• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
  1. 1
  2. 2
  3. 3
  4. 4
  5. 5
  6. 6
  7. 7
  8. 8
  9. 9
  10. 10
  11. 11
  12. 12
  13. 13
  14. 14
  15. 15
  16. 16
  17. 17
  18. 18
  19. 19
  20. 20
  21. 21
  22. 22
  23. 23
  24. 24
  25. 25
  26. 26
  27. 27
  28. 28
  29. 29
  30. 30
  31. 31
  32. 32
  33. 33
  34. 34
  35. 35
  36. 36
  37. 37
  38. 38
  39. 39
  40. 40
  41. 41
  42. 42
  43. 43
  44. 44
  45. 45
  46. 46
  47. 47
  48. 48
  49. 49
  50. 50
  51. 51
  52. 52
  53. 53
  54. 54
  55. 55
  56. 56
  57. 57
  58. 58
  59. 59
  60. 60
  61. 61
  62. 62
  63. 63
  64. 64
  65. 65
  66. 66
  67. 67
  68. 68
  69. 69
  70. 70
  71. 71
  72. 72
  73. 73
  74. 74
  75. 75

Human Resource Management - Need of the Time

Extracts from this document...


Summer Project Report On Human Resource Management - Need of the Time Submitted by: Virang B. Darji Roll no: 03018 MBA - I 2003-05 Work done at: Punyam management services Pvt. Ltd. In partial fulfillment of requirement of summer training - MBA Program. At Navanitlal Ranchhodlal Institute of Business Management. Gujarat University TABLE OF CONTENT PREFACE 3 ACKNOLEDGEMENT 4 EXECUTIVE SUMMARY 5 COMPANY PROFILE 6 PUNYAM GROUP ORGANIZATION STRUCTURE 7 INTRODUCTION 13 HUMAN RESOURCE PLANNING 18 JOB ANALYSIS 22 RECRUITMENT 25 SELECTION 29 TRAINING & DEVELOPMENT 31 PERFORMANCE APPRAISAL 37 EMPLOYEE WELFARE 42 MOTIVATION 44 INDUSTRIAL RELATION 49 GRIEVANCE PROCEDURE 53 COLLECTIVE BARGAINING 56 PARTICIPATIVE MANAGEMENT 59 TRADE UNION 60 CASE STUDY 61 CONCLUSION 74 BIBLIOGRAPHY 75 PREFACE The concept of human resource management is of comparatively recent origin. This does not mean that over the decade's people in all walks of life have not applied the basic philosophy of human resource management. The fact is, it is only in the recent past that an organized body of thoughts and principals which holds the developments of human ability as an investment and not cist, has been formulated and propagated. Manpower is indisputably the basic resource. It is an indispensable means of converting other resources for achievement of organizational goals. Human resource management is an integrated strategy and planned development process for effective utilization of human resource and organization. It is rather a total matching process between Hard S's (structure, system and strategy) and soft S's (staff, skill, style and super ordinate goals). An increasing number of organizations place heavy emphasis on manager's process skills in working closely with people of varied background, and in motivating employees, maintaining morale, building trust, gaining commitment, fostering teamwork, leading innovation and facilitating organizational change. On the other hand managers are expected to engage in a wide variety of HRM activities include hiring the right person for the right job, inducting and training new employees, appraising and managing the performance of super ordinates, controlling labor cists, managing organizational change and creating a corporate culture, understanding international dimension of organizational behavior and developing skills in cross-cultural negotiation. ...read more.


* Behaviorally Anchored Rating Scale: A performance appraisal method that generate critical incidence in develops behavioral dimension of performance. The evaluator appraises behaviors rather than their traits. * 360 Degree Appraisal: A performance appraisal method in which supervisors, peers, employees, customers and the like evaluate the individual. INCENTIVE PAYMENT: Individual Incentive: * Merit Pay: An increase in one's pay usually given on annual basis. * Piecework Plan: A compensation plan where by employees are typically paid for the number of units they actually produce. Group Incentive: * Plant Wide Incentive: An incentive system that rewards all members of the plant based on how well the entire group performed. * Scanlon Plan: An organization wide incentive program focusing on co-operation between manager and employee through sharing problems, goals and ideas. * Improshare: A special type of incentive plan using a specific mathematic formula for determining employee bonus. Pay for Performance: Rewarding employees based on their performance. * Competency Based Compensation Program: Organizational pay system that reward skill, knowledge and behavior. * Broad Banding: Pay employees at present levels based on level of competencies they processes. Team Based Compensation: Compensation based on how well the team performed. Fringe Benefit: The term fringe benefits refer to the extra benefits provided to employees in addition to the normal compensation paid in the form of wage or salary. The main features of fringe benefits, as they stand today, may be stated thus: * They are supplementary forms of compensation. * They are paid to all employees based on their membership in the organization. * They are indirect compensation because they are usually extended as a condition of employment and are not directly related to performance. * They help raise the living conditions of employees. * They may be statutory or voluntary. Provident find is a statutory benefits where as transport is a voluptuary benefit. Objectives of Fringe Benefits: * To create and improve sound industrial relations. ...read more.


* A fully equipped computer centre with a host of PCs connected through LAN * Excellent cut models of diesel engine, motor and simulators as training aids * Physical training and yoga, squash, badminton, tennis, billiards and table tennis * Medical facilities * Furnished hostel accommodation for 160 participants and a VIP Guest house ALLIANCES * Formal alliances with reputed organizations and Institutions like ASCI, Hyderabad, MDI (Management Development Institute), Gurgaon, IMI, New Delhi, ICWAI, New Delhi, Andhra University, Roorkee University, and the Indian School of Mines, Dhanbad have helped the Institute to provide quality dissemination of knowledge. The R&D wing of ONGC Academy is continuously engaged in updating strategic HRD plans to improve productivity, efficiency and effectiveness of ONGC executives. THRUST AREAS Development of core faculty in new areas * Marketing HRD expertise to E&P industry Trainings oriented to : > Organizational restructuring and transformation > Information technology > Business process re-engineering > Hi-tech exploration techniques > Enhanced oil recovery > Cost estimation and cost control > Diversification and marketing of training services > Training of trainers > Generation of ONGC related case studies CONCLUSION ONGC has undertaken an organization transformation exercise in which HR has taken a lead role as a change agent by evolving a communication strategy to ensure involvement and participation among employees in various work centers. Exclusive workshops and interactions/brainstorming sessions are organized to facilitate involvement of employees in the project. Policies and policy makers at ONGC have always had the interests of large and multi-disciplined workforce at heart and have been aware of the nuances and significance of cordial Industrial relations. By enabling workers to participate in management, they are provided with an informative, consultative, associate and administrative forum for interactive participation and for fostering innovative culture. In fact, ONGC has been one of the very few organizations where this method has been implemented. It has had a positive impact on the overall operations since it has led to enhanced efficiency and productivity and reduced wastages and costs. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Teaching section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Teaching essays

  1. Reflective Report On Group Project

    For the student questionnaires a stratified random sampling was the chosen technique to use. A stratified random sample is where 'the parent population is divided into mutually exclusive and exhaustive subset; then a simple random sample of units is chosen independently from each subset' (Ghauri & Gronhaug, 2002, p116).

  2. Bergen Academy Applicants Essay

    I work steadily, but I am so eager to learn more that sometimes I rush myself and make unnecessary mistakes. When I have a mistake or problem, I instinctively try to resolve it as quickly as possible. I cannot continue working if I cannot resolve a problem.

  1. Maslow's hierarchy of needs applied to the classroom setting. Maslow hierarchy of needs can ...

    Finally and most importantly, constructionism allows group work and makes learning fun. To conclude, such approach will motivate the students especially those with behavioural problems and with high arousal seeking needs, helping them to success in their learning. Reference List Bull, K.S.

  2. Case study on children behavior

    The anecdotal record was also conducted during one day. I may have observed Travis during a time period that was difficult for him and so his behaviors those days may not have been his usually reactions. Travis's benchmark assignment may also not be a reliable source of information because he may not have liked the direct task and so

  1. Discuss the similarities and difference between human and physical geography

    However, in 2003/04 the difference increased to 19,170 meaning for every 1 human geographer, there were 2.5 physical geographers.

  2. Child Initiated Play Observation. My observation of Child M took place in play ...

    with sand and transfer back the objects in to the sand pit in a consistent fashion. As she works with these objects , the small muscles in her hands are developing with. Control of the hands and fingers also improves greatly during early childhood, allowing children to cut and paste effectively (Berk, p.31 2, 2001).

  1. Explain how the history of education has been a process of continual change. You ...

    The Forster's Act would mean that now parents had the choice of whether or not to send their children to religious or state schools, even if they did decide on Church schools the act did not limit them to

  2. Trace the historical development of physical education and discuss the effects that these developments ...

    The performance was seen as more important than the result. Athleticism also met middle class values of respectability and order. Values of sportsmanship, leadership and abiding by the rules. There were people who were against the idea of athleticism. They said that it lead to regimentation of boys thoughts and

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work