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CHAPTER 1

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT (HRM).

1.1) WHAT IS HUMAN RESOURCE MANAGEMENT?


Human resource mana emen! (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contri ute to the achievement of the o !ectives of the usiness"#he terms $human resource management$ and $human resources$ (HR) have largely replaced the term $personnel management$ as a description of the processes involved in managing people in organizations" Human Resource management is evolving rapidly" Human resource management is oth an academic theory and a usiness practice that addresses the theoretical and practical techni%ues of managing a workforce" #he Human Resources Management (HRM) function includes a variety of activities& and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs& recruiting and training the est employees& ensuring they are high performers& dealing with performance issues& and ensuring your personnel and management practices conform to various regulations" 'ctivities also include managing your approach to employee enefits and compensation& employee records and personnel policies" (sually small usinesses (for-profit or nonprofit) have to carry out these activities themselves ecause they can't yet afford partor full-time help" However& they should always ensure that employees have and are aware of -- personnel policies which conform to current regulations" #hese policies are often in the form of employee manuals& which all employees have" )ote that some people distinguish a difference etween HRM (a ma!or management activity) and HR* (Human Resource *evelopment& a profession)" #hose people might include HRM in HR*& e+plaining that HR* includes the roader range of activities to develop personnel inside of organizations& including& eg& career development& training& organization development& etc" #here is a long-standing argument a out where HR-related functions should e organized into large organizations& eg& $should HR e in the ,rganization *evelopment department or the other way around-$ #he HRM function and HR* profession have undergone tremendous change over the past ./-0/ years" Many years ago& large organizations looked to the $1ersonnel *epartment&$ mostly to manage the paperwork around hiring and paying people" More recently& organizations consider the $HR *epartment$ as playing a ma!or role in staffing& training and helping to manage people so that people and the organization are performing at ma+imum capa ility in a highly fulfilling manner"

1.") #EATURES O# HUMAN RESOURCE MANAGEMENT (HRM).


HRM involves management functions like planning& organizing& directing and controlling 2t involves procurement& development& maintenance of human resource 2t helps to achieve individual& organizational and social o !ectives HRM is a mighty disciplinary su !ect" 2t includes the study of management psychology communication& economics and sociology" 2t involves team spirit and team work"

1.$) E%O&UTION O# HUMAN RESOURE MANAGEMENT (HRM)


#he evolution of HRM can e traced ack to 3autilya 'rtha 4hastra where he recommends that government must take active interest in pu lic and private enterprise" He says that government must provide a proper procedure for regulating employee and employee relation 2n the medieval times there were e+amples of kings like 'llaudin 3hil!i who regulated the market and charged fi+ed prices and provided fi+ed salaries to their people" #his was done to fight inflation and provide a decent standard of living *uring the pre independence period of 15./ the trade union emerged" Many authors who have given the history of HRM say that HRM started ecause of trade union and the 6irst 7orld 7ar" #he Royal commission in 1501 recommended the appointment of a la our welfare officer to look into the grievances of workers" #he factory act of 158. made it compulsory to appoint a la our welfare officer if the factory had 9// or more than 9// workers" #he international institute of personnel management and national institute of la our management were set up to look into pro lems faced y workers to provide solutions to them" #he 4econd 7orld 7ar created awareness regarding workers rights and 158/:s to 15;/:s saw the introduction of new technology to help workers" #he 15;/:s e+tended the scope of human resource eyond welfare" )ow it was a com ination of welfare& industrial relation& administration together it was called personnel management" 7ith the second 9 year plan& heavy industries started and professional management ecame important" 2n the </:s the focus was on efficiency of la our wile in the =/:s the focus was on new technology& making it necessary for new rules and regulations" 2n the 5/:s the emphasis was on human values and development of people and with li eralization and changing type of working people ecame more and more important there y leading to HRM which is an advancement of personnel management"

1.') HUMAN RESOURCE MANAGEMENT GOA&


#he goal of human resource management is to help an organization to meet strategic goals y attracting& and maintaining employees and also to manage them effectively" #he asic premise of the academic theory of HRM is that humans are not machines& therefore we need to have an interdisciplinary e+amination of people in the workplace" 6ields such as psychology& industrial engineering& industrial and organizational psychology& industrial relations& sociology& and critical theories> postmodernism& post-structuralism play a ma!or role" Many colleges and universities offer achelor and master degrees in Human Resources Management" ,ne widely used scheme to descri e the role of HRM& developed y *ave (lrich& defines 8 fields for the HRM function" 1) 4trategic usiness partner .) ?hange agent 0) @mployee champion 8) 'dministration However& many HR functions these days struggle to get eyond the roles of administration and employee champion& and are seen rather as reactive than strategically proactive partners for the top management" 2n addition& HR organizations also have the difficulty in proving how their activities and processes add value to the company" ,nly in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value"

1.() SCOPE O# HUMAN RESOURCE MANAGEMENT (HRM)


#he scope of HRM refers to all the activities that come under the anner of HRM" #hese activities are as follows 1. Human resources )*ann+n ,Human resource planning or HR1 refers to a process y which the company to identify the num er of !o s vacant& whether the company has e+cess staff or shortage of staff and to deal with this e+cess or shortage" ". .o/ ana*0s+s 1es+ n ,'nother important area of HRM is !o analysis" Ao analysis gives a detailed e+planation a out each and every !o in the company" Based on this !o analysis the company prepares advertisements" 0" Recru+!men! an1 se*ec!+on >Based on information collected from !o analysis the company prepares advertisements and pu lishes them in the news papers" #his is recruitment" ' num er of applications are received after the advertisement is pu lished& interviews are conducted and the right employee is selected thus recruitment and selection are yet another important area of HRM" '. Or+en!a!+on an1 +n1uc!+on ,,nce the employees have een selected an induction or orientation program is conducted" #his is another important area of HRM" #he employees are informed a out the ackground of the company& e+plain a out the organizational culture and values and work ethics and introduce to the other employees" (. Tra+n+n an1 1e2e*o)men! ,@very employee goes under training program which helps him to put up a etter performance on the !o " #raining program is also conducted for e+isting staff that have a lot of e+perience" #his is called refresher training" #raining and development is one area were the company spends a huge amount" 3. Per4ormance a))ra+sa* ,,nce the employee has put in around 1 year of service& performance appraisal is conducted that is the HR department checks the performance of the employee" Based on these appraisal future promotions& incentives& increments in salary are decided" 5. Com)ensa!+on )*ann+n an1 remunera!+on ,#here are various rules regarding compensation and other enefits" 2t is the !o of the HR department to look into remuneration and compensation planning"

6. Mo!+2a!+on7 8e*4are7 9ea*!9 an1 sa4e!0 ,Motivation ecomes important to sustain the num er of employees in the company" 2t is the !o of the HR department to look into the different methods of motivation" 'part from this certain health and safety regulations have to e followed for the enefits of the employees" #his is also handled y the HR department" :. In1us!r+a* re*a!+ons ,'nother important area of HRM is maintaining co-ordinal relations with the union mem ers" #his will help the organization to prevent strikes lockouts and ensure smooth working in the company"

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1.() SIGNI#ICANCE ; IMPORTANCE ; NEED O# HUMAN RESOURCE MANAGEMENT (HRM)


HRM ecomes significant for usiness organization due to the following reasons" 1. O/<ec!+2e ,HRM helps a company to achieve its o !ective from time to time y creating a positive attitude among workers" Reducing wastage and making ma+imum use of resources etc" ". #ac+*+!a!es )ro4ess+ona* ro8!9 ,*ue to proper HR policies employees are trained well and this makes them ready for future promotions" #heir talent can e utilized not only in the company in which they are currently working ut also in other companies which the employees may !oin in the future" $. =e!!er re*a!+ons /e!8een un+on an1 mana emen! >Healthy HRM practices can help the organization to maintain co-ordinal relationship with the unions" (nion mem ers start realizing that the company is also interested in the workers and will not go against them therefore chances of going on strike are greatly reduced" '. He*)s an +n1+2+1ua* !o 8or> +n a !eam; rou) ,@ffective HR practices teach individuals team work and ad!ustment" #he individuals are now very comforta le while working in team thus team work improves" (. I1en!+4+es )erson 4or !9e 4u!ure ,4ince employees are constantly trained& they are ready to meet the !o re%uirements" #he company is also a le to identify potential employees who can e promoted in the future for the top level !o s" #hus one of the advantages of HRM is preparing people for the future" 3. A**oca!+n !9e <o/s !o !9e r+ 9! )erson ,2f proper recruitment and selection methods are followed& the company will e a le to select the right people for the right !o " 7hen this happens the num er of people leaving the !o will reduce as the will e satisfied with their !o leading to decrease in la our turnover" 5. Im)ro2es !9e econom0 ,@ffective HR practices lead to higher profits and etter performance y companies due to this the company achieves a chance to enter into new usiness and start new ventured thus industrial development increases and the economy improves"

CHAPTER "

INTRODUCTION TO &AW?IM

".1) COMPAN@ PRO#I&E


&AW?IM is a part of the 1/5-year young Codre! group& which grosses over (4 D 1"09 Billion (Rs";. Billion) and has een one of the most trusted rand names in 2ndia for decades" 2t spans ..&/// people& 1// manufacturing locations in 2ndia E a road& diversified into 1= companies (8 pu licly traded) with operations in 1/ countries" #here are at least 8 Codre! products in use in every household in 2ndia" Fawkim has een a leader pioneering in 2ndia for the manufacturing of specialized mo!ors since its inception in 15;1" 7e have a dedicated state-of-the-art manufacturing facility in 2ndia at 4hindewadi& near 1une and a 4ervices ?omple+ at #hane& near Mum ai" Fawkim esta lished its name in 15;9& pioneering in 2ndia the manufacture of specialized custom- uilt compressor motors& in technical colla oration with @merson @lectric& the giant (4 conglomerate" Fawkim was one of the first companies in the country to %ualify for oth ISO :AA1 and ISO 1'AA1 certifications" 2t has (F-approved motors in its range" #he company also caters to the open market for motors and has introduced a wide range of domestic and agricultural pump sets" #oday Fawkim is a multifaceted company& having diversified into the areas of Con!ac! Mana emen! Ser2+ces B =PO& ?no8*e1 e Mana emen! So*u!+ons and Cua*+!0 Ser2+ces" 2n these new areas also we are aiming to create a reputation amongst our valued customers for performance& ased on the values of %uality& trust E commitment to provide world class services" 't Fawkim& we elieve that we must go eyond customer satisfaction to delight our customers"

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".") COMPAN@ MANAGEMENT

Sen+or Mana emen!, 4teered y a team of highly e+perienced and proficient management professionals& we have kept pace with the rapids in technological growth over the last forty years and more& and are poised to ride the surge in the forthcoming years" %I.A@ M. CRISHNA Managing *irector& Fawkim FimitedG Codre! (pstream Fimited ' graduate in @conomics from 4t" 4tephen:s ?ollege& (niversity of *elhi& Mr" H" M" ?rishna handled several ma!or rands& efore ecoming ?@, of Fawkim Ftd" taken over y MIs" Codre! in 15<<" 2n 1551& He formed a !oint venture company - 4tatomat 4pecial Machines& 2ndia and went on to e appointed to the Board of *irectors& Codre!- C@ 'ppliances in 1550" 2n .//0& having e+tended Fawkim's activities to light engineering and 2# @na led 4ervices he ought over their 'merican partner:s ?all ?entre usiness in the (4 #ravel vertical" 7hen he is not attending oard meetings or traveling across time-zones& Mr" ?rishna en!oys trekking and participation in amateur theatre" He is on the Board of #rustees& Bom ay 4cottish ,rphanage 4ociety" DERCSIS. ?. MAR?ER @+ecutive H1& ?6, E ?ompany 4ecretary& Fawkim Fimited *irector& Codre! (pstream Fimited 'ssociated with the company:s strategies E initiatives of profit improvement& for over 1; years& Mr" Marker has a wide e+perience in 1ro!ect ?onsultancy& 1harmaceutical& 6M?C E 4ervice 2ndustry" He is a ?hartered 'ccountant E has additional %ualifications of ?ost E 7orks 'ccountancy E ?ompany 4ecretary-ship from prestigious 2nstitutes in 2ndia" Besides heading the Fawkim Motors usiness for several years& he is also on the Board of some Codre! 'ssociated ?ompanies" He en!oys 7estern ?lassical Music E reading Human 1sychology" A=HA@ M. PENDSE Hice 1resident J ,perations& Motors Fawkim Fimited ' certified 4igma Black Belt from 'merican 4ociety for Kuality& Mr" 1endse is responsi le for manufacturing& engineering E %uality functions for the Motors usiness" He has ./ years of e+perience in Motor industry" Besides B"@ (Mechanical @ngineering) he has M6M and FFB degrees added to his %ualifications"

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ARTHUR GOMES Head - ,perations& Codre! (pstream Fimited Heading ,perations& Kuality& #raining& 2# E M24 across 2ndia" ' certified lead auditor for 24, 5//1& 'rthur has completed his Feadership Management 2nternational certification from 1aul A" Meyer& (4'" He has 18 year's of professional e+perience of which 1/ years has een in the B1, landscape" ' Ma!or in @conomics and @nglish Fiterature& he has a diploma in Marketing and a Management *egree in #ravel& #ourism and Hospitality" He is also a certified 4i+ 4igma Black Belt practitioner from 4i+ 4igma 'lchemy" He is actively involved in 3ennel& and clu cricket administration" A&O? SRI%ASTA%A Head - Business *evelopment& Codre! (pstream Fimited 'ssociated in the past with various organizations like 'sian 1aints& Mo ilink-?aretel& 7e -@+ ?orp and Merittrac& Mr" 4rivastava has more than ; years: e+perience in the ?ontact Management 4ervices E B1, 4ector" 2nstrumental in the *ivision's growth at ;/-</L M,M for last 8 years& he has e+plored new avenues for revenue generation for the organization and has successfully moved clients up the value chain y providing specialized services in the ,utsourcing sphere" He has a 1C*B' (Marketing) esides a Bachelor:s degree in Mathematics" PRI@A I@ER Head - 3nowledge Management 4olutions& Fawkim Fimited Responsi le for heading the training across usinesses nationally& Ms" 2yer has more than a decade long rich e+perience spread over ?orporate E Retail 4ales& ?ustomer Relationship E ,perations" ' post graduate in @arly ?hild @ducation E ' normal Behavior from 4t" Navier:s ?ollege" RADHI?A SINGH Head - HR*& Fawkim Fimited Responsi le for HR* 6unctions across our usinesses& Ms" 4ingh has more than 1/ years: *omestic as well as 2nternational e+perience" 4he is a Ma!or in @conomics and a Master in Human Resources *evelopment"

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".$) &AW?IME NEW INITIATI%ES.


To >ee) )ace 8+!9 !9e *a!es! a12ances +n !ec9no*o 07 8e 9a2e !a>en !9e 4o**o8+n ne8 +n+!+a!+2es, &a8>+m Mo!ors O S+F S+ ma> ' methodology that employs techni%ues which focus on eliminating mistakes& waste and rework" Besides 0 certified Black elts from 'merican 4ociety for Kuality& (4'& Fawkim has 15 internally certified Black elts E 8< internally ceritified Creen elts E we are still adding to their num er" Go1re< U)s!ream O 24, .<//1 (?ertificate of 2nformation 4ecurity Management from 2nternational 4ecurity 4tandard) O 24, 5//1 (?ertificate awarded for 4tandards of Kuality) O 4i+ 4igma COMPAN@ ACTI%ITIES Naoro<+ Go1re< Cen!re 4or P*an! Researc9 (NGCPR) , )C?1R is esta lished in the year 155. in the fond memory of Fate 4hri )aoro!i Codre! of Codre! group of industries with an o !ective to carry out purposeful research in the areas of 1lant iodiversity E conservation with a special reference to medicinal plants" #he research center is approved as 4cientific and 2ndustrial Research center y *epartment of 4cientific and 2ndustrial Research organization of Covernment of 2ndia" #he center has a pool of young scientists headed y *r" 1" #etali" 2t has ."9 hectare Botanical garden where e+amples of local endemic medicinal and aromatic plants are eing propagated" #he team is evaluating a num er of commercially via le plants for various properties and to enhance their local e+ploitation using tissue culture and plant reeding techni%ues" 1lants maintained at )C?1R nursery include .// Medicinal& 8/ 'romatic& 0= 7ild edi le& 1= #im er E @nergy& 00 Bam oos& ;/ ,rchids& =/ #hreatened E endemic species" Areas o4 Researc9 , O ?ultivation& 2mprovement and mass propagation of medicinal and aromatic plants" O ?onservation and cultivation of endemic E threatened plant species" O *omestication E 2mprovement of wild edi le and ornamental plants" O 'utecological studies of selected tim er& energy and plantation tree species" O Maintenance of am usetum and orchidarium" O *evelopment of ideal village"

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Conser2a!+on o4 Sacre1 Gro2es O 1u lished = 2nternational 1apers" O 1u lished .< )ational 1apers"

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CHAPTER $

TOO&S O# HUMAN RESOURCE MANAGEMENT USED IN &AW?IM

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$.1) .O= ANA&@SIS7 .O= DESIGN 7 .O= DECRIPTION.


1) .o/ ana*0s+s ' !o is defined as a collection of duties and responsi ilities which are given together to an individual employee" Ao analysis is the process of studying and collecting information relating to operations and responsi ilities of a specific !o " 2t can e e+plained with the help of the following diagram .o/ ana*0s+s .o/ 1escr+)!+on Ao titleI name of the !o 7orking hours *uties and responsi ilities 7orking conditions 4alary and incentives Machines to e handled on the !o .o/ s)ec+4+ca!+on Kualification Kualities @+perience 6amily ackground #raining 2nterpersonal skills

's mentioned in the a ove ta le !o analysis is divided into . parts a) Ao description 7here the details regarding the !o are given" ) Ao specification 7here we e+plain the %ualities re%uired y people applying for the !o " .o/ 1es+ n Ao design is the process of a) *eciding the contents of the !o " ) *eciding methods to carry out the !o " c) *eciding the relationship which e+ists in the organization" Ao analysis helps to develop !o design and !o design matches the re%uirements of the !o with the human %ualities re%uired to do the !o " 6actors affecting !o design> - #here are various factors which affect !o design in the company" #hey can e e+plained with the help of diagram"

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#ac!ors a44ec!+n <o/ 1es+ n Or an+Ga!+ona* 4ac!ors En2+ronmen!a* 4ac!ors =e9a2+ora* 4ac!ors

1" #ask characteristics ." 1rocess or flow of work in organization 0" @rgonomics 8" 7ork practices Methods of !o design

1" @mployee availa ility and a ility ." 4ocial and cultural e+pectations

1" 6eed ack ." 'utonomy 0" Hariety

#here are various methods in which !o design can e carried out" #hese methods help to analysis the !o & to design the contents of the and to decide how the !o must e carried out "these methods are as follows>2" Ao rotation 22" Ao enlargement 222" Ao enrichment"

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$.") HRM P&ANNING; PERSONNE& P&ANNING


Human resource planning>Human resource planning can e defined as the process of identifying the num er of people re%uired y an organization in terms of %uantity and %uality" 'll human resource management activities start with human resource planning" 4o we can say that human resource planning is the principleIprimary activity of human resource management" 6rom human resource planning the organization identifies how many people it has currently and how many people will e re%uired in future" Based on this information ma!or human resource decisions are taken" 1rocess of HR1IM1IIsteps in HR1IM1 Human resource planning can e defined as the process of identifying the num er of people re%uired y an organization in terms of %uantity and %uality" 'll human resource management activities start with human resource planning" 4o we can say that human resource planning is the principleIprimary activity of human resource management" #he process of HR1 involves various steps they can e e+plained with the help of the following diagram" Human resource )*ann+n 1ersonal re%uirement 6orecast 1ersonal supply 6orecast

?omparison

*ifferences

Mes

)o

1=

1ersonal 4urplus (1//P1.9) Fayoff #ermination HR4

1ersonal 4hortage (1//P<9) ,vertime RecruitmentIhiring 4u contracting

1) Personne* reHu+remen! 4orecas!, #his is the very first step in HR1 process" Here the HR1 department finds out department wise re%uirements of people for the company" #he re%uirement consists of num er of people re%uired as well as %ualification they must posses" 1ersonnel supply forecast> 2n this step& HR department finds out how many people are actually availa le in the departments of the company" #he supply involvesIincludes num er of people along with their %ualification" ") Com)ar+son, Based on the information collected in the 1st and .nd step& the HR department makes a comparison and finds out the difference" #wo possi ilities arise from this comparison a" )o difference> - 2t is possi le that personnel re%uirement P personnel supplied" 2n this case there is no difference" Hence no change is re%uired" " Mes& there is a difference> #here may e difference etween supply and re%uirement" #he difference may e i" 1ersonnel surplus ii" 1ersonnel shortage $) Personne* sur)*us, 7hen the supply of personnel is more than the re%uirement& we have personnel surplus" 7e re%uire 1// people& ut have 1.9 people" #hat is we have a surplus of .9 people" 4ince e+tra employees increase e+penditure of company the company must try to remove e+cess staff y methods of i" Fayoff ii" #ermination iii" HR4I?R4

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') Personne* s9or!a e, 7hen supply is less than the re%uirement& we have personnel shortage" 7e re%uire 1// peopleG we have only <9 i"e" we are short of .9 people" 2n such case the HR department can adopt methods like ,vertime& Recruitment& 4u -contracting to o tain new employee

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$.$) RECRUITMENT7 SE&ECTION AND INDUCTION


1. RECRUITMENT Recruitment is a process of searching for prospective employees and stimulating them to apply for !o s" , !ectives of recruitment Recruitment fulfills the following o !ectives 1" 2t reviews the list of o !ectives of the company and tries to achieve them y promoting the company in the minds of pu lic" ." 2t forecasts how many people will e re%uired in the company" 0" 2t ena les the company to advertise itself and attract talented people" 8" 2t provides different opportunities to procure human resource" Methods of recruitmentIsources Recruitment is a process of searching for prospective employees and stimulating them to apply for !o s ?ompanies can adopt different methods of recruitment for selecting people in the company" #hese methods are 1" 2nternal sources ." @+ternal sources #he sources can e further e+plained with the help of following diagram 4ources of recruitment (manpower supply) In!erna* source 1" ." 0" 8" 9" ;" 1romotion *epartmental e+am #ransfer Retirement 2nternal advertisement @mployee recommendation 1" ." 0" 8" 9" ;" EF!erna* sources Management consultant @mployment agency ?ampus recruitment )ews paper advertisement 2nternet advertisement 7alk in interview

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2nternal sources of recruitment >2nternal sources of recruitment refer to o taining people for !o from inside the company" #here are different methods of internal recruitment 1. Promo!+on ,?ompanies can give promotion to e+isting employees" #his method of recruitment saves a lot of time& money and efforts ecause the company does not have to train the e+isting employee" 4ince the employee has already worked with the company" He is familiar with the working culture and working style" 2t is a method of encouraging efficient workers" ". De)ar!men!a* eFam, #his method is used y government departments to select employees for higher level posts" #he advertisement is put up on the notice oard of the department" 1eople who are interested must send their application to the HR department and appear for the e+am" 4uccessful candidates are given the higher-level !o " #he method ensures proper selection and impartiality" $. Trans4er, Many companies adopt transfer as a method of recruitment" #he idea is to select talented personnel from other ranches of the company and transfer them to ranches where there is shortage of people" '. Re!+remen!, Many companies call ack personnel who have already retired from the organization" #his is a temporary measure" #he method is eneficial ecause it gives a sense of pride to the retired when he is called ack and helps the organization to reduce recruitment selection and training cost" (. In!erna* a12er!+semen!, 2n this method vacancies in a particular ranch are advertised in the notice oard" 1eople who are interested are asked to apply for the !o " #he method helps in o taining people who are ready to shift to another ranch of the same company and it is also eneficial to people who want to shift to another ranch" 3. Em)*o0ee recommen1a!+on, 2n this method employees are asked to recommend people for !o s" 4ince the employee is aware of the working conditions inside the company he will suggest people who can ad!ust to the situation" #he company is enefited ecause it will o tain"

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@+ternal methodsIsources of recruitment @+ternal sources of recruitment refer to methods of recruitment to o tain people from outside the company" #hese methods are 1. Mana emen! consu*!an! ,Management consultant helps the company y providing them with managerial personnel& when the company is on the look out for entry level management trainees and middle level managers" #hey generally approach management consultants" ". Em)*o0men! a enc+es ,?ompanies may give a contract to employment agencies that search& interview and o tain the re%uired num er of people" #he method can e used to o tain lower level and middle level staff" $. Cam)us recru+!men!, 7hen companies are in search of fresh graduates or new talent they opt for campus recruitment" ?ompanies approach colleges& management& technical institutes& make a presentation a out the company and the !o and invite applications" 2nterested candidates who have applied are made to go through a series of selection test and interview efore final selection" '. Ne8s )a)er a12er!+semen!, #his is one of the oldest and most popular methods of recruitment" 'dvertisements for the !o are given in leading newspapersG the details of the !o and salary are also mentioned" ?andidates are given a contact address where their applications must e sent and are asked to send their applications within a specified time limit" #he method has ma+imum reach and most preferred among all other methods of recruitment" (. In!erne! a12er!+semen!, 7ith increasing importance to 2nternet& companies and candidates have started using the 2nternet as medium of advertisement and search for !o s" #here are various !o sites like naukri"com and monster"com etc" candidates can also post their profiles on these sites" #his method is growing in popularity" 3. Wa*> +n +n!er2+e8, 'nother method of recruitment& which is gaining importance& is the walk in interview method" 'n advertisement a out the location and time of walk in interview is given in the newspaper" ?andidates re%uire to directly appearing for the interview and have to ring a copy of their ?"H" with them" #his method is very popular among B"1", and call centers"

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". SE&ECTION4election can e defined as process of choosing the right person for the right !o " 1rocess of selection> #he process of selection is different in different companiesG however a general procedure of selection can e framed" #his process of selection can e e+plained with the help of following diagram Process o4 se*ec!+on Ao analysis 'dvertisement 'pplication lankIform 7ritten test 2nterview Medical e+amination 2nitial !o offer 'cceptanceIre!ection letter 6inal offerIletter of appointment 2nduction 1. .o/ ana*0s+s, #he very first step in the selection procedure is the !o analysis" #he HR department prepares the !o description and specification for the !o s which are vacant" #his gives details for the !o s which are vacant" #his gives details a out the name of the !o & %ualification& %ualities re%uired and work conditions etc. ". A12er!+semen!, Based on the information collected in step 1& the HR department prepares an advertisement and pu lishes it in a leading news papers" #he advertisement conveys details a out the last date for application& the address to which the application must e sent etc.

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$. A))*+ca!+on /*an>;4orm, 'pplication lank is the application form to e filled y the candidate when he applies for a !o in the company" #he application lank collects information consisting of 8 parts1) 1ersonal details .) @ducational details 0) 7ork e+perience 8) 6amily ackground" '. Wr+!!en !es!, #he HR department screens the applications& which have een received& and those applications& which are incomplete& are re!ected" #he other candidates are called for the written test" 'rrangement for the written test is looked after the HR department i"e" %uestion papers& answer papers& e+amination centers and hall tickets etc" (. In!er2+e8,?andidates who have successfully cleared the test are called for an interview" #he entire responsi ility for conducting the interview lies with the HR department i"e" they look after the panel of interviewers& refreshments& informing candidates etc" 3. Me1+ca* eFam+na!+on, #he candidates who have successfully cleared the interview are asked to take a medical e+am" #his medical e+am may e conducted y the organization itself (army)" #he organization may have a tie up with the hospital or the candidate may e asked to get a certificate from his family doctor" 5. In+!+a* <o/ o44er, ?andidates who successfully clear the medical e+am are given an initial !o offer y the company stating the details regarding salary& terms of employment& employment ond if any etc" #he candidate is given some time to think over the offer and to accept or re!ect" 6. Acce)!ance; re<ec!+on ,?andidates who are happy with the offer send their acceptance within a specified time limit to show that they are ready to work with the company" :. &e!!er o4 a))o+n!men!;4+na* <o/ o44er ,?andidates who send their acceptance are given the letter of appointment" #he letter will state the name of the !o " #he salary and other enefits& num er of medical leaves and casual leaves& details of employment ond if any etc" 2t will also state the date on which the employee is re%uired to start duty in the company"

.9

1A. In1uc!+on ,,n the date of !oining the employee is introduced to the other employees through am ela orate induction program" $. INDUCTION In1uc!+on I or+en!a!+on

company and

2nduction can e defined as a process of introducing the employee who is newly elected to the organization" 7hen an employee is given a letter of appointment he !oins the company on duty" #he very first thing that the company does is& introduces the new employee to the organization and people working there" 'n induction program may e conducted at a particular center for all employees or at different places ( ranches of the company) for different employees" )ormally the new employee is called together to the staff training college for the induction program" #he induction starts with an introduction secession a out the company& num er of ranches& a rief history of the company& num er of products& num er of countries operating in& organizational structure& culture& values& eliefs& the names of top management personnel etc" 'part from this introductory secession there will e other secessions also like secessions on ehavioral science& soft skill training& secessions on giving details a out the !o & salary& onus& information a out different leaves that can e taken y the employee a out upward mo ility in the organization etc" #here are different ways in which secessions can e conducted i"e" using lecture method& power point presentation& group discussion& psychological test& roll play secessions etc" #he induction program concludes with the employee reporting for duty at his respective ranch after induction" 7hen he reports for duty the senior most people in the ranch takes the new employee around the office and introduces to all other employees and gives information a out the working of the ranch" #he senior people regularly stay in touch with the new employee in the first week so that he can make the new employee comforta le and help him to ad!ust to the company" 'fter this the company may start a training program for the new employee"

.;

$.') Tra+n+n an1 De2e*o)men!


7ayne ?ascio defines training as Qtraining consists of planed programs undertaken to improve employee knowledge& skills& attitude& and social ehavior so that the performance of the organization improves considera ly"R #raining is normally viewed as a short process" 2t is applied to technical staff& lower& middle& senior level management" 7hen applied to lower and middle management staff it is called as training and for senior level it is called managerial development programIe+ecutive development programIdevelopment program" , !ectivesIpurposeIgoals of training and development 7ayne ?ascio defines training as Qtraining consists of planed programs undertaken to improve employee knowledge& skills& attitude& and social ehavior so that the performance of the organization improves considera ly"R #he purpose of training and development can e e+plained as follows" 1. Im)ro2+n Hua*+!0 o4 8or> 4orce ,#raining and development help companies to improve the %uality of work done y their employees" #raining programs concentrate on specific areas" #here y improving the %uality of work in that area" ". En9ance em)*o0ee ro8!9 ,@very employee who takes development program ecomes etter at his !o " #raining provides perfection and re%uired practice& therefore employee:s area a le to develop them professionally" $. Pre2en!s o/so*escence ,#hrough training and development the employee is up to date with new technology and the fear of eing thrown out of the !o is reduced" '. Ass+s!+n ne8 comer,#raining and development programs greatly help new employees to get accustomed to new methods of working& new technology& the work culture of the company etc" (. =r+1 +n !9e a) /e!8een )*ann+n an1 +m)*emen!a!+on ,1lans made y companies e+pect people to achieve certain targets within certain time limit with certain %uality for this employee performance has to e accurate and perfect" #raining helps in achieving accuracy and perfection" 3. Hea*!9 an1 sa4e!0 measures,#raining and development program clearly identifies and teaches employees a out the different risk involved in their !o & the different pro lems that

.<

Methods of performance appraisal can arise and how to prevent such pro lems" #his helps to improve the health and safety measures in the company"

$.() PER#ORMANCE APPRAISA&


7ayne ?ascio as Qthe systematic description of employee:s !o relevant& strength& weakness defines performance appraisal" 1erformance appraisal may e conducted once in every ; months or once in a year" #he asic idea of the appraisal is to evaluate the performance of the employee& giving him a feed ack" 2dentify areas where improvement is re%uired so that training can e provided" Cive incentives and onus to encourage employees etc" Method of performance appraisal 7ayne ?asco as Qthe systematic description of employee:s !o relevant& strength& weakness defines performance appraisal" ?ompanies use different methods of appraisal for identifying and appraising the skills and %ualities of their employees" #he different methods used can e e+plained with the help of following diagram" Tra1+!+ona* me!9o1 1"?heck list method ."?onfidential report 0"?ritical incident method 8"Ranking method 9"Craphic rating scale ;")arrated essay Mo1ern me!9o1 1"Role analysis ."'ssessment centers 0"management y o !ective 8"Behavioral anchored rating scale 9"1sychological testing ;"Human resource accounting <"0;/S 'ppraisal

.=

Tra1+!+ona* me!9o1 ?ompanies have used traditional method of performance appraisal for very long time" ' common feature of these methods is they are all relatively simple and involve appraisal y one senior" 1) C9ec> *+s! me!9o1, 2n this method the senior& the oss is given a list of %uestions a out the !unior" #hese %uestions are followed y check o+es" #he superior has to put a tick mark in any one of the o+es #his method can e e+plained with the following eg" M *oes the employee have leadership %ualitiesM 2s the employee capa le of group effortsM ) Has the employee shown analytical skillson the !o 's seen in the a ove eg" ' %uestioner containing %uestions is given to the senior" #his method is an e+tremely simple method and does not involve a lot of time" #he same set of %uestioners can e given foe every employee so that there is uniformity in selecting employee" ") Con4+1en!+a* re)or!, #his method is very popular in government departments to appraise 2'4 officers and other high level officials" 2n this method the senior or the oss writes a report a out the !unior giving him details a out the performance a out the employee" #he Tve and J ve traits& responsi ilities handled on the !o and recommendations for future incentives or promotions" #he report is kept highly confidential and access to the report is limited" $) Cr+!+ca* +nc+1en! me!9o1, 2n this method critical or important incidents& which have& taken place on this !o are noted down along with employee:s ehavior and reaction in all these situations" Both Tve and Jve incidents are mentioned" #his is followed y an analysis of the person& his a ilities and talent& recommendations for the future incentives and promotions" ') Ran>+n me!9o1,2n this method ranks are given to employees ased on their performance" #here are different methods of ranking employees" 4imple ranking method 'lternate ranking method 1aired comparison method ) )

.5

i" 4imple ranking method >4imple ranking method refers to ranks in serial order from the est employee eg" 2f we have to rank 1/ est employees we start with the first est employee and give him the first rank this is followed y the .nd est and so on until all 1/ have een given ranks" ii" 'lternate ranking >2n this method the serial alternates etween the est and the worst employee" #he est employee is given rank 1 and then we move to the worst employee and give him rank 1/ again to .nd est employee and give him rank . and so on" iii" 1aired comparison >2n this method each and every person is the group& department or team is compared with every other person in the teamIgroupIdepartment" #he comparison is made on certain criteria and finally ranks are given" #his method is superior ecause it compares each and every person on certain %ualities and provides a ranking on that asis" () Gra)9+c ra!+n sca*e, Craphic rating scale refers to using specific factors to appraise people" #he entire appraisal is presented in the form of a chart" #he chart contains certain columns& which indicate %ualities that are eing appraised& and other columns& which specify the rank to e given" @g" @mployee ' Kuality of work @+cellent Hery good Cood 4atisfactory 1oor #he senior has to put a tick mark for a particular %uality along with the ranking" 4uch charts are prepared for every employee" 'ccording to the department in which they work" 4ometimes the %ualities which are !udged may change depending upon the department" 3) Narra!e1 essa0, 2n this method the senior or the oss is supposed to write a narrative essay descri ing the %ualities of his !unior" He may descri e the employees strength and Kuantity of work 2ntelligence

0/

weakness& analytical a ilities etc" the narrative essay ends with a recommendation for future promotion or for future incentives" Mo1ern me!9o1s ?ompanies are increasingly using modern methods of appraisal" )ow days one of the striving feature that appraisal involves is& the opinion of many people a out the employee and in some cases psychological test are used to analyze the a ility of employee" #hese methods are as follows 1. Ro*e ana*0s+s ,2n this method of appraisal the person who is eing apprised is called the focal point and the mem ers of his group who are appraising him are called role set mem ers" #hese role set mem ers identify key result areas (3R' . marks) (areas where you want improvement are called 3R') which have to e achieved y the employee" #he 3R' and their improvement will determine the amount of incentives and enefits which the employee will receive in future" #he appraisal depends upon what role set mem ers have to say a out the employee" ". Assessmen! cen!ers ,'ssessment centers ('?) are places where the employee:s are assessed on certain %ualities talents and skills which they possess" #his method is used for selection as well as for appraisal" #he people who attend assessment centers are given management games& psychological test& puzzles& %uestioners a out different management related situations etc" ased on their performance in these test an games appraisal is done" $. Mana emen! /0 o/<ec!+2e ,#his method was given y 1etter *ruckard in 15<8" 2t was intended to e a method of group decision making" 2t can e use for performance appraisal also" 2n this method all mem ers of the of the department starting from the lowest level employee to the highest level employee together discus& fi+ target goals to e achieved& plan for achieving these goals and work together to achieve them" #he seniors in the department get an opportunity to o serve their !unior- group efforts& communication skills& knowledge levels& interest levels etc" ased on this appraisal is done" '. =e9a2+ora* anc9ore1 ra!+n sca*e ,2n this method the appraisal is done to test the attitude of the employee towards his !o " )ormally people with Tve approach or attitude view and perform their !o differently as compared to people with a Jve approach" (. Ps0c9o*o +ca* !es!+n ,-

01

2n this method clinically approved psychological test are conducted to identify and appraise the employee" ' feed ack is given to the employee and areas of improvement are identified" 3. Human resource au1+!;accoun!+n ,2n this method the e+penditure on the employee is compared with the income received due to the efforts of the employee" ' comparison is made to find out the utility of the employee to the organization" #he appraisal informs the employee a out his contri ution to the company and what is e+pected in future. 5. $3AJ a))ra+sa* ,2n this method of appraisal and all round approach is adopted" 6eed ack a out the employee is taken from the employee himself& his superiors& his !uniors& his colleagues& customers he deals with& financial institutions and other people he deals with etc" Based on all these o servations an appraisal is made and feed ack is given" #his is one of the most popular methods" Process o4 )er4ormance a))ra+sa* 7ayne ?ascio as Qthe systematic description of employee:s !o relevant& strength& weakness defines performance appraisal" 1rocess of performance appraisal followed y different companies is different" ' general procedure is e+plained elow with the help of a diagram"

1rocess of performance appraisal 4etting performance standards ?ommunicating standards set to the employee Measuring performance ?omparing performance with standard *iscussing result ?ollective action

0.

2mplementation and review 1. Se!!+n )er4ormance s!an1ar1s ,2n this very first step in performance appraisal the HR department decides the standards of performance i"e" they decide what e+actly is e+pected from the employee for each and every !o " 4ometimes certain marking scheme may e adopted eg" ' score 5/I1// P e+cellent performance& a score os =/I1// P good" 'nd so on" ". Commun+ca!+on s!an1ar1 se! !o !9e em)*o0ee ,4tandards of performance appraisal decided in 1st step are now conveyed to the employee so that the employee will know what is e+pected from him and will e a le to improve his performance" $. Measur+n )er4ormance ,#he performance of the employee is now measure y the HR department& different methods can e used to measure performance i"e" traditional and modern method" #he method used depends upon the company:s convenience" '. Com)ar+n )er4ormance 8+!9 s!an1ar1 ,#he performance of the employee is now !udged against the standard" #o understand the score achieved y him" 'ccordingly we come to know which category of performance the employee falls into i"e" e+cellent& very good& good& satisfactory etc" (. D+scuss+n resu*!, #he results o tained y the employee after performance appraisal are informed or conveyed to him y the HR department" ' feed ack is given to the employee asking him to change certain aspects of his performance and improve them" 5. Co**ec!+2e ac!+on ,#he employee is given a chance or opportunity to improve himself in the areas specified y the HR department" #he HR department constantly receives or keeps a check on the employee:s performance and notes down improvements in performance" 6. Im)*emen!a!+on an1 re2+e8 ,#he performance appraisal policy is to e implemented on a regular asis" ' review must e done from time to time to check whether any change in policy is re%uired" )ecessary changes are made from time to time"

00

CHAPTER '

#IE&D WOR? (INTER%IEW)

08

INTER%IEW
's a part of fieldwork 2 visited F'M32M 1H#" F#*& there 2 met Mr" Ramesh Memani he is a team co-coordinator there" T9e )ro4+*e +s as 4o**o8s, Cor)ora!e O44+ce A11ress &a8>+m &+m+!e1 4"H" Road& ?hitalsar& Manpada& #hane - 8//;1/& Maharashtra& 2ndia" Te*e)9one , 51-.. .9=50000 - 05 #aF , 51-.. .9=50/0/& 00;<

#ac!or0 A11ress &a8>+m &+m+!e1 Cat )o"801& Hillage 4hindewadi 1ost > 4hirwal #al" 3handala *ist" 4atara J 81. =/1 Te*e)9one, 51-.1;5-.888/1- /9 #aF, 51-.1;5-.888/5 Ema+* , &a8>+m &+m+!e1 K Mo!ors - marketingUlawkimindia"com K Cua*+!0 Ser2+ces - %VservicesUlawkimindia"com K ?no8*e1 e Mana emen! So*u!+ons - trainingsolutionsUlawkimindia"com

09

Cues!+ons !9a! 8ere as>e1 !o !9e HR mana er, C 1. =e4ore 1o+n e2er0 <o/ 1oes 0our or an+Ga!+on !a>e u) <o/ ana*0s+s? Ans, Mes& our organization take up !o analysis process y studying E collecting information related to the special operators E responsi ility of specific !o " 2t is done y systematic e+ploration of the activities within a !o the various components of !o analysis included are !o description" C". W9a! are !9e 2ar+ous recru+!men! )roce1ure o/ser2e1 /0 !9e or an+Ga!+on? Ans, 7hen our organization feels the need to ac%uire manpower in the organization we try to recruit personnel firstly from the internal sources &like we do carry internal !o posting& transfers& promotions& recalls etc" if still need persists we opt for e+ternal sources which involves press advertisement& walk-ins& talk-ins& write-ins and recruitment through management consultants E private employment e+change" C$. W9a! are !9e s!e)s !a>en a4!er se*ec!+on )roce1ure? Ans, ,nce the selection process is done or newly selected employee is placed in a particular department for actual work" 1lacement is ased on the %ualifications E %ualities of the candidates selected" 1lacement process is followed y 2nduction ,rientation 1rogram& which involves giving rief introduction a out organization to newly selected employees" C'. Accor1+n !o 0ou 89+c9 +s !9e mos! +m)or!an! 4unc!+on o4 0our HR 1e)ar!men!? Ans, 'ccording to me training and development activities are the most vital functions as the main purpose of training is to develop the human resources within the organization" #raining is the process to improve employee knowledge& skill& attitudes and social ehavior so that the performance of the organization improves considera ly" C(. Ho8 +s )ersonne* mana emen! 1+44eren! 4or HRM? Ans, HRM is more focused on talent management" 2t considers HRM as a usiness function& with a goal of effective handling of its talent as a main focus" 1M is rather more focused on managing people and their !o s" 1ersonnel Management is more of a system that is followed for handling and managing people with profita ility as a main concern"

0;

HRM develops and motivates people to attain their goals rather than company:s goals and in this manner ecomes more profita le C;. Cua*+!+es an1 Pro4+*es o4 a oo1 HR mana er Ans Kualities and profile of a HR manager are as follows> 1" ." 0" 8" 9" He should have @M1'#HM" F@'*@R4H21 skills are a must" 2)42CH# of each !o and related situation" ?,)?@R) for its employees" 1@R4('442H@)@44

1rofiles of a HR manager are as follows> 1" ." 0" 8" Must have attended at least one F@'*@R4H21 camp" @ffective 4,?2'F knowledge" MB' in human resources management" MB' from NFR2& #244 and form 22M (F) is an added advantage"

C5. W9a! are !9e #u!ure c9a**en es o4 HR +n In1+a an1 +n cor)ora!e 8or*1? Ans, #he iggest challenge for future of HR in 2ndia is its implementation and penetration in all the industries and family run usinesses" #he top class management has to understand its importance so as to in corporate 2ndia" give a oost to HR

#he iggest challenge would e to develop such policies and developments so as to generate ma+imum employee satisfaction and efficiency y which the corporate 2ndia will ecome a much happier land to work and progress in" #echnically& the future will see HR in every face of life" ' day might come when even a college and school will have a HR dept" #hus at those times 2M1F@M@)#'#2,) will e seen as a great challenge"

0<

C6. HR I =*ess+n or an e2+*? Ans, HR has always eing a lessing to almost all organization" ' simple e+ample would e the practicing of HR in #'#':s have made its employees very loyal to company and !o s" #he employees perceive the goals as their own and work hard for it they consider strikes as a sign of disloyalty towards the company" #hus HRM has always een to the positive side of the company" C:. W9a! 8+** 0ou ra!e HR? Goo1 or /a1 4or 0our or an+Ga!+on? Ans> HR cannot only e rated good& ut very good for our company "HR has improved the overall functioning of the company" #he workers have developed interest in performing more accurately and profita ly" #he working conditions have changed and the atmosphere has ecome more amia le" C1A. W9a! +s !9e mos! +m)or!an! as)ec! o4 HRM? Ans, #he most important aspect of HR is aligning the people:s policy to the usiness o !ectives" 2t is very important for a HRM to see to it that he is creating an effective environment that increases employee:s morale and interest" 'fter all in HRM employees are considered as the customers of the organization" C11. W9a! are !9e )o+n!s !9a! are *oo>e1 89+*e em)*o0+n )eo)*e? Ans, @mploying is not a line type of a function that can e done y procedure" 2t has various aspects such as> 1" ." 0" 8" 9" ;" <" =" 7hat does company want7hat are the situations in which company needs people7hy does the company need them6or how long does it want to get engaged with them viz" temporary or permanentKualifications needed for the application of the !o #raining is needed or not1ersonal %ualities of the applicantAo profile following a asic

0=

5"

6aith of the applicant towards organization and his interests-

#he a ove points are a necessity while recruiting people" C1". Ho8 +s 0our )ersona* eF)er+ence as a HR mana er? Ans, HRM has helped me to understand people in a etter manner" #he comple+ity of human can e well managed with the help of HRM" HRM is a tool to develop good relationship with every one and in the ac%uire leadership %ualities" course of time

2n short HRM makes oneself realize how people can really e an asset to an organization" C1$. W9a! 1o 0ou !9+n> +s !9e mos! e44ec!+2e mo!+2a!or o4 em)*o0ees? Ans, HRM gives importance to human relations and thus motivation is also ased on the same grounds& thus we at lawkim elieve in motivating employees y giving them the perfect !o profile which suits them and from which they can get their !o satisfaction" #hough HR gives less importance to money& ut still in 2ndia money are high influencer and motivator of the employees" #hus in lawkim we make sure that we offer a right mi+ of motivators ecause each individual gets motivated y different means" 6or e+ample some employee gets a great oost even if you !ust pat on his ack" 7hile other feels good if he gets some monetary enefit" #he company always makes sure that the policies that are framed y the company are kept transparent and the employees are aware of it" 4uch activities act as an effective motivator" C1'. W9a! are some o4 !9e *+m+!a!+ons o4 HR? Ans,#he only limitation with HR is that you cannot !udge a person accurately and thus at such times HR fails to work with such people" C1(. W9a! Hua*+!+es 1o 0ou *oo> 4or +n an em)*o0ee 89+*e se*ec!+on o4 an em)*o0ee? Ans, Kualities that are een looked while employing people are as follows> 1" 2ntegrity

05

." 0" 8" 9" ;"

6le+i ility 2nitiative" 6oresight" (nderstanding @mpathy

C13. W9a! 1o 0ou 1o !o >ee) +n !ouc9 8+!9 !9e recen! HR 1e2e*o)men!s? Ans, #he ?ompany has its own li rary and also research works conducted y lawkim gathers lot of information" #he company also appoints consultants to help them in their HR activities" 'nd lastly 2nternet is one of the iggest sources of information that helps the HR managers to keep in touch with the resent trends of HRM" C15. W9a! 1o 0ou 1o 4or 1e2e*o)men! o4 em)*o0ees? Ans, *evelopment of employees is done through their regular training and making their concepts more perfect" Mentoring the employees develops a great enthusiasm in employees and in this way they also learn new and etter ways of doing their !o " C16. W9a! Hua*+!+es 1o see> +n a =.M.S s!u1en! !o /ecome a success4u* HRM? Ans, 6or a BM4 student to ecome a HRM& He should have a high persuasiveness towards the attainment of the goals in his life" 2f he decides to ecome a HRM he should put his all efforts and zeal to get his goal i"e" to ecome a HRM" C1:. W9a! are !9e resen! !ren1s +n HRM? Ans, Recent trends have made HRM to ecome more focused on ottom line of the organization" 2ntroduction of 2# has made all the employees work more efficiently with lightening speed" HRM considers people as not only assets ut as their profits" Codre! (pstreams ltd considers its employees as its customers and its customers as its employees" #hus lawkim is a 6amily that is working together for a Qgiving est of the servicesR CONC&USION 2t is true that HRM is one of the su !ects that have to change with times" 'fter meeting Mr" Ramesh 2 was made aware with resent HRM concepts and was a le to see the practical application of Human Resources Management" #he est part of the interview was the answer given y Mr" Ramesh for ecoming a successful HR Manager from a BM4 student" 2 was highly influenced y his words and will make sure that 2 will follow them"

8/

CHAPTER (

#INDINGS O# THE PRO.ECT

81

#INDINGS
'fter having taken the interview a out the godre! upstreams pvt ltd& 2 have come to know a out the practical aspect of human resource management" 7hile doing the through out process 2 have come across the various pro lems that the organizations come across in their human resource management process" #hese challenges are needed to e treated with professional care" Here in my pro!ect 2 am listings out various challenges that a Human resource manager or department faces in every kind of organizations" #herefore these are my findings a out the complete pro!ect on human resource management" 1ersonnel management which is know as human resource management has adapted itself to the changing work environment& however these changes are still taking place and will continue in the future therefore the challenges efore the HR manager are 1. Re!en!+on o4 !9e em)*o0ees, ,ne of the most important challenge the HR manager faces is retention of la our force" Many companies have a very high rate of la our turnover therefore HR manager are re%uired to take some action to reduce the turnover ". Mu*!+cu*!ura* 8or> 4orce, 7ith the num er of multi cultural companies are increasing operations in different nations" #he work force consists of people from different cultures" *ealing with each of the needs& which are different& the challenge efore the HR manager is integration of multicultural la our work force" $. Women +n !9e 8or> 4orce, #he num er of women who have !oined the work force has drastically increased over a few years" 7omen employees face totally different pro lems" #hey also have responsi ility towards the family" #he organization needs to consider this aspect also" #he challenge efore the HR manager lies in creating gender sensitivity and in providing a good working environment to the women employees" '. Han1+ca))e1 em)*o0ees, #his section of the population normally faces a lot of pro lems on the !o & very few organization have !o s and facilities specially designed for handicapped workers" #herefore the challenge efore the HR manager lies in creating atmosphere suita le for such employees and encouraging them to work etter"

8.

(. Re!renc9men! 4or em)*o0ees, 2n many places companies have reduced the work force due to changing economic situations& la orers or workers who are displaced face sever pro lems" 2t also leads to a negative atmosphere and attitude among the employees" #here is fear and increasing resentment against the management" #he challenge efore the HR manager lies in implementing the retrenchment policy without hurting the sentiments of the workers& without antagonizing the la our union and y creating positive attitude in the e+isting employees" 3. C9an e +n 1eman1 o4 o2ernmen!, Most of the time government rules keep changing" 7hile a lot of freedom is given to companies some strict rules and regulations have also een passed" #he government has also undertaken the disinvestment in certain companies due to which there is fear among the employees regarding their !o " #he challenge efore the HR manager lies in convincing employees that their interest will not e sacrificed" 5. In+!+a!+n !9e )rocess o4 c9an e, ?hanging the method of working& changing the attitude of people and changing the perception and values of organization have ecome necessary today" 'lthough the company may want to change it is actually very difficult to make the workers accept the change" #he challenge efore the HR manager is to make people accept change"

80

DATA CO&&ECTION METHOD


#he following data needed for the completion of this pro!ect report is taken from various means" #hese means are as follows> 1) 6irstly all the information related to Human Resource Management activity is taken from the net and then college li rary is also used to the fullest in con!uring information related" #he various pro!ects of the last year is also referred in order to find out the structure and skeleton of the pro!ects to e given to the university as there are certain guide lines which one has to a ide y while completing the pro!ect report" .) #hese informations are then formulated and manipulated in order to serve to my purpose" 2n order to find out the standard Human Resource activities various ooks of various authors are referred& also many informations are taken from ty ms course ook" 0) Harious online ooks are also referred for etter and clear understanding of few concepts" 8) 's a part of practical understanding of the pro!ect and management related activities and function 2 have visited an organization named WCodre!-(pstream: where 2 have taken an interview with one of the active mem er and volunteer of that institution" #herefore this interview has een of great help in making the pro!ect report successful"

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Human Resource Management& Hipul 1rakashan& 3ale'hmed Human Resource Management 3" 'shwathapa

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http>IIwww"hrmguide"netIBookstoreIhrm ooks"html http>IIwww"managementparadise"com http>IIen"wikipedia"orgIwikiI1u licVrelations" http>IIwww"managementhelp"orgIhrVmgmntIhrVmgmnt"htm

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