Beruflich Dokumente
Kultur Dokumente
Semester VI
Submitted
By
SUCHITA GADEKAR
206
Lastly, I would like to thank each and every Person who directly
or indirectly helped me in the completion of the project especially
my Parents and peers who supported me throughout my project
INDEX
Chapter 1
INTRODUCTION
1.1 Introduction
1.2 Meaning
1.3 Definition
1.4 Rows
1.5 Scope
1.6 Evolution
1.7 Function
1.8 Objective of study
1.9 Limitation
Chapter 2
LITERATURE & OVERVIEW
2.1 History
2.2 Current Operation
2.3 HR Stratagies
2.4 Literature
Chapter 3
RESEARCH METHODOLOGY
3.1 Significance of Study
3.2 Objective of Study
3.3 Research Method
3.4 Data Collection
3.5 Primary Data
3.6 Secondary Data
Chapter 4
CLASSIFICATION & TABULATION OF
DATA
Chapter 5
ANALYSIS AND INTERPRETION OF DATA
5.1 Analysis
5.2 Hypothesis
5.3 Findings
Chapter 6
CONCLUSION & RECOMMENDATION
BIBILIOGRAPHY
QUESTIONNAIRE
CHP 1: INTRODUCTION
1.1 INTRODUCTION
Human resources is used to describe both the people who work for a
company or organization and the department responsible for managing
resources related to employees. The term human resources was first
coined in the 1960s when the value of labor relations began to garner
attention and when notions such as motivation, organizational behavior,
and selection assessments began to take shape.
1.3 DEFINITION
Recruitment
One of the important role of HR manager is to recruit the employees.
Employees recruited should be on the basis of their skills, capabilities
required by the organization. The HR manager should not discriminate on
any gender basis to employees as all employees are equally important as all
employees will perform their best. The manager should recruit the best pool
of talented people so as to avoid mismatch, and any wrong decisions.
Duties
The HR manager is responsible for the duties allocated to the employees.
The delegation of duties should be done and the manager should build the
strategies to get the work done by the employees. There are HR duties
manager like payroll manager, employees relation manager, recruting
manager etc. The manager himself should follow the professional duties so
that the employees get motivated by looking to the manager.
Employee relations
The manager should make positive relationship with their employees. This
makes the employees feel good and also the productivity can be increased .
The human resource department should make employees cope up with the
management. The employees should not be hesitated to speak . The
managers should build a strong bond with employees and should give
opportunities to the employees as well. Employee relations can help
organization to be reputed and increase the goodwill.
They not only help in determining the rules of the organization but also play a
powerful role in interpreting and applying the rules of the system itself. They are
expected to enjoy the confidence of both management and employees, which is
crucial for effective and efficient operations of the business organization.
The focus of HRM is on people at work. It is indeed a wide area and covers a
broad spectrum of activities. A manager, whether he is in charge of production or a
marketing function deals with human beings and gets his job done through and
with people.
2. Job Analysis:
An important task of HRM is job analysis. It provides the basis for recruitment,
training and development of staff. Every job is analysed to identify the inherent
requirement of the job – “what the job demands of a worker”. Job analysis
provides a detailed picture of the nature of job, the skill and abilities required to
perform the job, the duties and responsibilities of the worker required for the job.
This helps in the process of recruitment and selection, to appoint the appropriate
person for the job and also facilitates arranging training and development
programme for the employees to match their skill and abilities with the job
requirement.
3. Job Evaluation:
It forms the basis of wage and salary determination. Different jobs are compared
and evaluated to determine the relative importance of different jobs within the
organization. The jobs are compared, graded and ranked. Job evaluation
determines how much pay to be affixed to the particular job on the basis of their
importance in the organisation functioning. This helps to determine a fair wage and
salary and to determine a rational pay structure.
The selection process involves steps like receiving applications, tests, interviews,
medical examination and final selection. Right selection and placement provides
employee satisfaction which improves their productivity and efficiency and
benefits the organization.
5. Performance Appraisal:
It is a systematic method of evaluating the performance of employees. This helps
to assess the efficiency, strength and weakness of the employees. It is a controlling
process whereby the employees’ performance is matched with the standard level of
performance and remedial measures taken in case actual performance does not
meet the standard.
It helps the management in their decision-making relating to promotion, pay hike
that may be rewarded if the employee meets standard or outperforms the standard.
JIt also helps the management to decide about the training and development needs
for employees, who needs up gradation and development of skill.
7. Employee Compensation:
Human resource management performs the function of determining the pay
structure for different employees on the basis of qualification, efficiency,
experience, nature of the job. It also determines rewards and incentives to be paid
for their contribution towards the organisation.
8. Employee Motivation:
Motivation of employees is essential for retention and sustenance of employees
within the organisation. Motivation plays an important role in management of
personnel. It helps to improve productivity of personnel. There are different ways
by which employees may be encouraged. Recognition and reward for performance,
promotion, pay-hike, and other monetary and non-monetary rewards motivate the
employees.
9. Employee Welfare:
Human resource management focuses on the welfare of employees by providing
canteen facilities, rest and lunch rooms, housing, transport, medical assistance,
education, health and safety, medical care, sickness benefits, recreation facilities.
1.6. EVOLUTION
Strategic management
Human resource management is responsible for the short term and long term
goals of the organization. The manager should develop special strategies for
the smooth function of the organization.
Total rewards
Total rewards refers to compensation and benefits. The employees are liable
to get the rewards for the work done for the benefit of the organization. The
manager should provide proper compensation benefits to the employees. By
this, the employees get self motivated and dedicated towards there work.
Rewards can be given as monetory or non monetory rewards.
Policy formulation
The manager should provide proper policy formulation for the existing and
the new employees as well. The employees should know each and every
policies approved by the top management. The manager should
communicate about this to the employees.
Risk management
The risk in involved in every organization whether it’s a small or a big
company. The HR manager should know how to deal with the risk. There
are certain strategies that deal with risk. The HR manager forecast the risk .
There are managers that specially deals with the risks in the organization.
1.8. OBJECTIVE OF STUDY
The main objective behind the study of the project is that the human
resource is essential in every walks of the organization. Without human
resource the company cannot function effectively and efficiently.
1.9. LIMITATIONS
There are limitations upcoming as we studied about the objective of study.
This limitations should be known by the department of HR and should also focus
on it so that the following limitations will come out to a better solution.
The organizations has yet not developed with the training benefits to their
employees. Proper training should be given so that the employees should not lack
in any skills required by the organization .
We can see that the employees in some organizations are not having the needed
skills and knowledge and this is the major reason that why there is unemployment.
There are plenty of jobs available in the market but there is no employees with
matching talents. Today, the world is full of changing technologies. The HR
manager should adopt some upcoming training skills and there by providing to the
employees.
The major limitation is that people undoubtedly don’t know the HR roles and
responsibilities yet. It should be presented in front of them as detail. For this,
special arrangements of programs should be arranged and seminars , counselling
should be kept so that the employees and others should be known about the all
functions as well.
No matter how large or small your business, it’s important to make sure you’re in
compliance with local, state, and federal labor laws. There are regulations on
everything from hiring practices, to wage payment, to workplace safety.
As a business grows, its strategies, structure, and internal processes grow with it.
Some employees have a hard time coping with these changes. A lot of companies
experience decreased productivity and morale during periods of change. The
solution for this may be Business owners should focus on communicating the
benefits of the change for everyone. Regular staff meetings are a good place to
start. When your team understands the why, how, and when of the change, they’ll
be more likely to get on board.
The leadership activities are becoming critical day by day because managers needs
to take care of every thing in the organization. Sometimes the manager goes with
many stress and tension and all of that he gets to the employees. This is not fair at
all. Technology is constantly changing.
Businesses must be quick to adapt, or risk being left in the dust by their
competitors. The challenge for small business owners is getting employees to
embrace innovation and learn new technology. The solution cam be
Communication is critical. With any change, make sure your team understands the
why, when, and how. Set clear goals for the adoption of initiatives, and provide
employees with the training they need to get comfortable with it.
CHP 2: LITERATURE OVERVIEW
2.1 HISTORY
The history of Human Resource Management (HRM) begins around the end of the
19th century, when welfare officers (sometimes called ‘welfare secretaries’) came
into being. They were women and involved with the protection of women and
girls. Their creation was a reaction to the:
As the role grew there was some tension between the aim of moral protection of
women and children and the need for higher output.
20th century developments
During the 1920s, jobs with the titles of ‘Labour Manager’ or ‘Employment
Manager’ were introduced to the engineering industry and other industries where
there were large factories. The role involved handling absence, recruitment,
dismissal and queries over bonuses. Employers’ federations, particularly in
engineering and shipbuilding, negotiated national pay rates with the unions, but
there were local and district variations and there was plenty of scope for disputes.
The term "human resource management" has been commonly used for about the
last ten to fifteen years. Prior to that, the field was generally known as "personnel
administration." The name change is not merely cosmetics.
Personnel administration, which emerged as a clearly defined field by the 1920s (at
least in the US), was largely concerned the technical aspects of hiring, evaluating,
training, and compensating employees and was very much of "staff" function in
most organizations. The field did not normally focus on the relationship of
disparate employment practices on overall organizational performance or on the
systematic relationships among such practices. The field also lacked a unifying
paradigm.
HRM developed in response to the substantial increase in competitive pressures
American business organizations began experiencing by the late 1970s as a result
of such factors as globalization, deregulation, and rapid technological change.
These pressures gave rise to an enhanced concern on the part of firms to engage in
strategic planning--a process of anticipating future changes in the environment
conditions (the nature as well as level of the market) and aligning the various
components of the organization in such a way as to promote organizational
effectiveness
HRM developed in response to the substantial increase in competitive pressures
American business organizations began experiencing by the late 1970s as a result
of such factors as globalization, deregulation, and rapid technological change.
These pressures gave rise to an enhanced concern on the part of firms to engage in
strategic planning--a process of anticipating future changes in the environment
conditions (the nature as well as level of the market) and aligning the various
components of the organization in such a way as to promote organizational
effectiveness.
2.2 CURRENT OPERATIONS
The HR Management Trends is the one who is concerned with focusing on the
system and policies. It is essential that Human Resource Management is operating
appropriately and in accordance with the latest trends and technology to be able to
deal with the business life challenges.
A next important HR trend in 2019 is Employee Experience. Many organizations
have drastically reformed their HR department and this will happen more next
year. The focus will be more on strategic HR, so that there will be more attention
for the employee and internal talent, resulting in more job satisfaction and higher
productivity.
With Artificial Intelligence systems you can perform all kinds of checks and make
estimates. For example, the tax authorities can check on social media if people
fraud. Other larger companies use Artificial Intelligence to determine if someone is
suitable as a partner. The turning point of this trend is that it seeks out the limits of
privacy. A trend to discuss a lot this year.
Employees function differently than before. Organizations, activities and roles
change. The classic conversation cycle is no longer sufficient. The focus is on
improving the performance. Because the employee has autonomy, this does not
lead to undesirable situations.
Giving more autonomy or self-direction to employees has been going on for years,
but now also increasingly engages large corporates. To let self-managing teams
work effectively, more attention will have to be paid to communicating a clear
direction and vision. This requires a lot of HR.
2.3. HR STARTAGIES
Promotion opportunities
The HR manager should provide the promotion opportunities to there
employees . The employees doing well in the organization can be motivated
but also the other employees will also get influenced and gets dedicated
towards there work. The HR manager should not discriminate on any
gender basis while providing promotions. Opportunities should be given to
each and all in the organization.
Transparent communication
The HR manager should communicate from the employees as well as the
outsiders. With the help of communication the employees will feel better
and they will feel that they are important for the organization. This is the
main strategy in the human resource.
Competitive salaries
The HR manager in the organization should provide competitive salaries to
the employees . The world is changing and the employees also had to live a
luxurious life so the managers should think on it. They should provide
competitive salaries so that the standard of living also changes. As when
there is low salary the employees will compare there salaries with the other
organizations this will low the morale of the employees to work in the same
organization.
Freedom to be creative
The HR manager should give some sort of freedom to their employees.
They are the part of the organization and also called as the assets of the
organization. The manager should give chance to help them cultivate
creative ideas Which would help organization further.
Devra Gartenstein- Your company thrives when its people thrive and
struggles when its people struggle. As a business, there are plenty of steps and
strategies that you can implement to ensure that your staff will get the most
out of their work experience and will in turn give back in ways that contribute
to your company's success. Your human resources department is in charge of
making sure your employees get what they need and also serves to bring out
the best in them.
U Gartenstein founded her first food business in 1987. In 2013 she
transformed her most recent venture, a farmers market concession and
catering company, into a worker-owned cooperative. She does one-on-one
mentoring and consulting focused on entrepreneurship and practical business
skills. ent practices in PGVCL electricity company working in the Gujarat
state.
He covers all the aspects of Human Resource practices in best manner. Study
focuses the planning, Recruitment and selection policy, Human Resource
Development programme, wages and salary administration and maintenance
of Human resource.
Morli Dave (2008) contributed study in the power sector of Gujarat state. He
mainly focuses on the economic performance of the electricity board. It
contains the history of electricity in India, energy situation in India and also
describes the physical aspects of power situation in India. Lastly he
concluded with the physical energy situation in Gujarat state and its financial
performance.
RESEARCH METHODOLOGY
1. Corporate Significance:
2. Professional Significance:
3. Social Significance:
Research methods are basically related with observation of realty, defining the
problems and its dimensions a planned approach towards analysis of the research
problem, interpretation of information and drawing conclusions. Through this
process a researcher attempts to acquire knowledge and understanding of the
research problem and make concrete suggestions towards its better solution.
The Descriptive research method is used for the present study. With the help of
descriptive method research researcher has accumulated the facts and assess the
opinion, behaviour and characteristics of the population i.e. the employees of
space setters company. Research method design to study strategic management,
are as varied as the theory of strategy that have been developed overtime. There
are various research methods deployed to study under research. The research
method is of two types that is qualitative and quantitative method. Quantitative
method deploy mathematical models such as structural equations and
multiplication regression models, whereas qualitative models deploy ethnography,
or direct observation
For collecting the primary data researcher has used the Interview, Questionnaires
and Schedule methods for the study. Researcher has taken an interview of
executive level employee of employee of space setters company .
Questionnaires have been sent to the employees through employees what’s app
number. By using schedules the researcher himself reached to an individual
employee of space setters company.
Researcher has collected secondary data for the study by two types i.e. published
and unpublished. Published data collected from the website of the space setters ,
Power. Ministry of India and other important websites, various government
reports, Annual reports of space company , News paper, Journal of company i.e.
Mahapareshan Smachar and the reports prepared by the research schools.
Unpublished data has also collected as per the requirement of the study from the
company office and their training centers.
Human resource management research methods concentrate with the development
of metrics to align with Humana resource policies and study that relate to the topic
under study.
However, in the global market, identifying the issues underlying the impact of
human resource strategic initiatives and outcomes may prove to be challenging.
The overall objective of any conceptual study must be to recognize the relation
between HRM research methods and other factors that bring strategic success.
The objective of the study is to review and examine how research method are
applied for strategic management researches, and what strategies are used as part
of the research process, to locate, organize, manage, transfer, create, communicate
and evaluate research tools and data and information resources.
The focus is also to analyze the recent development on research methodology to
create scientific knowledge in theory building and practice in scientific
management.
The objective offer an overview of methodology used in strategic management
research and reviews future direction on research methodologies in strategic
management.
Research Methods in Human Resource Management is a key resource for anyone
undertaking a research report or dissertation. It covers the planning and execution
of HRM research projects, from investigating and researching HR issues to
designing and implementing research and then evaluating and reviewing the
results. Research Methods in Human Resource Management is a key resource for
anyone undertaking a research report or dissertation. It covers the planning and
execution of HRM research projects, from investigating and researching HR issues
to designing and implementing research and then evaluating and reviewing the
results.
CHP:4
CLASSIFICATION AND TABULATION OF DATA
GENDER RESPONDENTS
MALE 30
FEMALE 24
TOTAL 54
1.
DESGINATION RESPONDENTS
EXECUTIVE 19
FUNCTIONAL 12
JUNIOR 12
SENIOR 09
ASSISTANT 00
2.
1 TO 3 YEARS 22
3 TO 5 YEARS 12
3.
0 2
1 2
2 9
3 14
4 13
5 12
4.
SALARY 31
MOTIVATION 11
GUIDANCE 10
OTHERS 00
5.
FRIENDLY 42
AUTOCRATIC 07
DEMOCRATIC 03
OTHERS 00
6.
AGREE 47
DISAGREE 05
7.
STRATEGIES RESPONDENTS
AGREE 46
DISAGREE 06
8.
YES 38
NO 04
SOMETIMES 10
CHP:5
updated machinery, good plant layout and dynamic organization etc.; but also
and profitability. So, for the success of banking, it is very important to manage
and recruit human resource effectively and to find whether its employees are
satisfied or not. One of the key factors of any organization is its employees. The
dissatisfaction.
Sample Size-54
o Many people in the organization today are in the wrong jobs and as a
sufficiently qualified either for the positions they hold or their grades
CONCLUSIONS:
other HR activities, such as selection and training depends largely on the quality
and minimizing labor turnover. As of now space setters has a team of effective
improved, challenges are ahead for the HR Department to recruit people after
In the present competitive & dynamic environment, it has become essential for
environment.
In this sector the Open Market channel is the main source of revenue for the
company for which they should be able to communicate well with their clients.
Then the company can reach its profitability and objectives easily.
The company should take the suggestions and ideas from the employees and
can conduct and examine the communication skill set within the employees. So
that they can analyze the need and act accordingly for a better result and the
This increases the employee morale and helps to attain the target.
be followed by organization.
Refresher courses may organize intermittently for all employees in the rank
and file category to relive job fatigue and monotony of every day work life.
Candidates who enter into the Job Market must make sure that their
which will make them to go through the Recruitment and Selection system
every stage as this removes paper work and creates transparency in the
system
o Care must be taken to ensure that the judgment in appraisal process does
https://en.wikipedia.org/wiki/spacesettercompany://www.spacesettercompan
y.com/english/about-us/
http://www.recruitment.com/company-facts/spacesettercompany
/management/
QUESTIONNAIRE
EMPLOYEE SATISFACTION
1. Employee id:
(Short answer text)
2. Your Designation:
Dropdown
Executive
Functional
Junior
Senior
Assistant
Dropdown
0 to 5
1- Very poor
2- Poor
3- Ok
4- Good
5- Very good
6- Excellent
Multiple choice
Salary
Motivation
Guidance
Other
Multiple choice
Friendly
Autocratic
Democratic
Others
Checkbox
Yes
No
Sometimes
8. Does your organization has the formal policy of career planning
and development?
Dropdown
Agree
Disagree
Multiple choice
Agree
Disagree