This document discusses the role of travel institutes in human resource development in India. It outlines several key federal employment laws that expanded the role of HR in India. It also describes major Indian HR practices around staffing, training, and performance appraisal. The document then provides details on tourism development and training programs in India, including the objectives of the National Council for Hotel Management and Catering Technology. It lists several major institutes for human resource development in India, concluding that hospitality education programs in the country are now of international standard.

1. SUBMITTED TO , SUBMITTED BY,
ABIN K I UNNIKRISHNAN PM
ASST. PROFESSOR TOURISM DEPARTMENT STS, MGU
ROLE OF TRAVEL INSTITUTES IN HUMAN
RESOURCE DEVELOPMENT IN INDIA

2. INTRODUCTION
 Organisations can’t exist without the people
who work within them
 Understanding the behaviour of people within
organisations is essential in the modern
business world
 Organisational Behaviour is the study of
individual and group behaviour, and patterns of
structure in order to help improve
organisational performance and effectiveness
 Does NOT replace Management Theory, but
has a close relationship with it

3. FEDERAL EMPLOYMENT LAWS
 HR began to play a significant role with the early enactment of these
employment-related laws:
• The Workers’ Compensation Act of 1923 ensured that employers compensate
employees for work-related injuries.
• The Trade Union Act of 1926 gave formal recognition to trade unions.
• The Industrial Disputes Act of 1947 led to the increased role of industrial relations
(employees were distinguished by the work they did such as permanent, temporary,
trainee etc.).
• The Factories Act of 1948 regulated the work environment in factories to ensure the
safety of employees.
• The Employees Provident Funds and Miscellaneous Provisions Act of1952 required
employers to provide contributions for retirement.

4. • The Minimum Wage Act of 1948 established
minimum wages that vary from state to state.
• The Payment of Bonus Act 1965 provides for a
minimum bonus of 8.33 percent of salary, even if
the organization is not making any profit.
• The Persons with Disabilities Act (PWD) of 1995
was landmark legislation for disabled people in
India.

5. INDIAN HR ASSOCIATIONS
 In the 1940s and early 1950s, two professional HR
associations were established to acknowledge the
importance of HR:
 Indian Institute of Personnel Management (IIPM).
 National Institute of Labor Management (NILM).
 In1980, the two associations merged to form the
National Institute of Personnel Management (NIPM).
 NIPM is the only group engaged in the advancement
of HR, industrial relations and labor welfare.
 NIPM has a working relationship with HR groups in
the United States, Australia and the United Kingdom.

6. Indian HR Practices

7. Staffing Practices
 Resumes seek strong educational background.
 Employee referrals (predominantly used for
middle and senior management).
 Succession planning (predominantly used for
middle and senior management).
 Elaborate employment tests related to the job,
especially at entry level.
 E-recruitment: Naukri.com was the first e-portal
established in 1998 (naukri means job in Hindi ).

8. Staffing Practices
 Newspaper advertisements are used to brand the company to potential
applicants.
 Newspaper advertisements will specify age and gender requirements.
 Personal questions will be asked in interviews/resumes about:
 Age
 Marital status
 Family plans (women planning to start a family)
 Family background
 Caste background
 Photos to be included
 Verification of educational certificates

9. Training Practices
 Training (future orientation):
• Education is extremely valued, and training is an
extension of it.
• Entry point training programs (3 to12 months of
orientation).
• Ongoing training programs.
• Development programs (promotions involve
training).
• In-house training centers are a common feature
in Indian organizations.
• Deductive learning style in training: Known as
“top-down approach” where learning principles
start with general concepts and move toward
specific application.

10. Performance Appraisal
 Cultural dimensions of collectivism and power distance make objective
appraisals a challenge.
 Supervisors and subordinates develop close relationships.
 Organizational loyalty is as important as work performance.
 Employee promotions are frequently based on seniority.
 Annual performance appraisals.
 Supervisors provide performance ratings that are frequently inflated due
to personal relationships.
 Employment at will does not exist in India. Employment termination
carries a social stigma.

11. TOURISM DEVELOPMENT IN INDIA
 It has been the endeavor of the Ministry of Tourism
to put in place a system of training and professional
education with necessary infrastructural support
capable of generating manpower sufficient to meet
the needs of the tourism and hospitality industry,
both quantitatively and qualitatively. As of now,
there are 29 Institutes of Hotel Management
(IHMs), comprising 21 Central IHMs and 8 State
IHMs, and 5 Food Craft Institutes (FCIs), which
have come up with the support of the Ministry.
These institutes were set up as autonomous
societies with a specific mandate to impart /
conduct hospitality education / training in hospitality

12. TRAINING PROGRAMS
 Training programs in the field of Hotel Management, Catering and
Nutrition were initiated by Government of India in the year 1962
under the Department of Food, Ministry of Agriculture
 To begin with, four Institutes of Hotel Management, Catering
Technology and Applied Nutrition were set up at New Delhi,
Mumbai, Chennai and Kolkatta. For imparting training in
hospitality related craft disciplines, 12 Food Craft Institutes were
also set up at different places in the country
 Consequent to transfer of the program to the Ministry of Tourism
in October 1982, format of the various training programs was
reoriented and remodeled keeping in view the professional
workforce requirements of the country’s fast expanding
accommodation and catering industry. In order to harness the
resources and also to provide a central thrust to the program,
Ministry of Tourism also established the National Council for Hotel
Management and Catering Technology (NCHMCT) in the year
1982

13. OBJECTIVES
 To advise the Government on coordinated development of
hotel management and catering education.
 To collect, collate and implement international
development in the area of human resource development
for the hospitality sector.
 To affiliate institutes and prescribe courses of study and
instructions leading to examinations conducted by it.
 To standardize courses and infrastructure requirements
for institutes imparting education and training in hospitality
management.
 To prescribe educational and other qualifications,
experience, etc. for members of staff in the affiliated
institutes an organize faculty development programs.
 To award Certificates and Diplomas in Hospitality and
Hotel Administration

14. HRD
 All matters concerning human resource
development including institutions of
hotel management, Indian Institute of
Tourism and Travel Management, and
National Council of Hotel Management
 All matters concerning the scheme of
Capacity Building of Service Providers
 All matters concerning Domestic Tourism

15. INSTITUTES OF HUMAN RESOURCE DEVELOPMENT IN INDIA
 Indian institutes of Tourism and travel management (IITM)
Head office –Gwaliyor
Centers – bhuvaneswar , Noida,Goa,Neellore
Estd – 1983,
 National Institute of Water Sports (NIWS)
Managed by Minister Of Tourism
Head office – Panaji, Goa
Estd -1990
 National Institute of Tourism and Hospitality Management (NITHM)
Started operation – 2005, march,16
Location - Gachibowli, Hyderabad
 National Institute of Hotel Management and Catering Technology
(NIHMCT)
Estd by Maharishi Educational and Welfare Trust Karaikuli

16.  Kerala Institute of Tourism and Travel Studies
(KITTS)
Estd– 1988
Location – Trivandrum

17. CONCLUSION
 As a result of vast expansion and modernization of
the country’s hospitality industry, hotel
management and catering education programs
gained tremendous popularity and the profile of
students seeking admission to these courses also
underwent a transformation. As a result, courses
offered by the National Council are of international
standard which have been recognized by the
hospitality industry

18. REFFERENCES
 Business management and OB
- karam pal
 www.ministryoftourism.hrdevelopment.