HR sTRATEGIES IN THOMAS COOK. What kind of strategies thomas cook in followed that explain in this

1. HR STRATEGIES IN
THOMAS COOK
PRESENTED BY: KAJOL DAS
DIVYANSHI SINGH

2. WHAT IS HR
Human recourses(HR) is the department within a business that is
responsible for all things worker related. That included recruiting,
selecting, hiring,onboading, training ,promotion,paying and firing
employees and independent contractors. HR is also the department that
stays on top of new legislation guiding how worker ne to be treated during
the hiring, worker , and firing process.
A Well- functioning HR department ensure that a business
has all of the right employees it needs, at the right time , at an affordable
cost, an it help support the continued development of those workers,
providing the company with an appreciating human asset.

3. THOMAS COOK
• TYPE : Public Limited Company
• FOUNDED : 1881
• FOUNDED BY :Thomas Cook
• HEAD QUARTERS : Mumbai

4. SERVICES AND PRODUCTS
o India Holidays
o International Holidays
o Foreign Exchange
o Passport Services
o Flights
o MICE
o Hotels
 website:www.thomascook.in

5. USP(Unique Selling Product) OF
THOMAS COOK
• One of the largest travel company in Europe and UK
• Provides affordable and accessible holidays to people
• Global presence with services like Package holidays, flights, hotels, resorts
etc.
• Increased Brand presence worldwide due to association with last Olympics
• Close to 20,000+ employees with the company
• Strong brand presence due to TVCs, online and print ads, and OOH hoardings
• Sponsorship of many events and sports teams has increased the brand
presence

6. HR PACTICES ATTHOMAS COOK
•Talent acquisition & selection
•Recruitment & selection
•Probation & confirmation
•Joining & On-boarding
•Promotion
•Rewards & recognition
•Training & development

7. THE CHALLENGE OF CHANGE IN
THOMAS COOK ;UNITING 28000
EMPLOYEES
REWADS AND MOTIVATION
 Both monetory and non- monetory rewards
 Based on behavior and performance in organization.
 Benefits to employees who worked for long (Contributory pension).
 Employee autonomy.
 Reinforcement theory.
 Strengthen positive behavior

8. JOB EVALUATION
 Job comparison ( according to pay and type)
 Gives importance to job to employees
 Either analytically or non-analytically.
LAWS AND LEGISLATIONS
 Equality act
 Wage act
 Work and families
 Health and safety act
 Equal pay act

9. TRAINING AND DEVELOPMENT
 Done by the employment specialist
 Good and skilled employees
 Overall growth of the organization
 Increaseing the goodwill
LINE MANAGERS
 Given more importance

10. THANK YOU