SUMMER INTERNSHIP PROJECT REPORT

On

“A STUDY ON
“THE RECRUITMENT PROCESS & THE HR POLICIES OF THE L & D DEPARTMENT
WITH RESPECT TO TAJ MAHAL HOTEL, NEW DELHI”

_________________TABLE OF CONTENTS__________________

S No Topic Page
No
1 LIST OF TABLES 3

2 LIST OF FIGURES 4

3 ABSTRACT 5

4 CHAPTER-1: INTRODUCTION 7
 • House of TATA’s

• IHCL
• Taj Mahal Hotel
• HR Policies
• Recruitment
5 CHAPTER-2: CONCEPTUAL DISCUSSION 34

2.1 HR Policies of Taj Hotels

2.2 Recruitment process of Taj Hotels

6 CHAPTER-3: RESEARCH METHODOLOGY 48

3.1 Research Methodology

3.2 Data Collection-
• Primary Data
• Secondary Data
3.3 Sampling
• Sampling Technique
• Sampling Design
• Sample Unit
• Sample Area
• Sample Size
3.4 Data Analysis Tools
3.5 Limitation of Study
7 CHAPTER-4: DATA ANALYSIS 54

8 CHAPTER-5: FINDINGS & SWOT ANALYSIS

9 CHAPTER-7: CONCLUSIONS
• References & Bibliography
• Appendices- Questionnaire

LIST OF TABLES
LIST OF FIGURES
 ABSTRACT

This paper reports on empirical work recently conducted about the use and effectiveness of HRM
practices role of recruitment process at Taj Hotels, New Delhi.

A questionnaire survey was conducted with 45 employees of different departments of Taj hotels
to ascertain their use of a range of human resource practices and the extent to which they had
found those practices successful in aiding the achievement of company objectives.

A model is provided that identifies the key criteria that underlie the adoption of HRM practices,
and the implications of the model are discussed. The main objective of this paper is to identify
general practices that organizations use to recruit and select employees.

The study also focus its attention to determine how the recruitment and selection practices affect
the organizational outcomes and provide some suggestions that can help. Data analysis has been
done with statistical tools like tables, graphs, pie charts, bar diagrams.
 CHAPTER 1 –

INTRODUCTION

1.1: HOUSE OF TATAS

1868

The foundation of what would grow to become the Tata group was laid in 1868 by Jamsetji
Nusserwanji Tata – then a 29-year-old who had learned the ropes of business while working in his
father’s banking firm – when he established a trading company in Bombay.

A business visionary, an acknowledged patriot and a submitted altruist, Jamsetji Tata helped clear
the way to industrialisation in India by seeding spearheading organizations in divisions, for
example, steel, vitality, materials and friendliness.

1877

Empress Mills, a materials adventure set up in Nagpur in India in 1877, was the first of the
enormous modern activities embraced by the Tata gathering.

Jamsetji Tata was at this point, however, as of now grasped by what might the three extraordinary
thoughts of his life: setting up an iron and steel organization, producing hydroelectric power and
making a foundation that would mentor Indians in the sciences.
None of these thoughts would happen as expected while Jamsetji Tata lived, however they were
acknowledged in full measure by the individuals who tailed him.

1892

In 1892, Jamsetji Tata built up the JN Tata Endowment to urge Indian researchers to take up
higher investigations. It was the first of a large number of altruistic activities by the Tata gathering.
Over ages, individuals from the Tata family have passed on quite a bit of their own riches to the
numerous trusts they have made.

These trusts today control 66 percent of the offers of Tata Sons, the holding organization of the
gathering, and they bolster a variety of causes, establishments and people.

1903

The most dazzling of the Tata enterprises that came into being during Jamsetji Tata’s lifetime was
the Taj Mahal Hotel in Bombay, which opened for business in 1903. Legend has it that Jamsetji
Tata set his psyche on structure it in the wake of being prevented passage into one from securing
the city's extravagant inns for being an Indian.

Today, the Taj Group of Hotels is a byword for luxury & quality, with standout properties across
the world.

1904

Following Jamsetji Tata’s death, in Germany in 1904, the chairmanship of the Tata group passed
to the elder of his two sons, Sir Dorab Tata, who accomplished the daunting task of turning his
father’s extraordinary ideas into reality.

Sir Dorab was the power behind the setting up, in 1907, of the Tata Iron and Steel Company. After
seven years, India's first iron and steel plant, in Jamshedpur in the eastern piece of the nation,
began creation. In 1915, the Tata gathering broke new ground by and by, this time by producing
hydroelectric power from a site close Bombay.

1911

In 1911, seven years after his passing, Jamsetji Tata's for quite some time treasured dream of
building up a foundation where Indians could develop their logical temper was figured it out. The
Indian Institute of Science, set up in Bangalore, would support probably the most brilliant
personalities in India.

It was the first of a clutch of centres of learning & research that would come up with the
substantial & steadfast support of the Tata group.

1912

Tata companies currently employ over 581,000 people worldwide. Taking good care of this large
family is a priority for the Group, & it has a tradition to stay true to while doing so.

Tata Steel introduced eight-hour working days in 1912; well before it became statutory in much of
the West, & the first Tata provident fund scheme was started in 1920 (governmental regulation
on this came into force in 1952). The Tata townships, & the facilities they have, are another
example of the manner in which the Group extends itself to care for its employees.

Change Of Guards

By the time of Sir Dorab Tata’s death in 1932, the Tata group had consolidated in businesses while
also getting in new areas, notably insurance & the production of soaps, detergents & cooking oil.

Sir Dorab was succeeded as chairman of the Group by Sir Nowroji Saklatwala. In 1938, following
Sir Nowroji’s demise, 34-year-old JRD Tata (left) was appointed as the new chairman. He would
lead the Tata group for the next 53 years - with wisdom, foresight & a rare grace that touched
everyone he me.

JRD’S Passion

The first of JRD Tata’s big moves in business was born of a childhood fascination for flying. In
1929, he became one of the first Indians to be granted a commercial pilot's licence.

In 1932, Tata Aviation Service, the forerunner to Tata Airlines & Air India, India’s national carrier,
took to the skies. The maiden flight in the history of Indian aviation took off from Drigh Road in
Karachi, now in Pakistan, with JRD Tata at the controls of a Puss Moth. In 1953, the Indian
government nationalised Air India.
New Beginnings

During the more than five decades that JRD Tata was at the helm, the Tata group expanded
regularly into new spheres of business. The more prominent of these ventures were Tata
Chemicals (1939), Tata Motors & Tata Industries (both 1945), Voltas (1954), Tata Tea [(1962) now
known as Tata Global Beverages], Tata Consultancy Services (1968) & Titan Industries (1984).

The post-independence era in India, right up to the early 1990s, was a time of tight government
controls on business, but despite this the Tata group managed to grow considerably.

New Horizons

The Tata group has, over the past decade-&-a-half, changed more than ever before in its long &
illustrious history. Rejuvenating existing businesses, entering new ones, manufacturing
breakthrough products & expanding into foreign markets are among the initiatives the Group has
undertaken with vigour during this period.

In 1996, Tata Teleservices was set up to tap into India’s burgeoning telecom market; in 1998, the
Indica, India’s first indigenously made car, was successfully launched; in 2002, the Group acquired
VSNL, India’s top international telecom service provider; in 2004, Tata Consultancy Services went
public in the largest private sector initial public offering in the Indian stock market; &, in 2008, the
trailblazing Tata Nano was unveiled.

Global Goals

The new millennium has seen Tata companies looking beyond Indian shores for growth
opportunities & a global footprint. Acquisitions of foreign enterprises have been one way of doing
this.

The first big acquisition was by Tata Tea of Tetley back in 2000. In 2004, Tata Motors acquired the
heavy vehicles unit of Daewoo Motors, South Korea; in 2005, Tata Steel acquired the Singapore-
based NatSteel & Tata Chemicals secured a controlling stake in Brunner Mond Group, UK. The
largest acquisition happened in 2007, when Tata Steel acquired Corus, the Anglo-Dutch giant, in a
landmark deal, & in 2008 Tata Motors added the Jaguar & Land Rover brands to its stable.

Future Sense
 The future promises plenty for the Tata group as it sets the agenda for the next phase of its
evolution. The words of former group chairman Ratan Tata sum it up best: “One hundred years
from now, I expect the Tatas to be much bigger, of course, than it is now. More importantly, I
hope the group comes to be regarded as being the best in India — best in the manner in which we
operate, best in the products we deliver & best in our value system & ethics.

1.2: INDIAN HOTELS COMPANY LIMITED (IHCL)

The Indian Hotels Company Limited (IHCL) & its subsidiaries are collectively known as Taj
Hotels Resorts & Palaces & is recognised as one of Asia's largest & finest hotel company.
Incorporated by the founder of the Tata Group, Mr. Jamsetji N. Tata, the company opened its
first property, The Taj Mahal Palace Hotel, Bombay in 1903. The Taj, a symbol of Indian
hospitality, completed its centenary year in 2003.

Taj Hotels Resorts & Palaces comprises 165+ hotels in 80+ locations across India and
international hotels in the Maldives, Malaysia, Australia, UK, USA, Bhutan, Sri Lanka, Africa
,Dubai & the Middle East.

Spanning the length & breadth of the country, gracing important industrial towns & cities,
beaches, hill stations, historical & pilgrim centres & wildlife destinations, each Taj hotel offers
the luxury of service, the apogee of Indian hospitality, vantage locations, modern amenities &
business facilities.

IHCL operate in the luxury, premium, mid-market & value segments of the market through the
following:

Taj (luxury full-service hotels, resorts & palaces) A curation of authentic living palaces,
landmark hotels, resorts and safaris, Taj is the hallmark of iconic hospitality across the globe.
The brand is recognised for its warm and intuitive service and is the undisputed leader in Indian
hospitality
Taj Exotica is our resort & spa brand found in the most exotic & relaxing locales of the world.
The Hotels are centered on high end accommodation, intimacy & an environment that allows its
guest unrivalled comfort & privacy & are defined by a sensibility of intimate design & by their
varied & eclectic culinary experiences, impeccable service & authentic Indian Spa sanctuaries.

Taj Safaris are wildlife lodges that allow travelers to experience the unparalleled beauty of the
Indian jungle amidst luxurious surroundings. They offer India's first & only wildlife luxury lodge
circuit. Taj Safaris provide guests with the ultimate, interpretive, wild life experience based on a
proven sustainable ecotourism model.

Vivanta - Vivanta represents a collection of sophisticated upscale hotels and resorts that cater to
both business and leisure travellers.Embodying a Bon Vivant spirit, Vivanta Hotels and Resorts
deliver signature gastronomic experiences and a true sense o f place in their products and
services

The Gateway Hotels & Resorts is a full service upscale hospitality brand in the South Asia
region. Designed for the modern nomad, Gateway provides consistent, courteous & crisp service
for business & leisure travellers seeking contemporary & refreshing experiences. Keeping in
mind those looking for comfort, familiarity & flexibility, the hotels & resorts are divided into 8
zones – Enter, Stay, Hangout, Meet, Work, Workout, Unwind & Explore. 24/7 services such as
24/7 breakfast, 24/7 'active studio' & 24/7 laundry are all designed to cater to guests round-the-
clock.

Ginger (economy hotels) Ginger Hotels, operated under Roots Corporation Limited is The Indian
Hotels Company Limited's (IHCL) revolutionary concept in hospitality f or the branded budget
segment in India. These are designed and modelled to provide a refreshing and reviving
experience to the guests.

IHCL operates Taj Air, a luxury private jet operation with state-of-the-art Falcon 2000 aircrafts
designed by Dassault Aviation, France; & Taj Yachts, two 3-bedroom luxury yachts which can
be used by guests in Mumbai & Kochi, in Kerala.

IHCL also operates Taj SATS Air Catering Ltd., the largest airline catering service in South
Asia, as a joint venture with SATS (formerly known as Singapore Airport Terminal Services).
Additionally, it operates the Indian Institute of Hotel Management, Aurangabad since 1993.
The institute offers a Four-year honors degree, designed with the help of international faculty &
has affiliations with several American & European programs.

Benares Weavers: Taj is proud to continue supporting traditional arts & crafts with a new
project aimed at endorsing the master hand weavers of Varanasi (formally Benares). The future
of this intricate & ancient art is in jeopardy & Taj has elected to support the master weavers by
adopting handloom woven saris as associate uniforms across 10 luxury properties. In addition,
Varanasi silks are now sold in the Khazana boutiques located in a number of Taj properties.

1.3: THE TAJ MAHAL HOTEL, NEW DELHI

Address : 1, Mansingh Road, New Delhi

Tel No : 011 - 66566162

Facsimile : 011 - 23026070

E mail : mahal.delhi@tajhotels.com

Location: one in every of the foremost distinguished addresses within the city, The Taj Mahal
hotel is found within the exclusive community of Lutyens’ Delhi. It reflects the heritage of
Mughal Delhi; this edifice offers swish design with trendy facilities.

The warm, pristine white lobby of The Taj includes style details similar to Mughal design adore
convoluted motifs, golden inlay work niches from ‘Shahjahanabad’, the erstwhile mogul capital.
The edifice may be a veritable showcase of artifacts with the convoluted style work of the
lobby’s domes & panels absolutely complimenting the calm marble mountain streams.

The edifice may be a town landmark, centrally set, in shut proximity to key areas. It’s a 40-
minute drive from the airport & close to the active central city, Connaught Place, Pragati
Maidan, Government offices & Diplomatic missions. The Taj Mahal has been awarded the five
Star Diamond Award by the American Academy of Hospitality©.

The rooms are categorized into:

Pool Facing: These rooms are all even number rooms & face the swimming pool side. They
provide a breath taking view of The Humayun’s Tomb to the left, Jawaharlal Nehru Stadium can
be seen straight ahead, to the right we have the Indian Habitat Centre.

City Facing: These are all odd numbered rooms & give a spectacular view of the South Block &
the Supreme Court to the left; Straight ahead we can see the skyline of the city including the
beautiful Parliament House.

Superior rooms: All rooms are elegantly appointed & offer guest amenities like speakerphones
with international direct dial facility, Internet connectivity, mini bar, personal safe, channel
music & color television with satellite programmes.

Deluxe Rooms: These rooms have been completely refurbished. Guest amenities also include
an in-room fax, personal safe, electrical kettle for tea/coffee & in-room electronic safe. Variety
of business, national & international newspapers also complimentary use of steam, sauna,
Jacuzzi & gymnasium at the Fitness Centre.

Taj Club: The Taj Club rooms comprise of Executive business floors. Apart from the state of
the art facilities we offer a lounge on the 8th floor, which is exclusively for the guests staying at
the Taj Club rooms. The lounge offers complimentary tea / coffee service 24 hours & also soft
beverages, high-tea and happy hours.

Luxury Suites: We have 4 luxury suites. All the suites provide a view for the sides, the city as
well as the pool. The décor of each of the suites is based on individual themes.

801 – Oriental
 830 – Tanjore (Indian Theme)

901- Versailles (French-Italian Theme)

1030 – Rajput (Indian Theme)

THE GRAND PRESIDENTIAL SUITE (Suite # 930)

The Grand Presidential Suite has been designed by the world famous James Park & Associates.
The suite is 9-room bays & covers an area of 2,950 sq ft. The suite has been themed on Lutyen’s
Delhi & the artefacts, books & furniture design are original designs of Sir Lutyen.

FOOD & BEVERAGE OUTLETS

Machan –Machan is a 24-hour all day dining located at the lobby level.

Emperor’s Lounge: It is an exquisite lounge having 61 covers, which extends from the Machan.

It is famous for it s extensive Tea & Coffee selection.

 In Room Dining – In Room Dining is a 24-hour operating
outlet, which caters to all food & beverage services required by guests in their rooms.

House of Ming – House of Ming highlights the golden era of Ming Dynasty, which reigned
supreme in China from the 13th Century AD to 16th Century AD. It has established itself as a
landmark for Chinese food in the capital.

Ricks – Named after Rick Blaine, the star of the classic black & white movie ‘Casablanca’.
Rick’s caters to the elite class of the city who have toured well internationally, hence the
beverage list includes an elaborate liquor selection & a Wokerie/Finger food concept

Wasabi - A contemporary Japanese fine dining Restaurant, by celebrity Chef Morimoto.

Chambers – the exclusive business club of the Taj Group of hotels first created in Mumbai in
1975. As a member of The Chambers, one can automatically avail the facilities at all The
Chambers. Membership to this exclusive club is through the Managing Director of the Taj Group
of Hotels to top executives of leading corporate houses & financial institutions.

Varq - Varq is a harmonious blend of traditional & contemporary sophistication. Visually

spectacular in every way, this 76 cover elegant Indian restaurant

BANQUET FACILITIES

Strategically located, The Mahal hotel offers a choice of banqueting facilities. There are five
Banquet Halls, three situated on the lower lobby level & two on the roof top.

• Diwan-I-Am:
• Aftab-Mahtab
• Diwan-I-Khas
• Villa Medici
• Long Champ
• Terrace Gardens

• Poolside Lawns

FITNESS CENTRE & SPA -Jiva Spa is spread across 5,940 square feet, offers two single
treatment rooms, two Couple rooms & is a perfect abode to indulge in signature therapies by
expert therapists.
BUSINESS CENTRE – Business Centre is located on the Lobby Mezzanine Floor & it is open
24-hours. Taj Mahal Business Centre furnishes entire requirements of today’s Business traveller
ranging from conference rooms to basic services like offering high speed Internet connectivity.

TRAVEL DESK - Open round the clock facilities include booking / confirmation/ cancellation
of air tickets, car & coach hire, domestic & international air ticketing / rail ticketing, air charters
& destination management & itinerary planning.

ABOUT THE TOPIC

1.4 Human Resource Management and Human Resource Development

HRM is that the method of managing individuals in organizations in an exceedingly structured

and thorough manner. This covers the fields of staffing (hiring people), retention of individuals,
pay and perks setting and management, performance management, modification management
and taking care of exits from the corporate to spherical off the activities.

This is often the standard definition of HRM that leads some consultants to outline it as a
contemporary version of the Personnel Management perform that was used earlier. We’ve got
chosen the term “art and science” as HRM is each the art of managing individuals by recourse to
artistic and innovative approaches; it's a science still attributable to the exactitude and rigorous
application of theory that's needed.

Human Resource Development (HRD) means that to develop on the market personnel through
appropriate ways cherish coaching, promotions, transfers and opportunities for career
development. HRD programs produce a team of well-trained, economical and capable managers
and subordinates. Such team constitutes a very important quality of AN enterprise.

One organisation is completely different from another chiefly attributable to the individuals
(employees) operating there in. per Peter F. Drucker, "The prosperity, if not the survival of any
business depends on the performance of its managers of tomorrow."

The human resource ought to be nurtured and used for the good thing about the organisation.
Uses of Human Resource Management in a company: Human Resource Management (HRM) is
that the perform at intervals AN organization that focuses on accomplishment of, management
of, and providing direction for the folks that add the organization. It may be performed by line
managers.

Human Resource Management is that the structure perform that deals with problems concerning
individuals cherish compensation, hiring, performance management, organization development,
safety, wellness, benefits, worker motivation, communication, administration, and coaching.

HRM is additionally a strategic and comprehensive approach to managing individuals and

therefore the work culture and surroundings. Effective HRM allows workers to contribute
effectively and profitably to the company direction and therefore the accomplishment of the
organization's goals and objectives.

Human Resource Management is moving far from traditional personnel, administration, and
transactional roles, that area unit progressively outsourced. HRM is currently expected to feature
value to the strategic utilization of workers which worker programs impact the business in
measurable ways. The new role of HRM involves strategic direction and HRM metrics and
measurements to demonstrate worth.

The Human Resource Management (HRM) perform includes a spread of activities, and key
among them is responsibility for human resources -- for deciding what staffing wants you've got
and whether or not to use freelance contractors or rent workers to fill these wants, recruiting and
coaching the most effective workers, guaranteeing they're high performers, addressing
performance problems, and guaranteeing your personnel and management practices adapt to
varied laws. Activities conjointly embrace managing your approach to worker advantages and
compensation, worker records and personnel policies.

Sometimes little businesses (for-profit or nonprofit) have to be compelled to do these activities

themselves as a result of they cannot nonetheless afford part- or full-time facilitate. However,
they must continuously make sure those workers have -- and area unit conscious of -- personnel
policies that adapt to current laws.

These policies area unit usually within the variety of worker manuals, that all workers have.
HRM is widening with each passing day. It covers however isn't restricted to time unit coming
up with, hiring (recruitment and selection), coaching and development, payroll management,
rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.

In alternative words, we will say that it’s regarding developing and managing harmonious
relationships at work and hanging a balance between structure goals and individual goals.

IMPORTANCE OF HR:

• Meeting hands wants: each Organisation needs adequate and properly qualified
employees for the conduct of standard business activities. Creative HRP is required so as
to fulfill the growing associated dynamical human resource wants of an organisation. •
Replacement of hands: the present manpower in associate Organisation is affected
thanks to varied reasons like retirement and removal of workers and labour turnover.
HRP is required to estimate the shortage within the hands demand and conjointly for
creating appropriate arrangements for the achievement and appointment of recent
employees.

• Meeting growing manpower needs: The expansion or modernization Programme may be

undertaken by the enterprise. Manpower planning is needed in order to forecast and meet
additional manpower requirement due to expansion and growth needs through
recruitment and suitable training programs.
 • Meeting challenges of technological environment: HRP is helpful in effective use of
technological progress. To meet the challenge of new technology existing employees
need to be retrained and new employees may be recruited.

• Coping with change: HRP enables an enterprise to cope with changes in competitive
forces, markets, products, and technology and government regulations. Such changes
generate changes in job content, skill, number and type of personals.

• Increasing investment in HR: An employee who picks up skills and abilities becomes a
valuable resource because an organization makes investments in its manpower either
through direct training or job assignments.

• Adjusting manpower requirements: A situation may develop in; an organization when

there will be surplus staff in one department and shortage of staff in some other
department. Transfers and promotions are made for meeting such situations.

• Recruitment and selection of employees: HRP suggests the type of manpower required in
an organization with necessary details. This facilitates recruitment and selection of
suitable personnel for jobs in the Organization. Introduction of appropriate selection tests
and procedures is also possible as per the manpower requirements.

• Placement of manpower: HRP is needed as it facilitates placement of newly selected

persons in different departments as per the qualifications and also as per the need of
different departments. Surplus or shortage of manpower is avoided and this ensures
optimum utilization of available manpower.

• Training of manpower: HRP is helpful in selection and training activities. It ensures that
adequate numbers of persons are trained to fill up the future vacancies in the
Organization.

HR TOPICS – FUNCTIONS

TOPIC DESCRIPTION OF WORK

Recruitment and Selection Complete Recruitment life cycle -
Process • Levels of Companies

• Technologies and Domineer

• Portal Explanation

• Explanation of Job Description and Analyzing of

Requirement

• Sourcing of Profiles from Portals

• Screening of profiles as per the requirement

• Calling the Candidates

• Formatting of profiles and Tracker‟s Preparation

• Maintenance of Database

Training and Development • Concept of Training and Development

• Training Needs Identification Process

• Designing Annual Training Plans

• Training Execution

• Designing Employee Development Initiatives

• Designing Supervisory Development Programs

• Designing Management Development Programs

• What is Training ROI and how to Calculate

• Introduction to Best Trainer Skills, Knowledge

and Abilities

Induction and Orientation • How to Design Induction Programs and Execution

• How to Design on the Job Training Programs and

Monitoring

• How to evaluate effectiveness of Induction and on

the Job Training Programs

• Probation Confirmation and HR Role

 Team Management Skills • Understanding What is a Team

• Understanding Team Development Stages

• What is your Team Membership Orientation

• How to improve your effectiveness as Team

Member

• What is Team Leadership

• Understanding my Orientation

HUMAN RESOURCE POLICIES

Human Resource Policies refers to principles and rules of conduct that “formulate,
redefine, entered details and choose variety of actions” that govern the link with staff within
the attainment of the organization objectives.
HR Policies cover the following:
• Policy of hiring individuals with due relation to factors like reservations, sex, legal
status, and the like.
• Policy on terms and conditions of employment-compensation policy and strategies,
hours of labor, overtime, promotion, transfer, lay-off and the like.
• Policy with regard medical assistance-sickness advantages, ESI and company
medical advantages.
4. Policy concerning housing, transport, uniform and allowances.
• Policy concerning coaching and development-need for, methods of, and frequency of
coaching and development.
• Policy concerning industrial relations, trade-union recognition, negotiation, grievance
procedure, participative management and communication with employees.
FORMULATING POLICIES
• There are 5 principal sources for deciding the content and meaning of policies:

• Past practice within the organization.

• Prevailing practice in rival corporations.

 • Attitudes and philosophy of founders of the corporate as conjointly its administrators and
also the high management.

• Attitudes and philosophy of middle and lower management.

• The information and knowledge gained from handling innumerable personnel issues on
day to day basis.

1.5 HR RECRUITMENT:
According to king Flippo, "Recruitment is the method of sorting out prospective workers and
stimulating them to use for jobs in the Organisation."

Recruitment may be a continuous method whereby the firm tries to develop a pool of qualified
candidates for the long run human resources desires albeit specific vacancies don't exist. Usually,
the recruitment method starts once a trough initiates associate worker requisition for a particular
vacancy or associate anticipated vacancy.

It is the method to find sources of work force to fulfill the necessity of staffing schedule
associated to use effective measures for attracting that work force in adequate numbers to
facilitate effective choice of an economical operating force.

Recruitment of candidates is the function preceding the choice, that helps produce a pool of
prospective workers for the organisation so the management will choose the proper candidate for
the proper job from this pool. the most objective of the recruitment method is to expedite the
choice method.

Recruitment is nearly central to associatey management method and failure in enlisting will
produce difficulties for any company as well as an adverse result on its gain and inappropriate
levels of staffing or skills. Inadequate enlisting will cause labor shortages, or issues in
management {decision making cognitive method} and also the enlisting process might itself be
improved by following management theories.

The recruitment method may be improved in sophistication with Richard Rodgers seven purpose
arrange, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc.
Recommendations for specific and differentiated choice systems for various professions and
specializations are given. a brand new national choice system for psychiatrists, anaesthetists and
dental surgeons has been projected among the united kingdom health sector.

NEED FOR RECRUITMENT -

VACANCIES:

Thanks to promotions, transfers, retirement, termination, permanent incapacity, death and

labour turnover. Creation of new vacancies: due to growth, expansion and diversification
of business activities of an enterprise. In addition, new vacancies are possible due to job
specification. The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the competitive
strength and the strategic advantage for the organisations. Recruitment process involves a
systematic procedure from sourcing the candidates to arranging and conducting the
interviews and requires many resources and time.

IDENTIFYING THE VACANCY:

The recruitment method begins with the human resource department receiving requisitions
for achievement from any department of the corporate. These contain:

• Posts to be stuffed

• Number of persons

• Duties to be performed

• Qualifications needed

• Preparing the work description and person specification.

• Locating and developing the sources of needed variety and sort of staff (Advertising etc).

• Short-listing and distinctive the possible worker with needed characteristics.

• Arranging the interviews with the chosen candidates.

 • Conducting the interview and deciding

THE HR ROLE IN RECRUITMENT MODIFIED AND HRM:

• Decides regarding the planning of the achievement processes and to choose regarding the
split of roles and responsibilities between Human Resources and Hiring Manager

• Decides regarding the proper profile of the candidate

• Decides regarding the sources of candidates

• Decides regarding the measures to be monitored to live the success of the method

A traditional role of hr in achievement was associate degree body a part of the full method. The
HRM was liable for maintaining the vacancies publicised and monitored, however the important
impact of HRM to the performance of the full achievement method was stripped.

But because the role of Human Resources within the business was increasing, the hr Strategy
was modified. From creating the method operating to the important management of hr processes
and also the achievement Process was the primary to manage.

The role of hr in achievement is extremely vital as HRM is that the perform to figure on the
event of the achievement method and to form the method very competitive on the market.
Because the job market gets additional and additional competitive, the clearly outlined hr Role in
achievement are growing quickly.

HRM isn't a perform to conduct all the interviews these days, the most role of Human Resources
is to form the achievement method additional engaging and competitive on the work market.

SCOPE OF HR RECRUITMENT:

HR jobs are one amongst most vital tasks in any company or organization for the following
reasons:

• To structure the recruitment policy of company for various classes of workers.

• To analyses the recruitment policy of the organization.

• To compare the recruitment policy with general policy.

• To give a scientific recruitment method.

• It extends to the entire Organization. It covers company workplace, sites and works
appointments all over India.

• It covers employees, Clerical workers, Officers, Jr. Management, Middle Management and
Senior Management cadres.

• A recruitment agency provides you with direction that renders a crystal clear image of what
area unit the potential career choices out there for you and that job choice suits you the most
effective.

OBJECTIVE OF HR RECRUITMENTS:

• To acquire the quantity and quality of staff that may be designated so as to assist the
organization to realize its goals and objectives.

• Recruitment helps to make a pool of prospective staff for the organization in order that the
management will choose the correct candidate for the correct job from this pool.

• Recruitment acts as a link between the employers and therefore the job seekers and ensures
the location of right candidate at the right place at the right time.

• Recruitment is the primary step in fulfilling the requirements of organizations for a

competitive, actuated and versatile human resource that may facilitate achieve its objectives.

• The enlisting method exists because the organization rent new individuals, United Nations
agency area unit aligned with the expectations and that they will match into the organization
quickly.

ADVANTAGE OF OUTSOURCING /RECRUITMENT

Traditionally, recruitment is seen as the value acquisition method in a company. hr outsourcing

helps the hr professionals of the organisations to target the strategic functions and processes of
human resource management instead of wasting their efforts, time and cash on the routine work.
Outsourcing the enlisting method helps to chop the enlisting prices to twenty and try and
conjointly give economies of scale to the massive sized organizations. The major advantages of
outsourcing performance management are:

Outsourcing is beneficial for both the corporate organisations that use the outsourcing services as
well as the consultancies that provide the service to the corporate. Apart from increasing their
revenues, outsourcing provides business opportunities to the service providers, enhancing the
skill set of the service providers and exposure to the different corporate experiences thereby
increasing their expertise.

The advantages accruing to the corporate are:

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

• Accessibility to the expertise of the service providers

• Freedom from red tape and adhering to strict rules and regulations

• Optimal resource utilisation

• Structured and fair performance management.

• A satisfied and, hence, highly productive employees

• Value creation, operational flexibility and competitive advantage

• Therefore outsourcing helps both the organisations and the consultancies to grow and
perform better.

HR RECRUITMENT PROCESS
HR CHALLENGES IN RECRUITMENT

Recruitment may be a function that needs business perspective, expertise, ability to seek out and
match the most effective potential candidate for the organisation, diplomacy, selling skills (as to
sell the position to the candidate) and knowledge to align the recruitment processes for
the advantage of the organisation.
The hr professionals – handling the recruitment operate of the organisation-are perpetually facing
new challenges. The biggest challenge for such professionals is to supply or recruit the most
effective individuals or potential candidate for the organisation. In the previous few years, the
job market has undergone some elementary changes in terms of technologies, sources
of recruitment, competition within the market etc.
In associate degree already saturated job market, wherever the practices
like cooking and raiding are gaining momentum, hr professional’s area unit perpetually facing
new challenges in one among their most significant function- recruitment.
They need to face and conquer numerous challenges to seek out the most effective candidates for
his or her organisations.

The major challenges faced by the hr in recruitment are:

• Adaptability to economic process – The hr professionals’ area unit expected and needed to
stay in tune with the dynamic times, i.e. the changes happening across the world. hr ought
to maintain the timeliness of the method.
• Lack of motivation – recruitment is taken into account to be a thankless job. although the
organisation is achieving results, hr department or professionals don't seem to be thanked for
recruiting the correct workers and performers.
• Process analysis – The immediacy and speed of the recruitment method are the
most considerations of the hr in recruitment. The method ought
to be versatile, reconciling and attentive to the immediate necessities.
The recruitment method ought to even be value effective.
• Strategic prioritization – The rising new systems area unit each a chance still as a challenge
for the hr professionals. Therefore, reviewing staffing desires and prioritizing the tasks to
fulfill the changes within the market has become a challenge for
the recruitment professionals.
 CHAPTER – 2:

CONCEPTUAL DISCUSSION

2.1 HR POLICIES OF TAJ HOTELS

The Policy section contains policies on a wide range of topics which in some way affect
everyone working with the Taj. The Taj management wants to be sure our Company is a "good
place for our employees to work." One aspect of this goal is good communication. To that end,
this section is intended to inform you about the Company's current policies, rules and benefit
programs. These policies are subject to change as we find new and better ways of meeting the
needs of our employees and the Company.

The HR Policies of Taj Hotels have been categorized on the portal based on the type of policy:
• WORK RELATED BENEFITS:
This category includes policies that would be relevant to an employee while in the course of
his/ her work in the organisation.(NOT APPLICABLE TO INTERNATIONAL HOTELS).
• MEDICAL AND INSURANCE:
This category includes policies that would be relevant to an employee in case of any
medical exigencies.(NOT APPLICABLE TO INTERNATIONAL HOTELS).
• ORGANISATION: This category contains important policies that apply to all employees on
an organisation-wide level. It is extremely imperative for all employees to understand and be
well aware of these policies.
ACCOMMODATION AND CAR –
The policy under this category pertains to the benefits available to an employee to avail car or
housing assistance.(NOT APPLICABLE TO INTERNATIONAL HOTELS).

• CAR LEASING SCHEME-

Objective - To provide guidelines to Associates for availing themselves of a company leased car
for official and personal usage.

Entitlement - This scheme allows associates to utilize a vehicle of their choice which is leased to
the company and allotted to them. Additionally, such associates can also claim for fuel
reimbursement for the said vehicle. The lease charges & fuel reimbursement amounts are
recovered from the associates Flexible Benefit Entitlement (FBE) by the company.

• HOUSING ASSISTANCE POLICY ENTERPRISE

Objective - To offset the cost of housing expenses when the associate is transferred out of
his/her base location to a different city along with the family. Associates can either avail of
Location Based Allowance or Company Provided Accommodation:

a. Location Based Allowance - Applicable to transfers / hires in Hotel ManCom, Hotel HOD.

b. Company provided Accommodation - Applicable to Hotel General Manager. and Resident

Manager
Eligibility - This policy is applicable to all associates transferred and posted away from their
base location as Hotel Management Committee, Hotel HOD.

DISCOUNTS –
The policy under this category pertains to the benefits available to an employee to entertain his/
her family and friends at the Taj hotels.

• ASSOCIATE HOLIDAY PLAN (AHP)

Objective - The policy aims to provide guidelines to the associates for availing of rest and
relaxation benefits at a Taj group hotel as also to experience Taj hospitality

Eligibility - This policy is applicable to all associates in Staff, Executive and Managerial levels
and those on Fixed Term Contract.

• BIRTHDAY CELEBRATIONS

Objective - To provide an opportunity to associates to celebrate their birthdays with their family
members in Taj restaurants.

Eligibility - This policy is applicable to all associates in Staff, Executive and Managerial levels
and those on Fixed Term Contract in India.

Entitlement - Associates can avail of lunch/dinner on their birthday, along with their nuclear
family (spouse and 2 children). Associates who are single can avail of this privilege with their
parents

• COMPLIMENTARY STAY FOR NEWLY WEDS AND RETIRING ASSOCIATES

Objective - To provide an opportunity to associates to celebrate special occasions of honeymoon

and retirement and to experience Taj hospitality

Eligibility - This policy is applicable to all associates in Staff, Executive and Managerial levels
and those on Fixed Term Contract.

Entitlement - All associates on Fixed Term Contract, Staff, Executives and Managers will be
eligible to apply for this benefit in order to avail a stay with their family and friends. Associates
are entitled to two complimentary room nights at any Taj hotel across the globe, subject to room
availability. These room nights needs to be availed in three months from retirement or marriage.
During the stay, food, non-alcoholic welcome drinks and rooms will be complimentary. The
laundry service and local telephone calls will also be complimentary

• FOOD & BEVERAGE DISCOUNT

Objective - To provide guidelines to associates on availing of Food & Beverage facilities in Taj
Hotels.

Eligibility - This policy is applicable to all associates in Job levels HL.A to HL.F

• IHCL FRIENDS AND FAMILY RATE BENEFIT

Objective - To offer a special discounted rate to all associates when booking hotel stays for their
friends and family members at all IHCL Hotels - Taj, Vivanta, Gateway and Ginger.

Eligibility - The special rate can be booked by IHCL employees for their friends and family for
their personal travel only. The associate should be an employee of the company at the time this
offer is availed i.e. the friend or family member avails the stay and not the booking date. This
policy is applicable to all associates in Staff, Executive and Managerial levels and those on Fixed
Term Contract. Employees can only book the rate for their Friends and Family only. The entitled
rooms cannot be shared with other employees.

LEAVE:
This category houses policies related to all the leave related policies that an employee is
entitled to as per his/ her grade and employment type.(NOT APPLICABLE TO
INTERNATIONAL HOTELS).

• Adoption Leave Entitlement

Objective - To assist associates who wish to adopt a child/children.

Eligibility - This policy is applicable to all associates in Staff, Executive and Managerial levels
and those on Fixed Term Contract.

Entitlement - All lady associates are entitled to an adoption leave as follows:

a. Adopted Child is less than one year of age - 6 months of paid leave

b. Adopted Child is one year of age or older but less than two years of age - 4 months of paid
leave
c. Adopted Child is 2 years of age or older - 2 months of paid leave

Incase of male associates 15 days of paid paternity leave can be availed within 6 months from
the day of the adoption of the child.

• Bereavement Leave

Objective- To allow associates to attend to needs of their families in the unfortunate event of the
loss of a family member.

Eligibility - This policy is applicable to all associates in Job levels HL.A to HL.F.

Entitlements - All associates are entitled to 3 days of Bereavement Leave on demise of a family
member.

Definition:

For the purposes of this policy, family member would refer to the following:

o Spouse

o Children

o Parents (including those of spouse)

o Grandparents (including those of spouse)

o Siblings

• Casual Leave

Objective -To provide guidelines to associates on taking time off from work to take care of
personal requirements.

Eligibility - This policy is applicable to all associates in job levels HL.A to HL.F.

Entitlements - All associates will be entitled to 7 days of Casual Leave for each leave cycle.

• Maternity Leave

Objective - To facilitate our lady associates and care for their wellbeing during pregnancy and
after child birth

Eligibility - This policy is applicable to all lady associates in Staff, Executive and Managerial
levels and those on Fixed Term Contract.
Entitlement - All lady associates are entitled to 7 months i.e. 210 days of paid maternity leave.
This benefit is inclusive of paid maternity leave as currently applicable under the Maternity
Benefits Act.

• Privilege Leave

Objective-To provide guidelines to associates on taking time off from work to avail of social and
leisure requirements.

Eligibility - This policy is applicable to all associates in Job levels CL.II to CL.V & CS.

Eligibility - This policy is applicable to all associates in Job levels HL.A to HL.F.

Entitlement - All associates will be entitled to the following number of leaves -

Annual Entitlement
24 days
Hotels

Accumulation Limit 90 Days

Privilege leave cycle operates on a financial year basis i.e. commences on 1st of April and ends
on 31st March of the following year.

The associate will be entitled to Privilege Leave for 12 months of service during each leave
cycle.

• Sabbatical Leave

Objective - To provide associates with flexibility to manage their personal and professional
priorities and commitments

Eligibility - This policy is applicable to all associates in Job levels HL.A to HL.F and who have
completed 3 years of continuous service.

Eligibility - This policy is applicable to all associates in Job levels CL.II to CL.V & CS and
who have completed 3 years of continuous service
 • Sick Leave

Objective -To provide leaves to associates in case of inability to work due to medical necessity.

Eligibility - This policy is applicable to all associates in Job levels HL.A to HL.F.

Entitlements - All associates are entitled to the following days

Annual Entitlement As per actuals

Accumulation
Not Applicable
Limit

MEDICAL AND INSURANCE

• Group Personal Accident Coverage

Objective - To provide Group Personal Accident Cover and enable monetary assistance to the
associates in case of accidents.

Eligibility - This policy is applicable to all associates in Staff, Executive and Managerial levels
and those on Fixed Term Contract.

Entitlement - The maximum coverage of associate is as follows:

Level Coverage

HL.D to HL.F and

Staff & FTC

• Group Term Life Coverage

Objective - To provide Group Term Life Insurance Cover to Associates and enable the payment
of a lump sum amount to the nominated beneficiaries in the unfortunate event of an associate's
death.

Eligibility - This policy is applicable to all associates in job levels HL.A to HL.F

Entitlement - The maximum coverage for an individual associate is as follows:

Level Coverage

HL.D to HL.F 18 Lacs

• Hospitalization Assistance Policy

Objective - To provide monetary support to associates in the event that either they or their
dependent family members require hospitalization

Eligibility - This policy is applicable to all associates at levels HL.A to HL.F across the Taj
Group who are currently not covered under the ESIC scheme. This scheme does not cover
medical reimbursement for retired associates.

Definitions

Claim period: The annual limits prescribed for claiming reimbursements under this policy
correspond to the financial year, i.e. April 1st to March 31st.

Family: For the purposes of this policy, family would refer to the following:

Spouse (provided he/she is not covered under a medical scheme in any other organization)

Child/children provided they are unmarried, not gainfully employed and below the age of 25
years.

Dependent parents.

ORGANIZATION
• Anti Bribery and Anti Corruption Policy

Policy Statement and Purpose -

1. One of the core principles set out in the Tata Code of Conduct 2015 states: 'We are
committed to operating our businesses conforming to the highest moral and ethical standards.
We do not tolerate bribery or corruption in any form. This commitment underpins everything we
do.'

2. Bribery and corruption can take many forms including cash or gifts to an individual or
family members or associates, inflated commissions, fake consultancy agreements, unauthorized
rebates, non-monetary favours and false political or charitable donations. These actions may be
undertaken directly or through a third party. It is illegal and immoral to, directly or indirectly,
offer or receive a bribe.

3. We uphold all laws relevant to countering bribery and corruption applicable to us in

the conduct of our business across all the jurisdictions in which we operate including, wherever
applicable, the U.S Foreign Corrupt Practices Act (FCPA), the UK Bribery Act (UKBA) and the
Indian Prevention of Corruption Act, 1988 (PCA).

4. It would also be pertinent to note the impending amendments proposed to be

introduced upon enactment of the Prevention of Corruption (Amendment) Bill in India which are
intended to strengthen the legislative framework of the PCA

5. In addition to the PCA, the following laws in India also presently apply to offences
relating to or resulting in corruption and bribery and resolutions available in case of occurrence
of corruption or bribery:

i) Indian Penal Code, 1860 (IPC);

ii) Prevention of Money Laundering, 2002;

iii) Central Vigilance Commission Act, 2003;

iv) Lok Ayukta Acts of various states.

6. The purpose of this Anti-Bribery and Anti-Corruption Policy (ABAC Policy) is to

ensure that our Company sets up adequate procedures in order to prevent our Company's
involvement in any activity relating to bribery, facilitation payments, or corruption, even where
the involvement may be unintentional.

7. While an exhaustive list cannot be provided, set out below are indicative questionable
transactions or situations that Designated Persons (as defined below) should be careful about
which, when appearing together or individually, should raise a 'red flag':

8. This ABAC Policy constitutes a minimum standard. It must be complied with in any
country in which our Company does business even when the policy is stricter than the anti-
bribery laws that are applicable, including both applicable local laws and those laws with extra-
territorial application. However, when applicable anti-bribery laws are stricter than this policy,
such laws must be complied with. In case of any doubts, Designated Persons must contact our
Company's Compliance Officer (as defined below).
 9. The guidelines in this ABAC Policy supplement the Tata Code of Conduct 2015
(TCoC 2015) and should be read in conjunction with:

a) TCoC 2015;

b) the Whistleblower Policy;

c) Any guidance published pursuant to this policy;

d) Any other relevant policies as may be implemented from time to time.

10. Because no code of conduct or policy can cover every possible situation, our Company
relies on the Designated Persons to use good judgment and to speak up when they have either
questions or concerns.

• Prevention of Sexual Harassment (POSH)

IHCL Policy on Prevention, Prohibition & Redressal of Sexual Harassment at the Workplace
(POSH)

At IHCL, we have zero-tolerance for Sexual Harassment (as defined below). We value every
single Employee working at IHCL and wish to protect their dignity. In so doing, we are
determined to promote a working environment in which persons of both sexes work and
complement each other as equals in an environment that encourages maximum productivity.

Behaviour that has been defined as inappropriate by the IHCL Policy on Prevention,
Prohibition& Redressal of Sexual Harassment at the Workplace ('the Policy') (whether physical
verbal, written, graphic emotional or through gestures that offend) intentionally or not, and
offends the dignity and morality of a person to which the behaviour is directed by fellow
Employees, supervisors, customers and, suppliers will be considered Sexual Harassment and
invite serious disciplinary action or other action as necessary, as described in more detail below.

The Policy covers every Employee across the Group, as defined in more detail below. IHCL
encourages every Employee who has been sexually harassed to use the Redress System that has
been laid down. IHCL has adopted a gender neutral policy.

We at IHCL are committed to giving every Employee a just and fair hearing on issues that are
raised on Sexual Harassment. IHCL will take very serious disciplinary action against any
victimisation of the Complainant or the Respondent that may result from a Complaint.

• Tata Code of Conduct TCOC

TATA has always been values-driven. The five core values that underpin the way we conduct
our business activities are:

UNITY - We must work cohesively with our colleagues across the group, and with our
customers and partners around the world, building strong relationships based on tolerance,
understanding and mutual cooperation.

RESPONSIBILITY - We must continue to be responsible and sensitive to the countries,

communities and environments in which we work, always ensuring that what comes from the
people goes back to the people many times over.

EXCELLENCE- We must constantly strive to achieve the highest possible standards in our day-
to-day work and in the quality of the goods and services we provide.

UNDERSTANDING -We must be caring, show respect, compassion and humanity for our
colleagues and customers around the world, and always work for the benefit of the communities
we serve.

INTEGRITY -We must conduct our business fairly, with honesty and transparency. Everything
we do must stand the test of public scrutiny.

These universal values serve as the foundation for the Tata Code of Conduct. They find
expression within the value system of every Tata company.

• Whistle Blower

Objective - The Whistle Blower Policy has been formulated with a view to provide a mechanism
for associates of the company to approach the Audit committee to report any kind of violations in
the unit.

Applicability - This policy covers all associates - Permanent Employees, Trainees (Associates /
Taj Hospitality Trainees/ Hotel Operational Management Trainees), and Fixed Term Contract
Employees and Apprentices engaged at the hotel.

Definitions-

The definitions of some of the key terms used in this Policy are given below. Capitalised terms
not defined herein shall have the meaning assigned to them under the Code.

"Audit Committee" means the Audit Committee constituted by the Board of Directors of the
Company in accordance with Section 177 of the Companies Act, 2013 and read with Clause 49
of the Listing Agreement with the Stock Exchanges.
 'Employee' means every employee of the Company (whether working in India or abroad),
including the directors in the employment of the Company.

'Code' means the Tata Code of Conduct.

'Investigators' mean those persons authorised, appointed, consulted or approached by the Ethics
Counsellor/Chairman of the Audit Committee and includes the auditors of the Company and the
police.

'Protected Disclosure' means any communication made in good faith that discloses or
demonstrates information that may evidence unethical or improper activity.

'Whistleblower' means an Employee or director making a Protected Disclosure under this Policy.

Eligibility - All Employees and directors of the Company are eligible to make Protected
Disclosures under the Policy. The Protected Disclosures may be in relation to matters concerning
the Company or any other Tata Company.

WORK RELATED BENEFITS

• Attire Allowance & Attire Maintenance Allowance (Corporate Office)

Objective- To offset expenses borne by associates on business attire and maintenance of their
office attire to encourage appropriate standards of dressing. Associates are entitled to
reimbursement for their attire as per business requirements.

Eligibility - This policy is applicable to all associates in corporate Job levels i.e. CL.II to CL.V &
CS. This facility will be extended to associates based at corporate offices in India.

• Cellular Phone Reimbursement

Objective - To reimburse associates towards cell phone usage for their official& personal calls.

Eligibility - This policy is applicable to Hotel ManCom & Hotel HOD.The concerned General
Manager based on respective HOD request may sanction this facility to associates at other job
Levels based on the requirements of the job.

Entitlements -

Level Annual Entitlement

HL.D and HL.E Rs 12,000 /-

 • Children Education Entitlement

Objective - To provide financial support to associates for reimbursement of the school education
fees of their children.

Eligibility - This policy is applicable to Executive Directors& managers in level CL.I, as

mentioned in the appointment letter

Entitlements - Reimbursements on actuals of children’s school fees up to maximum of 2

children.

• Day Care

Objective - Access to reliable, safe and efficient child care is a critical requirement for working
parents. The Day Care Policy enables associates with child-care responsibilities to provide a safe
and secure environment for their children for the duration that they are at work by providing on-
site day care facilities at hotels.

Applicability and Benefit - All associates, i.e. those in Staff / Executive grades, associates on
FTC as well as Contractual staff, having children aged 5 years and below will be entitled to the
use of a day care facility. Hotels/ Offices will organize a day care facility within the hotel
premises which will cater to the requirements of such associates.

• Hardship Allowance

Objective - To provide assistance to associates transferred to remote locations where relocation

of family and/or education of children is a challenge. Hardship allowance is a special allowance
payable to associates who are transferred to such remote locations

Eligibility - This policy is applicable to all associates in HL.B to HL.F levels

Definitions

Hardship Allowance - Hardship allowance is payable to associates who are transferred to a

remote location.

Remote location - The organization has identified the following locations as ?remote location?
and this policy will be applicable to associates transferred from other locations to these locations

Hotels / Resorts / Lodges----

Baghvan Lodge, Pench, Banjaar Tola, Kanha , Mahua Kothi, Bandhav Garh , Pashan Garh ,
Vivanta by Taj Dal View, Srinagar , The Gateway Hotel, Chikmagalur , Vivanta by Taj- Coorg ,
The Gateway Hotel, Corbett , The Gateway Hotel, Gondia , Taj Theog Resort and Spa, Shimla ,
Taj Exotica Resort and Spa, Andamans , Taj Rishikesh Resort and Spa, Uttrakhand

Entitlement - The monthly entitlement of Hardship Allowance is as follows:

Entitlement per
Level
month

HL.E & HL.F Rs 3,000

• Hi Speed Internet Card

Objective - This policy is to offset the expenses incurred by associates towards Hi Speed
Internet Card usage due to exigencies of work.

Eligibility - This policy is applicable to all associates in corporate job levels i.e. CL.II to CL.V
& CS. The Senior Vice President-Operations or the Functional Head may sanction an internet
card for an associate in other Job Levels based on the requirements of the job.

Entitlement - Prescribed limits: Eligible associates shall be entitled to the following amount
towards monthly allowance of Hi Speed Internet usage:

Level Entitlement

Up to Rs. 750 p.m. plus

CL.II to CL.V & CS
taxes

• Six Weekly Offs a Month

Objective - To support and promote a healthy work-life balance at the workplace. All associates
are entitled to two additional weekly offs per month.
 Eligibility- This policy is applicable to all associates in Staff, Executive and Managerial levels
and those on Fixed Term Contract in hotels.

Entitlements- All associates on Fixed Term Contract, Staff, Executives and Managers are
entitled to two additional weekly offs per month. Thus, associates are entitled to six weekly offs
per month.

• Transfer Entitlement

Objective - To reimburse relocation expenses to an associate who, because of business

exigencies, are required to relocate residence to another city or town within India. The Company
recognizes that certain necessary expenses will be incurred by the Associate in his/her transfer of
residence and to settle down in the new place.

Eligibility - This policy is applicable to all associates in Job levels HL.A to HL.F who are being
transferred within India.

Entitlement - In instances where an associate is transferred or deputed from one location to

another by the company, the following transfer entitlements will apply. The packing and
transportation of household goods will be reimbursed by the company, subject to limits specified
below. The company will also provide for insurance of the household goods while in transit, up
to the amounts specified below. The travel expenses of the family members of the associate will
be borne by the company. The family for this purpose will include spouse, children and
dependent parents.

Transfer of
Insurance Travel company /
Level Reimbursement Limits
Limits entitlement
personal car

HL.D & Rs. 5

One truck load on actuals Air -
HL.F Lacs

Transfer of car: A car owned by the associate can be transferred either by cargo or by road. On
transfer by road, the cost of fuel and driver?s allowance will be borne by the company. The
company will bear the cost of re-registration of a personal car on transfer of an associate.

Reimbursement Limits: This includes the cost of packing, loading, unloading and transport of
personal effects.

• Travel Entitlement - Domestic

Objective - To provide guidelines to the associates regarding class of travel and hotel
accommodation while travelling on work within India.

Eligibility - This policy is applicable to all associates in job levels HL.A to HL.F

Domestic Travel Entitlement - All travel has to be authorized by the hotel/functional head. All
associates will be entitled to travel by Air in Economy class. The company will have negotiated
rates with preferred carriers that will be extended to associates while on official travel. In
locations where a Taj hotel exists, associates will stay at the same, subject to room availability.
Where this is not possible, associates will be reimbursed the costs incurred for stay in the
categories of hotels as below:

Level Hotel Category

HL.A 5 Star Deluxe

HL.B to HL.D 4 Star / 5 Star

3 Star
HL.E & HL.F 4 Star for lady associate travelling
alone

• Travel Entitlement – International

Objective - To provide guidelines for associates travelling on company business to international

locations

Eligibility - This policy is applicable to associates in Job levels HL.A to HL.F travelling on
business out of India.

Guidelines - Class of Travel - Hotel General Managers - Economy class air travel for up to 6
hours of flying time. Business class for flights exceeding 6 hours of flying time. Flying time does
not include transit time at airports between flight change over.

Other Levels - Economy class air travel.

The amount of advance extended to the associate will be based on the number of days of travel.
All associates will be extended the travel advance as per limits below.

Travel Advance per

Hotel Level
day
 HL.A & HL.B USD 150

HL.C to HL.F USD 100

• VIBES – Employee Referral Program

Objective - Tap into the network of current associates to source potential candidates.

Philosophy - Referral programs help reaching out to active and passive candidates in the
industry. Our associates are our brand ambassadors and through this policy we are leveraging
their understanding of the organizational culture and values to bring into the fold potential
candidates. This policy outlines the Employee referral process to be followed across Taj Group
in India with details regarding the associated incentives.

Eligibility - All associates (Executives, FTC, Staff) can refer and avail rewards excluding key
leadership positions& HR team members.

Reward Slabs - As an organisation Taj Group believes in engaging a diverse workforce and has
been a pioneer in creating a workplace environment which is encouraging for women to pursue
careers. To demonstrate our commitment towards creating a gender balanced workplace we have
introduced a differential incentive for referring female candidates.

REFERRAL AMOUNT REFERRAL AMOUNT

LEVEL
per hire (INR) Per lady hire (INR)

HL.B (Other than GM ) &

HL.C 35,000 45,000
CL.III

CL.IV 30,000 40,000

HL.D 20,000 30,000

HL.E & HL.F
10,000 20,000
CL.V & CS

Staff & FTC 5,000 10,000