netrashetty
Netra Shetty
JL Audio is a manufacturer of consumer audio products. They produce marine, home, and mobile audio products, but are best known for their subwoofers. JL Audio is known as one of the pioneers of the car audio industry.
HRM DEPARTMENT:
HR Mission Statement
“To lead the organization in enhancing its human capital and creating a winning environment where everyone enjoys contributing to the best of one’s ability.”
HR DEPARTMENT SECTIONS:
HR department of has three sections.
1. Employee services
2. OD and Effectiveness
3. Staffing and compensation
Project:
This project will tell you about following HRM practices in .
1. Employment Planning
2. Recruitment
3. Selection
4. Orientation and Socialization
5. Training & Development
6. Motivation Function & Maintenance Function
7. Compensation & Benefits
8. Employee Relations
Human Resource Planning:
Human resource planning is the process by which managers ensure that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing assigned tasks. It is designed to ensure the future personnel needs will be constantly and appropriately met.
Staff with world class Professionals and ensure that the right systems are in place to encourage them to develop to their full potential. They have a team of professionals who deliver expertise by participating in business decisions. Human Resource Planning also involves assessing current Human Resources, estimating the supplies and demand for labor and matching demand with current suppliers of labor. The two outcomes of this process are recruitment and decruitment. Because of entrance of competitors in the Telecommunication market has to transform their strategies. Now labor supplies are not enough as it was in the past when was enjoying monopoly. But the remarkable thing is that after the arrival of its competitors in the market still is very much successful in retaining its employees.
Recruitment:
After human resource planning it is necessary to develop the pool of job candidates in accordance with a human resource plan this is know as ‘Recruitment’. It can also be defined as, “Recruitment is the process of locating, identifying, and attracting capable applicants.” General conditions of recruitment in are as follows:
General Conditions:
1. Recruitment is done through human resources Department.
2. An Applicant’s knowledge, skill and aptitude should relate to the position, Education, Experience, Intelligence test, Interviews, References, Medical test.
3. Initially applicants may submit a hand written/typed application along with a legal bio-data and 2 passport sized photograph to HR department
4. They are required to fill the standard application from the Company Application.
Sources of Recruitment:
1. Current Employees
2. Internal and external Advertisements
3. Data Bank
4. Employment Agencies and consultants
There are two kinds of recruitments Internal & External.
Internal Recruitment:
Internal recruitment is the promotion-form-within concept. If a position is vacant management look into the organization for a capable employee to fill that position.
In internal recruitment is done for the managers of the higher grade and directors. When a position is vacant, the HR department views the past performance of the people working at lower levels than the vacant position and chooses the right person who is promoted to that position. But for the internal recruitment it is necessary that internal candidate has to be a confirm employees of of who have completed a one year of service in their existing designation. And these selected candidates are required to join the new position after getting clearance from. supervisor and will be on probation for a period of three months. For the higher management level internal recruitment is used but if there is no suitable candidate found in internal search then they go for the external recruitment.
External Recruitment:
When organization locates and attracts candidates outside the organization this is knows as external recruitment. In , the line managers are required to make a requisition form for the job in which they have to mention their need taking in account the budget for establishment and salaries for the positions. Role profile for the specified job is also prepared matching up the requirement and the grade of the job. Training period is also specified on the requisition form. The line manager then sends the requisition form and role profile to the functional director for his approval and then it is forwarded to Human Resource Manager who confirms the availability of budget. And after this process it is sent to the human resource director for the final approval. After all these approvals line manager and Human Resource Manager work side by side to prepare person specifications and advertisement of the job.
There are some guidelines about the external recruitment in :
1. No candidate under age of eighteen can apply for the job.
2. Candidates can’t apply for the job if their blood relations work in PMCL-.
3. Heads are responsible for hiring procedures.
4. Human resources jointly with the department heads decide the salary range.
5. Minimum qualification must be a bachelor degree.
6. Candidates are required to successfully complete any job related selection test given to them.
Selection:
The process of assessing candidates and appointing a post holder to ensure that the most appropriate candidates are hired. It is used for optimally staffing the organization. It makes a process which is known as selection process. It involves following steps.
Selection Process:
1. Initial Screening
2. Completion of the Application Form
3. Employment Test
4. Comprehensive Interview
5. Background Investigation
6. Conditional job offer
7. Medical/physical exam
8. Permanent job offer
In after accumulation many applications line managers and Human Resource Managers screen applications. The HR Department then issues call letters to the short listed candidates for the interview. A two-member panel of HR and line management conducts interviews focusing on functional skills and managerial skills. After this interview is passed people applying for different jobs are tested in different ways. The HR department is responsible for overall administration of the assessment centre including training of the assessors. The HR department provides details of remuneration package and terms and conditions of service. The HR department also prepares appointment letter, service agreement and finalizes other documentation for service record. Information regarding the qualifications and job description is provided by the company to identify suitable candidates.
There is a restriction by the company that the Divisional/Department Head and HRM department must agree before the final selection of the candidate. After selection the candidate is required to complete a 3 month long probationary period. HRM department prepares and delivers the Employment Letters to the employee and obtain signature of him on a copy. Candidates rejected or kept on file are sent regret letters. ’s Hiring Committee constitutes following members for hiring on all the levels: Respective Department Head of Human Resources.
Orientation and Socialization:
For new employees loneliness and a feeling of isolation are not unusual, they need special attention to put them at ease. That is the reason why most organization used orienting their employees. Orientation means, “Introduction of a new employee to his/her job and the organization.” And when we talk about socialization we are talking about the process of adaptation. In the context of the organization socialization is, “A program designed to help employees fit smoothly into an organization, also called socialization” Both orientation and socialization is designed to provide new employees with the information needed to function comfortably and effectively in the organization. In new employee is also welcomed warmly with proper orientation and the new comer receives both work unit orientation and organization orientation and normally the time frame of orientation is 10 to 15 days or depending upon the job requirements. Its basic objective is to inform all new employees with the basic structure and rules of .
Human resource Department is responsible for the orientation of new employees. Orientation CD regarding PMCL, and Organizational charts is provided to the new employee. With the first week of the employment employee go through Department orientation. All new employees attend a formal orientation program which includes:
1. Nature of business.
2. History-philosophy and structure of company.
3. Structure chain command within the company.
4. Company benefit plans.
5. Layout and facilities offered by the company.
Training and Development:
Training is a process designed to maintain or improve current job performance. Most training is directed at upgrading and improving an employee’s abilities or skills. While development is “A process designed to develop skills necessary for future work activities.” Training is for the current improvement in the job while developmental program is for improving the skill which will be used in the future. Both managers and non-managers receive help from training and developmental program but mostly non-managers are concerned with training while the managers are concerned with developmental programs. In special attention is paid on the training and development of the employees. The purpose of training is to upgrade the capabilities and efficiency of all those employees and prepare them for more responsible positions in future. ’s management thinks that it is essential to strengthen management and professional teams at all organizational levels. Construct training programs and provides employees a variety of Job skills, Technical, Clerical and Supervisory and Managerial courses.
also pays attention on the development of their employees. In some cases employees are given amount up to 300,000 to get MBA degree from any HEC recognized University. Both on the job and off the job training is in practice in . In , the human resource department conducts a meeting with department heads at the end of the training program. The purpose of this meting is to focus on the individual discipline and performance during the training program. Then on the basis of their performance they give them advance jobs. They fill every position vacancy with the best qualified person obtained.
Motivation Function & Maintenance Function:
Motivation for employees is as necessary as water for the plant. Motivation is a force that drives them to work more efficiently and effectively. So, employees should be motivated from time to time to get maximum out of them. And Maintenance function is necessary for correcting their mistakes and improving their skills to do the job.
At motivating employees is considered as very important part of the performance management. At customer service centre of , they award shield to the best employee as C.S of the month. This not only motivates the person who is got shield but also create incentive for other employees to work harder and improve their performance. But in other departments it is done on an annual basis (from January 1st to December 31st).
No matter wherever you reach whatever you become there is always room for improvement. That’s why gives chance to its junior employees to evaluate their seniors by conducting 360 degree evaluation. The immediate supervisor prepares an annual report in December of each year of each employee
Increments are also given at the end of the year, increments are percentage of salaries. Promotions are given on good performance after completing two years in the current grade. Bonuses are given but the employee must have to complete 6 months in the company service.
At the primary sources of performance appraisal are the managers and secondary sources are employees themselves. Though the peers also give their opinion but it usually does not have any weightage unless a conflict arises between the manager and the employee.
Workers at are informed of their performance and given the opportunity to express their opinion over their own level of performance against each competence. This serves the following two main purposes:
• It enables the reviewer to redefine whether the initial assessment was correct, as circumstances may exist that the reviewer is unaware of.
• By asking the worker what he sees to be his own strengths and development areas often help to reduce negative responses and makes planning training needs/inputs activities easier if the person is able to express for himself the areas in which he feels he can improve.
Compensation and Benefits:
has a Department named as staffing and compensation. The role of this department is to perform the not only staffing function but also deals with compensation of employees. It pays attention on both extrinsic and intrinsic rewards. Rewards and benefits of the employees depend solely on merit.
has a set of financial rewards, medical, dental, vision and life insurance, retirement plan, educational refund assistance, paid vacation days, family and work life balance benefits and profit sharing plan, Annual bonus opportunities, company cars etc. In , Employees get their salary at time and in case of any delay it does not exceed than 15 days. Managerial employees of the are also provided by ’s sim and sometimes with mobile set. Some high level managers are also provided Black Berry set. Employees also get leave when they need them. During Travel they are also provided with TA DA allowances.
Employee Relations:
In employee relations has been good. There are very few conflicts reported. That shows that employees of have maintained friendly environment. They enjoy their work and move as team and this is the best way to do the job. Female employees of do not have to face any gender discrimination.
Relation of bosses with their subordinates is also very good. They have respect for each other and also give space to each other. Young employees and experienced ones work together and that is the best combination for any organization.
Effects of Globalization on HR process of :
Since last two or three decades the world has become the global village. And this globalization is affecting all the organization. Globalization has made for employees easy to move from one organization to another even though it is located in different country. It has increased the mobility of all factors of production specially labors. Multinational companies are targeting those areas of the world which has potential for them. In this way no organization can maintain its monopoly for longer period of time.
Similarly when came into the scene in 1994 there was no competitor for it. But now it has 3 multinational and one subsidiary of PTCL as competitors. So, that affects their employment planning to some extent.
Globalization is challenge for human resource department of because there is large number of brain drain occurring in Pakistan and cream of the students leave Pakistan and fly over other countries where they get more benefits. So, it’s a challenge for the HR department to recruit and select employees who are good enough and make strategies on how to attract employees towards their organization. Though employment turnover in is not very high but for the future should develop some strategies to retain their employees.
Suggestion:
“Nothing in this world is perfect” so there is always room for improvement. Though has a good HR department but there are some flaws where they can improve. So, here are some suggestions that should consider.
1. mostly focus on internal recruitment for the higher managerial level which is good to some extent but it ignores the potential employees outside the organization who can perform the job better than those employees. So, should focus on external recruitment sources as well in this way the probability of getting suitable candidate for the vacant position would increase.
2. The timing although is 9 am to 5 pm, but in actual the normal employee leaves his office not before 6 am. This is a bit too harsh for the employees because this timing can disturb their work-life balance. Excess of every thing is bad so can make it employees happier by reducing the time span by one hour.
3. Due to entering of new companies in cellular industry the competition has been enhanced. Like other areas HR departments is facing the threat of employees switching from to other companies Though it is not very alarming yet but should be prepared for any new arrival of any company in market and should have a strategy in its pocket to retain it employees and avoid switching.
4. HR department of has three main zones; North, South, Central zone which is not enough. As employees are growing in number so the HR department should be more effective as well and the central zone should be divided into two zones. This may help the HR department to work efficiently in the future.
5. The company can discover great potential through the future graduates as every generation is being taught in more effective manner that leads to better growth. Being a leading company in the employment rankings of Pakistan can recruit the “cream of graduates” every year and utilize their improved knowledge and abilities. In this way they can also contain brain drain from Pakistan.
6. Certain non financial rewards such as “employee of the year” should be used as motivation tool are properly. And it should be effectively communicated to the employees regarding their importance. And such awards should be introduced at lower level as well.
7. As Pakistan has large number of persons who want to do part time jobs. should have some part time jobs in call centers etc. In this way can hire them and can get benefit of them. They would be available at lower cost than others.
8. should setup goals to motivate and focus employees. When goals are poorly or improperly set employees would not be motivated to achieve that one. So, should try to give their employees good, measurable and realistic goals. That would prove to be an effective tool for motivating employees.
9. To make their employees more compatible and competent should train their high level employees by sending them abroad. This may appear as very costly and useless thing in the short run but in the long run these employees can not only benefit the organization but also can train employees within the organization.
10. There should be proper procedure defined for whistle blowing to avoid any kind of corruption in .
HRM DEPARTMENT:
HR Mission Statement
“To lead the organization in enhancing its human capital and creating a winning environment where everyone enjoys contributing to the best of one’s ability.”
HR DEPARTMENT SECTIONS:
HR department of has three sections.
1. Employee services
2. OD and Effectiveness
3. Staffing and compensation
Project:
This project will tell you about following HRM practices in .
1. Employment Planning
2. Recruitment
3. Selection
4. Orientation and Socialization
5. Training & Development
6. Motivation Function & Maintenance Function
7. Compensation & Benefits
8. Employee Relations
Human Resource Planning:
Human resource planning is the process by which managers ensure that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing assigned tasks. It is designed to ensure the future personnel needs will be constantly and appropriately met.
Staff with world class Professionals and ensure that the right systems are in place to encourage them to develop to their full potential. They have a team of professionals who deliver expertise by participating in business decisions. Human Resource Planning also involves assessing current Human Resources, estimating the supplies and demand for labor and matching demand with current suppliers of labor. The two outcomes of this process are recruitment and decruitment. Because of entrance of competitors in the Telecommunication market has to transform their strategies. Now labor supplies are not enough as it was in the past when was enjoying monopoly. But the remarkable thing is that after the arrival of its competitors in the market still is very much successful in retaining its employees.
Recruitment:
After human resource planning it is necessary to develop the pool of job candidates in accordance with a human resource plan this is know as ‘Recruitment’. It can also be defined as, “Recruitment is the process of locating, identifying, and attracting capable applicants.” General conditions of recruitment in are as follows:
General Conditions:
1. Recruitment is done through human resources Department.
2. An Applicant’s knowledge, skill and aptitude should relate to the position, Education, Experience, Intelligence test, Interviews, References, Medical test.
3. Initially applicants may submit a hand written/typed application along with a legal bio-data and 2 passport sized photograph to HR department
4. They are required to fill the standard application from the Company Application.
Sources of Recruitment:
1. Current Employees
2. Internal and external Advertisements
3. Data Bank
4. Employment Agencies and consultants
There are two kinds of recruitments Internal & External.
Internal Recruitment:
Internal recruitment is the promotion-form-within concept. If a position is vacant management look into the organization for a capable employee to fill that position.
In internal recruitment is done for the managers of the higher grade and directors. When a position is vacant, the HR department views the past performance of the people working at lower levels than the vacant position and chooses the right person who is promoted to that position. But for the internal recruitment it is necessary that internal candidate has to be a confirm employees of of who have completed a one year of service in their existing designation. And these selected candidates are required to join the new position after getting clearance from. supervisor and will be on probation for a period of three months. For the higher management level internal recruitment is used but if there is no suitable candidate found in internal search then they go for the external recruitment.
External Recruitment:
When organization locates and attracts candidates outside the organization this is knows as external recruitment. In , the line managers are required to make a requisition form for the job in which they have to mention their need taking in account the budget for establishment and salaries for the positions. Role profile for the specified job is also prepared matching up the requirement and the grade of the job. Training period is also specified on the requisition form. The line manager then sends the requisition form and role profile to the functional director for his approval and then it is forwarded to Human Resource Manager who confirms the availability of budget. And after this process it is sent to the human resource director for the final approval. After all these approvals line manager and Human Resource Manager work side by side to prepare person specifications and advertisement of the job.
There are some guidelines about the external recruitment in :
1. No candidate under age of eighteen can apply for the job.
2. Candidates can’t apply for the job if their blood relations work in PMCL-.
3. Heads are responsible for hiring procedures.
4. Human resources jointly with the department heads decide the salary range.
5. Minimum qualification must be a bachelor degree.
6. Candidates are required to successfully complete any job related selection test given to them.
Selection:
The process of assessing candidates and appointing a post holder to ensure that the most appropriate candidates are hired. It is used for optimally staffing the organization. It makes a process which is known as selection process. It involves following steps.
Selection Process:
1. Initial Screening
2. Completion of the Application Form
3. Employment Test
4. Comprehensive Interview
5. Background Investigation
6. Conditional job offer
7. Medical/physical exam
8. Permanent job offer
In after accumulation many applications line managers and Human Resource Managers screen applications. The HR Department then issues call letters to the short listed candidates for the interview. A two-member panel of HR and line management conducts interviews focusing on functional skills and managerial skills. After this interview is passed people applying for different jobs are tested in different ways. The HR department is responsible for overall administration of the assessment centre including training of the assessors. The HR department provides details of remuneration package and terms and conditions of service. The HR department also prepares appointment letter, service agreement and finalizes other documentation for service record. Information regarding the qualifications and job description is provided by the company to identify suitable candidates.
There is a restriction by the company that the Divisional/Department Head and HRM department must agree before the final selection of the candidate. After selection the candidate is required to complete a 3 month long probationary period. HRM department prepares and delivers the Employment Letters to the employee and obtain signature of him on a copy. Candidates rejected or kept on file are sent regret letters. ’s Hiring Committee constitutes following members for hiring on all the levels: Respective Department Head of Human Resources.
Orientation and Socialization:
For new employees loneliness and a feeling of isolation are not unusual, they need special attention to put them at ease. That is the reason why most organization used orienting their employees. Orientation means, “Introduction of a new employee to his/her job and the organization.” And when we talk about socialization we are talking about the process of adaptation. In the context of the organization socialization is, “A program designed to help employees fit smoothly into an organization, also called socialization” Both orientation and socialization is designed to provide new employees with the information needed to function comfortably and effectively in the organization. In new employee is also welcomed warmly with proper orientation and the new comer receives both work unit orientation and organization orientation and normally the time frame of orientation is 10 to 15 days or depending upon the job requirements. Its basic objective is to inform all new employees with the basic structure and rules of .
Human resource Department is responsible for the orientation of new employees. Orientation CD regarding PMCL, and Organizational charts is provided to the new employee. With the first week of the employment employee go through Department orientation. All new employees attend a formal orientation program which includes:
1. Nature of business.
2. History-philosophy and structure of company.
3. Structure chain command within the company.
4. Company benefit plans.
5. Layout and facilities offered by the company.
Training and Development:
Training is a process designed to maintain or improve current job performance. Most training is directed at upgrading and improving an employee’s abilities or skills. While development is “A process designed to develop skills necessary for future work activities.” Training is for the current improvement in the job while developmental program is for improving the skill which will be used in the future. Both managers and non-managers receive help from training and developmental program but mostly non-managers are concerned with training while the managers are concerned with developmental programs. In special attention is paid on the training and development of the employees. The purpose of training is to upgrade the capabilities and efficiency of all those employees and prepare them for more responsible positions in future. ’s management thinks that it is essential to strengthen management and professional teams at all organizational levels. Construct training programs and provides employees a variety of Job skills, Technical, Clerical and Supervisory and Managerial courses.
also pays attention on the development of their employees. In some cases employees are given amount up to 300,000 to get MBA degree from any HEC recognized University. Both on the job and off the job training is in practice in . In , the human resource department conducts a meeting with department heads at the end of the training program. The purpose of this meting is to focus on the individual discipline and performance during the training program. Then on the basis of their performance they give them advance jobs. They fill every position vacancy with the best qualified person obtained.
Motivation Function & Maintenance Function:
Motivation for employees is as necessary as water for the plant. Motivation is a force that drives them to work more efficiently and effectively. So, employees should be motivated from time to time to get maximum out of them. And Maintenance function is necessary for correcting their mistakes and improving their skills to do the job.
At motivating employees is considered as very important part of the performance management. At customer service centre of , they award shield to the best employee as C.S of the month. This not only motivates the person who is got shield but also create incentive for other employees to work harder and improve their performance. But in other departments it is done on an annual basis (from January 1st to December 31st).
No matter wherever you reach whatever you become there is always room for improvement. That’s why gives chance to its junior employees to evaluate their seniors by conducting 360 degree evaluation. The immediate supervisor prepares an annual report in December of each year of each employee
Increments are also given at the end of the year, increments are percentage of salaries. Promotions are given on good performance after completing two years in the current grade. Bonuses are given but the employee must have to complete 6 months in the company service.
At the primary sources of performance appraisal are the managers and secondary sources are employees themselves. Though the peers also give their opinion but it usually does not have any weightage unless a conflict arises between the manager and the employee.
Workers at are informed of their performance and given the opportunity to express their opinion over their own level of performance against each competence. This serves the following two main purposes:
• It enables the reviewer to redefine whether the initial assessment was correct, as circumstances may exist that the reviewer is unaware of.
• By asking the worker what he sees to be his own strengths and development areas often help to reduce negative responses and makes planning training needs/inputs activities easier if the person is able to express for himself the areas in which he feels he can improve.
Compensation and Benefits:
has a Department named as staffing and compensation. The role of this department is to perform the not only staffing function but also deals with compensation of employees. It pays attention on both extrinsic and intrinsic rewards. Rewards and benefits of the employees depend solely on merit.
has a set of financial rewards, medical, dental, vision and life insurance, retirement plan, educational refund assistance, paid vacation days, family and work life balance benefits and profit sharing plan, Annual bonus opportunities, company cars etc. In , Employees get their salary at time and in case of any delay it does not exceed than 15 days. Managerial employees of the are also provided by ’s sim and sometimes with mobile set. Some high level managers are also provided Black Berry set. Employees also get leave when they need them. During Travel they are also provided with TA DA allowances.
Employee Relations:
In employee relations has been good. There are very few conflicts reported. That shows that employees of have maintained friendly environment. They enjoy their work and move as team and this is the best way to do the job. Female employees of do not have to face any gender discrimination.
Relation of bosses with their subordinates is also very good. They have respect for each other and also give space to each other. Young employees and experienced ones work together and that is the best combination for any organization.
Effects of Globalization on HR process of :
Since last two or three decades the world has become the global village. And this globalization is affecting all the organization. Globalization has made for employees easy to move from one organization to another even though it is located in different country. It has increased the mobility of all factors of production specially labors. Multinational companies are targeting those areas of the world which has potential for them. In this way no organization can maintain its monopoly for longer period of time.
Similarly when came into the scene in 1994 there was no competitor for it. But now it has 3 multinational and one subsidiary of PTCL as competitors. So, that affects their employment planning to some extent.
Globalization is challenge for human resource department of because there is large number of brain drain occurring in Pakistan and cream of the students leave Pakistan and fly over other countries where they get more benefits. So, it’s a challenge for the HR department to recruit and select employees who are good enough and make strategies on how to attract employees towards their organization. Though employment turnover in is not very high but for the future should develop some strategies to retain their employees.
Suggestion:
“Nothing in this world is perfect” so there is always room for improvement. Though has a good HR department but there are some flaws where they can improve. So, here are some suggestions that should consider.
1. mostly focus on internal recruitment for the higher managerial level which is good to some extent but it ignores the potential employees outside the organization who can perform the job better than those employees. So, should focus on external recruitment sources as well in this way the probability of getting suitable candidate for the vacant position would increase.
2. The timing although is 9 am to 5 pm, but in actual the normal employee leaves his office not before 6 am. This is a bit too harsh for the employees because this timing can disturb their work-life balance. Excess of every thing is bad so can make it employees happier by reducing the time span by one hour.
3. Due to entering of new companies in cellular industry the competition has been enhanced. Like other areas HR departments is facing the threat of employees switching from to other companies Though it is not very alarming yet but should be prepared for any new arrival of any company in market and should have a strategy in its pocket to retain it employees and avoid switching.
4. HR department of has three main zones; North, South, Central zone which is not enough. As employees are growing in number so the HR department should be more effective as well and the central zone should be divided into two zones. This may help the HR department to work efficiently in the future.
5. The company can discover great potential through the future graduates as every generation is being taught in more effective manner that leads to better growth. Being a leading company in the employment rankings of Pakistan can recruit the “cream of graduates” every year and utilize their improved knowledge and abilities. In this way they can also contain brain drain from Pakistan.
6. Certain non financial rewards such as “employee of the year” should be used as motivation tool are properly. And it should be effectively communicated to the employees regarding their importance. And such awards should be introduced at lower level as well.
7. As Pakistan has large number of persons who want to do part time jobs. should have some part time jobs in call centers etc. In this way can hire them and can get benefit of them. They would be available at lower cost than others.
8. should setup goals to motivate and focus employees. When goals are poorly or improperly set employees would not be motivated to achieve that one. So, should try to give their employees good, measurable and realistic goals. That would prove to be an effective tool for motivating employees.
9. To make their employees more compatible and competent should train their high level employees by sending them abroad. This may appear as very costly and useless thing in the short run but in the long run these employees can not only benefit the organization but also can train employees within the organization.
10. There should be proper procedure defined for whistle blowing to avoid any kind of corruption in .