internal recruitment gives the opportunity to the employees of the organization, but it is not

suitable for all the job vacancies. The external recruitment is expensive, takes usually longer time &

the new employee does not know the organization & the learning curve is less step.

The internal recruitment is an excellent tool for the job vacancies, where the know how is available in

the organization and it allows to use the human capital efficiently as the employees move to the job

positions, where their value added for the organization is maximized.

The external recruitment is suitable for the job position, where the organization needs to enhance it

knows how for the external experience and for the job vacancies, which are confidential and they

cannot be announced internally to employees.

In practice, the external recruitment is used more as the organization needs also stability and the

employees cannot jump from the job position to another after several months. The organization usually

guarantee some stability to managers and they ask the employees to stay on the current job position for

atleast 18 months before applying for a new job opportunity inside the organization.

The HR Recruiter has to communicate with the managers and the HR Front Office to identify the

opportunities to hire the new employee internally and the HR Front Office can help to identify the

suitable employees for the new vacancy.

Generally, the internal recruitment is an excellent recruitment tool, when the department enhances its

processes & services provided to the other units in the organization or to the external customers. The

external recruitment should be used, when the organization wants to enter a new field of the business

& it needs to gain an expertise & know how quickly.

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Internal & External Recruitment

The recruitment is not just about hiring new employees to the organization. Human Resource is also

partially responsible for the motivation & career development of employees & the internal recruitment

is one of the best tools for employees, who want to build their own career path in the organization.

The recruitment process should not distinguish among job candidates generally. But in reality, the

organization has to set the rules for the internal recruitment as it can keep the smooth operation of the

services.

The employees cannot be allowed to change their job positions freely, just on the basis of their

requests. When they ask for the promotion or the change of the job content, they should always meet

several qualifying criteria. Human Resources is responsible for setting such criteria as the managers &

employees know, what they are obliged to meet, when the internal job change occurs.

Sources of the Internal Recruitment:

1. Promotion

2. Transfer

3. Past Employees

4. Dependents

5. Apprentice

Sources of External Recruitment:

1. Advertisement

2. Employment Exchange

3. Educational Institutions

4. Private Employment Agencies

5. Professional Bodies

6. Employee Referrals & Recommendations

7. Data Banks, etc.

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When to use the internal recruitment?

The internal recruitment is the best recruitment source for the projects & initiatives, where the

business case is not completely positive. The internal recruitment should be always used as the first

option, when the job vacancy is not confidential & there is a chance to find the replacement internally.

The internal recruitment is good for the job positions, which need knowledge of the organizational &

its corporate culture.

The internal recruitment is a good recruitment source, when the organization sets a new project team,

which should be focused on the innovation of the products & services. The internal job candidates

have a better recognition from other employees & they do not have to invest a lot of time to building

trust & new relationships.

The internal recruitment should be used for the top potentials to allow them to grow in their career.

When to use the external recruitment?

The external recruitment should be used at least as the comparison for the internal recruitment. The

organization needs to keep with the latest trends on the market & the external recruitment brings fresh

blood to the organization.

The external recruitment has to be used, when the company decides to enter completely new area of

the business & it has to buy the know how externally as the internal knowledge growth would be

expensive & time consuming.

The external recruitment has to be used, when the organization needs to make the replacement of the

current employee & the replacement is secret. Only the external recruitment can be done confidentially

as the recruitment agency can act as an agent till the end of the whole recruitment process.

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THE RECRUITMENT SOURCES MANAGEMENT

THE HR Recruiter has to design a good process to manage the recruitment sources or the

recruitment channels. The HR Recruiter is responsible for the speed and cost of the individual

recruitment sources and they have to be managed extremely closely not to lose their performance.

The management of the recruitment sources is base on the regular recruitment measurement and

the analysis of the results of the measurements. The recruitment channels do not have the same

performance over the time and the HR recruiter has to react to the trends as the recruitment

process does not suffer.

The recruitment sources management is about the regular feedback with the recruitment

providers and the recruitment agencies as they know how is their performance evaluated and

measured. The HR Recruiter does not have to conduct the recruitment measurement on his or her

own, the measurement can be outsourced to the recruitment sourced and the HR Recruiter can

just summarize the results and to make the decision about the next steps.

The recruitment sources have to be kept in the permanent competition and the HR Recruiter

has to design the regular process to inform the recruitment sources about their performance. The

recruitment sources should be informed about the loss of money they generated by their slow

reaction and who is the winner of the competition.

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RECRUITMENT STRATEGY

Recruitment Strategy is a key to the successful recruitment process and high satisfaction of the

clients of Human Resources. The recruitment strategy is not just the document about the

recruitment approach in the organization and design of the recruitment process.

The recruitment strategy defines the position of the organization on the job market, the

recruitment channels to be used and Roles and Responsibilities in the recruitment process.

Human resources is the owner of the recruitment process and the managers make their evaluation

of the services provided on two most important HR processes (from their point of view) –

personnel administration and recruitment.

Development of the good recruitment strategy is a long process, as HR recruiters have to

collect a lot of numbers and many analyses have to be prepared. The good recruitment strategy

results in efficient, quick and cheap recruitment process bringing the best talents to the

organization.

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RECRUITMENT CHANNELS AND PERFORMANCE OF

THE RECRUITMENT PROCESS

The Recruitment Channels and their right mix is the hidden mystery of the recruitment process.

The recruitment is a very trendy HR Process and the HR Recruiter have to watch the trends

closely as the organization can keep constant inflow of job applicants at the optimum costs.

The recruitment channels are the sources of the candidates. Generally, the places, where the job

candidates can read job posting and they apply for the job vacancy at your organization. It

sounds simple, but the job candidates can visit a lot of places and websites to find a new job

opportunity. And it is the same as with any other competition on the job market. The job

applicants compete for the job, the companies compete for the best job candidate available.

The right mixture of the recruitment channels is the pure business secret as no company wants to

recommend their best recruitment channel to the others. But it is not just about the right

recruitment channels, it is also about the right recruitment channel for the right job vacancy.

The recruitment channels to be used are usually defined by the Recruitment Strategy and the right

mix is selected on the basis of the detailed analysis of the performance of the individual

recruitment channels.

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OBJECTIVES OF RECRUITMENT:

To attract people with multi skills and experience that suits the present and future organizational

strategies.

To infuse fresh blood at all level of organization.

To develop an organizational culture that attracts competent people to the company.

To search out for talent globally and not just within the company.

FACTORS AFFECTING RECRUITMENT:

Every organization whether small or big indulges in segregating activity. It depends upon: -

The size of the organization.

The employment condition is community where organization is located.

The effect of past recruiting efforts.

Rate or growth of organization.

Culture, economic and legal factors.

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Recruitment Process Importance

Each organization needs the members to be the live organism. The recruitment process is the main

process to bring new members to the organization. Each Human Resources Department has some kind

of the support for the recruitment process.

The recruitment process involves many steps and optimization. The recruitment process includes quite

heavy HR Marketing as the organization can attract enough job candidates from the external job

market. Also, HR Marketing is used internally in the organization to promote broad job opportunities

and the employees are not pushed to look for a new job on the external job market.

Even a small company needs its recruitment process, including job offers posted on the entrance door.

The owner has to have the recruitment strategy and the vision how to attract new potential employees.

Currently, we live in the times of the war for the talents. The employees are one of the most valued

assets of the organization and the recruitment process is one of the best weapons in the war for talents.

The organization cannot survive without the recruitment process as it cannot find new members and it

is not able to hire them on board. The bigger the organization the more formalized recruitment process

it needs.

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Recruitment Process Goals

The recruitment process has one simple goal. It has to deliver a new employee to the job vacancy. It

looks very simple, but the whole recruitment process can be really very complicated.

The recruitment process goal is about bringing the employee to the job position, but the organization

usually asks more from Human Resources. The recruitment process is a good tool for many other HR

processes.

The recruitment process is usually seen by Marketing and they want to cooperate on the external HR

Marketing. The organization, which is not known on the job market, has to pay much more for the

new hire than the well-known organization. The organization has to compete for the best talents

available and Human Resources have to support the recruitment process externally. It is one goal of the

recruitment process.

The recruitment process can have a significance impact on the employees’ motivation. As the

employees like to work for the well-known organization and when they speak with their friends, they

like to hear, the friends know the organization and they are willing to apply for the advertised job

vacancy.

The recruitment process can significantly support the retention of employees. The organization can

use the recruitment process to staff the job vacancies internally and the employees can feel valued by

the organization as they have the opportunities to change their career paths.

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Process flow chart for

Recruitment

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START

Receive Man PowerRequisition from Concern

Dept/UnitAgainst vacancy

Checking requisition with Budget or additional

replacement

Prepare Job Profile

Search in existing data bank/unit Found

Float Advertisement

Receive Resume/DetailsRegret Letter if don’t have vacancy at that time

Short list the appropriate candidates

Prepare interview panel (Date, Time & Venue of Interview)

Set Interview call letters/emails/telephonic

information

Conduct Interview

Contact Placement Agency

Internet (Naukri.com) Local Reference

Candidate Select

Negotiation of salary, joining date, mode of

employment etc.

Approval of competent authority

Issue LOI

StopSend Regret letter/Email

SELECTION

After identifying the sources of human resources, searching for prospective employees and

stimulating them to apply for jobs in an organization, the management has to perform the

function of selecting the right employees at the right time. The objective of the selection decision

is to choose the individual who can most successfully perform the job from the pool of qualified

candidates. The selection procedure is the system of functions and devices adopted in a given

company to ascertain whether the candidate’s specifications are matched with the job

specifications and requirements or not.

ESSENTIALS OF SELECTION PROCESS:

The selection process can be successful if the following requirements are satisfied:

Someone should have the authority to select. This authority comes from the employment

requisition.

There must be some standard of personnel with which a prospective employee may be

compared i.e. a comprehensive job description and job specification should be available

beforehand.

There must be a sufficient number of applicants from whom the required number of employees

may be selected.

There is a no standard selection process that can be followed by all the companies in all the areas.

Companies may follow different selection techniques or methods depending upon the size of the

company, nature of the business, kind and number of persons to be employed, government regulations

to be followed etc. Thus, each company may follow any one or the possible combinations of methods

of selection in the order convenient or suitable to it. Following are the selection methods generally

followed by the company.

Selection procedure employs several methods of collecting information about the candidate’s

qualifications, experience, physical and mental ability, nature and behavior, knowledge, aptitude and

the like for judging whether a given applicant is or is not suitable for the job. Therefore, the selection

procedure is not a single act but is essentially a series of methods or stages by which different types of

information can be secured through various selection techniques. At each step, facts may come to

light, which are useful for comparison with the job requirements an employee specification.

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STEPS IN SELECTION PROCESS:

Work experiences

Salary Job Analysis : - Job analysis is the basis for selecting the right candidate. Every

organization should finalize the job analysis, job description, job specification and employee

specifications before proceeding to the next step of selection.

Recruitment : - Recruitment refers to the process of searching for prospective employees and

stimulating them to apply for jobs in an organization. It is the basis for the remaining techniques of the

selection and the latter varies depending upon the former.

Application Form : - Application form is also known as application blank. The technique of

application blank is traditional and widely accepted for securing information from the prospective

candidates. It can also be used as a device to screen the candidates at eh preliminary level. Many

companies formulate their own style of application forms depending upon the requirements of

information based on the size of the company, nature of business activities, type and level of the job

etc. Information is generally required on the following items in the application forms:

Personal background information

Educational attainments

Personal details

References

Written Examination : - The organization have to conduct written examination for the qualified

candidates after they are screened on the basis of the application blanks as to measure the

candidate’s ability in arithmetical calculations, to know the candidates attitude towards the job,

to measure the candidates aptitude, reasoning, knowledge in various discipline.

Preliminary Interview : - The preliminary interview is to solicit necessary information from the

prospective applicants and to assess the applicant’s suitability to the job. Preliminary interview

is useful as a process of eliminating the undesirable and unsuitable candidates.

Group Discussion : - The technique of group discussion is used in order to secure further

information regarding the suitability of the candidate for the job.

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Interview : - Interview is aimed to evaluate the qualities of the candidates by direct face-to-face

discussion. Interview is an effective technique to measure the knowledge, understanding,

competence, interest in the work and personality.

References : - Tests can reveal partial understanding of the candidates, but he candidate, as a

whole can be understood after verifying his character and social and personal traits. This is

why, candidates are asked to furnish the names of two responsible persons, who know them

well. These persons are contacted and enquire regarding the character and morality of the

candidate is made.

Final Selection : - After going through aforesaid tests and formalities, the HRD Manager makes

the final selection of the candidate in consultation with the department head.

Physical Test : - The employee must be physically sound for the efficient and effective

accomplishment of the work; therefore, the prospective candidate must be examined physically

before his appointment. An employee of unsound health will prove to be a liability for the

organization and dangerous to his colleagues.

Orientation or Induction of employees : - The new employee is oriented to the enterprise. It may

be termed a socializing process by which the employee is made familiar and friendly to

environment of the business. Rules, regulations and special feature of the business are

communicated to him.

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Recruitment Process at HRH Group

Recruitment

49

Supporting System

It is a policy of the company to acquire, develop and retain the most suitable talents and evolve sound HRD systems and practices for recruitment and selection, training and development career growth, compensation to meet reasonable aspiration of the employees.

A sound recruitment and selection policy is required and presence of supporting system in the organization.

Purpose

Scope

Responsibilities

Policy

Purpose

To plan guidelines, develop and organize system for recruitment or right man on the right place to

retain the most suitable talent in consonance with organization needs, culture and values.

Scope

This procedure is applicable at very unit of HRH.

Responsibility

This procedure can be amended by functional head personnel.

HOD/HRD shall be responsible for implementing & monitoring this procedure.

Objectives

1. To enable the company to attract, motivate, develop & retain the most suitable talent in

consonance with the organization needs, culture & values.

2. To further professionalize the recruitment process so that vacancies are filled with right type of

manpower expeditiously & economically.

3. To established a post recruitment follow-up system to take care of joining formalities,

inductions, education, training, development & career plan.

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Source of Recruitment

External sources:

Placement Agency

Internet e.g. Naukri.com

Advertisement

Consultants

Employment exchange

Walk-in, Talk-in, & Write-in

Internal Sources:

Internal promotion (Merit based)

Reference

In house (Data bank)

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Types of Recruitment

Direct Method:

Mostly this method is used. 80% vacancies are filled by this method.

Indirect Method:

20% vacancies are filled by this method. It is limited used.

There is police verification is must for applicants.

Process Flow Of Recruitment

Pre- Interview

Assessment Test

Document Check

Back Grounding Checking

Offer Letter

Training

Appointment Letter

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oSupporting Documents (where applicable)

Photograph, size 2”, not older than 6 months.

Copy of all education certificates.

Copy of Ration Card.

Copy of all recommended letters from previous employees to be crossed

checked.

Any other credential as may be required.

oInterviewing

The interviewing committee shall have a good understanding of the vacant

position needs and have prepared questions that are specifically designed

towards the vacant position job profile.

The main information to be obtained is as follows:

Knowledge & skill relative to the vacant position.

Work Experience

Ability to work in a team

Self-Controllability

Constructive & Positive work attitude

Service minded/guest first oriented

General Behavior

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The applicant’s evaluation performed using all the above mentioned factors.

The HR Department shall confirm the position, salary benefits, joining date, any other

essential condition and the appointment date and time of the contract signing

Manager (Personnel) will submit the recommendation for appointing the selected

candidates to Shri Arvind Singh Mewar for approval.

After Shri Arvind Singh Mewar accords the approval, Manager (Personnel) would issue

appointment letters after observing other formalities.

All new appointments are subject to the issue “Fitness Certificate” by a member of the

penal of approved Medical Officer of the organization further Medical check-up of all the

employees is carried out at regular intervals.

An original appointment letter, whether on training or probation, shall be issued to the

successful applicant and the acknowledge copy shall be filled in the employees personnel

files and the administrations/HR Dept.

On receiving the appointment letter, the selected person will join duty and submit his

joining report to the unit head that would counter sign it and send it to the HR Dept. for

keeping in the personnel file.

No person will be employed/engaged by any unit or Dept. directly. If a person is required

urgently and the unit/Dept. can’t wait for completion of the aforesaid procedure, then he

may first take the person to the General Manager and obtained his concurrence in writing,

than obtained sanctioned from Shri Arvind Singh Mewar before allowing the new

person to join duty.

Manager (Personnel) should inform the personnel in writing, who in turn would complete

the required formalities.

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The extra documents (where applicable) that may be required to be filled in and returned

to the administration/HR Dept. on the starting date are as follows”

a. Complete personal data for Income Tax calculation.

b. Copy of a bank saving A/c pass book, branch to be designed by the Hotel.

c. ESI application form.

d. Provident fund application form.

The administration/HR Dept. shall prepare all documents concerning pay roll, i.e. pay roll actions

forms and submits to the financial controller.

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Systematic Recruitment & Selection Need For Qualified

Staff Recruitment

Short fall in the sanctioned strength of employees is made up through fresh recruitment.

There is procedure wherein advertisements are placed in the media and also other sources

are tapped.

All units will get the strength of personnel (category/designation wise) sanctioned by Shri

Arvind Singh Mewar & send photo copy to HR Dept.

Whenever there is shortfall in the strength, so sanctioned, the unit will intimate the HR

Dept., and will at the same time, tap it’s on resources to arrange new persons whose

application should be forwarded to HR Dept. for further processing.

The overall qualification of the applications shall relate to the job description, job profile

and job analysis of the position concerned.

The HR Dept. would issue interview calls to the candidates and intimate the dates of

interview to members of the relevant selection committee.

Application received & screened & candidate called to appear for an interview before a

committee, consisting of president (Hotel Operation), Unit Manager, Personnel Manager,

Manager Consultant and concerned Dept. Head.

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Design Selection Process

Managers need to design the selection process they will use, giving consideration to the following

points:

Panel composition

All interviews for permanent posts must be conducted by a panel. The manager is responsible for

selecting interview panel members – being mindful of:

The requirement that the panel consists of at least two people, and if possible, is mixed in terms

of race and gender.

The requirement that at least one panel member has received training on recruitment and equal

opportunities, normally limited to that provided by the HRH. If not HRH trained, the matter

should be referred to Human Resources.

The requirement that each panel member be familiar with anti-discrimination legislation.

The willingness and ability of potential panel members to attend all interviews for the duration of

the recruitment process to maintain consistency and to ensure fair treatment of all candidates.

Panel members must be satisfied that their relationship with any candidate:

Will not improperly influence their decision

Will not give rise to suspicion about their motives

Selection Tests

Where selection tests are a valid method of assessing a candidate (i.e. effectively measures the job

criteria, is relevant, reliable, fair and unbiased – also considering the predictive capacities of tests),

they are an extremely useful toll and are recommended for use. Managers should seek advice from

HR on the use of such tests.

All psychometric tests used in selection must be developed, administered and interpreted by

accredited people.

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Advertising

Advertising of vacancies

The HR Team provides a centralized advertising service for the advertisement of vacancies and

will assist the Manager prepare an appropriate advertisement.

All permanent vacancies are advertised on currently internally (on the intranet) and externally.

Externally advertisement is on the HRH website, generally along with appropriate newspaper

publications and can include the use of agencies where appropriate arrangements and HR will

confirm via letter or email to the short-listed candidates the following details:

Date, time and place of the interview

Instructions on how to find their way to the interview venue

A request that they contact the author of the letter/message if they have any special

requirements in relation to the interview (related to access to the venue or any other special need

related to a disability)

If appropriate, details of any test or presentation they will be required to take or anything they

should bring with them (e.g. work experience or proof of qualifications that are essential to the

post).

At the interview

The purpose of interviewing is to appoint the best person for the job based solely on merit and

suitability. The HRH recruitment and selection framework achieves this by using methods that are

systematic, thorough, fair, unbiased and based on rational, objective, job related criteria.

At the interview, each candidate should be treated consistently. To achieve this panel should:

Ask the same initial question of each candidate

Supplement their understanding of the candidate’s responses by following up questions as

appropriate

Be consistent in allowing access to presentation material, notes and so on

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Do not allow any discriminatory questions, harassment, or any other conduct which breaches

the HRH equal opportunities policy or code of conduct

Ensure that in the case of disabled candidates, the necessity for any ‘reasonable adjustments’

that would be required on the job are explored in a positive manner. Assessment of disabled

candidates should be based on their expected performance in the job, given that any reasonable

adjustment required was provided.

Keep in mind that information obtained throughout the selection process is treated as

confidential and is known only to parties involved in the selection process.

Keep records of interviews and the reasons for decisions – returning this information to HR for

filling (and disposal six months later).

Panel members must be aware that it is their responsibility to ensure recruitment/interview

documentation is stored securely and confidentially whilst in their possession.

Selection

Decision to Appoint

In selecting the successful candidate, the panel must make a decision based on the merit

and eligibility of the candidates as judged by:

Content of application

Qualifications (if required for the post)

Performance at the interview

Outcome of any selection tests.

Right to work in the India.

The panel must seek to ensure that candidates appointed will actively promote the HRH’s

Core Values.

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Checks

As part of assessing the merit of each candidate, managers must satisfy themselves that the

information given to candidate is authentic, consistent and honest. This includes being

satisfied about information regarding the candidate’s:

Application

Work history

Qualification (where a qualification is a requirement for the post, supporting evidence or

certification must be obtained from the candidate and recorded)

Evidence presented at interview

Human Resources are responsible for processing:

Reference Checks

Security Clearances

And ensuring the candidate has the right to work in the India.

Should any of these not meet the required standards, HR must immediately discuss the issue

with the manager.

Offer

Offer of employment

A conditional verbal offer of employment is to be made by the manager within a week of

interview. The offer should be made within the salary range stated on the Authority to recruit

form. If for any reason the Manager wishes to make an offer above that range, the prior

approval of the Director and Head of Human Resources is required. Failure to do so may

result in the offer being retracted.

The offer must be on a conditional basis whilst the required checks take place in relation to

security clearance, references, and qualifications (if not provided) and the right to work in the

India etc.

60

Research Methodology

Research in a layman language means a search for acknowledges. One can also define research as

a scientific and systematic search for potential information on a specific topic. Infect research is

an art of scientific investigation. The dictionary meaning of research is “a careful investigation or

inquiry especially through search for new facts in any branch defines research as a “systematized

effort to gain new knowledge”. Some people consider research as a movement from known to

unknown.

Research is an academic activity and as such the term must be used in a technical sense.

Research is an original contribution to the existing stock of the knowledge making for its

advancement. It is pursuit of truth with the help of study, observation, and experiment. The

purpose of research is to discover answers to questions through the application of systematic

procedure. The main aim of research is to find out the truth, which has not been discovered yet.

It’s a well-known fact that no business can exist without customers. In the business of Website

design, it’s important to work closely with your customers to make sure the site or system you

create for them is as close to their requirements as you can manage. What follows are a selection

of tips that will make your clients feel valued, wanted and loved.

Research Design:

The research problem have been formulated in clear cut terms, the researcher will be required to

prepare a research design, i.e., she will have to state the conceptual structure with in which

research would conducted. The preparations of such a design facilitate research to be as efficient

as possible yielding maximal information. Research design may be grouped in four categories,

viz.

a). Exploration

b). Description

c). Diagnosis

d). Experimentation

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Collection of Data:-

The task of data collection begins after a research problem has been defined and research

design/plan chalked out. The collection of data is done to support tour findings and interest the

result whether the result you have found in according to your hypothesis or not. The data can be

collected by various methods. These are broadly classified into two ways, as follows:

PRIMARY DATA

SECONDARY DATA

Primary Data:-

The primary data are those which are collected a fresh and for the first time and thus happen to

be original in character. We collect primary data during the course of doing experiments in an

experimental research. It is the first hand data and nobody else has collected this before. There

are various ways of collecting primary data, these are as follows:

1). Observation method

2). Interview method

3). Questionnaires

4). Schedules

5). Other methods

SECONDARY DATA:

1. From Internet

2. Magazines and News Papers

3. Government Publications

Scoring & Analysis

We have used Likert scale method for scoring the survey. It’s a Psychometric method.

62

RESEARCH METHODOLOGY USED IN PROJECT

RESEARCH USED

The type of research used in this project work is Descriptive. The Descriptive research is used to collect

Data and find out the cause and effect relationship.

SAMPLING PROCEDURE

I decided to study the candidates who play an important role in the recruitment & selection process and

are also in the committee for the formation of job description.

TYPE OF DATA COLLECTION METHOD

Data Collection Method used in this project is:

Primary data

a. Interview

b. Observation

c. Questionnaires

Secondary Data

a. Published Sources

b. Unpublished Sources.

c. Websites

SAMPLE: -

Employees of HRH Group of Hotels

SAMPLE SIZE: -

25 HRH Employees.

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The Research Instrument used in this project is Observation Method.

DESCRIPTIVE RESEARCH

Descriptive Research studies are those studies, which are concerned with describing the characteristics of

a particular individual or a group. A descriptive research require a clear specification of what, who,

when, where why and how aspects of the research.

OBSERVATION METHOD

The observation method is most commonly used method especially in the studies relating to behavioral

sciences. The main advantage of this method is that subjective bias is eliminated, if observation is done

accurately.

Secondly, the information obtained under this method relates to what is currently happening; It is

not complicated by either the past behavior or future intentions or attitudes. Observation methods are of

various types like structured, unstructured, controlled and uncontrolled.

64

Data Analysis

1. Potential candidates in your organization are widely generated through

which recruitment source?

84%

16%

Recruitment Source

InternalExternal

65

2. If the candidate are being selected internally, then which one of these is

the most applied:

20%

32%

44%

4%

Selection

Promotion to present permanent employeesPermanency to present temporary employeesTransferRe-employment of retired em-ployeesEmployment to Dependents of De-ceased, Disabled, retired & Present employees

66

2a.Else which one of these is the most applied form of external recruitment:

16%

28%

24%

12%

4%

12%

4%

External recruitment

Data BankPrivate employment AgenciesPublic employment ExchangesJob PortalsHead HuntingCampus PlacementsEmployee referralsAdvertisementsLabour contractors

67

3. According to you which are the most important parameters for scrutinizing the applicants?

12%

32%

36%

8%

4%

8%

Parameters

ConfidenceCommunication SkillsBody LanguageGroomingKnowledgePast AchievementsWork experience

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4. Which type of interview does you like the most?

32%

40%

28%

Interview

1 to 1 interviewGroup InterviewPanel InterviewSequential

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5. Do you conduct background checks?

92%

8%

Backgroung checks

YesNo

70

6. According to you, is the structure of the interview assessment sheet well defined?

80%

20%

Assessment Sheet

YesNo

71

7. Are you satisfied with the job profile offered to you at the time of your selection?

68%

32%

Job profile

YesNo

72

8. Are you satisfied with the recruitment & selection procedure?

60%

40%

Satisfaction

YesNo

73

9. Do you think that a better selection process improve the employee’s retention?

60%

40%

Improvement

YesNo

74

10.The duration of the probationary period for a new joinee in your organization is:

100%

Duration

6 months1 year

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Data Interpretation

1. Potential candidates in your organization are widely generated through

which recruitment source?

S. No.Recruitment Source in HRH Group of Hotels

In Nos. In %

1 Internal 21 84

2 External 4 16

TOTAL 25 100

INTERPRETATION:

It is visible from the above table that 84% of the Respondents were in the favor that

potential candidates in HRH Group of Hotels are being generated internally and only

16% of the Respondents believed that potential candidates in HRH Group of Hotels are

being generated externally.

2. If the candidate are being selected internally, then which one of these is the

most applied:

S. No.Internal Source of

RecruitmentIn Nos. In %

1Promotion of Present Permanent Employees

5 20

2Permanency to Present

Temporary/ Casual Employees8 32

3 Transfer 11 44

4Re-employment of Retired &

Retrenched Employees1 4

5Employment to Dependents of Deceased, Disabled, Retired &

Present Employees0 0

TOTAL 25 100

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INTERPRETATION:It is visible from the above table that 20% of the employees believed that internally the recruitment is being done through Promotion of Present Permanent Employees, 32% believed it’s through Permanency to Present Temporary/Casual Employees, 44% believed it’s through Transfer & 4% believed it’s through Re-employment of Retired & Retrenched Employees while none believed recruitment through Employment to Dependents, Disabled, Retired & Present Employees.

2.a. If the candidate are being selected externally, then which one of these is

the most applied:

S. No.External Source of

RecruitmentIn Nos. In %

1 Data bank 4 16

2Private Employment Agencies/Consultants

7 28

3 Public Employment Exchanges 6 244 Job Portals 3 125 Head Hunting 1 46 Campus Placements 3 127 Employee Referrals 0 08 Advertisements 0 09 Labor Contractors 1 4

TOTAL 25 100

INTERPRETATION:It is visible from the above table that 16% of the employees believed that externally the recruitment is being done through Data Bank, 28% believed that it’s through Private Employment Agencies/Consultants, 24% believed that it’s through Public Employment Exchanges, while 12% approved for Job Portals & Campus Placements and only 4% believed that it’s through Head Hunting & Labor Contractors. And none favored for Employee Referrals & Advertisements.

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3. According to you which are the most important parameters for scrutinizing the applicants?

S. No.Parameters for Scrutinizing the

ApplicantsIn Nos. In %

1 Confidence 3 12

2 Communication Skills 8 32

3 Body Language 9 36

4 Grooming 2 8

5 Knowledge 1 4

6 Past Achievements 2 8

7 Work Experience 0 0

TOTAL 25 100

INTERPRETATION:

It is visible from the above table that 12% of the employees believed that Confidence is

an important parameter for scrutinizing the applicants, 32% believed that Communication

Skills play an important role, 36% believe that Body Language is the most important

parameter, 8% believed that Grooming & Past Achievements are important for

scrutinizing the candidates while none should interest towards Work Experience.

4. Which type of interview does you like the most?

S. No. Interview that is most favorable In Nos. In %

1 One to One Interview 8 32

2 Group Interview 10 40

3 Panel Interview 7 28

4 Sequential Interview 0 0

TOTAL 25 100

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INTERPRETATION:

It is visible from the above table that 32% favored One to One Interview, 40% favored

Group Interview while 28% favored Panel Interview and none favored for Sequential

Interview.

5. Do you conduct background checks? S. No. Are Backgrounds checked In Nos. In %

1 Yes 23 922 No 2 8

TOTAL 25 100

INTERPRETATION:

From the above table we can interpret that 92% were in the favor that background checks

are being done before appointing a candidate in the organization while 8% opposed it.

6. According to you, is the structure of the interview assessment sheet well defined?

S. No.Is the interview assessment sheet

well defined?In Nos. In %

1 Yes 20 80

2 No 5 20

TOTAL 25 100

INTERPRETATION:

It is visible from the above table that 80% employees believed that their interview

assessment sheet is well defined while 20% believed that it still needs improvement.

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7. Are you satisfied with the job profile offered to you at the time of your selection?

S. No.Was the Job Profile offered at the time of your selection satisfactory?

In Nos. In %

1 Yes 17 682 No 8 32

TOTAL 25 100

INTERPRETATION:

It is clearly visible from the above that 68% of all believed that the job profile offered to

them at the time of their selection was satisfactory but 32% believed that the job profile

could have still been improved.

8. Are you satisfied with the recruitment & selection procedure?

S. No.Is the recruitment & selection

procedure satisfactory?In Nos. In %

1 Yes 15 60

2 No 10 40

TOTAL 25 100

INTERPRETATION:

From the above table we can interpret that 60% believed that the recruitment & selection

procedure in HRH Group Of Hotels is satisfactory while 40% believed that it still lacks

efficiency & needs improvement.

9. Do you think that a better selection process improve the employee’s retention?

S. No.Does selection process improve

employee’s retention?In Nos. In %

1 Yes 15 602 No 10 40

TOTAL 25 100

80

INTERPRETATION:

From the above table we come to know that 60% of the employees group believed that a

better selection process improve the employee’s retention while 40% believed that it’s

just the work culture, the pay scale & the regular increments of the employees which

helps them to retain.

10.The duration of the probationary period for a new joinee in your organization is:

S. No. What’s the Probation Period in HRH? In Nos. In %1 6 Months 0 02 1 Year 25 100

TOTAL 25 100

INTERPRETATION:

It is clearly visible from the above table that from the total respondents all of them agreed that in their organization the probation period is of one year.

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Findings

The company also conducts psychological tastes which provides psychological base to

the company.

The company provides training and development programs to the employees properly.

The company organizes Isolation camps for the recreational activities.

And amongst internally it’s mostly through transfer.

Most of the employees agreed to the point that their main source of recruitment is

internally.

The most important parameter for scrutinizing the candidate is their Body Language &

their Communication Skills.

The most preferential form of interview is Group Interview.

Most of the employees agreed that they conduct a background check before appointing a

candidate for the necessary job.

They believe that their interview assessment sheet is well defined.

And the probation period defined in HRH is 1 year.

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CONCLUSIONS

The respondents include the employees who concur that the current recruitment is satisfactory

except few exemptions. Many employees work in HRH Group of Hotels to get pride of being in

a social service concern. Even though the recruitment procedure is satisfactory, it can be

organized in such a way that it obtains optimal point.

Recruitment procedure of a company should be in such a manner

that it puts the right person in the right job at the right time. To face this challenge, recruitment

team of an organization should be well equipped.

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Suggestion

They should go for newer techniques of the Recruitment & Selection.

The company should try to celebrate the diversity to reduce the work force diversity.

They should try to reduce the organizational challenges i.e. competitive position,

decentralization and downsizing.

They should try to reduce the environmental challenges i.e. the internet revolution and job

redefinition.

84

Bibliography

Books:

1. Aswathappa K. (2005) “Human Resource Personnel Management: 4th Edition” Tata

McGraw-Hill Publishing company Limited, New Delhi.

2. Dessler G. (2005) “Human Resource Management: 9th Edition” Pearson Education.

3. Gomez-Mejia L.R., Balkin D.B., Cardy R.L. (2005) “Managing Human Resources: 3rd

Edition” Pearson Education, Prentice Hall of India

4. Kothari C.R. (1990) “Methods & Techniques” second edition.

5. Rao T.V. (2001) “Readings in HRD” Oxford & IBH Publishing Co. Pvt. Ltd., New Delhi.

Journals:

1. Journal of Indian management studies (August 2005)

2. Indian management journal (November 2008)

Web Sites:

1. www.managementparadise/facebook.com

2. www.citehr.com

3. http://www.chrmglobal.com

4. www.eternalmewar.in

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Annexure

A. IDENTIFYING INFORMATION OF THE RESPONDENT:

1. Name of the Employee :2. Designation :3. Department :4. Unit :5. Work Experience in HRH :

B. INFORMATION VIEWS BY THE RESPONDENT:

1. Does recruitment & selection play an important role in your organization?i. Yes

ii. No

2. Do you play any role in the formation of the job description?i. Yes

ii. No

3. A. Do you feel any upgradations are required in the present job description?i. Yes

ii. No

B. If yes, then kindly specify:

4. Potential Candidates in your organization are widely generated through which recruitment source?

i. Internalii. External

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5. A. If the candidates are being selected internally, then which one of these is the most applied:

i. Promotion of Present Permanent Employeesii. Permanency to Present Temporary/Casual Employees

iii. Transfer iv. Re-employment of Retired & Retrenched Employeesv. Employment to Dependents of Deceased, Disabled, Retired & Present

Employees

B. Else, which one of these is the most applied form of external recruitment:

i. Data Bankii. Private Employment Agencies/ Consultants

iii. Public Employment Exchangesiv. Job Portalsv. Head Hunting

vi. Campus Placementsvii. Employee Referrals

viii. Advertisementsix. Labor Contractorsx. Any other sources, Please specify:

6. According to you, which should be the most effective recruitment source?

7. According to you which are the most important parameters for scrutinizing the applicants?

i. Confidenceii. Communication Skills

iii. Body Languageiv. Groomingv. Knowledge

vi. Past Achievementsvii. Work Experience

If any other, Kindly specify:

8. Which type of interview do you like the most?i. One to One Interview

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ii. Group Interviewiii. Panel Interviewiv. Sequential Interview

9. A. In selection procedure, how many rounds of technical interview & HR rounds do you conduct for lower level candidates?

B. Does the same hold good for managerial cadre also?

10. A. Do you conduct background checks?i. Yes

ii. No

B. If yes, is it for all levels of employees or only for senior positions?

C. Is the background check done by the internal staff or is it outsourced?

11. A. According to you, is the structure of the interview assessment sheet well

defined?i. Yes

ii. No

B. If no, then kindly specify the required modifications:

12. Ideally, how much time does the hiring process take, i.e. right from the test/ interview stage to the offer stage?

13. Are you satisfied with the job profile offered to you at the time of your selection?

i. Yesii. No

14.A. Are you satisfied with the recruitment & selection procedure?

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i. Yesii. No

B. If no, then what further improvements must be done?

15. A. Do you think that a better selection process improve the employee’s retention?

i. Yesii. No

B. If no, then kindly specify the reasons:

16. A. The duration of the probationary period for a new joinee in your organization is:

i. 6 monthsii. 1 year

B. Do you think the probationary period is sufficient or it should be Maximized with reasons?

17. Remarks:

89