Taj Group of hotels-CONTENT- About them, Their values, Organizational structure, Requisites to be their HR manager, Selection and recruitment process, Training & development program, Performance appraisal and compensation to employees, Promotion and transfer strategies, Employee satisfaction and retention strategies, Familiarization programme for independent Directors, Terms and conditions for appointment of independent directors, Tata Code of conduct, Role of HR in CSR, Risks in HR involvement in CSR, What to consider while making a CSR strategy, CSR and HRM checklist. 80% ACCURACY IN INFORMATION IN THE PPT

1. GROUP 6

3. FOUNDER
Jamsetji Nusserwanji Tata
FOUNDED IN
1881
HEADQUARTERS
Mumbai
KEY PEOPLE
Ratan Tata- Interim Chairman
Rakesh Sarna- MD & CEO
PARENT
TATA
TYPE
Public Company
NUMBER OF HOTELS
126

4. OUR VALUES
Integrity
Excellence
UnityPioneering
Responsibility

5. HOSPITALITY BRANDS
• Taj Luxury
• Taj Exotica
• Taj Safaris
• Vivanta by Taj
• The Gateway Hotels and Resorts
• Taj Luxury Residencies

9. Qualities
Strong Background in 7 Key Areas
Excellent in written communication skills
Understanding and ability to work in a
environment

10. 4 year
bachelor
Degree
HRIS Systems
Well versed in
HR
Applicant
Tracking
System
Online
Recruiting
Systems
Microsoft
Office
Education

11. Experience
Five years Human Resources management
experience required preferably in the
hospitality industry and minimum
experience of 1 to 2 year in the same
position at 4 Star or 5 Star Hotel.

13. Recruitment
The taj group hires most of the frontline staff from smaller towns
and cities like:
' Pune not Mumbai
' Chandigarh and Dehradun not Delhi
' Coimbatore and Tiruchirapalli not Chennai
' Mysore and Manipal not Bangalore
' Haldia not Kolkata

14. Reason behind hiring
most of the frontline
staff from smaller
towns and cities
Indian traditional
values{respect}
Humility
Honesty
Discipline

15. Procedure

16. Planning
Job vacancies and
information about
the nature of job
and no of
personnel
required
'
Strategy
development
Technological
specification of
recruitment devices
sources of recruitment
sequencing the activities
in the recruitment
Searching
Source activation
and stimulating the
candidates
Screening
Comparing the
applicant’s resume
with requirements
Evaluation
and Control
Cost of recruitment is
calculated
and.Number of
suitable candidates
for selection.

17. Sources of Recruitment
1. Campus recruitment
2. State or Public Employment
Agencies
3. Employee Referrals
4. Trade Unions
5. Traditional agency
6. Employee referral
7. Social recruiting
1. Promotion
2. Transfer
3. Retired & disabled employee

18. Selection
1.Physical characteristics
2.Personnel characteristics
3.Proficiency or skill and ability
4.Competency
5.Temperament and character
6.Interest

19. Preliminary
Interview
Selection
Tests
Employmen
t Interview
Reference
and
Background
Checks
Physical
Examination
Job Offer
A) Ability tests
B) Aptitude tests
C) Personality
tests
D)Graphology
test
E) Polygraph
tests
A)One-to-One
B)Sequential
C) Panel
Interview

21. TRAINING
Process of altering
employee behavior
Main Objective- Help
organization achieve its
purpose

22. TRAINING OPPORTUNITIES
Taj management training
program ( TMTP )
Hotel Operations Management Trainee Programme ( HOMT

23. TRAINING PROGRAMME
The Tata Management
Training Centre (TMTC)
Second Career Internship
Programme (SCIP)

25. PERFORMANCE APPRAISAL
• Review of employee's overall contributions by the
manager.
• Performance appraisal (annual review) evaluates:
Employee's skills
Achievements
Growth, or lack.

26. PERFORMANCE APPRAISAL
SYSTEMS
Balance
Scorecard
System
(BSS)
360-degree
feedback
system
Special
Thanks and
Recognition
System
(STARS)

27. BALANCE SCORECARD SYSTEM
(BSS)
Vision &
Strategy
Financial
Perspective
Business
Process
Perspective
Learning &
Growth
Perspective
Customer
Perspective

28. 360-DEGREE FEEDBACK SYSTEM
Employee
Peers & Team
members
Subordinates
Suppliers
Customers
Line
Managers
Direct
Reports

29. SPECIAL THANKS AND RECOGNITION
SYSTEM (STARS)
In this system, points are granted on the basis of different
parameters:
*Integrity
*Honesty
*Kindness
*New initiatives
*Courage
*Teamwork

30. COMPENSATION
• The total amount an employee can expect to receive
when working for an organization.
• Examples:
 Salary and wages
Bonuses
Health insurance
Long-term incentives

31. WAGES AND SALARIES
POSITION SALARY RANGE
General Manager At least 2 lakhs
HOD 50,000-1,00,000
Deputy HOD 30,000-50,000
Manager 22,000-30,000
Assistant Manager 15,000-20,000
Supervisor 5,000-15,000
Front Line Worker 5,000-8,000

32. INCREMENTS AND BONUS
Performance Based Increments
15% increase in the no. of years spent
Guest feedback
Supervisor’s recommendation
Quarterly Key Performance Indicators

33. BENEFITS
•Free accommodation and meals
•Free medical and laundry facilities
•Special discounts on TATA products
•Free stays in Taj properties

35. Silver level Gold level Platinum level
Coo
club
MD club
THE 5 LEVELS

36. INTERNAL PORTAL
•Technology to cut costs and enable talent to
shift from one group company to another
•Gives existing employees a chance to move
across locations

38. ESTS (EMPLOYEE SATISFACTION
TRACKING SYSTEM)
•conducts surveys to elicit response from the
employees
•records collected evaluates satisfaction level of
the employees

39. THE ENGAGEMENT STRATEGY
• dignity and
competence
• organisation’s duty
LEVEL 1
• suitable equipment, systems
• conducive environment
LEVEL 2
• trustworthy
relationships
LEVEL 3
• capturing the voice of
employees
LEVEL 4
• The right sense of
responsibility and
purpose
LEVEL 5

40. THE CHILD CARE FACILITY
•The hospitality business is an industry
populated by young people, with a significant
number of women
•Put in place a policy that necessitates on-site
day care centres at its hotels to provide child
care facilities for all associates

41. VOICE YOUR OPINION
•Forums to voice recommendation or
compliment their colleagues
•Reply to the employees’ suggestions within 2
days
•focused to boost the motivation levels of the
employees and to improve job satisfaction.

43. Purpose
Objective
Familiarizatio
n&
Orientation
Process
Disclosure

44. T E R M S & C O N D I T I O N S F O R
A P P O I N T M E N T O F
I N D E P E N D E N T D I R E C T O R S

45. • Appointment
• Roles, Duties & Responsibilities
• Time Commitment
• Remuneration
• Insurance
• TATA Code of Conduct
• Training & Development Program
• Performance Appraisal & Evaluation Process
• Disclosures, other directorships and business interests
• Changes of personal details
• Disengagement

47. WAT IS THE
ROLE OF HR
IN CSR ?

48. WHAT ARE THE
RISKS IN HR
INVOLVEMENT
IN CSR?

49. WHAT TO
CONSIDER
WHILE MAKING
A CSR
STRATEGY ?

50. CSR & HRM
CHECKLIST

51. STEPS
• Step 1- Vision, mission, values & Strategy
• Step 2-Codes of Conduct
• Step 3- Workforce planning & Recruitment
• Step 4- Orientation, Training & Competency
development
• Step 5- Compensation & Performance
Management

52. • Step 6- Change management & corporate
culture
• Step 7- Employee involvement and
participation
• Step 8- CSR Policy and program development
• Step 9- Employee communications
• Step 10- Measurement, reporting & celebrating

53. THANK
YOU
J H A N V I K R I T I P