Training Develpmnt in Daspalla

7/31/2019 Training Develpmnt in Daspalla

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PART-A

DASPALLA HOTEL PROFILE


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DASPALLA HOTEL


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DASPALLA HOTEL

Daspalla is a Four Star Hotel in the heart of Hitech city Hyderabad, even known as

the Silicon Valley of India. It is ideal for Business, Medical Tourism, and Leisure

travelers. Easily accessible to all major Technology Houses as well as the

Hyderabad International Convention Centre.

It is a nine level stunning building with contemporary architecture and abstract

interiors stands majestically on an elevated garden space. It consists of 110 rooms

and provides complementary 4mbps Wi-Fi connectivity throughout the hotel.

Business corner and impressive facilities for meetings and conferences for group as

small as 8-450 people. With twilight garden on the pool side provide excellent

options for private parties and cocktail dinners.

A unique concept, the restaurant offers a sophisticated yet totally ethnic experience

where the kitchen is part of the restaurant. Multi-Cuisine, Continental, Mughalai,

Chinese, and other sumptuous South Indian and North Indian recipes brings fine

dining to guests while complementing the best and real ground coffee flavors.

Hotel features:

Travel counter Swimming pool Fitness centre State-of-the-art Business Centre with secretarial Services 2 Board Rooms with Video Conferencing facilities Internet browsing and interview rooms Exclusive lounge for Club Select and suite rooms Restaurants and lounge bars Conference rooms Doctor on call 24hours room service Foreign Currency Exchange


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Daspalla Human Resource Philosophy

We believe that our employee is as important as our customer.

Respect for our people and Dignity at work are values that we cherish.

We believe that it is the service provider who defines the final moment of truth in

the eyes of the customers.

We believe that the competitive edge in business can only be achieved and

sustained by the quality of our human resources.

We believe that competency and talent should be recognized, appreciated and

rewarded.

We believe in partnership, team work, trust and pride in ourselves and our

contributions.

We believe in fairness and transparency in our work ethics.


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ORIGIN OF DASPALLA HOTEL

Daspalla Hotels Private Limited was started with a group of dynamic people in

1981 and the Project was completed in 1987. Initially it was started with just 40

Rooms and 2 Restaurants. Later it was extended to the third floor adding another

24 rooms and thus raising the number of Rooms to 72 with 2 Restaurants and 2

Conference halls.

After that in 1991 an extension program was taken up by the Management by

adding 30 rooms, 2 more restaurants and two conference halls to its feather -

Vaisakhi Restaurant and Vedika, Nivedika Conference halls. Since then the

Company has been enduring remarkable strides in the hospitality industry in

Visakhapatnam City.

It was at this point that the latest expansion took place which includes 24 Ultra-

modern rooms, multi-facet conference halls and the most remarkable feature of the

two tier parking system, the first of its kind in the City. The Conference halls

were named as Darshini and Spandana, the Open Air Theatre with natural

ambience. All these developments took place during the year 2000.

At present the hotel is flourishing and serving the people with 126 well-versed

rooms, 4 restaurants, 7 Conference halls and two-tier Car parking.

With the success achieved in Visakhapatnam, the journey was extended to

Kakinada. And the Company floated by the Board was Daspalla Resorts Ltd.,

which has initiated the beginning of Jaya Residency.

Daspalla Executive Court is another feather in the Cap. It was inaugurated on the

15th

August, 2000 with 46 Rooms and 2 Restaurants and 2 Conference halls. With

this inspiration, the Management also started 2 twin RestaurantsTycoon &

Heritage in Siripuram Junction.


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Departments in Daspalla Hotel

Engineering Store and Purchase Security Sales And Marketing Information Technology Accounts and Finance Human Resource

MANAGEMENT

Mr. Raghavendra Rao

Chairmen

Mr. J. Sarath Babu

Managing Director

Vijay Tenneti

General Manager

J.V.Ramana

F and B Manager

K.Raja Govind

Finance Office


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Raja.K

HR Manager

Srinivas Kadadi

Front Office Manager

C.B.Victor

Chief Engineer

Mahendra Tripathi

Executive Chef

Ravi Varma.P

Executive House Keeper

S.Kr.Sarkar

Sales Manager

G.Ravi

Security Officer

Operations followed in Daspalla

Front Office Housekeeping F & B Production F& B Service


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Front Office:

They are the representatives of the organization. They deal with the

accommodation and take care of the rooms in the organization.

The designations under Front Office are:

Front Office Manager (FOM)-rooms check in check out Duty Manager-shifts Executive-helps the duty manager in shifts Supervisors- collecting bills cash address proof verification Reservation Assistant-rooms booking, restaurant booking

House Keeping:

These people help the front office and their work is to keep the organization neat

and clean including laundry facility.

The designations under House Keeping are:

Executive House Keeping-Head Assistant House Keeping-helps House Keeping Supervisor-supervises the things Housemen- cleaning Housemaid-cleaning


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F and B Production:

This F and B office deals with how the hotel people serve the food to the guests.

These people will prepare food for the customers. This Hotel consists of different

types of cuisines like:

Chinese Bakery Continental North Indian food South Indian food Halwaii

The designations under F and B production are:

Executive Chef-he tastes the food Souse chef-helps CDP-chef de party-cooking Demi Chef De party-take care of Cooking Commi1-cooking Commi2cooking Commi3-cooking

F and B Service:

The F and B Service deals with the cleaning of restaurant, decorating and serving

of food to customers. F and B Service deal with

Restaurants In Room Dining Bar


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Designations under Restaurants are:

Restaurant Manager Captain Stewards

Designations under Room Dining are:

Captain Room Service Order Taker Steward

Designation under Bar are:

Manager Captain Bar Tenders Steward

Departments in Hotel Daspalla

Engineering:

This department deals with technical issues faced by the organization. The issues

dealt with this operation are as follows:

AC repairs Light repairs Bulbs Motor repairs

In this department the head is Chief Engineer and the other members are Shift

Engineer, Electrician Plumber, Carpenter, Painter etc.


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Stores and Purchases:

This department deals with the food items required in the organization. It even

deals with the materials required by the organizations like glass, plates, towels etc.

The members of this department are:

Store Keepers Store Helpers

Security:

This department deals with the security of the organization. The people working

under this operation are:

Chief Security Security Officer Security Supervisor Security Guards Drivers Doormen

Sales and Marketing:

This department deals with the sales and services of the organization. The people

working under this operation are:

Sales Executive Sales Assistant manager Sales Manager Sales Coordinator


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Information Technology:

This department deals with the computer system of the organization. It deals with

the problems faced in the operation of the system. The people working under this

operation deals with the following technology:

Wi-Fi Intranet CCTV Internet

The software used in this organization is IDS and Half rack software.

Human Resource:

This department deals with the people working in the organization. This

department also deals with the recruitment and selection of the employee. This

department also deals with the salary paid to the employee based on their work.

People working under this department are:

Hr manager Hr Executive


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Accounts and Finance:

This department deals with the accounting system of the organization. It tells the

yearly profit or loss of the organization. The designations under this department

are:

Accounts Manager- bills Accounts Executive- bills receive Accounts Cashier-collecting cash paying salaries Accounts Assistant-filing F&B Controller-checking the cost of F and B , monthly report on food and

beverage

KOT Auditor- bills auditing Non Chargeable bills


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HR POLICIES AT DASPALLA HOTEL

1.

Leave policy2. Absenteeism3. Attendance policy4. Duty Meal5. Manager On Duty6. Staff Accommodation

Leave policy:

Every employee who is on the rolls of the company shall be entitled to avail thefollowing leaves.

a. Casual Leaveb. Sick Leavec. Privileged Leaved. Compensatory Leavee. Maternity Leave

Leave can also be allowed as a unit of hair day. Leave for a period of up to 5 hours

shall be treated as half a day while a period of more than 5 hours will be treated as

a full day. Leave cannot be claimed as a right and the leave will only be allowed if

the services of the Applicant in the Establishment can conveniently be spared by

the management. All Office holidays/ off days falling within leave period shall be

treated as leave and will be included in leave period.

CASUAL LEAVE:

This casual leave will be for unforeseen reasons such as sickness of the family

members, religious rites, social functions and other urgent work.

Every employee shall be entitled to avail 12days Casual leave in a calendaryear, i.e., from 1

stJanuary to 31

stDecember on pro rata basis only.

The granting of any casual leave shall be the exigencies of work andintended to meet special circumstances, which are mentioned above.


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Ordinarily, the previous permission of sanctioning authority in theorganization should be obtained before such leave is availed. But when that

is not possible, the sanctioning authority as soon as may be practicable

informed about such leave and of the duration.

Casual Leave shall not exceed more than 3 days at a time. Casual Leave cannot be clubbed with any other leave. Casual leave shall

lapse if not availed within the Calendar Year.

Submission of leave application should not be considered as gettingsanctioned automatically.

Casual leave cannot be enchased.SICK LEAVE:

Every employee shall entitled to avail 12 days sick leave in a calendar year i.e.,from 1

stJanuary to 31

stDecember.

Employees who are covered under ESI scheme are not entitled to avail sickleave more than 3 days at a time.

Employees who are exempted from ESI scheme shall be allowed to availsick leave for more than 3 days at time. A certificate signed by Registered

Medical Practitioner shall be produced as proof of illness. The employee

shall present himself/herself before the Civil Surgeon or any other Doctor if

desired by the management for the verification of his/her sickness.

Sick leave can be accumulated up to 24 days. Employee who avails sick leave for more than 3 days shall submit fitness

certificate signed by registered medical Practitioner.

Sick Leave cannot be clubbed with any other leave except Privilege leave 7Compensatory off.

Sick Leave cannot be enchased.PRIVILEGE LEAVE:

Every employee who has served for a period of 240 days or more during the

continuous period of 12 months shall be entitled during the subsequent period of

12 months privilege leave with wages for a period of 18days.


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Privilege Leave will become due on 1st January each year for the service putin during the preceding calendar year.

The application for privilege leave shall be made 7 days in advance beforethe leave period commences.

Privilege Leave can be accumulated up to a maximum of 60 days. In excessof 60 days will get automatically lapsed.

Privilege Leave shall not be granted for less than 3 days and not more than 3occasions in a calendar year.

Employee who does not have sick leave to his /her credit can avail privilegeleave if it is for more than three days and supported by a certificate from the

Registered Medical Practitioner.

Privilege leave cannot be enchased during the tenure of the Service.However any balance of the leaves to the credit of employee at the time ofleaving the organization would be enchased on basic salary.

In the event of an employee applying for an extension of leave period he/shealready applied will be informed in writing or verbally at the given address

whether the extension of leave applied for has been sanctione and if so for

what period or whether extension applied has not been sanctioned. The

employee shall make application for the extension well in advance so that a

reply may reach before the expiry of leave extension of leave ordinarily is

granted on medical grounds or other emergencies.

COMPENSATORY LEAVE:

Employee who was required to work on holiday/ weekly off day on account of

urgency/ need will be credited compensatory leave to his/her credit in lieu of

his/her working on holiday/weekly off days. The Compensatory leave will be

credited if it is intimated to HR Department through prescribed form duly signed

by the concerned HOD.

MATERNITY LEAVE:

Maternity Leave shall be as per the provisions of the Maternity Benefits Act. Only

the Managing Director on recommendation of the Unit Head can approve any

deviations, depending upon merits of each case. Such individuals will be entitled to

a maximum of 12 weeks of maternity leave with pay, out of which at least six

weeks should be after the child birth. However the entire period of 12 weeks can


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be utilized port-delivery. This will be allowed for up to two living children. In case

an individual requires leave on medical grounds beyond the period of 12weeks, she

will be entitled to leave with pay for four weeks on production of adequate

certificate from Doctor.

Employees who are covered under ESCI scheme the maternity benefit as per the

ESIC acts will be allowed.

Absenteeism:

Any absence without prior approval of leave or intimation to the concerned

authority will be deemed to be unauthorized absence and the company will take

disciplinary action against the individual as stated below.

Case where after completion of sanctioned leave individual does not report tooffice.

Or

Case where individual goes on leave without intimation.

The absence will be treated as without pay and A for absent marked on the

attendance register by concerned Reporting Authority.

In case an individual after completion of the sanctioned leave period does not joinoffice or goes on leave without authorization, the Reporting Authority will

immediately inform HR. if no information is received within 7days, a letter will be

sent by HRM to the concerned individual seeking reasons for absenteeism and

specifying date for reporting back on duty. The UFC must be informed to put on

hold the salaries of the individual. A copy of this must be marked to the personal

file.

The letter should be sent through Registered Post, and acknowledgement receipt

must be put in the personal file of the individual.

If the individual does not report to on the date mentioned on the letter sent and no

information is received, HRM must release a 1st

and 2nd

reminder by register post

to the individuals address as mentioned in the personal file, acknowledgement of

the same to be kept in personal file. The company should take these steps to


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demonstrate that all necessary action was taken to give the individual adequate

notice to report back on duty.

After the 2nd

reminder, if the individual does not report back to duty or does not

provide adequate reason for absenteeism, Authorized Management Representative(HR Manager) will issue a letter of termination to the concerned individual.

If employee does not report duty on stipulated time, then company would presume

that he/she is no more interested in the job and his/her name would be removed

from the Payroll.

At any stage if the individual joins back he will have to submit an explanation in

writing and if that is acceptable by the company he will be allowed to join back. In

case the individual wants to resign, the date of registration should be the last day of

the sanctioned leave.

Attendance policy:

It may be decided by the management from time to time, prescribed working hours

as well as shifts straight or Split shifts.

Timings for meals for departments may be staggered and fixed according to the

exigencies of work.

No employee would leave his/her working place till his/her scheduled reliever

reports for work and hand over from his/ her. If required the management may ask

to concern employee to continue in the next shift due to absenteeism or exigency

of work.

Employees on duty are meant to be present at their work place in the prescribed

uniform.

The employee shall be directed and provide professional services and deemed

required by the company in such capacity and at such place as he may be directed

from time to time.

The management according to exigency of work may change the timing as and

when required.


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Every employee come in the shift have to work as per permissible hours a day, six

days in a week.

First Shift - 7.00am to 4.00pm

General Shift - 9.00am to 6.00pm

Second Shift - 1.00pm to 10.00pm

Night Shift - 10.00pm to 7.00am

Break Shift - 7.00am to 12.00 noon

6.00pm to 10.00pm

These are the only indicative timings and will be changed as per the requirement ofthe Department.

Attendance

Every employee on reporting for work and on leaving after work, shall record

his/her attendance in the manner prescribed by the management from time to time.

Every employee shall be present punctually at the specified time at his allotted

place of work. Employees attending duty late or habitual will be liable for

disciplinary action and to appropriate deduction of wages/salary.

15(Fifteen) minutes late is accepted for the duty in three occasions in a month with

the permission of HOD. If its more than three occasions in a month half day salary

will be deducted for every three late comings.

Every employee may be given permission to go early twice only in a month,

subject to satisfaction of the Permission giving authority.

No employee shall absent him/herself from his place of work during working hours

without specific written permission from the HRD and the Head of the

Department.

Employees after reporting for work, found absent from the place of work during

any period of his working hours without prior written permission or who fails to do

the assigned work shall be treated as absent for such period and shall be liable to


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deduction of wages / salary for such period of absence and such employees shall

also be liable for disciplinary action.

Duty Meal:

The hotel will provide a well-ventilated and lit area in the hotel premises for

cafeteria facility the area will be kept hygienic at all times. Cafeteria Maintenance

and facilities to be taken care by the HR department. F&B Production has to

provide food as per the Cafeteria Menu and Timings. By monthly rotating

Cafeteria Menu will be decided by the Cafteria Committee and the same will be

implemented for the approval of the General Manager. Special Menu may be

served on the occasions like festivals or any auspicious day.

Provisions of subsidized meals shall not be deemed to be a condition of

employment nor shall the employee be entitled to claim subsidized meals or money

in lieu thereof as a matter of right. Consuming food in areas other than those

specified is strictly prohibited. There will be a punishment if found the same.

Duty Meal entitlement is only for those who are on duty. Duty meals are served in

the cafeteria at the prescribed timings by buffet system.

Every employee needs to sign on the cafeteria record book after his/her meals.

Every employee is required to return his tray, crockery and cutlery to the washarea, and assist in maintaining the cleanliness of the cafeteria.

Parcel shall be allowed with the permission of HR Manager if requested in advance

for who are fasting and who are sick.

Cafeteria is to be used only during duty hours. No employee is allowed to use

services during off duty hours, unless he/she has written permission of the

HOD/HRM after finishing the duty. Entertainment by staff members of the guests

and unauthorized outsiders is forbidden. Concerned HOD has to give priorinformation to the HRD for any contract workers or daily wage worker or any

specific visitors to have the food in cafeteria.

The unit management will decide on the employee meal cost, either by fixed

monthly slab system or by each meal individual account. The management

reserves the right on the fixing the rate and the subsidiary as well.


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Cafeteria Timings

Meals Timing

Break Fast -7.00hrs to 10.00hrs

Lunch- 12.30hrs to 15.00hrs

Evening Tea16.00hrs to 18.00hrs

Dinner - 19.30hrs to 22.00hrs

EDR Timings

Lunch - 13.00hrs to 15.30hrs

Dinner- 20.00hrs to 21.00hrs

Any changes in the above timings will be informed through Notice.

Manager on Duty:

In order to ensure that systems are being followed around the clock and also to be

available for any unforeseen emergency. Managers will be required to do Night

Shift by rotation.

The roaster sheet will be made by the HR Manager once a month and circulated by

the end of the month for the following month.

The Manager on Night Shift will be required to perform duties, which would

include checking on the security of unit and whether all security measures are

being followed. Any untold incident must be reported immediately to the Security

Manager and the General Manager.

MOD shift would start from 7:00pm to 0:00a.m. MOD should not consume any alcoholic beverages during duty timing and if

found will be terminated from his services.

MOD has to fill the MOD report before he goes for off. MOD can collect the MOD checklist from HRD/Front Desk and same has to

be handed over to General Manager/ General Manager Secretary after


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completion of requisite formalities. Report has to be addressed to the

General Manager in the morning meeting.

MOD should stay at the hotel room subject to availability. Reshuffling of Shift is allowed by the Manager. It is the sole responsibility

of Managers to find out their replacements.

While on duty he/she can avail of refreshments at the Coffee Times/ Circles or unit

General Manager Discretion. No room service.

Staff Accommodation:

The management may provide unfurnished Bachelor/Single sharing

accommodation to its staff members. It is the discretion of the management to

extend the privilege of company accommodation to staff. The Management will

provide company accommodation as per agreement / terms and conditions of

employment during the time of interview. The company accommodation provided

shall be as per the category and grade. The management reserves the right of

periodic inspection by authorized officials. All termination/resignation of services

the accommodation is to be surrendered to the management. The following are the

terms and condition for one to be accommodated only for boarding as per house

rules for employee accommodation.

The occupiers have to deposit Rs 2000/- per head towards earnest deposit tobe made good against the loss or damage to the property. The same may be

deducted from the salary in two equal installments.

The allotment is purely on the willingness by staff and by no force. Periodical surprise checking will be carried out by the management. The employee shall take adequate care and precaution to keep the building,

cot, mattress and electrical fittings in the accommodation in good condition.

If any damages found the cost and the damages will be debited from their

account. The employee shall not let any unauthorized person to stay in the

accommodation without prior consent from the management.

The employee shall take adequate care in his conducts and behavior so that itdoes not result in disturbance to roommates or neighbors in the

accommodation.


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The employee shall take adequate precaution and care to safeguard hisbelongings like jewelry, cash, clothes and footwear etc.,

The employee shall switch off electricity and water when not in use. The employee shall take proper care in safeguarding the accommodation

keys entrusted to him. The employee shall at all times keep the living room, bathroom and kitchen

clean and tidy.

The employee shall at all times maintain good personal hygiene and wearclean clothes and use clean sleeping arrangements.

The employee shall not bring in any visitors to the accommodation. The employee shall not use alcohol, cigarette or drugs in the

accommodation. If anybody found smoking, consuming alcohol, drugs and

any other illegal activities will be asked them to vacate the accommodationimmediately without any notice.

The employee shall not indulge in any illegal activity inside theaccommodation.

The employee shall not indulge in any behavior that might disturb or resultin inconvenience to other roommates.

Any exception/violation to the above rules and regulations are required to bebrought to the notice of the management immediately.

The check in time is up to 1.00am above that time the employee may beallowed with the permission of MOD/HRM or prior permissions to be taken

from HRM.


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MARKETING STRARTEGIES AT HOTEL DASPALLA

Competitive marketing strategies

It is said that organisations in the tourism industry have been slow in adopting the

Principles of marketing, even though these would enable them to improve their

Performance and customer retention. Hotel Daspalla is following the marketing

strategies be deployed to improve its own ability to compete with other

Hotels gain a competitive advantage and thus retain a greater number of customers.

Positioning

Positioning is an important strategy that an organization might utilize to create, and

sustain, competitive advantage. Hotel Daspalla has identified its target market, the

next step is to clearly Position its service offering. The organization should first of

all identify the basis on which it wants to compete, and then position its services in

a clear and unique way.

Managing supply and demand

Demand and supply do not always match. The supply of services by a Hotel

Daspalla may exceed the demand from customers in quiet times; demand from

customers may exceed the ability of the hotel to supply the required services

during peak times. When supply exceeds demand, a hotel is left with unused

resources: rooms, restaurant seating and conference facilities, among other things.

When demand exceeds supplyand there are no rooms or restaurant seatingavailablethe hotelmay have no other option than to turn potential customers

away


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PART-B

RESEARCH PROJECT


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CHAPTER-I

THEOREICAL FRAMEWORK

OF HRM


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TRAINING & DEVELOPMENT

Training and development are designed in order to impart specific skills, abilities

and knowledge to the employees. Effective training is basic integrant of success in

the hotel industry, yet managers often give little thought to the training function inthe context of their own business or departmental responsibilities until something

goes wrong. One of the main problems in hotel industry is that investment in

training and development of employees is a reactive process for many companies.

Frequently training and development arises as the result of significant change in

the operational environment or as a consequent of crisis such as staff turnover or

major departmental problems. Training is then used to cope with the immediate

difficulty. This process may be proved costly to hotel. Whereas development

refers to learning opportunities designed to help employees grow and evolve avision about the future.

The job of HR is to identify training needs and accordingly to design a suitable

program for that. Training within the hotel provides the best opportunity to

influence the attitude and performance of employees. The training program

includes introduction, food hygiene, manual handling first aid, technical skills,

product knowledge, and customer service.

In the field of human resource management, training and development is the field

which is concerned with organizational activity aimed at bettering the performance

of individuals and groups in organizational settings. It has been known by several

names, including human resource development, and learning and development.

Training: This activity is both focused upon, and evaluated against, the job thatan individual currently holds.

Education: This activity focuses upon the jobs that an individual maypotentially hold in the future, and is evaluated against those jobs.

Development: This activity focuses upon the activities that the organizationemploying the individual, or that the individual is part of, may partake in the

future, and is almost impossible to evaluate.


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TRAININGAND DEVELOPMENT IN HUMAN RESOURCE

MANAGEMENT

Human Resource Management is defined as the people who staff and manage

organization. It comprises of the functions and principles that are applied toretaining, training, developing, and compensating the employees in

organization. It is also applicable to non-business organizations, such as

education, healthcare, etc Human Resource Management is defined as the set

of activities, programs, and functions that are designed to maximize both

organizational as well as employee effectiveness.

Scope of HRM without a doubt is vast. All the activities of employee, from

the time of his entry into an organization until he leaves, come under the

horizon of HRM. The divisions included in HRM are Recruitment, Payroll,Performance Management, Training and Development, Retention, Industrial

Relation, etc. Out of all these divisions, one such important division is training

and development.

TRAINING AND DEVELOPMENT is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioral change takes

place in structured format.

Planned and systematic effort to modify or develop Knowledge, skill andattitude through a learning experience, to achieve effective performance in

activities. Its purpose in the work situation is to enable an individual to

acquire abilities in order that he/she can perform a given task adequately

-Pepper.O.Alien

Training is a systematic attempt to develop the human resources, individual groupand organizational competencies required to manage some present tasks and

situations as well as those in future.

-Shandler Donald


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Training and Development in Hospitality Sector

Hospitality sector is growing at a very fast rate in India. The sector is growing at a

rate of approximately 8%. This sector can be classified into hotel industry, travel

and tourism, restaurants, pubs, clubs and bars, contract catering, and aviation.

Other than that, opportunities also exist in universities, sporting venues, exhibition

centers and smaller events management companies.

The major challenge of this sector is shortage of skilled employees along with the

challenge of attrition rate. Skilled chefs and managers are in great demand.

Managers require huge range of competencies such as, people management, viable

skills, business insights, analytic skills, succession planning, and resourcedevelopment in order to get success in this sector. In addition to that, employees

are not enough trained on Business Etiquettes, Courtesy, and Business

Communication. Hospitality is all about handling people. So an employee must

have right attitude, tolerance, and listening skills in order to move up the

hierarchy. There is still a long way to go to inculcate good public relation,

interpersonal skills

Some of the essentials requirements of hospitality sector are:

1. Good infrastructure2. Trainedtrainer3. Quality of content4. Certification of training course5. Effective Training evaluationTraining and Development Programs are available for the following areas:

Food Production Food and Beverage Service Front Office Housekeeping
http://traininganddevelopment.naukrihub.com/trainer.htmlhttp://traininganddevelopment.naukrihub.com/trainer.htmlhttp://traininganddevelopment.naukrihub.com/trainer.htmlhttp://traininganddevelopment.naukrihub.com/http://traininganddevelopment.naukrihub.com/http://traininganddevelopment.naukrihub.com/trainer.html


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TRADITIONAL & MODERN APPROACH OF TRAINING AND

DEVLOPMENT

Traditional ApproachMost of the organizations before never used to believe in

training. They were holding the traditional view that managers are born and not

made. There were also some views that training is a very costly affair and not

worth. Organizations used to believe more in executive pinching. But now the

scenario seems to be changing.

Modern Approach of training and development is that Indian Organizations have

realized the importance of corporate training. Training is now considered as more

of retention tool than a cost. The training system in Indian Industry has been

changed to create a smarter workforce and yield the best results

Objectives of Training & Development.

The principal objective of training and development division is to make sure the

availability of a skilled and willing workforce to an organization. In addition to

that, there are four other objectives: Individual, Organizational, Functional, and

Societal.

Individual Objectiveshelp employees in achieving their personal goals, which

in turn, enhances the individual contribution to an organization.

Organizational Objectivesassist the organization with its primary objective by

bringing individual effectiveness.

Functional Objectivesmaintain the departments contribution at a level suitable

to the organizations needs.

Societal Objectivesensure that an organization is ethically and socially

responsible to the needs and challenges of the society.


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Training

Employee training is distinct from management development. Training is a short-

term process utilizing a systematic and organized procedure by which non-

managerial personnel learn technical knowledge and skills for a definite purpose. Itrefers to instructions in technical and mechanical operations like operation of a

machine. It is designed primarily for non-managers.

On the other hand, development is a long-term education process utilizing a

systematic and organized procedure by which managerial personnel learn

conceptual and theoretical knowledge for general purpose. It involves broader

education and its purpose is long-term development.

Training involves helping an individual learn how to perform his present job

satisfactorily. Development involves preparing the individual for a future job andgrowth of the individual in all respects. Development complements training

because human resources can exert their full potential only when the learning

process goes far beyond simple routine

Need for Training

Training is required on account of the following reasons:

1. Job Requirements. Employees selected for a job might lack the qualifications

required to perform the job effectively. New and inexperienced employees require

detailed instruction for effective performance on-the-job. In some cases, the past

experience, attitudes and behavior patterns of experienced personnel might be

inappropriate to the new organization. Remedial training should be given to suchpeople to match the needs of the organization.

2. Technological changes. Technology is changing very fast. Now automation and

mechanization are being increasingly applied ion offices and service sector.

Increasing use of fast changing techniques requires training into new technology.

For instance, staffs in public sector bank are being trained due to computerizationof banking operations. No organization can take advantage of latest technology

without well-trained personnel. New jobs require new skills. Thus, both new and

old employees require training.

3. Organizational viability. In order to survive and grow, an organization must

continually adapt itself to the changing environment. With increasing economic


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liberalization and globalization in India, business firms are experiencing

expansion, growth and diversification. In order to face international competition,

the firms must upgrade their capabilities.

4. Internal Mobility. Training becomes necessary when an employee moves from

one job to another due to promotion and transfer. Employees chosen for higher

level jobs need to be trained before they are asked to perform the higher

responsibilities. Training is widely used to prepare employees for higher level jobs.

Importance of Training

A well-planned and well-executed training program can provide the following

advantages:

1. Higher Productivity. Training helps to improve the level of performance.Trained employees perform better by using better method of work. Improvements

in manpower productivity in developed nations can be attributed in no small

measure to their educational and industrial training programs.

2. Better quality of work. In formal training, the best methods are standardized and

taught to employees. Uniformity of work methods and procedures helps to improve

the quality of product or service. Trained employees are less likely to make

operational mistakes.

3. Less Learning Period. A systematic training program helps to reduce the timeand cost involved in learning. Employees can more quickly reach the acceptable

level of performance. They need to waste their time and efforts in learning through

trial and error.

4. Cost Reduction. Trained employees make more economical use of materials and

machinery. Reduction is wastage and spoilage together with increase in

productivity help to minimize cost of operations per unit. Maintenance cost is also

reduced due to fewer machine breakdown and better handling of equipments. Plant

capacity can be put to the optimum use.

5. Low Accident Rate. Trained personnel adopt the right work methods and make

use of the prescribed safety devices. Therefore, the frequency of accidents is

reduced. Health and safety of employees can be improved.

6. Reduced Supervision. Well-trained employees tend to be self-reliant andmotivated. They need less guidance and control.


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7. High Morale. Proper training can develop positive attitudes among employees.

Job satisfaction and morale are improved due to rise in the earnings and job

security of employees.

8. Personal Growth. Training enlarges the knowledge and skills of the participants.

Therefore, well-trained personnel can grow faster in their career. Training prevents

obsolescence of knowledge and skills. Trained employees are a more valuable

asset to any organization.

Benefits of Training to Employees

Training is useful to employees in the following ways:

(i) Self-confidence. Training helps to improve the self-confidence of an employee.

It enables him to approach and perform his job with enthusiasm.

(ii) Higher Earnings. Trained employees can perform better and thereby earn more.

(iii) Safety. Training helps an employee to use various safety devices. He canhandle the machines safely and becomes less prone to accidents.

(iv) Adaptability. Training enables an employee to adapt to changes in work

procedures and methods.

(v) Promotion. Through training, employee can develop himself and earn quickpromotions.

(vi) New Skills. Training develops new knowledge and skills among employees.

The new skills are a valuable asset of an employee and remain permanently with

him.


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Types of Training

Training is required for several purposes. Accordingly, training programs may beof the following types:

1. Induction Training:

Induction or orientation training seeks to adjust newly appointed employees to the

work environment. Every new employee needs to be made fully familiar with the

job, his superiors and subordinates and with the rules and regulations of the

organization.

2. Job Training:

It refers to the training provided with a view to increase the knowledge and skillsof an employee for improving performance on-the-job. Employees may be taught

the correct methods of handling equipment and machines used in a job.

3. Promotional Training:

It involves training of existing employees to enable them to perform higher level

jobs. Employees with potential are selected and they are given training before their

promotion.

4. Refresher Training:

When existing techniques become obsolete due to the development of better

techniques, employees have to be trained in the use of new methods and

techniques. Refresher or re-training programs are conducted to avoid obsolescence

of knowledge and skills.

5. Safety Training:

Training provided to minimize accidents and damage to machinery is known as

safety training. It involves instruction in the use of safety devices and is safetyconsciousness.


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6. Remedial Training:

Such training is arranged to overcome the shortcomings in the behavior and

performance of old employees. Some of the experienced employees might have

picked up appropriate methods and styles of working.

Identifying Training Needs

All training activities must be related to the specific needs of the organization and

the individual employees. A training program should be launched only after the

training needs are assessed clearly and specifically. The problem areas that can be

resolved through training should also be identified.

Training needs can be identified through the following types of analysis:

1. Organizational Analysis. It involves a study of the entire organization in terms

of its objectives, its resources, resource allocation and utilization, growth potential

and its environment. Organizational analysis consists of the following elements:

(a) Analysis of Objectives. The long-term and short-term objectives and their

relative priorities are analyzed. Specific goals and strategies for various

departments and sections should be stated as a means for achieving the overall

organizational objectives.

(b) Resource Utilization Analysis. The allocation of human and physical resources

and their efficient utilization in meeting the operational targets are analyzed. In

order to examine in detail the inputs and outputs of the organization.

(c) Organization Climate Analysis. The prevailing climate of an organization

reflects the members attitudes. It also represents managements attitude towardsemployee development.

(d) Environmental Scanning. The economic, political, technological and socio-cultural environment of the organization is examined.


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2. Task or Role Analysis. It is a systematic and detailed analysis of jobs to identify

job contents, the knowledge, skills and aptitudes required and the work behavior.

On the part of the job holder, particular attention should be paid to the tasks to beperformed.

3. Manpower Analysis. In this analysis, the persons to be trained and the changes

required in the knowledge, skills, and aptitudes of an employee are determined.

Moreover, this analysis should be integrated in a carefully designed and executed

program.

Objectives of Training

Once the training needs are identified, the next step is to set training objectives inconcrete terms and to decide the strategies to be adopted to achieve these

objectives. The overall aim of the training program is to fill in the gap between theexisting and the desired pool of knowledge, skills and aptitudes.

The main objectives of training may be defined as follows:

1. To impart to new entrants the basic knowledge and skill required for efficient

performance of definite tasks;

2. To assist the employees to function more effectively in their present positions byexposing them to the latest concepts;

3. To build up a second line of competent officers and prepare them to occupy

more responsible positions;

4. To broaden the minds of senior managers through interchange of experience

within and outside so as to correct the narrow outlook caused due to over

specialization.

While setting training objectives, the following criteria may be used:

(i) Nature and size of the group to be trained.

(ii) Roles and tasks to be coined out by the target group.

(iii) Relevance, applicability and compatibility of training to the work situation.


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(iv) Identification of the behavior where change is required.

(v) Existing and desired behavior defined in terms of ratio, frequency, quality ofinteraction, repetitiveness, innovations, supervision, etc.

(vi) Operational results to be achieved through training, e.g., productivity, cost,down time, creativity, turnover, etc.

Methods& Techniques of Training

The methods employed for training of operatives may be described as under:

1. On-the-job Training (OJT). In this method, the trainee is placed on a regular job

and taught the skills necessary to perform it. The trainee learns under the guidance

and supervision of the superior or an instructor. The trainee learns by observing

and handling the job. Therefore, it is called learning by doing.

Several methods are used to provide on-the-job training, e.g., coaching, job

rotation, committee assignments, etc. A popular form of on-the-job training is job

Instruction Training (JIT) or step by step learning.

2. Vestibule Training. In this method, a training centre called vestibule is set up

and actual job conditions are duplicated or simulated in it. Expert trainers are

employed to provide training with the help of equipment and machines which are

identical with those in use at the workplace.

3. Apprenticeship Training. In this method, theoretical instruction and practical

learning are provided to trainees in training institutes. In India, the Government has

established Industrial Training Institute (ITIs) for this purpose. Generally, a stipend

is paid during the training period. Thus, it is an earn when you learn scheme.

4. Classroom Training. Under this method, training is provided in company

classrooms or in educational institutions. Lectures, case studies, group discussions,

and audio visual aids are used to explain knowledge and skills to the trainees.

Classroom training is suitable for teaching concepts and problem-solving skills.


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5. Internship Training. It is a joint program of training in which educational

institutions and business firms cooperate. Selected candidates carry on regular

studies for the prescribed period. They also work in some factory or office to

acquire practical knowledge and skills. E.g., MBBS, CA, ICWA, Company

Secretaries. Etc.

Differences between Training & Development

Area Training Development

Content Technical skills and

Knowledge.

Managerial behavioral skills and

knowledge.

Purpose Specific job Relation Conceptual and General

knowledge

Duration Short-term Long-term

For Whom Mostly technical and non

managerial Personnel

Mostly for managerial personnel

Principles of Training

The following guidelines can help to make training more effective:

1. Clear Objectives. The objectives and scope of a training program should be

clearly defined. A comparison of operational requirements and existing human

resource skills will help to determine the specific training needs of employees.

2. Training Policy. A clearly defined training policy serves as the guide fordesigning and implementing training programs.

3. Motivation. Employees tend to be most responsive to training programs when

they feel the need to learn. Therefore, training must be related to the needs and

problems of the trainees as well as to their abilities and aptitudes. Audio-visual

aids should be used to avoid boredom and fatigue of the lecture method.


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Development

Developing the skills of employees through development activities related to

current and future jobs. Many jobs need people who care about making all

employees as effective as possible and who can identify employee's weaknesses,design or locate the right development situations, and motivate employees to

develop themselves. Supervisors need to make sure they develop their staff in their

current jobs. This behavior is closely linked to the Dimensions of Coaching or

Training. Development of Employees focuses more on the long-range development

of employees.

Employee development is a joint, on-going effort on the part of an employee and

the organization for which he or she works to upgrade the employee's knowledge,

skills, and abilities. Successful employee development requires a balance between

an individual's career needs and goals and the organization's need to get workdone.

Employee development programs make positive contributions to organizational

performance. A more highly-skilled workforce can accomplish more and a

supervisor's group can accomplish more as employees gain in experience andknowledge.

Employee development programs make positive contributions to organizational

performance. A more highly skilled workforce can accomplish more as the

individuals gain in experience and knowledge.

In addition, retaining an employee saves the organization a great deal of money.

One method of retention is to provide opportunities to develop new skills. In

research conducted to assess what retained employees, development was one of the

top three retention items.

It is the process of changing an organization, its employees, groups of people

within it, using planned and unplanned learning, in order to achieve and maintain a

competitive advantage for the organization development is reserved for the topmanagement it is becoming increasingly clear that career development is necessary

for the retention of any employee, no matter what their level in the company.

Research has shown that some type of career path is necessary for job satisfaction

and hence job retention. Perhaps organizations need to include this area in their

overview of employee satisfaction. Development encompasses a variety of


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components such as training, career development, career management, and

organizational development, and training and development. It is expected that

during the 21st century more companies will begin to use more integrated terms

such as talent development.


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Objectives of Development

1. Determines and gives feedback on strengths and development needs.2. Identifies and plans for training and/or development actions.3. Cross-trains employees to broaden their experience and develop their potential.4. Delegates to give employees opportunities to develop new skills.5. Assigns people to special projects; encourages team participation.6. Follows up with employees after training by reinforcing the content of the

program.

7. Involves employees in planning their own development.8. Considers the implications of all decisions on employee development.9. Encourages growth by lowering barriers to development and effectively

handling discussions that help an employee progress.10.Offers employees all available training resources.11.Provides on-the job training when necessary.12.Conducts orientation for new employees.13.Considers development needs of all employees and establishes priorities.14.Offers training to employees in a fair and consistent manner.15.Writes development plans for every employee each performance cycle.16.Approves Educational Assistance monies as appropriate.


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Process of Development

The Organization Development process begins when an organizationrecognizes that a problem exists which impacts the mission or health of theorganization and change is desired. It can also begin when leadership has a

vision of a better way and wants to improve the organization. An

organization does not always have to be in trouble to implement

organization development activities.

Once the decision is made to change the situation, the next step is to assessthe situation to fully understand it. This assessment can be conducted in

many ways including documentation review, organizational sensing, focus

groups, interviewing, or surveying. The assessment could be conducted by

outside experts or by members of the organization.

After the situation is assessed, defined, and understood, the next step is toplan an intervention. The type of change desired would determine the

nature of the intervention. Interventions could include training and

development, team interventions such as team building for management or


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employees or the establishment of change teams, structural interventions,

or individual interventions.

Once the intervention is planned, it is implemented. During and after the implementation of the intervention, relevant data is

gathered. The data gathered would be determined by the change goals. For

example, if the intervention were training and development for individual

employees or for work groups, data to be gathered would measure changes

in knowledge and competencies.

This data is used to determine the effectiveness of the intervention. It isreported to the organizations decision-makers. The decision-makers

determine if the intervention met its goals. If the intervention met its goals,

the process can end, which is depicted by the raising of the development

bar. If it did not, the decision is made whether to continue the cycle and to

plan and carry out another intervention or to end it.


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Methods & Techniques of Development

Various techniques of executive development may be classified into two broad

categories as shown in the following figure.

EXECUTIVE DEVELOPMENT

On-the-job Techniques Off-the-job Techniques

Coaching

Under Study

Position Rotation

Project Assignment

Committees

Multiple Management

Selected Readings

Lectures

Case Studies

Group

Discussions

Conferences

Role Playing

Management

Games

Sensitivity

Training


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Principles of Development

There are Six Organizational Development Principles they are as follow

Integrity Commitment Empowerment Versatility Renewal Integration

These principles need be explored and integrated with Organization Development

in order to produce effective organizational synergy for ultimate high performance.

The Integrity Principle

An organization cannot remain in a high-performance state for long if it lacks

integrity. Organization Development intervention or strategy should focus on, and

be guided by, the need to promote and sustain the integrity of the organization and

the people systems. The primary meaning of 'integrity' is 'wholeness'. The integrity

will include internal facets highly valued enough to ensure harmony, stability,

vitality, and wholesomeness which have significant impact on the life of the

organization as well as on the quality of the people and integrating systems.

The Commitment Principle

The employees will give their best when they are committed to a cause. Planning

resources, developing a focused communication strategy, introducing commitment

roundtables, and profiling Organization Development champions are central to

employing the Commitment Principle.

The Empowerment Principle

The OD Intervention must empower the people and the people systems so that they

operate in tandem and seamlessly for high performance. It must build up theinternal capacity and stamina, promote people's drive for achieving the business

(and strategic) results or mandate, and facilitate alignment and vitality in and

among the systems elements or facets. There must be an agreement on the process,

program and strategies which will facilitate empowerment of the people and the

responsiveness of the integrating systems. Time frames must be developed on thevarious aspects of the empowerment process and outcomes.


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The Versatility Principle

The Versatility Principle is consequential upon the Empowerment Principle. The

Versatility Principle emphasizes the importance of ensuring adaptability,

responsiveness, flexibility, innovativeness, vitality, and spontaneity of the people

and integrating systems. This principle is critical to ensuring that the people and

integrating systems are, or remain, in top condition for achieving the strategic

mandate in the long term. Building a learning organization and optimizing systems

elements in the Organizational Development are some of the designs employingthe Versatility Principle.

The Renewal Principle

The heart of any Organization Development is the renewal of the people and

integrating systems. The Renewal Principle takes off from this premise ofOrganization Development and it is linked with the Versatility Principle. For

sustainable high performance, the people and integrating systems must be

operating re-generatively for auto-renewal. The Organization Development

framework and technology must make this possible. To optimize and re-vitalize

the people systems and elements, the Organization Development framework and

technology must incorporate mechanisms and tools for systematic, continuousreview, assessment and feedback.

The Integration Principle

The Organization Development framework and technology should explicitly

address issues of integration of the elements, sub-systems or people attributes forultimate high performance.


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Evaluating Training and Development Program:

Evaluation is too important to be treated in the earlier fashion and it starts long

before the end of a training programmer. Its importance is such that if training and

development programmer are not evaluated to the useless to run the training.

Training is the process of changing people to effective state so that the business

aspects of the organization are improved. Evaluation is the process of measuring

this type and achievement from the start of the training process to its final and

continued successful application in the workforce.

Reasons for evaluation

To ensure that the training is achieving its objectives. To improve the effectiveness of the training programmers.

Hence evaluation should be done at three stages:

1. Pre-training:- Feedback is to be taken from the participants or the nominees

before the training session so that the program can be modified according to their

expectations.

2. Mid-training:- To know the initial response of the patricians, mid- training

feedback has to be taken.

3. Post training: - After the completion of the program feedback from the

participants has to be taken to ensure whether the program can be continued or not

if required changes have to be made.

The pre-training and mid-training evaluations are not applicable to the training

program which takes place for five days or more than five days.


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CHAPTER-II

METHODOLOGY


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Training and Development in Hotel Daspalla

Here in Hotel Daspalla they follow both the training methods i.e.,

On the Job training Off the job training

On-the-job training

With on the job training, employees receive training whilst remaining in the

workplace.

The main methods of one-the-job training include:

Demonstration / instruction - showing the trainee how to do the job Coaching - a more intensive method of training that involves a close

working relationship between an experienced employee and the trainee.

Job rotation - where the trainee is given several jobs in succession, to gainexperience of a wide range of activities (e.g. a graduate management trainee

might spend periods in several different departments)

Projects - employees join a project team - which gives them exposure toother parts of the business and allow them to take part in new activities.

Most successful project teams are "multi-disciplinary".

The advantages and disadvantages of this form of training can be summarized as

follows:

Advantages Disadvantages

Generally most cost-effective

Employees are actually productive

Opportunity to learn whilst doing

Training alongside real colleagues

Quality depends on ability of trainer

and time available

Bad habits might be passed on

Learning environment may not be

conducive

Potential disruption to production


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Here in Hotel Daspalla on-the-job training is based on the performance of the

employees. The Hotel Management monitors the employees performance for a

period of few month of their joining and based on their performance they see the

needs and qualities the employee is lacking and based on that the training program

is conducted for the employee.

The training program is organized in the organization campus itself where the

training is conducted and the employees are trained to cope up with the qualities

they are lacking in. This training programs time period is one year where the

employees are trained by the HOD and in a role playing method where the

employees see and learn from the concerned faculty.

In on-the-job training the employees are trained on the basis of their needs andperformance. If even after the training period the employee is not able to cope up

with the work then there is another training program conducted for them in the

organization which help them to understand the work better and also helps in

improving their performance in the work. In this the instruction is given by the

respective HODs to the trainees and then the coaching is given to them by the

HODs. In few hospitality colleges the students are sent to hotel industries for

training and to do project in the hotel industries for a time period of 6months.

Off-the-job training

This occurs when employees are taken away from their place of work to be

trained.

Common methods of off-the-job training include:

Day release (employee takes time off work to attend a local college ortraining centre)

Distance learning / evening classes

Block release courses - which may involve several weeks at a local college Sandwich courses - where the employee spends a longer period of time at

college (e.g. six months) before returning to work

Sponsored courses in higher education Self-study, computer-based training


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The main advantages and disadvantages of this form of training can besummarized as follows:

Advantages Disadvantages

A wider range of skills or

qualifications can be obtained

Can learn from outside specialists or

experts

Employees can be more confident

when starting job

More expensivee.g. transport andaccommodation

Lost working time and potential

output from employee

New employees may still need some

induction training

Employees now have new

skills/qualifications and may leave for

better jobs

Here in Hotel Daspalla off-the-job training firstly the management recruits the

employees and the performance of the employees is taken into consideration and

then the management decides to give training to the employees based on the needs

on the employees where the Hotel Management monitors the employees

performance for a period of one month and based on their performance they see the

needs the employee is lacking and based on that the training program is conductedfor the employee.

The training program is organized in the organization campus itself where the

training is conducted and the employees are trained to cope up with the qualities

they are lacking in. This training programs time period is for few months where the

employees are trained by the HOD and they give lectures to the employee about

the work based on the required qualities needed by the employee.

In off-the-job training the employees are trained on the basis of their needs and

performance. Where the training given to them is theory and the employees getgood knowledge of the organization and the organization culture.

Development is done based on the training if the employee is able to cope up with

the needs and improve his qualities then based on the performance the increment of

the employee increases.


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NEED FOR THE STUDY

Training and Development is needed in all organizations and should beunderstood. Such services and facilities which may be established in or inthe vicinity of, an understood to enable the persons employed in them to

perform their work in healthy congenial surroundings.

Labor has an important role in the industrial production of the country. Thepersonnel management relies with the management of people at work.

Management is an art of getting the work done by the people. Therefore, it is

very necessary to seek the cooperation of the labor force in order to

increases the production and to earn higher profits. The cooperation of

employees is possible only when they are fully satisfied with employer and

the working conditions on the job.

In the past, the industrial and the managers believed that their only dutytowards their employees was to pay them satisfactory wages. In course of

time, however, psychological researches conceived those workers required

something more important, i.e., human treatment which is very essential to

seek the cooperation of the employees. For this purpose, training and

Development of the employees is very necessary to make them realized that

the management thinks of their future. Such activities benefit not only

workers but also management in the form of greater productive efficiency.

Today progressive managers realize that these facilities pay well towards the

healthy future and efficiency of workers towards high moral.


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OBJECTIVES OF THE STUDY

1. To study the Training, Development activities conducted for its employees.2. To measure the employee satisfaction in the organization.3. To identify the various training methods.4. To evaluate the efficiency and effectiveness of training program at Dapalla

Hotel, Hyderabad.


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SCOPE OF THE STUDY

To know the function of the organization.

The study is conducted exclusive on Daspalla employees only. Study is done for

the following departments mentioned below:

Human Resource Departments Food and Beverages Department Sales and Purchase Department Housekeeping Department Maintenance Department Security Department Accounts and Finance Department etc.The study will help the company to improve its training process and get

feedback from the employees. It will also help in giving better and appropriate

training programs to the employees.


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LIMITATIONS

Due to the Time limitation, limited numbers of workers in Daspalla aretaken as sample to generate the findings.

The study does not cover the entire organization. There is every possibility of derivation in answering pattern of the

respondents from what they really feel.

The respondents may hesitate to answer without any bases because they feelpersonal details and the information collected from them are made public.

Questioners were distributed to 150 employees. Only 50 questioners were received and the rest 100 questioners were

rejected as they were not completely filled.


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METHODOLOGY

A Methodology is a systematic procedure of collecting information in order to

analyze and verifies a phenomenon. The collection of information has been

through two principle sources. They are:

a) Primary datab) Secondary data

PRIMARY DATA:

Data that has not been previously published and is collected by the investigator

conducting the research. It is information that is obtained directly from first-hand

sources by means of surveys, observation or experimentation.

The primary data has been collected through campaigning questionnaire among

employees in the Hotel Daspalla.

Methodology:

The basic motive behind the study was to understand the Welfare Activities

conducted at Daspalla Hotel Hyderabad and to find out the levels of satisfaction of

the employs with respect to the Welfare Activities. Hence the data is collected

through a questionnaire and the employees were the source of information.

SECONDARY DATA:

The data that have been already collected by someone other than the user and

readily available from other sources. Common sources of secondary data for social

science include censuses, organizational records and data collected through

qualitative methodologies or qualitative research.

The secondary data has been collected through various sources such as records,

journals, books and company web site.


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CHAPTER-III

ANALYSIS OF THE STUDY


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1. Sutibality of the cafeteria timings.

Table No. 1 Cafeteria Timings Suitability

Category No. Of Respondents Percent

Yes 40 80%

No 10 20%

Total 50 100%

Chart No.1 Cafeteria Timings Suitability

Interpretation:

It is observed that 80percent of the employees are confortable with the cafeteria

timings and 20percent of the employee are not comfortable with the cafeteria

timings.

80%

20%

Cafeteria Timings Suitability

Yes

No


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2. Manatanence of hygiene and cleanliness in cafeteria

Table No.2 Maintenance In cafeteria


Yes 30 60%

No 20 40%

Total 50 100%

Chart No.2 Maintenance In cafeteria

Interpretation:

It is observed that 60percent of the employees say that the cafeteria is well

maintained and 40percent of the employee are not happy with the maintenance of

the cafeteria.

60%

40%

Maintenance In cafeteria

Yes

No


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3. Regular necessities provided in the rest room.

Table No. 3 Necessities Provided In Rest Room


Yes 30 60%

No 20 40%

Total 50 100%

Chart No. 3 Necessities Provided In Rest Room

Interpretation:

It is observed that 60percent of the employee say the necessities are provided in the

rest room where as 40percent of the employee say the necessties are not provided

in the rest room.

60%

40%

Necessities Provided In Rest

Room

Yes

No


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4. The lockers provided are safe and spacious.

Table No.4 Lockers Provided


Yes 35 70%

No 15 30%

Total 50 100%

Chart No.4 Lockers Provided

Interpretation:

It is obsevred that 70percent of the employees are happy with the lockers provided

and say it is safe and spacious and 30percent of the employees are not satisfied

with the lockers provided to them.

70%

30%

Lockers Provided

Yes

No


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5. The number of uniforms provided by the hotel sufficient.

Table No.5 Uniforms Provided


Yes 48 96%

No 2 4%

Total 50 100%

Chart No.5 Uniforms Provided

Interpretation:

It is obseved that 96percent of the employees say that the number of uniforms

provided by the management is sufficient and 4percent of the employees say that

the uniforms provided to them is not sufficient.

96%

4%

Uniforms Provided

Yes

No


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6. Get together organized by the hotel helpful to know more about colleagues.

Table No.6 Get-together Organized Help to know Colleagues


Yes 35 70%

No 15 30%

Total 50 100%

Chart No.6 Get-together Organized Help to know Colleagues

Interpretation:

It is observed that 70percent of the employees agree that get-together organized by

the management help them to know their colleagues and 30percent of the

employess do not agree that the get-together organised help them to know their

colleagues.

70%

30%

Get-together Organised help To

Know Colleagues

Yes

No


65/94

65

7. Get together help you to relax.

Table No.7 Get-together help in relax


Yes 42 84%

No 8 16%

Total 50 100%

Chart No.7 Get-together help in relax

Interpretation:

It is observed that the 84percent of the emloyees say that the get-together organised

help them to relax, and 16percent of the employees say that the get-together doesnot help them to relax.

84%

16%

Get-together Help In Relax

Yes

No


66/94


67/94

67

9. Annual day celebrations make you feel happy to be a part of Hotel Daspalla.

Table No.9 Annual Day Celebrations Makes You Feel Happy


Yes 45 90%

No 5 10%

Total 50 100%

Chart No.9 Annual Day Celebrations Makes You Feel Happy

Interpretation:

It is observed that 90percent of the employees are happy being a part of Daspalla

hotel during the Annual day celebration, and 10percent of the employee are nothappy being a part of Daspalla hotel during the Annual day celebration.

90%

10%

Annual Day celebration Makes You

Feel happy

Yes

No


68/94

68

10.The leave rules and number of leaves comfortable to job.

Table No.10 Leave Rules and Number of Leaves Comfortable To Your Job


Yes 43 86%

No 7 14%

Total 50 100%

Chart No.10 Leave Rules and Number of Leaves Comfortable To Your Job

Interpretation:

It is observed that 86percent of the employees are comfortable with the leave rules

and the number of leaves provided to them by the organisation, and 14percent ofthe employees are not comfortable with the leave rules and the number of leaves

provided to them by the organisation.

86%

14%

Leave Rules And No. Of Leaves

Comfortable To Your Job

Yes

No


69/94

69

11.You happy with Provident Fund (PF) activities.

Table No.11 Happy With Provident Fund


Yes 48 96%

No 2 4%

Total 50 100%

Chart No.11 Happy With Provident Fund

Interpretation:

It is observed that 96percent of the employees are happy with the Provident

Fund(PF) provided to them by the organisation, and 4percent of the employees are

not happy with the Provident Fund(PF) provided to them by the organisation

96%

4%

Happy With Provident Fund

Yes

No


70/94

70

12.You happy with E.S.I. provided by the company.

Table No.12 Happy With E.S.I. Provided


Yes 48 96%

No 2 4%

Total 50 100%

Chart No.12 Happy With E.S.I. Provided

Interpretation:

It is observed that 96percent of the employees are happy with the E.S.I provided to

them by the organisation, and 4percent of the employees are not happy woth theE.S.I provided to them by the organisation.

96%

4%

Happy With E.S.I. Provided

Yes

No


71/94

71

13.You comfortable with shift working system.

Table No.13 Comfortable With Shift Work


Yes 25 50%

No 25 50%

Total 50 100%

Chart No.13 Comfortable With Shift Work

Interpretation:

It is observed that 50percent of the employees are comfortable with the work

shifts, and 50 percent of the employees are not comfortable with the work shifts.

50%50%

Comfortable With Work Shift

Yes

No


72/94

72

14.Annual sport day facilities, help in relaxation from regular work.

Table No.14 Annual Sports day Help in Relaxation from Regular Work


Yes 47 94%

No 3 6%

Total 50 100%

Chart No.14 Annual Sports day Help in Relaxation from Regular Work

Interpretation:

It is observed that 94percent of the employees say that the Annual Sports day help

them to relax from regular work, and 4percent of the employees say that the

Annual Sports day do not help them to relax from regular work.

94%

6%

Annual Sports day Helps In Relaxation

From Regular Work

Yes

No


73/94

73

15. Training necessary for individual growth and development.

Table No.15 Training Necessary for Individual Growth and Development


Yes 50 100%

No 0 0%

Total 50 100%

Chart No.15 Training Necessary for Individual Growth and Development

Interpretation:

It is observed that 1000percent of the employees agree that training is necessary for

individual for theor groth and development.

100%

0%

Training Necessary for Individual

Growth & Development

Yes

No


74/94

74

16.Training given adequate importance in your organization.

Table No.16 Training Given Importance In Hotel Daspalla


Yes 39 78%

No 11 22%

Total 50 100%

Chart No.16 Training Given Importance In Hotel Daspalla

Interpretation:

It is observed that 78percent of the employees say that training is given adequateinportance in Daspalla hotel, and 22percent of the employees say that training is

not given adequate importance in Daspalla hotel.

78%

22%

Training Given Importance In

Hotel daspalla

Yes

No


75/94

75

17. The process of induction training to new employees appropriate in yourorganization.

Table No.17 Induction Training to New Employees


Yes 41 82%

No 9 18%

Total 50 100%

Chart No.17 Induction Training to New Employees

Interpretation:

It is observed that 82percent of the employees say that induation training is givento the new employees in Dapalla hotel, and 18percent of the employees say that

induction training is not given to the new employees in Daspalla hotel.

82%

18%

Induction Training To new

Employees

Yes

No


76/94

76

18.Training program help in identifying your hidden talents, capabilities andpotential.

Table No.18 Training Program Help in Identifying Hidden Qualities


Yes 45 90%

No 5 10%

Total 50 100%

Chart No.18 Training Program Help in Identifying Hidden Qualities

Interpretation:

It is observed that 90percent of the employees agree that training program help the

employees to identify their hidden qualities, and 10percent of the employees say

that the training program do not help them to identify their hidden qualities.

90%

10%

Training Program Help In

Identifyind Hidden Qualities

Yes

No


77/94

77

19.Training program help you to understand the organization culture in a betterway?

Table No.19 Training Program Help In Understanding Organization Culture


Yes 48 96%

No 2 4%

Total 50 100%

Chart No.19 Training Program Help in Understanding Organization Culture

Interpretation:

It is observed that 96percent of the employees say that training program help them

to understand the organisation culture, and 4percent of the employees say that the

training program do not help them to understand the organisation culture.

96%

4%

Training Program Help In

Understanding Organization Culture

Yes

No


78/94

78

20.Training p

Training Develpmnt in Daspalla

Documents