BESs INSTITUTE OF MANAGEMENT STUDIES & RESEARCH

HUMAN RESOURCE MANAGEMENT

Project on Study on Human Resource Management Practices and its impact on Employee Satisfaction

Submitted By KAMLESH.N.DAMADE Roll no. 13

FYMMS 201011 2nd SEM

Date of Submission: 30th April-2011

Submitted To
Prof. Mrinali Tikare

ACKNOWLEDGEMENT

I owe a great many thanks to a great many people who helped and supported me during the writing of this book. My deepest thanks to Professor, Mrinali Tikare the Guide of the project for guiding and correcting various documents of mine with attention and care. She has taken pain to go through the project and make necessary correction as and when needed. I express my thanks to the Director of, BESs Institute Of Management Studies And Research, Professor. Vikram Shikhare for extending his support. I would also thank my Institution and my faculty members without whom this project would have been a distant reality. I also extend my heartfelt thanks to my family and well wishers.

INTRODUCTION TO HRM
We often hear the term Human Resource Management, Employee Relations and Personnel Management used in the popular press as well as by Industry experts. Whenever we hear these terms, we conjure images of efficient managers busily going about their work in glitzy offices. Though as with all popular perceptions, the above imagery has some validity, the fact remains that there is much more to the field of HRM and despite popular depictions of the same, the art and science of HRM is indeed complex. The term art and science is chosen as HRM is both the art of managing people by recourse to creative and innovative approaches; it is a science as well because of the precision and rigorous application of theory that is required. As outlined above, the process of defining HRM leads us to two different definitions. The first definition of HRM is that it is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities. This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier. The second definition of HRM encompasses the management of people in organizations from a macro perspective i.e. managing people in the form of a collective relationship between management and employees. This approach focuses on the objectives and outcomes of the HRM function. What this means is that the HR function in contemporary organizations is concerned with the notions of people enabling, people development and a focus on making the employment relationship fulfilling for both the management and employees. These definitions emphasize the difference between Personnel Management as defined in the second paragraph and human resource management as described in the third paragraph. To put it in one sentence, personnel management is essentially workforce centered whereas human resource management is resource centered. The key difference is HRM in recent times is about fulfilling
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management objectives of providing and deploying people and a greater emphasis on planning, monitoring and control. Whatever the definition we use the answer to the question as to what is HRM? is that it is all about people in organizations. No wonder that some MNCs (Multinationals) call the HR managers as People Managers, People Enablers and the practice as people management. In the 21st century organizations, the HR manager or the people manager is no longer seen as someone who takes care of the activities described in the traditional way. In fact, most organizations have different departments dealing with Staffing, Payroll, and Retention etc. Instead, the HR manager is responsible for managing employee expectations vis--vis the management objectives and reconciling both to ensure employee fulfillment and realization of management objectives. In conclusion, we have briefly touched upon the topic of HRM and served as an introduction to HRM.

EXECUTIVE SUMMARY

This study was conducted to know what is being practiced in an organization. The needs, expectations, opportunities and benefits of the employees can be understood with the help of this study. . In this project the data of various employees has been taken through questionnaire containing question about the recruitment, job description, job responsibilities, induction program, training, and performance appraisals of the employees by the management of the company.

OBJECTIVES OF THE STUDY y For understanding the employers expectation from the employees. y For evaluating the difference between the employee expectation and employer expectation. y For measuring the mean and standard deviation of the responses. y For getting knowledge of the internal policies of the companies and facilities to the employees. y For giving the appropriate recommendation to the problem. y For having the reference for future use. y For being aware about the structure of organization. y For understanding the needs and expectations of employees from the organization.

INFORMATION OF COMPANY

Pantaloon Retail (India) Limited, is a large Indian retailer, which is part of the Future Group, and operates multiple retail formats in both the value and lifestyle segment of the Indian consumer market. Headquartered in Mumbai, the company has over 1,000 stores across 71 cities in India and employs over 30,000 people and as of 2010, it was the country's largest listed retailer by market capitalization and revenue With effect from 1 January 2010 the company separated its discount store business, which includes the Big Bazaar hypermarket and the Food Bazaar supermarket businesses, into Future Value Retail Ltd., its wholly owned subsidiary, so that the company may be listed independently The companys brands include Pantaloons, a chain of fashion outlets, Big Bazaar, a hypermarket chain and Food Bazaar, a supermarket chain. Some of the company's other regional brands include, Depot, Shoe Factory, Brand Factory, Blue Sky, aLL, Top 10 and Star and Sitara. A subsidiary company, Home Solutions Retail (India) Limited, operates Home Town, a large-format home solutions store, Collection i, selling home furniture products and E-Zone focussed on catering to the consumer electronics segment.

Aarti drugs limited. INTRODUCTION Part of the USD 265 million Aarti Group of Industries, Aarti Drugs Ltd (ADL) was established way back in in 1984. Since its inception, the Company has established a strong presence in the Antidiarrhea, Anti-inflammatory therapeutic groups. With its manufacturing facilities at Tarapur and Sarigam, the Company manufactures Vitamins, Antiarthritis, Anti-fungal, Antibiotics, ACE inhibitors, besides its range in , antidiabetic, anti-cholinergic, sedatives and anti-depressant drugs. Over the years, the Company has been able to carve a niche for itself and is looking forward to expand the volumes. With the government initiative to encourage private health insurance schemes, consumer spending on medicines is expected to increase, which will spur growth in the generic sector in the domestic market. The manufacturing-units of ADL are GMP certified. The Company is also in the process of acquiring an ISO 9002 compliance for all its units and one of the units has already been approved. The Company aims at becoming the first choice of this expanding market through better products, ensuring quality and timely delivery.

Trio Computers Private limited INTRODUCTION is an IT company that predominantly belongs to the Business Solution Domain. We are into developing and implementing of Business management solutions and Enterprise resource planning solution. We are a classic synergy of technology and business logic. Our skills set include a varied talent of developers, business logic providers and the state of art technology resources. The amalgamation of these complementing resources results in the assorted platter of Business management solutions and Enterprise resource planning solutions, which are developed adopting the best business practices. These solutions will help your business reach the pinnacle of success. We belong to the IT domain since 1985 and in this enormous period of 23 years we have learnt and delivered the best of business solutions. These Solutions have enhanced the processes of companies of every era and arena and have helped them fight their challenges and get great results. We also provide ERP Solutions under the brand Nettra Infotech Private Limited

GRAPHICAL REPRESENTATION mean Recruitment plan systematic Satisfactory job profile given Received accurate job description Structured interview Systematic induction programme Clear path for carrer development programme Clearly define job profile Having tools and resources(job well) Opportunity to work on interesting projects Standard deviation

3.93

0.78

3.93

0.83

3.93 3.80

0.83 0.89

3.80

1.19

3.77

1.10

3.73

0.83

3.73

0.83

3.63

1.07

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4.5 4 3.5 3 2.5 2 1.5 1 0.5 0

Mean StandardDeviation

Here interpretation Positive phase(favourable) companies employees are agree that their company follows systematic recruitment plan.they passed through systematic recruitment plan.as given in above table that you can get the they exact information .employees are agree that they are satisfied that they have given right job profile..the given above table reveals that the mean and standard deviation which clarify that the percentage ofviews ofemployees.here employees recieved accurate job discription they are agreed . Here employees agree that their company is conducting formal and systematic induction programme.they haveclear path for carrer development program and clearly define profile .company providing their employees tools and resources to job welland have opportunity to work on interesting project. Companies has provided favorable enviorment

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mean Health care and retirement benefit Satisfactory salary structure Satisfactory promotion system induction healthcare training Satisfactory performance appraisal

Standard deviation

3.27

0.64

3.23

1.07

3.20 3.17 3.07 3.03

0.85 0.91 0.84 1.07

2.97

1.19

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4 3 2 1 0 mean mean standard deviation

interpretation Unfavourable-employees are disagree that with a first month they got complete information about company its history vision mission objectives financial status and organization culture.and not having health care and retirement benefits.emloyees are disagree that companies are providing satisfactory salary structure and romotion system.induction programs was not upto the marks not satisfactory .empoyees are disagree about satisfactory performance appraisal and training program.through table standard deviation and mean are available.which provides the exact opinion of the employees.

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CONCLUSION

Three companies and their 30 employees and their 3 managers where questioned about their daily work they do in their offices, their views on certain things which are very necessary from the employer as well as the employee point of view. It is very clear from the interpretations that the employees are very happy with the working environment, the resources, the ambiance the company is providing them but the employees dont only need good working conditions or environment but stable work structures and more HR policies of employee detainment. The employee should be attached to the company mentally and emotionally both so that it helps them to work more efficiently for the company. HR department should pay heed to the employees queries or else they will lose hard working and efficient employees working in their company to some other in this competitive world of Business.

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