Chapter-1

About the company

1
 We believe in being the best as far as guest satisfaction is concerned. As part of
this philosophy, you will be looked upon with a lot of expectations. We believe in
delivering the highest levels of customer delight, hence we have adopted the
motto of four-G's. These are:

GUEST IS OUR GOD

GREEN PARK IS OUR TEMPLE

GOOD WORK IS OUR PRAYER

GUEST DELIGHT IS OUR REWARD

Here at Green Park, you will always find the highest levels of motivation, dedication
and commitment towards ones responsibilities. Needless to say we expect the same
from you too. We are a family because we are ready to do that little extra to make
everyone more comfortable.

The purpose of the Induction is to help you learn all about the Hotel to work
effectively as a part of the team and we as a team need your commitment
towards the organization. I am confident that you will concentrate all your
efforts towards our objectives and enable GreenPark to surge ahead on its
path to greater success. On behalf of the GreenPark family I wish you all the
best in your career and future endeavors.

2
 GREENPARK HISTORY

Formerly known as Diana Hotels Ltd, the GreenPark Hotels and Resorts Ltd (w.e.f July
2010) started in the year 1991 under the dynamic leadership of our founder Chairman Sri
G.Harischandra Reddy. The first Hotel GreenPark Hyderabad started in the year
1991.GreenPark Visakhapatnam and GreenPark Chennai were opened in the year 1995 and
2005 respectively. The company forayed into the five star segments with Marigold in 2011
and Avasa Hotels in the year 2012.

To add feather in the cap GreenPark Hotels and Resorts Ltd has diversified into facility
management with new company called GreenPark Hospitality Services which came into
existence from April 2015, and presently operating major facility of Indian School of
Business at Hyderabad.

Designed with classy touch and the right ambience for comfortable stay, the GreenPark
have been contoured to provide an ambience that soothes and refreshes. Elegantly fitted
with every requisite for a luxury stay, our rooms reflect opulent refinement at its very best.

At GreenPark, Our world is built around the Guest, Service and Care is part of the core
philosophy that leads our guests with enviable conveniences and comforts and the
discerning business traveler, a home away from home.

The Hotels have achieved global standards of product quality and service excellence since
the beginning of its industry experience. The great attention we pay to every little detail has
given rise to a clientele that has forged strong bonds with us and made GreenPark always
the first choice of the discerning business travelers offering exceeding service standards at
real value for money.

3
 GREENPARK CULTURE

OUR VISION OUR MISSION

TO BE FOCUSED CUSTOMER INTIMACY Fast Service,

We will display a spirit of continuous Hassel free service, Deliver more value,
improvement and dedicate energy, attention and Superior quality, Care and concern
resource to make our processes and practice as
efficient and effective as possible. OPERATIONAL EXCELLENCE Proper
TO BE FAST people, Proper systems, Proper training, Defect
As a company and as individual team free product, Eye for detail , fast and flexible,
members, we will display a sense of urgency and Communication, feedback, controlsand
a bias fro action. We will react quickly to market correction mechanism.
changes, customer needs and team member
input. PRODUCT LEADERSHIP Superior
TO BE FLEXIBLE product ,Superior value, Up-to-date, Innovation
Co-operation and teamwork among team and creativity
Membersandbetweendepartmentand
properties will keep us aligned and increase TO FOSTER INTELLECTUAL CAPITAL
productivity. We would continually encourage Focus on people, Build knowledge, Build
idea exchange and participate decision making creativity, Build talent at all levels, To nurture
Thinking, Analysis and innovation

5 Qs
ORGANIZATIONAL GOALS We ask ourselves everyday to keep up the
good job and continue the path of success.

1. To Foster a nurturing work environment. 1. What have I done to touch the heart of
our Guest to-day?
2. To develop leadership at all levels through
2. What have I done to add value to our
effective delegation. company to-day?

3. To sharpen skills at all levels through 3. What have I done to change things for
the better to-day?
focussed training.
4. What have I done to reach out and help
4. To encourage creativity and value addition my colleagues to-day?

at all levels 5. What have I done to make myself a

better human being to-day?

4
 Awards and Achievements

1. Mr. Varghese George, Vice President awarded as the Best General Manager of
the
year

1998 by H&FS.

2. Mr. Madhu Nair, General Manager Awarded as the Best General Manager of
the year 1999 by H&FS.

3. Mr. Mohan Krishna, FOM awarded as the Best Front Office Manager of the
year in

the Year 1999 by H&FS India.

National Awards
1. GreenPark, Visakhapatnam won Best Economy Business Class Hotel for the
year 2002.

2. GreenPark, Visakhapatnam won Star Achiever Award for Excellence in

Hospitality Industry for the year 2007.

3. Diana Hotels Ltd awarded Emerging India 2007. (Under Travel and Tourism

Category)

State Awards

1. Green Park Hotel, Hyderabad The Best 4 star Hotel in the State by
the Department Of Tourism Andhra Pradesh for the years 2003, 2004,
2005, and 2007.

2. Green Park, Hyderabad-Recognized for Excellence in Conservation of Energy

by the Institute of Engineers (India), A.P State.

5
 3. GreenPark Hotel, Visakhapatnam The Best 3 star Hotel in the Region by the
Department Of Tourism, Andhra Pradesh 2003, 2004, 2006, and 2007.

Nominations

1. GreenPark, Hyderabad was nominated as Best Economy Hotel 1994 to FHRAI.

2. The General Manager of Green Park, Hyderabad was nominated as Best General
Manager - 1997 to FHRAI.

3. The General Manager of Green Park, Visakhapatnam was nominated as Best

General Manager -1997 to FHRAI.

4. Front Office Manager of Green Park, Hyderabad was nominated as Best front
Office Manager - 1998 to FHRAI.

5. Executive House Keeper was nominated as House Keeper of the Year by H&FS
in the year 1999.

6. GreenPark, Visakhapatnam was nominated as Best Economy Hotel 1999 to

FHRAI.

7. GreenPark, Hyderabad was nominated as Star Achievers Award 2007 to

FHRAI.

6
 GREENPARK STAR ATTRIBUTES

You would learn what is expected of you while you are working at GreenPark. Probably,
this has set you wondering if you possess the requisite qualities to succeed in the hospitality
industry.

1. SELF CONTROL:

In hospitality industry customer is always right. Hence you'll be expected to be

polite, calm, pleasant and friendly. Arguments, discussions, excuses and explanations
are to be avoided at any cost as they only add fuel to the fire instead of helping you to
resolve the problem.

2. FRIENDLY AND OUTGOING PERSONALITY:

If you are naturally friendly and outgoing you are more likely to be successful
working in a hotel. Being able to deal with all kinds of guests and visitors combined
with a keenness to serve them with a genuine smile is an asset.

3. RIGHT ATTITUDE TO WORK:

While working in the hotel, you should be prepared to do any kind of job if the
circumstances demand it. Dignity of labour is one of the first lessons youll have to
learn. It is possible; you'll discover along how much more satisfying it is to work
with one's own hands

4. GOOD HEALTH AND PHYSICAL FITNESS:

You need good mental and physical stamina to survive the long and odd working
hours. Moreover, you may have to spend most of your working day on your feet,
especially on busy days. You are required to be in good health all the time.

5. GROOMING AND PLEASING PERSONALITY:

You are more likely to be confident if you are well groomed, neat, polite and have an
easy way with people. An impressive and pleasing appearance is always a plus point
in public relations.

7
6. READY SMILE AND CHEERFULNESS:

A smile Its a universal welcome which has no language, it tells others that there is
a caring, sharing person in you and as hospitality personnel you are never fully
dressed without a smile.

7. ABILITY TO FACE CHALLENGES:

There is never a dull moment in a hotel. Everyday is full of challenges stimulating

you and demanding your presence both mentally and physically.

8. TEAM SPIRIT:

In hospitality industry you are always working as part of a team, which needs your
help, co-operation and willingness to listen to others. You must be flexible and
accommodating and enjoy working as part of a team.

9. SELF DISCIPLINE:

Just about every item in a hotel can be useful; there can be lot of temptation to carry
out small things for personal use. You must be able to resist such temptation, and be
honest and sincere at your job.

10. ABILITY FOR HARD WORK:

Working in hotels is always demanding and only those works hard and sincere can
hope to rise in their career. An employee, who works willingly is always noticed by
the management and is likely to go places.

11. HIGH MOTIVATION:

Self motivation is a very important attribute which can take you to greater heights
of success in life. In fact, it is this quality which will help you to enjoy even the
most menial job. Most people who succeed in life are highly motivated. They work
with great enthusiasm, take initiative and do not mind learning even from their
subordinates

12. SELF CONFIDENCE:

Working in a hotel, you'll come across People who are successful, rich and powerful
holding high positions in life. You will discover that if you remain poised, composed
and at ease in the company of such people you'll do your job better. Being self-
confident will enable you to deal with people of all kinds.

8
13. TACT:

This is an indispensable quality needed to handle a tricky or nasty situation, whether

it is guests acting difficult in the restaurant, or disciplining a member of the staff.
Despite all pressures you must remain cool, even-tempered to handle each situation
tactfully and coolly.

14. GOOD COMMUNICATION SKILLS:

A hotel job involves working with people all the time. Therefore, it will be a great
asset for you and the hotel, if you are an impressive talker and can interact with
people smoothly and gracefully. Good command over one or more languages will be
an added advantage.

15. METICULOUSNESS:

You must have an eye for detail and ensure that everything is in order up to the last
detail. The job will demand that you be aware, observant, alert and alive to all that
happens around you.

16. RESOURCEFULNESS AND INNOVATIVENESS:

These are the two qualities to cope and deal effectively with new situations and
difficulties that may arise. You must be able to think and react quickly without
breaking down under pressure or running to your seniors for help and guidance all
the time.

17. FLAIR FOR CREATIVE WORK:

Working in a hotel requires a creative and imaginative mind. There will be occasions
when you will need to use your artistic sense, like- for table layout, flower
arrangements, room decor, etc.

18. REASONABLY WELL INFORMED:

It will be of immense help if you keep yourself up-to-date on what is happening in

the world-current affairs, political situations and recent developments, etc. After all,
hotels get all types of guests from all over the world; you will find that your
knowledge of different cultures and events will help you in making a personal
contact and the right impression with the guests.

9
 19. PERCEPTIVENESS:

To anticipate a guest's needs without spelling it out requires sensitivity, perception,

and understanding of human nature, At times, people, appear complex because we
don't understand them.

20. DOWN TO EARTH APPROACH:

You must be practical. Remember your attitude and approach to work will affect
those directly under you. If you will not consider it below your dignity to work with
your own hands, then your team will follow suit

IN CASE OF FIRE

1. Raise alarm by breaking the glass of nearest FIRE Alarm call point.

2. Dial 9 to inform the Telephone operator immediately.

3. Give exact location and size of the fire.

4. Give your name and department.

5. Try to control the fire if you have been taught. Do not endanger your own life.

6. Do not panic and do not gather any crowd, as it will hamper the emergency
procedures.

7. Do not open doors to rooms, cupboards and passages.

8. Stand by to help Guests if required, and direct them through Lawns to the Fire exit.

10
 WE CARE FOR A BETTER TOMORROW

At Green Park, our values give special emphasis on environmental issues. We would like to
constantly work towards building a better and sustainable way of living by providing
facilities to our guests without compromising on the environment.

SWTP- sewerage water treatment plant helps in cleaning the sewerage water for
recycling.

Recycled water is used for plantation.

Powers saving bulbs are used to conserve energy.

Plantation is done to maintain greenery.

Rainwater harvesting is done maintain ground water resources.

Environment friendly cleaning agents are used.

Periodic eco- friendly awareness training is done to the staff to create

awareness.

Avoiding plastic inside the Hotel.

11
For over two decades, and across three cities, we have been perfecting the art of creating very
special guest experiences - a simple focus that has resulted in happy guests coming back to us
over and over again. And what have we learnt by consistently doing this? Just the one truth that
it is the memories guests always cherishes. Heres our vision of a premium hospitality
experience. We call it Marigold by Green Park.

Location

Marigold is located at Greenlands.30kms drive from Airport, 8Kms from Hyderabad Railway
Station, 2kms away from Commercial Area and 12kms from HITEC City.

Objective

The 7days induction program is basically designed to make a new employee aware of the
Organizations Objectives, structure and procedures of various functions of the hotel. The
purpose of the program is to provide insight into the functioning of various departments and
familiarize a new entrant with the hotel and its people.
Team Marigold wishes best of luck and a successful career!

12
 Know Your Managers

Senior General Manager Mr.Prabal Chandra SriVasthava

F&B Service Mr.Nagabushanam

Culinary Director Chef Partha Pratim Chakraborthy

Senior Chief Engineering Mr.Abdul Azeem Hasmath

Housekeeping Manager Ms.Nalini Jayanti

Front Office Ms.Shilpee Mishra

Finance Mr.Shesha Sai Singaraju

Group Manager Materials Mr.K.L.Narasimha Reddy

Security Mr.Satya SriVasthava Reddy

Deputy KST Manager Mr.Raj Kumar Kelli

Assistant Manager IT Mr.Koteswara Rao

Ms Lavanya Chandrika
DY Human Resource Manager

Mr Zafar
Training Manager

13
 Front Office
Front Office is the first contact point for the guest and it is where the first impression is formed.
This is the department where guest reservations are processed, check-ins and check-outs take
place. This department also follows-up on the comfort levels of guests and receives feedback.
The various sections of Front Office are as follows:
1. Telephones
2. Reservations
3. Reception
4. Bell Desk
5. Cashier
6. Lobby Desk
7. Business Cente

We have 181 Rooms. The division is mentioned below:

Room type Number Size Room tariff
Single occupancy Double occupancy
PRESIDENTIALSUI
15000+Taxes
TE 1
ROYAL SUITE 4 11500+Taxes
MARIGOLD
7500+Taxes
STUDIO 19
MARIGOLD
6000+Taxes 7000+Taxes
PREMIUM 30
MARIGOLD
5000+Taxes 5500+Taxes
LUXURY 127
Extra Bed is chargeable Rs.1000+taxes, Baby crib is complementary

14
 Housekeeping

The Housekeeping department takes care of cleanliness and upkeep of the Hotel premise - Public
areas, Guestrooms, F&B areas. Plants are kept at various places and flower arrangements for
F&B outlets, Guest rooms and Lobby are provided. The basic responsibility of the department is
to ensure the comfort of the guest in a clean, hygienic and pleasant ambience. They maintain F &
B linen, Room linen, Staff uniforms and Guest laundry.
The following are the sections of House Keeping:
a) Housekeeping Desk
b) Floors
c) Public areas
d) Linen room and Laundry
e) Horticulture.

Facilities & Amenities in the Rooms:

1. Centralized air-conditioning.
2. 21 LCD with multi channels.
3. Refrigerator.
4. Telephone connection.
5. Internet connection, Wi-Fi ready rooms.
6. Hot & Cold water.
7. Bath tub and shower cubicles.
8. Laundry Service from 7.00 a.m. to 10.00 p.m.
9. Voice mail facility
10. Tea Kettle
11. Electronic Safe.
12. Hair Dryer.
13. Shaving Mirror

15
Standard Amenities:
1. Wardrobe with 10 nos. hangers.
2. Laundry bags, Carry bags, & 2 shoe shine strips.
3. Sewing kit in the dressing draw.
4. Guest folder - with 3 letter heads, 3 envelopes, 1 guest comment card, 1 fax paper, 1 rules
paper, Hotel Promotion Brochure, Key Card Letter, Tariff sheet Room Service Menu Card
& Magazines. One Match Box Candle and Candle Stand in the draw.
5. Scribbling Pad, Pen, and Hospitality Promise Card four high ball glasses.
6. In the bath rooms Tooth Brush, Tooth Paste, Tongue Cleaner, Shower Cap, Tissue Paper,
Ear Bud, 2 Gargle Glasses, 3 Soaps, 2 Toilet Rolls, Hand Towels, Bath Towels, Bath Mat.
7. In VIP and Suites 4 hand towels, 4 bath towels.
8. In Executive and Quality Suites 7 hand towels and 7 bath towels.

Food & Beverage Service

The F&B service department serves the Food & Beverage needs of the guest. The following are
the sections of F&B Service, which provide services as per the guest requirement/choice.

1. Saffron Soul:

Saffron soul is a contemporary All Day Dining restaurant.

Timings: Round the clock. Capacity: 84 pax
Cuisine: Multicuisine.

S.No DINING TIMINGS RATES

FACILITIE
S Weekdays Weekends

1. Breakfast 07:00 hrs to 10:30 hrs 450+tax/- 1030/-AI

2. Lunch 12:30 hrs to 15:00 hrs 650+tax/- (Lunch)
3. Dinner 19:00 hrs to 23:00 hrs 700+tax/- 1090/-AI
(Lunch)

2. Room Service:
Timings: 24hours Cuisine: World Cuisine
Menu: Al a carte

16
3. Business Club Lounge:
Business Club Lounge is an exclusive place where Breakfast, tea/coffee & dinner buffet is
served. Happy Hour service in the evenings is available for BC & Suite room guests.
Points to be focused by the Inductee:
Timings of Breakfast and Happy Hour
An amenity available during Happy Hour like cocktail and snacks etc.

4. Mystque Bar:
Mustang Bar is a place where beverages & light snacks are served
Timings: 5 pm till Midnight

5. Mekong:

Mekong is a Pan Asian specialty restaurant.

Timings: Lunch/Dinner Capacity:80Pax

RATES
DINING TIMINGS
S.No.
FACILITIES
Weekdays Weekends

1. Brunch 1100 hrs to 1600 hrs Rs 1499/-AI

2. Lunch 1230 hrs to 1530 hrs A La Carte Lunch
3. Dinner 1930 hrs to 2300 hrs A La Carte
A La Carte

17
 6. Banquets:
Banquets department is the major revenue earning area. They sell the halls to the guests
according to their requirement for the following:

BANQUET HALL CAPACITY SHEET

PEACOC
S.N HALL NAMES K AZURE AMBER CYAN TEAL
O Size( L/B/H) 85/69/13 39/26/13 39/26/13 52/26/13 27/27/10
THEATER
STYLE WITH 575 TO 100 TO
1 70 TO 75 70 TO 75 NIL
STAGE (24/16) 600 120
PILLERLESS
THEATRE
STYLE 90 TO 90 TO 125 TO
2 675-700 30
WITHOUT 100 100 140
STAGE
ROUND TABLE 225 TO
4 32 32 50 10-Dec
WITH STAGE 250

7 U SHAPE STYLE 100-125 30 TO 35 30 TO 35 40 TO 45 18-20

CLASS ROOM
9 150-170 30 TO 36 30 TO 36 42 TO 50 15-18
STYLE
BOARD ROOM
10 70 TO 75 25 TO 30 25 TO30 30 TO 36 15
STYLE

18
 KST (Kitchen Stewarding Department)
The department is responsible for the cleanliness of all the back areas. KST team takes care of
cleaning of cutlery, crockery & kitchen utensils, cooking gas requirements, Garbage area like dry
garbage and wet garbage. Major responsibility of KST is maintaining cleanliness & hygiene in
kitchen & back areas, cutlery, crockery and their inventory.
The department extends valuable support to the Food and Beverage departments for their
requirement of all the tableware.
F&B Production depends for maintaining the kitchens neatly along with providing all
cooking utensils, fuels etc.
Removing and disposing off all the garbage and scrap from the Hotel premises.
Cleaning the drainage system of the hotel on a regular basis.
Coordinating with main stores for procurement of cutlery and crockery items on a regular
basis.

Food & Beverages Production

The F&B Production team prepares food to meet the requirements of all the F&B (Service)
outlets.
The following are the sections of Food & Beverage Production.

Veg Preparation Area This is a place where all the vegetable are washed & stacked
with proper mise-en-place & mise-en-scene.
Butchery In this area all the raw non-veg item are stored in the walk-ins & freezers
according to the specific temperature.
Main Kitchen - Main Kitchen is a fully equipped place to meet the guest food
requirements of different kitchens of different cuisine like Chinese, South Indian, North
Indian, Tandoor, Continental, Pantry items, Bakery & Confectionary, Cold Kitchen Items,
and Indian Sweets.
Banquet Kitchen - Banquets Kitchen is a place where the food is prepared for all
banquet parties and regular buffets in the Restaurants. This kitchen takes care of all bulk
food preparation requirements of the Hotel.

19
 Engineering & Projects

The Engineering department assists the operational people while extending their services in
solving the technical problems pertaining to Telephones, Televisions, air-conditioning, Hot water
provision, lighting etc. The following are the major equipments maintained by Engineering
Dept.
1. Diesel Generator. The power generators are used to meet the power needs when
APSEB power fails. These generators take care of the complete power supply required to run
air-conditioning, lighting etc. of the hotel.
2. Hot water Boilers. The Hot water boilers are used to meet the guest bathing needs and
cleaning of utensils.
3. Steam Boiler the steam boiler is used to generate steam required for drying and pressing
in laundry, steam cleaning in kitchen / butchery etc.
4. Panel Boards- Main panel board is a central control system of lighting, air-conditioning
equipment etc.
5. AHUs AHUs are to take care of the hotel air conditioning of Banquet halls, lobby,
public areas and restaurants.
6. Telephones, Electrical & Electronic equipment All the rooms and departments
have the following equipment. Engineering department carries out the maintenance and
repair work of this equipments.
7. Cold Rooms - Main kitchen cold room is used for storage of semi cooked and cooked food
where temperature is maintained is 7 centigrade. The Butchery cold room is used to store raw
meats, where the temperature is maintained is -17 centigrade.
8. SWTP- Sewage Water Treatment Plant- Here the sewage water is cleaned and used for
horticulture dept. for maintaining gardens.

Projects
Projects take care of painting and polishing of rooms and other areas of the Hotel. They also
take care of modifications, additions, up- gradation and structural changes of the hotel as per
requirement.

20
 Human Resource Department

The Human Resource Department has the following sections:

1). HRD
2). Security dept.
3). Training dept.
4). Gold Caf.

1. HRD:
The team of HRD takes care of the following aspects of Human Resources:
Manpower Recruitment and Selection
Training and Development of employees
Employees Welfare
Inter personal Relations & Discipline
Wage & Salary Administration
Time Office Management
Liaison with statutory bodies

2. Training Department:
Training department takes care of induction of all the new employees and other training
activities.
10. Prepares Induction Schedule for new joiners.
11. Taking the new joiners on to the property round and introducing them to the
HODs.
12. Coordination the Orientation Process.
13. Coordination of employee Mandatory Training Processes.
14. Coordinating Training activities in and outside the Hotel.
15. Knowledge Bank sharing information.
16. Coordinating of Technical Training Programs for the regular staff.
17. Preparation of Training Calendar.
18. Conducting specific Technical Training Programs
19. Conducting staff activities.
20. Coordinating Departmental staff meetings.
21. Coordination with Hotel Management colleges for industrial trainees.
22. Maintain library.

21
4. Gold Caf
This is to meet the employees food requirements like breakfast, tea, snacks, dinner, night
snacks etc. The timings are as follows:

Timings
S.No. Description

From To

1. Break Fast 06:30 hrs 08:00 hrs

2. Morning Tea 10:15 hrs 10:30 hrs
3 Lunch 12:30 hrs 14:30 hrs
4. Evening Tea/Soft Drinks 15:45 hrs 16:15 hrs
5. Dinner 18:45 hrs 21:00 hrs
6. Midnight Tea & Snacks 01:30 hrs 02:00 hrs

Gold Caf duty meal entitlements are as follows:

The employees eligibility at the Gold Caf is as mentioned below:

Morning Shift - Breakfast & tea, morning tea, lunch

General Shift - Morning tea, lunch, evening tea
Afternoon Shift - evening tea, dinner
Night shift - midnight snacks, breakfast & tea
Break Shift - lunch, dinner
Morning break - Morning Breakfast, Tea, Dinner

Finance Department

The Finance department has the following sections.

Receiving
The receiving department receives the material coming in after tallying the quality and
quantity as per Purchase Order and raises the Goods received note for processing the
payment by Accounts Dept.

Stores
Stores takes care of storing, handling and issuing of stored items and indent the materials
required keeping in mind the minimum & maximum stock levels.

22
F&B Controls
F&B Controls Department invariably performs as a cost controller and Monitor all F&B
related areas like F&B Sales, complimentary and Bar Management.

Accounts
The major function of accounts department is recording the transactions pertaining to
Revenues and Expenditures. They monitor the expenditure and revenues with the
Budgeted figures. Of analysis on the basis of Budget & Actuals. They collect
cash/Cheque/credit card payments from various outlets, account for the same and make
deposit in the bank. They also make payments to Suppliers, staff and other agencies.

Purchase Department

The Purchase team place orders, arranges, procure materials required by all the
departments of the hotel ranging from vegetables to capital equipment.

Sales Department

Sales department plays a crucial role in the business of the hotel. They negotiate and
generate business by visiting various companies for room bookings and banquet business.

I.T Department

Systems department is the facilitator for the Systems/Hardware needs of the

Organization. They take care of all the computers and telephone related equipment.

******

23
 Chapter-2

Internship Review

24
 The Main Activities in Training Department

TRAINEES (IETS)
NEW JOINEES
MEETINGS
TRAININGS
ACTVITIES
AUDITING
MANAGEMENT TRAINEES
HOTEL OPERATIONAL TRAINEES

25
 TRAINEES (IETS)

A person who is learning and practicing the skills of a particular job.

Scheduling Interviews for Trainees. We have to collect the Resumes and Submitted to the
Training Manager for interview
Documentation. We to collect the Resumes, Adhar Card, NOCs and Enrollment Document
and placed According Order
Punching. We have to give the Finger Print at the Security Time Office IN and OUT Status
of Trainees and also for Attendance.
Attendance Follow-ups. If any trainee is keep going on Absent for two or more days we
have to inform to Training Manager and Call him for the reason
Grooming and Name Badge Follow up. In a Week time at least of two times of Follow
ups will have to take.
Reporting to the respective departments. If any new trainee or any Departmental change
of trainees we must have to Send Mail to The Respective Departments
Tool Making. If any Clashes between the trainee and employee or trainee to trainee they
must have to bring to the Train
Scheduling of Trainees Meet. Trainees meet will be scheduled at every Friday 3.30pm at
Training Department and it has to Chaired by the Training Manager.
Issuing Of Certificates. After completion of the training we must have to issue the
Training Certificate to them and also we have to collect Photo copy of Certificate with the
receiver Signature.
Note. All these things are taken care by Training Manager. Without Information to Training
Manager we cant Performs anything.

26
 MANAGEMENT TRAINEES

All things of MTs will be taken care by Training Manager but for induction they will be there in
the L&D Department according to the schedule.

Documentation. We to collect the Resumes, Adhar Card, NOCs and Enrollment Document
and placed According Order
Punching. We have to give the Finger Print at the Security Time Office IN and OUT Status
of Trainees and also for Attendance.
Attendance Follow-ups. If any trainee is keep going on Absent for two or more days we
have to inform to Training Manager and Call him for the reason
Grooming and Name Badge Follow up. In a Week time at least of two times of Follow
ups will have to take.
Reporting to the respective departments. If any new trainee or any Departmental change
of trainees we must have to Send Mail to The Respective Departments
Tool Making. If any Clashes between the trainee and employee or trainee to trainee they
must have to bring to the Training

HOTEL OPERATIONAL TRAINEES (H.O.T)

All things of HOTs will be takencare by Training Manager but for induction they will be there
in the L&D Department according to the schedule.

Documentation. We to collect the Resumes, Adhar Card, NOCs and Enrollment Document
and placed According Order
Punching. We have to give the Finger Print at the Security Time Office IN and OUT Status
of Trainees and also for Attendance.
Attendance Follow-ups. If any trainee is keep going on Absent for two or more days we
have to inform to Training Manager and Call him for the reason
Grooming and Name Badge Follow up. In a Week time at least of two times of Follow
ups will have to take.
Reporting to the respective departments. If any new trainee or any Departmental change
of trainees we must have to Send Mail to The Respective Departments
Tool Making. If any Clashes between the trainee and employee or trainee to trainee they
must have to bring to the Training.

27
 NEW EMPLOYEE

A person who is hired to work for another or for a business, firm, etc., in return for
payment.

1. Issuing of Documents :
Welcome Document
Focus Document
4G Card
Notepad and Ball Pen
All the Documents should put in a proper order in L- Folder File.
2. Scheduling of Induction.
3. Between Inductions there should two written tests.
4. Taking them for property Round.
5. Taking induction Feedback.
6. Scheduling of Orientation.
7. Reporting them to the respective departments.

Note: If it needed then Re-induction Should be scheduled.

28
 MEETINGS

Formal or informal deliberative assembly of individuals called to debate certain issues and
problems, and to take decisions. Formal meetings are held at definite times, at a definite place,
and usually for a definite duration to follow an agreed upon agenda.
Note: All the meetings is taken care by Training Manager. In case any calls should be done by
trainees in the department.

The Different Types of Meetings:

1. Second Level Meeting:

Second Level Meeting should be scheduled every Friday in a week. In case if Saturday is
working day for HODs then it should schedule on Saturday. Call should be made to only
executive and above level.
2. Departmental Meet:
Departmental meet is concerned about the particular department. It will happen ones or twice in
a month
3. Morning Meeting:
It is very common meeting to the all the departmental heads. It will happen every morning 10.00
Am at Gm Office

29
 TRAININGS

Training constitutes a basic concept in human resource development. It is concerned with

developing a particular skill to a desired standard by instruction and practice. Training is a highly
useful tool that can bring an employee into a position where they can do their correctly,
effectively, and conscientiously

All the Training Calendars of the Month prepared by training Manager.

According to the Training Calendar all the trainings should be scheduled.

Before training class the training attendance should be given to respective trainee. If its required
then Minutes of Meeting Sheet is also have to give.

After training is over we have to entre that sheet report in Monthly Training Document.

That Sheet has to be filed at respective departmental file.

ACTIVITES

A thing that a person or group does or has done.

1. Friday Fun Activity:

Every Friday must have conduct one activity for the staff at Gold Caf.
2. Notice Board Update:
Every Monday the updating of notice board have to done without failure.
3. Special Activity:
Special Activities which means like Festival celebrations and Theme Lunch
4. Auditing:
Grooming Auditing and Name Badge Auditing has to done twice in an every week.

30
 Chapter-3

Duties and responsibilities

Training Coordinators are responsible for managing, designing, developing, coordinating and
conducting all training programs. ... Ultimately, the role of the training coordinator is to
oversee all professional development at our company.
Ultimately, the role of the training coordinator is to oversee all professional development at
our company.

31
 Tasks Performed by Training Coordinators

People who work as training coordinators typically work in corporate human resources or
training departments, or for companies that provide corporate training and services. Depending
on the size of the organization and how much the company emphasizes employee development
activities, the training coordinator may be part of a team or may be the only person who handles
training duties for the company.

Tasks often performed by training coordinators include:

Needs Assessment
Training coordinators may conduct a needs assessment that determines what types of training
should be provided to employees. This includes identifying gaps between the skills of individual
employees and what they need to be able to do. It may also include analyzing the skills that the
workforce as a whole needs to allow the organization to move forward toward accomplishing its
strategic goals and objectives.

Instructional Design and Development

Training coordinators may be involved in designing and developing training programs that will
be used in the organization including apprenticeship programs, on the job training, professional
development classes, and more. This involves deciding what needs to be taught, finding or
creating materials, working with subject matter experts and selecting an appropriate training
method. Additionally, training coordinators typically handle testing, implementation of training
programs, creating or selecting assessment tools, and evaluating instructional effectiveness.

Teaching
Training coordinators typically teach a variety of classes. Depending on the company, they may
teach employee orientation sessions, computer classes, management training sessions, and more.
They also often provide train-the-trainer sessions for internal subject matter experts in order to
help them develop the instructional skills necessary to share what they know with others in the
company.

Outsourcing
Companies often have training needs that are best met by bringing in an external training
company, using online or video training solutions, or sending employees to off-site training
classes. In these cases, the training coordinator may be responsible for finding the best options,
choosing a provider, and scheduling sessions.

32
Scheduling
Training coordinators are responsible for developing a calendar that details what type of training
opportunities are being offered. This includes a combination of internal training classes and
opportunities to attend classes that are delivered by external training companies. Coordinators
provide information regarding what classes are being offered, what participants can expect to
learn, what prerequisites are necessary, and where classes will be held.

Marketing
When training programs are scheduled, training coordinators are responsible for marketing the
available opportunities to employees. This may include posting a schedule on the company's
intranet, creating and posting flyers in common areas and appropriate departments,
communicating with managers about the benefits of sending workers to classes, and using other
promotional strategies.

Assessment
Companies that devote resources to employee development activities expect to see a return on
their investment. Training coordinators are responsible for assessing and reporting training
effectiveness to upper management. This includes determining the impact of training on
employee skills as well as assessing how it affects key performance indicators and the bottom
line itself.

Budget Management
Companies that have a formal training program typically establish a budget that must be
followed. The person who is in charge of training is responsible for making sure that training
expenditures do not exceed the budgeted amount.

Facility Management
If the company has classrooms dedicated to training activities, the training coordinator is
responsible for keeping track of when the spaces are in use and ensuring that no double-booking
problems occur.

Equipment Management
The training coordinator is usually responsible for managing any equipment that the company
uses for training purposes. This may include computer equipment, LCD projectors, simulation
models, and other equipment necessary to deliver the types of training that the company provides
to its employees.

33
Necessary Skills
Because there are so many different types of responsibilities associated with training coordinator
positions, individuals who work in these types of jobs need to have a broad skill base to draw
from. In addition to having teaching skills, training coordinators must be able to handle a wide
variety of administrative duties and project management tasks. This type of job requires strong
interpersonal communication abilities, the ability to multitask, and outstanding organizational
skills.

Credential Requirements
While there isn't a specific licensure requirement to work as a training coordinator in most
industries, many companies strongly prefer to hire people who have degrees in related fields as
well as experience teaching adult learners. Appropriate educational backgrounds may include
fields of study like instructional design and development, business, communication, human
resource management, and similar disciplines. In some cases, employers prefer to hire training
coordinators who have specific experience in the industry.

34
 Responsibilities

Map out annual training plans for management, HR, customer support and more

Design and develop training programs (outsourced and/or in-house)

Select appropriate training methods or activities (e.g. simulations, mentoring, on-the-job training,
professional development classes)

Market available training to employees and provide necessary information about sessions

Conduct organization-wide training needs assessment and identify skills or knowledge gaps that
need to be addressed

Use known education principles and stay up-to-date on new training methods and techniques

Design, prepare and order educational aids and materials

Assess instructional effectiveness and determine the impact of training on employee skills and
KPIs

Gather feedback from trainers and trainees after each educational session

Partner with internal stakeholders and liaise with experts regarding instructional design

Maintain updated curriculum database and training records

Host train-the-trainer sessions for internal subject matter experts

Manage and maintain in-house training facilities and equipment

Research and recommend new training methods, like gamification

35
 Chapter - 4
Objective and scope of the Internship
An internship provides a variety of benefits for young workers who want to broaden their
chances for landing a job and jump-starting their careers. Internships give you a taste of what
a profession is like, help you build your resume and let you meet people who can help you in
your career. Dont be passive during an internship and miss opportunities to expand your
business background. Take advantage of the many benefits of holding an internship.

36
The objectives of training and development are not limited to just increasing productivity and
efficiency, but the busy market and ceaselessly active competition of today, demands much more
than that from organizations. Its all thanks to the conditions that a company faces and the race of
growth that has made the addition of new skills and improvement of the existing skill-set,
which is an extremely important aspect of a business.

Main Objectives of Internship.

Below are the 7 main objectives of training and development that must be in your mind as
business, especially HR student.
Increased Productivity
Quality Improvement
Learning time Reduction
Safety First
Labour Turnover Reduction
Keeping yourself Updated with Technology
Effective Management

Increased Productivity
For any company, keeping the productivity at its peak is as important as getting in new
customers for business. Since even a slightest of the disturbance can take the business to the
brink of huge losses. Moreover, to tackle with the immensely growing competition in the target
market, it is important for one to increase the productivity of its workers while reducing the cost
of production of the products. So, thats where the training comes as a savior of the company,
jumps in the scenario and takes it out of the dangers bravely.

Training takes the current capabilities of the workers of a brand, polishes it and makes them
learn and devise new and effective methods of doing the same thing, in a repeated manner. In
other words, the training, if done in a proper way, can give your business a whole new look with
a much powerful base as experienced workers at its core.

37
Quality Improvement
Improving the quality of the product is obviously one of the main objectives of training and
development since its not like those times when customers werent such quality conscious.
Todays customer knows whats better for him and whats not. Simply said, those old methods of
some sweet talk and business wont work for much long, because once they know the reality
behind the curtains through the services and products quality, they will leave the company as it is
without giving it, even, a second thought.

Just think of it as if you and your competitor are competing for the same service with some
difference in quality but at the same price, it is obvious that they will choose the one who is
better at handling the task without any quality degradation. Even if your price is a little higher,
then it is most likely the case that most of the customers will come to you.
Learning time Reduction
Keeping an eye on the learning capabilities of employees, and providing them the help which
they need, can be highly beneficial in longer runs. This capability of theirs is what that
determines how quickly an employee grabs the newly discovered fact and so, shape the future
products on this discovery. The weaker the capability, the harder it is to learn. But this scenario
can also be supported by the usage of proper learning material and experienced instructors who
prefer real-life experience than cramming. So, reducing the learning time is also one of the main
objectives of training and development.

Safety First
Safety of anyone, either he is a worker, an officer or even a customer, is not something that can
be taken lightly, especially in cases, where one knows that even a minute mistake can even lead
to life threats. Therefore, providing the knowledge, for using the equipment in a proper way and
creating the life-friendly product, also belongs to one of the major objectives of training and
development. The higher, the employees are better at handling equipment, the better it is both for
the company and for the workers.

Labor Turnover Reduction

No business can flourish well while it is regularly turning over its workforce since it is obvious
that every new workforce will require some time to understand the type of work, its principle and
safety precautions, which lead to decreased productivity. Moreover, it also diminishes the feeling
of self-confidence among the workers, and this really isnt a good thing.

On the contrary, training ensures that the company doesnt need to turn over its workforce again
and again because it prepares the employees to face any situation which proves helpful in
bringing in the feeling of workers. Therefore, the workforce feels safe and secure at a particular
job.

38
Keeping oneself Updated with Technology
Computers and mobile phones are the miracles of the past but the world of today is far more
advanced than that. Its time for latest technologies capable of connecting the world in just a
blink of an eye. Now, earthlings are trying to reach far off planets to get information about the
life force present there. Newer technologies are rolling in and we could continue to list it down
but we havent got time for that.

Training and education to the employees keep them updated with the latest of the additions to the
technologies, methods, techniques and processes. Since it also opens a new gateway for them to
look for a way which is greater in productivity and efficiency but decreases the need of manual
work immensely.

For example, spraying of pesticides and herbicides to keep the crop healthy and safe from
invaders with the help of a hand pump is a lot more tiresome work than it would be with the help
of a semi-automated machinery. But how can workers know that such a type of machinery is
available in a market, which cuts the time needed in the matter of hours instead of days, without
any update on whats going on around the globe?

Effective Management
One of the primary objectives of training and development process is to give rise to a new and
improved management which is capable of handling the planning and control without any
serious problem. With the knowledge and experience gathered through training, acting as the
guiding light for this newly shaped management, it lets them handle the tough decisions and
confusing realities thus opening the way for bigger and better opportunities for business for the
cause of the brand.

39
Scope of Internship

40
 Chapter-5
Subject Learning

41
 INTRODUCTION
Human Resource Management (HRM) is the function within an organization that focuses
on recruitment of, management of, and providing direction for the people who work in the
organization. HRM can also be performed by line managers.

HRM is the organizational function that deals with issues related to people such as
compensation, hiring, performance management, organization development, safety, wellness,
benefits, employee motivation, communication, administration, and training.

HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to contribute effectively
and productively to the overall company direction and the accomplishment of the organization's
goals and objectives.

HRM is moving away from traditional personnel, administration, and transactional roles,
which are increasingly outsourced. HRM is now expected to add value to the strategic utilization
of employees and that employee programs impact the business in measurable ways. The new role
of HRM involves strategic direction and HRM metrics and measurements to demonstrate value.

Staffing is the core component of HRM. Staffing is about setting guidelines and
procedures to guide recruiting and placement. The presence of these staffing procedures will aid
in the effective advertising and reaching out to potential employees. On top of this, the person
interviewing and selecting new staff should be able to identify candidates who are suitable for
the various roles. The interview should be structured to ensure the success of the interview
process as well as the candidate selection.

Apart from hiring new employees, staffing also involves the management of existing
employees. It touches on issues like disciplinary matters, monitoring of leave, absences and
health and safety. Letting employees go is also covered under staffing. Therefore, an
organization needs a robust system needs to make sure that all these elements are covered.

Another key element of HRM is retention. The training of employees to enable them to
improve their career paths is very important. In some situations where an employee is
undergoing through a difficult time in his or her life, an effective Human Resource Department
(HRD) should offer suggestions for support and counseling where appropriate.

42
Remuneration packages and perks that are associated with the package an employee has been
offered also fall under the remit of the HRD. Good HRM policies ensure that there are structures
in place which show the pay levels for the different positions in an organization. It is important
for the staff to know the career and pay that is available to them. This is important for both
during the time of employment as well as for their career progresses over time.

Another key component of HRM is performance management. The reason for this is that
many employers use it to assess career progression and to determine pay increases. When a good
performance management policy is in place, effective targets can be set and monitored regularly.
These records are crucial when staffing levels need to be reduced or disciplinary proceedings are
instituted.

A secondary role of HRM is in the management of inter-personal relationships. This

covers staff within departments as well as at an organizational level. The relationship between
staff and management is an important factor in the success of an organization. It sets pace for
how the organization will move forward in achieving their vision. As far as this secondary
function is concerned, the objectives and outcomes, are designed to help employees and the
management grow employees and ensure that the interactions within the organization are
fulfilling for every member of staff from the bottom up.

The ultimate focus of HRM is the people within an organization. Regular planning,
monitoring and evaluation are important for the success of HRM. Successful implementation
ensures that all employees know their role, career path and also feel part of an organization
which is able to manage and reconcile their expectations as well as those of the organization and
its objectives.

43
 Functions of Human Resource Management
The major functional areas in human resource management are:

1. Planning,
2. Staffing,
3. Employee development, and
4. Employee maintenance.

These four areas and their related functions share the common objective of an adequate number
of competent employees with the skills, abilities, knowledge, and experience needed for further
organisational goals. Although each human resource function can be assigned to one of the four
areas of personnel responsibility, some functions serve a variety of purposes. For
example, performance appraisal measures serve to stimulate and guide employee development as
well as salary administration purposes. The compensation function facilitates retention of
employees and also serves to attract potential employees to the organisation.

Human Resource Planning: In the human resource planning function, the number and type of
employees needed to accomplish organisational
goals are determined. Research is an important part of this function because planning requires
the collection and analysis of information in order to forecast human resources supplies and to
predict future human resources needs. The basic human resource planning strategy is staffing and
employe edevelopment.

44
Job Analysis: Job analysis is the process of describing the nature of a job and specifying the
human requirements, such as skills, and experience needed to perform it. The end product of the
job analysis process is the job description. A job description spells out work duties and activities
of employees. Job descriptions are a vital source of information to employees, managers, and
personnel people because job content has a great influence on personnel programmes and
practices.

Staffing: Staffing emphasises the recruitment and selection of the human resources for an
organisation. Human resources planning and recruiting precede the actual selection of people for
positions in an organisation. Recruiting is the personnel function that attracts qualified applicants
to fill job vacancies. In the selection function, the most qualified applicants are selected for
hiring from among those attracted to the organisation by the recruiting function. On selection,
human resource functionaries are involved in developing and administering methods that enable
managers to decide which applicants to select and which to reject for the given jobs.

Orientation: Orientation is the first step toward helping a new employee adjust himself to the
new job and the employer. It is a method to acquaint new employees with particular aspects of
their new job, including pay and benefit programmes, working hours, and company rules and
expectations.

Training and Development: The training and development function gives employees the skills
and knowledge to perform their jobs effectively. In addition to providing training for new or
inexperienced employees, organisations often provide training programmes for experienced
employees whose jobs are undergoing change. Large organisations often have development
programmes which prepare employees for higher level responsibilities within the organisation.
Training and development programmes provide useful means of assuring that employees are
capable of performing their jobs at acceptable levels.

Performance Appraisal: Performance appraisal function monitors employee performance to

ensure that it is at acceptable levels. Human resource professionals are usually responsible for
developing and administering performance appraisal systems, although the actual appraisal of
employee performance is the responsibility of supervisors and managers. Besides providing a
basis for pay, promotion, and disciplinary action, performance appraisal information is essential
for employee development since knowledge of results (feedback) is necessary to motivate and
guide performance improvements.

45
Career Planning: Career planning has developed partly as a result of the desire of many
employees to grow in their jobs and to advance in their career. Career planning activities include
assessing an individual employees potential for growth and advancement in the organisation.

Compensation: Human resource personnel provide a rational method for determining how much
employees should be paid for performing certain jobs. Pay is obviously related to the
maintenance of human resources. Since compensation is a major cost to many organisations, it is
a major consideration in human resource planning. Compensation affects staffing in that people
are generally attracted to organisations offering a higher level of pay in exchange for the work
performed. It is related to employee development in that it provides an important incentive
in motivating employees to higher levels of job performance and to higher paying jobs in the
organisation.

Benefits: Benefits are another form of compensation to employees other than direct pay for work
performed. As such, the human resource function of administering employee benefits shares
many characteristics of the compensation function. Benefits include both the legally required
items and those offered at employers discretion. The cost of benefits has risen to such a point
that they have become a major consideration in human resources planning. However, benefits are
primarily related to the maintenance area, since they provide for many basic employee needs.

Labour Relations: The term labour relations refers to interaction with employees who are
represented by a trade union. Unions are organisation of employees who join together to obtain
more voice in decisions affecting wages, benefits, working conditions, and other aspects of
employment. With regard to labour relations, the personnel responsibility primarily involves
negotiating with the unions regarding wages, service conditions, and resolving
disputes and grievances.

Record-keeping: The oldest and most basic personnel function is employee record-keeping.
This function involves recording, maintaining, and retrieving employee related information for a
variety of purposes. Records which must be maintained include application forms, health and
medical records, employment history (jobs held promotions, transfers, lay-offs), seniority lists,
earnings and hours of work, absences, turnover, tardiness, and other employee data. Complete
and up-to-date employee records are essential for most personnel functions. More than ever
employees today have a great interest in their personnel records.

Personnel records provide the following:

46
 1. A store of up-to-date and accurate information about the companys employees.
2. A guide to the action to be taken regarding an employee, particularly by comparing him
with other employees.
3. A guide when recruiting a new employee, e.g. by showing the rates of pay received by
comparable employees.
4. A historical record of previous action taken regarding employees.
5. The raw material for statistics which check and guide personnel policies.
6. The means to comply with certain statutory requirements.

Personnel Research: All personnel people engage in some form of research activities. In a good
research approach, the object is to get facts and information about personnel specifics in order to
develop and maintain a programme that works. It is impossible to run a personnel programme
without some pre-planning and post-reviewing. For that matter, any survey is, in a sense,
research. There is a wide scope for research in the areas of recruitment, employee turnover,
terminations, training, and so on. Through a well-designed attitude survey, employee opinions
can be gathered on wages, promotions, welfare services, working conditions, job security,
leadership, industrial relations, and the like. Inspite of its importance, however, in most
companies, research is the most neglected area because personnel people are too busy putting out
fires. Research is not done to put out fires but to prevent them.

Research is not the sole responsibility of any one particular group or department in an
organisation. The initial responsibility is that of the human resource department, which however
should be assisted by line supervisors and executives at all levels of management. The assistance
that can be rendered by trade unions and other organisations should not be ignored, but should be
properly made use of.
Apart from the above, the HR function involves managing change, technology, innovation, and
diversity. It is no longer confined to the culture or ethos of any single organisation; its keynote is
a cross-fertilisation of ideas from different organisations. Periodic social audits of HR functions
are considered essential.
HR professionals have an all-encompassing role. They are required to have a thorough
knowledge of the organisation and its intricacies and complexities. The ultimate goal of every
HR person should be to develop a linkage between the employee and the organisation because
the employees commitment to the organisation is crucial. The first and foremost role of HR
functionary is to impart continuous education to employees about the changes and challenges
facing the country in general, and their organisation in particular. The employees should know
about their balance sheet, sales progress, diversification plans, restructuring plans, sharp price
movements, turnover and all such details. The HR professionals should impart education to all
employees through small booklets, video films, and lectures

47
48
 Objectives
The primary objective of HRM is to ensure the availability of right people for right jobs so as the
organisational goals are achieved effectively.

This primary objective can further be divided into the following sub-objectives:
1. To help the organisation to attain its goals effectively and efficiently by providing competent
and motivated employees.

2. To utilize the available human resources effectively.

3. To increase to the fullest the employees job satisfaction and self-actualisation.

4. To develop and maintain the quality of work life (QWL) which makes employment in the
organisation a desirable personal and social situation.

5. To help maintain ethical policies and behaviour inside and outside the organisation.

6. To establish and maintain cordial relations between employees and management.

7. To reconcile individual/group goals with organisational goals.

49
 Scope
The scope of HRM is, indeed, very vast and wide. It includes all activities starting from
manpower planning till employee leaves the organisation. Accordingly, the scope of HRM
consists of acquisition, development, maintenance/retention, and control of human resources in
the organization. The same forms the subject matter of HRM. As the subsequent pages unfold,
all these are discussed, in detail, in seriatim.

The National Institute of personnel Management, Calcutta has specified the

scope of HRM as follows:
1. The Labour or Personnel Aspect:
This is concerned with manpower planning, recruitment, selection, placement, transfer,
promotion, training and development, lay-off and retrenchment, remuneration, incentives,
productivity, etc.

2. Welfare Aspect:
It deals with working conditions, and amenities such as canteen, creches, rest and lunch rooms,
housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

3. Industrial Relations Aspects:

This covers union-management relations, joint consultation, collective bargaining, grievance and
disciplinary actions, settlement of disputes, etc.

50
 Training and development

Human resource management regards Training and Development as a function concerned with
organizational activity aimed at bettering the job performance of individuals and groups
in organizational settings. Training and development can be described as "an educational process
which involves the sharpening of skills, concepts, changing of attitude and gaining more
knowledge to enhance the performance of employees". The field has gone by several names,
including "Human Resource Development", "Human Capital Development" and "Learning and
Development".

Training and Development Encompasses three main activities: Training, Education, and
Development.

Training:

This activity is both focused upon, and evaluated against, the job that an individual currently
holds.

Education:

This activity focuses upon the jobs that an individual may potentially hold in the future, and
is evaluated against those jobs.

Development:

This activity focuses upon the activities that the organization employing the individual, or
that the individual is part of, may partake in the future, and is almost impossible to evaluate.

51
 Benefits of Training & Development
Training is crucial for organizational development and its success which is indeed fruitful to both
employers and employees of an organization. Here are some important benefits of training and
development

Increased productivity
Less supervision
Job satisfaction
Skills Development

Tell me and I forget. Teach me and I remember. Involve me and I learn.

Benjamin Franklin

52
 Objectives Of Training and Development

Below are the 7 main objectives of training and development that must be in your mind as
business, especially HR student.
Increased Productivity
Quality Improvement
Learning time Reduction
Safety First
Labour Turnover Reduction
Keeping yourself Updated with Technology
Effective Management

Increased Productivity
For any company, keeping the productivity at its peak is as important as getting in new
customers for business. Since even a slightest of the disturbance can take the business to the
brink of huge losses. Moreover, to tackle with the immensely growing competition in the target
market, it is important for one to increase the productivity of its workers while reducing the cost
of production of the products. So, thats where the training comes as a savior of the company,
jumps in the scenario and takes it out of the dangers bravely.

Training takes the current capabilities of the workers of a brand, polishes it and makes them
learn and devise new and effective methods of doing the same thing, in a repeated manner. In
other words, the training, if done in a proper way, can give your business a whole new look with
a much powerful base as experienced workers at its core

Quality Improvement
Improving the quality of the product is obviously one of the main objectives of training and
development since its not like those times when customers werent such quality conscious.
Todays customer knows whats better for him and whats not. Simply said, those old methods of
some sweet talk and business wont work for much long, because once they know the reality
behind the curtains through the services and products quality, they will leave the company as it is
without giving it, even, a second thought.

Just think of it as if you and your competitor are competing for the same service with some
difference in quality but at the same price, it is obvious that they will choose the one who is
better at handling the task without any quality degradation. Even if your price is a little higher,
then it is most likely the case that most of the customers will come to you.
Learning time Reduction

53
Keeping an eye on the learning capabilities of employees, and providing them the help which
they need, can be highly beneficial in longer runs. This capability of theirs is what that
determines how quickly an employee grabs the newly discovered fact and so, shape the future
products on this discovery. The weaker the capability, the harder it is to learn. But this scenario
can also be supported by the usage of proper learning material and experienced instructors who
prefer real-life experience than cramming. So, reducing the learning time is also one of the main
objectives of training and development.

Safety First
Safety of anyone, either he is a worker, an officer or even a customer, is not something that can
be taken lightly, especially in cases, where one knows that even a minute mistake can even lead
to life threats. Therefore, providing the knowledge, for using the equipment in a proper way and
creating the life-friendly product, also belongs to one of the major objectives of training and
development. The higher, the employees are better at handling equipment, the better it is both for
the company and for the workers.

Labor Turnover Reduction

No business can flourish well while it is regularly turning over its workforce since it is obvious
that every new workforce will require some time to understand the type of work, its principle and
safety precautions, which lead to decreased productivity. Moreover, it also diminishes the feeling
of self-confidence among the workers, and this really isnt a good thing.

On the contrary, training ensures that the company doesnt need to turn over its workforce again
and again because it prepares the employees to face any situation which proves helpful in
bringing in the feeling of workers. Therefore, the workforce feels safe and secure at a particular
job.

54
Keeping oneself Updated with Technology
Computers and mobile phones are the miracles of the past but the world of today is far more
advanced than that. Its time for latest technologies capable of connecting the world in just a
blink of an eye. Now, earthlings are trying to reach far off planets to get information about the
life force present there. Newer technologies are rolling in and we could continue to list it down
but we havent got time for that.

Training and education to the employees keep them updated with the latest of the additions to the
technologies, methods, techniques and processes. Since it also opens a new gateway for them to
look for a way which is greater in productivity and efficiency but decreases the need of manual
work immensely.

For example, spraying of pesticides and herbicides to keep the crop healthy and safe from
invaders with the help of a hand pump is a lot more tiresome work than it would be with the help
of a semi-automated machinery. But how can workers know that such a type of machinery is
available in a market, which cuts the time needed in the matter of hours instead of days, without
any update on whats going on around the globe?

Effective Management
One of the primary objectives of training and development process is to give rise to a new and
improved management which is capable of handling the planning and control without any
serious problem. With the knowledge and experience gathered through training, acting as the
guiding light for this newly shaped management, it lets them handle the tough decisions and
confusing realities thus opening the way for bigger and better opportunities for business for the
cause of the brand.

55
 Scope of Training and Development

The scope of training depends upon the categories of employees to be trained. As we all know
that training is a continuous process and not only needed for the newly selected personnel but
also for the existing personnel at all levels of the organization

Prof. Yoder listed the following five groups of employees who need continuous
training:
1. Rank And File: i.e., employees who have no administrative or supervising work.

2. Supervisory Employees: i.e., the first line foreman, supervisor and their immediate

supervisors.
3. Staff: i.e. specialised personnel such as technical and professional persons attached to the line

organisation as advisors.
4. Middle Management: i.e., all the managerial personnel holding positions between line

supervisors and the top management.

5. Top Executives: i.e., all executives who hold major responsibility for the overall planning

and control.

56
 Chapter-6
Data Analysis and Interpitation

57
 RESEARCH METHODOLOGY
Step1: Constituted the distributing of the questionnaire to the sample respondents.
Step2: Constituted of collecting back the questionnaire from the respondents.
Step3: Constituted of systematic analysis and the data gathering in the form of tables and graphs.
Step4: Constituted of arriving of findings based on the study and giving suggestions they are on.

SOURCES OF DATA:
For the fulfilment of the study the student researcher has relied on two types of data i.e.,
primary data and secondary data.

Primary Data:
Primary data was collected through scheduled questionnaire. It was prepared to collect
the required information on different training activities. It was distributed among the respondents
for their view and analysis.

Secondary Data:
The secondary data was collected from various textbooks on Human Resource
Management, Training and Development, Internet etc.

SAMPLING TECHNIQUE:
Once the list of participants is obtained, respondents are selected on random basis.
Sample size for the study is 20 and responses are obtained from those who underwent training.
Tools and Techniques of data collection:
A Structured Questionnaire has been designed covering all relevant aspects of training
and Development programs and administered to the respondents for the collection of the data.
Whereas the information available from earlier studies, books, brochures, annual reports and
several other sources of secondary data.

ANALYSIS OF DATA
Data collected has been presented, tabulated and analyzed both quantitatively and
qualitatively by using various graphs.

Percentage method:
Percentage method is used in making comparison between two or more series of data.
This is used to describe relationship.

Percentage of respondents = Number of respondents x 100

Total respondents
58
 Interpretation

1. Since how many years you have been working in the company?

a. 1-3 Years 75%

b. 3-5 Years 18%
c. more than 5 Years 9%

9%

75%
18%

Interpretation

About 75% of the employees says that they are from 1-3 and 18% of 3-5 and 9% for more than
5Years in the organization.

59
Q2. Do you like to attend the training program?

a. Yes 65%

b. No 35%

35% 65%

1st Qtr
2nd Qtr

Interpretation

About 65% of the Employees says that it is necessary attend for the training in the
organization and 35% goes for not necessary.

60
Q3 Do you feel training is necessary for any employee for developing his skills?

a. Yes 80%

b. No 20%

20%

80%

Interpretation
About 80% of the Employees says that training is necessary in the development of his skills and
20% goes for not necessary

61
Q4. How frequently training is organized?

a. Monthly 50%

b. Quarterly 30%

c. Half Yearly 20%

20%
30%

50%

Half Yearly
Monthly

Quarterly

Interpretation

Around 50% of the employees go for Monthly Training and 20% of Half Yearly and 30% of says
that Quarterly

62
Q5. Which technique is most suitable for training?

a. On the Job 50%

b. Off the Job 30%

c. Both 20%

20%
30%

50%

On the Job
Off the Job

Both

Interpretation

Around 50% of the employees go for On the Job Training and 20% of Off the Job and 30% of
says that both.

63
Q6. Do you experience fruitful changes in working efficiency after being trained?

a. Yes 80%

b. No 20%

20%

80%

Interpretation
About 80% of the Employees says that training is necessary for fruitful changes in working
efficiency after being trained and also development of his skills and 20% goes for not necessary

64
Q7. Will you recommend company to take up more training programs in future?

a. Yes 80%

b. No 20%

20%

80%

Interpretation
About 80% of the Employees says for future training is necessary and 20% employees says that
it is not.

65
 Marigold by Greenpark
Questions
Date:
Name:
Department:
Q1. Since how many years you have been working in the company?
a. 1-3 Years
b. 3-5 Years
c. more than 5 Years
Q2. Do you like to attend the training program?
a. Yes

b. No

Q3 Do you feel training is necessary for any employee for developing his skills?
a. Yes

b. No

Q4. How frequently training is organized?

a. Monthly

b. Quarterly

c. Half Yearly

Q5. Which technique is most suitable for training?

a. On the Job
b. Off the Job
c. Both

Q6. Do you experience fruitful changes in working efficiency after being trained?
a. Yes
b. No

66
Q7. Will you recommend company to take up more training programs in future?
a. Yes
b. No

Q8. What is the duration of the training?

a. Short term
b. Long term

Q9. Does the training enhance organization effectiveness?

a. Yes
b. No

Q10. Do you feel that your training have improved your knowledge and skills?
a. Yes
b. No

Q11. Does training builds up team work?

a. Yes
b. No

Q12. Do training results in adoption to new working methods?

a. Yes
b. No

Q13. Are you satisfied with the training procedure?

a. Dissatisfied
b. Satisfied
c. Neutral

Q14. Do company provide necessary material required for training program?

a. Yes
b. No

Q15 . Will you recommend company to take up more training programs in future?
a. Yes
b. No
Thank You

67
68