HR BUSINESS PLAN
Madison Resort
Submitted By:
Manisha Kumari Gupta
Roll No: K07030
Madison Resort- Where guests become friends
HR BUSINESS PLAN
Mission:
Our mission is to achieve the highest level of customer satisfaction by exceeding the
expectations of the customers through exemplary service
Vision:
We aim to get recognized and accepted regionally as well as globally through providing
excellent hospitality which makes the holiday extraordinary and memorable.
Values:
We believe in “Hire to Retire”. We are committed to the development and retention our
employees as a part of building a strong and respectful relation with our guests. We have
dedicated passion for our work, respect each other irrespective of any religion, race, age. We
believe in delivering quality service under any circumstances to everyone who walks through
our doors.
About the Resort:
Since Man is a creature of habit, so he likes to coming back to the places where he feels
comfortable, and Resorts are places where people go for relaxation. Keeping this in mind,
Madison Resort has been built in such a way that it has lot of attractive open space for people
to enjoy fresh air, and the scenic beauty of the mother nature which are absent in the hustle-
bustle of city life.
Just 30km away from the kochi, it is situated near a water body. It has around 200
guestrooms which include 33 gold rooms along with convenient amenities like TV, wifi, air
conditioners, complementary breakfasts. What differentiate Madison resort from others is that
it has enough space to accommodate all amenities such as swimming pool, spacious parking,
tennis court, amusement part, park designed for kids to swing and slides. It is also having an
outdoor rest hall for the day visitor, multi-cuisine restaurant , bars. The entire Madison resort
designed from the entrance to exterior, interiors, fittings that visitors will forget their troubles
and just relax. Spa package are also offered to guests looking for relaxation.
Target Segments:
Companies booking resort for workshop/conference
Guest seeking for relaxation
Honeymoon couples
Families looking for a friendly place to stay
Youngsters
College students
Business professionals
Tourists
Recruitment and Selection
HR Team of Madison Resort is consist of
HR Manager
Payroll Manager
Recruitment Manager
Employee Welfare Department
Training and development Department
It is recommended to have a recruitment policy to ensure that the standard of
recruitment is appropriate, consistent and free from discrimination bias.
Following rules should be followed while recruitment:
The departments will have to send the number of manpower required to the HR
department.
Identification of the job role and preparation of Job description and specification has
to be done.
Modes of recruitment can be campus recruitment, walk-ins, online mode, employees
referrals, social media, job portals.
For selection process the methodology to be adopted is screening of application,
filling of Application form and weighted application form, domain knowledge-based
test, behavioural interviews has to be done depending upon the requirement.
There should be background and reference check for the selected candidate before
extending them offer letter.
Workforce required for the resort are as follows and It is the duty of the HR
recruitment team to conduct the recruitment process for the following job roles:
Designation Min no of employees
required
Resort Manager 1
Hotel Manager 1
Waiter/Waitress 3
Chefs 3
Maintenance workers 3
Receptionist 1
Accounts clerk 1
Event Manager 1
Total 14
Assuming the current situation of Economic Recession due to COVID-19, it is suggested to
recruit only minimum number of employees required for working of the resort.
Recruitment team has to do Job Analysis part which is a process of collecting information
about a job i.e, the knowledge, skills and experience needed to carry out a job effectively.
This helps to carry out the hiring process in an equitable manner.
Job Analysis
Job
Job Specification
Description
It is a description of the
activities and duties to be It is the statement of the minimum
levels of skills, abilities, experience
performed in a job.
required for performing job.
For each post it is recommended make Job description and specification.
For example: Chef Post JD and JS will be like as follows
Chefs duties and responsibilities:
Ensure the highest quality in preparation of dishes
Regularly check food and beverage in stock
Make sure that the ingredients are always fresh and high quality
Supervise and lead kitchen staffs
Create new and innovative menu items
Job specification of chefs
Minimum 2 years of experience as a chef
In-depth knowledge about the cooking trends and best practices
Excellent communication and time management skills
Degree in culinary or equivalent
Assuming that there is recession due to COVID19 pandemic and budget constraint, it is
recommended to HR recruitment team to hire this year through using various job portals so
that the overall cost of recruitment can be low. It is also recommended to that while hiring
people focus on candidate who are having tremendous passion for caring others rather than
focusing just on the prior experience.
Estimated Cost of Recruitment
No of Cost per head Total
employees
Total expenses on job portal - - 1,500
Salary of Recruiter 30,000
Fee paid to the 15,000
employment-agencies
Electricity and other 2,000
expenses
Internet cost 500
Expected Salary
Chef 3 15000 45,000
Receptionist 1 9000 9,000
Resort Manager 1 45000 1,20,000
Event Manager 1 20000 20,000
Restaurant Manager 1 25000 25,000
Waiter 3 7000 21,000
Maintenance workers 3 6000 18,000
Total 12 3,07,000
It is recommended to HR department, during orientation make the employees familiar with
the organisational culture.
Employees Training
For providing exemplary service training is a must need for the employees. Employees are
the greatest asset so they need to be updated with the changing nature of workforce and
environment. Training could be related to:
career development
customized training for their respective departments
Interpersonal skills
communication skills
Handling customer complaints within 5-10 mins
HR Training department has to follow the process for training and get approved by the HR
head:
Training Need Identification has to be done by the respective department
training calendar to be followed based on the needs
Approval from the HR head is needed for the execution of training calendar and
budget
Either subject matter experts has to hire or through In-house Instructor
Design of the Training
To record the quality of training assessment can be done
It is also recommended to Training department to have some educational materials related to
the various job roles, that can help employees to become more better at their job. Also,
encourage employees for certification courses so that they can update themselves as per the
changing business scenario. Different types of training can be arranged by the training
department for the employees for making them efficient in their job as well as for the
personal development.
Formal training sessions
On the job training
Off the job training
Employee mentoring
Estimated Cost of Training Structure
Salary of Subject matter expert for training 20000
employees
Training by Online tutorials 7000
Reading materials for employees related to 10000
their various job role
Workshop/seminar conducting one-time 5000
cost
Computer based trainings 2000
Total 44000
Employees Relation
Engaged and motivated employees provide better customer service which enhances guest
loyalty and this benefits the over all business. Today millennials and Gen Y don’t come to
work, but the they come to contribute and when they feel that their contribution is valued in
the form of recognition , they feel happy and engaged at work.
Employees welfare department should consider following things regarding the employees
Do various employee engagement activities to make the employee happy.
Celebrate birthdays and festivals
Wellness program for improving the employees health.
Providing a proper channel of communication further with the managers to address
any difficulties/issues.
Applying stricter rules to deal with any form of harassment / bullying.
Also make sure to take utmost care of employees too, by being present at every step of their
journey ensuring that they have a great experience starting from the recruiting process,
onboarding period and beyond. This all will help in reducing the attrition rate and help in
retaining of employees.
Compensation and benefits
It is recommended to payroll management to consider the following things:
Form a compensation team
Conduct a job analysis of all the positions
Evaluate the job and determine its grade
Determine the salary structure, whether the salary should be set at, above, below the
market price.
Determine what all benefits to be given to the employees
Get approval and review from the senior management
Key components of compensation and benefits
Base Pay
HRA
DA
Commission
Bonus/ Merit Pay
Travel/ Meal allowances
Benefits including- Medical/vacation leaves/Insurance
Suppose the salary of the Resort Manager is 12,00,000 per annum. So, his break up of salary
can be done like this
90% i.e (108000p.a) fixed salary and 10% variable
Monthly fixed pay = 108000/12 = 90000
Basic salary= 30000/-
PF deduction (12% Employee+ 12% employer contribution) = 7200/-
Gratuity = (4.81% of basic) = 1443/-
Monthly net salary (90000—7200-1443) = 81357/-
Salary head Amount
Basic 30000
HRA (40%) 12000
DA (50%) 15000
Special allowances 26707
Medical allowance 1250
Total (A) 84957
EPF (Employer contribution) 3600
Gratuity 1443
Total (B) 5053
Performance bonus (10%) 10000
Total (C) 10000
Gross salary per month (A+B+C) 1000000
CTC yearly 1200000
Performance Management
Today the workforce expectations are changing. Employees of today expect regular and
formal feedback, rapid career progression, and increasing the breadth of their career. The
performance manager should communicate to all employees what are they responsible for
and how are they going to be evaluated. It is recommended to use periodic 360-degree
feedback system.
Performance Manager should do the following things:
They should ensure the consistency among those performing well as well as help
those employees with average metrics to improve their performance.
Develop a detailed developmental plan for the employees who are lagging or not able
to perform well.
Don’t rate the employees good or bad at a particular-skills instead of that tell them
what they need to do more or do less
Avoid the common rating errors.
Don’t do comparison with their peers.
The 360-degree report should also provide recommendations from the reviewers.
Give the employees feedback during one-one meetings
Focus on describing your expectations and desired behaviours rather than describing
gaps
Commend your employees in front of their peers
Provide an honest assessment of employees work and guide them on how to go about
enhancing their performance.
So, this is the HR business Plan document that need to be followed by the Madison
Resort to make the strong HR department by following all these things. This can be
changed as per the changing environment.
