RESPONDANT: MANAGEMENT

Size: px

Start display at page:

Download "RESPONDANT: MANAGEMENT"

Allison Isabel Lynch
6 years ago
Views:

1 RESPONDANT: MANAGEMENT A QUESTIONNAIRE ON HRD POLICIES AND PRACTICES OF TOURISM INDUSTRY AN EMPERICAL STUDY OF SELECTED TOURISM PLACES IN GUJARAT Respondents Profile (1) Name and address of the organisation : (2) Year of operations : (3) Form of the organization : (4) Total Investment of the project : (5) Awards / Merits achieved : (6) Any such information : NOTE: Please tick mark in appropriate box. Q.1 Which regulatory authority is managing this tourist place? (a) Temple Committee (b) Registered Trust (c) N.G.O (d) Government (e) Other (Specify) Q.2 What is the goal / mission of this organization. (a) To provide entertainment (b) To earn profit (c) To spread religion and spirituals (d) For social welfare (e) Any other (Specify) 1 of 22

2 Q.3 State the types of tourist visiting at your esteem place. (a) Local Residents (b) Tourists from the Gujarat (c) Tourist from other than Gujarat (d) International tourists (e) Others Q.4 State the category of tourists. (a) Individual (b) Family (c) Institutional (d) NRI (e) VIP (f) Other Q.5 Are you happy with the strength of tourist? Yes No If yes? Why? If No? Why? Q.6 What is the rhythm of tourist flow? (a) Regular (b) Occasionally (c) On a specific day (d) On an event (e) For certain duration 2 of 22

3 Q.7 How do you manage tourist flow in case of heavy rush? (a) With police protection (b) With internal security (c) With cooperation of local public (d) Special arrangement (e) Other ( Pl. Specify) Q.8 Do you maintain the record of tourists? Yes No If yes? How? (Pl. Specify) Q.9 Please State the facilities provided to the tourists. (a) Accommodation (b) Transportation (c) Lodging (d) Canteen (e) Counseling (f) Drinking water (g) Hospital / Medical (h) Cultural / Entertainment (i) Site seeing (j) Other 3 of 22

4 Q.10 Do you think tourism in Gujarat has developed fully? Yes No If yes? Why? If No? Why? Q.11 Please mention constrains associated with your place / organization (a) (b) (c) Q.12 State the new development for tourists at your place? (a) (b) (c) Q.13 Which of the following leadership style do your organization follows? (a) Autocratic (b) Democratic (c) Benevolent (d) Free-rein (e) Other (Pl. specify) 4 of 22

5 Q.14 What is the usual term of Human Resource Planning in your organisation? (a) Below one year (b) One to four years (c) Above four years Q.15 Please give the data on your Human Resource for the last five years. Year Managerial Skilled Unskilled Total Total Q.16 Please give the data on employees recruitment in your organization for the last five years. Total Recruitment Year Managerial Skilled Unskilled Total Total 5 of 22

6 Q.17 Which of the following promotion policies do you follow in your organization? (a) Seniority basis only (b) Merit basis only (c) Combination of above (a) and (b) (d) Other (pl. specify) Q.18 Please give the data on promotion granted to your employees. Number of promotion granted Year Managers Supervisors Workers Total Total Q.19 Which of the following training methods do you follow to train your employees? (a) On the job (b) Off the job (c) Other (please specify) 6 of 22

7 Q.20 Please give the data on number of employees trained in your unit for the last five years. Number of employees trained Year Managers Supervisors Workers Total Total Q.21 Please give the details on salary structure of your employees. (a) For managerial personnel (b) For supervisor (c) For others Q.22 Which of the following duration do you follow to evaluate the performance of your employees? (Please tick mark) Category Quarterly Half yearly Yearly Others (pl. specify) Managers Supervisors Other employees 7 of 22

8 Q.23 Which of the following methods do you use to evaluate the performance of your employees? Category Traditional Modern Combination of both Managers Supervisors Other employee Q.24 What is the average absenteeism found in your unit? (a) Below 5% (b) Between 5% to 10% (c) Above 10% Q.25 According to you, which of the following causes of absenteeism found for your employees? (a) Individual (b) Social (c) Religious (d) Other (pl. specify) Q.26 Please give data on employees turnover for the last five years. Year Employees turnover Total 8 of 22

9 Q.27 Please give data regarding strikes in your organization.(if any) Year No. of Strikes Reason Total Q.28 (a) Do you have a system of workers participation in management? Yes No (b) If yes, in which of the following forms do you have such a system? (I) Workers representative on Board of Directors (II) Works Committee (III) Advisory body (IV) Joint committee (V) Work council (VI) Joint management council (VII) Other (pl. specify) 9 of 22

10 Q.29 According to you, which of the following ideologies adopted for cordial HRD in your organization? (a) Idealism (b) Realism (c) Combination of both (a) & (b) (d) Other (Pl. specify) Q.30 Please state YES or NO in the following statements as per your belief. Yes No (a) Good job analysis and job evaluation certainly improves Human relations. (b) Intra and extra Human relations have a definite impact on HRD. (c) Plant site affects HRD. (d) Maintenance of good HRD is a big challenge. (e) Punishment to employees deteriorates the HRD. (f) Absence of effective collective bargaining process is Responsible for poor HRD. (g) Training to employees is the only solution to improve HRD. (h) Prejudices and biases of people working in organization is the key reason for disturbance in relationship. 10 of 22

11 Q.31 Name the recognized trade union functioning in your Organization. Also give its membership data. Name of T.U Members i) ii) iii) Q.32 Instruction A number of statements are given below describing the HRD climate of an organization. Please give your assessment of HRD climate in tourism Industry by rating your organization on each statement using the 5 point scale. Rating Point 1) Not at all true 2) Rarely true 3) Sometimes true 4) Mostly true 5) Almost always true Give your assessment by encircling the appropriate number. 1) The top management of tourism goes out of the way to make sure that employees enjoy their work ) The top management believes that resources are an important resource and that they have to be treated more humanly ) The human Resource policies in tourism facilitate employee development of 22

12 4) The top management is willing to invest a considerable part of their time and other resources to ensure the development of employees ) People in tourism are helpful to each other ) The psychological climate in tourism is very conducive for any employee interested in developing himself by acquiring new knowledge and skills ) Seniors guide their juniors and prepare them for future responsibilities / role they are likely to take up ) The top management of tourism makes efforts to identify and utilize the potential of the employees ) Promotion decision are based on the suitability of the promoted rather than on favoritism ) Performance appraisal reports in tourism are based on objective assessment and adequate information and not on favoritism ) Employees are encouraged to experiment with new methods and try out creative ideas ) When any employees makes a mistake his seniors y treat it with understanding and help him to learn from such mistakes rather than pushing him or discouraging him ) When behavior feedback is given to employees they take it seriously and use it for development ) When employees are sponsored for training, they it seriously and try to learn from the programmes that attend ) Employees returning from training programme are given opportunities to try out what they have learnt of 22

13 16) Employees are not afraid to express or discuss their feelings with their superiors ) When seniors delegate authority to juniors, the juniors use it as an opportunity for development ) Tourism ensures employee welfare to such an extent that the employees can save a lot of their mental energy for work purpose ) The objectives of the appraisal system are clear to all employees ) The HRD department follows up seriously the training need identified during appraisals ) Adequate importance is given for induction training in tourism ) Norms and values of tourism are clearly explained to new employees during induction ) Employees are sponsored for training programme on the basis of carefully identified developmental needs ) There is a well designed and widely shared training policy in tourism Q.33 Please give your opinion (in brief) on the impact of liberalization on HRD. 13 of 22

14 Q.34 Your suggestions to boost up tourism in Gujarat. (a) (b) (c) (d) Q.35 Your suggestions to improve the HRD Scenario in tourism industry ****** 14 of 22

15 RESPONDANT: EMPLOYEE A QUESTIONNAIRE ON HRD POLICIES AND PRACTICES OF TOURISM INDUSTRY AN EMPERICAL STUDY OF SELECTED TOURISM PLACES IN GUJARAT RESPONDENTS PROFILE (1) Name : (2) Designation : (3) Department : (4) Educational and Technical Qualifications : (5) Length of Service : (6) Total work experience (Years) : Q.1 According to you, How are the HRD in your organization? (a) Very Good (b) Good (c) Average (d) Poor (e) Very Poor (f) Cant say Q.2 Do you believe your organization make proper manpower planning? (a) Yes (b) No (c) Can t Say 15 of 22

16 Q.3 Do your organization follow scientific recruitment and selection procedure? (a) Yes (b) No (c) Can t Say Q.4 Which type of training progarmmes and methods you have undergone? (a) Induction training (b) Refresher s training (c) On the job training (d) Promotion training (e) Class Room training (f) Other(pl.Specify) Q.5 Are you happy with your present wage structure? (a) Yes (b) No If yes why? If No why? Q.6 Which of the following motivation an aspect retains you in the organization? (a) Reputation of the organization (b) Better work environment (c) Attractive wage structure (d) Job satisfaction (e) Good mgt. practices. (f) Other (pl.specify) 16 of 22

17 Q.7 Does your organization provides employee counseling? (a) Yes (b) No If yes, State the methods Q.8 HRD Mechanisms to Meet Developmental Needs IN PRAKS and their Possible Consequences on the Five Dimensions of Human Resources. Sr. HRD MECHANISMS No. 1 Accident 2 Annual gifts 3 Autonomy to work 4 Awards and rewards 5 Behavioral training programs 6 Benefits administration 7 Building industrial relations 8 Business meetings of departmental heads 9 Canteen facilities 10 Career guidance and planning 11 Climate survey 12 Communication schemes 13 Communicative forums (like information sharing meetings) 14 Community development programs 15 Continuing education 16 Counseling 17 Cultural activities 18 Dress code 19 Employee promotions 20 Employee state insurance 21 Exit interviews 17 of 22 INFLUENCE ON P R A K S

18 22 External deputation for training 23 Facilities for official tours 24 Family get together 25 Grievance handling 26 Group meetings 27 Happy hour get together 28 Housing facilities 29 Human growth lab 30 Incentives 31 Induction 32 In-house magazines 33 Job rotation 34 Leave travel assistance 35 Library 36 Loans / advances to employees 37 Management development programs 38 Manpower planning 39 Marriage gifts 40 Medical check up for those working in dust prone areas 41 Medical check up for older employees 42 Medical inspection in company schools 43 Medical reference to specialty hospitals 44 Meetings with trade unions and associations. 45 Participative forums (various committees and tasks forces) 46 Performance appraisal by superiors 47 Post retirement benefits 48 Professional circles 49 Protective gears / equipment 50 Providing liveries 51 Quality circles 18 of 22

19 52 Recreational facilities / activities 53 Recruitment 54 School for employee children 55 Self appraisal 56 Self development programs 57 Sports meet 58 Supervisory development programs 59 Technical awareness programs 60 Time office system 61 Township amenities 62 Training within the group of units 63 Training within unit 64 Transport facilities 65 Uniform 66 Union negotiations 67 Unstructured employee relations building activities 68 Vaccination programs for employees and their families 69 Worker education programs 70 Worker redeployment 71 Work place facilities 72 Works committee and labour relations committee 1. P = Physical Capacities 2. R = Relationship 3. A = Attitudes and Values 4. K = Knowledge 5. S = Skills 19 of 22

20 Q.9. Select your responses from the below mentioned five scale from no. 1 to Strongly disagree 2. Disagree 3. Neither nor 4. Agree 5. Strongly agree Please mark ( ) in appropriate box Sr. Statements No. 1 Human resources are treated as extremely important resources in the organisation. 2 Employees are helped to acquire the skills and gain competence in doing their jobs. 3 The top management makes efforts to identify and utilize the potential of the employees. 4 Employee in his hotel takes point to find out their strength and weakness from their seniors. 5 Delegation of authority to encourage junior is quite common in his organisation. 6 Employees at all the levels are considered for training. 7 Training in human skills is provided to develop human relation. 8 Training needs are identified before sending the employees to under take it. 9 There is a well developed Human Resource Information System in the organization. 10 When seniors delegate authority to juniors they use it as an opportunity. 20 of 22

21 Q. 10 Please tick mark ( ) against following facilities provided in your Hotel. Sr. Facilities Provided Rating Scale* No. E G A BA P NE 1 Canteen 2 Uniform 3 Housing 4 Transport 5 Provident Fund Scheme 6 Insurance 7 Gratuity 8 Leaves 9 Medical Check up 10 Bonus 11 Maternity benefits 12 Loan and Advances 13 School for employee children 14 Worker education programme 15 Career Guidance 16 Library 17 Leave Travel Assistance 18 Housing Loan 19 Cultural 20 Sports meet / facilities 21 Store 22 Marriage Gift 23 Crèches 24 Yoga / Meditation 21 of 22

22 *E = Excellent G = Good A = Average BA = Below Average P = Poor NE = Not Existing Q.11 Give suggestion to strengthen HRD in Tourism Industry ****** 22 of 22

STRENGTH AND WEAKNESS OF HRD ACTIVITIES

Page 136 of 230 CHAPTER 7 STRENGTH AND WEAKNESS OF HRD ACTIVITIES 7.1 INTRODUCTION Human Resource Development (HRD) aims at providing opportunities to individuals for full expression of their potential,