Hr strategies in thomas cook

HR sTRATEGIES IN THOMAS COOK. What kind of strategies thomas cook in followed that explain in this

1. HR STRATEGIES IN THOMAS COOK PRESENTED BY: KAJOL DAS DIVYANSHI SINGH

2. WHAT IS HR Human recourses(HR) is the department within a business that is responsible for all things worker related. That included recruiting, selecting, hiring,onboading, training ,promotion,paying and firing employees and independent contractors. HR is also the department that stays on top of new legislation guiding how worker ne to be treated during the hiring, worker , and firing process. A Well- functioning HR department ensure that a business has all of the right employees it needs, at the right time , at an affordable cost, an it help support the continued development of those workers, providing the company with an appreciating human asset .

3. THOMAS COOK TYPE : Public Limited Company FOUNDED : 1881 FOUNDED BY : Thomas Cook HEAD QUARTERS : Mumbai

4. SERVICES AND PRODUCTS India Holidays International Holidays Foreign Exchange Passport Services Flights MICE Hotels website:www.thomascook.in

5. USP(Unique Selling Product) OF THOMAS COOK One of the largest travel company in Europe and UK Provides affordable and accessible holidays to people  Global presence with services like Package holidays, flights, hotels, resorts etc. Increased Brand presence worldwide due to association with last Olympics Close to 20,000+ employees with the company Strong brand presence due to TVCs, online and print ads, and OOH hoardings Sponsorship of many events and sports teams has increased the brand presence

6. HR PACTICES AT THOMAS COOK Talent acquisition & selection Recruitment & selection Probation & confirmation Joining & On-boarding Promotion Rewards & recognition Training & development

7. THE CHALLENGE OF CHANGE IN THOMAS COOK ;UNITING 28000 EMPLOYEES REWADS AND MOTIVATION Both monetory and non- monetory rewards Based on behavior and performance in organization. Benefits to employees who worked for long (Contributory pension). Employee autonomy. Reinforcement theory. Strengthen positive behavior

8. JOB EVALUATION Job comparison ( according to pay and type) Gives importance to job to employees Either analytically or non-analytically. LAWS AND LEGISLATIONS Equality act Wage act Work and families Health and safety act Equal pay act

9. TRAINING AND DEVELOPMENT Done by the employment specialist Good and skilled employees Overall growth of the organization Increaseing the goodwill LINE MANAGERS Given more importance

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