Content

Chapter -1 An Overview of hotel industry

Chapter-2 An introduction of Jaypee Siddharth
Chapter 3 Recruitment & Selection
Chapter -4 Research Methodology
➢ Objective of the study
➢ Significance of the study
➢ Sample size
➢ Data collection
Chapter-5 Data Analysis & Interpretation
Chapter-6 finding & Suggestion
Chapter – 7 Conclusion
Annexure
Questionnaire
Bibliography
 CHAPTER -1

AN OVERVIEW
OF
HOTEL INDUSTRY
INTRODUCTION OF HOTEL INDUSTRIES

According to the British laws a hotel is a place where a Bonafied traveler can receive food and shelter provided

he is in a position to for it and is in a fit condition to receive.

Hotels have a very long history, but not as we know today, way back in the 6 th century BC when the first inn in

and around the city of London began to develop the first catered to travelers and provided them with a mere

roof to stay under. This condition of the inns prevailed for a long time ,until the industrial revolution in England,

which brought about new ideas and progress in the business at inn keeping.

The invention of the stream engine made traveling even more prominent. Which had to more and more people

traveling not only for business but also for leisure reasons. This lead to the actual development of the hotel

industry as we know it today. hotel today not only cater to the basic needs of the guest like food shelter provide

much more than that, like personalized services etc. hotels today are a “home away from home”.

The hotel industry is a mature industry marked by intense competition. Market share increases typically comes

at a competitor’s expense. Industry-wide, most growth occurs in the international, rather than the domestic,

arena.

ORIGIN OF HOTEL INDUSTRY

The depreciation in 1930 had a disaster effect in a hotel industry after th world war II and brought a tremendous

up surge to hotel industry with continuous prosperity of hotel industry.

Mass travel is a modern phenomenon that emerged after world war II. Mass tourism continues to grow as

potential freedom, economic wherewithal and social equality spread across the globe. With the economic
engine of development running at full steam, there was a growth in international travel and thereby growth in

hotel industry.

Estimates abound as to the importance and size of housing keeping certainly, its economic contribution is

critical to the globe economy whether as a service to the business community.

TYPES OF HOTELS

Classification is based on many criteria and classifying hotels into different types not an easy task. The hotel

industry is so vast that many hotels do not fit into single well defined category. Industry can be classified in

various ways, based on location, size of property etc. the following are a few basic types of hotels:

1. Based on standards- like most of the countries in world, India also has hotels divided in different

categories depending on their location, facilities ,infrastructure and amenities provided. All the star

hotels in India are government approved with continuous control on the quality of service offered.

2. Based on location- the city location plays a very important role when it comes to chossing a hotel. The

hotel is required to be located in the heart of the city for leisure travelers and the hotel is expected to be

located near the respective work place for business travelers.

3. Based on size of property- the main differentiation for the categorization of hotel is by size the number

of rooms available in the hotel.

4. Based on the level of service- hotels may be classified into economy, and luxury hotels on the basis of

the level of service they offer.

5. Based on the length of stay- hotel can be classified into transient, residential and semi residential hotels

depending on the stay of a guest.

6. Based on theme- depending on theme hotel may be classified into heritage hotels, Ecotels, boutique

hotels and spas.

 CHAPTER -2

AN INTRODUCTION OF

JAYEE SIDDHARTH
 INTRODUCTION OF JAYPEE SIDDHARTH

ABOUT THE COMPANY- JAYPEE GROUP

• JAYPEE GROUP, since its inception five decades ago, it has a very
diversified infrastructure having business interests in completely
different operations like Engineering, Real Estate, Cement, Hospitality,
Expressway, Power, Healthcare, etc.
• Jaiprakash Gaur was the founder of Jaypee Group. It was founded in 1979.
• Headquarted at Noida.

ABOUT JAYPEE HOTELS – UNIT: JAYPEE SIDDHARTH

• Jaypee Siddharth, known for its finest hospitality services and easy
accessibility. It is one of the top luxurious hotel in India, situated at the
hub of commercial centre in Delhi. It has around 90 rooms.

• It provides dining facilities like ‘Paatra’, where Indian cuisine is served

to the guests, a lounge bar called ‘Tapas’ and ‘Eggspectation’, a
banquet hall, ‘Tamaya’, a spa and salon centre that provide specialised
treatments to distress yourself. The hotel also has its small bakery
called ‘The Old Baker’. It also has an open terrace restaurant called

‘Vatika’ for parties and other functions. There are three conference hall
named as Mandala 1, Mandala 2, Mandala 3. During any big event,
these three halls are combined into one.

• It is one of the best project of Jaypee Hotels.

 HIERARCHY OF JAYPEE SIDDHARTH

GENERAL MANAGER

ASSISTANT GENERAL MANAGER

FINANC SECURIT ENGINE FRONT HOUSEK

H.R F&B(P) KST F&B(S)
E Y ERING OFFICE EEPING

HR
MAN
HOD HOD HOD HOD HOD HOD HOD HOD
AGER

DEPU DEPU DEP DEP DEP DEP DEP DEP DEP

TY TY HR UTY UTY UTY UTY UTY UTY UTY
FINAN MAN MAN MAN MAN MAN MAN MAN MAN
CE AGER AGE AGE AGE AGE AGE

ASSIS ASSI ASSI ASSI ASSI ASSI ASSI ASSI

TANT ASSIS STA STA STA STA STA STA STA
MAN TANT NT NT NT NT NT NT NT
AGER MAN
AGER
EXEC (P&A) EXEC EXEC EXEC EXEC EXEC EXEC EXEC
UTIVE UTIV UTIV UTIV UTIV UTIV
UTIV UTIV

SUPE SUPE SUPE SUPE SUPE SUPE SUPE SUPE

RVISO RVIS RVIS RVIS RVIS RVIS
R RVIS RVIS
SWOT ANALYSIS

STRENGTHS

• The hotel is centrally located in Delhi which means it is easily accessible for its
customers. Also, the hotel is situated close to the famous hospitals like BLK hospital
and Ganga Ram hospital. Many people visiting these hospitals for treatment, like to
check-in to Jaypee Siddharth due to its location.

• Jaypee Siddharth is a 35 years old established brand which means that the hotel is
well known and very much famous among the people and it is the brand name which
grabs the guests.

• It has a strong presence in the domestic market and is a well-known face in the
market.

• The hotel has a guest brand loyalty as well. The hotel has many of its guests who visit
hotel often and like to stay in Jaypee Siddharth only.
WEAKNESSES

• No international presence. People outside India are not familiar with Jaypee
Siddharth or Jaypee Hotels.

• The hotel is famous only in the North India and not even in South India as its all five
units are located in the Northern part of India.

• Most of the machineries used in the hotel are outdated. Lack of advance technology
is a weakest point of the hotel.
OPPORTUNITIES

• The hotel need to focus more on medical tourism as the hotel is situated close to the
famous hospitals. People from outside India visit those hospitals as there are many
places abroad where the medical facilities are not good or too expensive. The visitors
usually choose to stay close to the hospital and Jaypee Siddharth being the ideal
place to stay, they prefer this hotel. So, increase in number of medical tourists can
be a big opportunity for the hotel in terms of money as well as in terms of
popularity.
 • The hotel can be an ideal destination for the lavish wedding
ceremonies/ social functions by making the banquet’s area
more spacious.

• Increase the category of rooms e.g. apartments for long stayers.

The hotel would earn profits if they build apartments within the
hotel for its long stayer’s guests.

• There is a significance increase in online bookings in the last few

years due to easy access of internet to a huge population. Jaypee
can tie-up with various online portals to further increase the
number of bookings.

THREATS

• There is no international recognition or support. Having no

present(regular) clients keeps Jaypee at a back foot as compared
to its competitors like Hyatt and Crown Plaza.

• Less options of services, like new technology, system infrastructure

is old. e.g. new software updates are not there for the smooth
working of the computers. Lift machinery is outdated and due to
that the lift of the staff works too slow and its time consuming and
also the lift stops working often.

• Less number of rooms. There are only 90 rooms in the hotel which
is big threat to the profits during the peak season as unavailability
of rooms would force the guests to check into other hotel which
must be their competitor hotel.
LOCATION
ACCOMMODATION
GUESTROOM FEATURES

350 guest rooms including 12 suites and 40 executive

rooms.
➢ Centrally air-conditioned.
➢ Electronic door lock.
➢ Individual safe.
➢ Iron &iron board.
➢ Tea/coffee maker.
➢ Minibar.
➢ Interactive television with remote control.
➢ Multi-channel music.
➢ Direct dial telephones.
➢ Weighing scale.
➢ Free morning newspaper.
➢ Sewing kit.
➢ Wake up facility.
 DINING

There Indian cuisine is served to the guest.

Timing 12:30-3:00pm & 7:30-11:30pm

It is a lounge bar and a banquet hall opening timing is 11:00 am to 11:45 pm.
Tamaya spa and a salon centre that provide specialized treatment to distress yourself.

Old bakery it is a small bakery of jaypee siddharth

It also has an open terrace restaurant called vatika for parties and other function.

Mandala these are three conference mall mandala 1, mandala 2 ,mandala 3.

 Chapter -3

Recruitment

&

Selection
Introduction to recruitment and selection

Recruitment

Recruitment is process which fulfills the requirements of employees in any organization

by the selection either internal or external is a deliberate effort of the organization in
order to select fixed number of personnel form a large number of appointment.

Recruitment is the place which immediately preceds selection . its purpose is to pave
the way for selection procedure by producing ideally the smallest number of candidates
who offer to be capable either of performing the required tasks of the job from he
outset of developing the ability to do so within a period of time acceptable to the
employing organization.

A primary task of the recruitment phase to help would be applicants to decide whether
they are likely to suitable to fill the job vacancy. This is clearly in the interest of both, the
employing organization and ithe applicant.

Recruitment is the development and maintanince of adequate manpower resources. It

involves the creation of a tool of available labour upon whom the organization can draw
when it need additional employees.

Recruitment is the creation of application for specific position through three sources:
advertisenment .state employment exchange agencies or private employment agencies
and present employees. In other sources of recruitment, educational institutions, labour
unions, casual applications and leasing are also utilized.

Selection refer to the process of offering job to one or more applicants from the
applications.

Selection start with reference to job specification which indicate not only immediate job
requirement but other qualities which may be desirable in the long run usually the
personal qualities which forms the basis of selection include skill experience and
training physical charactersics, intelliegence, emotional stability, attitude towards work
and personality.

Purpose of recruitment and selection

➢ To determine the present and future human resources requirements of

the organization in conjunction with human resources planning activites
and job analysis activities.
➢ To increase the pool of potential personnel and the organization has a
number of options to choose from.
➢ To increase the success rate of the selection process by filtering the
number of under qualified or overqualified job applicants.
➢ To meet the organization’s legal and social obligations regarding
composition of its workforce.
 Recruitment planning

Recruitment process start with its planning which involves the determination of number
of applicants and type of applicant to be contracted.

1. Number of contacts- organization generally plan to attract more applicants than

what they intend to select as they wish to have option in selecting the right
candidates. This option is required because some of the candidates may not be
interested in joining the organization, some of them may not meet.

2. Type of contacts- this refer to the type of personnel to be informed about the job
opening based on job description and job specification . this determines how the
prospective personnel may be communicated about the job opening. For example if
an organization require unskilled workers, mere putting the requirement notice on
the factory gate may be sufficient, if it require qualified and experienced managers,
perhaps it may go for advertisement in national newspapers.
 Souces of recruitment

Normally for an on going organization there are two sources of supply of manpower
:: internal and external
Internal sources: an organization can look for filling the vacancies through its
internal souces. These internal sources may be of two types: present personnel and
referrals of these personnel.

1. Present personnel- various position in an organizations may be filled by

promoting the present personnel or by transferring them from a
unit/department where there is overstaffing to a unit/ department where they
are needed. A more common method of recruiting from internal personnel is the
promotion which every organization adopts in varying proportion. Promotion
may be caused on seniority or merit or a combination of both. Filling up of
organization position through promotion is just like a decision of ‘ make or buy’
.in the context of managing human resources, make or buy concept relates to a
decision whether the organization would recruit personnel at the initial level and
make them fit for promotion at higher levels through training and development
activities; or instead of investing in training and development it would employ
experienced personnel directly.
However too much reliance on promotion as a source of employment may
create inbreeding and lack of innovation.

2. Personnel referrals- referrals from existing personnel mayu be a good source of

internal recruitment. The present personnel may be in a better position to judge
the suitability of a prospective candidate with whom they are familiar as they
know the nature of job, organization culture and work ethics. They can relate
these charactersistics of the organization with those of the candidate to judge
his suitability provided they act objectively.

External souces: these sources lie outside the organization, like the new
entrants to the labour force without experience. These include college students,
the unemployed with a wider range of skills and abilities, the retired experienced
persons and others not in the labour force, like married women.

These souces provide a wide market and the best selection considering skill,
training and education. It also helps to bring new ideas into the organization.
Moreover this sources never ‘dries up’.

In respect of people selected under this system, however one has to take
chances with the selected persons regarding their loyalty and desire to
continue. The organization has to make larger investment in their training and
induction.

Combing internal and external sources

Internal and external sources do not exist in ‘either or’ situation, rather ,these
exists in terms of a continuum. Every organization has vacancies through
promotion ; in the same way, every organization has to take people from
outside. Therefore it is a question of combining both sources and determining
 the proporation of internals and externals at various hierarchical levels of the
organization. Normally, at the lower level of managerial hierarchy ,called as
entry levels, there is high proporation of externals. As the chain of hierarchy goes
up, the proportion of internals increases at the cost of externals. However the
pre- requisite of this pattern of recruitment is the highly developed training and
development system in the organization.

In order to combine internal and external sources of recruitment , following

factors should be taken into account:
➢ Effect of the policy on the attitude and actions of the employees:
Employees no doubt feel more secure and identify their own long term
interest with that of the organization when they can anticipated first
charge at job opportunities. The general application of the ‘promotion
from within’ policy may encourage mediocre performance.
The point to be considered here by the organization is, how important is
the loyalty of the employees to it, balancing the risk if mediocre
performance.
➢ The level of spcialization required of employees:
The principal source in many organization may be the ranks of present employees who have
received specialized training.
➢ The degree of emphasis an participation by employees at all levels:
New employees from outside, with no experience in the firm, may not know
enough about its service or product or processes to participate effectively,for some time
at least.
➢ The need for and availability of originality and initiative within the
organization:
If the organization feels that it is training its people for these qualities it
may prefer its own people; if not, new people with different ideas may be
taken from outside.
 METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:

a)Direct method

b) Indirect method

c) Third party method

1. Direct Method:

In this method, the representatives of the organisation are sent to the potential

candidates in the educational and training institutes. They establish contacts with the

candidates seeking jobs. These representatives work in cooperation with placement cells

in the institutions Persons pursuing management; engineering, medical etc.

programmes are mostly picked up in this manner.

Sometimes, some employer firms establish direct contact with the professors and solicit

information about students with excellent academic records. Sending the recruiter to

the conventions, seminars, setting up exhibits at fairs and using mobile office to go to

the desired centers are some other methods used to establish direct contact with the job

seekers.

2. Indirect Methods:

Indirect methods include advertisements in news papers, on the radio and television, in

professional journals, technical magazines etc.

3.Third party method:

These include the use of private employment agencies, management consulated,

professional bodies/association, employee referral, recommendation, voluntary

organization, trade union , data bank, Labour contractor etc. To establish contract with

the job seeker.

Now, a question arises: which particular method is used to recruit employees in the

organization?
Contacting sources

❖ Advertisement

❖ Internet recruiting

❖ Campus recruitment

❖ Job fairs

❖ Consultancy firms

❖ Personal contacts

❖ Interviews
 Application pool

Whatever the method is adopted, the ultimate objective is to attract as many

candidate as possible so as to have flexibility in selection. When the sources of

recruitment are contacted, the organization recives the applications from perspective

candidates. The number of applications depends on the type of organizations

depends on the type of organization, the type of jobs and the conditions in specific

human resource market.

An organization having better perceived image as able to attract more number of

applicantions.

Various applications received for a particular job are pooled together which become

the basis for selection process.

 SELECTION

Selection is the process of picking or choosing the right candidate, who is most suitable for a
vacant job position in an organization. In others words, selection can also be explained as the
process of interviewing the candidates and evaluating their qualities, which are required for a
specific job and then choosing the suitable candidate for the position.
The selection of a right applicant for a vacant position will be an asset to the organization,
which will be helping the organization in reaching its objectives.

Selection is an important process because hiring good resources can help increase the overall
performance of the organization. In contrast, if there is bad hire with a bad selection process,
then the work will be affected and the cost incurred for replacing that bad resource will be
high.
The purpose of selection is to choose the most suitable candidate, who can meet the
requirements of the jobs in an organization, who will be a successful applicant. For meeting
the goals of the organization, it is important to evaluate various attributes of each candidate
such as their qualifications, skills, experiences, overall attitude, etc. In this process, the most
suitable candidate is picked after the elimination of the candidates, who are not suitable for
the vacant job.
The organization has to follow a proper selection process or procedure, as a huge amount of
money is spent for hiring a right candidate for a position. If a selection is wrong, then the cost
incurred in induction and training the wrong candidate will be a huge loss to the employer in
terms of money, effort, and also time. Hence, selection is very important and the process
should be perfect for the betterment of the organization.
SELECTION PROCESS
 SELECTION PROCESS
• Preliminary Interview

This is a very general and basic interview conducted so as to eliminate the

candidates who are completely unfit to work in the organisation. This leaves
the organisation with a pool of potentially fit employees to fill their vacancies.

• Receiving Applications

Potential employees apply for a job by sending applications to the

organisation. The application gives the interviewers information about the
candidates like their bio-data, work experience, hobbies and interests.

• Screening Applications

Once the applications are received, they are screened by a special screening
committee who choose candidates from the applications to call for an
interview. Applicants may be selected on special criteria like qualifications,
work experience etc.

• Employment Tests

Before an organisation decides a suitable job for any individual, they have to
gauge their talents and skills. This is done through various employment
testslike intelligence tests, aptitude tests, proficiency tests, personality tests
etc.

• Employment Interview

The next step in the selection process is the employee interview. Employment
interviews are done to identify a candidate’s skill set and ability to work in an
organisation in detail. Purpose of an employment interview is to find out the
 suitability of the candidate and to give him an idea about the work profile and
what is expected of the potential employee. An employment interview is
critical for the selection of the right people for the right jobs.

• Checking References

The person who gives the reference of a potential employee is also a very
important source of information. The referee can provide info about the
person’s capabilities, experience in the previous companies and leadership
and managerial skills. The information provided by the referee is meant to
kept confidential with the HR department.

• Medical Examination

The medical exam is also a very important step in the selection process.
Medical exams help the employers know if any of the potential candidates are
physically and mentally fit to perform their duties in their jobs. A good system
of medical checkups ensures that the employee standards of health are higher
and there are fewer cases of absenteeism, accidents and employee turnover.

• Final Selection and Appointment Letter

This is the final step in the selection process. After the candidate has
successfully passed all written tests, interviews and medical examination, the
employee is sent or emailed an appointment letter, confirming his selection to
the job. The appointment letter contains all the details of the job like working
hours, salary, leave allowance etc. Often, employees are hired on a conditional
basis where they are hired permanently after the employees are satisfied with
their performance.
Chapter -4

Research

Methodology
RESEARCH METHODOLOGY
INTRODUCTION
Research in common parlance refer to search for knowledge. Once can also define
research as a scientific and systematic search for pertinent information on a
specific topic. In fact, research is an art of scientific investigation.

The advanced learner’s dictionary of current English lays down the meaning of
research as “ a careful investigation or inquiry specially through search for new
facts in any branch of knowledge.

Redman and mory define research as a “systematized effort to gain new

knowledge”.

Research is an academic activity and as such the term should be used in a

technical sense.

According to Clifford woody research comprises defining and redefining

problems, formulating hypothesis or suggested solution; collecting ,organizing
and evaluating data; making deductions andreaching conclusions; and at last
carefully testing the conclusions to determine whether they fit the formulating
hypothesis.
 1. RESEARCH DESIGN:

Research design is the basic frame work which provide guidelines for the best of
research process. It basically involves

a) COLLECTION OF THE DATA.

b) WHAT SAMPLING PLAN SHOULD BE USED.
2. SAMPLE PLAN
Sampling size : 30 employer

3. ANALYTICAL TOOLS : the tools used were percentage table and graph.
4. SAMPLE AREA: jaypee siddharth (rajendra palace)

5. TARGET: employee of jaypee hotels

6. DATA COLLECTION METHOD:
Primary sources
Secondary sources

PRIMARY DATA: primary data are those which are gathered specially for the project by the
research through questionnaire & personal interaction, primary data is collected by
administering the questionnaire & personal interaction.

SECONDARY DATA: it has been collected through intranet , company’s history , profile and
manuals , books, company files & website. This is the data which has been collected by
someone else and was already available for study.

These are the basic tools used for collection of data:

a) Questionnaire
b) Books
c) Personal interview
 OBJECTIVE OF STUDY

• My main objective to do internship in a hotel in HRM was to

know how the HR officer manages the activities of a hotel, its
staff and other things which are co related to the activities of
human resource planning.

• To analyse the recruitment process of Jaypee Siddharth and try

to make it more effective.

• To know and learn about the resource planning.

• To understand and learn about all the activities that a HR

officer must know and must do for the hotel’s well-being.

• To learn about the optimum utilisation of resources.

• To learn about how to solve grievances that may arise

between employees and employers as well.

• To organise events in order to retain employees and increase the

satisfaction level of the employees with the company in which they
work.
 SIGNIFICANCE

➢ Recruitment makes it possible to acquire the number and types of people necessary to
ensure the continued operation of the hotel.
➢ It helps the employee to find out the right person for the right job.
➢ Selection is reliable predictor of how well an individual is likely to perform in the job.
➢ Recruitment established confirms of an applicant competence for a job.
➢ The selection process determine whether an applicant meets the qualification for the
specific job and to choose the applicant who is most likely to perform well in the job.
 CHAPTER-5
DATA ANALYSIS
&
INTERPRETATION
 1. Are you aware of the sources of recruitment and selection of jaypee hotels?

1. Yes (b) no

Factors no of employee %
Yes 7 23.33%
No 3 10%

no of employee

yes
no

INTERPRETATION:

The 23.33% of employee are aware of the process of recruitment & rest of these 10% are
unknown by the process.
 2. Which method do you mostly prefer for recruitment and selection?
(a) Direct (b) indirect (c) third party

Factor no of employee %

Direct 4 13.33%

Indirect 5 16.66%

Third party 1 3.33%

no of employee

yes
no

INTERPRETATION

From the above diagram 13.33% of employees are recruited by direct , 16.66% from indirect &
3.33% from third party.
 3. What sources of external recruitment are preferred?
(a) Advertisement
(b) Educational institutes
(c) Employee referrals
(d) Placement agencies

Factor no of employee %

a) Advertisement 12 40%
b) Educational institutes 9 30%
c) Employee referral 6 20%
d) Placement agencies 3 10%

no of employee
14
12
10
8
6 no of employee

4
2
0
yes no

INTERPRETATION

The analysis says, advertisement sources is 40% &educational institutes is 30% employee
referral is 20% & placement agencies is 10%.
 4. .Are you satisfied with the recruitment process in hotel?
(a) Satisfaction (b) neutral (c) dissatisfaction

Factors no. of employee %

Satisfy 15 50%

Neutral 9 30%

Dissatisfaction 6 20%

no of employee
14

12

10

6 no of employee

0
yes no

INTERPRETATION

In this study 50% employee are satisfied at recruitment process, 30% are netural but rest 20%
are dissatisfaction.
 5. How do you rate the HR practices of the organization?
(a) Good
(b) Very good
(c) Average
(d) Bad

Factors no. of employee %

Good 18 60%

Very good 3 10%

Average 6 20%

Bad 3 10%

no of employee
14
12
10
8
6 no of employee
4
2
0
yes no

INTERPRETATION

Out of the whole sample for the purpose of the study was found as shown in table graph that
60% employee were good and 10% very good 20% average,&10% bad with the HR practices in
the jaypee hotels.
 6. What are the sources for recruitment and selection?
(a) Internal (b)external (c) both

Factor no. of employee %

Internal 12 40%

External 12 40%

Both 6 20%

no of employee

yes
no

INTERPRETATION

In this study 40% employee recruitment by internal sources, 40% for external sources but rest
20% selected by both.
 7. Which type of test you conducted in jaypee hotels?
(a) Psychometric test
(b) Medical test
(c) Reference test check
(d) Any otrher

Factors no of employee %

Psychometric test 9 30%

Medical test 9 30%

Reference test check 6 20%

Any other 6 20%

no of employee

yes
no

INTERPRETATION

Out of the whole sample surveyed for the purpose of the study it was found that 30% of the
test was conducted were psychometric and medical test & 20% were by reference test check.
8. Do you think the present sources require some changes?
(a) Yes (b) no

Factor no. of employee %

Yes 12 40%
No 18 60%

no of employee
14

12

10

6 no of employee

0
0 0.5 1 1.5 2 2.5

INTERPRETATION

In this graph 60% employee think present require may not be change but rest of 40%
think it may change sources.
 9. what are the internal source of recruitment preferred?
(a) present permanent emnployee
(b) present temporary employee
(c) retired employee
(d) deceased /disabled employee

Factors no. of employee %

Present permanent employee 4 13.33%

Present temporary employee 2 6.66%
Retired employee 3 10%
Deceased/disable employee 1 3.33%

INTERPRETATION
In this 13.33% are present permanaent employee ,6.66% are present temporary
employee,10% retired employee,3.33% are deceased/disabled employee

10.Do you have to face any hurdles while availing these sources?
(a) Yes (b) no
Factor no.of employee %
Yes 12 40%
No 9 30%
INTERPRETATION
In this yes are 40% and no are 30%

Chapter-6
Findings
&
Suggestion
 FINDINGS

❖ The 23.33% of employee are aware of the process of recruitment & rest of these 10% are
unknown by the process.
❖ From the above diagram 13.33% of employees are recruited by direct , 16.66% from indirect
& 3.33% from third party.
❖ The analysis says, advertisement sources is 40% &educational institutes is 30% employee
referral is 20% & placement agencies is 10%.
❖ In this study 50% employee are satisfied at recruitment process, 30% are netural but rest
20% are dissatisfaction.
❖ Out of the whole sample for the purpose of the study was found as shown in table graph
that 60% employee were good and 10% very good 20% average,&10% bad with the HR
practices in the jaypee hotels.
❖ In this study 40% employee recruitment by internal sources, 40% for external sources but
rest 20% selected by both.
❖ Out of the whole sample surveyed for the purpose of the study it was found that 30% of the
test was conducted were psychometric and medical test & 20% were by reference test
check.
❖ In this graph 60% employee think present require may not be change but rest of 40% think
it may change sources.
❖ In this 13.33% are present permanaent employee ,6.66% are present temporary
employee,10% retired employee,3.33% are deceased/disabled employee
❖ In this yes are 40% and no are 30%

SUGGESTION

1. During the selection process not only the experienced candidate but also the fresh
candidate sgouls be selected so as to avail the innovation and enthusiasm of new
procedure.
2. In the organization ehere summer training facility prevailing then such kind of practices
must be adopted so that the student can learn and again from the practical view.
3. Candidate should be kept on the job for some time per iod; if suitable they should be
recruited. During the selection process, the candidate should be made relaxed and at
ease.
4. Company should follow all the steps of recruitment and selection for the selection of the
candidate.
5. Selection process should be less time consuming.
6. The interview should not be boring monotonous. It should be made interesting. There
must be proper communication between the Interviewer and the interviewee any the
time of interview.
7. Evaluation and control of recruitment and selection should done fair judgment.
8. Methods used for selection of candidates should be done carefully and systematically.

Chapter-7
Conclusion
 CONCLUSION

The conclusion is drawn from the study and survey of the company regarding the
recruitment and selection process carried out there
.
The recruitment process at HOTEL JAYPEE SIDDHARTH is done objectively but a lot of bias
hampers the future of the employees. That is why the search or headhunt of people shouls
be of those whose skill fits into the industries.s value.

Most of the employee were satisfied by the process but changes are required according to
the changing scenario as recruitment process has a great impact on the working in the hotel
as a fresh blood, new ideas enters in the hotel industries.

Selection process is good but it should also be modified according to the requirements and
should suit the job profile so that main objective of selecting the candidate could be
achieved.
In this way i.ve conclude that jaypee hotel has a fair and effective method of recruitment
and selection but there is always a room of improvement for the effective working of the
system.

ANNEXURE
QUESTIONNAIRE

I Deeksha shastri student of MERI ,Janakpuri is gathering information on

“RECRUITMENT AND SELECTION PROCEDURE IN HOTEL JAYPEE SIDDHARTH

RAJENDRA PALACE”

Identify information

1. Name ……………………………………………
2. Education ……………………………………………………….
3. Profession ……………………………………………………………
4. Designation ……………………………………………………………..
5. Department …………………………………………………………………
6. Experience …………………………………………………………………
 1. Are you aware of the sources of recruitment and selection of jaypee hotels?
1. Yes (b) no

2.Which method do you mostly prefer for recruitment and selection?

(a) Direct (b) indirect (c) third party

3.What sources of external recruitment are preferred?

(e) Advertisement
(f) Educational institutes
(g) Employee referrals
(h) Placement agencies

4.Are you satisfied with the recruitment process in hotel?

(b) Satisfaction (b) neutral (c) dissatisfaction

5.How do you rate the HR practices of the organization?

 (e) Good
(f) Very good
(g) Average
(h) Bad

6.What are the sources for recruitment and selection?

(b) Internal (b)external (c) both

7.Which type of test you conducted in jaypee hotels?

(e) Psychometric test

(f) Medical test
(g) Reference test check
(h) Any otrher

8.Do you think the present sources require some changes?

(b) Yes (b) no

9. what are the internal source of recruitment preferred?

 (a) present permanent emnployee
(b) present temporary employee
(c) retired employee
(d) deceased /disabled employee

10.Do you have to face any hurdles while availing these sources?

(a) Yes (b) no

BIBLIOGRAPHY

BOOKS

❖ Prasad l.m –human resource management;5 edition

❖ Gupta CB-human resource management ;sultan chand& sons,2 edition
❖ Chhabra t.n,principles&practices of management,dhanpat rai and co. (p) ltd
❖ Journals
❖ Websites
❖ www.Jaypee siddharth .com