Frequently Asked Questions

Frequently Asked Questions


Q:
What are the aspects of life at OCLD that have the greatest impact on the newcomers each year?
A:
The meaning of the word 'professionalism'.


OCLD is not a finishing school or a graduate college. It is a place where you are groomed personally and professionally to become an effective executive with the Oberoi Group.


There is a lot of individual attention. The faculty and staff KNOW you.


The teaching-learning process is very interactive.


Regular, planned professional experience in the hotels provides a context for the ready comprehension of the principles and concepts.


" Theory is not learned unless it can be applied


Q:
I am a commerce student, in my final year at university. If I get into OCLD, will I be able to keep up with the people who have already completed three years at a hotel school?
A:
It might reassure you to know that many top managers in the Oberoi Group are graduates with degrees in other fields. We can't pretend that things are easy for graduates: they have a steep hill to climb, but nothing worthwhile is easy. The faculty, some of whom are graduates themselves, appreciate the challenges that will face you, and have planned each module so you can build your technical skills and knowledge step-by-step. The lessons are supported by printed summaries, reading and exercises to facilitate your understanding.


Q:
It does not seem fair that graduates are considered for OCLD. We made the decision to work in hotels three years ago, and have been preparing ourselves through the IHM diploma ever since. Why isn't our commitment recognised?
A:
For the Kitchen Management (KM) programme, we only recruit people who have a passion for food and who have spent some years developing their technical skills and knowledge. It would be impossible for a non-hotel graduate to have reached the level where we start the KM programme. However, there is no reason why college graduates should not compete for places in Guest Service Management (GSM) and Housekeeping Management (HM). The OCLD system is effective for people from all kinds of backgrounds.


Q:
I am working for one of the hotels in the Oberoi Group. If I apply for OCLD, it seems only fair that I should get preferential treatment because of my prior commitment to the company.
A:
Everyone walks into OCLD on his or her own merits. However, the selection process we use for internal candidates does differ from what we use for other candidates. Since they have already been found suitable for employment, there is no need for them to repeat the same preliminary rounds of OCER. Each year, a qualifying examination for internal candidates will be held at the same date and time at every hotel in the company. If the internal candidates are able to qualify, they will be able to compete directly with external candidates during the semi-final and final rounds, with the same chance as everyone else: no more, no less. We are looking for people who fit a certain profile. Working in our company, or any other company for that matter, might help improve one's experience, brush up one's image, or become more mature, but a fresh IHM or college graduate could still take precedence if his or her profile is closer to our ideal.


Q:
I have been working with the Oberoi Group for two years. My performance has consistently been 'Above Target'. Will that help me to get into OCLD?
A:
Your record of good performance as an Operations Assistant will always be an asset, since it means you have already built up a favourable impression amongst the people around you, with whom you will continue to interact throughout your career. However, at OCLD the emphasis will be on your potential as an effective executive. Your technical abilities and guest-contact skills will continue to be important, but OCLD will be looking for something more: organising ability, problem-solving and decision-making skills, creativity, initiative, and a passion for your profession.


Q:
Will having college graduates in the same class at OCLD, hold back those of us who already know a lot about the hotel business because of our IHM background and prior experience?
A:
The Foundation Stage enables associates from different backgrounds to come up to the same level prior to starting the next stage. Some modules, languages for example, are new for everyone. OCLD is not just about professional development. It is also about personal development. It doesn't matter whether you come from a college or an IHM, everyone will have strengths on which to build and weaknesses on which to improve.


Q:
How will two years at OCLD add value to what I learned in my three-year IHM diploma?
A:
Most of the faculty have been through OCLD and worked in the operations of our hotels for some years. They are therefore well qualified to teach you how things are done in the hotels of the Oberoi Group. Your previous learning would have been quite general, since it had to prepare you for a career in any and all sectors of the industry, with any and all employers. Our faculty can ensure that everything you learn is directly relevant to your career as an Oberoi Executive. They can go deeper into the subjects they know are important; focus on the professional skills they know you will need; ensure that you only learn the theory that directly applies in our hotel operations; and help you develop the right personal qualities.


Q:
If I am not working in the operational departments, can I still apply as an internal candidate?
A:
Sure. We have associates at OCLD who have worked in HR, in sales, even the gift shop. The main challenge is that you will still need to pass the National Qualifying Examination, which includes 50 questions with a bias on one of the technical specialisations: F&B, Front Office, Housekeeping or Kitchen. If you have absolutely no background in hotels, you may be better discussing an application as a private candidate with your training manager. If you do have a hotel background, then choose your favourite speciality and hit the books!


Q:
Do internal candidates have a great advantage when they are studying at OCLD?
A:
Internal candidates will obviously know at least one hotel well, together with its culture and expectations (especially its grooming standards, behaviour and attitudes). As an internal candidate, you must keep an open mind. After only 14 weeks, everyone will get 18 weeks experience working in a hotel. They will continue to work in three more hotels over a total of 48 weeks out of the two-years. So any advantage of being an internal candidate will quickly disappear!


Q:
What are the evaluation systems at OCLD?
A:
We take evaluations and appraisals seriously. You will get feedback on your performance, your attitudes and behaviour, all the time. We will encourage you to appraise yourself, to be willing to listen to feedback from fellow associates, from the faculty, and from mentors and supervisors when you are on professional experience. During the orientation programme at the beginning of the course, you will be given a copy of our Standard Academic Regulations, which will explain the evaluation system, clarify what you have to do to pass out of OCLD with the best possible results, and describe the penalties for poor performance.


Q:
How will the approach to learning at OCLD differ from my previous experiences of learning?
A:
Like most of us, your previous learning habits probably involved cramming for an examination, and as soon as it was over, forgetting what you had just learned. At OCLD, everything you learn will be needed for your career, so you can't afford to forget anything. You do this by learning through understanding, application and analysis. In the Foundation Stage, you will progress through a series of well-planned and integrated modules, which you will then apply during your first block of professional experience. This is 'learning by doing'. The next level represents a step up. Building on the Foundation, we will expose you to a higher level of knowledge, skills and attitudes, which you will consolidate during the next period of professional experience. The process continues, challenging you to reach greater heights of performance than you would have thought possible. At all stages, we will revisit, review, revise and repeat, to ensure that you never forget what is important.


Q:
I work for another hotel group. Will I be at any disadvantage if I apply for OCER or OCLD?
A:
It is not our practice to 'poach' from other companies. Whilst they may be competitors in some senses, in other ways they are our collaborators and colleagues. However, if you have decided to leave your current employer, we would be pleased to consider you for selection through either OCER, or possibly OCLD. You would not be at any disadvantage. To repeat what we have said elsewhere in these pages, everyone walks into OCLD on his or her own merits. We welcome candidates from many different kinds of background.


Q:
If I don't make it through OCLD, will I be able to try again next year?
A:
The doors never close. Some people come back a second or third time, and eventually get accepted. On the other hand, some people come back again and again, but never make it. Paradoxically, this might be the best thing that could happen. If they do not fit the profile, they would be unhappy at OCLD and never fit in. If you don't make it through OCLD, you should consider joining our company through OCER.


Q:
If I fail to get into OCLD, will I be at a disadvantage next year?
A:
First, if you don't get selected, you should not see this as a 'failure'. The chances are that you did not make any mistakes. It is just that we are looking for square pegs to fit square holes in our company. You might be an excellent round peg, but we are only looking for square pegs. If you pretend to be something you are not, you would simply become an uncomfortable round peg in a square hole. On the other hand, you might almost fit our ideal profile. You might almost be a square peg; just not quite square enough. In time, you might have acquired more experience, more focus, more confidence, and have become perfectly square. So you would definitely not be at any disadvantage. Of course, you could also still be a round peg - a brilliant fit for some other company, but still not what we are looking for in an Oberoi Executive.


Q:
What are the salaries through OCER?
A:
The only answer we can give is that we 'benchmark against the best'. The cost of living in various cities is quite different, and these differences have to be reflected in the pay. If we quote a take-home pay for one city, it might not be the same for another city. So rather than setting up incorrect expectations, let's just say that our pay and benefit packages are highly competitive.


Q:
What are the fees at OCLD?
A:
Since you are asking this question, it shows that you don't understand what OCLD is about. It is not a graduate college. It is not a finishing school. It is simply a unit of the Oberoi Group that manages the development and grooming of young people who have the potential to become executives with our company. There are no fees. They pay nothing. We pay them a monthly stipend.


Q:
Is there a bond at OCLD?
A:
We do not have a bond in the sense you mean. Taking only the stipend over two years, our investment in you is already over two lakhs of rupees. The total investment is about four times that. We are investing in our future by investing in your future. We expect a return on our investment, and so should you. Please do not accept a place at OCLD unless you are serious about your future as an executive with our company. Sometimes people need to move on at a certain point in their careers, but you should not start out with that intention. The only bond we have is a moral obligation between you and your conscience. If you join OCLD, it should only be because you are serious about becoming an executive with the Oberoi Group, and are willing to provide us with a dividend on our investment with your loyalty, commitment and contribution.


Q:
Why can't I specialise if I join the Oberoi Group?
A:
You might be a little confused here. One route to a career with the Oberoi Group is to start as a specialist in a support function such as accounting or engineering, but for these positions we only consider people who have a relevant degree or professional qualification. By contrast, both OCER and OCLD recruit young people for positions in the operations (F&B, kitchen, housekeeping, front office). Through OCER, you could start out as an operations assistant and build a career from there. OCLD recruits people with the potential to become executives. Later, when you are in one of the operations departments, further specialisation is possible, but we recommend a general approach first. Take the kitchen as an example. First, you need a general grounding to make you flexible and versatile. Later you may decide to specialise in Indian cuisine or pâtisserie, but as your career develops, you will always be able to switch back to a more general role if the need arises.


Q:
Will I ever become an executive if I start as an operations assistant through OCER?
A:
Everyone can become an executive, but we won't pretend that everyone will become an executive. The higher up the hierarchy one goes, the fewer positions are available. Beside, not everyone is capable of being an executive. However, many people have risen from the ranks and become senior executives with the Oberoi Group. You could choose to appear at a Recruitment Day a year or so later and try-out for a place at OCLD.


Q:
What are the possibilities of getting a transfer to another hotel during my career?
A:
The Oberoi Group is keen to retain high performers and facilitate their career development. Once you have shown your value, and if your circumstances are such that relocation is the only alternative, we will do everything we can to help. We may be able to hold a position in another hotel, and arrange a transfer for you. At executive level, transfers become a certainty, rather than a possibility. After two years or so, it is normal to be transferred to another hotel in a different position.


Q:
What are the chances of working for one of the Oberoi Group's overseas hotels?
A:
When we open a new hotel overseas, the opening team may include executives who will stay for between 6 months and two years to get the systems up and running. Our expectation is that they will also train the local people to take their places in due course. So, from time to time, there may be a possibility of working overseas, but you should not base your decision to join us purely on this relatively rare opportunity.

Before leaving this question, you should know that when people show great promise, we might send them overseas for various programmes. Some could last a few days, others a few months. Such programmes could involve experiential learning in an overseas hotel or restaurant, a course of higher education, attendance at a conference, or a familiarisation visit. We are serious about developing our young talent.


Q:
On what basis are candidates eliminated or chosen from Self Introduction Round?
A:
We look for people with good verbal and listening skills, confident body language, and the ability to interact with the rest of the group. People who say nothing or who cannot assert themselves, will not be able to show their potential, and so will not be chosen.


Q:
How fast can I grow through OCLD?
A:
The answer to this question will be quite personal. Promotion is driven by performance. Some people reach their top speed quickly and find themselves on the fast track. Others may need more time. Getting to the top, and finding you are ill-equipped to cope is not going to be in your best interests. So your mentors will counsel you to be patient, and to realise that every day brings a new learning experience. When you are completely ready, and the opportunity opens up, then you will be offered a new challenge.


Q:
What are you looking for in the trade test? Will it be too difficult? How can I prepare?
A:
Let us take the kitchen trade test as an example. We are not going to ask you to do anything advanced or showy. We just want to see if you know your basics. Can you work safely, cleanly and neatly? Are your skills of using knives, tools and equipment acceptable? Do you know the basic methods of cookery? Can you sequence your work so that everything is ready for presentation at the right time? You cannot really do much to prepare or revise, except maybe to practice. If you have what it takes, you will be able to do what is asked of you.


Q:
Why is OCLD seen as being so difficult and stressful? Why are people so afraid of OCLD that they do not even appear for the selection? Why is OCLD considered to be so 'out of reach'?
A:
We are sorry to hear that people are afraid of OCLD, but we also understand that some people instinctively know they are not ready for the challenge. We want to recruit the brightest and the best. Some people realise they are not the best. They may not have worked hard enough. They may not have the confidence or competence they need to become an Oberoi executive. We make no apology if some people think OCLD is out of their reach. Every year, we see thousands of candidates for only 24 places on each of our three courses. To help us identify the best out of so many good people means that we have to use increasingly challenging selection procedures. Some people may perceive that process as being difficult and stressful, but the people we are looking for will take it all in their stride. To some people, what they hear about life at OCLD might also sound difficult and stressful. Again, we make no apology. Nothing worth having is easy. Our associates are already self-motivated and ambitious. We only provide a supportive environment within which they can stretch themselves, challenge themselves to reach ever-higher standards, and be the best they can be. That can sometimes appear difficult and stressful to outsiders. Our associates gladly accept the pressure because they know that they are being groomed for a great future with the Oberoi Group.


Q:
Is it true that the people who graduate from OCLD have to lose their own personality and character to become 'carbon copies' of the Oberoi profile?
A:
We select our associates because they have great personalities and strong characters. It would be foolish to destroy the very qualities we prize. Talk to any two executives in our company, and you will see that their personalities, styles and interests are quite different. However, all Oberoi executives do have a few things in common. When we are at work, we are very serious about our guests, our company, our jobs, our grooming and our exemplary standards of behaviour. We share the Oberoi Mission, Vision and Dharma. We are proud to be a part of the Oberoi Group, and are comfortable with its culture. We are obsessed with quality. We continually try to exceed the expectations of our guests: we want to 'wow' them. We strive to improve the standards of our products and services every day. The company would never ask us to sacrifice those qualities that make us individuals, so rest assured that outside of our working lives, we also have a Life!