“Information Technology for Competitive Advantage in Human

Resource Management- A Case Study of Taj Hotels,Resort and

Palaces (I.H.C.L)”.

Article By:

Milind

milind02021980@gmail.com

+91-8793336444, Fax No- 0240-2381112.

Institute of Hotel Management

Aurangabad, Maharashtra, 431001, India

(University of Huddersfield, U.K.)

Taj Hotels, Resorts & Palaces (IHCL) – A TATA Enterprise

Rakesh Katyayani

rakesh.katyayani@gmail.com

+91-9273533855, Fax No- 0240-2381112

Institute of Hotel Management

Aurangabad, Maharashtra, 431001, India

(University of Huddersfield, U.K.)

Taj Hotels, Resorts & Palaces (IHCL) – A TATA Enterprise

Abstracts - This study examine the effectiveness of information technology

use in Taj Hotels Resort and Palaces (I.H.C.L) with specific tools on the effects

of I.T user’s attitude and the role of Human Resource Management on the level

of I.T issue.

Aim and Objective- of this study will discuss about the benefit of I.T

application in Human Resource department in different stage in Taj Hotels

Resort and Palaces (I.H.C.L).

Research Methodology- This study will be based on expert interviews with

Human Resource Manager Heads, Information Technology heads of Taj Hotels

Resort and Palaces (I.H.C.L) corporate office, different hotels units of Taj

hotels (H.R & I.T ) heads and staff at different level from different department

for the satisfaction level from HR department .Structure questionnaire will be

administered to find out the detail study of effectiveness of I.T in HRM .The

nature of this paper would be theoretical and empirical.

This research paper will discuss about the effectiveness of information

technology aspect which has been used by IHCL hotels in Human Resource

department at all levels.

Key Words- Information Technology, Human Resource Management,

Competitive Advantage, I.H.C.L, Users attitude, Effectiveness.

Introduction:

Taj hotels resorts and palaces & it`s subsidiary are collectively known`s as The

Indian Hotels Company Limited (IHCL) and is recognize as one of Asia`s

largest and finest Hotel company. Founder of the group is Mr. Jamsetji N.Tata

which has been incorporated by the founder of the Tata group. The Taj, a

symbol of Indian hospitality completed its century year in 2003. The first hotel

opened by the company in the year 1903 The Taj Mahal palace hotel Bombay.

Taj Hotel Resorts and Palaces has 93 hotels in 55 location across India with an

additional 16 International hotels in Maldives, Malaysia, Australia, UK, USA,

Bhutan, Sri Lanka, Africa and the Middle East. Taj cover all the location range

from length and breadth of the country, industrial town and cities, beaches, hill

station, historical & pilgrim centre and wildlife destinations, each Taj hotel

often the luxury of services the apogee of Indian hospitality, modern amenities

&business &recreational facilities,

IHCL has luxury, premium, mid-market & value segments of the market

Taj (Luxury full service hotel, resorts & palace):- Flagship brands for

luxury.

Taj Exotica :- is an resort & spa brand

Taj safaris :- For wildlife

Vivanta by Taj Hotels & Resorts :- For the work hard play hard traveler

across metropolitan cities.

The Gateway Hotel (Upscale mid-market full service hotel and resorts) :-

For business and leisure travelers.

Ginger (Economy Hotels) :-For value segment for simplicity and self

service.

Spa :- For wellness and well being.

Taj Air :- Luxury private jet

Taj Sats Air Catering Ltd :- The largest airline catering service in South

Asia.

Indian Institute of Hotel Management, Aurangabad :- Since 1993.

1. Objectives:

The objective of the study is to gain an understanding on the status

To examine what I.H.C.L company can achieve by using Information

Technology in Human Resource Department.

To study and examine the effectiveness of information technology use in

Taj Hotels Resort and Palaces (I.H.C.L) with Human Resource

Management.

To find out the future strategies and future plans related to Information

Technology and Human Resource Management by I.H.C.L.

2. Research Design and Approaches used:

Research was carried on through depth interviews of I.T department and

Human Resource department at four business units and corporate office of

I.H.C.L in India. In this categorization we have covered I.T managers and

Human Resource Manager and at corporate level we have covered I.T Heads

and Human Resource Heads. The concerned Head’s have been interviewed by

the authors. All the required qualitative research parameters were maintained in

the process. Internal and departmental strategy meeting related to I.T and HR

were attended by the author as an observer and in some cases as participant.

Research ethics do not allow the author to source many in-house strategies.

Twenty respondents were covered in this qualitative brand research in Mumbai

(Corporate Office), and four business units of Taj hotels resorts and Palaces.

3. Literature Review-

The role of technology, particularly information technology in defining and

revitalizing corporate strategy has evolved over the lost forty years or so. In the

1960`s and 70`s computers were confined to glass cabins and sometime as

departmental number crunches. Information strategy was always seen as

something that been defined. It was only with the introduction of the personal

computer in the early 1980`s and the subsequent spread of the networking

phenomenon that changed the role of information technology from being a

passive consequence of corporate strategy to pre- requisite to the development

of strategy. The pull facture exerted on the corporation by given by rapid

advance in information are technology, particularly in the area of intro –

organization and inter-organization communication. According to kenter

(2003) today`s human resource (HR) takes cover an ample variety of activities

requiring very different skill sets, from compensation and benefits

administration (highly quantitative) to employee relation ( highly qualitative).

Lewin`s (2003) statement the use of technology by HR has proven to assist on

the improvement of business performances. (Some book review on I.T. &HR.

The role of Technology that play on today`s human resource management.

Human Resource management system (HRMS) or Human Resource

information system (HRIS), it refers to the system and process between Human

Resource management &information technology. This merge HRM & it`s

basic HR activities and processes with Information technology field.

Programming of data processing system called as enterprise resource planning

(ERP) software. Human Resource department function is generally

administrative in all the organization. Basic HR function consist of tracking

existing employee data when cover entre detail of any employee. Human

Resource Management System covers:- Many organization have done beyond

the traditional functions and changed & evolve HRMIS when help in

recruitment, selection, job placement, performance appraisal, employee

benefits, health safety and security.

HR initiatives for building a high performance work culture IT Initiatives

by I.H.C.L - The Oracle HRMS system which was launched last year has been

implemented across most hotels in India. This has provided a platform for

conducting day to day HR through an electronic medium and has also

enhanced reach to the workforce. An online Performance Management System

module for has been developed and will be available for use in the next cycle.

Along with achieving efficiencies in people processes, the implementation of

these modules is crucial in creating and sustaining a robust capability

assessment and development system. The organization has launched an online

Learning Management System with over 300 training modules available for

operations and support functions. With addition of more modules in the coming

year Mi-University would emerge to be a robust capability building platform

for the workforce. In order to systematically execute and measure the

organization’s strategic objectives, an online tool for managing the Balanced

Score Card has been implemented. This software system is currently being

implemented in all hotels and will provide complete visibility of the

organization’s strategic direction after implementation. The organization has

also launched a computer literacy drive across its workforce with the intention

of having a 100% computer literate workforce. (Source- The Indian Hotels

Company Limited, A TATA Enterprise, 110TH

Annual Report 2010-2011).

Facts & Findings.

Taj hotels palaces and resorts using information technology in Human

Resources management are as follows after interview and all discussions-

Attendance – They are using STAR it’s a biometric machine which is helpful

in making payroll and it includes statutory compliance for employee benefits.

In this technology no employee need to do punch in and punch out. Data are

directly retrieved from this machine and finally it helps to prepare payroll and

other benefits.

Second software they are using called Prism- It is entire payroll process

software.

HRMS is Software which is finally includes both the STAR and PRISM. This

HRMS has been started in 2010 by I.H.C.L.

Benefits of HRMS-

Transparency

Entire recruitment process

Leave Management

Performance appraisal system

Duplication of work is avoid

Long term data preservation

Data transfer from one unit to another unit to another unit

Transfer is easy

Availability of data across all units and corporate office

No manual jobs

Security of data

Probation is all easy

Lot of paper work is reduced

All statutory compliance is available

Executive holiday plans

Internal recruitment process is easy.

TMTP and HOMT and TMT for working employee on supervision to all

executive level

International M.B.A’s from Cornell through I.H.C.L for working

Sr.Executives.

Another initiative has been taken by Taj for employee carrier progression

and Job recognition.

Stars- Motivational Program

Internal circular for transfers and movement and requirement

Taj Bujj- Awareness within the organization.

Executive holiday plans are easily processed through HRMS

Employee satisfaction survey

E- Learning

Mi- University,

Training and Development and

Two website- www.tataworld.com and www.tata.com.

The Taj's 'stars' shine bright

The Taj Group of Hotels won the Hermes Award 2002 for the best

innovation in human resources in the global hospitality industry

It’s celebration time for Bernard

Martyris, senior vice president

(human resources), Indian Hotels,

and with good reason. The Taj

Group of Hotels has just won the

Hermes Award 2002 for the best

innovation in human resources in the

global hospitality industry. The

prize, an elegant statuette in Daum

crystal, takes pride of place on the

work desk of Mr Martyris, who

received the award on behalf of the

Taj Group at a function held in early November

2002 in Paris. ( Source www.tata.com)

Conclusion & Recommendation.

Today as shown in this paper, THCL has taken initiative in the field of Human

Resource Management with Information Technology has presents very

effectively and productive.

References-

1.Kenter, R (2003). Foreword. In M. Effron, R. Gandossy, & M. Goldsmith

(Eds.), Human resources in the 21st century (pp. vii-xii). Hoboken, NJ: John

Wiley&Sons.

2.Lewin, D. (2003). Human resource management and business performance.

In M. Effron, R. Gandossy, & M. Goldsmith (Eds.), Human resources in the

21st century (pp. 91-98).

Related Websites.

www.tajhotels.com

www.tataword.com

www.tata.com