RECRUITMENT PROCESS OF TAJ GROUPS OF HOTEL

7/28/2019 RECRUITMENT PROCESS OF TAJ GROUPS OF HOTEL

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To: -

Prof. Shiladitya Verma

(Iper Bhopal)

By: -

Gladwin Joseph

Manju MishraReena Sharma

Saijeeth Vasudevan

Vibhavray Shrivastav

Vishal Singh


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Recruitment

Definition:

According to EDWIN FLIPPO, Recruitmentis the processof 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 thatpool.

The recruitment and selection process in anorganization has to be aligned with their corporatemission and objectives.


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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 businessactivities of an enterprise. In addition, new

vacancies are possible due to job specification.


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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 minimumcost.

Help increase the success rate of the selection

process by reducing the number of visibly underqualified or overqualified job applicants.


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Purpose and importance of

Recruitment Cont. Help reduce the probability that job applicants, once

recruited and selected, will leave the organization only aftera 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 whowill be appropriate candidates.

Increase organizational and individual effectiveness in theshort term and long term.

Evaluate the effectiveness of various recruiting techniquesand sources for all types of job applicants.


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RECRUITMENT PROCESS

Recruitment refers to the process of identifying andattracting job seekers so as to build a pool ofqualified job applicants. The process comprises five

interrelated stages, viz, Planning.

Strategy development.

Searching.

Screening.

Evaluation and control.


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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 ofapplicants to be contacted.

Number of applicants

Type of applicants


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STAGE 2:

STRATEGY DEVELOPMENT:

When it is estimated that what types of recruitmentand how many are required then one has toconcentrate in

1) Make or Buy employees.

2) Technological sophistication of recruitment andselection devices.

3) Geographical distribution of labour marketscomprising job seekers.

4) Sources of recruitment.

5) Sequencing the activities in the recruitment process.


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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.


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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.


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STAGE 5:

EVALUATION AND CONTROL:

Evaluation and control is necessary as considerable costs are incurredin 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 andso 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 remainunfilled.

f) Cost of recruiting unsuitable candidates for the selection process.


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TAJ GROUP OF HOTELS

It began on December 16, 1903, when Jamshetji Tataopened Tajs first hotel, the Taj Mahal Palace & Tower,

Mumbai.

For more than 100 years, the Taj has acquainted guestswith 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.


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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.


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Taj hotels classifications

TAJ

Luxury SBU

Palace hotelsCity hotels

Business SBU

ITPL

Residency

Gateway hotels

Leisure SBU

Cultural heritage

Garden retreats

resorts


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DEPARTMENTS IN THE HOTEL

PRIMARY DEPARTMENTS

Front office

House keeping

Food production

Food and beverage service


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SECONDARY DEPARTMENTS Sales and marketing Human resources

Store Engineering

Horticulture

Purchase

Systems


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RECRUITMENT & SELECTION

PROCESS AT TAJ

Taj Hotel has standard a list of jobs that are filled inaccordance with international standards. However these listsare not permanent and new jobs are added to it keeping inview the changing needs of the workforce.

A new vacancy in TAJ HOTEL may arise because of theneed to replace the retiring staff, dismissed staff, promotedstaff or replacing an employee on job rotation.

Then according to the requirement, job specification and jobdescription is prepared by the HR manager. The immediatesupervisor has to actually tell about the place to be full-filled. HR manager then has to consult with GM of the

particular unit. After the proposal has been discussed theapproval is given.


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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 tobe unsuitable the next most suitable candidate is called from

the waiting list to replace him.

They hire on permanent and monthly basis.


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RECRUITMENT & SELECTION PROCESS

AT TAJ CONT..

For labour work TAJ HOTEL uses contractors to providethem with the specified no. of employees as required. Theseemployees are hired by contractors on daily wages.

The organization does not go for child labour as it isunethical and against the policies of major business firms.

They provide 100 % Diversity (Equal opportunity to bothgenders).

Applications from candidates are kept in separate filesaccording to the job titles and whenever there is a vacancyavailable, they are called up by the organization.


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Recruitment at taj

The Taj Groups three-pronged recruiting system helpsto identify people it can train to be customer-centric.Unlike other companies that recruit mainly from Indiasmetropolitan 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).


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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.


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The chosen few are sent to the nearest of six residential Taj Groupskill-certification centers, located in the metros. The trainees learnand earn for the next 18 months,

Staying in no-rent company dormitories, eating free food, andreceiving 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 theTaj Group pays their living costs.

As a result, most work hard and display good values despite thetemptations of the big city, and they want to build careers with the

Taj Group. The company offers traineeships to those who exhibitpotential and havent made any egregious errors or dropped out.


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For the companys topmost echelons, the Taj Group signsup 50 or so management trainees every year from Indiassecond and third-tier B-schools such as Infinity BusinessSchool, in Delhi, or Symbiosis Institute, in Pune, usually forfunctions such as marketing or sales.

It doesnt recruit from the premier institutions, as the TajGroup has found that MBA graduates from lower-tier B-schools want to build careers with a single company, tendto fit in better with a customer-centric culture, and arentdriven solely by money.

A hotelier must want, above all else, to make other peoplehappy, and the Taj Group keeps that top of mind in itsrecruitment processes.


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Training Customer Ambassadors

The Taj Group has a long history of training and mentoring,which helps to sustain its customer centricity. The practicebegan in the 1960s, when CEO Ajit Kerkarwho personallyinterviewed every recruit, including cooks, bellhops, and waitstaff, before employing themmentored generations of

employees. The effort has become more process-driven overtime.

The Taj Groups experience and research has shown thatemployees make 70% to 80% of their contacts with guests in

an unsupervised environment. Training protocols thereforeassume, first, that employees will usually have to deal withguests without supervisionthat is, employees must knowwhat to do and how to do it, whatever the circumstances,without needing to turn to a supervisor.


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Career opportunities in TAJ Hotels :

The TAJ is a brand that combines a rich legacy of carefully nurturedvalues steeped in a culture of excellence with opportunities forparticipating in new vistas of the Company growth. The mainsuccess factor for the Companys growth, are the TAJ employeesand talent selected for this exciting journey.

The TAJ considers its employees among its most importantstakeholders in taking it to new pinnacles of service standards andguest delight. At the TAJ, every employee is an ambassador of theculture and spirit of the TAJ.

The TAJ magic is all about passion in what one is doing, the pursuitof excellence, feeling included, warmth and the highest levels of

service standards with a relentless and untiring obsession aboutdelighting the guest. This spirit that rings through the heart of everyTAJ employee makes the difference between a job in any hospitalitycompany and career with the TAJ.


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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


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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)


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Career Options Cont..

Financial Controller(Thorough knowledge of modern financial analysis tools andtechniques; Knowledge of Tax structures, Commercial lawsand regulations; Working knowledge of MS Office & theAccounting 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 orrelevant experience in Hotels; Good Computer knowledge;Salary 8000 to 10000 per month; Should be willing to work inshifts)


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Front Office Manager(Graduate/Diploma in Hotel Management)

Guest Reservation Assistant

HR Manager

(Professional qualification like MBA or PGDM in HR frompremier institute.)

Reservations Assistant

(Candidate must possess at least a Diploma in any field. Freshgraduates/Entry level applicants are encouraged to apply.)

Sales Manager

(Degree /Diploma in Sales Management (Management degreein Sales & Marketing preferred)


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STEWARD(Candidate must possess at least a Diploma or Bachelor of HotelManagement in Hospitality/Tourism/Hotel Management orequivalent.)

TAJ SPA Manager

(Candidate must possess at least a Bachelor of Art, Bachelor ofCommerce or Bachelor of Science in any field.)

TAJ SPA RECEPTIONIST

(Candidate must possess at least a Bachelor of Art, Bachelor ofCommerce or Bachelor of Science in any field.)

Travel Desk Assistant(Candidate must possess at least a Diploma in any field. Freshgraduates/Entry level applicants are encouraged to apply.)


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General Selection Process:


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THE SELECTION PROCESS

Selection varies according to the job post. At TAJHOTEL 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.


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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 andexperience. If the candidate has the qualification and

experience according to the job specification then he is

called for the interview.

INTERVIEW


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INTERVIEW

Step by step procedure is followed in the interviews.

1. The candidate is first interviewed by the manager of theTAJ 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 heprepares 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 beconducted by head of the particular department.

INTERVIEW CONT


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INTERVIEW CONT

3. In such interviews general knowledge questions which are

related to the job are asked from the candidates. And also thebehavioral based question that what would be about the behaviorand how a candidate would be performing in a given certainsituation. 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 anassistant marketing manager is required so he would be firstinterviewed by director human resource manager then would be

going through a panel interview in which certain job relatedquestion will be asked such as, describe 4 Ps of marketing orconsumer market and consumer buyer behavior, etc. In theiropinion, behavioral interviewing is a good screening process to

screen out the best of the best people.

Pre-placement


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Pre placementPresentation

Group Discussion

Eye for detail test

PreliminaryInterview

Final Interview withsenior management

Letter of Offer


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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.



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MANAGERIAL DEPARTMENT

CONTFinal 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 thejob.

Offer letter:

The candidate is formally given the JOB offer letter which

completes the selection process.


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CHEFPre-placement presentation:

A brief presentation about the organisation and its features isgiven 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.


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SELECTION PROCESS FOR CHEF

CONT.

Food Trial:

The candidates dishes are tasted and based on variousparameters the dishes are evaluated and qualified bycompetent jury.

GM Interview :The final phase of the interview involves a round upwith the senior management; this includes negotiationsregarding the compensation and any further enquiries

regarding the job.Offer letter:

The candidate is formally given the JOB offer letterwhich completes the selection process.


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Selection Process for ChefPre-placement

Presentation

Group Discussion

Personal Interview

Food Trial

GM Interview

Letter of Offer

Documents

RECRUITMENT PROCESS OF TAJ GROUPS OF HOTEL