TAJ HOTELS AND REOSRTS GROUP 1

Introduction
The Indian Hotels Company Limited (IHCL) and its subsidiaries are collectively known as Taj Hotels Resorts and Palaces. Mr. Jamsetji N. Tata opened its first property, The Taj Mahal Palace Hotel, Bombay in 1903. Taj Hotels Resorts and Palaces comprises 66 hotels in 42 locations across India. 16 international hotels in the Maldives, Malaysia, Australia, UK, USA, Bhutan, Sri Lanka, Africa and Middle East.

 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) Taj Exotica Taj Safaris Vivanta by Taj Hotels & ResortsThe Gateway Hotel(upscale/mid-market full service hotels and resorts)

Contd
Jiva Spa Taj Air Taj Yachts Taj Sats Air Catering Ltd. Indian Institute of Hotel Management,

Aurangabad Taj Hotels Global Expansion

History
1902- The Company was incorporated. 1903- Its first hotel,The Taj Mahal Palace &

Tower, Mumbai. 1970- Public offering & long term programme of geographic expansion and development of new tourist destinations in India. 1974- Opened India's first international five star deluxe beach resort, theVivanta by Taj - Fort Aguada, Goa. 1980- Opened its first hotel outside India, the Taj Sheba Hotel in Sana'a, Yemen.

 1998- Opened theVivanta by Taj -

Bentotawhich strengthened the Taj Group's market position in Sri Lanka. 2000- Entered into a partnership with the GVK Reddy Group to set up Taj GVK Hotels and Resorts Limited. 2001- Took on the management contract ofTaj Palace Hotel, Dubai, and has established itself as an up-market hotel in the Middle East region. 2006- Acquired the erstwhile W hotel in Sydney, Australia and renamed it as Blue, Woolloomooloo Bay. Hotels operated by the Taj Group internationally are located in US, Australia,

Mission and Vision

Mission Embrace Talent and Harness expertise to leverage standards of excellence in the art of hospitality to grow our international presence, increased domestic dominance and create value for all stakeholders.

Vision
EARTH ( Environmental Awareness and Renewal at Taj Hotels ) The Taj Group of Hotels commits itself to the overall improvement of which we are the ecological environment, of which we are all a part of. We recognize that we are not owners but caretakers of the Planet and owe it to our children and future generations of humankind. It is our endeavor not only to conserve and protect but also to renew and regenerate the environment in which we live and operate. Our commitment encompasses all act ions related to our products, services, associates, partners, vendors and communities.

Services Offered
Leisure Hotels

Comprises the resorts, palace hotels and garden retreats

Business Hotels These hotels are particularly designed

keeping in mind the needs of the corporate travelers.

Luxury Hotels The ultimate abode for a lavish holiday

HR policies and practices

Recruitment Interview Psychological And Aptitude Test Selection Staffing Medical Examination Administration and Transfer Promotions and Termination Orientation Of New Employees

 Training Development Programmes Health And Safety Employee Services Wages And Salary Administration Compensation And Benefits Reward System Taj People Philosophy Other Programmes Taj Executive Information System Performance Management System

RECRUITMENT
The Recruitment is done primarily from their own

institute that is IIHM, Aurangabad. They also go for campus recruitments visit B - Schools. IHC Ltd visits the campuses of premier institutes and selects candidates. IHCL also recruits from several Job Portals like jobstreet.com, naukrihub.com, naukri.com etc. The company also displays ads in leading newspapers like Times of India, Indian Express and in leading magazines like Travel and Leisure from which the recruiting process is carried on.

Selection
Campus recruitments. Which is done

through Group discussions Personal interview Final interview

Psychological and Aptitude test

Trade Test Technical Test General Aptitude Test

Staffing
Using this system involves completing

three main tasks: Create and review Postings View applicants to Postings Notify HR of decisions regarding the status of each applicant. Faster processing of employment applications Easy, up-to-date access to information regarding all of the Postings. More detailed screening of applicants qualifications before they reach the interview stage.

The selected candidate has to undergo all the necessary medical examinations according to the Factories Act, 1948 and the Shops and Establishment Act, 1948. The examination should be done from a Government hospital, from a doctor with MD qualification. Administration And Transfers Administration is based on seniority and work experience of the individual. Transfers are inter-hotel transfers in the respective departments, global opportunities are also opened. Inter- departmental transfers are not visible in the organization.

and performance of the individual. The individual is checked on his overall development as an employee in the job and his efficiency and effectiveness at work. In case of violation of laws e.g. Tata Code Of Conduct or carrying out immoral activities in the hotel premises such as drugs, sexual harassment, continuous complaints etc., the employees job can be terminated. Reinforcement of ethics include counseling, warning and termination of employment.

Training and Development

Taj Management Training Programme

(Operations/Food Production/Housekeeping)A typical career path could include joining as a Taj Management Trainee and attaining the position of a general manager of a hotel by lateral movements through various functions such as Human Resource, Sales, Food & Beverage and Front Office.

Features of TMTP
An 18-month intensive management training programme

that prepares for profit centre management in the Taj Group. First 12 months, the Management trainee focuses on practical (On-the- Job training) and theoretical exposure to the fundamentals in hoteliering. Next 6 months, the management trainee receives inputs that combine elements of management including Management Development, Architectural Appreciation, Human Resources, Materials Management and Accommodation. 6 months training as a Shadow Manager/Shadow Chef (mentorship by a senior manager/mentoring chef).

Taj Hospitality Training Programme

Program follows a systematic process including

induction, theory classes, on-the-job training, evaluation, appraisals and assessments.

Recruitment for this programme

commences in all key hotels schools and graduate colleges in the country in the months of October/November

Taj Food Production Programme

TMTP-Food Production Programme focuses

on culinary skills and the managerial ability to run kitchen operations. Recruitment for this programme commences in all key hotel schools in the country in the months of October/November. There is a special emphasis on creating chefs with internationally acclaimed skills for sustaining there position of strength in Food and Beverage.

Housekeeping Executive Development Programme (HEDP)

HEDP is a one year intensive housekeeping training

programme. Recruitment for this programme commences in all key hotel schools in the country in the months of October/November. During the first 6 months, the management trainees undergo technical training in classroom accompanied by on-the job exposure. Inputs include interiors, finance, human resources, architectural design, fabric and styling. The next 6 months include on-the-job training in a Taj hotel as an understudy to a mentoring executive housekeeper

Hotel Operations Management Trainee (HOMT) Program

12-month program has been designed to train the

trainees to the level of an Asst. Manager of an outlet or equivalent in any of the operational departments. Recruitment for this programme commences in all key Hotels Schools and Graduate Colleges in the country in the months of October/November. The HOMT program follows a systematic process including induction, theory classes, on-the-job training, evaluation, appraisals and assessments.

Health and Safety Programme

Taj has a Corporate Safety Steering Committee chaired by

executive director- Hotel Operations. Every Taj Hotel has a Safety Management System deployed. A Safety Committee chaired by General Manager meets on quarterly basis A safety week is conducted in which the associates are involved in several safety related programmes.

Employee Services
Taj has its own cafeteria which is run by its

own employees. The employees are also provided with rest rooms which are separate for males and females with sleeping areas, bunk bed facility. The rest rooms also have locker facilities where the employee can store their valuables. There is an in-house laundry department for the employees for cleaning of employee uniforms. ATM facility is also provided within the premises.

Wages And Salary Administration

Owing to the recession period salaries have

decreased over a period of time. It has led to reduction in salaries of employees especially of those whose salaries were more than Rs. 20000/The salaries of Head Cashier and Cashier have been reduced by 15%. Many cooks and chefs were removed and very limited persons were adversely affected. In case of safety guards, they were not removed but their salary was reduced.

Here are some of the pay scales of

Taj employees all over India:

Restaurant Manager Rs 234,600 Duty Manager Rs 183,126 Sous Chef Rs 412,800 General Manager, Hotel Rs 790,000 Executive Chef Rs 1,000,000 Executive Chef, Hotel Rs 650,000 Chef, Hotel Rs 110,000 After 26/11 attacks the injured employees

were provided with rise in salary and the families of the dead employees were also provided with bravery rewards.

Reward System
STARS

STARS various levels of recognition Level 1 : Silver Grade 120 points in 3 months Level 2 : Gold Grade 130 points in 3 months Level 3 : Platinum Grade250 points in 6 months Level 4 : 510 < 760 points. (MDs Club ) Level 5 : 760 points or more. (Chief Operating Officers club)

 SUGGESTIONS MADE BY EMPLOYEES OF THE

TAJ GROUP UNDER THE STARS Name of employee: P. Makhania Level: Silver level Location: Taj Mahal, Mumbai. Suggestion: Room No 287 is kept as or designed for handicapped/disabled p eople. Isuggest we keep a bulb, which flickers when someone rings the bell (this for a guest who is deaf but not blind). It could bejust like the housekeeping corridor bulb. TAJ PEOPLE PHILOSOPHY

TAJ CHARTER Every employee of the Taj Group would be an important member in the Taj family. The Taj family would always strive to attract, retain and reward the best talent in the industry The Taj family would commit itself to formal communication channels, which would foster transparency OTHER PROGRAMMES The YEAR OF ASSOCIATE (YOA) Speed + Programme

 Taj Executive Information System

Performance Management System Features of BSC Integration Ease Of Implementation Analysis Web Based Communication Control Customization Knowledge Base Easy To Monitor
THE GSTS (GUEST SATISFACTION TRACKING

SYSTEM)