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A

PROJECT Report

On

“ANALYSIS OF HUMAN RESOURCE DEVELOPMENT

in

Hotel INDUSTRY”

IN PARTIAL FULFILMENT FOR THE REQUIREMENT OF THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION (MBA)

Session: 2017-18

Submitted to: Submitted by:-


DR (Mr.) Mukesh Dhunna Deep Shikha

H.O.D & proff. Roll NO : 01

H.I.M.T Rohtak MBA 4th Sem

HINDU INSTITUTE OF MANAGEMENT & TECHNOLOGY ROHTAK

AFFILIATED TO

Maharshi Dayanand University, Rohtak


ACKNOWLEDGEMENT

Project work is never the accomplishment of an individual. Rather, it is an amalgamation of the efforts,
ideas and co-operation of a number of entities. The compilation and presentation of this pustule has
bestowed me with an opportunity to show my gratitude to those subservient to it.

I am highly indebted to my Teacher Dr. (Mrs) Ashumani bhatia H.O.D & (Assistant
Professor) who has been the hallmark of this effort. Her guidelines made me comprehend the
enigmatical portion of the subject and were the sole animating force that coerced me to
meliorate my efforts without the support and guidance the project report would not have taken
shape.

DEEP SHIKHA
PREFACE

The project study has been conducted in lieu of requirement laid down by Maharshi Dayanand
University, Rohtak for the degree of MBA. Under this requirement, every study is supposed to write to
a project report an industrial or commercial organization. It enables the students to understand the
practical aspect of the conceptual studies learnt by them in the subject. The purpose of the research is
to supplement the academic knowledge of students with the practical knowledge and acquaint them
with the intricate problem, which are faced while applying the theory into practice. In the mercantile
world, there happen so many practices, which are not warranted under the law. On the training
enables the student to draw a via Media through which law can be implemented by twisting the same
in favour of the circumstances, without of course, violating the basis spirit of law. Thus, the importance
of providing on the training is immense and can’t be under scored by any stretch of imagination.

It provides an opportunity to the student to learn the practical aspects of the class room study with real
world conditions.
DECLARATION
I, DEEPSHIKHA Roll No. of MBA Semester 4 of Hindu Institute of Management &
Technology, Rohtak, hereby declare that the project entitled “ANALYSIS OF HUMAN
RESOURCE DEVELOPMENT In Hotel INDUSTRY” is an original work and the same has
not been submitted to any other institute for award of any other degree. The interim report was
presented to the supervisor on ……………….and the pre-submission presentation was made
on……………….. The feasible suggestions have been duly incorporated in consultation with
the supervisor.

Signature of the Candidate

DEEP SHIKHA

Counter signed

DR. (MRS) Ashumani Bhatia

H.O.D & (ASSISTANCE PROFESSOR )

DR (MRS) SHASHI BAHL

Director of the institute


Table of Content Page No

Acknowledgement

Preface

Declaration

Chapter-1 Introduction of study 2-10

 Size of the industry 11-15


 Role of Human resource development manager 16-29

Chapter-2 Review of literature 30-35

Chapter-3 Research methodology 36-39

 Objectives of the Study 40


 Scope of the study 41
 Limitations of the study 42

Chapter-4 Data analysis and interpretation 43-54


Chapter-5 Findings and Suggestions 55

 Findings of the study 56


 Suggestions 57
 Conclusions 58-59

Annexure 60

 Questionnaire 61-62
 Bibliography 63
CHAPTER-1
INTRODUCTION
CHAPTER-1

INTRODUCTION

Profile organization/Industry:

A hotel is an establishment that provides paid lodging on a short-term basis. The word hotel is

derived from, the French hotel coming from hotel meaning host, which was referred to as a

French version of a townhouse or any other building seeing frequent visitors, rather than a place

offering accommodation. Facilities provided may range from a modest-quality mattress in a

small room to large suites with bigger, higher-quality beds, a dresser, a refrigerator and other

kitchen facilities, upholstered chairs, a flat screen television and en-suite bathrooms. Small,

lower-priced hotels may offer only the most basic guest services and facilities. Larger, higher-

priced hotels may provide additional guest facilities such as a swimming pool, business centre

(with computers, printers and other office equipment), childcare, conference and event facilities,

tennis or basketball courts, gymnasium, restaurants, day spa and social function services. Some

hotels offer meals as part of a room and board arrangement. Hotels offer enormous range of

guest’s services such as banqueting, conference and fitness, sport and facilities, beauty spas,

bars, sophisticated restaurant, casinos, night clubs and casinos. Hotels falls into a number of

different categories which includes the glamorous five-star resort international luxury chains,

trendy boutiques, country house, conference, leisure or guest houses. Many are owner run

which offer personalized service to guests. This very dynamic sector offers good quality

accommodation, great variety of food and beverage, together with other services for all types of

customers. Careers in the hotel industry can be extremely rewarding, however, they are also

challenging and fast paced, which can be overwhelming for most people.
With offering every kind of accommodation catering for every type of taste, the hotel sector is

undeniably constantly growing and evolving, while refining its offering, improving its

experience and creating new products to serve and satisfy customer on a local and global level.

The hotel sector is always striving to offer excellent customer service throughout its operations.

In general, to be called a hotel, an establishment must have a minimum of six letting bedrooms,

at least three of which must have attached private bathroom facilities. Although hotels are

classified into 'Star' categories (1-Star to 5-Star). Now a day hotel industry growing very rapidly

and generates employment for the local peoples at large scale. It is an important component of

the tourism industry. It is a part of a broader service industry where people create the service

experience with specific skills to generate revenue. It has both influenced and is being

influenced by cultural, social and economical changes in society. This industry tends to satisfy

human needs and also play an important role in the satisfaction of social needs.

Hotel Industry is the way to provide the travelers from all over the world shelters, food and

home like services. Return of this the hotels get lots of foreign customers and also good amount

of money. That's how a hotel industry is run. Travelers when travel a long way to celebrate

some occasion or vacation and they find the hotels for shelter and other services like foods and

entertainment. India is a very famous holiday destination in the world, and provides ample

facilities as far as lodging is concerned. Many hotels and resorts have popped up in India over

the last few years to cater the accommodation needs of everybody. India is dotted with hotels

that fit in every budget. The Indian Hospitality Sector is witnessing one of its rare sustained

growth trends. Hotel industry is inextricable linked to the tourism industry and the growth in the

Indian tourism industry has fuelled the growth of Indian Hotel Industry. A major reason for the

demand for hotel rooms is the underlying boom in the economy, particularly the growth in the

information technology enabled services and information technology industries.


Categorization of Hotels in India

Hotels are classified according to the hotel size, location, target markets, levels of service,

facilities provided, number of rooms , ownership and affiliation etc.

a) Size - Or number of rooms

 Under 200 rooms

 200 to 399 rooms

 400 to 700 rooms

 More than 700 rooms

The above categories enable hotels of similar size to compare operating procedures and

statistical results.

b) Target Markets

Hotel targets many markets and can be classified according to the markets they attempt to

attract their guests. Common type of markets include business, airport, suites, residential, resort,

timeshare, casino, convention and conference hotels .

(i) Business Hotels: These hotels are the largest group of hotel types and they primarily cater to

business travelers and usually located in downtown or business districts. Although a Business

hotel primarily serves business travelers, many tour groups, individual tourists and small

conference groups find these hotels attractive. Guest amenities at business hotels may include

complimentary newspapers, morning coffee, free local telephone calls, Breakfast etc.

(ii) Airport Hotels: These types of hotels typically target business clientele, airline passengers

with overnight travel layovers or cancelled flights and airline crews or staff. Some hotels might

give free transport between hotel and airport. Some Airport hotels also charge the guest by hour

instead of normal daily night charges.


(iii) Suite Hotels: These kinds of hotels are the latest trend and the fastest growing segments in

the hotel industry. Such hotels have a living room and a separate bedroom. Professionals such

as accountants, lawyers, business men and executives find suite hotels particularly attractive as

they can work and also entertain in an area besides the bedroom.

(iv) Extended Stay Hotels: Extended stay hotels is somewhat similar to the suite hotels, but

usually offers kitchen amenities in the room. These kinds of hotels are for longstayers who

wants to stay more than a week and does not want to spend on hotel facilities.

(v) Serviced Apartments: Serviced Apartment / Residential hotels provide long-term or

permanent accommodation for Guest. Usually guest makes a lease agreement with the hotel for

minimum of one month up to a year. Rooms generally include living room, bedroom, kitchen,

private balcony, washing machines, kitchen utensils etc. Unlike normal hotels Serviced

apartment only provide weekly one housekeeping service.

(vi) Resort Hotels: Resort hotels are usually located in the mountains, on an island, or in some

other exotic locations away from cities. These hotels have recreational facilities, scenery, and

golf, tennis, and sailing, skiing and swimming. Resort hotels provide enjoyable and memorable

guest experiences that encourage guest to repeat to the resort.

(vii) Bed and Breakfast / Home stays: These are houses with rooms converted into overnight

facilities, this can size up to 1 to 10 guest rooms. They are also known as 'Home Stay's'. The

owner of the B&B usually stays on the premises and is responsible for serving breakfast to

guest.

(viii) Timeshare / Vacation Rentals: Another new type or segment of the hospitality industry

is the timeshare hotels. These are sometimes referred to as “Vacation-interval" hotels.

Timeshare hotels are where the guests who purchase the ownership of accommodations for a
specific period. These owners may also have the unit rented out by the management company

that operates the hotel.

(ix) Casino Hotels: Hotels with gambling facilities are called Casino Hotels. Although the food

and beverage operations in casino is luxurious their functions is secondary to and supportive of

casino operations.

(x) Conference and Convention Centers: These type of hotels focus on meeting and

conferences and overnight accommodation for meeting attendees. They also provide video

conferencing facility, audiovisual equipment, business services, flexible seating arrangements,

flipchart etc. These hotels mostly located outside the metropolitan areas and have facilities like

golf, swimming pools , tennis courts , fitness centres , spas etc.

1.1.2 Levels Of service

a) World class service: These are also called luxury / Five Start hotels, they target top business

executives, entertainment celebrities , high- ranking political figures, and wealthy clientele as

their primary markets. They provide upscale restaurants and lounges, Valet, concierge services

and also private dining facilities .

b) Mid-Range Service: Hotels offering mid-range or otherwise 3 to 4 star hotels service appeal

the largest segment of the travelling public . This kind of hotels does not provide elaborate

service and have a adequate staffing . They also provide uniformed service , food and beverage

room service, in room entertainment's and also Wi-Fi etc.

c) Budget / Limited Service: These hotels provide clean , comfortable , safe , inexpensive

rooms and meet the basic need of guests. Budget hotels appeal primarily to budget minded

travellers who wants a room with minimum services and amenities required for comfortable

stay, without unnecessary paying additional cost for costly services.


1.1.3 Ownership and Affiliations

a) Independent / Single Owner Hotels: They do not have identifiable ownership or

management affiliation with other properties. Example for the same would be family owned and

operated hotel that is not following any corporate policies or procedures.

b) Chain hotels : Hotels which are part of a hotel chain and these kind of ownership usually

imposes certain minimum standards, rules , policies and procedures to restrict affiliate activities

. In general the more centralised the organisation the stronger the control over the individual

property.

1.1.4 The hotels which are included in this project are:

a) Radisson hotel- Radisson Blu , New delhi.

Radisson Hotels is an international hotel company and a subsidiary of the Carlson Rezidor

Hotel Group. It operates the brands Radisson, Radisson blu, Radisson RED and Park Inn by

Radisson with more than 990 locations in 73 countries. In 2012, Carlson Hotels and Rezidor

Hotel Group combined to form Carlson Rezidor Hotel Group. Radisson Blu operates 158 hotels,

with 42 projects in development History: It’s Founder is Edna Dickerson. It was founded

in 1909. The Parent company name is Carlson Rezidor group which owns number of numerous

other brands like Regent and Country Inn and Suits. The company has numerous properties of

Radisson. Among them Radisson Blu Hotel is the oldest of the Delhi. It comes under category

of hotels and resorts. Their target groups are upper middle and upper class. The area served is

worldwide. Website is www.radissonblu.com.

Radisson is expanding as one of the world’s most attractive, globally consistent, first class

tiered brands. Radisson has different category of rooms and prizes. Radisson is in Centre of

Delhi. It is near from the domestic airport also near to high court,,Pragati madan, Bangla sahib
and New Delhi Railway is also near to Radisson BLU Marina. Radisson has different outlets

like FIFTY9, The Great Kebab Factory; Connaught bar is located inside the hotel. The lounge is

the perfect spot for those unhurried business meetings. Sohum SPA is also in Radisson.

Radisson Blu Marina Hotel was build in 1937 located in the heart of New Delhi control

business district, Radisson Blu Marina Hotel Connaught Place is ideal for corporate travelers.

One of the most convenient New Delhi hotels in Connaught Place, this Delhi hotel is located

within 20 minutes of several attractions, including Red Fort, Akshardham Temple, Jama Masjid,

India Gate, PuranaQuila and safdarjungs Tomb. For accommodation in Delhi, The Radisson Blu

Marina Hotel Connaught Place features 90 guest rooms and suites with pure silk upholstery

and 200-thread-count lines. All rooms include wireless Internet, LCD TVs, complimentary

newspaper, electronic safes and individual thermostats controls. Our convenient Business

Center complements our Club Lounge, the perfect place for business and social meetings. This

business hotel in Delhi features a range of exceptional services to meet the need of descending

travelers in Delhi. Hotel amenities include a full-service spa, well-equipped Fitness Centre,

translation services and complimentary transportation to shivaji Stadium Metro Station. The

Delhi hotel features four on-site dining options for your convenience. For great dining in Delhi,

enjoy Indian cuisine at The Great Kabab Factory (TGKF), cocktails at Connaught, international

dining at Fifty9 and 24-hour room service.

Its Competitors are:

Starwood Hotels and Resorts

Ritz Carlton

Hilton

Four Season Hotels


(i) Strengths:

Excellent customer service

Goodwill from Employees and customers

They offer really go deals and promotional offers hence attracting more customers

Parent group adds to brand value

International brand of high repute

F&B is also big strength of the Radisson.

High growth rate

Weakness:

The brand name comes with a perception of being expensive

Current economic status is bound to take a toll on spending power

Still trying to establish it in the emerging economies

Very far stretched renovation

The reservation has to deny guests due to limited inventory

Due to low inventory, the hotel incurs a high fixed cost per room.

(ii) Present leadership:

Owner of Radisson Marina:

1) Mr. Shashank Bhagat

2) Mr. S.B Mehta


3) Mr. S.S. Kohli

(iii) Mission:

Radisson Blu’s mission is to provide YES I CAN service to the customer.

The success of the mission is dependent upon all employees as they represent the hotel, they

provide service or come in contact with their guests. This implies that they are counting on the

guests anticipate and exceed the expectations of their guests so that the goal of 100% guest

satisfaction becomes a reality.

Vision

The most passionate team of hoteliers

The most innovative and responsible organization

The preferred hotel company to invest in and to do business with

(iv) Key Features of Radisson Blu

Yes I Can!- When you stay at Radisson, you will experience our Yes I Can! Spirit of service

that ensures that we are always ready to greet, treat, and serve you in a way that exceeds your

expectations.

100%Guest Satisfaction-

Our goal at Radisson is 100% guest satisfaction, which we guarantee. If you aren’t satisfied

with something, please let us know during your stay and we’ll make it right or you won’t pay.

High –Speed Internet- Stay connected at Radisson hotels with our High-Speed Internet. Plug

into this great value and stay productive.

Business Class
Enjoy a Business Class stay, with upgraded amenities and services that help you work and

relax. Book a Business Class room for your next trip and discover how truly enjoyable your stay

can be.

3 Hour Xpress Laundry

Need clean clothes in a hurry. Utilize our 3 Hour Express Laundry service. Just bag up your

laundry, call the front desk and we’ll return your items fresh, clean, and pressed within 3 hours.

Express Check-Out

For our guests in a hurry, take advantage of Radisson’s Express Checkout, which offers the

option of sending an invoice by email, mail or a quick pick-up at the reception desk.

Organization structure:

Figure no. 1 Organizational Structure of Radisson Blu

b) Crowne Plaza

Crowne Plaza, New Delhi, Rohini is a five-star property in which staying even for a day or two

would be a special experience of your life. The magnificent hotel welcomes both business and
leisure travelers from across the world through its contemporary amenities. A beautiful blend of

warm Indian hospitality and modern staying facilities can easily be experienced at the wide

premises of this property. Situated on excellent location, all the tourist attractions of the capital

city is quite reachable from the hotel. The hotel is perhaps among the best five-star properties in

which one can perfectly organize business meetings, social and corporate events. Each of the

banquet venues is stuffed with latest amenities. In addition, it also offers spa, Ayurvedic and

international therapies along with gymnasium, outdoor swimming pool. It is a multinational

chain of full service, upscale hotels catering to business travelers and to the meetings and

conventions market. It forms part of the InterContinental Hotels Group family of brands, which

include Inter Continental Hotels & Resorts and Holiday Inn Hotels & Resorts, and operates in

52 countries with more than 400 hotels, usually located in city centers, resorts, coastal towns or

near major airports. The facilities of the hotel can be described as courier service, facsimile,

private limousine, wireless date connection, unisex salon, fitness center, spa center, internet

connection, outdoor swimming pool, daily housekeeping, dry cleaning, same day dry cleaning,

shoe shine, laundry service, business center, florist and 24 hour lounge service. It is is a

business-friendly hotel located in New Delhi's Rohini neighborhood, close to Metro Walk Mall,

New Delhi City Center Mall, and Adventure Island. Additional points of interest include

Swarna Jayanthi Park and Mangalam Place Mall. Dining options at Crowne Plaza New Delhi

Rohini include 2 restaurants. A bar/lounge is open for drinks. Room service is available 24

hours a day. Recreational amenities include an outdoor pool and a fitness facility. Spa amenities

include spa services and a hair salon. This 5-star property has a business center and offers

business services. High-speed (wired) Internet access (surcharge) is available in public areas.

This New Delhi property has event space consisting of banquet facilities, conference/meeting

rooms, and a ballroom. Wedding services and concierge services are available. Guest parking is

complimentary. Room rates: The price of Crowne Plaza New Delhi Rohini varies between ₹
10262 or up to ₹ 24422. (Prices will vary based on your dates of travel). Additional property

amenities include a coffee shop/cafe, multilingual staff. 183 guestrooms at Crowne Plaza New

Delhi Rohini feature minibars and coffee/tea makers. Bathrooms feature separate bathtubs and

showers and scales. Wired high-speed Internet access is available for a surcharge. Guestrooms

offer safes. LCD televisions are available in guestrooms. Rooms also include welcome

amenities and irons/ironing boards. A nightly turndown service is offered and guests may

request wake-up calls.

(i) Vision and Mission of Crowne Plaza

Vision-Vision is to create a ‘Business hospitality' environment that delivers extraordinary

customer experiences every time.

Mission-The mission of Crowne Plaza Hotel is to employ happy, professional team members, a

clean and safe environment where guests feel at home, and guests and team members receive all

that they expect from a Crowne Royal experience. Crowne Royal prides itself on guests

receiving one hundred percent satisfaction.

(ii) Strengths

1. Supply chain- A strong supply chain helps Crowne plaza obtain the right resources from

suppliers and delivery the right product to customers in a timely manner.

2. Size advantage-Size advantages lower Crowne plaza’s risks. The larger Crowne plaza gets,

the more resources they have to pursue new markets and defend themselves against rivals.

3. Customer loyalty-When given a choice, customers are loyal to Crowne plaza. Instead of

targeting all customers, Crowne plaza only needs to target new customers in order to grow their

business.
4. Brand name-A strong brand name is a major strength of Crowne plaza. This gives Crowne

plaza the ability to charge higher prices for their products because consumers place additional

value in the brand.

Weaknesses

1. Outdated technology-A lack of proprietary technology and patents can hurt Crowne plaza’s

ability to compete against rivals.

2. High staff Turnover-High Staff Turnover (Crowne plaza)" will have a long-term negative

impact on this entity, which subtracts from the entity's value. These statements will have a

short-term negative impact on this entity, which subtracts from its value.

Organization structure:

Figure no. 2 Organizational Structure of Crowne Plaza

1.2 Objectives of study:


Objectives of study are:

a) To identify the relationship between work life balance and job satisfaction among

employees.

b) To identify the impact of Work life balance on Job satisfaction.

1.3 Scope of study:

Area to be covered in this study is Delhi NCR., And Hotels is also taken from this area only.

1.4 Methodology- For completing this research the study would be descriptive in nature.

1.4.1 Methodology used for data collection-

Data collection plays a very crucial role. In research, there are different methods used to gather

information, all of which fall into two categories, i.e. primary data, and secondary data.

As the name suggests, primary data is one which is collected for the first time by the researcher

while secondary data is the data already collected or produced by others.

a) Primary Data

These are the data which are collected from some primary sources i.e., a source of origin where

the data generate. These are collected for the first time by an investigator or an agency for any

statistical analysis. It is the Data used in research originally obtained through the direct efforts

of the researcher. Primary data is more costly to obtain than secondary data, which is obtained

through published sources, but it is also more current and more relevant to the research project.

Also known as the first hand or raw data. The data collection is under direct control and

supervision of the investigator. The data can be collected through various methods like surveys,

observations, physical testing, mailed questionnaires, questionnaire filled and sent by

enumerators, personal interviews, telephonic interviews, focus groups, case studies, etc.
Primary data can take a quantitative or statistical form, e.g. charts, graphs, diagrams and tables.

It is essential to interpret and evaluate this type of data with care. In particular, look at how the

data is organised in terms of scale. Is it organised into percentages, hundreds, thousands, etc.? Is

it a snapshot of a particular year or is it focusing on trends across a number of years?

Primary data can also be qualitative, e.g. extracts from the conversations of those being

studied. Some researchers present their arguments virtually entirely in the words of their subject

matter. Consequently the data speaks for itself and readers are encouraged to make their own

judgements

Method of Primary data collection:

(i) Interviews- In this method the interviewer personally meets the informants and asks

necessary questions to them regarding the subject of enquiry. Usually a set of questions or a

questionnaire is carried by him and questions are also asked according to that. The interviewer

efficiently collects the data from the informants by cross examining them. The interviewer must

be very efficient and tactful to get the accurate and relevant data from the informants.

Interviews like personal interview/depth interview or telephone interview can be conducted as

per the need of the study.

(ii) Questionnaires - Questionnaire is a set of questions has been prepared to ask a number of

questions and collect answers from respondents relating to the research topic. A number of

questions usually in printed or electronic form are to be answered by the individuals. The forms

often have blank spaces in which the answers can be written. Sets of such forms are distributed

to groups and the answers are collected relating to research topic. A questionnaire is a series of

questions asked to individuals to obtain statistically useful information about a given topic.
b) Secondary Data

These are the data which are collected from some secondary source i.e. the source of reservation

storage where the data is collected by one person and used by other agency. These are collected

as primary data and used by other as secondary data. It is the data which are used in an

investigation, but which have been gathered originally by someone else for some other purpose

are known as secondary data. Secondary data implies second-hand information which is already

collected and recorded by any person other than the user for a purpose, not relating to the

current research problem. It is the readily available form of data collected from various sources

like censuses, government publications, internal records of the organization, reports, books,

journal articles, websites and so on.

(i) Method of Secondary data collection-

Magazines

Books

Past data

Websites etc.

1.4.2 Methodology used for data analysis:

a)Techniques used:

(i) Correlation-

Correlation is a statistical technique that can show whether and how strongly pairs of variables

are related. It is the degree and type of relationship between any two or more quantities

(variables) in which they vary together over a period; for example, variation in the level of

expenditure or savings with variation in the level of income. A positive correlation exists where
the high values of one variable are associated with the high values of the other variable(s). A

'negative correlation' means association of high values of one with the low values of the

other(s). Correlation can vary from +1 to -1. Values close to +1 indicate a high-degree of

positive correlation, and values close to -1 indicate a high degree of negative correlation.

Values close to zero indicate poor correlation of either kind, and 0 indicates no correlation at all.

While correlation is useful in discovering possible connections between variables, it does not

prove or disprove any cause-and-effect (causal) relationships between them. See also regression.

(ii) Regression- Regression is a statistical technique that helps in qualifying the relationship

between the interrelated economic variables. The purpose of running the regression is to find a

formula that fits the relationship between the two variables. Then you can use that formula to

predict values for the dependent variable when only the independent variable is known.

Regression analysis is a set of statistical processes for estimating the relationships among

variables. It includes many techniques for modeling and analyzing several variables, when the

focus is on the relationship between a dependent variable and one or more independent

variables (or 'predictors'). More specifically, regression analysis helps one understand how the

typical value of the dependent variable (or 'criterion variable') changes when any one of the

independent variables is varied, while the other independent variables are held fixed.

Regression analysis is widely used for prediction and forecasting. Regression analysis is also

used to understand which among the independent variables are related to the dependent

variable, and to explore the forms of these relationships. Regression analysis will provide you

with an equation for a graph so that you can make predictions about your data.

b) Tools used:

(i) SPSS software


It is used to perform quantitative analysis and is used as a complete statistical package that is

based on a point and click interface. SPSS software can read and write data from other

statistical packages, databases, and spreadsheets. SPSS is most often used in social science

fields such as psychology, where statistical techniques are involved at a large scale. SPSS, as

the name suggests, is software for performing statistical procedures in the social sciences field.

It is basically used for managing data and calculating a wide variety of statistics It was

developed by SPSS Inc. and acquired by IBM in 2009. In 2014, the software was officially

renamed IBM SPSS Statistics. The software was originally meant for the social sciences, but

has become popular in other fields such as health sciences and especially in marketing, market

research and data mining.

SPSS means “Statistical Package for the Social Sciences” and was first launched in 1968. Since

SPSS was acquired by IBM in 2009, it's officially known as IBM SPSS Statistics but most users

still just refer to it as “SPSS”.


CHAPTER-2

REVIEW OF LITERATURE
CHAPTER-2

LITERATURE REVIEW

The Second chapter of the project report provides the information about the Literature

Review which includes research findings of earlier studies with reference to the topic of

the study. This chapter also includes theoretical description of the topic of the study.

2.1 REVIEWS OF VARIOUS STUDIES

2.1.1 Studies on Work life Balance on job Satisfaction

a) Harvinder soni, Yashwant singh Rawal (2014)-Conducted a study on the Hotel Industry is

known for its lengthy occupancies and long working hours. It is the industry with the most

uncertain duty roasters, strict professional environment and heavy and sudden work pressures

inducing lot of physical and mental labour. This often causes the employees to undergo major

personal life adjustments and self psychological adaptations causing permanent transitions in

personality. It ultimately affects the working. Hence, this research paper attempts to understand

quality of work life of hotel employees and its impact on their satisfaction level. It also presents

a comparative analysis of the satisfaction level of employees working in chain and non-chain

hotels in Udaipur. Chi- square test and Z –test have been applied to test the Null Hypothesis.

Suggestions for improvement of quality of work life of hotel employees have been incorporated

in the paper. The fact that employee working in the organization is also a social human being if

remembered will always make the professional work environment comfortable and flexible.

b) Milind A. Peshave1, Dr. Rajashree Gujarathi (2014)-In the recent years, the word

productivity has gained popularity in the business world and it is no longer a secret that

productivity is positively linked to the Work-Life Balance (WLB) situation of the concerned

employees. Hotel industry is characterized by provision of services round the clock. Moreover,
due to the seasonal nature of hotel business and high attrition rate in the industry, hotels face

manpower shortage. This situation forces the employees to take up the extra load by working

for long hours and sometimes their duties are stretched to 16 to 24 hours at a go. This factor has

a great negative impact on the WLB situation of the employees since they do not get sufficient

time for their personal and social commitments. They are thus trapped in scheduling conflicts

and feel the pressure of multiple roles. This study is aimed at analyzing the work-life balance

situation of the Indian hotel employees and its impact on employee productivity. In an effort to

do so, a survey in the form of a questionnaire and interviews was conducted from the sample

comprising of 200 hotel employees from the management and the associates categories to

understand their views on the subject. The responses received were represented graphically and

analyzed using basic analytical tools. The findings of his research suggest that the hotel

industry is concerned about the issue related to WLB of its employees; however, the measures

taken to improve the situation are not very effective. Employment practices pertaining to areas

of WLB are rated as second most important on the basis of its ability to enhance employee

productivity in hotels.

c) Rajesh K. Yadav, Nishant Dabhade (2014)- Study is done on Work life balance and job

satisfaction is not a problem to be solved. These are ongoing issues to be managed. Both are not

impossible, but it does take some consistent effort and 198 Volume 21 revaluation on an on

going basis. Work can dominate your life. Recognizing what is important and necessary and

striving for what is valued will make a work-life balance feasible. Utilizing management skills

will enable you to have a job satisfaction and balance between work and home life. For the

employers, Work-life balance and Job satisfaction of employees will be an important input in

designing appropriate policies for employees to address work - life balance and job satisfaction

issues. Apart from it, another significant objective is to study effects of work life balance on job

satisfaction and initiatives taken by the organizations for effective work life balance and its
relation with the job satisfaction. Standard Deviation is applied in this paper to check the

authenticity of data given by the respondents of both the sectors. Finding suggests that WLB

can be achieved by the factors responsible for job satisfaction such as: supportive colleagues,

supportive working conditions, mentally challenging work, equitable rewards and employee

oriented policies etc.

d) K. Agha, F. T. Azmi, and A. Irfan (2017)- Findings of the study revealed that while work

interference with personal life and personal life interference with work had a negative

relationship with job satisfaction, work and personal life enhancement had a positive

relationship with job satisfaction. As a consequence, employees’ job satisfaction is enhanced

leading to heightened levels of commitment and loyalty to the organizational objectives and

mission Thus, the findings of the present study corroborate with previous research evidence.

With increasing levels of stress, competition and insecurities in life, work-life balance issues

have become extremely important. Employees are looking for ways that will help them balance

between work and personal life effectively. Researchers have also identified that work-life

balance leads to positive organizational outcomes. Therefore, the present study seeks to explore

work-life balance and its relation to job satisfaction of employees. Thus, we can safely conclude

that work and personal life needs to be integrated and balanced by organizations through work-

life balance initiatives.

e) Muhammad Shadab, Kashif Arif (2015)- In this paper, the study is being conducted to

examine and test an impact of work life balance and job satisfaction on person’s social life as

well as personal life. Furthermore, this research also shows that approximately 50% people are

there who are not satisfied with their job and due to which they cannot have proper work life

balance. Most of the people are there who want to reduce their working hours in order to have

proper work life balance in their lives. The hours which employees want to decrease in their

Working Time is due to balance the round–the–clock time in their life, so they can have the
Work Life Balance. The study further illustrates that work life balance varies as the change of

gender as well as marital status and it differs from person to person and status to status.

Findings further suggest that due to high working hours, people are dissatisfied with their jobs

because of which they cannot balance their life. They cannot give time to their personal life

which leads to dissatisfaction with their job. The result also illustrates that work life balance

varies as the change of gender as well as marital status. Whether, people are married or

unmarried, male or female, each person has his own style for leading the life. According to the

routine and practice of life, work life balance differs from each other.

f) Sakthivel Rania, Kamalanabhanb & Selvarania(2011)- The aim of this research is to

analyze the relationship between employee satisfaction and work/life balance. The construct

used for this research consists of career opportunity, recognition, work tasks, payments,

benefits, superior subordinate relationship, employee satisfaction, and work/life balance. The

study was conducted on a total of 210 respondents working in IT organization. This study

makes a contribution to join two distinct research streams, namely employee satisfaction, and

work/life balance. Findings suggest that high correlation exists between work task and

employee satisfaction with a mediator variable namely work-life balance. Further research is

needed to determine and assess the employee satisfaction over a period of time by considering

the drawbacks.

g) Arunika, MMA and Kottawatta, H(2012)- The research problem addressed under this

study is to investigate what extent work life balance affects on job satisfaction among

employees in Hotel industry. However, this model is relatively small, and did not take in to

consideration other factors that might have affected the relationships between these variables.

Therefore further comprehensive examinations should be conducted on other potential

mediating or moderating variables influence work life balance and job satisfaction. The results

of the study emphasize that there was a negative relation of work life balance with job
satisfaction and 78.9% of job satisfaction was explained by work life balance (sig0.000). Except

job autonomy, work to family interference, family to work interference, work stress, life stress

and work load were negatively correlated with job satisfaction. 82.7% of job satisfaction was

explained by the total variables of work life balance of the model according to multiple

regression analysis.

h) Dr Kathleen Farrell (2015)- The aim of this article is to examine work-life balance in the

Irish hotel sector from an employee perspective with implications for HRM. This particular

article presents part of a larger study on work flexibility and work-family balance (Farrell,

2012). The study included a survey of managers and employees. Two-hundred and forty-six

questionnaires from employees were returned which was a 22% response rate from the original

sample group. The study advances the literature on the link between work-life balance

programmes and other HRM practices such as company benefits and functional flexibility. We

see that educational reasons and time for leisure were significant drivers of work-life balance

arrangements. The research concludes that hotels need to put in place more organisational

supports such as work assistance and care supports for employees to achieve a better balance

between work and life. The study also expands the traditional conception of life” to cover

aspects of life beyond domestic life”. We see that educational reasons and time for leisure were

significant drivers of work-life balance arrangements. Hotels need to put in place more

organisational supports for employees to achieve a better balance between work and life.

i) Dizaho, Kadarko Esther (2013)- This study is a critical analysis of work life balance with

the aim of broadening existing knowledge and providing a better understanding of the position

and contributions in the field. The purpose of this study is to critically investigate on the

relationship and impact existing between work life balance and employee’s loyalty, satisfaction

and productivity with Spillover Theory as its theoretical foundation. . The results of the study

indicate that work life balance has a positive relationship with employee’s loyalty, satisfaction
and productivity. Furthermore, work life balance has the strongest impact on employees’

satisfaction. Among all the variables that make up work life balance, leaves and breaks has the

highest and strongest prediction in balancing employees work and home life. In conclusion,

future research could be conducted to identify the impact of work life balance on the

effectiveness of an entire organization, that is, on an organizational level.

j) Dr. Kalyani Mohanty & Sasmita Mohanty(2014)- Work Life Balance has become the buzz

word in contemporary economic world as employees in industries are facing lot of pressure

from work organisation and pressure from new social structure. Though the issues and problems

are different in nature and influencing the life in different degree but, all industrial employees

are facing the problem since liberalisation, privatisation and globalisation of economy. Hotel

industry is distinguished from others in respect to provision of services round the clock. Due to

the seasonal nature of hotel business and high attrition rate in the industry, it suffers from acute

manpower shortage. Sometimes employees are compelled to take up the extra load by working

for long hours .Such work environment may impact on the WLB of the employees since they do

not get sufficient time for their personal and social commitments. Managers need to

acknowledge that there are work-life balance issues that affect the quality of work. Adopting an

employee-centric and integrative approach are the critical success factors for implementation of

a work–life balance program. It is suggested that consideration be given to the development of

guidelines in order to ensure that working hours should not affect the WLB of employees.

k) Flora F.T. Chiang ,Thomas A. Birtch , Ho Kwong Kwan(2010)- This study investigated

the relationships among job stressors, coping resources, and job stress. Data were collected from

food service employees in the hotel and catering industry. Hierarchical regression showed main

significant effects of job demands and job control and three-way (job demands job control

work-life balance practices) interactions on job stress. The results further demonstrated that

high job demands coupled with low job control and the availability of work-life balance
practices resulted in a higher level of stress. Implications for Karasek’s job demand–control

model, managerial practice and future research are provided. While job control is considered an

enabling psychosocial resource that can potentially alleviate job stress, work-life balance

practices are also believed to moderate the relationship between job demands and stress

outcomes.

l) Simon Chak-keung Wong, Annie Ko(2009)- This study explores hotel employees’

perception on work–life balance issues. In-depth interviews and self-administered

questionnaires were used to collect the data. Factor analysis discovered seven factors: enough

time-off from work; workplace support on work–life balance; allegiance to work; flexibility on

work schedule; life orientation; voluntary reduction of contracted hours to cater for personal

needs; and upkeep the work and career—the determinants perceived by employees to attain

‘‘better’’ work–life balance in the dynamic hotel environment. Adopting an employee-centric

and integrative approach are the critical success factors for implementation of a work–life

balance program. ons. This study purports to explore and gain a better understanding of the

current situation in the hotel industry so as to provide HR practitioners a comprehensive

solution to create a healthy and productive workforce as well as help their hotel to become an

employer of choice to attract the best talent. The contribution of this study is to explore the

perception of work–life balance issues among hotel employees in the Hong Kong hotel industry.

By understanding their perspectives, hotel management can derive ways to improve staff

productivity.

m) Margaret Deery and Leo Jago(2008) -This paper addresses the key issues surrounding the

debate over work-life balance. It provides an overview of current thinking in the general work

environment, with specific focus on the issue within the hotel industry. This paper presents the

literature on work-life balance issues and presents a framework to examine ways to overcome

the current lack of work-life balance. Purposes of this paper and future such studies is that there
are strategies that can impact positively on work-life balance. These include a greater use of

flexible work practices such as flexible scheduling, working from home and having access to

both paid and unpaid leave. Job sharing is also a strategy that assist as does a sound and clear

leadership style. This study presents a model that may assist in a more thorough examination of

the related issues as well as some strategies for implementation and reduction of the negative

impact that work-life balance can promote.

n) Elizabeth Roberts, David Williamson and Carmen Cox(2012) - The purpose of this study

was to identify international human resource management best practice with regard to work/life

balance policies and practices within an hotel . The methodology included an analysis of

qualitative data gleaned from exit interviews with 166 hotel employees, structured interviews

with key management informants, and content analysis of written human resource policies

pertaining to work/life balance. The concept of “work/life balance” is based on individuals’

desire to balance their paid work with other activities that are important to them. A through

review of the literature surrounding work/life balance issues will be included in the

presentation, but the most common forms of work/life balance employment options include

flexi-time; time off in lieu; self-rostering; job-sharing; working from home; staggered hours;

shift swapping; annualised hours; tele-working; professional development work; compressed

working hours; term-time working and flexible retirement schemes.

o) Anjali Khanna (2014)- The present study aims at understanding the Work Life Balance in

Hospitality Industry. It is an industry that is labor intensive and requires highly skilled

manpower to serve the guests in best possible manner. It is an industry where the service

providers work 24 X 7 and working hours for the employees may extend upto 12 hours or even

more. Thus, it becomes difficult for the employees to maintain a balance between work and

personal life. Thus the present study aims at providing a conceptual framework of work life

balance in hospitality industry. The study also presents the relation of work life balance with
other major aspects of human resources i.e job satisfaction, job stress and employee turnover.

Employees find themselves juggling with the work pressures of long commutes, raising

children, and managing their households, No definite conclusions can be drawn with respect to

the gender differences in Work Life Balance. However, on the basis of the studies which

reported gender differences, it can be concluded that women experience more imbalance, Job

related variables i.e. task autonomy and work schedule flexibility have been found to be

positively related to Work Life Balance, Higher the job stress, higher is the employee turnover,

Flexible scheduling has been found to be positively related to Job Satisfaction, Stress and

Employee Turnover.
CHAPTER-3

RESEARCH METHODOLOGY
RESEARCH METHODOLOGY

The procedure adopted for conducting the research requires a lot of attention as it has
direct bearing on the accuracy, reliability and adequacy of results obtained. It is due to this
reason that research methodology, which we used at the time of conducting; the research
needs to be elaborated upon. It provides the researcher criteria by which we can decide
which techniques and procedures will be applicable to a given problem. At the same times
it helps the researcher to clearly state what course of action he selects at the time of
conducting the research and why he select then so that they can be evaluated by others
also.

RESEARCH PROBLEM: -

The first step while conducting a research is to carefully define the research problem. The
present study has been undertaken to analyze the various sales promotion techniques of
Vita Milk Plant & its various competitors in this area. Its aim is to find out the sales
promotion techniques should be added or improved, so that company can improve its
strategies for increasing its sales in future.

RESEARCH DESIGN: -

A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure. In
fact research is the conceptual structure within which research is conducted; it constitutes the
blueprint for the collection, measurement and analysis of data.

Different research designs can be categorized as: -

 Research design in case of exploratory research studies

 Research design in case of descriptive research studies

 Research design in case of diagnostic research studies

 Research design in case of hypothesis-testing research studies

In this study Empirical research studies is used because Empirical research relies on experience
or observation alone, often without due regard for system and theory. It is data-based research,
coming up with conclusions which are capable of being verified by observation or experiment..
and in this report the empirical research design is used to find out the effect of promotional
techniques in VITA .
The design in such studies must focus attention on the following or process in empirical research
design is as follows

 Formulating the objective of the study.

 Designing the methods of data collection.

 Selecting the sample

 Collecting the data.

 Processing and analyzing the data.

 Reporting the findings.

SAMPLE DESIGN: -

A sample design is a definite plan determined before any data are actually collected for obtaining
a sample from a given population. The amount of research work is always limited by shortage of
time and resources. Due to these limitations information should be such that it may be
representative of entire universe. So only alternative is of sampling.

Sample Size : 50 respondents

DATA COLLECTION:-

In dealing with any real life problem it is often found that data at hand are inadequate, and hence,
it becomes necessary to collect data that are appropriate. The task of data collection begins after
a research problem has been defined and research design chalked out. While deciding about the
method of data collection to be used for the study, the researcher should keep in mind two types
of data viz., primary and secondary

Source of Data:-

Basically two kinds of data are available to the researcher namely:

 Primary Data

 Secondary Data

Primary Data:-

Primary data is that data which is collected by the researcher with his own sources and efforts
which are never collected before by any other person, like data is collected by questioner
interview etc.
Secondary Data:-

Secondary data is that data which is collected by the researcher from the available resources like
from web-site, Margins, Books of Company etc.

Method Of Data Collection:-

There are various methods of data collection like

o Observation method

o Interview method

o Questionnaire method

o Schedule method

Structured interview involves the usage of questionnaire to collect the desired data from
those who have the same information. Unstructured interviewing on the other hand
involves research/depth interviewing. In observation, no questionnaire is used, but the
situation of interest is watched carefully to record the relevant information. In the present
study, I will use observation and questionnaire method that is primary in nature.

In present study I use questionnaire to collect.

In the present study Primary data is collected through Questionnaire cum personal interview met
OBJECTIVE OF THE STUDY

Main Objective:-

The main objective of the study is to assess the expectation and satisfaction level of
employees with regard to existing development programs for human resources.

Sub Objective:-

i. To find out the extent to which the training has fulfilled the objectives.

ii. To study the problems faced by the beneficiaries in acquiring the training.

iii. To check the development level of employees with regard to providing various

iv. development activities.

v. To offer policy suggestions for better implementation of the scheme.

vi. To finding out the requirements of the origination regarding employee’s


development

vii. To collect the information about employee’s development by regular feedback from

the originations.
SCOPE OF THE STUDY

1. This study will tell us about the knowledge level of the employees in the
organization.

2. This study focus on the motivation development and organizational climate development
which provide by the organization to its employees.

3. This study will tell us about the better utilization of human resources.

4. This study focus on the various methods and techniques of training and development
whish provide by the organization to its employees.

5. This study will tell us about the higher job satisfaction and work motivation of employees.

6. This study focus on the what type of compensation package provide by the organization.

7. This study will tell us about how to manage the manpower in the organization for getting the
maximum output.
LIMITATION OF STUDY

 On-site observation and direct interviews was a tedious job and took a lot of time.

 The sample size was small.

 The results may not be very accurate, as I did not interact with each and every employee.

 Time constraints are biggest limitation.

 Respondents were not free in replying to the questions.

 The sample size specifically of staff has been small. Perhaps a large one could have
brought more accurate results.

 I could not get information, as I was not given the proper time for response.

While conducting the project, I faced time constraint problem.


CHAPTER-3

DATA PRESENATION AND

ANALYSIS
Q.1 What do you understand by Human Resource Development?

Factor : Percentage

1. Training center : 10%

2. Development center : 20%

3. Both : 70%

What do you understand by HRD?

70%
60%
50%
40%
Series1
30%
20%
10%
0%
Development center Training center Both

INTERPRETATION:-

The Graph shows that near about 10%Trainning center and 20%Development
center and70%Both Feel about human resource development.

Q.2 What do you think is the need for HR department in your hotel?
Factor Percentage

1. Managing manpower : 80%

2. Appropriate recruiting : 15%

3. Retention of good employee : 5%

What do you think is the need for HR department in

your hotel?
70%
60%
50%
40%
Series1
30%
20%
10%
0%
Managing Retention of
Appropriate
Manpower Good employee
Recruiting

INTERPRETATION:-

The Graph shows that near about 80% Managing manpower and 15% appropriate recruiting and 5%
Retention of the good employee .think about need for HR department in hotels.
Q.3 Is there a separate HR department in your hotel?

Factor : Percentage

1. Yes : 92%
2. No : 8%

100%
90%
80%
% of Employee

70%
60%
50%
40%
30%
20%
10%
0%
Yes No
Response

INTERPRETATION:-

The graph shows about that the department of HR in hotel 92% YES and 8% NO
response of employees.
Q.4 What is the strength of the department?

Factors : Percentage

1. Coordination : 55%
2. Work force diversity : 10%
3. Well Management : 20%
4. Good employees behavior : 15%

What is the strength of the department?

70%
60%
50%
40%
Series1
30%
20%
10%
0%
Good employees
Coordination
Work force Well mgt
Behavior
Diversity
INTERPRETATION:-

The graph shows about that the Strength of Department 55% Coordination and
10% Work force diversity and 20% well management and 15% good employees behavior in the
origination.

Q.5 What are the efforts made by your department towards the welfare of the

Staff in your organization?

Factors : Percentage

1. Incentive : 44%
2. Bonus : 24%
3. Training : 2%
4. job security : 30%
What are the efforts made by your department toward

the welfare of the staff in origination ?

70%
60%
50%
40%
Series1
30%
20%
10%
0%
Incentive Bonus Training Job security

INTERPRETATION:-

The Graph shows that near about 44% Incentive and 24% Bonus and 2% Training and 30% job security
welfare of the staff in the organization.

Q.6 How you recognize the training needs of the employees in your hotels?
Factors : Percentage

1. Bad performance : 35%


2. More time consumption : 30%
3. Wastage of resources : 20%
4. Under confidence : 15%

How you recognize the training need of the employees in


your hotels?

35%
30%
25%
20%
Series1
15%
10%
5%
0%
More time Wastage of Under confidence
Bad performance
resources
Consumption

INTERPRETATION:-

The Graph shows that near about 35%Bad performance and 30% more time consumption and 20%
Wastage of resources and 15% under confidence.
Q.7 Are you satisfied with the Training and Development which is given to

Employees?

Factor : Percentage

1. Yes : 98%
2. No : 2%

100%
90%
80%
% of Employee

70%
60%
50%
40%
30%
20%
10%
0%
Yes No
Response

INTERPRETATION:-

The graph shows about that the 98% yes satisfied and 2% NO satisfied.
Q.8 Are employees satisfied with compensation package that is being paid to them?

Factor : Percentage

1. Yes : 80%
2. No : 20%
80%
70%
60%
% of Employee

50%
40%
30%
20%
10%
0%
Yes No
Response

INTERPRETATION:-

The graph shows about that the 80% yes satisfied and 20% NO satisfied.
Q.9 What is the techniques of Training and development of the employees?

Factors : Percentage

1. Sensitivity training : 20%


2. Coaching : 60%
3. Case study : 15%
4. Other : 5%

What is the techniques of training and development of the

Employees?

70%
60%
50%
40%
Series1
30%
20%
10%
0%
Other
Coaching Case study
Sensitivity

training

INTERPRETATION:-
Diversity
The Graph shows that near about 20% Sensitivity training and 60% Coaching and 15% Case study and 5%
Other techniques.
10 Is there employees provide feedback about their traning and development programs?

Factor : Percentage

3. Yes : 99%
4. No : 1%

100%
90%
80%
% of Employee

70%
60%
50%
40%
30%
20%
10%
0%
Yes No
Response

INTERPRETATION:-

The graph shows about that the 99% yes and 1% NO.
Q.11 How much emphasis is laid on the organization development in your organization?

Factors : Percentage

1. Slightly : 36%
2. Moderate : 50%
3. High : 10%
4. Low : 4%

Mannagement Change Training Change

Technological Other Change

INTERPRETATION;-

The graph shows that near about 36% slightly,50% moderate, 10% high and 4% low.
DATA PRESENATION AND ANALYSIS

Chapter Overview:

This Chapter covers the statistical analysis on data collect ion using the research instrument

Analysis of the data was carried out using both MS Excel and SPSS (Statistical Package for

Social Science) to understand the work life balance and job basis of various variable such as

Gender, Age etc. Analysis based has been segregated in various sections: 3.1 deals with Data

Presentation and 3.2 with Hypothesis testing & Analysis.

3.1.1 Gender of Respondents:

Table no. 1 Gender of Respondents

Gender In Figures In percentage

Male 68 68%

Female 32 32%

Gender

32
Male
Female
68

Figure no. 3 Gender of respondents

Interpretation: : Out of 100 Respondents the no of respondents in context of male is 68% and

female respondents is 32% , therefore the major respondents are Males compare to Females.
Age of Respondents

Table no. 2 Age of respondents

Age In Figures In Percentage

21-30 56 56%

31-40 34 34%

41-50 8 8%

51 or above 2 2%

Age Group

8 2

21-30
31-40
34 41-50
56
51 or above

Figure no. 4 Age group

Interpretation: Out of 100 Respondents the no of respondents between 21-30 years is 56%, age

group between 31-40 is 34% respondents, between 41-50 is 8% , and above 51 age the

percentage of respondents is only 2% , therefore the major respondent lies between the age

group 21- 30 years.


Data Analysis

Reliability

Research reliability is the degree to which research method produces stable and consistent
results.

Cronbach Alpha is a reliability test conducted within SPSS in order to measure the internal
consistency i.e. reliability of the measuring instrument (Questionnaire). It is most commonly
used when the questionnaire is developed using multiple likert scale statements and therefore to
determine if the scale is reliable or not.

Table no. 3 Interpretation of Cronbach Alpha

a) Reliability of Work life balance

Table no. 4 Reliability of Work life Balance

Work Life Balance

Reliability Statistics
Cronbach's
Alpha Based
on
Standardized N of
Cronbach's Alpha Items Items
0.713 0.727 12

Interpretation:

Reliability of 12 items of Work life balance is 0.713 which is more than 0.05 , Thus we come

to that our questionnaire is reliable to conduct research.


b) Reliability of Job satisfaction

Table no. 5 Reliability of Job satisfaction

Job Satisfaction

Reliability Statistics
Cronbach’s
Alpha Based
on
Standardized N of
Cronbach’s Alpha Items Items
0.827 0.830 14

Interpretation:

Reliability of 14 items of Job satisfaction is 0.827 which is more than 0.05 , Thus we come to

that our questionnaire is reliable to conduct research.

c)Total Reliability of WLB & JS is :

Table no. 6 Reliability Statistics

Reliability Statistics
Cronbach's
Alpha Based
on
Standardized N of
Cronbach's Alpha Items Items
0.876 0.882 26

Interpretation: Since the value of cronbach Alpha is greater than 0.7 i.e. 0.876 , Thus we come

to that our questionnaire is reliable to conduct research.


3.2.2 Correlation

a) Correlation Analysis : Correlation between work life balance and job satisfaction

Table no. 7 Correlation Analysis

Correlations

WLB JS

Pearson Correlation 1 .796**


WLB
Sig. (2-tailed) .000
N 100 100

.796** 1
Pearson Correlation
JS
Sig. (2-tailed) .000
N 100 100
**. Correlation is significant at the 0.01 level (2-
tailed).

Interpretation: The Significance value is 0.00 it is less than 0.05. Thus null hypothesis is

rejected and there is a relationship between work life balance and job satisfaction. The value of

beta ( Pearson correlation ) is 0.796 which lies between -1 to +1 that shows that the work life

balance is positively correlated to the job satisfaction.


3.2.3 Regression

A statistical measures that attempts to determine the strengths of the relationship between one

dependent variable ( usually denoted as Y ) and series of other changing variable ( independent

variable ) . Regression analysis is widely used for prediction and forecasting , whereas it’s use

has substantial overlap with the field of machine learning. Regression analysis is used to

determine the impact of the independent variable on the dependent variable. Work life balance

is the independent variable and Job satisfaction is the dependent variable.

Table no. 8 Model summary

Model Summary

Model R R Square Adjusted R Std. Error of


Square the Estimate

1 .796a .634 .630 3.64101


a. Predictors: (Constant), WLB

Interpretation : In the above shows R value i.e. .796 denotes the simple correlation between

the observed and the predicted value of the dependent variable i.e. Job satisfaction.
Table no. 9 Anova

ANOVAa
Model Sum of df Mean F Sig.
Squares Square
Regression 2246.578 1 2246.578 169.464 .000b
1 Residual 1299.182 98 13.257
Total 3545.760 99
a. Dependent Variable: JS
b. Predictors: (Constant), WLB

Interpretation :

F – to determine the significance of the overall regression model

Sig. –indicates whether these relationships are statistically significant.

In this Anova table represents the models being used that is regression and the residual. Here we

can see that the regression model predicts the outcome variable significantly well as the level of

significance here is 0.000 which is less than that of 0.05 or the p-value. This means that the null

hypothesis is rejected and alternative hypothesis is accepted.


Table no. 10 Coefficients

Coefficientsa
Model Unstandardized Standardized t Sig.
Coefficients Coefficients
B Std. Error Beta
(Constant) 14.604 3.482 4.194 .000
1
WLB .912 .070 .796 13.018 .000
a. Dependent Variable: JS

Interpretation :

Y( Predicted) = a+ bx

And the regression equation for this research is :

Job satisfaction = 14.604 + .912 X Work life balance

The coefficient for Work life balance (.912) is significantly different from 0 because its p-value

is 0.000, which is smaller than 0.05.

The significance value of 0.000 (work life balance) and 0.000 (Job satisfaction) it can be

concluded that there exists a linear relationship between Job satisfaction (dependent variable)

and the independent variables: Work life balance.


CHAPTER-5
Findings

And

Suggestions
FINDINGS OF THE STUDY

HRD is the emerging thing of today. Every organization whether large or small can not be left untouched
by the HRD. HRD has become a movement in country. Ten years ago hardly any organization had HRD
departments or talked about it. Today it is difficult to find organizations that employ large number of
people that do not talk about HRD.

In spite of this popularization of HRD in the last few years, success experience of HRD is limited to a few
organizations and many others are yet to translate their goodwill into action. But even today,
Organizations in the service sector continue to neglect it.

But HR is much more progressing in the manufacturing sector. There are a lot many new concepts which
are emerging in this field like Stress management, Self Development, Achievement Motivation,
Emotional Competence, Organizational Intelligence etc. If these companies would not invest in the
people they would not have grown and expanded.

Now-a-days organizations and their top management have recognized that HRD cannot be limited to a
few employees in coverage. It is also recognized that HRD is too important to be left informal processes
to take care of and that it should be a well planned activity.

In nutshell, we can say that the service sector has a lot to learn from industry.

1. Most of the employees of an origination consider HRD a training center / development center.

2 . Most of the employees think that need of the HR department is managing manpower.

3. Most of the employees are in focus of separate HR department in an origination

4. Almost employees are satisfied with their performance appraisal

5. Employees are satisfied with there compensation package.


RECOMMENDATIONS AND SUGGESTIONS

On the basis of the research conducted, here are a few of the recommendations:

 Every institution should be treated as an independent unit for HRD purposes

 Separate budget allocations should be made for HRD department in the organizations.

 Organizations should be encouraged to plan their own activities.

 New competencies to handle the HRD function should be developed among these
institutions/departments.

 Organizations should explore the use of various mechanisms in developing service and managerial
competencies of their staff.
CHAPTER 4

SUMMARY AND CONCLUSIONS


CHAPTER 4

SUMMARY AND CONCLUSIONS

This chapter deals with the findings and discussions based on the objective and hypothesis

which were taken for the analysis of the study. This chapter also talks about the limitations of

the study and scope for future study.

4.1 Overview

The chapter aims to recollect the various phases of the study. A summary of the research with

thee main findings has also been presented. Revisiting of objectives is essential to understand

whether the purpose aim of research has been achieved. Limitations of the study have been

pointed out. Recommendations based on the study have also been presented. Finally, the chapter

throws light on directions for future research.

4.2 Findings of Study

To make the theoretical contribution of this research easier to follow, the findings will be

presented according to the research objectives obtained in the introduction

a) It is observed that Out of 100 respondents 68% were male and 32% were females which

shows majority of respondents were males as compare to females.

b) It is observed that in Hotels a wide number of respondents belong to age group 21-30. It

means that more number of respondents belongs to the Fresher’s and young people who have

started their jobs and learning the way things are done in this industry.

c) It is also noticed that most of the employees or the staff in the Hotels are able to balance the

work life and personal life .


4.3 Limitation of the Study

a) The study was conducted by taking two hotels , so this is a limitations & we cannot

generalize.

b) In some cases, few respondents were not sure about their answer and opinion. The reason for

this may be questions that do not apply or effect that particular employee, or perhaps, the

employee had mixed feelings about the issue.

c) The respondents were mostly of young generation, so there were less experienced people. So

this also a limitation of the study.

4.4 Scope of future study

a) The research has been conducted only on 100 respondents, so there is a scope for future

researcher to increase the sample size of Respondents.

b) The Hotels were also limited to 2 only so there is a scope of taking more hotels for increase

in number of respondents.
4.5 Keywords & their Meaning:

Table no. 4.1 Keywords

S No Keywords Meaning
1 Methodology A system of broad principles or rules from which specific

methods or procedures may be derived to interpret or solve

different problems within the scope of a particular

discipline. Unlike an algorithm, methodology is not a formula

but a set of practices.

2 Hindering The verb hinder means to block or put something in the way

of, so if you’re in a high-speed car chase with the police, they

might put up a blockade to hinder your progress.

3 Productivity Productivity is a measure of performance or output. The

number of sales (of premium and contracts) generated per sales

person is known as productivity. It is a measure of how

effectively the sales targets are being met for an insurance

company.

4 Commitment A commitment is something which regularly takes up some of

your time because of an agreement you have made or because

of responsibilities that you have.

5 Work Life Balance Work-life balance refers to the level of prioritisation between

personal and professional activities in an individual’s life and

the level to which activities related to their job are present in

the home.
CHAPTER- 5

RECOMMENDATION
CHAPTER- 5

RECOMMENDATION

The present chapter aims to make suggestions based on the findings and limitaton of the study.

These suggestions are aimed at improving the impact of Work life balance on Job satisfaction of

employees in Hospitality sector by giving them satisfaction they desire for.

There are some Recommendation:

1. The management of hotels should analyze the issues related to the WLB of its employees and

should design and implement policies to resolve the issue.

2. Management of hotels should focus on provision of employment practices pertaining to WLB

that have a greater impact on enhancing productivity of its employees.

3. Work-life balance be included as part of human resource practices to contribute to job

satisfaction.

4.Serious attention should be paid to the various levels of mangement by providing appropriate

information and challenging managers to contribute to the image and reputation of the

organization.
BIBLIOGRAPHY

Journals

1. Dr Kathleen Farrell , (2015) Work-life Balance Practices among Irish Hotel Employees and

Implications for HRM .

2. Blomme, R.J., van Rheede, A., Tromp, D.M. (2009) “The hospitality industry: an attractive

employer? An exploration of students and industry workers’ perceptions of hospitality as a

career field”, Journal of Hospitality and Tourism Education. 21(2), pp. 6-17.

3. Farrell, K. (2012) “Work-home balance: A management perspective”, Hospitality and

Society, 2(3), pp. 273-291.

4. Karatepe, O.M. and Magajc, A.B. (2008) “Work-family conflict and facilitation in the hotel

Industry: A study in Nigeria”, Cornell Hospitality Quarterly, 49(4), pp. 395-412.

5. O’ Neill, J.W. (2011) “Using focus groups as a tool to develop a hospitality work-life

research study”, International Journal of Contemporary Hospitality Management, 24(6), pp.

873-885.

6. Tromp, D.M. and Blomme, R.J. (2012) “The effect of effort expenditure, job control and

work-home arrangements on negative work-home interference in the hospitality industry,”

International Journal of Hospitality Management, 31(4), pp. 1213-21

7. Harvinder soni, Yashwant singh Rawal (2014) Organizational commitment of employees in

Hotel industry : A comparoision between chain and non chain Hotels of Udaipur. pp 37-44

8.Withiam, G. (2013). Work-family imbalance leads some employees to leave. Hotel

Management, 228(7), 17.


9. Margaret Deery, (2009), “A framework for work – life balance practices: Addressing the

needs of the tourism industry”, Tourism and Hospitality Research (2009) 9, 97 – 108.

10. . Jehangir, M., Kareem, N., Khan, A., Jan, M.T., & Soherwardi, S. (2011). Effects of job

stress on job performance & job satisfaction. Interdisciplinary Journal of

Contemporary Research in Business, 3(7), 453-465.

11. Williams-Myers, C., & Kwansa, F. A. (2010). The workplace balancing act: Impact on

performance and productivity. Consortium Journal of Hospitality &

Tourism, 14(2), 41-64.

12. Warech, M.; Tracey, J.B. (2004) “Evaluating the impact of human resources: identifying

what matters”, Cornell Hotel and Restaurant Administration Quarterly, Vol. 25, No. 4, pp. 376-

87.

13. Liz Doherty, (2004), ) "Work-life balance initiatives: implications for women", Employee

Relations, Vol. 26 Iss: 4, pp.433 – 452.

14. Wang, Y., Liu, X., & Cong, Q. (2012). How to improve frontline employees’ service

remedial performance in hospitality industry: Modeling and empirical study. Tourism Tribune,

27(3), 69-77

15. Xiao, Q. and O’ Neill, J.W. (2010) “Work-family balance as a potential strategic advantage:

a hotel general manager perspective”, Journal of Hospitality and Tourism Research, 34(4),

pp.415-439.
APPENDIX

Questionnaire
1. Your Name: ____________________________________________

2. Hotel Name:

3. Working since:

4. Age: 21-30 31-40 41-50 51 or above

5. Gender: Male Female

In this questionnaire there are two variables , first is Work life balance and second is Job

satisfaction. 1 to 12 Questions are of WLB and 1 to 26 are of JB.

1 - Strongly Disagree (SA), 2 - Disagree (A), 3 – Neutral , 4 - Agree (D), 5 - Strongly Agree
(SD)

S.no Statements SD D Neutral A SA

1 It’s important to me that I am affective in


many different parts of my life. (eg:
family, friends, Community, Leisure
activities & Career).
2 Before making a career related decisions, I
think about how the decision would affect
many other parts of my Life.
3 My life and commitments beyond work
are respected by my colleagues.
4 I have been able to balance home and
work life without hindering my career
Progression.
5 I strive to be successful in many different
parts of my life.
6 There are major differences in my work
tasks.
7 I feel comfortable in discussing changes
regarding work and working arrangements
with my superior.
8 Work allotted to me is according to my
preferences and skills.
9 I have to work beyond official hours to
keep up with my workload.
10 I make work related decisions based on
the effects the decisions have on my other
parts of my life.
11 I Participate in activities outside of work
because they help me feel more fulfilled in
life.
12 Putting in extra hours helps Career
prospects.
13 I am well paid for the work I do.

14 My Job offers good prospects for career


advancement.
15 The organization I work for motivates me
to give my best job performance.
16 I would accept almost any type of job
assignment in order to keep working for
this organization.
17 I am proud to tell others that I am part of
this organization.
18 This organization really inspires the very
best in me in the way of Job Performance.
19 I receive Recognition for a job well done.

20 I feel close to the people at work.


21 I feel good about working in this
organization.
22 I get along with my superiors.

23 I feel secure about my job.

24 I believe management is concerned about


me.
25 I believe work is good for my physical
Health.
26 Policy for Work life Balance helps in
increasing productivity and satisfaction.
ANNEXURE-B

Excel Sheet
Annexure

 Questionnaire
 Bibliography
QUESTIONNAIRE

I am a student of Hindu Institute of Management Technology. I am doing a research for Project


Report. I request you for your kind cooperation and help to fill this questionnaire. I assure you
that the information provided will be kept, strictly confidential and shall be used only academic
purposes.

Name of the organization

Location

Sector

Name of the HR head

Q.1 what do you understand by Human resource development?

(A) Development Center (B) Training Center

(C) Both

Q.2 what do you think is the need for HR department in your hotel?

(A) Managing Manpower (B) Appropriate Recruiting

(c) Retention of good Employees (D) All of these

Q.3 Is there a separate HR department in your hotel?

(A) Yes (B) NO

Q.4 what is the strength of the department?

(A) Coordination (B) Work Force Diversity

(C) Well Management (D) Good Employees Behavior

(E) All of these


Q.5 what are the efforts made by your department towards the welfare of the staff in your
organization?

(A) Incentives (B) Bonus

(C) Training (D) Job Security

Q.6 How you recognize the training needs of the employees in your hotels?

(A) Bad Performance (B) More Time Consumption

(C) Wastage of resources (D) Under Confidence

Q.7 Are you satisfied with the traning and development which is given to employees?

(A) Yes (B) No

Q.8 Are employees satisfied with compensation package that is being paid to them?

(A) Yes (B) No

Q.9 what is the technique of traning and development for the employees?

(A)Sensitivity traning (B) Coaching

(C)Case study (D) Other

Q.10 Is there employees provide feedback about their traning and development programs?

(A) Yes (B) No

Q.11 How much emphasis is laid on the organization development in your organization?

(A) Slightly (B) Moderate

(C) High (C) Low


BIBLIOGRAPHY

 Rao, T.V, Singh, Kuldeep, “Selected Readings in HRD”, Tata Publishing Company, 1996
McGraw Hill Edition.
 Rao, V.S.P. (2000), Human Resource Management, Excell Books, New Delhi.
 De Simone, R.L. and Harris, D.M. ,Human Resource Development, Thomson Learning.
 Rao, T.V “Personnel Management”, Tata McGraw Hill Publishing Company, 6th edition.
 Parekh, Udai, Rao Vankateshwara, “New Directions in HRD”, Tata McGraw Hill
Publishing Company, 2nd edition.
 Pattanayak, B. (1998), Human Resource Training, Wheeler Publishing, New Delhi.
 Mohan, Puneet (2009), Personal Growth and Training & Development, Sun India
Publication, New Delhi.
 Mamoria, C.B. (1994), Personnel Management, Himalaya Publishing.
 Flippo, Edwin B. (1982), Principles of Personnel Management, McGraw-Hill, New
York.
 Broad, M.L. and J,W. Newstrom (1997), Transfer of Training, Reading (Mass.),
Addison-Wesley.
 Robinson, D.G. and J.C. Robinson (1989), Training for Impact: How to link training to
business needs and measure the results, Jossey-Bass, San Francisco.
 Clutterbuck, David, Everyone Needs a Montor (Developing Practice), third edition.
 A.Neo, Raymond, Employee Training and Development, second edition.
 P.Wilson, John, HRD:Learning and Training for Individuals &Organization.
 Dale, Margaret,Armstrong, Boulter, Sheal and Murlis, The ART of HRD, (ISBN).
 Heery, E. and M. Noon (2001), A Dictionary of Human Resource Management, Oxford
University Press, London.
Websites:-
WWW.google.Com

WWW.surfindia.Com

WWW.hotels.Com

WWW.bing.Com

WWW.MapsofIndia.Com

WWW.hotelscombined.Com

WWW.hotelscomparison.Com

WWW.HOTELSMag.Com

WWW.hotelmarketingstrategies,Com

WWW.agoda.Com

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