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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
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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
Category No. Of Respondents Percent
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
Category No. Of Respondents Percent
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
Category No. Of Respondents Percent
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
Category No. Of Respondents Percent
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
Category No. Of Respondents Percent
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
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7. Get together help you to relax.
Table No.7 Get-together help in relax
Category No. Of Respondents Percent
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
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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
Category No. Of Respondents Percent
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
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10.The leave rules and number of leaves comfortable to job.
Table No.10 Leave Rules and Number of Leaves Comfortable To Your Job
Category No. Of Respondents Percent
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
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11.You happy with Provident Fund (PF) activities.
Table No.11 Happy With Provident Fund
Category No. Of Respondents Percent
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
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12.You happy with E.S.I. provided by the company.
Table No.12 Happy With E.S.I. Provided
Category No. Of Respondents Percent
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
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13.You comfortable with shift working system.
Table No.13 Comfortable With Shift Work
Category No. Of Respondents Percent
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
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14.Annual sport day facilities, help in relaxation from regular work.
Table No.14 Annual Sports day Help in Relaxation from Regular Work
Category No. Of Respondents Percent
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
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15. Training necessary for individual growth and development.
Table No.15 Training Necessary for Individual Growth and Development
Category No. Of Respondents Percent
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
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16.Training given adequate importance in your organization.
Table No.16 Training Given Importance In Hotel Daspalla
Category No. Of Respondents Percent
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
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17. The process of induction training to new employees appropriate in yourorganization.
Table No.17 Induction Training to New Employees
Category No. Of Respondents Percent
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
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18.Training program help in identifying your hidden talents, capabilities andpotential.
Table No.18 Training Program Help in Identifying Hidden Qualities
Category No. Of Respondents Percent
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
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19.Training program help you to understand the organization culture in a betterway?
Table No.19 Training Program Help In Understanding Organization Culture
Category No. Of Respondents Percent
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
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20.Training p