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HUMAN RESOURCE MANAGEMNT

LIVE PROJECT
AT TAJ HOTEL, CHANDIGARH

Submitted To:- Submitted By:-


Dr. Shikha Mishra Amlan Mishra (B-39)
Amity Business School Himanshi Thapa (B-16)
AUUP Soumya Sengar (B-33)
Anjali Nigam (B-19)
Kratika Agarwal (B-31)
Contents
Sl No. Topic Page Number
1 Company Profile 1
2 HR Questions 2-5
3 Conclusion 6
4 References 7
Company Profile
Vivanta Hotels and Resorts By Taj

Chandigarh

Taj Chandigarh, one of the best 5-star hotels in Chandigarh, celebrates the dynamic spirit of the
city in its sophisticated architecture and interiors. Built only recently, the hotel is located in Sector
17, the city’s prime business and shopping area.

Industry: Hotels

Key people: Ratan Tata (Interim Chairman)


Rakesh Sarna (MD & CEO)

Parent company: Indian Hotels Company Limited

Quintessentially Indian in its fabric, Taj Hotels Palaces Resorts Safaris is recognized the world over for
delivering a unique flavour of hospitality that offers world-class refinement while remaining deeply
rooted in its local heritage. With over 100 hotels in 62 locations, Taj offers guests the refined luxury of
heritage, the effortlessly efficient service and amenities and a local experience with the assurance of
quality.

Since the late 2000s, the Taj hotels' group started organizing its hotels into different brands, in a market
segmentation strategy.
 Taj/Taj luxury
 Taj Luxury Residences (non-hotel properties)
 Taj Exotica
 Taj Safaris
 Vivanta
 The Gateway Hotels & Resorts

Vivanta By Taj is an Indian hotel chain established in September 2010. The brand is a part of
the Indian Hotels Company Limited, a subsidiary of the TATA Group.

The brand Vivanta was born as a part of Taj Hotels Resorts and Palaces (also known as The Indian
Hotels Company Limited) brand.
Questions for Human Resource Management Live Project

1)What are the functions of the HR Manager in the company?

1. Recruitment and Payroll :-

Recruitment
Recruitment is a core function of human resource management. It is the first step of appointment.
Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable
candidates for jobs within an organization.

Payroll
A payroll is a company's list of its employees, but the term is commonly used to refer to: the total
amount of money that a company pays to its employees.

2.Government Compliances

3.Overview of ECIS
Employees’ State Insurance Scheme of India, is a multidimensional social security system tailored to
provide socio-economic protection to worker population and their dependants covered under the
scheme. Besides full medical care for self and dependants, that is admissible from day one of insurable
employment, the insured persons are also entitled to a variety of cash benefits in times of physical
distress due to sickness, temporary or permanent disablement etc. resulting in loss of earning capacity,
the confinement in respect of insured women, dependants of insured persons who die in industrial
accidents or because of employment injury or occupational hazard are entitled to a monthly pension
called the dependants benefit.

4.Overview of EPF
The Employees' Provident Fund (EPF) is a savings tool for the workforce. It is a scheme managed
under the Employees' Provident Funds and Miscellaneous Provisions Act, 1952, by the Employees'
Provident Fund Organisation (EPFO).

Under the EPF scheme, an employee has to pay a certain percentage from his pay and an equal amount
is contributed by the employer. The employee gets a lump sum amount (which includes his own and
employer's contributions) with interest upon retirement or two ..

EPF interest is calculated on the Contributions made by the employee as well as the employer.
Contribution made by the employee equals 12% of his/her Basic Pay plus Dearness Allowance (DA).
When the Basic Pay plus DA is less than or equal to Rs 15000, the employee contribution is 12% of
Basic Pay + DA whereas the employer contribution is 3.67% of the Basic Pay + DA.

5.Employee Motivation, Engagement and Redressal

Q2) What is the organisation structure of HR in the company?

1.HR Manager
2.Assistant Manager, HR
3.HR Supervisor
4.HR Coordinator
Q3)What is the HR Planning procedure in the Organisation?

Forecasting with business for Manpower Planning.


Manpower planning is the process of estimating the optimum number of people
required for completing a project, task or a goal within time. Manpower planning
includes parameters like number of personnel, different types of skills, time period etc. It
is a never ending continuous process to make sure that the business has the optimized
resources available when required taking into consideration the upcoming future
projects and also the replacement of the outgoing employees. It is also called as Human
Resource Planning.

Q4) How does HR design the job description and specifications ?

With inputs from designated departments and also with the corporate guidelines.

A job description or JD is a document that describes the general tasks, or other related, and
responsibilities of a position. It may specify the functionary to whom the position reports,
specifications such as the qualifications or skills needed by the person in the job, and a salary range.

Job Specification is a statement of the essential components of a job class including a summary of the
work to be performed, primary duties and responsibilities, and the minimum qualifications and
requirements necessary to perform the essential functions of the job.

Q5) How is the Recruitment done?


1. Campus Placement
2.Job Fair
3.Through Online Portals such as LinkedIN
Q6) What are the Selection methods used?

Preliminary Screening - A screening interview is a type of job interview that is conducted to


determine if the applicant has the qualifications needed to do the job for which the company is hiring.
A screening interview is typically the first interview in the hiring process

One on One Interaction - The One to One job interview is the most common interview where
only the interviewer and the interviewee is present. The format of the interview is conversational with
the interviewer driving the agenda in the beginning and the interviewee asking questions towards the
end.

Culture Fit Selection - Cultural fit doesn't mean hiring people you like or being discriminatory.
Hiring for culture fit means recruiting people who will thrive in your environment. Before you
start interviewing candidates, define your company's values and long-term objectives. Then evaluate
whether candidates share the same values as you.

Q7) Is stress interview method used?

Providing the recruits with situation wherein their ability to handle pressure is
screened, in reference to location and job.

Q8)What are the Career Management practices in the organisation?


1. Annual Interaction - Appraisals
Appraisal is a review of an employee's job performance and overall contribution to a company. Also
known as an "annual review," "performance review or evaluation," or "employee appraisal,"
a performance appraisal evaluates an employee's skills, achievements and growth, or lack thereof.

2.Certified Taj Departmental Trainer


The Certified Taj Departmental Trainers (CTDTs) formed the backbone of the company's learning
and development initiatives that delivered nearly 25 lakh person-hours of training. Nearly 60 per cent
of Taj executives were CTDTs. After a certain quantum of training, trainees were encouraged to take
independent decisions

3.Cross Exposure Training


Cross-exposure training is designed to give individual employees an opportunity to work in a
department or departments other than that in which they are normally employed.

4.Cross Cultural Training


Cross cultural training refers to the training given to employees related to the cultural differences
between nations, the awareness of which helps in running smooth business across the nations. Cross
cultural training is essential for doing business in present scenario involving multiple nations and
cultures

Q9) How is Performance Appraisal Conducted?

Annually
Q10) How is Compensation Package Designed?

As per the top competitors and market rates.

Q11)What methods of T&D are used in the company ?

One on One Interactions


Coaching/mentoring gives employees a chance to receive training one-on-one from an experienced
professional. This usually takes place after another more formal process has taken place to expand on
what trainees have already learned.

Digital Presentations
Films and videos can be used on their own or in conjunction with other training methods.

Role Plays
Role playing allows employees to act out issues that could occur in the workplace. Key skills often
touched upon are negotiating and teamwork.

Q12)What are the disciplinary procedures?

TCOC(Tata Code of Conduct)


The Tata Code of Conduct outlines our commitment to each of our stakeholders, including the
communities in which we operate, and is our guiding light when we are sometimes faced with business
dilemmas that leave us at ethical crossroads. The Code is also dynamic in that it has been periodically
refreshed in order to remain contemporary and contextual to the changes in law and regulations.
However it remains unaltered at its core

POSH (Prevention of Sexual Harassment)


The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is
a legislative act in India that seeks to protect women fromsexual harassment at their place of work.

Q13) How are grievances handled ?


Grievances are directly handled by HR Manager, if case is pertaining to POSH, then an outside
member too is involved.

Q14)What are the different incentive programs?

Certified Taj Departmental Trainer(CDTD) get remunerations as per training


programs.

2% of Sale gets into a/c of person who brings in banquet business.


Conclusion

In a succinct conclusion, I came to know the HR practices in the current situation. HR


practices mainly include the recruitment process, training
anddevelopment process, health and safety of the employee, rewards andbenefits of the
employee etc. people are the common denominator of
anyorganization.In the end, we came to know how HR is implementing globally and the
benefits of apply these practices to the business.

Human Resource Management focuses on matching the needs of the business with the
needs and development of employees. Tarmac depends on its people because their skills
contribute to achieving its business objectives.

Within Tarmac, every employee has a valuable role to play. The emphasis is on helping
individuals to work together. Workforce planning is part of this strategic process, which looks
at the long-term needs across the organisation.

Personal development plans enable every individual to grow both professionally and
personally within the business. They also help Tarmac to create a distinct and important
competitive advantage through selecting and developing highly motivated and skilled staff
who are able to perform at high levels.

The function of HRM is for the betterment of the organization’s working force. It is essential
for HRM officers to concentrate on what needs special attention. In order for companies to
go with the flow of current trends, they must be fully equipped with all the necessary factors
affecting a satisfactory HRM system. The HRM function will always be directed towards
human development to attain the ultimate goal – competitive growth rooted on people’s
trust, commitment, loyalty, adaptability, and high-quality.

Whalen said:

“If you have a happy employee, you have a productive employee”


References

Kushagra Sharma
(Learning and Development)

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