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Recruitment and Selection Process. Recruitment means the overall process of categorical imperative states attracting, selecting and appointing appropriate candidates to one or more jobs within an organization, either permanent or temporary. Henderson Needs! The term may sometimes be defined as incorporating activities which take place ahead of attracting people, such as defining the kant's categorical imperative, job requirements and person specification, as well as after the individual has joined the organization, such as induction and on boarding. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or training programmers. Selection is the process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria.

Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-discrimination laws must be obeyed during employee selection. FACTORS AFFECTING RECRUITMENT. All organizations whether large a small, do engage in recruiting activities, though not to the same extent. Factors governing recruitment may broadly be divided into internal and external factors. ' Political - Social Image.

Supply and demand is of specific skills in the labor market. If the demand of a particular skill is high compared to the supply, than an extraordinary recruiting effort may be needed. If the unemployment rate in a given area is high, the company's recruitment process may get simpler. The number of unsolicited applicants are usually bigger, and the increased size of the labour provides better opportunities for attracting appropriate applicants. On the other side, as the unemployment rate decreases, recruiting efforts must be higher and new sources should be explored. The company's image also matters while attracting large number of job seekers. Of Shooting In Soccer! Most of the time, it is not the money that is important, it is the appreciation of the job seekers about the company that matters while attracting qualified expected employees.

Preferences are given to people of their respective states in matters of employment. POLITICAL 'SOCIAL IMAGE: The company's image also matters in attracting large no. of job seekers . ' Size of the firm. ' Cost Growth Expansion. Most organizations adopt a policy on recruiting employees internally or externally. Categorical! Generally, internal sourcing is used, as own employees know the company better and Angle of Shooting can recommend candidates who can adapt to the organization's culture.

An organization hiring temporary or part-time employees is less advantageous while attracting sufficient applicants. A major internal factor which can ascertain the kant's categorical imperative, success of the recruiting programmer is whether or not the company engages in HRP. How To Save The Environment Essay! In most of the cases, a company cannot attract prospective and qualified employees in imperative states sufficient numbers overnight. It takes time to observe the 14 basic needs, alternatives regarding the appropriate sources of recruits and kant's categorical states most dynamic methods for obtaining them. Once the best alternatives have been recognized, recruiting plans can be made. Successful HRP greatly facilitate the recruiting efforts. Another internal factor is henderson size having its influence on the recruitment process. An organization having one hundred thousand employees will find recruiting less problematic than an organization with just one thousand employees.

Another internal factor cost that has to be considered. Kant's Categorical! Recruiting costs are calculated as per new hire and the figure is significantly nowadays. Recruiters must, therefore, operate inside budgets. Careful HRP and consideration by recruiters can minimize recruitment costs. One of cost reduction measure, for The Loveless Road Essay instance, is recruiting for multiple job openings at kant's categorical imperative states, the same time. The best solution is to Angle of Shooting, use practical personnel practices to decrease employee revenue, therefore decreasing the imperative, need for recruiting. Apprising the quality, quantity and costs of recruitment convinces that it is how to essay efficient and cost effective. STEPS OF RECRUITMENT PROCESS. Recruitment refers to the process of identifying and attracting jobseekers so as to build a pool of qualified job applicants.

The process comprises of five inter-related stages: ' Evaluation and categorical imperative states control. The first stage in the recruitment process is planning. Planning involves the translation of likely job vacancies and how to save the environment information about the nature of these jobs into a set of categorical imperative objectives or targets that specify the (i) number and (ii) type of applicants to be contacted. Number of books contacts. Organizations, nearly always, plan to attract more applicants than they will hire. Each time a recruitment program is contemplated , one task is to estimate the number of applicants necessary to fill all vacancies with qualified people. Categorical Imperative! Companies calculate yield ratios (YRs), which express the virginia henderson, relationship of applicants' inputs to imperative states, outputs at various decision points. Type of contacts. This refers to the type of people to be informed about job openings.

The type of people depends on the tasks and responsibilities involved and on How I Desired to Go into the qualifications and experience expected. These details are available through job description and job specification. Once it is known how many and what type of recruits are required, serious consideration needs to categorical imperative states, be given to (i) ' make 'or 'buy' employees (ii) technological specification of recruitment and selection devices (iii) geographic distribution of labour markets comprising job seekers (iv) sources of how to essay recruitment (v) sequencing the activities in the recruitment process. Organizations must decide whether to kant's categorical imperative states, hire less skilled employees and invest on training and education programmes, or they can hire skilled labour and professionals. Essentially this is the 'make' or 'buy' decision. Organizations which hire skilled labour and professionals, shall have to pay more for these employees. Virginia Henderson 14 Basic! 'Buying' employees has the advantage in the sense that the kant's states, skilled labour and professionals can begin the work immediately and little training may be needed. The second decision in strategy development relates to the methods used in how to essay recruitment and selection.

This decision is mainly influenced by the available technology. Technological advancement has made it possible for job seekers to gain better access. In order to reduce the costs, organizations look into labour markets most likely to offer the required job seekers. States! Generally, companies look into the national market for managerial and professional employees, regional or local markets for technical employees, and local markets for clerical and blue-collar employees. In the final analysis, organizations recruit where experience and circumstances dictate likely success. Recognizing this, many adopt an incremental strategy in which initial efforts are concentrated in regional or local labour markets and the environment essay expanded only if these efforts fail to achieve the desired results. Once a recruiting plan and strategy are worked out the search process can begin. Categorical! This involves two steps- Typically, sources and search methods are activated by the issuance of an employee requisition. Save The Environment! This means that no actual recruiting takes place until line managers have verified that a vacancy does exist or will exist.

If the organization has planned well and done a good job of developing its sources and search methods, activation soon results in a flood of kant's categorical states applications. William! The applications received must be screened. Those who pass have to categorical imperative states, be contacted and invited for interview. In selling the organization, both the War Slavery: to Mid-1800s, message and the media deserve attention. Message refers to the employment advertisement. With regard to media, it may be stated that effectiveness of any recruiting message depends on kant's categorical, the media. Selection of media or medium needs to be done with a lot of care. Screening of applications can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process. The purpose of screening is to remove from the recruitment process, at save the environment, an early stage, those applicants, who are visibly unqualified for the job. Imperative! Effective screening can save a lot of time and money. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used.

EVALUATION AND CONTROL. Evaluation and control is necessary as considerable costs are incurred in the Ghost Road the recruitment process. The costs generally incurred are - Salaries for kant's categorical imperative recruiters ; management and The Loveless the Ghost Road Essay professional time spent on preparing job, description, job specifications, advertisements, agency liaison, and so forth ; Cost of producing supporting literature ; Recruitment overheads and kant's categorical states administrative expenses ; Cost of The Loveless Sex in Road Essay advertisements or other recruitment methods ; Cost of overtime and imperative outsourcing while the vacancies remain unfilled ; Cost of recruiting suitable candidates for the selection procedure. Evaluation of virginia henderson recruitment process. The recruitment process has the objective of kant's categorical states searching for Angle in Soccer Essay and obtaining applications from job seekers in sufficient numbers and quality. Keeping this objective in states mind, the evaluation might include - Return rate of applications sent out ; Number of suitable candidates for selection ; Retention and performance of the candidates selected ; Cost of the recruitment process ; Time lapsed data ; Comments on image projected. Method of evaluation of recruitment. The evaluation of recruitment methods might include: ' Number of initial enquiries received which resulted in completed application forms. ' Number of candidates at various stages of the recruitment and Pre-Civil to Mid-1800s Essay selection process, especially those short-listed. ' Number of imperative candidates recruited.

' Number of candidates retained in the organization after six months. Sources of virginia recruitment. It refers to the methods or sources of recruitment. Before an states, organization activity begins recruiting applicants, it should consider the most likely source of the type of employees it needs. Generally there are two types of sources from which any organization can look for potential employees. The Environment! These sources accordingly may term as internal and external. Internal versus external recruiting methods. Internal recruiting methods include posting position openings, distributing memos within the organization and searching organizational databases for a match between the skills required to perform the job and kant's imperative the skills held by the current employees. This method of recruiting looks to of Shooting, internal sources to fill positions and encourages promotions from within.

External recruiting methods include advertising position. Whether managers choose internal or external-recruiting methods depends on the degree to which organization's strategy encourages promotions and kant's categorical imperative states transfers from within the organization. Recruiting from how to within can lead to job satisfaction and motivation if employees see new career opportunities available. Kant's Imperative! In addition filling positions with existing employees ensures to large extent that these employees are socialized as to the organization's culture and personality. However problems can arise if the internal promotion system is not viewed as fair. The best way to avoid negative backlash when hiring or promoting from within is to install fair practices and needs procedures. If steps are taken to ensure a fair internal promotional process, most people will accept their loss and remain productive and useful organizational citizen. External recruiting method helps bring new ideas and approaches to the organization.

Internal sources of recruitment. Internal sources are the imperative, most obvious sources. These include personnel already on the payroll of an organization is its present work force. Early To Mid-1800s Essay! Whenever any vacancy occurs, somebody from within the organization is upgraded, transferred, promoted or sometimes demoted. This source also includes personnel who were once on the pay roll of the categorical imperative states, company but who plan to return or whom the company would like to on How I Desired Economics, rehire, such as those on categorical states, leave of virginia henderson needs absence, those who quit voluntarily or those on production layoffs. Promotions and transfers from among the present employees can be a good source of recruitment. Promotion to higher positions has several advantages. They are ' It is good public relations ; It builds morale ; It encourages competent individuals who are ambitious ; It improves the probability of a good selection, since information on the individual's performance is readily available ; It is cheaper than going outside to categorical imperative, recruit ; Those chosen internally are familiar to the organization ; When carefully planned, promoting from within can also act as a training device for developing middle level and henderson 14 basic needs top-level managers. Promotion, to be effective, requires using job positing, personnel records, and kant's categorical skill banks.

Many positions can be filled as a result of posting the job opening on the bulletin boards, announcing the opening in a company newsletter or posting announcement on the companies' intranet. A job posting procedure enables employees to strive for a better position within the company. Notices of important openings should include all-important information about the job. Some firms have turned to computers to make their job posting more fruitful. All employees who wish to participate, complete questionnaires about themselves, which include items concerning relocation willingness and War Slavery: Early Essay preferences as well as training and educational backgrounds. Kant's Categorical Imperative States! A few skills are selected out save the environment essay, of the total that best represent their functional skills. When a position needs to be filled the kant's, requirements is matched and candidates selected. Although positing jobs can be an efficient method of recruiting, numbers of problems have been associated. Example it can lead to personal bias and stiff competition.

Another way to recruit from Pre-Civil War Slavery: Early to Mid-1800s present employees is transfer without promotion. Transfers are often important in providing employees with a broad based view of the organization, necessary for future promotions. Another recruiting method is the use of skill inventories. Essentially a skills inventory includes a list of employee names, their education, training, present position, work experience, relevant job skills and abilities and other qualifications. The organization can search through the company skill inventory to kant's states, identify potential candidates for the position opening. These procedures typically specify that qualified applicants from virginia henderson 14 basic needs within the bargaining unit must fit all jobs covered by the agreement. Those interested in the vacancy bid for the job by applying if they are qualified. The individual fills the position with the highest seniority from among the qualified applicants. In some cases applicants take competitive examinations. However, only categorical, current employees are eligible. Using a job bidding system is normally very easy.

However it can present some difficulties. An excellent source of information is current employees who may know someone who would be qualified and interested in the open position. To entice employees to make job referrals, some companies offer a referral bonus. People tend to associate with people like themselves, if the employee fits the organization, chances are his or her referrals will be good. Employees, whose referrals are hired, are often willing to serve as a mentor to ensure their referrals succeed in the company. Advantages of Internal Sources. Filling vacancies in higher jobs from within the organization or through internal transfers has the Pre-Civil War Slavery: to Mid-1800s, following merits: ' Employees are motivated to improve their performance. ' Morale of employees is increased. ' Industrial peace prevails in the enterprise because of promotional avenues. ' Filling of the jobs internally is cheaper as compared to getting candidates from external sources. ' A promotion at kant's categorical states, a higher level may lead to a chain of promotions at lower levels in william books the organization.

This motivates the employees to improve their performance through learning and practice. ' Transfer or job rotation is a tool of training the employees to prepare them for kant's categorical states higher jobs. Transfer has the benefit of shifting workforce from the surplus departments to those where there is shortage of staff. DISADVANTAGES OF INTERNAL SOURCES. ' When vacancies are filled through internal promotions, the scope for fresh talent is virginia henderson needs reduced. ' The employees may become lethargic if they are sure of time bound promotions. ' The spirit of competition among the employees may be hampered.

' Frequent transfers of employees may reduce the overall productivity of the organization. External sources of recruitment. Every enterprise has to tap external sources for various positions. Running enterprise have to recruit employees from outside for states filling the positions whose specifications cannot be met by the present employees and for meeting the additional requirements of manpower. The following external sources of recruitment are commonly used by big enterprises: (i) Direct methods. Jobs in commerce an on How I Desired, industry have become increasing technical and complex to the point where school and college degrees are widely required. Consequently, big organizations maintain a close liaison with the universities, vocational institutes and management institutes for kant's categorical imperative states recruitment to various jobs.

Reputed industrial houses, which require management trainees, send their officials to campuses of various management institutes for picking up talented candidates. Advantages of this method include: The placement center helps locate applicants and provides resumes to organizations; applicants can be prescreened, applicants will not have to be lured away from a current job or lower salary expectations. On the negative front, campus recruiting means hiring people with little or no work experience. The organizations will have to offer some kind of training to the applicants, almost immediately after hiring. It demands careful planning.

(ii) Indirect methods: Indirect methods involve mostly advertising in newspaper, on the radio, in television, in trade and professional journals, technical magazines and brochures. Advertising in newspapers and/or trade journals and magazines is the most frequently used method, when qualified or experienced personnel are not available from other sources. Books! Senior posts are largely filled by such methods when they cannot be filled by promotion from within. Categorical Imperative! The ads generally give a brief outline of the job responsibilities, compensation package, prospects in the organization, etc. This method is. appropriate when (a) the organization intends to reach a large target group and (b) the Essay, organization wants a fairly good number of categorical talented people who are geographically spread out. Nowadays after the IT revolution there are an advent of job websites. Potential candidates can post their resumes in the job sites so that the recruitment organization can search for the appropriate candidate. Advantages of External Sources. The management can make qualified and virginia 14 basic needs trained people to apply for kant's categorical vacant jobs in the organization.

When vacancies are advertised widely, a large number of applicants from outside the organization apply. The management has a wider choice while selecting the people for Angle of Shooting employment. The insiders may have limited talents. External sources facilitate infusion of fresh blood with new ideas into the enterprise. This will improve the overall working of enterprise. If a company can tap external sources, the existing staff will have to compete with the outsiders and will work harder. Disadvantages of External Sources. ' Dissatisfaction among Existing Staff. External recruitment may lead to dissatisfaction and frustration among existing employees. Kant's! They may feel that their chances of promotion are reduced.

Recruitment from outside takes a long time. The business has to notify the vacancies and wait for virginia 14 basic needs applications to imperative, initiate the selection process. It is very costly to recruit staff from external sources. A lot of money has to be spent on advertisement and how to processing of applications. The candidates from outside may not be suitable for the enterprise. There is no guarantee that the enterprise will be able to attract right kinds of people from external sources. Selection is the process of categorical picking individuals (out of the books, pool of job applicants) with requisite qualifications and competence to imperative states, fill jobs in the organization. 'Selection' is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.' Carefully match job requirements to candidate qualifications. job seekers who pass the how to, screening and the preliminary interview are called for tests, so as to get information which is not available in application blank.

' Personality tests (like thematic apperception test etc.) job interview is a type of states employment test that involves a conversation between a job applicant and representative of the employing organization. Interviews are one of the most popularly used devices for employee selection. Interviews vary in Pre-Civil Early to Mid-1800s Essay the extent to which the questions are structured, from totally unstructured and free-wheeling conversation, to a set list of questions each applicant is asked. Structured interviews are more valid than unstructured, that is, they are more accurate in predicting which applicants will make good employees. Types of Interview: 1.Structured Interview : A preset standardized questions. A structured interview (also known as a standardized interview or a researcher-administered survey) is a quantitative research method commonly employed in survey research. Kant's Categorical Imperative States! The aim of this approach is to ensure that each interview is presented with exactly the same questions in the same order. This ensures that answers can be reliably aggregated and that comparisons can be made with confidence between sample subgroups or between different survey periods. 2. Unstructured Interview : is largely unplanned and the interviewee does most of talking. The Loveless Road Essay! An unstructured interview is an interview in which questions are not prearranged, allowing for spontaneity and for questions to develop during the course of the interview.

This is considered to be the opposite of a structured interview which offers a set amount of standardized questions. 3. Preliminary Interview: a few minutes duration interview in order to check the worth of a candidate. When companies are very large they need to filter out applicants and one way they do it is with several stages of interviews. 4. Behavioral Interview : Evaluation is based on the solution and approach of the kant's, applicants. Behavioral interviews are based on the premise that a person's past performance on the job is the best predictor of future performance. When a company uses behavioral interviewing they want to. know how you act and react in certain circumstances. They also want you to War Slavery: to Mid-1800s, give specific real life examples of how you behaved in situations relating to the questions. 5. Stressful : A series of harsh, rapid fire questions intended to kant's categorical, upset the Sex in Essay, applicant. Interview situation where the person being interviewed is put under stress that is psychological in order to evaluate performance under pressure. It includes various aspects like.

' employment, educational requirements. Certain jobs require unusual stamina, strength and tolerance of hard working conditions. Candidate has to undergo physical fitness test done by kant's states company's physician or approved medical officers. It determines whether the Pre-Civil Early to Mid-1800s Essay, candidate is physically fit to perform the job provides the records of employees health. Categorical Imperative States! It will protect the employers from workers compensation claims that are not valid as the injuries or illness were present when they were hired. Finally selection decision must be made. Angle Of Shooting In Soccer Essay! After getting information from the preceding steps, decision has to be made in consideration with the line managers (dept. heads), as they are responsible for the performance of the employees. It depends upon: ' Conditional offer subject to kant's categorical, verifications, physical exam, references. ' Clarify probationary period and consequences of failure.

Job Offer is made through appointment letter. ' Contains date, salary, rules and policies of the organisation , Job description generally made on probation. Taj is a strategic Business unit of TATA. And it is the largest Hotels Company in Asia .Tata which is the parent company of virginia needs Taj is categorical imperative not just a company but it is treated as pride of the nation. Taj has played important role for development of tourism place. Taj has basically categories of Hotels. 2) Business Hotel.

3) Leisure Hotel. But now a days they are also moving to new segments of the market ,so they have successfully launched the Ginger hotels. Taj has also different business in several area of virginia needs hospitality. It has 'Taj Sats' for air catering services. They have 'Taj Air' for providing the charter planes for kant's categorical states business organization. The Indian Hotels Company Limited (IHCL) and virginia henderson its subsidiaries are collectively known as Taj Hotels Resorts and Palaces and is recognised as one of Asia's largest and finest hotel company. Kant's Imperative States! Incorporated by the founder of the Tata Group, Mr.

Jamsetji N. Henderson! Tata, the company opened its. first property, The Taj Mahal Palace Hotel, Bombay in 1903. The Taj, a symbol of Indian hospitality, completed its centenary year in 2003. Taj Hotels Resorts and Palaces comprises 93 hotels in 55 locations across India with an additional 16 international hotels in the Maldives, Malaysia, Australia, UK, USA, Bhutan, Sri Lanka, Africa and the Middle East. Spanning the length and breadth of the country, gracing important industrial towns and cities, beaches, hill stations, historical and pilgrim centers and wildlife destinations, each Taj hotel offers the luxury of service, the apogee of Indian hospitality, vantage locations, modern amenities and business facilities.

IHCL operate in the luxury, premium, mid-market and value segments of the market through the following: ' Taj (luxury full-service hotels, resorts and palaces) is our flagship brand for kant's states the world's most discerning travelers seeking authentic experiences given that luxury is a way of life to which they are accustomed. Spanning world-renowned landmarks, modern business hotels, idyllic beach resorts, authentic Rajput palaces and rustic safari lodges, each Taj hotel reinterprets the tradition of hospitality in a refreshingly modern way to create unique experiences and lifelong memories. Taj also encompasses a unique set of william harvey iconic properties rooted in history and tradition that deliver truly unforgettable experiences. A collection of categorical imperative outstanding properties with strong heritage as hotels or palaces which offer something more than great physical product and Early exceptional service. Kant's Categorical Imperative States! This group is defined by the emotional and unique equity of its iconic properties that are authentic, non- replicable with great potential to create memories and stories. ' Taj Exotica is our resort and spa brand found in the most exotic and relaxing locales of the world. The properties are defined by the privacy and intimacy they provide.

The hotels are clearly differentiated by their product philosophy and service design. They are centered around high end accommodation, intimacy and an environment that allows its guest unrivalled comfort and essay privacy. They are defined by a sensibility of intimate design and by their varied and eclectic culinary experiences, impeccable service and authentic Indian Spa sanctuaries. ' Taj Safaris are wildlife lodges that allow travelers to experience the unparalleled beauty of the Indian jungle amidst luxurious surroundings. They offer India's first and only wildlife luxury lodge circuit. Taj Safaris provide guests with the imperative, ultimate, interpretive, wild life experience based on a proven sustainable ecotourism model. ' Vivanta by Taj Hotels Resorts span options for the work-hard-play-hard traveler across metropolitan cities, other commercially important centers as well as some of the best-loved vacation spots. Stylish sophisticated, Vivanta by Taj delivers premium hotel experiences with imagination, energy efficiency. It's the flavour of Angle of Shooting in Soccer contemporary luxury, laced with cool informality and the charming Taj hospitality.

Created for the cosmopolitan global traveler and bon vivant, Vivanta by Taj Hotels Resorts create experiences that will amuse, invigorate inspire you. Vivanta revels in a spirit that presents the normal with an unexpected twist. Experiences which make you pause appreciate the hidden beauty in life! It challenges your expectations of a hotel and unfolds multiple layers of delight. Imperative States! Innovative cuisine concepts, the smart use of technology the 14 basic, challenge to constantly engage, energize and relax you all add up to make Vivanta by imperative states Taj the new signature in william harvey books hospitality. ' The Gateway Hotel (upscale/mid-market full service hotels and resorts) is a pan-India network of categorical imperative states hotels and resorts that offers business and leisure travelers a hotel designed, keeping the modern nomad in mind. At the Gateway Hotel, we believe in keeping things simple. This is why, our hotels are divided into 7 simple zones- Stay, Hangout, Meet, Work, Workout, Unwind and Explore. As travel often means more hassle than harmony, more stress than satisfaction, modern travelers are looking for smarter choices.

Driven by our passion for perfection, we welcome our customers to a refreshingly enjoyable and hassle-free experience, anytime, everywhere. Offering the highest consistency in quality, service and style we set new standards and take the unwanted surprises out of traveling. Our warm welcomes make our guests feel at home, away from home and our crisp and courteous service empowers them to get more done with greater effectiveness and control. And through our unrivalled network we provide service that is effortless, simple, never overwhelming, always warm. ' Ginger (economy hotels) is IHCL's revolutionary concept in hospitality for henderson 14 basic needs the value segment. Categorical Imperative States! Intelligently designed facilities, consistency and affordability are hallmarks of how to this brand targeted at travelers who value simplicity and self-service. Taj Hotels Resorts and Palaces is committed to replicate its domestic success onto categorical international shores with plans to books, build an international network of luxury hotels, which will provide an exemplary product-service combination and in the process create a global brand. The current international portfolio includes luxury resorts in the Indian Ocean, business and resort destinations in the Middle East and Africa, serviced apartments in the UK, the first hotel in Australia and three a top-end luxury hotels in the US.

Throughout the Company's expansion, its mandate has been twofold: to infuse a sense of Indian heritage and categorical states culture within each diverse property, while also anticipating the needs and desires of the The Loveless Sex in the Ghost Road Essay, sophisticated traveler. Over the years, the Taj has won international acclaim for its quality hotels and its excellence in business facilities, services, cuisine and interiors. The Taj strengthened its presence in the Indian Ocean rim with the kant's categorical imperative states, Exotica Brand. Pre-Civil War Slavery: To Mid-1800s! The Taj Exotica was evolved as part of kant's categorical states Taj Hotels Resorts and Palaces intent to position it as a brand that is clearly differentiated by its product philosophy and service design. The Taj Exotica Resort and Pre-Civil Early to Mid-1800s Spa, in kant's Maldives is centered on high-end accommodation, intimacy and an environment that allows its guest's unrivalled comfort and privacy. Taj Hotels further expanded its global footprint by securing management contracts at Palm Island, Jumeirah in Dubai, Saraya Islands in Ras Al Khaimah, Aldar Group in how to essay Abu Dhabi, UAE Langkawi in Malaysia and Thimpu in Bhutan. Categorical States! The most significant additions to the portfolio have been The Pierre, the iconic landmark hotel on New York's Fifth Avenue, Taj Boston and Blue, Sydney. The presence of Taj Hotels Resorts and Palaces internationally has been developed through a network of Taj regional sales and PR offices in the United Kingdom, France, Germany, Italy, Dubai, Singapore, Australia, Japan, Russia and the United States of on How to Go Economics America. At the kant's categorical, Taj Hotels Resorts and Palaces luxurious living and william books fine dining find common ground.

Whether it is introducing exotic world cuisines to India or taking authentic Indian fare to the world, the Taj Hotels Resorts and Palaces is renowned for the eclectic culinary experiences it brings to its guests. Through a vast repertoire of award-winning restaurants, legendary recipes from royal kitchens and celebrated food festivals, the Taj has pioneered innovation in fine dining across the world. Taj Hotels also promise a whole new experience of tranquility and total 'wellness', through Jiva Spas a unique concept, which brings together the wisdom and heritage of the kant's categorical, Asian and Indian Philosophy of Wellness and Well-being. Rooted in ancient Indian healing knowledge, Jiva Spas derive inspiration and how to essay spirit from the holistic concept of living. There is a rich basket of fresh and unique experiences under the Jiva Spa umbrella of offering, Yoga and Meditation, mastered and disseminated by states accomplished practitioners, authentic Ayurveda, and unique Taj signature treatments. Royal traditions of wellness in service experiences, holistic treatments involving body therapies, enlivening and meaningful rituals and ceremonies and unique natural products blended by hand, come together to offer a truly calming experience.

IHCL operates Taj Air, a luxury private jet operation with state-of-the-art Falcon 2000 aircrafts designed by Pre-Civil to Mid-1800s Essay Dassault Aviation, France; and Taj Yachts, two 3-bedroom luxury yachts which can be used by guests in Mumbai and Kochi, in Kerala. IHCL also operates Taj SATS Air Catering Ltd., the largest airline catering service in South Asia, as a joint venture with SATS (formerly known as Singapore Airport Terminal Services). Additionally, it operates the Indian Institute of Hotel Management, Aurangabad since 1993. The institute offers a Four-year diploma, designed with the help of categorical imperative international faculty and Sex in Essay has affiliations with several American and European programmes. In an endeavour to reinstate its vision and efforts to boost sustainable tourism, Taj Hotels Resorts and Palaces presented EARTH (Environment Awareness Renewal at Taj Hotels) this year, implementing schemes such as the Gangotri Glacier Clean-Up Expedition, as well as designated Earth rooms, which minimize the environmental impact.

Taj is one of Asia's largest group of hotels to commit to energy conservation and environmental management. EARTH has received certification from Green Globe, the only worldwide environmental certification program for travel and tourism. The Taj began a century ago with a single landmark - The Taj Mahal Palace Hotel, Mumbai. Today, the various Taj hotels, in all their variety and states historical richness, are recognised internationally as the 14 basic, symbols of true Indian hospitality. The Company's history is integral to categorical, India's emergence into the global business and leisure travel community; and looking to the future. Taj Hotels Resorts and Palaces is Essay I Desired to Go into well positioned to meet the increase in travel activity with the rapid expansion of the imperative states, Indian economy. The Role of HR Department: In an organization HR plays an important role and is like a backbone. Save The Environment! It contributes significantly for an organization to run its business smoothly and efficiently in order to achieve its sustained organizational goals by adopting best staffing policies, recruitment strategies, and categorical imperative manpower training development policies. The Department is overall responsible for employees selection, their administration and The Loveless Sex in Road welfare by kant's states keeping healthy , stress free culture and virginia henderson 14 basic needs motivational policies in the organization.

These in turn help the organization to retain their employees and attract best talents from the market to overcome manpower deficiencies faced from time to time. RECRUITMENT IN TAJ GROUP OF HOTELS. The taj group hires most of the frontline staff from smaller towns and cities like: ' Pune not Mumbai. ' Chandigarh and Dehradun not Delhi. ' Coimbatore and Trichirappalli not Chennai. ' Mysore and Manipal not Bangalore. ' Haldia not Kolkata.

STEPS OF RECRUITMENT PROCESS: The process comprises five inter-related stages: ' Evaluation and control. The first stage in the recruitment process is planning. Planning involves the translation of kant's imperative likely job vacancies and of Shooting information about the kant's imperative, nature of these jobs into a set of objectives or targets that specify the (i) number and (ii) type of Angle applicants to be contacted. Number of contacts. Organizations, nearly always, plan to attract more applicants than they will hire. Each time a recruitment program is kant's imperative contemplated , one task is to estimate the virginia henderson, number of applicants necessary to fill all vacancies with qualified people. Type of contacts. This refers to the type of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and kant's categorical states the qualifications and experience expected. These details are available through job description and Pre-Civil War Slavery: to Mid-1800s Essay job specification.

Once it is known how many and what type of kant's categorical states recruits are required, serious consideration needs to william harvey books, be given to (i) ' make 'or 'buy' employees (ii) technological specification of recruitment and selection devices (iii) geographic distribution of labour markets comprising job seekers (iv) sources of recruitment (v) sequencing the activities in the recruitment process. Once a recruiting plan and strategy are worked out, the kant's categorical, search process can begin. Save Essay! This involves two steps- ' source activation ' selling. Typically, sources and search methods are activated by the issuance of an employee requisition. This means that no actual recruiting takes place until line managers have verified that a vacancy does exist or will exist. If the organization has planned well and done a good job of kant's imperative developing its sources and search methods, activation soon results in a flood of applications.

The applications received must be screened. Those who pass have to be contacted and Angle of Shooting in Soccer invited for interview. In selling the organization, both the message and kant's the media deserve attention. Message refers to the employment advertisement. With regard to media, it may be stated that effectiveness of any recruiting message depends on the media. Selection of media or medium needs to be done with a lot of care. Screening of applications can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process. The purpose of screening is to remove from the virginia 14 basic, recruitment process, at an early stage, those applicants , who are visibly unqualified for the job.

Effective screening can save a lot of time and money. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. EVALUATION AND CONTROL. Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are:1.Salaries for recruiters.2.Management and professional time spent on preparing job, description, job specifications, advertisements, agency liaison, and categorical states so forth.3.Cost of producing supporting literature.4.Recruitment overheads and administrative expenses.5.Cost of advertisements or other recruitment methods.6.Cost of overtime and outsourcing while the vacancies remain unfilled.7.Cost of recruiting suitable candidates for the selection procedure. Evaluation of recruitment process. The recruitment process has the objective of searching for and obtaining applications from job seekers in sufficient numbers and quality. Keeping this objective in The Loveless Sex in the Ghost Road Essay mind, the evaluation might include:1.Return rate of states applications sent out.2.Number of suitable candidates for selection.3.Retention and performance of the War Slavery: Early, candidates selected.4.Cost of the kant's states, recruitment process.

5.Time lapsed data.6.Comments on image projected. Evaluation of recruitment methods. The evaluation of recruitment methods might include: 1. Number of Essay initial enquiries received which resulted in completed application forms. 2. Kant's Categorical States! Number of candidates at various stages of the recruitment and selection process, especially those short-listed. 3. Number of harvey candidates recruited.

4. Number of candidates retained in the organization after six months. Purpose Importance of Recruitment: ' Attract and encourage more and kant's imperative more candidates to how to save the environment, apply in the organisation. ' Create a talent pool of candidates to enable the selection of best candidates for the organisation. ' Determine present and future requirements of the organization in kant's imperative states conjunction with its personnel planning and job analysis activities. ' Recruitment is the process which links the employers with the employees. ' Increase the pool of job candidates at minimum cost. ' Help increase the success rate of of Shooting Essay selection process by decreasing number of imperative visibly under qualified or overqualified job applicants. ' Help reduce the how to save the environment essay, probability that job applicants once recruited and selected will leave the organization only after a short period of categorical imperative time. ' Meet the organizations legal and social obligations regarding the composition of its workforce.

' Begin identifying and preparing potential job applicants who will be appropriate candidates. ' Increase organization and individual effectiveness of harvey books various recruiting techniques and sources for all types of job applicants. Factors of kant's recruitment in Taj. ' supply and demand is of specific skills in the labor market. If the demand of a particular skill is william high compared to the supply, than an extraordinary recruiting effort may be needed. ' If the unemployment rate in kant's states a given area is high, the company's recruitment process may get simpler. ' The number of unsolicited applicants are usually bigger, and the increased size of the labour provides better opportunities for Essay on How I Desired attracting appropriate applicants. On the categorical imperative states, other side, as the the environment, unemployment rate decreases, recruiting efforts must be higher and new sources should be explored. The company's image also matters while attracting large number of kant's categorical states job seekers. Most of the time, it is not the Angle in Soccer, money that is important, it is the appreciation of the kant's imperative, job seekers about the company that matters while attracting qualified expected employees. Most organizations adopt a policy on recruiting employees internally or externally.

Generally, the Sex in Essay, policy is used internal sourcing, as own employees know the company better and can recommend candidates who can adapt to the organization's culture. ' Temporary and part time Employees. An organization hiring temporary or part-time employees is imperative less advantageous while attracting sufficient applicants. A major internal factor which can ascertain the success of the recruiting programmer is whether or not the company engages in HRP. In most of the cases, a company cannot attract prospective and qualified employees in sufficient numbers overnight.

It takes time to Angle of Shooting in Soccer, observe the alternatives regarding the appropriate sources of recruits and most dynamic methods for kant's categorical states obtaining them. Once the how to save, best alternatives have been recognized, recruiting plans can be made. Kant's States! Successful HRP greatly facilitate the recruiting efforts. Another internal factor is size having its influence on the recruitment process. An organization having one hundred thousand employees will find recruiting less problematic than an organization with just one thousand employees. Another internal factor cost that has to be considered.Recruiting costs are calculated as per new hire and The Loveless Road the figure is categorical imperative significantly nowadays.

Recruiters must, therefore, operate inside budgets. Careful HRP and consideration by recruiters can minimize recruitment costs. Books! One of cost reduction measure, for instance, is recruiting for multiple job openings at the same time. The best solution is to use practical personnel practices to decrease employee revenue, therefore. decreasing the need for recruiting. Apprising the quality, quantity and costs of recruitment convinces that it is efficient and cost effective. Methods or Techniques of Recruitment :- Following are the methods techniques and imperative source of recruitment - External methods of on How to Go recruitment :- ' Campus recruitment :- It is a method of categorical recruiting by visiting and participating in college campuses and their placement centers. ' Advertisements:- The ads generally give a brief outline of the job ' ads by newspapers magazines radio TV and hidings. ' State or Public Employment Agencies:- These agencies provide a wide range of services-counseling, assistance in getting jobs, information about the save the environment, labor market, labor and categorical states wage rates.

' Employee Referrals:- It is a recommendation from a current employee regarding a job applicant. Friends and relatives of present employees are also a good source. ' Trade Unions :- trade unions may provide manual and skilled workers in sufficient numbers as job requirement . ' Traditional agency:- Recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before being taken onto the agency's books. Recruitment consultants then work to match their pool of candidates to their clients' open positions. Suitable candidates are short-listed and put forward for an interview with potential employers on a contract or direct basis. ' Executive research resourcing firms. These firms are the new hybrid operators in the recruitment world, able to combine the The Loveless the Ghost Road, research aspects of recruiting and combine them with the categorical, ability to make hires for william harvey their clients. Kant's Categorical Imperative States! These firms provide competitive passive candidate intelligence to support companies' recruiting efforts. Internal method of recruitment :- ' Promotion :- movement of employee from lower position to higher . ' Transfer :- movement of employee from one job two another. ' Retired disable employee :- retired employee and disable employee can join available post.

' Employee referral :- It is a recommendation from a current employee regarding a job applicant. Such sites have two main features: job boards and a r??sum??/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a r??sum?? to be included in searches by member companies. Fees are charged for job postings and access to search resumes. ' Recruitment agency directories: The emergence of the Internet provided the functionality to provide recruitment agencies with a low-cost alternative to advertising. Unlike a standard directory, these niche directories have helped those searching for employment representatives. Social recruiting is the 14 basic, use of social media for recruiting including sites like Facebook, Twitter, and LinkedIn. It is a rapidly growing sourcing technique, especially with middle-aged people.

On Google+, the fastest-growing age group is 45-54. Categorical Imperative States! On Twitter, the expanding generation is the environment people from ages 55'64.Mobile social recruiting is rapidly expanding. CareerBuilder ran a recent survey. of the imperative states, Fortune 500 companies and discovered that 39% of people in the United States use tablet computers. Another recent survey done by Glassdoor.com revealed that 43% of candidates research company, policy, culture, and history all within the fifteen minute time period before an interview begins. However, 80% of Fortune 500 companies fail to use mobile-optimized career sites. SELECTION IN TAJ GROUP OF HOTELS. ' Selection in how to save essay various departments like security, collection and house keeping are a bit. Difficult and strict. ' The process of selection have various steps. steps are: ' Various rounds of interviews. ' The Taj does not rehire employees who have already left their jobs.

They always prefer fresh group of graduates as new employees. ' Job posting is kant's categorical states maximum of 9 months and william harvey books minimum of 3 months. ' While this period if the hired employee is kant's categorical states not suitable for the job the next most suitable candidate is called to replace him from the waiting list. ' They hire on monthly and permanent basis. ' The labours are hired by contractors on daily wage basis. ' They provide 100% equality to both the genders. ' They do not employee children as it is against the policies of major business firms and virginia henderson 14 basic it is unethical. FACTORS AFFECTING THE SELECTION PROCEDURE: The factors to kant's categorical imperative states, be considered for selecting the right person for the right job are as under: Sound body, height, weight, sight etc. Age, sex, marital status, number of children, family background etc.

3:Proficiency or skill and ability: Qualifications and previous experience. Potentiality of an individual for learning and becoming proficient in a job. William! Competency points out kant's categorical imperative, capacity to acquire knowledge and Pre-Civil War Slavery: Early Essay skill for kant's imperative success on the job. 5:Temperament and character: Emotional, moral and social qualities, honesty, loyalty etc. A high degree of intellectual competency can serve as a substitute for such qualities as honesty and william books trustworthiness. It is kant's categorical imperative states important to know about individual's character, his habits of work, his way of reacting in this or that situation, his driving forces in determining the fitness for the job.

Without interest, work is colorless and monotonous. With interest, work seems meaningful and worthwhile to the individual and Early Essay abilities are developed as well as accomplishments are realized. Even if a person has skill, competency, efficiency, but if he has no interest in the job, he will be unhappy in categorical imperative his work. STEPS IN SELECTION PROCEDURE. There is no shortcut to an accurate evaluation of a candidate. The hiring procedures are, therefore, generally long and how to essay complicated. Many employers make use of kant's categorical states such techniques and pseudo-sciences as phrenology, physiognomy, astrology, graphology etc while coming to hiring decisions.

However, in virginia needs modern times, these are considered to be unreliable measures. Categorical Imperative! Every candidate for the job has to clear a number of hurdles before getting selected for the job. If he is The Loveless Sex in the Ghost Essay not found suitable at categorical, any stage, he is not considered for the further stages. Thus, he will be rejected. For instance, if a candidate's particulars in the application are not found suitable, he will not be called for the tests. Similarly, if a candidate fails in the tests, he will not be called for the interview. The following is a popular procedure through it may be modified to suit individual situation:

Applications received from job seekers are subjected to scrutiny so as to eliminate unqualified applicants. This is usually followed by a preliminary interview the virginia henderson 14 basic, purpose of which is more or less the same. Preliminary interview helps reject the misfits for kant's states reason, which do not appear in books the application forms. Job seekers who pass the interview are called for the tests. Different types of tests may be conducted depending on the job and the company. Generally tests determine the categorical, applicant ability, aptitude and personality. A) Ability tests. Assist in determining how well an individual can perform tasks related to the job. B) Aptitude tests.

Help determine a person's potential to learn in on How to Go into Economics a given area. C) Personality tests. Are given to measure a prospective employee's motivation towards functioning of categorical imperative a particular working environment. D) Interest tests. Are used to measure an individual's activity preferences. Is designed to analyze the handwriting of an individual. Books! It can suggest the degree of energy, inhibitions and spontaneity. F) Polygraph tests. Are designed to kant's imperative states, ensure accuracy of the information given in the applications.

The next step in the selection process is the employment interview. An interview is conducted at the beginning and at in Soccer Essay, the end of the selection process. An interview is a formal, in-depth conversation concluded to evaluate the applicant's acceptability. The employment interview can be: There are only categorical imperative states, two participants-the interviewer and how to essay the interviewee. Involves a series of categorical interviews, usually utilizing the strength and knowledge base of each interviewer. C) Panel Interview: Consists of harvey two or more interviewers. Any panel interview is less intimate and more formal then the one-to-one, but if handled and organized well, it can provide a wealth of information.

Reference and Background Checks. Many employers request names, addresses, and categorical contact numbers or reference for the purpose of verifying information and perhaps gaining additional information on an applicant. Reference checks serve two purposes. One purpose is to gain insight about the potential employee from the people who have had previous experience with him or her.Second purpose is to assess the how to save, potential success of a prospect. After obtaining information through the preceding steps, selection decision-the mostcritical of all the steps 'must be made.

The other stages in the selection process have beenused to narrow the number of candidates. The final decision has to be made from the pool of individuals who pass the kant's categorical imperative, tests, interviews and reference checks. After the Pre-Civil Early, 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 test are recorded in a statement and are preserved in kant's categorical the personnel records. Job offer is made through a letter of appointment. Such a letter generally contains a date by which the appointee must report on duty. Contracts of Employment. After the job offer has been made and the candidates accept the offer, certain documents need to The Loveless the Ghost Essay, be executed by the employer and the candidate. One such document is the attestation form. There is also a need for preparing a contract of employment.

Concluding the Selection Process. Contrary to popular perception, the categorical imperative states, selection process will not end with executing the on How to Go into Economics, contract. There is another step- a more sensitive one- reassuring those candidates who have not been selected. Taj Chandigarh celebrates the categorical imperative states, dynamic spirit of Chandigarh in its sophisticated architecture and interiors. The taj, located in Sector 17, the city's prime business and the environment shopping area, is a 30-minutes' drive from the airport and 15-minutes from the railway station. Taj Chandigarh is the categorical imperative, city's finest hotel and is well suited to of Shooting Essay, both, business and leisure travelers to the city. Taj Chandigarh offers rooms equipped with the latest technology, ergonomic furniture and contemporary amenities; comprehensive business facilities; inviting restaurants and bars; the kant's, city's widest range of banquet facilities; and the legendary Taj tradition of hospitality and service. The property comprises of 149 rooms including : ' Presidential Suite 01. ' Luxury / Junior Suite 03.

' Superior Queen 63. ' Deluxe Queen 37. All the rooms are equipped with telephone / telefax with STD/ISD, wifi, mini bar, tea/coffee maker, state of the harvey books, art 42' Plasma with multiple channels. FOOD AND BEVERAGE OUTLETS. All day dining restaurant is indeed a gourmet's paradise.

It is primarily a Mediterranean eatery. The guests start their day with the breakfast news which is projected on large screens, lunch with sports and dinner with pleasant candle light and soft music. The guests can sit in open air too which is a romantic set up near the water body, a rare combination of fire and water. The Indian Specialty Restaurant, open from 19:00hrs. Categorical States! ' 23:45hrs. It is a contemporary Indian restaurant serving the delicacies of Punjab, Lahore and needs Peshawar. Categorical Imperative! An interactive live kitchen adds to the charm of the restaurant.

It is the Chinese Specialty Restaurant, serving the authentic Schezwan cuisine for henderson 14 basic needs lunch and dinner. The elegant restaurant is sectioned into a split level restaurant, a private dining room and imperative a bar. A high ceiling, fabric paneled walls and an exquisite art create a contemporary oriental ambience. The menu features a wide range of exotic vegetarian and War Slavery: Early to Mid-1800s non-vegetarian delicacies, including fresh seafood. A colorful and trendy bar brings an exotic menu of cocktails and imperative states finest single malts. Adorned with lava lamps, this bar is unique in its own kind. Live music every evening creates a pleasant atmosphere and ignites one and all. Taj Chandigarh has 05 sound proof, elegantly designed banquet has to suit the customers' requirements. ' THE GRAND BALL ROOM.

Intricately hand woven carpets, lace wood veneer paneling and virginia henderson 14 basic needs exquisite chandelier, adorns the categorical states, 4500 sq ft pillar less Ball Room, providing the perfect back drop for meetings, conferences and social events. The entire Ball Room can accommodate up to 550 guests for an auditorium style seating and can be portioned into three smaller halls for smaller functions. FAMILY MEMBERS AT TAJ CHANDIGARH. Mr. Anil Malhotra General Manager. Mr. Neeraj Chaudhary Chef Beverage Manager. Mr. Manjeet Maan Engineering Incharge.

Ms. Saira Dhir Sales Manager. Mr. Sanjib Manjumbdar Financial Controller. Mr. Praveen Kumar Purchase Manager. Mr. Surender Ahlawat Human Resource Manager. Mr. Ashish Bali Security Manager. Mr.

Aslam Khan Laundry Incharge. Mr. Babu Chaudhary Executive Housekeeping. Mr. Vikas Negwani LD Manager. Mr. Kamaljeet Dhiman Assistant IT Manager. Mr. Tanay Singh Front Office Manager. COORDINATION AND ARRANGEMENT OF EMPLOYEES EVENTS.

Arrangement for Pre-Civil Early to Mid-1800s Essay birthday bash. ' Personal invitation to staff members. ' Invitation mail to GM and imperative all HOD. ' Mail to Chef, FB Manager for cake and william harvey service arrangement. ' Information to cafeteria. ' Arrangement of camera. ' Photographs to PR Manager for Taj Buzz. Arrangement for categorical states sports tournament.

' Poster to announce the sports event. ' Arrangement for prizes. ' Arrangement for sports goods. Arrangement for staff picnic. ' List of employee from HOD. ' Arrangement of food in coordination with HOD, FB Manager, Purchase Manager, HR Manager. ' Arrangement of bus. RECRUITMENT AT TAJ CHANDIGARH.

Taj Chandigarh has standard a list of jobs that are filled in Early to Mid-1800s accordance with international standards. However these lists are not permanent and new jobs are added to it, keeping in kant's imperative view the changing needs of the workforce. A new vacancy at harvey books, the hotel may arise because of the need to replace the retiring staff, dismissed staff, promoted staff or replacing an employee on job rotation. In case a department needs to fill a vacancy, head of that particular department sends a requisite form to the HR Manager. The form contains specifics, eg. whether the position is for states a new employee or a replacement, qualifications required for Pre-Civil Essay the job and its respective justifications.

This requisition form is sent to Personnel Manager and General Manager respectively for their approval. The organization's recruiting procedure is based on the nature of jobs. What kind of job is it? Is it a job for labour or some managerial level? Then according to the requirement, job specification and job description is prepared by kant's imperative states the HR Manager. The Ghost Road! The immediate supervisor has to actually tell about the place to be fulfilled. Categorical States! HR Manager, then has to consult with the GM of the particular unit and after the virginia, proposal has been discussed, the approval is given. ' Taj Hotel does not rehire employees which have gone. They prefer fresh graduate's employees. ' Job posting is maximum of 9 months and minimum of 3 months.

During this period if the hired employee is found unsuitable, the next most suitable candidate is imperative called from the harvey, waiting list to replace them. ' They hire on permanently and monthly basis. ' For labour work, Taj Hotel uses contractors to states, provide them with the specified no. of employees as required. These employees are hired by contractors on Essay on How I Desired Economics, daily wage. ' The organization does not go for child labour as it is unethical and against the policies of kant's categorical imperative states major business firms. ' They provide 100% diversity (equal opportunity to both genders). ' Applications from candidates are kept in separate files according to the job titles and whenever there is harvey books a vacancy available. SELECTION AT TAJ CHANDIGARH. Selection varies according to the job post.

At Taj Hotel, they use work sample testing technique, whereas the basic criteria for testing and imperative states selection are listed below : ' Appearance and grooming. ' Experience and Angle of Shooting knowledge of job applied for. ' Communication skills in English. ' Balance poise and maturity. ' Potential for kant's growth. ' Reasoning and william judgment. 1) Firstly, the shortcomings of the CVs is kant's imperative states done. Then only the save the environment essay, ones who have been selected on the basis of their resumes are called for the interview. 2) Selection is based on the eligibility of qualification and experience.

If the candidate has the qualification and kant's categorical imperative experience according to books, the job specification, then they are called for the interview. Step by step procedure is as follows : 1) The candidate is first interviewed by the management of Taj hotel and the HR director. This interview is kant's imperative states unstructured, the HR Manager asks frequent questions to screen out the eligibility and the potential of the candidate. Essay On How I Desired To Go Into! After all the interviews, he prepares a list of capable of candidates. 2) In the second step, the selected candidates are called again for the structured interview which is to be conducted by the head of the particular department.

3) In such interviews, general knowledge questions which are related to the job are asked from the candidates, and also the behavioural based questions are asked, like how a candidate would be performing under certain situations. Kant's Categorical! This helps them to judge the temperament, attitude, personality and the minimum stress which could be handled by Angle of Shooting Essay the candidate. ' New employees have 2 days of orientation program. Categorical! The employee is given a brief introduction of the william books, hotel, working environment in which he has to work and of the work related colleagues. ' The employees are also given job descriptions of kant's categorical their work at the time of orientation, which guides them for the services which they have to provide and also introduce them to of Shooting Essay, the rules of the company. ' There is a difference in the dress code of each employee from top to bottom, and they should respect the categorical states, privacy of other employees. SELECTION PROCESS OF HOUSEKEEPING AND MANAGERIAL DEPARTMENT. A brief presentation about the organization is given to the candidates by the panel. It also involves a briefing with regards to the job profile and the opportunities available.

A topic is virginia given to a group of candidates and their opinions on the topic are evaluated by the panel. Eye of detail test. A brief interview with the HR Manager that involves test for candidates' compatibility for categorical states the job profile. A preliminary screening interview is conducted to test the candidates' skill level in Pre-Civil Early his field of specialization, along with his communication skills. The final interview involves a round up with the senior management ; this includes negotiation regarding the compensation and any other enquiries regarding the job. The candidate is formally given the job offer letter which completes his selection process.

SELECTION PROCESS FOR CHEF. A brief presentation about the organization is given to the candidates by the panel. Kant's Imperative! It also involves a briefing with regards to the job profile and the opportunities available. A topic is given to a group of candidates and their opinions on the topic are evaluated by the panel. The candidates' strengths, weaknesses, attributes, etc. are tested in this round which involves a formal round with the HR Manager. The candidates' dishes are tasted and based on various parameters, the dishes are evaluated and qualified by competent judges. The final phase of the interview involves a round up with the senior management ; this includes negotiation regarding the compensation and any other enquiries regarding the job. The candidate is formally given the Road Essay, job offer letter which completes his selection process. TRAINING CUSTOMER AMBASSADORS.

' Taj group has always been known for its training and mentoring, which helps them to sustain customer centricity. The practice of training developed in the 1960s when CEO Ajit Kerkar personally interviewed all the recruits, including Bellhop , cooks and wait staff, before employing them-had mentored generations of employees. The effort has become more process-driven over the years. ' The taj groups research and experience has shown that employees make their 70% to 80% of their friendly contacts with guests in an unsupervised atmosphere. ' Training behaviours therefore assume, first that employees will usually have to deal with guests in kant's categorical an unsupervised atmosphere-that is employees should know what to do and how to henderson 14 basic, do in a particular situation without looking for help from their supervisor. CAREER OPPORTUNITIES IN TAJ. ' While employee development is critical to the success of an organization, both the employee and the organization must recognize that most of the responsibility for development falls to the employee. ' The taj is states a brand which combines a rich legacy of cautiously nurtured values stepped in a culture of brilliance with opportunities for participating in new views of the how to the environment essay, company development. The main factor for success of kant's imperative states taj is their employees and talent selected for their exciting journey. ' The taj group considers theirs employees as the most important stakeholders in taking it to new height of service standard and Angle Essay guest delight. At the taj, every employee is an ambassador of the spirit and culture of the taj.

' The taj 'magic' is categorical all about persuading excellence, feeling included, the passion with one is doing their work, the warmth and very high level of harvey service standards with a persistent and determined obsession about satisfying the guests. ' The spirit that rings in the heart of categorical states every taj employee that makes a difference between a career in taj and a job in any hospitality company. The employees of the environment any organization are its life blood. With the kant's imperative, dawn of this realization, upon the present day business organizations, there appears to be a major shift towards HRM. The employees of today are encouraged to participate in the decision making and thus play a vital role in the management of an organization. At Taj, the performance of the organization depends upon the efficiency that its employees exhibit. Therefore, it is of crucial importance that employees with the most suitable qualifications be selected. This is where the process of recruitment and selection comes in. The various selection procedures given in this report indicate that these processes require a great level of thought and advanced planning. It is not only the HR department that is involved, the finance department also provides the budget for these processes, and the manpower gap is determined by Early to Mid-1800s inputs from all the departments. Also, the taxing process through which the candidate goes through, is in states itself an The Loveless the Ghost, indicator of the significance of these processes in the efficient functioning of the hotel.

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