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Complex Dynamism
A Social System
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satisfaction for a reasonable livelihood, the social satisfaction of
working together as members of a group and individual job
satisfaction of a worker are attained.
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Significance of Human Resource Management (HRM)
Today the apparel industry has become very competitive with the
removal of quotas more and more buyers are coming into India.
Human resources are the lifelines of any organization.
Organisation System
Material
Sub-
System
Technolo
gy
Sub-
System
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individual and organizational performance that may be viewed as
individual and organizational output. Both the personnel system and
the entire organizations operate under the same cultural, economic,
social, legal, political and other constraints. Hence, greater the
effectiveness and productivity of personnel, the more will be the
effective functioning of an organization. Peter F. Drucker has rightly
observed the significance of personnel as, managers are fond of
repeating the truism that the only real difference between one
organization and the other is the performance of the people”. In
essence the survival, development and performance of an
organization although not solely but heavily _ depends on the
equality of personnel.
Environmental Influence
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Environmental Scanning of HRM
External
Technological
Internal
Governmental Customers
Marketing Organizational
Legal
Objectives
Political
Trade Unions
HRM
in other
Organizational Organizations
Production
Politics
Finance Organizational
Economic Structure Human
Resources
Environment in Country
Social Including
Religious
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interact with HRM function in an organization. For instance, the
objectives of HRM are formulated based on the organizational
objectives. Jobs are designed and analyzed based on the
organizational structure. The personnel manager works closely with
other functional (line) managers in solving their personnel problems
through counseling, advising, providing information etc. The levels
of wage salary, various allowances – incentive compensation etc.,
are highly influenced by the level of finance and success of
marketing functions. Most of the personnel problems are linked with
the production function of an organization. Thus the internal
environment of an organization influences heavily the HRM.
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b) More female employees, due to increase carrier orientation
among women to the suitability of women for certain jobs and
to women becoming more acclimatized to the working climate
and higher level commitment.
It was the opinion of the management that it was the boss and the
employees had to follow obediently management’s decision. But
gradually this relationship has been replaced by the relationship in
which employees and management are partners in the
organizations.
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FUNCTIONS OF HRM
Managerial Functions
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actual with the plans, identification of deviations if any and
correcting of identified deviations.
Operative Functions
Job analysis
c) Providing the guides, plan and basis for job design and for all
operative functions of HRM.
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Placement: It is the process of assigning the selected candidate
with the most suitable job in term of job requirements. It is
matching of employee specifications with job requirements.
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wage and salary administration, incentives, bonus, fringe benefits,
social security measures etc.
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e) Finding pout defects and shortcomings in the existing policies,
practices etc.
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i) To consider and contribute to the minimization of socio-
economic evils such as un-employment, under-employment,
inequalities in the distribution of income and wealth and to
improve the welfare of the society by providing employment
opportunities to women and disadvantaged section of the
society etc.
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JOB DESIGN
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Job Analysis
Job Terminology
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Job Specification: A job specification is “a statement of the
minimum acceptable human qualities necessary to perform a job
properly”.
1. Job Identification
4. Job Duties
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6. How a Job is performed?
Job Relationship:
Job Description
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e. The extent of worker’s responsibility for each phase of the
work and
Job title
Major Steps of Job Description: Job analyst has to write the job
description after consulting the worker and the supervisor. After
writing the preliminary draft, the job analyst has to get further
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comments and criticism from the worker and supervisor before
preparing the final draft. The following modes may be used in
writing job description:
The job analyst has to finalize the job description and write the final
draft by using any one or a combination of two or more of the above
methods. The job description should be reviewed and updated after
the final draft is prepared.
Job Specification
i. Physical specifications
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iii. Emotional and social specifications and
Age
Sex
Educational Qualifications
Experience
Extra-curricular activities
Hobbies
Job Grade
Job Title
Age
Sex
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Educational Qualifications
Training received
Experience
Physical specification
Social specification
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Disciple; Job information can be used as a standard when discipline
is being considered for standard performance.
Job analysis is the basis for job evaluation. Basically wage and salary
levels are fixed on the basis of job evaluation, which takes into
consideration the content of the job in terms of tasks, duties,
responsibilities, risks, hazards, etc.
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HUMAN RESOURCE PLANNING
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What is Human Resource Planning?
vi. The labor law affecting the demand for the supply of labor.
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ix. The involvement of lead-time in maintaining the job with most
suitable candidate.
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qualifications, intelligence, values etc., of future human
resource.
i. Managerial judgment
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iii. Work-study techniques.
Managerial Judgment:
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After an order comes from the buyer and before it goes for
production, planning control and work-study analysis should be
done:
Supply Forecasting
Existing Inventory
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inventory which can be correlated in future selections and
promotion
Potential Losses
Labor turn over rate = No. of employees left during a specified period X
100
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Average No. of employees during the same period
Potential Additions
a) Permanent loss
b) Permanent partial
d) Temporary partial.
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Permanent partial addition consists of acquisition of new skills,
knowledge, values, aptitudes etc. by the existing employees.
Or
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Forecast Future Supply from All the Sources
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Modify the Organizational Plan
Retention Plan
Job:
Demand
1.Number required at
the beginning of the
year
3. Total requirements
at the end of the year
Supply
4. Present inventory
5. Additions:
Permanent total
i. New hires
ii. Promotions in
iii. Transfers in
Demotions in
Permanent partial
Temporary: Deputation
in
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ii, Deaths
iii. Dismissals
iv. Retirements
v. Promotions out
Temporary:
Absenteeism
Deputations out
New Recruitments
8. Deficit/ Needed
Additions
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Surplus/Redeployment
10 Net Additional
Human Resources
Required
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RECRUITMENT
Definition
Recruitment Policy
a. Government’s policies;
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b. Personnel policies of other competing organization;
d. Recruitment sources;
e. Recruitment needs;
f. Recruitment cost;
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viii. It enables the organization to have centralized selection
procedure, promotional and transfer procedure etc.
iii. Units can recruit candidates as and when they are required
without any delay.
iv. The units would enjoy freedom in finding out, developing the
sources, in selecting and employing the techniques to
stimulate the candidate.
vi. The unit would enjoy better familiarity and control over the
employees it recruits rather than on employees selected by
the central recruitment agency.
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personnel and centralize the recruitment of the other categories of
the employees preferably lower level positions in view and the
nature of the jobs and suitability of those systems for those
categories of positions. The management has to find out and
develop the sources of recruitment after deciding upon centralizing
or decentralizing the recruitment function.
SOURCES OF RECRUITMENT
Internal Sources
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In Mystic Monk Designs Pvt. Ltd.lots of operators in the production
department are given opportunities to become inline quality
checkers. This provides a lot of motivation to the operators to
improve their efficiency.
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External Sources
d. Professional Associations;
e. Data banks;
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f. Casual Applicants;
g. Similar Organizations;
h. Trade Unions.
In Mystic Monk Designs Pvt. Ltd.a lot of middle level and higher-level
personnel are recruited from similar organizations or through
consultants. Juniors merchants and production in charges may be
recruited from education or training institutes. The lower level
recruitments are made from employment agencies and also from
casual applicants.
RECRUITMENT TECHNIQUES
a. Promotions; and
b. Transfers
a. Present employees;
b. Scouting;
c. Advertising.
(i) Promotions
(ii) Transfers
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(iii) Recommendations of the Present Employees
(iv) Scouting
(v) Advertising
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SELECTION
Organizational Relationship
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personnel department should eliminate all unsuccessful candidates,
so that the time of the line executives need not be spent on such
people. Secondly, candidates who can meet job requirements
should be made available promptly. Line executive is ultimately
vested with the authority either to accept or to reject a candidate.
However, the personnel officer has a duty to see that the right types
of personnel are selected and placement done wisely. If he is not
satisfied in this regard, he should give his views to the superior and
should avoid involving himself in argument with departmental head
on methods of selection.
Selection Procedure
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Application Form
Educational Attainments:
Work Experience:
Salary:
Personal Items:
References:
Preliminary Interview
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Core Interview
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candidates in different areas/skills owing to lack of
knowledge and competence in multiple disciplines and
areas. Hence, most organizations invite a panel of
experts, specialized in different areas/fields/disciplines,
to interview candidates. A panel of experts interviews
each candidate, judges his performance individually and
prepares a consolidated judgment based on each
expert’s judgment and weight age of each factor. This
type of interview is known as panel interview, which is
more effective as an expert in relevant areas prepares
each candidate. Experts should be cautioned against
over accuracy, excessive weight age to a particular
factor, domination of other experts etc.
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respective with the human
department head. resource manager of
that level and the
second should be with
the respective
department head.
Interview Process
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(b) Conduct the interview •Open the interview
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Reference Checks
They are: job title, job description, period of employment, pay and
allowances, gross emoluments, benefits provided, rate of absence,
willingness of the previous employer to employ the candidate again
etc.
The Line manager concerned has to make the final decision whether
to select or reject a candidate after soliciting the required
information through different techniques discussed earlier. The Line
manager has to take much care in taking the final decision not only
because of economic implications and of the decisions but also
because of behavioral and social implications.
Employment
Thus, after taking the final decision the organization has to intimate
this decision to the successful as well as unsuccessful candidates.
The organization sends the appointment orders to the successful
candidates either immediately or after sometimes depending upon
its time schedule.
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Placement
Induction
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d) Sickness rules, information-pay-sick leaves;
h) Grievance procedure;
q) Uniform, clothing;
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distribution, assignment, working hours, shift, quality/standard to be
maintained, customers/users of the product/services etc.
Advantages of Induction
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PERFORMANCE APPRAISAL
To find out how well the employee is performing the job and
establish a plan of improvement
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The major difference between Performance Appraisal and Job
Evaluation is that the performance appraisal refers to how well an
employee is doing the assigned job; and how a job is worth to the
organization, and, therefore, what range of pay should be assigned
to the job is determined by Job Evaluation.
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system. Reliance on inaccurate information may have led to
inappropriate hiring, training, or counseling decisions.
Analysis
Recommendation
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The appraiser should be capable of determining what is more
important and what is relatively less important. He should prepare
reports and make judgments without bias. Out of the typical
appraisers as Supervisors, Peers, Subordinates, Employees
themselves, Users of service and Consultants; the use of
consultants is best suited for the company. The top
management should focus on strategic planning and somehow
minor issues for hiring of labor or line managers should be given to
the consultant. However the top management must be well aware
and take help of consultants while keeping employees at middle or
top management levels.
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performance ratings may find favor with majority of the employees.
A considerable amount of research evidence is available to support
the contention that people chosen by this method prove better than
those chosen by other methods. The centre enables individuals
working in low status departments to compete with people from well
known departments and enlarge their promotional chances. Such
opportunities, when created on a regular basis, will go a long way in
improving the morale of promising candidates working in less
important positions. This will also help top management to find
out the real talents who can be well utilized in the new plant
and can be delegated with higher responsibilities.
Do Detailed
Job Analysis Select
Exercises
and
Participants
Define
Dimensions
Design
to Be Train
Assessor
Assessed Assesso
Training
Program rs
Provide
Feedback
Evaluate
Participants
and Centre
Against Job
Success
Criteria
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Key Elements of Performance Appraisal
Performance
Measure
Performance-
Related
Standards
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TRAINING
Meaning
Importance of Training
Benefits of Training
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• Creates an appropriate climate for growth,
communication
Analysis
Recommendation
The need for training is for every organization big or small, old or
newly established should provide training to all employees
irrespective of their qualification, skill, and suitability for the job etc.
Thus, no organization can choose whether or not to train
employees. Training is used continuously in every well run
establishment.
The need for training arises in Mystic Monk Designs Pvt. Ltd.due to
the following reasons:
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manufacturing of high fashion apparels so if the company does not
adapt itself to the changing factors in the environment; it will lose
its market share.
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productivity. It can be a good platform for both merchandising
and production personnel to solve problems existing amongst.
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WAGE AND SALARY AND INCENTIVE
STRUCTURE OF THE ORGANIZATION
• Technical/supervisory
The basic wage of 60%, 25% house rent allowance and 15% of
conveyances are provided by the company. The basic wage is fixed
as price for labor/services rendered. The following is the set of
criteria, which the company follows for basic wage as per the Fair
Wages Committee (1948)
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• The salary and incentives provided by the previous company.
This last criterion is for recruiting the Senior Merchandisers
and Senior Production Managers.
For the Technical and Worker class the technical knowledge is the
primary criteria of deciding the payment. The Payment by Results
is another system of linking workers' earnings to a measure of
performance.
The Provident Fund is given to people with salary below Rs. 6500
and the ESI given is to those with salary above Rs.7500.
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• Attendance Bonus: to encourage punctuality and reduce
absenteeism
• Social Security
3 Cost of living
4 Productivity
6 Government legislations
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Firm’s ability to pay
• Productivity in organization
Cost of living
Productivity
Government legislation
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• Basic pay and DA (Dearness Allowance)
1 Time wages
Where basic wage is linked to time for which the worker works, it is
called time rate wage.
The wage becomes payable the moment the worker puts in work for
a given period of time. In the case of operatives, the time generally
is a day of eight hrs while for staff it is one month.
• Worker can devote themselves to the job with great care and
attention.
• When the workers are paid some fixed time rate, they will try
to avoid over speeding and consequent damage to the
machinery
• It is simple to calculate.
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2 There is no motivation
Components of wages
1 Basic wage
2 Dearness allowance
3 Incentive wages
4 Other allowances
1 Education
2 Skill
3 Experience
4 Stress strain
5 Hazard
The amount of wages has a direct relationship with the stress and
strain involved in a job. In some cases, basic wages are fixed for
every job, while in others these are fixed for groups like unskilled,
semiskilled, skilled etc. In all cases generally a minimum wage is
fixed for the lowest category of unskilled work and others are fixed
correlating it. Minimum wages are also fixed on bases of minimum
requirement of family.
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ANALYSIS OF THE FLAWS IN THE WAGE AND SALARY
STRUCTURE OF MYSTIC MONK DESIGNS PVT. LTD.
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workers that are tailors are paid on the monthly basis. But if
they are paid on the basis of piece rate the output could be
increased.
Suggestive Improvements
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increases than those who do not. The organization needs to
do is establish an adequate performance appraisal system and
establish a merit pay system. There are many good examples
of merit pay systems in the marketplace ranging from
structured to informal. Variable pay systems are growing in
popularity and can provide an excellent link between pay and
job performance.
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HUMAN RELATIONS
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Understanding People: In order to understand people one must
know the fundamentals of human behavior. This knowledge helps
the manager to understand that why people react in a certain way,
their wants and drives.
Concept of Personality
Motivation
Meaning
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(Deficiency) (Deficiency with Direction) (Reduction of
drives)
Types of Motives
Analysis
In today’s fast paced and cut throat competition world every person
is bothered with some kind of depression and frustration. The work
culture in Mystic Monk Designs Pvt. Ltd.is not deprived of it too.
Being the suppliers of High fashion garments the employees are
under constant pressure of meeting the deadlines of shipment.
Though the company pays well to all its employees meeting their
Physiological and Security needs but it need to provide all its
employees Acceptance or Affiliation and Esteem Needs (Maslow’s
Theory of Hierarchy of Needs).
Recommendation
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may include different incentives, wage plans, productive bonus
schemes etc.
Organizational Communication
4. Information Ownership
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• Providing correct information
• It distorts information
• It overlooks superiors
Analysis
Recommendation
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FRINGE BENEFITS
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hospitalization, life insurance, medical care, sick benefits sick
leave etc.
a. Hours of work:
b. Paid holiday;
c. Shift premium;
d. Holiday pay;
e. Paid vacation.
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Safety and Health: Employee’s safety and health should be taken
care of in order to protect the employee against accidents,
unhealthy working conditions and to protect worker’s capacity.
i. Sickness benefit;
a. Canteens;
b. Consumer societies;
c. Credit societies;
d. Housing;
e. Legal aid;
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f. Employee counseling;
g. Welfare organization;
h. Holiday homes;
i. Educational facilities;
j. Transportation;
l. Miscellaneous.
a. Provident fund;
b. Pension;
d. Gratuity and
e. Medical benefit.
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CONCLUSION
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Such an organization structure will enable “Mystic Monk Designs
Pvt. Ltd.” to grow in a very harmonious way.
BIBLIOGRAPHY
Human Resource
Management C.B.Gupta
Human Resource
Management T.N.Chabra
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• Newspapers: Economic Times, Times of
India, Hindustan times, Magazines:
• Business World.
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PROJECT REPORT
ON
HUMAN RESOURCE PLANNING AND ITS
RELATION TO GARMENT MANUFACTURING
At
MYSTIC MONK DESIGNS PVT. LTD.
Submitted by:
ADITYA SIKANDER
Roll No. K6BBA052
1. Introduction 1
2. Objectives 2
4. Research Methodology 4
5. Literature Review 5
6. Company Profile 6
7. Problem Definition 7
9. Functions of HRM 15
12. Recruitment 42
13. Selection 49
15. Training 66
18. Conclusion 88
19. Bibliography 89
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ACKNOWLEDGEMENT
I must thank the employees of the Mystic Monk Designs Pvt. Ltd.
At the end I would like to thank God who was always there with me
& will always be supporting me in our work.
(ADITYA SIKANDER)
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