holidays

CHAPTER 1: THE WORLD THROUGH OUR SENSES

1. Sensory Organs and Their Functions Sensory Organs and Their Stimuli
2. Humans being had five main sensory organs, which are skin, nose, tongue, ears, and eyes.
3. Sense detects stimuli, that is changes in surroundings (around us).
4. Five senses: i. sight ii. hearing iii. touch iv. taste v. smell
5. Senses are part of the body called sensory organs.
6. Changes or object that can detect by our senses are called stimuli
7. The ability of the sensory organs to detect stimuli is called senses.

All the sensory organs are complete with sensory receptors, that is the nerve endings that can detect stimuli. Stimuli Sense Sensory organ Light(Brightness, color) Sight Eye Sound Hearing Ear Touch, heat, cold, pain, pressure Touch Skin Sweet, sour, bitter, salty Taste Tongue Smell or odors Smell Nose The World through our senses Light and sight Sound and hearing Stimuli and responses in plants Touch (skin) Smell (nose) Taste (tongue) Hearing (ear) Sight (eye) Properties of light Vision defects Optical illusions Stereoscopic and monocular Properties of sound Reflection and absorption limitations stereophonic.

Structure of the human nose.

• a. The human nose has a cavity lined with epithelium tissue.
• b. On the surface of the epithelium tissue are the sensory cells known as olfactory cells.
• c. The surface of the nasal cavity is moist because of the mucus secreted by the cells of a gland.
• d. The nasal cavity has a pair of external opening (nostrils) which have hair to filter dust from the air inhaled through the nose.

The nose detects smell in the following way. The inside of the nasal cavity produce mucus v The chemical vapor entering nose during breathing dissolves in mucus. The dissolve chemicals stimulate the smell receptor at the top of the nasal cavity. The smell receptor then produces impulse which is sent through the nerves to the brain. The brain interprets/evaluates the smell. When we have a cold or flu, a lot of mucus is produced. The smell receptors are surrounded by this thick layer of mucus and vary little of chemical vapor gets to the smell receptors. Therefore, the smell receptors do not get stimulated enough to effectively function as a sensory organ of smell. 6. The sensitivity of the nose towards stimuli is influenced by the following factors: PMR 05 i. The strength of the smell. A stronger smell will be detected by the nose easily compared with a weaker smell. The presence of mucus in the nose. A lot of mucus will reduce the sensitivity of the nose.

FUNCTIONS OF DIFFERENT PARTS OF THE HUMAN EAR

Part function OUTER EAR Pinna collects and directs sound waves into the ear canal. ear canal / auditory canal transmits sound waves to the eardrum. The eardrum vibrates and transmits sound waves to the ossicles. MIDDLE EAR Ossicles intensify the vibrations of the sound waves by 22 times before transmitting to the oval window. Eustachian tube balances the air pressure at both sides of the eardrum. Val window transmits sound vibrations from the middle ear to the inner ear.

INNER EAR

Cochlea transforms sound vibrations into impulses. semicircular canals balance the body position. auditory nerves send messages to the brain which interprets the messages as sound. Limitations of hearing. We cannot hear all the sounds around us. Different people have different limitations of hearing. For example, old people generally cannot hear as well as young people. Our eardrum becomes less sensitive to sound as we grow older.  To overcome the limitations of hearing, we use i. the stethoscope – enables the doctor to detect the soft heartbeats of patients. ii. hearing aids – collects sound signals before being sent to the middle ear. iii. amplifier – boosts weak sound signals.

In my opinion, I believe that the Great Depression was the most significant factor towards the growth of the Nazi Party as this was the time when the Nazi Party grew rapidly from only 12 seats in May 1928 to 107 in September 1930 and became the second largest party in Germany, following after the KPD. This was down to the economic crisis in the aftermath of the Wall Street Crash, which weakened the Weimar Republic by discrediting its policies, consequently making the democratic politics less popular.

The government seemed powerless to stop the depression, especially because Stresemann, an influential democratic politician, had died in October 1929. The government knew that they couldn’t print any more money due to the hyperinflation back in 1923 so Chancellors, Muller and Bruning, raised taxes, cut wages and reduced unemployment benefit. However this resulted in the unemployment rate continuing to rise to 6 million by early 1933.

The German economy was extremely vulnerable at this point, as they had lost their short-term foreign loans so beggars, bootlace sellers and match sellers preoccupied the streets of Berlin and the government became the ‘scapegoat’ for these economic disasters. There was now less support for the Weimar Republic than ever before and middle class democratic parties associated with the Republic declined and people turned to extremist alternatives such as the Nazis, which led to a rapid increase in votes. Therefore, it is clear to see that the Great Depression was the main reason why the Nazi Party grew between 1929 and 1932.

Furthermore, Nazi Propaganda is less important than the Great Depression towards the growth of the Party but also had a large part to play as Goebbels’s propaganda techniques marked a new approach in electioneering. The Nazis used ‘up to date’ technology such as loudspeakers, which were placed in every workplace and public area to ensure that everyone heard the Nazi’s views and cheap radios made sure the Nazis could gain votes from distant areas such as East Prussia without even having to travel there.

They also began to use modern vehicles like cars and aeroplanes, not only for the practical purpose of transporting Hitler quickly between places, but also to project a contemporary statesman-like image. This form of propaganda was particularly used in the Presidential campaign of 1932 where Hitler came second after the re-elected Hindenburg. The Nazis also showed their mastery of propaganda by using mass rallies to create an atmosphere so emotional that all members of the audience would have to give in to them.

These concert-like events included uniforms, torches, music and flags to intensify the effect. One of the Nazis most well known methods of propaganda was their slogans, both vague and direct, for example, “to make Germany great again” which appealed to everyone and anyone or “blood and soil” which was directed purposely at farmers, persuading them that the Nazis really cared for them and would try their hardest to improve their facilities.

Ultimately, Nazi Propaganda was necessary for the acquisition of power by Hitler and the growth of the Party, however by itself it was not enough in view of the Nazi Party’s failure to achieve and absolute majority. In addition, the Sturmabteilung, otherwise known as the SA, storm troopers of brown shirts, were also of crucial importance to the increase in Nazi votes as they were used at mass rallies to provide an image of strength to attract anti-communists voters and at the same time, intimidated political opposition and even the government as they held a well deserved reputation for thuggery.

By 1932 the SA had become a large force of 300,000 and by early 1933 the only alternative to Nazi-inspired civil war appeared to be Hitler becoming Chancellor. Therefore, the SA was one of the main reasons for the growth of the Nazi Party, although it was not the most important. Finally, the growth of the Nazi party would have never happened without the vital role played by the fear of Communism.

Ordinary Germans, particularly businessmen and farmers, were frightened of the Communists taking over in their own country. Communists didn’t believe in religion, so this worried churchgoers too. From the start, Hitler said he would fight Communism and he sent his own private army, the SA, to fight with Communists hence by 1932, persistent street violence between the extremists of left and right was taking hold in cities and in the month of July 1932 alone, 86 people were killed as a result of these political fights.

Hitler gained much support from the middle and upper classes, which included businessmen, landowners, and factory owners and so on because he promised to deal with the Communist threat. Therefore, it is clear to see that this factor played a major role in the Nazi Party’s growth however, in my opinion, it is the least important out of the four factors that I have stated. In conclusion, none of these factors can be viewed in isolation and the Nazi Party wouldn’t have grown as much as it did without the combination of all of these factors as they link together.

In many ways, although the Great Depression is the most important factor, the growth of the Nazis would never have happened without the other three factors, especially the use of Goebbels’s propaganda techniques, as these aided the Nazis into becoming better known so people could turn to them as extremist alternatives to the middle class democratic parties associated with the Weimar Republic after the Depression.

Also, without the help of the SA and the fear of communism, the German population may have turned to other parties instead of the Nazis. Another link is that the fear of communism helped set up the importance of the SA as their violent actions towards the communists showed their strength to appeal to anti-communist voters and began to intimidate the Nazi’s challengers. Therefore, ultimately all the reasons are closely connected and without each other, thing may have turned out very differently for Adolf Hitler and the Nazi Party.

It’s not easy, and maybe impossible, to see into the mind of another person and evaluate his true goals and motivations. Exploiting Employees When stores open, they are taking their employees away from their families. I personally feel that the stores are putting the dollar ahead of the welfare of their employees. When stores open, they are taking their employees away from their families no matter what day it is. If this is a problem in itself, any employment outside the home (and sometimes inside) is an ethical issue.

And if “taking employees away from their families” is equivalent to “putting the dollar ahead of the welfare of their employees,” then it’s always doing so, whether or not it happens to be the fourth Thursday in November or the Friday after that. People who choose not to work on Thanksgiving will be hurt if they lose their jobs or miss some of the biggest commissions/tips of the year by not going. If working on Thanksgiving is a deal breaker to you, get a different job. If it’s not, then just get on with it and stop griping about it. It’s like moaning and groaning every time a baby needs a diaper change.

It’s just part of the deal. Common Good While most agree that businesses need to make a profit, the concept that businesses exist to increase shareholder value is not unanimous. It has been claimed that businesses exist to serve the common good. This is a foundation of socialism, where profit is seen as exploitation of the workers. In America, there has been a push by people such as Ralph Nader, to establish a charter for corporations that would allow government oversight to confirm that corporations are indeed serving the common good.

Under this system, if a corporation is determined to be detrimental to the common good, its charter could revoked and the corporation would be forced to stop operating. The problem thus far is that we have two seemingly opposite theories for the role of a business. Using our operating definition of ethics, the ethics for an organization whose role is to make profit are different from the ethics of an organization whose role is to serve

How strapped for cash are you? Where does your family live? What’s your relationship with them like? How sentimental are you about specific holiday rituals? People will differ. This Thanksgiving there are going to be people with jobs at the Gap who wish they weren’t working Thanksgiving but feel that they’d lose their jobs if they weren’t willing to take an extra shift. There are also going to be people with jobs at Radio Shack who wish they could earn some extra cash and get out from under that credit card debt.

They were a couple in their late thirties, and they looked unmistakably married. They sat on the banquette opposite us in a little narrow restaurant, having dinner. The man had a round, self-satisfied face, with glasses on it; the woman was fadingly pretty, in a big hat. There was nothing conspicuous about them, nothing particularly noticeable, until the end of their meal, when it suddenly became obvious that this was an occasion—in fact, the husband’s birthday. And the wife had planned a little surprise for him.

It arrived, in the form of a small but glossy birthday cake, with one pink candle burning in the center. The headwaiter brought it in and placed it before the husband, and meanwhile the violin-and-piano orchestra played “Happy Birthday to You” and the wife beamed with shy pride over her little surprise, and such few people as there were in the restaurant tried to help out with a pattering of applause. It became clear at once that help was needed, because the husband was not pleased. Instead he was hotly embarrassed, and indignant at his wife for embarrassing him.

You looked at him and you saw this and you thought, “Oh, now don’t be like that! ” But he was like that, and as soon as the little cake had been deposited on the table, and the orchestra had finished the birthday piece, and the general attention had shifted from the man and the woman, I saw him say something to her under his breath—some punishing thing, quick and curt and unkind. I couldn’t bear to look at the woman then, so I stared at my plate and waited for quite a long time. Not long enough, though. She was still crying when I finally glanced over there again.

Crying quietly and heartbrokenly and hopelessly, all to herself, under the gay big brim of her best hat. Purpose of the story is that Appreciation is the best reward of the hard work in close relations. In story the woman wants to surprise his husband on his birthday, for that purpose she arranged cake for him and also she dressed a big hat which shows her happiness on that occasion. But at last the husband shows a rude behave. Literary devices used by Narrator: Devices used by narrator to show efforts did by wife to surprise. 1. Glossy birthday cake 2. One pink candle

3. Served by headwaiter 4. Music of violin-and-piano The women walk with a huge hat to show excitement on her husband’s birthday. Hot behave of husband to show that he is now happy with his wife excitement. Opposite to narrator ( not included in answer) . The women walks in with a huge hat [looking for attention] and grabs a seat. The man is want a simple birthday party with dinner only. The waiters come out with a huge PINK cake. It sounds like the women is doing much for her husband, and is excited. He says something short yet hurtful and she bursts out in tears.

Attention here once again. It was a pink cake and the man wasn’t looking for to much attention, and narrator seems to direct all the attention on the cake purchased by wife. Therefore when reading it, you may think at first, how rude of the man. But analysis shows that hey, it wasn’t really all his fault, the women was trying to make a scene. But we can’t see this because of the narrator is watching from a far and doesn’t show the thoughts and emotions. Reference: 1. www. sccollege. edu/projects/433/Birthday%20Party%20K. %20Brush. doc

Introduction

This report is a research about human resource and cross cultural diversity of Holiday inn. Almost all professional’s work with different cultural backgrounds and communication styles. Developing communication skills with different people requires honesty, trust and respect. In this report the main objective will be about how holiday inn manages its employees and the aspects of managing cultural diversity. There will be descriptions about the HR policies and how holiday inn overcomes its problems relating to HR.

Company background

Holiday Inn is a subsidiary of Intercontinental Hotel Groups (IHG).IHG operates 7 brands of hotel worldwide and the headquarters are in the UK. The chain includes

1. intercontinental hotels and resorts
2. crown plaza hotel and resort
3. holiday inn express
4. stay bridge suites
5. holiday inn hotels and resort
6. hotel indigo
7. candlewood suites

Holiday Inn is a stylish hotel which offers refreshing simplicity. Holiday Inn is the most recognized hotel brand in the world with a global reputation for service, comfort, value and location. After the prelaunch of Holiday Inn, today it has come up with its many chains and sub branches like holiday Inn Express, Holiday Inn Club Vacations and Holiday Inn Garden Court. With over more than 3000 branches worldwide and 65 in the UK it has become the largest hotel chain.

Its main aim is to full fill customer’s desire and employees need. That’s why holiday inn has come up with value offers; priority club rewards occasion’s offers for the comfort of its customers. For easy access it also provides online booking, lend rooms for meetings, conferences and many other such facilities for more comport and ease of customers. This hotel is conveniently located and you can find them through out the world or just outside the Airport. Today, Holiday Inn is proud to be an Official Olympic partner 2012 in London. This will include hosting the world’s athletes and welcoming them to Holiday inn family. They also be providing flexible employment so that they can earn while train.

History of the Company

The foundation of Holiday inn was in 1952. It was opened in Memphis, Tennessee by Kemmons Wilson. He also wanted to provide less-costly accommodations for families. So he teamed-up with Wallace E. Johnson. Kemmons Wilson first came up with the idea to team-up following a road trip to Washington, D.C. He claims to have been so disappointed with the quality of the roadside motels he encountered, that he wanted to do something that would bring change. The name of the Holiday Inn franchise was originally provided as a joke by architect Eddie Bluestein. Bluestein was making reference to the Bing Crosby movie. The chain grew dramatically in 1957, following the chain’s official renaming as Holiday Inn. Within one year, there were over fifty Inns throughout America. In 1968, the 1000th Holiday Inn opened in San Antonio; Texas. In 1970’s The Holiday Inn chain led the motel market, putting a huge amount of financial pressure on more traditional hotels. It also set the standard for copycat competitors like Days Inn, Ramada Inn, Best Western and Howard Johnson’s. When Wilson was featured on the cover of Time Magazine in 1972, there were over 1,400 Holiday Inn hotels worldwide. The decision to include indoor pools at many of the chains, further brought customers flocking through the doors.

Wilson retired from his work with Holiday Inn in 1979. Holiday Inn lost its dominance over the market in the 1980s. In 1988, the franchise was bought by Bass Brewers, which would later become the InterContinental Hotels Group. Two years later, the Holiday Inn Hotels located in the United States were also purchased after Wilson sold his remaining interest in the company. Holiday Inn is still a name that can be used by leasing the brand franchise from InterContinental who holds the rights to it. In January 2002; the company produced a new 130-room “Next Generation” prototype hotel to rebuild the brand. It included a bistro-like restaurant and an indoor pool. The first of these prototype hotels, the Holiday Inn Gwinnett Center, was built in Duluth, Georgia, in 2003.On 24 October 2007; IHG announced a worldwide prelaunch of the Holiday Inn brand. The prelaunch is “focused on delivering consistently best in class service and physical quality levels, including a redesigned welcome experience [and] signature bedding and bathroom products…” The first prelaunch Holiday Inn opened in the USA in the spring of 2008. Currently there are more than 2,500 prelaunch Holiday Inn brand hotels around the world and the Holiday Inn global brand prelaunch process is on track to be completed by the end of 2010. In September 2008, IHG announced the creation of a new timeshare brand, Holiday Inn Club Vacations, a strategic alliance with The Family of Orange Lake Resorts. Holiday inn relaunch was the biggest relaunch ever in the history of hotel industry.

Jane Bednall from Holiday Inn said: “The Holiday Inn relaunch is all about focusing on what matters most to our guests – a modern, contemporary hotel with friendly efficient service and offering a great night’s sleep. We’ve teamed up with Diversity to bring this to life for our guests in a fun and entertaining way and to mark our 100threlaunched hotel in Europe. The “Dance Inn” not only shows off what a relaunched Holiday Inn hotel looks like, but also gives people some great moves for the dance floor.”

Features of Holiday Inn

1. 9 Floors
2. 120 Guest rooms
3. 68 Double Bedded rooms
4. 52 Single Bedded rooms
5. 8 Suites
6. 1 Special rooms for disables
7. Downtown
8. Cocktail Longue
9. Gym
10. Swimming Pool
11. Travel Desk
12. 3 Restaurants
13. Car Rental desk
14. On-site business facilities
15. Kid Suites room

Organizational Chart

Holiday inn organizes its management in a very authentic way. The organizational chart is a vertical one where the General Manager is the main head of the organization and if in absences of him/her the executive secretary is in charge. The chart shows a centralized power and formal control system. This essentially indicates that there is a routine task for every department and strictly emphasis on its rules and regulations. This helps to smoothen in the operation of the organization which clearly defines who is responsible for what. Also, helps to provide a consultation on what the organization core and culture is about and how to proceed the organization infrastructure to support those needs.

The HR holds the responsibilities in formation of the hotel and its employees. HR has

HRM Activities

There are certain rules and process to be carried out by the HR department for a refined performance in the hotel by the employees and the heads themselves.

Planning

Planning is a process to accomplish goals. It should be real depending upon the activities. Holiday Inn basically follows 5 planning rules.

a. Long term plan

Long term plan is achieving respect from every traveler by being the number one choice and to earn revenue for the establishment of a better business.

b. Short term plan

It’s main focus to be friendly and caring with all its customers and to give comfort feeling of stay.

Normally, Holiday Inn focuses in short term plan. The plans are made accordingly to its financial matters entirely by the management department. Furthermore, the term “Manning” is also applied by the HR manager in the hotel. In this process the HR has to maintain a proper record of employees working in a specific year and to maintain the number of employees.

c. Benchmarking

As Holiday Inn is a franchise of Intercontinental Hotel Group (IHG), it has to maintain a standard of benchmarking of hotels competing against ING.

d. Contingency Planning

Every organization has a contingency plan for every department. For Example, In Holiday Inn, The contingency plan in the HR department is, if the chief chef leaves the hotel for any reason the hotel will hire a trained chef for a certain period of time under contract basis until Holiday Inn finds its own chef.

By having a contingency plan it helps the organization to avoid halt of operations during emergencies and helps to cope with unexpected situations and developments.

e. Participatory Planning

This plan refers to involvement of every staffs and workers in the hotel to formulate and carry out a plan. Different employees inspire different plan which helps for further decision. The HR is responsible to make sure every employee has an implemented plan, this leads for a better efficiency of work in the hotel.

The main objective of planning is to focus on future demand and to get the right people with right number of employee in the organization. The Human resouces Process needs to be implemented which helps for future personnel needs , cope up with sudden and future change, create highly talented personnel and internal expansion with good reputation of the company.

Job Analysis 

HR plays the major role in job specification, description and performance standards. The first step is to complete a formal job analysis for each position. Holiday inn evaluates the information provided by concerned department heads. The observation and interviews are the major sources taken care by the HR department.

Holiday inn has a certain rules for job analysis where step by step process is implemented.

Firstly, they check the job information with accuracy then write a job description based in the information proved and determine the skills, abilities and knowledge that is required.

In this process all the involvement of employee is untaken for collecting job related information’s, duties and responsibilities. Mainly job analysis is considered as gathering information, processing them, giving job description and specification.

Holiday Inn makes its analysis by observations, interviews and questionnaire’s where specialists are assigned in co operation with manages, supervisors and employees. To design a job, the specialists are required where HR plays the role in recruitment, Selection, training and other practices in the Hotel of employee. Lastly, the job analysis form or samples is printed with job title, job description, reporting person duties and responsibilities.

Employee Recruitment

Employee recruitment in simple term is recruiting qualified employees. There are certain regulations to be followed by the HR manager for recruitment process. The HR manager is responsible for designing and implementing the process that will fulfill the industry’s needs. Furthermore the HR is responsible for finding sources of applicants, writing and placing the advertisements, contracting agencies and schools.

Holiday Inn divides its recruiting process in two terms:

Internal Recruitment:

This type of recruitment is mostly in practice in Holiday inn. Here, it focuses in present employee’s application for required position. Then if there is any reference from current or former workers is taken under consideration.

External Recruitment:

External recruitment is a difficult part for the HR manager. Finding a candidate from outside the organization needs a lot of thinking. The effectiveness and success of the organization depends on the external recruitment process. External recruitment done in this hotel is placing advertisements in new papers/radio/television, contacting universities/colleges/institutes or agencies, walk-in interviews, etc

The HR department of Holiday in practices its recruitment process in six stages.

1. Planning
2. Strategic development
3. Searching
4. Screening
5. Evaluation
6. control

Selection

Different hotels have different selection process. It basically depends upon the managerial policies. Selecting a candidate is a long process from the time of interview to final contract. HR manager has all the responsibility to hire the person/candidate with the best abilities, skills and knowledge. The format of Holiday Inn in selection process is

1. Taking application forms
2. Screening the forms
3. Interviews selected forms( job interview and personal interview)
4. Testing( oral and written tests)
5. Selection in probation ( which takes 3 months time)
6. Background and reference check
7. Physical examination
8. Hiring on the basis of permanent or part-time contract.

Once a candidate is hired his/her performance is evaluated every month by the supervisors. Holiday inn selection is made positively supporting the diversity and selection is made according to the requirement of the job.

Orientation & Placement

After the selection process is over Holiday inn introduces each employee to its new job, co workers and organization. This is done for the comfort of new employees. Orientation about every department and every employee is given which normally takes 2-3 weeks. Placement is giving the right job to the new candidate. Mainly assessment classification is placed for newly hired employee.

Training & Development

Training and development activities are carried on in order to implant specific skills, knowledge and ability in an employee. Holiday inn believes that effective training is the success of a hotel.

There are two techniques which holiday Inn implies:

On-Job Training:

This type of training requires planning and supervision for effective development in practice and employee oriented capabilities. This training is cost effective. Assigning workers in sales, food & beverage department, check in, check out positions are practically done in training. Furthermore, list of sequel steps are that should be correctly followed and required materials/tools are provided for effective training. In the end, feedback from every candidate is undertaken and evaluated.

Off-job Training:

The three main focus of off-job training is in-house, external and independent.

Where, in In-house lectures, demonstrations and technical knowledge is provided.

External focuses on discipline concerned with hospitality and finally independent focuses on training methods controlled and managed by the learner himself. Which includes, computer assisted learning and interactive visual learning.

The training process of Holiday inn is categorized as:

1. Assessing training needs
2. preparing the training plans
3. specifying training objectives
4. designing the training program
5. selecting the structural methods
6. completing the training plan
7. conducting the training
8. evaluation the training
9. placing further training (if required)

This process helps in developing the potential in every employee to make a long term successful career.

Performance Appraisal 

Performance appraisal is the actual performance of an employee, behavior on duty and potential for future. It is generally done for the promotion or termination on an employee. There are different methods of appraisal in different hotels but commonly used is rating scale method which is either done on day to day performance or questionnaire.

Challenges of performance Appraisal In Holiday Inn

1. create an Excellence in culture and environment for every employee
2. encourage the employee to make their own decision without the fear of failing
3. provide and implement new challenges
4. Developments of growths for skilled employees.

The main process of Appraisal is:

1. To set objectives of Performance Appraisal
2. Establish job expectation
3. Design an Appraisal programmer
4. Performance interview
5. In use of appraisal data.

360 DEGREE PERFORMANCE APPRAISALS

360 DEGREE appraisal involves process of receiving feedback from people whose views are considered useful for future. 360 degree feedback is typically provided in a form indicating skills, behavior, and scoring judgment process.

Employee Relations

Taking in consideration, with the ride of misbehaviors and unethical practices taking place in age, gender, religion discrimination and harassment, there needs to be a fair treatment to every employee. The HR department acts in involvement as liaison between entities, agencies and employees who should properly address and resolve the issues. For better performance, positive relation between organization and employees should be well maintained. Holiday inn basically concerns better relation of employees in the following:

Employee remuneration

The HR department determines the remuneration policy. In holiday inn, the external and internal factors are taken under consideration which deals with factors like cost of living, labour laws, economy, ability to pay the employees, performance appraisal, incentive payments. The hotel provides incentives to its well being employees which is decided by the HR manager.

Employees Benefits and services

The benefits and services provided by the hotel is Insurance, social secutity, worker’s compensation and even pay for not working hours such as annual leaves, sick leaves, casual leave, maternity leaves.

The furthermore services provided are:

1. One time free lunch and twice tea break
2. Discount on hotel rooms and food
3. Appreciation letter
4. Award for employee of the month.
5. Employee Welfare

The term refers in taking care of the worker’s. it also refers in recognizing the value of workers, motivating them, building up local hotel reputation and minimizing social evils. The HR department has one more role to participate in and keep the record of health of every employee.

Industrial relation:

Holiday inn firstly established its relation with Gulf Oil Corporation in 1963, which was a long tern contract but ended up in 1982. In the past, the hotel went through many conflicts due to its name and logos. After the relaunch of Holiday Inn and becoming a subsidiary of Intercontinental Hotel Groups, it became success in establishing its reputation again in the hospitality industry.

Today Holiday inn has many contacts with many other industrial brands such as a collective agreement with national automobile, aerospace and transportation of Canada. IHG announced in August 2010, that it has signed a franchises agreement with Alianza Fiduciara for building up a new branch of Holiday Inn in Columbia. There are more than 55 holiday inn brand in German’s and some is under constructions. Holiday Inn plays a major role in participating in IHG’s guest’s loyalty programmer.

Managerial Diversity

Managerial diversity is simply the differences between people of different gender, ethnic group, personality, color, background, education and so on. The Hr manager needs to effectively deal with the change, adaptability and communication of the employees in the organization. Holiday Inn is ready to spend resources in the management of diversity. But there are some challenges of diversity which arises such as communication which is a major problem in an organization, the resistance to change, which majority of the employee do not accept. The implementation of diversity in workplace is important aspect to think for the HR. holiday Inn one of those hotels which allows every employee to express its views and ideas.

Recommendations

When strengthening competitiveness take place many industry choose internal management actions including training and education and announcing employee pay role which is a lot of burden for the HR department. In Holiday Inn, to achieve progress there should be innovation of culture within the organization, which can help to cope up with arising challenges. The HRM should participate on more advice of management at all levels about implication of various practical policies. Programs such as job enrichment, incentive system should be purposed. More female worker should be introduced without any discrimination. The communication barriers needs to overcome and should be ready participation on adapting change. Many workers refuse to accept the fact of cultural changing in workplace. There should be proper tranined, motivated and more importantly flexible workplace. There is a very lengthy process of recruitment which should be minimized. Involvement of every employee should be taken in consideration of executive diversity. The hotel should permit the employees to join the crew on a permanent basis. Lastly, the hotel should participate in some corporate social activities as it is a part of the social well-being.

Conclusion

Hotel industry has similar work policy. Holiday Inn is a well known hotel which changes according to traveler’s need. It has made ease for every customers with online reservation facilities. The good HR policy will not only be the policy which only considers HR function with care but consider them as a culture of hotel policy. In Holiday Inn, employee care is the first policy. This gives a comfortable feeling to the employee which motivates them to work with interests. The working environment is quite friendly which helps employees to discuss their problems without hesitation. There is no discrimination made regardless age, gender, color, nationality, disabilities and so on. The responsibility of HR is much higher in Holiday Inn. The problem arising in HR department is systematically resolved .The cultural diversity is sometimes the major problem which should be taken under consideration .Lastly, as economy became global the work force becomes diverse .The Hotel’s success depends on how it manages the diversity in the work place. Therefore, evaluation of organization diversity policy and plans for the future is completely necessary.

References

1. http://www.streetdirectory.com/travel_guide/12514/careers_and_job_hunting/how_hr_works_to_get_the_job_done.html
2. http://www.scribd.com/doc/27129689/Holiday-Inn
3. http://www.scribd.com/doc/20896686/Holiday-Inn-HRM
4. http://www.qualobster.eu/doc/Definition%20of%20Diversity%20Management.pdf
5.  http://www.scribd.com/doc/22945926/HR-Practices-in-Hotel-Industry
6.  http://en.wikipedia.org/wiki/Holiday_inn
7. http://www.ihgplc.com/index.asp?pageid=409
8. http://download-reports.blogspot.com/search/label/Hotels%20and%20Recreational%20Business
9. http://encyclopedia.jrank.org/articles/pages/1168259/Holiday-Inn.html
10.  http://www.answers.com/topic/cross-cultural
11. http://www.ihgplc.com/index.asp?PageID=57&NewsID=2370
12. http://www.lrb.bc.ca/cas/WTI19.pdf
13.  http://www.hospitalitynet.org/news/4050312.html
14.  http://www.diversityworking.com/employerZone/diversityManagement/?id=9

When it comes to Christmas, what more can we say…Of course if it is the most be loved holiday of the year, a celebration of hope, understanding, sharing and the list remains open. Let’s forget about the “materialist” face of Christmas, about worries concerning the presents and think only of the pure joy of spending the short time with the dearest one. In my family, the Christmas “fever” starts a week before.The first days are reserved for buying the gifts, carefully chosen for each member of the family.

The next days, my mother is busy with preparing the Christmas dinner. The main kind of meat served during this meal is pork. A Romanian tradition is to sacrifice the pig on Saint Ignat’s day, and we respect it, than we make sausages and put some pieces to smoke. Before Christmas Eve, my mother cooks pork aspic, cabbage rolls, we call them “sarmale” and puts the sausages and steaks into the oven.After these come the sweets: sponge cakes with wall nuts, Turkish delights, raisins and the Christmas pie with sweetened cheese and raisins. All this time my father and I choose the “right” fire-tree and beautify the house with lights, artificial snow and other decorations. During the Christmas Eve afternoon, all the family adorn the Christmas tree and we go to church.

In the evening we return home and wait for “Santa” listening Christmas songs (some of them sung by carol singers who wander from one house to another).We love Stefan Hrusca, the most famous Romanian carol singer, and Dean Martin, Nat King Cole and Bing Crosby. In the Christmas morning we open the gifts and we are always surprised and happy. After all this comes the Christmas meal when the entire family gathers round the table enjoying that we are together and celebrating the birth of baby Jesus. Chirita Ciprian Marius Clasa a XI-a A