internship project on recruitment and selection at lemon tree hotel

7/30/2019 Internship Project on Recruitment and Selection at Lemon Tree Hotel

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INTRODUCTION

The purpose of the study of recruitment and Selection in Hotel Lemon Tree

Premier is to experience the quality & quantity required by the company and

now the requirement is met. It is done to save the time of the company by

supplying the desired manpower which is required by them. It is done to bridge

the gap between desired manpower & actual manpower i.e. Human Resource.

The job profile of the personnel who is selected by the Hr department is for the

front office executive.

In order to fulfill the project requirements I personally did recruitment for the

Hotel Lemon Tree Premier which helped me to understand a practical face

of the study. Apart from the recruitment and selection.

LEMON TREE PREMIER, GURGAON

Thus, we found recruitment and selection are the paramount in the whole

Human Resource management chain. The recruitment process is one of the

ways that an organization can cope up with shortcomings in its human resource


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needs. Recruitment refers to organizational activities that influence the number

and type of applicants who apply for a job and whether the applicants accept

jobs that are offered. Selection is a term by which an organization chooses the

right candidate for the right job at the right time, at the right place. In fact the

organization shortlists candidate as a person who best meets the selection

criteria for the position available, considering current environment conditions.

This report is an experience based and does not involve any survey. However on

the basis of my findings, certain recommendations and suggestions have been

provided that can help to increase the efficiency of HR functions that are carried

at Hotel Lemon Tree Premier.


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OBJECTIVES OF THE STUDY

The objective behind the study of this project report is:

To know about the concept of recruitment.

To know about the concept of selection.

To know about the difference between recruitment & selection.

To know in detail about the recruitment & selection process in Hotel

Lemon Tree Premier.

To have an idea about the growth rate and attrition rate in this company.


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SCOPE OF THE STUDY

This study has a wide scope as it explores the entire recruitment and selection

process of the Hotel Lemon Tree Premier Company along with formats and

explanations.

Primary data which was collected from employees was depending upon the

responsiveness, attitude, aptitude, and ethical values and constraints on account

of internal rules, regulations, norms, and perception level and understanding

level, leadership, experience, expectations and generally prevailing market

trends. Hence dependent assumptions were to be made through the analysis.

Many a time things could not get opened because of limited transparency and

openness, as a trainee is semi outsider for an organization. The scope of theresearch is very vast; however the total time period available was very limited

for the purpose of study, observations, analysis, and conclusion. Second

important thing is on account of ethical and moral obligations, analysis and

manager disclosure of all pertinent and particular policies has got limitations

because of his positional accountability and responsibility.


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COMPANY PROFILE

Lemon Tree Hotel Logo

Lemon Tree Hotels is a hotel chain company based in India. Incorporated in

2002, the company owns and operates approximately 1,900 rooms across 18

mid-scale hotels across India.The first Lemon Tree Hotel opened in Gurgaon in

June 2004. It is in Udyog Vihar with 49 rooms.

While 5 Star hotels in India are at par with global competitors, there is a near

absence of internationally acceptable mid-market hotels. This gap is now being

proficiently filled by the Lemon Tree Hotels chain which operates in the upscale

and upscale 'plus' (through Lemon Tree Premier) segment in India.

Youthful, spirited, efficient and growing at an incredible pace, Lemon Tree

Hotels are India's first, largest and finest chain of upscale hotels and resorts.

Not surprisingly, they say that being at a Lemon Tree hotel is like being offered

a tall glass of icy cold lemonade after hours of traipsing through the hot and dry

desert!


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Lemon Tree Employees

Lemon Tree Premier, our new upscale 'plus' brand that retains the essence of

the upscale Lemon Tree by continuing to provide the fresh, fun and spirited

experience the group is so well known for. Lemon Tree Premier provides an

enhanced product-service offering and superior amenities. At Lemon Tree

Premier - it's everything that our customers love about the 'refreshingly

different' Lemon Tree Hotels... 'plus' more.

A Brand New Vision

At the Lemon Tree Hotel Company we plan to be India's largest and finest chain

of upscale hotels and resorts.

A Bright Mission

At Lemon Tree Hotels, we not only see the big picture, we make sure that it

remains bright and clear. That's why we are committed to:

The well-being of our colleagues, whose happiness and self-worth is of utmost

importance to us.

The delight of our customers, whose safety, security and sense of well-being

and care is our main reason for being.


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The expectations of our shareowners, whose confidence and trust propel us to

excel further.

The needs of society, so that we may give back a part of what we receive, to

contribute to a greater goal.

The efficiency of our processes, so that we can be the most cost-effective

quality service provider and thereby offer the greatest value, which our

customers have every right to expect.

Management Team - Humans

Patanjali (Patu) Keswani

Chairman & Managing Director

Patu is a B.Tech in Electrical Engineering from IIT

Delhi (he was presented the Distinguished Alumni

Award by IIT Delhi during the Institute's Golden

Jubilee celebrations in 2011) and an MBA from IIM Kolkata. Patu worked for

over 15 years in the Tata Administrative Services, where his last role was as

Senior Vice President & Chief Operating Officer of Taj Business Hotels.

Subsequently Patu has also worked briefly with A.T. Kearney Inc., as Director

in their India Office

Patu promoted Lemon Tree Hotels in 2002 and Red Fox Hotels (a mid scale

hotel chain) in 2006.

Rahul Pandit

President & Director on the Board

Rahul is a graduate of the Institute of Hotel

Management, Pusa, New Delhi and is a former

member of the Indian Karate team. He has also studied brand management,


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Major Rajesh Chauhan

Chief People Officer

Rajesh graduated from the National Defence Academy, Pune.

He holds a masters degree in Public Administration and a PGD

in Personnel Management. Rajesh was associated with The

Oberoi Group, prior to his last assignment with IHHR

Hospitality (Ananda and Ista Hotels) where he was working as Vice President - Human

Resources.

Kapil Sharma

Chief Financial Officer

Kapil is a Chartered Accountant. His last assignment was as

Head-Finance and Accounts, Leroy Somer (Emerson Group).

Kapil has over a decade of experience in the finance and

commercial function, and has also worked with DHL Worldwide

Express and Onida Finance.

Murlidhar Rao

Chief Operating Officer-Lemon Tree Premier

Murli is a graduate of the Institute of Hotel

Management, Catering Technology and applied

Nutrition, Mumbai and brings with him over 25 years of

hotel operations experience at various levels in both

lifestyle and luxury hotels. His last assignment was

with Alila Hotels and Resorts, Singapore as Vice President-Operations. Murli

has worked with Four Seasons, Point Grace Resorts, The Oriental and The

Leela Kempinski.


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Sumant Jaidka

Chief Operating Officer-Lemon Tree Hotels

Sumant is a graduate from the Salzburger School of

Hotel Management, Austria. His last assignment was

as Executive Assistant Manager, Crowne Plaza, New

Delhi. He has worked with the The Taj Group of Hotels, Hilton, Maurya

Sheraton and Hyatt Regency.

Aradhana Lal

Vice President-Corporate Communications &

Sustainability Initiative

Aradhana is an MBA from IIM Ahmedabad and currently

handles Corporate Communications and Sustainability

Initiatives as well as supports the Development & Feasibility effort. She was earlier Vice

President-Sales & Marketing at Lemon Tree Hotels. Aradhana has previously worked with

Hindustan Unilever and the Taj Group of Hotels.

Cyrus Madan

Assistant Vice President-Development and Feasibility

Cyrus is a graduate from the Welcomegroup Graduate

School of Hotel Administration, Manipal and currently

works with Patu in the Strategy, Growth and business

development areas. He was earlier head of operations

at Red Fox Hotels. Cyrus has previously worked with GE Capital and the Taj

Group of Hotels.

Rajiv Tyagi

Assistant Vice President-Finance

Rajiv is a commerce graduate from Delhi University.


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He has worked for over 25 years with ITC Maurya Sheraton and the Taj

Group of Hotels (Delhi), where he was last the Area Credit Manager, Taj

Group, Delhi.

Naresh Chander Malhotra

Assistant Vice President- Projects & Engineering

Services

Naresh is a mechanical engineer, a graduate (Delhi

University) and holds part A' AMIE certification. His

last assignment was as Chief Engineer, Batra Hospital. His experience also

encompasses the Taj Group of Hotels, Clarks Hotels, Santa Cruz InternationalAirport and Indraprastha Power Station.

Nikhil Sharma

Assistant Vice President-Operations

Nikhil is a graduate of the Institute of Hotel

Management, Pusa, Delhi. His last stint was as a

senior Front Office team member at Grand

Intercontinental Hotel, Delhi. His experience includes Taj Hotels in Delhi and

Udaipur, Marriot in Mumbai and Intercontinental in Srinagar and Delhi.

Vikramjit Singh

Assistant Vice President & National Director of Sales

Vikramjit is a graduate of the Shri Ram College ofCommerce, Delhi and a post graduate in Hospitality

Management and Administration from the Taj Group of

Hotels. He was last an entrepreneur in Assam where he ran his own hotel.

Vikram is currently the national sales leader of Lemon Tree Hotels.

Sareena Kochar

General Manager-Housekeeping


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Sareena is a B. Sc. from Kurukshetra University with professional diplomas in

Hotel Management. Her last assignment was as Corporate Executive

Housekeeper, VLCC Health Care. Prior to this she was with Howard

International and Jaypee Residency Manor in Mussorie, Vasant Continental,

Delhi and Intercontinental in Delhi, Goa and Srinagar.

Ajai Kumar

Chief Information Officer

Ajai is an MCA from Madan Mohan Malaviya

Engineering College, Gorakhpur, U.P. He has 19 years

of experience in the management of IT, including

solution design, enterprise wide implementation, data

centers, networks, process re-engineering and managing change. Prior to

joining Lemon Tree Hotels, Ajai worked with blue chip corporates- Anand

Automotive Systems, Blue Dart, Central Cottage Industries, Gati & BAX

Global India.

Rajiv Srivastava

General Manager & Group Corporate Chef

Rajiv is a graduate of the Institute of the Hotel

Management, Lucknow. He is a specialist in French, Japanese, Oriental,

Mediterranean, Indian and Italian cuisine. He was last the Executive Chef of

Soaltee Crowne Plaza, Kathmandu, Nepal. Rajiv has previously worked in

Greece, Malaysia, Philippines and India with various IHG hotels and Hyatt

Regency, New Delhi.

Rajesh Kumar

General Manager-Human Resources

Rajesh is a post graduate in Personnel Management

and Industrial Relations. His last assignment was as


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Senior Manager-Human Resources, Mahindra Holidays & Resorts. Over a

career spanning 11 years, he has worked with Select Holiday Resorts,

Gurgaon, Oberoi Hotels & Resorts and Oberoi McAlpine India Limited, Shimla.

Rahool Macarius

General Manager & National Head - Regional Sales

Offices

Rahool is a graduate in hotel management from M.S

Ramiah College, Bangalore and a diploma holder from the American Hotel

& Motel Association. Rahool has previously worked with the

Intercontinental Hotels Group and was a Regional Sales Manager with ITC

Fortune Hotels.

R. Hari

General Manager-Human Resources

Hari is a post graduate in Personnel Management and

Industrial Relations and a post graduate in Arts with a

professional degree in Law. His last assignment was as

General ManagerHuman Resources, VLCC. Over a

career spanning 24 years, Hari has worked with Sun n Sand, Pune; Holiday

Inn, Ooty; Ahmedabad and Vadodara and with ITDC.

Jai Raj Singh

General Manager-Materials Management

Jai Raj is an arts graduate, with a professional diploma

in materials management. His last assignment was

with S. J. P. India Associates as General Manager-

Commercial. His 28-year experience includes Nirulas Corner House,

Intercontinental, Times of India, Fedders Lloyd Corporation and Delhi Cloth

Mills.


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Saket Puri

General Manager-Finance

Saket is a CA with over 18 years of experience. His

last assignment was as a Finance Consultant with

Spraylite Industries, Dubai. Prior to this, Saket has

worked across the manufacturing, construction, shipping and hospitality

industries in India and Dubai.

Lt. Colonel Narendar Chowdhry (Retd.)

General Manager-Security & Administration

Narendar is a commerce graduate from Delhi

University. He was an Indian Army officer for 20 years

and handled security, intelligence, administration and

logistics in both combat and peace time. Narendar was part of the Indian

Peace Keeping Force in Sri Lanka and Kargil.

Rakesh Kumar

General Manager-Projects & Engineering Services

Rakesh is an engineer from Bangalore University,

Karnataka and has 23 years of experience in India and

abroad. His last assignment was as Head-Installation,

DCM Shriram Consolidated prior to which he worked with A.P.I.L. (Ansals),

T.C.I.L. and KSA.

Inder Pal Batra

General Manager-Finance

Inder is a Chartered Accountant. His last assignment

was as Manager Accounts with Ajanta Offset &

Packaging Limited. With over a decade of experience

in the finance function, he has also worked with Frontier Biscuit Factory, New

Delhi, Arti Foods and Fats, New Delhi and P. S. Kohli & Company, New Delhi.


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Joginder Singh

General Manager-Projects & Engineering Services

Joginder is a Mechanical Engineer. His last assignment

was as Manager-Engineering Services with Indian

Tourism Development Corporation. Over a career

spanning 24 years, he has also worked with the Taj Group of Hotels.

Tarun Lakhanpal

Associate General Manager-Revenue Management &

Distribution

Tarun is a graduate of the Institute of Hotel

Management, Catering Technology and Applied

Nutrition, Bangalore. He has previously worked with Jaypee Residency

Manor, Mussoorie and Hotel Nikko New Delhi. Tarun leads the Revenue

Management and Distribution function at Lemon Tree Hotels.

Prashant Mehrotra

Deputy General Manager-Sales

Prashant is a graduate from the Institute of Hotel

Management, Gwalior. He has previously worked with

Oberoi, Trident and Radisson Hotels. Prashant was

earlier the General Manager of Lemon Tree Hotels in Gurgaon, Indore and

Ahmedabad.

Davender Kapoor

Manager-Projects & Engineering Services

Davender is an engineer from Government

Polytechnic, Chandigarh. His last role was as Chief

Engineer, New Age Hotels and Resorts. Prior to that

Davender worked with ECE Elevators and The Taj Group of Hotels.


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Winner of the National Award 2011, by the Government of India for

BEST EMPLOYER for the empowerment of persons with disabilities

Lemon Tree Hotels

Ahmadabad, Gujarat, Chennai, Tamil Nadu, Hyderabad, Andhra Pradesh

Aurangabad, Maharashtra, Delhi, Indore, Madhya Pradesh

Bangalore, Karnataka, Goa, IndiaMuhamma, West of Kumarakom, Kerala

Chandigarh, Gurgaon, Haryana, Pune, Maharashtra.

Upcoming Hotels

Lemon Tree Hotel, Chandigarh (Already Opened in March'12)

Lemon Tree Hotel, Delhi International Airport

Lemon Tree Hotel, East Gurgaon

Lemon Tree Hotel, Mumbai

Lemon Tree Hotel, City Center, Pune

Lemon Tree Mountain View Resort, Shimla
http://www.lemontreehotels.com/ahmedabad-sitemap.aspxhttp://www.lemontreehotels.com/chennai-sitemap.aspxhttp://www.lemontreehotels.com/hyderabad-sitemap.aspxhttp://www.lemontreehotels.com/aurangabad-sitemap.aspxhttp://www.lemontreehotels.com/delhi-sitemap.aspxhttp://www.lemontreehotels.com/indore-sitemap.aspxhttp://www.lemontreehotels.com/bengaluru-sitemap.aspxhttp://www.lemontreehotels.com/goa-sitemap.aspxhttp://www.lemontreehotels.com/chandigarh-sitemap.aspxhttp://www.lemontreehotels.com/gurgaon-sitemap.aspxhttp://www.lemontreehotels.com/pune-sitemap.aspxhttp://www.lemontreehotels.com/pune-sitemap.aspxhttp://www.lemontreehotels.com/gurgaon-sitemap.aspxhttp://www.lemontreehotels.com/chandigarh-sitemap.aspxhttp://www.lemontreehotels.com/goa-sitemap.aspxhttp://www.lemontreehotels.com/goa-sitemap.aspxhttp://www.lemontreehotels.com/bengaluru-sitemap.aspxhttp://www.lemontreehotels.com/indore-sitemap.aspxhttp://www.lemontreehotels.com/delhi-sitemap.aspxhttp://www.lemontreehotels.com/aurangabad-sitemap.aspxhttp://www.lemontreehotels.com/hyderabad-sitemap.aspxhttp://www.lemontreehotels.com/chennai-sitemap.aspxhttp://www.lemontreehotels.com/ahmedabad-sitemap.aspx


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LITERATURE REVIEW

1) RECRUITMENT & SELECTION PROCESS OF MAN

POWERCOMPYAN'

What is Recruitment?

Finding and Attracting Applicants

Recruitment is a process of finding and attracting capable applicants for

employment. The process begins when new recruits are sought and ends when

their applications are submitted. The result is a pool of applications from which

new employees are selected.

It is the first part of the process of filling a vacancy, it includes the examination

of the vacancy, the consideration of sources of suitable candidates, making

contact with those candidates and attracting applications from them.

The need for recruitment may arise due to the following situation:

1. Vacancies due to transfer, promotion, retirement, termination, permanent

disability or death of worker.

2.

Creation of vacancies due to expansion, diversification, growth etc.


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MEANING OF RECRUITMENT

Recruitment is understood as a process of searching for and obtaining

applicants for job, from among them the right people can be selected. Though

theoretically recruitment process is said to end with the receipt of applications,

in practice the activity extends to the screening of applications so as to eliminate

those who are not qualified for the job.

Recruitment Process:-

The recruitment process can be divided into seven stages:

1.Identify vacancy

2.Prepare job description and person specification

3. Advertising the vacancy


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4.Managing the response

5.Short-listing

6.Arrange interviews

7.Conducting interview and decision making

RECRUITMENT PROCESS: RECRUITMENT PLANING

Number of contacts

Types of contacts

RECRUITMENT STRATEGY DEVELOPMENT

Make or buy employees

Technological sophistication

Where to look

How to look

Competitors

Evaluation of external recruitment

Sources of Recruitment: There are two sources of recruitment:-

1. Internal Source:-These sources lie within the organization.

2. External Source:-These sources lie outside the organization

Both the sources are shown in the figure given below


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INTERNAL SOURCES

1. TRANSFERSThe employees are transferred from one department to another

according to their efficiency and experience.

2. PROMOTIONSThe employees are promoted from one department to another withmore benefits and greater responsibility based on efficiency and

experience.

3. Others are Upgrading and Demotion of present employeesaccording to their performance.

4. Retired and Retrenched employees may also be recruited onceagain in case of shortage of qualified personnel or increase in load of

work. Recruitment such people save time and costs of the


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organisations as the people are already aware of the organisational

culture and the policies and procedures.

5. The dependents and relatives ofDeceased employees and Disabled

employees are also done by many companies so that the members of the

family do not become dependent on the mercy of others.

EXTERNAL SOURCES

1. PRESS ADVERTISEMENTSAdvertisements of the vacancy in newspapers and journals are a widely used

source of recruitment. The main advantage of this method is that it has a wide

reach.

2. EDUCATIONAL INSTITUTESVarious management institutes, engineering colleges, medical Colleges etc. are a

good source of recruiting well qualified executives, engineers, medical staff etc.

They provide facilities for campus interviews and placements. This source is

known as Campus Recruitment.

3. PLACEMENT AGENCIESSeveral private consultancy firms perform recruitment functions on behalf of

client companies by charging a fee. These agencies are particularly suitable for

recruitment of executives and specialists. It is also known as RPO (Recruitment

Process Outsourcing)

4. EMPLOYMENT EXCHANGESGovernment establishes public employment exchanges throughout the country.

These exchanges provide job information to job seekers and help employers inidentifying suitable candidates.

5. LABOUR CONTRACTORSManual workers can be recruited through contractors who maintain close

contacts with the sources of such workers. This source is used to recruit labour

for construction jobs.


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Advertisement cost

Recruitment overheads and expenses

Cost of overtime and outsourcing

EVALUATION OF RECRUITMENT PROCESS

Return rate of applications send out

Suitable candidates for selection

Retention and performance of selected candidates

Recruitment cost

Image projection

Factors affecting recruitment:

The recruitment function of the organizations is affected and governed by a mix

of various internal and external forces. The internal forces are the factors that

can be controlled by the organization. And the external factors are those factors

which cannot be controlled by the organization. The internal and external forces

affecting recruitment function of an organization are:


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RecentTrendsinRecruitment:-The following trends are being seen in recruitment:

1) Outsourcing

In India, the HR processes are being outsourced from more than a decade now.

A company may draw required personnel from outsourcing firms. The

outsourcing firms help the organization by the initial screening of the candidates

according to the needs of the organization and creating a suitable pool of talent

for the final selection by the organization. Outsourcing firms develop their

human resource pool by employing people for them and make available

personnel to various companies as per their needs. In turn, the outsourcing firms

or the intermediaries charge the organizations for their services. Advantages of

outsourcing are:

1. Company need not plan for human, resources much in advance.

2. Value creation, operational flexibility and competitive advantage.

3. Turning the management's focus to strategic level processes of HRM.

4. Company is free from salary negotiations, weeding the unsuitable

resumes/candidates.

5. Company can save a lot of its resources and time

2) Poaching/Raiding

"Buying talent" (rather than developing it) is the latest mantra being followed

by the organizations today. Poaching means employing a competent and

experienced person already working with another reputed company in the same

or different industry; the organization might be a competitor in the industry. A

company can attract talent from another firm by offering attractive pay packages


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and other terms and conditions, better than the current employer of the

candidate. But it is seen as an unethical practice and not openly talked about.

Indian software and the retail sector are the sectors facing the most severe brunt

of poaching today. It has become a challenge for human resource managers to

face and tackle poaching, as it weakens the competitive strength of the firm.

3) E-recruitment

Many big organizations use Internet as a source of recruitment. E-Recruitment

is the use of technology to assist the recruitment process. They advertise job

vacancies through worldwide web. The job seekers send their applications or

curriculum vitae i.e. CV through e mail using the Internet. Alternatively job

seekers place their CV's in worldwide web, which can be drawn by prospective

employees depending upon their requirements.

The two kinds of e- recruitment that an organization can use is -

Job portals

- i.e. posting the position with the job description and the job specification on

the job portal and also searching for the suitable resumes posted on the site

corresponding to the opening in the organization.

Resume Scanners:

Resume scanner is one major benefit provided by the job portals to the

organizations. It enables the employees to screen and filter the resumes through

predefined criteria's and requirements (skills, qualifications, experience, payroll

etc.) of the job.

Some of the advantages and the disadvantages of e- recruitment are as follows:


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Advantages of E-Recruitment are:

Lower costs to the organization. Also, posting jobs online is cheaper than

advertising in the newspapers.

No intermediaries.

Reduction in the time for recruitment (over 65 percent of the hiring time).

Facilitates the recruitment of right type of people with the required skills.

Improved efficiency of recruitment process.

Gives a 24X7 access to an online collection of resumes.

Online recruitment helps the organizations to weed out the unqualified

candidates in an automated way.

Recruitment websites also provide valuable data and information

regarding the compensation offered by the competitors etc. which helps

the HR managers to take various HR decisions like promotions, salary

trends in industry etc

Disadvantages of E-recruitment are:

Apart from the various benefits, e-recruitment has its own share

of shortcomings and disadvantages. Some of them are:


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Screening and checking the skill mapping and authenticity of millions of

resumes is a problem and time consuming exercise for organizations.

There is low Internet penetration and no access and lack of awareness of

internet in many locations across India.

Organizations cannot be dependant solely and totally on the online

recruitment methods.

In India, the employers and the employees still prefer a face-to-face

interaction rather than sending e-mails.

ROI (Return of Investment) on Recruitment:-

An organization makes a tremendous amount of investment in its recruitment

processes. A lot of resources like time and money are spent on recruitment

processes of an organization. But assessing or quantifying the returns on therecruitment process, or, calculating the return on investment (ROI) on

recruitment is a complicated task for an organization. Indeed, it is difficult to

judge the success of their recruitment processes. Instead, recruitment is one

activity that continues in an organization without anyone ever realizing its

worth or measuring its impact on the organization's business. A recruitment

professional or manager can calculate and maximize the return on investments

on its organization's recruitment by

Clear definition of the results to be achieved from recruitment.

Developing methods and ways measuring the results like the time -to -

hire, cost-Per- Hire and effectiveness of the recruitment source etc.


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Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization

including the payback period f the recruitments.

Providing and ensuring proper training and development of the

recruitment professionals.

Assessing the ROI on recruitments can assist an organization to strengthen its

HR processes, improving its recruitment function and 'to build a strategic

human resource advantage for the organization.

RECRUITMENT STRATEGIES

The level of performance of the organization depends on the effectiveness of its

recruitment function. Organizations have developed and follow recruitment

strategies to hire the best talent for their organization and to utilize their

resources optimally. A successful recruitment strategy should be well planned

and practical to attract more and good talent to apply in the organization. For

formulating an effective and successful recruitment strategy, the strategy should

cover the following elements:

1. Identifying and prioritizing jobsRequirements keep arising at various levels in every organization: it is almost a

never- ending process. It is impossible to fill all the positions immediately.

Therefore, there is a need to identify the positions requiring immediate attention

and action. To maintain the quality of the recruitment activities, it is useful to

prioritize the vacancies whether to focus on all vacancies equally or focusing on

key jobs first.


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2. Candidates to targetThe recruitment process can be effective only if the organization completely

understands the requirements of the type of candidates that are required and willbe beneficial for the organization. This covers the following parameters as well:

Performance level required: Different strategies are required for focusing

on hiring high performers and average performers.

Experience level required: the strategy should be clear as to what is theexperience level required by the organization. The candidate's experience

can range from being a fresher to experienced senior professionals.

Category of the candidate: the strategy should clearly define the target

candidate. He/she can be from the Same industry, different industry,

unemployed, top performers of the industry etc.

3. Sources of recruitmentThe strategy should define various sources (external and internal)

of recruitment. Which are the sources to be used and focused for the recruitment

purposes for various positions? Employee referral is one of the most effective

sources of recruitment.

4. Trained recruitersThe recruitment professionals conducting the interviews and the other

recruitment activities should be well-trained and experienced to conduct the

activities. They should also be aware of the major parameters and skills (e.g.:

behavioral, technical etc.) to focus while interviewing and selecting a candidate.


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How to evaluate the candidates

The various parameters and the ways to judge them i.e. the entire recruitment

process should be planned in advance. Like the rounds of technical interviews,

HR interviews, written tests, psychometric tests etc.

RECRUITMENT MANAGEMENT SYSTEM

Recruitment management system is the comprehensive tool to manage the entire

recruitment processes of an organization. It is one of the technological tools

facilitated by the information management systems to the HR of organizations.

Recruitment management system helps to contour the recruitment processes and

effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management

system are explained below:

Structure and systematically organize the entire recruitment processes.

Recruitment management system facilitates faster, unbiased, accurate and

reliable processing of applications from various applications.

Helps to reduce the time-per-hire and cost-per-hire.

Recruitment management system helps to incorporate and integrate the

various links like the application system on the official website of the

company, the unsolicited applications, outsourcing recruitment, the final

decision making to the main recruitment process.


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Recruitment management system maintains an automated active at a base

of the applicants facilitating the talent management and increasing the

efficiency of the recruitment processes.

Recruitment management system provides and a flexible, automated and

interactive interface between the online application system, the

recruitment department of the company and the job seeker.

Offers tolls and support to enhance productivity, solutions and optimizing

the recruitment processes to ensure improved ROI.

Recruitment management system helps to communicate and create

healthy relationships with the candidates through the entire recruitment

process.

FORMS OF RECRUITMENT:-

Organizations adopt different forms of recruitment practices according to the

specific needs of the organization. The organizations can choose from the

centralized or decentralized forms of recruitment, explained below:

1) Centralized:-

When the HR / recruitment department at the head office performs all functions

of recruitment, the recruitment practices of an organization are centralized.

Recruitment decisions for all the departments of an organization are carried out


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by the one central HR or recruitment department. Centralized form of

recruitment is mainly practiced in government organizations.

Benefits of the centralized form of recruitment are:

Reduces administration costs

Better utilization of specialists

Uniformity in recruitment

Interchangeability of staff

Reduces favoritism

Every department sends requisitions for recruitment to their central office

2) Decentralized: -

Decentralized recruitment practices are most commonly seen in the

case of conglomerates operating in different and diverse business areas. Since

the business areas and offices are diverse and geographically spread, it becomes

important to understand the needs of each department and frame the recruitment

policies and procedures accordingly. Each department carries out its own

recruitment. Choice between the two will depend upon management philosophy

and needs of particular organization. Lower level staffs as well as top level

executives are recruited in a decentralized manner.


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HEADHUNTING

Headhunting refers to the approach of finding and attracting the best

experienced person with the required skill set. Headhunting involves convincingthe person to join your organization.


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SELECTION

Process of differentiating (Meaning)

Selection is the process of picking up individuals (out of the pool of job

applicants) with requisite qualifications and competence to fill jobs in the

organization.

DEFINATION

"Selection is a process of differentiating between applicants in order to identify

and hires those with a greater likelihood of success in a job."

SELECTION PROCESS

1. PRELIMINARY INTERVIEW:The purpose of preliminary interviews is basically to eliminate unqualified

applications based on information supplied in application forms. The basicobjective is to reject misfits.

2. SELECTION TESTS :Jobseekers that pass the preliminary interviews are called for tests. These tests

may be Aptitude tests, Ability tests etc to judge how well an individual can

perform tasks related to the job.

3. EMPLOYMENT INTERVIEWS:At this step interview is a formal and in-depth conversation between applicants

acceptability. It is considered to be an excellent selection device.

4. REFERENCE AND BACKGROUND CHECKS:


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DIFFERENCE BETWEEN RECRUITMENT &SELECTION:

RECRUITMENT SELECTION

Refers to the process of identifying

and encouraging prospective

employees to apply for jobs.

It is concerned with picking up the

right candidates from a pool

of applicants.

Recruitment is said to be Positive in its

approach as it seeks to attract as many

candidates as possible.

Selection on the other hand is different

in its application as it seeks to

eliminate as many unqualified & unfit

applicants as possible in order to

identify the right candidate. For the

right task, at the right time.

COMPANY REQUIREMENT FLOW CHART EXPLAINATIQN

MAIL FROM BM ABOUT THE VACANCY (NEW

/ REPLACEMENT)This is the starting point of the recruitment process. The BM (Business

Manager) may feel the need for candidates (employees) with various job

qualifications in accordance to the fulfillment of vacant posts within the

organization. The candidates may be appointed for a NEW segment or post or

maybe appointed to REPLACE an existing employee's job due to various

reasons such as transfers, promotions, terminations etc.

A job requisition format is to be followed for requirement of candidates.

RESOURCING TEAM SOURCES PROFILES

This mail order from the BM is sent to the resourcing team who search for the

specific qualified candidate profiles as required by the BM by going through the

CV's (Curriculum Vitae) of various candidates by sourcing them at various Job


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Sites(Active Search),Competition Mapping (raiding i.e. attracting employees

from other organizations to our organization), Internal References or through

Networking & Head hunting i.e. picking up the individuals out of the pool of

job applicants with requisite qualifications & competence to fill up the job in

organization.

SCREENING OF SOURCED PROFILES

Once the candidates profile with requisite qualification as per BM's mail are

obtained, a proper screening of those profiles is carried out and a list of such

candidate profiles is made which need to be further processed.

TELEPHONIC INTEREST CHECK & UPDATING OFSHORT

LISTED PROFILES

Selected candidates from the list made are then interviewed on telephone about

their profiles and their interest, whether they would like to join our company as

we have an opening. A Telephonic interview questionnaire format is followed

and on the basis of the telephonic interview interested candidates are short listed

and their profiles are carried forward to the next step of recruitment and the

uninterested candidate profiles are kept in the HIRING TRACKER(i.e. the date

of contacting the person as a database of the company)for any future reference.

SHARING OF THE INTERESTED PROFILES WITH THEBM s

The interested profiles which are carried forward are shared with the BM's . The

approved profiles amongst them by the BM's are called for the interview and the

rejected ones are kept in the hiring tracker as database for future reference. The

selection process starts from this stage.

CANDIDATE IS CALLED FOR FIRST ROUND

OFINTERVIEW(FILLS THE JOB APPLICATION FORM i.e. JAF)


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The first round of interview is conducted with the approved profiles and the

JAF is filled by them. In Job Application Form the candidate need to fill his/her

details such as

Personal details

Educational qualification

Work experience.

HR ROUND OF INTERVIEWThis round of interview may be conducted by well experienced HR heads or

their assistants with the help of Interview Question Bank &Interview Scorecard

where job related questions are asked and the skill of the interviewee is tested.

On the basis of this interview the selected profiles are carried forward and the

rejected ones are kept at hiring tracker and at rejected hard copy files for future

reference.

SHARING OF HR FINDINGS & SCORECARDS WITH BM's

After conducting the HR round interview the HR opinions and interview

scorecards regarding selected profiles are shared with the BM's as to know the

BM's opinion about the profiles. The rejected profiles by the BM's are then sent

to the hiring tracker and the selected ones are carried forward.

PERSONAL INTERVIEW WITH BM / REPRESENTATIVE

The selected profiles at this stage are called for a personal interview with the

BM / Representative and once again the profile selected by the BM by

personally meeting the candidates are carried forward and the rejected profiles

are kept in hiring tracker / rejected hardcopy files for future reference.

PERSONALITY ASSESSMENT (SHL / THOMAS)


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After passing the personal interview with BM the selected applicants have to

give an online personality assessment test such as SHL / THOMAS. At this test

the attitude, the personality, the SWOT Analysis of the applicant is judged. If

the personality assessment is positive the applicant profile is carried forward

and if it is negative then it is rejected and kept at the hiring tracker / rejected

hard copy file for future reference.

FINAL ROUND INTERVIEW

The positive applicants profile is finally called for the final round interview to

test his IQ, his intelligence and his suitability to the vacant job. After this

interview the rejected applicant profiles are kept at hiring tracker / rejected hard

copy files for future reference and the selected applicant profiles are carried

forward for final verdict.

REFERENCE CHECK TO BE CARRIED OUT BY HR

The candidate who is finally selected or who is getting the job is asked for a

reference check. This reference check is conducted to know more about the

candidate, his background, his behavior and to check whether the information

provided by him is correct or wrong. This reference check is carried out by

following the Reference check format. If the reference check is negative the

profile is kept at the hiring tracker/ rejected hard copy files and if it is positive

his profile is carried forward.

MAKING OFFER & NEGOTIATION

Profiles having positive reference checks are called up for making final offer

and negotiation with them regarding their job, Organizational Structure & his /

her position in the organizational structure, his / her Current Salary Structure in

the organization, explaining about the company goals and objectives, rules and


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regulations of the company, allowances given by the company etc. He is also

given his final approval mail from the BM.

If the applicant rejects or does not agree to the terms & conditions of the

company his profile is kept at hiring tracker / rejected hard copy files and if he

accepts the terms & conditions he is given the job and his profile is updated and

he is updated in the organizational structure.


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RESEACRH METHODOLOGY

This project report is based on primary as well as secondary data.

PRIMARY DATA:

"The primary data is the data collected afresh & first time and happens to be

the first hand information."OR" The primary data is data which is collected by

researcher directly from the respondents"

There are various methods of primary data collection, such as:1.Observation method

2.Interview method

3.Questionnaire

4.Schedules etc.

Sample size:

It means the number, of persons or items selected from the universe to

constitute a sample.

The sample size of this project is 10-12 executive employees of Hotel Lemon

Tree Premier, Gurgaon

Sampling technique:

It refers to the method to be applied / the technique to be used in Selecting the

Sample. The technique used may be deliberate or purposive sampling, random

sampling, systematic sampling, stratified sampling, area sampling, and

extensive sampling.


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The sampling technique applied for this project report is Simple random

technique

Study period

Study period refers to the time and duration required for the researcher to

complete his research.

Study period for this research report is: 60 days in total.

Tools for data collection:

The tools / methods used to collect primary data for this research report are

through:

1. Telephonic interviews.

2. Personal face-to-face interview.

3. Oral questionnaire method.

SECONDARY DATA:

"The data which is collected by someone and gone through the statistical

process is called secondary data.

Tools for secondary data collection:

The tool / methods used for collecting secondary data for this project report are

different websites of manpower, Google , HR reports of the company, company

profile magazines etc.


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ANALYSIS & INTERPRETATION

To Recruiters of the organization

1) Are you satisfied with the recruitment process in Hotel Lemon TreePremier?

a) Not at all b) Satisfied c) totally satisfied d) Good e) Excellent

Options b d e Total

Response 3 3 4 10

Percentage 30 30 40 100

Interpretation: -

From the above response it is seen that management of Hotel Lemon Tree

Premier meets the standards of recruitment process.

2) Whether the recruitment process is documented?

a) Yesb)No

OPTIONS a b Total


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Responses 7 3 10

Percentage 70 30 100

Interpretation: -

From the above responses it is seen that majority of employees feel that

recruitment process is documented in the company. However, they can access

whenever they want. 30% of the people don't have knowledge about it.

3) Is the recruitment process uniform at all level?

a) Yes b) No c) Varies as per departmentOptions a b total

Responses 1 7 8

Percentages 30 70 100


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Interpretation: -

From the above responses it is seen that recruitmentprocess varies many time

department heads to select the right person forthe from department to

department, so it helps the job as per hisrequirement and needs.

4) Whether the response from the client after giving the requirement in all

the process is satisfactory?

a)Not slow b)Slow c)Quick d)Very responsive e)Excellent

Options b c e Total

Responses 2 5 3 10

percentage 20 50 30 100


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Interpretation: -

From the above responses it is seen more than 50% of recruiters feel that the

response is quite quick

5) Whether the management are satisfied with the recruitment process

carried out by company?a) No b) Not much c) To some extent d) Very much

Options b c d Total

Responses 2 5 3 10

Percentage 20 50 30 100


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Interpretation: -

From the above responses it is seen that management are satisfied to some

extent.

6) Whether the candidates are satisfied with the recruitment process

carried out?

a) No b) Not much c) To some extent d) Very muchOptions a b c d Total

Responses 1 2 5 2 10

Percentage 10 20 50 20 100


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Interpretation: -

From the above responses it is seen that most of the candidates are satisfiedwith

the process of recruitment but still almost 30% were not so satisfied.

Analysis Of Procedures & Methodology Adopted In The Process

Of Recruitment & Selection1.

1) What are the Sources used for talent acquisition ( Hunting theHeads)?

Personal contacts

Referrals' from the candidates.

Job portals where candidates have posted their resumes

Direct walk-ins.

From consultancy

2) From the Above different sources which is the source you getmoreresponse?


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Referrals' from the candidates.

Job portals where candidates have posted their resumes

3) What are the stages used for conducting the interview ? First stage call up the potential candidates

First round is the HR round where candidate's communications skills &

academic records are checked

Second round is the aptitude round where candidate's IQ level is checked

The last round is the operations round where the operations manager

takes the interview of the potential candidate he checks if the candidate is

fit for his process.

4) How do you co- relate the job fit and culturally fit manning ? Earlier it was a problem where the job of Hotel & the culture of thepeople

was clashing now everybody is aware that they have work inshifts & they

would be dealing with people from residing in India anabroad. Also at the

beginning candidates been asked by theconsultants & HR if they

comfortable in working shifts.

5) Which are the preferential areas in selecting a candidate The preferential areas in selecting the candidate is his fluency inEnglish.

The other things which come in the later part which are : -

Education Qualification


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Personality

Knowledge about subject matter

6) What is generally the lead time to join the organization expected bythe employer and generally taken by the candidates?

According to the company the candidate should join as soon as possible,

If the candidate is currently working somewhere then in that case he

might take one month to join as he need to serve the notice period in his

existing company which is the requirement for leaving the present job &

based on that the employees are given the experience letter.

.

7) Which parameters do you consider for selection even if the employeepossessing the resignation?

If the on the resume of the candidate if it is shown that

the candidate is a job hopper & frequently shifting from one

company to another generally these kind of candidates are not

selected if it is found that they hopping jobs because of like in the

salary.

If there is other reason such as too growth Or else the entire

company got shut down then based on the circumstances the

candidates are considered.

8) What is the ratio in between the requisition of the vacancies and thecandidates interview?

As this is a volume hiring always the candidates interview should

be higher than the requisition of the vacancies as few of the


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candidates do not turn up at the time of joining. Generally the ratio

is 20%higher the requisition of vacancies.

9) Do you have the data and information bank related with unsolicitedapplication And the candidates who have been rejected ?

Yes we have to maintain the data of all the candidates whether they

are selected or not also at the same time we need to maintain a

separate data for the unsolicited application as at times they are not

allowed to apply in future.

10) Are these candidates are called for the subsequent interview forReconsideration?

Yes the candidates who have been rejected on the basis

of communication skills or Education background etc.. they are

reconsidered.

For the same position they can apply after 3 months


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3) Since rules and regulations are very dynamic, so most of the employees face

difficulty to adjust with them.

4) Most of the candidates do not turn up when they are called up for the

interview.

5) Many a time the interview calls are spontaneous the result yielded is the

prospective candidate does not have time to prepare for interview.

C) Special Findings: -

Since the process involves continuous sitting at one place so refreshment was

provided to the candidates who had come for the interview. This being as

unique exp by candidates it helps to build the goodwill of the company


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SUGGESTIONS

Following are the suggestions to improve the recruitment process:-

The process should be future oriented, which can be done by keeping

attitude and knowledge in consideration instead of just emphasizing on

qualification and experience.

While following the process the time and economy factor should betaken

into consideration.

The recruiter should also take the references of his friends or any one he

knows who looking for a job from the candidate who has come for the

interview.


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CONCLUSION

Recruitment is the first step in the process of acquiring and retaining

human resources for an organization. In today's rapidly changing business

environment organizations have to respond quickly to requirement for

people.

The purpose of recruitment is to carry out effective recruitment of strong

candidates as in to retain them in the organization and achieve the

required goals of it.

Improper recruitment can prove very costly for the organization and can

lead to loss to company.

But Hotel Lemon Tree Premier takes into consideration the time allotted for

fulfilling the requirements and fulfills them in an appropriate manner within the

stipulated time. It believes in quality not quantity. It realizes the value of

manpower and tries the best not to waste the manpower. Hence each and every

employee is guided to follow the process taking this into consideration.

Ensuring the quality of the persons to be recruited is a very difficult

task because there are several diff influential factors impacting on the system, in

context to the recruitment, so the base of selection is considerably broad.


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BIBLIOGRAPHY

a) Books:- Mamoria C. B, S.V Gankar(2006); Personnel Management;Himalaya

Publishing House Pvt. Ltd; Mumbai; pp. 186-190.

Ashwathappa K.(2006); Human Resource Management; Tata McGraw

Hill; Noida; Pp. 137-140

b)Internet Sites :-
http://recruitment.naukrihub.convmeaning-of-recruitment.html/http://recruitment.naukrihub.com/importance-of-recruitment.htmlhttp://recruitment.naukrihub.com/recruitment-process.htmlhttp://recruitment.naukrihub.com/e-recruitment.htmlhttp://www.citehr.com/14439-difference-between-recruitment-selection.htmlhttp://www.citehr.com/14439-difference-between-recruitment-selection.htmlhttp://www.citehr.com/14439-difference-between-recruitment-selection.htmlhttp://recruitment.naukrihub.com/e-recruitment.htmlhttp://recruitment.naukrihub.com/recruitment-process.htmlhttp://recruitment.naukrihub.com/importance-of-recruitment.htmlhttp://recruitment.naukrihub.convmeaning-of-recruitment.html/

internship project on recruitment and selection at lemon tree hotel

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