Role of Hr ( Brm Project)

8/13/2019 Role of Hr ( Brm Project)

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BRACTs

Vishwakarma Institute of Management(An ISO 9001-2008 Certified Institute)

(Approved by AICTE-New Delhi, Recognized by Government of Maharashtra and Permanently Affiliated to University of Pune)

MBAProgrammeRated as MH-A by CRISIL

Recipient of the 19thDewang Mehta B School Award for the Best B School with Academic Inputs in Marketing

Rewarded as Second Best Professional Institute in Urban Area Category by the University of Pune

Project report

On

Role of HR Department in Growing Organization

Submitted By

Ankita Kirad (13011064) MBAI, Div.A


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INDEX

SR.NO TITLE PAGE NO

1. Executive Summary 1

2. Objective 2

3 Introduction 2

4. Research methodology 4

5. Hypothesis 6

6 Data Analysis & Interpretation 11

7 Summary of findings 24

8 Limitations 24

9 Conclusion 25

10 References 26


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1. Executive SummaryHuman Resourcesevolved from the term: personnel, as the functions of the field moved

beyond paying employees and managing employee benefits. The evolution of the HR function

gave credence to the fact that people are an organization's most important resource. People are an

organization's asset. Employees must be hired, satisfied, motivated, developed, and retained.

William R. Tracey, in The Human Resources Glossarydefines Human Resources as: "The

people that staff and operate an organization as contrasted with the financial and material

resources of an organization."

And if you have more than five employees, you will need to develop a fairly comprehensive

human resources program; using HR strategic planningtechniques and building those

techniques and strategies into your overall business operations.

All businesses require resources to execute theirbusiness operations plan (related to

equipment, software, people, products or services). Human resources is the specific resources

category of people who help you operate and run your business.
http://more-for-small-business.com/business-operations.htmlhttp://more-for-small-business.com/business-operations.htmlhttp://more-for-small-business.com/business-operations.htmlhttp://more-for-small-business.com/business-operations.htmlhttp://more-for-small-business.com/business-operations.htmlhttp://more-for-small-business.com/business-operations.html


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2. Objectives

To study the role of HR Department in the Organization To understand the HR role in Growth of the Organization.

3. Introduction

The HR Roles are as follows: Workforce planning through your HR strategic planning Recruiting employees (from developinghiring questions to interviewing) and

selecting the best people for the job;

Once you've got the best people, you focus onemployee retention; Track and managehuman resources trends ; Coaching and counseling; Firing employeesor laying off staff during tough times or a business re-sizing;

Defining orientation as a priority as you bring on new staff and developing anewemployee orientationprocess;

Buildingemployee training development, and linking that training withperformance goals through theemployee development plan;

Train staff on how to do an effectiveperformance evaluation and build aperformance review program for your employees, and even yourself (usesample

performance evaluations to help write the appraisals);

Posting internal and external available jobs; Developing anemployee compensationand benefits structure specific to your

business needs;

Ensuring that your benefits program meets the legal requirements in your area and iscompetitive enough to attract (and keep) potential employees;

Promoting from within when possible;
http://more-for-small-business.com/recruiting-employees.htmlhttp://more-for-small-business.com/hiring-questions.htmlhttp://more-for-small-business.com/employee-retention-tips.htmlhttp://more-for-small-business.com/employee-retention-tips.htmlhttp://more-for-small-business.com/human-resources-trends.htmlhttp://more-for-small-business.com/human-resources-trends.htmlhttp://more-for-small-business.com/firing-employees.htmlhttp://more-for-small-business.com/firing-employees.htmlhttp://more-for-small-business.com/define-orientation.htmlhttp://more-for-small-business.com/new-employee-orientation.htmlhttp://more-for-small-business.com/new-employee-orientation.htmlhttp://more-for-small-business.com/employee-training-development.htmlhttp://more-for-small-business.com/employee-training-development.htmlhttp://more-for-small-business.com/employee-training-development.htmlhttp://more-for-small-business.com/employee-development-plan.htmlhttp://more-for-small-business.com/employee-development-plan.htmlhttp://more-for-small-business.com/performance-evaluations.htmlhttp://more-for-small-business.com/performance-evaluations.htmlhttp://more-for-small-business.com/sample-performance-evaluations.htmlhttp://more-for-small-business.com/sample-performance-evaluations.htmlhttp://more-for-small-business.com/employee-compensation.htmlhttp://more-for-small-business.com/employee-compensation.htmlhttp://more-for-small-business.com/employee-compensation.htmlhttp://more-for-small-business.com/employee-compensation.htmlhttp://more-for-small-business.com/sample-performance-evaluations.htmlhttp://more-for-small-business.com/sample-performance-evaluations.htmlhttp://more-for-small-business.com/performance-evaluations.htmlhttp://more-for-small-business.com/employee-development-plan.htmlhttp://more-for-small-business.com/employee-training-development.htmlhttp://more-for-small-business.com/new-employee-orientation.htmlhttp://more-for-small-business.com/new-employee-orientation.htmlhttp://more-for-small-business.com/define-orientation.htmlhttp://more-for-small-business.com/firing-employees.htmlhttp://more-for-small-business.com/human-resources-trends.htmlhttp://more-for-small-business.com/employee-retention-tips.htmlhttp://more-for-small-business.com/hiring-questions.htmlhttp://more-for-small-business.com/recruiting-employees.html


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Developing and communicating employee and business policies, in other wordsanemployee handbook;(for example, a sample employee handbook will include

aconflict of interest policy, overtime policy, safety commitment, and more);

Ensuring that your human resources practices follow legal requirements in your area; Developingjob descriptions and operating and/or job standards; Developingconflict management strategies andconflict resolution

methods specifically for your business: and coaching people on how to use those

strategies and methods.

The Role of Human Resources In all businesses, people are your most important resource and the most

challenging to managebecause you typically require people to help

youmanaging and operating your business and because people are not machines and

they do not respond or react in a predictable or consistent manner.

The role of human resources in small business is to focus on the people who areyour human resources: you will need to learn how to hire, train, coach

andmentor,and develop them to be significant contributors to your business.

For the success of your business and its future growth, you need to include HRstrategic planning in your overall business plan as people are your most important

resource. Remember also that your employees often have direct or indirect contact

with your customers (you want to have capable, customer service focused and happy

employees in contact with your customers), suppliers and other stakeholders.

In a small business, with one or more employees, you may wish to considerthe advantages of outsourcing your HR needs. Human resources outsourcing is

quite common and there are many talented HR firms, practitioners and specialists

who can provide you with the necessary support in key areas.

Human resources include a myriad of functional areas, encompassing responsibilitiesfrom recruitment and staffing to compensation and benefits or training and

development.
http://more-for-small-business.com/employee-handbook.htmlhttp://more-for-small-business.com/employee-handbook.htmlhttp://more-for-small-business.com/employee-handbook.htmlhttp://more-for-small-business.com/sample-employee-handbook.htmlhttp://more-for-small-business.com/job-descriptions.htmlhttp://more-for-small-business.com/job-descriptions.htmlhttp://more-for-small-business.com/conflict-management-strategies.htmlhttp://more-for-small-business.com/conflict-management-strategies.htmlhttp://more-for-small-business.com/conflict-resolution-methods.htmlhttp://more-for-small-business.com/conflict-resolution-methods.htmlhttp://more-for-small-business.com/conflict-resolution-methods.htmlhttp://more-for-small-business.com/managing.htmlhttp://more-for-small-business.com/business-mentors.htmlhttp://more-for-small-business.com/business-mentors.htmlhttp://more-for-small-business.com/business-mentors.htmlhttp://more-for-small-business.com/advantages-of-outsourcing.htmlhttp://more-for-small-business.com/advantages-of-outsourcing.htmlhttp://more-for-small-business.com/business-mentors.htmlhttp://more-for-small-business.com/managing.htmlhttp://more-for-small-business.com/conflict-resolution-methods.htmlhttp://more-for-small-business.com/conflict-resolution-methods.htmlhttp://more-for-small-business.com/conflict-management-strategies.htmlhttp://more-for-small-business.com/job-descriptions.htmlhttp://more-for-small-business.com/sample-employee-handbook.htmlhttp://more-for-small-business.com/employee-handbook.html


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4. Research Methodology

ResearchThe Advanced Learners Dictionary of Current English lays down the meaning of

research as a careful investigation or inquiry especially through search for new facts in any

branch of knowledge.

Redman and Mory define research as a systematized effort to gain new knowledge.

According to Clifford Woody research comprises defining and redefining problems,

formulating hypothesis or suggested solutions; collecting, organizing and evaluating data;

making deductions and reaching conclusions; and at last carefully testing the conclusions to

determine whether they fit the formulating hypothesis.

Research methodologyis a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically.

Research processResearch process consists of series of actions or steps necessary to effectively carry out

research and the desired sequencing of these steps.

Steps in Research Process1. Identification of the topic for the study

2. Formulate hypothesis of the study.

3. Sample design.

4. Determine source of the data collection. (primary and secondary data) from the company

records.

5. Collection of the data as per the need of the subject.

6. Analysis of the data.


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7. Observations & Findings according to analysis.

8. Recommendation based on the observations &findings.

9. Conclusion based on the observations, findings.

Process of Research Methodology

Recommendationsbased

on observations

Conclusion

Observations and

findings

Data Analysis and

Interpretation

Data Collection

Sample Design

Define Research

Problem

Formulate

Hypothesis


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5. Hypothesis Definition

The word HYPOTHESIS is a compound of two words, Hypo and Thesis.

Hypo means under or below and,

Thesis means a reasoned theory or rational viewpoint.

According to Coffey, A hypothesis is an attempt at explanation, a provisional

supposition made in order to explain scientifically some fact or phenomenon.

George Caswell has defined hypothesis as A summary, temporary and imaginary related

to subject of study.

According to Webster, Hypothesis is a thought, condition or theory which is

accepted without any faith as that from it logical consequences can be extracted and by

the help of known or ascribable facts, the truth of this thought can be examined.

Hypothesis is a proposition which can be put to test to determine its validity.

Hypothesis of the researchThe HR Department plays a vital role in Growing Organizations

Sampling DesignSampling is selecting a few people from the population carefully enough, so that

results obtained from studying the sample could be applicable to the target segment.

The terms to make a sample design are:

o Populationo Sampleo Sampling unit


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o Sampling frameo Sample size

Population: In statistical terms, a population is the finite or infinite collection of elements that

are under study.

Sample:The term sample refers to that group of elements of the population, specifically selected

for study. Sample is a deliberately selected subset of population. Sample constitutes selected

respondents who are the representative of the total population.

Sampling Unit: It is one of the units into which the aggregate population is divided,

conceptually or actually for the purpose of sampling.

Sampling Frame: It is the list of all sampling units from which sample is to be drawn. It is to be

as representative of the population as possible.

Sample Size: This refers to the number of items to be selected from the population to constitute

a sample.

The sample size is 47

Data collectionOnce the research problem is formulated and research design is determined the next

task is data collection.

There are two types of data:

1. Primary data

2. Secondary data


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1. Primary dataThe primary data are data which are collected afresh and for the first time and

thus happen to be original in character.

There are different methods of collecting primary data:

ObservationObservation is one of the simplest methods for primary data research and would not

cost much.

Interviewso Face-to-face interviewso Web-based interviewso Telephone interviews

Surveys and QuestionnairesBoth are popular means of gathering data and can reach a large number of people, but

they need to be designed and reedited repeatedly to make them acceptable to people. You can

either print out copies to hand them out to people or send them to your respondents through

email.

Focus group interviews and consumer panelsGather a group of people, specifically from your company's target market, and have a

facilitator guide them in examining a certain product and asking their opinions on said

product. This method is primarily used to determine whether a company's new product orbrand name will be acceptable to their target market and to the general public.


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2. Secondary dataThe secondary data are data which is collected from the primary sources that can

be used in the current research study. Collecting secondary data often takes considerably

less time than collecting primary data where you would have to gather every information

from scratch. It is thus possible to gather more data this way.

There are different methods of collecting secondary data:

o Bookso Recordso Biographieso News paperso Published censuses or other statistical datao Data archiveso Internet articleso Research articles by other researchers (journals)o Database

Methods used in this project:In this project Data collection is done as following:

o Primary Data: Primary data is collected by Questionnaire method.o Reason for Selecting Questionnaire Method: This method of data collection

involves low cost; very easy to collect and to analyze the data statistically.


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Respondents have adequate time to fill up the questionnaire; hence this method has

been used for collection of primary data.

o Secondary Data: Secondary data is collected from internet, books.o Sample Size: 47 Employees from different organizations.


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6. Data Analysis & Interpretation

Explanations: For each question there will be one charts and one table the chartshows the percentage of the response of the employees of that question. The table shows

the no. of responds and percentage of rate marks to the question.

1] Workforce planning through HR strategic planning

EXP in months APPLICABLE

NOT

APPLICABLE

GRAND

TOTAL

0-11 18 5 23

12-23 7 0 7

24-35 9 0 9

36-47 4 1 5

60-71 1 0 1

108-120 0 1 1

GRAND

TOTAL 39 7 46

Analysis: 97% of the employs of all groups of job experience believe that this HR Role is

applicable and in their organization.

46%

18%

23%

10%

3% 0%

APPLICABLE

0-11

12-23

24-35

36-47

60-71

108-120


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2] Recruiting employees (from development hiring questions to interviewing) and selecting

the best people for the job


NOT

APPLICABLE

GRAND

TOTAL

0-11 20 1 21

12-23 7 0 7

24-35 6 5 11

36-47 3 2 5

60-71 1 0 1

108-120 1 0 1

GRANDTOTAL 38 8 46



52%

18%

16%

8%

3% 3%

APPLICABLE

0-11

12-23

24-35

36-47

60-71

108-120


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3] Track and manage human resource trends

EXP in months

APPLICABLE

NOT

APPLICABLE

GRAND

TOTAL

0-11 16 5 21

12-23 5 2 7

24-35 8 3 11

36-47 5 0 5

60-71 1 0 1

108-120 1 0 1

GRANDTOTAL 36 10 46

Analysis: 100 % of the employs of all groups of job experience believe that this HR Role is

applicable and in their organization

44%

14%

22%

14%

3% 3%

APPLICABLE

0-11

12-23

24-35

36-47

60-71

108-120


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4] Coaching and Counseling


NOT

APPLICABLE

GRAND

TOTAL

0-11 20 1 21

12-23 7 0 7

24-35 9 2 11

36-47 4 1 5

60-71 1 0 1

108-120 1 0 1

GRAND

TOTAL 42 4 46

Analysis: 100% of the employs of all groups of job experience believe that this HR Role isapplicable and in their organization.

48%

17%

21%

10%

2%2%

APPLICABLE

0-11

12-23

24-35

36-47

60-71

108-120


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5] Building employee training development and lining that training with performance goals

through the employment development plan


NOT

APPLICABLE

GRAND

TOTAL

0-11 20 1 21

12-23 6 1 7

24-35 9 2 11

36-47 4 1 5

60-71 1 0 1

108-120 1 0 1

GRANDTOTAL 41 5 46



49%

15%

22%

10%

2% 2%

APPLICABLE

0-11

12-23

24-35

36-47

60-71

108-120


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6] Train staff on how to do an effective performance evaluation and build a performance

review program for your employees and even yourself



42%

17%

27%

10%

2% 2%

APPLICABLE

0-11

12-23

24-35

36-47

60-71

108-120


NOT

APPLICABLE

GRAND

TOTAL

0-11 17 4 21

12-23 7 0 7

24-35 11 0 11

36-47 4 1 5

60-71 1 0 1

108-120 1 0 1

GRANDTOTAL 41 5 46


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7] Developing conflict management strategies and conflict resolution methods


NOT

APPLICABLE

GRAND

TOTAL

0-11 19 2 21

12-23 6 1 7

24-35 10 1 11

36-47 5 0 5

60-71 1 0 1

108-120 0 1 1

GRAND

TOTAL 41 5 46



46%

15%

24%

12%

3% 0%

APPLICABLE

0-11

12-23

24-35

36-47

60-71

108-120


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8] Developing job descriptions and operating and/or job standards

APPLICABLE

NOT

APPLICABLE

GRAND

TOTAL

0-11 19 2 21

12-23 6 1 7

24-35 11 0 11

36-47 4 1 5

60-71 1 0 1

108-120 1 0 1

GRAND

TOTAL 42 4 46



45%

14%

26%

10%

3%2%

APPLICABLE

0-11

12-23

24-35

36-47

60-71

108-120


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9] Developing and communicating employee and business policies, in other words an

employee handbook


NOT

APPLICABLE

GRAND

TOTAL

0-11 18 3 21

12-23 7 0 7

24-35 11 0 11

36-47 4 1 5

60-71 1 0 1

108-120 1 0 1

GRANDTOTAL 42 4 46



43%

17%

26%

10%

2% 2%

APPLICABLE

0-11

12-23

24-35

36-47

60-71

108-120


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10] Developing an employee compensation and benefits structure specific to your business

needs


NOT

APPLICABLE

GRAND

TOTAL

0-11 18 3 21

12-23 5 2 7

24-35 11 0 11

36-47 4 1 5

60-71 1 0 1

108-120 1 0 1

GRANDTOTAL 40 6 46



45%

12%

27%

10%

3% 3%

APPLICABLE

0-11

12-23

24-35

36-47

60-71

108-120


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11] Ensuring that your benefit programs meets the legal requirements in your area and is

competitive enough to attract (and keep) potential employees


NOT

APPLICABLE

GRAND

TOTAL

0-11 19 2 21

12-23 7 0 7

24-35 10 1 11

36-47 4 1 5

60-71 1 0 1

108-120 1 0 1

GRANDTOTAL 42 4 46



45%

17%

24%

10%

2%2%

APPLICABLE

0-11

12-23

24-35

36-47

60-71

108-120


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12] Once you have got best people, you focus on employee retention


NOT

APPLICABLE

GRAND

TOTAL

0-11 21 0 21

12-23 6 1 7

24-35 8 3 11

36-47 4 1 5

60-71 1 0 1

108-120 1 0 1

GRAND

TOTAL 41 5 46



51%

15%

20%

10%

2% 2%

APPLICABLE

0-11

12-23

24-35

36-47

60-71

108-120


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13] Firing employees or lay-off during tough times or a business re-sizing


NOT

APPLICABLE

GRAND

TOTAL

0-11 20 1 21

12-23 5 2 7

24-35 10 1 11

36-47 4 1 5

60-71 1 0 1

108-120 0 1 1

GRAND

TOTAL 40 6 46



50%

12%

25%

10%

3% 0%

1

0-11

12-23

24-35

36-47

60-71

108-120


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7. Summary of findingso The HR department plays a vital role in the Organizations.o The HR department works for the Growth of thee Organizations.o All the employees having less or more months of job experience believe that HR

department contributes the most in the growth of its organization.

8. Limitationso Time period available for completion of project was less for doing in depth study of

this subject.

o Unwillingness of 100% of employees for filling up of questionnaire due to moreworkload.


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9. Conclusion


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10.References

Documents

Role of Hr ( Brm Project)