Internship Report

On

Human Resource Department

Of

Radisson Blu Hotel New Delhi

Submitted By:

YMCA Registration No.:

Submitted To:

Submitted for the partial fulfillment of degree of

Master of Business Administration

NGFCET

August,2022
Internship
Report

LETTEROFACCREDITATION

It is hereby certified that this report, entitled

“Human Resource Department of Radisson Hotel”

Prepared By-:

Is an outcome of the 8 weeks internship undergone at.

“Radisson Hotel New Delhi Paschim Vihar”

The facts and ideas presented in this report are an outcome of the students
‘hard work and dedication to the project, undertaken as partial fulfillment
of requirements for the degree of
Masters of Business Administration

The outcome of this project has been highly appreciated.

………………….. …………………..
Mr. Purnima Arora External Evaluator
Training Executive

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Internship
Report

ACKNOWLEDGEMENT

This dissertation would not have been possible without the guidance and the help of
several individuals who in one way or another contributed and extended their valuable
assistance in the preparation and completion of this study.

I would like to express my gratitude to NGF College of Engineering & Technology and
J.C. Bose University of Science and Technology, YMCA, for including the internship
program as a three-credit course which has provided an opportunity to gain practical
working experience in the organization.

My sincere gratitude to Mrs. Purnima Vaid Arora Human Resource Development &
Training Manager for giving me a chance to do my internship in the HR department of
this organization, Radisson Hotel. I am thankful to Mr. Sandeep – Senior Assistant, Mr.
Bhuwan Dhyani – Senior Supervisor, and Mr. Deepak Kumar– Training Executive from
HRD for devoting time from their busy schedule and explaining how work is being done
in HRD and assigning me various tasks during these 8 weeks of the internship period.

I would also like to extend special thanks to the entire staff for their full co-operation,
guidance, and support during my internship.

Lastly, I would like to thank Mrs. ……, Mr. …………., and Mr. ……… Program
Coordinator of NGF COLLEGE OF ENGINEERING & TECHNOLOGY for their valuable
Instructions and Guidance during the Internship program.

Sincerely,

…………..

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Internship
Report

LIST OF ACRONYMS

NGFCET NGF College of Engineering &

Technology
HRD Human Resource Department

HR human resources

MBA Masters of Business Administration

TTT Train The Trainer

JCBUST J. C. Bose University of Science and

Technology
STAR System for Time and Recording

SPPS Staff Product Purchase Scheme

HRIS Human Resource Information System

HRMS Human Resource Management System

OB Organization Behavior

MC Managerial Communication

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Internship
Report

Table of contents
LETTEROFACCREDITATION.....................................................................................................ii
ACKNOWLEDGEMENT...........................................................................................................iii
LIST OF ACRONYMS...............................................................................................................iv
EXECUTIVE SUMMARY...........................................................................................................1
CHAPTER 1: INTRODUCTION..................................................................................................2
1.1 Background......................................................................................................................2
1.2 Objectives.........................................................................................................................2
1.3 Details of Internship at Radisson Hotel............................................................................3
1.4 Introduction of Radisson Hotel New Delhi Paschim Vihar...............................................4
1.4.1 Background of Radisson Hotel New Delhi Paschim Vihar.............................................4
1.4.2 The mission of the organization....................................................................................5
1.4.3 The vision of the organization.......................................................................................6
1.4.4 Radisson's Goal.............................................................................................................6
1.4.5 Radisson Customer Service Philosophy........................................................................6
1.4.6 Yes, I Can!......................................................................................................................6
1.4.7 The Company................................................................................................................8
1.4.8 HR Department Structure.............................................................................................9
1.4.9 Area of Operation.........................................................................................................9
CHAPTER 2: ACTIVITIES UNDERTAKEN.................................................................................11
2.1 Activity............................................................................................................................11
2.1.1 Introduction................................................................................................................11
2.1.2 TTT –Train the Trainer.................................................................................................11
2.1.3 Staff Product Purchase Scheme (SPPS).......................................................................12
2.1.4 Medical Insurance Datasheet Update........................................................................13
2.1.5 Outcome......................................................................................................................13
2.1.6 Recommendations......................................................................................................14
2.1.7 Conclusion...................................................................................................................15
CHAPTER 3: PROGRAM WORKPLACERE LATIONSHIP..........................................................16
A. Organizational Behavior...............................................................................................17
B. Managerial Communication.........................................................................................18
CHAPTER IV: CONCLUSION...................................................................................................20
BIBLIOGRAPHY.....................................................................................................................21

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 Internship
Report
APPENDIX.............................................................................................................................22
APPENDIX 1: Weekly LogSheet1..........................................................................................22
APPENDIX 2: Weekly LogSheet2..........................................................................................22
APPENDIX 3: Weekly LogSheet3..........................................................................................22
APPENDIX 4: Weekly LogSheet4..........................................................................................22
APPENDIX 5: Weekly LogSheet5..........................................................................................22
APPENDIX 6: Weekly LogSheet6..........................................................................................22
APPENDIX 7: Weekly LogSheet7..........................................................................................22
APPENDIX 8: Weekly LogSheet8..........................................................................................30
APPENDIX 9: Weekly LogSheet9..........................................................................................31

List of Tables
TABLE1: Details of Internship at Radisson Hotel....................................................................3

TABLE2: Board of Directors8

List of Figures
Figure 1:HR Department Structure........................................................................................9

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 EXECUTIVESUMMARY

The core objective of the internship is to fulfill the requirement of the MBA program as
prescribed by the JCBUST. An intern has to prepare project report at the end of the
internship period but the main objective of the internship is to get the hands-on
experience of the real-world organization. The internship was completed with the
objective of getting practical knowledge in the HR department of Radisson Hotel New
Delhi Paschim Vihar.

The first responsibility I was assigned on this eight week of internship period was to
assist the trainer for the TTT program. Secondly, I was allotted the work of Medical
Insurance Data Sheet Update and SPPS was the last task I was assigned during my
internship program. As an intern, I realized that I was successful to gather a lot of
significant learning experiences which would be helpful in my future career. The HR
department of Radisson offered me ample space and opportunities, not only to learn but
also to exhibit my skills as a HR team member. I could use my theoretical knowledge of
HR in real practice while participating in many discussions. I was actively involved in the
department meetings where I shared my knowledge and views regarding the performance
in HRD of Radisson Hotel New Delhi Paschim Vihar.

I also attempted to gather more information on the basic job functions of other
departments to have a better understanding of the relationship between them and the HR
department. It was commendable to see how wholeheartedly they welcomed,
acknowledged and appreciated new ideas and knowledge. I have provided a few
recommendations based upon my understanding and knowledge.

I successfully completed all the assigned duties and handed them over to the senior
supervisor at the end of the internship. I thoroughly enjoyed the challenges that came
along single day. I could also bring one minor improvisation during my internship which
was able to leave their marks. These lessons that I have learned will be a liable for my
future endeavors as well.

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 CHAPTERI:INTRODUCTION
1.1 Background

ACE institute of management is the conscientious learning center where students at

different levels prepare to meet the challenges and opportunities of the 21stcentury. It
offers premier graduate program of Masters of Business Administration (MBA) which
requires the students to complete a three credit hours of internship program. After the
completion of internship, the students are required to prepare a project report on a topic
relevant to the work they were assigned during the internship.

An intern has to prepare project report at the end of the internship period but the main
objective of the internships to get the hands-one experience of the real-world
organization. It also helps to develop the skills required to handle the day today operation
in an organization. This will allow the students to be prepared for the upcoming corporate
challenges by experiencing real time working environment.
Upon subsequent research to find the best suitable organization to match both my major and
area of interest, I selected the HRD of a five-star hotel supremely known for its well-defined
quality services – Radisson Hotel New Delhi Paschim Vihar. This internship program was
approved by NGF College of Engineering & Technology, affiliated to J. C. Bose University of
Science and Technology.

1.2 Objectives

The Faculty of Management, PU has its ultimate objectives of preparing students for
professional pursuits of business, industry and government. The core objective of the
internship is to fulfill the requirement of the MBA program as prescribed by the. Apart
from this, the internship was completed with the objective of getting practical knowledge
in the HR department of Radisson Hotel.

More specifically, the objectives of the internship were asunder:

 To gain practical experience of the jobs carried out in the HR Department of

Radisson Hotel.

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  To compare the theoretical knowledge of HR with the practical experiences
carried out at the 5-star Hotel.
 Clarify personal interests, skills, and competencies, and their implementation
toward development of career goals.
 To gain ideas from the experienced people working for HR department.
 To understand the challenges faced by the HR department.
 To understand the different types of training provided to the employees.
 Development of personal standards of professional and ethical behavior required
in the workplace.
 Assumption of responsibility for continued learning and professional
development.

1.3 Details of Internship at Radisson Hotel

TABLE1:Details of Internship at Radisson Hotel

Name of the Organization Radisson Blu Hotel
Paschim Vihar, New Delhi
Position Intern/Trainee
Department Human Resource(HR)
Working Duration 8Weeks
Work Hours 9:00 am– 5pm
Name & Designation of Mrs. Purnima Vaid Arora, Training Executive, HR
Internship Supervisor at
Radisson Blu Hotel
Name & Designation ofMr.……………, Program Coordinator
Internship Supervisor at
NGFCET

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1.4 Introduction of Radisson Hotel New Delhi Paschim Vihar

1.4.1 Background of Radisson Hotel New Delhi Paschim Vihar

One of the world’s fastest-growing upscale hotel companies, Radisson Hospitality

Worldwide operates, manages and franchises deluxe plaza hotels, suite hotels, hotels,
inns and resorts worldwide. Radisson also is the parent of Radisson Seven Cruises,
which operates and manages deluxe cruise ships worldwide. Radisson’s goal is to become
the world’s most valued hotel brand by providing superior business delivery and services
in management, marketing and training.

Radisson has more than 360 properties representing over 76, 000 rooms in 39 countries.
Radisson is located in Canada, Mexico, United States, South America, Australia, Europe,
China, Japan, Thailand, India to name a few. Radisson is also the first U.S based Hotel
Company in Russia.

Radisson Hotels is named after Pierre Esprit Radisson. A unique individual who was an
explorer, adventurer, fur trader, soldier, and merchant who lived between the years
of1630-1710.HewasthefirstknownwhitemantoenterthewildsoftheUpperMississippi area.
Radisson is the man whose name today stands for a collection of unusually fine hotels.

Originally, the first Radisson hotel was built in downtown Minneapolis in 1909 at a cost
of $2 million. It soared to a magnificent 17 stories above the young city’s skyline. All
room rates were $2.50. Ninety-five percent of its 350 rooms had baths and running
water. It had its own candy factory, several restaurants and private dining rooms and a
furniture shop that built and repaired all its furniture. Radisson quite naturally became
the social center of the city.

The Radisson Hotel New Delhi Paschim Vihar hotel for Radisson Hotel in Delhi,
Centrally located land mark building at DLF South Court the Royal Palace and surrounded
by many of the embassies and consulates is ideally suited for business or leisure travelers.

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1.4.2 Mission of the organization

Radisson Hotels world-wide believes it will attain success by achieving this mission:

"To provide Genuine Hospitality tour guests at every point of contact."

“To build relationships valuable with our customers, owners, employees and partners,
by developing and operating: Great Places, For Great People, To Provide Great
Hospitality, And Deliver Great Results”

Radisson knows that what makeup the Brand of Radisson are relationships-Relationships
with its owners and operators, employees and travelers. Radisson also knows the
importance of having those relationships built on mutual trust and respect. When that
happens, people can do their best work and have fun!

Radisson Hotels will achieve success by being the first choice of: Owners, Guests and
Employee–you!

The “Triangle of Excellence” provides a model philosophy. Radisson Hotels World-Wide

will exceed the expectations of:

Owners: By expanding our company and increasing the return on their investment in
Radisson

Guests: With “Yes, I Can!” Service and superior value

Employees: By promoting respect, professional development and recognition.

The triangle represents a delicate balance between three groups of people. Every business
decision that is weighed against the effect sit will have on these three groups of people. If
Radisson focuses too much energy and time on one of the legs of the triangle the triangle
will fall over and we will not be successful.

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1.4.3 Vision of the organization

The RADISSON VISION describes what the organization wants to be for its owners,
guests, and you. Radisson vision is:

To be the most RESPECTED hotel brand in the world, in which we are:

 Trusted by our travelers-for our consistent quality, reliable service and genuine
hospitality.

 Respected by owners and operators-for the strength of our brand and our
ability to build value in hotels and to drive revenues.

 Sought out by employees-because of our reputation for innovation, for

opportunities within the company and our culture, which creates a, positive
work environment.

1.4.4 Radisson's Goal

Radisson’s goal is to clearly communicate performance in expectations to employees

which is the distinctly positive difference Radisson’s guest experience. It’s exemplary
hospitality that brings guests back. It's proactive customer service and a positive attitude
for success.

1.4.5 Radisson Customer Service Philosophy

Radisson Hotels Worldwide successfully leads the hospitality industry with a winning
attitude. We call it “Yes, I Can!” It’s all about winning and building customer loyalty by
anticipating our guests’ needs and exceeding their expectations. “Yes, I Can!” motivates
employees and keeps you focused on providing exceptional personalized service for
guests.

1.4.6 Yes, I Can!

THREE PRINCIPLES OF “YES I CAN!”

1. Showa “Yes, I Can!” attitude: A “Yes, I Can!” attitude is a positive attitude. It's
your way of telling guests, “Yes I want to help you.”

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 2. Take personal responsibility: This means that when you start something, you
see it through to the end. It's our way of telling guests, "I will do everything to
make your stay with us exactly what you want it to be."
3. Use teamwork: As a Training Manager at one Radisson hotel puts it, "Team
work accomplishes what individuals cannot accomplish". Working together is
your way of telling guests, "We really here for you".

SIX “YESICAN!” SERVICES TANDARDS

1. Anticipate needs: Don’t wait for guests to ask for help or service. Pay attention
to guests to see what they need. Then make suggestions or offer to help.
2. Give personal attention:

a. Look at the guests when you talk with them.

b. Smile and show guests your friendly easy-to-help face.

c. Learn and use guests name whenever possible.

d. We are your name badge so guests can call you by name.

3. Show guests that you appreciate them: Greet guests with a friendly “hello
“whenever you see them. And when you see guests checking out of the hotel,
thank them for staying and invite them to come back soon.

4. Go beyond what’s expected: Look for way stop pleasantly surprise guests. For
instance, if a guest asks wherever she can find a newspaper, offer to bring one to
the guest.

5. Offer alternatives: If you can’t do something a guest requests, tell the guest what
you can do instead. You might say, “I’m sorry, we’ve sold all of the cheese cake.
But I can bring you a slice of chocolate cream cake or freshly baked apple pie
instead.

6. Check satisfaction:

a. Ask guests how they’re enjoying their stay. “Here are the extra towels you
asked for, Mr. Encik Ismail. How are you enjoying the hotel so far?”

b. Ask guests what you can do to serve them better. “I see you’re back for another
visit, Mr. Cruise. Is there anything we can do for you this time that we didn’t do
last time?

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 1.4.7 The Company

The Radisson Hotel Kathmandu, a 5-star category hotel, is owned by Oriental Hotels Ltd.
and operated by the Radisson Hotels & Resorts World-Wide and headquartered in
Minneapolis, Minnesota, USA.
Radisson Hotel Corporation manages a franchise of a wide range of hotels, resorts, inn
sand cruise ships worldwide.

The company is governed by Board of Directors, comprising 7 members as shown

inTable2 below:

TABLE 2: Board of Directors

BOARDOFDIRECTORS

MR. GOVINDA DAS SHRESTHACHAIRMAN

MR.B.K. SHRESTHA MANAGINGDIRECTOR

MR. ANIL DAS SHRESTHA JOINTMANAGINGDIRECTOR

MRS.SUBHADRASHRESTHA DIRECTOR

MRS.MISHUSHRESTHA DIRECTOR

MR. SUNIL SHRESTHA DIRECTOR

MR. UPENDRARIJALDIRECTOR

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1.4.8 HR Department Structure

The HR Department structure of Radisson Hotel is shown here:

Figure1:HR Department Structure

1.4.9 Area of Operation

During the eight weeks of internship period in the organization as an intern, I decided to
work under HR Department where I could learn some important aspects of HR functions
and understand the corporate culture of a five-star hotel and also bring in some fresh
ideas to the department. My specialization in MBA being HR, for obvious reasons I took
up internship in HRD. I was fortunate enough to have the opportunity to do the internship
program in such a well-staffed organization.

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Human Resource Department

The Human Resource Department has broadly classified the functions into two topics of
What We Believe and What We Do.

What We Believe

We believe in professional hospitality service for profit. Our Human Resources

philosophy is to provide employee recruitment and retention programs which produce
optimum employee satisfaction and performance. We are enablers that support people in
reaching their full potential by giving managers and employees the tools to develop and
succeed in their roles.

What We Do

1. HR representatives initiate partnerships with all managers and supervisors of the

hotel in order to serve all parties in the best interest of the hotel.
2. HR representatives have a coaching role to all employees, without creating "The
doctor is in" syndrome. Thus, our role is always to go to the source of the issue,
while limit in gourroleas counselor.
3. The Corporate HR and Legal staff are resources to consult when confronted with
issues, or when outside feedback may be seen as beneficial.
4. HR Representatives should develop business strategies that are in alignment with
the hotel's objectives, by focusing on all aspects of the human asset.
5. HR Representatives should be continuously improving the HR practices of the
hotel, by keeping a pulse of the hotel's culture as well as being aware of what is
current in our industry.

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 CHAPTERII: ACTIVITIES UNDER TAKEN

2.1 Activity: Staff Product Purchase Scheme (SPPS), Medical Insurance Data Sheet
Update, Assist for "Train the Trainer (TTT)" training program.

The first responsibility I was assigned on this eight week of internship period was to
assist the trainer for the TTT program. Secondly, I was allotted the work of Medical
Insurance Data Sheet Update and Staff Benefit Program was the last task I was assigned
during my internship program.

2.1.1 Introduction

The HR Department deals with the management of people within the organization. The
department is responsible for attracting employees designating them in their positions and
ensuring their performances. All the employees' record is retrieved from the System for
Time and Recording (STAR) and is updated every day. The attendance annual leaves,
casual leaves, sick leaves, complimentary leaves etc. are also updated on a daily basis
into the system. There are various activities in the HRD that make the
SeniorAssistantandSeniorSupervisoroccupiedtheentireday.HRalsohandlestheIntraDepart
ment trainings, Supervisor Trainings, TTT trainings and employee orientation &trainee
orientation programs. Medical Insurance file is updated once in every year. SPPS (Staff
Product Purchase Scheme) had its first ever commencement this year at my presence. In
this scheme, employees with at least a complete year of tenure could purchase any
products listed by the two dealers in an annual installment basis.

2.1.2 TTT–Train the Trainer

Thistrainingisprovidedtotheselectedhead/supervisor/executiveofallthedepartments. It is a
three-day workshop designed to teach each participant the effective methods and
techniques of training. Each trainee is provided with a full day of teambuilding games
and lecture on how to train the employees / coworkers / subordinates. During this
training, each individual has to prepare a training module and provide training to the co-
trainees where they would share the ratings of their trainings. Day two

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and day three are used for these individual practice trainings. Each trainee is required to
provide three trainings to their subordinates of their department within a month in order
to get the certificate of completion of "Train the Trainer" program. After the completion
of this training, HR department monitors and ensures that the newly trained trainer
provides his/her subordinates with the training on a regular basis. I was principally
responsible only in arranging all the required resources for the trainings and assist the
trainer. However, I also got an opportunity to attend the training in my own initiative. I
had to prepare a training module and train the same to the co-trainees. I was graded with
the best ratings amongst all the co-trainees, which came as a pleasant surprise to me and
everyone, which also broke the stereotypical perception about an intern who is generally
regarded as a mere learner who has got nothing to offer. However, the trainers open
heartedly appreciated and recognized my efforts, which was remarkable.

2.1.3 Staff Product Purchase Scheme (SPPS)

This is an employee benefit program which started from this year, during my internship
period. I was responsible to coordinate with the staff members in order to fulfill the
preliminary requirements of those interested to sign up for the installment scheme. This
program was initiated by the HR Department and Employee Welfare Committee for
employees' benefit. SPPS is the best possible program for the employees who wish to buy
any product listed by two dealers on an annual installment basis. The products varied
from a small CFL tubes to 42" LED Television to 300L Refrigerators. The scheme
received an overwhelming response from employees and was very keen to have more of
such programs in future. There were however some basic requirements of the program.
First, they had to be a full time employee without any prior loans. Second, they should be
a year less than the retirement age. I was responsible in filling up the form for all the
interested employees who wanted to buy the product. The two dealers were Triveni Trade
Pvt. Ltd. And Sagtani Exim Pvt. Ltd. They had a array of products like Vacuum Cleaner,
Washing Machine, Microwave Oven, CFL tubes, Gas Stoves, Gas Heater, Fan, TV,
Cooler, Refrigerator, Mixer & Juicer, Radio FM etc. My role during the entire process
was to make correct code entries of the products and correct price in the form. After all
the forms were filled up, they were taken to the Finance Department for

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verification. The Finance Officer checked all the validity of the employee data and signed
the forms. The forms were forwarded to the Financial Controller for further approval.
The forms were then taken to Welfare Committee for second signature of approval. At
last, the HR Managers signed the forms and completed the process of the first round of
the program. One copy of the form from each employee was forwarded to the dealers
which was the purchase order for them. Products were delivered to the Radisson Hotel
with in few days. The products were then distributed according to the signed form.

2.1.4 Medical Insurance Data Sheet Update

All the permanent employees are entitled for the Medical Insurance where an employee
can claim Rs. 50,000/- to Rs. 125,000/- per year based upon the employees' position in
the Organization. The medical insurance claim could be the reimbursement of the
checkup that an employee or family members of the employee undergo. The claim be
attached with the claim form filled by the employee. The in-house doctor verifies all the
documents for validity and signs the documents which are then processed for
reimbursement. The documents are collected weekly and sent to the Finance Department
for payment. The Medical Insurance Data Sheet is the record which contains all the
information required by the Finance Department to re-check the document. Hence, all the
update requests are collected and the data sheet is updated. I was responsible in updating
the data sheet for all the employees. There were 404 employees in total where every data
needed to be verified individually. The data contained Name of Employee, Date of Birth
of Employee, Marital Status, Name of Spouse, Date of Birth of Spouse, Number of
Children, Name of Children, Date of Birth of Children, Name of Father, Date of Birth of
Father, Name of Mother, Date of Birth of Mother, Address and Contact Number.

2.1.5 Outcome

Based on my eight-week term as an intern, I realized that I was successful to gather a lot
of significant learning experiences which would be helpful in my future career. The HR
department of Radisson offered me ample space and opportunities, not only to learn but
also to exhibit my skills as a HR team member. My contributions were well recognized

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by the organization I successfully completed all the assigned duties and handed them over
to the senior supervisor at the end of the internship. Medical Insurance Data Sheet Update
was completed successfully where I tried to update the data to the best of my knowledge.

SPPS was also successfully conducted and the satisfied employees ordered more products
than anticipated to fulfill their requirements. They also looked forward and requested for
more of such schemes. I also well assisted the TTT which gave my work a lot of
appreciations. As HR Dis the department that connects all the departments of any
organization, I was introduced to many department heads and seniors who gave me a
wider spectrum of the organization. My assistance to some of the presenters using slides
hows and Power Point proved to be acrucial support in many presentations.

2.1.6 Recommendations

There are few recommendations based upon my understanding and knowledge. They are:

1. TTT program should be are gular exercise in the Organization where other
supervisor should also get the opportunity to enhance their skills.
2. More team building and cross departmental exercises should be introduced so
that the departments can interact and come up with a better package product to
fascinate the guests.
3. Medical Insurance Data Sheet lacks the correct format for recording dates. There
has to be one format either Nepali (BS) or English (AD) to record the dates.
Current practice confuses the recipient of the data. For E.g.: It is difficult
tounderstandif4/1/2010 is4thJanuary, 2010or1stApril,2010.
4. SPPS delivers products to the Hotels, however it might be costly to be brought
home to those who live far from the Hotel. They are entitled to bear the expenses
to take the product to their homes. Therefore, a provision like a (purchase) token
or so can be introduced where an employee can get their deliveries done from the
nearest dealer without having to bear the possible hassles. This will allow the
employee to select and test the items, choose the color and save alotontrans
portation.This also helps to reduce the workload on the HRD.

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2.1.7 Conclusion

My two years of working experience in organizations such as Standard Chartered Bank as

Senior Assistant, Central Operations, Head Office, New Baleshwar, gave me a solid
foundation to understand hardcore corporate culture. Therefore, I was quite prepared to
blend in the department that carried huge responsibilities. And this eight-week internship
in HRD of Radisson Hotel has honed by understanding of HR in practice. It gave me an
important exposure and an insider look of such a big organization. I could use my
theoretical knowledge of HR in real practice while participating in many discussions.
Iwas actively involved in the department meetings where I shared my knowledge and
views regarding the performance in HRD of Radisson Hotel New Delhi Paschim Vihar.

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 CHAPTERIII: PROGRAM WORKPLACE RELATIONSHIP

The internship program was a truly rewarding experience. I encountered with real life HR
activities and also received the opportunity to perform in those activities. My knowledge
of HR was helpful to add new perspective while we gathered for department meetings. I
witnessed the execution of all the HR functions in real life however I only had the
theoretical knowledge about them which answered many "whys" of mine. It was
commendable to see how wholeheartedly they welcomed, acknowledged and appreciated
new ideas and knowledge. I also attempted to gather more information on basic job
functions of other departments to have better understanding of the relation between them
and the HR department.

The hotel offered a friendly and cooperative environment. Everyone in the HRD was
occupied with their own routine work which I believe limited my learning possibilities.
However, this internship has helped me to bridge the gap bet real life practice. My
primary objective was to observe, evaluate and compare the relationship between the
knowledge that I have gained in my MBA and workplace. This eight-week internship has
certainly helped me learn how tasks are performed in a workplace. However, some of the
practices of the HR department during my internship raised my concerns.

If I am to highlight on the most significant aspect of my internship learning, then it would

be the importance of communication. Good communication is crucial in any organization
and it holds more importance in bigger organization with significant number of workers.
It was quite surprising to see how the HR department of a hotel employing 404 workers
lacked effective communication procedures. It was the biggest flaw the department had,
so to say and I did learn a lot from the errors committed by the others. The junior HR
personnel lagged tremendously behind when it came to effective communication. In this
regard, it was hard to put my freshly acquired, updated academic Knowledge into
practice, yet I succeeded in learning many new things from this experience as well.
As proverb goes, "a book cannot be judged by its cover", it is difficult to tell where
anorganizationstandsjustbylookingatitsphysicalinfrastructureunlessyougetintoit.

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And this experience has given me a rare opportunity to take a closer look at a work place
and understand the differences between the classroom knowledge and real corporate
world. Naturally, in a country like ours, we certainly have a big gap between the bookish
knowledge and the one earned from experience. It is extremely difficult for those to
understand the real world without any prior working experience.

Our curriculum has provided us with an extremely relevant academic knowledge. All the
academic learning may have not been applied in practice, I could still see the need of its
implementation and how it could bring about positive changes to the HR department.

A. Organizational Behavior

Organizational Behavior (OB) is the study and application of knowledge about how
people, individuals, and groups act in organizations. It interprets people-organization
relationships in terms of the whole person, whole group, whole organization, and whole
social system. Its purpose is to build better relationships by achieving human objectives,
organizational bjectives, and social objectives.

My previous work experience shad prepared me well to fit in an organization and

understand their organizational cultures. So, I was prepared and started performing the
very day I joined as it didn’t take me too long to understand my responsibilities. I was
impressed by the nice, welcoming ambience and even more with the friendly behavior of
the coordinators which demonstrated that the HR department was successful in keeping a
stress free working environment. They explained and fully assisted me to learn the
different systems of the recording information of the employees. They were very patient
with me; I needed to improvise because of which I made almost mistakes at all. The HR
Development and Training Manager was very motivating and appreciative. My ideas
efforts and work were always acknowledged and appreciated. I was able to make an
impression on the HR seniors by my technological knowledge which at times solved even
some of the complex problems.

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B. Managerial Communication

Effective communication is one of the key components of the HR in any organization,

especially the hospitality business. And it becomes particularly more important for a five-
star hotel to have a good communication between the management and the staff will be
passed down the line in the form of good communication between the staff and the
customers. Also, it brings a more open and professionally relaxing working environment
transforming employees into loyal and more competent staff members. Making sure that
staff has all the 'tools of their trade' to do their job to the highest standards is however a
two-way thing - employees have to communicate clearly and on time what they need, and
management should listen and make sure they are well informed of all their staff's
requirements and needs. So, if this exists in a workplace, then it creates a positive
atmosphere and both the ends can communicate with each other with clarity perfectly
which will encourage staff to give their best and always a little extra than they are cap
able of.

Working closely as a part of HR Department for eight weeks provided me with

anopportunitytoseetherelevanceofmyacademicknowledgeanditspracticalimplementation.
Almost everything that we were covered in our curriculum, about verbal and non-verbal
communication, customer services, telephone handling etc. Were all extremely
supportive during my internship. Likewise, I found myself more confident and better
prepared to give presentations due to regular presentation we are supposed to do in our
course. Thus, the various subjects taught by AIM by highly experienced faculty members
proved unparallel and advantageous. This internship also helped me understand the level
of my knowledge and its use in real life.

As the nature of internship is not to fill a position and function like an employee but is to
make the best of the opportunity and gather as much as professional experience and
knowledge as one can. And I believe, I did succeed to a great level to broaden my
understanding, hone my skills and understand the practical relevance of my academic
knowledge. It did create a lot of difficultly for me to comprehend the approach of the
staff unions due to their limited or no interaction with the trainees and interns. Also it

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was undesired to ask or express curiosity about the internal issues in their presence in the
HR department. So, I could only gather information based on my observation. And I felt
that the HR department of Radisson hotel very much needed an atmosphere where they
could have good communication with each other without beings scrutinized. I fit
continues then there might be a huge gap between the staff and the management affecting
performances a whole.

I truly appreciate the support I received from my college throughout the internship
period. I was put in a constant touch with the college supervisor and was observing
closely all my activities which encouraged me to put more hard work every day, as I
mentioned earlier, it did reflect in my duties which got noticed by the seniors of the HR.
And working in diverse and multicultural environment had me an opportunity to
utilizeandimprovisemycommunicationskillsbyinteractingwithemployeesofvarioushierarch
y, nationality and cultural background. In conclusion, I am able to state that this
internship program gave me a platform to apply my theoretical knowledge in practical
life. And this practical implementation of my academic knowledge has helped me to
understand the complexities, challenges and prospects that lie in a real corporate world.
Much as I enjoyed my eight weeks term, I certainly did learn a lot from each day of work
and every one I had a chance to interact with.

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 CHAPTERIV: CONCLUSION

It was an absolute worthwhile experience working at the Radisson Hotel. The friendly
welcoming staff and the space they have created for a trainee/intern allowed me with
ample opportunities to learn and know myself as a worker. This experience brought out
my strength and also the areas I needed to improvise. It added more confidence to my
professional approach, built a stronger positive attitude and taught me how to work in
team as a player. The primary objective of an internship is to gather a real-life working
experience and put their theoretical knowledge in practice. I am grateful to the
entireteamofHRDofthehotelfortheirunprecedentedsupporttomakemyworkingexperience
truly rewarding. Especially working in this department made me realize my competencies
and level of understanding regarding the human resources. On completion of this
internship period, I came to know about the importance of human resources and the role
of HR manager, Training Executive, HR Senior Supervisor and HR Senior Assistant in an
organization.

As an intern, though I had a limited space to work, I still managed to grab plentiful of
experiences. I made the best of every opportunity I was given and made the utmost use of
my abilities and knowledge to fulfill all my responsibilities. I could implement my
academic skills into practice and my efforts were highly acknowledged. There is however
some gap between our theoretical knowledge and real-life practice, yet the managerial
level staff members is quite open towards upgrading current approach which was
extremely motivating.

Hence, I can sum up by saying that my internship experience was a milestone to my

academic and professional experience. I thoroughly enjoyed the challenges that came
along every single day. I could also bring some minor improvisations during my
internship which were able to leave their marks. These lessons that I have learned will be
a valuable one for my future endeavors as well.

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 BIBLIOGRAPHY

1. www.radisson.com/kathmandu-hotel-np/nepkathm
2. http://en.wikipedia.org/wiki/Human_resource_management_system

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 APPENDIX
APPENDIX1:Weekly Log Sheet1

APPENDIX2:Weekly Log Sheet2

APPENDIX3:WeeklyLogSheet3

APPENDIX4:WeeklyLogSheet4

APPENDIX5:WeeklyLogSheet5

APPENDIX6:WeeklyLogSheet6

APPENDIX7:WeeklyLogSheet7

APPENDIX8:WeeklyLogSheet8

APPENDIX9:WeeklyLogSheet9

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