The document provides details about the human resource management practices at Pearl Continental Hotel. It discusses the vision, mission, objectives and structure of the HR department. It describes the HR department's role in executing the hotel's strategy and as a strategic partner. The document then outlines the recruitment process including sources of recruitment, job evaluation, and selection procedures. It also discusses training and recommendations. In summary, the document outlines the key HR functions and practices at Pearl Continental Hotel with a focus on recruitment and selection.

1. Human Resurce
Management
1

2. “A Project Presentation of Pearl
Continental Hotel’s on Human Resource
Management”
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3. 3 Subject:Human Resource Management [HRM]
Submitted To
Respected Sir Naeem
Submitted BY:
Group B

4. 4 TABLE OF CONTENT
 INTRODUCTION:
 VISION:
 MISSION:
 OBJECTIVES OF THE HUMAN RESOURCE DEPARTMENT:
 STRUCTURE OF HUMAN RESOURCE DEPARTMENT AT PC:
 PEARL-CONTINENTAL HOTEL’S HR ROLE IN EXECUTING STRATEGY:
 HR’S ROLE AS A STRATEGIC PARTNER:
 RECRUITMENT AT PC:
 RECRUITMENT PROCEDURE:
 RECRUITMENT PRACTICES AT PEARL CONTINENTAL HOTEL:
 SOURCES OF RECRUITMENT AT PC:
 INSIDE CANDIDATES:
 OUTSIDE CANDIDATES:
 INTERNEES A SOURCE OF OUTSIDE CANDIDATES:
 JOB EVALUATION:
 SELECTION PROCEDURE AT PC:
 TRAINING APPRAISAL:
 RECOMMENDATIONS:

5. Acknowledgement
“Starting with the name of ALLAH the most beneficent and the most merciful
whose blessings are abundant and favors are unlimited.”
As a mater a fact, people tend to forget those who are behind there achievements
and have stood for them whenever they need assistant. Our gratitude will be
meaningless if we are not grateful to almighty Allah for His kindness upon us. His
benevolence and blessings have made us capable.
We are extremely grateful to our course instructor Mr. Naeem who spent
a lot of valuable time with us and gave all the related information and expertise
very generously about related courses also grateful to Pearl continental
management for gave us information about Human Resource management.
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6. “HISTORY:
Pakistan Services Limited (“PSL”) was incorporated in 1958 as a Public
Limited company and is quoted on Karachi Stock Exchange since 1964. The
primary business of PSL is hospitality. It initially operated under the
management of Inter Continental Hotel; however, when Hashoo Group
acquired PSL in 1985 it changed the name of the Hotels to PEARL
CONTINENTAL Hotels and became the largest and oldest five star hotel chain
of Pakistan. In October 1985 all the Inter Continental hotels in Karachi,
Rawalpindi, Peshawar & Lahore became the PEARL CONTINENTAL Hotels.
Another pearl was added to the chain in1992 at BHURBAN PEARL
CONTINENTAL Hotels is the first Pakistani chain which has achieved
excellent international standards of services, quality and product.
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7. INTRODUCTION:
Located in the heart of the business hub and 15 km from the
airport, Pearl Continental Hotel Karachi - is a preferred
choice for discerning corporate and leisure travelers. Vibrant
and progressive, it retains the warmth and the spirit of
Pakistan, while offering a variety of rooms, stylish
restaurants and contemporary business facilities,
establishing itself as an undisputed, premier business hotel.
Whilst not forgetting that Karachi is the city of dreams, an all
enveloping sensory roller-coaster ride which leaves you
delighted and inspired at the same time. There is a lot more
to this city than what meets the eye.
7

8. Want big impact?
Use big image.
8
VISION:
“We’ll open the doors; you’ll see what’s in store.”We feel pride in
making efforts to position Pakistan in the forefront of the
International arena.
MISSION:
“Our mission is to be the hotel recognized as the leader in the
industry in any aspect. We are committed to train and develop all
our staff members allowing them to grow in their careers and
provide services and standards which exceed guest
expectations.”The mission statement clearly shows that it aims at
becoming world-class leader in the service industry. It also shows
that the management at PEARLCONTINENTAL HOTEL believes
in an exceptional workforce to provide world class service to their
customers.
8

9. Human Resource Strategies
OrganizaingPlanning Leading
9
Contolling

10. OBJECTIVES OF THE HUMAN RESOURCE
DEPARTMENT:
1. Job analysis
2. Selection
3. Recruitment
4. Orientation
5. Training
6. Review benefits
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11. STRUCTURE OF HUMAN RESOURCE
DEPARTMENT AT PC
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12. Like all other HR Departments PC’s HR Department is
responsible for managing
all the activities related to Human resource.
PC has the following Human Resource Management functions
1. Personnel planning
2. Recruitment
3. Selection
4. Interview
5. Orientation
6. Training
7. Performance appraisal
8. Benefits & Compensations
9. Health & safety
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3. PEARL- CONTINENTAL HOTEL’ S HR ROLE IN
EXECUTING STRATEGY:
Pearl-continental hotel’s functional strategies support its competitive strategies.
To play a role in executing strategies PC must require highly committed
employees which are the part of the PC culture. This means PC, begins its HR
processes to create a committed, competent, and customer-oriented workforce.
Hotel’s HR department supports strategy implementation in many ways. When
HR played a strategic role it becomes a good culture of PC.

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•HR ’ S ROLE AS A STRATEGIC PARTNER
PEARL CONTINENTAL HOTEL can also play a vital role in making
strategies with other departments as well. They make their own forecasting
plans. Our view is that pear-continental hotel’s HR is strictly operational and
that HR activities are not strategic but it can help organization in making
strategies. HR can also adapt the strategies made by the organization for
them. Mostly the top managements craft the strategies of the organization.
The strategies made for the HR dept. are then programmed to execute that
strategy. For Pearl-Continental Hotel’s strategies there is a matching human
resource strategy.
Here, HR’S role is not just to adapt its activities neither to the PC’s business
strategy, nor, certainly, just to carry out operational day-to-day tasks like
paying employees.

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•RECRUITMENT AT PC:
Employment
planning
Recruiting:
Build a
Applicants
complete
& forecasting
pool f
candidates
application
form
•RECRUITMENT PROCEDURE:
The organization recruiting procedure is based on the nature of Job. What kind
of the job is it? Is it job for labor or some managerial level? It depends upon the
kind of work job contains, for permanent employees is different, contractual is
different.
Then according to the requirement, job specification and job description is
prepared by the HR manager. The immediate supervisor 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 the approval is given.

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PC does not rehire employees which have gone. They prefer fresh graduate’s employees.
•Job posting is maximum of 9 months and minimum of 3 months. During this period if the hired
employee is found to be unsuitable the next most suitable candidate is called from the waiting
list to replace him.
•They hire permanent, monthly basis, and also daily basis employees.
•For labor work PC uses contractors to provide them with the specified no. of employees as
required. These employees are hired by contractors on daily wages.
•The organization does not go for child labor as it is unethical and against the policies of major
business firms.
•They provide 100 % Diversity (Equal opportunity to both genders).
•Applications from candidates are kept in separate files according to the job titles and
whenever there is a vacancy available.
Recruitment and selection is the process of:
“Creating a pool of well qualified and talented candidates and choosing the best candidate
from that pool.”
The recruitment and selection process in an organization has to be aligned with the corporate
mission and objectives.

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RECRUITMENT PRACTICES AT PEARL
CONTINENTAL HOTEL:
PEARL CONTINENTAL HOTEL has standard a list of jobs that are filled in accordance
with international standards. However these lists are not permanent and new jobs are
added to it keeping in view the changing needs of the workforce. A new vacancy in
PEARL CONTINENTAL HOTEL may arise because of the need to replace the retiring
staff, dismissed staff, promoted staff or replacing an employee on job rotation. In case a
department needs to fill in a vacancy, head of that particular department sends a
requisite form to the Personnel Manager. The form contains specifics, e.g. whether the
position is for a new employee or a replacement, qualifications required for the job and its
respective justifications. This requisition form is sent to Personnel Manager and General
Manager respectively for their approval

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•SOURCES OF RECRUITMENT AT PC:
•INSIDE CANDIDATES:
As soon as a position is vacant a memo is issued throughout the organization. The
employees interested in the vacant position drop their application forms at HR
department. The other source for internal candidates is referrals
•OUTSIDE CANDIDATES
There are no means used for attracting the outside candidates. PC makes no advertisements.
The word of the mouth from the existing candidates does the job of getting out side candidates.
Internees are one of the sources of the outside candidates.
•INTERNEES A SOURCE OF OUTSIDE
CANDIDATES:
Basic requirements for internees are the hotel management degrees and diplomas/certificates in
hotel management. The referred candidates are given priority. Minimum duration of internship is
one month whereby internees are not paid. Free food and laundry services are however provided.

19. 19 JOB ANALYSIS
At PC job description is prepared for only managerial level post. The job
description is written by the HR department, the employees who are performing/
has performed the specific job make their contributions by listing down their
activities in provided diaries/logs & then presenting them to the HR department
which consequently writes down the specifications for the personnel required.
JOB DESCRIPTION
Job descriptions are lists of the general tasks, or functions, and responsibilities of a position. Typically, they also
include to whom the position reports, specifications such as the qualifications needed by the person in the job,
salary range for the position, etc. Job descriptions are usually developed by conducting a job analysis, which
includes examining the tasks and sequences of tasks necessary to perform the job. Job descriptions are used
especially for advertising to fill an open position, determining compensation and as a basis for performance
reviews. In PEARL CONTINENTAL HOTEL, the job description contains:
•Skills and Efforts.
•Tasks.
•Responsibility.
•Outlines of the Duty.
•Whom to Report the Task
•Everything is mentioned in it for the employees in a very detailed manner.

20. 20 JOB SPECIFICATION
Once you are aware of the type of person you are looking to fit your job vacancy,
you can now design a "Job Specification" profile. In PEARL CONTINENTAL
HOTEL, the job specification includes:
•Qualification of employee
•Experience of employee
•Training or development needed for the particular job
•Personal attributes required for the job
•Interpersonal skills and communication skills.
•JOB EVALUATION:
•Job Evaluation is the methods and practices of ordering jobs or positions with respect to their
value or worth to the organization. According to PEARL CONTINENTAL HOTEL following factors
are considered important while making job evaluation which is:

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Complexity of the Job.
•How much Stress one can Bear.
•Available Budget for Compensation.
•Experience Required for the Job.
•Company Need for the Employee for that Job.
•Abilities required performing a Job.
•Method used for Job Evaluation.
According to PEARL CONTINENTAL HOTEL, the method used for Job Evaluation is as
follows:
•Classification Method.
•Ranking Method.
•Point Method.
PEARL CONTINENTAL HOTEL use Classification Method when an employee is
performing well and has a chance to get promoted with the same position but at higher
level. On the other hand PEARL CONTINENTAL HOTEL believes that there hierarchy is
flat in nature. Due to which they consider that the pays varies according to the position of
the hierarchy. The top management will get more salary as compared to employees of
middle management. According to this policy PEARL CONTINENTAL HOTEL is also
following ranking method.

22. SELECTION:
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Selection varies according to the job post. At PC for some jobs (i.e. chefs) they
use work sample testing technique, whereas the basic criteria for testing and
selection listed are:
1. Appearance & Grooming.
2. Professional Qualifications.
3. Experience & Knowledge of Job applied for.
4. Communication Skills in English.
5. Balance Poise & Maturity.
6. Potential for Growth.
7. Reasoning & Judgment.
8. Computer Skills.

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SELECTION PROCEDURE AT PC
•Firstly they trickle downs the CV’s. Then call only those for the interview which have been selected.
•Selection is based on the eligibility of qualification and experience. If the candidate has the
qualification and experience according to the job specification then he is called for the interview.
•Minimum qualification is matriculation for the lower level staff. And the minimum Qualification is
bachelors for the upper level staff.
They avoid negligent hiring because they are running five star hotels.
INTERVIEW:
Step by step procedure is followed in the interviews.
•The candidate is first interviewed by the manager of PC and the Director HR. This interview
is unstructured, the HR manager asks frequent question to screen out the eligibility and
potential of the candidate. After conducting interviews from all the candidates he prepares a
list of the capable candidates.
•The second step, in this step the selected candidates are called again for the structured
interview which is to be conducted by head of the particular department.

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In such interviews general knowledge questions which are related to the job are
asked from the candidates. And also the behavioral based question that what would
be the behavior and how a candidate would be performing in a given certain situation.
This helps them to judge the personality, temperament, attitude, and the minimum
stress could be handled by the candidate.
The example of the whole procedure can be such as, like an assistant marketing
manager is required so he would be first interviewed by director human resource
manager then would be going through a panel interview in which certain job related
question will be asked such as, describe 4 P’s of marketing or consumer market and
consumer buyer behavior etc. In their opinion behavioral interviewing is a good
screening process to screen out the best of the best people

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•ORIENTATION
•New employees of 2 days orientation program. The employee is given a
brief introduction of the hotel, about every department, working
environment in which he has to work, and of the work related colleagues.
•The employees are also provided with the job description of their work at
the time of orientation, which guides them for there services they have to
provide, and also introduced to the rules and regulation of the company
which includes
There is a difference in the dress code of each employee from top to
bottom.
Employee should respect the privacy of another employee
•

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•TRAINNG & DEVELOPMENT:
•Steps used for the training and development of employees at PEARL
CONTINENTAL HOTEL are as follows;
•They provide training their employees on the job and also off the job.
•In Pakistan very few organizations are able to provide trained workforce for the
hotel industry in accordance with international standards. The human resource
department of PEARL CONTINENTAL HOTEL has to recruit and select the
untrained candidates and train them according to their own needs.
•PC hotel also use different Training centers at locations like they send their
employees out of country for training.
•Safety training is also provided to the employee.

27. 27 •TRAINING APPRAISAL
After training, the trainee performance is appraised by the immediate supervisor. The
immediate supervisor in PEARL CONTINENTAL HOTEL evaluates trainee performance on
trainee’s assignment, tests and on the job work. This appraisal is very important and it helps a
lot in judging trainee’s behavior. This appraisal also helps to evaluate employees for promotion.
This appraisal shows trainees:
1. Ability/Desire to learn new things.
2. Knowledge.
3. Leadership qualities.
4. Quality Consciousness.
5. Discipline.
•Attitude.
•Flexibility.
•Personality.
•Strengths.
Weakness.
The immediate supervisor gives his remarks (assessment) according to trainees work and also
attaches his tests and assignments during training with that form. These appraisal forms are
sent to HRD for re evaluation and they keep these forms as a record of employee’s
performance.

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•PERFORMANCE APPRAISAL PROCESS AND METHODS:
1.Appraisal is essential for enhancing the productivity of employees and to bring quality
improvements in the overall performance of the organization.
1.At PC appraisal is done by the head of the specific department whose employee is being
appraised. The appraisal method used at PC is “Graphical Rating Scale”.
1.Employees’ promotion (or demotion) is finally approved by the HR
1. Manager. Appraisals are conducted every three months a year.
2. The most important factors that are considered while appraising an employee are:
3. Appearance
4. Conduct
5. Professional Work
6. Leadership & Teamwork
7. Planning & Organization
8. Initiative & Creativity
9. Communication

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•Training Skills
•Business Attitude & Operational Performance
•Achievements of Objectives
•Besides this they also consider their customers feedback regarding employee performance
in order to bring quality improvements.
•4. .An immediate supervisor plays an important role in performance appraisal. The actual
appraising is done by the immediate supervisor of each employee. After rating an employee
the supervisor consults with the HR manger and then both of them decide how much to
compensate each employee and who is to be promoted?
•When an employee is promoted, he/she is required to meet the new post requirements.
For example qualification, the employee is ought to assure that he/she is the student of the
required program.

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CHALLENGES FOR THE HUMAN RESOURCE
DEPARTMENT
•In order to manage people effectively in today’s world of cut throat competition, it is vital
to understand and appreciate the significant competitive, legal and social issues. The
human resource department of PEARL CONTINENTAL HOTEL has to cope with internal
as well as external challenges to ensure the achievement of its mission. Some of the
internal and external challenges faced by the human resource department are presented
below:
•Relationship between the Workforce and Management.

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CHALLENGES FOR THE HUMAN RESOURCE
DEPARTMENT
1. Managing a Dynamic Environment.
2. Conflict Management.
3. Managing Workforce Diversity.
4. Lack of Trained Workforce.
5. Global Competitive Environment.
6. Economic Challenge.
7. Loyalty of Employees.

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THANKS!
Any questions?
You can find me at m.ahsan.shah786@gmail.com