HUMAN RESOURCE POLICIES

PEARL CONTINENTAL RAWALPINDI

GROUP MEMBERS

Wafa Abbas

Adeel Akbar

Naima Naz

Rabia javaid

Muhammad Usman

PEARL CONTINENTAL

INTRODUCTION

EVOLUTION

1964

1967

19681975

1990

Karachi

Lahore

Rawalpindi

Peshawar

Bhurban

INTRODUCTION

Taken by Hashwani Group in 1985

Name changed from Intercontinental to Pearl Continental

Running under holding company Pakistan Service Ltd(PSL 1958)

VISION/ MISSION STATEMENT

We are committed to dynamic growth and service excellence built upon our heritage of traditional hospitality. We strive to consistently meet and surpass guests, employees and others stakeholders expectations. We feel pride in making efforts to position Pakistan in the forefront of the international arena.

Strategies

Business Strategies

HR Strategies

BUSINESS STRATEGY

Customer service: Profitability: Growth profile: Compatibility: Traditional hospitality.

HR STRATEGIES

Compensation

Health & Safety

Training & Development

Recruitment & Selection

Job Analysis

OVERVIEW OF HR DEPARTMENT OF PC

Budget.Recruitment.Orientation.Training.Career planning, employee relation. . Review benefits/compensation etc.

MAIN FUNCTION OF HR DEPTT

Main Functions:

Recruit new personnel whenever it receives Vacancy Notices from any of the department.

Imparts induction and on-going training to the employees.Union contracts.

STRUCTURE OF HUMAN RESOURCE DEPARTMENT AT PC

Human Resource Manager

Asst Personnel Manager

Personnel Officer

Staff Oriented Officer,

Training Coordinator

Time Office Supervisor

JOB ANALYSIS

Job analysis explains the core area and capabilities required to perform a specific job

TOOLS FOR JOB ANALYSIS:

Interview Daily Dairy Observation

JOB ANALYSIS

Under job analysis followings heads are comes:

Job Description Job Specification Job Evaluation

JOB DESCRIPTION

Job descriptions are lists of the general tasks, or functions, and responsibilities of a position.

ELEMENTS OF JOB DESCRIPTION

Skills and Efforts.Tasks.Responsibility. Outlines of the Duty. Whom to Report the TaskEverything is mentioned in it for the

employees in a very detailed manner.

JOB SPECIFICATION

Job specification mean what is the requirement of the organization

Elements of job specification

Qualification of employee

Experience of employee

Personal attributes required for the job

Interpersonal skills and communication skills.

JOB EVALUATION

Job evaluation refers to studying in detail the job performance by all individual

FACTORS FOR JOB EVALUATION

Complexity of the job

Experience Required for the Job

Company Need for the Employee for that Job.

Abilities required performing a Job.

RECRUITMENT AND SELECTION

Creating a pool of well qualified and talented candidates and choosing the best candidate from that pool.”

RECRUITMENT AT PC

RECQRUITMENT PROCEDURE

Need for a jobIn case a dept feels to fill a vacancy, HOD of a

particular dept sends a requisite form to the Personnel Manager. In this form head of the department specifies whether the position is for a new employee, replacement, qualifications required and their respective justifications. This requisition form is sent to Personnel Manager and General Manager respectively for their approval

.Reason for new vacancies

SOURCES

Internal referrals External referrals Words of mouth Employment agency contacts

SELECTION

Mostly walk-in interviews are a part of selection method being followed by the HR Dept.

PC Rawalpindi has also tried consulting Central Bargain Agents for hiring employees but it failed to come up their standards.

SELECTION OF CANDIDATES

Eligibility of candidatesCV‘S are consulted at the time of needInterviews(walk in interview).

Working of selection board

Role of HR Department: Role of Staff officerRole of Human Resource ManagerRole of concerned dept Role of General Manager.

SELECTION BOARD

General Manager.

Human Resource Manager.

Asst Personnel Manager.

Head of Vacant post dept.

TESTS

Following are the tests taken by HR Manager

Personality tests.Psychological tests.Aptitude tests.Mannerism checksLearning capabilities. Tests are taken in an informal way.

AFTER SELECTION

Background Checks:A letter of confirmation and opinion is sent by

HR Dept to the previous organization to check the experience and reliability of the candidate.

personal misunderstandings are not considered.

Medical Test.

ORIENTATION:

A booklet of rules and regulations is issued to each newly selected employee to introduce the basic rules of the Hotel.

An employee also spends some time with each department to have an overview of the Hotel’s complete way of working.

TRAINING AND DEVELOPMENT

Training department:

This Dept is closely assisted by HR Development (HRD) i.e. under taken by Training Manager along with an Assistant. This training is organized within the Hotel.

Through dedicated and trained staff..

The new enrolled staff is employed and observed for 3-9 months of probation period.

Detailed orientation of all the departments is given

On the job training is conducted

CAREER PLANNING:

Employees who have the potential to rise further are chosen and trained for the next appointments.

To improve the skills of employees, frequent seminars, lectures and departmental briefings are conducted.

PERFORMANCE APPRAISAL

Performance appraisal is being done on monthly basis in PC Hotel and record is also maintained

.The main purpose is to create competitive environment in the Hotel.

To provide feed back to employees, employee of the month is selected.

Same in the case of supervisor.

COMPENSATION

Compensation basically is the program that encourage reward performance.

COMPENSATION

Pay System.

Ability to pay and skill of an employee are also kept in view while devising various pay scales.

Pay structure is design to control, the effect of inflation, pay compression and pay raises.

INCENTIVES AND REWARDS

Following are the rewards that are given to employees

Honesty awardsEmployee of the month.Supervisor of the month.Promotion to the next rank.Cash awards.

FURTHER BENEFITS TO EMPLOYEES

Transportation.Free meals during working hours and free

laundry for the uniform.Free medical Recreation allowance.Birthday cake for employees.GratuityBonus.

DEVELOPMENT OF EMPLOYEES RELATIONS

Inter and intra departmental relations are developed through frequent interactions.

Special meetings are held in case of any problem.

Internal problems of employees are solved through mutual understanding and co-operation

CONCLUSION

The importance of Human Resource Management in an organization cannot be denied.

In case of a Hotel industry it gains more importance where a large number of diverse workforces have to be handled by the management.

We have concluded that in PC Rawalpindi HRM is running in a very organized and systematic manner.

Because of their dedication and commitment to their duties.

REFERENCES

HASEENA GULHuman Resource Manager

HR Department

Attique –ur- RehmanHuman Resource Coordinator

HR Department

Contact Number:

051-556601 (Ext. 5870,5692)

THANKS