HR Practice Of The Taj Mahal Hotel Group

Dr. Ulrich goes on to support the need for HR in today’s business world. He feels that there are 5 critical challenges that businesses face: Globalization, profitability through growth, technology, intellectual capital, and change (Ulrich 126). Conversely, these things do not matter on a competitive scale. All businesses need these things to survive, but they can be attained and copied. The only competitive weapon left is organization (Ulrich 127). That is where Ulrich believes HR plays its most vital role. The differences between the leading businesses in their respective markets is their organization. Top-tier businesses are run efficiently with good HR relations. For businesses to take the next step towards maximizing their operations, they must change the culture surrounding HR and train their HR teams to become sufficient in promoting higher employee morale. Ulrich is convinced that senior operating managers must value the “soft” matters, define and hold HR accountable for its results, invest in innovative practices, and upgrade HR professionals (Ulrich

As companies continue to try to come up with a plan for remaining profitable, some are overlooking one of their best opportunities due to their short sightedness and obsession for short term gain. It is the very asset which most firms claim is their most important and the one which provides them their competitive advantage. It is also, in some companies, the asset which is most mistreated and neglected as it is the most costly. It is the company’s employees. I don’t know of any company which would not state that employees and their knowledge of the company, its products and services, processes,

Retaining employees is one way the turnover rate can decrease, Branham (2000), focuses on retaining valuable employees by incorporating four key elements. The first key elements is, “be a company that people want to work for”. There are many companies that have been labeled as, “employers of choice”. These employers all have something in common, which is how they value their employers (Branham, 2000). They treat their employees with respect and like family. With being an “employer of choice,” people are the most valuable asset; not just customers but employees too. Many companies go above and beyond for their customers, but not for their employees, yet they wonder why they are losing valuable talent.

WestJet Airline (WestJet) is one of the five most successful international airlines in the world with the high performance and the market share. The reason behind the success is the unique and powerful organizational culture. Employees, as the representative of an organization, is also part of the product which helps to constitute the image or the brand of the organization (Kusluvan, Kusluvan, Ilhan, & Buyruk, 2010, p172). As a matter of fact, how to manage employees is the key point to operational success and the management of employees various among organizations which formed the specific culture. This paper will discuss the organizational culture as well as the effective HR practice at WestJet in order to find out the connections

The reviews from employees reveal the organizations culture (e.g., work environment, morale of employees) to be one of reasonable pay for reasonable work, but the employee reviews don’t seem to indicate people love the company enough to stay put for a long time. When people are not happy in their jobs conflict can ensue. “Incivility erodes organizational culture and can escalate into conflict.” (Cardon 58)

Which results in better performance, greater efficiency, improved customer satisfaction, and lower costs, turnover, and absenteeism. In the current business and organization literature, employee satisfaction, respect, loyalty, and an atmosphere of feeling valued is imperative to the success of a business. The feeling that an employer sincerely cares for its employees is remarkable. In line with Gupta & Agarwal (2012), it is imperative that employees understand the worth of their lives in the workplace. Companies that express a genuine mutual care towards its employees gets better results. They are motivated to work harder and smarter. Many employers are only interested in the bottom line and performance, not their employees’ well-being and their

Employee exit means terminating the employment contract between employer and employee. The exit procedures include returning company passcode cards and materials in possession of employee, clearing the dues and exit interviews. At Posh Nosh the employees are recruited mostly through references and the company is like a big family. Employees at Posh Nosh work with Posh Nosh for many years (Posh Nosh, 2016). Therefore, most of the employees retire from the company. Whereas, in The London Kitchen, employees are recruited at all the positions for all the levels by submitting CV and covering letter (The London Kitchen, 2016). Therefore, it can be said that professional business culture is followed, because employees join the organization at all levels as well as leave it after few years of service. Exit interviews is the most dreaded part for both the parties, however, exit interviews are need for the company because, these interviews give valuable inputs about the changes needed to be done to improve employee retention and productivity. In addition to this it gives insights for motivating the employees by eliminating the negative factors and eliminates possible legal action on the employer (Wilkinson & Johnstone, 2016). Many employees worked for Posh Nosh over a decade (Posh Nosh, 2016). Hence, it can be said that exit interviews conducted at Posh Nosh are very successful in retaining the existing employees.

The hotel industry in India has been evolving and developing itself every year according to the need of the hour. The concept of boutique hotel has also shown its effect on the Indian soil leading to its growth and development over the decade and will continue forward. There are more than 15 boutique hotels in India mostly located in the urban areas having a healthy tourist visits. Some of the boutique hotels are:

One of the main tasks of the enterprises of various forms of ownership and spheres of activity - the search for effective ways to manage labor to ensure the activation of the human factor and achieve the best production results. The company «Hyatt Hotels Corporation» is today one of the leading companies offering hotel services. The company, headed more than 500 hotels all over the world, is of great interest as an object of study of the corporate culture, because it includes a huge number of employees (more than 30 thousand people). Hyatt Hotels and Resorts are distinguished unsurpassed quality of services precisely because of its staff. At the heart of the corporate principles of the company have the task to give our employees

Workforce turnover is a complex and important issue amongst today's organisations. It is perhaps one of the most often cited cause of increased cost and decreased productivity. No wonder people management has become an important frontier to extract and create more value from company assets. On comprehending the articles, it has become evident that organisations have moved beyond the traditional approach of only investing in core business activities, to invest in employee retention strategies. Many organisations, for example St. George Bank

This report is going to present the importance of planning, recruitment and selection, training and development, reward management in the human resource management of hotel industry. For detailed consideration,

In this Study review of literature is carried out regarding HR Roles in Indian MNCs. Some literature is also reviewed to understand the relationships among HR roles and to increase our understanding on how these HR roles are evolved, further various HR topologies are reviewed and the study tries to capture till date literature in the area.

The purpose of this report is to portrait , the major challenge for an organization is to create new strategies to retain its Valuable, Experienced &Talented employees. The management can control employees quitting within no time, but can’t put a complete full stop to it…… The major burden is on HR MANAGER ,the

Hrm is the way of managing the human resource so that they can be directed to the achievement of the overall goal of the company. InterContinental Hotels Group PLC, informally known as InterContinental Hotels, a multinational hotel company which headquarter is in Denham, United Kingdom, has over 700000 rooms in almost 5000 hotels across approximately one hundred countries. Being a multinational company, managing employment relation and handling the employment laws that affect InterContinental Hotels Group PLC are both necessary. The role of human resource management, employment relation, employment laws in InterContinental Hotels Group PLC are discussed further.

(Activity A) Based on the information you have at the end of Part 1, what do you think the key