Human Resources Development Program 2011-12

Taj Hotels Resorts and Palaces

Brief Company Profile:

For more than 100 years, we have acquainted guests with the living heritage of India - and a legendary experience in
hospitality.

It began on December 16, 1903, when Jamshetji Nusserwanji Tata opened Taj’s first hotel, the Taj Mahal Palace,
Mumbai. This grand hotel epitomized a philosophy that still holds true today: provide impeccable service and
unparalleled facilities so every stay is a memorable one.

A part of the Tata Group of companies, Taj Hotels Resorts and Palaces comprises 57 hotels in 40 locations across India
with an additional 18 international hotels in the Maldives, Mauritius, Malaysia, Australia, UK, USA, Bhutan, Sri Lanka,
Africa, and the Middle East. Over the years, Taj has won international acclaim for its quality hotels and its excellence in
dining, business facilities, interiors, and world-class, personalized service.

Our aim is to be recognized as one of the Top global hotel groups providing exceptional customer satisfaction in each of
our hotels. The growth strategy of our group is to operate 20,000 rooms in 25 destinations around the world and
achieve a group turnover of US $ 2 Billion with 33% share from international operations by 2014.

The Taj is a brand that combines a rich legacy of carefully nurtured values steeped in a culture of excellence with
opportunities for participating in new vistas of the Company growth. The main success factor for the Company’s growth,
are the Taj employees and talent selected for this exciting journey. The Taj considers its employees among its most
important stakeholders in taking it to new pinnacles of service standards and guest delight.

At the Taj, every employee is an ambassador of the culture and spirit of the Taj. Taj’s growth plan which includes
expanding its footprint in the global arena as well as growing in domestic dominance provides opportunities for a large
number of roles and careers unfolding.

Address
The Indian Hotels Company Limited
Oxford House
15/17 N.F. Road
Apollo Bunder
Mumbai 400 001
India

Websitewww.tajhotels.com
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Profile – HRDP 2011

The Taj offers a HR generalist role and HR practitioners are expected to be proficient with the diverse HR
processes. Every hotel has a dedicated HR department usually headed by a HR Manager and manned by two to
ten HR members. The HR function at a hotel level is responsible for all people related activities and is also the
owner of workplace ethics, culture and environment.

HR executives in the first two years of their career can expect exposure to a majority of these HR processes and
would be expected to have owned, administered and managed a majority of these processes. A concise map of
HR processes in a hotel and typical areas of involvement of HR executives is provided below:

HR Process Description

Assist in preparation and deployment of long term workforce plan (5 years) factoring
in attrition trends, internal mobility, capacity enhancement etc.
Workforce Planning and
Assist in preparation and deployment of short term (annual) workforce plan.
Budgeting
Contribute in forecasting and budgeting of employee costs including payroll and other
indirect heads.

Contribute to identification of campuses.

Sourcing & Recruitment
Play a role in relationship building and employer branding at identified campuses.
Assist in short listing, interviewing, selection and on boarding of candidates.
Manage various sourcing channels including placement agencies, internal job positing,
advertising, portal management etc.
Maintain an aggressive cycle time for closing open positions using these sourcing
channels in the most cost efficient manner.

Manage the executive performance management system based on Balanced Score

Performance Management
Card principles and ensure timely, error free execution of the same.
System
Administer staff performance management system as per definite timelines

Administration of compensation and benefits for employees including fitment,

Compensation & Benefits
Reward & Recognition
compensation benchmarking, salary revisions etc.
Benchmark Benefits with emerging trends and deploy as appropriate in the concerned
hotel.
Deploy and manage established reward and recognition systems including the
institutionalised STARS, Bravo Billboard, and Role Model systems etc in order to
reinforce organisational values and culture.

Manage at all times a healthy relationship with employee representative bodies to

ensure employee well- being and productivity and alignment with organisation's goal
Employee Relations and direction,

Contribute and participate in Wage Settlement activities as required.

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HR Process Description

Maintain a high degree of interaction with employees to be constantly aware of

Employee Engagement
Employee Life Cycle
Employee Well Being
Outsourced Employee
Management
MIS
Corporate Sustainability
ground level workforce dynamics.
Administer a structured bouquet of employee engagement initiatives under the
award winning YoA and YoA+ programs to ensure a vibrant work environment and
workplace culture.
Drive internal communication to ensure alignment of workforce with organisational
vision and plans.
Administer employee engagement surveys, analyse and share results, conduct action
planning for areas of development.
Manage pre-joining, joining and on-boarding processes with highest level of customer
service.
Manage work scheduling, attendance, leave and payroll processing.
Manage and administer other life cycle processes including separation through
resignation, contract expiry, retirement, exit interviews etc with high degree of
customer service.
Manage highest levels of workplace hygiene, cleanliness and ergonomic standards
Manage employee facilities like cafeteria, lockers, uniforms etc with highest
standards.
Ensure highest level of workplace safety
Administer employee welfare initiatives with high degree of empathy and customer
service attitude
Identification of vendors and contractors, negotiating and contracting, managing
outsourced vendors/contractors.
Manage outsourced employees with respect to alignment with organisation’s values,
work practices and ethical standards.
Ensure well- being, skill upgradation and engagement of outsourced workmen.
Maintain and analyse employee related data, trends, external benchmarks etc to
enable management visibility of performance, productivity and other workplace
measures for quality decision making.
Participate and execute Corporate Sustainability initiatives, create employee
awareness and promote the spirit of volunteering, conduct training of external people
and employees as required.

Competency Requirement:

The HRDP candidate would be required to possess the following competencies:

• In depth knowledge of contemporary HR practices.
• Ability to apply conceptual knowledge in work area.
• Ability to work on and analyse HR metrics and data.
• High Level of EQ, relationship building and networking skills.
• Ability to communicate across a diverse spectrum of workforce.
• High level ofintegrity and value system.
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Location of Posting
During the HRDP program, the HR Executives will be posted across different locations as part of training. On completion
of HRDP program, they can be posted at any location in India where Taj has a presence.

Selection Process

Our Campus Process starts with a pre-placement talk to share the organizational history, aims and future focus. The
selection process consists of group discussion followed by preliminary interview and a final interview. All levels are
elimination rounds.

Contact
All queries with regard to Campus Process can be directed to:

Ms Rashmi Sharma
Corporate Human Resource
The Indian Hotels Company Limited
91 22 66651117
Rashmi.sharma@tajhotels.com