To: Prof.

Shiladitya Verma (Iper Bhopal)

By: Gladwin Joseph Manju Mishra Reena Sharma Saijeeth Vasudevan Vibhavray Shrivastav Vishal Singh

Recruitment
Definition: According to EDWIN FLIPPO, Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Creating a pool of well qualified and talented candidates and choosing the best candidate from that pool. The recruitment and selection process in an organization has to be aligned with their corporate mission and objectives.

Need for recruitment:

The need for recruitment may be due to the following reasons / situation: a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labour turnover. b) Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification.

Purpose and importance of Recruitment:

Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.

Purpose and importance of Recruitment Cont.

Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its work force. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organizational and individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

RECRUITMENT PROCESS
Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages, viz, Planning. Strategy development. Searching. Screening. Evaluation and control.

STAGE 1: RECRUITMENT PLANNING:

Planning involves the translation of likely job vacancies and information about the nature of these jobs into set of objectives or targets that specify the Numbers and the Type of applicants to be contacted. Number of applicants Type of applicants

STAGE 2: STRATEGY DEVELOPMENT:

When it is estimated that what types of recruitment and how many are required then one has to concentrate in 1) Make or Buy employees. 2) Technological sophistication of recruitment and selection devices. 3) Geographical distribution of labour markets comprising job seekers. 4) Sources of recruitment. 5) Sequencing the activities in the recruitment process.

STAGE 3: SEARCHNG:
Once a recruitment plan and strategy are worked out, the search process may begin; Search involves two steps: A) Source activation and B) Selling.

STEP 4: SCREENING:
Screening of applicants can be regarded as an integral part of the recruiting process, though many see it as the first step in the selection process.

STAGE 5: EVALUATION AND CONTROL:

Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are: a) Salaries for recruiters. b) Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison and so forth. c) The cost of advertisements or other recruitment methods, that is, agency fees. d) Recruitment overheads and administrative expenses. e) Costs of overtime and outsourcing while the vacancies remain unfilled. f) Cost of recruiting unsuitable candidates for the selection process.

TAJ GROUP OF HOTELS

It began on December 16, 1903, when Jamshetji Tata opened Tajs first hotel, the Taj Mahal Palace & Tower, Mumbai. For more than 100 years, the Taj has acquainted guests with the living heritage of India - and a legendary experience in hospitality. Taj has won international acclaim and recognized as the premier hospitality provider. An innovator in dining.

 Comprises 65 hotels in 48 locations across India. 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. Taj was the first to introduce Sichuan, Thai, Italian, Mexican, and Californian cuisine into the country. In 1972, it was the first to open a 24-hour coffee shop in India at Taj Mahal Palace & Tower, Mumbai. Today, each restaurant is reflective of that tradition, setting benchmarks for an outstanding culinary experience and a memorable stay.

Taj hotels classifications

TAJ
Luxury SBU
Palace hotels City hotels

Business SBU
ITPL Residency

Leisure SBU
Cultural heritage Garden retreats

Gateway hotels

resorts

DEPARTMENTS IN THE HOTEL

PRIMARY DEPARTMENTS
Front office House keeping Food production Food and beverage service

SECONDARY DEPARTMENTS
Sales and marketing Human resources Store Engineering Horticulture Purchase Systems

RECRUITMENT & SELECTION PROCESS AT TAJ

Taj Hotel has standard a list of jobs that are filled in accordance with international standards. However these lists are not permanent and new jobs are added to it keeping in view the changing needs of the workforce. A new vacancy in TAJ HOTEL may arise because of the need to replace the retiring staff, dismissed staff, promoted staff or replacing an employee on job rotation. Then according to the requirement, job specification and job description is prepared by the HR manager. The immediate supervisor has to actually tell about the place to be fullfilled. HR manager then has to consult with GM of the particular unit. After the proposal has been discussed the approval is given.

RECRUITMENT & SELECTION PROCESS AT TAJ CONT..

TAJ HOTEL does not rehire employees which have left their job. They prefer fresh graduates as employees. Job posting is maximum of 9 months and minimum of 3 months. During this period if the hired employee is found to be unsuitable the next most suitable candidate is called from the waiting list to replace him. They hire on permanent and monthly basis.

RECRUITMENT & SELECTION PROCESS AT TAJ CONT..

For labour work TAJ HOTEL uses contractors to provide them with the specified no. of employees as required. These employees are hired by contractors on daily wages. The organization does not go for child labour as it is unethical and against the policies of major business firms. They provide 100 % Diversity (Equal opportunity to both genders). Applications from candidates are kept in separate files according to the job titles and whenever there is a vacancy available, they are called up by the organization.

Recruitment at taj
The Taj Groups three-pronged recruiting system helps to identify people it can train to be customer-centric. Unlike other companies that recruit mainly from Indias metropolitan areas, the chain hires most of its frontline staff from smaller cities and towns such as Pune (not Mumbai); Chandigarh and Dehradun (not Delhi); Trichirappalli and Coimbatore (not Chennai); Mysore and Manipal (not Bangalore); Haldia (not Calcutta).

Recruitment at taj cont.

The Taj Group prefers to go into the hinterland because thats where traditional Indian valuessuch as respect for elders and teachers, humility, consideration of others, discipline, and honestystill hold sway. In the cities, by contrast, youngsters are increasingly driven by money, are happy to cut corners, and are unlikely to be loyal to the company or empathetic with customers.

Recruitment at taj cont.

The chosen few are sent to the nearest of six residential Taj Group skill-certification centers, located in the metros. The trainees learn and earn for the next 18 months, Staying in no-rent company dormitories, eating free food, and receiving an annual stipend of about 5,000 rupees a month (roughly $100) in the first year, Which rises to 7,000 rupees a month ($142) in the second year. Trainees remit most of their stipends to their families, because the Taj Group pays their living costs. As a result, most work hard and display good values despite the temptations of the big city, and they want to build careers with the Taj Group. The company offers traineeships to those who exhibit potential and havent made any egregious errors or dropped out.

Recruitment at taj cont.

For the companys topmost echelons, the Taj Group signs up 50 or so management trainees every year from Indias second and third-tier B-schools such as Infinity Business School, in Delhi, or Symbiosis Institute, in Pune, usually for functions such as marketing or sales. It doesnt recruit from the premier institutions, as the Taj Group has found that MBA graduates from lower-tier Bschools want to build careers with a single company, tend to fit in better with a customer-centric culture, and arent driven solely by money. A hotelier must want, above all else, to make other people happy, and the Taj Group keeps that top of mind in its recruitment processes.

Training Customer Ambassadors

The Taj Group has a long history of training and mentoring, which helps to sustain its customer centricity. The practice began in the 1960s, when CEO Ajit Kerkarwho personally interviewed every recruit, including cooks, bellhops, and wait staff, before employing themmentored generations of employees. The effort has become more process-driven over time. The Taj Groups experience and research has shown that employees make 70% to 80% of their contacts with guests in an unsupervised environment. Training protocols therefore assume, first, that employees will usually have to deal with guests without supervisionthat is, employees must know what to do and how to do it, whatever the circumstances, without needing to turn to a supervisor.

Career opportunities in TAJ Hotels :

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 Companys 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. The TAJ magic is all about passion in what one is doing, the pursuit of excellence, feeling included, warmth and the highest levels of service standards with a relentless and untiring obsession about delighting the guest. This spirit that rings through the heart of every TAJ employee makes the difference between a job in any hospitality company and career with the TAJ.

TAJ ON CAMPUS:
Campus Openings: TAJ HOTEL invites you to explore many choices with the largest and most rapidly growing leader in the hospitality industry

Career Options
Assistant Manager / Manager Learning & Development (Should hold diploma/ degree in hotel management Chief Engineer (Bachelors Degree in Engineering) Executive Chef (Diploma in Hotel Management Apprenticeship and specialized training from a culinary institute) Executive Housekeeper (Graduate/Diploma in Hotel Management)

Career Options Cont..

Financial Controller (Thorough knowledge of modern financial analysis tools and techniques; Knowledge of Tax structures, Commercial laws and regulations; Working knowledge of MS Office & the Accounting package) Food & Beverage Manager (Graduate/Diploma in Hotel Management) Front Office / Guest Relations Executives (Smart pleasing personality excellent communication skills; Diploma in Hotel Management / Graduate in any stream or relevant experience in Hotels; Good Computer knowledge; Salary 8000 to 10000 per month; Should be willing to work in shifts)

Career Options Cont..

Front Office Manager (Graduate/Diploma in Hotel Management) Guest Reservation Assistant HR Manager (Professional qualification like MBA or PGDM in HR from premier institute.) Reservations Assistant (Candidate must possess at least a Diploma in any field. Fresh graduates/Entry level applicants are encouraged to apply.) Sales Manager (Degree /Diploma in Sales Management (Management degree in Sales & Marketing preferred)

Career Options Cont..

STEWARD (Candidate must possess at least a Diploma or Bachelor of Hotel Management in Hospitality/Tourism/Hotel Management or equivalent.) TAJ SPA Manager (Candidate must possess at least a Bachelor of Art, Bachelor of Commerce or Bachelor of Science in any field.) TAJ SPA RECEPTIONIST (Candidate must possess at least a Bachelor of Art, Bachelor of Commerce or Bachelor of Science in any field.) Travel Desk Assistant (Candidate must possess at least a Diploma in any field. Fresh graduates/Entry level applicants are encouraged to apply.)

General Selection Process:

THE SELECTION PROCESS

Selection varies according to the job post. At TAJ HOTEL for some jobs (i.e. chefs) they use work sample testing technique, whereas the basic criteria for testing and selection listed are: Appearance & Grooming. Professional Qualifications. Experience & Knowledge of Job applied for. Communication Skills in English. Balance Poise & Maturity. Potential for Growth. Reasoning & Judgment.

SELECTION PROCEDURE AT TAJ HOTEL

Firstly shortlisting of the CVs is done. Then only the ones who have been selected on the basis of their resumes are called for the interview. Selection is based on the eligibility of qualification and experience. If the candidate has the qualification and experience according to the job specification then he is called for the interview.

INTERVIEW
Step by step procedure is followed in the interviews. 1. The candidate is first interviewed by the manager of the TAJ HOTEL and the Director HR. This interview is unstructured, the HR manager asks frequent questions to screen out the eligibility and potential of the candidate. After conducting interviews from all the candidates he prepares a list of the capable candidates. 2. The second step, in this step the selected candidates are called again for the structured interview which is to be conducted by head of the particular department.

INTERVIEW CONT
3. In such interviews general knowledge questions which are related to the job are asked from the candidates. And also the behavioral based question that what would be about the behavior and how a candidate would be performing in a given certain situation. This helps them to judge the personality, temperament, attitude, and the minimum stress could be handled by the candidate. 4. The example of the whole procedure can be such as, like an assistant marketing manager is required so he would be first interviewed by director human resource manager then would be going through a panel interview in which certain job related question will be asked such as, describe 4 Ps of marketing or consumer market and consumer buyer behavior, etc. In their opinion, behavioral interviewing is a good screening process to screen out the best of the best people.

Pre-placement Presentation

Group Discussion

Eye for detail test

Preliminary Interview

Final Interview with senior management

Letter of Offer

SELECTION PROCESS FOR MANAGERIAL DEPARTMENT

Pre-placement presentation: A brief presentation about the organisation and its features is given to the candidates by the panel. It also involves a briefing with regards to the job profile and the opportunities available. Group Discussion: A topic is given to a group of candidates and their opinions and statements are observed and evaluated by the panel or moderator. Preliminary Interview: A preliminary screening interview is conducted to test the candidates skill level in his field or domain of specialisation along with his communication skills.

SELECTION PROCESS FOR MANAGERIAL DEPARTMENT CONT

Final Interview : The final phase of the interview involves a round up with the senior management; this includes negotiations regarding the compensation and any further enquiries regarding the job. Offer letter: The candidate is formally given the JOB offer letter which completes the selection process.

Pre-placement presentation: A brief presentation about the organisation and its features is given to the candidates by the panel. It also involves a briefing with regard to the job profile and the opportunities available. Group Discussion: A topic is given to a group of candidates and their opinions and statements are observed and evaluated by the panel or moderator. Personal Interview: The candidates attributes, strengths, weaknesses, etc. are tested in this round which involves a formal round with HR manager.

SELECTION PROCESS FOR CHEF

SELECTION PROCESS FOR CHEF CONT.

Food Trial: The candidates dishes are tasted and based on various parameters the dishes are evaluated and qualified by competent jury. GM Interview : The final phase of the interview involves a round up with the senior management; this includes negotiations regarding the compensation and any further enquiries regarding the job. Offer letter: The candidate is formally given the JOB offer letter which completes the selection process.

Selection Process for Chef

Pre-placement Presentation

Group Discussion

Personal Interview

Food Trial

GM Interview

Letter of Offer