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INTRODUCTION:
Small industries are comparatively labour intensive and thus create more employment
opportunities per unit of capital employed. This potential to create employment opportunity
necessitates effective management of labour force. The professional management of human
resource under its fold would ensure scores of benefit both for the enterprises and human
resource, namely increasing productivity, prevention of accidents, evolving sound wage
policy, effective training, increasing morale and job satisfaction, checking labour turnover
and absenteeism, managing labour indiscipline and effective grievance management etc.
Most of small
resources is applicable only to large scale industries. Perhaps the limited size of work force
employed in these industries and non-existence of labour unions in a majority of these unions
may not force them to think about the necessity of adopting professional practice in regard to
human resource spectrum. They are quite unaware of negativities associated with frequent
recruitment, labour turnover, poor work performance, inadequate training facilities, poor
wage payment and so on. Marlow and Patton (1993) have argued that effective management
of human resource is key to the survival of small ventures. Given this significance, research
on human resources practices has attracted higher attention in recent years. Hodges and
Kuratho, (2001) have emphasized the importance of well-motivated, highly skilled work
force as ,
HYPOTHESIS: Will be given after the research work, because the results can be found and
evaluated after the research work only.
MATERIALS AND METHODS:
STUDY DESIGN: Design of the study is purely based on
of hr parties a study at
development of small scale industries for the global market competition, and the same will be
explained in detailed after the research work being finished.
SETTINGS: The research work will be carried out in a Manufacturing Industry named M/S
Rays India Inc Pvt. Ltd Peenya Industrial Area
DURATION OF STUDY: 15/12/2015 to 16/02/2016.
SAMPLE SIZE: 100 members
SAMPLING TECHNIQUE:
The strategies and ideas will be explained and presented in the final project report after the
implementation of the hr strategies and the report being prepared will show all the
relevances.
SAMPLE SELECTION: The selected company lower level employees are taken.
DATA COLLECTION PROCEDURE: Primary data & secondary data
Primary data:
Questionnaires
interviews
observation
Secondary data:
Documentation, Records, Journals and Reports
DATA ANALYSIS PROCEDURE:
1. As the small scale industry are proven to be the Employer alone and the Employee
safety and stress are not being analysis and consider.
2. So as an employer the employment and employer essentiality of the SSIs
management in bringing out the SSI has further globalization.
3. By keeping the above mentioned parameters in view the present research will be
furnished as mentioned below.
i. Observing and studying the current industry size and the structure of the SSI.
ii. Designing and analysing proper H R strategies for the betterment of SSIs
competition in the global market.
iii. If designed and analysed HR strategies are slayable for selected SSI. Then
implementing the same toward. Optimization selected SSI global market in the
competition
4. HR strategies will be prevented to be better in developing SSI.
REFERENCES:
1
Hyland, Paul and Di Milia, Lee and Becker, Karen L. (2005) The Role of Human Resource
Development in Continuous Improvement: Facilitating Learning and Change. In Proceedings
Australia and New Zealand Academy of Management (ANZAM) Operations Management