HRM619

Project Proposal

Comparison of the HR practices in SUZUKI and HONDA

Student ID: MC190401590

Proposal by: Rabia Younas

Virtual university of Pakistan

Date: 23/12/2022
Table of Contents

CHAPTER # 1:..................................................................................................................1

1.1 INTRODUCTION OF THE PROJECT:...................................................................2

1.2 BACKGROUND:......................................................................................................4

1.3 OBJECTIVES:...........................................................................................................5

1.4 SIGNIFICANCE:......................................................................................................5

CHAPTER # 2:..................................................................................................................7

2: METHODOLOGY......................................................................................................8

2.1 Data Collection Sources:...........................................................................................8

2.2 Data Collection Tools/Instruments:...........................................................................8

2.3 Subjects/Participants:.................................................................................................8

2.4 Data Processing & Analysis:.....................................................................................9

Bibliography......................................................................................................................10
CHAPTER # 1:
1.1 INTRODUCTION OF THE PROJECT:

This Project shows that how and what best HR Practices fit into the big picture & its implication

for a successful organization. Employees’ performance, productivity, motivation, contribution

depends upon the best HR Practices to satisfy the employees. The Human Resource management

is bound to concentrate in their practices to provide the ample answer the need of the

organization on employee expertise and performance and in the end, targets the organizational

commitment.

HR practices are performed in different organization on different level depends on the size of

organization. Every organization designs its own HR practices accordingly, few years back HR

concept was not as clear as now in the organizations but with the need of time for retaining good

source for the organization, HR practices are now being used very effectively and efficiently in

every organization in Pakistan. When a company needs to create more efficiency to answer the

close competition, the organizational leaders tend to turn on their employees and trust them to do

their best for the organization. In this project we will closely consider the HR practices in two

organizations of same sector. How HR practices vary from organization to organization. Here we

are taking example of two Auto Mobile sectors/ organizations working in Pakistan, SUZUKI and

HONDA.

Types of HR practices which are frequently used in Pakistan are: Training & Development,

Recruitment & Selection, Performance Appraisal, and compensation Management.

Training & Development:

Training is one the most important tool to perform current job in organization. New employees

mostly take training session to get into assigned jobs in organization. And this tool helps

organization a lot while working and competing in market as Human resource is one of the main

keys for the progress of any organization. Development is linked with the growth of

organization. Organization working with new technology and growing business always need

development departments so the current employees keep pace with the growth of organization.

Grooming employees with the anticipated needs of organization is called development.

Recruitment & Selection:

“Right person for the right job” recruitment means gathering pool of applicants and selection

means selecting right candidate for the job after CV scanning.

Recruitment is of two types: internal recruitment and external recruitment

Internal recruitment term is used when recruitment is done within organization. Its channel are

email messages, intranet, black board etc. these are the methods of job posting within

organization.

External recruitment is used when recruitment is done outside organization. Its sources are

advertisements via print media and websites job portals, employee referrals, outsourcing,

colleges and universities portals etc…

Selection is done after scanning CVs of applicants and most matched attributes applicant

selected for final selection by taking interview of applicant. Interviews test vary from

organization to organization and its stages vary as well. Interviews test includes aptitude test,

skill test and general knowledge.

Performance Appraisal:

Performance appraisal is a tool which is used to evaluate the performance of the employee in an

organization. It is also used for documenting how well an employee carrying his/her job. It is

based on the employee’s progress against the goals set once a year with his/her manger or head.

Performance appraisal has three basic functions:

o To provide adequate feedback to each employee on his/her performance.

o Serve as a basis for changing behavior toward effective working habits.

o Provide data to managers with which they may judge future job assignments.

Important factors of performance appraisal are:

o Employee satisfaction and motivation.

o To find out the need of training and development.

o Analyzing appraisal data for better recruitment.

o To improve communication between management and employee etc.

The most common types of appraisals are:

o Straight ranking appraisals.

o Grading.

o Management by objective appraisals.

o Trait-based appraisals.

o Behavior-based appraisals.

o 360 reviews.

Compensation Management:

Compensation management is essential for employee motivation in an organization. Employees

who are recognized for the value they bring are more likely to be motivated, loyal, hard workers
and higher performing than those who're not. There are different ways that management and HR
department appreciate them. It is a critical element in talent management and employee
retention, it uses financial and non-monetary benefits to attract recruits, reduce turnover, spur
performance and boost employee engagement.
1.2 BACKGROUND:

Background is to apply the research finding to overcome an undesirable situation. I observed that
employees are feeling not very much well due to job nature if HR practices are not good. If
employees are not mentally satisfied and relax then they cannot give their best output.
Employees in Warid & Mobilink call centres directly interact to all type of person with different
moods and nature and even language so here employees must be sit in active position with fully
organized knowledge (organizational policies rules and products knowledge). In other
departments Finance , IT , Product & Development , Marketing etc.. HR practices are different
and effect the performance of these departments. It is very critical decision and process of HR to
decide and apply different policies , practices and trainings for different departments but many
things are to be noticed here in logical basis in reference of the management as well as in the
reference of the employees. They simply have a different purpose. Employees acting towards
company goals and having a strong desire to remain in the organization are very important for
the success of a company. In order to generate such organizational commitment of the
employees, the knowledge about what motivates and satisfies them is essential. Leaders create
new policies and promote new directions; but management follows the policies and implements
them. But now a days managers can be inspiring and sensitive to people and achieve their goals
strategically on fast basis. For understanding of the human nature and their professional work
incorporation of the new findings in the practical situations and for the implementations in policy
/planning the managers have to be well conversant with their employees also fit their best
motivations. Presently which policy current management is applying is to be measured. The
project summarizes that how the current theory of the motivation of the employees continues a
developing line of thought if it is appropriate or it will be points out the conflicts in applying
motivational theory.
HR is the backbone of any organization and play a vital role in the success of organization. HR
Recruitment plan is the basic thing because choosing the right person Studies show the benefits
derived from specific HR practices. The aim of this study is to understand how Human Resource
Management (HRM) practices affect the people, or human resources, who work for the
organization. Such practices must enable the individual employees fit in their jobs, organization
and commit to their organizations. This study will examine the relationship between HR
practices, person organization fit and organizational commitment.
In this project areas will be traced out that development of an issue over time. Identify the sectors
to be developed with the reasons of particular issues.Job design aims to boost job satisfaction and
performance; methods include job rotation, job enlargement and job enhancement. Other
influences on satisfaction include the management style and culture, employee involvement,
empowerment and autonomous work groups. Coming potential people who want to prove their
capabilities and earn more income in less time.Questions relate to rate of pay, work
responsibilities, variety of tasks, promotional opportunities the work itself and co-workers.
Current state of knowledge & pulls together disparate project reports in a fast growing area of
knowledge. Management is essential to get anything done efficiently, to make the best use of
resources and to work through complexity. Emotional intelligence is essential to modern
management rational intelligence is no longer sufficient. This project survey sets the stages for a
good result and for the HR Practices.In this studies I shall find out the important sectors to be
strong and necessary for better performance and what strategy can be beneficial for the
organization , usually organizations use two types of strategy infect Strategy formulation is vital
to the well-being of a company or organization. (1) corporate strategy, in which companies
decide which line or lines of business to engage in; and (2) business or competitive strategy,
which sets the framework for achieving success in a particular business.

1.3 OBJECTIVES:

Following are the objectives of the project.

o To study the HR Practices of both Organizations
o To compare the HR Practices of both Organizations
1.4 SIGNIFICANCE:

Management today is more feminine than it was in the past because it recognizes the need to
understand the nurture of people and foster collaboration.
1. This study will make contribution to SUZUKI and HONDA. The importance of
carrying out research on HR practices is beneficial for both organization and em-
ployees.

2. The outcome of the research helps the system of HR department, to function

healthily. It decreases or prevents tardiness.

3. Research on HR practices examines whether different components of HR prac-

tices have certain consequences like employee relation; job efficiency, organiza-
tional commitment and job performance. The outcome of the research will iden-
tify the issues expectation and gaps between the employees and the organization
with regards to effective and highlighted the areas where improvement is re-
quired.

4. This research will show the differences of HR practices and tools and techniques
adopted by two organization of same sector.

5. Major HR practices working in organizations will show the edge on other.

6. This project examines how the HR practices carried out in SUZUKI and
HONDA.
CHAPTER # 2:
 2: METHODOLOGY

2.1 Data Collection Sources:

 Primary sources
Primary resource will be the employees of both organizations

2.2 Data Collection Tools/Instruments:

 Questionnaire

Nature of questionnaire

Close ended

Scale will be used

Interval scale (Likert scale)

 Sampling technique

Probability Sampling Technique

2.3 Subjects/Participants:

 Target population

Employees of SUZUKI & HONDA

 Sampling technique

Probability Sampling Technique

 Sample size

30-40
2.4 Data Processing & Analysis:

 Explore the sectors or root causes of motivation which raises the employee’s best confi-

dence, capability, competency, interest in work, and keep attach with the organization

 Distinguish between inductive reasoning and deductive reasoning of motivational level

The study will be carried out by understanding the HR Practices in the organizations mentioned

above to find out the influence and impact of different HR Practices and find out which one is

useful and can play an important role in the development and progress of the organization.

To identify how Training & Development, Recruitment & Selection, Performance

Appraisal, and compensation Management are linked with the organization. The sample

size will cover the HR Staff of these organizations. SUZUKI and HONDA are the largest Auto

Mobile companies in Pakistan. The growth of any organization depends on its employees and if

the employees are committed to the organization, then the organization and employees both

grow. A questionnaire will be used. Analysis will be performed on the collected data and

statistical methodologies (hypothesis testing) will be used for conclusion.

Likert Scale will be used to analyze the data such as we can score straight away from 5 to
1 i.e. strongly agree to strongly disagree.
1- strongly disagree, 2-disagree, 3-neutral, 4-agree and 5- strongly agree. The collected
data will be analyzed by using Likert Scale Method. Data entry and analysis tool will
be Microsoft Excel software package.
Bibliography
1) Brewster, C., Sparrow, P.R., Vernon, C. and Houldsworth, L. (2011) International
human resource management. 3rd Edition.  London: Chartered Institute of Personnel
and Development.

2) Fleetwood, S. & Hesketh, A. (2009) Understanding the Performance of Human

Resources, Cambridge: Cambridge University Press. 270pp.

3) Brewster, C,, Sparrow, P.R. & Vernon, G. (2007) International human resource
management. 2nd Edition.  London: Chartered Institute of Personnel and
Development. ISBN 978 1 84398 159 6.  323pp

4) Sparrow, P.R. (ed.) (2009). Handbook of International Human resource

Management: Integrating People, Process and Context.  Chichester: Wiley.  ISBN
978-1-4051-6740-6.  518 pp. 

Scullion, H., Sparrow, P.R. and Farndale, E. (2011) Global talent management: new challenges

for the corporate HR function in the global recession.  Zarzadzanie Zasobami Ludzkimi [Human

Recourse Management], in press