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HUMAN RESOURCE
PLANNING OF A MOTEL
PRESENTED BY
ARANYAK BHATTACHARYA
THE UNIVERSITY OFTHE UNIVERSITY OFBURDWANBURDWAN
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THE HIGHWAYTHE HIGHWAY
MOTELMOTEL
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INTRODUCTIONINTRODUCTION
Human beings are the most important assest in
the Hotels/Motels. Planning of human resourcesis the key to success of any hotels. The objectiveof human resource (HR) policy is to attract,recruit, retain develop competent personnel andcreate a continuously learning hospitality
organization.
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HISTORY OF THEHISTORY OF THECOMPANYCOMPANY
THE HIGHWAYwas established in the year 2002, by Mr. Amit mukherjee asa Hospitality specialize. The company is committed to serve
the needs of the hospitality market place in an integrated,professional manner. The company strive to maintain thehighest standards of discretion and integrity.
It was in the year 2006 when the Director of the companythought to shift his business from a restaurant business to
a motel business, in Durgapur itself.
Some internal changes took place like changes in theHuman Resource planning & others but the name of thecompany was unchanged.
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MISSION STATEMENTMISSION STATEMENT
To become the premier provideradvocate and to support member¶s
quest to improve health and providequality and affordable care.
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LOCATION OF THELOCATION OF THEMOTELMOTEL
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ABOUT THE COMPANYABOUT THE COMPANY
AREATOTAL LAND AREA :- 29040 Sq.ft
PER ROOM AREA :- 4.5*2.8 mt.
TOTAL BUILDING AREA :- 21520 Sq.ft
NUMBER OF ROOMS
24 NOS.
NUMBER OF STOREYS
01
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FACILITIES OFFEREDFACILITIES OFFERED
The company provides various types of facilities usingsophisticated technologies, like:
Central Air-conditioning, Fully computerized system, 24 hrs service.
Hot water facility . Car parking facility. Laundary service. Swimming Pool facility. Filling Station.
and many more..
And all these in a very cheap rate.
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ORGANIZATIONAL CHARTORGANIZATIONAL CHART
General Manager
Deputy General Manager
F & BManager
ExecutiveChef
F.O.Manager
H.K.Manager
AccountManager
TrainingManager
SecurityOfficer
Public RelationOfficer
Sous(3)Chef
Chef-de-partie(7)
Commis(10)
Apprentices
Asst.F.O.Manger
Bell Captain(5)
Porter-cum-page boy(5)
Public RelationAsst.(5)
House Keeper(8)
Room Attendant/Chamber
Maid(5)
Gardener(5)
AccountClerk(8)
Bill-cum-cash Clerk(5)
Security Gurd(5)Maitre de¶Hotel(7)
Barman
Commis d¶Range(6)
HR Manager
HR Executive
HR Management
Trainee
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DUTY ROASTERSDUTY ROASTERS
Morning Shift -7a.m. to 4p.m.
Evening Shift-1p.m. to 10p.m
Night shift -10pm to 7am
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MAN POWER DISTRIBUTIONMAN POWER DISTRIBUTION
Sr.no. Human Resource No. Salary PerMonth /head
01. General Manager 2 18000-20000
02. Managerial level 10 12000
03. Medium level staffs 30 8000
04. Lower level staff 50 4000 - 6000
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TOTAL EXPENCE ON THETOTAL EXPENCE ON THEPREPARATION OF THE MOTELPREPARATION OF THE MOTEL
BUILDING COST - Rs 4,66,98,400
ELECTRICAL & FURNITURE COST - Rs 28,40,000
LAND COST - Rs 32,00,000
MISCELLENIOUS COST ± Rs 72,61,600
TOTAL COST - Rs 6,0000000
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PROJECTPROJECT
PROFITABILIYPROFITABILIYANALYSISANALYSIS
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Sr.no Description Value(Rs.) Value(Rs.)
01. Sales revenue 3,0670000
02. Manufacturing Expenses 1,3064655
a. Raw material 3980655
b. Utilities 552000
c. Manpower 8532000
03. Selling & Distibution Expenses 2600/m 31200
04. Administration Expenses 5200/m 62400
05. Interest on short term loan(10%) 1000000
06. Depriciation 200000
07. a. Machinery (10%) 418550
b. Furniture & Electrical (20%) 520000
08. GROSS
PROFIT(1+2+3+4+5+6+7)
1,53,73,195
09. Tax 30% of gross profit 4611959
10. NET PROFIT 1,07,61,237
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MANPOWER DETAILSMANPOWER DETAILSTo start an industry the main thing required is labour requirement,
and is more required when it is a service industry or HospitalityIndustry. Some of the categories that fall under the ManpowerDetails are:-
(1)DEMAND OF MANPOWER =>
An industry has its full flow of business if it has a sound labourunion, and it falls also because of a sound labour union. The mainfactor depends on good co-operation and coordination among thestaffs. The management of the industry have some procedures forthe selection process of the staff.
The staff should be professional
Highly Qualified, Trained, Experienced, Efficient, Should have a good communication skill and Courteous.
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MANPOWER DETAILSMANPOWER DETAILS
(2) SUPPLY OF MANPOWER =>
Manpower and labours are available fromdifferent sectors, such as:
Freshers or students from the institutes of hotelmanagements and Tourism Managements,
Experienced persons working in some motels orhotels or resorts etc«.
There is generally abundance of labourrequirements due to a large population of thecountry.
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Human ResourceHuman ResourcePlanning ProcessPlanning Process
Inputs Tools andTechniques
Enterprise environmentalfactors
Organization charts andposition descriptions
Organizational processassets
Organizational Theory
Project Management Plan-
Activity resourcerequirements
Networking
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HRP OF THE COMPANYHRP OF THE COMPANY
Redundancy or recruitment costs Consequences on morale
Redeployment/outplacement opportunities
Availability of skilled staff within the organization
Availability of suitable people in the job market Time constraints
Development/training needs/schedules
Management requirements.
To support line managers dealing with thepeople consequences of implementing thedecision. Information already gatheredprovides the basis for a human resource
plan.
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MAN POWER PLANNING
1)How many staff do we have/need?
2)How are they distributed?3)What is the age profile?
4)How many will leave in each of the next five years?5)How many will be required in one, five, ten years?
FORECASTING METHODSHuman resource planners have a choice of techniques open to them,including: extrapolation (of past trends); projected production/sales;employee analysis; scenario building.
EMPLOYEE TURNOVER Turnover covers the whole input-output process from recruitment todismissal or retirement and takes the consequences of promotion andtransfer into account.
SOFT PLANNINGHRM implies that planning has to go beyond the 'numbers game' intothe softer areas of employee attitudes, behavior and commitment. Theseaspects are critical to HR development, performance assessment andthe management of change.
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CONCLUSIONCONCLUSION
If HRP techniques are ignored, decisionswill still be taken, but without the benefit of understanding their implications. Graduaterecruitment numbers will be set in
ignorance of demand, or managementsuccession problems will develop unnoticed.
As George Bernard Shaw said: µto be in hellis to drift; to be in heaven is to steer¶. It is
surely better if decision makers follow thismaxim in the way they make and executeresourcing plans.
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