hrp of a motel

8/8/2019 HRP OF A MOTEL

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HUMAN RESOURCE

PLANNING OF A MOTEL

PRESENTED BY

ARANYAK BHATTACHARYA

THE UNIVERSITY OFTHE UNIVERSITY OFBURDWANBURDWAN



THE HIGHWAYTHE HIGHWAY

MOTELMOTEL



INTRODUCTIONINTRODUCTION

Human beings are the most important assest in

the Hotels/Motels. Planning of human resourcesis the key to success of any hotels. The objectiveof human resource (HR) policy is to attract,recruit, retain develop competent personnel andcreate a continuously learning hospitality

organization.



HISTORY OF THEHISTORY OF THECOMPANYCOMPANY

THE HIGHWAYwas established in the year 2002, by Mr. Amit mukherjee asa Hospitality specialize. The company is committed to serve

the needs of the hospitality market place in an integrated,professional manner. The company strive to maintain thehighest standards of discretion and integrity.

It was in the year 2006 when the Director of the companythought to shift his business from a restaurant business to

a motel business, in Durgapur itself.

Some internal changes took place like changes in theHuman Resource planning & others but the name of thecompany was unchanged.



MISSION STATEMENTMISSION STATEMENT

To become the premier provideradvocate and to support member¶s

quest to improve health and providequality and affordable care.



LOCATION OF THELOCATION OF THEMOTELMOTEL



ABOUT THE COMPANYABOUT THE COMPANY

AREATOTAL LAND AREA :- 29040 Sq.ft

PER ROOM AREA :- 4.5*2.8 mt.

TOTAL BUILDING AREA :- 21520 Sq.ft

NUMBER OF ROOMS

24 NOS.

NUMBER OF STOREYS

01



FACILITIES OFFEREDFACILITIES OFFERED

The company provides various types of facilities usingsophisticated technologies, like:

Central Air-conditioning, Fully computerized system, 24 hrs service.

Hot water facility . Car parking facility. Laundary service. Swimming Pool facility. Filling Station.

and many more..

And all these in a very cheap rate.



ORGANIZATIONAL CHARTORGANIZATIONAL CHART

General Manager

Deputy General Manager

F & BManager

ExecutiveChef

F.O.Manager

H.K.Manager

AccountManager

TrainingManager

SecurityOfficer

Public RelationOfficer

Sous(3)Chef

Chef-de-partie(7)

Commis(10)

Apprentices

Asst.F.O.Manger

Bell Captain(5)

Porter-cum-page boy(5)

Public RelationAsst.(5)

House Keeper(8)

Room Attendant/Chamber

Maid(5)

Gardener(5)

AccountClerk(8)

Bill-cum-cash Clerk(5)

Security Gurd(5)Maitre de¶Hotel(7)

Barman

Commis d¶Range(6)

HR Manager

HR Executive

HR Management

Trainee



DUTY ROASTERSDUTY ROASTERS

Morning Shift -7a.m. to 4p.m.

Evening Shift-1p.m. to 10p.m

Night shift -10pm to 7am



MAN POWER DISTRIBUTIONMAN POWER DISTRIBUTION

Sr.no. Human Resource No. Salary PerMonth /head

01. General Manager 2 18000-20000

02. Managerial level 10 12000

03. Medium level staffs 30 8000

04. Lower level staff 50 4000 - 6000



TOTAL EXPENCE ON THETOTAL EXPENCE ON THEPREPARATION OF THE MOTELPREPARATION OF THE MOTEL

BUILDING COST - Rs 4,66,98,400

ELECTRICAL & FURNITURE COST - Rs 28,40,000

LAND COST - Rs 32,00,000

MISCELLENIOUS COST ± Rs 72,61,600

TOTAL COST - Rs 6,0000000



PROJECTPROJECT

PROFITABILIYPROFITABILIYANALYSISANALYSIS



Sr.no Description Value(Rs.) Value(Rs.)

01. Sales revenue 3,0670000

02. Manufacturing Expenses 1,3064655

a. Raw material 3980655

b. Utilities 552000

c. Manpower 8532000

03. Selling & Distibution Expenses 2600/m 31200

04. Administration Expenses 5200/m 62400

05. Interest on short term loan(10%) 1000000

06. Depriciation 200000

07. a. Machinery (10%) 418550

b. Furniture & Electrical (20%) 520000

08. GROSS

PROFIT(1+2+3+4+5+6+7)

1,53,73,195

09. Tax 30% of gross profit 4611959

10. NET PROFIT 1,07,61,237



MANPOWER DETAILSMANPOWER DETAILSTo start an industry the main thing required is labour requirement,

and is more required when it is a service industry or HospitalityIndustry. Some of the categories that fall under the ManpowerDetails are:-

(1)DEMAND OF MANPOWER =>

An industry has its full flow of business if it has a sound labourunion, and it falls also because of a sound labour union. The mainfactor depends on good co-operation and coordination among thestaffs. The management of the industry have some procedures forthe selection process of the staff.

The staff should be professional

Highly Qualified, Trained, Experienced, Efficient, Should have a good communication skill and Courteous.



MANPOWER DETAILSMANPOWER DETAILS

(2) SUPPLY OF MANPOWER =>

Manpower and labours are available fromdifferent sectors, such as:

Freshers or students from the institutes of hotelmanagements and Tourism Managements,

Experienced persons working in some motels orhotels or resorts etc«.

There is generally abundance of labourrequirements due to a large population of thecountry.



Human ResourceHuman ResourcePlanning ProcessPlanning Process

Inputs Tools andTechniques

Enterprise environmentalfactors

Organization charts andposition descriptions

Organizational processassets

Organizational Theory

Project Management Plan-

Activity resourcerequirements

Networking



HRP OF THE COMPANYHRP OF THE COMPANY

Redundancy or recruitment costs Consequences on morale

Redeployment/outplacement opportunities

Availability of skilled staff within the organization

Availability of suitable people in the job market Time constraints

Development/training needs/schedules

Management requirements.

To support line managers dealing with thepeople consequences of implementing thedecision. Information already gatheredprovides the basis for a human resource

plan.



MAN POWER PLANNING

1)How many staff do we have/need?

2)How are they distributed?3)What is the age profile?

4)How many will leave in each of the next five years?5)How many will be required in one, five, ten years?

FORECASTING METHODSHuman resource planners have a choice of techniques open to them,including: extrapolation (of past trends); projected production/sales;employee analysis; scenario building.

EMPLOYEE TURNOVER Turnover covers the whole input-output process from recruitment todismissal or retirement and takes the consequences of promotion andtransfer into account.

SOFT PLANNINGHRM implies that planning has to go beyond the 'numbers game' intothe softer areas of employee attitudes, behavior and commitment. Theseaspects are critical to HR development, performance assessment andthe management of change.



CONCLUSIONCONCLUSION

If HRP techniques are ignored, decisionswill still be taken, but without the benefit of understanding their implications. Graduaterecruitment numbers will be set in

ignorance of demand, or managementsuccession problems will develop unnoticed.

As George Bernard Shaw said: µto be in hellis to drift; to be in heaven is to steer¶. It is

surely better if decision makers follow thismaxim in the way they make and executeresourcing plans.

hrp of a motel

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