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PROJECT REPORT ON CHALLENGES IN MODERN HUMAN RESOUCE MANAGEMENT
(Approved by AICTE, Govt. of India) (Equivalent to MBA) ACADEMIC SESSION 2008-2010
Vineet kumar Sarawagi
TABLE OF CONTENT CHAPTER 1
Challenges in Modern Human Resource Management
1. Executive Summary CHAPTER 2 2. Objective of the project CHAPTER 3 3. Challenges in Modern Human Resource Management 4. Challenges of HRM in Indian IT industry 5. Tata Consultancy Services (TCS) and their HRM problems 6. Birla Soft and their HRM problems CHAPTER 4 7. Challenges of HRM in Indian Tobacco industry 8. Indian Tobacco Company (ITC) and their HRM problems 9. Godfrey Phillips and their HRM problems CHAPTER 5 10. Research Methodology
6. REFERENCES 7. ANNEXURES
gets involved in improving curricula. but contributing to ad drawing from the highest level of managerial policy. At these institutes. It starts its human resource sourcing right at the college level. Its significance does lie not only in the observable practice of its functions.from the time of his or her entry into n organization until he or she leaves.come under the purview of HRM. HR job is highly coveted one and so are the Hr practices that are becoming highly visible in the organization. TCS finds it easy to hire the best talent in campus recruitment. All the spadework being done. . the training hub of TCS. TCS extends its relationships to several universities abroad as well. OBJECTIVE OF THE PROJECT 1) To study the challenges in Human Resources Management that Indian industries are facing. Its just for a evaluation purpose and so no further comments on the policies and challenges had given till now. With the passage of time HR mangers have started speaking the language of business. We had had telephonic conversation with different companies. TCS funds many events conferences.Challenges in Modern Human Resource Management Tata Consultancy Services (TCS) is a truly global company. To top all these there is the annual retreat with over a hundred top academics in Thrivananthapuram. seminars. establishes fellowships and exchanges expertise through visiting faculty programme. So. For better evaluation we had further taken two different companies from each sector. All major activities in the working life of a worker. the challenges in the HRM practices are being visualized and are better explained considering two different sectors of the Indian industries.
Challenges in Modern Human Resource Management 2) To study the challenges in HRM of some particular industries by visiting them. .
Many Indian firms are compelled to think globally. flat and team based structures . The time demand implementing rigid flexibility. something which is Rigid.Challenges in Modern Human Resource Management It is a battle where we realize that the balance comes from a lot of sharing of common chore. of sharing responsibilities and of sharing understanding most of all. hierarchical and tall structure Flexible. Globalisation:.
Outsourcing HR Activities: The trends towards outsourcing has been caused by several strategic and operational motives. Blue Star. renumerating and motivating employees. Outsourcing has also been used to help reduce bureaucracy and to encourage a more responsive culture by introducing external market forces into the firm through the biding process. HR departments are divesting themselves from mundane activities to focus more on strategic role. ICI. Balancing Work-life: Balancing work & life assumes relevance when both husband and . Rational thinking & vibrant styles of mangement Changed Employee Expectations: Employees demand empowerment and expect equality with the mangement. The increasing number of dual-career professionals limits individual flexibility in accepting such assignments and may hinder number of dual-career professionals limits individual flexibility in accepting such assignments and may hinder organizational flexibility in acquiring and developing talent. laid-track styles of manag. (ii) a steady decline of blue-collar employees who are giving way to white-collar employees. superstitious. Hindustan Lever. So everytime there is need to redram the profile of the worker and discover new methods of training. They rewrite their agenda to include quality and better customer service and are even accusing the management of malpractices. physical relocation is required. Previous notions about managerial authority are giving way to employee influence & involvement along with mechanisms for upward communication and due process. closed minded & secretive environment Dispersed ownership. and (iii) increasing awareness & education among workers. The relevance of HR is at stack.Challenges in Modern Human Resource Management difficult for managers who were accustomed to operate in vast sheltered markets with minimal or no competition either from domestic or foreign firms. Changing Workforce Dynamics: Frequently. open minded & transparent Caste ridden. Some demographic changes in the workforce having their own implications to the HR managers are: (i) inceasing number of working mothers. hiring. Indian firms need to move from one end of each continuum to the other end as shown below: Family centric. Webel Electro. TOMCO. If we look at the workers’ unions of Otis. and Central Bank. It is a big challenge before the HR manager to prove that his/her department is as important as any other functions in the organization.
international experience as a pre-requisite for career progression to many top-level managerial positions. increase in mobility of work-force. international careers & expatriates are becoming common. General perception of managers is to avoid unionization but it is very beneficial to the organization. So the work of HR mangers gets tough here to decide whether is should be there in the organization or not and if yes then how to control it. Godrej & Boyce. RPG Enterprises. These are done according to the changing character of competition. Compton & Greaves are some of the companies that are doing so. This is of need to keep people with and working effectively and efficiently. ITC. Changes are required particularly during the time of Acquisitions and Mergers also during the bad whether of the firm. elimination of layers. Flexible work scheduling. out of turn promotions. Travails of a working housewife are more than a working husband. thus balancing it is becoming a major challenge for HR manager. weed out those who are prone to indulge in misdemeanors and hire those who can build a value driven organization. Raymond Woollen Mills. & redrawing reporting lines within their organization. Sick leave policies. Shaw Wallace. The need to institute mechanisms to ensure ethical conduct of employees is increased a lot with the passage of time. Pay raises. Strings of the union are required to be checked time to time for better performance in the firm. Ballarpur Industries. But at the same time because of voice mechanism or the instrumentality role.Challenges in Modern Human Resource Management wife are employed. dropping children at schools. Making HR activities ethical: Hiring ethical strong employees is only the beginning. are more open-minded. So a programme aiming balancing work-life is required and are supposed to include: Childcare at or near the workplace. Organizational Restructuring: Peter Drucker prophesis in his book(The New Realities) is showing its colour and many big companies has reduced their number of management grades. HLL. . Managing Diversity: Its value is getting more important issue because of: Increase in the number of young workers in the work-force. increase in the number of women joining the work-force. On-site summer camp. Job Sharing. increase in the proportion of ethnic minorities in the total work-force. Attitude towards Unions: Unionization is preferable because to remain unio-free costs the organization heavily. Organisations that can manage diversity better trend to be more flexible because they have broadened their policies. have less standardized operating methods and have developed skills in dealing with resistance to change. as major companies operate through complex web of strategic alliances of varying degrees of permanence. Care for sick children and employees. Variety of errands from dry cleaning. making dinner reservations etc and many more like the same or other. unionized firm have lower turnover rate and encourage organization to provide more rational and professional management. generous perks & other benefits need to be doled out frequently to appease workers. The Hr manager needs to carefully screen applications for jobs. Training supervisors to respond to work and family needs of employees. It provide a mean for workers to express before the management conditions prevailing in the workplace.
compensation to career planning and from technological obsolescence to .Challenges in Modern Human Resource Management CHALLENGES OF HRM IN INDIAN IT INDUSTRY: The Indian IT industry poses a baffling challenge to HR professionals-from recruitment to retaintment.
the most rigorous assessment methodology. TCS Integrated Quality Management System (iQMS™) integrates processes. it cannot attract and retain people.000 of the world's best trained IT consultants in 42 countries. recognized as the benchmark of excellence in software development. But unless there is a project.TCS has over 120. The deciding factor is the company’s perceived ability to bag projects both locally and internationally. This shows that it is lays much emphasis on quality control. integrated portfolio of IT and IT-enabled services delivered through its unique Global Network Delivery Mode. With a vision of being in top 10 companies by the year 2010. P-CMM. This problem can be tackled with the use of HR planning which in itself is a challenging task in IT industry. The challenge and problems faced of workplace diversity can be turned into a strategic organizational . people. The multinationals are offering fantastic pay packets and working environments to their employees TATA CONSULTANCY SERVICES AND THEIR HRM PROBLEMS According to the telephonic conversation we had with Mr. ensuring a level of certainty no other firm can match. Determining the strength required for the near future is a very complex problem in an IT company. perspectives and views to their work. Sumit Singhal (hyphothicated). and technology maturity through various established frameworks and practices. Company Profile of TCS Tata Consultancy Services is an IT services. CHALLENGES IN TCS 1) THE MAINTAIN WORKFORCE DIVERSITY The future success of any organizations relies on the ability to manage a diverse body of talent that can bring innovative ideas. ISO 9001: 2000. The problem here is thatT until the company have sufficient right-mix of people. TCS offers a consulting-led. with an annual sales of $5. the answers to some of our questions we had asked from him. business solutions and outsourcing organization that delivers real results to global businesses. 2008) TCS has also won many awards in different fields as • TCS tops the DataQuest DQTop20 list of IT Services providers in India for 2008 • TCS ranked among Top 25 in Business Week's 2007 Information Technology 100 • TCS awarded top position in 2007 "Global Services" 100 ‘Top 10 Best Performing IT Services TCS is the world’s first organization to achieve an enterprise-wide Maturity Level 5 on CMMI® and P-CMM® based on SCAMPISM. With the advent of MNC’s it may be noted that job prospects are gearing up.Challenges in Modern Human Resource Management labour turnover. and Six-Sigma. CMMi. including IEEE.7 billion (fiscal year ending 31 March. it cannot clinch a project. SW-CMM.
a HR manager must first find out exactly what information decision-makers would like to have available in the field of human resource management. genders. He/She must also show a high level of commitment and be able to resolve issues of workplace diversity in an ethical and responsible manner. ages and lifestyles. if the organizational environment does not support diversity broadly. When managing an Executive Information System. an organization can respond to business opportunities more rapidly and creatively. some of these diversity initiatives may just fizzle. More importantly. With the mixture of talents of diverse cultural backgrounds. it is pertinent to show respect for diversity issues and promote clear and positive responses to them. Without proper control and evaluation. This is because having people simply use an EIS that lacks critical information is of no value-add to the organization. the manager must ensure that the use of information technology has to be brought into alignment with strategic business goals. management and promotional opportunities to assess the progress over the long term.3 Lac employees for TCS. benefits. There is also a need to develop appropriate measuring tools to measure the impact of diversity initiatives at the organization through organization wide feedback surveys and other methods. Otherwise. organizing. Cox (1993) suggests that a HR Manager needs to change from an ethnocentric view ("our way is the best way") to a culturally relative perspective ("let's take the best of a variety of ways"). especially in the global arena (Cox. which must be one of the important organizational goals to be attained. 2) THE MANAGEMENT OF WORKPLACE DIVERSITY In order to effectively manage workplace diversity. As the HR Manager. work environment.Challenges in Modern Human Resource Management asset if an organization is able to capitalize on this melting pot of diverse talents. This shift in philosophy has to be ingrained in the managerial framework of the HR Manager in his/her planning. In addition. 6) LEADING THE TALK A HR Manager needs to advocate a diverse workforce by making diversity evident at all organizational levels. TCS deals with this challenge by conducting mentoring programs. . leading and controlling of organizational resources. 4) MANAGING EIS As information is the basis of decision-making in an organization. 5) CONTROL AND MEASURE RESULTS A HR Manager must conduct regular organizational assessments on issues like pay. 3) LARGE WORKFORCE There is a big challenge of maintaining large work force consisting of 1. the challange for hrm is to maintain the proper ratio between foreign and indian origin employees. there lies a great need for effective managerial control. some employees will quickly conclude that there is no future for them in the company. one risks losing talent to competitors Since TCS has offices in more than 40 countries. and then to include it in the EIS. A good control system would ensure the communication of the right information at the right time and relayed to the right people to take prompt actions. 1993).
1998).Challenges in Modern Human Resource Management 7) HOW TO KEEP THE SAME LEVEL OF RECRUITEMENT EVEN IN RECESSION The biggest challenge for HR is to maintain the company reputation. they do not have enough projects to absorb all the new recruited employees. The reward system influences motivation primarily through the perceived value of the rewards and their contingency on performance (Hickins. manufacturing and independent software vendors sectors. The challenge which HR is facing is that how to motivate employee without any significant salary hike or promotion. The reward system affects job satisfaction by making the employee more comfortable and contented Motivational factors in an organizational context include working environment. healthcare. support & maintenance. 9) EMPLOYEES ELIGIBLE FOR PROMOTIONS TCS has just suspended the promotion cycle till further notice. insurance. 11) HOW TO MOTIVATE EMPLOYEE The development of an appropriate organizational reward system is probably one of the strongest motivational factors. he is eligible for promotion since Nov -2007. infrastructure management and quality . Susheel(name changed) . BIRLA SOFT AND THEIR HRM PROBLEMS Birlasoft is a leading provider of information technology services in both onshore and offshore models to Fortune 1000 as well as mid-sized organizatiaons in banking. This can influence both job satisfaction and employee motivation. In order to tackle this situation. integration. 10) HOW TO MAKE MORE PROFIT WITH SAME REVENUE As per Economic times. which it gained over the period by recruiting a large number of new employees every year. they are calling the new recruited employees in small batches rather than 2-3 large groups. financial services. TCS is planning to decrease the variable pay of executives by 1015% and keeping the gross same for middle management and developers. 8) HOW TO ABSORB ALL RECRUITEES Though there are recruitments in large scale. job as a result of the rewards received. retail. enterprise application implementation. Birlasoft services include application development. As told by Mr.
to hospitals. Competitiveness of the compensation offered in comparison with the prevailing . CDAC. UK. ET &T. Merrill Lynch. schools and colleges as part of its philanthropic work. software etc. Shawn Ice. Australia. Saudi Aramco. P&O Containers. Czech Republic. cement. In the year 1999 it has rated as the third fastest growing software companies of India by Dataquest of India. Training and Development To ensure that the identified competency requirements are built through a systematic and focused approach. PerformanceManagement Driving the organization’s and its members’ progress by establishing objectives related to committed work against which performance can be measured. The company is a joint venture of CK Birla Group of India and Computer Horizons Corporation (CHC) of USA. Birlasoft has 4. embedded within proven practices of Six Sigma. paper. NEI. 5. SEI CMMi Level 5 on Continuous Representation and secure services framework with BS7799. BMBHRC. Germany. Communication Focusing on establishing effective communication throughout the organization and to ensure that Birlasoftians have the skills and avenues to share information and coordinate activities effectively. IBM. ICL. Enhancing constantly the capability of Birlasoftians to perform assigned tasks and responsibility in turn uplinks to the organization capability building. CompetencyDevelopment This starts with identification of requisite competencies at the organization level which are ultimately dependent on competencies that are needed to be identified. Birlasoft is part of the global $1. Network Managers.000+ employees across US. It is leading Information Technology company with offices world-wide. Birlasoft’s robust delivery processes embrace digitized project management methodologies. 3. Netherlands. DDA. Ford. The Noida centers of the company have been recently assessed at PCMM Level 3 for its HR practices. It offers high class solutions and offshore services to its clients that includes companies like AT & T. ascertain capability development assistance required to continuously enhance performance.4 billion CK Birla Group which traces its roots back to over 150 years and has diversified interests ranging from automobiles. CHALLENGES IN BIRLASOFT 1. Compensation To provide all individuals with remuneration and benefits based on their contribution and value to the organization in a fair and transparent manner. Singapore and India. 4. India. 2. Malaysia.Challenges in Modern Human Resource Management assurance & testing. Oracle Corporation. built or enhanced in the individual Birlasoftian. Magazine. Headquartered at Noida.
Participatory Culture A myopic outlook of utilizing talents of people only in the delivery of assigned duties has two broad undesirable effects: It prevents people from developing as well rounded professionals. The marketing department has to play a vital role here. It must forecast the technologies in demand in the . 6. and it denies the organization the readily available multitalented internal resource pool that could potentially contribute to most of the challenges and opportunities facing the organization. Unexpected employees turnover and overseas deputation may aid further strain on HR department. it has to be tackled to enable the HR department to plan its recruitment campaign. Career Development To ensure that individuals are provided opportunities to develop their competencies that enable them to achieve professional and personal career objectives within the organization’s goals. employees deeply resent transfers from one projects to another as it adversely affects their carrier planning and prospects. Building a participatory culture enables availability of avenues to harness/give exposure to employees’ full capability by involvement in making decisions and solving problems that affect the performance of business activities CHALLENGES OF HRM IN INDIAN TOBACCO INDUSTRY: Large companies can afford to keep surplus staff and keep them engaged in internal projects or training programmes. 7. at least 3 months in advance.Challenges in Modern Human Resource Management markets' reality is the driving force. However. Notwithstanding with the complexity of the problem.
Paperboards & Specialty Papers. autograph books. Agri-Business. confectionery and snacks. India Kings.5 billion. INDIAN TOBACCO COMPANY (ITC) AND THEIR HRM PROBLEMS Company Profile ITC is one of India's foremost private sector companies with a market capitalisation of over US $ 13 billion and a turnover of US $ 3. Berkeley. ITC ranks third in pre-tax profit among India's private sector corporations. pop up & mini books. ITC has a diversified presence in Cigarettes. staples. slam books. Hotels. Flake. •LIFESTYLE RETAILING Wills Classic work wear. Packaging. GIFTING AND STATIONARY Expressions greeting cards. Safety Matches and other FMCG products. In confectionery. Gold Flake. Packaged Foods & Confectionery.Challenges in Modern Human Resource Management near future and indicate what slice of the cake the company can reasonably expect to get so that recruitment and training process can be greater geared accordingly. Wills sports wear. •GREETING. Information Technology. •FOODS Ready to eat foods. History ITC was incorporated on August 24. Branded Apparel. Capstan. ITC has built up a 17% share of mint candies and 24% of hard-boiled candies Ready-to-eat Sunfeast Pasta Treat has clocked 6% of the branded noodles . Rated among the World's Best Big Companies by Forbes magazine and among India's Most Respected Companies by BusinessWorld. Greeting Cards. Bristol. Though the first six decades of the Company's existence were primarily devoted to the growth and consolidation of the Cigarettes and Leaf Tobacco businesses ITC's Packaging & Printing Business Division. Navy Cut. Expressions Regalia(collection of premium greeting cards & social cause cards and desk calendars) Market Share ITC has captured a market share of 8%. was set up in 1925 as a strategic backward integration for ITC's Cigarettes business In 1975 the Company launched its Hotels business with the acquisition of a hotel in Chennai which was rechristened 'ITC-Welcomgroup Hotel Chola'. Insignia. 1910 under the name of 'Imperial Tobacco Company of India Limited. Products •CIGARETTES Wills. Scissors. party invitations. Wills Clublife evening wear.
The company has been very good in performance appraisal and I got many rewards in this tenure. Supply and Distribution) Act. How long have you been associated to the company? Ans. I got many offers from many companies. which is affecting the company’s profits. There are some special certifications which only I have. •The Cigarettes and other Tobacco Products (Prohibition of Advertisement and Regulation of Trade and Commerce. the answers to some of our questions we had asked from him Ques 1. we had to pressurise our employees to increase the sales. •Cigarettes Act is passed with first statutory health warning. and that’s because of my interest that the company has sent me for the training. Motor Vehicles Act of 1988 made it illegal to smoke in a public vehicle and Cables Television Network Amendment Act of 2000 prohibited the transmission of tobacco commercials on cable TV across the country. Ques 4. Ques 3. when we compare the statistics of the company’s sales with the past years. According to the telephonic conversation we had with Mr. Goa and a few more had created their own tobacco control laws •Kerala High Court and Supreme Court had given momentous decisions in favour of tobacco control policies •Prevention and Control of Pollution Act included smoking in the definition of air pollution. Production. the company is trying to retain their old employees by motivating them and giving them appraisals. With this. which were better in monetary terms. comes into force on 1st May 2004 •India ratified FCTC on 5th February 2004. With decreasing profits. What challenges you are facing due to stringency in govt.What is the basic criteria of recruiting new employees? . There is decrease in sales of the company.Challenges in Modern Human Resource Management Indian tobacco act’s amendement 2003. I am associated with the company with last 7 years. Udit Gujarati (hyphothicated). This in turn is increasing the attrition rate of the employees. we have to spend a major part of our budget on their training and development. and has seen many ups & down in my life period. policies? Ans. 1975 •States like Delhi. I am Sales Manager with 3 area sales manager under me with approximately a pool of 44 people under. 2003 (COTPA). a comprehensive tobacco control legislation. With the strict policies and increased attrition. Ques 5. Ques 2. Even if I may not be associated with the company my heart would remain here. and hence provide them with training and knowledge of our products.In what way attrition is affecting the company? Ans. there has been a tremendous decrease in the sales of the cigarettes and cigars. The policies of the company had made a type of family relationship that can’t be broken anyhow. How many employees are working under you? Ans. and increasing pressure due to govt policies. Hence. but I had not gone with them. we have to recruit new employees.
ATTRITION Attrition is the gradual reduction of a workforce by employees' leaving and not being replaced rather than by their being laid.Challenges in Modern Human Resource Management Ans. The same is the case with HR Manager of ITC. pension policies for old employees. how does your company manage recruitment and selection process? Ans. Even though we have many Schemes and different activities running in our company that make the employees not to leave the company. bonuses. health benefits. Ques 8. Now. Currently we are not giving any such call for new recruitments. best performers. policies this problem became a prominent challenge for HR Managers of this industry. HR Managers are working hard to reduce this increasing attrition rate. CHALLENGES FACED ITC BY THE HR MANAGER 1. but due to stringency in govt. gifts on festivals. Ques 7.In this LIQUIDITY CRUNCH we have seen the recruitment been frozen. due to stringency in govt. in the form of appraisals. What methods have been adopted by your company to retain your old employees? Ans. The company is motivating the employees by providing them tangible and intangible benefits. We don’t have to do anything special to retain our old employees. They are very happy here and they don’t want to leave the company. The crunch has not impacted us too much. The decision is taken by experts at the time of need and normally we go to different consultancies. We don’t have any such particular policy for any recruitment and it is according to the post and the recruitment we had for the particular post. In order to maintain the profit levels employees were pressurized and thereby adding to the attrition rate. What kind of motivation policies your company has adopted? Ans. . Tobacco industry was not much not affected by the problem of attrition. policies the sales went down and the profits declined. rewards and incentives. Reducing attrition rate has been a challenge for HR Managers since many years. We have enough employees to work and will definitely announce for recruitment if we will require so. Ques 6.
3. HR Manager of ITC also is moving in the same boat. Retaining an employee without giving any fringe benefits is although more difficult. it has become mandatory for the HR Manager to recruit new employees. He is also facing difficulties in retaining the old employees. And in this liquidity crunch they are spending on the recruitment and training of the new recruits. as he is not able to motivate them and with the increased pressure the attrition is increasing. GODFREY PHILLIPS AND THEIR HRM PROBLEMS Company Profile . In the current scenario when each and every organization is suffering from liquidity crunch it is very difficult for an organization to give tangible or intangible benefits.Challenges in Modern Human Resource Management 2. RECRUITMENT AND TRAINING As the employees are leaving the organization due to increased work pressures. RETENTION Retention is a process of continued possession.
D. innovative products like Tipper & Piper were also introduced 2003 .The Company re-launch some of its brands. Cavanders. has made some amendments in the INDIAN TOBACCO ACT 1975 with special reference to advertising. The Company today is the proud owner of some of the most popular cigarette brands in the country like Red and White.K.GODFREY PHILLIPS became a Public Ltd.Brands Don Diego. Godfrey Phillips.Company established its own manufacturing facilities 1946 . Jaisalmer. Cavanders. joined hands with the K. I am working in GODFREY PHILIP since 6 years as one of the most loyal employees. Modi Group and in the following year the Modi Enterprises took over the management of GODFREY PHILLIPS 2002 . Cigars .Mr.000 retail outlets History •1844 . Macropolo & Co. How long have you been associated to the company? Ans. What challenges you are facing due to stringency in govt. opened a subsidiary company called "International Tobacco Co. The company stands second in the market share of the cigarette products. The company was incorporated in India in 1936. founder of Godfrey Phillips & Sons commenced business in the Barbican (London). Hav-a-tampa. with the production of candies and chocolate as the latest introductory offers and many other such projects that are in the pipeline. by giving them an entirely new look & positioning. Tipper. North Pole. I have a workforce of 23 employees who are reporting me on daily basis. smoking in public places. Prince. The govt. the Company established its own manufacturing facilities in 1944. Udit Gujarati (hyphothicated). Red & White.Its products are distributed through an extensive India wide network comprising 484 exclusive distributors and over 800. How many employees are working under you? Ans. Phillies. which was the sole selling agent for GODFREY PHILLIPS.Philip Morris.Philip Morris acquired substantial holding in Godfrey Phillips Ltd 1979 . 1967-68 . while some new. I have seen the progress of the company with the increase in sales over a period of time and the expansion of the company. Four Square.Challenges in Modern Human Resource Management Godfrey Phillips is today the second largest player in the Indian cigarette industry with an annual turnover of over US$ 265 million. policies? Ans. Tipper and Prince. I am the area sales manager of the company. selling to and by minors and 10 . Ques 3. Jaisalmer..". Co. Santa Damiana H-2000 Rothschild. as a Cigar manufacturer •1944 .Jaisalmer & Prince re-launched Cigarette brands Four Square. According to the telephonic conversation we had with Mr. the answers to some of our questions we had asked from him Ques 1. with its manufacturing operations in Mumbai •1967 . Ques 2.
hence a major challenge is to plan the management of the workforce. Those employees having work experience in related job-work is given preference. our country will emerge as the winner. Along with this the employees are motivated to outperform in their respective departments. Also the best performing employee is being rewarded a tour to MALAYSIA along with his family.In this LIQUIDITY CRUNCH we have seen the recruitment been frozen. The company has to switch to other alternative fields like consumer goods. What other motivation policies your company has adopted? Ans. There is a lot of investment in the recruiting and training process. the employee workforce has to be recruited and thoroughly trained in their specific departments. Ques 7. Also. Ques 4. Selection tests 3. 1. The way the liquidity crunch has banged the country’s backbone. The company follows the process of self-appraisal in which the employee can fill in the form and send it to the department depending upon his/her own performance. With this coming into effect. Final interview 4. The company motivates the employees by providing with gifts and rewards. how does your company manage recruitment and selection process? Ans. but it is a part of the strategy that has to be followed. Preliminary interview 2. Some of the employees have been shifted to other platforms by training them about the new production methods. and bonuses on quarterly basis. the company has changed the working platforms of its employees who are working in production department.Challenges in Modern Human Resource Management to 15% decrease in land allotted for cultivating tobacco. same way it has also affected our company too. if the employee fulfils all the criteria’s. and with these developments. hence company has to recruit new employees. The recruitment is done by a step wise with following steps. The employee are recruited for various posts and selected on the basis of their areas of expertise. After going through these steps. Reference checks. Since the company is expanding into new ventures and launching new products. Also the managers seek to provide specific attention to employees by meeting them once in every month. then the employees are recruited. What methods have been adopted by your company to retain your old employees? Ans. there has been a considerable downfall in sales of cigarettes and related products. . But our company has sustained various such disasters. Ques 6.What is the basic criteria of recruiting new employees? Ans. and during these tough times. Ques 5. The old employees are given the option of pension schemes on retirement.
5. Enhancing constantly the capability of Birlasoftians to perform assigned tasks and responsibility in turn uplinks to the organization capability building. 6. Building a participatory culture enables availability of avenues to harness/give exposure to employees’ full capability by involvement in making decisions and solving problems that affect the performance of business activities . Competency Development This starts with identification of requisite competencies at the organization level which are ultimately dependent on competencies that are needed to be identified.Challenges in Modern Human Resource Management CHALLENGES IN BIRLASOFT 1. built or enhanced in the individual Birlasoftian. 3. Career Development To ensure that individuals are provided opportunities to develop their competencies that enable them to achieve professional and personal career objectives within the organization’s goals. Focusing on establishing effective communication throughout the organization and to ensure that Birlasoftians have the skills and avenues to share information and coordinate activities effectively. Communication 2. 7. Competitiveness of the compensation offered in comparison with the prevailing markets' reality is the driving force. Performance Management Driving the organization’s and its members’ progress by establishing objectives related to committed work against which performance can be measured. 4. Participatory Culture A myopic outlook of utilizing talents of people only in the delivery of assigned duties has two broad undesirable effects: It prevents people from developing as well rounded professionals. Training and Development To ensure that the identified competency requirements are built through a systematic and focused approach. ascertain capability development assistance required to continuously enhance performance. Compensation To provide all individuals with remuneration and benefits based on their contribution and value to the organization in a fair and transparent manner. and it denies the organization the readily available multitalented internal resource pool that could potentially contribute to most of the challenges and opportunities facing the organization.
. CONFIGURATION CONSOLIDATION Research questions were formulated terms of All the opinions were consolidated inon the basis of opinions commonality.Challenges in Modern Human Resource Management METHODOLOGY BLUE PRINT OF THE PROJECT COMPOSITION Opinions were collected by interviewing the experts.
Challenges in Modern Human Resource Management .
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