SUMMER INTERNSHIP PROGRAM

REPORT ON
TRAINING AND DEVELOPMENT PROGRAM
AT MURALI FORTUNE PARK

BY: DIVESH JAIN

170541210
BBA 2ND YEAR
SUBMITTED TO:
Dr.SIMHACHALAM DAS
A report submitted in partial fulfilment of the requirements
of
The BBA-MBA Program (Class of 2019)
KLU Business School
OBJECTIVES:
 To study the fluctuations in wage and salary policies of
HOTEL MURALI FORTUNE PARK management and
employee satisfaction.

 To compare the wage and salary administration practices

between workers and officials.
 To know the strategies adopted in the wage and salary
administration practices of the hotel during the challenging
situation faced by it and to come out if such situations.

 To know the level satisfaction of the employees regarding

the wage & salary administration in the hotel.

 To get insights into organizations, its longevity, its

profitability and its relations effecting the profitability
.
 Learn To make healthy relations in world of business.

 To learn how does an organizations ensure survival in its

tough times.

 To understand how an organization does adapts to the

dynamic changes that occur in the business environment.
TARGETS DURING SIP:
TARGETS
 To know about the company structure and its functioning.
 To have a knowledge about the parent company and its
functionality.
 To achieve the objectives of the SIP.
 To study various departments in the organization.
 To prepare a SWOT analysis regarding the company.
 To do the assigned work within the time frame.
 To learn about the salaries and wages administration in the
company.
 To understand the process and ways adapted by the
company for distribution of salaries and wages.

STRATEGIES
 Each employees’ performance levels were taken into
consideration before paying their salary/wage
 A portion of salary was deducted based on the leaves taken
in that particular month.
 After deducting the benefits provided to them, their salaries
were paid.
 Bonus or appraisals were given to those employees who
achieved more than their given targets.
 The management uses some method in order to payment of
salaries.
Training And Development
Training and Development is one of the main functions of the
human resource management department. Training refers to a
systematic setup where employees are instructed and taught
matters of technical knowledge related to their jobs. It focuses
on teaching employees how to use particular machines or how
to do specific tasks to increase efficiency.
Whereas, Development refers to the overall holistic and
educational growth and maturity of people in managerial
positions. The process of development is in relation to insights,
attitudes, adaptability, leadership and human relations.
Training and Development Programmes
Training and development programs are designed according to
the requirements of the organisation , the type and skills of
employees being trained, the end goals of the training and the
job profile of the employees. These programs are generally
classified into two types: (i) on the job programs, and (ii) off the
job programs.
Different training is given to employees at different levels. The
following training methods are used For the training of skilled
workers and operators- Specific job training programmes,
Technical training at a training with live demos, Internship
training, Training via the process of rotation of job.
People in managerial programmes are given this type of training-
Management Games to develop decision making, Programmes
to identify potential executives, Sensitivity training to
understand and influence employee behaviour, Simulation and
role-playing, Programmes for improving communication, human
relations and managerial skills.
Other Training Programmes
Technical Training – Technical training is that type of training
that is aimed at teaching employees how a particular technology
or a machine.
Quality Training – Quality training is usually performed in
companies who physically produce a product. Quality training
teaches employees to identify faulty products and only allow
perfect products to go out to the markets.
Skills Training – Skills training refers to training given to
employees so as to perform their particular jobs. For e.g. A
receptionist would be specifically taught to answer calls and
handle the answering machine.
Soft Skills – Soft skills training includes personality development,
being welcoming and friendly to clients, building rapport,
training on sexual harassment etc.
Professional Training – Professional Training is done for jobs that
have constantly changing and evolving work like the field of
medicine and research. People working in these sectors have to
be regularly updated on matters of the industry.
Team Training – Team training establishes a level of trust and
synchronicity between team members for increased efficiency.
Benefits of Training
 Training improves the quantity and quality of the
workforce. It increases the skills and knowledge base of the
employees.
 It improves upon the time and money required to reach the
company’s goals. For e.g. Trained salesmen achieve and
exceed their targets faster than inexperienced and untrained
salesmen.
 Training helps to identify the highly skilled and talented
employees and the company can give them jobs of higher
responsibilities.
 Trained employees are highly efficient in comparison to
untrained ones.
 Reduces the need to constantly supervise and overlook the
employees.
Benefits of Development
 Exposes executives to the latest techniques and trends in
their professional fields.
 Ensures that the company has an adequate number of
managers with knowledge and skill at any given point.
 Helps in the long-term growth and survival of the company.
 Creates an effective team of managers who can handle the
company issues without fail.
 Ensures that the employees utilise their managerial and
leadership skills in particular to the fullest.

Impact of Training and Development

It is an undeniable fact that employees are one of the most
valuable assets of an organization and they play a critical role in
the accomplishment of organizational goals. It is because of this
reason that organizations need to care for the learning needs of
the employees that are not only useful for the employees but
also instrumental in improving the productivity of the
employees thereby impacting the bottom line of the
organization, say the HR consultancy services firms.
Numerous researches have been conducted by various people
trying to identify if there is any kind of influence of training and
development programs on the performance of employees, and
if yes, what kind of impact. Many human resources
consultancy experts suggest that when the training needs are
identified accurately and appropriate learning programs are
designed to bridge the gap between the existing employee
skills and the organizational needs, the employees benefit a lot
in terms of skills and confidence which ultimately improves
their performance as well.
As per the HR consulting firms, the amount and kind of training
needed for employees differ from organization to organization
as this is dependent on the type of industry, entry into a new
market territory, implementation of new technology, the
rollout of a new product or a service etc. Appropriate training
programs based on the skill gap of employees definitely
improve their performance and let’s see how that can happen.

Why is Training and Development important?

Training isn’t just important to any company, it is vital.
Although there are many categories of training such as
management training and or sales training, employees with
Project Management skills are an important asset to any
organisation.

Training presents a prime opportunity to expand the

knowledge base of all employees, but many employers in the
current climate find development opportunities expensive.
Employees attending training sessions also miss out on work
time which may delay the completion of projects. However
despite these potential drawbacks, training and development
provides both the individual and organisations as a whole with
benefits that make the cost and time a worthwhile investment.
The return on investment from training and development of
employees is really a no brainer.

Why Training and Development in Murali Fortune Park?

The hospitality industry uses a diverse workforce, which
includes a variety of positions that may or may not have a
strong educational component. A valet, cleaning personnel and
restaurant servers have different requirement than check-in
clerks, concierge providers and managers. Yet, the entire
workforce is a reflection of a hotel's hospitality culture, which is
why everyone needs to be trained from top to bottom on
certain specific values and standards.
The Company Culture
Every hospitality company has its own special way of doing
things. You might remember a specific hotel because of the
chocolates that a courteous maid deliberately left on your
pillow. A cruise line might always make towel monkeys that sit
on the bed to greet you. A tropical hotel might do a lei greeting
the moment you arrive.
These are all components of a corporate culture that's designed
to enhance the guests' experience. Training at each location
helps ensure that everybody will have a consistent experience.
Developing and Training Talent
Many hospitality workers start in entry-level positions and work
their way up into higher level jobs. When a company takes the
time to train people, it is easier to recognize the talent that can
be developed for higher management positions.
Problem Solving and Service
Great service that leads to amazing experiences is the goal of
the hospitality industry. This is something hospitality leaders
need to develop in staff. Things go wrong; it's part of life. For
example, if a guest has been given the wrong reservation and
the problem is not resolved in a friendly and positive way, the
guest will not have an enjoyable experience. The goal is to
resolve problems so the guest feels satisfied about the solution
and that she wants to continue her stay so that ideally, she will
want to return.
Safety and Security
If a danger presents itself in the hotel, guests look to staff to
direct them. After all, the staff knows the lay of the land,
whereas the guests are in unfamiliar territory. Staff should be
trained as to the basics of safety, with many having the ability
to perform first aid and CPR if necessary.

Components Of Training and Development

Here are six key elements to consider when developing a holistic
learning and development function:
1. Create a learning and development strategy.
A holistic approach to learning and development starts with
establishing a strategy that is clearly defined and understood. The
strategy sets the mission and vision for your L&D function and
creates an alignment point for everyone in the organization. Invest
the time in establishing a charter that covers all areas of learning
and development, including scope of training, who provides it,
how it will be delivered, how it will be managed, how it will be
developed and maintained, etc., and then communicate it to the
organization.
2. Enable a culture of continuous learning and development.
Your culture shapes the beliefs and, ultimately, the behavior of
employees. Cultivating a mindset where employees not only have
a strong desire to learn but also want to share their knowledge
with others should start at the top, with leadership support, and
permeate the organization. Educate employees on the
importance of training, and encourage them to seek opportunities
to learn both formally and informally. Incorporate a hunger for
learning into your hiring process. Establish standard training
budgets in both hours and dollars. Develop ways to reward those
who exhibit learned behaviors on the job by incorporating how
employees do their work into your performance review process.
3. Align with talent management.
Learning and development should be tightly aligned with talent
management, starting with establishing well-defined roles and
levels within each role. Define expected skills and competencies
for each level to create career paths for growth.
Why not leverage this foundation as part of your L&D function? It
helps you identify the skills that need to be developed in the
organization, gives you a framework to map training classes to
roles and levels, and provides your employees with a blueprint to
help them advance their careers.
4. Deploy a learning and development infrastructure.
A successful L&D function relies on a foundational infrastructure
that supports ongoing development, management and delivery of
training programs and curriculums. Your infrastructure should
address the establishment of an organizational design and the
policies and procedures needed to manage the L&D function. It
should also include the creation of a catalog of all training courses
and well-defined learning paths for each role and level. Define
processes for how training courses will be updated and
maintained as well as how new training will be developed and/or
acquired in order to stay aligned with the evolving needs of the
organization and its employees.
5. Leverage learning management technology.
The most effective L&D functions leverage the benefits of
processes and technology to enable the effective management,
delivery and consumption of training programs. Today’s learning
management systems, if set are slotted, based on their relative
worth to the firm.

Training and Development Process

In the present day knowledge based environment, things are
changing at a very fast pace. Even to maintain its position, an
organization has to do a lot as well as act very fast.
Organization achieves strategic advantages only due to its core
competencies and core competence is developed only by the
employees of the organization. Hence for achieving a level of
excellence, organizations are to invest in updating the skills of
its employees. This is done through training and development
process.
Training and development process is an organizational activity
aimed at improving the performance of the individuals and
groups of employees in the organizational settings. It is an
organized activity for increasing the knowledge and skills of the
employees. It involves systematic procedures for transferring
technical and management skills to the employees. Training
process is an important activity both for the organization as
well as for the employees. Skills acquired by the employees
through training are assets for the organization. The
enhancement of the skills also provides the employees job
security as well as opportunities for career advancement.
Training is a continuous process and it should not stop at any
stage. The management should ensure that a training
programme should attempt to bring about positive changes in
the knowledge, skills, and attitudes of the employees. To
improve employees knowledge for doing specific job
Needs and types of training and development
In an organization, training needs can arise due to job changes,
person changes and performance deficiency. Job change occurs
when an employee is given a new job within the organization.
Person change happens when an employee leaves the
organization and a new person takes over his position. Training
need due to performance deficiency exists when there is a gap
between the present skills and knowledge of the employees
and the skills and knowledge they require for their effective
performance.
There are mainly three categories of the training needs. The
first category of the organization training need is that covers
each and every employee of the organization. The second
category of training need relates to specific group of people
within an organization. The third category relates to the
training needs of individual employees who have been
identified to take up the new positions within the organization.
ACHIEVEMENTS
 Complete understanding about the company and its
functionality.
 Prepared a questionnaire based on the employees review.
 Had a tour of various departments of the hotel.
 Interacted with some employees and managers regarding
our queries formed during the SIP program.
 Held a meeting with some employees and also reviewed
their previous earnings files.
 Gave suggestions and feedbacks regarding their level of
performance and also to get more incentives with the help
of Company guide.

LIMITATIONS
 The study made by me in Murali Fortune Park was
confined to determine wage and salary method and
practices being followed:
 The lack of availability of information.
 The collected one does not give the complete information.
 As time period is 2 months, it is very difficult to get a clear
picture.
 The sample size taken for the research is small due to
constraints of time.
 Some of the employees had not co-operated in filling of
questionnaire.
CONCLUSION
It has been a wonderful experience working with
MURALI FORTUNE PARK HOTEL as they have given me an
opportunity to learn about the human resource management
sector of the company. I have been to various departments in
the company and knowing about all the operations of the
organization. I have visited various managers and employees
who explained about the various things and methods of wage
and salary administration which the company uses to evaluate
the salaries/wages for its employees. It is very important to
maintain good relations in the world of business to ensure
survival. An effective time management allows us to do our
assignment efficiently and meet our schedules on time which
thus increases the credibility of the employees thus leading to
more incentives in their pockets. In working environment,
teamwork is vital in contributing to a strong organization.
Teamwork is also essential in reaching the goals of the
organization as an entity. Thus, communicating and sharing is
much needed in the working environment among the
employees as well as between the various levels of the
company. This is because working together as a team is easier
in reaching our targets, rather than operating individually.