HUMAN RESOURCE POLICIES PEARL CONTINENTAL RAWALPINDI Wafa Abbas

HUMAN RESOURCE POLICIES PEARL CONTINENTAL RAWALPINDI

Wafa Abbas Adeel Akbar Naima Naz Rabia javaid Muhammad Usman

EVOLUTION Bhurba n Peshawa r Rawalpindi 1975 Lahore Karac 1964 hi 1968 1967 1990

v. Taken by Hashwani Group in 1985 v. Name changed from Intercontinental to Pearl Continental v. Running under holding company Pakistan Service Ltd(PSL 1958)

We are committed to dynamic growth and service excellence built upon our heritage of traditional hospitality. We strive to consistently meet and surpass guests, employees and others stakeholders expectations. We feel pride in making efforts to position Pakistan in the forefront of the international arena.

Strategies Business Strategies HR Strategies

v v v Customer service: Profitability: Growth profile: Compatibility: Traditional hospitality.

Job Analysis Recruitment & Selection Training & Development Health & Safety Compensation

v Budget. v Recruitment. v Orientation. v Training. v Career planning, v employee relation. v. Review benefits/compensation etc.

Main Functions: v. Recruit new personnel whenever it receives Vacancy Notices from any of the department. v. Imparts induction and on-going training to the employees. v. Union contracts.

Human Resource Manager Asst Personnel Manager Personnel Officer Staff Oriented Officer, Training Coordinator Time Office Supervisor

v. Job analysis explains the core area and capabilities required to perform a specific job

v. Interview v. Daily Dairy v. Observation

Under job analysis followings heads are comes: v v v Job Description Job Specification Job Evaluation

Job descriptions are lists of the general tasks, or functions, and responsibilities of a position.

v. Skills and Efforts. v. Tasks. v. Responsibility. v. Outlines of the Duty. v. Whom to Report the Task v. Everything is mentioned in it for the employees in a very detailed manner.

v. Job specification mean what is the requirement of the organization

v Qualification of employee v Experience of employee v Personal attributes required for the job v Interpersonal skills and communication skills.

Job evaluation refers to studying in detail the job performance by all individual

v. Complexity of the job v. Experience Required for the Job v. Company Need for the Employee for that Job. v. Abilities required performing a Job.

v. Creating a pool of well qualified and talented candidates and choosing the best candidate from that pool. ”

v. Need for a job v. In case a dept feels to fill a vacancy, HOD of a particular dept sends a requisite form to the Personnel Manager. In this form head of the department specifies whether the position is for a new employee, replacement, qualifications required and their respective justifications. This requisition form is sent to Personnel Manager and General Manager respectively for their approval v. Reason for new vacancies

v. Internal referrals v External referrals v Words of mouth v. Employment agency contacts

v. Mostly walk-in interviews are a part of selection method being followed by the HR Dept. v PC Rawalpindi has also tried consulting Central Bargain Agents for hiring employees but it failed to come up their standards.

v Eligibility of candidates v CV‘S are consulted at the time of need v Interviews(walk in interview). v. Working of selection board v Role of HR Department: v Role of Staff officer v Role of Human Resource Manager v Role of concerned dept v Role of General Manager.

v General Manager. v Human Resource Manager. v Asst Personnel Manager. v Head of Vacant post dept.

Following are the tests taken by HR Manager v. Personality tests. v. Psychological tests. v. Aptitude tests. v. Mannerism checks v. Learning capabilities. v. Tests are taken in an informal way.

Background Checks: v. A letter of confirmation and opinion is sent by HR Dept to the previous organization to check the experience and reliability of the candidate. vpersonal misunderstandings are not considered. v Medical Test.

v. A booklet of rules and regulations is issued to each newly selected employee to introduce the basic rules of the Hotel. v. An employee also spends some time with each department to have an overview of the Hotel’s complete way of working.

v Training department: v This Dept is closely assisted by HR Development (HRD) i. e. under taken by Training Manager along with an Assistant. This training is organized within the Hotel. v Through dedicated and trained staff. . v The new enrolled staff is employed and observed for 3 -9 months of probation period. v Detailed orientation of all the departments is given v On the job training is conducted

v. Employees who have the potential to rise further are chosen and trained for the next appointments. v To improve the skills of employees, frequent seminars, lectures and departmental briefings are conducted.

v. Performance appraisal is being done on monthly basis in PC Hotel and record is also maintained v. The main purpose is to create competitive environment in the Hotel. v. To provide feed back to employees, employee of the month is selected. v. Same in the case of supervisor.

v. Compensation basically is the program that encourage reward performance.

v Pay System. v. Ability to pay and skill of an employee are also kept in view while devising various pay scales. v. Pay structure is design to control, the effect of inflation, pay compression and pay raises.

v. Following are the rewards that are given to employees v Honesty awards v. Employee of the month. v. Supervisor of the month. v. Promotion to the next rank. v. Cash awards.

v. Transportation. v. Free meals during working hours and free laundry for the uniform. v. Free medical v. Recreation allowance. v. Birthday cake for employees. v. Gratuity v. Bonus.

v. Inter and intra departmental relations are developed through frequent interactions. v. Special meetings are held in case of any problem. v. Internal problems of employees are solved through mutual understanding and cooperation

v The importance of Human Resource Management in an organization cannot be denied. v In case of a Hotel industry it gains more importance where a large number of diverse workforces have to be handled by the management. v We have concluded that in PC Rawalpindi HRM is running in a very organized and systematic manner. v Because of their dedication and commitment to their duties.

HASEENA GUL Human Resource Manager HR Department Attique –ur- Rehman Human Resource Coordinator HR Department Contact Number: 051 -556601 (Ext. 5870, 5692)