A STUDY ON

BEST PRACTICES OF HUMAN RESOURCES IN

NOVOTEL VISAKHAPATNAM VARUN BEACH
Dissertation report submitted to the Department
of Human Resource Management, Andhra
University, Visakhapatnam, in partial fulfilment
of the requirement for the award of
BACHELOR OF BUSINESS MANAGEMENT
By
Ms. M.SWETHA AMOOLYA
Regd.No. 2014-1509052
Under the extreme guidance of
Sri.K.GOWRI SANKAR(M.COM,MBA,M.PHIL)
Assistant professor, Gayatri Vidya Parishad

GVP SCHOOL OF MANAGEMENT STUDIES

RUSHIKONDA, AUTONOMOUS, VISAKHAPATNAM-

45

(Affiliated to Andhra
University)
1

2014-2017

CERTIFICATE
This is to certify that this dissertation entitled BEST PRACTICES OF
HUMAN RESOURCES at Novotel Visakhapatnam Varun Beach being
submitted by Ms. M.SWETHA AMOOLYA bearing Regd.No. 2014-1509052 in
partial fulfilment for the award of Bachelor of Business Management in
GVP College, Rushikonda is a bonafide work carried out by under my
guidance and supervision.

Guide:
Prof. K. Gowri Sankar,
Assistant Professor,
Gayatri Vidya Parishad

HEAD OF THE DEPARTMENT

BACHELORS OF BUSINESS
MANAGEMENT

DECLARATION

I hereby declare that the dissertation entitled Best Practices of HR at

Novotel Visakhapatnam Varun Beach submitted for the degree of
Bachelors of Business Management is my original work and the
dissertation has not formed the basis for the award of any degree,
diploma, associate ship, fellowship or similar other titles. It has not been
submitted to any other University or Institution for the award of B.B.M.

Place:

(M.SWETHA AMOOLYA)

Date:

Regd. No. 2014-1509052

ACKNOWLEDGEMENT

I would like to thank all the before starting my report whose constant
support helped me to bring the project into existence.
I express my sincere thanks to our beloved Sir K.GOWRI SANKAR, Asst
Professor, G.V.P College & P.G. Courses, Visakhapatnam, for his
encouragement and impartial support throughout the academic year.
I would like to express my special thanks of gratitude to our H.O.D.
Dr.G.SYAMALA RAO as well as DIRECTOR Prof.S.RAJANI who gave me
this opportunity to do this project on topic BEST PRACTICES OF HR,
which helped me know lot many things after doing research on this topic. I
am really thankful to them. Secondly I would like to thank my parents and
friends who helped me a lot in finalizing this project within the limited
time frame.
M.SWETHA AMOOLYA

TABLE OF CONTENTS

CHAPTER-1
INTRODUCTION
CHAPTER-2
INDUSTRY PROFILE
CHAPTER-3
COMPANY PROFILE
CHAPTER-4
CONCEPTUAL PROFILE
CHAPTER-5
FINDINGS, ANALYSIS AND INTERPRETATION
CHAPTER-6
SUMMARY
ANNEXURE
BIBLIOGRAPHY

CHAPTER-1
INTRODUCTION

INTRODUCTION
The success of any business depends as much on appropriate, effective,
well-communicated, HR and business practices as it depends on meeting
the requirements of mandated laws and regulations. In fact, good planning
and development of effective practices make regulatory compliance much
easier.
HR Practices helps in increasing the productivity and quality, and to gain
the competitive advantage of a workforce strategically aligned with the
organizations goals and objectives.

SCOPE OF PRACTICES OF HRM

1. Personnel aspect-This is concerned with manpower planning,
recruitment, selection, placement, transfer, promotion, training and
development, layoff and retrenchment, remuneration, incentives,
productivity etc.
2. Welfare aspect-It deals with working conditions and amenities such as
canteens, rest and lunch rooms, housing, transport, medical assistance,
education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management relations,
joint consultation, collective bargaining, grievance and disciplinary
procedures, settlement of disputes, etc.

OBJECTIVES OF HRM

To know the recruitment and selection procedures adopted in this

company.
To improve training and development programs used in the
company.
To know how the performance of the employees is being appraised.
To identify role and impact of organizational culture and
communication in driving employee engagement.
To improve compensation and benefits process.
To know corporate social responsibility activities in the company.
To provide better employee welfare.
To know the HR audit and accounting procedures in the company.

METHODOLOGY OF THE STUDY

As a part of my summer internship project, I have conducted a research
analysis to know the best practices of HR in Novotel.
Source of data: The main source of data is primary data. I collected
the primary data by using questionnaire from the employees who are
working in Novotel.
Area of study: It is confined to the department such as Human
Resource, Culinary, Finance, Food & Beverages, Purchase, Front Office,
Sales and Marketing.
Research Approach: Questionnaire survey method was adopted for
completing data collection in this research.
Research Instrument: The questionnaire has been framed with both
open ended and close ended questionnaire.
Sample size: A sample size of 80 was selected for this study.

LIMITATIONS OF THE STUDY

1. Study was limited to NOVOTEL VARUN BEACH only. Therefore, the
result may not be capable of universal application.
2. Interaction with employees/executives was very limited because
of their busy work schedule.
3. Study was conducted under the assumption that the information
given by the respondents are all correct.
4. The information responses may be subject to personal bias of the
respondent.

CHAPTER-2
INDUSTRY PROFILE

INDUSTRY PROFILE

ABOUT THE INDUSTRY:

A clear indication of the way which human effort has been
harnessed as a force for the commercial production of goods
and services is the change in meaning of the word industry.
Coming from the Latin word Industry, meaning diligent
activity directed to some purpose, and its descendant, Old
French industries, with the senses activity , ability, and a
trade or occupation, our word (first recorded in 1475)
originally meant skill, a device, and diligence as well as
a trade . Over the course of the Industrial Revolution, as
more and more human effort became involved in producing
goods and services for sale, the last sense of industry as well
as the slightly newer sense systematic work or habitual
employment grew in important, to a large extent taking over
the word.
Industry is a basic category of business activity. The term
industry is sometimes used to describe a very precise business
activity (e.g. semiconductors) or a more generic business
activity (e.g. consumer durables). If a company participates in
multiple business activities, it is usually considered to be in the
industry in which most of its revenues are derived.
There are many other different kinds of industries, and often
organized into different classes or sectors by a variety of
industrial classifications. Market-based classification systems

10

such as the Global Industry Classification Standard and the

Industry Classification Benchmark are used in finance and
market research. These classification systems commonly divide
industries according to similar functions and markets and
identify businesses producing related products.
Industries can also be identified by product, such as: chemical industry,
petroleum industry, automotive industry, electronic industry, industry,
hospitality, food industry, fish industry, software industry, paper industry,
entertainment industry, semiconductor industry, cultural industry, and
poverty industry.
1. Primary industries

Agricultural industry
Mining industry
Fishing industry
Forestry industry

2. Secondary Industry:

Food industry
Textile industry
Automobile industry
Building industry
Sport good industry

3. Tertiary Industry:
Banking industry
Educational industry
Civil defence industry
4. Service industry:
Insurance industry

HOSPITALITY INDUSTRY:
The hospitality industry consists of broad category of fields
within the service industry that includes lodging, restaurants,
event planning, theme parks, transportation, cruise line, and
additional fields within the tourism industry. The hospitality
11

industry is a several billion-dollar industry that mostly depends

on the availability of leisure time and disposable income. A
hospitality unit such as maintains, direct operations (servers,
housekeepers, porters, kitchen workers, bartenders, etc.)
Management, marketing and human resources.
Hospitality industry covers a wide range of organizations
offering food service and accommodation. The industry is
divided into sectors according to the skill-sets required for the
work involved. Sectors include accommodation food and
beverage, meeting and events, gaming, entertainment and
recreation, tourism service, and visitor information.
Hospitality industry can be empirically divided into two parts:
entertainment areas like clubs and bars, and accommodation.
Accommodation takes the form of public houses, resorts, inn,
campgrounds, hotel, hostels, serviced apartments and motels.
The clubs and bars category include restaurants, fast foods
and nightclubs.

HOTEL INDUSTRY:
A hotel is an established that provides lodging paid on a shortterm basis. The provision of basic accommodation, in times
past, consisting only of a room with a bed, a cupboard, a small
table and washstand has largely been replaced by rooms with
modern facilities, including en-suite bathrooms and air
conditioning or climate control. Additional common features
found in hotel rooms are a telephone, an alarm clock, a
television, a safe, a mini-bar with snack foods, drinks, and
facilities for making tea and coffee. Luxury features include
bathrobes and slippers, a pillow menu, twin-sink vanities, and
Jacuzzi bathtubs. Larger hotels may provide additional guest
facilities such as a swimming pool, fitness centre, business

12

centre, childcare, conference facilities and social function

services.

Hotel rooms are usually numbered (or named in some smaller

hotels and B&Bs) to allow guests to identify their room. Some
hotels offer meals as part of room and board arrangement. In
the United Kingdom, a hotel is required by law to serve food
and drinks to all guests within certain stated hours. In Japan,
capsule hotels provide a minimized amount of room space and
shared facilities. The word hotel is derived from the French
hotel (coming from hotel meaning host), which referred to
French version of a townhouse or any other building seeing
frequent visitors, rather than a place offering accommodation.
In contemporary French usage, hotel now has the same
meaning as the English term, and hotel particular is used for
the old meaning.
The hotel industry has a key role to play in sustainable
development. Indeed, every hotel faces at its level the main
current environmental issues, building heating, water
consumption, household (guest) and industrial (laundry,
restaurant) waste management, site preservation. A hotel is
thus a real proving ground for exploring new technologies and
new lifestyles.
In additional, a hotel group is located in all corners of the
globe, in downtown areas and suburbs, in metropolitan and in
rural areas, in mountains and along coasts, from the most
modern regions to the most remote. This infinite variety of
locations makes the hotel sector a direct and privileged
witness to major world problems, such as economic
development, fight against diseases and illiteracy.

13

ACCOR GROUP
HISTORY OF ACCOR GROUP:
In the 1960s, the travel industry in France was booming, but
many new hotels were concentrated only in major urban areas
such as Paris. At the time, Paul Dubrule and Gerard Pelisse
were both living in the United States, working for major
computer firms. They went into business together, and in
1967, founded the SIEH (Society d'investissement ET
d'exploitation hoteliers) hotel group. Having seen the success
of American lodging properties in suburban areas and along
major highways, Dubrule and Pelisson opened their first
American-style NOVOTEL hotel outside Lille in northern France.
In 1974, they launched the ibis brand with the opening of the
ibis Bordeaux. The following year, SIEH acquired the
Courtepaille and Mercure brands, and in 1980 the Sofitel hotel
brand, which then consisted of 43 hotels. Two years later, in
1982, the SIEH bought out Jacques Borel International, the then
world-leading brand offering restaurant vouchers. In 1983, the
Group, which had restaurant tickets and hotels, changed its
name to the Accor Group. In 1984, Dubrule and Pelisson were
elected "Managers of the Year" by Frances Le NOVOTEL
Economist magazine. In 2010, Accor SA sold 48 hotels for 367
million Euros ($465 million) as part of a plan to liquidate some
real estate holdings including 31 properties in France, 10 in
Belgium, and 7 in Germany. The sale occurred over the next
three years and cut debt by about 282 million Euros.
The Accor Group continued to expand. In 1985, it launched
Hotel Formula 1 brand, offering basic accommodation at low
prices
Five years later, in 1990, it entered the North American market
by acquiring Motel 6 and thereafter bought the Red Roof Inn
14

chain, which it later resold to Starwood and a consortium of

Citys Global Special Situations Group and West bridge
Hospitality Fund, L.P.] Respectively.
In the 1990s, it diversified to include Accor Casinos and in
2004, bought a nearly 30 per cent stake in Club Mediterranean.
In June 2010, the shareholders of Accor approved
the demerger of its hotel and voucher businesses. Accor
Services became Eden red. The two entities started trading as
separate companies on the Paris stock exchange from 2 July
2011. In 2011, Accor introduced its new brand positioning with
the slogan: "Open new frontiers in hospitality.
Today, Accor has Frances largest number of hotels in the low-,
medium- and high-range price brackets in Paris and across the
country.
In November 2013, Accor redefined its group business model
on 2 core competencies: hotel operator and brand franchisor
(Hotel Services) and hotel owner and investor (Hotel Invest).

ACCOR AS A BRAND:
Accor is a French hotel group, part of the CAC 40 index, which
operates in over 91 countries. Headquartered in Paris, France,
the group owns, operates and franchises 4,426 hotels ranging
from economy to luxury (as December 2011) on five
continents.
Previously, the group comprised a hotels branch (Accor
Hospitality whose activities are now the groups core
business) and a corporate services branch (Accor Services).
Accor Services sold service vouchers to over 430,000
companies and institutions and 30million users in 40 countries.
The company demerged its Accor Services unit in 2010 under
the name Eden Red.
15

The group was names Accor in 1983. The glorious ACCOR

journey started with a dynamic partnership between Paul Dub
rule (founder) and Gerard Pelisson (founder).
They had a diverse background and yet shared a passion for
creating a hotel chain, which would be simple and
revolutionary. The first hotel, NOVOTEL Lille Lequin was
opened in 1967 n France, a very innovative design for its time,
with a single floor, to avoid elevators and other construction
costs. The idea was to create an innovatively designed hotel,
with low construction cost but at the same time being
uncompromising on the quality to be offered. Each room had a
bathroom, a feature that was a daring as it was innovative for
any hotels targeting that particular segment in France. Others
feature included parking, swimming pool, and a desk with a
telephone with a direct line outside. It targeted weekend family
clientele with no charge for children travelling with parents and
free breakfast.
Accors five core values have been shared and expressed
every day by its employees in Accor brand hotels worldwide.
1.
2.
3.
4.
5.

16

Innovation is our trademark.

The Spirit of conquest is our growth engine.
Performance is the key to our continuous success.
Respect is the basis of all our relationships.
Trust is the foundation of our management.

CHAPTER-3
COMPANY PROFILE

COMPANY PROFILE

17

NOVOTEL

is a mid-scale hotel brand within the Accor group.

NOVOTEL has close to 400 hotels and resorts in 60 countries,

situated in the business districts and tourist destinations of
major international cities. NOVOTEL opened its first hotel in
1967, offering 62 rooms, 25m2 in size, all of the same design
with private bathrooms, a television and telephone, together
with meeting facilities, a swimming pool, air-conditioning and
private parking.

KEYFEATURES:
NOVOTEL worldwide:
395 hotels & resorts in 60 countries, i.e., 71872
bedrooms, (31 December 2009).
1. 9 millions kids welcomed in 2009.
30,000 Employees.

18

Sustainable Development: Vision, Commitment, And

Result: As an innovator within the hotel business, NOVOTEL
strategy

has

anticipated

its

clients

expectations

of

environmental matters and corporate social responsibility.

In 2007, within the scope of Accors Earth guest program of
sustainable

development,

international

program

NOVOTEL
of

committed

environmental

and

to

an

social

certification: Green Globe. This certification was selected

for its independence and focus on the challenges of global
tourism.
NOVOTEL Target: 100% of its hotels committed to Green
Globe certificate by 2011:
NOVOTEL currently has 124 hotels involved in the Green
Globe certification program around the world, 50 of which are
already certified.
*At 30/12/09
Green Globe, a global certification recognized within
the world of Tourism:
Green Globe is an international organization for performance
evaluation and certification, which distinguishes the most
responsible tourism products and services. It was established
by the WTTC (Worldwide Tourism and Travel Council) and
is based on the principles prescribed by Agenda 21 for
responsible development, approved by 182 Heads of State and
Government ate International United Nations Conference on
Environment and Development in Rio de Janerio in 1992. Green
Globe certification is only achieved following a benchmarking
study program and implementation of a permanent monitoring
and assessment system for each hotel. A minimum of ten

19

months is required for the hotel to achieve certification, which

is awarded by an external, independent auditor.
NOVOTEL has been breaking with tradition and revolutionizing
the European hotel business since building its first hotel in
1967. There was the first hotel offering 62 rooms, 25m2 in size,
all of the same design standard, spacious with private
bathrooms, a television and telephone, together with meeting
facilities, a swimming pool and private parking. And yet
another

innovation,

fully

air-

conditioned

hotel.

An

unprecedented levels of comfort at that time and often more

luxurious that NOVOTEL clients enjoyed at home.
Key Dates in the history of NOVOTEL Brand:

1967: Birth of the NOVOTEL brand with the opening of

the first hotel in Lille Lesquin (France)

1972: Opening of the first NOVOTEL hotels outside

France: Neufchatel in Switzerland and Brussels in Belgium

1973: Opening of NOVOTEL first Paris hotel (Paris

Bagnolet - France)

1977: NOVOTEL becomes established in South America -

opening of NOVOTEL Sao Paulo Morumbi (Brazil)

1978: Opening of the 100th NOVOTEL, in Amsterdam, 11

years after the first opening NOVOTEL comprised 120 hotels,

or 14,000 rooms, by the end of the year

1979: Opening of NOVOTEL Abu Dhabi in the Middle East

1982: NOVOTEL becomes established in Asia with the

opening of the NOVOTEL Orchid in Singapore

1986: NOVOTEL becomes established in North America

opening of NOVOTEL Toronto, Ontario, Canada

1987: 20 years and 200 hotels around the world

1987: NOVOTEL becomes established in China opening

of NOVOTEL Guangzhou, Beijing

20

1990: NOVOTEL becomes established in Australia

opening NOVOTEL Sydney

1992:

NOVOTEL

becomes

established

in

Russia

opening of It is mine

1997: 320 NOVOTEL hotels in 53 countries

2001: Co-branding of NOVOTEL and Century: NOVOTEL

Century Hong Kong became the first NOVOTEL in Hong Kong

2006: NOVOTEL becomes established in India opening

of NOVOTEL at Hyderabad, and also a second hotel in Hong

Kong

with

the

NOVOTEL

Citygate

Hong

Kong

(440

rooms)located in Hong Kong International Airport area.

2007: 40 years and 400 hotels in 60 countries around

the world. NOVOTEL makes an initial entry into Turkey with the
opening of the first NOVOTEL in Istanbul

2008: April sees the opening of NOVOTEL's third hotel in

Hong Kong with the opening of NOVOTEL Nathan Road Kowloon

Hong Kong (389 rooms)

2008:

In

April,

NOVOTEL

Hyderabad

Airport

was

established, in Shamshabad International Air port Hyderabad

2009: NOVOTEL opens its doors in new countries such

as Argentina (Buenos Aires) and Taiwan (Taipei - Taoyuan

International Airport), NOVOTEL also opens NOVOTEL Manado
Golf Resort & Convention Center to support World Ocean
Conference and Coral Triangle Initiative Summit in Manado
City, North Sulawesi.

2010: June, NOVOTEL Toronto Centre is the location of

the Largest Mass Arrest in Canadian History-- as G-20

Protestors fighting austerity measures join striking NOVOTEL
workers outside in support of a new collective bargaining
contract

2010: September, NOVOTEL opens the brand new

NOVOTEL Bangkok Fenix Silom hotel in the Bangkok business

district
21

2011: The first NOVOTEL in the Philippines is set to open

in December 2012 it will be located beside a historical

landmark the Araneta Coliseum and it will be the first hotel
connected in 2 lines of a mass rapid transit train. It will be
called as NOVOTEL Manila Araneta Center.

2012: 480-room Times Square NOVOTEL in New York

City sold to Chartres Lodging Group, LLC and Apollo Global

Management in a deal valued $212 million ($94 million plus
$118 renovation). Accor is to continue managing the hot

COMPANY PROFILE:

MISSION:
YOU Our mission your satisfaction. Satisfaction has always
been a mission committed by all the employees of NOVOTEL.
Quality has always been a major objective and focus of our
brand mission.
MANPOWER PARTICULARS:

22

They are a total of 262 employees in NOVOTEL Visakhapatnam

Varun Beach. They are divided in the following categories:

Human Resource Department 6

Marketing Department 10
Finance Department 20
Culinary Department 69
69 on rolls
10 apprentice
Engineering Department 26
24 on rolls
2 apprentice
Food and Beverages Department 66
Front Office Department 26
Housekeeping Department 55
IT Department 2
Security Department 5

CONTACTORS:
Contract Employees (HRC) 63

NOVOTEL Visakhapatnam Varun Beach is located in the City of

Vizag popularly known as City of Destiny. The hotel is perched
on the R K Beach with the most panoramic view of the ocean.
It was inaugurated on November 22, 2011 and started its
operation on December 7, 2011. All 225 rooms overlook the
ocean, offering a comfortable environment to business and
leisure travellers with Wi-Fi access, two restaurants, an
executive lounge, bar and spa. With 1800sqm of indoor &
outdoor space, the hotel provides the largest banqueting
facility in the city, and is able to cater for business and social
events of up to 4000 people.

23

In a city that is slowly graduating from being a small fishing

town to an industrial hub, it would not be preposterous to say
that this hotel is ahead of its time. As the city unhurriedly
makes progress in establishing itself as a MICE (meetings,
incentives, conferencing and exhibitions) destination, NOVOTEL
Varun Beach is all set to capture a sizeable chunk of the
market, much in line with Accors vision to establish a strong
MICE and Corporate network for itself in the country. The hotel
is built by Varun Group and owned by Varun Group Chairman
Prabu Kishore.

The group, apart from other centres, currently manages one of

South

Asias

largest

convention

facility,

Hyderabad

International Convention Centre, and the Lavasa International

Convention Centre. NOVOTEL Varun Beach Hotels strength lies
in

40,000

sq

ft

of

banqueting

space

spread

over

12

ergonomically designed banquet halls that can accommodate

24

over 4000 guest. The hotel has 225 rooms, out of which 32 are
extended rooms for long stays with kitchens.
There is a Premium Lounge available exclusively for Premiere
floor guests where there are plans to add snooker and pool
table. Befitting its claim as next generation hotel, this
NOVOTEL will have Eureka Room, an all inclusive meeting room
set to revolutionize the meeting environment. The room will
feature unconventional and modular ergonomic furnishings
along with state of the art technology tools. Replete with a
comfortable environment and the latest in-room amenities, the
guest rooms at the hotel are in accordance with the brands
latest design. To suit the needs of business travellers, the hotel
offers dedicated 8 mbps Wi-Fi services throughout the hotel.
To delight the palate of not just business and leisure travellers
but also the locals, the hotel offers contemporary dining
options. An all day dining signature restaurant, The Square,
offers Asian, Western and Indian influenced cuisine in the form
of buffets, set menus and a la Carte selections. Zaffran is a
specialty Indian restaurant, set by the pool and landscaped
lawns overlooking the ocean. The hotel also has a lounge and
Sugar, the pastry shop. There are also plans to add a pub to
the hotel.

225

25

Highlights:
Over 3500 sq meters of indoor and outdoor banqueting space.
Enchanting ocean view.
5 meeting rooms for breakout sessions.
State-of-the-art Eureka Room for power meetings.
Ballroom capacity of 1200 guests.
A plush pre-function foyer area of over 920 sq meters.
Wedding capacity of 4000 guests.
Rest Rooms in total:
163- Superior Rooms
28- Extended stay Rooms

 23- Premier Rooms

9- Executive Suites
Presidential Suite
Accessible Room
Key Features:
24 Hour In-Room Dining
Wi-Fi & Broadband
Connectivity
Flat-Screen LED
Televisions
Tea & Coffee Making Facility
Mini-Bar & Electronic Safe.
For nearly 45 years, across all brands and regions, Accors
five

core

values of innovation, a

spirit

of

conquest, performance, trust and respect have

been shared and expressed every day by its 160,000
employees in

Accor

brand

hotels

worldwide.

Managers

leverage these values to provide support for team members as

part of the Groups ongoing transformation and development.
Innovation is our trademark
The spirit of conquest is our growth engine
Performance is the key to our continued success
Respect is basis of all our relationships
Trust is the foundation of our management

NOVOTEL:

Committed

to

Sustainable

Development
With PLANET 21, Accors sustainable development program,
NOVOTEL commits itself to the planet!
Always a pioneer, the brand wishes to anticipate customer
expectations and meet environmental and social challenges.
This is why NOVOTEL has chosen to rely on world renowned
26

environmental

certification,

ISO

14001,

to

structure

its

sustainable development strategy.

Competitors of NOVOTEL:
The market competitions of NOVOTEL Visakhapatnam are the
neighbouring hotels like:

Four Points Sheraton

Palm Beach Hotel
ITC Grand Bay Hotel
Daspalla Hotel

NOVOTEL Promises:

27

Guaranteed Comfort & privacy in every bedroom.

Eat where, when and what you want 24 hour Food &

Beverages service.
Warm ambiance in every restaurant of NOVOTEL.
Meeting at NOVOTEL to make your every event a success.
NOVOTEL offers to make every family welcome.

Available and Attentive staff friendly, easy staff client

relationship.

NOVOTEL Reference Points:

Space Offering customers a comfortable environment,

large rooms, spacious lobbies.

Fluidity Creative and intuitive use of space offers

customers freedom and easy access to services.

Modernity Constantly striving to offer customers new
and

emerging

services

and

facilities

in

both

the

professional and personal arena.

Design The choice of furniture, material, fabrics, and

services offered etc.

Easy Living Everything under one roof, easy-to-use

products and facilities.

Warm Atmosphere Relax and re-energize in a pleasant
atmosphere, appealing to the senses, feel the energy of the
city.

NOVOTEL Customers Expectation:

Easiest NOVOTEL is easiest to get in and get out.

Best Services NOVOTEL provides the most appropriate

and relevant services.

Best Well-Being NOVOTEL helps me take care of myself.
Most Connected NOVOTEL lets me stay in touch with
my world.

NOVOTEL AND THE DEPARTMENTS:

1: HUMAN RESOURCE MANAGEMENT:
28

The Accor H.R policies are divided into two types:

Internal Policies
Corporate Policies

i.
ii.

Few Internal Policies are as follows:

1. Policy on Attendance:- Objective of this policy is to provide
guidelines on the attendance procedure for the employees.

They are as follows:Every employee of NOVOTEL must punch his/her fingerprinting

the biometric machine to

Register the time.
All duty charts are to be sent to H.R on regular basis
Late punching or late coming for work is permitted only with

the approval of HOD and HR.

In the event of an employee forgetting to punch either in or
out, the employee has to get a note in writing from HOD,
approving his presence for the day so that the attendance can
be regularized.

2. Policy on time off/ Late comings:- Objective of this policy

is to provide guidelines for employees regarding late comings.

They are as follows:All employees are expected to adhere to office timings. A

grace of 10minites is permitted twice a month.

Late comings between 10-15 minutes twice a month, other
than grace period, employees will be issued with a warning

letter/ half day salary.

Every employee is entitled to 4 weekly offs in a month. The
department head will schedule the day off with prior approval
of HOD.

3. Absorbing

HRC

Employees

into

NOVOTEL

Visakhapatnam:- Objective of this policy is to provide

guidelines for HRC employees for recruitment. They are as
follows:

HRC employees shall be absorbed into NOVOTEL, subject to

the vacancy.

29

All recruitments from HRC to NOVOTEL shall happen with

proper interview by the concerned H.O.D, H.R manager and

General Manager.
No HRC employee will have the right to demand for
permanent employment.

4. Engaging Industrial Trainees:- Objective of this policy is to

provide guidelines for industrial trainees and for newly joined

employees. They are follows:Industrial Training will undergo on the job training for 22
weeks and will be taken from reputed Hotel Management

colleges.
They will be under the control of training and development

department
The T&D department will prepare schedules of their training
It is proposed to fix a stiffened of R.s 1000 per month and free
meals on duty.

5. Local Conveyance Policy:- Objective of this policy is to have

standard guidelines and set procedure for reimbursement of
fuel expenses for local conveyance incurred by an employee,

for official purpose, they include.

All the employees of level 4 and above are eligible for four

wheeler fuel reimbursement charges.

All the employees of level 3 and bellow are eligible for 2

wheeler fuel reimbursement charges.

The fuel reimbursement shall be made against submission of
reimbursement form, through the concerned head of the
department, who has to approve.

Few Corporate Policies are as follows:1. Employee Social Activities:- The objective of this policy is
that the business unit should initiate a calendar of social

30

activities to encourage interaction between employees. Social

activities may be indicated at country level or at business unit

level and include the following:

Accor Sports day
Earth Guest day
Yearly Staff party
Employee Birthday party
Employee Outing
Team building session
Solidarity pay
World AIDS day

2. Performance Appraisals and Increments:- They include

Assessment is done before the end of probationary period and
for annual performance appraisal minimum six months

serviced by the employee before November end.

Annual appraisal will be held between December and January
Increments in salaries may be given to employees once a year

at the sole discretion of the management.

Increments are always subjected to continued performance,
satisfactory work, behaviour, attendance of the employee and

overall performance.
3. Entitlement for leave:- They include
National and festival holidays is displayed on employee notice

board
Employee is entitled to take any 6 festival holidays
Employees are entitled to a 4 national holiday in a year
All the employees will be eligible for 12 days of casual leave

and 12 sick leave in a year

All employees are eligible for 15 days privilege leave in a year
after confirmation. Only PL can be accumulated up to 60 days,
all other leaves will automatically lapse on completion of

calendar year.
4. ConductThe three intolerances: - They include
Theft and malpractice
Use of drugs or alcohol
Discrimination
Drinking while on duty or reporting to work drunk

31

Use of drugs during work or coming to work under influence of

drugs, Any form: Racial, Religion, Sex, Condition, Capacity.
5. Group Health Insurance:- They include
Group hospitalization insurance policy is applicable to all
employees. 100% of the premium amount will be paid by the

company, as per the Brand level entitlement listed.

The definition of family for the purpose of this policy means
spouse and two children only. Those employees who are
unmarried in that case only individual employees will be

covered under the scheme.

For claiming the hospital expenses, employee has to submit

all original bills within 10 days after discharge.

6. Employee Code and PF/ESIC Number:- The objective of
this policy is to cover employees under provident fund
scheme, whose salary is below 15,000 per month. They

include
Every employee joining the organization will be given unique

code as identification for all- purpose.

Each employee will be covered under provident fund scheme
and each one will have individual no for the same, HR can be

contacted to know the same.

Employees whose salary is below 15,000 per month will be
covered under ESIC scheme as per government and unique

number will be allotted to each individual.

7. Farewell:- Objective of this policy is to set procedures for the
employees leaving the organization, who are on a higher level.

They include
Management team leaders (Grade 7 and 6) will receive special
token of gift for their excellence of service (minimum 1 year of

service is required).
Farewell party can be held at Accor meeting room or any F&B

outlet.
HOD members can be gifted a souvenir worth Rs 2000/-

maximum
Human Resource Development Activities:
Annual Day once a year
Womens days celebrations for an whole week
32

Cricket leagues
Wage Scale And Components:
Wage rate depends on:
Position/ Designation
Experience
Break up of salary:
o 40% of CTC Amount Is Basic Salary
o 40% of basic salary is the house rent allowance
o Conveyance allowance fixed at Rs 800 per month
o Special allowance is the left over amount which is
added up after calculating the entire CTC
o Leave travel allowance (LTA) after 1year deducted
from CTC 10% on basic salary = LTA per month
given after finishing one year.
o Provident fund 12% on basic salary (both employer
and employee)
o ESI 4.74% on gross (Employer) & 1.75% on gross
(Employee)
Employee separation method:
The employees are separated according to the
following

grades:Grade 1
Grade 2
Grade 3
Grade 4
Grade 5
Grade 6
Grade 7

Unskilled
Associate
Team leader
Assistant Manager
Manager
Head of the Department
Executive Committee

H.R Information system:

They use only one software know as ITAS for Time office

purpose
Most of their work is done through MS-office
In future they are planning on using an ERP package which
includes all the functions.

1.SALES AND MARKETING:

33

Marketing & Sales is major and crucial department in

NOVOTEL .It plays an important role in bringing business and
helping out finance department to achieve the set goals.
High competition among the hotels, need the competent team
of Sales & Marketing to promote the product among the
competitors.
Marketing & Sales Functions:
Marketing:

Promotions of Hotel events & Food Festivals.

A Review of market competition.
Competitive analysis of competitor.
Competitive analysis of Hotel.
Forecast of future market conditions.
Determination of specific marketing strategies & activities.
Preparation of marketing budget.
Sales:

Tie-up with the companies & giving suitable prices.

Diverting customers from competitors to NOVOTEL.
Meeting the Clients.
Rate contracts.
Promotion of Hotel Events and Food Festivals:

34

Promotion of hotel events and food festivals of NOVOTEL is

one of the important functions of marketing.

Promotion is done for promoting the product and getting more

sales.
Every year in NOVOTEL many events food fests are going on.
To generate more sales promotion place an crucial role.
Marketing people take care of promotion part.
They are promoting the events very effectively to reach target

audience.
They are promoting in several ways:
Sending mails to the customers Email.
Hording at the main centres.
Social Media Promotions.

Adds in News papers etc...

A Review of Market Competition:

Major competitors in Visakhapatnam market are:
1.
2.
3.
4.
5.

Taj Gateway.
The Park Hotel.
Four points.
Grand Bay Hotel
Palm Hotel
Review of the present market competition is one of the
functions done by marketing team. According to the review
they implemented new plans and for getting more sales and
sustain in the market.

Who are the new competitors?

What are their strengths and weakness?
Their marketing strategy?

7 Ps
Product:
In case of services, the product is intangible, heterogeneous
and perishable. Moreover, its production and consumption are
inseparable. Hence, there is scope for customizing the offering
as per customer requirements and the actual customer
encounter therefore assumes particular significance. However,
too much customization would compromise the standard
delivery of the service and adversely affect its quality. Hence
particular care has to be taken in designing the service
offering. NOVOTEL is offering excellent banqueting facilities,
rooms, meeting rooms, restaurant-bar.
There are total 225 seas facing rooms. In that 159 are superior
rooms, 23 are premier rooms, 32 are long stay rooms, 9
executive suites, 1 presidential suite and 1 room for specially
able.
35

There are six restaurant- bars which are The Square, Zaffran,
Vue, Infinity, Sugar, and Premier Lounge.
There are 11 banquet halls : V-Convention (1,2,3) ; Coral
(1,2,3) ; Pearl (1,2,3) ; Eureka ; Summit ; Board Rooms.

Price:
Pricing of services is tougher than pricing of goods. While the
latter can be priced easily by taking into account the raw
material costs, in case of services attendant costs - such as
labour and overhead costs - also need to be factored in. Thus a
restaurant not only has to charge for the cost of the food
served but also has to calculate a price for the ambience
provided.
The diverse nature and character of dishes, involvement of
cost and spending power of customer.
The cost of banqueting is charged in hours basis for corporate
purpose and for social purpose it is charged at per plate basis.
Charges per night to stay in NOVOTEL are Rs 5329-9467. It
varies from time to time.

Place:
The location of the hotel is the most important business
decision for the hotel.
As located adjacent to Varun inox multiplex and close to
airport,

NOVOTEL

Visakhapatnam

Varun

beach

has

panoramic view of Bay of Bengal.

All the 225 room overlook the bay of Bengal , offering a
comfortable environment to business and leisure travellers
with Wi-Fi access, 3 restaurants , an executive lounge, bar and
spa . With around 3600sqm of indoor and outdoor space, the
hotel provides the largest banqueting facility in the region and
36

is able to cater for business and social events of up to 4000

people
Promotion:
Since a service offering can be easily replicated promotion
becomes crucial in differentiating a service offering in the mind
of the consumer. Advertisement such as standee, hoarding and
pamphlet, publicity such as announcement in radio channel,
news paper & social networks; sales promotion, personal
selling, word of mouth and telemarketing are the components
of a hotels marketing strategy.
This is crucial in attracting customers in a segment where the
services providers have nearly identical offerings.

People:
People are a defining factor in a service delivery process, since
a service is inseparable from the person providing it. Thus, a
restaurant is known as much for its food as for the service
provided by its staff:

o
o
o
o
o

Skilled people
Professional person
Personal agents
Technological person
Travel

Process:
The process of service delivery is crucial since it ensures that
the same standard of service is repeatedly delivered to the
customers. Major Service encounter that extremely delight or
disappoint are:

37

Check in
Bell person carrying luggage to the room
Food
Wake up call
Banquet on time arrangements

 Check out
Speed of the service.

Physical Evidence :
When you sell tangible goods, you can offer your customer the
chance to try before they buy, or at least see, touch or smell.
With services, unless you offer a free trial, your customer will
often be buying on trust. And to help them do so you need to
provide as much evidence of the quality you will be providing
as possible. So physical evidence refers to all the tangible,
visible touch points that your customer will encounter before
they buy, from your reception area and signage, to your staffs.

PURCHASE DEPARTMENT:
The

main

functions

of

purchase

department

include

purchasing, receiving and storing of the purchased items.

There is a store under which the certain goods are stored with
a well equipped cold storage. The various items purchased
include capital items, food and beverage, general items and
engineering items. This department is responsible for the
purchases made. It is on the basis of time, quality and price
the purchases keep fluctuating.
Purchase Functions
Centralization of purchasing function
General principles for purchasing functions: Authorization
rules must be kept in mind.
The lowest price and best quality must be chosen. The
purchase department people should have knowledge about
various supplies.
Maintaining purchase information
Information Research
Price of the product and market price
Distribution channel
38

 Product Information
Availability of new products
Maintaining purchase records and stock records
Supplier files and manufacturing catalogues
Contract files
Purchase meeting
General Manager, Finance Controller and purchase department
executives meet at regular intervals. They discuss upon:
I. Changing major vendors
II.
Purchase of items in bulk
III. Exchange of information in product exchange and new
products

FINANCE DEPARTMENT:
The finance department has 4 major sections namely payables,
receivables purchases,

food

and

beverages

control

and

information technology. The payables section deals with those

accounts which have to be cleared in terms of payment basis
to different vendors, suppliers and the other third parties
involved with the help of the purchase department. The
payables section deals with the creditors.
The receivables section deals with amounts received from the
customers and the other parties who rope in the customers for
a stay at the NOVOTEL on both credit as well as debit basis.
The hotel to a major extent gets its customers who stay in the
hotels on a contract basis with major companies.
If there is any shortage of a particular material in food and
beverage section then the respective department passes on
the information to the purchase department and then with the
help of finance department the purchase department will place
an order. The finance department has to verify and maintain
the invoices for the purchases made by the organization along
with the purchase department.
ORGANOGRAM OF FINANCE DEPARTMENT:

39

FINANCE CONTROLLER

ACCOUNTS

CREDIT MANAGER

PURCHASE

MANAGER

PAYROLL

ACCOUNTS ASSISTANT

PAYABLES

STORE PERSONS

RECIEVABLES

CASHIER

FOOD AND BEVERAGE DEPARTMENT/FOOD

PRODUCTION:
Employees in food and beverage, front of
house are responsible for the dining area for service, greeting
and seating customers, promoting specials and making
recommendations, taking orders, collecting payments and
cleaning dining areas. Food and Beverage (F&B) may be the
largest division in a hotel depending on the number of outlets
that F&B operates.
Food production/kitchen is a back of house
department which prepares meals ordered through in house
restaurants or room service. Members of the food production
department

are

responsible

for

menus,

budgeting,

maintenance of equipment, keeping abreast of trends to keep

up with customer needs and expectations
ORGANOGRAM ACCORDING TO ACCOR NOVOTEL:
40

FOOD AND BEVERAGE DIRECTOR

RESTAURANT
BAR
MANAGER
MANAGER

BANQUET
MANAGER

SUPERVISOR

SUPERVISOR

SUPERVISOR

F&B ATTENDANT

BANQUET ATTENDENT

BAR

ATTENDENT

HOUSEKEEPING DEPARTMENT:

Housekeeping is essentially a back

of house Department; however employees in this area will
have

some

contact

with

customers.

Members

of

the

housekeeping department are responsible for the general

hygiene and cleanliness of an establishment. Their duties may
include maintaining public areas, cleaning and servicing guest
rooms

and

laundry

duties

(linen,

towels

and

uniforms).The Housekeeping department is the largest in

virtually all hotel properties. the hotel has its own laundry the
housekeeping department will be in charge of that function.
they have laundry attendants who operate the washers,
dryers, and ironers. The bulk of the employees in housekeeping
are room attendants. These are the people who clean the
41

guest rooms and, usually, the public spaces of the hotel. The
housemen are usually males who perform cleaning activities
but who also perform manual labor that the housekeepers may
have difficulty with. Turning mattresses, stocking linens and
other heavy labor.

ORGANOGRAM ACCORDING TO ACCOR NOVOTEL:

EXCUTIVE HOUSEKEEPER
ASSISTANT HOUSEKEEPER
SUPERVISOR
ROOM ATTEADENT

CULINARY DEPARTMENT:
ORGANOGRAM ACCORDING TO ACOOR NOVOTEL
EXECUTIVE CHEF

SOUS CHEF

CHEF DI PARTIES

DEMI CHEF

42

COMMI

FRONT OFFICE DEPARTMENT:

The front office is a front of house department which
accommodates the needs of customers. This includes
reception, taking reservations, answering telephone calls and
taking messages for staff and customers, preparing and
processing accounts.

ORGANOGRAM ACCORDING TO ACOOR NOVOTEL

FRONT OFFICE MANAGER
COMMUNICATION ASSISTANT
GUEST
MANAGER

BELL DESK

CONCIERGE

MANAGER

MANAGER

RELATION
EXECUTIVE
SUPERVISOR

SUPERVISOR

SUPERVISOR

SUPERVISOR

SUPERVISOR
RECEPTIONIST

TEAM LEADER

PORTER

GUEST RELATIONS

OFFICER

ENGINEERING AND MAINTENANCE DEPARTMENT:

The role of the security department is to
maintain the health and safety of patrons and staff. Large
43

establishments will have their own security on staff however,

smaller establishments who may not have a need for regular
security may employ outside contractors for special occasions.

ORGANOGRAM ACCORDING TO ACCOR NOVOTEL

TECHNICAL SERVICES MANAGER
ASSISTANT

TECHNICAL

MANAGER
SUPERVISOR
HANDYMAN

Safety and Security Department

The role of the security department is to maintain the health
and safety of patrons and staff. Large establishments will have
their own security on staff however, smaller establishments
who may not have a need for regular security may employ
outside contractors for special occasions.

44

SrilokDas Security Officer

45

CHAPTER-4
CONCEPTUAL PROFILE

FUNCTIONS OF HRM

Managerial Functions:
The Human Resource Manager is a part of the organisational
management. So he must perform the basic managerial functions of

46

planning, organising, directing and controlling in relation to his

department.
There functions are briefly discussed below:

1. Planning:
To get things done through the subordinates, a manager must plan ahead.
Planning is necessary to determine the goals of the organisation and lay
down policies and procedures to reach the goals. For a human resource
manager, planning means the determination of personnel programs that
will contribute to the goals of the enterprise, i.e., anticipating vacancies,
planning job requirements, job descriptions and determination of the
sources of recruitment.
The process of personnel planning involves three essential steps.
Firstly, a supply and demand forecast for each job category is made. This
step requires knowledge to both labour market conditions and the
strategic posture and goals of the organisation.
Secondly, net shortage and excess of personnel by job category are
projected for a specific time horizon.
Finally, plans are developed to eliminate the forecast shortages and
excess of particular categories of human resources.

47

2. Organizing:
Once the human resource manager has established objectives and
developed plans and programs to reach them, he must design and
develop organisation structure to carry out the various operations.
The organisation structure basically includes the following:
(i) Grouping of personnel activity logically into functions or positions;
(ii) Assignment of different functions to different individuals;
(iii) Delegation of authority according to the tasks assigned and
responsibilities involved;
(iv) Co-ordination of activities of different individuals.
3. Directing:
The plans are to be pure into effect by people. But how smoothly the plans
are implemented depends on the motivation of people. The direction
function of the personnel manager involves encouraging people to work
willingly and effectively for the goals of the enterprise.
In other words, the direction function is meant to guide and motivate the
people to accomplish the personnel programs. The personnel manager
can motivate the employees in an organisation through career planning,
salary administration, ensuring employee morale, developing cordial
relationships and provision of safety requirements and welfare of
employees.
The motivational function poses a great challenge for any manager. The
personnel manager must have the ability to identify the needs of
48

employees and the means and methods of satisfy those needs. Motivation
is a continuous process as new needs and expectations emerge among
employees when old ones are satisfied.
4. Controlling:
Controlling is concerned with the regulation of activities in accordance
with the plans, which in turn have been formulated on the basis of the
objectives of the organisation. Thus, controlling completes the cycle and
leads back to planning. It involves the observation and comparison of
results with the standards and correction of deviations that may occur.
Controlling helps the personnel manager to evaluate the control the
performance of the personnel department in terms of various operative
functions. It involves performance appraisal, critical examination of
personnel records and statistics and personnel audit.

Operational Functions:

Recruitment: It is the process of searching for prospective

employees and stimulating to them to apply for jobs in an
organisation it deals with.
a. Identification of existing courses of applicants and developing
them.
b. Creation of new sources of applications.
c. Striking a balance between internal and external sources.

Selection: It is the process of ascertaining the qualifications,

experience, skill, knowledge etc. of an applicant with a view to
appraising his/her suitability to a job. This function includes:

49

a. Framing and developing application.

b. Creating and developing valid and reliable testing techniques.
c. Formulating interviewing techniques.
d. Checking of references.
e. Setting up medical examination policy and procedure.
f. Line managers decision.

Induction: It is the technique by which a new employee is

rehabilitated in the changed surrounding and introduced to the
practices, policies, proposal and people etc. of the organization.
a. Introduce the employee to the people with whom he/she has
to work such as peers, supervisors and subordinates.
b. Mould the employee attitude by orienting him to the new
working and social environment.

Training and Development: Training is the process of planned

programmes and procedures undertaken for the improvement of
the employees performance in terms of his attitude, skills,
knowledge and behaviour. These training and development
programmes can significantly improve overall performance of the
organization. Training is normally viewed as a short process. For
lower level and middle level employees, it is called as training and
for senior level employees, it is called as Development programme.

50

Performance Appraisal: It is the systematic evaluation of individuals

with respect to their performance on the job and their potential for
development. It includes:
a. Developing policies, procedures and techniques.
b. Helping the functional managers.
c. Reviewing of reports and consolidation of reports.
d. Evaluating the effectiveness of various programmes.

Employee Engagement: Evectional connection as employee feels

towards his/her employment of organisation, which tends to
influence his/her behaviour and level of effort in work related
activities. The more engagement an employee was with his/her
company, the more effort they put forth. If the employee feels
mentally stimulated, the trust and communication between
employees and management and the level of pride an employee has
about working or being associated with the company.

Compensation and Benefits: The compensation and benefits

processes belong to the most important HR processes, which are
critical for the organisation and modern HR organisation. The
compensation and benefits is about managing the personnel
expenses budget, setting the performance standards, setting the
transparent compensation policies and introducing the competitive
benefits for employees. The organisation with effective corporation
and benefits drives its personnel cot manager the performance of
employee and reward the extraordinary performance.

51

Employee welfare: Employee welfare is a team including various

services, benefits and facilitation offered to employees by the
employer.

Human Resource Accounting and Audit: Human Resource

Accounting is the measurement of cost and value of human
Resource Management is said to be effective and the value and
contribution of human resources to the organisation is more than
Resource
refers
to an examination.
It determines what
the
cost ofAudit
human
resources.
Human
should or should not be done in future.
BEST PRACTICES OF HRM IN NVVB
1) Recruitment: Novotel has adopted a latest techniques or
tools to attract the pool candidates to fill-up the vacant
positions. The best recruitment practices of Novotel
Visakhapatnam Varun Beach or as under.

Job Flash: As per NVVB policy whenever any openings

found in the organisation the job openings shall be
flashed in a standard format, mentioning about the
positions, skills required, qualifications etc.

Internal Job Posting: this internal job posting will be

posted within the hotel to encourage the internal
employees to apply for the job opening.

Recruitment board: This is also one of the feet

recruitment practices which NVVB has adopted. In this
practice the job vacancies will be displayed outside the
staff entrance gate with a title we are hiring.

52

Parichay: It is an employee referral scheme through

which the positions will be filled through employee
references. If a candidate gets selected through
employee reference, the employee who refers the
candidate will be awarded.

Pouching: It is a process of getting information about the

person in other company who is talented and giving
offer to him in their company.

2) Selection:

Pear interview: In this selection tool, a candidate will be

interviewed by the same level of candidates or employee
who is holding the position. The selection will be based on
the pear group employees feedback.

Psychometric Interviews: NVVB has adopted this tool to

understand the candidates conventional intelligence and
the leadership qualities of the candidate. This tool is used
to select the managerial position in this selection process.
A questionnaire will be given to the candidate which
consists of questions related to behaviour. The candidate
will be selected bearing on the score achieved in the test.

Skill test/Trade test: This is a conventional practice of

NVVB. This test is used to test the technical skills of the
candidate.

53

3) Induction: Ward welcome! All the new joiners will be given a

welcome letter by General Manager of the hotel. The new
joiner will have a chance to dine-in with anyone of the
executive-committee members during the first day of his/her
joining.

Buddy Systems: In this system, a department buddies

are identified to take care of new joiners. The buddy is
responsible to explain about the dos and donts, take
the new joiners for property round and also to help the
new joiner. Getting accommodation if he/she is non local
heads.

Welcome Note and Welcome letters: A welcome note

with a little Fresh Eyes will be displayed on staff
communication boards informing all the staff about new
joiners details. A welcome letter will be handed to the
new joiner by General Manager on day 1.

Hi-tea with GM: All the new joiners will have the chance
to meet GM of the hotel during 1st week of their joining
and have Hi-tea meeting with him. During the meet, the
new joiners will have to share their initial experiences
and impression on the organisation.

4) Training and Development: Daily briefings will happen at

the shop floor before the shift starts. During the daily
briefings, the shift supervisor will take one topic and discuss
and train the associates for a time period of 20-30 minutes.

54

Goss exposure training: In this system, the potential

candidates will be identified and are sent for the cross
functional training for 3 days to understand and get
acquired with the allied department work procedures.

Mock drill training: In this method, a situation will be

created and the identified employee will be asked to
address a situation.

Class room training: Accor Novotel Visakhapatnam

Varun Beach has a policy to impart 4 man days training
in a year for all the employees through classroom
training.

5) Performance Appraisal: Accor follows a structure

management system. All the team leaders and above
positions performance will be assisted based on key result
areas. The final review of the key result area will happen in the
month of March. During the final review, the employer will be
given appraisal from along with the KRAs for his/her self
appraisal and will have to submit the same to his/her HOD.
After receiving the self appraisal from the employee, the HOD
will mark his evaluation and call for meeting and they will
come to a mutual understanding for increment or for
promotion.
6) Employee Engagement: The employee engagement
activites in NVVB are GEMs, Fun Friday, Monthly staff day/
Annual day, Clay competition, Womens day, Talent shows,

55

Well done cards, Food festival cafeteria, Master chef

competition, Health corpus etc.
7) Compensation and Benefits: NVVB does compensation and
benefits with the help of consultancy once in every year. The
compensation and benefits survey is made to understand
competitors salary range for each and every position. Basing
on the report, NVVB proposes for position wise salaries to
meet the market. The salaries processing of Novotel employee
is given to outside agency.
8) Corporate Social Responsibility: CSR activities NVVB are
done for the society. Das taker for craft people, Neerikshana
for HIV and old people, Hope foundation for helping poor for
books, computer knowledge etc.
9) Employee welfare: Welfare activities such as staff cafeteria,
monthly staff day, in house doctor facility, weekly half per
month, leave travel allowance, marriage and new born gift
cheques, etc are provided.

56

CHAPTER-5
ANALYSIS AND INTERPRETATION
57

1. How long are you working in this organisation?

0-2 years
4-6 years
2-4 years
More than 6 years

58

Number of
Respondents
35
15
30
0
80

Percentage (%)
43.75
18.75
37.5
0
100

Number of Respondents
0-2 years
4-6 years

4-6 years
more than 6 years

38%
44%

19%

2. What are the various sources of recruitment in your

organisation?

Employee referrals
Job portals
Advertisement
All of the above

59

Number of
Respondents
10
5
0
65
80

Percentage (%)
12.5
6.25
0
81.25
100

Number of Respondents

6%

31%

63%

Employee referrals
Job portals
Advertisements
All of the above

3. Are you satisfied with the recruitment process of the

organisation?

Yes
No
60

Number of
Respondents
80
0

Percentage (%)
100
0

80

100

Number of respondents

Yes

No

100%

4. Are you getting regular training in the company?

Number of
Respondents
61

Percentage (%)

Yes
No

75
5
80

93.75
6.25
100

Number of respondents

Yes

No

6%

94%

5. What are the methods followed in NVVB?

62

On and off the job

Internal
External
All of the above

Number of
Respondents
10
0
0
70
80

Percentage (%)
12.5
0
0
87.5
100

Number of respondents

9%

On and off the job

Internal
External
All of the above

91%

63

6. Are you comfortable with the work environment in the

organisation?

Yes
No

Number of
Respondents
80
0
80

Number of respondents

Yes

100%

64

No

Percentage (%)
100
0
100

7. How frequently you expect employee engagement activity?

Number of
Respondents
15
30
30
5
80

Continuously
Monthly
Weekly
Half-Yearly

Percentage (%)
18.75
37.5
37.5
6.25
100

Number of respondents

Continuously
Weekly

Monthly
Half-Yearly

1%
20%

39%

39%

65

8. Which of the following activity motivates you?

Number of
Respondents
Monthly Staff Day
30
Departmental Picnic 20
Leave travel
30
Allowances
Marriage and New
0
born gifts
80

66

Percentage (%)
37.5
25
37.5
0
100

Number of respondents

Monthly Staff Day

Departmental Picnic
Leave Travel Allowances
Marriage and New Born gifts

1%

37%

37%

25%

9. Festival bonus is entitled to entire staff in NVVB irrespective

of grades?

Strongly agree
Agree
Strongly disagree
Disagree

67

Number of
Respondents
80
0
0
0
80

Percentage (%)
100
0
0
0
100

Number of respondents
Strongly agree

Agree

Strongly disagree

Disagree

1%

99%

10. Are you provided with activities related to career

development?

Yes
No
68

Number of
Respondents
80
0
80

Percentage (%)
100
0
100

Number of respondents
Yes

No

100%

FINDINGS:
1. From the study, out of 80 respondents, 43.75% (35 employees) are
working for 0-2 years, 37.5% (30 employees) are working for 2-4
years, 18.75% (15 employees) are working for 4-6 years and none of
them are working for more than 6 years in this organisation.
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2. Out of 80 respondents, 81.25% (65 employees) opined that NVVB

follows all the sources of recruitment such as employee referrals,
advertisements and job portals. 12.5% (10 employees) opined that
NVVB follows employee referrals as the source of recruitment.
6.25% (5 employees) opined that NVVB follows job portals as the
source of recruitment. None of them opine as advertisements are
sources of recruitment.
3. Out of 80 respondents, all the respondents are satisfied with the
recruitment process of the organisation.
4. Out of 80 respondents, 93.75% (75 employees) have opined that
they are getting regular training in the company. 6.25% (5
employees) have opined that they are not getting regular training in
the company.
5. Out of 80 respondents, 87.5% (70 employees) have opined that all
the training methods such as on the job and off the job, internal and
external methods. 12.5% (10 employees) have opined that on the
job and off the job training methods are followed in NVVB.
6. Out of 80 respondents, all the respondents are comfortable with the
work environment in the organisation.
7. Out of 80 respondents, 37.5% (30 employees) have opined that they
expect monthly employee engagement activity, 37.5% (30
employees) have opined that they expect weekly employee
engagement activity, 18.75% (15 employees) have opined that they
expect continuous employee engagement and 6.25% (5 employees)
have opined that they expect half-yearly employee engagement
activity.
8. Out of 80 respondents, 37.5% (30 employees) have opined that
monthly staff day motivates them, 37.5% (30 employees) have
opined that leave travel allowances motivates them and 25% (20
employees) have opined that departmental picnic motivates them.
9. All the employees believe that festival bonus is entitled to entire
staff in NVVB irrespective of grades.
10.
Out of 80 respondents, all the employees opined that they are
provided with activities related to career development.

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CHAPTER-6
SUMMARY

SUMMARY:
I have done my summer internship project in Novotel
Visakhapatnam Varun Beach. I was into the Human Resources
Department. As a part of my internship, I was assigned to audit the
employee personnel files and as well as I was given to study policies
followed in Novotel. I was also engaged in training sessions by HR
and Training Manager.

71

As a part of my project, I have done a research analysis and the title

of the project Best HR practices of Novotel. The main objective of
the report is to study the level of satisfaction of the employees
relating to best practices of HR and working environment in the
organisation.

Questionnaire on Best Practices of HRM in

NVVB

DEPARTMENT:
GENDER: M/F
1. How long are you working in this organisation?
72

a. 0-2 years
b. 4-6 years

c. 2-4 years
d. More than 6 years

2. What are the various sources of recruitment in your

organisation?
a. Employee referrals
b. Job portals

c. Advertisements
d. All

3. Are you satisfied with the recruitment process of the

organisation?
a. Yes

b. No

4. Are you getting regular training in the company?

a. Yes

b. No

5. What are the training methods followed in NVVB?

a. On-the-job & Off-the-job
b. Internal

c. External
d. All

6. Are you comfortable with the work environment in the

organisation?
a. Yes

b. No

7. How frequently you expect employee engagement activity?

a. Continuously
b. Monthly

c. Weekly
d. Half-yearly

8. Which of the following activity motivates you?

a. Monthly staff day
73

c. Leave travel allowances

b. Departmental picnic
gifts

d. Marriage and new born

9. Festival bonus is entitled to entire staff in NVVB irrespective

of grades?
a. Strongly agree
b. Agree

c. Strongly disagree
d. Disagree

10. Are you provided with activities related to career

development?
a. Yes

b. No

BIBLIOGRAPHY
Essentials of Human Resources Management P. Subba
Rao
www.hrnext.com
www.novotelhotels.com
www.accor.com

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