PROJECT REPORT ON

RECRUITMENT PRACTICES IN FAMILY OWNED

AND PROFESSIONALLY OWNED BUSINESS ON GOPAL GROUP-NEW DELHI, PUNJ LLOYDDEHRADUN, HOTEL MADHUBAN-DEHRADUN AND HOTEL FORTUNE-MUSSOORIE
SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE DEGREE OF BACHELOR OF BUSINESS ADMINISTRATION OF H.N.B GARHWAL UNIVERSITY, DEHRADUN

SUBMITTED BY: ARYAN GOYAL BB08200 BBA VI TH SEMESTER

INSTITUTE OF MANAGEMENT STUDIES DEHRADUN

SESSION 2008-2011

ACKNOWLEDGEMENT

A project is never the work of an individual; it is a combination of views, ideas, suggestions, contribution and imprints of many people. Therefore one of the pleasant parts of writing report is the opportunity one gets to thank those who have contributed towards its fulfillment. It gives me a great pleasure to express my heartfelt gratitude to my Faculty Guide for guiding me through his efforts at each and every step. I humbly submit that without his efforts this project would have not been conceptualized nor materialized. I express my special thanks to HR MANAGER whose timely guidelines helped me to complete my project in time. Last but not the least I would like to thank each and everyone who directly and indirectly helped me in completion of the project successfully.

INTERNAL GUIDE CERTIFICATE

I have the pleasure in certifying that Mr./Ms. ....... is a bonafide student of VIth semester of the Bachelors Degree in Business Administration (Batch 2008-2011), of Institute of Management Studies, Dehradun .

He/She has completed his/her project work entitled .. under my guidance. I certify that this is his/her original effort & has not been copied from any other source. This project has also not been submitted in any other Institute / University for the purpose of award of any Degree. This project fulfils the requirement of the curriculum prescribed by this Institute for the said course. I recommend this project work for evaluation & consideration for the award of Degree to the student.

Signature Name of the Guide Designation Date

: : :. :

COMPANY TRAINING CERTIFICATE

COMPANY TRAINING CERTIFICATE

SUMMARY
HR VISION, MISSION & OBJECTIVES HR VISION
To attain organizational excellence by developing and inspiring the true potential of companys human capital and providing opportunities for growth, well being and enrichment.

HR MISSION
To create a value and knowledge based organization by inculcating a culture of learning, innovation and team working and aligning business priorities with aspiration of employees leading to development of an empowered, responsive and competent human capital.

HR OBJECTIVES
To develop and sustain core values. To develop business leaders for tomorrow. To provide job contentment through empowerment, accountability and responsibility. To build and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the job. To foster a climate of creativity, innovation and enthusiasm. To enhance the quality of life of the employees and their family.

HR STRATEGY
To meet challenging demands of the business environment, focus of the HR strategy is on change of the employees, mindset Building quality, culture and resources. Re-engineering and Redeployment for maximizing utilization of HR potential. To build and upgrade competencies through virtual learning, opportunities for growth and providing challenges in the job. Re-strengthening mutual faith, trust and respect. Inculcating a spirit of learning & enjoying challenges. Developing Human Resource through virtual learning, providing opportunities for growth, inculcating involvement and exposure to benchmarking in performance.

ROLE OF HR
Alignment of HR vision with Corporate Vision. Shift from support group to strategic partner in business operations. Enhance productivity and performance by developing employee competency and potential. Developing professional attitude and approach. Developing Global Managers for tomorrow to ensure the role of global players.

CONTENTS

PAGES

OBJECTIVES OF THE STUDY

09 10 11 13 29 37 44 58 60 64 65 66 67

2 LIMITATIONS 3 INTRODUCTION 4 GOPAL GROUP 5 HOTEL FORTUNE 6 HOTEL MADHUBAN 7 PUNJ LLOYD 8 RESEARCH METHODOLOGY 9 FINDINGS 10 RECOMMENDATION 11 CONCLUSION 12 BIBLIOGRAPHY 13 QUESTIONNAIRE 14 SOFT COPY OF PROJECT IN COMPACT DISK

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OBJECTIVES OF THE STUDY

To study the Annual Report on Recruitment Practices of a company.

To understand the day-to-day work carried out by the organization. To study the companys history in brief.

To draw meaningful and constructive measure based on analysis.

To analyze how the organization takes its recruitment practices to give the company better employers.

LIMITATIONS OF STUDY
There is no activity that can be completed without any limitation. The main limitation faced during the preparation of this project report on `Recruitment Practices in Family owned business and professionally owned business` is as follows: Time available for the completion of the project is very short; hence much information could not be undertaken.

The information that is collected through secondary data, some of the i n formation might be wrong.

The calculation & computation are based on valuable information given by the bank.

The report is based on the analysis of the last five years data, which may not be sufficient in some cases.

The analysis and conclusion made is as per my limited Understanding for this concerned subject.

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INTRODUCTION
In todays scenario, the recruitment procedure varies depending upon the nature of the requirement. These procedures require the placement of the right talent at the right place, thereby making the association mutually beneficial for the employer and the employee. In order to get a RIGHT CANDIDATE, employers are always concerned and needs to be addressed critically. There are usually two types of recruitment processes:

Recruitment Processes: Recruitment processes can be well determined into two categories. They are: 1) Internal Recruitment 2) External Recruitment Internal recruitment The term internal recruitment is defined as the practice of choosing amongst current company workers to fill a position that falls vacant over time. This may include a change in profile on the part of the employee. Internal recruitment is more economical and less time consuming for the company. External recruitment In contrast, external recruitment has to do with external candidates applying for an available position. Once the staffing requirements are determined, an organization has to ensure that there are appropriate recruitment systems in place to attract and select candidates of the right caliber. This requires identifying and focusing on each of the critical stages of the recruitment process. Naturally, the resources spent for the overall selection process are more. Now we shall discuss this type of recruitment in different organizations.

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ORGANISATIONS

1. GOPAL GROUP: A Family owned and Product Based Industry. 2. HOTEL FORTUNE: A Professionally owned and Service Based Industry. 3. HOTEL MADHUBAN: A Family Owned and Service Based Industry. 4. PUNJ LLOYD: A Professionally Owned and Product Based Industry.

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GOPAL GROUP

Success is not the destination, it is a journey. And Gopal Group on its way to success has established milestones for others to follow. Leading by example, Gopal Group, a product based company, now a multi crore business conglomerate took its first step in 1942. A dream child of the visionary Late Shri Hari Chand Sugandhiji, the group saw the light of the day at a humble shop at Old Delhi. Training his passion into a profession he ushered a fragnant era of exclusive products ranging from perfumes to scented tobacco products. It has since been a sure and steady progress. Under the astute leadership of Shri Srigopal Gupta, Gopal Group is sacling unprecedented heights of accomplishment.

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Product profile:
Diversification is the key to progress. Our top of the line tobacco based products namely Gopal Flavoured Chewing Tobacco have always been a connoisseurs delight. Blending flavors with fragrances perfectly Gopal Group has been tasting success ever since. Expanding our horizon further, we have successfully ventured into Pan Chatni and Scented Supari, that have won over millions of hearts with their impeccable taste and aroma. The Group has a proud and prestigious portfolio comprising of well established Joie Agarbatti (Incense Stick), Gopal Scented Suparis, Pan Chatni and Danadan Bidi. Our flavoured chewing Tobacco has been a connoisseurs delight. A premier product from a trusted company, Gopal Supari has all the ingredients to make it an astounding success. The finest raw material, choicest flavors and fragrances and of course world-class quality packed in eye catching containers, Gopal Supari is a real treat to the senses. Experience the joy of holistic living with Joie Agarbatti. Not just incense sticks, but magic wands that transform your surroundings into pleasant setting. Be it redolent Rose, jubilant Jasmine, sensuous Sandals, Joie Agar batti invoke celebration of life. Made from the purest essences from fresh flowers and nature products, these incense sticks stir up your mind, body and soul, with an enchanting feeling of well being and peace. If you thought bidi was the butt of all things old fashioned, think again. The ubiquitous Danadan Bidi is now a puffs delight among the city bred and rural Indian. At Gopal we employ century old traditional method for selecting right quality tendu leaf, a key ingredient that goes into bidi making. We also choose quality Tobacco from the best farms and then perfectly blend it to give a great flavor. Our bidi is 100% hand
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rolled and dried at a right temperature. Best quality tendu leaf and perfect blending of tobacco make Danadan Bidi a hot selling item in India and overseas market.

Landmark Projects

Without power development is not possible and we at Gopal comprehend this clearly. It is this appreciation that has spurred us to set up a Mega hydro power project in Himachal Pradesh. Once completed the company will be able to tap power generation potential in the state of Himachal and Uttarakhand and help to augment power of its people and the foresight of its management. A strong workforce which is working relentlessly to deliver this powerful vision to becoming the powerhouse in the hill development of Himachal Pradesh and Uttarakhand. With the commissioning of the project the group aim to achieve international standard of excellence in all aspects of hydropower.

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And many more hydropower projects are in the pipeline.

Hospitality

And yes, we have now immersed ourselves into the hospitality business also in conjunction with world famous Welcom Group Hotels. Fortune Resort Grace the new hospitality venture is the offspring of this alliance. This new resort which has come up in Mussoorie deserves more than a passing mention. Surrounding by pristine hills and enchanting valley, the resort is located at the Library End of the Mall Road. Spread over an expanse of 32 acres it offers
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a choice of 74 well appointed rooms, including Valley View rooms, Luxury Suites and opulent Presidential Suite. This is the perfect place to unwind yourself and at the same leisure. And this is just a beginning. More such landmark hotels are lined up to dot the Indian landscape in the hospitality circuit.

The Works

Our plants at Baddi in Himachal Pradesh and NCR are a state-of-art work stations equipped with the latest imported machinery and finest infrastructure collected from the best in the fields the world over, are a marvel of engineering components.

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The Procurement Unit

Raw material is the life and soul of an end product and we at Gopal Group insist on the perfect. Our highly experience workforce, led by a skillful and experienced procurement Manager, most responsibly choose the best to deliver the finest. Be it Tobacco based products, flavors, fragrance, essenceswe handpick best of the lot.

The Processing Unit

A good raw material treated and processed by most knowledgeable and well versed professionals, results in a superb end product. Meticulously made, at our hi-tech plants, every end products is an enviable creation that stands the test of performance exceptionally well at par with the leading brands Gopal has indeed raised the bar for niche products. Establishing quality codes for others to follow

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these products are looked upon as inspiration for others.

Packaging Unit

At Gopal Group, over the years, packaging has evolved greatly meeting the most stringent demands in India and abroad. Our forte is to provide tamper proof and weather proof packs that can endure the long distance deliveries. Our imported specialized machinery do not complete justice to

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the products.

The R&D Unit

Not resting on our laurels the Gopal teams futuristic vision aims to explore further shores and tap newer demands to stay well ahead of the competition. Treading the unbeaten path, our Research and Development Panel comprising of technically sound products developers in unison with market savvy executives are incessantly working on improvisations and experimentations.

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Investing in Human Resource

The biggest asset is our people, committed, dedicated and professional. Our large task force has escalated the Gopal Group to meteoric heights of success. Their prolific minds and tidy hands have shaped the Group into an organization of distinction. To keep our men abreast with the times, periodic orientation and training programs are held at all levels. Stalwarts from different fields are invited over for imparting their valued ideas to our people to enhance their performance levels. The company takes good care of its workers, with major accent on their welfare and rewards.

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The Social Commitment

Under the flagship of the Gopal Group, the Gopal Foundation has taken up the task to bring succor to the sick and needy by adopting economically weaker cancer patient. Apart from educating the deserving students it also makes a worthy contribution to alienate suffering of those hit by natural / man-made calamities and disasters. Gopal Foundation has denoted handsomely towards the Prime Ministers relief Fund.

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Organization Structure
Chairm -an

Board of Director s Producti on

Board of Director Finance

Board of Director Purchase and Technical

Board of Directors

Human Resourc e

Board of Directors Sales and Marketin g

General Manage r

General Manage r

General Manage r

General Manage r

General Manage r

Manage r Producti on

Manage r Mainten ance

Assistan t General Manage r

Senior Manage r

Human Resourc e Manage r

Assistan t General Manage r

Assista nt Manag er dispatc h Product ion supervi sor

Assistan t Manage r

Assistan t Manage r

Manage r

Executive

Regiona l Sales Manage r

Supervi sor

Officer

Assistant Manager

Territor y Sales Manage r

Worker

Worker

Assistan t

Territor y Sales Executi ve

Territor y Sales Incharge

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Now, the ways under which recruitment in Gopal Group is done.

Recruitment Procedure
In Gopal Group, the recruitment procedure varies depending upon the nature of the requirement. These procedures require the placement of the right talent at the right place, thereby making the association mutually beneficial for the employer and the employee. In order to get a RIGHT CANDIDATE, employers are always concerned and needs to be addressed critically.. The Human Resources Department (HRD) team plays a significant role in the recruitment process steps of Gopal Group. Whenever a vacancy arises in an organization, it is the responsibility of the HRD to place the information in the public domain through the various media, such as newspapers and various job sites. However, it is of utmost importance that the advertisement designed clearly defines the designation, job profile and the concomitant skill set required. Gopal group are directly linked to the site naukri.com which helps them to find the correct employee for that particular job.

Interview Process:
Job interviews play an important role in the entire recruitment process. It is very important to put the candidate at ease, so as to eliminate initial nervousness and to break the ice. The Human Resource Manager should start with general questions to the candidate, so that he feels relaxed. Queries should be job related, objective and understandable to the candidate. In this step only candidate demonstrates and assures the panel of his suitability for the post. The recruitment process of Gopal Group ends by finalizing the candidate followed by other joining procedures and formalities. Recruitment process steps, if done methodically and systematically reflects a cogent and effective growth in the business.
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The recruitment procedure starts from identifying Job requirements as soon as the recruitment need is finalized. HR Department in Gopal Group will draft the job description, job requirements and proposed compensation; develop a budget and timeline for the search process; and then submit these proposals for approval by the full board. The budget should include advertising and candidate other hiring expenses. Then the committee places ads, screens responses, checks references, and develops interview questions, selects candidates to be interviewed. The next step is to shortlist the candidates in order to hire the best for the position vacant. Final round of interview can be arranged with the senior management
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along with the hiring recommendations. The final results should be notified immediately in order to complete the recruitment procedure with issuing Letter of Intent/Appointment Letter and other joining formalities. There are two types of Recruitment procedure in this organization. They are Internal recruitment and External recruitment. Recruiting internally Recruiting Externally

Advantages Advantages 1. Rewards good work of 1. Brings new ideas / talent into current employees the organization get needed 2. Is cost- effective competencies. 3. Improves morale 2. Helps organization get needed 4. Saving in the time of competencies. Training 3. Provides cross-industry 5. Fast Recruitment insights process 4. May reduce training costs 6. Can assess know past (experienced hired) performance 5. Helps organization meet equal 7. Can result in succession employment opportunity/ of promotions. affirmative action goals

Disadvantages 1. Can produce organizational inbreeding: candidates may have a limited perspective 2. Provides lesser pool of skilled people and wider experience than could be in external recruitment 3. Places heavy burden on training and development

Disadvantages 1. May result in misplacements 2. Increases recruitment costs 3. May cause morale problems for internal candidates 4. Requires longer orientation or adjustment time. 5. Outside hires can weaken the corporate culture by bringing in counter culture people. 6. Customers may feel slighted if they dont get one of the Firms current employees.
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4. May cause political infighting for promotions 5. Possibility of having another empty position to fill

7. Firms with strategic alliances may anger their partners by poaching their talent. 8. The world of external recruiting changes so rapidly and is so competitive that we might end up with lesser talent unless we can afford a strong recruiting function.

Executive Summary

Recruitment is essential to effective Human Resources Management. It is the heart of the whole HR systems in the organization. The effectiveness of many other HR activities, such as selection and training depends largely on the quality of new employees attracted through the recruitment the recruitment process. In Gopal group, HR practitioners are on the guard against all the malpractices and advocate for professional approach throughout the system. The HR indicates disagreement in the event that biasing toward certain candidates is creeping in and point out the repercussions that may follow in terms of performance and motivation. The other departments are able to get the recruited members for different purposes. For Finance, the people are recruited in order for the company to manipulate perfectly with the

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funds of the company. They are present their so that the perfect controlling of the funds are established. If the perfect establishment is done then only they would be able to distribute funds to different system according to the money. For Production, the input that is being brought in the organization is the raw material. For that man power is required which is responsible in manufacturing the product, recycling the product and then turning them into finished and furnished products. The man power is selected according to the work and qualification they require in doing a given task. For Marketing, the man power is perfectly selected in order for the development of the business. With the help of those new workers they are able create a better marketing brand which would be very much helpful for the company in the market. The new workers are very helpful in doing a research about the product and do a comparison with the other products that are present there in the market. Basically the main department to do the recruitment procedure is the Human Resource Department. The Human Resource Department takes the perfect interview of every individual who had come in order to achieve a place in the organization. The Manager of this department takes

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information into consideration and then the person is recruited to the assigned job.

HOTEL FORTUNE

Fortune Park Hotels Ltd., a wholly owned subsidiary of ITC Limited, is India's fastest growing chain of first class hotels, with 52 properties and 4235 rooms, located in 40 cities in India. At present, 25 hotels are operational, while 27 are underway, in various stages of construction and refurbishment.

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Fortune Hotels business model comprises of sub-categorization of the brand into extension brands - Select, Park, Inn, Resort, Apartments, Faith, Spot, Stop, Lodge, Indoville, Adventure- each catering to specific needs. The philosophy driving the growth of Fortune Hotels is to provide contemporary accommodation with the by-line Makes Good Business Sense. With the latest brand campaign Winning decisions happen with Fortune on your side , and Let Fortune take you places, Fortune Hotels promises business and leisure travelers a wide choice of destinations and accommodation along with efficient service and great value. And it is fast moving ahead towards fulfilling that promise. Fortune Resort Grace the new hospitality venture is the offspring of this alliance. This new resort which has come up in Mussoorie deserves more than a passing mention. Surrounding by pristine hills and enchanting valley, the resort is located at the Library End of the Mall Road. Spread over an expanse of 32 acres it offers a choice of 74 well appointed rooms, including Valley View rooms, Luxury Suites and opulent Presidential Suite. This is the perfect place to unwind yourself and at the same leisure. This resort is situated in the Library Chowk in the Mall Road in Mussoorie. This resort tends to enlighten each and every customer that has tend to attend their services. The Landmark of this hotel is so beautiful that it give a pleasant view of the mountains in which the station Mussoorie is situated. It is owned by the ITC but there are still some partners that look after it like the Gopal Group. Though there are many hotels and resorts in the place like Mussoorie but Fortune hotel has made an image of its own. There are valley view rooms in this hotel which makes the glory of the Hotel more adorable. It is the second best hotel in the whole district with 74 rooms after the Jaypee Residency Manor with 90 rooms, but still the service is much better than compared to it.

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Now there are different fields in a Hotel Industry and so each field has to be dealt accordingly. So for that different levels of people are recruited that look after the different fields. In Fortune Hotel, the heads of each field are recruited by the ITC. The ITC judges those people according to their requirements and then they are place to the level that they are capable of. The heads now need someone to work under them and so the recruit people accordingly. They gather the information on the people and collect their files. Then the files are then shown to the general manager of the hotel or to the Gopal Group. The person is selected by them on the basis of their experience, knowledge, skills and mostly their talent for that work.

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General Manager

Unit General Manager

FOM

HKM

F&BM

KES

FM

HRM

TM

S&MM

PM

Store

IT

LIAISION

EXECUTI VES RESERVA TION

EXECUTI VE HOUSE KEEPING

EXECUTIVE BANQUET AND ROOM SERVICE

CDP

PURCH ASE

ASSIST ANT

F&B CONTR OLL

EXECU TIVE SALES

ASSIST ANT MANAG ER

STORE KEEPER

EXECU TIVE IT

EXECU TIVE LIAISIO N

SGSA

GSC

GSC

DCDP

STORE

PURCH ASE ASSIST ANT

STORE ASSIST ANT

GSA

SENIOR GSA

SGSA

COMMI 1

IT

SECURIT Y DEPART MENT OFFICER

GSA

GSA

COMMI 2

LIAISIO N

SECURIT Y SUPERVI SOR

HOUSEM AN FOR HORTICU LTURE

COMMI 3

SECURIT Y GUARD

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The full abbreviated forms of the posts are given below: FOM = FRONT OFFICE MANAGER HKM = HOUSE KEEPING MANAGER F&BM = FOOD AND BEVERAGES MANAGER KES = KITCHEN EXECUTIVE STAFF FM = FINANCE MANAGER HRM = HUMAN RESOURCE MANAGER TM = TRAINING MANAGER S&MM = SALES AND MARKETING MANAGER PM = PURCHASE MANAGER CDP = CHIEF DE- PARTE SGSA = SENIOR GUEST SERVICE ASSOCIATE GSA = GUEST SERVICE ASSOCIATE GSC = GUEST SERVICE CORDINATOR DCDP = DEPUTY CHIEF DE- PARTE

In the above organization structure of Hotel Fortune, we came to know that each and every organization is governed and managed properly. The Heads of each department knows their responsibility and they are ready to fulfill it by hard work. In hotel Fotune, the recruitment is actually done by the ITC. They are the people who select the heads of the department of each organization so that they get the proper knowledge about the things happening in the organization. Further, the lower people that work below the heads are selected by the heads themselves. The people are interviewed, their qualifications are taken into consideration and their experience is all what the organization wants. Though it also wants that the person should not be involved in some kind of bad happenings, as it could ruin the reputation of the Industry.

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Not only in Mussoorie, but the Fortune Hotel had been opened in different parts of the country. Like in Manipal. According to the Press release on 14th May 2009,

Fortune Hotels opens Fortune Inn Valley View in Manipal

5th Fortune Inn branded hotel after Jammu, Pune, Visakhapatnam and Noida

Manipal, May 14, 2009: ITCs wholly-owned subsidiary Fortune Park Hotels Ltd., announced the flagging of its 27th property, Fortune Inn Valley View in the picturesque surroundings of Manipal. With the opening of this hotel, the total number of Fortune Inn category hotels in the country now stands at five with Jammu, Pune, Visakhapatnam and Noida hotels already operational. The 68-room hotel was started by Dr T A Pai Foundation in 1969 with a view to cater to the accommodation needs of the medical tourists and parents of the students from various educational institutes in Manipal. This splendid property now dons the Fortune banner, in its Inn category. The move is an extension of the long association shared by Welcome group, the Hotels Division of ITC Ltd. with Dr T A Pai Foundation, which started with Welcome group Graduate School of Hotel Administration (WGSHA) in 1987. Located amidst beautiful rural farmlands, hills and inland waterways, the hotel is just 10 kms away from Arabian Sea and 60 kms drive from the Western Ghats. Built on the edge of a plateau with a view of the green valley and Western Ghats, the hotel offers a choice of 68 well appointed rooms under various categories. All the rooms have been tastefully

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designed in a contemporary dcor, equipped with modern amenities to ensure a pleasant stay for the travelers. The hotel offers a choice of dining facilities, including Rangoli-a multicuisine restaurant and Cosmopolitan- the coffee shop and a pastry shop. Other offerings at Fortune Inn Valley View include a gym, spa, swimming pool, business centre, travel desk, garment shop, florist shop and a gift shop. The hotel also offers state-of-the-art conference and banquet facilities with 5 banquet halls and beautifully laid out lawns for outdoor gatherings.

.
Speaking on the occasion, Mr. Pawan Verma, Senior Executive Vice President, ITC Ltd.-Hotels Division, said, ITC, a pioneer in the hospitality business had planned the Fortune Hotels chain a little more than a decade ago, to provide contemporary accommodation and great value to the business and leisure travelers. The chain has lived up to this claim and is now among the largest chains catering to the mid-price/upscale category of hotels in the country. We currently have 27 operational Fortune Hotels in India and 52 alliances across the country. We will be expanding our presence in key markets with our different brands of Fortune Hotels in accordance to market demand. We are all set to launch our new properties in Mussoorie, Jaipur, and Bangalore by the next month.

Mr. Suresh Kumar, President, Fortune Hotels, said, We are delighted to add another hotel in our Inn category and to partner with Dr T A Pai Foundation, in this venture. Fortune Inn Valley View is a well-designed property having spacious rooms with excellent view that offer all modern comforts and amenities. With the boom in medical tourism and the spread of educational institutions based in the city we are sure of receiving good response for our hotel. We are looking forward to taking our services to other cities across India.

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Of the groups total 27 hotels, Fortune has 13 hotels in the South and a rather strong presence in the southern states of Tamil Nadu, Karnataka, Kerala and Andhra Pradesh. In Karnataka alone, it operates 3 hotels out of which 2 are in Bengaluru- Fortune Select Trinity and Fortune Select JPCosmos and the latest Fortune Inn Valley View in Manipal. In addition to Manipal, Fortune Hotels runs Inns in Jammu, Noida, Vizag and Pune. All the Recruitment practices part of the hotel in different areas are looked by the ITC. The head of the each department is chosen by the ITC and the rest are being selected by the heads as all the other people work under the heads of their departments.

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HOTEL MADHUBAN
Acres of Himalayan tranquility

Hotel Madhuban is situated in the valley of the Shivalik Ranges. It is counted as one of the oldest Hotels in the region. This Hotel is situated on Rajpur Road in Dehradun, Uttarakhand.

History and Credentials:

Hotel Madhuban is second to none in the region. It is associated with the internationally renowned Group and conforms to its most exacting standards. We have won numerous and most prestigious awards such as the Green Hotelier Award from the Inter- national Hotel and Restaurant Association, in appreciation of our efforts to promote eco-friendly tourism. These have included sponsoring and organizing activities such as inter- school debates on conservation, tree planting drives and adoption of environmentally 'clean' processes and procedures at the Hotel. Our Hotel takes pride in its aesthetic landscaping and the extensively laid out gardens. The hotel has tied up with the Hotel Express International program, under which travelers from around the world obtain concessions and special discounts, particularly on arriving at the hotel at odd hours.

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Some of the biggest names, Nationally and Internationally, have stayed at the Hotel Madhuban. Our Guest Book is a veritable Who`s- Who of Celebrities. Some of the most prestigious companies of the world have held conferences at the Hotel, and have been satisfied customers.

Location:

Nestled in nature`s lap, flaunting an astute blend of natural splendor and modern, high tech. architecture and amenities is hotel Madhuban, Dehra-Dun. Set against a picturesque backdrop of the breathtaking Himalayan
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landscape, amidst 6 acres of well maintained lawns and landscaped gardens, high rising Pines and Palms and a large variety of rare plants, the hotel thrives on a pristine identity. Ostensibly highlighted here, is the elite culture and suave tastes of the capital of Uttarakhand, Dehradun, juxtaposed with nature`s infinite blessings, of which the city abounds in plenty. A spectacular haven with hospitality and comfort galore. The modern city of Dehradun was established by Guru Ram Rai and even today, his Darbar Saheb is the heart of the city's cultural and spiritual life.The Sulpher Springs of Sahastradhara, the ancient,more than 5000 years old, Tapkeshwar temple, the Kalinga edicts built by Emperor Ashoka, the Forest Research Institute's Museum, the water sports and migratory birds at the Asan Barrage, the museum of the Wadia Institute of Himalayan Geology, the Buddhist Monastries, are just some of the treasures this exotic Valley has preserved over the years. Come explore the valley from the most hospitable destination of Doon. Various tailor made packages are available at Hotel Madhuban to help create a memorable holiday! Day trips to the Queen of Hills, Mussoorie, or Haridwar & Rishikesh can also to be arranged.

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Facilities:
The Hotel offers a wide range of facilities listed below are a few of them. 1 : For less strenuous exercise, there is Joggers track. the

2 : The private Golf Club at the Hotel is available to hotel guests & members only. Designed & maintained resourcefully the golf course takes full advantage of natural features. The design of the central golf club is harmonious with the captivating architecture of the Hotel. The Golf Club at the Hotel is a delight with both amateur & professional golfers. 3 : Our well-appointed (and award winning) gardens are ideal for relaxation and contemplation. 4 : Business Centre 5 : Direct Dial Telephone 6 : Ayurvedic Health SPA 7 : Wi-Fi Internet Connectivity 8 : Restaurant Offering a choice of continental north Indian, Chinese (Vatika)
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9 : Bar (Head over Heels) 10: Angithi, an open air restaurant caters for a delectable Barbecue 11: Doctor on call 12: Centrally Air Conditioned 13: We are on course to build a swimming pool that is designed to put the finishing touch to all the days pleasures. 14: Health Club

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MANAGEMENT:

Hotel Madhuban, a subtle blend of Indian Hospitality & Western Innovation is a brainchild of Mr. S.P. Kochar, an eminent economist and hotelier of repute. He is the Chairman & Managing Director of the Hotel. His visionary leadership serves to harmoniously integrate internal staff practices with external local, national and global communities. Mr. S.P. Kochar has been honored with many prestigious awards from various National & International Hotel & Restaurant Bodies for his extra ordinary societal initiatives. He has got the recognition of being the Green Hotelier for his personal efforts towards conservation of the environment, and promoting ecotourism. Hotel Madhuban, Dehra-Dun recognizes its role in society as a corporate citizen and embraces its responsibility to support programs that will help increase the quality of life for all people. Each Team Member at Hotel Madhuban, Dehra-Dun is a specialist in his field with years of experience in the Industry's best hotels.

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International quality service standards delivered by dedicated, competent and experienced service-oriented team members, professional practices, persistent efforts of creating customer loyalty & exceeding customer`s expectations are the biggest hallmarks of the Hotel.

RECRUITMENT PRACTICES
The recruitment practices are held in Hotel Madhuban according to different aspects. They are: 1) The person is chosen according to which category he wants to go. 2) The person is chosen for which position he wants in the organization or at what position he wants to work.

3) The person is chosen on the request of an old employee working in the same organization. 4) The person is chosen according to the degree he had attained in the Hotel Management course.

5) The person is chosen or kept in an organization by offering him more of the cash so as to leave the current organization and to work with them.

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PUNJ LLOYD
PROFILE:
Incorporated in 1988, Punj Lloyd Limited (PLL) started operations with pipelines, followed by tanks and terminals, refineries, power and civil infrastructure. The company has grown rapidly to augment its portfolio to include a whole gamut of services ranging from Upstream, Midstream to Downstream segments of the energy sector, to petrochemicals, chemicals, Bio-fuels, utilities and buildings. PLL is a transnational company specializing in the energy and infrastructure sectors. PLL provides integrated design, engineering, procurement, construction and project management services. PLL's operations spread across the Middle East, Africa, the Caspian, Asia Pacific and South Asia. PLL extends EPC services ranging from Oil & Gas, Refineries, Civil Infrastructure, Thermal Power, Asset Management and Telecom & Broadband. With operations spread across the Middle East, Africa, the Caspian, Asia Pacific and South Asia, Punj Lloyd provides EPC services in Oil & Gas, Process, Civil Infrastructure, and Thermal Power. Further, Punj Lloyd is today a diversified conglomerate, owing to its successful foray into aviation, defence, upstream, real estate and marine, through its subsidiaries and joint ventures. The expanding list of satisfied clients reflects our ability to execute challenging projects, despite all odds. Difficult weather or terrain has been no deterrent to our team which has delivered consistently and brought accolades to the company. The high percentage of repeat orders stand testimony to this. We have achieved many milestones and broken many records.

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As a reflection of our international quality standards, construction and project management techniques, Punj Lloyd holds ISO 9001:2008, ISO 14001:2004 and OHSAS 18001:2007 certification. Our ability to manage operations in diverse industries and economies, coupled with our track record in mobilising financial and human resources, makes us the preferred contractor for critical projects. Our large fleet of sophisticated construction equipment, including horizontal directional drilling rigs and pipe-laying barges, gives us a competitive edge over our competitors. Our central workshop and equipment maintenance yards in India, Indonesia, Abu Dhabi and Kazakhstan ensure minimal downtime on all projects. Our multi-skilled, multi-cultural and highly adaptable workforce is capable of handling multiple complex projects across the world.

VISION: To be among the top five EPC companies in the segments and markets we serve by 2012.

MISSION: We will deliver reliable, high-quality solutions for global infrastructure, always ensuring that integrity, safety and sustainability are at the heart of everything we do.

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CORE VALUES:
To realize our vision and mission, we always turn to the corporate values that we hold dear. We will live and deliver these values with uncompromising commitment to safety and sustainability. Performance We are here to make a valuable difference to our stakeholders and we will make it happen against all odds Passion We are differentiated by our Can Do attitude and the fire in our belly Team work We can gain from the diversity within our Group by sharing knowledge and resources to achieve individual and collective success Agility We understand stakeholder needs and respond with speed and precision Reliability We are trustworthy and reliable, in both thought and action. Our stakeholders can count on us to deliver always.

HISTORY:
1988 : The birth of Punj Lloyd Engineering Private Limited 1989 : Renamed Punj Lloyd Private Limited 1992: Becomes Public Limited and wins its first oveseas pipeline contract in Indonesia.
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1993 : Gets it first Middle East Contract for Field Development 1999 : 1st Road project, Vadodara-Halol Tollway, India 2002 :Gains entry into the Caspian with KAM pipeline, Kazakshtan 2004: EPC Tank Contract in Asia Pacific, Bulk Liquid Terminal, Singapore 2005: 1st Thermal Power Plant, Jindal, India 2006: Became a listed company Acquires Singapore-based Sembawang and Simon Carves, UK Launches new brand identity Adds petrochemicals, engineering, buildings and urban infrastructure projects like airports, jetties, Mass Rapid Transit, Light Rail Transit System, hotels, resorts, to its portfolio. 2007: Punj Lloyd Upstream LTD. Incorporated in April 2007 to address the opportunities in the Integrated Drilling services market.

The History IN BRIEF

For the large, global player that it is today, Punj Lloyd had a modest start. Atul Punj, Chairman - Punj Lloyd was the third generation in the Punj family business. He started the pipeline division of Punj Sons Private Limited in 1982 which was later incorporated as Punj Lloyd Engineering Private Limited in 1988. The company was rechristened Punj Lloyd Private Limited in the following year and subsequently became Public Limited in 1992. From what started with pipelines, grew to constructing tanks & terminals, refineries, power plants and civil infrastructure. Punj Lloyd was also quick to spot opportunities in overseas markets and secured its first overseas contract Balongan Jakarta Product Pipeline, in Indonesia in 1992. At the time of the Indonesian crisis, Punj Lloyd stood steadfast when other international companies retracted. Punj Lloyd soon widened its international operations to
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Abu Dhabi, Kuwait, Qatar, Malaysia, Kazakhstan, Bangladesh, among others. This formed the basis for the establishment of the Groups regional offices in the Caspian, Middle East and North Africa (MENA), South East Asia and South Asia. Punj Lloyd became listed in 2006 and in the same year, Punj Lloyd made another significant move. It acquired Sembawang Engineers & Constructors in Singapore, one of the largest engineering and construction groups in Southeast Asia and Simon Carves, the leaders in polymers and petrochemicals. The energy-packed 2006 also saw the Group enter into strategic joint venture agreements Dayim in Saudi Arabia for oil & gas and infrastructure and KAEFER of Germany for insulation. Growing from strength to strength, the group embarked on a branding initiative in 2006 to focus on creating a powerful EPC brand that unites global operations and diverse service offerings. The new logo is based on the idea of synergy - different entities working together to create a whole that is larger than the sum of its parts. From its evolution from a pipeline company to a renowned EPC player to today an over US$ 2.4 billion diversified player, also in Defence, Aviation, Upstream and Marine, Punj Lloyds history is dotted with interesting and heartening anecdotes of its rich experiences gained in different geographies, of people who stood tall to bring it so far, of complexities of its various diverse projects and the challenges of time.

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OUR PEOPLE:
Transcending cultural and ethnic barriers, our vast and varied workforce of over 23,000 skilled professionals, speaks only one language - that of attaining common goals. At all our projects, this team spirit among workers has contributed to precise co-ordination, motivation and enthusiasm. The dynamic synergy of this global resource has been the primary catalyst in the Groups emergence as a premier engineering, procurement and construction player in the world. We are a people-driven enterprise. Our innovative and diverse workforce has the will to take on challenges and see them through. Be it the scorching desert sun, the fierce monsoons or temperatures ranging from -50 celsius to +50 Celsius, our people have braved it all and brought accolades to the Company. With diverse projects spread all over the world, our engineers have generated multi-disciplinary skills and a wide range of experience in project management and execution. The company integrates and trains local workforce with managers from India. In Kazakhstan, the Indian workforce learnt the local language on the job, hence bringing in a feeling of camaraderie with their fellow Kazakh workers. While the workforce comprised 85 per cent Kazakhs and 15 per cent Indians, both shared a strong bonding and even enjoy Indian meals together. Along with Kazakhs and Indians, Americans, British and Turkish manpower were also employed at the site. In the Baku Tbilisi Ceyhan (BTC), Georgia and South Caucasian pipeline, 70 per cent of workforce were Georgian nationals and the rest of the skilled manpower were Azeri, American, Bolivian, British, German, Indonesian, Indian, Italian, Kiwi and Turkish. In BTC Turkey, there were 2450 personnel from 10 countries. Our Pipeline project in Oman had a unique environment, diverse people and varied landscapes. According to the company practice, Omanis were hired as Community Relations Officers. Also Omani drivers, unskilled, semi-skilled and skilled workers were hired to carry out activities on the pipeline such as stringing, welding etc. Business opportunities were provided in the form of sub contracts to local Area contractors. Local community women were hired as
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Ladies Patrol. At Doha Urban Pipeline Relocation Project, we had a British project manager, with Russian pipeline engineers, Georgian supervisors (who were earlier working with us on the BTC pipeline in Georgia), an Egyptian safety officer, Nepalis, Bangladeshi and Pakistani workers. Our management team is well-qualified and experienced in the industry and has been instrumental in the growth of our operations. And our Board carries members who bring significant international business experience. We are dedicated to the development of the expertise and knowhow of our employees. Our personnel policies are aimed towards recruiting talented employees, and encouraging the development of their skills.

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Our Products:
The Lloyd Group (Brij Raj Punj Group) is a US$ 500 million group in India. The group is recognized as the pioneer and well established name in the field of Air Conditioning in India. Our commitments to innovations arent just limited to the design of our products. Every product bearing the Lloyd name carries the Crystal Wave Technology that's making our lives better. The Crystal Wave Technology present in our air conditioners helps deliver pure air that keeps you going through the day. We, at Lloyd, believe in continuous innovations that enable you to have a better life. The Crystal Wave Technology present in our air conditioners delivers 99.4% pure air. Which in turn gives you air so fresh, you can take on whatever life throws at you.

1) WINDOWS AIR CONDITIONER: A)

Model: FLW12AA Cooling Capacity 12000 BTU/Hr Unique quite design Capacity: 1 Ton Easy removed panel BEE STAR RATING Fresh air switch - 2 STAR Sliding chassis Blue fins Two drainage methods No bucket design

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B)

Model:

FLW18AA Cooling Capacity 18000 BTU/Hr Unique quite design Easy removed panel Fresh air switch Sliding chassis Blue fins Two drainage methods No bucket design

Capacity: 1.5 Ton BEE STAR RATING - 2 STAR

2) SPLIT AIR CONDITIONER:

a)

Model:

AS09FPA1 Cooling Capacity 9,000 BTU/Hr Electrostatic Anti Bacterial Dust Filter Dynamic Colored Display Sleep Mode On/Off Timer Auto Restart Hydrophilic Blue fins Self Diagnostics & Protection

Capacity: 0.9 Ton BEE STAR RATING - 2 STAR

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b)

Model:

FLS13AA Cooling Capacity 12,000 BTU/Hr Active Carban Filter Led Display Turbo Cooling Auto Restart

Capacity: 1 Ton BEE STAR RATING - 2 STAR

c)

Model:

FLS19AAA Cooling Capacity 18,900 BTU/Hr Sleep Mode Auto Level Swing Active Carban Filter Led Display Turbo Cooling Auto Restart

Capacity: 1.5 Ton BEE STAR RATING - 3 STAR

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d)

Model:

FLS23AAA Cooling Capacity 22,000 BTU/Hr Sleep Mode Auto Level Swing Active Carban Filter Led Display Turbo Cooling Auto Restart

Capacity: 2 Ton BEE STAR RATING - 3 STAR

3) TOWER AIR CONDITIONER:

a)

Model:

FLT24AA

Capacity: 2 Ton

Cooling Capacity 24000 BTU/Hr. Easy cleaned panel. Anti rust cabinet. Mutually exchange system. Valve protection cover, independent dehumification. Low noise, self diagnosis. Auto protection function.

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b)

Model:

FLT48AA Cooling Capacity 41000 BTU/Hr. Easy cleaned panel. Anti rust cabinet. Mutually exchange system. Valve protection cover, independent dehumification. Low noise, self diagnosis. Auto protection function.

Capacity: 4 Ton

4) CASSETTE AIR CONDITIONER:

Model:

FLC24A

Capacity: 2 Ton

Cooling Capacity 24000 BTU/Hr Moisture removal feature, auto defrosting, auto restart function, anti cold air function, independent. Dehumification,quite design, sleep mode, slim design, timer, wide angle air flow.

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5) LCD TELEVISION:

a)

Model: L22S 22'' (56 cm) LCD TV HD Ready Contrast Ratio 15000:1 1 HDMI Port

b)

Model: L26HU 26'' (66 cm) LCD TV HD Ready Contrast Ratio 30000:1 3D Digital Comb Filter 2 HDMI, 1 USB Port

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RECRUITMENT PROCEDURE

Punj Lloyd is a well settled industry that has opened lots of its organizations in several parts of the country. In Lloyd, they hold informal interviews and ascertain : a) Interest & response from community, b) Experience and skills etc.

A letter is composed detailing employment opportunities and inviting clients on the Open Week. This letter was sent to all of our clients who had expressed an interest in working in this organization. Those who had partaken in related training courses and other of our clients who may fit the criteria for positions on offer are being given the job. There are different Lloyd organizations present in the country, so the workers that are recruited are being checked at different level so that he may be settled according to the workings that he does and the working that the organization works should also be done properly.

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RESEARCH METHODOLOGY
Preparing the project report is a research analysis, It involves the process of collecting data, analyzing data & reporting data for absolute results.

For the preparation of project report on `Recruitment Practices` the data is based into two formats. They are:

(1)Primary data (2) Secondary data.

1).Primary data:Primary data is the data, which has not been collected & used by somebody else before. In short, Primary data means the data specifically collected for the project. I have collected data from the managers by asking question because it is difficult for me to understand the study.

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2) Secondary data:Secondary data is the data, which is collected from published source. I have collected data from various sources.

After the data collection of both the sources, I have analyzed the data & conducted various financial statement analysis & made suggestions based on my analysis.

A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. Research design is the conceptual structure within which research is conducted; it constitutes the blueprint for the collection, measurement and analysis of data. The type of research design used in the project was Descriptive research, because it helps to describe a particular situation prevailing within a company. Careful design of the descriptive studies was necessary to ensure the complete interpretation of the situation and to ensure minimum bias in the collection of data.

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ANNEXURES AND FINDINGS

SATISFACTION OF CURRENT JOB

Figure 1.1

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Tests held for recruitment in an organization

FIGURE 1.2

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Are people happy with the recruitment procedure?

FIGURE 3

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From the above data that I collected, it is clear that the Recruitment Practices that is done in the Family Owned business is much better as compared to the professionally owned business. This is because in family owned business the people that are selected for working in their organizations are thoroughly checked so that they would not be able to create any disturbance to the working conditions of the organization. In family owned type of organization, the employees data that has been provided by the employee to the organization is checked. The organization is being called for which the employee previously used to work for and after that whole of the data is re checked. The whole work is done by the Human Resource Manager of the organization. While in professionally owned business the people are selected by the different Human Resource Manager as the organization is having different sectors in which the organization had opened its outlet and so every time Interview is taken, every time new questions are being asked and every time different sectors are being allotted to that person. So in my opinion family owned are much better as compared to professionally owned.

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RECOMMENDATION
More dynamic approach is required on the part of HR manager, for
recruiting the employees so as to produce increasingly higher levels of performance.

Professionally owned business should see to it that employees are

well presented. There should be regular audits in the each and every department.

There is a need regular feedback / counseling by Senior boss, which

can also be a motivation factor for performance enhancement.

Employees are getting promotions in regular intervals so they are

less interested in doing their work effectively, so I suggest that promotion policies should also need to be revised on merit based.

It is also seen in professionally owned business that work distribution

is not properly done. So I would recommend the management to assign right kind of job to right kind of people.

It should also be considered that the employees get the opportunity

to learn new things in the organization which would help them in their future career

Now talking about non monetary part, each organization should

know that the employees should feel that they really have opportunities for their career growth. They should encourage them so that they feel good at their work

In the end I would like to say that the head should always be
observing the employees of lower class levels and give them an opportunity to show their talent in building the reputation of the organization. It is really important regarding the companys interest and persons interest as well.
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CONCLUSION
I want to conclude the topic of Recruitment Practices in Family owned Business and Professionally owned business. My study has shown that recruitment in the four companies that I took is satisfactory from the Employees point of view as well as the customers point of view. With a brief thought it seems that the Recruitment done in Family owned Business is more effective as compared to the professionally owned Business. To prove that different data shows the different ways of Recruitment practices that takes place in the four different organizations. The comparison shows that how the recruitment practices that are held in family owned business are different to the professionally owned business. The recruitment in any organization done by the human resource manager is the main point at which an organization depends on. The Conclusion Says that the recruitment in any organization is the base for any company and without it an organization cannot work.

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BIBLIOGRAPHY

BOOKS
Research Methodology by D. Kumar Bhattacharya

Service Marketing by Rampal Gupta

WEBSITE
www.gopalzarda.com www.hotelmadhuban.com www.lloyd.com www.hotelfortune.com

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QUESTIONNAIRE
SAMPLE DESIGN : In this study stratified random sampling will be done for the all employees of the four organizations. Sample Size : 60 employees.

Respective Sir/Madam, I (Aryan Goyal ) is student of Institute of Management Studies, Dehradun undergoing summer-training in your organization. This is a kind request to fill the questionnaire, which is regarding survey on RECRUITMENT PRACTICES. This study is a part of my BBA course. I solicit your honest response on each of question by ticking on the option in your choice.
Name Company Designation Location

: : : :

Rank the following according to its relevance to the Company: (1-high priority, 2-next priority and so on till 10)

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1) Sales employees are mainly recruited through:

Sl.No 1 2 3 4 5 6 7 8 9 10

Source Campus Employee Referrals Consultants Walk-ins Existing Data Base Advertisements Job Fairs Portals Websites Call Backs

Candidates with experience of 0-1 yr 1-3 yrs 3-5 yrs 5-10 yrs

10 yrs & above

2) Management Employees are mainly recruited through: (Management- HR/ Finance/ Marketing/ Operations etc)
Sl.No 1 2 3 4 5 6 7 8 9 10 Source Campus Employee Referrals Consultants Walk-ins Existing Data Base Advertisements Job Fairs Portals Websites Call Backs Candidates with experience of 0-1 yr 1-3 yrs 3-5 yrs 5-10 yrs 10 yrs & above

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3) Support employees are recruited through:

Sl.No 1 2 3 4 5 6 7 8 9 10 Source Campus Employee Referrals Consultants Walk-ins Existing Data Base Advertisements Job Fairs Portals Websites Call Backs Candidates with experience of 0-1 yr 1-3 yrs 3-5 yrs 5-10 yrs 10 yrs & above

4) We conduct:
1. Psychometric test

2.

Aptitude test

3. Both a & b

4.

None

5.

Any other please mention

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5) What is the average time of response to each candidate?

6) Are rejected candidates informed by:

Mail Phone Not informed Both a & b

7) What are the jobsites from which you source resumes?

Why from them?

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8) Do you have a referral policy in your Organization?

a. Yes

b. No

9) Do you have a recruitment pool database in your organization?

a. Yes

b. No

10) How many rounds of interviews, tests are conducted before a candidate is offered employment?

a) Less than 3 b) More than 3

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11) Do you take candidate feedback on recruitment process?

12)What is the interview process that is used :

a) Individual b) Sequential c) Panel

13) Is training provided for those who conduct interviews?

a) Yes b) No

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SOFT COPY OF THE PROJECT

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