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SVKM’s NMIMS School of Distance Learning Essentials of HRM Programme: BM Semester: II Marks: 30

Notes : You are encouraged to substantiate your response with examples, to the extent possible Each question carries 10 marks. Case Study Raj Enterprises is a 6 year old India based organization and specializes in manufacture of paper products – stationery, note books, letter pads, handmade paper products. Its financial results and employee data for the last 5 years is as follows : Turnover (Rs in Crores per annum) 2 14 20 44 100 (estimated) Employee strength 10 40 75 100 150

Year 2006 2007 2008 2009 2010

Raj Enterprises presently has 2 manufacturing plants based at Pune and Nashik. The Head Office is located at Mumbai. An HR Department has just been set in the year 2009. Prior to the year 2009, most of its people processes were handled in an ad-hoc manner by Senior Managers or the Admin In-charge and the payroll function was outsourced. The HR Department consists of a Senior Manager (Amar Pradhan) and an HR Executive. The company has no induction process and HR planning is almost non-existent. New employees join a department and are guided either by the departing employee or by a junior executive, whenever he has the time to spare. On most occasions, a new employee has to learn by ‘observing’ his colleagues at work. In case of a vacancy, candidates are shortlisted based on CVs submitted by existing employees. Often getting a right candidate is a challenge and sometimes positions lie vacant for over a quarter. Job descriptions are absent for majority of the positions in the organization. Over the last few years the company has particularly encountered difficulty in filling its middle management positions. The company hired a consultant to aid its efforts. The

Performance of employees is assessed by the immediate superior with little or no opportunity to place grievances before a neutral authority. 3) Design unique reward and recognition strategies for Raj Enterprises ________________ . Questions : (Each question carries 10 marks) 1) Discuss the solutions to the recruitment problems facing Raj Enterprises 2) Detail an induction process that will aid Raj Enterprises. Some employees due for retirement are given an extension as the company is finding it difficult to get their appropriate replacements.average tenure of these employees recruited through a consultant was less than one year. the company tired promoting employees from within the organization though soon realised that these employees did not have the necessary skill-sets for the promoted positions. On occasions. Training at Raj Enterprises is limited and considered a privilege of very select few employees. In fact HR was reduced to playing a co-ordination role in the entire recruitment and selection exercise. HR is involved in distribution and collection of Appraisal Forms and in computation of payout to employees. Employee attrition is high and the general impression in the market is that this organization is a good training ground for freshers. The interview process is ad-hoc with the Business Unit Head alone taking the decision on hiring a candidate with limited or no role played by Amar Pradhan. Reward and recognition does not exist at Neeta Enterprises.