Tuli College of Hotel Management






TULI COLLEGE OF HOTEL MANAGEMENT NAGPUR ORGANISED the session on HR Expectations from New Employee, under capacity building  .From past 4 years we are organising the Capacity Building Program to develop the professionalism in students.
The session was conducted on 4th Feb 2022 by Mr.Jichendra Jena . Who has been training manager at hotel Surat Marriott.
His training profession is focused on providing an attitude training to hospitality professionals.

He has specially designed himself for Customer Service, Training Needs Analysis, Leadership, Time Management, Organizational Development, Facilitation, Performance Management, Soft Skills Training, Stress Management, Instructional Design, Team Building, Human Resources, Change Management, and he significantly much more.

He is having indestructible professional with BDTHS focused in hospitality and tourism management from utkal University of management in 2003 .
He had given a real examples and stories . He explained HR Expectations from New Employee,
“A year ago, we couldn’t find people for jobs in hospitality and tourism. Now we’ve got an abundance of well-qualified people.”
That doesn’t mean long-standing staffing problems have been resolved. In theory, all the cutbacks across the industry should have eased the usual talent crunch. But companies are getting so inundated with resumes, it’s harder to fish out the best candidates. And as the economy struggles to rebound from the slowdown caused by the coronavirus, many hotels and restaurants just don’t have enough business to hire more employees.
At the same time, the industry’s high-turnover environment remains. Hospitality jobs are known for being low-wage and low-skill. “One of the problems we’ve had forever and a day is the industry is generally a steppingstone to something bigger and better.” says Mr. Jena.
That means companies in the hospitality industry often compete for talent against employers in other industries that need people with similar skills. Hotels looking for managers may be up against nursing homes looking for directors. Restaurants that need chefs may be vying with community colleges that need teachers. “Hospitality employers are not only competing with each other for scarce talent, but also against the other employers for whom the same skills can be used,” he explains.
Another enduring problem is the lack of diversity at higher levels of the industry. The industry’s hourly workforce is diverse, but that’s not the case for management.
As a reckoning over race gripped the nation this year, many hospitality companies started evaluating the makeup of their workforces.
“There’s been such a huge focus on this, companies are turning internally and asking if they represent the world at large,”
Companies also need to grow their own diverse talent pools, J.Jena adds, through mentoring and sponsorship programs. Look at the pipeline into lower job levels and provide the support people need to progress, he says. “We have to look at the verticals that are feeding senior positions: How do we make earlier choices in the food chain to prepare for the long-term objectives of the industry?
”Employers should tackle the problem head-on, Tracey says. After receiving promotions, he notes, many women leave the industry because of family obligations, and so companies need to offer ways to help them manage family responsibilities while staying engaged at work.

The aim of the session was to set clear employee and performance expectations for each new person during the onboarding process. ... "The overall purpose of having performance expectations is to move toward a specific company goal and create workplace accountability from one employee to another.