Assignment July2010

8/8/2019 Assignment July2010

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Acknowledgement

I personally take the wonderful opportunity for these those who have supported me

for the completion of the assignment successfully and to made it possible.

Very importantly I would I like to make my immense gratitude and thanks to my

honorable teacher for her guidance, her add vice towards the assignment, her

encouragement, and her sincere help. Without these it would not been possible to

complete it.


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HUMAN RESOURCE MANAGEMENT

Introduction -:

BHARATI AIRTEL one of the leading private telecom company in india.It

is owned by SUNIL BHARTI MITAL and mainly know for his cellular service,

fixed landline service and broadband service. Bharti Airtel is the world's third

largest, single-country mobile operator and fifth largest telecom operator in

the world in terms of subscriber base.


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TASK 1

(A)

With the change of days and centuries the name and area of work is

widen with these there is also change in name of Personal Management to

Human Resource management. And also there has become difference

between old personal department and human resource department. This

name of HRM was introduced in UK from America around 1980s.These was

because of the union power which lead to close down of shops and at that

time high employment was declined. This new name of HRM from PM laid to

many debates and academic discussion but after a while HRM was found as

a strategic role in the achievement of organisational objectives. These is

because HRM also mean a particular philosophy of the role of HRM in

organisation and also the people are developed and nurtured to achieve

organisational goals. Now a day in HRM the changes mainly found is proper

traning, rewards to employee, resourcing and diversity specialist.

(B)

The main role of the HR manger is to enable individual to achieve the

organisational goals and objectives.HR mangers have to find the people with

his personal details so that it will be easy to get with it. They should also find

out their development not only for the personal development but also the

organisation development and the impact of external affairs li ke employee

relation, education training, and legislation.

For the HR manger it is important to perform right task ,right activity in

the right place and time .so for the organisation development it plays a vital

role in the life of HR manger so thats why the HR manger activities can be

explained in four ways which are as follow.

Staffing:-In these it is ensure that the perfect staff is available at the

perfect place at perfect time. These is carried out with the help of

recruitment and selection process to ensure the right place .Also the

recruited employee should be ensure that they could be rewarded orcan be promoted to their level.

Performance: - These are continuation for the staffing objective. After

the placement of staffing they should be motivated to their work which

can be done with the help of development process.

Change management:-These is generally required when the

organisation is effective in developing an innovate and fast moving

organisation to achieve the place in the society.


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Administration:-All the administrative work should be carried out

smoothly mainly related to employee payment, tax collection with the

legislation, data relevant to the administration goals. When the

company expand rapidly they should be ensure that to their

administration status.

(c) Finally, you consider two human resources models that would ap ply in your

organisation

The Human resources model for the organisation is as follow: -

y Matching Models :-

y The main intention of this model is to meet the organisational objectives by

using the efficient employee.

y In these the HR is been used sparingly with a less expenses and can be

exposed as much as possible to obtain the growth.

y The organisation and HR system should be managed and executed by the

organization strategies.

y HR model consist of four standard procedures which is carried out by all the

orginisation.This method is also carried out by Bharti Airtel organisation.

They are as follow:-

- Appraisals

- Selection

- Development

- Rewards

- These processes are recorded for the growth of the organisation .

y Harvard Framework :-

y In these planning is done that how the employee is dedicated to the work so

that it would be profitable for the organisation.

y As the work is concerned the relation of employee and employer is also

related so under which its been followed by the human aspects of HRM.


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y These frame work is design in such a way that its been attracted by the

various stakeholders to invest in the shares of the organisation and are

intended to know the objectives of th e organisation.

y Human capital: It consists of human wages, incentive programs, employee

rewards and to the talented employees.

y Health and benefits: Proper plans for the health of employee for their good

carrier.

y Communication: These are the most important thing in the entire organisation.

Having a survey on employee attitudes, meeting, satisfaction and other

employee behavior. Employee must try to improve their communication skill

even now and then.

y

Outsourcing: Outsourcing is a service which consists of legal counseling,global initiatives, investments consulting, and the completion of HR

technologies to felicitate human capital management.

y The Linear Strategic model :-

Polices of HR should be related to strategic business planning and sho uld

be utilize to proper organisation culture.

It also states about the importance of HR competitive advantages.

The strategic formation is of linear process.

Whatever the business strategic are utilize in a specific HR strategic key

areas.

It also shows the organisational environment internally and externally.

Diagnosis and analysis in organisation development

To manage consulting process in organisational design.

Relevant organisational design intervention.

To develop capability of the clients.

To facilitate and process consultation in organisational design.

To evaluate change in organisation.


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ORGANISATION DESIGN:

Organisation deign consist of roles and process with official relationship with an

organisation.

Good organisational design helps in making communications with good

efficiency and innovation. A good environment is created for the employee

to work effectively.

Due to good organisational design it leads to help communication,

innovation and efficiency and good environment is created t o work people

efficiently.

It is nothing but the process to align the organisation structure with its

criteria. It normally consists of the task and workflow with responsibility of

authority, and making sure that these all support the objective of business .

Due to performance issue and much productivity may leads to poor

organisation design.

Because of poor organisational design even though if the company have

good employee, good mission, good leadership, and etc.but then also they

will not perform well.

So the organisation design is consider as careful for the HR department.

This improves the company growth and productivity.


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TASK - 2:

(A)

HUMAN RESOURCE PLANNING:

The process involved systematically reviewing human resources requirement with

employees, which gains skills, can be available when needed.

In every organisation proper explanation of the polices should be there.

The main intention of the company is to enlarge worldwide which is also

carried out by HRM department and these can be turn out as a helping hand

for the enlargement of the business.

To attract active employee who have experience, qualification and significant

skills which is consider under staffing polices.

To develop the organisation they are in search of people with amazi ng skills.

Human Resource management individual is always concerned to its objective

and should be easily under stable.

HRM should appoint the employee in the right designation.

Training and development:

It plays a very important role for the growth of organisation and also for the

growth of individuals.

Proper training should be given by the human Resource manager to achieve

the growth of organisation.

Human Resource Department is considered for the employee job

performance and behavior.

Training is been emphasis on the employee concerned department and as

per that to achieve development proper ways are given.


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Training and development is obligatory and important for the each

organisation .It means effective examination is necessary for the growth of

organisation.

Employee Motivation:

Sequence of aim, standard and principles among employee, organisation and

team are the major factors of motivation.

Most of the times motivation activities may turn out as and good factor got the

growth of organisation.

Employees experience increases his self confidence thought and confidence

towards the work.

For Human resource management employee motivation is the main factor.

Cost stress is mounting due to strategy and motivation .On the employee

motivation downsizing and beginning of the lean organisation had made

deliberate importance.

Motivated employee tries to comply the job in best ways.

Motivated employee works more efficiently.

This type of motivation is mainly used to explore employee skills and to

develop growth of organisation.

(B)

RECRUITMENT AND STAFFING:

Recruitment is the process of in search of and attracts new qualified applicants from

which candidates can be selected for the employment vacancy. In this process

selection consist of choosing from a collection of applicants those persons best

suited for an executed position. And should make sure that chosen candidates must

have high-quality communication skills, good attitude as well as experience to help

the organisation development. The employment and the exhaustion of people inside

an organisation is a self provoked procedure and have to contest the requirements of

the business within its in business environment.

Training and development methods involve the staff organisation and their

necessary skills required to facilitate people to achieve a good organisation. So the


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recruitment process for the BHARTI AIRTEL company is as follow to achieve

organisation growth:-

It is divided into two parts they are:-

y External Recruitment-:

HR department use different methods to attract external applicants .Mostly the

external applicants are from the sectors like private employment agencies,

government, executive search firms, recruiting consultants, skilled organisation

advertisement, educational institutions, employee referrals and spontaneous

application.

y Internal Recruitment-:

Internal Recruitment consists of two method i.e. automatic (computerized)

system and job rearrangement method.

Automatic ( computerized ) system-:

In this system it consists of personal information of the employees, their work

account, experience, qualification. These data is able to be obtained in the form ofreplacement chart and skills inventory.

Job Posting-:

These are nothing but to notify employees about job vacancies. These can be

done through newspaper, online advertisement, job centers, and personal letters.

(C)

SELECTION METHODS:

Selection criteria depend upon geographic site, production, and the

circumstances of the employment market.


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Selection procedure varies from organisation to organisation.

BHARTI AIRTEL ORGANISATION following the Selection process that is:

To receive applicants

beginning interview

Applicants from online test

Interview

Previous inquiry

choice by HRD

Final section by the line mangers

Medical test

Allocation for job position

y Advertising approaches:

An advertisement to grab unbeaten employment must have attractive

headline and easy way to apply for the application and must specify the

qualities and achievements, qualifications, knowledge, skills which can make

a way for success. Also the outlook of the advertisement should be more

friendly and attractive to emphasis the employee to work in the good place.

HUMAN RESOURCE DEVELOPMENT:

Human resources development is to boost out their personal and organisational

skills, abilities and knowledge. The program so designed to perceive employee with

good tranin,career development performance management development,

performance management and development ,monitoring, coaching, succession

planning, key employee identification and organisation development.

Development involves growth of mental and physical potential of an individual means

in many respects .Deployment also involves growth and movement of learners rather

than learning itself, which we will consider ne xt.

Organisational Learning:

Organisation learning is the knowledge of organisational theory which consists of


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models and theories which can be useful for the adoption and knowledge of

organization.

This organisational knowledge contains an individual and an organisational

transform aspect Individual knowledge is required but not adequate for organizations

to study.

1. Individual mastery, ensuring person motivation to learn.

2. Psychological model, generating sincerity to misconceptions.

3. Common vision, building long period obligation in people.

4. Team knowledge, rising group ability approximating team work

communication and so forward

5. Systems thoughts this constitutes the most vital compliance for learning

organizations.

TRAINING NEEDS ANALYSIS:

The trainings needs are normally been defined through organisation policies and

strategy There is a huge difference between training requirements and training

needs and proper distinction should be made, like between essential and desirable.

The needs are deigns to identify organisation objective while the arising needs

should be design to achieve those objectives.

Pareto analysis is used to identify the important needs from the remaining needs. To

calculate the cost saving from the future calculation.

The concept of training requirements is been distinguish in three ways as per the

priority

They are as follow:-

Training needs design as per policy level.

Remaining needs should be divided into essentials and desirable.

Costing the essential needs as per Pareto analysis.

Training on the job:


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Each and every recently hired employee wants training. The organisation can give

different types of trainings such as Demonstration, lessons, job revolution and

projects.

Advantages of on the job training:

Its cost efficient

Training and employee is its own surroundings are the good opportunity for

the employee to see the organisation behavior.

It is prolific for the employee to be effective because they are learning.

It provides chance to know about the staff.

Makes the employee comfortable to do work easily.

Disadvantages of the job training:-

Training is a professional skill in itself if the instruction dont have proper skills

to teach the employee then program will not be in use and also there will be

lose for the organisation.

If the proper time period for training is not given to the employee it seems to

be poor training and it may not work out and the results may conclude as

employee has received half knowledge of the job.

Training- off the job:

Advantages:

It consist of company training which is given to employee which is normally

know as formal training

Day release In which employee takes time from organisation to take training

from local centre.

Sandwich courses In this employee have to attain college before going to

work place.

Disadvantages:

Employees must have to inspire towards it work.

It may not be straight training for the employee.


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In some cases employee have to carry out transportation, course fees,

examination fees, accommodation expenses.

(D)

The values of the interview are as follow:-

To make opportunities for the interviewers to ask the question about the

candidate and to get the knowledge from him and to know how this candidate

will be beneficial for the organisation.

To find what information does the interviewers has about the organisation up

to the extreme term and the contact with it. To ask the candidates about the job and issues related to organisation, his

carrier advantages, and the organisation terms and conditions.

The interviewer should give the same opportunity to the candidate to assess

with the organisation.

Source -: Armstrong M.-(2009)

Considering the above points which is most important from the interviewer

point of view and which is more beneficial for the growth of organisation .for

the different level of the organisation different procedure of interview should

be their if the senior personnel is consider than the test should be conducted

related to work .so that their knowledge can be get know to the organisation

and then those who get though it can give interview so that the perfect

candidate can be get selected .And also the same pr ocedure can be followed

to them but little bit of practical exam could be there to judge their knowledge

and after the selection proper training and practical knowledge should be

given to them. Also the time to time information about the organisation shou ld

be given to candidate by the employee so that they should not face any

problem .Also before signing the agreement they should know the terms and

condition of the organisation.


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TASK 3:

(A)

MONITORING METHODS:

Monitoring and evaluation of HR events are important methods of ensure that the

organisation is making growth towards achieving its objectives.

1. PERFORMANCE APPRAISAL:

The purpose of appraisal:

In appraisal method in which the performance of an employee is been calculated

in terms of time, cost and quantity. In these the popular appraisal is 360 degree.

In which it reduces the organisation that is Bharati Airtel to use minimum

resources other than involving numbers of individuals in it. It is the process in

which recording, analyzing, obtain ing the information of an employee in theorganization. It is also an analysis of current success and failure, personal

strength and weakness of the employee.

It is improbable that the vast majority of organizations will contain the full range of

purposes within a solitary appraisal process. The style would appear to be

towards

It is an agreement of performance objective and initial forecast.

Full appraisal and assessment identifying success and areas of superiority

arising from demonstration dispute of performance allied with objectives

Agreement of new objective, planning and discussion.


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Enhancement process:

It is the process in which to get better results from organisation team and persons

by considering and understanding managements performance within specified

goals and required features.

2) Reward Management:

It these it consist of control of employee wages and salary and rest of the

benfits.It assesses the rewards method and the results of both the organisation

and staff is taken into consideration.

To understand objective and structure of the organisation.

And the performance of reward and their aspects.

To understand the recent performance and incentive management system

work and to study in theoretical and to understand its consequences.

To define, understand and agreeing latest system, and the result a of roles

and tasks and the performance time approaching.

JOB EVALUATION:

In JOB EVALUATION it is a procedure to follow company incentive structure forthe unlike elements around a consisting structure. It is process of assessing in

business organisation it relates the rate of one job to another considering regards

ability or traits of the individuals to hold the jobs.

Factors determining pay:

Following are the factors of determining pay-:

Involves in job

Essential qualification and skills needed for the job

People to grap the specified position

Expected performance for the optimistic roles

The levels of responsibility and responsibility linked with the job.


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An analysis should be made on the spread of elements effecting the

payment of the company.

The company doesnt want to lose employee or have the problem

regarding payment for the specific position.

Payment systems:

The payment should be based on position and hours worked

Types of payments are:

y Performance linked pay.

y Financial motivation schemes.

y

Profit sharing.y Bonus payments.

y Merit rating: This system plays a key role for the organisation. In these the

employee is awarded with bonuses or increment to their pay based

according to their presentation on the job.

(B)

For any employee it is necessary to know the exits procedure of their

organisation.The two companies which I have selected is the own

organisation that is Bharti Airtel and its competitor Vodafone. In these the

procedure for the exits procedures and their plus and minuses are as

follow

In Bharti Airtel the exits procedure is practiced in a systematically way

in these generally these is been practiced to know the outcomes of the

organisation that why the employee is intended to leave these organisation

and to over it .Generally these thing is practiced in a following ways

Exit Interview letter to employee:-In these the employee is invited

in front of HRM department and the exits interview is held which is

carried out very strictly. All the information is submitted to line

manager were his comments are carried out with it and its been

forward to senior manager .and these report will go to HRM

department will collect information about exist interview and will


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work out with it with possible results. Data which is received from

exist interview remain safe and stored in data which is carried under

the act 1998.and as per that implementation of concerned

department they work out.

Exist question:-In these it consist of form under which the personal

data is collected of exist employee and the reason of leaving the

organisation. Also the question related to facilities he got from the

organisation and also to know the reason to leave the organisation.

Then the feedback from the line manager regarding the work

performance.

Exist process flow chart:- In which the data for the use of HRM

department only in which emphasis on negative point is given .In

these data is collected from line manager regarding the status of the

exists employee and is stored in the HR department .Also the

feedback from the exists employee is taken regarding the

organisation. After that study of those data is been done and then

framework of action is taken by the concerned department .

Confirmation of Employment:-In these the data related to

concerned department is collected to know the status of exists

employee work and responsibility. Also its attendance towards the

work and again the reason of leaving the organisatiion.But in the

end it is asked in the future he/she will like to join the organisation

again or not.

Also the another thing which is consider as an positive is before

leaving the organisation one month before notice should be given to

the management so that the management preparation is done

But the only negative thing about this organisation is not complying

with the feedbacks in time due to which it may affect Human

Resource Department and also the growth of organisation. Proper

implementation of the target should be done in the given time

period.

For the other organisation thats is Vodafone the procedure for the

exists employee is followed as same as in Bharti Airtel organisation


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but on the difference is without any prior notice the employee leaves

the job which creates problem for the organisation.

Thus it shows that the Bharti Airtel is proves to be best for the

procedure for the exits employee.

(C)

The redundancy of selection criteria should be design properly by the employer

as it can be applied to the entire employee and also the criteria must be approved

by the employees representatives. The first step which the employer should carry

out is to identify the group of employees from which the redundancies are sought

means for example the line engineers should be at engineering side and the

marketing staff should be at head office. The employer should always have a look

that to interchange the jog within a group if they have identical works.

The criteria for the redundancy are as follow: -

Last in First out

Qualification

Aptitude or performance

Measures of skill

Attendance or disciplinary record

Also the following criteria are considered quite important as which may claim

under unfair dismissal.

Maternity grounds

Trade union reasons

Sex ,race or disability grounds

Duties related to redundancy as an elected representative of the

employee.

For the Bharti Airtel the selection Criteria off redundancy can be utilize in these

way


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The selection criteria are as follow:-

Work experience

Attendance history

Length of service

Qualification

Disciplinary records

Competencies

Skills

Performance record

While the unfair means which should not follow the selection criteria

redundancy is as follow

Religion

Ethnic origin

Sex

Pregnancy

Marital Status

Imprecise

Trade union membership or non member

In this organisation generally follows the selection method is last in first out and

the points method but for my organisation points method is suggested because

of the positive regard by the tribunals. It is not the unfair means of practice as it is

not been pointed on racial or gender. For example for the selection of part timer

employees in preference to full timer will be discriminatory. And even though if

there will be any problem appeal can be presented in front of senior manager.

Also the organisation judgment can be made on the grounds of unfair procedural.For example lack of consultation. While if its not full fill within 90 days

compensation will be made because of failure of employee consultation.

Thus these how the selection criteria of redundancy is achieved.


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Bibliography:

BOOKS:

John P Wilson (2005), Human Resource Development, 2 nd Edition, Kogan page

Limited, London.

Raymond J. Stone (1998), Human Resources Management, 3 rd Edition, Jacaranda

Wiley Ltd, Milton.

Rosemary Harrison, Learning and Development, Third Edition, Charted Institute Of

Personnel and Development, London.

WEBSITES:

http://www.businessballs.com/motivation.htm (20-07-09)

http://humanresources.about.com/od/glossaryh/f/hr_management.htm (18-07-09)

http://www.ril.com/html/aboutus/aboutus.html (31-05-09)

http://www.thetimes100.co.uk/theory/theory--recruitment-selection--349.php (20-07-

09)

http://alumnus.caltech.edu/~rouda/T1_HRD.html (20-07-09)

http://ezinearticles.com/?HR-Activities-and-Objectives&id=592817 (31-05-09)

http://tutor2u.net/business/people/training_offthejob.asp (21-07-09)

http://tutor2u.net/business/people/training_onthejob.asp (21-07-09)

Assignment July2010

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