HUMAN RESOURCE DEPARTMENT

STRUCTURE OF HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE PLANNING PROCESS

Human resource planning as been defining as, The process by which management
determines how an organization should move from its current manpower position to
its desirable manpower position. Though it management strive to have the right
number and the right kind of people at the right place, at the right time, doings things
which result in both the organization and the individual receiving, maximum long
range profit.
In bajaj finserv, human resource planning process is done by following steps:

Organizations objectives and policies

Human resource plan needs to be based on organizations objectives that means

objective of human resource must be derived from organizations objectives. Specific
requirement in terms of number and characteristics of employee should be derived
from these objectives.
Bajaj take care of organization objectives and policies while recruit employees. Bajaj
also take care of such questions like whether organization should fill vacancies by
internal promotion or hiring from out side, which type of training and development
program are needed, what policies are needed to handle staff unit, how to
understand employee job etc.

2. Human resource demand forecast

Human resource forecasting is the process of estimating the future quality and
quantity of people require. The basis of forecast is annual budget and long term
plans of Bajaj, which are translated into activity level for each function and
department. Base on this information the number of hours to be worked by each
skilled man power in a given period of time should be calculated. Once the hours are
available the next logical step is to find out the quantity and quality of personnel.

The human resource forecasting is done by various techniques like managerial

judgment trend analysis, Delphi method, flow models and work study method and
many others. Bajaj use managerial judgment technique for its human resource
forecasting because it is very simple technique. In this, techniques Bajajs managers
are sit together, discuss, and decide the future demand for labour.

3. Human resource supply forecast

Personnel demand analysis provides the manager with number and quality of
employee that to be require. Next logical step for manager is to find out the number
of people likely to be available form within and outside of an organization. The supply
forecast covers the existing human resources, internal source of supply, and external
source of supply.
Bajaj use the analysis of present employee human resource audit summaries, each
employee skill, and ability for understanding capability available in organizations
work force. It also forecast the internal source or supply. Managers are calculating
the available supply of labor within the organization. Bajaj also calculate how many
employees are available in market or outside the organization whose are take
responsibilities of job.

4. Human resource programming

Once, an organizations personnel demand and supply are estimated or forecasted
by the managers, then they take care of the balancing between them. The balancing
is needed in order to fill the vacancies by the right employees at right time. So
human resource programming has greater important in planning process.

5. Human resource plan implementation

Implementation require converting human resource plan into action, such human
resource plan includes recruitment, selection, placement, training,

Development, retraining, and redevelopment, Bajaj use various plans like retention
plan, down sizing plan and succession plan.
Bajaj does not use control and evaluation for human resource planning.

Organizations objectives
And polices
Human resource demand
Forecast

Human resource supply

Forecast

Human resource
Programming
Human resource plan
Implementations
(Diagram of human resource planning process)

RECRUITMENT
In simple term, recruitment is understood as the process of searching for and
obtaining application for jobs, from among whom the right people can be selected.
According to Edurin B. Flippo, Recruitment is a process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an
organization.

RECRUITMENT PROCESS OF BAJAJ

Personal planning of general manager
Screening of collected applications
Searching for employees

The recruitment process of Bajaj finserv starts with personal planning of General
Manager. When there is an any sit become vacant or a new employee is or are
require, General Manager first plan how many employees are require and of what
qualification. General Manager decides which type of people is requiring means,
which type of skills an employee, have need for recruitment.
The second step is searching for employees. General Manager decides from
where, the employees are recruit and by which source. The middle level of
employees and workers are mostly recruiting from city or areas, which are near to
city or in middle of city. In source for recruiting, General Manager uses both internal
and external source of recruitment. Manager use internal source such as:
Relatives of present employee
Promotion and transfer
Former employees
Internal source are use when more employees are required.
Bajaj use external sources such as:
Advertisement in newspaper
College campus recruitment
Employment exchange

 The third step is screening of collected applications. Applications received in

response to advertisement are screened and only eligible applicants are called for an
interview. Here the recruitment process is ends and the selection process begins.

SOURCES OF RECRUITMENT
Bajaj use both internal and external sources, which are as follow in detail.
Internal source
Bajaj uses internal source when they need more employees in short period of time.

Relative of present employees

It is important internal source of Bajaj. Bajaj use this source when it requires argent
employees for production at low cost. A major concern with employee
recommendation is that the referred individuals are likely to be similar in type to
those who are already working for the company.
Promotion and transfer
Bajaj often uses promotion and transfer for vacant sits. This is a good source of
internal recruitment. Promotions to hire positions are advantigable for landing by
various kinds. Another way to recruit from preset employee is transfer without
promotion.
Former employee
Former employees are also an internal source of applicants. Some retired
employees may be willing to come back to work on part time bases or may
recommend someone would be interested in working for the company.
External sources
External sources far outnumber the internal methods. Specifically, sources external
to a company are:

Advertisement
This is the common source of recruitment. All types of organizations are using it for
recruitment. Bajaj use most of time this source for recruitment. It gives advertisement
in local and stat level newspaper. Bajaj take care that advertisement must be
effectively drafted before publishing.

Employment exchange
Employment exchanges have been setup all over the country in difference to in
provisions of the Employment Exchanges Act, 1959. The act requires the entire
industrial establishment to notify the vacancies before they are filled. Bajaj also notify
its vacancies and take employees from employment exchange.

SELECTION

Selection is the process by which candidates for employment are divided into classthose who will be offered employment and those who will not. Thus, the selection
Process is a tool in the hand of the management to differentiate the qualified and
unqualified applicants by applying various techniques such as interviews, tests.

PROCESS OF SELECTION

Selection process starts when recruitment process ends. The steps of selection

process are as follows.

The first of selection process is receipt of applications. Applications are screened

then after and only those are selected whose are matched with require
specifications and attributes.

2. The next step taken by company is preliminary interview. In this, only general
questions are asked and some information about company and of job is given
to applicants.
3. The third step is selection test. Bajaj takes written selection test in which they
ask questions on how to satisfy the customer . This test is taken only for
middle level.
4. For worker and top level test is not taken. They call for interview. Interview is
taken by managers and the applicants who are passed from this are selected
for job.
5. Job is offered to selected applicants by giving appointment later and
information , job and his co-workers.

JOB DESCRIPTION

Job description is a written statement of what the jobholder does, how it is done,
under what condition it is done, and why it is done. It describes what the job is all
about, throwing light on job content, environment and condition of employment. It is
descriptive in nature and defines the purpose and scope of job.

The job description of Bajaj finserv is involving the following information. Job
descriptions of Bajaj for top and middle level include same information as follows.

Information about company

Job title
Designation of jobholder

 Job summary
Job duties and responsibilities
Working conditions
Relationship and behavior.

JOB SPECIFICATION
Job specification summaries the human characteristics needed for satisfactory job
completion. It tries to describe the key qualification someone needs to perform the
job successfully. It spells out important attributes of a person in terms of education,
experience, skills, knowledge and abilities to perform a particular job.
Bajajs job specification for top level or managers is including the following things:
Post graduation degree
2-3 years experience(any kind of job)
Age
Intelligence and power of decision-making
Various skills
Behavior and personal attributes.

Bajajs job specification for middle level includes all above matters with some change
in education and skills.

PERFORMANCE APPRAISAL

Performance appraisal is the process of systematic, periodic and impartial,

estimating or judging the value, excellence, qualities or status and thereby evaluating

the performance or qualification of a person, things or object in terms of requirement

of the job for which he is employed.
Bajaj have no performance appraisal system but Bajaj can effectively measure
the performance of its workers. Bajaj may use this appraised report for promotion,
transfer, statutory requirement, training and development and for providing
incentives.
Bajaj can easily measure the performance of its workers on time base method
because in Bajaj all worker has a card for attendance and work hours are easily
calculated from that card.

PROMOTION
Promotion refers to upward movement of an employee form current job to another
which commands better prestige, higher responsibility and authority, higher
challenges, better working condition, hours of work and higher rank.

Promotion policy of Bajaj company

Promotion policy of Bajaj is clear in whether to fill up higher positions by internal

promotions the recruit people from outside.
Bajaj give promotion based on both seniority and merits so it can take advantages
of both.
it is clear about policy of promotion is whether to promote employees against
vacancies or non-vacancies.
Bajaj establish a well define promotion chart showing who can go up to what level
in the company.
Bajaj give promotion to any employee only one in a year.
the promotion policy is prepared by discussion with managers and other staff.

 Promotion is not be forced on reluctant employees.

DEMOTION
Demotion implies the assignment of an employee to a job of lower rank with lower
pay. It refers to downward movement of an employee in the organizational hierarchy
with lower status and lower salary.
Demotion policy of Bajaj
Bajaj mostly dose not give demotion to any employee but it give demotion only
three times in its life.
Bajaj give demotion only when employee is not regular, do not work sincerely or
employees behavior in organization not good.
In above cases, sometime Bajaj fire the employee.
The policy is fair and equal for all level of work.
The circumstances under which employees can be demoted is clearly specified
and made known to employees.

WELFARE ACTIVITIES
Labour welfare means anything done for the comfort and improvement. Intellectual
or social of the employees over and above the wage paid which is not a necessity of
the industry.
Employee welfare or labour welfare means, The efforts to make life worth living for
workmen.

Intra mural welfare activity of Bajaj

Convenience and comfort during the work
Workshop and cleanliness, lighting, elimination of dust, smoke, gases
Control of effluents

 Supply of necessary beverage, pills and tables, tea, coffee

Notice boards, posters, information, slogans
Distribution of work hours and provision for rest hours, meal times and breaks
House keeping, garden, passage, lawns, floor maintenance
Medical facilities
Compensation for accidents
Safety instruments such as guards, caps, shoes, aid equipments
Uniform and changing rooms
Urinals and latrines, washbasins, waste disposal
Provision for drinking water
Economic services such as health insurance and bonus schemes

Extra mural welfare activity of Bajaj

Transportation
Vocational guidance and credit societies
Discount in purchase on medicines
Roads, lighting, garden
Communication facility
Security
Training and development programs

Welfare activity for society

 Provide employment
Provide ayurvedic medicines at fair price
Effective waste disposal system
Effective use of resources of society

EMPLOYMENT RECORD KEEPING

Bajaj company maintained its record in the form of file. There are following details, which
are involved in the record keeping of each employee.
Employment history
Employee no
Name
Address
Rate of salary
Total balance saving
Attendance record and pay roll
Leaves, transfers and promotion
Shift cord
Over time cord
Training Records

 Accident and sickness records

Employment rating

The objectives of employee records in Bajaj:

To provide an evidence of what has taken place in the organization.

To supply information required for taking personnel decisions.
To provide a basis for the formulation, evaluation and modification of

personnel and program.

To meet statutory obligations under various labour laws

TRAINING AND DEVELOPMENT

Training is a learning process, which seeks a relatively permanent change in
behavior that occurs because of experience. Training refers only to instruction in
technical and organized operations. Training courses are typically designed for a
short term, stated set purpose.
In Bajaj, training is given with the objective of increase in productivity of employees,
increase quality of work, enhance and update knowledge and skills of employees
and many others but there is no without training program in Bajaj. Bajaj provides
training as on job training and give training to new employee. training is given to the
workers, which are at period of one month.
On job training in which company and its members are help and provide guidance, if
there is any difficulty in any work. Training is based on learn and teach and hence,
employees will grow with experience.
Development is the process of transition of an employee from a lower level of ability,
skills and knowledge to that of higher level. Company also run program of

development periodically. Company tries to develop new skills, techniques and

personality of their employees.

INDUCTION TRAINING

Induction is the process of receiving and welcoming an employee when he first joins
a company and giving him the basic information which he needs to settle down
quickly and happily and start work. In the Bajaj finserv, induction training is given to
all new joiners in Bajaj.
Bajaj provide induction training with objective of reduce insecurity, anxiety,
exploitation etc. from the mind of new joiner and he/she can work easily and with
skills.
Bajaj have formal induction program. All details are providing by company to new
employee. Bajajs content of induction program includes the following matters:
History of Bajaj
Objectives of company
Name and designation of managers
Employees designation and responsibility
Layout of company
Production and other processes of company
Job duties, location, tasks, objectives etc
Safety steps
Employee benefits such as pays, holidays, welfare activities
Introduction to superiors, coworkers and other staff

TRAINING NEEDS IDENTIFICATION OF BAJAJ

Identification of training need is the most important step in designing a training
program. This includes a thorough analysis of entire organization, all operations and
all employees. This required to find out the trouble spots so that proper training
program can be designed and prescribed to those it is needed.
Bajaj give training to employees, when old machines are replaced by new machines.
Bajaj analysis the objective of company and various departments, ask questions to
employees and if there is any difficulty in achieving goal of company then, Bajaj give
training to its employees.

LABOUR RELATIONS & TRADE UNIONS

Numbers of terms are used to denote word Labour Relation, such as employee
relation, industrial relation, labour management relation, etc.
According to Dale Yodder :The industrial relation has been describe as a
relationship between management and employees or among employees and this
organizations bad characterize and grow out of employment.
Objective of industrial relationship in Bajaj
Develop a sense of co-operation
Develop commitment and sense of belongingness.
To protect and safe guard the interest of labour as well as management
To promote and maintain industrial peace and harmony
To ensure and establish industrial democracy
To increase production as well as productivity
To improve living standard of workers by pay of fair wages, benefits and provision
of better living and work condition
Trade union

Trade union or labour union is a continuing a long-term association of employees

form to protect promote and improve, through collective action the social, economic,
and political interest of workers.
Note: There is no trade union in Bajaj company. However, the employees can get
many benefits if they make the union in company such increase in salary, protect
themselves form exploitation, freeze benefits, etc.

WAGES AND SALARY ADMINISTRATION

Wages and salary administration means establishment and implementation of sound
policies and practices of employees compensation so that employees are attracted,
maintained and public relation image is built up. It includes job evaluation, surveys of
wages and salaries, development and maintenance of wage structure, wage
payment incentives, wage changes, adjustments etc.
Bajaj gives wages and salaries according to time base wage system. Bajaj gives
salaries at 7th of every month. Bajaj use time base system because it is old company
and in that time Peace rate wage system is not famous in industry. Bajaj also use
this method because of some advantages like easy to understand and calculate,
earning of workers are regular and fixed Bajaj want to maintain quality, which is not
maintaining peace rate etc.
In Bajaj, while deciding the structure of wage and salary administration, Bajaj
first set objective of it, which are as follows:
To give fair and regular wages to employee
To improve productivity by motivation
Control costs through sound wage and salary administration
To improve public image of company

INCENTIVE AND MOTIVATION SYSTEM

Wage incentives are extra financial motivation. They are designed to stimulate
human effort by rewarding the person, over and above the time rated remuneration,
for improvements in the present or targeted results.

Bajaj company uses certain incentive to motive its employees. Motivation means to
force a person and involve him to complete the works in right time and place with
help by providing a basic need or special need to worker. Especially Maslows need
hierarchy used to motive
employees much as basic need, special need safety need, recognize, identify, selfrealization.
Extra salaries one such type of incentive, which is given to those employees who
show sincerity and regularity throughout in their work. Salary is the main factor to
motivate employees. Safety need is also used to complete the work.
Bajaj gives incentive base on looking different factors of employees such as,
personality, nature, communication style, behavior, attitude etc.