LIFE GENIUS- PART 2- (WEEK 4)

360 DEGREE APPRAISAL AND RATING SCALE.

Training session for the employee joining recently (a period of 1 month) with an
induction about the company on the second Tuesday of the month as a general
induction procedure of 2 full days. Employee gets to know the organization and the
culture surrounding it.
Appointment of new GENERAL MANAGER for Novotel Hyderabad Airport (NHA).
The process followed by Novotel, how the inter shift is possible among the Accor
group around the globe.
Importance of human resources in development of the origination, how learning
and development plays a major in encouraging the employee.
An activity based training session for the employees of the organization with a level
of managers, superiors, team leads.

Involvement- Engagement- Encouragement

Major 3 aspects of the Accor/ Novotel culture
1. Easy Going Professional
2. Business Agile
3. Solution Finding Abilities

While making the trivia about Novotel Hyderabad airport on a weekly basis, the
importance wasnt understood in the first week, but as the quiz was practiced
among the employees, the amount of learning was enormous. Hence the making of
trivia every week is more engaging and knowledge building throughout the process
of either playing the trivia or making trivia.
Why is the process of onboarding, so tedious?
How can it be reduced? How important is it?
How can the employee feel less burdensome?
Feedback about the form?
Employee questioning why the details?
Specifications and details of every aspect that is possible with each question asked
should be known by the employer, in order to avail full information to the
employee/fresher.

Need Analysis
Is it need by the employees to? How important is it?
As the organization is hospitality, the basic need is service to the guests, for which
regular and continuous training is required, as there is a change which is constant
and rapid.
The hospitality industry has grown to be enormous, with vast sections following up
in casual travelling and business travels. The variety of hotels has been changing
rapidly according to time and standard of living. Nothing so restricted to just a
particular section of society, everything is in the open for everyone to enjoy.
Employee Point of View
Out sourcing
Outsourcing has been a traditional concept followed by Accor group in order to cut down the additional
hire of labor, and instead outsourcing the labor for the required period with a standard payment and
working hours.
This happens mostly during events, which is tough to handle by the in-house staff and hence a request is
made by the Food & Beverages department for the additional labor required for the event and human
resources, known as talent and management hires the labor accordingly.

Outsourcing involves the contracting out of a business process to another party (compare
business process outsourcing). The concept "outsourcing" came from American Glossary 'outside
resourcing' and it dates back to at least 1981. Outsourcing sometimes involves transferring
employees and assets from one firm to another, but not always. Outsourcing is also the practice
of handing over control of public services to for-profit corporations.

Outsourcing includes both foreign and domestic contracting, and sometimes includes offshoring
(relocating a business function to another country). Financial savings from lower international
labor rates can provide a major motivation for outsourcing or offshoring.

The opposite of outsourcing, insourcing, entails bringing processes handled by third-party firms
in-house, and is sometimes accomplished via vertical integration. However, a business can
provide a contract service to another business without necessarily insourcing that business
process.

360 Degree Feedback is a system or process in which employees receive confidential,

anonymous feedback from the people who work around them. This typically includes the
employee's manager, peers, and direct reports. A mixture of about eight to twelve people fill out
an anonymous feedback form that asks questions covering a broad range of workplace
competencies. The feedback forms include questions that are measured on a rating scale and also
ask raters to provide written comments. The person receiving feedback also fills out a self-rating
survey that includes the same survey questions that others receive in their forms.
Managers and leaders within organizations use 360 feedback surveys to get a better
understanding of their strengths and weaknesses. The 360 feedback system automatically
tabulates the results and presents those in a format that helps the feedback recipient create a
development plan. Individual responses are always combined with responses from other people
in the same rater category (e.g. peer, direct report) in order to preserve anonymity and to give the
employee a clear picture of his/her greatest overall strengths and weaknesses.
360 Feedback can also be a useful development tool for people who are not in a management
role. Strictly speaking, a "non-manager" 360 assessment is not measuring feedback from 360
degrees since there are no direct reports, but the same principles still apply. 360 Feedback for
non-managers is useful to help people be more effective in their current roles, and also to help
them understand what areas they should focus on if they want to move into a management role.

360 at Novotel
The process of review by the supervisor and then the assistant manager, who sends the appraisal
report tit he human resources department who send in the request to the director of human
resources with available position and the budget to appraise the employee
When those happen the reaming directive is given to the senior manager considering the allround performance with regard to his colleagues and the consistency of his performance during
the requirement by the organization.
Being friendly and considering employee griefs benefits the organization with employee
dedication and encouraging the employee to work dedicated for the organization.
Hence the employee is motivate dot work for the organization also allows the levels of
motivation to boost at the higher level and growth.

Systematic Training Process:

Training Needs Assessment
Analyze training needs
Identify training objectives and criteria.
Training Design
Pretest trainees.
Select training methods.
Plan training content.
Training Delivery
Schedule training.
Conduct training.
Monitor training.
How is it done at Novotel Hyderabad Airport?
Life genius is one of the basic training sessions at Novotel for all the employees joining the
organization with a view and objective to enhance the abilities of the employee for better
working conditions and also creating an interactive customized page for the employee for the
employees of the Accor group to utilize and engage in a weekly or as and when the employee
wants to access accordingly.