Human Resource Management

Holiday Inn
Presented by:
•Fatima
•Hassan
•Maryam
•Usama
•Saad
Presentation Summary
 Introduction
• Holiday inn
– Founded inn 1952
– In Memphis
– By homebuilder Kemmons
Wilson
– 19721,400 holiday inn
hotels worldwide
– July 1995  3600 branches
over 100 countries
•

• 1995 holiday inn Lahore

– The only branch
•
 HOLIDAY INN LAHORE
• 1 of the executive hotels in Lahore
•

• 4 star Property
•

• 120 rooms & 8 sweets

•

• Rooftop Buffet & Swimming Pool

•

• Competitors
– PC
– Avari
 Organizational Chart
• Flat Structure
• 9 Departments
 HR Department
• 5 people
•
 ROLE OF HRM
• Ahead of roles as Record Keeper &
Administrator
•

• Goals  productivity and value added services

•

• A seat at Strategic Table

 RESPONSIBILITIES OF HRM
• Developing a well defined culture of the organization
•

• Designing the organizational structure & roles of employees

•

• Formulating staffing needs to achieve development

strategies
•

• Formulating Performance management strategies

•

• Designing a proper strategy to motivate & reward

employees.
•
 Personnel Planning
• Not in practice in very formalized form
– Not needed as business is neither
changing nor expanding
•

• Termed as “Manning”
– No. Of employees to be working in
specified year
– HR works towards maintaining this
number
 Recruitment
• Pillar in HR responsibilities
•

• EEO compliance
•

• 1st step: job analysis

– Complete and formal job analysis for each
position
– Analysis information is provided by the
concerned department supervisor and
head
– Observation & interviews are the sources
•
 Job Analysis Sample
• Job Analysis
– Job title
– Department
– Reporting
person
– Job summary
– duties and
responsibilit
ies
•
 INTERNAL RECRUITMENT
• Is in Practice
•

• Methods Used
– Job Posting
– Rehiring
– No Succession Planning
 External Recruitment
• Is in Practice
•

• Methods used
– Walk In’s
• Thursday  walk in interviews
• Most Popular
– Referrals
• industry of contacts and referrals
• Preferred
– Advertisements
• Least Used
• Only for Key positions
– Internships
 RECOMMENDATIONS
• Use of various tools in collecting info for job
analysis
– Questionnaires  managerial jobs
– Diary logs rank in file staff
•

• Information should also be collected by the

employees currently performing the job
– Verify the knowledge
•

•
 RECOMMENDATIONS
• Internal Recruitment
– Replacement charts and position replacements
cards
– Succession Planning
•

• External Recruitment
– Advertisement in newspapers  diversified
pool of candidates
– Internet and job sites  Job Monster &
rozee.com
– Employment agencies
– Headhunters  Executive recruitment
– College recruiting and internships  fresh
minds
 TESTING & SELECTION
• 1st Step: Application Forms
– personal details of the applicant
– educational qualifications
– Interests
– references
– CV (Curriculum Vitae)
•
Application Form Sample
 TESTING & SELECTION
• 2nd Step: Screening
• 3rd Step: Interview
– Three phase
interview
session
– Job related
interview
– Individual
Interview 
Rank In File
Staff
– Panel Interview
 Managerial
Position
 TESTING & SELECTION
• 4th Step: Testing  not diversified
– Criterion Valid
– Depend on job
• written tests  for desk staff
• Cookery Test  for chefs
•

• 5th Step : Selection on Probation

– 3-6 months
•

• 6th Step: Background and reference checks

•

• 7th Step: Physical examination test

•

• 8th Step: Permanent Hiring

– No Temp Employees or Part time Workers
•
 Recommendations
• Improved Testing
– cognitive abilities Tests  managerial
staff
– the personality assessment approach
•

• Improved Interviewing
– Behavioral interviews  managers
– situational interviews  managers
– Puzzle Questions  technical and finance
staff
•

• Open ended questions in reference Information

 TRAINING & DEVELOPMENT
• Orientation
– Provided by HR department & Departments
– Rules, policies, terms of employment
– Property tour
•

• No formal training department

•

• Training programs
– Daily Basis  conducted by department
heads
– Yearly Basis  HR department
•
 TRAINING & DEVELOPMENT
• Methods Used:
– OJT
– Lectures
– Multimedia & Overhead projectors
– In house Training  Short Courses
– Job Instructions  front desk workers
– Role playing technique  waiters
– Outsourcing  security personnel
– COTHM  free of cost courses
•

• Effectiveness of Training Programs

– Skills training performance record
•
 Recommendations
• Formal Training department
•

• Job rotation technique

•

• Training from abroad

•

• Incentives should be related to training

•

• E-learning
 Benefits & Incentives
• Pay for time not worked
– 21 annual leaves
– 8 sick leaves
– 10 casual leaves
– Severance pay  2 week to 1 month salary
•

• Insurance Benefits Life insurance

•

• Medical Benefits  only to employee

•

• Retirement Benefits
– Provident Fund  defined contribution plan
– Social Security
• Retirement income death benefits
• Disability Benefit payable
•
 Benefits & Incentives
• Meal Allowance  One time lunch + Two times tea free of
cost
•

• Cars & Mobile Phones

•

• Other Benefits
– Discount on hotel rooms & banquet hall
– 50 % off on food
– Appreciation Letter
– Employee of the Month
– Annual employee Day  Service Awards
– Employee Birthday Celebrations
 Recommendations
• Extended medical allowance
•

• Flexi-time
•

• Greater delegation & work recognition

•

• Team approach
•

• Awards for punctuality or attendance

•

• Job enlargement & Job enrichment

 Performance Appraisal
• Employee appraisal  performance of an employee is
evaluated in terms of quality, quantity, cost and time
•

• Employees on probation  3 consecutive months appraisal

•

• Permanent Employees  Annual Appraisal

•

• Conducted by immediate supervisors or boss

•

• Tool Used  Graphic rating scale

•
•
Performance Appraisal Form
 Performance Appraisal
• One to One meeting with supervisors
•

• Use:
– Salary rise
– promotions
– internal recruitment
•
 Recommendations
• Different Appraisal Techniques  different level &
nature of jobs
•

• 360 degree appraisal technique

•

• Training to fill appraisal forms, minimizing

– Central tendency
– Biasness
– Leniency
– Strictness
•
 Conclusion
• Implementation of recommendations
– Prevailing culture
– Adaptability of workforce
– Extent of competition
– Costs for the hotel
•

• Restructuring HR department
– New spirit
– Trained, motivated, flexible workforce
– Long-term Success
Thank You