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HUMAN RESOURCE MANAGEMENT

PROJECT:
STEPS of HR PROCESS and other FUNCTIONS in

Submitted to: Mr. Syed Ali Abdullah


Made by:
M.FAIZAN AHMAD 07010920-035
S.ARSALAN HAIDER 07010920-059
SHAHZAD RASHEED 07010920-066
SANA GHAZANFAR 07010920-007
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HAJRA JAVAID
07010920-008

Submission Date: Jan 20, 2010

In The Name of ALLAH


The Most Gracious
The Most Merciful

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ACKNOWLEDGMENT

Accomplishment of this task was nothing but


generosity of ALLAH Almighty who’s

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countless blessings enables us
to perform this obligation.
We are deeply indebted to our family and
friends for their support and encouragement
which remains a chronic source of
motivation.
Special thanks are extended to Mr. Aftab Ali
Butt HR officer of the company for his
guidance, his personality was outstanding
source of inspiration for all of us.
We express our heartfelt gratitude to Sir Ali
Abdullah who gave us this opportunity to
learn the practicalities of Human Resource
Management Department of the company.
Finally I am gratified to my all group
members for their relentless cooperation
throughout the project, it was impossible for
me to complete the task without their
supportive efforts.

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CONTENTS

INTRODUCTION (METRO)………………………………. 5
FUNCTIONS HR DEPARTMENT…...……………………. 8
HR PROCESS……………………………………………….. 9
STEPS OF HR PROCESS ………………………………….. 11
HR PLANNING…………………………………………....... 11
RECRUITMENT ……………………………………………. 12
SELECTION ………………………………………………… 16
ORIENTATION……………………………………………… 21
TRAINING & DEVELOPMENT…………………………… 22
PERFORMANCE APPRAISAL…………………………….. 24
COMPENSATION AND REWARDS……………………….. 26
CAREER PLANNING AND DEVELPOMENT………….... 32
FLAWS………………………………………………………… 34
SUGGESTIONS………..…………………………………….. 36

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ANNEXURES………………………………………………… 38

INTRODUCTION

METRO GROUP OF COMPANIES:

Our aim is to present you constructive information, as regards our company that we trust it
makes you trouble-free to do business with us.

Established by "YUNAS" Group of Industries in 1973, incorporated as a Private Limited


Concern on 7th October 1985.

Begin with manufacturing of Electric Fans in Pakistan in the Brand name of METRO, in
different designs and sizes. It includes special varieties of Ceiling, Pedestal, Exhaust, Double

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Action Bracket Fans, Table and Circumatic Fans which display
their professional expertise, skill and are equally renowned locally
and abroad. The Company has also started a new setup of
manufacturing of Household Appliances, which include METRO Motor Cycles, Washing
Machine, Gas and Electric-heater, Air Coolers and Geysers in beautiful designs.

As a corporate guiding principle, we at METRO believe in providing best of services to our


clients with truthful information. Our extra friendly activities keep our members and dealers
cheerful and always ready to provide a helping hand.

MISSION
The main goal of METRO, is to improve the level of customer service in Motor Bikes,
Electrical Fans and in Household Appliances Manufacturing.
Hence the operation of the delivery services and distribution Is. professionally handled by the
experienced staff. We believe in providing fastest and efficient services to our clients backed by
the State of Art Manufacturing equipment and modern quality control systems. All these things
are our back-up power to achieve our targets and goals.
Our mission is to set our operations around your needs, building a one to one relationship with
each individual customer and tailoring our service according to your requirements.

VISION

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MEETING YOUR DREAMS… Quality is everything what we
execute, Right first time, on time, every time. WE INNOVATE
NOT IMMITATE. We being quality conscious are approved by
following quality institutions:-

• METRO Quality Products have been awarded Certification ISO-9002:1994. Certificate


No. Q-SC-5755 DT 5/4/2000 by DET Norske Veritas (DNV)..

• Saudi Arabian Standard Organization (SASO) under International Conformity


Programme by Intertek Testing Services (Singapore) Pte Ltd.

• Pakistan Standard and Quality Control Authority, Standard Development Centre (PSI-1).

• Also Registered with E in C’s Branch, General Headquarters, Rawalpindi (M.E.S.)

• Enlisted as Manufacturers/Exporters in Engineering Development Board (E.D.B.)


Ministry of Industry, Government of Pakistan.

• "The first Pakistani fan which is registered with Government of Kuwait".

We have met all the above quality certifications criteria due to our highly qualified, experienced
and devoted operational staff under the supervision of professionals, supervisors & inspectors
under secure working environments. We are producing environmental friendly and energy
saving products

RESOURCES

The Industry operates from 25 Acres facility incorporating Factory, Stores,


Offices and Display Centre.

Workforce = 600

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Office Staff = 60

International Marketing Coordinators =77

International Dealers =41

Board of Directors =5

Distributors in Pakistan =110

Fixed Assets Value = US $ 5 m

Stock Value = US $

FUNCTIONS OF HUMAN RESOURCE


DEPARTMENT
The HR Department at Metro is responsible for a number of activities pertaining to Human
Resource Management & Development. These include:

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 Employment (recruitment, selection and induction into the
organization)
 Promotion, Layoff (checking conformity of skills with new
department in case of transfer)
 Training and Development (coaching, performance appraisal, job rotation , feedback)
 Compensation Administration (designing and implementing employee evaluation
program, pay structure, maintaining records)

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 Benefits and Services (pensions, insurance programs, sick
leave pay plans, loan funds)
 Equal Employment Opportunity (no discrimination in terms of gender, race, age,
national origin, religion)

Human Resource Process

Job analysis:

Job analysis is done to know the work activities, human behavior, and working
conditions of a particular job. In this, HR manager want to know the machines and tools
which are used to perform that job. He may also want the information about the job’s
performance standards. He also collects the information about the human skills which are
required for the job.

In Metro, job analysis is done by HR officer (Aftab Ali Butt). He collects all the
information by using interview technique. He asks questions about the job and other job
related questions. He asks the questions such as

○ What is the job being performed?


○ What are the major duties?
○ What are the working conditions?
○ What are the job duties and responsibilities?
○ What is your education?

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○ How many years of experience you got?
○ What are the other skills you posses?
○ What is the job’s physical demand?
○ What are the health and safety conditions?
○ In which activities do you participate?
these were some questions by which he collects information about job from employee.
Using this information, he prepares a complete job analysis.

This information about job is then used in two ways

1) Job description 2) job specification

Job description:

in job description, information about what a worker actually does, how he does it, and
what the working conditions are is written. In Metro, the job descriptions are written by
using the information collected from job analysis. They write job name, job function, job
duties, limit of authority and skills required for the job in job description. This enables
them to know the duties of that particular job and use this information at the time of
recruitment for that job.

Job specification:

Job specification consists of the information about the human traits and experience
which are needed to perform a particular job.

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In metro, job specifications are also derived from job
analysis. They write all the human traits which are
required to perform a job successfully. This is all helpful
for them while creating a pool of candidates. Job specification is used for launching a
recruitment campaign.

STEPS OF HR PROCESS:
The steps of hr process which are performed in METRO are:

HR PLANNING

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HR planning in hr management is a process by which an organization ensures that it
has the right number & kind of people at the right place and at the right time, capable of
effectively and efficiently completing those tasks that help the organization achieve its
overall objectives.

It is the process of identifying the gap between what is the current business
situation/ current manpower and what is the future business situation / manpower need
and developing a plan to fill the gap with numbers of additional workers/staff /
managers etc skills of different levels flexibility in job handling achieving equal
employment opportunities experience- lifting the experience levels capabilities—

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improving capabilities for performance increase
potential of people training.
Forecasting future manpower requirements, where we use
mathematical projections to project trends in the economic environment and
development of the industry.

In metro. Planning and forecasting is not properly done. They don’t plan their future
manpower needs. They don’t use any of the forecasting technique. They don’t predict
their future human resource needs and how they will fill these needs.

They start their recruiting and selection procedure only when there is demand of the new
employee for any of their department. If one of the in departments needs a new
employee, the head of that department will send their need to HR department and the
post name for which they are needing a new employee. Then, the HR department starts
the recruitment campaign, by using the job description and job specification information.

Recruitment

Recruitment is a main part of any organization. If an organization cannot hire a


competent employee for a specific job then they cannot improve their services. An
unskilled or incompetent employee can cause a big loss for the company.
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In metro, candidates are recruited from different sources. These are internal as well as
external.

Internal sources

• Rehiring

Employees are rehired according to needs of the job. Former employees are rehired for
the benefit of the organization, as they know the organization’s culture style ant style,
and ways of doing things.

• SUCCESSION PLANNING

Metro company also emphasis on succession planning for high level jobs. They develop
the skills of their employees’ for their higher jobs. This recruiting technique is very
efficient for executive jobs.

EXTERNAL RESOURCES

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Metro company can’t get all the employees they need from
their current staff, and sometimes they just don’t want to.
So they have to use different external sources for
recruitment. Which are

• Via internet

Metro companies recruit the candidates via internet. For this purpose. They have
registered their organization on the website; WWW.ROZZEE.COM.PK

They post their job ads on this website and the eligible candidates access them via this
website and submit their C.Vs through internet and get the job.

• ADVERTISING

Metro company also recruit the people by advertising their job needs through media.
Mostly, they use newspaper for this purpose. They advertise on daily local and national
newspapers like JHUNG, JAZBA etc

• EMPLOYMENT AGENCY

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Metro company also has an agreement with an
employment agency named GREENLAND AGENCY
with provides the recruiting services to metro. They recruit
and select the employees on behalf of metro. Metro provides their manpower needs to
the agency with their required human needs, then the agency select the best suitable
employee for metro and gets the commission from metro.

• College recruiting

Metro is also involved in college recruiting. They recruit and select the fresh students
from colleges. They hire the technical students. For this purpose, they go to

○ SWEDISH INSTITUTE OF TECHNOLOGY(GRT)


○ FARAN INSTITUTE OF TECHONOLOGY (GRT).

• Employee referrals

Metro company hires their low level workers purely on the basis of the referrals of the
employees already working there. Employees are asked to recommend a person for the

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job opening. As far as working staff concerns the workers
in Metro are employed on referral basis. The company
basically needs the hard working workers. There is no
need of any type of qualification. All they need is commitment of employees for their
work. The existing employees used to give references of further employees if company
needs. And the references of the workers with good background history and fine output
records are given preferences over others

➢ Considerations:

The quality of employee referrals is usually high. Employees usually only refer people t
hat they are confident would be a good match for the position and organization.

People tend to recommend others with similar backgrounds. Therefore it is important to


ensure that the practice of employee referrals does not lead to a decrease in diversity
within your organization.

People recruited by your staff usually have some understanding of the work of the
organization

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SELECTION

Selecting the right employee for any organization is very important. It helps organization
in meeting its goals and objectives because only a suitable employee will be able to
perform his duties efficiently, also a right person selected for the job can take some
affective decisions that will help an organization in growing quickly. Human Resource
Managers should make sure that they select only that person that has best qualifications,
skills and experience available which matches to job specification of a job. If Human
Resource Managers select an imperfect employee for the job based on some favoritism
or biasness, the org will have to pay the price because that employee will not be able to
perform his duties efficiently and also the reputation of the organization will be bad in
the minds of public. So it is necessary for a Human resource Manager to hire the best
candidate available to them

SELECTION POLICY

• EEO

• main focus is on the qualification, skills, experience

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• preference to internal source

• the head of the department who needs the a new employee


makes the final decision

EEO
Metro hi tech is a well known organization nationwide does the right thing, they select a
person for a job according to law of EEO. They completely follow Equal Employment
Opportunity Law. What so ever, they select the person on merit, they don’t discriminate
and that shows why Metro name is spoken among some of the country’s best
organization of automobile industry.

MAIN FOCUS ON THE QUALIFICATION, SKILLS AND


EXPERIENCES:

They select the people on their quality, qualification, experience and skills. They select
candidates for the jobs in the organization only on external trade and not on the internal
trade. Many organizations in the country select people because of they are well groomed
or they are good looking, favoritism is practiced in many of organization throughout the
world. People are selected because of gender, religion or race preferred by the employer
or just because of they are attractive. But that is not the case in Metro, Metro in fact only

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select the candidate on the basis of their external trade i.e.
education, skills. They think that it does not matter what a
person is by birth, the only thing that matters to them is
what he has achieved so far in his life and how his education, skills or experience can
help their organization.

First Preference To Internal Employees:

Metro prefers internal source than the external, it likes to select their own employees,
like promoting them to vacant position rather than directly going to external sources, but
if it thinks that internal employees are not suitable to fill a vacant position then it goes to
external sources and hire and select the candidate from outside of their organization

THE HEAD OF THE DEPARTMENT WHO NEEDS THE


A NEW EMPLOYEE MAKES THE FINAL DECISION:

Interview is conducted in Metro for selecting a person. Both HR manager and


concerning manager are present in the interview. Concerning manager and Human
Resource Manager both participate in selecting a candidate and then the final decision is
made because they want to select the best candidate available to them, but the final
decision is made by the concerning manager himself, because he has asked for the new
employee.

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SELECTION PROCESS

1. Receive C.Vs :

First of all in selection process C.V.s are collected of the candidates that apply in Metro
for a particular job.

2. Short listing of Candidates:

First Human Resource Manager short lists the candidates on the basis of their C.Vs and
after best candidates are separated from the others. The line manager of the department
in which the job is vacant, short list the candidates also on the basis of C.Vs. That’s how
the best supply of the candidates is got by Metro.

3. Interviews:

After short listing the candidates, candidates are called for a interview. Technical
Interview is taken In Metro. Both Human Resource Manager and concerning Manager
are present at the interview. Comfortable environment is provided to interviewee. As
concerning manager knows all about the job for which they are selecting the employee

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so he asks technical questions related to job to see how a
candidate reacts. They also give time to candidate to speak,
they do not rush in the interviews, and candidates are
completely provided with chance to speak. They notice the body language of the
interviewee as well whether he is nervous or confident. Before concluding the interview
they explain the job to interviewee also and then they close the interview in a very
friendly manner, one of them even opens the door for the candidate to leave. That’s how

by providing candidate with proper time to speak and asking the relative analysis, they
analyze that whether he is suitable for the job or not.

4. Final Selection:

By the combine decision of the HR manager and concerning manager, the best suitable
candidate is selected.

5. References:
After the selection, references of that employee are contacted to get information about
the previous reputation of the candidate. This helps Human Resource Manager to analyze
the past life of the candidate.

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6. Placement on the Job :
After checking out the references, candidate joins the
organization after one month notice

Orientation

After a person is hired in an organization then the first thing to do is to introduce him
with the organization, its objectives, its processes, and its people.

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Metro also do that when they hire a new employee. When
a new employee joins the organization then the company
organized a small party called orientation in the
department in which he is being hired. In this way the fresh employee can easily come to
know about the system of the department as well as the company. The HR manager
introduces the fresh employee with the colleagues, sub-ordinates, and the systems of that
company. He Introduces the new employee to the supervisor he will be reporting to, if he
haven't already met. He shows him his work station and where to get any supplies he
might need. He talks briefly about important contacts he will want to remember, such as
the person responsible for ordering supplies, the payroll person and any others he feels
are key to the operation.

Training & Development

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Training is a process of teaching new employees the basic skills they need to perform
heir jobs. Development refers to the teachings which will lead the employee for future
efficiency. Training holds a lot of significance in any organization. By providing the
training to its employees, an organization can adapt to any kind of changes no matter
whether it is a legal, technological or economical change. Training step starts
immediately after the orientation of the employee. Sometimes, it depends on the nature
and kind of job. If the job is entirely new, and the employee does not have any previous
experience about the activities of the job, then he will need immediate training after
being employed, otherwise, training will be depending on the performance of the
employee. If his performance is up to the mark then, he will not be trained, otherwise he
will be trained.

Metro company also uses the tool of training to increase the performance level of their
employees. Firstly, they see that is there any need to train the employees. After that, they
identify the employees which are lacking in performance and need to be trained. Then
they implement the suggested training program on those employees. They mostly use
two training methods. Which are:

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• On the job training: (OJT)

They use on the job training to train their lacked employees. For this purpose, they
mostly apply coaching method, in which they assign a coach on the employee, which
guides the employee that how to work in different situations. This is a very effective
source of training and its results are very fruitful.

• Lecture type training:

Another way to train which is applied in Metro is conducting lectures. A supervisor of


specific department is assigned the obligations of the instructor and the employees who
are to be trained are asked to attend the lecture in the demonstration hall at predefined

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timings by the HR department. In this way, junior
employees acquire the exposure of senior experienced
employees.

PERFORMANCE APPRAISAL

PERFORMANCE APPRAISAL SYSTEM DURATION ?


(AFTER WHAT DURATION EVALUATION TAKES
PLACE)

• In Metro, evaluation on the basis of performance of every employee is been done,


once every year.
• In Metro, performance evaluation of an employee is been done at the start of every
year.

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• At first, line managers evaluates employees, while
having an eye on their performance throughout the
year afterwards their performance form is sent to the
executives and then they evaluate the employee by themselves too.

WHO ARE THE RATERS?

• Line manager rates the employee by keeping in view his performance of the specific
time period through performance appraisal form
• After complete assessment, annual confidential report is prepared and sent to
departmental head who decides how to compensate the employee for his satisfactory
or unsatisfactory performance

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HOW FEEDBACK IS GIVEN?

• The feedback is given in the written form to the employee whose evaluation has been
taken before. Any sort of ambiguities of the employees are tried to be solved out after
the feedback is taken.

Compensation & reward

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Compensation is one the most important human resource management functions for the
Metro’s HRM department. It helps to reinforce the organization’s culture and the key
values and to facilitate the achievement of its strategic business objectives. To encourage
performance it is obvious that it must be rewarded. Metro just does that. Employees who
have contributed the most in the achievement of the organization’s strategic business
objectives receive greatest rewards. That’s also the way they motivate their employees.

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BENEFITS;

The receipt of the benefit is determined on the bases of level rather than on the basis of
position. Level of the designation decides the level of benefits, whereas all the
employees working at same position are given the same benefits regardless of their
merit, performance and duties

PROVIDENT FUND:

All permanent employees are entitled to become its member. The company contributes
eleven percent of the basic salary to the fund; an equal amount is contributed by the
member

GROUP, LIFE INSURANCE:

All permanent employees are covered against death and disability up to 200,000 and Rs.
50,000 for the management and the non-management staff respectively.

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WORKPLACE SECURITY;

Metro ensures that all its present and future activities are conducted safely, without
endangering the health of its employees, its customers and the public. Therefore it
develop plans and procedures and provide resources to successfully implement this
policy and for dealing effectively with any emergency. It provides environmental, health
and safety training to all its employees and other relevant persons to enable them to carry
out their duties safely without causing harm to themselves, to other individuals and to the
environment.

LOAN FACILITY:

Metro offers loan facility to their employees. They can get the loan from the company and
use that to build and buy houses. The employee can get the loan up to 70% of his
provident fund. This is a good tool to motivate the employee and he become motivated
and loyal towards the organization.

HOUSING FACILITY:

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Metro company also offers free housing facility to the
employees which have come from far areas. This is very
helpful and motivating activity for the employees.

WORKING ENVIRONMENT:

Metro is committed to running their business in an environmentally sound and


sustainable manner. They set goals for continuous improvement in their development,
sourcing, manufacturing, and transportation activities. As part of that commitment, they
take a long term and life cycle view, continually improving environmental performance,
communicating openly with their stakeholders and reporting regularly on the company’s
performance.

Every manager and supervisor is responsible to see that there is no violation of laws
within his / her area of responsibility which proper supervision could have prevented.
The manager and supervisor is held responsible if he / she delegates particular tasks.

LEAVES OR ANNUAL VACATION:

Leaves are the legal right of the employees. Metro provides 25 annual leaves to all its
employees. It is a company policy to encourage employees to take time off from work to

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reduce stress level and break out from the day to day
routine in order to spend some quality time away from
work. Accumulating compensated absences Provisions are
made annually to cover the obligation for accumulating compensated absences and are
charged to profit.

EMPLOYEE RETIREMENT BENEFITS:

The main feature of the schemes operated by the company for its employees is as
follows:

All the executive staff members participate in an approved funded defined benefit
pension plan. In addition, there is an approved funded defined benefit gratuity
plan for all employees. Monthly contributions are made

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FIRING OF AN EMPLOYEE:

According to Metro’s policy management try to improve and polish the skills of an
employee through organizing different training programs but if the employee are not still
giving desire results after the training then ultimately management take a step which is
unfavorable for employee. Other reasons of dismissal are given below;

REASONS:
• Misconduct
• Neglect of duties
• Dishonesty
• Drunkenness
• Absenteeism
• Incompetence
• Disciplinary rules are not met.

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WAYS OF DISMISSAL:
The procedures of dismissal are given below;

• Management entitled to terminate the contract by providing reasonable notice to


employee
• The copy of notice is also given to HRD
• HRD study the case and give the specific time to employee for reporting(normally 3
days).
• If the employee is not able to defend himself then HRD terminates the employee.
• If there is some problem with the employee’s performance then he/she is given oral
warnings and notices even then if there is no improvement in employee’s
performance then HRD terminates the employee.
• If the case is confusing and in favor of an employee then HRD have a right to cancel
the notice and restore the employee on his same designation and monitor there
working.

Career Planning & Development

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PROMOTION
Management would always prefer existing employees for promotion against vacancies.
However, if experienced person is not available within the company, management has
the right to employ experienced persons from outside in the best interest of the company.

Department head will recommend the employee for promotion to the vacant position and
Human Resource department will determine the salary within the available grade, based
on the performance and his education and experience. All promotions will be approved
by the Chief Financial Officer.

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JOB ROTATION
Moving the employee through a pre-planned series of
positions in order to prepare the person for an enhanced role with the company is job
rotation. Metro company also follow the job rotation policy to make their employee learn
and enhance their skills. This will lead them to the development of their career. In Metro,
this policy is practiced within a department. They change the jobs within to increase their
skills and to let them know the whole process of the department. This process increases
the productivity and efficiency of an employee.

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FLAWS:

• No proper future planning.


• Metro prefers internal source of recruitment a lot. TETRA PAK gives priority to
promotion from within and job posting over external sources of recruitment.
• The job analysis is done through interview which can be misleading because of
distortion of information. The employee can give false information as well which
will be harmful for the organization, as job analysis has an ultimate effect on
recruitment and selection.
• There is not any concept of job enlargement, job enrichment and dejobbing which
are the main stream of modern day HRM and very fruitful for the organization.
• The outsource of executive level persons from other companies which violates
the law of EEO.

• Metro does not investigate about the past of their selected employee and this can
be harmful to them in future. They only contact to a candidate’s references, and it
is obvious that references which candidates have provided will only talk about the
goodness of a candidate.

• They don’t take any kind of test while selecting a new employee that can be a
good tool of evaluating the skills of the people.

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• They conduct only constructed interviews. In this case, there is a possibility of
neglecting the question that must be asked to the candidate.
• They take one-on-one interview from the candidate which is lesser efficient tool
as compared to panel interview.
• The productivity of employees is not satisfactory because the company is not
giving proper attention in training and development. By formulating
recommended training and development strategies company can generate
proficient workforce.
• The bonus strategies are in accord with the ranks, which can demotivate the
deserving employees. So company should reestablish the bonus strategy so that
the deserving employees are properly compensated according to their worth.
• For the sake of performance appraisal company is currently using performance
appraisal form which is not enough for sufficiently measuring the performance
level.
• Company is lacking in formulating any strategy regarding employee relations
building. Necessary activities are organized by the company for this purpose.

• Leaders in Metro are not positive role models. Employees in Metro do not take
their leaders as positive role models. This means that leaders in Metro have such
an attitude or they perform in such a way that does not attract or impress their
subordinates, employees do not learn any thing from their leaders which raises the
chance of conflict between them.

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SUGGESTIONS:

• There should be proper future planning for better performance.


• They should not consider only employee referrals for hiring workers because it
might be less productive for the organization. The company should try to
integrate both internal & external hiring techniques in order to attract and select
the best available employees
• They should not use only Interview method for job analysis because it may lead to
the distortion of information. Instead they should use multiple techniques as a tool
to obtain correct and proper information, as job analysis has an ultimate effect on
recruitment and selection.
• There should be the concepts of job enlargement, job enrichment and dejobbing
because they are the main stream of modern day HRM
• There should be a friendly working environment for all types of positions in an
organization. Metro should give special instructions to the supervisor that they
should create friendly environment and should be open to their comments.

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• Human Resource Manager of Metro must investigate
about the past of a candidate; before putting him on
the job HR manager should know things like, Does candidate have some criminal
record? Does an employee drink or not? So Tetra Pak may not suffer because of
an employee’s disciplinary actions
• They should not outsource the executive level persons from other companies
• They should take different tests while selecting the new employees so that it may
be proved helpful for choosing best suitable person for the job.

• They should conduct structured interviews as well other than unstructured


interviews so that there might not be the possibility of neglecting any kind of
question.
• They should use the panel interview method rather than one-on-one interview, so
that it can give efficient results.
• They should give proper training and development to the employees to generate
proficient workforce.
• The bonus strategies should not be in accord to the ranks, it must be according to
the performance of employees so that the deserving employees may not be
demotivated.
• The company should improve their Performance Appraisal System by conducting
Appraisal Interviews along with the current system.
• They should formulate strategies regarding employee relations building for the
betterment of the organization.
• Leaders should be positive role models for their employees. There should be
special instructions given to leaders to act in a manner, so that the employees

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under them must learn from them. Leaders should be
punctual, lenient, and knowledgeable and should
motivate employees under them so that employees take them as their role models
and learn from them. This will help the organization ultimately to achieve their
goals.

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ANNEXURE
S

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