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1.

1 Introduction of the Report

Term Paper is considered as an interface between academic knowledge and practical field.
Student can have primary data about job and can get practical exposure by doing term paper in
various organizations. Through I have completed on the courses in PGDHRM program. I have a
very little knowledge about the practical field and it is one of the requirements of PGDHRM
program, which gives me a vast knowledge about practical field. The core objectives of term
paper are to familiarize the students with the real life situation and to get exposure of the outer
world.
It is really a matter of immense Pleasure that I have completed my term paper in Usmania Glass
Sheet factory limited, one of the world class glass manufacturing company in Bangladesh.
Through this term paper I came to know various issues related to Human resource strategy and
Business strategy. I have also visited several functional departments of Usmania Glass Sheet
Factory Limited. And their operation practices, which was required to analyze and to purpose for
new integrated system. These extremely helped me in preparing the report and direct towards
reaching the conclusion of the report.

1.2 Background of the Report

To complete PGDHRM it is necessary to perform research program under any reputed


organization. This program actually makes a relationship between theoretical and practical
knowledge. With the help of the program we can build ourselves confident that we can handle
the practical job efficiency.
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So, it is mandatory for the BIM to arrange the research program for the students. This program
has different phase those are as follows:

Orientation with the organization

Working in different departments

Completing the research program

Finally write a report regarding designated topic

1.3 Origin of the report

This report is prepared as a partial fulfillment of the practical program for PGDHRM program of
Bangladesh Institute of Management (BIM), Chittagong Campus. Under this program every
student has to submit a report on any topic based on organization on a short time attachment with
any business organization. This report is assigned by my organizational supervisor Mohammad
Ali Ashraf, and approved by my academic supervisor Md. Salahuddin Ahmed.

1.4 Objective of the report


The main objective of the study is to know about the alignment about HR strategy and Business
Strategy.
The specific objectives are:

To understand the difference between Theoretical aspects and practical aspects of


Alignment between HR and Business strategy.

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To figure out that there is any alignment or not.

Measure the condition before and after alignment.

To find out an aspect of alignment.

To find out an aspect the problem if any associated with the alignment of Human
Resource and Business Strategy.

1.5 Scope of the study

In My research I tried my best to give a clear idea about the relationship between HR and
Business strategy in Usmania Glass Sheet factory limited. But due to the confidential issue of the
company some aspects were kept concealed.

1.6 Limitation of the study

There is no study work which is free from defect. Such defects are known as limitations. As the
report is prepared with a short span of time, the report could not be prepared comprehensive and
conclusive. Some usual constrains I did face at some point in the course of my research. Due to
the companys policy of maintaining high privacy I did not get the opportunity to collect
information regarding all functional departments. The limitation of my study work is stated by
the following:

The data and information related with the topic was not easily available.

The study also suffered from inadequacy of data.

Supply of more practical and contemporary data is another shortcoming.

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Workload of the employees acted as a barrier while gathering data.

Unwillingness to response of the interviewer is another limitation for this study

Lacking of young, energetic and talented officers/staffs.

work.

1.7Methodology of the report

Research Methodology comprises of all the activities that is required to conduct the study and
generate it into a report. The methodology of this research have been described on the context of
the following aspects- research design, sample design, data collection methods, and data
analysis.
From the view Point of Objective it is an Applied Research, from the view Point of Function it
was a Descriptive Research as the research was undertaken to know the various aspects of HR
strategy, and Business strategy of Usmania Glass Sheet Factory Limited. From the view Point of
Data Nature, the research was based on Qualitative Research, and finally from the view Point
of Research place it was both Field Research and Desk Research as the research was
conducted among the employees of Usmania Glass Sheet Factory Limited with the assist of
several import documents.
1.7.1 Research design:
Research design is future planning of research. In this stage, plans are done how to achieve the
research objectives and how to complete the other stages to conduct the research. To design the
research, following alternatives were used:

Survey Method, and

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Secondary Data Study.

To collect all the Primary Data, Survey Method has been used and to collect the Secondary
Data, Secondary Data Study has been used. The Primary Data collected for the research
contained Qualitative Data and was composed by asking questions through interview and formal
and informal conversation. Questionnaire was used for this purpose. Various documents were
used as secondary data.
Sample design:
Sampling is a technique of selecting samples from the population in order to come into a
decision. In this stage, samples are to be selected from the available population to draw a
conclusion.
Population: Employees of UGSFL who are directly involved with the HR & Strategy making
and controlling process are taken into account as the target population. Therefore, the HR
department, Production Department they are the target population here.
Sample Size: On the basis of Non- Probability or Purposive Sampling technique samples
were selected. The respondents were selected from the target population and totally there were
seven sample size selected. Production department- three and HR department- four to conduct
this research.
1.7.3 Data collection method
Two types of data were collected, both primary data and secondary data were appropriate in this
research.
Primary data was collected by the following modes Primary data was collected through survey method, in survey method the direct interview with
the selected samples. Formal and informal discussion was also a source of primary data.
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Questionnaire was prepared for the primary data collection.


Secondary data was collected by the following modes

Documents associated to training procedure, training and development


which are the key resource of secondary data.

Books, journals, periodicals and browsing internet.


1.7.4 Formulating the conclusion and preparing report
A detail report was written by explaining and clarifying all the data with the assist of
various procedure, and documents. Popular Reporting was followed to write the report, ignoring
all the technical words.

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2.0 Company Overview

The Company was incorporated on 30th June, 1959 as a private limited company with
objectives set out in the Memorandum of Association which, inter alia, provided for
establishment and operation of a glass sheet Factory, with a view to associate a larger section of
the public with a growing industry. The company was converted into a public limited company
on 27th October, 1962. Since its establishment the Company is carrying on business
satisfactorily.
After Independence of Bangladesh the Government of Bangladesh placed the Company under
the control and management of Bangladesh Chemical Industries Corporation under the relevant
provision of Bangladesh Industrial Enterprises (Nationalization) order, 1972 (P.O.No.27 of
1972).
In pursuance of the policy of the Government of The People Republic of Bangladesh 49% of the
shares of the Company was offered for public subscription during 1987 after re-valuation of the
assets as well as finalization of the net worth of the company. The Financial restructure was
made by the Government of the people Republic of Bangladesh under P.O.No.27 of 1972 as
amended by the Bangladesh Enterprise (Nationalization) (Amendment) ordinance, 1987
(ordinance No.VII of 1987).
The Company owns and operates its Factory at Kalurghat Industrial Area, Chittagong on a plot
of land measuring 9.8 acres having capacity of producing 201.00 Lac square feet (sft) of glass
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sheet, varying in thickness from 2mm to 6mm. The company enjoys all the infrastructural
facilities including gas, electricity, water etc.

2.0.1Moto of the company:

Progress & self reliance of country

With business concept to serve the needs or interests of the country and its people by fare and
honest means, our every endeavor always has the national interest at heart and in countrys
progress, by contributing to Government echequer through highest tax and duties.

Trust, Commitment & good intension in business

The strict enforcement of ethical values such as mutual trust, unwavering commitment and good
intentions with transparency, respect for others and team sprit are the keys of our business
conduct.

Quality products through eco-friendly technologies

The strive for perfection and excellence for world Class Standards to produce and provide the
best international quality products with the serious concern Towards preserving our beautiful
Planet for our next generation by adopting technologies and processes that conserve the
environment.

Focus on growth through expansion & integration

Looking for self Reliance and Forex reserve buildup of Bangladesh by establishing Import
Substitute and Export Oriented projects, with determination to play a dominant role in countrys
economy through constantly exploring new areas are well as expansion, forward and backward
integration of existing production facilities.

2.0.2 Vision of the company:


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A vision to see beyond future, the sprit to do what no one has thought before and the belief that
sincerity, honesty and hard work supported with divine blessings and backed by good intentions
can make miracles, to bring Peace and Prosperity for community.

2.0.3 Products of the Company:


Float Glass

: clear, frosting & Design (Heat Absorbing)

Shades

: Clear, Bronze, Blue, Dark Grey & Light Grey.

Thickness

: 2mm to 6mm

Sizes

: Wide range of sizes: up to 2130mm x 3600 mm (84 inch x 142 inch)


larger sizes can also be produced if transportation & handling
constraints can be overcome.

Brand

: "Usmania Glass"

Standard

: Japanese Industrial Standard R3202.

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2.0.4 Operational Organogram & Manpower


Number of Department: 3
Name of Department: Production, marketing, Human Resource
2.0.5 Manufacturing system:
Usmania Glass Sheet Factory is a single line manufacturing unit. Basic glass
is manufactured by melting Silica sand. Ingredients such as Soda Ash,
Dolomite, Salt Cake, etc. are added to lower the melting temperature of
Silica and achieve optimal clarity of finished product. The mixed batch is
heated at about 1650c and formed into large sheets by floating molten
glass on molten tin, thus giving it precise flatness & transparency. The
formed ribbon then passes through an Annealing lehr, which cool-up the
glass from 600c to 70c. The operation prevents the formation of both
temporary & residual stresses in glass. Quality Control System is an integral
part of the production process, which assures the fineness of finished goods.
2.0.6 Special Feature:
Distortion-free:
Usmaina Glass Sheet factory limited has precise surface flatness, which provides distortion-free
vision.

Clear & Transparent looks:

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Usmaina Glass Sheet is excellently clear & transparent. When turned into mirror, it provides
brilliant reflected image.

Sparkling Surface:
Usmaina Glass Sheet has fully fire furnished surface and executes a fine luster, which resist
scratches, dust & dirt. Its easier to clean.
Solar Heat Energy Absorption:
Tinted Usmaina Glass Sheet absorbs 30 to 35 percent of the solar radiation heat (depending on
the tint and thickness of glass), reduces the flow of heat into the buildings and keeps the
building cool and comfortable.
Beautification:
Usmaina Glass Sheet enhances the aesthetics appearance of buildings. It provides flexibility
which helps Architects and Designers to use it in new design trends.
Protection Against Glare:
Tinted Usmaina Glass Sheet has low visible ray transmittance, thus softening the glare of light.

Strength & Durability:

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Usmaina Glass Sheet is very strong & durable because it is free from bubbles & ripples.

2.0.7 Application:
Window Glazing
Usmaina Glass Sheet is the best choice for any window glazing application for its superior
strength, high optical clarify, undistorted, smooth surface & flexibility in sizes.

Curtain & Partition walls

Usmaina Glass Sheet enables to design curtain & partition walls owing to its inherent
strength & availability of various sizes. Besides giving modern looks, it reduces the overall
dead weight of buildings, allows faster construction & requires less expensive maintenance.
The heat absorbing ability reduces the air conditioning & lighting load largely, thus saving
precious energy.

Home Doors & Decorations

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For its crystalline, transparent & tinted quality, Usmaina Glass Sheet is the first preference
for home doors, cabinets and different decorations.

Shop Fronts & Decorations

The shiny, strong, distortion free Usmaina Glass Sheet provides a distinct image to a shop.
The easy maintenance & non-inflammability of the glass make it an essential material for
display cabinets, partitioning, screening & decoration.

Furnitures

Due to its versatility, Usmaina Glass Sheet is ideal for furniture, tabletops, shelves,
cabinets, showcases & sliding doors of large cabinets, cupboards, etc.

Mirrors

Usmaina Glass Sheet gives perfect reflected image when turned into mirror.

Tempered Glass

For its strength & durability, Usmaina Glass Sheet also gives perfection as Tempered
Glass.

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Specialized Application

Usmaina Glass Sheet can be further processed to be used for Banisters, Atriums, Lifts,
Dance floors, etc.

2.0.8 The process flow:


The Principal Composition of Glass

Chemical Composition of Glass

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The Process Flow

Tin Bath Equation

Glass Sheet Process

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3.0 Literature review


Human resource Management is a managerial process which ensures the individual goals,
organizational goals and societal goals through coordinated ways in order to increase
productivity with low labor and cost. The main purpose of the HRM is to convert Human being
to Human Capital. HRM as the Policies and Practices involved in carrying out the People or
human resource aspects of a management position, including recruiting, screening, training,
rewarding and appraising(Dessler.2007).
Modern Concept of HRM: The overall aim of modern Human resource management is to
ensure that the organization is able to achieve its objectives through its staff. In order to reach its
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objectives an organizations need not only qualified staff but also effective and efficient system as
well as access to

an effective allocation of financial resources. Institutional development

therefore involves not only putting the right person in the right place at the right time, but also
that the organization provides a conductive and effective work environment, and systems and
that the organization has access to adequate financial resources.
Importance of HRM: HRM helps a company to achieve its objective from Objective, Facilitates
professional growth, Better relations between union and management, helps an individual to
work in a team/group, Identifies person for the future, allocating the jobs to the right person,
Improves the economy.
The word 'strategy can be understood as a long range direction and scope of an organization. It
provides a framework to achieve organizational goals and objectives. It develops a grand plan
about how the company is going to achieve the desired result and how to compete with other
rival firms. It also focuses on how the resources are employed effectively and efficiently.
In the light of it, Human resource strategy can be defined as a process which helps management
anticipate and manage the rapidly increasing changes. It is concerned with long range direction
and scope of HR activities in the organization. It is broad action plan designed to accomplish the
goals and objectives of human resource management function in the organization. Moreover, it is
concerned with establishing relationship between long range HR direction and business strategy.
It involves philosophy that people are managed in an organization and they are integrated with
business strategy.
It can be assessed that HR strategy is primarily concerned with the philosophy of managing and
mobilization human resources in the organization to achieve the long range business strategy an
management goals. Human resource strategy is based on:
* Managing HR strengths in the organization
* Managing competitive capabilities of HR
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* Translating people into personnel policies and practices


* Integrating people with business strategy
Objectives of HR Strategy
According to Gary Dessler Objectives of HR Strategy are as follows:
1. To use various mechanism to build healthy two-way communication.
2. To screen out potential managers whose values are not people oriented
3. To provide highly competitive salaries and pay-for-performance incentives.
4. To guarantee to the greatest extent possible for fair treatment and employ security for all
employees.
5. To institute various promotion-from-within activities aimed at giving employees every
opportunity to fully utilize their skill and gifts at work.

Importance of HR strategy:
The HR Strategy helps to employees to decide common daily decisions as they can see, if the
request is fully aligned with the HR Strategy and the organization will benefit from such a
solution. The HR Strategy sets the vision, but it is fulfilled by many daily small decisions and the
strategy helps to set the decision process. The HR Strategy is important for the communication
with the managers about their requests and their proposals to improve HR Services. The HR
Team can demonstrate the way the department goes and how Human Resources will deal with
the individual request or the individual feedback on provided services. The HR Strategy helps to
build the team spirit of Human Resources as it provides the platform for the communication in
HR and it provides the basic playground for the discussions about the future of Human
Resources. The story of the HR Strategy has to be attractive as it builds a common understanding
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to the key words in the strategy and the HR employees do interpret them the same way. The HR
Strategy takes many rounds of discussions to evolve, but the result can be amazing and when the
HR Management Team does not allow the HR Strategy story to disappear, the investment returns
quickly.
Business strategy:
A business strategy is the means by which it sets out to achieve its desired ends (objectives). It
can simply be described as a long-term business planning. Typically a business strategy will
cover a period of about 3-5 years (sometimes even longer).
Modern concept of Business strategy:
Strategizing is much more than just visioning, forecasting, planning and reviewing. In the new
rapidly changing economy, all important tasks of strategy have been redefined as issues of
implementation. These days strategizing is concerned with the match between the internal
capabilities of the company and its external environment. The modern subject of business
strategy is a set of analytic tools & techniques for understanding better, and so influencing, a
company's position in its actual and potential marketplace.
Importance of Business Strategy:
The success of any good enterprise is based on the measures that are laid out by the various
stakeholders. In commerce, business strategy is important for the achievement of the objectives
set. In a commercial setting, the main aims normally revolve around making lots and lots of
profits, growing and expanding, and most importantly, diversifying. These goals must be
achieved for business success in any flourishing industry. There are very many business
strategies that can be utilized by new or old ventures in order to compete healthily in the market.
Most corporations that have taken the market by storm normally have a history of good and
functional strategies that have been set and adhered to strictly. Therefore, it is important that once
they have been drawn and enacted, the measures are implemented and put into the system.
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Relationship between HR strategy and Business Strategy:


Human Resource Planning and Strategic planning is a step-by-step process of determining how
to pursue the organization's long-term goals with the resources expected to be available. It is a
systematic approach of analyzing the opportunities and threats in the environment to enhance the
efficiency and organizational productivity. It is the name given to the sense making activity
which includes the function of goal setting and strategy formulation.
On the other hand, Human resource planning is the estimation of future demand for and supply
of human resources for the accomplishment of stated organizational goals. HR planning consists
all the activities of human resource management such as forecasting of HR, collecting
information, policy making, recruitment, training and development, motivation and development
of human resource in the organization. These activities help prepare and HR plan whereby right
number and kind of people are being forecasted.
These terms establish a close relationship as one cannot be separated from another. They are
correlated with each other because HR planning is an integral part of the overall corporate plan.
Hence, the relationship between HR planning and strategic planning can be depicted under the
following aspects:
1. Follower relationship of HR plan
This relationship depicts that an HR plan is an integral part of the overall corporate plan of the
organization. HR plan is based upon the overall objectives and strategies of the company. It is
prepared by following the guidelines by the overall corporate plan of the organization. Hence, it
is tailored to meet the needs of the overall mission, vision and objective of the company.
Moreover, this relationship explains that HR plan is derived from the overall corporate plan of
the organization.
2. Partner relationship of HR plan

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When the HR plan and strategic plan are formulated simultaneously, it is supposed that they have
partner relationship. Under it, it is assumed that HR and HR manager are considered as a
valuable resource in the organization. And it ensures that the employees are fully participated in
strategy implementation. Moreover, implications of HR are considered in the formulation stage
of strategic plan. The primary purpose of this relationship is to link HR activities with strategic
plan in order to achieve organizational goals. It also ensures that HRM activities are considered
before formulating the corporate plan.
According to American society for Training and development identified nine human resource
areas. They are:
1.
2.
3.
4.
5.
6.
7.
8.

Human Resource Planning


Design of the organization and job
Selection and staffing
Training and Development
Organization development
Compensation and Benefits
Employee Assistance
Union/Labor relation Personnel Research and Information system.

Components of Business strategy:


1.
2.
3.
4.
5.
6.
7.
8.
9.

Mission Statement
Vision
Values
Major goals
External analysis
Internal analysis
SWOT Analysis and Business Model
Strategy Implementation
The feedback loop

Importance of Alignment:

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Alignment of human resource management with business strategy is an important to correlate its
mission, vision correctly and to find the future suggestion. To find out the allignment few
literature reviewes are done which are:
Linda Holbeche wrote in his book Aligning Human Resource and Business Strategy that,
Attracting and mobilizing talent, building effective leadership, providing coherence and ensuring
good governance. With an agenda such as this, I argue, the time has come for HR to get on the
front foot and lead the way. (L. Holbeche, 2009)
Dyah Kusumastuti wrote in his paper ALIGNING HUMAN RESOURCE AND BUSINESS
STRATEGY to show that development of HR Managing needed to align with Business
Strategy. He founded several key findings, firstly, the translating business strategy into action
and identify corporate scorecard. Secondly, the corporate scorecard needs to be cascaded down to
various directorates, departments, and individuals so that to create the line-of-sight. Thirdly,
system design Competency based human resource management which uses common information
job competency requirement and individual competencies.

4.0 Overall Scenario of aligning HR with Business Strategy at Usmania


Glass Sheet factory limited
4.1: Business Strategy at Usmania Glass Sheet Factory Ltd.:
Usmania Glass Sheet Factory Limited has a particular strategic plan to increase production of our
company by installation of a new production unit. It will reduce production and increase
profitability. They have follows another business strategy Development/Contractor-Managed
which is make alignment with Human resource and business.
4.2: Motivation behind HR strategic plan:

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By installing a new production unit in our existing production line, production capacity of our
company will increase and new manpower will be engaged. Existing manpower will also be
trained up to improve their skill.
4.3: Context to HR Strategic plan:
Context The study found on the basis of Usmania Glass Sheet Factory Limited:
1. Human Resource Planning
2. Design of the Organization and Job
3. Selection and Staffing
4. Training and Development
5. Organization Development
6. Compensation and Benefits
7. Employee Assistance
8. Union/Labor Relation
9. Personnel Research and Information System
4.4: Perception regarding whether business strategy helps to accomplish companys
business strategy:
It accomplishes by following ways:
(a) Human Resource Planning: The objective of HR planning is to ensure that the organization
has the right types of person at the right time at the right place. HR planning develops strategies
both long terms and short terms to meet the manpower requirement.

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(b) Design of the Organization Job: This is the task of laying down organization structure,
authority relationship and responsibilities.
(c) Training and Development: This involve an organizational attempt to find out training
needs of the individuals to meet the knowledge and skill which is needed not only to perform
current jobs but also to fulfill the future needs of the organization.
(d) Organization Development: This is an important aspect whereby Synergetic Effect is
generated in an organization i.e. healthy interpersonal and inter group relationship within the
organization.
4.5: Way to relate business strategy with overall organizational objectives:
Strategic business objectives are goals deemed most important to the current and future health of
a business. Six of the most common areas to focus strategic business goals are in the areas of
market share, financial resource, physical resource, productivity, innovation and action planning.

4.6: Status of relationship among Human Resource, Business Strategy and overall
companies objectives:
The recruitment and selection process of human resources department is workforce. Developing
a human resource strategy for recruiting and selecting the best employees affects the organization
bottom line. Maintaining a workforce where employees carry high level of job satisfaction and
job security translates into a workforce that helps achieve business goals. According to HR
experts, human capital or human resource is most valuable resource. Human resources strategy
today involves executive leadership teams conferring with human resources experts to develop
complementary goals for human resources and the overall business.

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4.7: Influence of strategy fit between HR and Business Strategy on overall effectiveness of
HRM and organizational performance:
The strategy fit between a firms business and HRM strategy has a positive and direct impact on
HRM effectiveness that could directly increase labor productivity while strategy fit strengthened
the relationship between HRM effectiveness and labor productivity. The effectiveness of HR
practice and organization performance is better than that of not aligned by contingency
perspective.

5.0 Findings of the report


5.0.1analysis of findings one:
Company follows a business strategy of the Development/Contractor-Managed type; it pursues
a policy of adding value to its services by handling high-skill contract works and improving its
operation management. Company follows a policy of realizing high value added through
improving operation management and handling high skill operations that requires workers to
take a relatively long period of time before mastering the necessary skills.
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Here I discuss about the relationship between Human resource management and Business
strategy at Usmaina Glass Sheet Factory Limited.
Company assess candidates possibilities of quite by looking at their work history and whether the
facilities of the communications are good and screen candidate with the high possibility of quite
at the selection process in order to maintain a high retention rate. Its also give candidate tours of
workplaces prior to the start of work so that contract worker will not be quitting their position
after their assignment.
Business Strategy type

Development/Contractor-Managed type
-Handling high skilled operations.

Features of Business Strategy

-High

Value

improvement

added
of

achieved

labor

and

through
operation

management
Hiring practices aims to encourage long-term
commitment (recruitment of workers from
Hiring Policy

workplaces connected with client companies,


screening process, pre-placement of tours of
workplace etc)
-placement of leaders in charge of labor and
operation management.

System of operation site management


-Managerial

support

provided

by

onsite

managers and production managers in the head


office.
-Skill evaluations for contract workers.

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System of Evaluation and Development

-Offers of regular employment contracts and


wage increases based on skill evaluations.

Company adopts a hiring method that place weight on promotion of long term commitment from
contract workers in order to handle high-skill operations and train personnel who can manage
operations.
With respect to production site management, Company has a mechanism of operation
management maintained by leaders selected from contract workers and operations.
In respect to evaluation and development System Company employs contract workers without
limiting their contract periods and offers pay increase and a chance to be employed as a regular
employee based on skill evaluation. In additions, it occasionally conducts job rotations to expand
the skill range of contract workers. It also regularly holds training session for leaders to
develop their managerial skills. As shown above, company is seeking to develop human resource
through skill evaluation and training system.
As discuss above, company has hiring, onsite management, evaluation and development system
that suits its respective business strategy. Judging from this discussion it can be argued that high
performing contract companies are active in maintaining Human Resource Management system
that are committable with their business strategies.
5.0.2 Analysis of findings two:
By installing a new production unit in our existing production line, production capacity of our
company will increase and new manpower will be engaged. Existing manpower will also be
trained up to improve their skill. On the other hand, Development/Contractor-Managed
strategy adding value to its services by handling high-skill contract works and improving its
operation management. Realizing high value added through improving operation management
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and handling high skill operations that requires workers to take a relatively long period of time
before mastering the necessary skills.
5.0.3 Analysis of findings three:
To restoring the HR strategic plan company assesses candidates possibilities of quite by looking
at their work history and whether the facilities of the communications are good and screen
candidate with the high possibility of quite at the selection process in order to maintain a high
retention rate. Its also give candidate tours of workplaces prior to the start of work so that
contract worker will not be quitting their position after their assignment. In respect to evaluation
and development System Company employs contract

workers without limiting their contract

periods and offers pay increase and a chance to be employed as a regular employee based on skill
evaluation. In additions, it occasionally conducts job rotations to expand the skill range of
contract workers. It also regularly holds training session for leaders to develop their
managerial skills. As shown above, company is seeking to develop human resource through skill
evaluation and training system.

5.0.4 Analysis of findings four:


It is essential for companies to devise Human Resource Management practices that support their
business strategies if they want to pursue their business strategies and maintain high
performance. The above discussion in analyzing findings one company maintains a high
performance by implementing Human Resource Management measures that are compatible with
their business strategies. It is not easy however for many companies to implement such Human
Resource measure. One reason for this is because contract fees and profit margins determined by
hem put in a limit on how far company can let skill levels of contract workers to be reflected in
treatment. Another reason is because placement for contract workers is often up to the
circumstances concerning personnel at client companies.
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Based on from a survey I can examine that how Human Resource management practices
corresponded with their business strategies at contract companies as a whole rather then targeting
high-performance companies. My analysis combined data from a survey targeting head office of
companies cornering business strategies and a survey targeting branch office concerning
implementation of Human Resource Management policies.

1. The gap is found in between HR Strategy and Business Strategy that the HR Strategy
only focuses to selecting, recruiting. On the other hand Business Strategy that they made,
most of these are related to the production.
2. No formal consideration of HR factors in the business planning process.
3.
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4. http://www.cairn.info/revue-management-2002-3-page-175.htm
5. http://www.hrps.org/blogpost/736528/HR-Management-Strategies
6. http://annex.ipacweb.org/library/conf/01/lawler.pdf
7. http://ceb.shl.com/images/uploads/cs_BIGLotteryFund.pdf
8.

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