Human Resource Management

Holiday Inn

Presented by: • Fatima• Hassan• Maryam• Usama• Saad

Presentation SummaryIntroduction of Holiday Inn & its HRM

• Fatima Liaquat

Personnel Planning & Recruitment

• Fatima Liaquat

Testing & Selection

• Bilal Arif

Training & development• Saad Shabbir• Maryam Niazi

Benefits & Incentives

• Usama Tariq

Performance Appraisal

• Hassan Javed

Conclusion

• Maryam Niazi

Introduction

• Holiday inn– Founded inn 1952– In Memphis– By homebuilder Kemmons Wilson – 19721,400 holiday inn hotels

worldwide– July 1995 3600 branches over 100

countries

• 1995 holiday inn Lahore – The only branch

HOLIDAY INN LAHORE

• 1 of the executive hotels in Lahore

• 4 star Property

• 120 rooms & 8 sweets

• Rooftop Buffet & Swimming Pool

• Competitors– PC– Avari

Organizational Chart• Flat Structure• 9 Departments

HR Department

• 5 peopleHR Director

HR Manager

Training Officer

Personnel Planning Officer

Public Relations Officer

ROLE OF HRM

• Ahead of roles as Record Keeper & Administrator

• Goals productivity and value added services

• A seat at Strategic Table

RESPONSIBILITIES OF HRM

• Developing a well defined culture of the organization

• Designing the organizational structure & roles of employees

• Formulating staffing needs to achieve development strategies

• Formulating Performance management strategies

• Designing a proper strategy to motivate & reward employees.

Personnel Planning

• Not in practice in very formalized form– Not needed as business is neither changing nor

expanding

• Termed as “Manning” – No. Of employees to be working in specified

year– HR works towards maintaining this number

Recruitment

• Pillar in HR responsibilities

• EEO compliance

• 1st step: job analysis– Complete and formal job analysis for each position– Analysis information is provided by the concerned

department supervisor and head– Observation & interviews are the sources

Job Analysis Sample

• Job Analysis– Job title– Department– Reporting person– Job summary– duties and

responsibilities

INTERNAL RECRUITMENT

• Is in Practice

• Methods Used– Job Posting– Rehiring– No Succession Planning

External Recruitment

• Is in Practice

• Methods used– Walk In’s

• Thursday walk in interviews• Most Popular

– Referrals• industry of contacts and referrals• Preferred

– Advertisements• Least Used• Only for Key positions

– Internships

RECOMMENDATIONS

• Use of various tools in collecting info for job analysis– Questionnaires managerial jobs– Diary logs rank in file staff

• Information should also be collected by the employees currently performing the job– Verify the knowledge

RECOMMENDATIONS

• Internal Recruitment– Replacement charts and position replacements cards– Succession Planning

• External Recruitment– Advertisement in newspapers diversified pool of

candidates– Internet and job sites Job Monster & rozee.com – Employment agencies – Headhunters Executive recruitment– College recruiting and internships fresh minds

TESTING & SELECTION

• 1st Step: Application Forms– personal details of the applicant– educational qualifications– Interests– references – CV (Curriculum Vitae)

Application Form Sample

TESTING & SELECTION

• 2nd Step: Screening• 3rd Step: Interview– Three phase interview

session– Job related interview– Individual Interview

Rank In File Staff– Panel Interview

Managerial Position– Standard Interview

Evaluation Form

TESTING & SELECTION• 4th Step: Testing not diversified

– Criterion Valid– Depend on job

• written tests for desk staff• Cookery Test for chefs

• 5th Step : Selection on Probation– 3-6 months

• 6th Step: Background and reference checks

• 7th Step: Physical examination test

• 8th Step: Permanent Hiring– No Temp Employees or Part time Workers

Recommendations

• Improved Testing– cognitive abilities Tests managerial staff– the personality assessment approach

• Improved Interviewing– Behavioral interviews managers– situational interviews managers– Puzzle Questions technical and finance staff

• Open ended questions in reference Information

TRAINING & DEVELOPMENT

• Orientation– Provided by HR department & Departments– Rules, policies, terms of employment– Property tour

• No formal training department

• Training programs– Daily Basis conducted by department heads– Yearly Basis HR department

TRAINING & DEVELOPMENT

• Methods Used:– OJT– Lectures– Multimedia & Overhead projectors– In house Training Short Courses– Job Instructions front desk workers– Role playing technique waiters– Outsourcing security personnel– COTHM free of cost courses

• Effectiveness of Training Programs– Skills training performance record

Recommendations

• Formal Training department

• Job rotation technique

• Training from abroad

• Incentives should be related to training

• E-learning

Benefits & Incentives• Pay for time not worked

– 21 annual leaves– 8 sick leaves– 10 casual leaves– Severance pay 2 week to 1 month salary

• Insurance Benefits Life insurance

• Medical Benefits only to employee

• Retirement Benefits– Provident Fund defined contribution plan– Social Security

• Retirement income death benefits• Disability Benefit payable

Benefits & Incentives

• Meal Allowance One time lunch + Two times tea free of cost

• Cars & Mobile Phones

• Other Benefits– Discount on hotel rooms & banquet hall– 50 % off on food– Appreciation Letter– Employee of the Month– Annual employee Day Service Awards– Employee Birthday Celebrations

Recommendations

• Extended medical allowance

• Flexi-time

• Greater delegation & work recognition

• Team approach

• Awards for punctuality or attendance

• Job enlargement & Job enrichment

Performance Appraisal

• Employee appraisal performance of an employee is evaluated in terms of quality, quantity, cost and time

• Employees on probation 3 consecutive months appraisal

• Permanent Employees Annual Appraisal

• Conducted by immediate supervisors or boss

• Tool Used Graphic rating scale

Performance Appraisal Form

Performance Appraisal

• One to One meeting with supervisors

• Use:– Salary rise– promotions– internal recruitment

Recommendations

• Different Appraisal Techniques different level & nature of jobs

• 360 degree appraisal technique

• Training to fill appraisal forms, minimizing– Central tendency– Biasness– Leniency– Strictness

Conclusion

• Implementation of recommendations– Prevailing culture– Adaptability of workforce– Extent of competition– Costs for the hotel

• Restructuring HR department– New spirit– Trained, motivated, flexible workforce– Long-term Success

Thank You