Mona's Project Report (1)

Centre Code – 01696

PATNA – 1

CONDUCTED IN

HOTEL MAURYAPATNA

PROJECT REPORT

SUBMITED TO SIKKIM MANIPAL UNIVERSITY IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE AWARD OF THE DEGREE OF MASTER OF BUISNESS ADMINISTRATION

(MBA2008-2010)

SMU, Distance Education WingSyndicate House, Manipal – 576104

Submitted By :

MONALISHA

Roll No. 520821840

MBA (HRM), Session – (2008 – 2010

HOTEL MAURYA

A STUDY ON “EFFECTIVENESS OF HUMAN RESOURCE

PLANNING(HRP)”

A STUDY ON “EFFECTIVENESS OF HUMAN RESOURCE

PLANNING(HRP)”

INITIAL INFORMATION

Project Title : Effectiveness Of Human

Resource Planning(HRP)

Objective of project : To Enhance Practical

. Knowledge

Name of the organization: Hotel Maurya,

Near Gandhi Maidan

Patna.

Area of the project : Patna.

Project head : Mr. Kanchan Kumar

(Dy. Manager HR.)

Hotel Maurya, Patna.

Project Guide : Prof. R.B.Singh

MBA, Marketing.

Cybotech Campus, Patna.

Project Schedule : 8th May to 23rd June 2010.

About the University

Sikkim Mani pal University of Health, Medical and Technological Sciences

The Sikkim Mani pal University of Health, Medical and

Technological Sciences, Gangtok is incorporated under the State

Legislative Act (Act IX of 1995) of the Government of Sikkim. It is

recognized by the Union Ministry of Human Resources

Development and by the University Grants Commission. SMU’s

Degrees/Diploma/Certificates are recognized by all members of

Association of Indian Universities (AIU). The statue of SMU permits

the University to offer programs on a distance mode across the

country and abroad.

The University was set up in partnership between the Mani pal

Education and Medical Group and the Government of Sikkim with

the objective of offering quality education to students and working

professionals. Apart from regular on-site programs, the University

offers many career oriented programs via distance education.

These programs are offered as part of its effort to bring education to

the masses and fulfill the growing demand for professionals. Mani

pal Universal Learning, which is the Learning Resource

Development Center (LRDC), for SMU DDE, supports the delivery

of these programs.

In Patna Cybotech Campus , A Unit Of Anwesha

Cybotech Research Institute Pvt. Ltd, is authorized Learning Centre,

with LC Code -01696, which is ISO 9001;2000 Certified through

which are being imparted Education as per our course content.

Declaration

I hereby declare that the project entitled

EFFECTIVENESS OF HUMAN RESOURCE PLANNING,HOTEL

MAURYA. Submitted in partial fulfillment of the requirements for the

degree of Master of Business Administration to Sikkim Mani pal

University, India, is my original work and not submitted for the

award of any other degree, diploma, fellowship or any other similar

title or prizes.

Place:- Patna

Date:

(MONALISHA )

Reg No. : 520821840

EXAMINER’S CERTIFICATION

The Project Report of

MONALISHA

Effectiveness of human resource planning (HRP)

Is approved and is acceptable in quality and from

Internal Examiner External Examiners

(Prof.R.B.Singh) (Name, qualification)

MBA

CYBOTECH CAMPUS TM

( A Unit of ANWESHA GROUP )

2nd Floor, Verma Centre, Boring Road, Patna – 1.

CERTIFICATE

This is to certify that the project report entitled

Effectiveness of human resource planning(HRP)

Submitted in partial fulfillment of the requirements for the degree of

Master of Business Administration of Sikkim Mani pal University.

Monalisha

has worked under my supervision and guidance and that no part of

his report has been submitted for the award of any other degree,

diploma, Fellowship or other similar titles or prize and that the work

has not been published in any journal or Magazine.

Reg. No: 520821840

Certified

(Prof.R.B.Singh,)

MBA

ACKNOWLEDGEMENT

A research work on “Effectiveness of human resource

planning(HRP),from Hotel Maurya, Patna” has been conducted by me.

I have completed this project, under the guidance of Mr. Kanchan

Kumar.

I owe enormous intellectual debt towards my guide Mr. Kanchan

Kumar, who has augmented my knowledge in the field of “Training”. He

has helped me learn about the process and giving me valuable insight

about the same.

I would like to thank him for his guidance and enriching my

thoughts in this field from different perspectives. My increased spectrum

of knowledge in this field is the result of his constant supervision and

direction that has helped me to absorb relevant and high quality

information.

I would also like to thanks Mr. Abhijit Kumar, Vice President ,

Mrs.Renuka Yashaswee Academic head and Prof.R.B.Singh(our Guide)

Cybotech Campus,Patna for sparing their valuable time so as to make this

project a truly learning experience.

Date Monalisha MBA IV HRM(2008-10) Sikkim Manipal University Enrolment No. - 520821840

Executive Summary

The project is based on a comparative study of Effectiveness Of Human

Resource Planning(HRP).This report analyses the rationale of Hotel

Maurya.

HRP is a business process wherein the Institution and the

Individuals within, are Sensitive and Careful, about the direct and

indirect effort of their work on Internal and External communities,

Nature and the Outside world. HRP business process wherein the

Institution and the Individuals within, are Sensitive and Careful,

about the direct and indirect effort of their work on Internal and

External communities, Nature and the Outside world.

The study conducted contains the motive of doing HRP and done

by the company. The result was drawn out, which were more

satisfied, and then suggestions and conclusion were accordingly

framed.

CONTENTS

Title page No.

Chapter-1Organizational Profile:…………………

Brief introduction of a company…………………………….. Aims & objective……………………………………………. Activities…………………………………………………….. Facilities……………………………………………………..

Chapter:- 2

Introduction………………………………………………….. Objective…………………………………………………….. Methodology………………………………………………… Analysis……………………………………………………… Conclusion …………………………………………………..

Recommendation

Chapter – 3Project overview………………………

What is performance Appraisal all about…………………… Objectives & Rational of the study………………………….. Research Methodology……………………………………… Data Analysis ………………………………………………. Conclusion………………………………………………….. Recommendation……………………………………………

Chapter -4 Appendix……………………………………………………. Bibliography………………………………………………… References ………………………………………………….. Glossary…………………………………………………….

CHAPTER - 1

ABOUT THE ORGANIZATION

COMPANY PROFILE

Hotel Maurya-Patna is a pioneering project of Bihar Hotels

Limited (BHL). BHL has been successfully operating its five

star Hotel in Patna since 1978. And since then, the company

has generated foreign exchange for the state of over Rs. 34

million. Most of this income has been generated from foreign

tourists coming from Japan and the Far Eastern countries,

The hotel property is located on a two and a half acre plot in

the prime commercial area of Patna (Gandhi Maiden). Its

prime location gives the hotel a definitive competitive

advantage over any other existing or new hotel since land is

very scarce and expensive in central Patna. The hotel offers

80 centrally air-conditioned rooms with three food outlets,

four conference, banquet facilities, swimming pool and so

forth who are on pilgrimage to the Buddhist shrines of Bihar

and Hyderabad.

COMPANY VISION

Commitment to “Success”

Business Mission Statement: A Business House

Striving for Excellence through commitment to,

SHAREHOLDERS

UNIVERSE (ENVIRONMENT)

CUSTOMERS

CREDITORS

EMPLOYEES

SUPPLIERS

SOCIETY

Our MOTTO is "Your Home & Office Away From

Home" and with that motto we serve our valued guests

with utmost levels of Indian hospitality.

Hotel Maurya-Patna is managed under the

capable leadership of the General Manager, Mr. Bansi

Dhar Singh, an experienced and qualified professional

with a Diploma in Hotel Management from I.H.M.,

Calcutta. The Head of Departments (HODs) of Hotel

Maurya-Patna also are qualified and highly motivated

professionals

CODE OF CONDUCT

This Code of Conduct (hereinafter referred to as the Code )

shall be called The Code of Conduct for Board Members

and Senior Management Personnel of Bihar Hotels Limited

(hereinaftere referred to as the “Company” ).

This Code envisages that the Board of Directors of the

Company (Board ) and Senior Management Personnel (as

hereinafter defined) (collectively referred to as Officers )

must act within the bounds of the authority conferred upon

them and with a duty to comply with the requirements of

applicable law.

The purpose of this Code is to enhance ethical and

transparent process in managing the affairs of the Company,

and thus to sustain the trust and confidence reposed in the

Officers by the shareholders of the Company. Officers are

expected to understand, adhere to, comply with and uphold

the provisions of this Code and the standards laid down

hereunder in their day-to-day functioning.

The principles prescribed in this Code are general in nature

and lay down broad standards of compliance and ethics, as

required by Clause 49 of the Listing Agreement with The

Magadh Stock Exchange of Patna ( referred to as “Stock

Exchange”). The Officers should also review other

applicable policies and procedures of the Company for

specific instructions and guidelines, which are to be read in

conjunction with this Code.

This Code shall come into force with effect from the 27 th

day of July, 2008.

BASIC FACILITIES

The hotel is centrally air-conditioned; and if you are here

for business or pleasure, it is our Endeavour to see that the

best conditions are provided to you. We strongly aim to

make this as Your Home & Office, Away From Home

BUSINESS CENTRE

State-of-art business center facilitates all business

activities. The center also provides round-the-clock

email and Internet access. There is provision for

photocopier and faxing machines along with

modern presentation equipment.

Car Rental facilities are available through our

Business Center. We recommend that you use our

official car rental facilities as it is not advisable to

rent vehicles from independent operators.

SWIMMING POOL

Conferences or Marriage Parties - 1500 to 2500 persons

BAKERY

Varieties of freshly-baked bread, Bread rolls, French loaf,

Cookies, Cheese straws and Cakes with Free Home delivery

BEAUTY SALOON

Menaka” beauty Salon is located in the shopping arcade of the

hotel and offers various beauty treatments and services including

hair cuts

Restaurant

Spice Court :

A restaurant that shows the grandeur of a royal

court, sunlit through an atrium, offering subtly

spiced food from Thailand to India. The alluring

vista of majestic palm-fanned columns, the aura of

quiet efficiency and the view of the pool spell royal

serenity.

Seats: 82, Timings: 12pm to 3 pm & 8 pm to 11 pm

(open for Lunch & Dinner, facing the swimming pool ),

with live Indian music.

Heritage Room :

A small, secluded, and private dining area

adjoining the Spice Court.

Cuisine : Indian, Continental, Chinese, Thai, and Mughlai

Bar : Well stocked Bar

Vaishali Cafe

Vital to two religions towards which Mauryan King

Ashoka was drawn, this city has seen many mighty

empires. Apart from being the world's first

democratic republic, it has found mention in the

great epic 'Ramayana'. The charm of Café reflects

this.

Seats: 32, Timing 7.30 am to 11 pm (Buffet

Breakfast 7.30 am to 10 am)

Cuisine : Indian, South Indian, Continental,

Chinese and Snacks

Bollywood Treat :

A vegetarian family restaurant offering mouth

watering delights like chaat, south Indian,

sandwiches, and bakery fresh pastries. The

ambience of the restaurant is breathtaking not

because of the scenic Views that it offers but

because of the inherent theme of Boll wood Glitz

in every aspect of the décor. An additional

attractive feature of this restaurant is video games

and a toy train available to entertain kids. Seats: 70

Timings: 12 pm to 10 pm .

BANQUETS/ HALLS

Kautilya Hall :

A name given to 'Chanakya' in recognition of his

shrewdness. He has authored the 'Arth Shastra', in

which his approach to Diplomacy and rules that

govern society are extremely relevant, even today.

He was the centre of attraction of many a court; our

biggest convention centre honors’ him.

Theatre Style - 250 to 300 persons

U -Shape / Classroom - 80 to 100 persons For Party /

Marriage - 400 to 500

Nalanda Hall :

The site of one of the most noted monasteries for

people coming from all over Asia, it was well

known for its intellectual life. In its time, it was

known to have over 10,000 students and 2,000

teachers. Our second biggest convention centre is

named after this site.


U-Shape / Classroom - 40 to 50 persons

For Party - 100 to 150 persons

Chanakya Hall :

Legendary advisor to Mauryan Kings, he gave

them total loyalty. No major decision was ever

made without consulting him. To inspire others, we

have named our Conference room after him.




Durbar I & Durbar II Hall :

Courts and Chambers where discussions were held

and decisions made, these massive halls were

exquisitely decorated. Often Kings would spend

hours here taking stock of their subjects. Such are

the conventions we have recreated.




Lumbini Hall :

The birthplace of Prince Siddhartha who was

destined to be the Enlightened One and spend many

years in what was to become the Mauryan Empire.

This fertile region in Nepal is still visited today by

tourists all over the world. At Hotel Maurya-Patna,

this is embodied by a well-appointed hall for

conferences, a swimming pool, lush lawns and

sprawling gardens.




Administrator Hall :

A similar chamber in which open discussions are held and

reviews made of the happenings during the preceding week.

This debriefing exercise helps to shape rules and policies for

coming weeks.

Board Room :

Often the venue where Directors of a company or

conglomerate discuss agenda and deliberate over

important issues. Owing to the sensitive nature of topics,

complete privacy is assured.

Oval Shape - 15 to 20 persons

Ashoka Hall :

A Mauryan King recognized as one of the greatest and

most respected of Indian sovereigns. His wisdom and

velour were unmatched; at a very young age he realized

the futility of violence, and found it far more rewarding

to propagate the message of love. This hall is in his

memory.




ROOM FACILITIES

Club Room : These are our high end premium rooms with

richly detailed interiors and excellent room facilities.

Mauryan Chambers : Rooms to suit the budget traveller. A

popular category for company executives as also the cost

conscious traveller.

Oriental Room (Suite) : Cozy and compact set of rooms

impeccably furnished and decorated. The motif adopted for

this accommodation reflects the mystique of China and the

allure of the East. The essence of Dragons and Mandarins find

a natural home here.

Residency Appartment (Suite) : This VVIP suite of rooms is

infused with the aura of British Royalty, and has the old world

colonial charm of yesteryear. Its spacious living room area can

comfortably seat a horde of guests.

Mithila Suite : Neighbours to the Magadh Empire was the

Mithila Kingdom, distinctive in its art style and architecture.

The essence of Mithila is recaptured in this large Suite.

Grant Prix Suite : This is an extremely well appointed Suite

of Rooms, tastefully decorated in cane (even the refrigerator is

cane !) with all modern amenities. It is so named that a stay

here is always regarded as being richly rewarding.

Location

It is situated in the city's quietest area

2 km. from Railway Station

4 km. from Bus Stand

All Government & Multi-national Offices are within

a range of 2 kms. Location Map.

INTRODUCTION

Effectiveness of Human Resource Planning

There are various business sectors playing an important role in the economy

development in the country.

HRP is the process by which an organization ensures that it has the right number and

right kind of people, at the right place, at the right time, capable of effectively and efficiently

completing those task that will help the organization to achieve its overall objectives.

In view of the above it was desirable to know that principle and practices adopted by

management of the Company for future growth of Bihar economy .

This project is aim that studying the management behavior intermediaries behaviors in

dealing with customer and consumer behaviors regarding Company so, that conclusion may be

derived regarding HRP.

Now a day’s total quality management is appropriate techniques to manage the business

venture by continuous important to employees, continuous empowerment in work process.

This project report is for used around total quality management practices adopted by

Hotel Maurya.

A descriptive type of research on “HRP “will provide some valuable information that will

be helpful to describe the total scenario of the employees satisfaction & attitude . It will be also

helpful to identify some problems that act as barriers. It will be helpful to add some value of

employees of the organization.

In the present scenario Hotel Maurya, is the leading in hotel industry with brand name in Bihar,

faces competition with numerous local,& National, brands. The study will lead to developing

understanding about employees perception in Hotel Maurya as a brand; its history is also

different from others available in the market. the factors affecting its success and the modus

operandi involved. Finally the study will try to compare the other brands with in Patna, The

study would primarily aim to develop the “HRP in Hotel Maurya Patna .

INTRODUCTION

OF

HUMAN RESOURCE PLANNING (HRP)

INTRODUCTION TO HUMAN RESOURCE

MANAGEMENT

Human Resource (or personnel) management, in the sense

of getting things done through people, is an essential part

of every manager’s responsibility, but many organizations

find it advantageous to establish a specialist division to

provide an expert service dedicated to ensuring that the

human resource function is performed efficiently.

“People are our most valuable asset” is a cliché, which no

member of any senior management team would disagree

with. Yet, the reality for many organizations are that their

people remain under valued, under trained and under

utilized.

The market place for talented, skilled people is

competitive and expensive. Taking on new staff can be

disruptive to existing employees. Also, it takes time to

develop ‘cultural awareness’, product / process /

organization knowledge and experience for new staff

members.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

Following are the various functions of Human Resource Management that are

essential for the effective functioning of the organization:

1. Recruitment

2. Selection

3. Induction

4. Performance Appraisal

5. Training & Development

Recruitment

The process of recruitment begins after manpower requirements are

determined in terms of quality through job analysis and quantity through

forecasting and planning.

Selection

The selection is the process of ascertaining whether or not candidates

possess the requisite qualifications, training and experience required.

Induction

Induction is the technique by which a new employee is rehabilitated into the

changed surroundings and introduced to the practices, policies and purposes

of the organization.

WHAT IS HRP

According to Edwin B. Geseter “Human Resource planning is a process

including forecasting , developing, implementing and controlling by which

a firm ensures that it has the rightnumber of people and the right kind of

people at the right place and the right time for things for which they are

economically useful”.

OBJECTIVE OF HRP

To link HRP with organizational planning .

To ensure optimum, planned use of human resource currently

employed.

To access or forecast future skill requirments.

To provide control measures to insure that necessary resources are

made available as and when required.

More specific reasons for attaching importance to HRP and

forecasting exercises are :-

I. To determine recruitments levels .

II. To anticipate redundencies and avoid unnecessary dismissals.

III. To determine optimum training levels .

IV. To provide a basic for management development programmes.

V. To deploy the manpower in new projects.

VI. To enable the organization to identify trouble spots.

VII. To study the cost of overheads and value of service function.

VIII. To decide whethere certain activities need to be subcontracted.

Steps in HRP

Assessing currenet human resource.

Forecast of future human requirements.

Drawing up requirement plan.

Designing Training and deveiopment plan

PROCESS OF HRP

Deciding goals or objective.

Estimating future organizational structure and man power requirements.

Auditing Human Resources.

Planning job requirements and job deceriptions

Developing a human resource plan.

BENEFITS OF HRP

Enables the upper management to have a better view of the

human resources dimension of the business decisions.

Personnel costs may be less because management can anticipate

imbalances before they become unmanageable and expensive .

More time is provided to locate source talent .

Better opportuniroups in exist to include women and minority

groups future growth plans.

Better plannings of assignment to deveiop managers can be done.

Major and successful demands on local labour markets can be

made.

WHAT SHOULD HRP BE?

Correlated with the organization's philosophies and mission

Cover assessment of performance as well as potential for development

Look after the needs of both the individual and the organization

Help create a clean environment

Rewards linked to achievements

Generate information for personnel development and career planning

Suggesting appropriate person-task matching

LIMITATIONS

Communicating the Standards

Measuring Performance

Comparing the actual with the standards

Discussing the appraisal

Taking Corrective Action

Errors in Rating

Lack of reliability

Negative approach

Multiple objectives

Lack of knowledge

EFFECTIVE TOOLS TO RATE EMPLOYEES PERFORMANCE

Accuracy Teamwork

Administrative Skills Technical Skills

Analytical Skills

Communication Skills

Creativity

Customer Service

Dependability

Flexibility

Initiative/Motivation

Judgment/Maturity

Knowledge

Leadership

Management Skills

Personal Qualifications

Planning

Problem-Solving

Results-Orientation

Selling Skills

MANAGEMENT BY OBJECTIVES

The concept of ‘Management by Objectives’ (MBO) was first given by Peter Drucker in

1954. It is as a process whereby the employees and the superiors come together to identify

common goals, the employees set their goals to be achieved, the standards to be taken as the

criteria for measurement of their performance. The essence of MBO is participative goal

setting, choosing course of actions and decision making.

UNIQUE FEATURES AND ADVANTAGES OF MBO

The principle behind Management by Objectives (MBO) is to create empowered employees who have

clarity of the roles and responsibilities expected from them, understand their objectives to be achieved

and thus help in the achievement of organizational as well as personal goals.

Some of the important features and advantages of MBO are:

Clarity of goals – With MBO, came the concept of SMART goals i.e.

Specific, Measurable, Achievable, Realistic, Time bound.

The goals thus set are clear, motivating and there is a linkage between organizational goals and

performance targets of the employees. The focus is on future rather than on past Performance

with periodic reviews and feedback.

Motivation – Involving employees in the whole process of goal setting and increasing employee

empowerment increases employee job satisfaction and commitment.

Better communication and Coordination – Frequent reviews and interactions between

superiors and subordinates helps to maintain harmonious relationships within the enterprise and

also solve many problems faced during the period.

360 Degree Performance Appraisals

360 degree feedback, also known as 'multi-rater feedback', is the most comprehensive appraisal where

the feedback about the employees’ performance comes from all the sources that come in contact with the

employee on his job.

360 degree respondents for an employee can be his/her peers, managers (i.e. superior), subordinates, team

members, customers, suppliers/ vendors - anyone who comes into contact with the employee and can

provide valuable insights and information or feedback regarding the "on-the-job" performance of the

employee

360 degree appraisal has four integral components:

1 Self appraisal

2. Superior’s appraisal

3. Subordinate’s appraisal

4. Peer appraisal.

Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his

achievements, and judge his own performance.

Subordinates appraisal gives a chance to judge the employee on the parameters like communication

and motivating abilities, superior’s ability to delegate the work, leadership qualities etc. Also known

as internal customers, the correct feedback given by peers can help to find employees’ abilities to

work in a team, co-operation and sensitivity towards others.

http://appraisals.naukrihub.com/self-appraisal.html

http://appraisals.naukrihub.com/pa-feedback.html

Benefits of Performance Appraisal

Measures an employee’s performance

Helps in clarifying, defining, redefining priorities and objectives.

Motivates the employee through achievement and feedback.

Individual feedback helps people to rectify their mistakes & get ahead, focusing, ore on their

unique strength

Facilitates assessment and agreement of training needs.

Helps in identification of personal strengths and weaknesses.

Plays an important role in Personal career and succession planning.

Clarifies team roles and facilitates team building.

Improves understanding and relationship between the employee and the reporting manager and

also helps in resolving confusions and misunderstandings.

Plays an important tool for communicating the organization’s philosophies, values, aims,

strategies, priorities, etc among its employees.

Appraisal offers a rational basis for constructing a bonus or merit system.

REASONS TO FAIL PERFORMANCE APPRAISAL

Managers lacks information concerning an employee’s actual performance

Standards to evaluate an employee

Managers do not take appraisal seriously.

Managers are not prepared for the appraisal review with the employee.

Managers are not honest/sincere during the evaluation.

Managers lack appraisal skills.

Employee does not receive ongoing performance feedback.

Insufficient resources offered to reward performance.

There is ineffective discussion of employee development.

Manager’s uses ambiguous language in the evaluation processes.

Performance appraisals and reviews are often time consuming, with faulty methods to

measure performances and generating false results and the decisions taken can be politically

influenced.

Rating Errors in Performance Appraisals

Performance appraisals are subject to a wide variety of inaccuracies and biases referred to as 'rating

errors'. These errors can seriously affect assessment results. Some of the most common rating errors are: -

Leniency or severity : - Leniency or severity on the part of the rater makes the assessment

subjective. Subjective assessment defeats the very purpose of performance appraisal. Ratings are

lenient for the following reasons:

a) The rater may feel that anyone under his or her jurisdiction who is rated

unfavorably will reflect poorly on his or her own worthiness.

b) He/She may feel that a derogatory rating will be revealed to the rate to detriment

the relations between the rater and the ratee.

http://appraisals.naukrihub.com/performance-review.html

c) He/She may rate leniently in order to win promotions for the subordinates and therefore, indirectly

increase his/her hold over him.

Central tendency : - This occurs when employees are incorrectly rated near the average or middle

of the scale. The attitude of the rater is to play safe. This safe playing attitude stems from certain

doubts and anxieties, which the raters have been assessing the rates.

Halo error: - A halo error takes place when one aspect of an individual's performance influences

the evaluation of the entire performance of the individual. The halo error occurs when an

employee who works late constantly might be rated high on productivity and quality of output as

well ax on motivation. Similarly, an attractive or popular personality might be given a high

overall rating. Rating employees separately on each of the performance measures and

encouraging raters to guard against the halo effect are the two ways to reduce the halo effect.

Rater effect : -This includes favoritism, stereotyping, and hostility. Extensively high or low score

are given only to certain individuals or groups based on the rater's attitude towards them and not

on actual outcomes or behaviors; sex, age, race and friendship biases are examples of this type of

error.

Primacy and Regency effects : - The rater's rating is heavily influenced either by behavior

exhibited by the ratee during his early stage of the review period (primacy) or by the outcomes, or

behavior exhibited by the ratee near the end of the review period (regency).

Performance dimension order : - Two or more dimensions on a performance instrument follow

each other and both describe or rotate to a similar quality. The rater rates the first dimensions

accurately and then rates the second dimension to the first because of the proximity. If the

dimensions had been arranged in a significantly different order, the ratings might have been

different.

Spillover effect : - This refers allowing past performance appraisal rating lo unjustifiably

influence current ratings. Past ratings, good or bad, result in similar rating for current period

although the demonstrated behavior docs not deserve the rating, good or bad.

Employees Appraisal Process - Key to Change organizational Culture

The Employees appraisal process provides an opportunity for introducing organizational change. It

facilitates the process of change in the organizational culture. The interactive sessions between the

management and the employees, the mutual goal setting and the efforts towards the of the employees

help the organization to become a learning organization. Conducting performance appraisals on a regular

basis helps it to become an ongoing part of everyday practice and helps employees to take the

responsibility of their work and boosts their professional development.

Various studies in the field of human resources have already proved that Employees appraisal process

can affect the individual performance (in a negative or positive way), thus having an impact on the

collective performance.

Performance appraisal: An opportunity for an organizational culture shift

Employees appraisal process focuses on the goal setting approach throughout the organisation.

Employees appraisal helps the clarity and understanding of the roles and responsibilities of the

employees.

The employees appraisal processes have the potential positive effects on recruitment

It increases organizational effectiveness i.e. what to do and how to do through a formal and

structured approach.

Some evidence of the beneficial effects of team rewards

Therefore, employees appraisal is also an important link in the process of change in organization

culture.

MOTIVATIONAL FACTOR AT

WORK

TO INCREASE PERFORMANCE

It is very much necessary to increase the morale

Frederick Herzberg, contributed to human relations and motivation two theories of motivation as follows:

http://appraisals.naukrihub.com/

Hygiene Theory

Motivation

Herzbergs' first component in his approach to motivation theory involves what are known as the hygiene

factors and includes the work and organizational environment. These hygiene factors include:

The organization

Its policies and its administration

The kind of supervision (leadership and management, including) which people receive while on

the job

Working conditions (including)

Interpersonal relations

Salary

Status

Job security

These factors do not lead to higher levels of motivation but without them there is dissatisfaction.

The second component in Herzbergs' motivation theory involves what people actually do on the job and

should be engineered into the jobs employees do in order to develop intrinsic motivation with the

workforce. The motivators are

Achievement

Recognition

Growth / advancement

Interest in the job

These factors result from internal instincts in employees, yielding motivation rather than movement.

Both these approaches (hygiene and motivation) must be done simultaneously. Treat people as best you

can so they have a minimum of dissatisfaction. Use people so they get achievement, recognition for

achievement, interest, and responsibility and they can grow and advance in their work.

Therefore, the hygiene and motivation factors can be listed as follows:

Hygiene

Company policies and administration

Supervision

Working conditions and interpersonal relations

Salary, status and security

Motivators

Achievement

Recognition for achievement

Interest in the task

Responsibility for enlarged task

Growth and advancement to higher level tasks

Therefore, the working environment has an effect on groups as follows:

It will affect the morale of the group.

It will determine whether the group achieves the objectives set by the organization.

It will determine whether the degree of cooperation provided by the group

It will motivate the group to give of their best.

It will determine whether the human relations within an organization are good or bad.

It will also affect the relations between management and trade unions.

HRP METHODUSED IN MAURYA HOTEL

The I&P procedure and Policies is used in hotel to evaluate employees performance.

It is an open system for evaluation.

Evaluation must be done on a regular basis for all employees. It took place at least twice in a year

on a regular basis.

The evaluation of employees are performed by supervisor during the process, the Employee

Evaluation is done in consultation with their subordinates.

When the evaluation is being processed, the head can either sit together with the subordinates or

ask them to give their comments for employee evaluation.

The Candidate Can also is sitting in if one wants a completely transparent evaluation system.

Evaluation Based on past as well as present performance of employee’s.

The I&P Procedure and policy is plan for person’s career enhancement for employees motivation.

Also provide company’s succession planning.

Evaluation for all Department heads have been done

by GM.

If an HOD wishes to reward a candidate by giving promotion or above normal increment, than a

committee should be formed to screen all evaluations and also to check that no deserving

candidate has been missed out.

I&P procedure and policies are based on BARS method.

CONTENT NEEDED FOR HRP IN MAURYA HOTEL

Comment on work attitude – Exhibits enthusiasm and cooperativeness on the job.

Cost & Profit awareness -

Team work & leadership skills – Willingness and ability to work with others to produce

desired goals

and motivate others towards their work.

Dependability – Conscientious, through reliable, accurate, with respect to attendance ,

reliefs, lunch breaks etc

Initativeness – Activeness towards work.

Job knowledge – A clear understanding of factors connected with the job.

Productivity – Volume of work under normal working conditions.

Performance Trend.

Quality of work – Neatness, thoroughness, and accuracy of work.

Rating scales

Rating scales can include 5 elements as follows:

• Unsatisfactory

• Fair

• Satisfactory

• Good

• Outstanding

CRITERIA FOR HRP IN HOTEL MAURYA

The procedures are built on the premise that each individual possesses different

abilities and skills, and no one individual should be expected to perform

peerlessly in all areas.

Performance is compared with expectations - the current position description.

The procedures comprise both subjective and objective measures.

Evaluations are sought from persons in a position to make valid judgments.

The supervisor has the major responsibility in each area.

The evaluation is completed in cooperation with the individual.

The distribution of results is clearly explained and controlled.

Supervisors are capable of evaluating performance in an effective and fair

manner.

A result of the evaluation process is the identification of individual

development needs and the creation of a plan by which that development will

be achieved.

The criterion on which performance is evaluated has been clearly

communicated to the individual prior to the commencement of the evaluation

process.

TRAINNING PROGRAM CONDUCTED IN MAURYA HOTEL

Trainning program creates empower employees to take decisions without fear of falling. It provides

growth for individual development for career growth & fullfill the goal of organization. Equiped people

with requisite skills to discharge their duties well.

Work guide to employee training:

This training type is to provide new employees with new information, knowledge and instruction

about the job and company. It also helps the employees to quickly get on well with the working

condition and working style of the new company.

Skill training and coaching.

This type helps the employee to have professional and suitable skills to fulfill the required job.

Job safety Training:

This type of training instructs the employee how to work safely in preventing industrial accidents.

Job qualification training and improving :

This type is often carried out periodically in order to help the professional staff to keep up to date

with new knowledge and skills

Administrative capability training and developing:

This type helps the administrators to become concerned about and familiar with new working

methods, to improve their practical skills and management and employee motivation experiences

in the company

METHODS OF TRAINNING

IN HOUSE TRAINNING

EXTERNAL TRAINNING

ROLES IN THE HRP PROCESS

a) Reporting Manager

Provide feedback to the reviewer / HOD on the employees’ behavioral traits

indicated in the PMS Policy Manual

Ensures that employee is aware of the normalization / performance appraisal

process

Address employee concerns / queries on performance rating, in consultation with

the reviewer

b) Reviewer (Reporting Manager’s reporting Manager)

Discuss with the reporting managers on the behavioral traits of all the employees

for whom he / she is the reviewer

Where required, independently assess employees for the said behavioral traits;

such assessments might require collecting data directly from other relevant

employees

c) HOD (In some cases, a reviewer may not be a HOD)

Presents the proposed Performance Rating for every employee of his / her

function to the Normalization committee.

HOD also plays the role of a normalization committee member

Owns the performance rating of every employee in the department

d) HR Head

Assists HOD’s / Reporting Managers in communicating the performance

rating of all the employees

OBJECTIVE

The project report preparation is a part of curriculum of MBA. For the purpose it is

required for an award of our MBA degree that we should go through a practical training for 45

days.

The main objectives of the study are as under:-

a. To gain practical knowledge regarding principal and practices in general

management, principles and practices in Human Resource management approaches

for gaining the knowledge .

b. To gain valuable and vital suggestions for improvement in the modern management

practices.

A project is a scientific systematic study of real issue on a problem with the application of

management concept & skill. The study can deal with small &big issue in and division of an

organization. It can be case study where a problem has been dealt with through the process of

management; the essential equipment of a project is that it should contain scientific collection of

data, analysis & interpretation of data leading to valid conclusion.

Actually it is way to practice what we have learnt. It enables me to apply my conceptual

knowledge in a practical situation and to learn the art of conduction study & presenting the

findings the findings in systematic and scientific manner.

I was placed in ‘Hotel Maurya’ on a topic “Effectiveness of Human Resource

Planning(HRP)”.

RESEARCH METHODOLOGY

Research is the System process of collecting and analyzing information (data) in order to increase our understanding of the phenomenon about which we are concerned or interested.The project work includes the collection of data i.e. the process of recording the responses and information.

Sources of DataThe data for the research was collected through various sources.

1) Primary Data :The information about the HRP program of were obtained by:

By discussing the various issues related to HRP programs of the Hotel Maurya directly with the management, etc.

The opinion of the workers about the HRP of Maurya hotel obtained through questionnaires and observations.

2) Secondary Data: The data for the research was also collected through

Profile Book of Maurya Hotel.

Records of various HRP programs conducted at the Hotel In the last few years.

It is defined as a highly intellectual human activity used in the investigation of

nature and matter and deals specifically with the manner in which data is

collected, analyzed and interpreted.

Research simply means a search for facts. It is directed towards findings answers to pertinent

questions and solutions to problems.

It emphasizes the development of generalization, principles of theories. The search for facts through

may be made through either arbitrary(or unscientific) method or scientific method.

It is a purposive investigation. It is organized enquiry.

METHODS USED IN COLLECTING DATA IN MAURYA HOTEL

We have collected three types of primary data in the training period in the organization.

Observation:- we observed in Maurya Hotel that there is an open communication between

worker’s and manager’s. Every one has a right to discuss problem and management always give

genuine judgment and solutions.

Questionnaire:- A questionnaire was developed to analyze and compare the satisfaction level of

employees regarding the HRP programs at their respective organizations. By using this method

we collected a lot of information’s about the working system of this organization.

interview :- An Interview schedule was also devised for the HR Managers of the Organizations,

to get an insight about the present HRP system processes and successful serve the objective of

organization and individual both.

To what extent Management is satisfied with the employee attributes

To what extent I&P Policy & procedure success in Maurya hotel at different level.

To what extent HRP offers a Valuable Opportunity for employees

To what extent HRP concern about the employees: --

The judgment of process can be

FINDINGS

FINDING The following points were derived form the comparative

study of evaluation system of HRP in Maurya Hotel, on the basis of

questionnaire & interview.

Through the HRP process give Priorities for employee motivation

towards work, career development of individual through the training

need assessment .

It was found that there exists a proper communication channel, so

that every employee is made aware of HRP system of organization

and its objective. This enables the employee to relate themselves

with the ultimate goal of the organization

It was found that there exist a transparent evaluation system of

HRP.

HRP system is based on behaviorally anchored rating scale.

Managers is prepared for the HRP review with the employee’s.

Sufficient resources offered to reward performance.

There is a good environment & culture of excellence

For motivating the employees at all levels.

RECOMMENDATIONS

RECOMMENDATION

Organization must take initiatives to acquire Management by

objective method for employee planning, so that employee

engagement will be high & also employee can take participation

to set their goals and give valuable ideas, this will create

empowered employees who have a clarity of roles

&responsibilities.

MBO provides frequent interactions between superior and sub-

ordinates helps to maintain harmonious relations & encourage

communication..

The remuneration must be fair and equitable. It should be fair in

relation to employee’s skills, abilities & organizational standards.

Superior should have urge to be frank both for the benefit of

employee and accuracy of the HRP record.

Supervisor should give satisfactory ratings, despite poor

performance, because poor performance is a indication of

employee discontent.

The training programme should be made more interesting and the

employee’s intelligence and motivational level should be

checked throughout the programme. If the employee is lagging in

any of these areas than other training programme can be

conducted.

Provide new challenges to rejuvenate flattening corner.

Encourage teamwork & team spirit and open communication.

If any new activity is about to start give prior information to the

employee’s before one or two week.

Evaluation system must be biases & judgmental error free.

LIMITATIONS

LIMITATIONS OF THE STUDY

Questionnaires are being considered as a very important means of

collecting Primary Data, but several times it has been found that it

does not result into fruitful results. This is due to the following

reasons:

People are found mostly indulged in their own activities and

dealing with their own day-to-day problems and therefore

they give less attention as desired in answering the questions

and they fail to devout the time they should give while

answering the questions.

Different individuals may perceive the same question

different, and it may thus end in improper evaluation of the

questionnaire.

Due to some inner fear that the options and views would be

disclosed to the upper management, people are quite reluctant

in answering the questions.

Nearly 90% of all communication is visual. Gestures and

other visual cues are not available with written questionnaire.

The lack of personal contact will have different effects

depending on the type of information being requested. A

questionnaire requesting factual information will probably not

be effected by the lack of personal contact. A questionnaire

probing sensitive issues or attitudes may be severely affected.

BIBLIOGRAPHY

BIBLIOGRAPHY

BOOKS

Human Resources Management

Human Resource Management

AUTHORS

A. Subba Rao

K. Aswathapaa

WEBSITE

www.google.com

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Mona's Project Report (1)

Documents

Transcript of Mona's Project Report (1)