Employees Personal Values Essay Example

disappointed by the actual experience. (Bibb.S, 2010) The importance of an Employee Personal Value or Employee Value Proposition lies in the significant benefits it can bring to an organization. According to research from the Corporate Leadership Council, a well-planned and executed EVP can offer numerous advantages.

The productivity of new employees can be enhanced by 29%, while new hire compensation costs can be reduced by 50%. Moreover, the probability of employees becoming advocates can increase from an average of 24% to 47%. Additionally, an effective Employee Value Proposition (EVP) enables organizations to tap into passive candidates and access a wider pool of talent in a challenging talent market.

According to demographic predictions, population growth will vary greatly in different parts of the world. Some countries will experience a decrease in population, making it challenging to find talented individuals. On the other hand, countries like India will see significant increases in population, which can make it difficult to attract the right talent from a potentially vast pool. This will pose future challenges for organizations and emphasize the importance of having an effective Employee Value Proposition (EVP). (Bibb.S, 2010)

About IHCL

IHCL is a member of the TATA Group, which aims to enhance the quality of life for the communities it serves. The hospitality industry, to which IHCL belongs, is a central component of the travel and tourism sector. This sector is recognized as one of the world's fastest-growing export industries and contributes approximately 1% to the global value added. Moreover, it accounts for 6% of global exports, constitutes nearly 30% of global trade in services, generates 10.7% of global employment, and

stands as India's third largest export industry.

The Taj’s People Philosophy

“The employee at Taj is seen as a valuable asset and the true source of profit. They are the primary reason for our survival. The implementation of the TAJ People Philosophy demonstrates our dedication to and trust in our employees. We strive for an organization with a distinct philosophy, where we can value and nurture individuals from within.” (Chandran, 2012) - Bernard Martyris, Senior Vice-President, HR, IHCL.

The Taj brand combines a rich heritage of upholding values important in a culture of excellence with opportunities for participating in the company's growth. The key to the company's success in this growth is the Taj employees and their selected talent. Taj recognizes its employees as crucial stakeholders in reaching new levels of service and guest satisfaction. Every employee at Taj represents the culture and spirit of the company. The Taj 'magic' is defined by passion, the pursuit of excellence, inclusivity, warmth, and a dedication to delighting guests with the highest standards of service.

The commitment and dedication exhibited by every employee at the Taj sets it apart from other hospitality companies. Working at the Taj offers individuals the chance to continually improve and grow in the hospitality industry. The Taj stands out due to the wide range of products, properties, and people it encompasses. A service-oriented mindset is fostered at the Taj, which emphasizes the importance of quickly responding to guests' needs, paying attention to detail, delivering exceptional service, and ensuring guests are always satisfied. Additionally, employees have the freedom to explore opportunities and develop leadership skills in a supportive environment

through a comprehensive program available to all executives.

The Taj provides a safe environment that encourages employee expression and self-confidence, fostering personal growth and success. The Taj also offers an internal mobility process that allows employees to freely move between functions, hotels, and disciplines, enhancing their skills in a self-discovery environment. There are numerous opportunities for career choices and the potential to transfer to other Tata companies for talented professionals, making a career with the Taj highly appealing. (IHCL, 2012)

Working Environment

The Tata Group Company has implemented the Tata Code of Conduct, which all employees have agreed to and signed. This code includes clauses on national interest, regulatory compliance, and ethical conduct, which are meant to ensure that human rights are respected at every level of the organization. It also ensures that the company's global operations are in accordance with local and international regulations. (IHCL, 2012)

IHCL is an equal opportunities employer, providing equal opportunities to all employees and qualified individuals, regardless of their race, caste, religion, colour, ancestry, marital status, sex, age, nationality, or disability. Tata company ensures that all employees are treated with dignity and in line with their policy of maintaining a work environment that is free from any form of sexual harassment, whether it be physical, verbal, or psychological.

Service Level Agreement: Regular audits are conducted both onsite and offsite to ensure that contractor payment of wages, insurance, provident fund, etc. comply with national and local legislative requirements. Prompt action is taken if there are any instances of non-compliance.

The right of association and the right to collective bargaining were exercised by

a significant number of employees in the year 2005-06. Out of the total workforces eligible for bargaining, over 90%, which equals to 2920 employees, were members of trade unions or independent workers committees. Among them, 15.10% were affiliated with external bodies, while the remaining 84.90% were part of independently managed unions and committees. The Indian Hotel Company Employees union, being the largest union, has been active for the past 25 years.

The Tata Code of Conduct makes it mandatory to comply with all applicable legislation, including the prohibition of child labor and forced and compulsory labor.

The Tata Code of Conduct on Equal Opportunity is responsible for eliminating discrimination in employment and occupation. It sets the policy framework to address these issues. The ethics counsellor process is utilized to raise and resolve concerns related to the TCOC clauses, ensuring compliance and monitoring. (IHCL)

IHCL offers various programs to cater to the learning and development needs of their employees. One such program is the Special Thanks and Recognition System (STARS) launched by the Taj Group in March 2001. STARS serves as a loyalty program that aims to motivate employees to go beyond their regular duties and enjoy their work. Additionally, it acknowledges and rewards outstanding performance by hardworking employees. Martyris is credited with the creation of the STARS system.

The system was created based on Taj's core belief that happy employees result in happy customers. Called STAR, this system was available to all employees at all levels of the organization and was active throughout the year. Its main goal was to identify, acknowledge, and reward exceptional employees. The STARS program was heavily

promoted within the group of hotels and among its 18,000 employees worldwide, the majority of whom were from India. In 2002, the STARS system gained global recognition for the Taj Group of Hotels when the group won the Hermes Award for best HR innovation in the global hospitality industry (Chandran, 2012).

The Special Program for Employee Education and Development Plus (SPEED+) is an extension of the SPEED program, designed to accelerate career growth for high-performing executives. Its main objective is to offer top-notch training to selected candidates, enhancing their knowledge, skills, and abilities, enabling them to take on higher responsibilities in their field. SPEED+ specifically caters to the career aspirations of executive-grade front-line associates. (IHCL, 2010) MI University

To improve our ability to quickly share and apply knowledge, IHCL has started a new E-Learning portal called Mi University. This portal provides associates from around the world with access to a variety of learning opportunities. Mi University is a robust system that combines technology with over 300 courses from prestigious universities such as Harvard and Cornell, as well as the American Hotel and Lodging Educational Institute. Each course has been carefully chosen to develop specific leadership skills and offer an impactful learning experience. Currently, there are over 6,000 associates actively using Mi University.

Conclusion: Employees are crucial for any organization, and without efficient employees, no organization can function properly. Employee personal values, also known as Employees Value Proposition (EVP), are an agreement between the organization and the employee. Every organization has the right to expect personal values from employees in exchange for their contribution and performance. IHCL, the largest hotel company in India,

has unique programs aimed at retaining their effective and efficient employees by providing services for them and their families. Currently, there are over 18,000 employees working at IHCL. The TAJ group prioritizes career growth and a comfortable working environment to ensure that employees can work harmoniously and produce effective results.