A REPORT ON INTERNSHIP AT “HOTEL GREEN PARK,

WALTAIR MAIN ROAD, VISAKHAPATNAM-2”

Submitted to
Department of Management Studies, VIIT(A)
In the partial fulfillment of the requirements for the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION

By

GONDESI DIVYA
[Reg. No. 20L31E0025]

Under the guidance of

Mrs. CH.V. RAMYA

Assistant Professor, MBA (Ph.D.)

DEPARTMENT OF MANAGEMENT STUDIES

VIGNAN’S INSTITUTE OF INFORMATION TECHNOLOGY [A]
(Approved By AICTE and Affiliated To JNTUK University, Kakinada)
Duvvada, Visakhapatnam, A.P., INDIA
Dec-2021
COMPANY CERTIFICATE
 DECLARATION
I hereby declare that the Internship report done at “HOTEL GREEN PARK,
WALTAIR MAIN ROAD, VISAKHAPATNAM-2” which is being submitted by me
in partial fulfillment for the award of degree of Master Business Administration in the
Dept. of Management Studies, affiliated to Jawaharlal Nehru Technological university,
Kakinada, is the result of investigations carried out by me under the guidance of Mrs.
Ch.V. Ramya Assistant Professor, MBA (Ph.D.)., Department of Management studies,
Vignan’s Institute Of Information Technology, Duvvada, Visakhapatnam. The work is
original and has not been submitted for any Degree/Diploma of this or in any other
university.

Place: Duvvada Signature:

Date: Name of the candidate: Gondesi Divya

Reg.No: 20L31E0025
 VIGNAN’S INSTITUTE OF INFORMATION TECHNOLOGY [A]
(Approved By AICTE and Affiliated To JNTUK University, Kakinada)
Duvvada, Visakhapatnam, A.P., INDIA
DEPARTMENT OF MANAGEMENT STUDIES

CERTIFICATE

This is to certify that the work described in this internship report done at “HOTEL
GREEN PARK, WALTAIR MAIN ROAD, VISAKHAPATNAM-2” which is being
submitted by me in partial fulfillment for the award of degree, Master of Business
Administration in the Dept of Management Studies, Vignan’s Institute of Information
Technology (A), is a record of bonafide work carried out by her under our guidance and
supervision. (The results embodied in this dissertation to any other university or Institute
for the award of any degree or diploma.)

Project guide

(Mrs. Ch.V. Ramya)

 VIGNAN’S INSTITUTE OF INFORMATION TECHNOLOGY [A]
(Approved By AICTE and Affiliated To JNTUK University, Kakinada)
Duvvada, Visakhapatnam, A.P., INDIA
DEPARTMENT OF MANAGEMENT STUDIES

MARKS ASSESMENT SHEET

NAME OF THE STUDENT : GONDESI DIVYA

ROLL NUMBER : 20L31E0025

COMPANY NAME : HOTEL GREEN PARK

MAX MARKS AWARDED MARKS

INTERNSHIP
50
REPORT

SEMINAR ON
50
INTERNSHIP

Project guide HOD-MBA

(Mrs. Ch.V. Ramya)
 ACKNOWLEDGEMENT

Apart from the efforts of me, the success of this internship work depends
largely on the encouragement and guidelines of many others. I take this opportunity to
express any gratitude to the concerned that have been instrumental in the successful
completion of this internship.

I wish to convey my gratitude towards our beloved Principal Dr. B. Arundhati for
her cooperation and support in the regulatory issues and valuable suggestions throughout
my internship work.

I am also thankful to our Head of the Department Dr. P.Ramesh , who helped me
directly and indirectly for the successful completion of my internship and he also
motivated many times during my study by giving a clear picture of internship during
department meetings which have helped me to involve in work with utmost curiosity and
involvement.

I extended my heartfelt gratitude to my project guide Mrs. CH.V. Ramya Assistant

Professor, MBA (Ph.D) for her consistent encouragement, benevolent criticism,
inseparable which were the main reasons to bring the internship report to present shape.

Finally, I would like to thank other faculty members and senior scholars for their
extended co-operation and suggestions which have helped a lot. Lastly, I would like to
thank my parents for their encouragement and support to complete the project
successfully.

(Gondesi Divya)

Reg.No:20L31E0025
INDEX

SNO
CONTENTS PAGE NO.

1 INTRODUCTION 1-19

2 NEED FOR THE STUDY 19

3 OBJECTIVES OF THE STUDY 19

4 SCOPE OF THE STUDY 19-20

5 LIMITATIONS OF THE STUDY 20

6 INDUSTRY PROFILE 21-29

7 COMPANY PROFILE 30-46

8 SWOT ANALYSIS 47-48

9 LEARNINGS FROM THE INTERNSHIP 49-50

10 SUMMARY 51
1. INTRODUCTION

The project report is all about RECRUITMENT AND SELECTION process which is
an important part of any organization.

RECRUITMENT:

Recruitment highlights each applicant’s Skills, Talents and Experience. Their selection
involves developing a list of qualified candidates, defining a selection strategy,
identifying qualified candidates, thoroughly evaluating qualified candidates and selecting
the most qualified candidate.

It is said if right person is appointed at right place the half work has done. In this project i
have tried to cover all the important point that should be kept in mind while Recruitment
and Selection process and have conducted a research study through a questionnaire and
tried to find out which methods and various other information related to recruitment and
selection and tries to come to a conclusion at how the manpower planning is done, what
the various methods used for recruiting the candidates and on what basis the selection is
done.

SELECTION:

Selection is a process and it involves the elimination of candidates who do not have the
required skills and qualifications for the proposed. Also it is a process of differentiating

1
between applicants in order to identify and hire those with greater likelihood of success in
job.

The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. It is the system of function and
devise adopted in a given company to ascertain whether the candidate’s specialization are
matched with the job specialization and recruitment or not.

Selection process or activities typically follow a standard pattern, beginning with an

initial screening interview and concluding with final employment decision. The
traditional selection

process includes : preliminary screening interview, completion of application form,

employment test, comprehensive interview, background investigation, physical
examination and final employment decision to hire.

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RECRUITMENT PROCEDURE

Every organization will have a particular procedure for recruitment. It includes job order,
identifying candidates, interview of candidates, reference and checks, cv presentation for
client, interview preparation, follow up after interview, salary negotiation and the final
step is signing of contract.

There will be difference in procedures in different organizations. Some organization may

require health certificate, physical fitness certificate, police verification and some others.

METHODS OF RECRUITMENT

The possible recruiting methods are classified into three categories namely…

1) Direct method
2) Indirect method
3) Third party method

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1) DIRECT METHOD:

The direct method includes sending of the recruiters to different educational and
professional institutes, employees contact with public, and mannered exhibits. One of the
widely used methods is sending the recruiters to different colleges and technical schools.
This is mainly done with the cooperation of the placement office of the college.
Sometimes, firms directly solicit information form the concerned professors about
student with an outstanding records.

2) INDIRECT METHOD:

Indirect method involves mainly advertising in newspapers, on the radios, in trade and
professional journals, technical magazines and brouchers.

Advertisements in newspapers and trade journals and magazines are the most frequently
used methods. Advertising is a very useful for recruiting blue collar and hourly worker,
as well as scientific, professional, and technical employees.

Local newspaper can be good sources of blue collar workers,clerical employees and
lower level administrative employees.

The main point is that the higher the position in the organization the more dispersed
advertisement is likely to be. The search for the topic executive might include
advertisement advertisement in a national periodical, whereas the advertisement of the
blue color jobs usually confine to the daily newspaper.

According to the three main points need to be borne in the mind before an advertisement
in inserted.

First, to visualize the type of applicants one is trying to recruit.

Second, to write out a list of advantages the company offers, or why should the reader
join the company.

4
Third, to decide where to run the advertisement , not only in which area, but also in
which newspaper having a local, state or a nation— wide circulation.

3) THIRD PARTY:

These include the use of commercial or private employment agencies, state agencies, and
placement offices of schools colleges and professional associations recruiting firms,
management consulting firms, indoctrination seminars for college professors, and friends
and relatives.

Private employment agencies are the most widely used sources. They charge a small fee
from the applicant. They specialize in specific occupation; general office help, salesmen,
technical workers, accountant, computer staff, engineers and executives.

EVALUATION OF THE RECRUITMENT METHOD:

The following are the evaluation of the recruitment method

1: Number of initial enquires received which resulted in completed application forms

2: Number of candidates recruited.

3: Number of candidates retained in the organization after six months.

4:Number of candidates at various stages of the recruitment and selection process,

especially those short listed.

5
 OBJECTIVES OF RECRUITMENT

1. To attract with multidimensional skills and experience that suite the present and
future organization strategies.
2. To induct outsider with new perspective to lead the company.
3. To infuse fresh blood at all levels of organization
4. To develop an organizational culture that attracts competent people to the
company.
5. To search or headhunt people whose skill fit the company’s values.
6. To seek out non-conventional development grounds of talent
7. To devise methodology for assessing psychological traits.
8. To search for talent globally not just with in the company.
9. To design entry pay that competes on quality but not on quantum.
10. To anticipate and find people for position that doesn’t exist yet.

Recruitment represents the first contact that a company makes with potential employees.
It is through recruitment that many individuals come to know about the company and
eventually decide whether they wish to work for it.

The recruitment process should inform qualified individuals about the job so that
applicant can make comparison with their qualification and interest.

FACTORS AFFECTING RECRUITMENT:

There are two types of factors that affect the Recruitment of candidates for the company

1: Internal factors: These includes

-Company’s pay package

- Quality of work life

- Organizational culture

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- Company’s size

- Company’s product

- Growth rate of the company

- Cost of recruitment

2: External factors: These include

- Supply and demand factors

- Employment rate

- Labour market condition

- Political, legal and government factors

- Information system

Factors to be undertaken while formulating recruitment process:

The following factors should be undertaken while formulating the policies –

-Government polices

- Recruitment sources

- Recruitment needs

- Recruitment cost

- Organizational and personal policies

SELECTION:

The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. It is the system of function and
devise adopted in a given company to ascertain whether the candidate’s specifications are
matched with the job specifications and recruitment or not.

7
 ESSENTIALS OF SELECTION PROCEDURE:

• Someone should have the authority to select.

• There must be sufficient number of applicants from whom the required number of
employees to be selected.
• There must be some standards of personnel with which a prospective employee
may be compared.

SELECTION PROCESS

Selection is along process, commencing from the preliminary interview of the applicants
and ending with the contract of employment.

Environment factor affecting selection: -

Selection is influenced by several factors. More prominent among them are supply and
demand of specific skills in the labour market, unemployment rate, labour- market
conditions, legal and political considerations, company’s image, company’s policy,
human resources planning and cost of hiring. The last three constitute the internal
environment and the remaining form the external environment of the selection process.

STEP 1: - PRELIMINARY INTERVIEW

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The applicants received from job seekers would be subject to scrutiny so as to eliminate
unqualified applicants. This is usually followed by a preliminary interview the purpose of
which is more or less the same as scrutiny of application, that is, eliminate of unqualified
applicants. Scrutiny enables the HR specialists to eliminate unqualified job seekers based
on the information supplied in their application forms. Preliminary interview, on the other
hand, helps reject misfits for reason, which did not appear in the application forms.
Besides, preliminary interview often called „courtesy interview‟, is a good public relation
exercise

STEP 2: - SELECTION TEST

Job seekers who pass the screening and the preliminary interview are called for tests.
Different types of tests may be administered, depending on the job and the company.
Generally, tests are used to determine the applicant’s ability, aptitude and personality.
The following are the type of tests taken:

1) Ability tests: -

Assist in determining how well an individual can perform tasks related to the job. An
excellent illustration of this is the typing tests given to a prospective employer for a
secretarial job.Also called “ACHIEVEMENT TESTS”. It is concerned with what one has
accomplished. When applicant claims to know something, an achievement test is taken to
measure how well they know it. Trade tests are the most common type of achievement
test given. Questions have been prepared and tested for such trades as an asbestos worker,
punch-press operators, electricians, and machinists. There are, of course, many
unstandardized achievement tests given in industries, such as typing or dictation tests for
an applicant for a stenographic position.

2) Aptitude test: -

Aptitude tests measure whether an individuals has the capacity or latent ability to learn a
given job if given adequate training. The use of aptitude test is advisable when an
applicant has had little or no experience along the line of the job opening. Aptitudes tests
help determine a person’s potential to learn in a given area. An example of such test is the

9
general management aptitude tests (GMAT), which many business students take prior to
gaining admission to a graduate business school programme. Aptitude test indicates the
ability or fitness of an individual to engage successfully in any number of specialized
activities. They cover such areas clerical aptitude, numerical aptitude, mechanical
aptitude, motor coordination, finger dexterity and manual dexterity. These tests help to
detect positive negative points in a person’s sensory or intellectual ability. They focus
attention on a particular type of talent such as learning or reasoning in respect of a
particular field of work.

3) Intelligence test:

This test helps to evaluate traits of intelligence. Mental ability, the presence of
mind(alertness), numerical ability, memory and such other aspects can be measured. The
intelligence is probably the most widely administered standardized test in the industry. It
is taken to judge numerical, skills, reasoning, memory and such other abilities.

4) Personality Test:

The importance of personality to job success is undeniable. Often an individual who

possesses the intelligence, aptitude, and experience for certain has failed because of
inability to get along with and motivate other people. It is conducted to judge maturity,
social or interpersonal skills, behavior under stress and strain, etc. this test is very much
essential on the case of selection of sales force, public relation staff, etc. where
personality plays an important role. Personality tests are similar to interest tests in that
they, also, involve a serious problem of obtaining an honest answer.

5) General knowledge Test:

Nowadays G.K.Tests are very common to find general awareness of the candidates in the
field of sports, politics, world affairs, current affairs.

6) Perception Test:

At times perception tests can be conducted to find out beliefs, attitudes, and mental
sharpness.etc.

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7) Medical Test:

It reveals physical fitness of a candidate. With the development of technology, medical

tests have become diversified. Medical servicing helps measure and monitor a
candidate’s physical resilience upon exposure to hazardous chemicals.

Choosing Tests:

The test must be chosen in the criteria of reliability, validity, objectivity, and
standardization. They are:

1. Reliability:

It refers to standardization of the procedure of administering and scoring the test results.
A person who takes tests one day and makes a certain score should be able to take the
same test the next day or the next week and make more or less the same score. An
individual’s intelligence, for example, is generally a stable characteristic. So if we
administer an intelligence test, a person who scores 110 in March would score close
to110 if tested in July. Tests, which produce wide variations in results, serve little
purpose in selection.

2. Validity: -

It is a test, which helps predict whether a person will be successful in a given job. A test
that has been validated can be helpful in differentiating between prospective employees
who will be able to perform the job well and those who will not. Naturally, no test will be
100% accurate in predicting job success. A validated test increases possibility of success

3. Objectivity: -

When two or more people can interpret the result of the same test and derive the same
conclusion(s), the test is said to be objective. Otherwise, the test evaluators‟ subjective
opinions may render the test useless.

4. Standardization: -

11
A test that is standardized is administered under the standard condition to a large group of
person who is representatives of the individuals for whom it is intended. The purpose of
standardization is to obtain norms or standard so that a specific test score can be
meaningful when compared to other score in the group.

STEP 3: - INTERVIEW:

The next step in the selection process is an interview. The interview is formal, in-depth
conversation conducted to evaluate the applicant’s acceptability. It is considered to be
excellent selection device. It is a face-to-face exchange of view, ideas, and opinion
between the candidates and interviewers. Basically, the interview is nothing but an oral
examination of candidates. The interview can be adapted to unskilled, skilled, managerial
and professional employees.

Types of interviews: -

Interviews can be of different types. Their interviews employed by the companies.

Following are the various types of interview: -

Informal Interview:

An informal interview is an oral interview and may take place anywhere. The employee
or the manager or the personnel manager may ask a few almost inconsequential questions
like name, place of birth, names of relatives etc. either in their respective offices or
anywhere outside the plant of the company. It is not planned and nobody prepares for it.
This is used widely when the labor market is tight and when organization need workers
badly.

Formal Interview:

Formal interviews may be held in the employment office by employment office in a more
formal atmosphere, with the help of well-structured questions, the time and place of the
interview will be stipulated by the employment office.

12
Non-directive Interview:
Non-directive interview or unstructured interview is designed to let the interviewee speak
his mind freely. The interviewer has no formal or directive questions, but his all attention
is to the candidate. He encourages the candidate to talk by a little prodding whenever he
is silent e.g. “Mr. Ray, please tell us about employee self after employee graduated from
high school”

Depth Interview:

It is designed to intensely examine the candidate’s background and thinking and to go

into considerable detail on particular subjects of an important nature and of special
interest to the candidates. For example, if the candidate says that he is interested in tennis,
a series of questions may be asked to test the depth of understanding and interest of the
candidate. These probing questions must be asked with tact and through exhaustive
analysis; it is possible to get a good picture of the candidate.

Stress Interview:

It is designed to test the candidate and his conduct and behavior by him under conditions
of stress and strain. The interviewer may start with “Mr. Joseph, we do not think
employee qualifications and experience are adequate for this position”, and watch the
reaction of the candidates. Good candidates will not yield, on the contrary, he may
substantiate why he is qualified to handle the job. This type of interview is borrowed
from the Military organization and this is very useful to test the behavior of individuals
when they are faced with disagreeable and trying situations.

Group Interview:

It is designed to save busy executive’s time and to see how the candidates may be
brought together in the employment office and they may be interviewed.

Panel Interview:

13
A panel or interviewing board or selection committee may interview the candidate,
usually in the case of supervisory and managerial positions. This type of interview pools
the collective judgment and wisdom of the panel in the assessment of the candidate and
also in questioning the faculties of the candidate.

Sequential Interview:

The sequential interview takes the one-to-one a step further and involves a series of
interview, usually utilizing the strength and knowledge base of each interviewer so that
each interviewer can ask questions in relation to his or her subject area of each candidate,
as the candidate moves from room to room.

Structured Interview:
In a structured interview, the interviewer uses present standardized questions, which are
put to all the interviewees. This interview is also called as “Guided” or “Patterned”
interview. It is useful for valid results, especially when dealing with a large number of
applicants.

Unstructured Interview:

It is also known as “Unpatterned” interview, the interview is largely unplanned and the
interviewee does most of the talking. The unguided interview is advantageous in as much
as it leads to a friendly conversation between the interviewer and the interviewee and in
the process, the later reveals more of his or her desire and problems. But the Unpatented
interview lacks uniformity and worse, this approach may overlook key areas of the
applicant’s skills or background. It is useful when the interviewer tries to probe personal
details of the candidate it analyses why they are not right for the job.

STEP 4: -REFERENCE CHECK:-

Many employers request names, addresses, and telephone numbers of references for the
purpose of verifying information and perhaps, gaining additional background information
n an applicant. Although listed on the application form, references are not usually
checked until an applicant has successfully reached the fourth stage of a sequential

14
selection process. When the labour market is very tight, organizations sometimes hire
applicants before checking references.

Previous employers, known as public figures, university professors, neighbors or friends

can act as references. Previous employers are preferable because they are already aware
of the applicant’s performance. But, the problem with this reference is the tendency on
the part of the previous employers to over-rate the applicant’s performance just to get rid
of the person.

Organizations normally seek letters of reference or telephone references. The latter is

advantageous because of its accuracy and low cost. The telephone reference also has the
advantage of soliciting immediate, relatively candid comments and attitude can
sometimes be inferred from hesitations and inflections in speech.

STEP 5: SELECTION DECISION:-

After obtaining information through the preceding steps, selection decision- the most
critical of all the steps- must be made. The other stages in the selection process have been
used to narrow the number of the candidates. The final decision has to be made the pool
of individuals who pas the tests, interviews and reference checks.

The view of the line manager will be generally considered in the final selection because it
is he/she who is responsible for the performance of the new employee. The HR manager
plays a crucial role in the final selection.

STEP 6: - PHYSICAL EXAMINATION: -

After the selection decision and before the job offer is made, the candidate is required to
undergo a physical fitness test. A job offer is, often, contingent upon the candidate being
declared fit after the physical examination. The results of the medical fitness test are
recorded in a statement and are preserved in the personnel records. There are several
objectives behind a physical test. Obviously, one reason for a physical test is to detect if
the individual carries any infectious disease. Secondly, the test assists in determining
whether an applicant is physically fit to perform the work.

15
Thirdly, the physical examination information can be used to determine if there are
certain physical capabilities, which differentiate successful and less successful
employees. Fourth, medical check-up protects applicants with health defects from
undertaking work that could be detrimental to them or might otherwise endanger the
employer’s property. Finally, such an examination will protect the employer from
workers compensation claims that are not valid because the injuries or illness were
present when the employee was hired.

STEP 7: - JOB OFFER: -

The next step in the selection process is a job offer to those applicants who have crossed
all the previous hurdles. Job offer is made through a letter of appointed. Such a letter
generally contains a date by which the appointee must report on duty. The appointee must
be given reasonable time for reporting. This is particularly necessary when he or she is
already in employment, in which case the appointee is required to obtain a relieving
certificate from the previous employer.

Again, a new job may require moving to another city, which means considerable
preparation, and movement of property. The company may also want the individual to
delay the date of reporting on duty. If the new employee’s first job upon joining the
company is to go on the company until perhaps a week before such training begins.
Naturally, this practice cannot be abused, especially if the individual is unemployed and
does not have sufficient finances. Decency demands that the rejected applicants be
informed about their non-selection. Their applicants may be preserved for future use, if
any. It needs no emphasis that the applications of selected candidates must also be
preserved for the future references.

STEP 8: -CONTRACT OF EMPLOYMENT: -

There is also a need for preparing a contract of employment. The basic information that
should be included in a written contract of employment will vary according to the level of
the job, but the following checklist sets out the typical headings: Job title Duties,
including a parse such as “The employee will perform such duties and will be responsible

16
to such a person, as the company may from time to time direct”. Date when continuous
employment starts and the basis for calculating service.

• The rate of pay, allowance, overtime and shift rates, a method of payments.

• Hours of work including lunch break and overtime and shift arrangements.

• Holiday arrangements:

• Paid holidays per year.

• Public holidays.

• Length of notice due to and from an employee.

• Grievances procedure (or reference to it).

• Disciplinary procedure (or any reference to it).

• Work rules (or any reference to them).

• Arrangements for terminating employment.

• Arrangements for union membership (if applicable).

Special terms relating to rights to patents and designs, confidential information and
restraints on trade after termination of employment. Employer’s right to vary terms of the
contract subject to the proper notification being given. The drawback with the contracts is
that it is almost to enforce them. A determined employee is bound to leave the
organization, contract or no contract. The employee is prepared to pay the penalty for
breaching the agreement or the new employer will provide compensations. It is the reason
that several companies have scrapped the contracts altogether.

STEP 9: -CONCLUDING THE SELECTION PROCESS: -

Contrary to popular perception, the selection process will not end with executing the
employment contract. There is another step – more sensitive one reassuring those
candidates who have not selected, not because of any serious deficiencies in their

17
personality, but because their profile did not match the requirement of the organization.
They must be told that those who were selected were done purely on relative merit.

STEP 10: -EVALUATION OF SELECTION PROGRAMME: -

The broad test of the effectiveness of the selection process is the quality of the personnel
hired. An organization must have the competent and committed personnel. The selection
process, if properly done, will ensure availability

PROBLEMS IN EFFECTIVE SELECTION: -

The main objective of selection is to hire people having competence and commitment.
This objective often defeated because of certain barriers. The impediments, which check
the effectiveness of selection, are perception, fairness, validity, reliability, and pressure.
Perception: -Our inability to understand others accurately is probably the most
fundamental barrier to selecting the right candidate.

Selection demands an individual or a group of people to assess and compare the

respective competencies of others, with the aim of choosing the right persons for the jobs.
But our views are highly personalized. Fairness in selection requires that no individual
should be discriminated against on the basis of religion, region, race or gender. But the
low numbers of women and other less privileged sections of the society in the middle and
senior management positions and open discrimination on the basis of age in job
advertisements and in the selection process would suggest that all the efforts to minimize
inequity have not been effective.

Validity, as explained earlier, is a test that helps predict job performance of an

incumbent. A test that has been validated can differentiate between the employees who
perform well and those who will not. However, a validated test does not predict job
success accurately. It can only increase the possibility of success.

Reliability: -A reliable method is one, which will produce consistent results when
repeated in similar situations. Like a validated test, a reliable test may fail to predict job
performance with precision.

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Pressure: - Pressure is brought on the selectors by politicians, bureaucrats, relatives,
friends and peers to select particular candidates. Candidates selected because of
compulsions are obviously not the right ones. Appointments to public sectors
undertakings generally take place under such pressures.

2. NEED FOR THE STUDY:

1. Recruitment and selection plays a virtal role in any industry. Selecting the right
people for the right position is the primary responsibilities of any HR team.

2. In hotel industry most of the employees have direct interaction with customers.
Maintaining proper communication and relations is key essential in this industry. So,
HR should be very cautios while selecting an employee.

3. In this context, it is very important to study how employees in the hotel industry are
selected and what are different policies and procedures formulated and followed by HR
team.

3. OBJECTIVES OF THE STUDY

1. To understand the functioning of Hotel Industry in India through secondary data.
2. To understand the organization profile of HOTEL GREENPARK.
3. To study the concept of recruitment and selection.
4. To understand the recruitment and selection process in HOTEL GREENPARK.
5. To study the employees satisfaction on recruitment and selection process in
HOTEL GREENPARK.

4. SCOPE OF THE STUDY

The present study on Recruitment and selection process helps to get clear picture about
the employee Recruitment and selections. This in turn helps the management to
Formulate suitable policy to Recruit the employees which helps for developing
Organization by increasing their productivity level It helps the employees to get more
Interested towards their work by Improving their self development.

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The scope of Recruitment and Selection is very wide and it consists of a variety of
operations. Resources are considered as most important asset to any organization.
Hence, hiring right resources is the most important aspect of Recruitment. Every
company has its own pattern of recruitment as per their recruitment policies and
procedures.

The scope of Recruitment and Selection includes the following operations-

• Preparing the Recruitment policy for different categories of employees

• Analyzing the recruitment policies, processes, and procedures of the organization

• Identifying the areas, where there could be a scope of improvement

• Streamlining the hiring process with suitable recommendations

• Choosing the best suitable process of recruitment for effective hiring of resources.

5. LIMITATIONS OF THE STUDY

➢ The questions had to be translated to most of the employees in the regional

language.

➢ The respondents were too busy in their work. Some of them refused to accept the

questionnaire due to lack of time.

➢ Lack of availability of employees, consisting for a particular period of time has

been a major disadvantage.

➢ There was a less chance to interact with the employees to gather information due

to their tight work schedule.

➢ While taking the sample, it was only possible to take proportionately from all the

departments and not proportionately among managers.

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6. INDUSTRY PROFILE
Hotel industry has been playing an important role in the economic development of
various countries. Almost all the developed countries and a majority of developing
emerged as service economies. USA was the first economy to become a service
economy. The basics intermediate demand for the development of the service sector are
growth in intermediate demand from various manufacturing organizations which are in
the process of unbundling and direct demand from customers. Service sector has been
given important place in the Indian planning since the sixth five-year plan. The service
sector contribution to the GDP of India rose from 28.6% to 45.19%in 1998-99. However
the statistics do not reveal the true picture as the hidden service sector and services in the
unorganized sector are not added to the total. There is a tremendous potential for the
growth of service in the country. The major services in the country are Transport and
Communication. Trade, Hotels and Restaurant, community, social and personal services
and Finance and real estate services.

Service industry has shown a tremendous growth in India. In recent years according to
government estimates services industry is growing to overtake the agriculture in Indian
economy. Apart from providing most jobs and benefits it is a major source for earning
foreign exchange in India. Services sector accounts for maximum employment and
major contribution to GNP of every economy in the World. Out of these contributions of
service sector Health services provide the maximum employment. The travel and
tourism industry is the largest industry besides automobiles and food accounting for more
than 10% of the world gross national product. The service industry is constantly
changing and developing to meet the needs of the customer in the market. The food
services industry is entering the21st century in a state of Flux. Increased competition,
labor shortages, more discerning and demanding customers, rapid changes in technology,
food safety concerns, and shifting revenue streams are the Factor operators of every ilk
will need to wrestle within the coming years, the food service segment that might
experience strong growth according to the consensus.

Among industry seers are the upscale casual segment. These avenues may be more
expensive than their traditional casual dining counterparts, but they struck gold with an

21
increasing sophisticated customer who along with values wants more quality fresher
ingredients and flavors. In addition diners pressed for their time, tired after work and
hungry for bit of nurturing are looking for a more upscale atmosphere and better service
even in casual dining.

Fresh ingredients, higher quality foods, and fuller flavors more variety in spices,
increased use of vegetables and healthier eating made a fairly predictable list of food
trends. But the consumer tastes and preference changes with startling rapidity and what’s
hot today may not be tomorrow. Trends can be pinned down and the patterns and
preferences will matter into the new century can be discerned. However the eating out
habit is hard to break and frequency of dining outside will continue on an upward trend.

HOTEL – THE CONCEPT

Initially the term motel was meant for local motorists and foreign tourists traveling by
road. Basically Motels serve the needs and requirements of these travelers and meeting
the demand for transit accommodation. We can also call motel over night stay. Some of
the important services offered by motels are parking, garage facilities, accommodation,
and restaurant facilities. Motels are found equipped with filling stations, accessories,
service of elevator to the automobile entrance restaurant etc., Motel are found located
outside the city. Preferably by the side of high ways and important road junctions. The
accommodation available in the Motel is more in the category of a ‘chalet facility’. This
has a dining hall with fixed menu. In USA the hotel accommodation is ranked at par with
hotel accommodation.

TYPES OF HOTELS
1. Residential Hotel:
The residential hotel work as an apartment house. Often we call them apartment hotels.
The hotels charges rent on monthly, half- yearly or yearly basis. The hotels are generally
found located in big cities and towns where no meals are served to the customers.
Initially, the residential hotels were developed in USA. The services offered in the
residential hotels are comparable to an average well managed home.
2. Commercial Hotel:

22
The commercial hotels are meant for the people who visit a place a trade and commerce
or business purposes and therefore these hotels are found located at the commercial or
industrial center. These hotels focus their attention on individual travelers and are
generally run by the owners
3. Resort Hotel:
The resort hotels are meant for the holiday’s makes, tourists and for those who need a
change in the atmosphere mainly on healthy ground. These hotels are found located near
the sea, mountain, and other areas having an attractive landscape and healthy climatic
condition. The tourist visit hotels mainly for relax. The entertainment ad recreation
facilities like swimming pool, tennis courts, boating, golf-court, self-riding, and other
indoor sports n addition to restaurant and cafeteria, conference room, lounge, shopping
arcade, entertainment etc., become significant in the resort hotels.
4. International Hotel:

The international hotels are modern luxurious hotels, classified on the basis of
international guidelines. These hotels are placed in various star categories, e.g., Five-
star-deluxe, Four-star, Three-star, Two-star, and One-star. T he international hotels are
mostly owned by the public companies where hoard of director s is constituted for its
control. The overall management in found in the hands of senior executives.
5. Floating Hotel:
The floating hotels are located on the water surface. The places are sea, river, and lakes.
These hotels provide all the facilities and services mad available in a good hotel. In the
leading tourist generating countries of the world we find the practice of using old luxury
ships as floating hotels.
GROWTH OF HOTEL INDUSTRY
The real boom in the hotels came in the 20th century. The new hotel area was first
dominated by the Oberoi group, Taj, ITC – Welcome Group, ITDC and other large
luxurious groups of hotels. Asian hotels are the other groups which have made a mark
for them. Many groups are entering the hotel business. Apart from these chains which
are mainly privately owned (with exception of ITDC which is a government of India
undertaking), the State tourism corporation to have come into the hotel business in order
to cater to the growing tourists and the business traffic. Through the large chains have

23
made their debut, the hotel keeping in India still has a strong individualistic style since
three fourths of the hotels all over the country are in the hands of small operators.
Changing market perceptions have forced even the major groups to diversify into smaller
budget hotels a competition has thus increased in the industry.
With the growth of tourism in India, the hotels in the holiday and availability of modern
technological gadgets and the future holds promise for a further mushrooming of modern
hotels.

The Popular Groups of Hotels in India are listed below:

1. Oberoi Group
2. Taj Group
3. ITC’s Welcome Group
4. ITDC’s Ashok Group
5. Mahindra Group
6. Apeejay Group
7. Amrita Group
8. Leela Kempenski Holiday Inns
9. Centaur Hotels
10. Asian Hotels

New Hotels Entering India:

1. Hilton International
2. Radisson International
3. Best Western
4. Accor Asia Pacific
5. Southern Pacific Hotels
6. Holiday Inns
7. Leela Venture
8. Grand Hyatt
9. Sterling Holiday Resorts
10. Park Group

24
‘BEST WESTERN’ HOTELS

World’s largest hotel chain comprises 4100 hotels across countries is being represented in
India access worldwide as the exclusive general sales agent. The hotel chain with a
strong back up in the US and the growing awareness in Europe is slowly gaining ground
in the Middle East and Australia. With 16 hotels in India alone, the chain is all set to
establish them as a prominent chain in league with the Holiday Inn and on the lines. The
best advantage Best Western has is their being a budget Hotel chain is the demand of the
hour.

The western hotels in an exclusive tie-up have launched a special promotion with
Amadeus to promote and sell Best Western Hotels worldwide. The incentives to the
people handling the systems range from a pen to a free holiday abroad. The promotion
comes at a very critical time when the season from India is dying out and the travel
agents are less engulfed with queries and have more time to think and plan.

A humble beginning was made in 1946, when Guerin founded Best Western Hotels an
hotelier with 23 years of experience in the business. The chain began as an informal link
between properties with each hotel recommending other lodging establishments to
travelers. This “referral system” consists of phone calls from one front desk operator to
another. In 1948 five million copies of the BMW guide were published. Today it is with
world’s best rated online reservation system and a host of toll free lines at free numerous
locations worldwide.

‘SAVOY’
The hotel was started in 1889 by a whiz kid impresario called Richard D’Oyiy Cartr.
At the age of 29 he had found his pot of gold by commissioning Gilbert and Sullivan to
write Trial by Jury which was followed by other smash hits.

At the age of 39 the dreams of building the world’s most perfect hotel and backed by the
glitziest novae riche angels. Lord Chamberlin and occasionally they he opened the
Savoy, the flashiest and the most reputed hotel in the world. But still, respected society
was not impressed. What was needed was a star, a big one.

25
Roping in Cesar Ritz, a young Hotelier with an enormous following to turn the show and
chief Augusto Escopffer, D’Oyl carte made hotel the hottest ticket in town.

According to the largest figures, hotels and other tourism related industries directly
employed over 5.3 million people in the country. It is estimated that at least another 13
million people were indirectly employed by the tourism sector.

‘SPACE HOTEL’

Within the next three decades those seeking out of this world vacation thrills will be able
to check into space hotel. The Japanese firm Shimuzu Corporation has created a
dedicated space research department to work out this project.

The space hotel scheduled to open in 2020 will be built around a central 240 meters
cylinder. It will have 64 rooms arranged in the form of a doughnut, 40 meters in
diameter. It will orbit the earth at height of 450kms and rotate on its axis at a rate of
three times a minute to create artificial gravity close to the earth.

AWARDS FOR OBEROI’S WINDSOR

The Windsor in Melbourne an Oberoi hotel has been awarded by the Australian Hotel
Association for “Top Hotel Accommodation” and “Best Restaurant” the selection criteria
of which were standards of service and food, staff training and the provision of special
feature in the building.

“REVIVAL HOTEL”, BARODA WINS FHRAI AWARD

The Barot groups Revival Hotel in Baroda has won the prestigious federation of Hotel &
Restaurant Association India’s Environmental Friendly of the year award, in the second
position. The property a boutique hotel has been among the first in the hospitality
industry to accord great significance to the concern for ecology. The award will be
presented to revival at the FHRAI convention held in Mumbai. The hotel’s Kamles Brot
says “It is the first time that a professional body like the FHRAI, besides the tourism
department, Government of India is giving an award on Environment; We humbly and
gracefully accept it”

26
MEGA CONVENTION CENTER PLANNED FOR CHENNAI

The state government is planning to build a world-class convention

Center on a 500-acre expense between Chennai and Mammallapuram

According to the policy note demands for grant presented in the assembly by the tourism
minister, Smt. R.Sharojaa. The project will house among the other things, a 1000 room
Five Star Hotel, mini conference hall, a shopping arcade an ethnic village and a
Handicrafts Emporium, children’s park, Textile museum, Swimming pool, Bar, Theater,
modern communication links, car parking area, an exhibition mansion, and art gallery
etc…

THE NEW ‘PARK HOTEL’

In the heart of the capitals business, government and tourist centers across the street from
the Jantar Mantra a hop skip away from Connaught place just down the road from the
Parliament the Park Hotel has opened business.

The property has all the amenities of a deluxe hotel 24 hours a coffee shop, especially
restaurants and bars, landscaped gardens and swimming pool. It also has an Exclusive
conference and banquet facilities and fully equipped business center. It is third link in the
part chain after Calcutta and Visakhapatnam.

101 “MERIDEN” OPENS IN PUNE

Le Meriden Hotels and resorts recently opened its 101st property worldwide at Pune.
Designed by architect Hafez contractor in the royal Indian style the Le Meriden is Pune’s
only five star deluxe hotels and has 177 rooms with facilities that include interactive
television. The hotels convention center sprawls over 6000 square feet and can
accommodate up to 1200 delegates.

27
“QUALITY INN”: INDIA’S NEWEST HOTEL CHAIN
Enter Quality Inn India’s Newest Hotel Group. It is the result of the joint venture between
A.K.Dave & Associates and Quality International the world’s largest hotel chain. The tie up is
because this is the first time moderately priced hotels will be franchised by an international chain.
The commitment of the foreign collaborates include equity stake in the venture, a strong
reputation on the board and will spend a good part of their fees on promotion activities with in
India itself. Quality Inns India begins with two operating hotels at Mysore and Ooty and other
projects are under way a Hyderabad, Bangalore, Ahmadabad and Delhi.

WELCOME GROUP’S HOTEL IN VISAKHAPATNAM

Welcome Group’s Grand Bay, a 100-rooms property is open for business in
Visakhapatnam. The hotel offers deluxe and executive clubrooms with tariffs ranging
from Rs 1800 to 4200 and deluxe suites. It is being marketed as a tourist-cum-business
address.

“HOTEL DASPALLA” IN VISAKHAPATNAM

The Tourism department has awarded Hotel Daspalla as the best hotel for the services it
has provided to the tourists. It has gained second position in Andhra Pradesh. Hotel
Daspalla has recently been added to Quality Inn chain of hotels in India.

“HOTEL THE PARK” IN VISAKHAPATNAM

Overlooking the Bay of Bengal, this luxury five star hotel in Vizag sprawls over 6 acres
of a spectacular private beachfront. Sandy beaches complete with a lighthouse underline
the romance of the sea with breathtaking sunrises and lovely tropical gardens adoring
“THE PARK VIZAG”

“HOTEL DOLPHIN” IN VISAKHAPATNAM

Dolphin Hotel is the premium global chain luxury four star beach hotel in Vizag, from
The Dolphin Group for business, leisure & internationally acclaimed for the best
restaurant.

28
“HOTEL NOVOTEL” IN VISAKHAPATNAM
Novotel is a mid-scale hotel brand within the Accor Hotels group, typically

Slotting between the mercure and Pulman brands. Novotel has over 470 hotels

And resorts in 61 countries, ideally Iodated in the heart of major International

“GREENPARK” IN VISAKHAPATNAM
Green Park, Visakhapatnam has been awarded for its excellence in customer services.
Following a number of stringent parameters and checks done on customer services Hotel
Green park- Visakhapatnam came up with flying colors. HSBC leading multinational
bank has recognized the hotel for its excellence in customer’s services. This is yet
another feather in the cap of Hotel Green Park, a hotel which has been nominated “The
Best Business Class Hotel in India” and it’s General Manager of the year (India) “during
the past year by the Hotel’s &Food services India.

29
7. COMPANY PROFILE
GREEN PARK INTRODUCTION
Green Park is one of the best “Value for Money”, VFM hotel in this part of the
country and the responsibility of further maintaining and improving world-
class standard-lives with it. In the Green Park family, they always believe in
being the best as far as quest services and concerned. They follow the motto of
the 4 G’s.
The 4 G’s are

● Guest is our god.

● Green park is our temple
● Good work is our prayer
● Guest delight is our reward.
Global Destiny

The Green Park family (staff) has a missionary zeal to achieve their objectives.

MISSION OBJECTIVES:

Customer Intimacy:

▪ Fast service
▪ Hassle free service
▪ Deliver more value than the customer expectation
▪ Superior quality
▪ Care and concern
Operational Excellence:
▪ Proper systems, proper people, Proper training
▪ Defect free product & service
▪ Eye for detail, Fast and flexible, Communication
▪ Feedback, controls and correction mechanisms, cost control.

30
 Product Leadership:
▪ Superior product
▪ Superior value
▪ Up-to-date
▪ Innovation and creativity
To foster intellectual capital:

▪ Focus on people
▪ Build knowledge
▪ Build creativity
▪ Build talent at all levels
▪ To Nurture “Thinking”, “Analysis”, and “Innovation”.
World Class Standards, Real Value of money

Hotel Green Park, Visakhapatnam is a member of Diana Hotels Ltd. The various

companies under Diana Group being.

➢ Diana Projects Engineers Ltd

➢ GM Reddy and Associates.
➢ Green Park Hotels & Resorts Ltd,
➢ Coastal Constructions leasing Pvt. Ltd,
➢ Indus Investment Pvt. Ltd,
➢ Vijaya Products Ltd,
➢ Diana Software Solutions Pvt. Ltd.
The Diana hotels started its operations in November 1991. The first hotel of the
group was stated in Hyderabad under the brand name GREEN PARK in 1991 and it
has consolidated its position as a business class hotel by vigorously pursuing the
policy of maintaining world class standards at the most affordable prices.

Later, the Diana group acquired the former “APSARA HOTEL” in Visakhapatnam
and has successfully constructed it into their second hotel in the GREEN PARK line
in December 1995 on similar philosophy of quality service. Regardless of number

31
 of hotels it maintains. Green Park is known for its world-class quality service. Many
a times, it was nominated as the BEST ECONOMICAL BUSINESS CLASS
HOTEL.

The quality of people and service in Hotel Green Park at both Hyderabad and
Visakhapatnam make it worth visiting. One can experience the tender touch of real
service at Hotel Green Park.

The Third Hotel of Diana Hotels Ltd is Green Park, Chennai. Regardless of number
of hotels it maintains, Green Park is know for its World-class service at affordable
price-many a times, it was nominated as best economical business class hotel.

The senior executive working in the organization has imbibed services and focus on
quality into the organizational culture. It is believed at Hotel Green Park that unless
we change our attitude to insist people and have something to offer and body will be
interested in India. Till then we will be a minor destination. It is not enough to have
attractive tourism places. They have to be spruced up to attractive tourists, so that
we can complete with the countries like Malaysia Singapore.

ORGANIZATIONAL GOALS
a) To foster a nurturing work environment
b) To develop leadership at all levels through effective delegation
c) To develop people at all levels through empowerment
d) To sharpen skills at all levels through focused training
e) To encourage creativity and value addition at all levels.
Organization Philosophy-Ordinary people doing extra-ordinary things.

VISION STATEMENT
Fast:

To display a sense of urgency and bias for action and to react quickly to market changes,
customer needs a team members input as a company and individual team member.

Focused:

32
To display a spirit of continuous improvement, dedicate energy, attention and resources
to make our processes and practices as efficient and effective as possible.

Flexible:

Cooperation and teamwork among the team members and between departments and
properties will keep the company aligned and increased productivity. The company
continuously encourages the idea exchange and participative decision making.

People:

At Hotel Green Park the people are valued as the most treasured asset.

GREEN PARK

VISAKHAPATNAM PROFILE

Hotel Green Park – Visakhapatnam is located in the heart of the city, at close proximity
to the railway station and business center and takes about 20 minutes to reach the Airport.

The Address of the Hotel is

Hotel Green Park,

#126-1-17,

Waltair Main road,

Visakhapatnam-2,

Andhra Pradesh,

India.

Telephone : 0891-2564444

Fax : 0891-2563763

Website : hotelgreenpark.com

Total Rooms: 109

33
 No. of Floors: 06

Hotel Ratings: 4 star

Hotel Type : Business and Leisure Hotel

Basement:

Department of HRD, G&A, Stores purchase, Housekeeping, Laundry, Locker, time-

office, Cafeteria, Kitchen, Stewarding and Security offices.

Lobby Level:

GM’s office, front office, Banquet sales, Marketing department, F&B outlets-Princes,
southern spice, memories of china, main kitchen and 5 banquet halls.

Rooms:

➢ Executive rooms - 30
➢ Deluxe rooms - 41
➢ Business club - 25
➢ Executive suit - 05
➢ Quality Suit - 08
Banquet Halls

Area Conference /theatre Reception Banquet

Function Space (In sq ft) style (sit
down)

Chancery 2,550 300 240 100

Consulate 750 60 40 35
Meadows 6,500 650 1200 650
Gardenia 1500 - 75 50
Star Lights 5500 - 400 150
BC Launge

Restaurants

34
Name of the outlet Where Capacity Remarks
covers
Lobby
Tulips 88 Coffee Shop
Level
Lobby Breakfast, Lunch, Dinner and
Once Upon A Time 94
level Midnight Biryani- Buffet
4th
Business Club Lounge
Floor
Lobby
Mustang Bar 33 Bar
Level
1st
Mekong 80 Pan Asian Restaurant
Floor

Floor Wise Rooms:

• First Floor - 06
• Second Floor - 28
• Third Floor - 28
• Fourth Floor - 25
• Fifth Floor - 08
• Sixth Floor - 15
They have Four Food and Beverage outlets located as follows:

• Once Upon a Time - Buffet & Midnight Biryani.

• Mustang Bar - Bar.
• Mekong - Pan Asian Restaurant
• Tulips - Lunch. & Dinner
The various Conference & Banquet facilities available in Hotel Green Park

• Chancery - The largest with a capacity of 300 people

• Consulate - With the capacity for 50 Persons
• Gardena - Open air with a capacity for 50-60 persons
• Meadows - Open air lawns with capacity for 1500 people
• BC Launge

35
36
 Board of Directors

Chairman Mr. G. Harischandra Reddy

Vice Chairman Mr. G.V. Prasad

Executive Director Mrs. A. Parvathy Reddy

Director Mr. K.V. Ravindra Reddy

Director Mr. G. Harischandra Prasad

Director (Chairaman -
Mr. K. Satish Reddy
Dr.Reddy’s Labs Ltd)

Director Mrs. G. Anuradha Reddy

Director Mrs. G. Shyamala

Managers at the corporate office

Chief Executive Officer (CEO) Mr. B. Gautam

President Mr. K. Mohan Krishna

Vice President – Finance Mr. M.N Narayana Murthy

Senior General Manager – Operations Mr. S.Venkateswara Rao

General Manager - Business Development Mr. K. M. RAO

General Manager – Business Process

Mr. K. A. Srinivas
Management

General Manager – Projects Mr. P. Rangaswamy

General Manager - Project, Renovation & HK Mr. Manesh

37
 Managers at GreenPark- Visakhapatnam

Designation Name of the Manager

General Manager Mr. Barani

Executive Chef Chef Subbarayalu

Asst Manager Front office Mr. Kousik

F&B Manager Mr. Santosh Tewary

Manager House Keeping Mr. Kumar

Manager HR Mr. Sathayanarayana Reddy

Asst. Manager Training Mr. Prasad Makala

Finance Manager Mr. Ch. V. Rajsekhar

Director Sales Mr. I. V. Vasu

Dy Manager -- Purchase Mrs. B. Aruna Devi

Asst Security Officer Mr. Kishore Kumar

IT Executive Mr. Gopi

Chief Engineer Mr. Ramanaraju

Doctor Dr. V.V. Rao

38
DEPARTMENTAL FUNCTIONS IN

HOTEL GREEN PARK

As mentioned earlier various departments for the basis hotel green park. The functions of

each of the departments are described as below

FRONT OFFICE DEPARTMENT

Hospitality is the basic component in the hoteleiring industry, and the Front Office
department is all about hospitality and image building. Front Office is the first
department with which the guests come in contact; therefore it is up to this department to
keep up the image of the hotel.

The personnel in the Front Office department receive the guests and guide them to their
rooms or required places, offering them helpful guidance whenever requested. Since the
Front Office personnel are the personnel with whom most frequent contact is established
by the visitors, they need to possess a pleasing demeanor under all situations. The
various sections of this department are telephone, reservations, reception, bell desk,
cashier, hospitality desk, business center.

This department as it is the first to come in contact with the guests it implies to this
department to impress a good image of the hotel to the guests.

HOUSE KEEPING DEPARTMENT

The House Keeping department looks after the overall sanitation of the hotel. It contains
an executive, supervisors, houseman and other staff. The primary job of the department
is to see that all areas of the hotel are kept clean. If falls upon the House Keeping
department to change the bed sheets, linen etc… in the individual rooms and take care of
the laundry requirements of the guests.

The House Keeping department plays a prime role in bolstering the image of the hotel for
it’s an essential service and bears direct contact with the guests.

39
The house keeping departments works in three shifts. They are-

SHIFT A - 7.00 To 13.00 Hrs

SHIFT B - 13.00 to 22.00 Hrs

SHIFT C - 22.00 to 7.00 Hrs

The following are the files and registers at DESK of House keeping…

❖ Guest calls
❖ Departure
❖ Key
❖ Staff placement
❖ Briefing
❖ Guest comment
❖ Logbook
❖ Attendance
❖ Handover
❖ Staff movement
❖ Lost & Found
❖ Job order
ENGINEERING DEPARTMENT

This is the unique department handling exclusive by the technical aspect of the hotel.
This department acts, as the nerve center to carry out the operations in the hotel every
department is directly dependent on this department.

It supplies each department with the required proportion of power. It also looks into the
repairs allover the hotel including the pipelines. The water supplied in the hotel is first
processed in its processing plant and then let out; therefore every basic necessity of the
entire hotel is fulfilled by this department.

40
SECURITY DEPARTMENT

In the ancient treaties, the Arthasastra, Kautilya give great element of importance to the
maintenance of security at home and outside. Indeed, security is a very important aspect
of running a hotel, for when people walk in unsuspectingly to be your guest, its
imperative that due importance should be given to their life and belongings.

Over here, the Security department consists of an executive, four supervisors working on
contract and their crew. Among the functions of the security department are included.

❖ Checking of non-executive staff.

❖ Checking of all in and out movements.
❖ Surveillance of the entire hotel.
❖ Curtaining non-disciplinary actions.
❖ Surveillance of hotel staff.
❖ Emergency duties like fire fighting etc…
A unique feature of the security department is that is possesses a key to every department
in the hotel.
The boys are distributed on geographic bases in the hotel premises. Two boys at the gate,
one in the lift each in each floor and two at the office. The supervisor is one for each
shift.

FINANCE DEPARTMENT

The accounts department is headed by the Finance manager and is assisted by 2 Dy.
Manager. This department runs with 25 staff members. Being a major for any
organizations, very minutest detail must be taken care of and hence, the accounts staff is
responsible for off. Account department has to cooperate and coordinate so that the
company is operational a break-even with less occupancy ration.

41
FOOD & BEVERAGE (SERVICE) DEPARTMENT

It acts as a medium through which the services produced are offered to customers. Its
restaurant service offers its services to the customers in the three eloquent restaurants
namely.

❖ Southern Spice
❖ Princess
❖ Escape (the bar)
While the room service is meant for the guests residing in the rooms of the hotel. The
Banquet service looks after the gathering and functions conducted in the hotel
premises.This department is headed by an executive followed by the captains leading
their teams to offer their best services to their guests.
FOOD & BEVERAGE (PRODUCTION) DEPARTMENT

A hotel gains its reputation through the quality of services it offers to its customers

among the variety of services catering is the prime service. It is so because this is the

aspect in which one hotel distinguishes its self among others.

F & B (P) is the department, which holds the key responsibility for this service. This
department cooks food to cater the tastes of its customers. It is divided into Indian,
Continental and Chinese. In each section com-I is the head. The type of food ordered for
is prepared in its exclusive section.

KITCHEN STEWARDING DEPARTMENT

While the Chefs go about their working chores, it is necessary that there should be some
one to take care of the sanitary requirements of the kitchen, maintain the cooking utensils
etc. The kitchen steward department steps into fulfill the role.

The kitchen stewards department consists of an executive, assistances and contract

workers and member of his staff. It falls upon the department to see that the conditions
of the kitchen are hygienic, that all the plates, utterly and working utensils are washed

42
and kept clean, that the various appliances in the kitchen and see that they are supplied to
the same. In short, the hygiene of the food being served to the guest depends a lot on the
efficiency of the kitchen stewards department.

The department mainly consists of contract workers on the work front. This department
has also an additional responsibility to observe the efficiency of its workers and appoint
them as permanent work force in the hotel.

HR ACTIVITIES

The following are the human resources activities followed by Green Park,

Visakhapatnam.

HR Functions:

❖ Recruitment and Selection

❖ Induction

❖ Time office function like attendance, leaves, absenteeism, personal grooming

❖ Maintaining personal files, Performance Appraisal

❖ Training and Development

❖ Compensation management

❖ Taking care of statutory compliance like ESI, PF etc…

❖ Welfare facilities like picnic, award functions and sports

❖ Career development programs.
Salaries are calculated from 26th of previous month to till 25th current month and pay
slips are issued at one day in advance. Salary credit is given withing the concerned bank
account which is payable at UTI bank. Attendance is taken on swipe cards.

43
MARKETING ACTIVITIES

It is headed by Marketing Manager. He is assisted by Marketing Executive, sales

executive and sales Coordinator.

Sales in Hotel

Rooms, Conference halls, Restaurants and Banquets.

Functions of Sales Department

Airport Sales:
Hotel Green Park manages an airport counter, up keep of tariff sheets, visiting cards
and photographs, depicting various activities and amenities that are normally provided.

Departure Lounge
Guest will be waiting in the departure lounge, waiting to board the plane. Hence, they
can give visiting cards, tariff sheets and convey good account of the hotel as reference.

Arrival Lounge
Hotel Green Park can speak to the quest and if they find they do not have a confirmed
reservation with any hotel, Green Park can invite them to stay at their rooms and arrange
transport for the guest.

Oral Selling Public Relations:

Hotel Green Park interacts with Firms, Companies, Corporates, Insurance companies,
Shipping companies, Licensing agents and meets the top head and explains the services
Green Park is rending to the valued customers across the country and to make them put
their case in Green Park, Visakhapatnam.

Sponsorships:

For conducting food festivals, Green Park may approach some companies and get some
sponsorship

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Press Release:

❖ Put a poster in place where lots of people come from different parts of the
country.

❖ Introductory Letters are sent to company officials to whom Green park arranges at
the airport/railway station for bringing parties.
❖ “THANK YOU” letters are sent to quests that have stayed with Green Park and are
satisfies and left happy with cherished memories.
❖ “Discount Letters” are sent to companies who can assure of a certain granted
rooms in a year so that high occupancy ratio can be achieved.
❖ In House Marketing Staff meet quests during break fast/ lunch/ dinner in the rooms
or in the lobby, by group or individuals and quests are look after well by group
coordinators. They shall go a long way in marketing the quests feel homely after
their tiresome day to staff.

ACHIEVEMENTS OF HOTEL GREEN PARK

1. Mr. Varghese George, Vice President – awarded as the “Best General Manager
of the year 1998” by H&FS.
2. Mr. Madhu Nair, General Manager – Awarded as the “Best General Manager
of the year 1999” by H&FS.
3. Mr. Mohan Krishna, FOM awarded as the” Best Front Office Manager of the
year” in
the Year 1999 by H&FS India.
National Awards
1. GreenPark, Visakhapatnam won “Best Economy Business Class Hotel” for
the year 2002.
2. GreenPark, Visakhapatnam won “Star Achiever Award “for Excellence in
Hospitality Industry for the year 2007.

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3. Diana Hotels Ltd awarded “Emerging India 2007”. (Under Travel and
Tourism
Category)
State Awards
1. Green Park Hotel, Hyderabad – “The Best 4 star Hotel in the State” by the
Department
Of Tourism – Andhra Pradesh for the years 2003, 2004, 2005, and 2007.
2. Green Park, Hyderabad-Recognized for “Excellence in Conservation of
Energy “by the Institute of Engineers (India), A.P State.
3. GreenPark Hotel, Visakhapatnam –“The Best 3 star Hotel in the Region “by
the Department Of Tourism, Andhra Pradesh 2003, 2004, 2006, and 2007.
Nominations
1. GreenPark, Hyderabad was nominated as “Best Economy Hotel “1994 to
FHRAI.
2. The General Manager of Green Park, Hyderabad was nominated as Best
General Manager -1997 to FHRAI.

3. The General Manager of Green Park, Visakhapatnam was nominated as Best

General Manager -1997 to FHRAI.

4. Front Office Manager of Green Park, Hyderabad was nominated as “Best front
Office Manager “- 1998 to FHRAI.

5. Executive House Keeper was nominated as “House Keeper of the Year “by
H&FS in the year 1999.

6. GreenPark, Visakhapatnam was nominated as “Best Economy Hotel “1999 to

FHRAI.
7. GreenPark, Hyderabad was nominated as “Star Achievers Award “2007 to
FHRAI.
8. GreenPark, Hyderabad nominated for CNBC Awaaz Travel Awards 2008 in the
Category – ‘Best Leisure Hotel’.

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8. SWOT ANALYSIS OF COMPANY:
SWOT analysis of HOTEL GREEN PARK analyses the brand by its strengths,
weaknesses, opportunities & threats. In GREEN PARK SWOT Analysis, the strengths
and weaknesses are the internal factors whereas opportunities and threats are the external
factors. SWOT Analysis is a proven management framework which enables a brand like
HOTEL GREEN PARK to benchmark its business & performance as compared to the
competitors.

Strengths:
• Good infrastructure for collaboration.

• Appropriate superstructure to support the facilities.

• Great security support.

• Established fund.

• Positive market demand.

• Growing involvement from business community.

• Support from faith-based community.

• Willingness to try new approaches.

• Business hotel near to the national airport.

• Sufficient spaces.

• Monopoly business in event management.

• Attractive outlets and views.

Weaknesses:
• Lack of new funding.

• Lack of affordable accommodation facility.

• Job market/jobless recovery.

• No tourism legal support.

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• Disconnect between urban and rural.

• Lack of political will.

• Education needed for provider community.

• Lack of skilled labour.

Opportunities:
• Faith-based partnerships.

• Increase in collaborative efforts between providers.

• Technical assistance available.

• Involvement of community in providing support.

• Low labour cost.

• Available raw material for the operation.

• Sufficient parking facility.

• Sufficient vegetations.

Threats:
• Political instability.

• Pending possible closure of military bases.

• Impending legislative state budget.

• Power management problem.

• Natural disaster

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9. LEARNINGS FROM THE INTERNSHIP
1. How to put my knowledge and skills into practice

From conducting comprehensive competitor analysis research, to designing a marketing

and communication plan, my knowledge of business and marketing theories was
transformed into a series of practical techniques and skills that I can now implement in
real-life business scenarios, all thanks to my internship.

2. The benefits of networking

During my internship, I learned how to communicate and build relationships with the
people I worked with. I learned how to introduce myself, talk about my interests,
knowledge and skills with entrepreneurs and business owners, as well as how to ask
questions and gain a better understanding of businesses not only in the co-working space,
but also others in the market. This process overall helped me develop my professional
network and emphasised the importance of creating these connections. I also connected
with most of them via LinkedIn, which is obviously a great networking platform for
professionals.

3. Understanding workplace culture

Culture influences communication, and as an international student, I learned that every

company or organisation has its own culture. It’s essential to observe others and learn
how they engage and interact with co-workers, or help them with projects and tasks. I
quickly learned that whenever something is unclear for me, or I don’t understand, it’s fine
to ask for clarification.

4. Enthusiasm is invaluable

As an intern, I discovered it’s essential to be enthusiastic and open to learning new skills,
asking for more work and being curious to learn and ask questions. This attitude will
show that you enjoy being part of the team and that you're keen to help. Having curiosity
and enthusiasm also means that, as an intern, you get a lot out of what you’re doing,
which opens lots of opportunities.

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5. Keeping a journal is great for personal growth

During my internship, I had a journal and took notes every day about new things I
learned, feedback I was given by my manager, strengths and weaknesses I noticed, and
things I wanted to research and learn more about. This helped me understand myself
more and identify the areas that I needed to improve in.

6. How important good communication is

Communication is the key to success in a professional environment. I learned that it’s

important to communicate with my manager via phone, email or SMS if I have questions
or if I don’t know how to work on a task. Asking for help and clarification is better than
pretending you’ve understood what you need to do, no matter what. However, I also
found that if you can Google something, then do. Avoiding asking questions if you can
find answers elsewhere is part of being a good communicator – keep in mind that
everyone’s time is valuable. As an intern, good communication will help with
productivity, efficiency, engagement and growth.

7. The benefits of taking on feedback

Asking for and receiving professional feedback is very important. It is essential to take
note of both the positive and negative points for the future, so you can grow and excel in
your career. I learned that sometimes asking for feedback or receiving feedback is
difficult to hear, but it will have a significant impact on your future career and success.

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 10. SUMMARY

Recruitment and selection is a vital HR function for an organization to run smoothly.

Since the hotel industry belongs to the service sector there should be an effective and
sound hiring process. The quality of service depends on the manpower of the company.

Upon completion of my project I have been able to gain a detailed understanding

of the recruitment and selection process followed in the hotel industry. The HR Metrics
that I have used for my study has highlighted some of the major recruiting trends for the
company in the past six months. It is clear from my study that there was more
utilization of external sources of recruitment than internal sources to fill the vacancy. It
was also found that amongst all the external sources, walk-ins had the major contribution
in hiring. I also discovered that the company has a very good brand image in the industry
and therefore received a good amount of resumes for each job opening. These HR
Metrics will further help the company in evaluating the effectiveness of recruitment and
selection process.

Through my study I also found out the factors influencing the selection of candidate in the
hotel. The factors include previous job profile and job specification, time & cost
effectiveness, proximity to work place, availability of candidates, age, and attitude of
the candidate.

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