Slide 1

Presented by

T.L Vijaya LaxmiShruthi G.SSheebaRoshan Kumar Shailendra SinghSachin RaikarTeddy AbrahamSowmya

Where peace finds you and a bond that last forever

IntroductionKarnatakas first beach resortLocated at Ullal ,MangaloreSpreading campus of 12 acreOwned By Albuquerque and familyStarted at 1973

Recruitment in Summer Sand Summer sand resort have 62 workers including all departments.

Departments GardeningCookingServingPlumbingHospitalityReceptionHousekeepingSecurity and life guardAdministration maintained by the family

Recruitment Process

HR Personnel PlanningJob AnalysisEmployee RequisitionJob VacanciesRecruitment Planning (Numbers and types) Strategy Development (When Where How)Advertising through mediaTelephonic InterviewHR Personnel Planning

The primary function of personnel planning is to analyze and evaluate the human resource available and to determine how to obtain the kind of personnel need to staff the positions in all departments.Job Analysis HR manager identifies the content of the job in terms activities involved and attributes needed to perform the work and identifies major job requirements.

Manager has to decide how many workers are needed for each department on the basis of the estimated output that each worker can achieve.Employee RequisitionThis process includes position information, placements goals etc. where the manager decides the work of the candidate to be performed in the resort, which department needed which specialized workers.

Job VacanciesA job vacancy is an implied job available for the immediate filling on the survey reference date and for which recruitment action has been taken. It includes efforts to fill vacancies by advertising, by notifying agencies and by contracting, interviewing or selecting applicants.Recruitment PlanningThe planning is about managing job vacancies in the resort. The recruitment planning is the creative part of the recruitment process. It is strategic when is the planning is done correctly. It makes the clear view that what activities will be done.Strategy DevelopmentSuccess in business depends on much more than having the right strategy. We need the right people in place to implement it. It is about putting our human resources at the center of the business strategy. This step gives the answers of many questions :How will you select the candidates ?

How will you train them ?

From which source can you get the right people ?

When can be apply the strategy ?

What people capabilities we need ?Advertising through mediaHR Manager uses the media for advertising the recruitment in newspaper, internet , private agencies, so that more people can be attracted for the goal of getting right person at the right time.Selection ProcessAfter the completion of Recruitment process HR Manager enters into selecting the people through different ways,

TELEPHONIC INTERVIEWPeople who are interested to the job, they directly call to the no. given in the advertisement to get to know about job analysis.

Otherwise the people who are interested will send resume to the given address with their contact no. so that the HR Manager can conduct telephonic interview for them.Telephonic Interview (contd..)

This type of an interview allows employer to screen candidates : on the candidates experience, qualification and salary expectations pertaining to the positions and the company.

The telephone interview save the employers time and eliminates candidates that are unlikely to meet the companys expectations.

DIRECT INTERVIEW

Once the elimination is done through telephonic interview, HR Manager calls the candidates for direct interview.

Direct interview is a chance for a potential employer to review, your skills, abilities and accomplishments and find out if the person are qualified to do available job.FINAL SELECTION

After evaluating the candidate through direct interview and checking the basic qualification, their resume, health checkup, skills for the particular job, interest of the candidate and the performance as demo session, the employee is finally selected.

TRAINING & DEVELOPMENTThere are numerous benefits of investing in workers training and development as increased job satisfaction and morale among workers. This is an added benefits of making your company more attractive to prospective workers. More motivated workers , which in turn tends to increase productivity and spur profit. Lower overall employee turnover, and less absenteeism.MMOTIVATIONHuman resource manager do motivatingworkers through different ways, such as;

Accommodation facility to workers.2) Attractive package.3) Friendly relation with the workers.4) Good training & development programmed.5) No contract basis job. These all ways of motivation force workers to increase their efficiency.REASONS FOR LEAVING JOB1) Resort is located 8-10 km far from city. so, workers faces transportation problem.2) Personal problem of the workers.3) Lower level of job so, no promotion as supervisor, manager.4) No contract basis job.5) Conflicts between the workers.6) Shifts for ladies workers. STRENGTHSFirst beach resort of Karnataka.2) No competitor in Mangalore. 3) One of the best tourist place in Mangalore.4) Facilities available such as : Housing, Playing Volleyball, Booking through internet, event organization, Swimming pool.5) Trained workers with communication skills.6) Friendly relationship with workers.

weaknessDue to no competitions there is no chances of development in resort.2) Workers of summer sand resort is not well educated, they have done either PUC or Diploma.3) Workers can take the disadvantages of friendly relations.4) Human Resource Manager applies only on the job. Training in front of customers.OUR SUGGESTIONShortage of skilled workers: One of the greatest challenges plaguing the hospitality industry is the unavailability of quality workforce in different skill levels. The hospitality industry has failed to retained good professionals.2) Slow implementation: Whatever steps are being taken by the government are implemented at a slower pace.3) Manager can take decision of giving job on contract basis, that will minimize the employee turnover.4) Not to provide shift basis work to lady workers.5) Can give the promotion to the workers as supervisor and manager, that will help to motivate worker to show their efficiency in the work.These all suggestions can improve the profit of the resort as well as Human Resource Development.

CONCLUSIONThis mini project deals with the recruitment selection, training and development procedure of Summer Sand Beach Resort which explains the strength and weakness of Human Resource Management in Summer Sand Resort.

The problem they are facing is employee turnover & low quality of workers, even though they are providing good training.

So we suggest that they should go through contract basis job.