Role of Hr Department at Pc

7/24/2019 Role of Hr Department at Pc

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TABLE OF CONTENTS

CONTENTS PAGE NO

AcknowledgementHistoryIntroductionVision & Mission

Introduction Of Human Resource e!artmentO"#ecti$es%tructure Of HR e!artmentunctions Of HR e!artment

RecruitmentRecruitment Procedure'o" Analysis%electionOrientation(raining And e$elo!mentPerformance A!!raisal Met)ods And Process*ork %c)edule+enefits And ,om!ensation

Medical acilities

+enefits At Retirement- (ermination,om!ensation

Ar"itrationiring%ocial Res!onsi"ilities%wot Analysis

,)allenges or HR e!artmentRecommendations,onclusion

PEARL CONTINENTAL HOTEL

Acknowledgements:


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Start ng w t! t!e name o" ALLAH t!e most #ene" cent and t!e most merc "$l

%!ose #less ngs are a#$ndant and "a&ors are $nl m ted'(

As a mater a fact. !eo!le tend to forget t)ose w)o are "e)ind t)eir ac)ie$ements and

)a$e stood for t)em w)ene$er t)ey need assistant/ Our gratitude will "e meaningless if weare not grateful to Almig)ty Alla) for His kindness u!on us/ His "ene$olence and "lessings)a$e made us ca!a"le/

H stor):

Pakistan %er$ices 0imited 12P%034 was incor!orated in 5678 as a Pu"lic 0imitedcom!any and is 9uoted on :arac)i %tock E;c)ange since 56


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Parking Ba#) S tt ng Tra&el *esk

Airline Offices In Ho$se *octor In Ho$se *octor

lorist Bookstore B$s ness Centre

P)armacy +, Ho$r Room Ser& ce A$t!or -ed .one) C!angers

/ISION

2*eCll o!en t)e doorsD youCll see w)atCs in store/3

*e feel !ride in making efforts to !osition Pakistan in t)e forefront of t)e International arena/

.ISSION

2Our mission is to "e t)e )otel recogni ed as t)e leader in t)e industry in any as!ect/ *e arecommitted to train and de$elo! all our staff mem"ers allowing t)em to grow in t)eir careers

and !ro$ide ser$ices and standards w)ic) e;ceed guest e;!ectations/3

()e mission statement clearly s)ows t)at it aims at "ecoming world>class leader int)e ser$ice industry/ It also s)ows t)at t)e management at PEAR0 ,ON(INEN(A0HO(E0 "elie$es in an e;ce!tional workforce to !ro$ide world>class ser$ice to t)eir

customers/ ()ey want to ensure t)at not only t)ey satisfy t)eir customers "ut also delig)tt)em/

INTRO*0CTION OF HR' *EPART.ENT:

()e HR de!artment is )eaded "y ,ol/ %o)ail +as)ir in PEAR0 ,ON(INEN(A0HO(E0 0a)ore/ ()eir )uman resource de!artment is located in t)e "asement near t)eem!loyee cafeteria and along wit) t)e ot)er HR offices/

Pearl cont nental La!ore

Organ -at on Pakistan ser$ice limitedOwner Mr/ %adrudin Has)wani* rector 0t/ ,ol/ 1RE( /4 %o)ail +as)ir

H'R'. manager Miss Aliya

H'R e1ec$t &e Mr A9eel A)med

Em2lo)ee strengt! 57FF

/ s on o" HR de2artment

2*e are committed to dynamic growt) and ser$ice e;cellence "uilt u!on our )eritage of

traditional )os!itality/ *e stri$e to consistently meet and sur!ass guestsC em!loyees and ot)er


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stake )olderCs e;!ectations/ *e feel !ride in making efforts to !osition Pakistan in t)eforefront of international arena/3

O#3ect &es o" t!e H$man Reso$rce *e2artment

'o" analysis%electionRecruitmentOrientation(rainingRe$iew "enefits

HR *EPART.ENT AT PC

2Organi ation needs !eo!le and !eo!le need organi ations/3

%ince P, Hotels are a !art of t)e ser$ice industry. t)e HR element of t)e organi ationis fundamental and carries a great $alue/ *e inter$iewed A9eel A)med w)o is t)eHR E;ecuti$e at P, 0a)ore regarding t)e role of HR de!artment in P,/ He !ro$ided us wit))is $alua"le time to "rief some im!ortant as!ects of P,Cs HR !ractices/

Human resource !lays a $ital role in t)e smoot) running of an organi ation/ ()e totalnum"ers of em!loyees working for PEAR0 ,ON(INEN(A0 HO(E0 0a)ore is moret)an 57FF/ A large num"er of t)ese em!loyees are working in ood & +e$erage e!artmentand House :ee!ing e!artment/

Alt)oug) PEAR0 ,ON(INEN(A0 HO(E0 segregates its em!loyees and t)eir dutiesin de!artments. t)e indi$idual em!loyees work toget)er as a team to !ro$ide t)e guests wit)e;clusi$e ser$ices/ ()ey $iew t)eir guests as t)eir first !riority and !ro$ide t)em wit) ane$erlasting e;!erience/ ()ey struggle )ard to maintain t)e nationCs most e;citing )otele;!erience/ ,ollecti$ely t)ey !ro$ide t)e guests wit) suc) ser$ices t)at t)e client re>disco$ers t)e sim!le !leasures of life/

STR0CT0RE OF HR *EPART.ENT

* rector H$manReso$rce

H$man Reso$rce.anager

H$manReso$rce

H$manReso$rce O"" cer


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N$m#er o" Em2lo)ees:

,urrently more t)an 4566 em!loyees are working under t)e su!er$ision of HR

e!artment

F$nct ons o" Hr' *e2artment at Pc

0ike all ot)er HR e!artments P,Cs HR e!artment is res!onsi"le for managing allt)e acti$ities related to Human resource/ P, )as t)e following Human Resource Managementfunctions

Recruitment%electionInter$iewOrientation(rainingPerformance a!!raisal+enefits & ,om!ensationsHealt) & safety

RECR0IT.ENT

Recruitment of Em!loyees is one of t)e "asic functions of HR e!artment

Recr$ tment Process at PC:

H$man Reso$rceCoord nator

'o" analysiss!ecified fromconsulting de!t/

Recr$ t ng:+uild a !ool of

,andidate

A!!licants,om!lete

a!!lication form

se selection(ools according

to !ost

irector or de!artment Headmake Inter$iewsCandidate

becomesEmployee


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How to F ll /acanc) at PC:

PEAR0 ,ON(INEN(A0 HO(E0 )as standard a list of #o"s t)at are filled in

accordance wit) international standards/ Howe$er t)ese lists are not !ermanent and new #o"sare added to it kee!ing in $iew t)e c)anging needs of t)e workforce/ A new $acancy inPEAR0 ,ON(INEN(A0 HO(E0 may arise "ecause of t)e need to re!lace t)e retiring staff.dismissed staff. !romoted staff or re!lacing an em!loyee on #o" rotation/ In case de!artmentneeds to fill in a $acancy. )ead of t)at !articular de!artment sends a re9uisite form to t)ePersonnel Manager/ ()e form contains s!ecifics. e/g/ w)et)er t)e !osition is for a newem!loyee or a re!lacement. 9ualifications re9uired for t)e #o" and its res!ecti$e #ustifications/()is re9uisition form is sent to Personnel Manager and General Manager res!ecti$ely for t)eir a!!ro$al/

R$les Regard ng Recr$ tment:

P, does not re)ire em!loyees w)ic) )a$e gone/ ()ey !refer fres) graduateCsem!loyees/'o" !osting is ma;imum of 6 mont)s and minimum of mont)s/ uringt)is !eriod if t)e )ired em!loyee is found to "e unsuita"le t)e ne;t mostsuita"le candidate is called from t)e waiting list to re!lace )im/()ey )ire !ermanent. mont)ly "asis. and also daily "asis em!loyees/or la"or work P, uses contractors to !ro$ide t)em wit) t)e s!ecified no/of em!loyees as re9uired/ ()ese em!loyees are )ired "y contractors on dailywages/()e organi ation does not go for c)ild la"or as it is unet)ical and againstt)e !olicies of ma#or "usiness firms/()ey !ro$ide 5FF i$ersity 1E9ual o!!ortunity to "ot) genders4/A!!lications from candidates are ke!t in se!arate files according to t)e #o"titles and w)ene$er t)ere is a $acancy a$aila"le/

So$rces o" Recr$ tment at Pc:

54 Inside ,andidatesAs soon as a !osition is $acant a memo is issued t)roug)out t)e organi ation/ ()e

em!loyees interested in t)e $acant !osition dro! t)eir a!!lication forms at HR de!artment/()e ot)er source for internal candidates is referrals/

?4 Outside ,andidates

()ere are no means used for attracting t)e outside candidates/ P, makes noad$ertisements/ ()e word of t)e mout) from t)e e;isting candidates does t)e #o" of getting out sidecandidates/ Internees are one of t)e sources of t)e outside candidates/

7OB ANAL8SIS


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At P, #o" descri!tion is !re!ared for only managerial le$el !ost/ ()e #o" descri!tion iswritten "y t)e HR de!artment. t)e em!loyees w)o are !erforming- )as !erformed t)es!ecific #o" make t)eir contri"utions "y listing down t)eir acti$ities in !ro$ided diaries-logs& t)en !resenting t)em to t)e HR de!artment w)ic) conse9uently writes down t)e

s!ecifications for t)e !ersonnel re9uired/

4' 7o# *escr 2t on

'o" descri!tions are lists of t)e general tasks. or functions. and res!onsi"ilities of a !osition ty!ically. t)ey also include to w)om t)e !osition re!orts. s!ecifications suc) as t)e9ualifications needed "y t)e !erson in t)e #o". salary range for t)e !osition. etc/ 'o"descri!tions are usually de$elo!ed "y conducting a #o" analysis. w)ic) includes e;aminingt)e tasks and se9uences of tasks necessary to !erform t)e #o"/ 'o" descri!tions are usedes!ecially for ad$ertising to fill an o!en !osition. determining com!ensation and as a "asis

for !erformance re$iews/In PEAR0 ,ON(INEN(A0 HO(E0. t)e #o" descri!tion containsB

%kills and Efforts(asksRes!onsi"ilityOutlines of t)e uty*)om to Re!ort t)e (ask

E$eryt)ing is mentioned in it for t)e em!loyees in a $ery detailed manner/

+' 7o# S2ec " cat on

Once you are aware of t)e ty!e of !erson you are looking to fit your #o" $acancy. youcannot design a 'o" %!ecification !rofile/ In PEAR0 ,ON(INEN(A0 HO(E0. t)e #o"s!ecification includesB

Jualification of em!loyeeE;!erience of em!loyee(raining or de$elo!ment needed for t)e !articular #o"Personal attri"utes re9uired for t)e #o"Inter!ersonal skills and communication skills/A!!earance & GroomingProfessional Jualifications

S2ec men o" 7o# Anal)s s o" * ""erent 7o#s

Part c$lars C!e"s %a ters9g$ard O"" cers


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Salar) Minimum 5FFFF Minimum FFFF

$al " cat on i!lomas Matric Minimum Graduate

T)2e o" test (rials Presentations According (o 'o"

E12er ence Re9uired Not Re9uired Re9uired

Relat ons! 2s assistants ,ustomers %u!er$isoryrelations)i!

Sk llRe;$ rement

,reati$ity skills 0anguage andcommunication skills

0eaders)i! andMoti$ational skills

INTER/IE%

%te! "y ste! !rocedure is followed in t)e inter$iews/

()e candidate is first inter$iewed "y t)e manager of P, and t)e director HR/()is inter$iew is unstructured. t)e HR manager asks fre9uent 9uestion to screen outt)e eligi"ility and !otential of t)e candidate/In ne;t ste! t)e selected candidates are called again for t)e structured inter$iewsw)ic) are to "e conducted "y )ead of !articular de!artment/In suc) inter$iews general knowledge 9uestions w)ic) are related to t)e #o" are askedfrom t)e candidates/ And also t)e #e!a& oral #ased ;$est on t)at w)at would "e t)e

"e)a$ior and )ow a candidate would "e !erforming in a gi$en certain situation/ ()is)el!s t)em to #udge t)e !ersonality. tem!erament. attitude. and t)e minimum stresscould "e )andled "y t)e candidate/()ey conduct mostly One to One nter& ews for lower le$el staff and Panelnter& ews for middle and )ig) le$el !ost/

E


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or new em!loyees P, conduct orientation !rograms normally for one day for lower le$el staff. 5 week for senior !ost and ma;imum it goes for ? weeks/ ollowing are t)econtents of orientation !rogramB

+rief introduction of )otelIntroduction of relati$e de!artment*orking en$ironmentInformation a"out colleagues()ere is a difference in t)e dress code of eac) em!loyee from to! to "ottom/Em!loyee s)ould res!ect t)e !ri$acy of anot)er em!loyee

()e em!loyees are also !ro$ided wit) t)e #o" descri!tion of t)eir work at t)e time of orientation. w)ic) guides t)em for t)eir ser$ices t)ey )a$e to !ro$ide. and also introduced tot)e rules and regulation of t)e com!any w)ic) includes/

TRAININ= > *E/ELOPE.ENTollowing ste!s )a$e "een taken for training and de$elo!ment of em!loyees "y P,

0a)oreB

()ey !ro$ide training t)eir em!loyees on t)e #o" and also off t)e #o"/In Pakistan $ery few organi ations are a"le to !ro$ide trained workforce for t)e )otel industryin accordance wit) international standards/ ()e )uman resource de!artment of PEAR0,ON(INEN(A0 HO(E0 )as to recruit and select t)e untrained candidates and train t)emaccording to t)eir own needs/%!ecial language skill training or 'a!anese and Italian restaurants/%afety training is also !ro$ided to t)e em!loyee/Em!loyees are trained on mont)ly "asis at all le$els/

%OR? SCHE*0LE

*ork sc)edule differs for different !osts as managers are re9uired to "e !resent atoffice timings/ or o!erations em!loyees t)e facility of fle;i"le work sc)edule isa$aila"le in Morning. E$ening and Nig)t %)ifts and eac) s)ift consists of 8 )ours/One day is off during t)e week/

No EI )olidays are gi$en at lower le$el in order to "alance t)e work load/ In order tocom!ensate t)em alternati$e lea$es are gi$en/Occasional need of !utting in some e;tra work )ours is informed and em!loyees are

!aid accordingly/If an em!loyee works all @ days a week t)e de!artment )ead is su!!osed to gi$e )im?days off in t)e ne;t work week in order to com!ensate t)em/

7OB ROTATION

(o en)ance t)e a"ility and skills of em!loyees and to a$oid fraud. corru!tion and un)ealt)y

unions in de!artment P, uses 'o" Rotation tec)ni9ues/


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INTERNSHIP PRO=RA.

()e students w)ic) are enrolled at Has)oo oundation are gi$en interns)i! at P,)otel and t)e "asic re9uirement for t)e internees is to )a$e )otel management degrees anddi!lomas-certificates in )otel management/ Internees are gi$en uniform and free food facility/As suc) no com!ensation is gi$en to internees/ ()e referred candidates are gi$en !riority/Minimum duration of interns)i! is one mont) w)ere"y internees are not !aid

PERFOR.ANCE APPRAISAL PROCESS

AN* .ETHO*S

A!!raisal is essential for en)ancing t)e !roducti$ity of em!loyees and to "ring 9ualityim!ro$ements in t)e o$erall !erformance of t)e organi ation/ At P, a!!raisal is done "y t)e )ead of t)e s!ecific de!artment w)ose em!loyee is "eing a!!raised/ Em!loyeesC !romotion 1or demotion4 isfinally a!!ro$ed "y t)e HR Manager/ A!!raisals are conducted e$ery t!ree mont!s a year/

()e most im!ortant "actors t)at are considered w)ile a!!raising an em!loyee areB

A!!earance,onductProfessional *ork0eaders)i! & (eamworkPlanning & Organi ation

Initiati$e & ,reati$ity,ommunication(raining %kills+usiness Attitude & O!erational PerformanceAc)ie$ements of O"#ecti$es

+esides t)is t)ey also consider t)eir customers feed"ack regarding em!loyee !erformancein order to "ring 9uality im!ro$ements/ An immediate su!er$isor !lays an im!ortant role in

!erformance a!!raisal/ ()e actual a!!raising is done "y t)e immediate su!er$isor of eac)em!loyee/ After rating an em!loyee t)e su!er$isor consults wit) t)e HR manger and t)en

"ot) of t)em decide )ow muc) to com!ensate eac) em!loyee and w)o is to "e !romotedK

BENEFITS @CO.PENSATIONS > A%AR*S

P, !ro$ides some kind of "enefits and ser$ices to its em!loyees in order to facilitatet)em/

ON 7OB BENEFITS

ollowing "enefits are gi$en to t)e em!loyees of !earl continentalD

Breaks and .eal Per ods


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P, su!!ly free meals & tea to em!loyees during working )ours/

5 meal and ? tea "reaks in one s)iftF min for lunc)- dinner57 min for eac) tea- "reakfast

Em!loyees are gi$en s!ecial discount !ackages on food

Lea&es

()e lea$e structure of P, is as followsB

,asual 1Ma;imum 4%ick 1Medical certificate for t)ree or more4Earned 1Minimum @4

All a"o$e mentioned lea$es are !aid/ In case an em!loyee doesnCt a$ail any lea$e for ayear. )e-s)e is awarded a cas) amount/

Healt! > Sa"et) Bene" ts

Healt) and safety lawsReim"ursement of medical "ills%ecurity Measures%ocial security fundIn>)ouse doctor and is!ensary,ontract wit) %er$ices Hos!italHygiene of em!loyeesire !re$entionsEnergy conser$ation

L "e Ins$rance

P, !ro$ides life insurance facility to its em!loyees/ Minor c)arges are deducted fromem!loyeeCs !ay/

Increments

P, offers yearly !ay rise to its em!loyees regardless of t)eir !erformance/ ()e rateof increments is same for all em!loyees/

OTHER BENEFITS

ree uniform is !ro$ided to all em!loyees on yearly "asisree laundry ser$ices for em!loyeesC uniformsree trans!ortation for female workers

Ha## 0ucky raw Package%!ecial discount to t)e families of em!loyees


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BENEFITS AT RETIRE.ENT 9 TER.INATION

ollowing "enefits are gi$enB

P, !ro$ides !ension to its retired em!loyees/

Em!loyees Old Age +enefit is also gi$en to em!loyees/Em!loyeesC !ro$ident fund )anded o$er to t)em at t)e time of retirement-resignationof t)e em!loyee/ Howe$er. in t)e case of termination it is conditional/Em!loyees not utili ing t)eir medical facilities are awarded Rs/5FF-mont)/ ()isamount kee!s on accumulating in t)e em!loyeesC medical allowance w)ic) is )andedo$er to )im-)er at t)e time of retirement-resignation/Em!loyeesC medical allowance is also conditional for t)e termination case

A%AR*S

A!!reciation letters are issued to com!etent em!loyees/ ollowing awards are gi$en !eriodicallyB

%u!er$isor of t)e mont)Em!loyee of t)e mont)Honesty award

CO0NSELIN= SER/ICES

Em!loyees are !ro$ided wit) t)e counseling ser$ices during t)eir training and at t)etime of retirement "y t)e HR manger/ ()ese ser$ices includeB

Fam l) Co$nsel ng

amily ,ounseling is a counseling !rogram for em!loyees w)erein t)ey are suggested)ow to co!e wit) t)eir !ersonal & family !ro"lems/ %o t)at t)e management is assured of t)efact t)at em!loyees are not under any stress and are a"le to !ut in t)eir "est effort to !erformt)eir #o"s effecti$ely and efficiently/

Pre Ret rement Co$nsel ngIn !re>retirement counseling !rogram em!loyees w)o are willing to work after

retirement are gi$en constructi$e guidance concerning t)eir second careers/

A*/OCAC8 ROLE

Management itself resol$es all t)e matters and conflicts/ ()ey follow rules andregulations !ro!erly in order to a$oid "iasness/ ()ey also gi$e warnings to t)e accused !artyand safeguard t)e rig)ts of !laintiff/


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SOCIAL RESPONSIBILITIES

P, )otel )as a num"er of social Res!onsi"ilities towards its Em!loyees/

P, Hotel ,onducts +irt)days of Its em!loyees/Hires disa"led !eo!lePro$ides maternity lea$es,)arity to different trustsPurc)asing energy efficient e9ui!ment and mac)inesHotel also cele"rates different ays like Eart) day ,leanliness day ,am!aigns regarding Hygienic Awareness engue awareness cam!aigns are also conducted "y t)e Hotel

FIRIN=

If an em!loyee "e)a$es unet)ically and does not follow t)e rules and regulations of )otelt)an following !rocedure is e;ecutedB

HR management follows la"or lawsisci!line committee takes action*arnings are issued to accused em!loyeeIf t)ere is no im!act of warning on em!loyee t)en de!artment conduct en9uirycommitteeIf en9uiry committee t)inks fit. termination letter is issued

E.PLO8EES RE/IE%

S%OT ANAL8SIS

Strengt!s:


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()e HR e!artment of Pearl ,ontinental Hotel is $ery well and )ig)ly 9ualified/ ()e)ig)er Management tries to increase t)e !ersonal and !rofessional 9ualifications of t)e HR Em!loyees "y )olding different seminars and works)o!s/()e )otel welcomes $ery muc) an ine;!erienced !erson enters in HR de!artment .

"ecause t)ey are so sure of t)eir HR de!artment t)at will train )im-)er for )is-)er future #o"()e HR de!artment also arranges $isit of its HR em!loyees to t)e HR de!artments of ot)er Hotels like Marriot International Islama"ad. %erena international Islama"ad/

%eaknesses:

ew of t)e weaknesses of PEAR0 ,ON(INEN(A0 HO(E0 are as underD

Immediate !romotion de!ends on situation to situation/ or instance recentlyHR director of P, is re9uired and no one is t)ere to !romote from #unior rank sot)ey )a$e to out sourced t)e $acancy/Relations)i! "etween workforce and organi ation is t)e main c)allenge/ HR de!artment in consultation wit) union management )as to ensure a continuousflow of good relations)i! "etween t)e management and em!loyees/In Pakistan $ery few Institutes are a"le to !ro$ide trained workforce for t)e HotelIndustry on international %tandards/ ()e HR de!artment of P% Hotel )as to recruitand select t)e raw material and con$ert it in to efficient workforce/Im!acts and effects of t)e economic c)anges due to Go$t/ !olicies !ose anot)er ma#or c)allenge to HR de!artment of P, Hotel/ Economic c)anges

P,Cs HR de!artment not )as t)eir s!ecified 9uestions w)ile conducting t)einter$iew/ ()e main to! managers of t)e HR and t)e concerning de!artment taket)e unstructured inter$iew 1one to one4 in w)ic) no 9uestions is asked on as!ecific !re>determined 9uestionnaire format/ ()ey ask on time 9uestions/

O22ort$n t es:

ollowing are some of t)e o!!ortunities w)ic) are a$aila"le to HR de!artment innear future

As P, Hotel is an international )otel c)ain all o$er t)e *orld and maintaining its HRe!artment in e$ery setu!. so t)e em!loyees )ere )a$e a c)ance to work in a "roader

!ers!ecti$e and gain greater e;!erience and knowledge a"out latest HR !ractices/ As HR e!artment )as started seminars and works)o!s on latest HR !ractices so t)is

will !ro$ide training and de$elo!ment to t)e em!loyees/ +y !ro$iding outstanding facilities it can attract more and more foreigners/

T!reats:

()reats faced "y HR de!artment arePerformance of t)e HR e!artment is erratic at times/


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Erratic !erformance of t)e HR de!artment results in low !roducti$ity/0aw and order situation can also "e a t)reat. suc) as terrorism and strikes etc/

CHALLEN=ES FOR THE H0.AN RESO0RCE

*EPART.ENTIn order to manage !eo!le effecti$ely in todayCs world of cut t)roat com!etition. it is

$ital to understand and a!!reciate t)e significant com!etiti$e. legal and social issues/()e)uman resource de!artment of Pearl ,ontinental Hotel )as to co!e wit) internal as wellas e;ternal c)allenges to ensure t)e ac)ie$ement of its mission/ %omeof t)e internal and e;ternal c)allenges faced "y t)e )uman resource de!artment are !resented

"elowB

Relations)i! "etween t)e *orkforce and Management

Managing a ynamic En$ironment,onflict ManagementManaging *orkforce i$ersity0ack of (rained *orkforceGlo"al ,om!etiti$e En$ironmentEconomic ,)allenge0oyalty of Em!loyees

RECO..EN*ATIONS

T! ngs %! c! an Em2lo)ee S!o$ld A&o d:

%moke. eat. drink. c)ew gum. w)istle. )um or sing in t)e lo""y or any !u"lic areas/%tand in grou!s and casual con$ersation wit) co>workers/%)out or talk in t)e !u"lic areas/

Allowing of !ersonal friends to $isit em!loyees at t)e )otel/%!it in any area/%ay anyt)ing negati$e a"out t)e )otel/Entering in ot)er de!artments. !u"lic areas. or guest floors/

Ot!er Recommendat ons:

P, s)ould send its managers-em!loyees to a"road for training !ur!ose for it willultimately im!ro$e t)e organi ationCs o$erall !erformance/Internees s)ould "e !aid for t)eir ser$ices/

More fle;i"le "enefits !lans s)ould "e introduced for em!loyee so t)ey can c)oosew)ic) suit t)em t)e "est/


16/16

As P, doesnCt )a$e any s!ecial !rogram to "ring t)e outside talent in. so t)ey need totake t)is area under consideration/More incenti$e !rograms s)ould "e introduced to maintain em!loyee moti$ation/

CONCL0SION

After a t)oroug) study of Human Resource e!artment at Pearl ,ontinental. 0a)orewe can conclude t)at P, is a )uge name in t)e )otel industry and its Human Resource

e!artment is working dynamically to !ursue its organi ational goals/ ()is !ro#ect )as gi$enus t)e realistic $iew of )ow Human Resource !ractices are followed in any organi ation

Documents

Role of Hr Department at Pc