Introduction

Welcome to Pearl Continental Hotel Faisalabad

Located in the heart of Punjab, royally known as Lyallpur, harboring a population of more than twenty million people, the city that goes synonymous with success, the city that never sleeps, Faisalabad is also know as the Manchester of Pakistan. Home to the renowned clock tower and the legendary Nusrat Fateh Ali Khan, Faisalabad continues to grow towards modernity yet holds on to its rich and opulent culture. Once a quintessential agricultural town, Faisalabad has emerged from the shadow of Lahore to become the new life line of Pakistan. With a diversified economy and a growing population, Faisalabad is considered a city pulsation with life and is rush of blood.

About Hashoo Group

Founded by Mr.Saddaruddin Hashwani, Hashoo group is one of the larger conglomerates in Pakistan. Operating in, hospitality, cotton trades oil, gas exploration and production, and many other businesses. Sea Shell to a pearl, Hashoo Group was the think-tank behind the chain of contemporary luxury brand of hotels, The Pearl Continental, and truly the pioneer of introducing luxury, comfort and style to the hospitality business in the country.
Like many pearls spread on the sea shore, The Pearl Continental has various gems in various cities providing the best of facilities and service to each guest as if they were the only. Hashoo Group now launches another pearl in the string, in the city of Faisalabad. This for the first time is a franchise owned by Pakistan s renowned businessman Mr.Sheikh Tanveer Zia, Director of Marry Petroleum and the Mr.Rana Sajjad (Late). Located in the city centre, an easy approach makes the P C Faisalabad your best option to stay under the managerial supervision of Mr.Irshad. B. Anjum and indulge in some excellent luxury while you perform your business.

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Hotel One has following facilities:

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Meeting Rooms / Conference Rooms Restaurant Swimming pool International Direct Dialing facility Shuttle service Laundry service Wireless Internet(Hotspot)

Facilities

Dining

Conference Rooms

Banquet Halls

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5. VISION
Well open the doors; youll see whats in store. We feel pride in making efforts to position Pakistan in the forefront of the International arena.

6. MISSION
Our mission is to be the hotel recognized as the leader in the industry in any aspect. We are committed to train and develop all our staff members allowing them to grow in their careers and provide services and standards which exceed guest expectations. The mission statement clearly shows that it aims at becoming world-class leader in the service industry. It also shows that the management at PEARL CONTINENTAL HOTEL believes in an exceptional workforce to provide world-class service to their customers. They want to ensure that not only they satisfy their customers but also delight them.

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Organizational Chart

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OBJECTIVES OF THE HUMAN RESOURCE DEPARTMENT Job analysis Selection Recruitment Orientation Training Review benefits 8. STRUCTURE OF HUMAN RESOURCE DEPARTMENT AT PC DIRECTOR HUMAN RESOURCE MANAGER HUMAN RESOURCE HUMAN RESOURCE EXECUTIVE ADMINISTRATION OFFICER ADMINISTRATION SUPER-VISOR OFFICE ASSISTANT ROLE OF HR DEPARTMENT AT PC Organization needs people and people need organizations. Since PC Hotels are a part of the service industry, the HR element of the organization is fundamental and carries a great value. We interviewed Aqeel Ahmed who is the HR Executive at PC Lahore regarding the role of HR department in PC. He provided us with his valuable time to brief some important aspects of PCs HR practices.

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Human resource plays a vital role in the smooth running of an organization. The total numbers of employees working for PEARL CONTINENTAL HOTEL is more than 1500. A large number of these employees are working in Food & Beverage

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Comfortable rooms; services and amenities

that make your stay more enjoyable. And it's all at the best price!! Located in easily accessible vicinities very close to city hubs, Hotel One locations are an ideal business or leisure travelers destination of choice. Hotel One encapsulates the true essence of the word comfort, at a highly affordable price. The functional interiors with a variety of services for the business traveler, Hotel One is a hallmark in itself. The Hotel One brand stems from a dynasty that personifies the luxury hospitality industry in Pakistan, with quality and service being at the forefront of all that is presented to its guests. Hotel One brings you comforts and services by professionally trained staff and a management that has vast experience in building and developing hospitality business worldwide.

y y y y y

Lahore Islamabad Faisalabad Sialkot Multan

Hotel One Faisalabad

99 / C Peoples Colony Faisalabad.

Rooms and suites Meeting Rooms Namak Mandi Kaf One China One Banquets Gym

50 01

02 01

Tel: +44 208 144 6919 Fax: +44 239 294 0276 E-mail: info@tconnex.com

Managing Director

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Mr. Lefteris Sergidis E-mail: l.sergidis@t-connex.com

Operations & Creative Director Mr. Andreas Burden

Hotel One Faisalabad is located in an easily accessible vicinity very close to the city hub, Hotel One Faisalabads location is an ideal business or leisure travellers destination of choice.

Hotel One encapsulates the true essence of the word comfort, at a highly affordable price. The functional interiors with a variety of services for the business traveler, Hotel One is a hallmark in itself.

Hotel One Faisalabad is situated between main roads of Faisalabad which are Satiana Rd and Jarawala Road in the People Colony 1D.
Distances Faisalabad International Airport: 16.7 km The Clock Tower: 9 km D Ground Market: 1 km Railway Station: 4 km Faisalabad Chamber of Commerce: 5 km

Accommodation 34 rooms, all with Air Conditioning, Hair Dryer, High Speed Internet, Ironing Board/Trouser Press, Mini Bar, Movies In Room, Shoe Shine, Shower and Cable TV.

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Restaurants and bars Chingaari Restaurant - Peshawar Cuisine China One - Chinese, Thai and Japanese Cuisine Kafe One - Snacks, Pakistani, Continental and Chinese Cuisine

At your service Barber Shop/Hairdresser, Beauty Shop/Salon, Car Rental Desk, Doctor On Call, Fax Service, Fire Safety, Free Parking, Front Desk Hours - 24, Guest Laundry Facility, Handicap Facilities, Hotel Safe Deposit, Housekeeping Daily, Internet Access, Laundry/Valet, Multilingual Staff - English, Urdu, Punjabi, Pashto, News Stand, Phone Service, Photo Copy Service, Room Service, Wheelchair Accessible

Sports and Leisure Cineplex, Health Club, Spa and Gym

Conference Facilities Zaver Banquet Hall for up to 450 persons Pearl Hall - Banquet Hall for up to 150 persons Cineplex for up to 120 persons Ruby Board Room for up to 50 persons

Catering Services Multimedia Coffee and Tea Facilities

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Online Booking Engine

Turn Lookers into Bookers!
Your website is your hotels shop window, available throughout the world at any time, it is one of your most effective tools available to support your marketing and sales efforts.

More and more people are looking to book on-line than ever before and are coming to expect that any professionally run hotel will have an on-line web site.

T-Connect offers a state-of-the-art on-line Booking Engine that is seamlessly integrated with your website and T-Connects CRS (MyCRS), the most advanced electronic reservations solution on the market while maintaining your individual hotels image.

This sophisticated inventory management system will allow for an unlimited number of room and rate types as well as for every conceivable inventory restriction, including open/block, booking lead time, minimum/maximum length of stay, closed to arrival.

It empowers hotels to enter and control hotel information including availability, rates and packages, room types and descriptions with simple web-access alone and offers the exact breakdown of your rates, to better serve and reassure your guests, and strengthen customer loyalty.

Reservations are delivered to the hotel via email and/or fax as per the preference of the hotel.

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T-Connect Offices Worldwide

Our International Marketing Team is dedicated to supplying strategies and campaigns aimed at raising brand awareness and generating bookings to each affiliates property.

T-Connect currently has a total of 21 appointed Sales Offices representing the T-Connect portfolio of over 250 affiliated hotel partners in 23 countries. These offices are contracted to promote and sell all T-Connect affiliated properties in important source markets.

Led by professionals, they bring T-Connect their unique hospitality expertise and a network of important contacts, greatly enhancing T-Connects ability to directly reach the leisure and corporate travel industries within their region. The Sales offices realise sales calls to Corporate accounts, Travel Agents, MICE buyers and Government offices and enable clients to materialise on line bookings through the T-Connect CRS by providing them with Internet passwords. The Sales offices also develop FIT Packages including flights etc. which are specifically tailored to the demands of their markets. Our Worldwide Sales Team works daily to deliver business to each T-Connect affiliated hotel partner and create greater visibility

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Our Services
1. 2. 3. 4. 5. 6. GDS Representation Internet Distribution Worldwide Sales Offices Consortia Programs Participation State-of-the-Art Inventory Management System Customised Booking Link (T-Link)

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What Makes One Part of Hotel One team?

At Hotel One we have our guiding values, our doors are open for the Ones that believe in the ABCD of Hotel Ones Career Philosophy Appreciate Team Work Be Responsible Care for Customers Driving By Rules

What Should be Ones Vision to Join Hotel One?

Our vision is to "Achieve Organizational Excellence by Developing and Inspiring the True Potential of Human Capital and Ensuring Right Opportunities for Development and Innovation are Available"

Opening Soon
y

Hotel One Downtown Lahore

Hotel One Bahawalpur

Hotel One Sahiwal

Hotel One Murree

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HRS ROLE AS A STRATEGIC PARTNER:

PEARL CONTINENTAL HOTEL can also play a vital role in making strategies with other departments as well. They make their own forecasting plans. Our view is that pearcontinental hotels HR is strictly operational and that HR activities are not strategic but it can help organization in making strategies. HR can also adapt the strategies made by the organization for them. Mostly the top managements craft the strategies of the organization. The strategies made for the HR dept. are then programmed to execute that strategy. For Pearl-Continental Hotels strategies there is a matching human resource strategy. Here, HRs role is not just to adapt its activities neither to the PCs business strategy, nor, certainly, just to carry out operational day-to-day tasks like paying employees.

RECRUITMENT AT PC
Employment planning & forecasting Recruiting: Build a pool of candidates Applicants complete application form Use selection tools; tests to screen-out applicants Director or department head interview final candidates to make final choices Candidate becomes employee

RECRUITMENT PROCEDURE
The organization recruiting procedure is based on the nature of Job. What kind of the job is it? Is it job for labor or some managerial level? It depends upon the kind of work job contains, for permanent employees is different, contractual is different.

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 Then according to the requirement, job specification and job description is prepared by the HR manager. The immediate supervisor has to actually tell about the place to be full-filled. HR manager then has to consult with GM of the particular unit. After the proposal has been discussed the approval is given. PC does not rehire employees which have gone. They prefer fresh graduates employees. Job posting is maximum of 9 months and minimum of 3 months. During this period if the hired employee is found to be unsuitable the next most suitable candidate is called from the waiting list to replace him. They hire permanent, monthly basis, and also daily basis employees. For labor work PC uses contractors to provide them with the specified no. of employees as required. These employees are hired by contractors on daily wages. The organization does not go for child labor as it is unethical and against the policies of major business firms. They provide 100 % Diversity (Equal opportunity to both genders). Applications from candidates are kept in separate files according to the job titles and whenever there is a vacancy available. Recruitment and selection is the process of: 10 Creating a pool of well qualified and talented candidates and choosing the best candidate from that pool. The recruitment and selection process in an organization has to be aligned with the corporate mission and objectives.

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RECRUITMENT PRACTICES AT PEARL CONTINENTAL HOTEL

PEARL CONTINENTAL HOTEL has standard a list of jobs that are filled in accordance with international standards. However these lists are not permanent and new jobs are added to it keeping in view the changing needs of the workforce. A new vacancy in PEARL CONTINENTAL HOTEL may arise because of the need to replace the retiring staff, dismissed staff, promoted staff or replacing an employee on job rotation. In case a department needs to fill in a vacancy, head of that particular department sends a requisite form to the Personnel Manager. The form contains specifics, e.g. whether the position is for a new employee or a replacement, qualifications required for the job and its respective justifications. This requisition form is sent to Personnel Manager and General Manager respectively for their approval.

SOURCES OF RECRUITMENT AT PC:

1) INSIDE CANDIDATES As soon as a position is vacant a memo is issued throughout the organization. The employees interested in the vacant position drop their application forms at HR department. The other source for internal candidates is referrals. 2) OUTSIDE CANDIDATES There are no means used for attracting the outside candidates. PC makes no advertisements. The word of the mouth from the existing candidates does the job of getting out side candidates. Internees are one of the sources of the outside candidates. INTERNEES a SOURCE OF OUTSIDE CANDIDATES Basic requirements for internees are the hotel management degrees and diplomas/certificates in hotel management. The referred candidates are given priority. Minimum duration of internship is one month whereby internees are not paid. Free food

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and laundry services are however provided. JOB ANALYSIS At PC job description is prepared for only managerial level post. The job description is written by the HR department, the employees who are performing/ has performed the specific job make their contributions by listing down their activities in provided diaries/logs & then presenting them to the HR department which consequently writes down the specifications for the personnel required a) JOB DESCRIPTION Job descriptions are lists of the general tasks, or functions, and responsibilities of a position. Typically, they also include to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. Job descriptions are usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. Job descriptions are used especially for advertising to fill an open position, determining compensation and as a basis for performance reviews. In PEARL CONTINENTAL HOTEL, the job description contains: Skills and Efforts Tasks Responsibility Outlines of the Duty Whom to Report the Task Everything is mentioned in it for the employees in a very detailed manner. b) JOB SPECIFICATION Once you are aware of the type of person you are looking to fit your job vacancy, you can

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now design a "Job Specification" profile. In PEARL CONTINENTAL HOTEL, the job specification includes: Qualification of employee Experience of employee Training or development needed for the particular job Personal attributes required for the job Interpersonal skills and communication skills. JOB EVALUATION Job Evaluation is the methods and practices of ordering jobs or positions with respect to their value or worth to the organization. According to PEARL CONTINENTAL HOTEL following factors are considered important while making job evaluation which is: Complexity of the Job. How much Stress one can Bear. Available Budget for Compensation. Experience Required for the Job. Company Need for the Employee for that Job. Abilities required performing a Job. Method used for Job Evaluation According to PEARL CONTINENTAL HOTEL, the method used for Job Evaluation is as follows: Classification Method Ranking Method Point Method

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PEARL CONTINENTAL HOTEL use Classification Method when an employee is performing well and has a chance to get promoted with the same position but at higher level. On the other hand PEARL CONTINENTAL HOTEL believes that there hierarchy is flat in nature. Due to which they consider that the pays varies according to the position of the hierarchy. The top management will get more salary as compared to employees of middle management. According to this policy PEARL CONTINENTAL HOTEL is also following ranking method. SELECTION Selection varies according to the job post. At PC for some jobs (i.e. chefs) they use work sample testing technique, whereas the basic criteria for testing and selection listed are: Appearance & Grooming Professional Qualifications Experience & Knowledge of Job applied for Communication Skills in English Balance Poise & Maturity Potential for Growth Reasoning & Judgment Computer Skills SELECTION PROCEDURE AT PC Firstly they trickle downs the CVs. Then call only those for the interview which have been selected. Selection is based on the eligibility of qualification and experience. If the

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candidate has the qualification and experience according to the job specification then he is called for the interview. Minimum qualification is matriculation for the lower level staff. And the minimum Qualification is bachelors for the upper level staff. They avoid negligent hiring because they are running five star hotels. INTERVIEW Step by step procedure is followed in the interviews. The candidate is first interviewed by the manager of PC and the Director HR. This interview is unstructured, the HR manager asks frequent question to screen out the eligibility and potential of the candidate. After conducting interviews from all the candidates he prepares a list of the capable candidates. The second step, in this step the selected candidates are called again for the structured interview which is to be conducted by head of the particular department. In such interviews general knowledge questions which are related to the job are asked from the candidates. And also the behavioral based question that what would be the behavior and how a candidate would be performing in a given certain situation. This helps them to judge the personality, temperament, attitude, and the minimum stress could be handled by the candidate. The example of the whole procedure can be such as, like an assistant marketing manager is required so he would be first interviewed by director human resource manager then would be going through a panel interview in which certain job related question will be asked such as, describe 4 Ps of marketing or consumer market and consumer buyer behavior etc. In their opinion behavioral interviewing

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is a good screening process to screen out the best of the best people. For top level they also have Panel interview. ORIENTATION New employees of 2 days orientation program. The employee is given a brief introduction of the hotel, about every department, working environment in which he has to work, and of the work related colleagues. The employees are also provided with the job description of their work at the time of orientation, which guides them for there services they have to provide, and also introduced to the rules and regulation of the company which includes. There is a difference in the dress code of each employee from top to bottom. Employee should respect the privacy of another employee. TRAINING & DEVELOPEMENT Steps used for the training and development of employees at PEARL CONTINENTAL HOTEL are as follows; They provide training their employees on the job and also off the job. In Pakistan very few organizations are able to provide trained workforce for the hotel industry in accordance with international standards. The human resource department of PEARL CONTINENTAL HOTEL has to recruit and select the untrained candidates and train them according to their own needs. PC hotel also use different Training centers at locations like they send their employees out of country for training. Safety training is also provided to the employee.

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TRAINING APPRAISAL After training, the trainee performance is appraised by the immediate supervisor. The immediate supervisor in PEARL CONTINENTAL HOTEL evaluates trainee performance on trainees assignment, tests and on the job work. This appraisal is very important and it helps a lot in judging trainees behavior. This appraisal also helps to evaluate employees for promotion. This appraisal shows trainees: Ability/Desire to learn new things. Knowledge. Leadership qualities. Quality Consciousness. Discipline. Attitude. Flexibility. Personality. Strengths. Weakness. The immediate supervisor gives his remarks (assessment) according to trainees work and also attaches his tests and assignments during training with that form. These appraisal forms are sent to HRD for re evaluation and they keep these forms as a record of employees performance. PERFORMANCE APPRAISAL PROCESS AND METHODS Appraisal is essential for enhancing the productivity of employees and to bring quality improvements in the overall performance of the organization.

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 At PC appraisal is done by the head of the specific department whose employee is being appraised. The appraisal method used at PC is Graphical Rating Scale. Employees promotion (or demotion) is finally approved by the HR Manager. Appraisals are conducted every three months a year. The most important factors that are considered while appraising an employee are: o Appearance o Conduct o Professional Work o Leadership & Teamwork o Planning & Organization o Initiative & Creativity o Communication o Training Skills o Business Attitude & Operational Performance 18 o Achievements of Objectives Besides this they also consider their customers feedback regarding employee performance in order to bring quality improvements. An immediate supervisor plays an important role in performance appraisal. The actual appraising is done by the immediate supervisor of each employee. After rating an employee the supervisor consults with the HR manger and then both of them decide how much to compensate each employee and who is to be promoted? When an employee is promoted, he/she is required to meet the new post requirements. For example qualification, the employee is ought to assure that

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he/she is the student of the required program. BENEFITS & COMPENSATIONS PC provides some kind of benefits and services to its employees in order to facilitate them. BENEFITS WORK SCHEDULE Work schedule differs for different posts as managers are required to be present at office timings. For operations employees the facility of flexible work schedule is available that is in three shifts. One day is off during the week. Occasional need of putting in some extra work hours is informed and employees are paid accordingly. If an employee works all 7 days a week the department head is supposed to give him 2 days off in the next work week in order to compensate. BREAKS AND MEAL PERIODS PC supply free meals & tea to employees during working hours. 1 meal and 2 tea breaks in one shift 30 min for lunch/ dinner 15 min for each tea/ breakfast Employees are given special discount packages on food LEAVES The leave structure of PC is as follows: Casual (Maximum 3) Sick (Medical certificate for three or more) Earned (Minimum 7)

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All above mentioned leaves are paid. In case an employee doesnt avail any leave for a year, he/she is awarded a cash amount. MEDICAL FACILITIES PC provides free medical facility to all its employees and their children. LIFE INSURANCE PC provides life insurance facility to its employees. Minor charges are deducted from employees pay. INCREMENTS PC offers yearly pay rise to its employees regardless of their performance. The rate of increments is same for all employees. OTHER BENEFITS Free uniform is provided to all employees. Free laundry services for employees uniforms. Free transportation for female workers. Hajj Lucky Draw Package BENEFITS AT RETIREMENT / TERMINATION PROVIDENT FUND Employees provident fund handed over to them at the time of retirement/resignation of the employee. However, in the case of termination it is conditional. MEDICAL ALLOWANCE Employees not utilizing their medical facilities are awarded Rs.100/month. This amount keeps on accumulating in the employees medical allowance which is handed over to him/her at the time of retirement/resignation. Similarly this allowance is also conditional for the termination cases.

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Others are medical facility, hospitalization insurance, life insurance, laundry facility, discount on rooms and restaurants etc. COMPENSATIONS Employees are provided with the counseling services during their training at the time of retirement by the HR manger. These services include: 21 FAMILY COUNSELING Family Counseling is a counseling program for employees wherein they are suggested how to cope with their personal & family problems. So that the management is assured of the fact that employees are not under any stress and are able to put in their best effort to perform their jobs effectively and efficiently. PRE-RETIREMENT COUNSELING In pre-retirement counseling program employees who are willing to work after retirement are given constructive guidance concerning their second careers. HEALTH & SAFETY Health and safety laws Security Measures Social security fund In-house doctor and Dispensary Contract with Services Hospital Provide instructions regarding the recent issue of bird flu. Hygiene of employees Fire preventions Energy conservation

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SWOT Analysis of PC
Strengths
Market Leader Quality Products & Services Straight Staff Brand Name Brand Image

Weakness
Focusing on the HR department, although PC has maintained strongculture throughout the organization yet weve observed that PCnevertheless needs some improvements which will aid it in availingthe opportunities and be more competitive. Few of the weaknesses of Pearl Continental Hotel are as under; Immediate promotion depends on situation to situation. For instance recently H R director of PC is required and no one isthere to promote from junior rank so they have to out sourcedthe vacancy.

PCs HR department not has their specified questions while conducting the interview. The main top managers of the HRand the concerning department take the unstructuredinterview in which no question is asked on a specific pre-determined questionnaire format. They ask on-time questionsfrom the interviewer.

Opportunities
New on going projects (flour parking)

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Threats
Current Competitors: Holyday INN AVARI Royal Palm

WEAKNESSES: PC as a developing & growing organization makes advancements according to the requirements of the environment. Focusing on the HR department, although PC has maintained strong culture throughout the organization yet weve observed that PC nevertheless needs some improvements which will aid it in availing the opportunities and be more competitive. Few of the weaknesses of PEARL CONTINENTAL HOTEL are as under; Immediate promotion depends on situation to situation. For instance recently H R director of PC is required and no one is there to promote from junior rank so they have to out sourced the vacancy. PCs HR department not has their specified questions while conducting the interview. The main top managers of the HR and the concerning department take the unstructured interview in which no question is asked on a specific predetermined questionnaire format. They ask on-time questions from the interviewer.

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CHALLENGES FOR THE HUMAN RESOURCE DEPARTMENT

In order to manage people effectively in todays world of cut throat competition, it is vital to understand and appreciate the significant competitive, legal and social issues. The human resource department of PEARL CONTINENTAL HOTEL has to cope with internal as well as external challenges to ensure the achievement of its mission. Some of the internal and external challenges faced by the human resource department are presented below: Relationship between the Workforce and Management Managing a Dynamic Environment Conflict Management Managing Workforce Diversity Lack of Trained Workforce Global Competitive Environment Economic Challenge

Picture with HR Manager Hotel One PC FSD.

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22. OUR RECOMMENDATIONS

THINGS WHICH AN EMPLOYEE SHOULD AVOID:
Smoke, eat, drink, chew gum, whistle, hum or sing in the lobby or any public areas. Stand in groups and casual conversation with co-workers. Shout or talk in the public areas. Allowing of personal friends to visit employees at the hotel. Spit in any area. Say anything negative about the hotel. Entering in other departments, public areas, or guest floors.

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OTHER RECOMMENDATIONS:
PC should send its managers/employees to abroad for training purpose for it will ultimately improve the organizations overall performance. Internees should be paid for their services. More flexible benefits plans should be introduced for employee so they can choose which suit them the best. As PC doesnt have any special program to bring the outside talent in, so they need to take this area under consideration. More incentive programs should be introduced to maintain employee motivation.

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CONCLUSION
It has been a great learning experience through which we analyzed strengths and weaknesses, internal and external factors effecting hotel's working and challenges faced by management and their approach towards problem solving and leadership. We also noticed well defined and thorough procedures were available in hotel that leads to successful and timely provision of required services and job satisfaction. Staff recognition and reward process was very well supported by management. Strong systems were implemented under administration to safe guard hotel's assets. Different department with well defined responsibilities are set that is giving best possible services to customer and maximum satisfaction to guests.

The questionnaire is attached at the end of the report.

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References

Visit at Hotel One Faisalabad and meet different persons: Mr. Huzaifa as a front line officer Mr. Asim as a HR Manager

And Collect information about hotel, different departments, organization structure & desgn.

Also collect some information from net: www.google.com www.statelife.com.pk

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Attached Questionnaire of our PROJECT

1. The owners name of the Hotel One ? Ans.Hashoo Group By Pearl Continental 2. Have you personally hired trained and coached staff? Ans. yes 3. Have you over fired someone due to erratic bahaviour? Ans. Not yet

4. If so, explain what process or steps you used to conduct the dismissal? Ans. normally it based on personal progress report and answer of show cause.

5. Hotel one branches in which cities name mentioned?

Ans.Sialkot,Islamabad,Multan, Lahore Sahiwal and Faislabad 6. How many branches Hotel One in city of Lahore? Ans. 3 7. Have you any competitors in market? Ans. No, there is no budgeted chain in pak 8. In which city the first hotel One branch opened? Ans. Lahore 9. Decession making strategy Centralized or decentralized? Ans. depends 10. Have you take any loan from the bank for the completion of Hotel One project? Ans no

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11. Describe your management philosophy? Ans. A manager is someone who gets results through other people by making them succesfull. 12. How do you decide important decisions? Ans. We have executive committee for every property separately. 13. How do you motivate your staff to produce optimal performance? Ans. We have some events on monthly bases for employees as employee get together, employee of the month reward, birthday celebrations and many more. 14. What makes you unique as leader? Ans.A really strong sense of loyalty and principles. 15. Do you have experience working with union and non-union personel? Ans. Not exactly

16. Have you received any award or recognition that you are particularly proud of you? Ans. Employee of the year, 2007, appreciation letter from CEO 17. When a problem arises. Do you pause or think of solution or do you act immediately with your customer? Ans. We believe on solutions

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