S A N D Grande


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S A N D Grande

  1. 1. SAND Grande Submitted By: Sandeep Surendran Section-B
  2. 2. Need for HR Planning <ul><li>Organizations need people just as they need raw materials, equipment, and other materials in order to function successfully. </li></ul><ul><li>Human resource planning as an information‑decision‑making process designed to ensure that enough competent people with appropriate skills are available to perform jobs where and when they will be needed. </li></ul><ul><li>Basic information necessary for human resource planning‑job analysis. </li></ul><ul><li>Serve to stabilize employment levels when demand for a firm's product is variable, thus reducing the firm's unemployment. </li></ul>
  3. 3. Steps of HR Planning <ul><li>Get the 'big picture' </li></ul><ul><li>Understand your business strategy </li></ul><ul><li>Develop a Mission Statement or Statement of Intent </li></ul><ul><li>That relates to the people side of the business. </li></ul><ul><li>Conduct a SWOT analysis of the organization </li></ul><ul><li>Focus on the internal strengths and weaknesses of the people side of the business. </li></ul><ul><li>Conduct a detailed human resources analysis </li></ul><ul><li>Concentrate on the organization's COPS (culture, organization, people, HR systems. </li></ul><ul><li>Determine critical people issues </li></ul><ul><li>Go back to the business strategy and examine it against your SWOT and COPS Analysis. </li></ul><ul><li>Develop consequences and solutions </li></ul>
  4. 4. Other Services Public Relations Financial Management Maintenance Computer Application Food and Beverage Housekeeping Recreation Departments in Five star
  5. 5. GM HRD Marketing & Sales Finance HRM Engineering Kitchen Laundry Security Food & Beverage Front Office 5 HR Executives Manager Astt. Manager 3 Outlet Managers Head Waiter 10 Waiters Director Senior Manager Sales Executives Front Manager 2 Lobby Managers 5 Receptionists 5 Bell Captains Manager Accountant Cashier 3 Financial Executives Chief Engineer Quality Control Material Electrical Astt. Engineer Deputy Engineer 5 Executives Astt. Engineer Deputy Engineer 5 Executives Astt. Engineer Deputy Engineer 5 Executives Ex. Chef Sous Chef CDP Commi 1 Commi 3 Commi 2 Laundry Manager Helpers Any Private Agency Regional Manager
  6. 6. Eligibility criteria of Personnel <ul><li>General Manager </li></ul><ul><li>5 - 8 years experience ,The candidate will be the over all in charge of the hotel. The head of departments will be reporting to him/her. </li></ul><ul><li>Assistant Manager </li></ul><ul><li>3 - 4 years experience ,Candidate would be responsible for hotel bookings for a major resort company .Would be responsible for group bookings, conferences, tours etc. </li></ul><ul><li>Front Office Manager </li></ul><ul><li>3 - 4 years experience ,Candidate should graduate with good experience in front office sector.1) handling calls2) well versed with international ticketing and hotel bookings. </li></ul><ul><li>Restaurant Manager </li></ul><ul><li>5-6 years in Hotel Industry, IHM Graduate. </li></ul>
  7. 7. Contd………. <ul><li>Chef </li></ul><ul><li>8-9 years in Hotel Industry, IHM Graduate. </li></ul><ul><li>House Keeping </li></ul><ul><li>Diploma in Hotel Management with 7-8 yrs. experience in Hospitality Industry. Should have good communication skills and interpersonal skills. </li></ul><ul><li>Administration and Accounts Manager </li></ul><ul><li>3-5 years in Hotel Industry, Commerce graduate </li></ul>
  8. 8. Selection process <ul><li>Selection efforts really are an integral part of the whole human resource planning process . </li></ul>
  9. 9. Contd……… <ul><li>Criteria usually can best summarized in the following categories: </li></ul><ul><li> Education </li></ul><ul><li>Experience </li></ul><ul><li>Personal Characteristics </li></ul><ul><li>Physical Characteristics </li></ul><ul><li>Communication ability </li></ul><ul><li>Equipment Skills </li></ul><ul><li>The Human Resource Manager selects the employees with the help of test and the successful employees are selected (predictive validity) . </li></ul>
  10. 10. Training Program <ul><li>Two types of Training are there </li></ul><ul><li>Designing training </li></ul><ul><li>Learning from observation of trained workers; </li></ul><ul><li>Receiving coaching from seniors; </li></ul><ul><li>Discovery as the result of working party, project team membership or </li></ul><ul><li>attendance at meetings </li></ul><ul><li>Job swaps within and without the organization; </li></ul><ul><li>Undertaking planned reading, or follow from the use of self–teaching texts and video tapes; </li></ul><ul><li>Learning via involvement in research, report writing and visiting other works or organizations. </li></ul>
  11. 11. Contd………. <ul><li>Group training </li></ul><ul><li>Lectures and talks by senior or specialist managers. </li></ul><ul><li>Discussion group (conference and meeting) activities. </li></ul><ul><li>Briefing by senior staffs. </li></ul><ul><li>Role-playing exercises and simulation of actual conditions. </li></ul><ul><li>Video and computer teaching activities. </li></ul><ul><li>Case studies (and discussion) tests, quizzes, panel 'games‘. </li></ul>
  12. 12. Recruitment <ul><li>Application </li></ul><ul><li>Screening Test </li></ul><ul><li>Screening Interview </li></ul><ul><li>Selection Interview </li></ul><ul><li>Reference checks </li></ul><ul><li>Hiring </li></ul>
  13. 13. Thank you Welcome to SAND Grande……………