A project report on the talent management in top 3 hotels in INDIA

Project on Talent management and Employee Engagement - Project on service sector

Submitted to: PROF VIDYA IYER

Submitted by: Gaurav Jain

Rachita Dash

Richa Sharma

V Satya Deepak

INTRODUCTION TO THE COMPANIES

India has become one of the most sought after tourist destination in recent times.

India has various state of the art hotels to cater to its ever-growing tourism

industry. There are various group hotels in India, which offer modern day facilities

at par with world standards.

THE ASHOK GROUP

Counted amongst the foremost of the five star hotels in New Delhi, The Ashok

Hotel, New Delhi is a flagship hotel of the Ashok group that fuses the elements of

traditional magnificence and flawless services. The strategic positioning of the

hotel in Delhi’s Diplomatic Enclave, makes it popular with both the business and

the leisure travelers.

THE TAJ GROUP

The Indian Hotels Company Limited (IHCL) and its subsidiaries are collectively

known as Taj Hotels Resorts and Palaces and are recognized as one of Asia's

largest and finest hotel company. Incorporated by the founder of the Tata Group,

Mr. Jamsetji N. Tata, the company opened its first property, The Taj Mahal Palace

Hotel, Bombay in 1903. The Taj, a symbol of Indian hospitality, completed its

centenary year in 2003.

THE OBEROI GROUP

The Oberoi Group has been acknowledged as one of the best hotel groups in the

world. Oberoi Hotels & Resorts has been rated the best hotel chain (outside

the U.S.A.) by Conde Nast Traveler – 2007, Business

Travel Awards 2007 Readers Poll. Oberoi Ho t e l s a n d R e s o r t s h a v e

b e e n r a n k e d t h e b e s t h o t e l c h a i n ( o u t s i d e t h e Un i t e d Kingdom) in

the guardian and observer travel awards 2008.

INTRODUCTION OF THEIR EMPLOYEE ENGAGEMENT

SYSTEM

THE TAJ GROUP

Taj Group which enjoys a high loyalty factor has one the lowest employee turnover

in the sector. They identify school students with right attitude and train them for

different jobs. Besides regular training, they conduct special program me to

inculcate a work culture that is crucial to the hospitality sector. The group also runs

skill development centers across the country where students from villages were

trained in basic skills.

THE ASHOK GROUP

To meet the expectations of the employees all over the world, ashok hotels has

defined the framework of a worldwide compensation and benefits policy, which is

adapted according to the specifics. Ashok has a professional progression that

enables the employees to experience faster career advancement. The employees

have a benefit from career development through a change of function, profession

or country, while remaining within Ashok

THE OBEROI GROUP

According to the oberoi group, cultural integration is the most crucial objective

which must be addressed. To achieve the cultural integration, one needs to initiate

internal communication, create employee awareness, undertake relevant training

program me. The free flow of communication and adequate training programmer

would guarantee that the brand value remains intact.

ANALYSIS OF THE DATA AND SUGGESTIONS

GENDER ANALYSIS:

The sample had the following composition in terms gender:

Gender

Frequency Percent Valid Percent Cumulative Percent

male 38 59.4 59.4 59.4

female 26 40.6 40.6 100.0

Total 64 100.0 100.0

Out of the survey done by us we had received the responses from 38

men & 26 women that means more than 59% of males and 41% females

Q1) I am very satisfied with the work I do

q1

Frequency Percent Valid Percent

Cumulative

Percent

Valid strongly agree 25 39.1 39.1 39.1

Agree 34 53.1 53.1 92.2

Disagree 4 6.2 6.2 98.4

strongly disagree 1 1.6 1.6 100.0

Total 64 100.0 100.0

The first question talks about the satisfaction of the work that the employees have while

performing the job. The statistics shows that 25% of them strongly agree that are satisfied with

the work that they do while 34% of them just agrees to it, 4% disagrees and 1% of them strongly

disagrees with the level of work satisfaction.

SUGGESTIONS The company must try to find out why the employees are not satisfied with the work. It’s

important to know the grievances of the employees before approaching them for further training

and once the reason is known the companies can take necessary steps which will motivate the

employees.

Q2) my job is interesting

q2


Cumulative

Percent


agree 44 68.8 68.8 90.6

disagree 4 6.2 6.2 96.9


Total 64 100.0 100.0

The analysis states that 14% of the people strongly agree that their job is interesting to them that

show that they enjoy their work. While 44% agrees to this and 4% and 2% disagrees and strongly

disagrees to this.

SUGGESTIONS

If the employees don’t find their job interesting that means either they are losing interest in the

job that they are doing or they don’t find any motivational factor behind their work and that

factor can either be provided either financially or by fulfilling the reasons due to which the

employees are not finding the work interesting

Q3) I know exactly what I am expected to do

q3


Cumulative

Percent


Agree 41 64.1 64.1 93.8

Disagree 3 4.7 4.7 98.4


Total 64 100.0 100.0

The statistics shows that only 41% of the employees know what they are expected to do, while

19% strongly agrees to it, 3% disagrees and 1% strongly disagrees

.

SUGGESTIONS

An employee who does not know what is expected of them will either think that they are doing

great and will be devastated when the employer tells them that they are not or will think that they

are doing badly when in fact they are not. Both scenarios lead to an unproductive employee.

So the manager must reflect on the following question, ‘How do you know that your employees know what you expect of them?’ Unless they answer their expectations it’s not possible to take

any necessary step

Q4) I am prepared to put myself out to do my work

q4


Cumulative

Percent


agree 27 42.2 42.2 87.5

disagree 4 6.2 6.2 93.8


Total 64 100.0 100.0

The statistics shows that 29% of them strongly agree with the question while 27% and 4%

disagrees.

SUGGESTIONS

To have a have a clear understanding of what needs to be accomplished and when and by

creating a strategic plan and sharing it with employees, the employer will give the staff much of

what they need to know to do their job. They need to know where the company is headed and

how they can contribute.

Q5) my job is challenging

q5



Agree 35 54.7 54.7 79.7

Disagree 11 17.2 17.2 96.9


Total 64 100.0 100.0

The statistics shows 35 % employees says that they find their job challenging and 16 % of them

strongly agrees to it, while 11% disagrees and 2% strongly disagrees.

SUGGESTIONS

Creating a good blend of factors that contribute to a stimulating, challenging,

supportive, and rewarding work environment is one of the suggestions.

Q6) I am given plenty of freedom to decide how to do my work

q6

Frequency Percent

Valid

Percent

Cumulative

Percent


agree 37 57.8 57.8 73.4

disagree 15 23.4 23.4 96.9


Total 64 100.0 100.0

37% of the employees agree that they are being given enough freedom on their work while 15%

disagrees and 2% strongly disagrees.

SUGGESTIONS

Creating a work climate that promotes a high level of teamwork, communication, problem-solving, and

fulfillment for everyone. Foster a positive work environment through leadership by example and with

sincere care and concern for each employee’s needs. Think of leadership as a relationship, not a title.

Q7) I get plenty of opportunities to learn in this job

q7


Cumulative

Percent


agree 34 53.1 53.1 89.1

disagree 6 9.4 9.4 98.4


Total 64 100.0 100.0

SUGGESTIONS

Creating a work climate that promotes a high level of teamwork, communication,

problem-solving, and fulfillment for everyone. Fostering a positive work

environment through leadership by example and with sincere care and concern for

each employee’s needs

Q8) the facilities/equipments/tools provided are excellent

q8


Cumulative

Percent


agree 35 54.7 54.7 75.0

disagree 15 23.4 23.4 98.4


Total 64 100.0 100.0

The statistics shows 35 % agrees to that the facilities being provided are excellent while only

13% strongly agrees with it and 15 %disagrees and 1 % strongly disagrees

SUGGESTIONS

It means there is a lack of job satisfaction among the employees. This can be very well achieved

only by providing proper work environment along with flexible work arrangements, possibly

including telecommuting, Training and other professional growth opportunities, A stable, secure

work environment that includes job security/continuity, Flexible benefits, such as child-care and

exercise facilities, Up-to-date technology etc

Q9) I get excellent support from my boss

q9


Cumulative

Percent


agree 35 54.7 54.7 71.9

disagree 14 21.9 21.9 93.8


Total 64 100.0 100.0

The data shows 11% strongly aggress that they get excellent support from their boss while

majority of them i.e. 35% agrees to the same while 14% and 4 % disagrees and strongly

disagrees to the same.

SUGGESTIONS

There is a lack of communication between training providers and the workplace about the actual

skills required in the world of work. So if they don’t get support from their boss the lack of

communication may b one of the reasons behind it so bridging the gap between the employer and

employee is our suggestion for this situation. Again a domineering boss creates fear and loss of

creativity. On the other hand, a boss who demonstrates a positive interest in the success of his or

her employees and shows that he or she is willing to help them succeed sends a message of hope

and affirmation that actually stimulates creativity.

Q10) my contribution is fully recognized

q10


Cumulative

Percent


Agree 37 57.8 57.8 87.5

Disagree 7 10.9 10.9 98.4


Total 64 100.0 100.0

The data says 37 %of employees think that their contribution is fully recognized while 19% of

them strongly agree with it. 7% disagrees and only 1% strongly disagrees

SUGGESTIONS

Building solid working relationships and helping employees become engaged in their work

means creating methods for employees to tell what is on their mind. In the end, if employers

listen to every word the employees have to say, everyone will benefit. Asking employees what is

important to them, asking them if there is something that would help them do a better job.

Q11) the experience I am getting now will be a great help in advancing my future career

q11

Frequency Percent

Valid

Percent

Cumulative

Percent


agree 30 46.9 46.9 85.9

disagree 7 10.9 10.9 96.9


Total 64 100.0 100.0

The data shows 25 % of them strongly agree while 30 % of them agree that the experience will

be helping them in the future career. While 7% disagrees and 2 % strongly disagrees to it.

SUGGESTIONS

The employees will only think that he work that they are doing is important only when their

contribution to the organization will be recognized and rewarded. The employees must also be

very specific of kind of work that they need to do that will provide enough growth opportunities

Q12) I find it easy to keep up with the demands of my job

q12



agree 36 56.2 56.2 76.6

disagree 13 20.3 20.3 96.9


Total 64 100.0 100.0

13 % find it easy to keep up with the demands of the job while 36 % agrees to it and 13 %

disagrees and 2 % strongly disagrees.

SUGGESTIONS

If the employees know what exactly is expected of them they can deliver to the expectations. It’s

important for them to know that on a daily basis whether they are doing job well or are doing

badly. If they know their expectations and are delivering them then they will be in a less stressed

position as they will know themselves know that what they are contributing. The training and

development are next suggested.

13) I have no problems in achieving a balance between my work and my private life

q13


Cumulative

Percent


agree 31 48.4 48.4 78.1

disagree 13 20.3 20.3 98.4


Total 64 100.0 100.0

31% of the employees agree that they don’t have problems in achieving a balance between the

work and private life while 19% of them strongly agree. But 13 % of them disagree with the

situation and 1% strongly disagrees

SUGGESTIONS

A perfect balance between the work and private is essential for an employee so that he/she can

concentrate on their work. Managers who are serious about the job satisfaction of workers can

also take other deliberate steps to create a stimulating work environment by Flexible work

arrangements, possibly including telecommuting, Flexible benefits, such as child-care and

exercise facilities, A stable, secure work environment that includes job security/continuity etc.

Q14) I like working for my boss

q14



agree 40 62.5 62.5 75.0

disagree 14 21.9 21.9 96.9


Total 64 100.0 100.0

The data shows 40 % of the employees like working for their bosses while 8% strongly agrees to

it, 14% disagrees and 2 % strongly disagrees

SUGGESTIONS

Whatever the leadership style of a manager is it is contagious to the people who report to him. A

domineering boss creates fear and loss of creativity. On the other hand, a boss who demonstrates

a positive interest in the success of his or her employees and shows that he or she is willing to

help them succeed sends a message of hope and affirmation that actually stimulates creativity.

Our suggestion is that the manager as coach must also provide employees an appropriate level of

power to make choices in how they do their job. This practice demonstrates respect for the

individual and affirms value. Finally they must always keep your promises. This can be one of

the ways in building relationships with employees by building them up and encouraging them to

grow

Q15) I get on well with my work colleagues

q15



agree 47 73.4 73.4 84.4

disagree 9 14.1 14.1 98.4

strongly agree 1 1.6 1.6 100.0

Total 64 100.0 100.0

47% of the employees get on well with the employees while 9 % of them disagree to it and 1 %

strongly disagrees with the same.

SUGGESTIONS

Securing positive outcomes while talking to each employee individually, gathering information

to the causes of the personal or work-related problems leading to the diminished performances

and then trying to proceed from there.

Q16) I think this organization is a great place in which to work

q16



agree 31 48.4 48.4 82.8

disagree 9 14.1 14.1 96.9


Total 64 100.0 100.0

The analysis shows 22% agrees that the organization is a great place to work in with 31% who

agrees with the same and 9% which disagrees and 2 % which strongly disagrees

SUGGESTIONS

Creating a culture that fosters innovation, quality, teamwork, continuous improvement is the key

to the success of any Company or to Work For and the environment they create for their

employees is the single most important factor in determining their success.

Q17) I believe I have a good future in this organization

q17


Cumulative

Percent


agree 42 65.6 65.6 82.8

disagree 9 14.1 14.1 96.9


Total 64 100.0 100.0

The data clearly shows 42%of the employees agree that they have a good future in the

organization while 11% strongly agrees to it and 9% disagrees and 2 % strongly disagrees with

the same

SUGGESTIONS

From generous employee benefit packages to encouraging an open line of communication

between staff and management, supreme importance must be on worker satisfaction. Here are a

few suggestions. Supervisors should ask top brass to write a personal note to employees who

deserve recognition, making work fun, a stable, secure work environment that includes job

security/continuity and providing an environment in which workers are supported by an

accessible supervisor who provides timely feedback as well as congenial team members

Q18) I intend to go on working for this organization

q18



agree 34 53.1 53.1 84.4

disagree 9 14.1 14.1 98.4


Total 64 100.0 100.0

The data indicates while 34% agrees to work for the organization, 20% strongly agrees to it 9%

disagrees and 1 % strongly disagrees

SUGGESTIONS

Job satisfaction is the main reason behind the retention of the employees. Organizations can help

to create job satisfaction by putting systems in place that will ensure that workers are challenged

and then rewarded for being successful.

Q19) I am happy about the values of this organization – how it conducts its business

q19


Cumulative

Percent


agree 38 59.4 59.4 90.6

disagree 6 9.4 9.4 100.0

Total 64 100.0 100.0

The analysis states 20% of the employees strongly agrees that they are happy about the values of

the organization, 38% agrees to it again but only 6% disagrees on this.

SUGGESTIONS

The culture of the organization is a reflection of the values, beliefs and behaviors of the leaders

.suggestions are Building ethical conduct into corporate systems, reminding the employees of the

priorities, goals, roles and expectations and priorities.

Q20) I believe that the products/services provided by this organization are excellent.

q20



agree 34 53.1 53.1 81.2

disagree 10 15.6 15.6 96.9


Total 64 100.0 100.0

The data shows 18% strongly agrees that the services of their organization are excellent, 34%

agrees while 10% disagrees and 2 % strongly disagrees on the same

SUGGESTIONS

If an employee thinks that the product or services is not the excellent he might be correct but

another reason may be that he is not motivated enough. Motivation only comes when any

employee is fully satisfied be it financially or mentally. So not only this collaboration of proper

work environment along with best incentives with recognitions is the best way we can suggest to

the originations facing the problem.

Documents

A project report on the talent management in top 3 hotels in INDIA