A Field Project Report On

“Role Of HR In Modern Organizations”

Submitted in Partial Fulfilment of the requirement for the award of
MASTER OF BUSINESS ADMINISTRATION
FROM
NARYANA BUSINESS SCHOOL,
AHMEDABAD
Subject – Human Resource Management
Component – CEC
Submitted by - Roll NO.
Abhay Singh Panwar 01
Deepak Bhati 13
Mohak Betala 33
Pratham Chauhan 39
Tanish Jain 50
Batch – MBA+PGPCE25
Section – OMEGA
Date of Submission – 07/03/2024
Under the Guidance of,
Name – Mrs. Pragya Sharma
Designation – Assistant Professor
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Contents

COMPANY OVERVIEW ........................................................................................................... 3

INTRODUCTION OF HR MANAGER ..................................................................................... 4

STRUCTURE OF ORGANIZATIONS ................................................................................... 5

Corporate HR ..................................................................................................................... 5

Brand HR ............................................................................................................................ 5

HUMAN RESOURCE PLANNING ........................................................................................ 6

RECRUITMENT & SELECTION ............................................................................................. 7

INDUCTION .............................................................................................................................. 8

TRANSFER & PROMOTION ................................................................................................... 9

PERFOMANCE APPRAISEL.................................................................................................. 10

TRAINING & DEVELOPMENT ............................................................................................. 11

QUESSTIONNAIRE ................................................................................................................ 12

CONCLUSION ......................................................................................................................... 12

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COMPANY OVERVIEW
Mercedes-Benz is a renowned luxury automobile manufacturer, and its
branches around the world typically offer a premium experience for
customers. The Mercedes-Benz branch in Ahmedabad, like other
branches globally, is likely to showcase a range of luxury vehicles,
including sedans, SUVs, and sports cars. They would also provide
services such as sales, maintenance, and customer support to cater to
the needs of Mercedes-Benz owners in the Ahmedabad region. With
137 years of pioneering spirit and innovation, the all-electric Mercedes-
Benz offers far more than just getting from "A" to "B".

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INTRODUCTION OF HR MANAGER
Name – Mr. Hardik Kothari

Human Resource professional with 13 years of experience in Strategic

Talent Acquisition, Employee Engagement, Organization
Development, Performance Management, Training & Development
and Attrition Management.

Education – Bachelor’s degree, Chemistry (2004-2007)

IBS – MBA, HR & Marketing (2008-2010)

Designation – Brand HR in Landmark (Mercedese-Benz),

(Gujrat, MP, Kolkata, & Mumbai).

➢ Recruitment Specialist in Pharma, Healthcare and Life science,

(One of the largest HR consulting firms in India) – March 2010 –
July 2013)
➢ Assistant Manager – HR (Dainik Bhaskar Group) – July 2013 -
November 2014
➢ Assistant General Manager Human Resources (Mercedese-Benz
Landmark Cars Gujrat) – April 2016 to Present

Started his career in 2010 & HR his passion.

Subordinates work under them,

One is from Ahmedabad & Business partner from Gujrat.

One is from both Kolkata & MP.

Two subordinates from Mumbai.

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STRUCTURE OF ORGANIZATIONS
The HR department is structured with leadership led by the Human
Resources Officer, business partners aligning with units, talent
acquisition handling recruitment, employee relations managing
conflicts, learning and development focusing on skills, and
compensation analysts overseeing pay and benefits. HR operations,
information systems, diversity, equity, and inclusion, health and safety,
and employee engagement are additional components ensuring
effective workforce management and organizational success.

HR Structure is divided into two categories-

Corporate HR
Two persons work under this,

Mr. Hardik Kothari is in Talent acquisition & employee engagement.

In Talent acquisition there are 5 persons and in employee engagement

1 persons, total 6 persons work under them.

In payroll & compliance there are 4 persons team.

Brand HR
Mr. Hardik Kothari is the Brand Manager in Mercedeze-Benz,

and total six persons work under them.

Two from Gujrat & Mumbai, and one is from both Kolkata and MP.

➢ Total 4500 employee in the organization.

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HUMAN RESOURCE PLANNING
HR planning is based on the previous sets, and also the last 3 years data
based and most probably the 1-year data based.

During the covid time or after covid HR planning is based 2019 data or
pre-covid data based.

Objectives of Human Resource Planning

Forecasting HR Needs: Anticipating the future demand for human

resources based on organizational goals and objectives.

Talent Acquisition and Retention: Developing strategies to attract,

recruit, and retain skilled employees.

Succession Planning: Planning for the replacement of key personnel in

critical positions due to retirement, promotion, or other factors.

Skill Development: Identifying skill gaps and implementing training

and development programs to bridge them.

Process of Human Resource Planning

Environmental Scanning

Forecasting Demand

Assessing Supply

Gaps Analysis

Developing Strategies

Implementation and Monitoring

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RECRUITMENT & SELECTION
For the recruitment HR department of the organization utilizes
employee referrals, job portals, both free and paid job sites, and social
media platforms for recruitment and selection. These diverse sources
attract a wide range of candidates and enhance the employer brand.
Additionally, they may attend job fairs, collaborate with professional
organizations, and utilize recruitment agencies to further enhance the
process.

Recruitment and selection are integral aspects of our human resources

strategy, ensuring we attract and hire the best talent to contribute to our
organization's success. The recruitment process involves identifying
staffing needs, posting compelling job openings, and actively engaging
with potential candidates through various channels. Our dedicated HR
team meticulously screens applications, conducts interviews, and
assesses candidates to select individuals who not only possess the
required skills but also align with our company values and culture. This
comprehensive approach enables us to build a talented and diverse
workforce, fostering a positive and dynamic work environment.

Generally, the organization didn’t go for the fresh blood in the

organization. It's challenging to maintain, and companies for the
organization they only hire 10 to 20 percent of new employees.
Additionally, training durations vary depending on the individual or the
skill level.

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INDUCTION

HR conducts a one-day workshop called INDUCTION. HR plays a

vital role in the induction process, welcoming new employees to our
organization. Organization provides essential information, training,
and support, enabling them to integrate smoothly into their roles.
Through effective onboarding, we strive to create a positive experience
that sets the stage for their success within our company. The primary
goals of the induction program include:

1. Welcome and Integration: The program aims to make new

employees feel welcome and integrated into the organization from day
one. This involves introductions to key team members, an overview of
the company culture, and an introduction to the workplace
environment.

2. Information Sharing: Essential information about the organization's

history, mission, values, and goals is shared during the induction. This
helps new employees align themselves with the company's vision and
understand their role within the broader context.

4. Introduction to Teams and Departments: New employees receive an

introduction to the various teams and departments within the
organization. This helps them understand how different parts of the
company collaborate and how their role fits into the overall structure.

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TRANSFER & PROMOTION

Generally, a transfer may be made to satisfy the demands of the

business, whereas a promotion may be made to fulfil the career
development objectives of the employee.

Transfer and promotion are key facets of our talent management

strategy, enabling us to optimize the skills and potential within our
organization. Transfers facilitate the movement of employees across
roles or departments, ensuring a dynamic workforce and providing
opportunities for skill diversification. Promotions recognize and
reward exceptional performance, fostering employee motivation and
growth. Our HR team carefully evaluates candidates for promotion,
considering both merit and alignment with organizational goals.
Through a transparent process, we aim to cultivate a culture of internal
mobility, enhancing employee satisfaction and contributing to the
overall success of our team.

Transfers and promotions form essential components of our talent

development strategy, allowing us to strategically deploy skills and
recognize outstanding contributions within our organization. Transfers
facilitate the fluid movement of employees across roles or departments,
fostering adaptability and a well-rounded skill set. Meanwhile,
promotions acknowledge and elevate individuals who consistently
demonstrate exceptional performance and align with our company
values.

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PERFOMANCE APPRAISEL
It is basically, 1-year cycle (1st April to 31st of march).

The performance appraisal process at the organization is conducted on

a yearly cycle, from April 1st to March 31st. The appraisal system
involves the use of three different color-coded cards - red, pink, and
blue - each serving a specific purpose:

Red Card: This card is likely given to an employee who has resigned or
is leaving the organization. It signifies the end of their tenure.

Pink Card: The pink card is used to alert an employee to areas where
improvement is needed. It serves as a constructive feedback
mechanism, highlighting aspects of performance that may require
attention or development.

Blue Card: The blue card is given as a positive acknowledgment for

outstanding work or for contributing to a healthy work environment. It
recognizes and rewards employees for their exceptional performance
and positive impact.
The use of color-coded cards simplifies the communication of an
employee's performance status and ensures clarity in conveying
feedback. The annual cycle allows for a systematic and consistent
approach to performance evaluation, providing employees with a clear
understanding of their standing within the organization.

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TRAINING & DEVELOPMENT
Basically, the training is given only once by the HR and development
occurs when communication procedures or the structures that support
them are changed, and when employee behavior is examined and the
work environment is noted.

Training and development are paramount in our commitment to

fostering continuous growth and excellence among our employees.
From onboarding initiatives to specialized skill-building sessions, we
invest in our employees' professional development to ensure they stay
abreast of industry trends and technological advancements.

Training and development lie at the core of our commitment to

employee growth and organizational success. Our training initiatives
cover a spectrum of areas, from technical skills to leadership
development, ensuring that our workforce remains agile and well-
equipped for evolving challenges. Through workshops, online courses,
and hands-on experiences, we provide tailored learning opportunities
that align with both individual career goals and the strategic objectives
of the company. Continuous feedback mechanisms and performance
assessments further contribute to refining our training programs,
guaranteeing they remain dynamic and responsive to the evolving
needs of our employees and the industry. In essence, our investment in
training and development is an investment in the sustained excellence
of our team and the prosperity of our organization.

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QUESSTIONNAIRE
➢ Could you briefly outline your HR journey and highlight the key
experiences that have shaped your approach to human resources?
➢ What is the Organization structure of HR department.?
➢ How many employees in the organization?
➢ How an organization plan for HR in an effective manner?
➢ Could you talk about the Induction programmed of the
organization?
➢ Do you think transfer & demotions are a form of punishment?
➢ While Recruitment for a vacant position your organization choose
for the external or internal sources?
➢ Which techniques is used in your organization for performance
appraisal?
➢ Could you talk about training & development of the organization?
➢ What is your ideal strategy for recruiting?

CONCLUSION
The organization's HR structure comprises Corporate HR and Brand
HR, each led by Mr. Hardik Kothari. Corporate HR manages Talent
Acquisition, Employee Engagement, and Payroll & Compliance with a
total of 10 employees. Brand HR oversees a team of six across different
locations. HR planning is data-driven, considering both historical and
recent information. Recruitment relies on diverse sources, emphasizing
experienced hires. Induction involves a one-day workshop for a
seamless onboarding experience. Transfer and promotion decisions

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align with business needs and employee career development.
Performance appraisal, using red, pink, and blue cards, occurs annually.
Training is a one-time event, while development is tied to changes in
communication procedures and employee behavior. Overall, HR
practices focus on effective talent management and engagement.

In conclusion, the organization's HR strategy is structured to efficiently

manage talent and foster employee engagement. The dual division of
Corporate HR and Brand HR, overseen by Mr. Hardik Kothari,
ensures a focused approach. HR planning incorporates both historical
and recent data, adapting to post-COVID dynamics. Recruitment
sources are diverse, with a preference for experienced hires. The
induction process aims at a positive onboarding experience. Transfer
and promotion decisions prioritize both business demands and
employee career growth.

Performance appraisal, marked by red, pink, and blue cards, provides a

comprehensive overview annually. Training is a one-time event, while
development aligns with changes in communication structures and
employee behavior. Overall, the HR practices aim for a holistic
approach to talent management, emphasizing effective onboarding,
career development, and performance recognition.

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