Holiday Inn Hrm
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Human Resource Management
Holiday Inn Presented by: •Fatima •Hassan •Maryam •Usama •Saad
Presentation Summary
Introduction • Holiday inn – Founded inn 1952 – In Memphis – By homebuilder Kemmons Wilson – 19721,400 holiday inn hotels worldwide – July 1995 3600 branches over 100 countries •
• 1995 holiday inn Lahore – The only branch
•
HOLIDAY INN LAHORE • 1 of the executive hotels in Lahore •
• 4 star Property •
• 120 rooms & 8 sweets •
• Rooftop Buffet & Swimming Pool •
• Competitors – PC – Avari
Organizational Chart • Flat Structure • 9 Departments
HR Department • 5 people •
ROLE OF HRM • Ahead of roles as Record Keeper & Administrator •
• Goals productivity and value added services •
• A seat at Strategic Table
RESPONSIBILITIES OF HRM • Developing a well defined culture of the organization •
• Designing the organizational structure & roles of employees •
• Formulating staffing needs to achieve development strategies •
• Formulating Performance management strategies •
• Designing a proper strategy to motivate & reward employees. •
Personnel Planning • Not in practice in very formalized form – Not needed as business is neither changing nor expanding •
• Termed as “Manning” – No. Of employees to be working in specified year – HR works towards maintaining this number
Recruitment • Pillar in HR responsibilities •
• EEO compliance •
• 1st step: job analysis
– Complete and formal job analysis for each position – Analysis information is provided by the concerned department supervisor and head – Observation & interviews are the sources
•
Job Analysis Sample • Job Analysis – Job title – Department – Reporting person – Job summary – duties and responsibilit ies •
INTERNAL RECRUITMENT • Is in Practice •
• Methods Used – Job Posting – Rehiring – No Succession Planning
External Recruitment • Is in Practice •
• Methods used
– Walk In’s • Thursday walk in interviews • Most Popular
– Referrals
• industry of contacts and referrals • Preferred
– Advertisements
• Least Used • Only for Key positions
– Internships
RECOMMENDATIONS • Use of various tools in collecting info for job analysis – Questionnaires managerial jobs – Diary logs rank in file staff
•
• Information should also be collected by the employees currently performing the job – Verify the knowledge
• • •
RECOMMENDATIONS • Internal Recruitment – Replacement charts and position replacements cards – Succession Planning •
• External Recruitment – Advertisement in newspapers diversified pool of candidates – Internet and job sites Job Monster & rozee.com – Employment agencies – Headhunters Executive recruitment – College recruiting and internships fresh minds
TESTING & SELECTION • 1st Step: Application Forms – personal details of the applicant – educational qualifications – Interests – references – CV (Curriculum Vitae) •
Application Form Sample
TESTING & SELECTION • 2nd Step: Screening • 3rd Step: Interview – Three phase interview session – Job related interview – Individual Interview Rank In File Staff – Panel Interview Managerial Position
TESTING & SELECTION • 4th Step: Testing not diversified – Criterion Valid – Depend on job
• written tests for desk staff • Cookery Test for chefs •
• 5th Step : Selection on Probation – 3-6 months
•
• 6th Step: Background and reference checks •
•
7th Step: Physical examination test
•
• 8th Step: Permanent Hiring
– No Temp Employees or Part time Workers
•
Recommendations • Improved Testing
– cognitive abilities Tests managerial staff – the personality assessment approach
•
• Improved Interviewing
– Behavioral interviews managers – situational interviews managers – Puzzle Questions technical and finance staff
•
• Open ended questions in reference Information
TRAINING & DEVELOPMENT • Orientation
– Provided by HR department & Departments – Rules, policies, terms of employment – Property tour
•
• No formal training department •
• Training programs
– Daily Basis conducted by department heads – Yearly Basis HR department
•
TRAINING & DEVELOPMENT • Methods Used: – – – – – – – –
OJT Lectures Multimedia & Overhead projectors In house Training Short Courses Job Instructions front desk workers Role playing technique waiters Outsourcing security personnel COTHM free of cost courses
•
• Effectiveness of Training Programs
– Skills training performance record
•
Recommendations • Formal Training department •
• Job rotation technique •
• Training from abroad •
• Incentives should be related to training •
• E-learning
Benefits & Incentives • Pay for time not worked – – – –
21 annual leaves 8 sick leaves 10 casual leaves Severance pay 2 week to 1 month salary
•
• Insurance Benefits Life insurance •
• Medical Benefits only to employee •
• Retirement Benefits – Provident Fund defined contribution plan – Social Security • Retirement income death benefits • Disability Benefit payable •
Benefits & Incentives • Meal Allowance One time lunch + Two times tea free of cost •
• Cars & Mobile Phones •
• Other Benefits – – – – – –
Discount on hotel rooms & banquet hall 50 % off on food Appreciation Letter Employee of the Month Annual employee Day Service Awards Employee Birthday Celebrations
Recommendations • Extended medical allowance •
• Flexi-time •
• Greater delegation & work recognition •
• Team approach •
• Awards for punctuality or attendance •
• Job enlargement & Job enrichment
Performance Appraisal • Employee appraisal performance of an employee is evaluated in terms of quality, quantity, cost and time •
• Employees on probation 3 consecutive months appraisal •
• Permanent Employees Annual Appraisal •
• Conducted by immediate supervisors or boss •
• Tool Used Graphic rating scale
• •
Performance Appraisal Form
Performance Appraisal • One to One meeting with supervisors •
• Use: – Salary rise – promotions – internal recruitment •
Recommendations • Different Appraisal Techniques different level & nature of jobs •
• 360 degree appraisal technique •
• Training to fill appraisal forms, minimizing – – – –
•
Central tendency Biasness Leniency Strictness
Conclusion • Implementation of recommendations – – – –
Prevailing culture Adaptability of workforce Extent of competition Costs for the hotel
•
• Restructuring HR department
– New spirit – Trained, motivated, flexible workforce – Long-term Success
Thank You
Holiday Inn Presented by: •Fatima •Hassan •Maryam •Usama •Saad
Presentation Summary
Introduction • Holiday inn – Founded inn 1952 – In Memphis – By homebuilder Kemmons Wilson – 19721,400 holiday inn hotels worldwide – July 1995 3600 branches over 100 countries •
• 1995 holiday inn Lahore – The only branch
•
HOLIDAY INN LAHORE • 1 of the executive hotels in Lahore •
• 4 star Property •
• 120 rooms & 8 sweets •
• Rooftop Buffet & Swimming Pool •
• Competitors – PC – Avari
Organizational Chart • Flat Structure • 9 Departments
HR Department • 5 people •
ROLE OF HRM • Ahead of roles as Record Keeper & Administrator •
• Goals productivity and value added services •
• A seat at Strategic Table
RESPONSIBILITIES OF HRM • Developing a well defined culture of the organization •
• Designing the organizational structure & roles of employees •
• Formulating staffing needs to achieve development strategies •
• Formulating Performance management strategies •
• Designing a proper strategy to motivate & reward employees. •
Personnel Planning • Not in practice in very formalized form – Not needed as business is neither changing nor expanding •
• Termed as “Manning” – No. Of employees to be working in specified year – HR works towards maintaining this number
Recruitment • Pillar in HR responsibilities •
• EEO compliance •
• 1st step: job analysis
– Complete and formal job analysis for each position – Analysis information is provided by the concerned department supervisor and head – Observation & interviews are the sources
•
Job Analysis Sample • Job Analysis – Job title – Department – Reporting person – Job summary – duties and responsibilit ies •
INTERNAL RECRUITMENT • Is in Practice •
• Methods Used – Job Posting – Rehiring – No Succession Planning
External Recruitment • Is in Practice •
• Methods used
– Walk In’s • Thursday walk in interviews • Most Popular
– Referrals
• industry of contacts and referrals • Preferred
– Advertisements
• Least Used • Only for Key positions
– Internships
RECOMMENDATIONS • Use of various tools in collecting info for job analysis – Questionnaires managerial jobs – Diary logs rank in file staff
•
• Information should also be collected by the employees currently performing the job – Verify the knowledge
• • •
RECOMMENDATIONS • Internal Recruitment – Replacement charts and position replacements cards – Succession Planning •
• External Recruitment – Advertisement in newspapers diversified pool of candidates – Internet and job sites Job Monster & rozee.com – Employment agencies – Headhunters Executive recruitment – College recruiting and internships fresh minds
TESTING & SELECTION • 1st Step: Application Forms – personal details of the applicant – educational qualifications – Interests – references – CV (Curriculum Vitae) •
Application Form Sample
TESTING & SELECTION • 2nd Step: Screening • 3rd Step: Interview – Three phase interview session – Job related interview – Individual Interview Rank In File Staff – Panel Interview Managerial Position
TESTING & SELECTION • 4th Step: Testing not diversified – Criterion Valid – Depend on job
• written tests for desk staff • Cookery Test for chefs •
• 5th Step : Selection on Probation – 3-6 months
•
• 6th Step: Background and reference checks •
•
7th Step: Physical examination test
•
• 8th Step: Permanent Hiring
– No Temp Employees or Part time Workers
•
Recommendations • Improved Testing
– cognitive abilities Tests managerial staff – the personality assessment approach
•
• Improved Interviewing
– Behavioral interviews managers – situational interviews managers – Puzzle Questions technical and finance staff
•
• Open ended questions in reference Information
TRAINING & DEVELOPMENT • Orientation
– Provided by HR department & Departments – Rules, policies, terms of employment – Property tour
•
• No formal training department •
• Training programs
– Daily Basis conducted by department heads – Yearly Basis HR department
•
TRAINING & DEVELOPMENT • Methods Used: – – – – – – – –
OJT Lectures Multimedia & Overhead projectors In house Training Short Courses Job Instructions front desk workers Role playing technique waiters Outsourcing security personnel COTHM free of cost courses
•
• Effectiveness of Training Programs
– Skills training performance record
•
Recommendations • Formal Training department •
• Job rotation technique •
• Training from abroad •
• Incentives should be related to training •
• E-learning
Benefits & Incentives • Pay for time not worked – – – –
21 annual leaves 8 sick leaves 10 casual leaves Severance pay 2 week to 1 month salary
•
• Insurance Benefits Life insurance •
• Medical Benefits only to employee •
• Retirement Benefits – Provident Fund defined contribution plan – Social Security • Retirement income death benefits • Disability Benefit payable •
Benefits & Incentives • Meal Allowance One time lunch + Two times tea free of cost •
• Cars & Mobile Phones •
• Other Benefits – – – – – –
Discount on hotel rooms & banquet hall 50 % off on food Appreciation Letter Employee of the Month Annual employee Day Service Awards Employee Birthday Celebrations
Recommendations • Extended medical allowance •
• Flexi-time •
• Greater delegation & work recognition •
• Team approach •
• Awards for punctuality or attendance •
• Job enlargement & Job enrichment
Performance Appraisal • Employee appraisal performance of an employee is evaluated in terms of quality, quantity, cost and time •
• Employees on probation 3 consecutive months appraisal •
• Permanent Employees Annual Appraisal •
• Conducted by immediate supervisors or boss •
• Tool Used Graphic rating scale
• •
Performance Appraisal Form
Performance Appraisal • One to One meeting with supervisors •
• Use: – Salary rise – promotions – internal recruitment •
Recommendations • Different Appraisal Techniques different level & nature of jobs •
• 360 degree appraisal technique •
• Training to fill appraisal forms, minimizing – – – –
•
Central tendency Biasness Leniency Strictness
Conclusion • Implementation of recommendations – – – –
Prevailing culture Adaptability of workforce Extent of competition Costs for the hotel
•
• Restructuring HR department
– New spirit – Trained, motivated, flexible workforce – Long-term Success
Thank You
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