SWATI PASARE

Training & Development

Training Needs Analysis and Planning

• ·Conduct an annual Training Needs Identification (TNI) process in January for all staff, followed by validation with Heads of Departments (HODs).
• Analyze the identified needs through a Training Needs Analysis (TNA) in February. Categorize them into technical and soft skill training areas, prioritizing based on frequency and discussions with HODs.
• Develop a tentative annual training calendar by February/March and release monthly training calendars throughout the year.
• Liaise with external training providers to identify suitable options and collaborate on program planning and coordination.
• Ensure training delivery effectiveness by partnering with training agencies and negotiating cost-effective solutions.
• Maintain comprehensive training records in accordance with ISO procedures. Evaluate and potentially optimize the HR Align portal for streamlining training management.
• Continuously improve Training & Development (T&D) processes by researching and implementing best practices and automation solutions.

Employee Performance Management System

Probationary Period Review:

• Conduct a comprehensive six-month performance review for all newly hired employees during their probationary period.
• Evaluate employee performance against established key performance indicators (KPIs) and performance objectives.
• Provide constructive feedback and identify areas for improvement.

Regular Performance Reviews:

• Implement a structured performance review process that includes:
• Monthly appraisal forms sent to employees and their respective Heads of Departments (HODs).
• Quarterly self-appraisal forms distributed to employees.
• Half-yearly appraisal forms sent to employees for review.
• Facilitate open communication and encourage employee self-assessment.

Post-Probationary Review Meeting:

• Conduct a one-on-one meeting with the HR Head after the completion of the six-month probationary period.
• Create a comfortable and open discussion environment.
• Review the employee's performance and provide feedback.
• Address any concerns or questions the employee may have.

Confirmation or Extension:

• Based on the overall performance evaluation, make a decision regarding confirmation or extension of the employee's probationary period.
• Issue a formal confirmation letter to employees who have successfully met performance expectations.
• Provide an extension letter to employees who require additional time to demonstrate satisfactory performance.

Internal Compliance

• Ensure Compliance: Monitor and ensure compliance with relevant training regulations, industry standards, and internal policies.
• Maintain Training Records: Maintain accurate and up-to-date training records to demonstrate compliance and facilitate audits.

Event Planning and Coordination:

• Coordinate all internal and external events, including festivals, celebrations, and conferences.
• Internal Event Hosting:
• Host all internal events, including annual celebrations, employee recognition ceremonies, and team-building activities.
• Ensure a welcoming and engaging atmosphere for participants.
• Facilitate interactions and networking opportunities.
• Coordinate all internal and external events, including festivals, celebrations, and conferences.

Internal Event Hosting:

• Host all internal events, including annual celebrations, employee recognition ceremonies, and team-building activities.
• Ensure a welcoming and engaging atmosphere for participants.
• Facilitate interactions and networking opportunities.

• Summary:
• Under the Ashdan hotel management there are three properties with the room of sixty-Eight, two restaurants, two lounge bar, five banquet and one gym with the help of handling 100+ staffing, recruiting more for reopening properties

Recruitment & Selection:

• Managed the entire recruitment process, from identifying talent needs to onboarding new hires (e.g., sourcing, screening, interviewing, offer negotiation).
• Utilized diverse sourcing strategies (e.g., online platforms, referrals, professional networks) to attract qualified candidates.
• Developed and maintained job descriptions that accurately reflected departmental needs.

Employee Engagement & Retention:

• Implemented various initiatives to foster employee engagement (e.g., team-building activities, talent showcases, recognition programs).
• Conducted exit interviews to understand employee motivations and identify areas for improvement.
• Developed and implemented employee retention strategies.

Employee Relations & Administration:

• Managed employee relations, providing support and guidance on a range of issues (e.g., performance management, leave requests, policy clarifications).
• Maintained accurate and comprehensive employee records (e.g., attendance, leave, payroll, benefits).
• Processed all joining and leaving formalities (e.g., onboarding paperwork, exit clearances).

Additional Responsibilities:

• Designed and implemented seasonal hiring plans for different hotel departments.
• Managed compensation and benefits plans.
• Oversee employee payroll processes.

Tools & Technologies:

• Proficient in HRIS software and MS Office suite.

• Summary:
• Under the Kishore Aware Hospitality there are Resort with Room of Twenty-eight, Eight Cottages, 150 cover of Maharashtrian Authentic restaurant, one Bar, Two Banquet and One Lawn with the help of 65+ staffing