An Applied Research Project Proposal On HRM

AN APPLIED RESEARCH PROJECT
PROPOSAL
ON
HOW THE HUMAN RESOURCE MANAGEMENT
SYSTEM IMPACT ON ORGANIZATIONAL AGILITY AND
IMPLICATION OF WASTE MANAGEMENT SYSTEMS
OF INDIAN LOCAL SELF GOVERRNING BODIES IN
KERALA STATE AT ATTINGAL MUNICIPALITY
Submitted to:
(KERALA UNIVERSITY)
MBA 405 PROJECT-APPLIED RESEARCH METHODS FOR
MBA204 HUMAN RESOURCE MANAGEMENT
BY
MBA 405 PROJECT MANAGEMENT
APPLIED RESEARCH METHODS FOR MBA204 HUMAN RESOURCE
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SHAJI VISWANATHAN
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AN APPLIED RESEARCH PROJECT PROPOSAL ON

AN APPLIED RESEARCH PROJECT

PROPOSAL
ON

Submitted to:
(KERALA UNIVERSITY)
Submitted By:
(xxxxxxxxxxxxxxxxxxx)
Submitted On:
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(xx/xx/xxxx)
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MBA 405 PROJECT-APPLIED RESEARCH METHODS FOR

MBA204 HUMAN RESOURCE MANAGEMENT
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CHAPTER-1
1. 0 INTRODUCTION AND BACKGROUND OF THE RESEARCH
According to Oates, (Oates, 2009) Research is the creation of
new knowledge, using an appropriate process, to the satisfaction
of the users of the research.
The
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insight of research (Oates, 2009) consists of a particular type of day to

day thinking as well as it
creates new knowledge by identifying the
problem, gathering data or evidence to address the problem with analysing
and interpreting data, likewise collect more data to draw a conclusion. In
addition the charataristics of a superior research depends adequate and
appropriate data sources, accurately recorded and properly analysed
without any hidden assumptions with a well founded conclusion with proper
presentation.
Refers
to (Business Dictionary, 2013), research is systematic

investigative process employed to increase or revise current knowledge by
discovering new facts and it is classified into two general categories, such
as basic research and applied research, the basic research is inquiry aimed
at increasing scientific knowledge and applied research is an effort aimed at
using basic research for solving problems or developing new processes,
products, or techniques
Therefore research is a course of action of detailed and systematic

investigative study of a subject matter and extracting new sense or increase
or revise current knowledge or by gathering and analyzing body of
information and extracting new meaning or developing unique solutions for
problems or specific topic. Moreover, the research is to find answer to a
research question by implying the research process within a frame work of a
set of philosophies or approaches using procedures, methods and
techniques and tested its validity and reliability. In addition the research
should be designed to be unbiased and objective, besides that the research
should satisfy the characteristics of research, such as process of data
collection, analysis and interpretation of information should be controlled,
rigorous, systematic, valid and verifiable and also empirical and critical.
The administrative structure of democratic Indian Union starts from the
Union central government of India to state governments, the state
government has divisions (LSGI) of districts, blocks and villages, besides
that, based on population there are municipal corporations, municipalities
and city councils with sub divisions of wards. (Appendice-1)
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The decentralization initiated by the 73rd and 74th amendment Acts of the
Indian Constitution has given greater responsibility and powers to the local
bodies for local planning, effective implementation and monitoring of
various social and economic development programmes. In Kerala, the
process of decentralization launched at the beginning of 9th Five Year Plan
as the Peoples Plan Campaign was restructured and named as Kerala
Development Plan during the Xth Plan and a number of innovative steps
were taken to strengthen and institutionalize the decentralization in the
State. During XIth Plan, Government revamped the entire process,
emphasizing
the
concept
of
Peoples
Planning,
focusing
on
institutionalization of decentralization. Kerala is a role model for other
states in the area of financial and functional devolution
Source:http://www.kerala.gov.in/index.php?
option=com_content&view=article&id=93&Itemid=2273
On these circumstances, there are recommended Essentially Municipal Functions

and Agency Functions to municipal corporations, municipalities and city councils, In
order to make the system more efficient and effective the 12th plan approach
envisaged some concrete steps to strengthen the institutions as well as the
planning process. The plan approach strengthen the decentralized planning as a
whole
by
Special Gram Sabhas will be convened for the families of differently able and
mentally challenged persons, formulation of District Master Plan with long term
vision for spatial planning in all the districts will be carried out with the cooperation of Local Governments (LGs),Citizens Watch Committee will be
established at the LG level to watch the progress of schemes by conducting social
audit, besides that the line departments and Local Self Government Institutions
(LSGIs) will be encouraged to have a well defined approach to empowerment of
women and Gender Development. They will also be encouraged to strengthen the
Gender budgeting initiative and also to move on to Gender sensitive monitoring
and gender development program and Provision for burial/cremation ground will be
ensured in all local bodies.
To enable the urban local bodies to function as a local government (LG) in its
true sense and to make them responsible and accountable to the citizens,
the State Government has been constantly reviewing and amending
laws. The self governing bodies has to ensure greater citizen's participation
in the administration in a democratic and participatory manner, constitution
of Ward Committees in each ward of all urban Local bodies has been made
mandatory by framing Ward Committee Rule, 2001, with subsequent
amendment in 2003 and 2004. In order to ensure participation of women of
the BPL families in the municipal administration, it has been mandatory to
include women representative of BPL families in the Ward Committee. This
concept of Ward Committee has widened the scope of public interface by
ensuring Half-yearly and Annual General Meeting of the Ward Committee
with the general public of the Ward and with their active participation in the
matters related to development plans implemented or to be implemented by
the municipality.
Planning process, Kerala self governing bodies follows a multi staged
planning process. Important stages of this methodology are environmental
setting (need identification), Setting up of functionary groups, Grama
Sabha/Ward Sabha consultation with stakeholders, Preparation of draft plan
proposals by the functionary groups with the recommendation of
Grama/Ward Sabha, Discussion of the draft plan in development seminar,
Preparation of development report and vision document, Strategy setting by
the Panchayat committee, Prioritisation and resource allocation by the Local
Government(LG), Plan finalization by Local Government, selection of Plans
(including Technical Approval), Approval by the District Planning Committee
and Plan implementation
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In
The Government constitutes Municipalities after taking into consideration

the public opinion of the concerned areas. Therefore the municipal areas are
separated into numerous wards mainly depending on the population size of
the Municipality, besides that the term of a municipal Board is fixed to 5
years and each ward is represented by a member being elected directly by
the people of that ward.
There are One-third of the total seats of
municipality is held in reserve for women. The seats are proportionately
reserved for the weaker sections like scheduled caste (SC), scheduled tribe
(ST) of that municipality. The Councilors elected directly by the people
constitutes and the Board of Councilors governs Municipalities. Municipal
elections are conducted at a regular interval of five years under the direct
supervision of the State Election Commission. The Mayors/Chairpersons of
the municipal bodies are directly elected by the councilors. Mayors/
Chairpersons run the municipal administration with the assistance of their
respective council members. Chairman of the Corporation conducts the
business in the meetings of the Corporation. There are borough committees
in municipal bodies having more than 0.3 million population and in the
Municipal Corporations to ensure further decentralization down below the
municipal level.
The Respective Municipalities appoint their officers and employees with
approval of the State Government and also the state government may
appoint officers in the Municipalities from its own cadre of officers to
support the municipal administration. There are Municipal Accounts
Committees in the municipalities to keep vigil on municipal accounts. The
Municipalities are required to conduct internal audit. The Municipal Bodies
are to perform obligatory and discretionary functions in the arena of
providing Civic Services, development planning and the other socio
economic spheres enumerated in the 12th Schedule of the Constitution of
India.
w.wbdma.gov.in/HTM/MUNI_MunicipalGovernance.htm
on 12/07/2014)
(Accessed
As on July, 2014, (http://www.kerala.gov.in/), there are sixty municipalities

and five Municipal Corporations in Kerala State. The constant changes in
consumption pattern and rapid urbanization in Kerala State consequences
to increase the Solid Municipal Waste and it exceeds the absorption capacity
of environment and existing Municipal Solid Waste management system in
Kerala. Therefore new Municipal Solid Waste Management System required
to implement not only for avoiding environmental pollution but also to
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Source:
provide the residents a better living atmosphere with pure air, water and
diseases free environment.
Source: Dr. R. Ajayakumar Varma, Executive Director, Suchitwa Mission, STATUS OF
MUNICIPAL SOLID WASTE GENERATION IN KERALA AND THEIR CHARACTERISTICS
Refers to The Hindu Daily dated 05th May2014 In the recent past, the
Attingal municipality has made several strides in implementing waste
management programmes, and when the civic body inaugurates a biogas
plant, with capacity to process 1,000 kg of waste a day, at the Attingal
market next week, it will be yet another milestone. The plant, one of the
eight to be established in public places, is in the final stages of completion.
We hope to get water and electricity connections within two to three days.
The plant will be operational by the end of next week, municipality vicechairman told The Hindu. He said the gas produced from the plant could be
utilised for cooking purposes by shops near the market, and the modalities
for supplying useable methane were being worked out. The State
government had extended Rs.70 lakh for setting up the plants, he said,
adding that work on the remaining seven was nearing completion.
The plants would be established in the waste treatment yard at Chudukad,
Government Boys Higher Secondary School, Government Girls Higher
Secondary School, District Institute for Education and Training, Industrial
Training Institute, Government College, and Government Polytechnic. While
the plant inside the waste treatment yard would process 1,000 kg a day, the
remaining would process 300 to 500 kg waste a day, he said. The
municipality, he said, had asked the private agency entrusted with the job
to complete the work by early next month. Taking further its effort to
decentralise garbage management, the civic body had so far distributed
more than 400 biogas plants, with capacity to process 5 kg of waste a day,
to households, he said. Each plant cost Rs.8, 800. As much as 75 per cent of
the total cost of the plant was borne by the Suchitwa Mission and the
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As a democratic country, India has many political parties and time to time
there are changes occurs in the elected administrative members of self
governing local bodies both completion of the five years or between the
completion of the period , besides that the lack of technologies and
implementing the existing programs due to opposition from people and
unavailability of land for processing and disposal of waste and non cooperation from opposition party members, nonco-operation of buerocracy
and general public may caused to proper adoption of Solid Waste
Management System(SWMS) in Municipalities. More over the economic
factors also affect the implemation of Waste Management System. The
increased dencity of population and non availability of land creates social
problems when implementing the waste management system.
municipality, he said. Vice-chairman said, preliminary work for establishing

the sanitary landfill facility for the disposal of non-biodegradable waste in
around one acre of land near the existing treatment plants at Chudukad had
been completed. The Kerala Pollution Control Board has given its approval
to set up the landfill at a cost of Rs.1. 3 crore. A detailed project report had
been submitted to the Local Self-Government Department for technical
clearance, he added. In a sanitary landfill, waste is deposited in thin layers
in a protected pit and compressed using machinery. Several layers of waste
are placed inside and then compacted on top of each other to form a refuse
cell. Finally the refuse cell will be covered with thick soil
SOURCE:
http://www.thehindu.com/todays-paper/tp-national/tpkerala/attingal-finds-solution-to-waste-disposal/article5977475.ece
(Accessed on 30th July 2014)
Refers to The Hindu daily dated 12th July 2012, The Attingal Municipality
running the garbage disposal plant successfully many years, on the strength
of which the local body was selected as a clean city by the State Pollution
Control Board, and it is being considered to be notified as a model initiative
for local bodies and the functioning of the plant was on an admirable scale,
worth to be emulated in other regions. Previously Attingal MLA B Sathyan
said that more assistance was sought for the cash-strapped municipality,
which incurred a loss of lakhs of rupees, owing to the cost of operating the
plant. It is estimated that the municipality was running at a loss of around
Rs 1.75 lakh per month over the project. The government has to think on
whether the successful plant could be declared as a model and study centre
for other local bodies, the MLA urged. Rs 99.48 crore was released for
solid waste management and other Rs 24.35 crore for managing waste at
source in February. The scope of making the plant a model for other local
bodies will be probed seriously, he promised, further more he pointed out
that the success of the project should be rated based on the fact that it was
comprehensive and effectively produces organic manure, vermi compost and
biogas after segregating plastic material in a shredding unit.
The responsibility of a local self government body is not only to take

responsibility of its people, but also create healthy service oriented and
servant minded organization by displaying authenticity, value people,
develop people, build community, provide leadership and share leadership.
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Source:
http://www.newindianexpress.com/cities/thiruvananthapuram/article564940.
ece (Accessed on 30/07/2014)
As a local self governing body, the Municipal administrative system works

through the elected governing members and implementing through and by
the support of government appointed staff, temporary staff, agencies or
decided by the elected members of majority. Therefore the role of Human
Resource Management is a vital part in local self governing bodies to
implement the projects under the different pressured circumstances.
The quality Human Resource Management system brings quality outcomes;
therefore Human Resource Management has a major role and contribution
to shape the people. The line managers and leadership are main players in
facing the challenges in HRM and the macro factors also affect to shape the
people, besides that the employee and employer relationship, psychological
contract, voice for securing employee contract and engagement, breaching
psychological contract and organizational culture and structure are also
influence the shaping of people to bring positive outcome such as
performance, skills development, accountability, productivity, financial
performance, innovation and overall performance and achievement of
organizational goals. (Wilson Wong, 2009)
The Attingal Municipality implemented waste management system
successfully and it is a role model for other self governing bodies of those
facing the crucial waste management problems in the changing world. On
these circumstances, it is important to make an applied research on how the
HR and HRM system work there. This proposed Applied Research on How
the Human Resource Management Systems Impact on Organizational Agility
and Implication of Waste Management Systems of Indian Self Governing
Bodies, in Kerala State at Attingal Municipality will be carried out for the
local self governing body of Attingal Municipality for the part of M.B.A , HRM
course work at Kerala university.
OF THE
RESEARCH
The aim and reason for doing this research is to investigate How the
Human Resource Management System Impact on Organizational Agility and
Implication of Waste Management Systems of Indian Self Governing
Bodies, in Kerala State at Attingal Municipality is that, Human Resource is
the precious asset of every organization and managing the Human Resource
with strategically planned Human Resource Management
systems
dynamically impact on implication of projects successfully, therefore to
investigate How the Human Resource Management System Impact on
Organizational Agility and Implication of Waste Management Systems of
Indian Self Governing Bodies, in Kerala State at Attingal Municipality is
crucial to realize the facts behind the raised question, also it will helps to
recognize
the agility of the self governing local body of Attingal
Municipality by approaching through the Human Resource and waste
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1.1 THE AIM
management system, besides that the local self governing bodies

responsible to be agile in focus, resources and performance. (Appendices-3).
Therefore the research question, How the Human Resource Management
System Impact on Organizational Agility and Implication of Waste
Management Systems of Indian Self Governing Bodies has a wide scope to
add knowledge in particular area, as well as the topic is vital for to
recognize how the human resource management systems works on human
resource and how it impact on implementing projects like waste
management systems in local self governing bodies as well as how it impact
on organizational agility like municipalities and how it functioning within
the organization and who are the responsible persons for smooth flow of
implementation of the projects and also managing human resource and then
where is the authority and responsibility located and who are the
responsible persons to ensure the smooth flow of implication of projects. In
addition, to find out where are the problems of limitations existed, if so and
how it affects the agility of the organization, besides that what are the
reasons for it and why it existing, furthermore, what are the remedies for it.
This research is significant to the proposed area of research and aims to
solve the research objectives and question.
1.2
THE OBJECTIVES
OF THE
RESEARCH
The research objectives set from the identified problem and to fulfill the
aims and raised research question of How the Human Resource
Management System Impact on organizational agility and Implication of
Waste Management Systems of Indian Self Governing Bodies. It is vital to
gather data or evidences to analyze and interpretation, the process not only
generates a conclusion but also to create new knowledge to the particular
area. The research objectives set as follows:-
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1. To examine the line of authority, levels of management and how the HRM
system works within the proposed organization of self governing body of
Attingal Municipality.
2. To critically examine how the existing HRM system impact on implication
of projects like waste management systems in the proposed organization.
3. To carry out an investigation to how the HRM system impact on
Organizational Agility of the proposed organization.
4. To suggest new methods to improving the Organizational Agility of the
proposed organization.
5. To list the merits and demerits of suggested new methods of improving
Organizational Agility for the proposed organization.
6. To find out new focus to the self governing bodies.
1.3
THE SCOPE
AND SIGNIFICANCE OF THE
RESEARCH
The scope of this research is to Plan and develop new focus to self
governing bodies by absolute resource management through maximum
performance policies and measure it for changes and map it for lead
changes to build high Organizational Agility.
The proposed research project will be addressing the connections between
not only HR and HRM Systems, but also analyzing how the HR and elected
governing body interconnect together and approaching to implement the
Solid Waste Management Systems, besides that it measures organizational
agility of focus, resources and performance, therefore the vital outcome
will be a new structured focus for the proposed self governing body, besides
that the outcome provides route map to respond responsible with
stakeholders, craft the right solutions to execute action plan effectively and
exceptionally to lead change revolutionarily with innovative and creative
way perpetually. The vital outcome is useful to other same nature of self
governing bodies throughout the whole nation.
1.4
THE
BENEFIT OF THE
RESEARCH
The benefit of the research derived from by the use of the outcome of
proposed research and it is vital to the stakeholders and target
user of the proposed organization, besides that general public,
decision makers, public servants, social workers, educational
institutions are also benefits from the research outcomes. The
benefits of the proposed organization as follows:-
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1. It will help the organization to improve the Organizational Agility.

2. It will provide new focus to the self governing body of organization and
let manage the resource more effectively with improved performance.
3. It will help to answer the raised question and contribute improved
knowledge to the organization by new or improved evidence,
methodology, analysis, concept or theories.
4. It will help to develop better understanding between the hierarchies of
bureaucracy in the organization.
5. It will help to develop new or improved model or technique of HRM
Systems for the self governed organization.
6. It will help to solve the problems, improve the situation and with better
and improved system, the organization can implement new projects and
diversify the existing project with ease.
The research outcome has commercial value in the knowledge based market
and it helps the proposed organization to serve the general public more
improved approach, as well as the research results helps to recognize the
presently existing problems, besides that it let decide to choose the
appropriate models and solutions to empower to lead and manage changes.
The proposed research following ethic codes and also academically it is
worthy. Finally the research is vital to the researcher for improving
experience and knowledge and the financial benefits from the knowledge
based market.
1.5
THE LIMITATIONS OF THE RESEARCH.
The research will be carried out within the period of four months, besides
that the collection of primary data from the proposed self governing
organization only. It covers only the Kerala State region and employees and
publically elected members of both genders and residents of Attingal
Municipality only, further more it focused only how HRM Systems impact on
Organizational Agility and Implication of waste management systems within
the proposed self governed body of organization. The research literature
not covering the publications except from English and Malayalam languages
as well as the financial and time scarcity limits the scope.
1. It is focused and covers only one organization.

2. The research will be carried out within four months.
3. It is not covering the literature in other languages except
English and Malayalam.
4. It is focused to Kerala State region only.
5. It is allowed to participate only the employees of the
proposed organization, elected members and residents of
Attingal Municipality.
6. It is focused to the area of how Human Resource
Management System Impact on organizational agility and
Implication of Waste Management Systems in Attingal
Municipality only.
7. It is not considered the philosophical, political, psychological
and ethnical factors.
THE REASON FOR SELECTING THIS SUBJECT
The reason for selecting this subject How the Human Resource
Management System Impact on Organizational Agility and Implication of
Waste Management Systems of Indian Self Governing Bodies, in Kerala
State at Attingal Municipality is that, the self governing bodies like
municipalities
have great responsibilities to the community, but
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1.6
traditionally the self governing bodies are not come up with challenging
changes and not fulfill the expectations of its stake holders and the self
governing bodies holding a poor Organizational Agility. It may as a reason
why the influence of lack of focus, resource and efficiency also due to other
unrecognized internal and external issues.
Attingal Municipality, as a self governed body there may have exists issues
in HR and HRM Systems or issues between the elected governing members
with HR or governing body with opposition members and also conflicts with
the beurocracy of HR within the self governing organization or besides that
there may exists the issues with organizational agility
elements of
direction, resource and performance or all of a whole.
The Attingal Municipality implemented Waste Management System
successfully and it is a role model to other local self governing bodies. On
these circumstances it is vital to identify the relation between how their HR
and HRM system works together , besides that how the overall performance
impact on the Organizational Agility and the process of implementation of
projects especially the Waste Management System. There for as a stake
holder in the Attingal municipality, as well as responsible to do a research
project related with the MBA course in Kerala University, it is pleasure to do
this research in this forward thinking self governing body and pleasure to be
utilize this opportunity to use for re-invention of new focus and craft a
right solution as well as map an action plan efficiently and

exceptionally for revolutionary changes and creatively leading
change perpetually for the proposed self governing body and it
should be a role model to other self governing bodies too.
CHAPTER-2
2.0
LITERATURE REVIEW
2.1
AN INTRODUCTION
TO
LITERATURE REVIEW
The observation and

relevant information from
dailies and websites,
moreover the
Solid Waste Management system implemented by the
proposed self governing body and its popularity let think over the insights
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According to (Hart, (1998) 2008(Re-Print) Literature Review is the selection of

available documents (both published and unpublished) on the topic which contain
information, ideas, data and evidence written from a particular standpoint to fulfill
certain aims or express certain views on the nature of the topic and how it is to be
investigated and the effective evaluation of those documents in relation to the
research being proposed
of this self governing body and the research question of How the Human
Resource Management System Impact on Organizational Agility and
Implication of Waste Management Systems of Indian Self Governing
Bodies, in Kerala State at Attingal Municipality. The most of the
permanent HR of the self governing bodies are appointed by the state
ministry and the governing body through election by the residents for a
period of five years. The self governing bodies possess responsibility and
power to local planning and implementation under 73 rd and 74th Amendment
Act of the Indian Constitution as explained in earlier. ( Paragraph-4Introduction section of this proposal). If there is responsibility, surely there
is authority too; therefore, how the elected governing body and state
government recruited staff performs together there for to achieve the
organizational goals.
Organizations in both the private and public sectors face unprecedented
challenges in todays uncertain and volatile marketplacefulfilling their
strategic agendas while keeping costs under control. Yet significant
opportunities are available to those that can put in place distinctive and
integrated talent initiatives, organizational change programs and
HR
capabilities.
The HR practices in an organization emerged from the combination of
business strategy and HR strategy. The proper HR practices make effective
changes in human resource by competency, commitment, and flexibility,
because of this there is dynamic change of increased productivity, quality of
goods and services and it leads to financial performance and achievement of
organizational objectives.(Armstrong, 2006)
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The private and public sector organizations required perfect HR to perform

and obtain their organizational focus by maximum utilization of resources
and utmost performance to achieve and maintain high organizational agility
(Appendices-3). The HRD functions such as, man power planning, job
analysis and job description, determining wages and salaries, recruitment
and selection, performance appraisal, training and development, employee
welfare and motivation, addressing employee grievance, labor management,
labor management relations, implementing organizational policies and
dismissal and redundancy are managed and controlled by state government
in most cases. On these circumstances, is there any problem exists, because
it is essentially required right HR for specified job, such as the tasks, duties
and responsibilities should match with knowledge, skills, abilities, cultural
ground and strategy fit. If it doesnt suits it causes failure in project
implementation and attainment of focus with low performance following
with the waste of resources.
Refers to Esra NEMLi CALISKAN (KALISKAN, 2010) the HRM and

organizational performance has possitive impact on bottom level
productivity (Appendices-4,5 and 6). The various research results proof
that, the graeter adoption of HR practices makes the HR effective and the
HR outcome will be competence, commitment and flexibility and it result in
quality of goods and services, productivity and achievement of
organizational performance.(Table -4).
The quality people management brings quality outcomes; therefore Human
Resource has a major role and contribution to shape the people. The line
managers and leadership are main players in facing the challenges in HRM
and the macro factors also affect to shape the people, besides that the
employee and employer relationship, psychological contract, voice for
securing employee contract and engagement, breaching psychological
contract and organizational culture and structure are also influence the
shaping of people to bring positive outcome such as performance, skills
development, accountability, productivity, financial performance, innovation
and overall performance and achievement of organizational goals. (Wilson
Wong, 2009)
If the KSACS= TDR = JOB SUCCESS
KSACS = knowledge, skills, abilities, cultural ground and strategy fit
TDR= tasks, duties and responsibilities
If come over the elective governing body, they are the leaders and leading others to
achieve the present focus availed by under the constitution passed by governments
73rd and 74th amendment Act of the Indian Constitution and also in
association with X11th plan and consideration with Special component plan
and Tribal sub plan under decentralization. Is the enormous freedom and
power to the elective governing body utilizing for creative and innovative
way to adopt new projects like Solid Waste Management Systems of Attingal
Municipality. Is there any obstacles to expand the focus with innovative
manner, are they behave like a transformational leaders (Appendice-7), If
not what are the hindrances and how wide it with hindrances area factors.
Source.http://www.kerala.gov.in/index.php?
option=com_content&view=article&id=93&Itemid=2273
Refers
to
(newlink-Big
Dog,
Little
Dog
and
Knowledge
Jump,
1995)Leadership style is the manner and approach of providing direction,
Page5
The management experts have been acknowledged the centrality of human

capital and leadership, as well as the culture, HR capabilities and
organization structures that support performance and to achieving success.
The initiatives to advance talent and organization capabilities at the
necessary pace produce predictable results and it essential to implement
and sustain.
implementing plans, and motivating people. Kurt Lewis (1939) led a group
of researchers to identify different styles of leadership. This early study has
been very influential and established three major leadership styles. The
three major styles of leadership are (U.S. Army Handbook, 1973).
authoritarian or autocratic - the leader tells his or her

employees what to do and how to do it, without getting their advice
participative or democratic - the leader includes one or more

employees in the decision making process, but the leader normally
maintains the final decision making authority
delegative or laissez-fair - the leader allows the employees to

make the decisions, however, the leader is still responsible for the
decisions that are made
The private or government sector organizations, it is essential to required

ideal leadership for its organizational focus achievements. The ideal
leadership not only leads the organization to the attainment of goals but also it
build the organization healthy, a learning organization and growing organization. It
is vital to assess the leadership in an organization for not only remedial steps but
also build the individual and group capacity and skills and potential.
The healthy organizations provide individuals to show authenticity, values people,
builds community, provides leadership and shares leadership, besides that a
learning organization can develop people, personal and professional development,
innovate and display activity, participation in the decision making process and can
deal efficiently with conflicts. The growing organization provides opportunity for
individual employees to plan and implement work, utilize their technical
competencies, achieve meaningful results and meet customer expectations.
The core competencies essential for leaders are demonstrating

integrity, encouraging constructive dialogue, creating a shared
vision, developing people, building partnership, sharing
leadership, empowering people, thinking globally, appreciating
diversity, developing technological know-how, ensuring customer
satisfaction, maintaining competitive advantage, achieving
personal mastery, anticipating opportunities and leading
changes.
A REVIEW ON RELEVANT THEORIES OF LITERATURE
Refers to Business dictionary, HRM is the process of hiring and developing

employees so that they become more valuable to the organizations and it
includes conducting job analysis, planning personnel needs, recruiting the
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2.2
right people for the job, orienting and training, managing wages and
salaries, providing benefits and incentives, evaluating performance,
resolving disputes, also communicating with all employees at all levels. The
example of core qualities of HR management is extensive knowledge of the
Industry, leadership and effective negotiation skills.
Source:http://www.businessdictionary.com/definition/human-resource-management-HRM.html
Therefore, the Right Fit of the HR is vital to achieve the focus of private and
public sector organizations, but many organizations are limited in their
ability to carry out their plans because they simply do not have the talent to
execute even the most well thought out strategies. Not having the "right"
talent will always prevent an organization from reaching its full potential,
characterize as "right" talent vs. the "best" talent because the distinction is
an important one. Organizations that understand this fact value experience
over pedigree, team over the individual and results over lofty ideas that
never get executed. The magic of a high performing team is not in having all
the best individuals but it in having the right individuals to make up the
best team. Recruiting is about a lot more than filling open jobs; it is an
opportunity to positively impact the face of organization and the direction it
takes. Recruiters can and should be thought-leaders, helping hiring
managers build amazing teams. The right-fit talent is prerequisite to
anything else that goes on in an organization. Frankly, talent acquisition
strategies at their core are about aligning the recruiting function (the talent
needs) with the business goals of the organization.
Therefore the right fit of HR in local self governing bodies KILA offers
training programs for Trainers Training Program, Panchayath to Panchayt
Page5
Kerala Institute of Local Administration (KILA) is an autonomous body

constituted under the Ministry of Local Self Government, Government of
Kerala, registered as per Travancore Cochin Literacy, Scientific and
Charitable Societies Act-1995. KILA was established in 1990, in the pattern
of a national institute, with the main objective of strengthening local
governance through training, research and consultancy. The General
Council, supreme authority of KILA, deals with policy matters concerning
the organization. The management and administration of KILA vests with
the Executive Council. The day-to-day management of KILA is steered by the
Director. The personnel are spread through broad inter-connected divisions
of academic, administrative, and accounting segments. The operational
aspects are subject to peer review through the committee system. There
are different committees constituted for research, training, and information
service. The staff and officers meetings will also be held frequently to
discuss operational issues of the capacity building programmes and other
activities of KILA.
Program, Certificate Course for Elected Representatives, national Level

Course
on
Decentralized
Governance,
International
Course
on
Decentralization, Off-Campus Training Program and Decentralized Training
for Local Government Functionaries. Therefore, the pursuit of talent can
be boiled down into the following key stages: attraction, evaluation,
matching and alignment. (Marco Gonzalez- Article-Acquiring Talent: An
Approach to consider)
2.2.1 ATTRACTION
Every employer must provide prospective candidates with a compelling
reason to take an interest in what that employer is doing. Most job seekers
are looking for more than a steady paycheck. They want their work to be
part of something bigger, they want to have a broad impact, they want to be
respected, but most importantly, they want all of this at a company that
makes a difference. While all of this may sound lofty, nearly any successful
company makes a difference somehow (otherwise they wouldn't be in
business any longer). Great talent acquisition organizations do a fantastic
job of articulating how they make a difference so that they inspire others to
find them who hold the same things important.
2.2.2 EVALUATION
Once someone expresses an interest in learning more about joining your
organization, the ability to evaluate not only the individual, but their
motivations for change becomes critical. While there is a lot of focus on
avoiding bad hires, there is a very real cost in missing on good hires (which
is much harder to measure). As you evaluate potential new hires,
transparency by all involved is important because it helps determine long
term fit potential. Evaluating talent is not about fancy or tricky interview
questions, or mind games (unless that aligns with your corporate culture)
but a transparent, authentic and real conversation about what someone is
looking for and what your organization has to offer. Then, and only then can
all involved make a proper evaluation.
2.2.3 MATCHING
2.2.4 ALIGNMENT
Page5
As a recruiter point of view there are no bad companies, and no bad

candidates, only bad fits. This is why transparency is so critical in the
evaluation process. It enables companies and candidates to match. As a
headhunter, candidates would invariably ask me how they should approach
their interview. My advice was always the same: "Be yourself". This applies
to both hiring managers and candidates because the last thing you want to
do is convince someone to hire you or in the case of hire manager, to join
your team, when there is actually not a true match.
Over the years, it is realized that the on-boarding alignment process is a

critical process in recruiting. The ability to help a candidate quickly
assimilate into the culture of a company is as important as any of the other
processes in the recruiting cycle. In fact, some studies have shown that
employees, who go through a structured on-boarding & orientation process,
are 58% more likely to be with the company three years or longer. Effective
on-boarding & orientation will also have the added benefit reducing the
amount of time it takes for a new employee to be become productive.
Acquiring talent is a competitive business function and much like the
Marketing Department in your organization focuses on competing for
consumer's dollars, the Recruiting Department should be focused on those
strategies that allow it to compete with other businesses for the best talent
(right fit) on the market. The beauty of a well-executed talent acquisition
strategy is that its impact on the organization compounds year over year,
providing the necessary talent & flexibility for the business to meet its
goals. This is why talent acquisition matters and why the success or failure
of your organization may depend on it.
To become agile, organizations will need to make fundamental changes in
how they work their systems, practices, and their culture. Organizational
adaptability is created through continual efforts to build nimbleness into
systemic elements of the organization.
Source: http://managementperformance.com/organizational-agility
Therefore to become from a change resistant organization to an agile

organization required to fill gaps and determine how agile the organization
is and where improvements might make the greatest positive difference
needs to systems-based assessment, which means that it will assess each
element of
Organizational Agility such as, focus, resources, and performance by looking

at several systems.( Appendice-8)
Page5
Appendice-8 Organizational Systems
Meanwhile, improvement process required to obtain high organizational

agility, so it is essential to study the present processes in self governing
bodies to define and measure the problems and determine creative actions
and prioritize actions to implement to become a world class performer .
(Appendice-9 and 10)
The improvement process required to understand the present processes in
self governing bodies to define and measure the problems to determine
corrective actions. In order to define, design, deploy and improve the
processes can use various tools and can apply the principles of KAIZEN.
2.2.5 PRINCIPLES OF KAIZEN

Say no to status quo, implement new methods and assume they will
work
If something is wrong, correct it
Accept no excuses and make things happen
Improve everything continuously
Abolish old, traditional concepts
Be economical. Save money through small improvements and spend
the saved money on further improvements
Empower everyone to take part in problems' solving
Before making decisions, ask "why" five times to get to the root cause.
(5 Why Method)
Get information and opinions from multiple people
(Appendice-11)
Page5
Remember that improvement has no limits. Never stop trying to

improve
The success depends on define the problem, design the new processes,
prioritize, deploy it and measure and improve continuously.
CHAPTER-3
3.0.
3.1
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY OF THE PROPOSED RESEARCH
The methodology is not only the systematic study of methods that can be
applied to the discipline but also the analysis of the principles of methods
Page5
According to (Chris Hart 2003) Methodology is system of methods and

rules to facilitate the collection and analysis of data. It provides the starting
point for choosing an approach made up of theories, ideas, concepts, and
definitions of the topic, therefore the basic of a critical activity consisting of
making choices about the nature and character of the social world
(assumptions), this should not be confused with, techniques of research,
the application of methodology.
and rules employed by that discipline. It is the methods or procedures;

moreover it is the philosophical assumptions that related to a particular
study.
The concept of Scientific Research disclosed that the step of attempt to
erase some common misconceptions and the steps involved begins with
general questions and narrowing to focus to the specific aspect and
concluding and generalize to real world.
Source :-( http://www.experiment-resources.com/research-methodology.html)
3.2 THE RESEARCH APPROACH, STRATEGY AND PHILOSOPHY

The proposed research will use Pragmatic approach (mixed methods) due to
handle both qualitative and quantitative data, besides that the research
handles several groups of bureaucrats, elected administrative body,
members in the society and outsourced work agency. The significant four
main approaches of research are as follows:-
3.2.1 Quantitative research

Quantitative research is generally associated with the positivist/post
positivist paradigm. It usually involves collecting and converting data into
numerical form so that statistical calculations can be made and conclusions
drawn.
3.2.2 Qualitative research

Qualitative research is the approach usually associated with the social
constructivist paradigm which emphasizes the socially constructed nature of
reality. It is about recording, analyzing and attempting to uncover the deeper
meaning and significance of human behavior and experience, including
contradictory beliefs, behaviors and emotions. Researchers are interested in

gaining a rich and complex understanding of peoples experience and not in
obtaining information which can be generalized to other larger groups.
3.2.3 Pragmatic approach to research (mixed methods)
Page5
The pragmatic approach to science involves using the method which appears best
suited to the research problem and not getting caught up in philosophical debates
about which is the best approach. Pragmatic researchers therefore grant
themselves the freedom to use any of the methods, techniques and procedures
typically associated with quantitative or qualitative research. They recognize that
every method has its limitations and that the different approaches can be
complementary.
They may also use different techniques at the same time or one after the other. For
example, they might start with face-to-face interviews with several people or have
a focus group and then use the findings to construct a questionnaire to measure
attitudes in a large scale sample with the aim of carrying out statistical analysis.
Depending on which measures have been used, the data collected is analyzed in
the appropriate manner. However, it is sometimes possible to transform qualitative
data into quantitative data and vice versa although transforming quantitative data
into qualitative data is not very common.
Being able to mix different approaches has the advantages of enabling
triangulation. Triangulation is a common feature of mixed methods studies. It
involves, for example:
the use of a variety of data sources (data triangulation)
the use of several different researchers (investigator triangulation)
the use of multiple
triangulation)
perspectives
to
interpret
the
results
(theory
the use of multiple methods to study a research problem (methodological

triangulation)
In some studies, qualitative and quantitative methods are used simultaneously. In
others, first one approach is used and then the next, with the second part of the
study perhaps expanding on the results of the first. For example, a qualitative
study involving in-depth interviews or focus group discussions might serve to
obtain information which will then be used to contribute towards the development
of an experimental measure or attitude scale, the results of which will be analyzed
statistically.
3.2.4 Advocacy/participatory
(emancipatory)
approach
to
research
The proposed research focused to study, How the Human Resource

Management System Impact on Organizational Agility and Implication of
Page5
To some degree, researchers adopting an advocacy/participatory approach

feel that the approaches to research described so far do not respond to the
needs or situation of people from marginalized or vulnerable groups. As
they aim to bring about positive change in the lives of the research
subjects, their approach is sometimes described as emancipatory. It is not a
neutral stance. The researchers are likely to have a political agenda and to
try to give the groups they are studying a voice. As they want their research
to directly or indirectly result in some kind of reform, it is important that
they involve the group being studied in the research, preferably at
all stages, so as to avoid further marginalizing them.
Waste Management Systems of Indian Self Governing Bodies, in Kerala

State at Attingal Municipality. The study conducted for the local governing
body of Attingal Municipality and the approach will be deductive with a
mixed method.
3.3
RESEARCH DESIGN
This proposed Pragmatic research investigates the facts behind the

research questions by studying the subject, searching carefully and by
methodical process. The systematic and logical approach will helps to
review the existing literature and background according to the
significance of the research. The hypothesis and re-examination of
theories resolve the controversial issues and by the improved practice,
the outcome can use practically.
3.3.1 T HE TYPES AND SOURCES OF DATA
The proposed applied research will use primary qualitative and
quantitative data and secondary quantitative data for developing and
verification of theory. The data collection source will be published
literature from news papers, municipal publications, government
websites, personal discussions and observation.
3.3.2 THE DATA COLLECTION TOOLS

In this research both primary as well as secondary data to be collected and used,
besides that this research is going to use more than one method for data collection
apart other than secondary and primary data collection.
3.3.2.A Secondary Research

According to Saunders et al (2003), this method involves the use of the data
that has already been collected by others. In secondary research this data
is referred as Secondary data although it was once termed as primary data
by the original person who collected it in the first place. In general
secondary research unlike its primary counterpart involves information that
has already been published or unpublished but exists. Some examples of
Secondary research materials are existing government and non-government
organization statistics, research reports and journals.
Primary research involves primary data that need to be collected by the

investigator himself for the purpose of a specific inquiry or study. Such data
Page5
3.3.2. B.Primary Research
is original in character and is generated by surveys conducted by individuals

or organizations (Bhattacharrya, 2005).
3.3.2. C.Structured interview
According to Gill & Johnson (2005)

this is a qualitative method that will be used because it is information or
discussion that has no guidelines, thus allowing the research to be
conducted openly. General understanding of the problem for the researcher
is well supported by structured method as it has no boundaries and allows
the researcher to develop the ideas.
Questionnaires is a quantitative method)
that has been referred in
McBurney (2001) as technique of gathering data by asking questions from
people who are thought to have the desired information.
3.3.2. D.Face to face survey- this is quantities method that will also be
used in the research. It includes both open questions as pre-coded, samples
results can be achieved when using this method thus allowing
generalisation if only sufficient numbers are surveyed although it is time
consuming (Bhattacharrya, 2003)
3.3.2. E. Focus group- this is a qualitative method that will involve the
group discussion with around 6-8 people and usually lasts between 1 and 3
hours. Zikmund (2005) points out that, this type or research capitalises on
interaction between participants although they are not representatives of a
wider population which does not allow for generalization.
3.3.2. F.Case study - Bhattacharyya (2005) defines it as a systematic way

of helping students to learn from experience. A more detailed explanation is
given out in Saunders, et al (2003) as cited in Robson (2002, pg.178) that
case study is strategy for doing research which involves an empirical
investigation of a particular contemporary phenomenon within its real life
context using multiple sources of evidence. It is a qualitative method that
can be used to gain understanding of some persons experience through an
in-depth interview because it provides useful and good quotations.
According to Gill & Johnson (2005) case study method is done intensively
focusing on limited known areas.
The secondary data will collect from published literature and the primary
data will collect from the participants through questionnaires,
interviews and observation.
The sample size will be relatively large, although at this stage it is hard to estimate
the size to be used. The proposed research will use cluster sampling and each
cluster has representation to the whole population as well as a random sampling
Page5
3.3.3 SAMPLING TECHNIQUES
technique will use for which cluster to be considered for the research. Sampling
methods will be carried out. While gathering information, the study will set to use
the motivation theory in order to get enough data for the study. Participants will be
made comfortable to answer the question and they have right to say no to certain
questions which they might find hard to answer
3.3.4
T HE TECHNIQUES OF DATA ANALYSIS
Data Analysis is the process of systematically applying statistical and/or logical

techniques to describe and illustrate, condense and recap, and evaluate data.
According to Shamoo and Resnik (2003) various analytic procedures provide a way
of drawing inductive inferences from data and distinguishing the signal (the
phenomenon of interest) from the noise (statistical fluctuations) present in the
data.
The proposed research will use qualitative methods and grounded theory
for data analysis. (Appendice-12 and 13).
3.3.5Reliability and Validity

This will be achieved by using different methods for data collection, also it will be
achieved by measuring data gathered from questionnaire, focus group with schools
as well as structured interviews.
According to Hammersley (1992a) assert:
Reliability refers to the degree of consistency with which instances are assigned
to the same category by different observer on a different occasion. More views
came from Silverman, (2001) where he suggests that both reliability and validity
are important in field research.
3.3.6 THE PRESENTATION OF DATA
When reporting the research, the outcome will be the intellectual property
of the researcher and it will be maintained by the client for the agreed
period of time without publishing as well as the plagiarism should be
avoided and proper referencing should be included and further if any
assistance from others should be mentioned and should avoid
misrepresentation.
THE ETHICAL IMPLICATIONS OF THE RESEARCH
The Research principles associated with professional associations, obviously the incorporation with
the professional bodies and the requirements of ethical research and the oversight of ethical
Page5
3.4
issues and a variety of research to be submitted for clearance to the professional bodies, as a
result of the informed consent, the participants can know about the research and purpose as
well as the sponsor and how long their participation take place and is it voluntary or not also
knows the right of participants to withdraw their participation at any time (Alan Bryman,
2003).
The proposed research will be carried out with the responsibility of an ethical
researcher such as without any unnecessary interaction, behave with integrity,
following the appropriate code of conduct and without plagiarism as well as to be
with an eye of an ethical researcher, further more maintain the right of participants
such as right to not participate, right to withdraw, right to get informed consent, right
to anonymity and also will maintain the confidentiality and accessibility of data.
The research and the ethics principles interrelated to the client, supplier and the
participants, when conducting the research, appropriate evidence collection will be
followed as well as the integrity and honesty should be maintained. When processing
the data such as using human subjects and sampling, data accuracy and protection
should be maintained and the process should be according to strictly the principles of
research ethics.
Page5
3.5 SCHEDULE FOR THE PROPOSED RESEARCH
3.6
THE REFLECTION ON PERSONAL DEVELOPMENT
The research will helps the researcher to collect more information about the
subject and can view the subject matter in a different view point as well as helps to
develop new knowledge, besides that the proposed research will provide to
experience on raised questions and let unpack and examine the experience to
discover new theories by interpretation and integration of the experience for
informed action. The proposed research fuels the future research projects of the
researcher.
REFERENCES
BOOKS
Hart, C. ((1998) 2008(Re-Print)). Doing A LiteratureReview. London, United
Kingdom: Sage Publication Ltd.
Wilson Wong Alexandra Albert, Marianne Hugget, Jane Sullivan Quality People
Management for Quality Outcomes [Journal]. - London : The Work Foundation,
2009. - 1 : Vol. 1.
Armstrong, M. (2008). Strategic HRM: The key to Improved Business Performance. London:
CIPD.
Shamoo, A.E., Resnik, B.R. (2003). Responsible Conduct of Research. Oxford
University Press.
Shamoo, A.E. (1989). Principles of Research Data Audit. Gordon and Breach, New
York.
Bhattacharyya, D (2005),Research Methodology, Excel Books, New Delhi
Denscombe. M (2002) The Good Research Guide: Buckingham: Open University
Press
Gill, J & Johnson, P (2005),Research Methods for Managers, Sage Publication,
London
Hanson, D. (2007) Sociology Department, State University of New York,
Institute of Alcohol Studies 14 June 2007
McBurney, D. (2001),Research Methods, Wadsworth, USA
Saunders et al (2003),Research Methods for Business Students, Pearson
Education Limited, England
REPORTS
Page5
Dr. R. Ajayakumar Varma, Executive Director, Suchitwa Mission, STATUS OF

MUNICIPAL SOLID WASTE GENERATION IN KERALA AND THEIR
CHARACTERISTICS
http://www.seas.columbia.edu/earth/wtert/sofos/Ajaykumar_Status%20of
%20MSW%20Generation%20in%20Kerala%20and%20its
%20Characteristics.pdf (Accessed on 30/07/2014)
https://www.linkedin.com/today/post/article/20140807234155-15296450acquiring-talent-an-approach-to-consider?trk=mp-reader-card (Marco
Gonzalez)
JOURNAL ARTICLES
KALISKAN ESRA NEMLi The Impact Of SHRM on Organizational Performance [Journal] // Journal
of Naval Science and Engineering. - Istanbul : [s.n.], 2010. - pp. 100-116.
WEBLIOGRAPHY
http://www.kerala.gov.in/index.php?
option=com_content&view=article&id=93&Itemid=2273 (Accessed on
22/07/2014)
http://en.wikipedia.org/wiki/Municipal_governance_in_India (Accessed on
22/07/2014)
http://www.accenture.com/SiteCollectionDocuments/PDF/Accenture-Talentand-Organization.pdf (Accessed on 27/07/2014)
http://www.spb.kerala.gov.in/images/pdf/er13/Chapter8/chapter08.html
(Economic Review 2013)(Accessed on 22/07/2014)
http://managementperformance.com/organizational-agility/) (Accessed on
22/07/2014)
http://www.thehindu.com/todays-paper/tp-national/tp-kerala/attingal-findssolution-to-waste-disposal/article5977475.ece (Accessed on 30th July 2014)
http://www.experiment-resources.com/research-methodology.html .
(Accessed on 05/07/2014)
http://managementperformance.com/organizational-agility/ (Accessed on
27/07/2014)
http://www.businessdictionary.com/definition/human-resource-managementHRM.html (Accessed on 27/07/2014)
APPENDICES
Page5
APPENDICE-1, ADMINISTRATIVE STRUCTURE OF INDIA
Source: http://en.wikipedia.org/wiki/Municipal_governance_in_India
(Accessed on 25/07/2014)
APPENDICE-2 THE
ORGANIZATIONAL
LEADERSHIP ASSESSMENT
Source: http://www.olagroup.com/ (Accessed on 27/07/2014)
OF
ORGANIZATIONAL AGILITY
Page5
APPENDICE-3 MODEL
Source: http://managementperformance.com/organizational-agility/
APPENDICE-4 HRM AND ORGANIZATIONAL PERFORMANCE
Page5
APPENDICE-7
DIFFERENCE OF
LEADER
AND MANAGER
Page5
Page5
APPENDICE-8 ORGANIZATIONAL SYSTEMS
APPENDICE-9 ORGANIZATIONAL
PROCESS IMPROVEMENT
Page5
APPENDICE-10
OVERVIEW
APPENDICE-11 KAIZEN 5W AND 1H
Page5
Appendices-12 Grounded theory method
Appendices -13 Grounded theory process
Page5
List Of Abbreviations...................................................................................... 30
LSGI-LOCAL SELF GOVERNING INSTITUTIONS .................................................. 05
BPL-BELOW POVERTY LINE......................................................................... 06
APL- ABOVE POVERTY LINE........................................................................ 06
LG-LOCAL GOVERNMENT............................................................................ 07
SC-SCHEDULED CASTE............................................................................... 07
ST- SCHEDULED TRIBE............................................................................... 07
SWMS-SOLID WASTE MANAGEMENT SYSTEM................................................. 08

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AN APPLIED RESEARCH PROJECT

MBA 405 PROJECT MANAGEMENT

APPLIED RESEARCH METHODS FOR MBA204 HUMAN RESOURCE

MBA 405 PROJECT MANAGEMENT

APPLIED RESEARCH METHODS FOR MBA204 HUMAN RESOURCE