RESEARCH PROPOSAL

TOPIC: HR Challenges After An Economic

Slowdown.
GROUP MEMBERS: Suzanna Correia
Poonam Telreja Ravi Motwani Sneha Laskare Hitesh Siddardth

INTRODUCTION Human resource is a term used to describe the individual who comprises the words Forces of the organization although it is also applied in labour economics. HR Role in the organization is to maximize human investment capital and minimize financial risk seek to achieve by aligning supply of skilled and qualified individual and capabilities of the capabilities of the current work force. A recession is a business cycle contraction, a general slowdown in economic activity over a period of time for more than two consecutive quarters. In todays arena the most common word we come across are recession and downturn. Recession or crisis is the part of the normal cycle of business. It is certain that they will sooner or later occur. Therefore, it makes just as much sense to plan for recession or downturns as it does to plan for good, economic times. The management people and employees may experience anxiety around a number of issues during an economic crisis or downturn. In this recession period HR play an important role to make the industry sustain and the entire economy flourish HR needs to be proactive and come up with early interventions as for any organization to survive during recession; the ability to retain its best people is must. During these days, HR people sometimes even take the harsh decision of reducing the numbers and land up at downsizing. The word downsizing is even taken as rightsizing and optimizing but we may not know or ignore the fact that neither the bad situation nor the good conditions lasts long.
Present Challenges of Human Resource Management Corporate reorganization

Sustaining companys position and growth Changing demographic workforce Knowledgeable and multi skill workforce Changing mindset of workforce New industrial relation approach Society based corporate responsibility

According to a recent study by Hewitt Associates, a leading global HR consultancy firm, companies led by their HR departments are tightening their peoples processes to deal with the economic slowdown. The research, aimed at gauging the impact of the slowdown on compensation and salary trends and based on a survey of 150 well-known corporates in the country, indicates the following:

 63 per cent organizations have factored in Inflation and rising input costs in their salary increase budgets for 2009 Indian companies have lowered the average Salary projections for 2009 by a percentage point at 13.9 per cent, as compared to the previous year Companies are looking to balance the pressures of inflation and lower HR budgets by raising productivity (57 per cent) and redeploying manpower (31 per cent) 30 per cent companies have said that they have increased performance linkages to counter fixed-pay increases 20 per cent have initiated a hiring freeze or a slowdown in recruitment

OBJECTIVE: To study the Challenges faced by HR after the Global economic slowdown. To also find out the effects of economic slowdown on several organizations and an HR managers role in it and how they overcome the effects of economic slowdown. SIGNIFICANCE OF THE STUDY:
To help an organization know how to deal with the economic slowdown in a better way. How the challenges can be deal in a better way To be prepared with a better solution for the next time economic slowdown takes place. Also to maximize the growth of the organization in the best possible way with less of economic slowdown on it.

LITERATURE SURVEY: exploratory research RESEARCH DESIGN: The study will involve evaluating the Challenges faced by
HR during the Global economic slowdown. Consequently, the research will be designed to achieve the objectives set out by the researcher.

HYPOTHESES: An HR Faces a lots of immerged challenges during the Global

economic slowdown.

SAMPLING DESIGN: The researcher will adopt the survey type of research in
which a sample from the target population will be used for the study. An approximate sample of 15 to 20 HR managers from different organizations would be interviewed.

DATA COLLECTION: This would mainly include a questionnaire or an interview

method with open ended questions.

DATA ANALYSIS: The data analysis would be done on basis of the data collected
in form of questionnaires or the interview method. Several tests would be done in order to get the result required

RESULT AND FINDING: The result and findings would be based on the data
collected and the analysis done.

EXTRACTED BENEFITS OF THE STUDY: This makes the organizations deal with the recession in a better way and also find the best possible solution.

BIBLIOGRAPHY: Human Resource Management by Nelson and Ashwathapa