M.P.BIRLA.

INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

HUMAN RESOURCE MANAGEMENT

(Case Study Assignment-2)

Submitted to: Prof.Hema Harsha

By: - Pritesh.s.Haran Roll No: - 26

M.P.BIRLA.INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

Introduction
The Human Resource Department deals with management of people within the organization. There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation.

Roles and Functions of the Human Resource Department: Recruitment of Employees Planning in the Organization Counselling Resolving Employees Grievances Knowledge Management Training, etc...

Positive aspects of Human Resource Department: Recruitment process makes it easier for the company to employee right person for the right task. Planning in an organisation is very much necessary as the companys performance depends on effective planning and efficient planner should not only think for betterment of the company but he/she must also think about the betterment of its employee to. Proper counselling is very much necessary in order to enhance the performance of the employees. Resolving employees grievances is one of the important aspect of HR officer in order to maintain proper work environment in the premises of the company.
Submitted to: Prof.Hema Harsha By: - Pritesh.s.Haran Roll No: - 26

M.P.BIRLA.INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

Negative Aspects of Human Resource Department: Problems in Recruitment-The Department may some time employee a wrong person who not only fails to perform but also serves to be a liability to the firm. Problems in Planning- its not necessary that whatever HR officer plans is the best. Resolving Employee grievance is very much necessary but at the same time the company should make sure that the employees are satisfied and even the management and its very difficult to solve a grievance up to y=the extent of win-win situation satisfying both the employees and the management. Proper and time to time training is required in order to encourage employees to perform better and if the wrong training is given to the employees, then the employee may lose his/her interest in the job and will underperform. Leadership development also proves to be a big challenge HR professionals continue to wrestle with understanding the best ways to keep people in the pipeline and develop leaders for future succession planning. Health & Welfare, retirement, change management, compensation, Employee rewards, HR effectiveness measurement, HR technology selection & implementation, industrial relations, Leadership development, Learning and development, Legal/Regulatory compliance,integration/restructuring, Organizational effectiveness, Outsourcing, Staffing: mobility of employees, Recruitment and availability of skilled local labour, retention and succession planning.
Submitted to: Prof.Hema Harsha By: - Pritesh.s.Haran Roll No: - 26

M.P.BIRLA.INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

QUESTION
IDENTIFY AND GATHER INFORMATION OF ANY TWO COMPANIES WHICH DOES NOT HAVE A HUMAN RESOURCE DEPARTMENT. WHAT ARE THE PROBLEMS WHICH THEY ARE FACING? WHAT SPECIFIC

SUGGESTIONS WOULD YOU OFFER TO THEM?

Submitted to: Prof.Hema Harsha

By: - Pritesh.s.Haran Roll No: - 26

M.P.BIRLA.INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

COMPANY 1

INDIAN AIRLINES
About Company: IA-Formation May-1953 (ACA) Two Entities-Indian Airlines & Air India Merging Vayudoot in-1990 IAs Network, 75 Destinations-59 in India &16 Abroad. IA & Alliance Air carried 75 million passengers annually. IAs fleet strength 55 Aircrafts, 11 Airbus A300s, 30 Airbus A320s, 11 Boeing B737s & 3 Dorniers D0228. In 1994 entry of private players Increased competition, launching of new aircraft, advertisement campaigns. 17% increase in passenger revenues.
Submitted to: Prof.Hema Harsha By: - Pritesh.s.Haran Roll No: - 26

M.P.BIRLA.INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

MARKET SCENARIO
In 1994 Sahara & Jet Airways. Pvt. Players East West, NEPC & Damania. Losses due to inefficiency and excess expenditure. Increase in staff cost during 1994-98. Co. facing frequent losses. Losses touching 7.5 billion in 1999. Govt. interference.

PROBLEMS
Union:8 unions strike, Go-slow agitation, wage negotiations. 13 Agitations during 1989 92. Pilots:1993 - 46 days strike. 1995 Apr. faced an evident agitation. 1996 Demands for high wages. 1997 Strike for foreign allowances, Fixed flying hour, Free meals and wage parity.
Submitted to: Prof.Hema Harsha By: - Pritesh.s.Haran Roll No: - 26

M.P.BIRLA.INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

Engineers:Apr. 2000 - go slow agitation. Demands for pay revision. Change in career progression.

Suggestions
No qualification bar for Senior Executives. Lack of Continuity in planning. There was no fixed pricing strategy. Lack of performance evaluation.
Under Utilization of Manpower.

Submitted to: Prof.Hema Harsha

By: - Pritesh.s.Haran Roll No: - 26

M.P.BIRLA.INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

COMPANY 2
ENGINEERING TECHNOLOGIES
About Company:
The Engineering Technologies design, develop and manufacture auto components as per customers need and expectation, based on their drawings. It has excellent manufacturing setup equipped with Foundry for SG Iron and Grey Iron castings (Gravity castings, Shell moulded castings and Investment castings) Machine tool design and building division (SPM division) Most modern machine shops with TPM implementation and QS or TS certified. Heat treatment shop with Sealed Quench Furnaces Hard chrome plating facility Hard anodizing facility Phosphate, blackening. Hot Steel forging shop. Non ferrous material machining shop.

Submitted to: Prof.Hema Harsha

By: - Pritesh.s.Haran Roll No: - 26

M.P.BIRLA.INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

Achievements of the company:

THE PLATINUM AWARD FROM BAJAJ AUTO LIMITED

Year of Establishment Legal Status of Firm Nature of Business Number of Employees Turnover

: : : : :

1996 Partnership Supplier, Manufacturer 101 to 500 People US$ 10-25 Million

Problems faced by companies without HRM:

Problem while recruiting the employees. Termination and employee relations of the existing offices which could not be trained properly.

HR policies, procedures and strategy:

The HR policies are distinct from, but should complement, HR strategies and HR procedures: HR strategy is a high-level statement of how HR can support business

Submitted to: Prof.Hema Harsha

By: - Pritesh.s.Haran Roll No: - 26

M.P.BIRLA.INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

or organizational objectives, setting out the broad direction HR intends to take. HR policies provide more general and practical advice and guidance for managers and others on a range of employment issues. HR procedures support and supplement HR policies where appropriate by giving a step-by-step account of specific arrangements that apply in particular circumstances.

Need for the company to introduce HR department:

The work of human resources for most companies is a quick changing world. Today the implementation of an outsourcing program within a business may change the entire landscape of how the company functions. Seeing that companies still strive to do as much with as little as possible, it is likely that outsourcing will be a current trend. HR is currently using outsourcing in many important areas of business; in administration, accounting, payroll, retirement and benefit plans. These are just the major areas and not even the beginnings of where many corporations have begun to use this business innovation. But for now the
Submitted to: Prof.Hema Harsha By: - Pritesh.s.Haran Roll No: - 26

M.P.BIRLA.INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

majority has to do with administration based tasks that take lots of manpower and time to complete. The hope that all HR departments will become more efficient in fulfilling the goal. It helps cut costs, build organization, increases productivity, aids in streamlining procedures and improves overall compliance with many regulatory issues. The HR part of the business process is freed up to facilitate other activities as needed. HR departments will become more involved in the technological and infrastructure part of business more than ever before. For many of them this is totally new territory and also means dealing with a new list of cooperative business relationships and services that are part of the new standards. In preparation for the business models of the future, it is very likely that the use of HR that will come to include some aspects of technology advancement and upgrade. This also includes the improvement of procedures and processing protocols. The HR departments and leaders face this with the revision of their existing outsourcing planning even today.
Submitted to: Prof.Hema Harsha By: - Pritesh.s.Haran Roll No: - 26

M.P.BIRLA.INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

If major changes are implemented then it is possible that this will require rewriting databases and the software integration that is being used. All kinds of new troubles are arising that were not defined as HR duties in this new era. So with all of these changes, it is no longer that how impact is being made by HR department. The future leaders in human resource departments will be guided by the next generation and the waves of innovations to come. Efficient management of HR is a crucial factor in determining the growth of business. This is particularly true in the case of small industry where owners are forced to have a close and more personal association with their employees. The present process, recommendations of activity elimination, activity reduction, and activity sharing are suggested for the engineering technologies company. Further more support from the top executive management to create a special department and appointment of HRM and to allocate resource is needed for the efficient implementation and long term success of the business.

Submitted to: Prof.Hema Harsha

By: - Pritesh.s.Haran Roll No: - 26

M.P.BIRLA.INSTITUTE OF MANAGEMENT

H R ASSIGNMENT

Submitted to: Prof.Hema Harsha

By: - Pritesh.s.Haran Roll No: - 26