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ACKNOWLEDGEMENT

My most sincere gratitude is reserved for Prof. Jagji


t Singh (Exec. President) for being a moral inspiration at all times.
My heartfelt thanks go to Ms. Neena Madhura (Asstt. Director) who was a pillar o
f support both morally and physically. She helped at times when there was loss o
f direction. My gratitude shows also to her advice and ideas which were readily
given during the whole project.
And thank you to all the gentlemen and ladies at the travel agencies I visited w
ho helped me, Ms. Bhavna Pandey Sr. officer HR-ITH, Ms. Rachna Kamra GM-HRD, MER
CURYAdmn. Mgr. TCI.

synopsis
The Travel Industry in India has been around for quite a while and has generated
a lot of employment opportunities. Direct employment in tourism within India is
over 10 million while it is estimated that tourism may indirectly employ around
20 million people. In India and abroad this field has seen a lot of specializat
ion.
The project report is an in-depth study that gives an insight on the following a
reas. It throws light on functions of HR department, its Personnel Policies, Pro
cedures and Programs which provides a background knowledge of the discipline of â Man
agement of HRâ .
The report discusses the topics bearing on the employment and development of hum
an resources. It lays emphasis upon HR planning, recruitment and selection proce
ss, including testing, induction and interviews, promotions and demotions, trans
fer, absenteeism, employee training and performance appraisal.
The report also dwells on the subjective area of human relations with some stres
s on inter personal relations, disagreements, grievance, which are inherent part
s of this science of personnel management. It relates to problems and solutions
to the said areas.
It describes the levels of hierarchy in an organization and the various levels o
f authority, which is a formal chart or structure that indicates the chain of co
mmand and the titles that have been assigned to the managers and other personnel
.
The research undertaken was of an exploratory nature, wherein tools such as pers
onal interviews, questionnaires etc. were used.
There were of course limitations, most of which beyond the normal course of thin
gs, which might show up at various places in the project.
The conclusion talks about the earning experience from the whole exercise undert
aken. The analysis of the total situation takes place here.
INTRODUCTION
People are an organisationâ s most important asset.
The Importance of personnel management is being increasingly realised in organiz
ations. In most organizations the problem of getting competent and relevant pers
ons, retaining them, keeping up their motivation and morale, and helping them to
both continuously grow and contribute their best to the organisation, are now v
iewed as the most critical problems. Organizations have realised that human reso
urce are most valuable than other resources, and that their proper management ca
n tremendously help the organizations to maximise the utilization of other resou
rces,
The Problem: Critically examine the field of HR in the Travel Industry the sampl
e being Three Large Sized Travel Agencies.
INTRODUCTION
People are an organisationâ s most important asset.
The Importance of personnel management is being increasingly realised in organiz
ations. In most organizations the problem of getting competent and relevant pers
ons, retaining them, keeping up their motivation and morale, and helping them to
both continuously grow and contribute their best to the organisation, are now v
iewed as the most critical problems. Organizations have realised that human reso
urce are most valuable than other resources, and that their proper management ca
n tremendously help the organizations to maximise the utilization of other resou
rces,
The Problem: Critically examine the field of HR in the Travel Industry the sampl
e being Three Large Sized Travel Agencies.
stresses involved and the development of the Human Factor in the Indian Scenario
. The selected Agencies for study were Travel Corporation Of India Ltd. (TCI), I
nternational Travel House Ltd. (ITH ) and Mercury Travels Ltd.
Assumptions: Some hypotheses were made before the start of the project, most of
which came out to be true, and some were rejected because the truth differed. Th
ese were:
â ¢ At entry level selection is made through tests and interviews. As seniority leve
ls grow, there are multiple interviews.
â ¢ Recruitment is done through placing ads, through placement agencies, personal re
ferrals.
â ¢ Depending upon the requirements of the a person suitable for the job and who is
adequately experienced, is chosen.

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