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PEARL CONTINENTAL HOTEL

Ei10MBA015

Ei10MBA037

Ei10MBA044


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History

Pakistan Services Limited (PSL) was incorporated in 1958 as a public

Limited company and is quoted on Karachi Stock Exchange since 1964.

The primary business of PSL is hospitality. It initially operated under themanagement of Inter Continental Hotel however, when HashooGroup

acquired PSL in 1985 it changed the name of the Hotels to PEARL

CONTINENTAL Hotels and became the largest and oldest five star hotel

chain of Pakistan.

In October 1985 all the Inter Continental hotels in Karachi, Rawalpindi,

Peshawar & Lahore became the PEARL CONTINENTAL Hotels. Another

pearl was added to the chain in1992 at Bhurban. PEARL CONTINENTAL

Hotels is the first Pakistani chain which has achieved excellent

international standards of services, quality and product.


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Introduction

Over the years PEARL CONTINENTAL HOTEL Lahorehas gained the reputation of providing variety of

foods in different restaurants and managing outside

caterings.

The Pearl Continental Lahore is a 5 Star Deluxe

hotel centrally located in the heart of Lahore and25 minutes away from Allama Iqbal International

Airport.

Most of the surrounding hotels lag far behind

PEARL CONTINENTALHOTEL Lahore in standards

because it has always been the choice for budget

meetings seminars symposium, conventions

weddings training courses corporate meetings and

conferences.


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Contact Us

Pearl-Continental Hotel, Lahore.

Shahrah -e- Quaid-e- Azam P.O.Box#983,Lahore

Tel:+92(42) 636-0210, 111-505-505

Fax:+92(42)636-2760,636-4362

Email:[email protected]


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VISION

Well open the doors; youll see whats in store.


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MISSION

Our mission is to be the hotel recognized as theleader 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.


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OBJECTIVES OF THE HUMAN

RESOURCE DEPARTMENT

1. Job analysis

2. Selection3. Recruitment

4. Orientation

5. Training

6. Review benefits


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Structure Of Human Resource

Department At PC


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CORPORATE PORTFOLIO ANALYSIS

Managers manage portfolio (or collection) of businesses using

corporate portfolio matrix such as the BCG Matrix.

BCG MatrixDeveloped by the Boston Consulting Group

Considers market share and industry growth rate

Classifies firms as:

Cash Cows: low growth rate, high market share

Stars: high growth rate, high market share

Question Marks: high growth rate, low market share

Dogs: low growth rate, low market share


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BCG MATRIX


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PC has the following Human Resource

Management functions


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PC has the following Human Resource

Management functions


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Recruitment at PC


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Recruitment Procedure

1 . PC does not rehire employees which have gone. They prefer fresh

graduates employees.

2. 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 mostsuitable candidate is called from the waiting list to replace him.

3. They hire permanent, monthly basis, and also daily basis employees.

4. For labor work PC uses contractors to provide them with the specifiedno. of employees as required. These employees are hired by contractors

on daily wages.


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Recruitment Procedure

5. The organization does not go for child labor as it is unethical

and against the policies of major business firms.

6. They provide 100 % Diversity (Equal opportunity to both

genders).

7. Applications from candidates are kept in separate files

according to the job titles and whenever there is a vacancy

available they use it.


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Sources Of Recruitment at PC

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.

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.


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Sources Of Recruitment at PC

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 andlaundry services are however provided.


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Job Analysis

Under job analysis followings heads are comes:

1. Job Description

2. Job Specification

3. Job Evaluation


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Job DescriptionJob descriptions are lists of the general tasks, or

functions, and responsibilities of a position.

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.


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Job Evaluation

According to PEARL CONTINENTAL HOTELfollowing 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.


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Job Evaluation Method

According to PEARL CONTINENTAL HOTEL, the

method used for Job Evaluation is as follows:

1. Classification Method.

2. Ranking Method.

3. Point Method.


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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.


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Selection Procedure at PC

1. Firstly they trickle downs the CVs. Then call only those for

the interview which have been selected.

2. Selection is based on the eligibility of qualification andexperience. If the candidate has the qualification and

experience according to the job specification then he is

called for the interview.

3. Minimum qualification is matriculation starts for the lowerlevel staff, and

4. The minimum qualification is bachelors starts for the upper

level staff.


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InterviewStep 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.

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. This helps them to judge thepersonality, temperament, attitude, and the minimum stress could be

handled by the candidate.


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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 fromtop to bottom.

Employee should respect the privacy of another employee.


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Training and Development

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.

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.


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Performance Appraisal Process

and Method

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.


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Challenges for the Human

Resource Department

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.

Loyalty of Employees.


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SWOT ANAYLISES

Strength:

Quality product

Excellent services

Competitive Advantages

Financial Strength

Favorable Reputation

Creative innovations

Organized Management

Weakness:

It is the negative pro of the hotels its price is very high and not

affordable by the middle class.

Pay the low incentive for the worker.

Less coordination of worker between each others.


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SWOT ANAYLISES

Opportunities:

Expand product line

Enter new market

Attract the tourists

Threats:

In the market there are more than two or more brands of

the same types exist then face threats among themselves oramong customers but one can always plan before hand.

Law and order situation can also be a threat such as strikes

and terrorism etc.


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Pest Analysis

Political:

PC faces the problem of business bound because of government policies and run

their business under these policies if the VIP movements occurs they provided

special protocol in this process a lot of amount bears the pc.Economical:

The inflation rate is high, so people have money but the value of money less and

the middle class cannot afford only elite class visit.

Social:

Pc has multinational business many branches of different countries. So theybalance the social factors according to every country. Like Pakistan made food

according to here people taste and so on.

Technological:

Pc provides the facilities our customers according to these needs like room

temperature depend upon weather and provided the air booking or internet etc.


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Recommandation

1. PC should send its managers/employees to abroad for training

purpose for it will ultimately improve the organizations overall

performance.

2. Internees should be paid for their services.

3. More flexible benefits plans should be introduced for employee sothey can choose which suit them the best.

4. As PC doesnt have any special program to bring the outside talent

in, so they need to take this area under consideration.

5. More incentive programs should be introduced to maintainemployee motivation.


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Conclusion

After a thorough study of Human Resource

Department at Pearl Continental Lahore, we

can conclude that PC is a huge name in thehotel industry and

its Human Resource Department is working

dynamically to pursue its organizational goals.

This project has given us the realistic view of

how Human Resource practices are followed in

any organization.


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A & Q

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