A Study on Employee Recognition Programme at GRT Grand Chennai

A Study on Employee Recognition Programme at GRT Grand, Chennai

A Project Report submitted to the Periyar University, Salem in partial fulfillment of the requirements for the award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

ByLakshmi Rajan.A.R

Register No: 07BIA1034

Under the guidance of Dr.K.V.Kannan M.B.A., M.F.T., Ph.D

Senior lecturer

KSR Business SchoolK.S. Rangasamy College of Arts & Science

Tiruchengode – 637 215.

April 2009

1

KSR Business School

K.S. Rangasamy College of Arts & Science, Tiruchengode(Affiliated to Periyar University)

CERTIFICATE

This is to certify that the project report titled “A Study on Employee Recognition Programme at

GRT Grand, Chennai” is a record of the work done by Student Lakshmi Rajan.A.R (Reg. no.

07BIA1034) submitted in partial fulfillment of the requirement for the award of degree of

Master of Business Administration of Periyar University during the academic year 2008-09.

Project Supervisor Director

Viva-voce examination held on __________________

Internal Examiner External Examiner

Principal

2

DECLARATION

I hereby declare that the project report titled “A Study on Employee Recognition Programme

at GRT Grand, Chennai.” is my original work and that no part of this report has been submitted

for the award of any other Degree, Diploma, Fellowship or any other similar titles or prizes and

that the work has not been published in any scientific or popular journal or magazine.

Place: Tiruchengode SignatureDate: LAKSHMI RAJAN.A.R

Reg. No. 07BIA1034

3

ACKNOWLEDGEMENT

It is my privilege and great pleasure to express to my sincere and heart full thanks

to Lion. Dr.K.S.RAGNSAMY, MJF, founder and Chairman of K.S.RANGASAMY

Educational Institutions, Tiruchengode for giving me such a great opportunity to study

in this prestigious institution.

I extend my thanks to Smt. KAVITHAA SRINIVASAN, M.A,. M.B.A., Executive

Director, K.S.RANGASAMY College of Arts and Science, for providing me an opportunity

to undertake the project.

I am indebted to Dr. N. KANNAN M.Sc., Ph.D., Principal, K.S.RANGASAMY

College of Arts and Science, for his constant encouragement and valuable guidance

throughout the study.

I express my sincere and heart full thanks to Prof. Dr. K.

ELANGCHEZHIAN M.B.A., Ph.D., Director, K.S.RANGASAMY Business School, for his

constant encouragement and valuable guidance throughout the study.

I sincerely thank Mr. T. R. RAMESH CHANDRA BABU, M.Com, MBA, HOD,

K.S.RANGASAMY Business School, for his suggestions and support

I extent my heart full thanks to the Project coordinator Dr.K.V.KANNAN, M.B.A.,

MFT., Ph.D., Senior faculty, K.S.RANGASAMY Business School, who is also my internal

guide, for encouragement and proper guidance that helped me to complete my project.

4

I wish to express my profound gratitude to Mr. G. RAJENDRAN. CHAIRMAN (GRT

Hotels and Resorts), for having given me an opportunity to do my project report at their

esteemed organization.

I am really grateful to all faculties of K.S.RANGASAMY Business School for their

necessary guidance and support throughout my project.

Finally, I thank my Parents for their love, affection and support which helped in

the successful completion of this project work.

Lakshmi Rajan.A.R

(07BIA1034)

5

Chapter No. Particulars Page No.

Synopsis 7

1.

Introduction Introduction to the Organization

Introduction to the Project

Scope of the Study

81012

2. Review of Literature 13

3. Objectives 15

4. Research MethodologyLimitations

1617

5. Data Analysis and Interpretation 18

6. Findings and Suggestions 76

7. Conclusion 78

Annexure Questionnaire(s) 79

Bibliography and Webiliography 82

6

Synopsis

The project titled “A Study on employee recognition programme” was carried out for the

hotel GRT Grand in Chennai. The project work aims to identify the satisfaction level of

employees towards existing recognition programme. It also aims to know expectation of

employees towards employee recognition programme. The project also aims to measure the

relationship existing between years of experience with satisfaction level of employees towards

recognition programme and relationship existing between grades of employees with satisfaction

level of employees towards recognition programme.

Descriptive study is the type of research design used for carrying out the research.

Primary data collected with the help of well structured questionnaire comprising both open and

closed ended question. All the 316 employees have been conducted with the research survey.

Appropriate statistical tools were used for data analysis.

Based on the analysis findings were arrived at suitable suggestions were given.

7

Introduction to the Organization

GRT Hotels and Resorts

GRT Hotels & Resorts is promoted by G R Thanga Maligai (GRT), South India's

leading jewelers established in 1964 by Mr. G. Rajendran.

GRT having diversified into the hospitality industry currently has properties in Chennai,

Madurai, Pondicherry, Mamallapuram, Kanchipuram and Yercaud India and offers a complete

end to end hospitality solution for business and leisure.

GRT Grand

GRT Grand is the 4-Star Business Hotel in Chennai, with all the facilities and ambience

of a 5-Star hotel. Strategically located in the center of Chennai city, GRT Grand combines

international standards of efficiency with renowned south Indian hospitality.

First Indian hotel to receive ISO 9001 - 2000, ISO 14001 - 2004 and HACCP

certification

GRT Grand offers the best of residential and non-residential banquet and conferencing

facilities. With a wide range of well-equipped banquet halls and seminar rooms at the hotel as

well as the convention center, GRT Grand is the perfect venue for interviews, seminars,

weddings and parties.

Mission statement of GRT Grand

“Strives to ensure ultimate guest satisfaction through our ‘jewel box values’ of quality,

value for money, personalized service, comfortable ambience and consistency through our

committed professional team to be the best 4 star hotel in the country”.

Mission statement of HR department

“Human Resources Department strives to achieve the organizational goals and ultimate

employee satisfaction through SMILE – SUPPORT, MOTIVATE, INTEGRATE, LEAD AND

EMPOWER with Effective communication, Team work and Continual Training and

Development, for the betterment of the society”.

8

Recruitment:

Step 1 functional head will fill up employee requisition form and get unit heads approval and

forward to human resources department.

Step 2 human resources head ensure the manpower requirement.

Step 3 human resources head consult with functional head and vice president.

Step 4 decide on mode of recruitment (consultants, campus, advertisement in newspaper and

magazine, existing data bank and walk-in)

Step 5 Human resources head recommend mode to unit head.

1st Round by the HR department

2nd Round by the concerned dept head

3rd Round will be conducted by the GM on every Wednesdays’ and Fridays’.

Induction:

Following is the induction period for different grades

G (staff level) - 3 days

E (supervisor level) - 3 days

M (managerial level) - 2 weeks

Induction to the selected candidates will be conducted by training department. Product

knowledge, telephone courtesy, grooming standard, fire, safety, security, personal policies, do’s

and don’ts, property tour will be covered in induction.

Performance appraisal:

Supervisor and head of the department do performance appraisal for the respective

department. Performance appraisal is used to motivate and analyze the training and development

need of employees.

Performance appraisal is done bi-annually in the month of April and October. Human

resource department circulate form on 3rd week of March to all head of the department.

Performance appraisal sheet consist of rating for performance level of employee, job

related behavior attributes, information regarding unique contribution of employees, training and

development need. Reviewing officer recommends for promotion and salary increase based on

the performance of employee. It also consists of personal performance log. Personal performance

log have the details of positive incident, negative incident, unique contribution, attendance

bonus.

9

Introduction to the Project Work

Employee Recognition

`Employee Recognition' is the application of a scientifically confirmed behavioral

psychology principle that employee performance and retention are strongly linked to consistent,

appropriate positive reinforcement of behavior that promote the organization’s goals. (Positive

reinforcement is the process of choosing and adding a stimulus that increases the likelihood of

the desired behavior occurring in the future.

If you appreciate and encourage your employees when they do something right, they are

likely to repeat this behavior. Other employees who see this are also likely to copy this behavior

with the hope of receiving similar appreciation and recognition.

Recognition can be delivered in a number of ways, but to be truly effective, it should be

in relation with the organizational goal.

Following are the qualities of effective employee recognition.

1. Supports Organizational Goals and Values

2. Sincere and Simple

3. Meaningful

4. Adaptable

5. Relevant

6. Timely

Employee recognition can be used as a tool to attract, retain and motivate

employee. The goal of the programme is to encourage outstanding performance. Employee

recognition programme should be framed in a way that both organizational and individual goals

are met. Attrition rate in hotel industry is likely to double by 2010 i.e. from 25% to 50%, so there

is need for best employee recognition programme to retain employees.

Employee Recognition programme at GRT grand

Monthly attendance incentive

Annual attendance incentive

Long service award

Star Employee

I Care

10

Monthly attendance incentive

If an employee is in the regular roll is present on all the working days during the month,

he is being paid Rs.100/- as monthly attendance bonus apart from his weekly offs.

Annual attendance incentive

If an employee gets Monthly Attendance Bonus for all the twelve months during the year

(Jan to Dec), he/ she is being paid Rs. 500/- as annual attendance bonus and a certificate of merit

Long service award

Employees who have completed five years & ten years of continuous service from the

date of appointment will be given a certificate and a cash award of Rs. 5000/- & Rs.15000/-

respectively

Star employee

Quarterly star employee of the department is awarded to staff and supervisor. Quarterly

star executive of the hotel is awarded to executives.

Parameters for judging award will be based on the personal performance log maintained

by the department. Positive and negative incident are maintained in the performance log. For

every incident 1 point will be added and every negative incident 1 point will be detected. The

person who have maximum point will be awarded star employee. Department head make own

criteria for star employee. Peer to select star employee is department head, HR head and unit

head. Star employee will be awarded a certificate and food voucher for Rs 1000 or 5 buffet.

I Care

I Care is the card, which will be given to employees by superior for best performance.

One I Care card values Rs.25. Amount will be credited to their salary on the basis of number of

cards.

Above mentioned are the employee recognition programme followed in GRT Grand. This

study will help to know about the expectation of employees towards recognition programme and

satisfaction level of employees towards existing employee recognition programme

11

Scope of the study

An employee needs constant motivation for continuous performance in an organization.

Now-a-days employees don’t just look for monetary reward but they also give importance for

non monetary rewards in the form of employee recognition programme. It has also been proved

in many research work which has been conducted earlier that the employee recognition

programme play a vital role in motivating and retaining top employees. Since hotel industry is a

part of service sector the employees have to be taken care properly so that they would be taking

care of their customer. Here arises the need for the GRT Grand to know the satisfaction level of

employees towards existing employee recognition programme and to know their expectation

towards various employee recognition programmes. Hence a project work has been carried out to

study the satisfaction level of employees towards existing employee recognition programme and

expectation of employees towards employee recognition programme. This project work help the

organization in knowing the employee expectations and the way in which they can be

recognized, so that they can be retained.

12

Review of literature:

Ganesh chella in his article titled “The growing importance of employee recognition

“published in The Hindu dated April 09 2007 say that Firms need to follow explicit means of

recognition, it should be clear to everyone. Employee recognition is when we appreciate and

encourage employee others will imitate to get the same kind of appreciation. Recognition is

based on the culture of the organization. Personality of the founders and CEO determines the

employee recognition. Culture of the country also has an impact of recognition, for example US

client will appreciate project supervisor for his performance but immediate head won’t

appreciate. In India recognition from boss is greater value than peer recognition

Teresa A. Daniel, J.D and Gary S. Metcalf in their article titled “Fundamentals of

employee recognition” published in the website www.emprecgn.com says that Recognition is the

one which people want more than money. It helps to motivate employee, to achieve goal by

reinforcing certain behavior. In US a research has proved that nine out of 10 companies offer

some sort of recognition programme to employees. In 2003 national recognition survey

sponsored by national association for employee recognition (NAER), 87% of t he 413

responding companies reported that they had some form of an employee recognition programme.

Companies hope to achieve a number of results through their programme. Creating positive work

environment was the top reason with 80%. Other goals included Culture of recognition 76%,

motivating high performance 75%, reinforcing desired behavior 75%, increase employee morale

71%, and decrease turnover 51%. Essential criteria for effective employee recognition are

management commitment, link to bottom line results of the company, recognized value of

13

http://www.emprecgn.com/

awards to employees, equity in distribution of awards, simplicity of programme, continuous

evaluation.

Bindu Sridhar in his article titled “Peer recognition programme can spark sagging

morale” published in The Hindu dated Dec 17 2008 says that Peer recognition is powerful tool to

engage, energize and motivate employees. Peer recognition is better than managerial recognition.

Peer recognition touches the employee personally than managerial recognition. Peer catches

someone doing right. Peer recognition creates culture of teamwork and esprit de corps. Peer

recognition should be simple and timely. Avoid passing judgment.

J .Leslie McKeown in his book titled “Retaining top employees” is of the view that

Employee recognition programme is a programme that recognizes outstanding performances.

Recognition programme can play important role in retaining top employees. There is no limit for

employee recognition but frame it relevant to the organization. Recognition is not an alternative

compensation. If compensation are not competitive, recognition program won’t rectify the

situation. Focus on the people in the recognition programme and less on the outputs. Recognition

programme must be specific, attainable, fair and appropriate.

M. Berrios 2008 in his article titled “Recognition programme” is of the view that Peer

recognition programme is cornerstone of recognition programmes. It enhances communication,

fosters genuine connections and builds a culture of positive recognition in the workplace. It helps

to motivate employee.

14

Objectives

To identify the satisfaction level of employees towards existing employee recognition

programme.

To know the expectation of employees towards employee recognition programme.

To measure the relationship existing between years of experience with satisfaction level of

employees towards recognition programme.

To measure the relationship existing between designation of employee with satisfaction level

of employees towards recognition programme.

15

Research Methodology:

Research design:

Descriptive study is undertaken in order to ascertain and be able to

describe the characteristics of the variables of interest. Descriptive study helps to understand the

characteristics of organization.

Population definition:

Population size - 316

G (staff level) - 242

E (executive level) - 51

M (managerial level) - 23

Survey method:

Census survey has been conducted with all the employees at GRT Grand.

Data source:

Primary data has been collected from employees by issuing questionnaires.

Research instrument:

A well structured questionnaire has been designed to conduct the research study.

Questionnaire design:

Both open and close ended questions were used in the questionnaire.

Interview method:

Personal interview has been opt by the researcher in order to ensure accuracy of results

Statistical analysis:

Chi square test is used as a tool to do statistical analysis. Chi square is used to find the

relationship between the two variables.

16

LIMITATIONS

The respondents were reluctant to reveal certain information.

The findings are applicable only for GRT Grand, Chennai.

Chances of respondents bias are associated.

17

Table No 1

Gender

Gender No of respondents % of respondentsMale 284 90Female 32 10Total 316 100

From the above table it can be inferred that nearly 90 percent of the respondents were

male and 10 percent of them were female.

Hence, it is evident that majority of the respondents were male.

18

Chart no 1

Table No 2

Age

Age No of respondents % of respondentsLess than 25 81 2625 – 35 123 3936 – 45 74 2346 – 55 33 10Greater than 55 5 2Total 316 100

19

From the above table it can be inferred that 26 percent of the employees were less than 25

years of age, 39 percent of the employees were 25-35 years of age, 23 percent of the employees

were 36-45 years of age, 10 percent of the employees were 46-55 years of age and 2 percent of

the employees were greater than 55 percent of age.

Hence, it is evident that most of the employees were around 25-35 years of age.

Chart no 2

20

Table No 3

Grade of respondents

21

Grade No of respondents % of respondentsG (staff level) 242 77E (executive level) 51 16M (managerial level) 23 7Total 316 100

From the above table it can be inferred that 76 percent of the employees were G grade, 16

percent of the employees were E grade and 7 percent of employees were M grade.

Hence, it is evident that most of the employees were G grade.

Chart No 3

22

Table No 4

Education

23

Education No of respondents % of respondentsSchooling 75 24Under graduation 96 30Post graduation 11 3Diploma 134 42Total 316 100

From the above table it can be inferred that 24 percent of the employees had done their

schooling, 30 percent of them were under graduated, 3 percent of them were graduated and 42

percent of the employees were diploma holders.

Hence, it is evident that most of the employees were diploma holders.

24

Chart No 4

Table No 5

Experience of employees at GRT Grand

25

Experience No of respondents % of respondentsless than 3 months 21 73 months - 1 year 77 241+ to 3+ years 141 454 to 6+ years 49 167 to 10 years 28 9Total 316 100

From the above table it can be inferred that 7 percent of the employees were less than 3

months experience. It can also be inferred that 24 percent of them 3 months – 1 year, 45 percent

of them were 1 to 3+ years, 16 percent of them were 4 to 6+ years and 9 percent of theme were 7

to 10 years experience at GRT Grand.

Hence it is evident that most of them were 1 to 3+ years experience.

26

Chart No 5

Table no 6

27

Satisfaction level of employees towards pay

Level of satisfaction No of respondents % of respondents

Highly satisfied 19 6

Satisfied 165 52

Neither satisfied nor dissatisfied 77 24

Dissatisfied 39 12

Highly dissatisfied 16 5

total 316 100

From the above table it can be inferred that 6 percent of employees were highly satisfied

towards their pay. It can also be inferred that 52 percent of them were satisfied towards their pay,

24 percent of them were neither satisfied nor dissatisfied, 12 percent of them were dissatisfied,

and 5 percent of them were highly dissatisfied towards their pay.

Hence, it is evident that most of the employees were ‘satisfied’ towards their pay.

28

Chart No 6

Table no 7

29

Satisfaction level of employees towards praise from superior



Satisfied 143 45


Dissatisfied 33 10


Total 316 100


towards the praise from superior. It can also be inferred that 45 percent of them were satisfied

towards the praise from superior, 14 percent of them were neither satisfied nor dissatisfied, 12

percent of them were dissatisfied, and 5 percent of them were highly dissatisfied towards the

praise from superior.

Hence, it is evident that most of the employees were ‘satisfied’ towards the praise from

superior.

30

Chart No 7

Table no 8

Satisfaction level of employees towards praise from colleagues

31



Satisfied 153 48


Dissatisfied 17 5


total 316 100


towards praise from the colleagues. It can also be inferred that 48 percent of them were satisfied

towards praise from the colleagues, 9 percent of them were neither satisfied nor dissatisfied, 5

percent of them were dissatisfied, and 2 percent of them were highly dissatisfied towards praise

from the colleagues.

Hence, it is evident that most of the employees were ‘satisfied’ towards praise from the

colleagues.

32

Chart No 8

Table no 9

Satisfaction level of employees towards monthly attendance incentive

33



Satisfied 64 20


Dissatisfied 12 4


Total 316 100

From the above table it can be inferred that 7percent of employees were highly satisfied

with their monthly attendance incentive. It can also be inferred that 20 percent of them were

satisfied with their monthly attendance incentive, 66 percent of them were neither satisfied nor

dissatisfied, 4 percent of them were dissatisfied, and 3 percent of them were highly dissatisfied

with their monthly attendance incentive.

Hence, it is evident that most of the employees were neither satisfied nor dissatisfied with

their monthly attendance incentive.

34

Chart No 9

Table no 10

35

Satisfaction level of employees towards annual attendance incentive



Satisfied 62 20


Dissatisfied 21 7


Total 316 100


with their annual attendance incentive. It can also be inferred that 20 percent of them were

satisfied with their annual attendance incentive, 64 percent of them were neither satisfied nor


with their annual attendance incentive.

Hence, it is evident that most of the employees were neither satisfied nor dissatisfied with

their annual attendance incentive.

36

Chart No 10

Table no 11

37

Satisfaction level of employees towards employee recognition letter



Satisfied 141 45


Dissatisfied 17 5


Total 316 100


towards their employee recognition letter. It can also be inferred that 45 percent of them were

satisfied towards their employee recognition letter, 23 percent of them were neither satisfied nor


towards their employee recognition letter.

Hence, it is evident that most of the employees were satisfied towards their employee

recognition letter.

38

Chart No 11

Table no 12

Satisfaction level of employees towards employee of the year

39



Satisfied 114 36


Dissatisfied 17 5


Total 316 100


towards employee of the year. It can also be inferred that 36 percent of them were satisfied

towards employee of the year, 52 percent of them were neither satisfied nor dissatisfied, 5

percent of them were dissatisfied, and 2 percent of them were highly dissatisfied towards their

employee of the year.

Hence, it is evident that most of the employees were neither satisfied nor dissatisfied

towards employee of the year.

40

Chart No 12

Table no 13

Satisfaction level of employees towards I care

41



Satisfied 181 57


Dissatisfied 17 5


total 316 100


towards I care. It can also be inferred that 57 percent of them were satisfied towards I care, 10

percent of them were neither satisfied nor dissatisfied, 5 percent of them were dissatisfied, and 2

percent of them were highly dissatisfied towards their I care.

Hence, it is evident that most of the employees were satisfied towards I care.

42

Chart No 13

Table no 14

Satisfaction level of employees towards reward for continuous service

43



Satisfied 123 39


Dissatisfied 28 9


Total 316 100


towards reward for continuous service. It can also be inferred that 39 percent of them were

satisfied towards reward for continuous service, 36 percent of them were neither satisfied nor


towards their reward for continuous service.

Hence it is evident that most of the employees were satisfied towards reward for

continuous service.

44

Chart No 14

Table no 15

Level of importance given by employees towards financial aid for higher studies

45

Level of importance No of respondents % of respondents

Very important 71 23

Important 165 52

Ok 54 17

To some extent 22 7

Not at all 4 1

Total 316 100

From the above table it can be inferred that 23 percent of the employees consider

financial aid for higher studies as ‘very important’. It can also be inferred that 52 percent of them

consider important, 17 percent of them consider ok, 7 percent of them consider it as important to

some extent and 1 percent of them consider it as not at all important.

Hence, it is evident that most of the employees consider financial aid for higher studies as

‘important’.

46

Chart No 15

Table no 16

47

Level of importance given by employees towards work in desired locations

and department



Important 107 34

Ok 36 11

To some extent 11 3

Not at all 6 2

Total 316 100

From the above table it can be inferred that 49 percent of the employees consider work in

desired locations and department as ‘very important’. It can also be inferred that 34 percent of

them consider important, 11 percent of them consider ok, 3 percent of them consider it as

important to some extent and 2 percent of them consider it as not at all important.

Hence, it is evident that most of the employees consider work in desired location and

department as ‘very important’.

48

Chart No 16

Table no 17

49

Level of importance given by employees towards gift to recognize years of service



Important 117 37

Ok 89 28

To some extent 24 8

Not at all 8 3

Total 316 100

From the above table it can be inferred that 25 percent of the employees consider gift to

recognize years of service as ‘very important’. It can also be inferred that 37 percent of them



Hence, it is evident that most of the employees consider gift to recognize years of service

as ‘important’.

Chart No 17

50

Table no 18

Level of imporetance given by employees towards verbal or written recognition for years of

service


51


Important 118 37

Ok 72 23

To some extent 28 9

Not at all 4 1

Total 316 100

From the above table it can be inferred that 30 percent of the employees consider verbal

or written recognition for years of service as ‘very important’. It can also be inferred that 37

percent of them consider important, 23 percent of them consider ok, 9 percent of them consider it

as important to some extent and 1 percent of them consider it as not at all important.

Hence, it is evident that most of the employees consider verbal or written recognition for

years of service as ‘important’.

Chart No 18

52

Table no 19

Level of importance given by employees towards gift for best employee of the year


53


Important 124 39

Ok 88 28

To some extent 32 10

Not at all 0 0

Total 316 100

From the above table it can be inferred that 23 percent of the employees consider gift for

best employee of the year as ‘very important’. It can also be inferred that 39 percent of them

consider important, 28 percent of them consider ok and 10 percent of them consider it as

important to some extent.

Hence, it is evident that most of the employees consider gift for best employee of the year

as ‘important’.

54

Chart No19

Table no 20

Level of importance given by employees towards department recognition programme

55



Important 132 42

Ok 21 7

To some extent 52 16

Not at all 12 4

Total 316 100


department recognition programme as ‘very important’. It can also be inferred that 42 percent of

them consider important, 7 percent of them consider ok, 16 percent of them consider it as

important to some extent and 4 percent of them consider it as not at all important.

Hence, it is evident that most of the employees consider department recognition

programme as ‘important’.

Chart No 20

56

Table no 21

Level of importance given by employees towards social outings for best performers


57


Important 154 49

Ok 9 3

To some extent 4 1

Not at all 0 0

Total 316 100

From the above table it can be inferred that 47 percent of the employees consider social

outings for best performers as ‘very important’. It can also be inferred that 49 percent of them

consider important, 3 percent of them consider ok and 1 percent of them consider it as important

to some extent.

Hence, it is evident that most of the employees consider social outings for best

performers as ‘important’.

Chart No 21

58

Table no 22

Level of importance given by employees towards verbal feedback form superior for best

performance


59


Important 134 42

Ok 44 14

To some extent 11 3

Not at all 8 3

Total 316 100

From the above table it can be inferred that 38 percent of the employees consider verbal

feedback from superior for best performance as ‘very important’. It can also be inferred that 42

percent of them consider important, 14 percent of them consider ok, 3 percent of them consider it

as important to some extent and 3 percent of them consider it as not at all important.

Hence, it is evident that most of the employees consider verbal feedback from superior

for best performance as ‘important’.

Chart No 22

60

Table no 23

Level of importance given by employees towards promotion for performance


61


Important 107 34

Ok 86 27

To some extent 26 8

Not at all 4 1

Total 316 100


promotion for performance as ‘very important’. It can also be inferred that 34 percent of them



Hence, it is evident that most of the employees consider promotion for performance as

‘important’.

Chart No 23

62

Table no 24

Level of importance given by employees promotion for seniority


63


Important 118 37

Ok 96 30

To some extent 21 7

Not at all 6 2

Total 316 100


promotion for seniority as ‘very important’. It can also be inferred that 37 percent of them



Hence, it is evident that most of the employees consider promotion for seniority as

‘important’.

64

Chart No 24

Table no 25Expectation of employees towards performance to be recognizedPerformance No of respondents % of respondents

65

Individual performance 43 13Group performance 78 25Both (individual and group)

195 62

Total 316 100


individual performance to be recognized. It can also be inferred that 25 percent of them consider

group performance and 61 percent of them consider both individual and group performance to be

recognized.

Hence it is evident that most of the employees consider both group and individual

performance to be recognized.

Chart No 25

66

Table no 26Expectation of employees towards type of recognition

67

Types of recognition No of respondents % of respondentsFace to face 47 15Recognition letter 74 23Employee gathering 68 22All(face to face, recognition letter, employee gathering)

127 40

Total 316 100

From the above table it can be inferred that 15 percent of the employees expect face to

face recognition. It can also be inferred that 23 percent of them expect recognition letter, 22

percent of them expect recognition in employee gathering, and 40 percent of them expect all the

three mode of recognition.

Hence it is evident that most of the employees expect all (face to face, recognition letter

and employee gathering)

68

Chart No 26

69

Table no 27Intention of employees towards choosing gifts

Intention No of respondents % of respondentsInterested to choose gifts 289 91Not interested to choose gifts 27 9Total 316 100

From the above table it can be inferred that 91 percent of employees were intersted in

choosing gifts themselves and 9 percent of the employees not interested in choosing gifts

themselves.

Hence, it is evident that most of the employees were interested in choosing gifts

themselves.

70

Chart No 27

71

Table no 28

Preference of employees towards mode of recognition

Modes of recognition No of respondents % of respondentsMonetary reward 23 7Non monetary reward 15 5Both 278 88Total 316 100

From the above table it can be inferred that 7 percent of employees prefer monetary

reward. It can also be inferred that 5 percent of employees prefer non monetary reward and 88

percent of employees prefer both monetary and non monetary reward.

Hence it is evident that most of the employees prefer both monetary and non monetary

reward.

72

Chart No 28

CHI SQUARE TEST

Chi square test between years of experience at GRT Grand and satisfaction towards employee

recognition programme

Level of satisfaction towards recognition program Total

Highly Satisfied Neither Dissatisfied Highly

73

satisfied

satisfied

nor

dissatisfied

dissatisfiedE

xper

ienc

e of

em

ploy

ees

at G

RT

Gra

nd

< 3

months

11

-63.7%

55

-15.6%

76

+32.4%

21

+95.1%

5

+15.8%168

3months-

1year

101

-9.1%

249

+4.2%

199

-5.5%

30

-24%

37

+133.6%616

1-3+

years

214

+5.2%

428

-2.2%

386

+0.1%

82

+13.4%

18

-37.9%1128

4-6+

years

81

+14.6%

157

+3.2%

130

-3%

20

-20.4%

4

-60.3%392

7-10

years

49

+53.7%

92

+69.2%

73

-79.6%

9

-112.3%

1

-157.6%224

Total 456 981 864 162 65 2528

Null hypothesis Ho

There is no relationship between years of experience at GRT Grand and satisfaction

towards employee recognition program

Alternate hypothesis H1

There is relationship between years of experience at GRT Grand and satisfaction

towards employee recognition program

Degree of freedom Calculated value Table value

16 83.3 26.3

Since calculated value is greater than table value Ho is rejected and H1 is accepted.

Therefore there is relationship existing between years of experience and satisfaction

towards employee recognition programme

CHI SQUARE TEST

Chi square test between grade of employee and satisfaction towards employee recognition

programme

Level of satisfaction towards recognition program Total

Highly Satisfied Neither Dissatisfied Highly

74

satisfied satisfied

nor

dissatisfied

dissatisfiedG

rad

e

G

(staff level)

309

-11.5%

771

+2.6%

682

+3.1%

114

-8.1%

60

+20.5%1936

E

(supervisor

level)

104

+41.3%

148

-6.5%

119

-14.7%

33

+26.2%

4

-61.9%408

M

(managerial

level)

43

+29.6%

62

-13.2%

63

+0.2%

15

+27.2%

1

-78.9%184

Total 456 981 864 162 65 2528

Null hypothesis Ho

There is no relationship between grade of employee and satisfaction towards employee

recognition program

Alternate hypothesis H1

There is relationship between grade of employee and satisfaction towards employee

recognition programme

Degree of freedom Calculated value Table value

8 38.69 15.5

Since calculated value is greater than table value Ho is rejected and H1 is accepted.

Therefore there is relationship existing between years of experience and satisfaction

towards employee recognition programme

FINDINGS

SATIFACTION OF EMPLOYEES TOWARDS RECOGNITION PROGRAMME

75

It has been found out that most of the employees were satisfied towards their pay, praise

received from their superior and colleagues, recognition letter, I care, reward offered to

them for their continuous service. It has also been found out that most of employees were

neither satisfied nor dissatisfied with monthly attendance incentive, annual attendance

incentive and employee of the year programme.

EXPECTATION OF EMPLOYEES TOWARDS RECOGNITION PROGRAMME

It has been found out that most of the employees of GRT Grand expect to work in the

desired locations and department. It has also been found out that consistent proportion of

the employees expect financial aid for higher studies, gift as a recognition for their

service, verbal or written recognition for their service, recognition for their department,

social outings for best performing employees, promotion for performance and seniority.

They expect both individual and group performance to be recognized, to be recognized in

the form of recognition letter, employee gathering and face to face recognition. They also

like to choose their own gifts during recognition programme. They like to have both

monetary and non monetary rewards.

RELATIONSHIP BETWEEN YEARS OF EXPERIENCE AND SATISFACTION TOWARDS

EMPLOYEE RECOGNITION PROGRAMME

There is a significant relationship existing between years of experience and satisfaction

towards employee recognition programme.

RELATIONSHIP BETWEEN GRADE OF EMPLOYEE AND SATISFACTION TOWARDS

EMPLOYEE RECOGNITION PROGRAMME

There is a significant relationship existing between grade of employee and satisfaction

towards employee recognition programme.

SUGGESTIONS

76

Based on the findings certain suggestions were made for GRT Grand.

GRT Grand can maintain or can further improve to some extent pay, praise from superior

and colleagues, I care, reward for continuous service and recognition letter. The company

can rework on certain recognition programme that includes monthly attendance incentive,

annual attendance incentive and employee of the year in order to make it much more

attractive.

They can appoint ‘the sons of soil’ as most of the existing employees like to work in their

desired locations. They also have to ensure that they place right candidates for the right

job, since most of them expect to work in their desired departments. They can also focus

on social outings followed by work in desired department, financial aid for higher

studies, feedback from superior, recognizing department for performance, gift for star

employee of the year, verbal or written recognition for years of service, promotion for

seniority and performance. Instead of encouraging individual performance GRT can

encourage both individual and group performance. They can also arrange for employee

gathering, followed by publishing recognition letter in notice board, opt for face to face

recognition. Since employee like to choose their own gifts, they can be given option to

choose gifts.

The company has to take step to retain their employees as it has been found that greater

the experience more is the level of satisfaction towards employee recognition

programme.

The company has to take immediate step to improve satisfaction level of employee who

belongs to G (staff level) grade towards employee recognition programme.

77

CONCLUSION

Employee recognition programme has been given importance by all sorts of industries

now-a days. In particular for hotel industry it has become a must for attracting, motivating and

retaining employees. Based on the research study “employee recognition programme at GRT” it

has been found out that the employee like to work in desired location and department. Hence,

GRT Grand can appoint employees in their desired location and department. Since consistent

proportion of employees expect financial aid for higher studies, gift for the years of service

rendered by them, verbal and written recognition for service, recognizing department, social

outings for best performers and promotion for seniority and performance GRT Grand can start

concentrating on the above said recognition programme.

The company can maintain or can improve to certain extent, the pay, praise, I care,

reward for continuous service and recognition letter. At the same time they have to rework on

monthly attendance incentive, annual attendance incentive and star employee of the year.

A study on Employee Recognition Program at GRT Grand, Chennai

Questionnaire

78

Name : Department: FO/HK/FP/MAINT/HC/FBS/SEC

Age : <25 25-35 Grade : G /E /M

36-45 46-55 >55

Gender : male female

Education : schooling under graduation post graduation

Diploma others

1. How long have you worked for GRT Grand?

Less than 3 months

3 months – 1 year

1 – 3+ years

4 – 6+ years

7 – 10 years

2. Please indicate your level of satisfaction towards the following at GRT Grand.

HS – highly satisfied; S – satisfied; N – neutral; DS – dissatisfied; HDS – highly

dissatisfied

HS S N DS HDS

a. Pay

b. Employee recognition letter

c. Praise from superior

d. Praise from colleagues

e. Monthly attendance incentive

f. Annual attendance incentive

g. Employee of the year

h. I care

i. reward for continuous service

3. Please indicate your level of importance with each of the following statement

79

VI – Very important; I – important; OK; TSE – to some extent;

NAA – not at all

VI I OK TSE NAA

a. Financial aid for higher studies

b. Work in desire locations, department

c. Gift to recognize years of service

d. Verbal or written recognition for

Years of service

e. Gift for best employee of the year

f. Recognizing your department for best

performance

g. Quarterly social outings for best performers

h. Verbal feedback from superior for

best performance

i. Promotion for performance

j. Promotion for seniority

4. What accomplishments would you like to see recognized?

Individual performance

Group performance

Both

5. How would you like to receive recognition?

Face to face

Recognition letter in notice board

Employee gathering (annual day)

All the above

80

6. Are you interested in choosing gifts (employee of the year)?

Yes

No

7. Which mode of recognition you prefer?

Monetary rewards

Non monetary rewards

Both

8. The best form of monetary reward would be

________________________________________________________________________

________________________________________________________________________

9. The best form of non monetary reward would be

________________________________________________________________________________________________________________________________________________

81

Bibliography

J .Leslie McKeown 2003 “Retaining top employees”, Tata Mc Graw Hill

Martin fisher 1996 “How to reward your staff”, Kogan Page India Private Limited

Bindu Sridhar, 2008,’Peer recognition program can spark sagging morale’ The Hindu, Dec 17.

Ganesh chella, 2007,’the growing importance of employee recognition ‘The Hindu, April 09

Donald R.Cooper, Pamela S. Schindler “Business Research Methods”, Tata Mc Graw Hill

82

Webiliography

Teresa A. Daniel, J.D. and Gary S. Metcalf, Ph.D, “Fundamentals of employee recognition” <www.cnyshrm.org/recognition/fundamentals>

Kim Smithson, “Value of Impact on Recognition Programs,” <www.motivationonline.com>

Kimberly Smithson, “Middle Management: Your Lifeline to Recognition” <www.Recognition.Org.>

www.dhrm.virginia.gov/resources/emprechnbk`

83

http://www.dhrm.virginia.gov/resources/emprechnbk

http://www.cnyshrm.org/recognition/fundamentals

Documents

A Study on Employee Recognition Programme at GRT Grand Chennai