MANAGEMEN

T CONCEPTS

MATHEW
CIA 1 KANIHAY
1923175
 INTRODUCTION

Oravel Stays Private Limited, trading as OYO, is India's largest hospitality company, and South
Asia's largest hotel chain consisting mainly of budget hotels. OYO's abbreviated form is On
Your Own. It was founded in 2013 by Ritesh Agarwal (founder & CO, OYO) born in Odisha,
1993 he was a keen traveler and always knew he wanted to be an entrepreneur. He started his
entrepreneurial journey at the age of seventeen and is considered to be one of the youngest CEOs
in India. It is the world's fastest growing hotel chains and today OYO has grown to over 500
cities in India, China, Malaysia, Nepal, the United Kingdom, the United Arab Emirates, Saudi
Arabia, the Philippines, Indonesia, and Japan. Starting from a single Hotel in Gurgaon in May
2013 to over 23,000+ hotels at present and operates 450,000 rooms globally as of January 2019.
It is known for its low cost and great consumer experience rooms. In simpler terms, it was meant
to be a destination for short and midterm rentals for bed and breakfast joints, private rooms and
service apartments. Services are fully IT enabled guests can also order beverages and request
room service through the OYO rooms app. Hotel owners who partner with OYO rooms are
connected via the world's first tablet based property management App and become part of the
OYO brand. Some of the company's investors are the Softbank Group, Greenoaks Capital,
Sequoia Capital, and Lightspeed India.

OBJECTIVES

 Mission: “To create and offer good quality living-spaces at the right price and location”.
 Vision: “To change the way people stay away from home”.
 Technology Driven: The aim was to change the Indian hospitality business with the help
of technology.
 Standardized: To provide standardized hotel rooms with features such as an air-
conditioner, TV, complimentary breakfast and Wi-Fi with 24×7 customer service
support.
 NATURE OF THE COMPANY

OYO is India's largest hospitality company and the most advanced hospitality tech takes shape
here. They introduced pioneering technology to the hospitality industry to deliver better and
more efficient operations, management, service, and CRM they partner with independent hotel
owners with whom we share our technology and hotel expertise to:
• Grow hotel revenue and increase profits
• Enhance guest experience

EVOLUTION

OYO Rooms is one startup that needs no introduction. Now 25 years old, Ritesh Agarwal,
Founder, and CEO of OYO began his journey in January 2013, starting with one hotel in
Gurgaon. The company, as of has around 23,000+ hotels in over 500 cities in India, and has been
named India's largest budget hotel chain.

The company has risen multiple funding from Lightspeed Ventures, Sequoia Capital, Greenoaks
Capital and DSG Consumer Partners and provides the same amenities and the same experience
in all its rooms at very low prices that no other player offers.
Some of the investors like the Softbank Group, Greenoaks Capital, Sequoia Capital and
Lightspeed India have started to fund OYO Rooms.
The hotels or properties that were part of the aggregation model have converted into franchises.
The conversion was mainly to reduce operational costs and improve serviceability.

Key Milestones until 2018:

 Grew the network to over 450,000 rooms in 23,000+ properties across 500 cities to
become the largest hotel network in India and South Asia.
 Recorded average Trip advisor rating of 4.3
 Today more than 100 OYOs are now listed in the top hotel rankings for their city
(including in Noida and Bangalore)
CEO: Ritesh Agarwal COO: Abhinav Sinha CTO: Anil Goel

CFO: Abhishek Gupta CPO: Kavikrut CSO: Maninder Gulati

HR POLICIES AT OYO
1. Listen and watch twice as much as you talk – absorb everything.
2. Build trust and create purposeful communication.
3. Turn insights into action – Be an excellent executor.
4. Great interpersonal relations – spend more time working with non-HR staff; spend less
time working alone.
5. Understand internal business operations to decode your stakeholder expectations and
build the culture.
6. Be a change agent for the business – create and implement solutions.
7. Engage others; Focus on improving employee experience and your engagement scores
would increase automatically.
8. Simplify – Simplify – Simplify – but in the right direction.
9. Encourage management to have more talent conversations to keep up with the
change – both formal and informal.
10. Don’t stop at first answers – go beyond the obvious; stay curious and agile.

STRATEGIES IMPLEMENTED AT OYO

1. Asset light strategy: Ritesh Agarwal noticed there were many unbranded hotels in
India, the idea was to bring the unbranded hotels under a branded ecosystem. So he
decides to partner with already existing hotels. And create a great living experience for
the lower mid segment customers with an equilibrium of low price, great quality, best
location.
2. End to end for customer’s experience: OYO made everything much easier for the
hotel owners by creating ease in check in, check out, and booking.
3. Technology for speed and scale: Ritesh Agarwal started coding at the age of 8. The
mobile app he created made the sales funnel so small made the booking very fast for
customers. He invested most of his funds in innovation and technology
4. A Focused dedicated team for acquisition and expansion
 5. Predictability will bring repeatability: through repeatability came predictability
customers could predict the same quality and standard in OYO rooms next time as well.
They followed an audit mechanism, in which for every 6 hotels there was a cluster
manager where his responsibility is to audit them on the basis electricity, water, wifi
speed, AC, food, etc.
6. Feedback to feed forward: OYO has a feedback driven factory where compliant or
suggestions are taken into action or consideration.

CLASSIFICATION OF OYO INTO SPECIFIC SCHOOL OF

CHARACTERISTICS OF BUREAUCRACY IN OYO:

 Division of work: At OYO there is a clear cut division of work. The work is properly
divided between the central and regional levels. This leads to specialization and
expertization. They have a dedicated team for data science, innovation, acquisition and
expansion.
 Technical Competence: OYO is an Equal Opportunity Employer. They do not
discriminate anyone on the basis of race, religion, color, sex, gender identity, sexual
orientation, age, non-disqualifying physical or mental disability, or any other basis.
Promotions are based on technical competence and performance of employees.

PRINCIPLES OF SCIENTIFIC MANAGEMENT IMPLEMENTED IN OYO

 Development of Workers: One of many OYO’s strategies was “Lowest Attrition with
Continuous training” which is mainly for the company and hotel staff. OYO had setup
over 25 skilling institute to train their staff regularly and to enhance customer
experiences. If there is any negative feedback from a customer against the hotel staff the
immediate action would be to bring the employee to the skilling institute and train them
and put them back at their position in the hotel.
HENRY FAYOL’S PRINCIPLES OF MANAGEMENT IN OYO :

 Authority and responsibility: - In OYO different levels of employees and managers have
different type of authorities and decision making capacity. The head of department or a
senior manager would have the decision making capacity of higher level and he can take
decisions which might impact the working style of the entire department.
 Discipline:- discipline is maintained by the company at all level of work process like
number of working hours put in by each employee, conduct of employee towards other
employees both males and females should be of highest standards and without any bias.
There are many offences which are considered as zero tolerance offences like sexual
harassment of an employee, corruption, racial discrimination etc on which OYO takes
very stern actions.
 Pleasant workplace: - work place is hospitable in nature and there is a general
pleasantness in all work centres’s making them fit for working for all types of employee’s
males, females, late adults, physically challenged employees etc. OYO has designed itself
in such manner that it is easily accessible for all type of employees. In fact there is a work
from home job opportunity available at OYO.
 Subordination of Individual Interest to General Interest :- In long term strategies and
goals it is ensured that both organization and employees are aligned with each other in
OYO, their personal growth and performance is linked with organizational growth and
performance.
 Equity: - It is a listed company with many share holders thus they all have equity in this
organization and OYO has a good relation with their employees as they don’t believe on
firing their employees rather in continuous training.
 Job Security: - job security is associated with the performance, working ability and
serving job roles satisfactorily.
 Initiatives: - new projects, new hotels, purchase of properties and their developments are
all part of the initiatives taken by organization. Change in HR policies, hiring etc all
initiatives taken by organization on a regular basis.
BIBILOGRAPHY

 https://www.oyorooms.com/
 https://en.wikipedia.org/wiki/OYO_Rooms
 https://www.oyorooms.com/officialoyoblog/2016/09/08/behind-the-scenes-hr-at-oyo
 https://www.youtube.com/watch?v=PFnJvUNK6t0
 https://www.slideshare.net/AbhishekMallick8/abhishek-mallick-oyo
 https://economictimes.indiatimes.com/small-biz/startups/newsbuzz/oyo-changes-
business-model-from-aggregation-to-franchise/articleshow/61989125.cms
 https://www.indeed.co.in/cmp/Oyo/reviews
 https://www.indeed.co.in/cmp/Oyo/about