Professional Documents
Culture Documents
On
Rajani Boutique
Submitted To:
Affiliated to:
Pokhara University
Submitted By:
Hemlata Agrawal
Pankaj Chataut
Sudip Dhakal
Suraj Shrestha
Term V
In partial fulfillment of the course requirement of Business Research Methodology for the degree
of
Master in Business Administration
Kathmandu
March 2017
To be a successful Boutique owner, you must master the art of juggling.
OwningandmanagingaBoutiquemeanshavingtotakeonmultipleroles,from
accountingtomarketingtohumanresources.Unfortunately,havingtojuggle
thetasksofvariousrolesincreasesthelikelihoodofmakingmistakes.
ItseasyforBoutiqueownerstosometimesignorethehumanresourcessideof
businesswhen things are running smoothly. However, doing so can lead to
costlymistakes(thinklitigationandemployeeturnover)mistakesthatcould
haveseriousconsequencesforbusinesses.
AseeninthegivencaseofRanjanisBoutique,thefollowingHRtermscanbe
consideredasHRissuesorchallenges:
1. whofacilitatesthecompany'sHRfunctions
Asseeninthegivencase,thereisthelackingofpersonresponsiblefor
looking out HR function of the business. With the absence of HR
functionalunittherecomestheproblemtohiringarightpersonatthe
righttimefortherightplace.Alsoitleadstoabsenceofstaffmotivation
andproperutilization.
2. Thehiringprocessisoverlyhasty.
A seen in the given case, it is just a family business. The head job
responsibilitypassesthroughgenerationofafamily.WiththelackofHR
department,ownerisshowingignorancetoassignjobresponsibility.In
othertermsjobdescriptionispoorlydescribed.
3. Performancemeasurementandpersonneldevelopment:
Asseeninthegivencase,itisbeinghardtounderstandhowandwhento
measureperformanceanddevelopstaff.
4. LinemanagerassumingroleoftheHRwithlimitedHRknowledge
andtraining:
ThismeansdoublingupjobrolestocoverupHRfunction.
8. Lackofcooperativeculture:
1. Abseentism:
With the lack of proper HR plan there comes the case of serious
absenteeism. A certain level of abseentism is always required for a
effectivegoalachievementofacompany,butwhatiftheabsenteeslead
toseriousprobleminamongthecoordination.Itstimetobeconsidered
byBoutiqueowner.
2. Turnover:
3. Productivity:
4. Lackofcompetitiveness:
TheotheroutcomeofabovelistedHRissuesinRajanisBoutiqueisthe
existence of lack of competitiveness. With the lack of flexible work
scheduleandfallonproductivity,itleadstolackofcompetitivenessin
market.RajanisBoutique,asitisfacingtheseriousproblemofraisein
threatsofnewentrant,andwiththeimproperHRstrategymayfailto
meetthecompetitiveenvironmentprovidedbymarket.
With reference to the above listed HR isuues and their outcome, the
followingarethestrategiesrecommendedtoaddressHRissuesandto
protectRBsbusinessinterest:
1. EstablishmentoffunctionalHRdepartment:
The best strategy to solve the above listed issues, the first
recommendation provided is for establishment of functional HR
department. There should be a person who looks after the employees
issues.
2. Hiringprocessshouldbewelldefined:
The other strategy that ranjani boutique owner should establish is, it
should well define the hiring process. A poor job description always
attracts less employess towards the company. Owner needs to select
workingemployessfromamongthosesmallsetofcandidates.Hencethe
other strategy suggested to owner from Rajanis Boutique is to well
define the hiring process that enables them to pool candidates from
amongthelargelist.
3. Employeeneedstobewellclassified:
4. Establishmentofemployeeshandbook:
Withtheestablishmentofemployeehandbookitcancommunicatework
relatedpolicies.Businessesofallsizesneedtohavesomeformofan
employee handbook. Not having company policies in writing is just
askingfortrouble.Havinganemployeehandbookisntenough,however.
Thepoliciesoutlinedinthehandbookneedtobeupdatedonaregular
basisandcommunicatedoften.Whatsmore,employeesshouldsignan
acknowledgment form stating that they have read and understand
everythinginthehandbook.
5. Employeetrainingtakesabackseat:
Byprovidingnewhireswiththetoolstheyneedtohitthegroundrunning
and current employees with opportunities to grow, employers can rest
assuredthatemployeesatallstagesareperformingatpeakperformance.
AsRajaniBoutiqueisasmallsizedgrowingbusiness,itisrecommended
to establish a functional HR department responsible for working with
Humansideissueofthecompany.Butsinceitissmall,therealsocomes
theissueofcosttoformaseparatedepartment.Henceitneedstoconsider
theOutsourcingasanalternativesolutiontoformulationoffunctionalHR
department.
Astheleaddesignerisbasicallyengagedinsharebusinessduetowhich
he/sheisnotbeingabletofocusoncurrentjobresponsibility,Saranneeds
toinspecttheroleofleaddesignerondaytodaybasisandmotivatehis/
hertowardsgoodperformance.Ifthatisnotbeingpossibleasexpected,
Saranneedstofindotherleaddesigner.
SaranbeingresponsiblefortheoverallstrategyofRanjaniBoutiqueneeds
to maintain a proper attendance system in the company. Detailed
scheduledofchekin,break,andcheckoutneedstobeestablished.Proper
system ofovertimeand payment method should be established in HR
policyandneedstobedocumented.