ACKNOWLEDGEMENT

A lot of effort has gone into this project. My thanks are due to many people with whom I have been closely associated. First of all, I gratefully acknowledge the continuous assistance and inspiration given to me by my corporate mentor and College Faculty of Manav rachna international university,. I would like to thank my family for providing me monetary and non monetary support, as and when required, without which this project would not have completed on time.

ESHITA SHARMA

CHAPTER 2 INTRODUCTION

Recruitment and Selection is a project undertaken by me as a part of my summer internship project in my pursuance of Bachelor of Business Administration and computer aided management from manav rachna international university. As a part of this project, the recruitment and selection trend in Park Plaza Hotel Gurgaon is studied in detail.

OBJECTIVE OF THE STUDY:

i The objective is the bulls eye, which a trainer has to hit. The objective determines the path on which a trainer has to walk on, and help him/her by not deviating from the path. Analyze and evaluate the recruitment and selection process and its effectiveness at Park Plaza Hotel. To understand the expectation of the candidate and give recommendation on the recruitment and selection process.

The hospitality industry consists of broad category of fields within the service industry that includes lodging, restaurants, event planning, theme parks, transportation, cruise line, and additional fields within the tourism industry. The hospitality industry is a several billion dollar industry that mostly depends on the availability of leisure time and disposable income. A hospitality unit such as a restaurant, hotel, or even an amusement park consists of multiple

INDEX
S. NO. NO.
1 2 3 4 5 6 7

CHAPTER
COMPANY PROFILE INTRODUCTION CONCEPTUAL FRAMEWORK RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRATATION FINDINGS AND CONCLUSIONS APPENDIX QUESTIONNAIRE BIBLIOGRAPHY

PAGE

CHAPTER 2 INTRODUCTION

Recruitment and Selection is a project undertaken by me as a part of my summer internship project in my pursuance of Bachelor of Business Administration and computer aided management from manav rachna international university. As a part of this project, the recruitment and selection trend in Park Plaza Hotel Gurgaon is studied in detail.

OBJECTIVE OF THE STUDY:

i The objective is the bulls eye, which a trainer has to hit. The objective determines the path on which a trainer has to walk on, and help him/her by not deviating from the path. Analyze and evaluate the recruitment and selection process and its effectiveness at Park Plaza Hotel. To understand the expectation of the candidate and give recommendation on the recruitment and selection process.

The hospitality industry consists of broad category of fields within the service industry that includes lodging, restaurants, event planning, theme parks, transportation, cruise line, and additional fields within the tourism industry. The hospitality industry is a several billion dollar industry that mostly depends on the availability of leisure time and disposable income. A hospitality unit such as a restaurant, hotel, or even an amusement park consists of multiple

groups such as facility maintenance, direct operations (servers, housekeepers, porters, kitchen workers, bartenders, etc.), management, marketing, and human resources. The hospitality industry covers a wide range of organizations offering food service and accommodation. The hospitality industry is divided into sectors according to the skill-sets required for the work involved. Sectors include accommodation, food and beverage, meeting and events, gaming, entertainment and recreation, tourism services, and visitor information. One of the most important departments of any hotel staff is human resources management. Proper human resources management can be the difference between a really well run hotel and a poorly one hotel. The human resources manager can control almost the whole feeling and presence of the entire hotel. This makes the importance of human resources management for hotels very evident. There are several different areas in which human resources management is very important. One of these areas is for newly hired employees. The employees that are hired in a hotel can really alter the quality of service and the whole atmosphere of the hotel. This means that it is very important to pick upbeat, dedicated workers for each position. It is the job of the human resources manager to make sure that good people are chosen to work in the hotel. In many cases many hotel workers are only participating in hotel work because they can find nothing else to do. Not very many people have a dream of running or serving in a hotel environment. However, there are some people who do want to work in that capacity, and it is the job of the human resources manager to find those people. Retention of employees is another large problem in the hotel service business. Since so many of the employees do not have hotel work as their ending career goals, many of them only work in a hotel for a short amount of time. Other employees may have to be let go because of poor work ethics or other issues. However, there are ways that a hotel human resources manager can curb some of the desire and likelihood that employees will move to other jobs quickly. The importance of human resources management for hotels is very large in this area. Managers can provide good training and incentive programs that will cause employees to stay longer at the hotel. Having a clear progression plan to advance to higher levels of service will also cause employees to stick around much longer. The issue of employee progression and promotion is also another large issue for the hotel industry. The importance of human resources management for hotels is proven in this area.

Hotels which provide ways for employees to advance in position, or that provide training for employees so that they can gain skills necessary for an advanced position are very important to the retention rate of employees. It is easy to implement services of this nature and the expense is negligible compared to the expense and time necessary to constantly find new employees to replace the ones that always leave shortly after being hired. One of the easiest things to implement is English lessons. Many hotel employees do not speak English very well, and so it is a great incentive for them to stay working at a hotel if they are offered English lessons. The importance of human resources management for hotels is also important in the area of employee services. If the employees know they can come to the human resources manager whenever they have a problem or issue then it is easier for them to work in good conscience. Many human resources departments implement different games and activities to make the work environment more interesting and fun for employees. There are many different services that a human resources manager can think of to help employee morale. Maybe the hotel could implement a babysitting service, or have a park day every year. These little services go a long way towards making happy employees. Happy employees make happy companies and happy customers. As you can see, the importance of human resources management for hotels is very great. There are thousands of ways that a human resources manager can make a hotel run more smoothly and more efficiently. There are many different areas that can benefit from the experience and guidance of a human resources manager. Therefore it is very important to not undermine the manager's importance. Without the human resources manager a hotel is not the same or as pleasing to customers and employees.

Employees are the basis of every organization. Recruiting and retaining knowledgeable people for the job is essential for an employer. But it works only if employee satisfaction is considered more important because of it employees attracted and not leave the company. It is require studying the various factors to assess employee satisfaction level.

The Hows and Whys of Employee Satisfaction Mapping: An organization is all about customer satisfaction. Companies understand this and focus all their energy on their service or customer experience. However, many companies do this at the cost of employee experience. What does this mean? Is customer satisfaction not the priority? It is! But it is important not to lose sight of people who deliver the end product or service to the customers the employees. These are the people that need a proper support system. Employee satisfaction is paramount as this is what will determine the success or failure of a company. When employees are satisfied and happy about working in an organization, the customer is the first person to notice that. With employees getting thin-skinned every day, it depends completely on the employer to ensure they do not have their top talent drained away by the new competitor on the block. In the current scenario, the decision of hopping by the employee is triggered by the minutes of issues, such as being ticked off in a not too friendly tone or even an uneasy office environment. It becomes important to be aware and understand the signals that are given out by the employees. The management will do well to catch them before it is too late and the employee makes the decision to quit. This understanding gives the employers an edge and gives them the time to take corrective measures if necessary, in order to prevent talent loss. It could be that the employee is not happy with the environment or is suffering from a relationship issue with a colleague or a superior. These issues need to be handled before they get out of hand. How do employers understand their employees? How do they know what employees want? How do they map their satisfaction levels? There are several ways of mapping employee satisfaction. Surveys: This is a traditional method that involves employees participation. Employers create surveys that have questions on the different parameters related to the organization. They put forth questions in such a way that every aspect of an organization is touched and the feedback is returned in the form of an opinion given by each employee. This helps employers understand how employees think and their satisfaction levels, and paves the path for problem solving. These

surveys can actually identify problem areas and help come up with solutions to solve the problems. They reveal the employee attitude on the whole. One-on-One Interviews: A non-conventional tool, this involves discussions with every employee on a one-to-one basis every few months. Their thoughts are recorded and trouble parameters identified and taken care of. Exit Interviews: This comes into action after an employee submits his resignation papers. The problem with exit interviews is that most employees, once they decide to leave, are not forthright. In an attempt to keep good relations with the employer, they usually do not tell-all as they ought to. Many of them in fact give personal reasons for leaving and make the employer feel that all is well on the work front. Employers who fail at HR and see high attrition rate are those that consider monetary compensation as highly important. In spite of the fact that employees work for money, emotional rewards go a long way at keeping the employer-employee relation strong and have a larger impact on employee satisfaction. Tracing and improving this satisfaction level has to be top priority for the HR department of an organization. Employee satisfaction mapping can be the key to a better motivated and loyal workforce that leads to better organizational output in the form of better products and services and results in overall improvement of an organization. If a person is not satisfied by the job he is doing, he may switch over to some other more suitable job. In todays environment it becomes very important for organizations to retain their employees. The reason may be personal or professional. These reasons should be understood by the employer and should be taken care of. The organizations are becoming aware of these reasons and adopting many strategies for employee retention. The basic needs other than routine tasks are to be taken care of on priority before it becomes late by HR department.

THEORIES OF EMPLOYEE SATISFACTION The company's ability to fulfill the physical, emotional, and psychological needs of its employees. Satisfying the employee's all needs, so that he can give 100% to the company. Satisfaction refers to the level of fulfillment on one's needs, desires, and wants. It can be experienced in various levels or degrees. Vital ingredients for any employees satisfaction are physical, security, social and egoistic needs which satisfy individuals psycho social. 1. Physical and Security need: This relates to satisfaction of bodily function like hunger, thirst, shelter as well as to be secure in the employment. 2. Social Need: Since human beings are dependent on each other. There are some needs which can be satisfied only when individual is recognized by other people. 3. Egoistic Need: This relates to man desire to mans desire to be dependant to do things of his own end to sense of accomplishment To a considerable extent however physical needs are satisfied off the job. Social needs are satisfied through personal contacts around the job where egoistic needs are chiefly satisfied through the job.

EQUITY THEORY: Equity Theory attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. Equity theory is considered as one of the justice theories. It was first developed in 1962 by John Stacey Adams, a workplace and behavioral psychologist, who asserted that employees seek to maintain equity between the inputs that they bring to a job and the outcomes that they receive from it against the perceived inputs and outcomes of others (Adams, 1965). The belief is that people value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their co2

workers and the organization. The structure of equity in the workplace is based on the ratio of inputs to outcomes. Inputs are the contributions made by the employee for the organization; this includes the work done by the employees and the behavior brought by the employee as well as their skills and other useful experiences the employee may contribute for the good of the company. The idea is to have the rewards (outcomes) be directly related with the quality and quantity of the employees contributions (inputs). If both employees were perhaps rewarded the same, it would help the workforce realize that the organization is fair, observant, and appreciative. This can be illustrated by the following equation:

Inputs: Time, Effort, Loyalty, Hard Work, Commitment, Ability, Adaptability, Flexibility, Tolerance, Determination, Enthusiasm, Personal sacrifice, Trust in superiors, Support from coworkers and colleagues, and Skill Outcomes: Outputs are defined as the positive and negative consequences that an individual perceives a participant has incurred as a consequence of his/her relationship with another. When the ratio of inputs to outcomes is close, than the employee should have much satisfaction with their job. Outputs can be both tangible and intangible (Walster, Traupmann & Walster, 1978). Typical outcomes include any of the following: Job security, Esteem, Salary, Employee benefit, Expenses, Recognition, Reputation, Responsibility, Sense of achievement, Praise, Thanks, and Stimuli.

EXPECTANCY THEORY (VROOMS THEORY): Expectancy theory is about the mental processes regarding choice, or choosing. It explains the processes that an individual undergoes to make choices. In organizational behaviour study, 2

expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management. Expectancy theory predicts that employees in an organization will be motivated when they believe that:

putting in more effort will yield better job performance better job performance will lead to organizational rewards, such as an increase in salary or benefits These predicted organizational rewards are valued by the employee in question.

"This theory emphasizes the needs for organizations to relate rewards directly to performance and to ensure that the rewards provided are those rewards deserved and wanted by the recipients." Emphasizes self interest in the alignment of rewards with employee's wants. Emphasizes the connections among expected behaviors, rewards and organizational goals Vroom's theory assumes that behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and to minimize pain. Together with Edward Lawler and Lyman Porter, Vroom suggested that the relationship between people's behavior at work and their goals was not as simple as was first imagined by other scientists. Vroom realized that an employee's performance is based on individual factors such as personality, skills, knowledge, experience and abilities. Victor H. Vroom introduces three variables within the expectancy theory which are valence (V), expectancy (E) and instrumentality (I). The three elements are important behind choosing one element over another because they are clearly defined: effort-performance expectancy (E>P expectancy), performance-outcome expectancy (P>O expectancy). E>P expectancy: Our assessment of the probability our efforts will lead to the required performance level.

P>O expectancy: Our assessment of the probability our successful performance will lead to certain outcomes. Vrooms model is based on three concepts: 1. Valence - Strength of an individuals preference for a particular outcome. For the

valence to be positive, the person must prefer attaining the outcome to not attaining it. 2. Instrumentality Means of the first level outcome in obtaining the desired second level outcome; the degree to which a first level outcome will lead to the second level outcome. 3. Expectancy - Probability or strength of belief that a particular action will lead to a particular first level outcome. Vroom says the product of these variables is the motivation. In order to enhance the performance-outcome tie, managers should use systems that tie rewards very closely to performance. Managers also need to ensure that the rewards provided are deserved and wanted by the recipients. In order to improve the effort-performance tie, managers should engage in training to improve their capabilities and improve their belief that added effort will in fact lead to better performance.

MASLOW'S HIERARCHY OF NEEDS: Maslow's hierarchy of needs is a theory in psychology, proposed by Abraham Maslow in his 1943 paper A Theory of Human Motivation. Maslow subsequently extended the idea to include his observations of humans' innate curiosity. Maslows hierarchy of needs is most often displayed as a pyramid. The lowest levels of the pyramid are made up of the most basic needs, while the more complex needs are located at the top of the pyramid. Needs at the bottom of the pyramid are basic physical requirements including

the need for food, water, sleep and warmth. Once these lower-level needs have been met, people can move on to the next level of needs, which are for safety and security. As people progress up the pyramid, needs become increasingly psychological and social. Soon, the need for love, friendship and intimacy become important. Further up the pyramid, the need for personal esteem and feelings of accomplishment take priority. Like Carl Rogers, Maslow emphasized the importance of self-actualization, which is a process of growing and developing as a person to achieve individual potential. Maslow believed that these needs are similar to instincts and play a major role in motivating behavior. Physiological, security, social, and esteem needs are deficiency needs (also known as D-needs), meaning that these needs arise due to deprivation. Satisfying these lower-level needs is important in order to avoid unpleasant feelings or consequences. Maslow termed the highest-level of the pyramid as growth need (also known as being needs or B-needs). Growth needs do not stem from a lack of something, but rather from a desire to grow as a person.

CHAPTER 1 Company Profile

Park Plaza Hotel, Gurgaon is situated amidst blue chip multinational offices, world class shopping malls and other premier institutions; Park Plaza Gurgaon is elegantly designed and fashionably styled on the lines of a European cosmopolitan business hotel. Sunlit by day and illuminated with perfect lighting by night, the hotel lobby is designed uniquely around the concept of light and space. Straight-line furniture and minimalistic decor accentuates this concept of space - freedom of space wherein one can lounge, work or just be oneself. It was inaugurated on 14th January, 2005. The hotel area is 32,000 square feet, 0.79 acres. The 45 spacious rooms and suites exhibit a distinctive charm, as they have been designed and furnished with careful attention to detail. All rooms have wooden flooring with contemporary look. Besides, the rooms offer best of choices in amenities and conveniences the discerning business travelers have come to expect along with service that is efficient, warm and personalized.

Room Categories, size & number of rooms:

*14 Plaza rooms - 298 sq. feet. *22 Grand Plaza rooms -298 sq. feet. *6 Deluxe Plaza rooms -338 sq. feet. *3 Executive Suites - 850.00 sq feet.

All rooms include:

*Complimentary buffet breakfast *Welcome drink on arrival

*In room tea/coffee maker *2 bottles of complimentary mineral water *Morning newspaper *Hair dryer and herbal toiletries *Fruit platter (on request) *Iron & ironing board (on request) *Evening turndown service with chocolates *Electronic safe *Mini bar *Work desk with internet connection *High speed internet wireless connection ( additional charge) *Desk lamp *HD flat screen TV's *Ergonomic desk chair *Individual climate control *DVD player

Extra amenities for Deluxe Plaza Rooms:

*Complimentary internet access *Airport transfers

Extra amenities for Executive Suits:

*Complimentary bottle of wine *Airport transfers

Dining Facilities:

The Great Kabab Factory: Centuries old recipes from the frontier and various regal eras are revived to indulge the modern Mughals. Take your pick from authentic Punjabi, Lucknowi, Hyderabadi, Awadhi and Peshawari kababs. New Town Cafe: A 24hrs restaurant that serves delectable healthy cuisines from around the world. The dishes are carefully selected and flavours are perfected, blending the right kind of spices and herbs to pamper the palates of world traveler. New Town Lounge and Bar: An architecturally built & uniquely designed open lounge & bar in the lobby offer a great variety of premium, imported and Indian spirits, heady cocktails and lip smacking snacks. New Town Pastry Shop: Complete line of individual signature cakes, novelty desserts and assorted minipastries and whole lot more.

Meeting Space:
Over 800 square feet of flexible meeting, exhibit space and 2400 square feet of banqueting space which includes the Board room, Senate III & the Sky lounge. Facilities for meetings/conference includes: *White board & flip chart board *Pads and pencils *Three different colour markers *Inbuilt screen for LCD projector *Internet facility *Teleconferencing facility *Podium

Fitness Center:
2

The Fitness Center offers a wide range of cardiovascular and free-weight equipment. Guests may access the Fitness Center 24 hours a day. Complimentary water and towels are available. Special Services and Amenities: Safety deposit boxes Storage of luggage before and after check out time Valet laundry Valet or self parking

Other Facilities:
Cigar shop Business centre: For fax, internet & printouts Steam room Handicap washroom Luggage room

Management:
Park Plaza Gurgaon is part of Carlson Hotels Worldwide, whose hotel operations also include Regent Hotels & Resorts; Radisson Hotels & Resorts; Country Inns & Suites By Carlson SM and Park Inn.

Various department and their heads are:

Department
F&B (service) Front Office Security Human Resources Sales F&B (production) Purchase Engineering Finance House Keeping Marketing

HOD name
Simarjeet Singh Nishant Singh Arun Vats Monika Jaiswal Rahul Malik Dinesh Kapri Sunil Kr. Patial Ashok Kumar Bharadwaj Jagdeep Gahrwal Sherry Suda Jagmohan Rai

Park Plaza has total number of 146 full-time employees as on date with no part-time employees. The rates for various single/double rooms are: Plaza Rooms-10000/ 11000 Grand Plaza Rooms-12000 /13000 Deluxe Plaza Rooms-15000 /16000 Executive Suites-21000 The motto of the hotel is: Be the best that you can be.. The future plan of the hotel is to add 30 more rooms to their hotel inventory and add two or more Food & Beverage outlets. The hotel was operational from 14th January, 2005. The management has internal recognition programs wherein employees are given recognition certificates and cash prizes on a monthly and yearly basis based on their performances. They have lot of activities organized quite frequently by HR to encourage employee engagement and break the monotony of day to day professional life. 2

Individual departments organize get togethers on a regular basis for the team members. Also the mangers appreciate the employees on regular basis in briefings and team meetings to acknowledge good work and improve morale of the employees.

Our Services:
DESCRIPTION: Situated amidst blue chip multinational offices, world class shopping malls and other premier institutions, Park Plaza Gurgaon is elegantly designed and fashionably styled on the lines of a European cosmopolitan business hotel. Sunlit by day and illuminated with perfect lighting by night, the hotel lobby is designed uniquely around the concept of light and space. Straight-line furniture and minimalistic dcor accentuates this concept of space - freedom of space wherein you lounge, work or just be yourself. 14th January, 2005 32,000 square feet, 0.79 acres

OPENING DATE: HOTEL AREA:

GUEST ROOMS:

The 45 spacious rooms & suites exhibit a distinctive charm, as they have been designed and furnished with careful attention to detail. All rooms have wooden flooring with contemporary look. Besides, the rooms offer best of choices in amenities and conveniences the discerning

business travelers have come to expect along with service that is efficient, warm and personalized. Room Categories, size & number of rooms: 14 Plaza rooms - 298 sq. feet 22 Grand Plaza rooms 298 sq. feet 6 Deluxe Plaza rooms - 338 sq. feet 3 Executive Suites = 850.00 sq feet

All rooms include: Complimentary buffet breakfast Welcome drink on arrival In room tea/coffee maker 2 bottles of complimentary mineral water Morning newspaper

Hair dryer and herbal toiletries Fruit platter (on request) Iron & ironing board (on request) Evening turndown service with chocolates Electronic safe Mini bar Work desk with internet connection High speed internet wireless connection ( additional charge) Desk lamp HD flat screen TV's Ergonomic desk chair Individual climate control DVD player (on request) Extra amenities for Deluxe Plaza Rooms:Complimentary internet access Airport transfers Extra amenities for Executive Suits: Complimentary bottle of wine Airport transfers

DINING FACILITIES:

The Great Kabab Factory: Centuries old recipes from the frontier and various regal eras are revived to indulge the modern Mughals. Take your pick from authentic Punjabi, Lucknowi, Hyderabadi, Awadhi and Peshawari kababs. Dinner - 19:00-00:00 hrs

No. of covers: 71 Timings: Lunch - 12:30-15:00 hrs

New Town Caf: A 24hrs restaurant that serves delectable healthy cuisines from around the world. The dishes are carefully selected and flavours are perfected, blending the right kind of spices and herbs to pamper the palates of world traveler. No. of covers: 61 Timings: Bfast 06:30-10:00 hrs (Weekdays) 07:00-10:30 hrs (weekends) Lunch 12.30-15:00 hrs Dinner 19:00-00:00 hrs

New Town Lounge & Bar: An architecturally built & uniquely designed open lounge & bar in the lobby offer a great variety of premium, imported and Indian spirits, heady cocktails and lip smacking snacks. No. of covers: 35 Timings: 09:00-00:00 hrs

New Town Pastry Shop Complete line of individual signature cakes, novelty desserts and assorted minipastries and whole lot more... Timings: Round the clock

MEETING SPACE:

Over 800 square feet of flexible meeting, exhibit space and 2400 square feet of banqueting space which includes the Board room, Senate III & the Sky lounge.

Board Room: Area 204 sq. feet (17ftx12ft) Capacity 10 to 12 pax

Senate III:

Area 600 sq. feet (40ftx17ft) Capacity-30 pax U shape 30 pax Classroom 35 pax Cluster shape 25 pax Fish bone 60 pax Theater style

Facilities for meetings/conference includes: White board & flip chart board Pads and pencils Three different colour markers Inbuilt screen for LCD projector Internet facility Teleconferencing facility Podium Sky Lounge: Area 2400 sq. feet 2

Capacity 80 to 100 pax Swimming pool depth - Max.4.5ft & Min. 3.5ft

FITNESS CENTRE:

The Fitness Center offers a wide range of cardiovascular and free-weight equipment. Guests may access the Fitness Center 24 hours a day. Complimentary water and towels are available.

SPECIAL SERVICES AND AMENITIES: Valet laundry Valet or self parking

Safety deposit boxes Storage of luggage before and after check out time

OTHER FACILITIES: Cigar shop Business centre: For fax, internet & printouts Steam room Handicap washroom 2

Luggage room MANAGEMENT: Park Plaza Gurgaon is part of Carlson Hotels Worldwide, whose hotel operations also include Regent Hotels & Resorts; Radisson Hotels & Resorts; Country Inns & Suites By CarlsonSM and Park Inn. Carlson Hotels Worldwide is one of the major business units of Carlson, a global hotel, marketing, restaurant and travel company. SALES & RESERVATIONS: The sales and reservations department can be contacted at:Nishant Singh 9711009920 or fom@parkplazagurgaon.com Deneder Singh lamba 9711009925 or sales1@parkplazagurgaon.com Ekta 9711009923 or sales3@parkplazagurgaon.com Hemant Sood 9711009924 or sales2@parkplazagurgaon.com Sonika Rana (Reservations) 91 124 4150000 or res@parkplazagurgaon.com

MAJOR DESTINATIONS & Agra (250 Km) DISTANCE FROM HOTEL: Jaipur (200 Km) Shopping malls (4 Km) Delhi border (7Km) Sultanpur Bird Sanctuary (15 km) Siriska Tiger Reserve (170 Km) Delhi haat (25 km) India Gate (30 Km) Purana Qila (40 km) Red Fort (40 km) Iskon temple (30km) Akshardham (45 km)

AIRPORTS: Indira Gandhi International Domestic

Airport 18 Km 20 Km

Distance from hotel

Boardroom

The boardroom is a comfortable & equipped with state of the art audio/video equipment gives secretarial facilities for 10 people at a time. Package Rate: Rs.13, 500+taxes. Conference Package Inclusive Of Two time Serving of Tea & Coffee with Assorted Cookies & Buffet Lunch upto 10 people. The buffet lunch for boardroom is exclusively at NTC Additional Facilities White Board & Flip Chart Board Pads & Pencils For All The Participants Three Different Colour Markers Inbuilt Screen For Lcd Projector Internet Facility Available (Half Day & Full Day Packages) Tele Conferencing Facilities. (Half Day & Full Day Packages)

NEW TOWN CAF New Town Caf serves mouthwatering dishes from round the globe.

One can enjoy starters, salads, soups, main course, desserts & tea/coffee. STARTERS New Town Caf serves two starters. Mainly we serve tandoori starters with a choice of vegetarian & non vegetarian. Veg & Non Veg Kathi Rolls SOUPS Two soups are available keeping in mind that one has to be Indian.

Also we have a choice of vegetarian & non vegetarian. SALADS Salad bar provides the complete range of international selection. It caters for both vegetarian & non vegetarian. Which include.. Nine simple salads & six compound salads. Six accompaniments for salads e.g. Olives, Capers, Gherkins, Croutons, Chopped Coriander & Parsley etc. Three mayonnaise based dressing & three vinaigrette dressings. Cheese platter enhances the beauty of salad bar.

Last but not the least counter of the day plays a great role. MAIN COURSE On everyday affair, one can relish the world cuisine. We serve dishes from western world, Oriental & not to forget our domestic cuisine too. Chef shows his creativity by dishing out a dish to name a few preparations with Lamb, Chicken, Fish, Vegetables, lentils, pasta & many more. Accompaniments e.g. Homemade Chutney, Pickle & Papad enhances the palate. DESSERT Wide variety of desserts is displayed in buffet.

Main attraction are Sugar free, Egg less & Exotic Fruits. Large selection of Tea & Coffee to choose.

Choice of Ice Cream available. All of the above comes to you at Rs. 899 + taxes/person (13.13%).

Senate-3

A well-equipped conference hall with the area of 600 sq. ft. offers a conferencing facility upto 60 people at a time. Seating Capacity: 50 Pax Theatre Style 30 Pax U Shape 30 Pax Class Room 35 Pax Cluster Shape 25 Pax Fish Bone

Conference Package Rate: Rs.900+taxes. Conference Package Inclusive Of Two time Serving Of Tea & Coffee With Assorted Cookies & Buffet Lunch For All The Participants. Additional Facilities White Board & Flip Chart Board Pads & Pencils For All The Participants Three Different Colour Markers Inbuilt Screen For Lcd Projector Internet Facility Available (Half Day & Full Day Packages) Tele Conferencing Facilities. (Half Day & Full Day Packages) Podium Available

Audio Visual Facilities: Over Head Projector Brightness 2500 Lumens Slide Projector (35 Mm Kodak) Lcd Multimedia/ Data Projector 1. Xga 1500 Lumens 2. Sxga 3000 Lumens Colour TV 1. Colour TV Multi System 21 2. Colour TV Multi System 25 3. Colour TV Multi System 29 Audio/ Video CD Player Microphones 1. Cordless Handled/ Collar Mike 2. Podium Mike Desk Top Computer With Cd Drive Plasma TV Ups (Ikva) *There are different rates for different audio/visual facilities. There is a pre function area adjoining to Senate 3 where tea coffee & buffet is served. The pattern of lunch buffet in conference is: Three Salads One Soup Two Non Veg Main Course Two Veg Main Course One Dal One Rice Assorted Indian Breads Three Desserts The menu could be made as per choice of the participants.

Sky Lounge

When corporates flock together, they need enough room to spread their wings. Needless to say, so much collective enthusiasm & spirit needs a place where it can reflect, relax & rejuvenate so, we made a place to make the evening gatherings a bliss with a cool sensation of breezed air at landscaped terrace pool, a manicured lawn with a clear vision of far surroundings under blue sky & a soothing music will take-off all your stress. To organize a cocktail dinner of 100-150, Sky Lounge is the only place, which can patronize with your needs. Cocktail rate: Rs.2500+% taxes. When the dinner is organised at Senate-3, the package would be Rs1500+29.87% taxes. Package Includes: Alcohol:
Cutty Sark Domestic Vodka Bacardi Rum Seagrams Gin Domestic Beer All Juices & Soft Drinks

Menu: Snacks
02 Non Veg 02 Veg

01 Soup 04 Salads

Main Course
02 Non veg 03 Veg 01 Dal 01 Rice

Assorted Indian Breads Bread Rolls Pickle/ Papad/ Chutney 03 Desserts

The Great Kabab Factory

Concept of The Great Kabab Factory

The Great Kabab Factory Park Plaza welcomes you to the perfected art of making Kababs once dined by the Mughals in a nomadic style. Fixed meal package is what, we offer at The Great Kabab Factory. All the Kababs are assembled one by one, followed by Dals, Indian breads, Biryani with raita, Subji and a chhas to go along, to start with salad is served, and of course to sweeten your experience dangri clad team serves you Indian sweets. Team of five propels this entire voyage, as if giving a look of factory with those overalls. A set of 6 veg and 6 non veg kababs find their way into the menu of the day from an ocean of 200 varieties of veg / nonveg Kababs which are a product of tireless number of hours behind the charcoal fire by the chefs. With an appealing ambience of blue and dim dinner lighting, between 7pm to midnight you may always be at TGKF but with a prior booking so as not to disappoint your taste buds from the succulent kababs.

Lunch / Dinner
Non-Vegetarian Vegetarian 1099* 1099*

*Taxes as applicable Rotational menu consisting of 200 varieties of veg / nonveg Kababs. All Beverages on Actuals

One Of The Menu, Which Has Been Served In Kabab Factory, Is As Follows:

Non Veg

Veg

Galouti Kabab Hyderabadi Chooza Macchi Tikka Amritsari Barrah Kabab Murg Tikka Gariwala Gilafi Seekh Kabab Murg Biryani Dal Tadka

Subz Galouti Bhuna Paneer Tikka Khatte Aloo Kacche Kele Ki Shammi Broccoli Kalimirch Ke Tinke Makai Methi Ke Kabab Subzi Biryani Dal Factory Bhindi Do Pyaza

Address and Contact details of the hotel are: Park Plaza Gurgaon B Block, Sushant Lok-1, Gurgaon Haryana 122002, India Reservations: 1-800-791-9161 US/Canada Toll-free Telephone: (91) 124 4150000 Fax: (91) 124 4100555

CHAPTER 3 CONCEPTUAL FRAMEWORK

INTRODUCTION:
Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization. The firm may then select those applicants with qualifications most closely related to job description. Though, theoretically, recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job.

RECRUITMENT NEEDS ARE OF THREE TYPES:

1. Planned: from the name itself one can make out that planned needs are the one that arise from change in organization and retirement policy. 2. Anticipated: anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. 3. Unexpected: resignation, deaths, accidents, illness give rise to unexpected needs.

PURPOSE AND IMPORTANCE:

1. Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities. 2. Increase the pool of job candidates at minimum cost. 3. Help increase the success rate of the selection process by reducing the number of visibly underqualified or overqualified job applicants.

4. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. 5. Meet the organisations legal and social obligations regarding the composition of its workforce. 6. Begin identifying and preparing potential job applicants who will be appropriate candidates. 7. Increase organizational and individual effectiveness in the short term and long term. 8. Evaluate the effectiveness of various recruiting techniques and sources for all type of job applicants

SOURCES OF RECRUITMENT:
Before an organization activity begins recruiting the applicants; it should consider the most likely source of the type of employee it needs. Some companies try to develop new sources, while companies try to tackle the existing sources they have. These sources are Internal and External. Internal Sources: these are the most obvious sources. These include personnel already on the pay-roll of an organization i.e. present working force. Whenever any vacancy occurs, somebody from within the organization is upgraded, transferred, promoted, or sometimes demoted. External sources: these sources lie outside the organization. These include:a) new entrants to labour force b) unemployed with a wide range of skills and abilities c) retired experienced persons such as mechanics,welders,accountant,etc.

Internal
Transfers Promotions Differential placement Retired employees Retrenched employees Dependents and relatives of decreased employees Demotion

External
Advertisement Educational institutes Placement agencies outsourcing Labour contractors Unsolicited applicants Employee referral

Recruitment at factory gate

RECRUITMENT PROCESS:

STEP 1: REQUIREMENT GATHERING AND ANALYSIS: At this stage the client approaches the consultancy either through Advertisement, reference or personal meeting. Then a contract is signed between the consultancy and the client through agreed negotiations STEP 2: SCREENING THE RESUMES OF THE CANDIDATES THROUGH JOB PORTALS: Job portals are the various sites on internet which provide employment. Eg. www.naukri.com, www.times.com The job portals provide the recruiters login to the consultants where it contains all the database of the candidates resumes. The consultant now begins the appropriate search on the basis of Job description. The search is carried out by taking into consideration the following constraints: Experience. Core area of expertise. Experience in the core area. Designation. Current cost to the Company. (CTC ). Location etc Any other constraint if specified. It displays only those Resumes which are according to the specified constraints. Then the screening process begins. STEP-3: SCREENING OF THE APPLICATION: Here first of all, the educational details of the candidate are taken into consideration. Like Year of Passing, Graduation stream and other educational background details. The gaps in education, projects are considered. Fewer gaps are always preferred more.

The projects are screened on the following basis: Projects are preferred on the core area of expertise. If the projects are done for overseas clients they are always preferred more. For the local or domestic clients they are less preferred as compared to overseas projects. While the in-house projects are least preferred. Then the location, designation, current roles and responsibilities, CTC etc. are looked through. STEP-4.: COMMUNICATION WITH THE CANDIDATE: A telephonic call is given to the candidate, where the consultant gets the updated details from the candidate himself. If the candidate is interested for the opening then the details are asked. Details include the current details and also the candidates expectations. Like- his current CTC and the expected CTC, the preferred location, Expected roles and responsibilities, joining period etc. The candidate is also asked whether the resume on the job portal is updated one or not. Also the consultant has to verify that the candidate has given any interview in the recent 6 months for the particular client. This is required for the shortlisting process of the client side. STEP-5. SENDING THE RESUMES TO THE CLIENTS FOR SHORTLISTING : Here on the accent of the candidate the resumes are sent to the client for shortlisting purpose. The applications are sent by deleting all the contact details of the candidate. The client shortlists the applications by using the following conditions: Checks whether the requirement details are matched. If the candidate has given any screening test or attended any interview in the recent six months with the client then the application is not processed further. If the client already has the particular application in its database then too it is not processed further. Now if the details are matched and the candidate agrees then he/she is called for the interview. The interview is scheduled at the consultancy first. Then the client takes the interview depends on the need.

STEP-6. INTERVIEW SCHEDULE: If the candidate stays within the city he is called for the personal interview, if not then he has to attend the telephonic call. This verifies on the candidate and the client specifications. The telephonic interview explores the minimum communication capability of the candidates. Their concern and fitness for the job opportunities are evaluated in this interview. If they seem fit for the post, they are called for the preliminary interview with the latest copy of their resume, supporting documents, passport and two passport size color photographs.

INTERVIEW PROCESS-:
The technical and the aptitude tests are taken first. The candidates who pass the preliminary evaluation stage are then short listed for technical evaluation. The skill and ability of the candidate is measured through yet another set of detailed testing measures. In this case, the test should be prepared carefully, not deviating from the subject. A lot can be judged about the candidate from his CV. A proper presentation of his CV in an organized and refined manner speaks a lot about the individual. His mindset and attitude can be judged according to his CV. If the candidate performs well in these screening tests, then the further HR interview is taken. Rating Total evaluation is of 100 marks. Those who get less than 80% are disqualified. The short listed candidates are sent to the HR interview. In the HR interview the attitude, communication skills, knowledge of the subject, his/her expectations etc are understood. Now if the candidate is through with the interview, an interview is scheduled with the client. After the interview, if the client approves the candidate then the offer is given through the consultancy. Then the negotiation procedure starts further. Short-listed candidates are given on-site assignments if necessary. Until the final decision about a certain candidate is taken, it is important to keep in regular touch with the candidate. The decision making process should not take very long to avoid the candidate

from taking up some other opportunity. A candidate should be duly informed once the decision is taken. He should be told the complete process of his appointment clearly with details of all the documents that he needs to submit. A record file should be maintained of the candidate for any future reference. Now the consultant has to negotiate between the candidate and the client. Negotiations are a very important task of the consultancy. It tries to meet the expectations of the client as well as the candidate. It negotiates with the CTC, Roles and responsibilities, the HR policies and also the joining period. If the Joining period of the candidate is early it is highly preferred. The consultant always strives to give the suitable candidate so that he/she becomes permanent employee of the candidate. And also the task of finding other placement to the candidate after six months nullifies. STEP-7 OFFER ACCEPTANCE:At this stage the offer is accepted by the candidate on accepting the terms and conditions. The offer letter is given by the consultancy as per the norms. STEP-8 JOINING FORMALITIES:Here all the documents of the candidates are verified thoroughly. After the verification the candidate is given the joining date. STEP-9 ISSUE OF THE APPOINTMENT LETTER:When the offer is accepted appointment letter is issued to the candidate.

SELECTION:
Selection involves a series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The process of selection leads to unemployment of persons who possess the ability and qualification to perform the jobs, which have fallen vacant in an organization. The process of selection divides the candidates for employment into two category- namely, those who will be offered employment and those who will not be. The basic purpose of selection process is to choose right type of candidates to man various positions in the organization. In order to achieve this purpose, a well organized selection procedure involves many steps and at each step, unsuitable candidates are rejected. Both recruitment and selection are the two phases of employment process. Recruitment being the first phase, envisages taking decisions on the choice of tapping the sources of workforce supply. Selection is the second phase, which involves giving various types of test to the candidates and interviewing them in order to select the suitable candidates only. Thus, selection is the process of the differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.

SELECTION PROCESS:

STEP 1: PRELIMINARY SCREENING: The purpose of a preliminary interview is to see whether the candidate is apparently suitable physically and mentally for the job. It is meant to see and size up the candidate. This is essentially to check whether the candidate fulfills the minimum qualifications. This interview is generally quite brief. It aims to eliminate the unsuitable candidates.

STEP 2: APPLICATION BLANK: The candidates are required to give full information about their age, qualification, experience, family background, aptitudes and interests, etc. in the application blank. It provides a detailed record about the candidate. All applications received from the candidates are carefully scrutinized. STEP 3: EMPLOYMENT OR SELECTION TESTS: Candidates are asked to appear for written or other tests. Tests have become a popular screening device. These tests are based on the assumptions that human traits and work behavior can be predicted by sampling. The main types of employment tests are as follows: a) Proficiency tests- i) achievement test ii) Skill test b) Aptitude tests- i) intelligence test ii) Interest test iii) Personality test STEP 4: SELECTION INTERVIEW: It involves a face-to-face conversation between the employer and the candidate. The selectors ask job related and general questions. The objective of the interview is a) To find out the candidates personality and overall suitability for the job. b) To cross check the information obtained through application blank and tests. c) To give an accurate picture of the job and the company to the candidate. Interview is the most widely used step in employee selection.

STEP 5: MEDICAL OR PHYSICAL EXAMINATION: Candidates who are found suitable after interview are called for a physical examination. A proper medical examination and fitness test ensure that the candidate selected do not suffer from any serious disease which may create problem in future. STEP 6: CHECKING REFERENCES: Generally, every candidate is required to state in the application form the names and addresses of at least two responsible persons who know him. These persons are contacted in writing or over telephone to collect information about the background, abilities and character of the candidate. Verification of references might be useful in some cases. STEP 7: FINAL APPROVAL: The candidates who are found suitable after the medical check-up and background investigation are formally appointed by issuing appointment letters to them. They are asked to join the duty by the specified date.

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:

Points of Distinction Recruitment Selection

1. Meaning

Searching prospective employees and stimulating them to apply for jobs.

Choosing the candidates having necessary qualification.

2. Nature

Positive process.

Negative process.

3. Aim

To create a large pool of candidates.

To eliminate all unsuitable candidates.

4. Process

Simple as candidates are not

Complex as the candidates are hurdles.

required to cross many hurdles required to cross several

5. Number

No restriction on the number of candidates.

Only a limited number of candidates are selected.

6. order

It is done prior to selection.

It is made only after recruitment.

CHAPTER 4 RESEARCH METHODOLOGY

The methodology followed for conducting the study includes the specification of research design, sample design, questionnaire design, data collection and statistical tools used for analyzing the collected data.

RESEARCH DESIGN: The research design used for this study is of the descriptive type. Descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual or a group. POPULATION: The total element of the universe from which sample is selected for the purpose of study is known as population. The population of my research is the employees of company. SAMPLE SIZE: All the items consideration in any field of inquiry constitutes a universe of population. In this research only a few items can be selected form the population for our study purpose. The items selected constitute what is technically called a sample. Here out sample size is 50 employees from the total population to conduct the study.

DATA COLLECTION:
The data source: Primary and Secondary The research approach: Survey Method The research instrument: Questionnaire Method

The respondents: Executives, Sr. Executives, Assistant Managers, Managers and Top Management of various departments. QUESTIONNAIRE SCHEDULE: Questions are framed in such a way that the answers reflect the ideas and thoughts of the respondents with regard to level of satisfaction of various factors of employee satisfaction. The questionnaire has total 19 questions and Likert scaling techniques has been used for each question. 5. Strongly agree 4. Agree 3. Neutral 2. Disagree 1. Strongly disagree

SIGNIFICANCE AND NEED FOR STUDY:

The employee satisfaction is the orientation of the industry towards his work role, which he is presently playing. The organization will only thrive and survive when its employees are satisfied. This makes person says completely that he is fully satisfied with the job. This study conducted so that the employees give their full, honest and frank opinion by remaining anonymous about how they feel about their jobs. The survey is also useful way to assess the training needs and also a tangible expression of the managements interest in the employee welfare, which would give the employee a cause to have and feel better towards the management.

LIMITATIONS OF STUDY:
Each and every task has certain limitations and hurdles in the course of its performance. But this does not mean that the task should stick up whenever certain limitations come up. The need is to try ones level best to solve incoming limitations. Few limitations of the project are enumerated below:

This study is only limited to this company. The method of random sampling is suitable for small populations only. To create good image, respondents may give responses vary from the facts. Some respondents hesitated to give the actual situation; they feared that management would take any action against them. It does not ensure proportionate representation to all constituent group of population. I was able to cover only those employees who were currently working in the company.

HYPOTHESIS:
1. There is no significant relationship between gender and level of satisfaction. 2. There is no significant relationship between designation and level of satisfaction. 3. There is no significant relationship between educational qualification and level of satisfaction. 4. There is no significant relationship between age and level of satisfaction.
5. There is no significant relationship between experience (no. of years of service) in a

company and level of satisfaction.

SAMPLE UNIT:

During my summer internship I got the opportunity to have a experience of interacting with people of different department heads and guests from different countries. I prepared a questionnaire and requested the existing employees of the hotel to duly fill them up.

CHAPTER 5 DATA ANALYSIS AND INTERPRETATIONS

2

1.

No. of Respondents happy with recruitment process:

Interpretation: the employees are very much satisfied with the recruitment process adopted by the management of the hotel. None are dissatisfied.

2. Elements to be paid attention on when analyzing someones application:

Interpretation: the various elements play a major role in hiring a particular employee.

3.Feel about the interview panel:

Interpretation: the employees of the hotel consider that the interview panel are good, while 37.5% consider that they are excellent.

4. Expectations met by the hotel :

Interpretation: the hotel management were able to stand up to the expectation of their employees. Only 17.5% are dissatisfied as they do not get salary as expected.

5. Satisfied with the salary offered:

Interpretation: 55% of the employees are satisfied with the salary offered by the hotel. The rest are dissatisfied and expect an increase in the salary.

6. What should be the companys main sources of recruitment:

Interpretation: the hotels main source of recruitment is others like through reference, relatives, etc.The second source of recruitment is the newspaper ads which is the most widely source used These days by all the organization whether big or small.

7. Best recruitment source for the hotel:

Interpretation: the best recruitment source for the hotel is both internal recruitment and external recruitment. For some post internal is best and for some post external is best.

8. Knowledge about the Hotel before joining:

Interpretation: 60% of the employees had knowledge about the hotel and its working policies.

9. Any known person in the hotel: 2

Interpretation: 62.5% of the employees during their interview were already familiar to the existing employee of the organization.

10. Did the hotel check past records?

Interpretation: 72.5% of the employees past records were checked during their final selection.

11. Is the designation correct?

Interpretation: 75% of the employees are placed at the right place and at the right post.

CHAPTER 6 FINDINGS AND CONCLUSIONS

1. Salary issue: employees in the hotel are dissatisfied with the salary offered to them. They expect a higher salary. 2. Expectation met by the hotel: the management is fulfilling the expectation of their employees. Good facilities are provided to them like transportation, canteen and other fringe benefits. 3. Management of the hotel: the management panel of the hotel is really good. Each one knows whom to report when. They are clear about their duties and responsibilities. 4. Manpower turnover: due to the growing competition, employees switch over to the next organization when offered a better salary, designation or other benefits. The management should try to hold back them and interact with them on regular basis. 5. Feedback to be taken: the management should take feedback from its employees on monthly, quarterly or annually to do away with their grievances and problems. They should be made to feel a healthy working environment. Thus, at Park Plaza hotel the recruitment and selection process for the staff is organized and apt. The employees are satisfied with the entire process. The organization now needs to focus on employee retention due to the growing competition. The management has to influence them and sustain them through monetary and non-monetary benefits.

APPENDICES:

QUESTIONNAIRE:

Recruitment and Selection Questionnaire Park Plaza Gurgaon

Questionnaires Dear respondent, You are requested to fill the following details. This is just for academic purpose. We assure you that it will be kept confidential. Name: Designation:

1) Are you happy with the Recruitment process? YES b) NO

2) Are you happy with the salary being offered by the company? YES b) NO

3) Do you think you are placed on the right Designations? YES b) NO

4) What should be the companys main source of recruitment? a) Job Portals b) News Paper ads c) Direct Recruitment d) Placement agency e) Others 5) What should be the best recruitment sources according to your preference? a) Internal Recruitment b) External Recruitment c) Both 6) Are you fully aware of the company policies before joining the company? YES b) NO

7) Are you satisfied with the salary offered by an organization? a) YES b) NO

8) Is any known person already working in this organization? a) YES b) NO

10) Is Organization checked your past experience records? a) YES b) NO

Thank you!!

BIBLIOGRAPHY

BOOKS: 1. Human Resource Management by R. Wayne Mondy. 2. Human Resource Management by K. Aswathappa. 3. Human Resource Management by Biswajeet Pattanayak.

WEBSITES: 1. www.wikipedia.com 2. www.google.com 3. www.citehr.com 4. www.parkplaza.com