This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.
This assignment is based upon HR policies of the company. In this assignment the author has discussed about the hotel with their aims and objectives and gives the outline of the policies and procedures. After analyzing the entire scenario the author has given the recommendation and conclusion for the assignment.
In this assignment the author chose Nirulas Hotel. The author explains the brief about the hotel Nirulas. Nirula's, a well-known name in the hospitality industry, had like all success stories.. The Nirula's Family came to Delhi in 1928. The Nirula brothers before going into the Hotel Industry tried their hand at various professions including running a pharmacy, optician shop and a photo studio.
However, they soon realized the paucity of good eating-places in and around New Delhi. Though completely new to the business, they began "HOTELINDIA" in 1934 at Connaught Place with 12 rooms, a restaurant and a bar license.
The starting of the 'Chinese Room' Restaurant and introduction of espresso coffee for the first time in India by Nirula's was done in the 1950's. The 60's witnessed the opening of two specialty restaurants, La Boheme a modern restaurant serving Hungarian food & Gufa an Indian specialty restaurant. The 70s saw the company venture into the fast food business with the Pastry Shop, Snack Bar, Hot Shoppe and Ice Cream Parlour. The Pot pourri restaurant with the first Salad Bar in India was also opened in this period.
AIM AND OBJECTIVE
The main aim and objective of making this assignment is to know about Human Resource Management and its functions within a hotel and what are it's polices, procedures and practices in the assigned areas.
The Author used both secondary as well as primary sources.
NEW DELHI: Nirula's - Delhi's first fast-food chain will have new owners from Saturday. A source close to the Nirula family says: "Of course, Deepak and Lalit will have nothing more to do with the 72-year old establishment."
Rumour has it that the Nirula's deal with Navis has made the family richer by Rs 90 crore. The Nirula cousins had diversified into business hotels, waiter service restaurants, family style restaurants, ice-cream parlours, pastry shops and food processing plants in India.
The chain, with over 60 outlets operating in five states, successfully caters to the Indian palate of over 50,000 guests every day.
"We plan to grow our restaurants, ice-cream parlours and cake shops under the Nirula's brand name itself. We will soon go national in a big way and might alter the brand-positioning of the chain," reveals an insider.
At the original Connaught Place L-Block outlet, it was business as usual on Friday evening. A steady stream of customers poured in, unaware that they were biting into a chunk of the capital's history. TOI casually asked the waiter in the familiar red outfit if the place was shutting down and he replied matter-of-factly, "No, it's just changing hands."
Why HR is important
The Human Resources Manual has been developed to enable managers and supervisors to fulfill their human resources responsibilities effectively, by providing parameters and guidance for decision-making, as well as providing all staff with user-friendly and accessible information.
Functional overview and strategy for HRM
Faced with rapid change organizations need to develop a more focused and coherent approach to managing people. In just the same way a business requires a marketing or information technology strategy it also requires a human resource or people strategy.
There are seven steps to developing a human resource strategy:
Get the 'big picture'
Develop a Mission Statement or Statement of Intent
Conduct a SWOT analysis of the organization
Conduct a detailed human resources analysis
Determine critical people issues
Develop consequences and solutions
Implementation and evaluation of the action plans
Human Resource Policy
The Department of Human Resource Management (DHRM) strives to keep the policies. From time-to-time policies are revised to keep pace with generally accepted business practices and to comply with changes in state or federal law. Some of the general policies are:
Hours of work
Hours of work..
Recruitment & Selection
Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals can undertake individual components of the recruitment process, mid- and large-size organizations generally retain professional recruiters.
The Main Objective of a selection procedure is to determine whether an applicant meets the qualification for a specific job, and then to choose the applicant who is most likely to perform well in that job.
The entire process of selection begins with an initial screening interview and concludes with a final employment decision. When a selection policy is formulated, organizational requirement like technical and professional dimensions are kept in mind.
Discipline and grievance
Discipline may be considered as a force that prompts individuals or group to observe the rules, regulations and procedures which are deemed to be necessary for the effective functioning of an organization.
Ordway Tead observes: "Discipline is the orderly conduct of affairs by the members of an organization who adhere to its necessary regulation because they desire to cooperate harmoniously in forwarding the end which the group has in view and willingly recognize that, to do this, their wishes must be brought into a reasonable unison with the requirement of the group in action."
Grievance can be defined as a written complaint filed by an employee and claming unfair treatment. Grievance is any discount or any dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the company which an employee thinks, believes or even feels to be unfair, unjust or inequitable.
Ref: -M.C.B, GS.V, personnel management
TRAINING AND DEVELOPMENT:-
Training is a process of increasing the knowledge and skills for doing a particular job. It is an organized procedure by which people learn knowledge and skills for a definite purpose. The purpose of giving training to employees is basically to bridge the gap between job requirements and present competence of an employee. Training is aimed at improving the behavior and performance of a person. It is a never ending or continuous process. It gives people awareness of the rules and procedures to guide their behavior. Development is a related process. It covers not only those activities, which improve job performance, but also those, which bring about growth of personality, help individuals in the progress towards maturity and actualization of their potential capacity so that they become not only good employee but also better men and women. Training a person for a bigger and higher job is development.
Ref:- Memoria C.B, Gankar S.V, (2003) Pg. 277
Tips for HR Training
The most successful companies in the world think of their employees not as liabilities but as assets. They groom and train them to be loyal, dedicated and committed to the company's goals. Well-trained employees understand that when the company does well, there will be increased opportunities for them as well. Since much of the training that employees receive comes from the Human Resources (HR) department, it is essential that HR employees understand the best way to relate to and develop employees across all levels of an organization.
· HR professionals should work with management to ensure that everyone understands the importance of training. Stressing that training is an investment will ensure that managers adopt a pro-training stance with their own employees.Choosing a comfortable, roomy area for training will ensure that employees are not distracted and can focus on the training at hand.
Materials and Instructors
· For HR to implement a successful employee training program, it is important to consider the skill sets that are the most important to certain areas of the company. One should not take a one-size-fits-all approach to developing training programs.
By choosing instructors who are passionate about the training topic, we will create a more dynamic learning environment.
· To ensure that you are maximizing your efforts in building a successful training program, you should survey employees who have participated in the training.
Performance appraisal, also known as employee appraisal, is a method by which the performance of an employee is evaluated (generally in terms of quality, quantity, cost and time). Performance appraisal is a part of career development.
Performance appraisals are a regular review of employee performance within organizations.
Generally, the aims of a scheme are:
Give feedback on performance to employees.
Identify employee training needs.
Document criteria used to allocate organizational rewards.
Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, etc.
Provide the opportunity for organizational diagnosis and development.
Facilitate communication between employee and administrator.
Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.
A common approach to assessing performance is to use a numerical or scalar rating system whereby managers are asked to score an individual against a number of objectives/attributes. In some companies, employees receive assessments from their manager, peers, subordinates and customers while also performing a self assessment. This is known as 360° appraisal.
After looking all above performance of Nirulas the author would like to conclude that this property is going well and making more and more franchises. It's having good policies and following the functions. All the functions are done with a proper planning and all the people in the organization come forward and motivate each other so their organization can perform well.