netrashetty
Netra Shetty
The Allen Organ Company builds classical digital and combination digital and pipe organs, as well as digital theatre organs. Its factory is located in Macungie, Pennsylvania in the United States.
This is the step-by-step plan of action by which an organization employs, utilizes or manages, develops, and deploys its human resources in order to attain its defined corporate mission and objectives.
A human resource strategy is devised in respect of recruitment, employee deployment, motivation and engagement, and employee retention.
By doing this, an organization puts itself in the position of being able to achieve its mission and objectives through its human resources.
This follows from the way how strategic human resource is strategically defined.
This is the effective way of organizing the workforce by the adoption of a specific strategy, where employees' performance can help to achieve the planned organizational targets, such as increasing revenue or improving the profit margin.
Strategic human resource management is "human resource management" carried out in a strategic way. The human resource activities are linked to the achievement of the organization's overall objectives.
This is the new way of managing human resources as compared to personnel management.
To ensure a high probability of success in the implementation of strategic human resource management, a number of things are necessary.
* Strategic recruitment where the right person is selected to fill the right job and according to organizational needs
o Using the right mix of incentives to motivate and engage employees who then can concentrate improving their performance
o Appointment of the right HR Head to provide the necessary leadership in making HR as a strategic partner
o An HR mission statement with well defined HR objectives drawn up in alignment with the overall organizational objectives
o Provision of the right set of training to every level of employees on an on-going basis
o Performance management system to identify high-performing employees for the purpose of giving rewards befitting their performance, work quality and output
Issues of SHRM
The strategic human resource choices involved in low cost of production strategy include:
* Train some of the employees in the area of time management, material handling at work etc.
* Retrenchment of surplus employees caused due to superior speed
* Pay for performance
* Promotions based on efficiency
* High quality work environment at the production place.
These human resource issues are also known as functional strategies of HRM.
Approach to SHRM
This is the new way of managing people ensuing from the strategic human resource definition.
Human resources with all the competencies and potential are required to attain the HR objectives. These objectives are aligned to the organizational objectives by way of a strategic plan.
By achieving the human resource objectives, HR helps to achieve the business plan.
Role of SHRM
Strategic management of employees emphasizes the HR strategic role. This stems from the argument of many "gurus" on HR strategic importance.
One of the foremost things we need to know is the scope of the strategic HR and how successful organizations are leveraging their success on strategic human resource management
HR as Strategic Partner
These are among the important ones.
* Recruiting the right employees. Align corporate values to your recruitment strategy.
o Well-developed competencies of the workforce, and their relevance to organizational core business.
o Participative culture where HR initiatives fully support the overall strategic plan.
o Effective use of information technology.
o Effective leadership through appointment of the right HR Head.
o Identification of human resource practices that make HR as strategic partner, namely, serving the business needs of your organization. Discard ineffective HR practices that do not contribute to the success of your organization.
Why make HR as Organizational Strategic Partner...
Some of the reasons may sound familiar to you.
* To increase productivity of the labor force
* Competency and talent management
* Onset of information technology and the vast amount of knowledge used in the course of the activities of organizations
* The changing business environment
* Effect of globalization on the business landscape
The Human Resource Function and Strategic Business Plan
It was shown in a survey that there is a correlation between being strategic business partner and the effectiveness of the HR function.
You require strategic HR management to ensure that your HR function can fully support the achievement of business objectives.
The administrative reactive approach in people management can no longer support your organization in an increasingly competitive business environment.
Strategy Development and Implementation
Full participation of HR people in strategy development and implementation promotes HR as strategic partner.
Ensure that your HR Manager and HR professionals:
* contribute to business decisions
* develop business acumen to understand how a profitable business is run
* are customer-oriented
* learn how to link HR practices to your organizational business strategy
1. PERFORMANCE APPRAISAL: - BSNL limited follows different types of method to evaluate his employee performance and accordingly they provide incentives and perk to them as well as promotion and pay rise. ITI also get done its HR audit during period of 2002 to 2005 which included many of its office along with head quaters.
2. Audit objectives:- The manpower planning done by the Company was adequate to meet its Objectives.
2. The Company ensured optimum deployment of manpower;
3. The Company introduced new recruitment policies and practices and Whether they
were adequate
4.Well defined, fair and transparent career progression policies and practices were in
Place.
5. Well defined, fair and transparent transfer policies and practices were in Place.
6. An effective performance management system was in place;
7. The training imparted by the Company was effective;
8. Clearly defined and effective conduct and disciplinary rules were in place;
9. Incentive and welfare policies and practices were effective.
10. An adequate exit policy had been formulated and implemented by the
Company
But the finding which came out was something different than the thinking of management. The committee have given emphasis on the need of regular staff training, staff norms and a heavy investment to upgrade the knowledge base of employees.
There were many personnel in different part of organisation who were idle and required to be deployed to be utilised effectively.
ITI also keep record of it employee in form of annual confidential report (ACR) which is used to compare with the target set for them by the company.
The company also follow ‘open review system’ for judging the performance of individuals. In this system, the superior officer discusses the self appraisal submitted by his/her subordinate so as to make the appraisal of his/her performance totally transparent.
WAGE & SALARY
Wages and Salary Administration:- In private organisation employee generally get much more than that an employee of public organisation but the difference comes in benefits that public employee receives. Despite of huge profit, good public image, best among PSU it pays less to its employee than other PSU.
If we compare it with other PSU in its field like BSNL, MTNL and TCIL then also its wage rate is low. According to analyst the wage rate is set in comparison with profit earned by company and wage rate of that industry.
After pay revision some hard step where taken like,
Minimum wage rate was fixed for its employee.
3. Different wage rate for executive and non executive employee.
4. Employee s was retained to a great extent.
5. Annual incremental were fixed to 5%.
6. There was increment in DA and CCA(city compensation allowance).
Recruitment is an important HR process that needs to be prioritized. The employees at High Air complains about the ineffective recruitment process. In order to ensure that the recruitment process is effective and successful the company must:
* Develop a recruitment policy and system that are aligned with the company’s goals and objectives.
* Conduct needs assessment to determine the current and future human resource requirements of the organization.
* Identify the potential human resource pool inside and outside the organization.
* Conduct job analysis and job evaluation to identify the individual aspects of each job and calculate its relative worth.
* Assess qualifications profiles drawn from job analysis and job descriptions that identify responsibilities and required skills, abilities, knowledge and experience.
* Document the actual process of recruitment and selection to ensure equity and adherence to equal opportunity and other laws.
The company needs to employ more methods of recruiting other than the traditional newspaper advertisements and employment agencies the company can also make use of Internet Recruiting.
1. Advertisements – Advertisements in newspapers and related publications are popular methods of recruiting. High Air can still have its job posting in various newspapers and magazines as it allows the organization to cast a wide net, to publicize and demonstrate an effort to reach every sector of the labor market.
2. Employment Agencies – Employment agencies can still be helpful for High Air. Public employment agencies run by local governments have an up-to-date list of unemployed persons. They also provide service for individuals seeking employment and for business organizations seeking employees. Private employment agencies differ considerably in the level of service, costs, policies, and types of applicants they provide (Sims 2002).
3. Internet Recruiting – Using the internet is faster and cheaper than many traditional methods of recruiting. High Air can post jobs on internet sites for lesser amount that in prints, remain there for longer period of time, and are available twenty-four hours a day. Candidates can view detailed information about the job and the organization and then respond electronically. Given the disperse geographic make-up of Los Angeles, internet recruiting has the potential to reach more job applicants.
This is the step-by-step plan of action by which an organization employs, utilizes or manages, develops, and deploys its human resources in order to attain its defined corporate mission and objectives.
A human resource strategy is devised in respect of recruitment, employee deployment, motivation and engagement, and employee retention.
By doing this, an organization puts itself in the position of being able to achieve its mission and objectives through its human resources.
This follows from the way how strategic human resource is strategically defined.
This is the effective way of organizing the workforce by the adoption of a specific strategy, where employees' performance can help to achieve the planned organizational targets, such as increasing revenue or improving the profit margin.
Strategic human resource management is "human resource management" carried out in a strategic way. The human resource activities are linked to the achievement of the organization's overall objectives.
This is the new way of managing human resources as compared to personnel management.
To ensure a high probability of success in the implementation of strategic human resource management, a number of things are necessary.
* Strategic recruitment where the right person is selected to fill the right job and according to organizational needs
o Using the right mix of incentives to motivate and engage employees who then can concentrate improving their performance
o Appointment of the right HR Head to provide the necessary leadership in making HR as a strategic partner
o An HR mission statement with well defined HR objectives drawn up in alignment with the overall organizational objectives
o Provision of the right set of training to every level of employees on an on-going basis
o Performance management system to identify high-performing employees for the purpose of giving rewards befitting their performance, work quality and output
Issues of SHRM
The strategic human resource choices involved in low cost of production strategy include:
* Train some of the employees in the area of time management, material handling at work etc.
* Retrenchment of surplus employees caused due to superior speed
* Pay for performance
* Promotions based on efficiency
* High quality work environment at the production place.
These human resource issues are also known as functional strategies of HRM.
Approach to SHRM
This is the new way of managing people ensuing from the strategic human resource definition.
Human resources with all the competencies and potential are required to attain the HR objectives. These objectives are aligned to the organizational objectives by way of a strategic plan.
By achieving the human resource objectives, HR helps to achieve the business plan.
Role of SHRM
Strategic management of employees emphasizes the HR strategic role. This stems from the argument of many "gurus" on HR strategic importance.
One of the foremost things we need to know is the scope of the strategic HR and how successful organizations are leveraging their success on strategic human resource management
HR as Strategic Partner
These are among the important ones.
* Recruiting the right employees. Align corporate values to your recruitment strategy.
o Well-developed competencies of the workforce, and their relevance to organizational core business.
o Participative culture where HR initiatives fully support the overall strategic plan.
o Effective use of information technology.
o Effective leadership through appointment of the right HR Head.
o Identification of human resource practices that make HR as strategic partner, namely, serving the business needs of your organization. Discard ineffective HR practices that do not contribute to the success of your organization.
Why make HR as Organizational Strategic Partner...
Some of the reasons may sound familiar to you.
* To increase productivity of the labor force
* Competency and talent management
* Onset of information technology and the vast amount of knowledge used in the course of the activities of organizations
* The changing business environment
* Effect of globalization on the business landscape
The Human Resource Function and Strategic Business Plan
It was shown in a survey that there is a correlation between being strategic business partner and the effectiveness of the HR function.
You require strategic HR management to ensure that your HR function can fully support the achievement of business objectives.
The administrative reactive approach in people management can no longer support your organization in an increasingly competitive business environment.
Strategy Development and Implementation
Full participation of HR people in strategy development and implementation promotes HR as strategic partner.
Ensure that your HR Manager and HR professionals:
* contribute to business decisions
* develop business acumen to understand how a profitable business is run
* are customer-oriented
* learn how to link HR practices to your organizational business strategy
1. PERFORMANCE APPRAISAL: - BSNL limited follows different types of method to evaluate his employee performance and accordingly they provide incentives and perk to them as well as promotion and pay rise. ITI also get done its HR audit during period of 2002 to 2005 which included many of its office along with head quaters.
2. Audit objectives:- The manpower planning done by the Company was adequate to meet its Objectives.
2. The Company ensured optimum deployment of manpower;
3. The Company introduced new recruitment policies and practices and Whether they
were adequate
4.Well defined, fair and transparent career progression policies and practices were in
Place.
5. Well defined, fair and transparent transfer policies and practices were in Place.
6. An effective performance management system was in place;
7. The training imparted by the Company was effective;
8. Clearly defined and effective conduct and disciplinary rules were in place;
9. Incentive and welfare policies and practices were effective.
10. An adequate exit policy had been formulated and implemented by the
Company
But the finding which came out was something different than the thinking of management. The committee have given emphasis on the need of regular staff training, staff norms and a heavy investment to upgrade the knowledge base of employees.
There were many personnel in different part of organisation who were idle and required to be deployed to be utilised effectively.
ITI also keep record of it employee in form of annual confidential report (ACR) which is used to compare with the target set for them by the company.
The company also follow ‘open review system’ for judging the performance of individuals. In this system, the superior officer discusses the self appraisal submitted by his/her subordinate so as to make the appraisal of his/her performance totally transparent.
WAGE & SALARY
Wages and Salary Administration:- In private organisation employee generally get much more than that an employee of public organisation but the difference comes in benefits that public employee receives. Despite of huge profit, good public image, best among PSU it pays less to its employee than other PSU.
If we compare it with other PSU in its field like BSNL, MTNL and TCIL then also its wage rate is low. According to analyst the wage rate is set in comparison with profit earned by company and wage rate of that industry.
After pay revision some hard step where taken like,
Minimum wage rate was fixed for its employee.
3. Different wage rate for executive and non executive employee.
4. Employee s was retained to a great extent.
5. Annual incremental were fixed to 5%.
6. There was increment in DA and CCA(city compensation allowance).
Recruitment is an important HR process that needs to be prioritized. The employees at High Air complains about the ineffective recruitment process. In order to ensure that the recruitment process is effective and successful the company must:
* Develop a recruitment policy and system that are aligned with the company’s goals and objectives.
* Conduct needs assessment to determine the current and future human resource requirements of the organization.
* Identify the potential human resource pool inside and outside the organization.
* Conduct job analysis and job evaluation to identify the individual aspects of each job and calculate its relative worth.
* Assess qualifications profiles drawn from job analysis and job descriptions that identify responsibilities and required skills, abilities, knowledge and experience.
* Document the actual process of recruitment and selection to ensure equity and adherence to equal opportunity and other laws.
The company needs to employ more methods of recruiting other than the traditional newspaper advertisements and employment agencies the company can also make use of Internet Recruiting.
1. Advertisements – Advertisements in newspapers and related publications are popular methods of recruiting. High Air can still have its job posting in various newspapers and magazines as it allows the organization to cast a wide net, to publicize and demonstrate an effort to reach every sector of the labor market.
2. Employment Agencies – Employment agencies can still be helpful for High Air. Public employment agencies run by local governments have an up-to-date list of unemployed persons. They also provide service for individuals seeking employment and for business organizations seeking employees. Private employment agencies differ considerably in the level of service, costs, policies, and types of applicants they provide (Sims 2002).
3. Internet Recruiting – Using the internet is faster and cheaper than many traditional methods of recruiting. High Air can post jobs on internet sites for lesser amount that in prints, remain there for longer period of time, and are available twenty-four hours a day. Candidates can view detailed information about the job and the organization and then respond electronically. Given the disperse geographic make-up of Los Angeles, internet recruiting has the potential to reach more job applicants.
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