wafa abbas adeel akbar naima naz rabia javaid muhammad usman
TRANSCRIPT
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HUMAN RESOURCE POLICIES
PEARL CONTINENTAL RAWALPINDI
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GROUP MEMBERS
Wafa Abbas
Adeel Akbar
Naima Naz
Rabia javaid
Muhammad Usman
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PEARL CONTINENTAL
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INTRODUCTION
EVOLUTION
1964
1967
19681975
1990
Karachi
Lahore
Rawalpindi
Peshawar
Bhurban
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INTRODUCTION
Taken by Hashwani Group in 1985
Name changed from Intercontinental to Pearl Continental
Running under holding company Pakistan Service Ltd(PSL 1958)
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VISION/ MISSION STATEMENT
We are committed to dynamic growth and service excellence built upon our heritage of traditional hospitality. We strive to consistently meet and surpass guests, employees and others stakeholders expectations. We feel pride in making efforts to position Pakistan in the forefront of the international arena.
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Strategies
Business Strategies
HR Strategies
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BUSINESS STRATEGY
Customer service: Profitability: Growth profile: Compatibility: Traditional hospitality.
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HR STRATEGIES
Compensation
Health & Safety
Training & Development
Recruitment & Selection
Job Analysis
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OVERVIEW OF HR DEPARTMENT OF PC
Budget.Recruitment.Orientation.Training.Career planning, employee relation. . Review benefits/compensation etc.
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MAIN FUNCTION OF HR DEPTT
Main Functions:
Recruit new personnel whenever it receives Vacancy Notices from any of the department.
Imparts induction and on-going training to the employees.Union contracts.
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STRUCTURE OF HUMAN RESOURCE DEPARTMENT AT PC
Human Resource Manager
Asst Personnel Manager
Personnel Officer
Staff Oriented Officer,
Training Coordinator
Time Office Supervisor
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JOB ANALYSIS
Job analysis explains the core area and capabilities required to perform a specific job
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TOOLS FOR JOB ANALYSIS:
Interview Daily Dairy Observation
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JOB ANALYSIS
Under job analysis followings heads are comes:
Job Description Job Specification Job Evaluation
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JOB DESCRIPTION
Job descriptions are lists of the general tasks, or functions, and responsibilities of a position.
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ELEMENTS OF JOB DESCRIPTION
Skills and Efforts.Tasks.Responsibility. Outlines of the Duty. Whom to Report the TaskEverything is mentioned in it for the
employees in a very detailed manner.
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JOB SPECIFICATION
Job specification mean what is the requirement of the organization
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Elements of job specification
Qualification of employee
Experience of employee
Personal attributes required for the job
Interpersonal skills and communication skills.
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JOB EVALUATION
Job evaluation refers to studying in detail the job performance by all individual
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FACTORS FOR JOB EVALUATION
Complexity of the job
Experience Required for the Job
Company Need for the Employee for that Job.
Abilities required performing a Job.
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RECRUITMENT AND SELECTION
Creating a pool of well qualified and talented candidates and choosing the best candidate from that pool.”
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RECRUITMENT AT PC
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RECQRUITMENT PROCEDURE
Need for a jobIn case a dept feels to fill a vacancy, HOD of a
particular dept sends a requisite form to the Personnel Manager. In this form head of the department specifies whether the position is for a new employee, replacement, qualifications required and their respective justifications. This requisition form is sent to Personnel Manager and General Manager respectively for their approval
.Reason for new vacancies
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SOURCES
Internal referrals External referrals Words of mouth Employment agency contacts
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SELECTION
Mostly walk-in interviews are a part of selection method being followed by the HR Dept.
PC Rawalpindi has also tried consulting Central Bargain Agents for hiring employees but it failed to come up their standards.
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SELECTION OF CANDIDATES
Eligibility of candidatesCV‘S are consulted at the time of needInterviews(walk in interview).
Working of selection board
Role of HR Department: Role of Staff officerRole of Human Resource ManagerRole of concerned dept Role of General Manager.
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SELECTION BOARD
General Manager.
Human Resource Manager.
Asst Personnel Manager.
Head of Vacant post dept.
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TESTS
Following are the tests taken by HR Manager
Personality tests.Psychological tests.Aptitude tests.Mannerism checksLearning capabilities. Tests are taken in an informal way.
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AFTER SELECTION
Background Checks:A letter of confirmation and opinion is sent by
HR Dept to the previous organization to check the experience and reliability of the candidate.
personal misunderstandings are not considered.
Medical Test.
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ORIENTATION:
A booklet of rules and regulations is issued to each newly selected employee to introduce the basic rules of the Hotel.
An employee also spends some time with each department to have an overview of the Hotel’s complete way of working.
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TRAINING AND DEVELOPMENT
Training department:
This Dept is closely assisted by HR Development (HRD) i.e. under taken by Training Manager along with an Assistant. This training is organized within the Hotel.
Through dedicated and trained staff..
The new enrolled staff is employed and observed for 3-9 months of probation period.
Detailed orientation of all the departments is given
On the job training is conducted
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CAREER PLANNING:
Employees who have the potential to rise further are chosen and trained for the next appointments.
To improve the skills of employees, frequent seminars, lectures and departmental briefings are conducted.
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PERFORMANCE APPRAISAL
Performance appraisal is being done on monthly basis in PC Hotel and record is also maintained
.The main purpose is to create competitive environment in the Hotel.
To provide feed back to employees, employee of the month is selected.
Same in the case of supervisor.
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COMPENSATION
Compensation basically is the program that encourage reward performance.
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COMPENSATION
Pay System.
Ability to pay and skill of an employee are also kept in view while devising various pay scales.
Pay structure is design to control, the effect of inflation, pay compression and pay raises.
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INCENTIVES AND REWARDS
Following are the rewards that are given to employees
Honesty awardsEmployee of the month.Supervisor of the month.Promotion to the next rank.Cash awards.
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FURTHER BENEFITS TO EMPLOYEES
Transportation.Free meals during working hours and free
laundry for the uniform.Free medical Recreation allowance.Birthday cake for employees.GratuityBonus.
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DEVELOPMENT OF EMPLOYEES RELATIONS
Inter and intra departmental relations are developed through frequent interactions.
Special meetings are held in case of any problem.
Internal problems of employees are solved through mutual understanding and co-operation
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CONCLUSION
The importance of Human Resource Management in an organization cannot be denied.
In case of a Hotel industry it gains more importance where a large number of diverse workforces have to be handled by the management.
We have concluded that in PC Rawalpindi HRM is running in a very organized and systematic manner.
Because of their dedication and commitment to their duties.
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REFERENCES
HASEENA GULHuman Resource Manager
HR Department
Attique –ur- RehmanHuman Resource Coordinator
HR Department
Contact Number:
051-556601 (Ext. 5870,5692)
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THANKS