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Abstract
My research related to role of HR in Dolly Plastics and Pharma outlines or focuses on these key aspects:

The research focus (Role of Hr in Dolly Plastics &Pharma); The research methods used (questionnaires, etc.); The results/findings of the research; and. The main conclusions and recommendations. Background : Drafting this research paper , following parameters were important like the role of HR and the steps to overcome obstacles to help the people. This behavior has long been surmised to explain the need and importance of a HR in pharma company . There are limitations but the proper job analysis will help in defining new Role of HR in Dolly Plastics Company. Thus , focus should be on: 1. Demographics: the characteristics of a population/workforce, for example, age, gender or social class. This type of trend may have an effect in relation to pension offerings, insurance packages etc. 2. Diversity: the variation within the population/workplace. Changes in society now mean that a larger proportion of Dolly Plastics and pharmas are made up of "baby-boomers" or older employees in comparison to thirty years ago. Advocates of "workplace diversity" advocate an employee base that is a mirror reflection of the make-up of society insofar as race, gender, sexual orientation etc.

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Skills and qualifications: as industries move from manual to more managerial professions so does the need for more highly skilled graduates. If the market is "tight" (i.e. not enough staff for the jobs), employers must compete for employees by offering financial rewards, community investment, etc. The Department is also responsible for setting day to day objectives necessary for streamlining activities within the Dolly Plastics and pharma and thus ensuring that work is not just done haphazardly.

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Brief Introduction:
Introduction to Human Resource Human resources is the set of individuals who make up the workforce of an Dolly Plastics and pharma, business sector or an economy. "Human capital" is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view; i.e., the knowledge the individuals embody and can contribute to an Dolly Plastics and pharma. Likewise, other terms sometimes used include "manpower", "talent", "labor" or simply "people". The professional discipline and business function that oversees an Dolly Plastics and pharma's human resources is called human resource management (HRM, or simply HR).

Introduction to Dolly Plastics and Pharma The Dolly Plastics and pharmaindustry develops, produces, and markets drugs or pharmaceuticals licensed for use as medications. Dolly Plastics are allowed to deal in generic and/or brand medications and medical devices. They are subject to a variety of laws and regulations regarding the patenting, testing and ensuring safety and efficacy and marketing of drugs. . Research in these areas generally includes a combination of in vitro studies, in vivo studies, and clinical trials. The amount of capital required for late stage development has made it a historical strength of the larger pharmaceutical companies. The Human Resource is conferred with the responsibility of ensuring that all members of staff perform to their best ability. It could improve this area by facilitating better use of time in all departments within the Dolly Plastics and pharma. Time is one of the most crucial yet intangible assets of the Company. The proper use of this resource could maximize production and achievement of Dolly Plastics and pharmaal goals. Dolly Plastics and pharmas that have a clear direction are always more effective; those members of staff will be more result oriented rather than just working for the sake of it. The Department is

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also responsible for setting day to day objectives necessary for streamlining activities within the Dolly Plastics and pharma.

The Human Resource is conferred with the responsibility of ensuring that all members of staff perform to their best ability. It could improve this area by facilitating better use of time in all departments within the organization. Time is one of the most crucial yet intangible assets of the Company. The proper use of this resource could maximize production and achievement of organizational goals. To put it in one sentence, personnel management is essentially workforce centered whereas human resource management is resource centered. The key difference is HRM in recent times is about fulfilling management objectives of providing and deploying people and a greater emphasis on planning, monitoring and control. Though as with all popular perceptions, the above imagery has some validity, the fact remains that there is much more to the field of HRM and despite popular depictions of the same, the art and science of HRM is indeed complex. We have chosen the term art and science as HRM is both the art of managing people by recourse to creative and innovative approaches; it is a science as well because of the precision and rigorous application of theory is required.

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Objectives :
Research is on Formulation of certain strategies and execution of the same, which is done by the HR department. At the base of this strategy formulation lie various processes and the effectiveness of the former lies in the meticulous design of these processes. The following are the various HR processes: 1. Human resource planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation, Evaluation, Promotion and Layoff). 2. Employee remuneration and Benefits Administration 3. Performance Management. 4. Employee Relations.

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Research Methodology
The research method that I am using for this project is the primary data, Interview Method. The uses of Interview method are as follows as:

Interviews are completed by the interviewer based on what the interviewee says. Interviews are a far more personal form of research than questionnaires. In the personal interview, the interviewer works directly with the interviewee. Unlike with mail surveys, the interviewer has the opportunity to probe or ask follow up questions.

Interviews are generally easier for the interviewee, especially if what are sought are opinions and/or impressions.

Interviews are time consuming and they are resource intensive. The interviewer is considered a part of the measurement instrument and interviewer has to be well trained in how to respond to any contingency.

I am going to take an interview of Sarveshwar Kumar Tripathi, HR of Dolly plastics Industries. This interview method will help us gather important facts about the company. It will help us gather important facts regarding the interview, appraisals, employee relations, management and leave policies of the company.

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Interview of Sarveshwar Kumar Tripathi, HR of Dolly Plastics Pharmaceuticals

1) From how long you have been the HR of this company? Ans. Actually I am not a full time HR but I take the interviews of people who come for the interview. I have been working in this company for the past 18 years. I started my career as a chemist and I perform a dual skill role for the company.

2) What things you look while recruiting and selection of a person? Ans. We look for experience in pharmaceutical and plastic industry. Normally, we hire people from Science background. We look for Medical Representatives.

3) What are the training programmes that are held in the company? Ans. Generally we train and focus more on sales department and that is our strategy and we also train our workers on coming up with new innovative ideas.

4) And tell me something about Employee Retention? Ans. We focus more on retaining our employees who have the zeal to perform and deliver consistent results for the company. Right from their experience, behavior, decision making abilities; perform under pressure situation everything is taken into consideration. We retain our employees by providing them excellent facilities, bonus schemes, incentives. Mostly in this company you will find a majority of people are experienced.

5) What is the leave policy of your company? Ans. A person who initially joins cannot avail a leave for the first 3 months. After that he is eligible for leaves. We have a Fridays off. And also we dont work on Indian holidays. As far as Leave pattern is concerned there are in all 24 leaves a person can take in a year with a prior permission from the top management.

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6) Tell me something about the performance appraisals? Ans. Performance appraisal are held in every 9 months. Performance, Attendance, Behavior, Active participation in the company activities are all taken into account .So it is imperative for an employee to excel in each department.

7) Please tell us about Health and safety measures adopted for the employees? Ans. Well since we have both pharma and plastic sector both in our office. We have masks, hand gloves for the safety of our workers. We have also enrolled our workers on ESIC schemes. We ensure that every worker is safe in our organization. 8) Motivation is a key for a person to achieve success in personal as well as professional life. Do we focus on motivating employees? Ans. Yes we do motivate employees when they give their best performance. We either motivate by giving them good incentives, by appreciating their work with claps, by giving them holidays also since it gives them time to relax.

9) How is the communication between employees and top management? Ans. Well we encourage our employees to talk to us with their problems. The management is good as they have ensured a clear and concise way to deal with each and every person and that is the reason why I have been in this company for past 18 years.

10) Last but not the least, as an employee and a HR what message would you like to give about the company? Ans. Well, our company is a place where we believe in providing equal opportunities to everyone and a good people makes good team and good team makes good management and good management makes good company.

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Limitations
There are a number of problems that arise as the department goes about its activities

1)Problems in Recruitment
The department may sometimes be unable to adequately coordinate and incorporate all the employees needed in the Companys operations. Another problem is Quality of pharma students in Ulhasnagar and since it is a small scale industries they are not getting the best talent.

2)Problems in Remuneration
In the process of trying to motivate members of staff to perform better, the Human Resource may make deals that eventually cause problems. A case in point is the Dolly Plastics and pharma. This Company has an employee Compensation policy that requires that one should be rewarded for the time they have served the Company. The Dolly Plastics and pharma Company offers an end of year bonus, basic salary and grant on stock shares as an incentive for some of its employees. The Company had no way out of this payment because HR had already passed that policy and they were bound by the law. This goes to show that sometimes policies made by the HR department do not benefit the Company especially if the parties involved are considered as losses to the Company.

3) Time Management
In addition to this, the Company can also ensure that all members of staff are held accountable for not performing a certain task. This is especially in regard to maintenance of the schedules. In so doing, human the Human Resource Department will be ensuring that employees do not simply report to work and that the time spent at work is directly proportional to output.

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Introduction to Human Resource Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy. "Human capital" is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view; i.e., the knowledge the individuals embody and can contribute to an organization. Likewise, other terms sometimes used include "manpower", "talent", "labor" or simply "people". The professional discipline and business function that oversees an organization's human resources is called human resource management (HRM, or simply HR). The term in practice From the corporate vision, employees are viewed as assets to the enterprise, whose value is enhanced by development. Hence, companies will engage in a barrage of human resource management practices to capitalize on those assets. In governing human resources, three major trends are typically considered: 3. Demographics: the characteristics of a population/workforce, for example, age, gender or social class. This type of trend may have an effect in relation to pension offerings, insurance packages etc. 4. Diversity: the variation within the population/workplace. Changes in society now mean that a larger proportion of organizations are made up of "baby-boomers" or older employees in comparison to thirty years ago. Advocates of "workplace diversity" advocate an employee base that is a mirror reflection of the make-up of society insofar as race, gender, sexual orientation etc. 5. Skills and qualifications: as industries move from manual to more managerial professions so does the need for more highly skilled graduates. If the market is "tight" (i.e. not enough staff for the jobs), employers must compete for employees by offering financial rewards, community investment, etc.

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In regard to how individuals respond to the changes in a labor market, the following must be understood:

Geographical spread: how far is the job from the individual? The distance to travel to work should be in line with the pay offered, and the transportation and infrastructure of the area also influence who applies for a post.

Occupational structure: the norms and values of the different careers within an organization. Mahoney 1989 developed 3 different types of occupational structure, namely, craft (loyalty to the profession), organization career (promotion through the firm) and unstructured (lower/unskilled workers who work when needed).

Generational difference: different age categories of employees

have certain

characteristics, for example, their behavior and their expectations of the organization. Concerns about the terminology One major concern about considering people as assets or resources is that they will be commoditized and abused. Some analysis suggests that human beings are not "commodities" or "resources", but are creative and social beings in a productive enterprise. The 2000 revision of ISO 9001, in contrast, requires identifying the processes, their sequence and interaction, and to define and communicate responsibilities and authorities. In general, heavily unionized nations such as France and Germany have adopted and encouraged such approaches. Also, in 2001, the International Labor Organization decided to revisit and revise its 1975 Recommendation 150 on Human Resources Development. One view of these trends is that a strong social consensus on political economy and a good social welfare system facilitates labor mobility and tends to make the entire economy more productive, as labor can develop skills and experience in various ways, and move from one enterprise to another with little controversy or difficulty in adapting. Another important controversy regards labor mobility and the broader philosophical issue with usage of the phrase "human resources". Governments of developing nations often regard developed nations that encourage immigration or "guest workers" as appropriating human capital that is more rightfully part of the developing nation and required to further its economic growth. Over time, the United Nations have come to more generally support the developing nations' point

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of view, and have requested significant offsetting "foreign aid" contributions so that a developing nation losing human capital does not lose the capacity to continue to train new people in trades, professions, and the arts. Positive aspects of Roles and Functions of the Human Resource Department Recruitment of Employees This is one of the most fundamental roles of the HR department. This is because this function ensures that the Company under consideration selects the most skillful and competent person from a sea of applicants at that time. This function involves evaluation of ability and competency of potential employees in relation to what the Company needs. This role falls under the Staffing role of management. If this function is performed well, then the organization will increase value consequently being on the right pathway to achieve its organizational and departmental goals and objectives.

Effective recruitment can be done through a number of ways. First of all the Company can conduct educational and psychological measurements. This task will involve assessment of abilities, skills and character evaluation of applicants. Through psychometric evaluation, the Company can ensure that employees have the right attitude necessary to fit into the organization. Another method Companies use to recruit members of staff is through interviews. Here, the Human Resource Department can ask applicants questions that evaluate their decision making abilities and how they would deal with certain situations if presented with them. The Department can also employ the use of written interviews where applicants answer questions addressing key issues in the organization. Through these channels, the Department contributes towards organizational performance.

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Improvement of Compensation Packages

One of the major functions of the HR department is to motivate employees. This can be done through rewards especially for those who have done well. The HR department needs to evaluate performance of employees and those who have exceeded expectations should be compensated for their actions. Research has shown that rewarding employees for good performance is the number one incentive for keeping up this trend. These compensation packages can come in the following ways; Provision of Salary Flexible Working End Holiday of Year Offers Bonuses Equities Awards Increments Hours

- Straight forward Promotion Schemes and Career Developments If the HR department includes these incentives, then it will ensure that employees are satisfied with the Company. It will also contribute towards good staff retention rates. This is especially crucial in increasing stability within the organization. It also makes employees identify with the firm and instills a sense of loyalty.

Planning in the Organization The Human Resource Department is placed with the responsibility of ensuring that it plans adequately for all the organizations future engagements that will involve people. One important aspect of this is planning for employees in the organization. It is important that the organization ensures that all the employees under its wing are just enough to increase value to the organization. The Department must ensure that staff members are not too many because if they exceed this amount, then the organization stands to lose. It must plan adequately to ensure that staff members are not too few either, otherwise they will be overworking those who are already in place. Consequently, there will be poor motivation resulting from fatigue.

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The HR department is also bestowed with the responsibility of planning future organizational goal in relation to people or clarifying these same goals to staff members. This function of the department ensures that people in the organization have a general direction which they are working towards. Organizations that have a clear direction are always more effective; those members of staff will be more result oriented rather than just working for the sake of it. The Department is also responsible for setting day to day objectives necessary for streamlining activities within the organization and thus ensuring that work is not just done haphazardly. Strategies to Improve Human Resource Departments Value to the Organization Training and Internships

It is not necessarily a guarantee that a candidate who did well in the recruitment exercise is the best in performing an organizations functions. New employees need orientation into the Companys functions and can also improve some inefficiency that these new employees may have in relation to their skills. This is the purpose of placing them on internships Training is also essential for members of staff who have been working for the organization for a long time. This is especially so in the wake of technological advancements, legal changes and changes in service delivery. It is important for an Organization to keep up with industry trends otherwise it faces the danger of becoming obsolete; especially in the background of increasing competition. Training need not be restricted to improvement of skills; it can also involve improvement of attitudes. This is normally characterized by attendance of workshops and other forms of talks. Training also increases motivation of employees and gives them that extra boost of energy needed to get them through tough times in their jobs. All the above tasks are placed under the Department of Human Resource because it is the one that will asses when training is needed, who needs the training, where and by whom. This aspect is a sure to improve value of the HR Department in the organization. An example of a company that adheres to this principle is Marks and Spencer retail chain outlet. The Company offers training for twelve months. Here new employees are taught all that is necessary to meet organizational goals and objectives then they can start work when they are ready to do so.

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Making Better Use of Time The Human Resource is conferred with the responsibility of ensuring that all members of staff perform to their best ability. It could improve this area by facilitating better use of time in all departments within the organization. Time is one of the most crucial yet intangible assets of the Company. The proper use of this resource could maximize production and achievement of organizational goals. The Department can do this by planning activities to be carried out in the organization. It can make schedules for the various activities that have to be done in the organization and thus facilitate better flow of information. In addition to this, the Company can also ensure that all members of staff are held accountable for not performing a certain task. This is especially in regard to maintenance of the schedules. In so doing, human the Human Resource Department will be ensuring that employees do not simply report to work and that the time spent at work is directly proportional to output.

Improving Organizational Culture The Human Resource Department can try to improve organizational culture through a three step procedure.

The first step of the process is observation. In this step HR finds out what makes ups or what the companys culture is like. HR should also be very intense on the organizational needs. Here, HR should realize that personal fulfillment works better and therefore should try to ensure that the change is relevant to every staff member. In this stage, HR should try to explain to all staff members or stakeholder the advantage of transforming the culture in the organization. This should be made clear so that all can see the advantages at the individual level and not simply at the organizational level. Then HR should try to eliminate all inhibitions in staff members minds. It is possible that some may claim that they tried one or two strategies before and it did not succeed. This are what are called cries of despair and HR should try its best to explain to staff members the need of changing the culture of the organization.

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The next step is the analysis of various aspects. Here, there is collection of data needed in making certain that culture changes. This stage involves checking out the success features or the factors that can facilitate its success. There should be calibration of data collected. Staff members should be made to understand that there are no perfect situations for implementation of changes. The analysis should involve assessing whether the information is sensible or not. Whether data gathered will be helpful or not and if it is too little or too much. Staff members should be requested for data that will help change the culture. Of course when trying to bring in change HR Department should have perceived benefits, a deadline for execution and also the realized gains in relation to the change in culture. In this step, there should be reality checks which should be done often.

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Introduction to Pharmaceutical industry

The pharmaceutical industry develops, produces, and markets drugs or pharmaceuticals licensed for use as medications. Pharmaceutical companies are allowed to deal in generic and/or brand medications and medical devices. They are subject to a variety of laws and regulations regarding the patenting, testing and ensuring safety and efficacy and marketing of drugs. The word pharmaceutical comes from the Greek word Pharmacies. The modern transliteration of Pharmacia is Pharmacia. Research and development Drug discovery is the process by which potential drugs are discovered or designed. In the past most drugs have been discovered either by isolating the active ingredient from traditional remedies or by serendipitous discovery. Modern biotechnology often focuses on understanding the metabolic pathways related to a disease state or pathogen, and manipulating these pathways using molecular biology or biochemistry. A great deal of early-stage drug discovery has traditionally been carried out by universities and research institutions. Public funding accounts for 80% of the amount spent on basic research for new drugs and vaccines in the United States. Drug development refers to activities undertaken after a compound is identified as a potential drug in order to establish its suitability as a medication. Objectives of drug development are to determine appropriate Formulation and Dosing, as well as to establish safety. Research in these areas generally includes a combination of in vitro studies, in vivo studies, and clinical trials. The amount of capital required for late stage development has made it a historical strength of the larger pharmaceutical companies. Suggested citation: Tufts Center for the Study of Drug Development, Annual Impact Report, Often, large multinational corporations exhibit vertical integration, participating in a broad range of drug discovery and development, manufacturing and quality control, marketing, sales, and distribution. Smaller organizations, on the other hand, often focus on a specific aspect such as discovering drug candidates or developing formulations. Often, collaborative agreements between research organizations and large pharmaceutical companies are formed to explore the potential of new drug substances.

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HRM STRATEGIES IN DOLLY PLASTICS: Hiring can take place in at many levels many ways : It can be for entry level positions or lateral hiring where people with experience are taken on board. We normally hire people with experience in sales and pharma knowledge . The other way of hiring is through Advertising in Local newspaper ULHASVIKAS for the need of workers. The hiring is done as per the3 requirement in the company. We mostly hire people who are from Science or Pharmacy background. Qualifications for the job is usually for medical and sales representatives and people should be from either B.Sc Chemistry or B. Pharmacy background. As outlined above, the different hiring strategies are for different levels in the organization. The most niche hiring takes place at senior levels where the essence is discreetness and hence dedicated consultants or HR professionals approach people at higher levels on a one-one basis. These include choosing from the available candidates, taking a decision as to the pay and perks, making an offer and finally, getting them on board. The strategic imperatives that underpin hiring depend on the ability of the organization to effectively leverage its reputation, flexibility in the roles that are available, availability of skilled resources and finally, the package that the organization is willing to offer.

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What constitutes the Performance Appraisal process in our Company? The performance appraisal process, simply put, is the time of the year when the employees are evaluated on their performance during the last six months or one year depending upon the timeframe that is set for the same. The performance appraisal process is conducted between the employee and his or her manager for the first round and subsequently between the manager and the managers manager before going into the third round which involves the above people.

Typically, we divide the year in which the employees performance is evaluated into two cycles, one for deciding the salary hike and the other for deciding how much bonus he or she gets for the cycle. In this way, we ensure that there is no overlap in grading the employee and a fair and balanced evaluation is the desired outcome though this does not always happen in reality. Managing employee performance is one of the key drivers for organizational success in the present context of firms trying to adopt a resource centered view of the organizational. We have seen elsewhere that integrating HRM practices with those of our goals and strategy increases the competitive advantages for the firm. When we talk about employee performance, we need to remember that it is a two way process that tie in the manager and the employee with the HR manager playing the role of a mediator. For instance, any discussion about employee performance has to include the manager and the employee or the manager and the managed. Hence, it is imperative that both parties to this transaction realize their responsibilities and work together to ensure that the process is smoothened. In the succeeding sections, we discuss the role of the manager and the employee and how organizational focus on managing employee performance can play a role as well.

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Retention of old Employees : At Dolly Plastics Industries we take care of retaining our old employees for improving our organizational efficiency. So we have some strategies that will help us retain our best talent. Taking each of these strategies in turn, job rotation is the practice of moving the employees around divisions and within divisions with a clear emphasis on making sure that they operate in domains other than the ones assigned to them initially. This would mean that the employees get trained on competencies beyond that of their assigned plant and this would lead to greater motivation to pick up additional skills and motivate them to perform better. For example, the warehousing unit has introduces new machines that can ease the load of some goods . The importance of grievance redressal and mitigation cannot be emphasized more. This is the most critical and crucial component of the HRM plan as research has shown that an employee with pending issues awaiting resolution is twice more likely to quit the company than the other employees. Hence, all efforts are made to redress the grievances of the employees. Ways to Mitigate Job Dissatisfaction The fact that one of the reasons for low employee morale in organizations is the fact that the employees and often feel alienated and cut off from the larger purpose. The contention is that the employees feel themselves to be part of an impersonal setup and perceive themselves to be unable to make a difference to the whole unit. Hence, there is a need to involve the employees in the larger picture and provide them with perspective on the bigger picture. In a pharmaceutical units with assembly line manufacturing, the chemists is often responsible for his or her part of the chain and is not in a position to relate to the bigger picture. Hence, there should be effective strategies like job rotation, interaction with other units, timely promotions and cross functional teams wherein the chemists/pharmacists would feel themselves to be contributing to the larger goal of the company.

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Employee Relationship in Dolly Plastics industries Literally speaking employee relations consists of all those areas in Human resource Management that involves general relationship with the workforce. This may be in the form of collective or mutual agreements that leads to the formation of trade unions or through policies and procedures for employee engagement and communication. The increased growth of workforce diversity has led to a need for continuous changes in HR practices and policies. Managing human relations has become the most difficult challenge that the managers are facing today. Conflicts within the organization, small or large have become inevitable. This can be overcome by developing sound interpersonal and conflict management skills within you. In todays times, it is really the toughest business for managers to deal efficiently with employees. Failing to do so can result in high attrition rate. To retain and get the maximum output from them, managers need to improve their skills such as active listening, effective communication, acceptability, adaptability, decision-making and conflict management. These are the core skills that supervisors and managers can use tactfully to resolve conflicts among employees or between employees and organization. Effective communication is an art as well science to mend spoiled relationships among employees as well as between employee and employer. This is the foundation for all the actions taken by a manager to establish and manage human relations in our organization. Working with diverse workforce, understanding their psychologies, needs and requirements requires tremendous amount of effort as well as interaction. It is the first step to break the ice and move ahead in a positive direction. It helps managers create a peaceful working environment in the organization.

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Learning to manage conflicts can help managers resolve employee relations issues quickly and effectively. Listening patiently both the sides and arriving upon a decision that can satisfy both parties can help greatly. We avoid jumping straight to the conclusion, making hasty decisions and boosting the ego of one party. This can lead to bigger or never ending conflict. Effective communication, efforts to reach to the truth and making right decisions are some of the qualities that are management is more focused on. Thus , at Dolly plastics and Pharma Industry we concentrate more in improving our relations with our workers as we consider them as our customers and respect them treat them with integrity and retain the best talent we have in our company so as to improve our output in market and in our day to day activities.

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Workplace safety for our employees in Dolly Plastics

We have reduced the risk of accidents at workplace by identifying the level of risk, modifying the already existing policy and implementing it effectively. For this, we have designed proper and efficient management programs to improve physical environment employee assistance programs to help them diagnose and treat their stress-related problems. Here is a mention of our workplace safety programs that are implemented by our organization to ensure workers physical and mental safety:

Safety Policy: It contains a declaration of the employers intent towards the safety of employees and means to realize it. It includes causes, extent and remedies for accidents at workplace. The policy specifies the companys goals and responsibilities and caveats and sanctions for failing to fulfill them.

Provision of Physical Health Services: Regular medical check-ups of employees help detect the signs and symptoms of tension, stress, ulcers, depression and other diseases resulting from the exposure to harmful gases or other irritants. It is considered as one of the major steps to control occupational health hazards and treat them before they become worse. In addition to this, it helps managers in rehabilitating the employees by redesigning their jobs in order to eliminate the further damage to their health.

Mental Health Services: In order to reduce the risk of mental breakdowns because of tension, pressure and depression and mental illness, a mental health service is provided to the employees in different ways such as psychiatric counseling, co-operation and consultation with specialists, educating employees about the importance of mental health and establishment, development and maintenance of harmonious human relations at workplace.

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Employee Assistance Programs: These are specially designed to deal with stress-related problems of the employees and help in diagnosis, treatment, screening and prevention of both work and non-work related problems. These programs provide real help to professionals and do not carry any negative implications.

Awareness Programs: Conducting the workshops about sexually transmitted diseases such as HIV AIDS help a lot in raising the awareness of employees towards such dreadful diseases. Such programs clear out the confusion and disruption in the workforce. We all must have heard of a simple phrase, Health is Wealth. This is true for individuals as well as organizations. Understanding, developing, implementing and evaluating workplace safety programs not only helps individuals in maintaining their health but also helps our organization in retaining their resources.

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Dolly Plastics HRM processes:

Formulation of certain strategies and execution of the same, which is done by the HR department. At the base of this strategy formulation lie various processes and the effectiveness of the former lies in the meticulous design of these processes. The following are the various HR processes: 5. Human resource planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation, Evaluation, Promotion and Layoff). 6. Employee remuneration and Benefits Administration 7. Performance Management. 8. Employee Relations.

The efficient designing of these processes apart from other things depends upon the degree of Correspondence of each of these. This means that each process is subservient to other. You start from Human resource Planning and there is a continual value addition at each step

Human Resource Planning:

Generally, we consider Human Resource Planning as the process of people forecasting. Right but incomplete! It also involves the processes of Evaluation, Promotion and Layoff.

Recruitment: It aims at attracting applicants that match a certain Job criteria. Selection: The next level of filtration. Aims at short listing candidates who are the nearest match in terms qualifications, expertise and potential for a certain job.

Hiring: Deciding upon the final candidate who gets the job. Training and Development: Those processes that work on an employee onboard for his skills and abilities up gradation.

Employee Remuneration and Benefits Administration: The process involves deciding upon salaries and wages, Incentives, Fringe Benefits and Perquisites etc. Money is the prime motivator

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in any job and therefore the importance of this process. Performing employees seek raises, better salaries and bonuses. Performance Management: It is meant to help the organization train, motivate and reward workers. It is also meant to ensure that the organizational goals are met with efficiency. The process not only includes the employees but can also be for a department, product, and service or customer process; all towards enhancing or adding value to them. Nowadays there is an automated performance management system (PMS) that carries all the information to help managers evaluate the performance of the employees and assess them accordingly on their training and development needs. Employee Relations: Employee retention is a nuisance with organizations especially in industries that are hugely competitive in nature. Though there are myriad factors that motivate an individual to stick to or leave an organization, but certainly few are under our control. Employee relations include Labor Law and Relations, Working Environment, Employee health and safety, Employee- Employee conflict management, Employee- Employee Conflict Management, Quality of Work Life, Workers Compensation, Employee Wellness and assistance programs, Counseling for occupational stress. All these are critical to employee retention apart from the money which is only a hygiene factor. Thus , at Dolly plastics Industries we aim to build a strong HRM process that will help our organization to develop a develop efficiency in operations. All processes are integral to the survival and success of HR strategies and no single process can work in isolation; there has to be a high level of conformity and cohesiveness between the same.

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Other Functional Areas in Dolly Plastics

Human Resource Management is not just limited to manage and optimally exploit human intellect. We focus on managing physical and emotional capital of employees. Considering the intricacies involved, the scope of HRM is widening with every passing day. It covers but is not limited to HR planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc. In other words, we can say that its about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals. The scope of HRM is extensive and far-reaching. Therefore, it is very difficult to define it concisely. However, we may classify the same under following heads:

HRM in Personnel Management: This is typically direct manpower management that involves manpower planning, hiring (recruitment and selection), training and development, induction and orientation, transfer, promotion, compensation, layoff and retrenchment, employee productivity. The overall objective here is to ascertain individual growth, development and effectiveness which indirectly contribute to organizational development. It also includes performance appraisal, developing new skills, disbursement of wages, incentives, allowances, traveling policies and procedures and other related courses of actions.

HRM in Employee Welfare: This particular aspect of HRM deals with working conditions and amenities at workplace. This includes a wide array of responsibilities and services such as safety services, health services, welfare funds, social security and medical services. It also covers appointment of safety officers, making the environment worth working, eliminating workplace hazards, support by top management, job safety, safeguarding machinery, cleanliness, proper ventilation and lighting, sanitation, medical

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care, sickness benefits, employment injury benefits, personal injury benefits, maternity benefits, unemployment benefits and family benefits. It also relates to supervision, employee counseling, establishing harmonious relationships with employees, education and training. Employee welfare is about determining employees real needs and fulfilling them with active participation of both management and employees. In addition to this, it also takes care of canteen facilities, crches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

HRM in Industrial Relations: Since it is a highly sensitive area, it needs careful interactions with labor or employee unions, addressing their grievances and settling the disputes effectively in order to maintain peace and harmony in the organization. It is the art and science of understanding the employment (union-management) relations, joint consultation, disciplinary procedures, solving problems with mutual efforts,

understanding human behavior and maintaining work relations, collective bargaining and settlement of disputes. The main aim is to safeguarding the interest of employees by securing the highest level of understanding to the extent that does not leave a negative impact on organization. It is about establishing, growing and promoting industrial democracy to safeguard the interests of both employees and management. The scope of HRM is extremely wide, thus, cannot be written concisely. However, for the sake of convenience and developing understanding about the subject, we divide it in three categories mentioned above.

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Article From Management Study Guide

We often hear the term Human Resource Management, Employee Relations and Personnel Management used in the popular press as well as by Industry experts. Whenever we hear these terms, we conjure images of efficient managers busily going about their work in glitzy offices. In this article, we look at the question what is HRM? by giving a broad overview of the topic and introducing the readers to the practice of HRM in contemporary organizations. Though as with all popular perceptions, the above imagery has some validity, the fact remains that there is much more to the field of HRM and despite popular depictions of the same, the art and science of HRM is indeed complex. We have chosen the term art and science as HRM is both the art of managing people by recourse to creative and innovative approaches; it is a science as well because of the precision and rigorous application of theory that is required.

As outlined above, the process of defining HRM leads us to two different definitions. The first definition of HRM is that it is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities. This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier. The second definition of HRM encompasses the management of people in organizations from a macro perspective i.e. managing people in the form of a collective relationship between management and employees. This approach focuses on the objectives and outcomes of the HRM function. What this means is that the HR function in contemporary organizations is concerned with the notions of people enabling, people development and a focus on making the employment relationship fulfilling for both the management and employees.

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These definitions emphasize the difference between Personnel Management as defined in the second paragraph and human resource management as described in the third paragraph. To put it in one sentence, personnel management is essentially workforce centered whereas human resource management is resource centered. The key difference is HRM in recent times is about fulfilling management objectives of providing and deploying people and a greater emphasis on planning, monitoring and control. Whatever the definition we use the answer to the question as to what is HRM? is that it is all about people in organizations. No wonder that some MNCs (Multinationals) call the HR managers as People Managers, People Enablers and the practice as people management. In the 21st century organizations, the HR manager or the people manager is no longer seen as someone who takes care of the activities described in the traditional way. In fact, most organizations have different departments dealing with Staffing, Payroll, and Retention etc. Instead, the HR manager is responsible for managing employee expectations vis-vis the management objectives and reconciling both to ensure employee fulfillment and realization of management objectives.

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Conclusion
The Human Resource Management teams main function is to manage people. There are positive and negative aspects of this function; first of all, the HR department enriches the organization through recruitment procedures and an example an effective HR team in this area is Tesco Ireland. HR department also ensures that members of staff follow a general direction by frequently clarifying and reminding them of the organizations goals. Besides this, they are also responsible for organizing incentives or compensation packages to motivate employees. All these functions contribute towards organizational effectiveness. However, there are some negative aspects of HR; it has to bear the burden of blame if an employee performs poorly like the Arthur Andersen Company. Besides this, some policies made by the department may be detrimental to the Company like in the Home Depot Companys case. Improvements to their role can be done by arranging training for staff members, organizing activities for the organization and changing organizational culture. In addition to this, the Company can also ensure that all members of staff are held accountable for not performing a certain task. This is especially in regard to maintenance of the schedules. In so doing, human the Human Resource Department will be ensuring that employees do not simply report to work and that the time spent at work is directly proportional to output. The Human Resource is conferred with the responsibility of ensuring that all members of staff perform to their best ability. It could improve this area by facilitating better use of time in all departments within the organization. Time is one of the most crucial yet intangible assets of the Company. The proper use of this resource could maximize production and achievement of organizational goals. The Human Resource is conferred with the responsibility of ensuring that all members of staff perform to their best ability. It could improve this area by facilitating better use of time in all departments within the organization. Time is one of the most crucial yet intangible assets of the Company. The proper use of this resource could maximize production and achievement of organizational goals.

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Bibliography 1) Dolly Plastics Industries 2) Article from Management Study Guide 3) www.google.com