HR Policies of Pearl Continental
HR Policies of Pearl Continental
Taken by Hashwani Group in 1985
Name changed from Intercontinental to Pearl
Running under holding company Pakistan
Service Ltd(PSL 1958)
We are committed to dynamic growth and service
excellence built upon our heritage of traditional
hospitality. We strive to consistently meet and surpass
guests, employees and others stakeholders
expectations. We feel pride in making efforts to
position Pakistan in the forefront of the international
. Review benefits/compensation etc.
Recruit new personnel whenever it receives Vacancy
Notices from any of the department.
Imparts induction and on-going training to the employees.
Job analysis explains the core area and
capabilities required to perform a specific job
Under job analysis followings heads are comes:
Job descriptions are lists of the general tasks, or
functions, and responsibilities of a position.
Skills and Efforts.
Outlines of the Duty.
Whom to Report the Task
Everything is mentioned in it for the employees
in a very detailed manner.
Job specification mean what is the requirement
of the organization
Qualification of employee
Experience of employee
Personal attributes required for the job
Interpersonal skills and communication skills.
Job evaluation refers to studying in detail
the job performance by all individual
Complexity of the job
Experience Required for the Job
Company Need for the Employee for that Job.
Abilities required performing a Job.
Creating a pool of well qualified and talented
candidates and choosing the best candidate
from that pool.”
Need for a job
In case a dept feels to fill a vacancy, HOD of a
particular dept sends a requisite form to the
Personnel Manager. In this form head of the
department specifies whether the position is for a
new employee, replacement, qualifications
required and their respective justifications. This
requisition form is sent to Personnel Manager
and General Manager respectively for their
.Reason for new vacancies
Words of mouth
Employment agency contacts
Mostly walk-in interviews are a part of
selection method being followed by the HR
PC Rawalpindi has also tried consulting
Central Bargain Agents for hiring employees
but it failed to come up their standards.
Eligibility of candidates
CV‘S are consulted at the time of need
Interviews(walk in interview).
Working of selection board
Role of HR Department:
Role of Staff officer
Role of Human Resource Manager
Role of concerned dept
Role of General Manager.
Human Resource Manager.
Asst Personnel Manager.
Head of Vacant post dept.
Following are the tests taken by HR Manager
Tests are taken in an informal way.
A letter of confirmation and opinion is sent by
HR Dept to the previous organization to check
the experience and reliability of the candidate.
personal misunderstandings are not
A booklet of rules and regulations is issued to
each newly selected employee to introduce the
basic rules of the Hotel.
An employee also spends some time with each
department to have an overview of the Hotel’s
complete way of working.
This Dept is closely assisted by HR Development (HRD) i.e.
under taken by Training Manager along with an Assistant.
This training is organized within the Hotel.
Through dedicated and trained staff..
The new enrolled staff is employed and observed for 3-9
months of probation period.
Detailed orientation of all the departments is given
On the job training is conducted
Employees who have the potential to rise
further are chosen and trained for the next
To improve the skills of employees, frequent
seminars, lectures and departmental briefings
Performance appraisal is being done on monthly
basis in PC Hotel and record is also maintained
.The main purpose is to create competitive
environment in the Hotel.
To provide feed back to employees, employee of
the month is selected.
Same in the case of supervisor.
Compensation basically is the program that
encourage reward performance.
Ability to pay and skill of an employee are also
kept in view while devising various pay scales.
Pay structure is design to control, the effect of
inflation, pay compression and pay raises.
Following are the rewards that are given to
Employee of the month.
Supervisor of the month.
Promotion to the next rank.
Free meals during working hours and free
laundry for the uniform.
Birthday cake for employees.
Inter and intra departmental relations are
developed through frequent interactions.
Special meetings are held in case of any
Internal problems of employees are solved
through mutual understanding and cooperation
The importance of Human Resource Management in an
organization cannot be denied.
In case of a Hotel industry it gains more importance
where a large number of diverse workforces have to be
handled by the management.
We have concluded that in PC Rawalpindi HRM is
running in a very organized and systematic manner.
Because of their dedication and commitment to their
Human Resource Manager
Attique –ur- Rehman
Human Resource Coordinator
051-556601 (Ext. 5870,5692)