Professional Documents
Culture Documents
LIVE PROJECT
AT TAJ HOTEL, CHANDIGARH
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
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
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.
1.HR Manager
2.Assistant Manager, HR
3.HR Supervisor
4.HR Coordinator
Q3)What is the HR Planning procedure in the Organisation?
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.
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.
Providing the recruits with situation wherein their ability to handle pressure is
screened, in reference to location and job.
Annually
Q10) How is Compensation Package Designed?
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.
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:
Kushagra Sharma
(Learning and Development)