4.

2 HRM Operations

At a general level, it is important to analyze training needs against the backdrop of organizational objectives and strategies. Unless you do this, you may waste time and money on training programs that do not advance the cause of the company People may be trained in skills they already possess the training budget may be squandered on rest and recuperation sessions, where employees are entertained but learn little in the way required job skills or job knowledge, or the budget may be spent on glittering hardware that meets the training director s needs but not the organization s.

It is also essential to analyze the organization s external environment an internal climate. Trends in the strategic priorities of a business, judicial decisions, civil rights laws, union activity, productivity, accidents, turnover, absenteeism, and on the job employee behavior will provide relevant information at this level.

However, assessing the needs for training does not end here. It is important to analyze needs regularly and at all three levels in order to evaluate the results of training and to assess what training is needed in the future.

ü At the organizational level, senior managers who set the organization s goals should analyze needs.

ü At the operations level, the managers who specify how the organization s goals are going to be achieved should analyze needs.

At the individual level, the managers and workers who do the work to achieve those goals should analyze needs, keeping in mind that performance is a function both of ability and motivation.

4.2.1 Human Resource Planning

Human resource planning is all about measuring the organization need to identify the numbers of employees and skills required to do those jobs. ü Action plans to enlarge the pool of people qualified to fill the projected vacancies through such actions as recruitment.g. computer hardware or software.. At sitara. selection. coping with the recall of a defective product and dealing with the need for a new design e. Further. placement. . ü A human resource forecast to predict future HR requirements. 5. an understanding of available competencies is necessary to allow the organization to plan for the changes to new jobs required by corporate goals. development and compensation. ü Control and evaluation to provide feedback on the overall effectiveness of the human resource planning system by monitoring of HR objective. major changes according to economic and social environments are required purchasing new and additional office equipment to enhance efficiency e. new automatic rotary machine.g. transfer. training. They include: ü A talent inventory to assess current human resources and to analyze how they are currently being used. Structure of the HRM Department: . promotion. interrelated activities that together constitute an human resource planning system. This suggests several specific.

Personnel Department of Sitara Textile can be critically analyzed on the basis of various steps of human resources management process. Department is situated in an old building which was constructed at the time of establishment of Sitara Textile and department was named as labor department. a religious institution or a government agency depends on people.1 Major Functions Every organization whether it is a multinational conglomerates a small business. Recently three or four years ago name of department was changed to personnel department. First I would like to describe the ware bouts of department. 6. Appropriate candidates for each job from chairman of the board to night shift janitor must be located either inside or outside the organization and they must be . There are only 5 personnel who actually handle the department s affairs and about 1500 employees are working.5.1 Number of Employees working in HRM Department Now I ll discuss the personnel management of Sitara Textile Industries Limited under various steps of Human Resources Management Sitara Textile also knows this fact and has personnel department right at the entrance of main gate of mill. Functions of the HRM Department: 6. There is great work that is to be done by 5 persons and they feel burden on themselves.

. Human resources planning 2.2 Supports to Other Departments Through job rotation policies and by extensive interaction with managers in all other functional areas. Training & Development 4. Compensation Management 5. Consider whether any corporate resource is more important than its people. There are six steps. they feel burden on themselves. They must also be trained and motivated. 1.convinced by pay benefits and working conditions to take and keep the job. At present this occurs in about 70 percent of companies nationwide. Ensure that the top HR officer is a key player in the development and implementation of business . Require the senior HR executive to report directly to the CEO. Employee Evaluation 6. their ability to make significant contributions to the firm will be diminished. Handling these functions is part of human resources management s job. Staffing 3. Employee Movement and Replacement 6. Unless these executives are perceived as equals by their corporate peers.

as a recent American Management survey of 1500 HR managers found.plans providing early warning regarding their acceptance and serving as the CEO s window on the organization and as a sounding board. value adding activities. Managers who have used the strategic blueprint process emphasize that its single greatest benefit is this: if forces HR managers to concentrate solely an critical. When asked how well HR strategy is linked to business results. together with future customer requirements. ü Major business initiatives in the business unit. 6 out of 10 respondents said it was either not effective or just somewhat effective. Representatives from HR and line managers from the business unit generate key business strategies for the coming year. Critical Analyses: . they identify major external and internal factors that may have an impact on the future of the business. 7. Such an approach is sorely needed. ü Primary directions. Only 3 percent characterized the linkage as world class. ü Major priorities for key executives of the business unit. The result? A business unit annual plan that outlines ü Major driving forces in the business unit. To do so.

such as two years of general clerical experience for the position. At Sitara Textile interviews are conducted for certain types of . Experience requirements. 7. in engineering.1 Requirement Analysis Job analysis also provides the basis for developing job specifications. degrees attained.2 Data Gathering There are four basic technique generally used for gathering about different jobs.7. Among the qualifications which are often included in job specifications are the following. ü Interviews in some cases. or both. for example. such as typing 80 words per minute. or being able to take dictation by an executive etc. and therefore would normally require some prior experience in actually performing clerical duties. job analysts may interview the employee who is performing the job. Job specifications are a statement of the human qualifications required to perform the job. This technique may be time consuming. Skills requirements. and the danger exists that employees may exaggerate the importance of their jobs. the supervisor. Requirement analysis has performed thoroughly at Sitara Textile for the purpose of job analysis by HR department. This job requires directing the work of from two to ten clerical employee. Educational standards which may spell out. such as a B.S.

Because of the difficulties connected with this procedure. always remember that the selection is not expected to last forever. However. ü Questionnaires Probably the least costly method of collecting job analysis data is by using questionnaires. In addition. but under certain conditions it becomes more difficult if not impossible. ü Observation A second approach to information gathering in job analysis is having the analyst actually observe the individuals performing a job and record observations while doing so. too. 7. HRM department has not any systematic procedure for using the diaries or logs for the purpose of data gathering. ü Diaries or Logs A fourth approach is to utilize diaries or logs in which employees record their daily activities and tasks. At the same time. At Sitara Textile this technique is implemented in some cases. those activities performed at infrequent intervals must also be noted. you might have made different choice. That thought should provide a glimmer of hope and some optimism. there is the danger that a responder will not complete the questionnaires. The selection is important and should be taken with great care. complete it inaccurately.3 System Design When choosing a system. observations have done for performance judgment and competency of work force. you should acknowledge that if something better comes along or if circumstances change.investigations in cases of breakage of rules and regulations. portable tape recorders may be utilized to assist in maintaining a record of such activities. Interviews are also conducted for search of a new candidate but these interviews are just mere formality rather than having professional approach. In some instances this method is very useful. . Well designed questionnaires have been claimed to be the most efficient way to collect a wide array of job data and information in a short time. or take an excessively long time to return it Sitara Textile usually does not use this sort of technique to collect the data.

In pay roll system there is a employee form where the data has recorded and pay break up system is also the part of these pay roll forms.4 Implementation .ü Develop detailed project plan ü Develop user groups ü Purchase hardware ü Develop independent focused computer applications. There exists auto generation system at Sitara Textile. ü Implement independent applications as ready ü Modify in house forms ü Modify/customize initial systems ü Establish procedure ü Convert data Train HRIS staff During my internship at Sitara Textile. 7. all the programming has been done by IT department. I found that HR department uses to develop various user groups for example there is separate software running for the work force of processing department and similarly for stitching department. employees attendance is being checked through hand scanning recently changed from old procedure of card scanning. Oracle software s are in use for the employee s pay roll system and pay breakup.

Following are the points which theoretically I read during course of my study ü Implement HR core ü Train other HR users ü Make system available to HR functional specialists ü Refine HR core ü Establish mainframe micro link ü Conduct field analysis ü Develop procedures for distributed processing ü Prepare technical documentation ü Develop/work on other modules ü Test system and user acceptance ü Implement additional modules .

8. Upper level management like CEO and Director give low attention to this department. If the goal is to minimize the expenses it is not proper way to control and is not legally and ethical acceptable.Short-falls/Weaknesses of the HRM Department: 8.1 Planning At Sitara Textile I think very small importance is given to personnel as far as planning is concerned. Sitara Textile do not advertise their job in newspaper but let the people be informed by existing employees.ü Maintain/enhance 8. I have examples for such employees who are doing work of two or three men. Personal Department does not search for and does not know whether there is need of new employee at same job or not. They only know who is going out and there is a vacancy at the place of out going employee. There should be better planning for that in order to achieve organizational goal. .2 Recruitment At Sitara Textile recruitment is done internally as well externally. Recruiting is to attract qualified people to apply for positions with an organization.

There are low basic pays offered.000/. As compensation level is low therefore employees are not very much motivated. personnel manager has authority to hire this employee. The finance manager hires employees having salaries below Rs. Compensation level of Sitara Textile is low that is way qualified and talented people hesitating to join Sitara Textile. Anyhow Pakistani work force are scared and compelled to take whatever any body gives because of unemployment.Most of new employees are hired on reference basis.per month is up to CEO or Director. There are various authorities to hire the people for various positions. 5.000/.gross. And job of value higher than Rs. If there is new employee hired who was not trainee at Sitara Textile suffers because of that Sitara Textile do not have proper training program. 8. If position of job is that employee would be paid Rs.4 Compensation Plans As Sitara Textile is an industry of conservative type therefore compensation and reward system is not very much impressive. so as Sitara Textile. Motivation level and morale of employees are low which affects the periodicity of the organization. 8.3 Training & Development At Sitara Textile every new employee trains himself at his own because training is not done or given properly by the organization.4. It is fact that Sitara Textile is well reputed organization and covering productivity requirement but if morale and motivation levels are brought high the productivity could increase.monthly. . One good thing is that including allowances. Employee s new colleagues teach him manners of his job. Some think is better than nothing. These hired trainees are beneficial for Sitara Textile because they are already trained and understand their jobs. Sitara Textile does appoint trainee employees who are trained by the existing employees and these trainees are sometime hired for actual jobs. Various allowances are given to employees like medical allowances.000/. All the textile industries in Faisalabad have low level of compensation except few.7. 7.monthly. attendance allowances and etc. 000/. But gross pay remains at the low level as compared to the other industries. pays become double of the basic. Attendance allowances are only for those employees who are taking less than Rs.

Despite the fact that department and personnel management is not very good Sitara Textile has great productivity capacity. . 8. printing and finishing are working under laboratory instructions so laboratory is playing role of executive in quality control. The upper level management evaluates performance. dyeing.5 Evaluation Sitara Textile performance of the employees is evaluated on the basis of what has been expected from them. Conclusions: ü All the sub departments of processing department like bleaching. Emergence of all other industries in Sitara group of industries is example of excellent of Sitara Textile. they just replace that employee. Upper level management sees how an employee is performing on his assigned position. Sitara Textile do not care employee turnover or things like that. In case of good performance promotion or increment is given to the employee and is case of mistake or misbehave only one way that is termination. 9. The results of evaluation are used in movement of employee inside the organization or outside the organization. It is done through observing and comparing the productivity of the organization with the expected productivity. This is all about the short-falls and weaknesses of HRM department of Sitara Textile.8.6 Movement and Replacement At Sitara Textile movement is of three types one is promotion 2nd is voluntary severance and last is termination. In this way movement of employees takes place at Sitara Textile.

. ü HRM department is not established and not considered to be very much important. compensation and reward system is not very much attractive and employees are not well motivated in Sitara Textile. ü One good thing of this department is that the department let the employees follow the rules and regulations set by the organization strictly. now here are some suggestions that may help the organization to improve. This is also the condition for Sitara Textile. ü Compensation and reward system is not very much attractive and employees are not well motivated in Sitara Textile. lack of recruiting activities and lack of job analysis. So there are good and bad both present in the human resource department of Sitara Textile. Attendance is strictly checked and leaves as well. This is also the condition for Sitara Textile. ü There is lack of human resource planning. As problems and difficulties have been identified. dyeing printing and finishing are prepared by the laboratory instead of related management or HR department. Low attention is paid to this department by upper level management. lack of recruiting activities lack of job analysis. As problems and difficulties have been identified. Recommendations for improvement: Organizations big or small profit or unprofitable have problems and there are always chances of improvements.ü All the schedules of bleaching. ü There is lack of human resources planning. now here are some suggestions that may help the organization to improve. 10.

This area should carefully be examined and solved.ü In processing department there is a need of skilled workers. ü Expanding product lines that will give more variety to people of country could extend local marketing and ultimately sales would be increased. . That is why morale of employees working in department is low and they are not motivated for doing jobs. ü There is need of better working condition in personnel department. chair are broken. There are certain departments of processing in which employees have been working since long but their efficiency is not improved and unsatisfactory results come out sometimes. ü Compensation and reward system should be brought at higher level in order to let the employees be motivated and happy. The skilled labor will not only improve the efficiency but also will improve effectiveness. recruiting. There should be more staff in local marketing department to enhance the sales figure and to capture wide area of local market. They will really improve the quality of designs and will introduce more innovative design. ü There should be more fringe benefits for the employees taking into consideration there devotion skill and experience. ü There should be female artists and designers in design department as females have naturally more esthetical qualities than males. air conditioning facilities are not properly in some department like HRM department. I know some persons who are doing the job of two or three persons. ü Job analysis should be done to know what are the jobs needed in the organization. Employees of this department are working in very poor condition. There should be chances given to skilled workers to enter the organization. ü There is need to increase the staff in this department only three or four persons are working with all the affairs regarding let the employees abide by the rules and regulations. This higher level would make the employees more efficient and effective. selecting and other activities. This area should carefully be handled to attract skilled employees and ultimately to enhance efficiency and effectiveness.

ü There should be little compensation for trainees as well as they can fulfill their day to day traveling and food expenses. more potentials and will work with full mental and physical efforts. . ü The first aid and other medical facilities should be provided to the employees with in the mill area. So in order to handle this type of situation the first aid dispensary should be there in the mill area. more devotion. There is continuous working in the mill and every time there are chances of any accident or unpleasant incident. By doing this trainees will show more interest.

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