HUMAN RESOURCE MANAGEMENT

By:
Group -6 (Section-C)

Amit Singh-022
Arunika Megha-039
Gowtham Arivarasan-064
Mirudhulla B.-091
Raghunandan Bayya-117
Shweta Nair-151
Sumantra Guha-166
Vidushi Jaiswal-185
Business Plan for RKSS Ltd
Vision:
•To give the customers a place to find everything they want as well as give them a
memorable and delightful shopping experience.
Mission:
•To achieve the 3rd position in its industry overcoming Snapdeal and giving stiff
competition to Amazon and Flipkart in India.
•RKSS Ltd aims to increase its revenue from 1000 Cr to 2000 Cr by the end of
2021.
Business Plan for RKSS Ltd

. Increase its number of sellers from 10 lakhs to 20 lakhs by 2020.

• Expand its offerings to food, books, groceries and also grow its existing retail
clothing business.
• RKSS Ltd also wants to tie up with Taxi and Courier services to increase the
efficiency of the delivery and collection process.
•The company wants to switch to a digital payment model and move from the
existing Groupon Model to the Amazon Model.
Organization Plan :
Planning the organisation according to the future needs. Visualizing the
organisation is the most important thing for creating a successful organisation
plan.

•Hierarchical Structure- Expand

Individual functional departments of:
•Information Technology
•Human Resource
•Operations and Product Development
•Legal
•Finance
•Marketing and Promotions
•Data Analytics
Human Resource Plan :
Human Resource Planning in an organization is done to build people capabilities to meet future demands.

RKSS Ltd has to bridge the gap between the needs of the present organization and the future
requirements by making up for the following role gap, competency gap, structural and cultural gap.

● Structure Gap:
The structural gap can be bridged through the planned organizational structure where the hierarchy has
been expanded and the existing structure has been revamped according to future needs.
Human Resource Plan :
Cultural Gap:
The employees can through a training program or a few day workshop on how to handle and service its
customers according to different geographical locations and their needs.
As some employees are being re-deployed and few more employees are also hired, we must ensure that
these employees will be able to work in the new environment and their goals is also being aligned with
organizational goals
Role Gap :
This can be bridged through hiring or Re-deployment.

•The current HR head will be promoted to an Executive role by a redeployment and training programs.
•The future organizational structure requires a dedicated legal team thus the CLO is a role gap which can
be fulfilled by hiring only, as the current employees in the organization do not have the required
knowledge.
•The role of the SVP ERP Systems will be necessary as the organization is planning to expand the current
ERP system and this can be done through hiring new employees in this domain .
Role Gap :
•The Director of the individual segments such as food, books, and groceries will be hired as they are not
currently existing.
•New Front Line Managers have to be hired as RKSS Ltd. has planned to venture into other segments
also.
•More number of Delivery people have to be hired so that the product reaches the customer without any
delay.
Customer Relationship Manager who works under the CMO is to be hired who bridges the gap between
the customers and the delivery people.
Competency Gap :
•The importance of CMO arises as the company is planning to diversify into other segments like books,
food, and groceries.
•The company is planning to cater to this role need by redeploying the CBDO into a CMO through various
Competency Development Programs(CDP) and Advanced Management Programs(AMP).
•The CFO has to go through skill upgradation training programs as he has to handle funds on a larger
scale
•The employees working under the CPO department will be trained in such a way they will be able to
handle a large number of resources and materials
 Recruitment and
Selection Process
Senior Vice President (SVP) Advertisement

Recruitment-
● Recruitment Consultants
● Head hunting
Selection Priorities-
● Job fit
Selection Kit-
● Prior experience in the same field
● Creativity
● Communication skills
Methods-
● One-on-One interview
● Simulation process
Chief Legal Officer

Recruitment-
● Head-hunting
Selection Priorities-
● Organization fit
Selection Kit-
● Domain knowledge i.e. about the laws and framework applicable in different
departments
Methods-
● Serial followed by Panel
Senior Vice President (SVP) ERP
Recruitment-
● Recruitment Consultants
● Head hunting
Selection Priorities-
● Organization fit (to handle the technical glitches happening in all the sections)
Selection Kit-
● Cognitive (respond proactively)
● Domain skills (ERP)
Methods-
● Serial and Panel interviews (to ensure that he has a broad understanding of the
organization’s each department’s functioning)
Directors of Product
Recruitment-
● Recruitment consultants
● Job Portal
Selection Priorities-
● Job fit (knowledge of the different product lines)
Selection Kit-
● Core Domain knowledge (effectiveness of Supply Chain Management and individual
product lines like , Food, Books, Groceries etc)
Methods-
● Simulations
● One-on-One interview
Relationship Manager
Recruitment-
● Campus Visit at Management institutes
● Recruitment Consultancies Services
Selection Priorities-
● Job fit
Selection Kit-
● Domain knowledge(e-commerce, supply-chain in the industry)
● Strong Personality(Should be able to handle the grievances),
● Cognitive ability(logical and thinking ability of an individual to handle)
● Communication Skills and Negotiation Skills( healthy and prosperous relationships with
client)
Methods-
● One-on-One interviews (to check client acquisition, client relationships building building )
● Personality assessment through Psychometric test( to test the personality)
Legal Team
Recruitment-
● Government agencies
● Advertisements in newspapers
Selection Priorities-
● Job fit
Selection Kit-
● Domain knowledge (laws and regulations)
Methods-
● One-on-One interviews by the CLO.
Sales Front Line
Recruitment-
● Employee referrals(an economic way of recruiting, credible contacts)
● Campus recruitment (graduates are trained with cognitive, communication and field
related skills)
Selection Priorities-
● Job fit (thorough knowledge -products , about the availability of vendors)
Selection Kit-
● Good communication skills
● Cognitive skills (to proactively take actions)
● Strong Personality (to represent the organization to the external parties).
Methods-
● One-on-One interviews (client acquisition, client relationships building )
Delivery boys
Recruitment-
● Advertisement (newspaper as this would be the most effective way of reaching out to
mass population).
Selection Priorities-
● Job Fits (they need to be familiar with their roles and responsibilities only)
Selection Kit-
● Motor and physical abilities (as their job requires more of physical work)
Methods-
● One-on-One (to check the basic necessary skills like Communication skills etc)
Onboarding Process
Onboarding for new Chiefs and Directors
1. Get expertise suggestions from the BoDs from a public company
2. Depute an on boarding leader
3. Onboarding process begins before the first day of the employee
4. Provide the new member with complete, comprehensive, well-organized
information about the organization and the board. It includes·
● The most recent annual report External audit reports
● Organization chart and committee assignments
● Descriptions of the organization’s activities
● Organization’s strategic plan
● Relevant legal considerations
Onboarding for new Chiefs and Directors...
5. Arrange a meeting with the CEO

6. Give orientation about the processes and role to be performed

7. Customize on-boarding for each member

Onboarding for new Chiefs and Directors...
CRM:
- Functional Relationship Onboarding
- Customer Onboarding
- HR will add value to these with the following:
(a) Provide a proper schedule to interact with other officials, office employees, prospects
and vendors.

(b) Make them understand the responsibilities down to the task

(c) Ensure that the logins and passwords are available and operational.

(d) Ensure that the data and details regarding the market study is available for the CRM
person.
Onboarding for new Chiefs and Directors...
Vice-President of ERP:

● First, there will be Functional Relationship On boarding wherein he/she will get an
exposure to the functional area, supported by the ERP group.
● Then he/she will meet the SAP team, followed by the clients, stakeholders and vendors.

Through this process, he/she will get:

(a) Better understanding of the overall functioning of the department.

(b) To understand the importance of SAP in the overall organization as a whole.

(c) To know the requirements and expectations of the clients better, which will help in
understanding the need and the role better.
Onboarding for new Chiefs and Directors...
CLO:
It is very important to plan CLO’s on boarding with an executive perspective.

The CLO will first have a meeting with the Chief executives and Board members.
Through this process, he/she will get:

(a) Legal aspects, policies, issues and many more things about the company.

(b) To understand the functioning of the organization better, and can know the threats and
problems that can occur for the organization.

(c) To understand the players of each functional team and can have peer to peer
discussions.
Onboarding of Employees
● Early process
● Create an Inviting Work Environment
● On-time delivery
● Well planned execution
● Customized Training for specific roles
Emerging Training
Needs
Stress Management Training :
● Aim
● Learning Objectives
● The Training
● Evaluation Method : Kirkpatrick’s Evaluation model
● Justification
Negotiation Skills Training :
● Aim
● Learning Objectives
● The Training
● Evaluation Method
● Justification
Thank You