BBA 2019 Human Resource Planning & Development

Faculty of Management &Commerce

M.S Ramaiah University of Applied Sciences
Department Management Studies
Course BBA
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Batch Full -Time 2019 Course Start Date 27 January 2022

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 BBA 2019 Human Resource Planning & Development

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Course Code 19BMC334A Assignment Report Submission Date: 25 April 2022
CO
Course Title Human Resource Planning & Development
Course Leader(s) Mr. P Rajeev Prasad

Assessment (CE + SEE = 100 Marks)

Reg. No. Name of the Student
Evaluators
Marks
Assignment – CE
PO

Marking Scheme

1 Choose any one company*and answer the following

1.1 Discuss the Training process in the chosen company* 3 3 2 06

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 BBA 2019 Human Resource Planning & Development

Analyse the role of HRD in career

Planning and development of em- 4 8 5
1.2 ployees in the chosen company* 08
Suggest any innovative HRD practices 5 4 5
for the chosen company* to retain
1.3 employees 06

Prepare a viable succession planning 5 4 5

(for top level management) for the cho- 05
1.4 sen company*

Form a group of 3-4

members(maximum) and present
2 on the following
Consider yourselves as a team of HRs in 5 11 5 10
2.1organisation and draft the
an
HRD practices and policies for your fic-
titious company**
Max Marks 35

*company: Each student should choose different company

**fictitious company: each team has consider one non-existing company

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 BBA 2019 Human Resource Planning & Development

Please note:

1. Documental evidence for all the components/parts of the assessment such as the re -
ports, photographs, laboratory exam / tool tests are required to be attached to the assignment report
in a proper order.

Assignment

Instructions to students:

1. The assignment consists of 2 main questions:

2. Maximum marks is 35.
3. The assignment has to be neatly word processed as per the prescribed format.
4. The maximum number of pages should be restricted to 07.
5. The hard copy of the assignment must be submitted to the examination centre only
6. Submission Date: 25-April-2022
7. Submission after the due date is not permitted.
8. IMPORTANT: It is essential that all the sources used in preparation of the assignment must be
suitably referenced in the text.
9. Marks will be awarded only to the sections and subsections clearly indicated as per the problem
statement/exercise/question

Introduction to the course:

The aim of the course is to train the students about Human Resource Planning and Development.
The course is intended to train the students on the processes and techniques involved in Hu -
man Resource Planning (HRP) and Human Resource Development (HRD). Further, the course familiar-
izes the students with the innovative HRD practices and the emerging trends in training and develop -
ment in organizations.

Preamble:
Human Resource Development (HRD) involves improving the effectiveness of organizations,
it provides employees with new skills, knowledge and attitude, improves their performance
and growth in an organization and makes them more competent

Human resource development includes a number of special opportunities such as employee

career development, employee training, key employee identification, tuition assistance,
coaching, mentoring, succession planning, organization development and performance
management and development.

Human resources have unlimited potential capabilities that can only be used by creating a
workforce that can continually identify, bring to the surface, and use the capabilities
of individuals.

With the above context, answer the following,

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 BBA 2019 Human Resource Planning & Development

1. Choose any one company*and answer the following,

1.1.
1.2.
1.3. Suggest any innovative HRD practices for the chosen company* to retain employees
1.4. Prepare a viable succession planning (for top level management) for the chosen company*
2. Form a group of 3-4 members(maximum) and present on the following
2.1 Consider yourselves as a team of HRs and draft the HRD practices and policies for
your fictitious company*

Instructions for Group Presentation:

· Make a group 3-4 students

· Each group has to choose a fictitious company which should different from other teams
· Each member of the group should explain at least one slide with the content
· Keep the points short and crisp on slides but while explaining, explain in detail
· This presentation carries marks and is component of the Continuous Evaluation (CE)
· Whoever does not give the presentation, they will loose the marks for this component of CE
· Each group will get maximum of 5+2 mins to present and Q&A

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BBA 2019 Human Resource Planning & Development

Assignment

Company : Artic Group of industries

1.1 Discuss the Training process in the chosen company*

Raw material selection

Raw mate- rial to yarn conversion

Dyeing of Yarns

Bobbin winding and warping

Sizing of warp yarns

Dressing and winding of wrap yarns on loom

Attach- ing warp yarns on loom

Weft yarn winding

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 BBA 2019 Human Resource Planning & Development
Weaving fabric in a handloom

Final handloom products

• Raw Materials: Cotton, silk, wool, and linen are the most popular
choices of raw material for handloom weaving. Each region of India
uses different raw materials for its unique handloom products. Cotton
for making Dhaniakhali Saree of West Bengal; mulberry silk for Chan-
deri saree of Malwa and Bundelkhand; Kullu shawl of Himanchal by
weaving pure wool and many more. 

• Raw Material to yarn conversion: Yarn is a long continuous length of

interlocked fibers. The raw material is gently rolled with palm to form a
loosely interlocked cylindrical bunch known as a sliver. This loosely in-
terlocked sliver is then spun on a charkha or hathkarkha to make it
compact and fine. The spun cotton yarns are braided into skeins and
sent for dyeing.

• Dyeing of yarns: Dyeing is a process of colouring the greige yarns. It is a

crucial preliminary step of handloom weaving. This process is done by hand
in small lots or hanks using natural or chemical colourants. Hank yarn dye-
ing is predominant in South India, contrary to the North, where fabric dying
is famous. There are majorly three types of dyeing -

• Bobbin Winding and Warping : With the help of charkha, the dyed yarn hank
gets converted into a linear thread form and wound on the bobbin. This process
enables laying out of yarn lengths for weaving.  Further, warping is done, which is
the parallel arrangement and winding of warp yarn from bobbin to the warp
beam. Traditionally, the weavers use a big rotating drum as warp beams and de-
cide the width and length of the final fabric. These drums help them in counting
the number and colour wise grouping of yarns. Also, the dimensions of the warp
are decided by the weaver at this stage. 

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 BBA 2019 Human Resource Planning & Development
• Sizing of warp yarns : Post warping, the warp yarns are stretched out for size ap-
plication. Sizing material or starch is applied to add strength and lubricate the
yarn. This crucial activity is called "sizing". Natural sizing material like rice,
maize, wheat flour, or potato starch is used depending on the region. After the ap-
plication of the sizing paste onto the stretched yarn, special brushes are used to
spread and dry the starch on the yarn. This starch is removed only after two to
three washes of the finished product.
• Dressing and Winding the warp yarns : Before the size applied warp is loaded
onto the loom, the warp yarns are aligned and separated to facilitate smooth weav-
ing. The aligned and starched yarns are carefully wound around a wooden beam
and carried to the loom.
• Attaching Warp Yarns on Loom : Each warp yarn is drawn through heddles and
reed and finally tied on both front beam and back beam. According to a pre-deter-
mined weave plan, yarns are passed through heddles which separate the warp
yarns into two sections between which the weft yarn (horizontal/width-wise yarn)
passes.
• Weft yarns winding : For horizontal or weft yarn preparation, traditionally,
charka is used. By the fingertips, correct tension is given to the yarn. A hank of
yarn is wound onto a small bobbin called “pirn”. The weft yarn wound on pirn is
then inserted into a shuttle (a device used in weaving to carry the weft thread back
and forth between the warp threads.)
• Weaving fabric in a handloom  : Weaving is the process of interlacement of
warp and weft (vertical and horizontal) sets of yarn. The fabrics which are weaved
on handloom are known as handloom products. As the name suggests, handloom
is a loom that is used to weave fabrics using hands, that is, without the use of elec-
tricity. The foot pedals are pressed to lift the respective heddles according to the
weave plan and it has to be in sync with throwing the weft or horizontal yarns
across the two sections of warp yarns. Weavers continue weaving for long hours
in a day which requires immense concentration and physical strength.

• Final Product : Every state of India has its unique handloom weave to offer.
Phulkari from Punjab, tie and dye from Rajasthan and Gujarat, brocade from Ba-
naras, Daccai from West Bengal, Itkats form Andhra Pradesh and Odisha are
some of the precious jewels on the crown of incredible India. 
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 BBA 2019 Human Resource Planning & Development

1.2 Analyse the role of HRD in carreer development of employ-

ees in the choosen company

• The advent of technological advancement in industrial set-ups has altered

the working conditions and requirements on the part of employees and
employers. Also the changes in government policies have also been taken
place since the last decade.
• Different work patterns like night shift, part time work, overtime, etc is be-
ing experienced. The situation is same in textile sector also.
• Now-a-days the recruitment of the workforce has become a specialized
field. The main motive is skill development as technical jobs are becoming
more complex and demand more professional skill. As at managerial and
marketing level, skills and knowledge demand have increased in impor-
tance.
• So before imparting training with respect to textile or garment industry the
training program should be so designed that it covers the skills that will be
required in long term and short term basis.
• Many countries of the world have understood the importance of human re-
source development, thus encourages the business organizations to take
active part in designing and execution. The changing face of business orga-
nizations in national and international markets demands a new breed of
skills that are non-technical in nature.

• Generally, when some new skills are to be taught to upgrade the ongoing
work profile, on the job training and special course classes could be ar-
ranged to upgrade the employees skills and knowledge.

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 BBA 2019 Human Resource Planning & Development
• But after a certain level, the recruitment of higher posts requiring special-
ized skills are done through direct recruitment method.
• If the employers wish to extent the contribution of laborers in growth in
textile industry, then the laborers should be given technical as well as non-
technical training to enhance their skills and knowledge base.

1.3 Suggest any innovative HRD practices for the choosen company to re-
tain employees

Human resource development practices are those practices that

directly affect or influence the people or human resources, who work for the
organization such as the establishment of safe working environment, effec-
tive recruitment and selection policies, equal employment opportunity,
proper training and development, performance appraisal, rewards and recog-
nition etc that are vital for the development of employees in general as well
as for the organization in particular. The present research has been con-
ducted to examine the impact of HRD policies and practices on the perfor-
mance of employees in Indian textile industry.

The study used four HR policies namely recruitment and selec-

tion policy, training and development policy, rewards and recognition policy,
and performance appraisal policy as independent
variables whereas employee's performance is taken as dependent variable.
Primary data was collected with the help of a well designed questionnaire.
The sample size is 149 employees working in four selected textile companies.
Multiple linear regression was used to analyze the results through Statistical
Package for the Social Science (SPSS) 20 version. The findings highlighted that
there is a significant impact of HR policies and practices on the performance
of employees in selected textile companies.

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 BBA 2019 Human Resource Planning & Development
The results highlighted that most employees are not been re-
warded for their performance and most employees are unaware of the per-
formance appraisal system. Therefore, it is essential to revise and focus on
promotion and reward policies. Besides, it is recommended that ADD can fur-
ther boost their employee performance through revising the current salaries,
giving rewards for better performance, promoting employees who perform
their job well.

Al Kahtani and Khan (2013) Ill in the research entitled, "Human

Resource Development Practices in Telecom Sector in Saudi Arabia: An
Empirical Presentation make a comparative study of Human Resource Devel-
opment (HRD) Practices in public and private sector Saudi Arabian telecom
companies with the help of a survey questionnaire distributed at managerial
and non-managerial level in selected districts of Saudi Arabia. Quality of
work-life, welfare measures, organizational development, training and devel-
opment, performance appraisal, rewards, and participative management
were the variables used in the study.

1.4 Prepare a viable succesion planning for (top level managment) for
the choosen company

9 steps of viable sucession planning in handloom industry

Step 1 : Family planning and communications

Step 2 : Ownership planning and Alignment
Step 3 : Retirment and estate planning
Step 4 : Governance planning
Step 5 : Business Strategic planning
Step 6 : Risk Assessment & contigency planning
Step 7 : Managment Organisational planning
Step 8 : Family leadership development
Step 9 : stakeholders communications planning