7/29/2019 role of hr IN HR
1/119
1
PROJECT REPORT ON
STUDY OF ROLE OF HRMANAGER
IN HINDUSTAN TIMES
SUBMITTED IN THE PARTIAL FULLFILLMENTOF THE REQUIREMENT OF DEGREE OF
MASTER OF BUSINESS ADMINISTRATIONFROMPUNJAB TECHNICAL UNIVERSITY, PUNJAB
SUBMITTED BY:
SHILPI CHAUDHARY
Roll. No. 10208610116
SUBMITTED TO:PTU
STUDY CENTER : MICI MEERUT
PUNJAB TECHNICAL UNIVERSITY
7/29/2019 role of hr IN HR
2/119
2
ACKNOWLEDGEMENT
With regard to my Project with Hindustan Time. I would like to thank each and every one
who offered help, guideline and support whenever required.
First and foremost I would like to express gratitude to HR Manager and other
staffs for their support and guidance in the Project work. I am extremely grateful to my
guide, Mr. Aman Sabharwal (HOD) MICI for their valuable guidance and timely
suggestions.
Shilpi Chaudhary
7/29/2019 role of hr IN HR
3/119
3
DECLARATION
I Shilpi chaudhary hereby declare that the project work entitled Study of Roleof HR Manager at Hindustan Times undertaken by me, is the result of my own efforts
and the same has not been previously submitted to any Examination.
.
DATE: SignaturePLACE: - Meerut
7/29/2019 role of hr IN HR
4/119
4
INDUSTRY PROFILE
A Brief on Newspaper Industry
Press is the fourth estate the other three being the legislative and the judiciary. It
owes its emergence following long struggle between the disputes and people for
establishment of democracy and representative institutions. The press is supposed to play
crucial role of a watchdog to see that, the foreside in situation functions fairly within the
constitution of framework and serve the people of whose they were created.
The newspaper can initially be defined as a written means of conveying current
information. This means that the first organized attempt to provide such a service occurred in
ancient Rome. Where newsletters conveyed what was going in the capital to the father reach
of the Roman Empire.
According to the survey of world association newspaper yomiuri shim bun a
Japans news paper stands in rank 1in Worlds 100 largest news paper. The circulation of
yomiuri shin bunis nearly about 1.4 crores. There are 15 Indian newspapers in the least.
Table no. 1.2.1worlds biggest newspaper by circulation
NEWSPAPER COUNTRY
CIRCULATION
(THOUSANDS) LANGUAGE OWNER
1YOMIURI
SHIMBUN Japan 14,067 Japanese
YomiuriShimbun
Group
8THE TIMES
OF India India 3,146 EnglishBCCL
32 THE HINDU India 1,272 EnglishKasseri &Sons Ltd.
7/29/2019 role of hr IN HR
5/119
5
Source: Wikipedia.com, list of 100 top circulation newspapers
The United States newspaper publishing industry was $59 billion. Industry was
employing approximately 356,000, according to the Newspaper Association of America and
the U.S. Department of Labor. Now the news paper industry of developed countries like
USA, UK, and Canada is declining. However the industry is growing at around 20% in Asia.
In Asia due to 3 reasons industry is growing
Increase in the literacy rate. Overall Economic growth in India and China. The reach of the news paper in the rural market.
Indian newspapers are the cheapest in the world. Newspaper companies in India came
to be projected as public service institutions after independence. However, in the late 1980s,
they became just another fast moving consumer commodity. The companies started
aggressive marketing and promotional strategies to increase circulation and readership. The
industry witnessed tough competition both regionally and nationally. In 1999, the top 10
newspapers accounted for about 90% of the readership and the top two made 90% of the
profits. There was fierce competition for the advertising rupee by late 1990s; electronic
media like television had made a dent into the print media revenues. Print media was facing
a squeeze due to the increasing popularity of television-initially colour television and then
satellite television.
7/29/2019 role of hr IN HR
6/119
6
MICHAEL PORTERS FIVE FORCES MODAL
1. BARGAINING POWER OF BUYERSa) Importance of Buyers and Size of Each Order: For, Newspaper Company (1)
vendor is a first customer (2) readers are second customer. Vendors have fix
commission with company so they do not have bargaining power of buyer in their
hand. Readers also do not have a bargaining power. But big organization has
bargaining power in their hand. Example when we went to tie up with organizations,
organizations were negotiating with prices and no. of copies.
b)Switching Cost and Price Sensitivity: The individual does not have bargainingpower in his hand but an organization has example- we went to institute for tie-up
they were negotiating with not only with prices and volume but also with good
commissions, otherwise they are going to tie-up with other companies. In this,
Vendors are also playing a major role. If they get good commission from other
newspapers then they are going to deliver those newspapers. As before The Times of
India had a price of one rupee so Vendorwala was getting 33 paisa commission (33%
of price) if he deliver it to reader, But if he sell it to Raddiwala than he is going to
get more profit than deliver it to reader. So he will sell fresh newspaper to
Raddiwala. Otherwise he will deliver other English newspapers to get good
commission (1 rupee).
c) Differentiations Of Product: Every newspaper companies are different from eachothers, like The Times of India is a premium brand one who started as a first
English newspaper in India, friendly nature with the customers and takes opinion
from customers, deliver life trend of Ahmedabad, property news and career news.
This type of news is not delivered by any other newspapers.
7/29/2019 role of hr IN HR
7/119
7
2. COMPETATIVE RIVALRY AMONG FIRMSa) Switching Cost: Switching cost of one English newspaper to another newspaper is
very low so people can easily switch over from one company to another. Eg:- Price
of The Hindu and Business Standard newspapers are around Rs. 3 to 4 and cost of
The Times of India is around Rs. 2, So readers can easily switch over from any
newspaper to The Times of India. But when DNA was launched, people were
switching over from other English newspaper to DNA. So The Times of India
launched Ahmedabad mirror to compete with DNA so that exiting readers do not
switch over because of price.
b) Exit Barrier: There is a free exit in this industry. c) Customer Loyalty: Every company wants to make loyal customer to their company.
In this TOI is pioneer in gaining customer loyality.
3. THREAT OF SUBSTITUTESa) Substitutes Performances: Substitutes of the newspaper industry are magazines,
local area newspapers, T.V., Radio, internet because of improvement in technology.
People like to give advertisements on internet, T.V., radio etc. All new media or
electronic media formats deliver the news faster than printed newspapers. So
they are the main threats of newspaper industry.
b)Price Performance Alternatives: Getting news from internet, T.V. radio at free of
cost or low cost.
c) Buyers Psyche Toward The Product: Buyers may think like- I do not have time toread newspapers, I am getting same news at internet, Newspaper just fill their space
by any ordinary news.
4.
BARGAINING POWER OF SUPPLIER
7/29/2019 role of hr IN HR
8/119
8
a) Size of Supplier: Main supplier of this industry is paper manufacture companies.Most of the newspaper companies of India are customers of USA paper companies.
There are limited companies that make paper for Newspaper Company, so the rates
are not competitive.
b) Importance of Buyer to Supplier: Every supplier company wants to make closerelationship with buyers who are regular customers of their product. If Newspaper
Company is giving large order regularly they will make good relationship with them
and will do less bargaining. Like in case of TOI and The Hindu, same paper
manufacturing company will do less bargaining with TOI than The Hindu
newspaper because TOI have more circulation than The Hindu newspaper.
c) Extension Of substitute Of Product: As technology increases day by day and thisbecomes a main threat for newspaper industry. Internet and mobile are biggest
substitute of newspaper. They are giving tough competition to newspaper industry by
giving information to reader at no cost.
5. THREATS OF NEW ENTRYa) Economics Of Scale: If any new firm wants to enter in this market then they need
high investment or more capital and maximum support from advertisers. To achieve
economies of scale they need maximum no. of readers. Domestic player cannot
achieve scale of economies very easily because there is not only tough competition
among companies but also a lot of substitutes available in market like radio, T.V etc.
7/29/2019 role of hr IN HR
9/119
9
Hindustan Times
Vice-Chairperson and Editorial Director: Shobhana Bhatia
Advisory Editorial Director: Vir Sanghvi
Editor-in-Chief: Chaitanya Kalbag
CEO HT Media Ltd: Rajiv Verma
Group Editor: Mrinal Pande
Hindustan Times commonly called as "HT" was founded in 1924 by Master
Sunder Singh Lyallpuri, the founder-father of the Akali Movement and the
Shiromani Akali Dal in Punjab. Master Sunder Sigh Lyallpuri started the
newspaper with contributions from USA, Canada and locals from the Lyallpur
District.
7/29/2019 role of hr IN HR
10/119
10
HT today has become a leading newspaper in India. Because of the authenticity
of its news, the newspaper has become a market leader for English papers in
north India. The newspaper has been working non- stop since the Indian
independence movement. Prominent faces like Devdas Gandhi and Khushwant
Singh have at times edited the paper.
Hindustan Times has proved its nation wide reach in India. Leadership through
quality and innovation is the hallmark of the Hindustan Times Limited. The
paper issues simultaneous editions from New Delhi, Mumbai, Lucknow, Patna
and Kolkata. It is also printed from Bhopal, Chandigarh, Jaipur and Ranchi.
HT has also come up with India's first youth daily called as HT Next in 2004.
The Mumbai HT edition was launched on 14th July 2005. However, the print
location of Jaipur HT was discontinued from June 2006. Recently HT has
launched a national business newspaper called Mint, with an agreement with
Wall Street Journal to publish Journal branded news and information in India.
Over seven decades the organization has been a major force in the print media.
The Hindustan Times Ltd. plans to consolidate itself as a vibrant and modern
media powerhouse through strategic partnerships, ever-increasing scope of
operations and a consumer focused approach.
7/29/2019 role of hr IN HR
11/119
11
The Times of IndiaDirector: A. P. Parigi
Director: Sumir Chadha
Managing Director & Chief Executive Officer: Dinesh Wadhawan
Chairman: Vineet Jain
Chief Editor: Rajesh Karla
7/29/2019 role of hr IN HR
12/119
12
Owned and managed by Bennett, Coleman & Co. Ltd., the Times of India also
known as TOI is one of India's leading English daily newspapers. TOI group
has 45 dailies and periodicals in 3 languages and 108 editions from 9 centers
across the country and a combined readership of over 40 million.
Started 170 years ago, the paper has earned credentials for its authentic and up
to date news publications. India's largest media group, Bennett, Coleman & Co.
Ltd, along with this newspaper also publishes Economic Times", "Mumbai
Mirror", the "Navbharat Times" and "Maharashtra Times". In January 2007,
the Kannada edition of the paper was launched in Karnataka's capital
Bangalore. The Times of India has its daily editions from New Delhi, Mumbai,
Kolkata, Lucknow, Ahmadabad, Pune, Nagpur, Chandigarh, Patna, Hyderabad,
Bangalore and Mangalore.
Recently Times group has launched a controversial new business initiative,
called "Private Treaties." It offers to take an equity stake in a company in
exchange for advertising.
7/29/2019 role of hr IN HR
13/119
13
THEORETICAL STUDY
Mahatma Gandhi performed the inaugural ceremony of the newspaper on
September 15, 1924. First issue of the newspaper was published from Naya
Bazaar, Delhi which carried write-ups of C. F. Andrews, St. Nihal Singh,
Maulana Mohammad Ali, Dr. C. R. Reddy, T. L. Vaswani, Ruchi Ram Sahni,
Bernard Haton, Harinder Nath Chattopadhyaya, Dr Kichlu, Rubi Watson and
many other prominent writers of that time.
Master Sunder Singh Lyallpuri was the Managing Chairman and Chief Patron
of the newspaper himself. K. M. Panikkar was the first Editor of the newspaper,
while Devdas Gandhi (son of Mahatma Gandhi) was also on the panel of
editors. Chanchal Singh (Jandiala, Jullundur) and S Mangal Singh Gill
(Tesildar) were appointed as in charge of the newspaper. Pandit Madan Mohan
Malayia and Master Tara Singh were some of the prominent members of the
Managing Committee.
Ownership of Hindustan Times
7/29/2019 role of hr IN HR
14/119
14
Owned by HT Media Ltd., Hindustan Times is part of the India's famous KK
Birla group and currently managed by Shobhana Bhatia, granddaughter of GD
Birla. At present the KK Birla group owns 69 per cent stake in HT Media Ltd,
currently valued at Rs 834 crore. Shobana Bhatia joined Hindustan Times in the
year 1986. At the time of joining HT, she was the first woman chief executive
of a national newspaper.
Hindustan Times Supplements
HT Brunch: HT Brunch is a 28 page magazine containing stories andsnippets from lifestyle to travel. It comes every Sunday.
HT Power jobs: This supplement is dedicated to careers withinformation on everything from job listings to career counseling. It comes
every Tuesday.
HT Premiere: HT Premiere comes every Thursday containing items onentertainment covering Hollywood and Bollywood.
HT Horizon: A career related supplement, HT Horizon comes everyWednesday.
HT Estates: Contains real estate and property related features andcirculated on Saturdays.
HT Sister Publications
7/29/2019 role of hr IN HR
15/119
15
Mint- An English Business Daily Hindustan - a Hindi Daily published from Delhi, Lucknow and Patna. Nandan - Monthly Children's magazine Kadambani - Monthly literary magazine
HT Circulation
Based on the readership survey of 14.49 million readers, HT has a combined
circulation of 2.25 million copies everyday including Hindustan Times
(English) and Hindustan (Hindi). Due to huge circulation, HT enjoys strong
brand recognition among readers and advertisers as well.
Awards and Recognitions
Over the years Hindustan Times has won several national awards and earned
certificates of recognitions. Hindustan Times has a good track record at the
IFRA and has won several awards this year as well.
HT Group in Electronic Media
HT Media Ltd has ventured into electronic media through its subsidiary HT
Music and Entertainment Company Ltd. The company has entered into the FM
radio market in major Indian cities through a consulting partnership with Virgin
7/29/2019 role of hr IN HR
16/119
16
Radio. The radio channel, Fever 104 is currently available in the cities of Delhi
and Mumbai.
HT Events
HT Media group annually organizes a Luxury Conference and also a Leadership
Summit in Delhi. The Luxury conference had been attended by featured
speakers like designer Diane Von Furstenberg, shoemaker Christian Louboutin,
Gucci CEO Robert Polet and Cartier MD Patrick Normand. While in
Leadership Summit, prominent leaders of the country and foreign countries
participate.
HT Media Ltd Annual Revenue
In 2007 HT Media group reported annual revenue of $245 million. For the fiscal
third quarter ended December 31, 2007, the media group reported a 13%
increase in revenue to $82 million and a 10% increase of profit after tax (PAT)
to $9 million from the year-ago quarter.
Hindustan Times in Internet
HT's Internet business, under the hindustantimes.com portal, is primarily a news
website with 2 million unique visitors and 100 million page views per month,
with a significant number of visitors coming from outside India.
MARKETING STRATEGY OF HT
7/29/2019 role of hr IN HR
17/119
17
Personal Contact Campaign (PCC) or Direct Marketing:It also referred to as direct marketing because the Marketing Research
Executives (MRE) of HT directly approached the customer by making a visit at
a place convenient to the latter; usually theyre home, carrying along with them
a questionnaire consisting a set of questions with multiple answers to take the
customers opinion.
The MREs went door to door and checked whether the product is acceptable by
the customer or it required changes. The campaign saved a lot of time, money
and resources of the company. Since they took up this PCC pre launch of HT,
they were able to determine if any changes were required before the launch of
HT.
Hindustan Times was the only player in the history of Mumbai industry to come
up with such campaign, followed by DNA and then, even by the TIMES. This
campaign was widely accepted by people of Mumbai. HT took to this campaign
in Delhi for the last ten years and is still continuing.
7/29/2019 role of hr IN HR
18/119
18
HT Took To Direct Marketing due to the following reasons:
To ensure HT reaches its right customers faster than its competitors. What HT wanted to portray was directly communicated to the masses. Vendors couldnt be relied upon completely when it came to promoting
the product effectively.
Therere focus was to establish themselves in the identified marketquickly and effortlessly.
The right way to get to customer was through a trained team. Indirect Marketing:
HT along with direct marketing also gave emphasis on indirect marketing. HT
took up indirect marketing because:
Customers are well known to the medium. Customers quite often purchase on the basis of Word-of-mouth i.e. from a
reliable source.
Promotion is done through a medium. Saves time, money and resources. In direct marketing, it was difficult to reach each and every customer. Customer may not like MREs approaching them directly.
HT marketed themselves INDIRECTLY in the following ways:
VENDORS
7/29/2019 role of hr IN HR
19/119
19
Vendors say is given great importance as he is one of the reliable sources for
the customer.
CITIBANK OFFERCitibank credit card holders can avail HT at a much lower price. However it
was for limited period.
NICHE MARKETINGHT caters to small segment of the market called SEC A -1 in Mumbai. A-1
denotes the uppermost socio-economic class. Such a target where only a small
segment is targeted is referred to as Niche marketing.
The plan was to initially target the upper class till the mass became aware of the
product & later move to other segments, which are more price sensitive.
7/29/2019 role of hr IN HR
20/119
20
PRICING OF HT
HTs pricing strategy was a unique and mind blowing one. It was their price
that made many TIMES customers switch to HT. They priced their paper in
such a way that other paper could only dream of. HT initially carried out a
research to find out what prices customers would pay for English daily. The
answers were
50 % -----------> RS 4
45% ------------= RS 4
5% -------------< RS 4
HT took this as a base and boiled down to a price which stunned the nation and
above all, their competitor TIMES. The offer was:
HINDUSTAN TIMES AT LESS THAN Re.1
AT YOUR DOOR STEP
And so with the grand price, launch and opening the king made its entry in
Mumbai market on July, 14th 2005!!!! Their entry was noted world wide, above
all by their competitors, TIMES .TIMES felt threatened and they indeed had to
wake up from their relaxing chairs so as to retain their numerouno position.
HT MINT (WALL STREET JOURNAL NOW WITH HT)
7/29/2019 role of hr IN HR
21/119
21
HT Media LTD has associated themselves with Wall Street Journal, the worlds
largest business newspaper. HT is offering this new paper under a subscription
of
1 year, RS 299
i.e. 311copies for 1 year at less than Re.1 per day
AND
A 30 day free subscription to WSJ.com
There are 5 reasons as to why one must read this paper:
Reading no longer is a chore Translate news to knowledge and knowledge to understanding in a
succinct and insightful manner, so that you are in control.
HTs partnership with Wall Mart journal enables the paper to tap 1800news to bring international news to its customer.
Designed to compliment your lifestyle, being available in differentformats-prints and web.
Backed by an outstanding editorial team, whose vast experience ensuresyou get clear, crisp and relevant information at your desktop
7/29/2019 role of hr IN HR
22/119
22
7/29/2019 role of hr IN HR
23/119
23
History of TOI
The Times of India came into being on November 3, 1838 and was known as
"The Bombay Times and Journal of Commerce". Initially the paper served only
the British residents of western India. Published twice a week on every Saturday
and Wednesday, The Bombay Times and Journal of Commerce contained news
from Europe, America and the sub- continent and was circulated between India
and Europe via regular steamships. From the year 1850 the daily editions of the
paper were started and the newspaper got its present name in 1861.
In the 19th century, the company employed over 800 people and had a good
circulation in India and Europe. The Times of India was originally British-
owned and controlled. Ivor S. Jehu was its last British editor, who left the
editorship in 1950. After India's Independence in 1947, the ownership of the
paper was passed on to the industrial family of Dalmiyas and later it was over
by Sahu Shanti Prasad Jain of the Sahu Jain group from Bijnore of Uttar
Pradesh.
TOI Circulation
The newspaper has the widest circulation among all English-language
broadsheets with about 2.6 million daily paid copies. In the year 2005, the
newspaper reported that (with a daily circulation of more than 2.4 million) it
7/29/2019 role of hr IN HR
24/119
24
was certified by the Audit Bureau of Circulations as the world's largest selling
English broadsheet newspaper.
TOI Sister Publications
Economic Times - A Financial daily Navhbharat Times - Hindi Daily Newspaper Maharashtra Times - Marathi Daily Newspaper Mumbai Mirror - Morning newspaper from Mumbai Femina - Women's magazine published in association with BBC Film fare - English Film Magazine published in association with BBC
TOI Supplements
The Times of India comes with several city-specific supplements, such as Delhi
Times, Bombay Times, Lucknow Times, and Bangalore Times etc. These city
supplements carry entertainment news, gossips, page3 party news, photographs
and other lifestyle related happenings in metros and big cities.
Times Group in Merchandise
Planet M: Times Retail with Planet M outlets offer merchandise from music to
designer Other major supplements of TOI include:
7/29/2019 role of hr IN HR
25/119
25
Times Wellness: Carries health related news and provides solution ofyour grievances by experts.
Education Times: Weekly supplement focused towards students and actsas a counselor and advisor for student community.
Times Ascent: A weekly supplement, it seeks to introduce moreunderstanding of Human Resources and corporate life related stories.
Also carries the advertisements of various kinds of jobs in India and
abroad.
Times Drive: A supplement related to auto-mobiles and latestdevelopment in the industry.
Times Property: The weekly supplement has real estate and propertynews.
Times Life: Once in week carrying news about life of personalities andfamous people.
Times Classifieds: Carries advertisements regarding jobs, buy and sell ofitems etc.
Times Matrimonial: Feature marriage advertisement of boys and girlslooking for match.
Rouge: A weekly supplement Times en Vogue: A weekly supplement
TOI in Electronic Media
A 24 hour English news channel, TIMES NOW has been started couple of years
back by a joint venture between Reuters and the Times Group. The company
7/29/2019 role of hr IN HR
26/119
26
also owns a lifestyle TV channel - Zoom and a radio channel - Radio Mirchi.
One of India's leading radio channel - Radio Mirchi is available in Delhi,
Mumbai and other important cities of India.
.Times Group Events
The Times group organizes a number of fairs and exhibitions time-to-time all
over the country. Times Utsav Consumer fairs, Times Ascent Job Fairs and
Education Events are the fair and exhibitions organized by the Times group.
The Times Group sponsors Miss World and Miss Universe events and played
host to a galaxy of stars at the Film fare Awards. The group also organizes The
Economic Times Awards for Corporate Excellence or the Brand Equity Quiz.
Times Group in Social Services
The philanthropic arm of the Times group, the Times Foundation, offers Non
Government Organizations, institutions & others organizations all over India, a
good platform to converge and address the country's developmental needs.
TOI in Internet
Times Group offers Internet services worldwide that covers everything from art
to airlines, knowledge events to telecom and integrated marketing. The site is
visited by millions of users from India and other countries of the world.
TIME'S MAJOR BRANDS
7/29/2019 role of hr IN HR
27/119
27
The Times of India-India's (and the world's) largest broadsheet daily
The Economic Times-India's largest financial daily, and world's secondlargest after The Wall Street Journal
Navbharat Times-The largest Hindi Daily in Delhi and Mumbai Maharashtra Times-The largest Marathi Daily in Mumbai Mumbai Mirror-India's largest circulating compact newspaper Femina-A women's magazine Film fare-A film magazine Planet M-A music retailing brand Times Music-Music publishing including Hindi, Pop music,
devotional/spiritual music
Times Jobs-One of the fastest growing e-recruitment portals in India Radio Mirchi-A radio venture which mixes fun with social commitment
while providing entertainment
Times Television-The group's latest venture has an entertainmentchannel called Zoom and a news channel named Times News.
Times STRATEGIES
Move first, Move fast
7/29/2019 role of hr IN HR
28/119
28
India times were founded with a simple belief- to create world class media
product and services. Their mission stems from the belief that consumer
experience is critical to their service.
Multiple tiesTeam India times strives to create multiple relationships with global India. To
do that India times commanders and strategists wear simple hats, think
disruption and reinvest themselves every week
Continuous innovationBeing in a dramatically changing business-the internet- amounts to: act
granular, think big. India times customers are just joining the digital revolution.
So, the company acts on its anticipation of its customers through meticulous
work, continuous innovation and consistency in quality.
Where Ideas liveAt India times ideas rarely die, because they vehemently believe in the freedom
to disagree. The company believes in keeping the floodgates of ideation open at
all times. They are not subsumed by it, they generously give every idea enough
gestation-time even if it means forking out time from their daily work.
Smart-sensing the future
7/29/2019 role of hr IN HR
29/119
29
India times seeks to be a media mega mart that infotains the customer, creates
community value, delights the smart shopper, provides cutting-edge solutions to
the advertiser and believes in the magic of the idea.
TOIs Defensive Strategies
Months before Hindustan Times was launched in Mumbai, The Times of India
went on to a defensive mode and started a new compact newspaper, called
Mumbai Mirror. But it did not sell much, so ToI started distributing it free with
the main newspaper. Now for Rs 5, ToI reader gets more than 100 pages.
We always knew that there was space for a 2nd newspaper in Mumbai, and so
we started an alternative to broadsheets- a tabloid. By including Mumbai Mirror
with ToI, we are improving the price performance ratio of of our brand, says
Bhaskar Das, executive president of The Times of India Group. The Mirror is a
newspaper for the new generation, who want new-on-the-go like McD. Its for
the supersonic age where people want to scan news without going into too much
depth.
It is essentially a blockading strategy. You flood the reader with so much that
he/she doesnt feel the need for another newspaper. Their strategy was a
normal reader spends 20-25 minutes on newspapers. Do you think he/she will
7/29/2019 role of hr IN HR
30/119
30
spend more time reading just because there are new newspapers? Apart from
Mumbai Mirror, a daily tabloid, ToI also launched Rouge and Culture Currie
The ToI readers are suddenly seeing a lot more news in a paper that once gave
news a back seat to fluff. They beefed up their coverage, went on massive
recruitment of journalists & media executives at high salaries, mopping up
manpower and making it more expensive for their competitors to recruit.
7/29/2019 role of hr IN HR
31/119
31
ABOUT THE PROJECT
1.1 INTRODUCTION
An organization is made up of four resources, namely men, material, money and
machinery. Of these, the first one id living one, i.e. human resource and other
three are non-living i.e.non human. It is the human/people that make use of non
human resources. Hence, people are the most significant resources in an
organization. It is man who makes all the difference in organizations.
L.F.Urwick had remarked that business houses are made or broken in the long
run not by markets or capitals, patents or equipments, but by men. According
to Peter F.Drucker, man, of all the resources available to man, can grow and
develop.
The main objective of this chapter is to present a perspective for human capital
management in the Indian context. Accordingly the meaning, objectives, scope
and functions become the subject matter of this chapter.
Before we define HRM, it seems pertinent to first define the term human
resources. In common parlance, human resources mean people. OR Personnel
means the persons employed. Personnel management is the management of
people employed.
Organization may be a manufacturing firm, a business concern, an insurance
company, a governmental agency, social organizations, hospital, a university
and even families. It may be small or large, simple or complex. An Organization
7/29/2019 role of hr IN HR
32/119
32
is a human grouping in which work is done for the accomplishment of some
specific goals, or missions.
1.2 MEANING & DEFINITION OF HUMAN RESOURCE
MANAGEMENT
1.2.1 Human Resource Management means:
The management of human resources is viewed as a system in which
participants seeks to attain both individuals of group goals.
If an analysis is made of this definition it will be seen that personnel
management involves procedures and practices through which human resources
are managed (i.e. organized and directed) towards the attainment of the
individual, social and organizational goals. By controlling and effectively using
manpower resources, management tries to produce goods and services for the
society.
7/29/2019 role of hr IN HR
33/119
33
1.2.2 Definitions:
1.2.2a Human Resource Management involves all management decisions and
practices that directly affect or influence the people, or human resources, who
work for the Organization. An organizations employees enable an Organization
to achieve its goals, and the management of these human resources is critical to
an organizations success.
1.2.2b According to Process Systems View Human Resource Management
means:
Human Resource Management is the systematic planning, development, and
control of a network of inter related process affecting and involving all
members of an Organization.
Key Terms used in this definition:
Process: Process is an identifiable flow of interrelated events moving towards
some goal, consequence and end. An example of the human resource
management is the staffing process, a flow of events that results in the
continuous filling of positions within the Organization. These events include
such activities as recruiting applicants, making hiring decisions, and managing
career transitions such as transfers and promotions.
Flow: Flow implies movement through time and in the direction of a result;Inter-related: implies interaction within the process and between events;Goal and Consequence (Purpose): suggest a human objective;
7/29/2019 role of hr IN HR
34/119
34
Events: are activities, happenings or change;End: implies some conclusion or consequence that may not necessarily be
sought or planned by man.
System: System is a particular set of procedures or devices designed to control
a process in a predictable way. For e.g. Staffing System of an Organization.
As a process it includes:
Human Resource Planning;Job and Work Design;Staffing;Training and Development;Performance Appraisal and Review;Compensation and Reward;Employee protection and representation;Organization Improvement.
1.2.2cHuman Resource Management is the planning, organizing, directing and
controlling of the procurement, development, compensation, integration,
maintenance and separation of human resources to the end that individual,
organizational and societal objectives are accomplished".
Edward Flippo
7/29/2019 role of hr IN HR
35/119
35
This definition is a comprehensive and covers both the management functions
and the operative functions. The purpose of all these functions is to assist in the
accomplishment of basic objectives.
1.2.2 General Definition:
Personnel Management is the recruitment, selection, development, utilization
of and accommodation to human resources by organizations. The human
resources of an organization consists of all individuals regardless of their role,
who are engaged in any of the organizations activities.
1.3 Three aspects of Human Resource Management:
Welfare Aspect: concerned with working conditions and amenities such ascanteens, crches, housing, personal problems of workers, schools and
recreations;
Labor or Personnel Aspect: concerned with recruitment, placement ofemployees, remuneration, promotion, incentives, productivity etc.;
Industrial Relations Aspect: concerned with trade union negotiations,settlement of industrial disputes, joint consultation and collective bargaining.
7/29/2019 role of hr IN HR
36/119
36
1.4 Difference between Personnel Management and Human Resource
Management
Table: 1
Dimensions PM HRM
Nature of relations Pluralist Unitarist or neo-unitarist
Perception of conflict Conflict is
institutionalized
Conflict is pathological
Contract Emphasis on compliance Beyond contract commitment
Role of procedures Rules dominated Culture and values dominated
Planning perspective Adhoc, reactive Integrated, proactive
Acceptability of
unions
Acceptable Non desirable
Level of trust Low High
Key relation Labour management Customer
Managements Role Transactional Transformational
Basis of job design Division of labour Teams
Key people PM/IR specialist Line people and general mangers
Skills acquisition Training and
Development
Learning Organization
7/29/2019 role of hr IN HR
37/119
37
Reward Management Standardized job
evaluation
Performance related
1.5Characteristics of Human Resource Management
1. Human Resource Management is concerned with managing people at work.It covers all levels of personnel, including blue collared employees and white
collared employees;
2. It is concerned with employees, both as individuals as well as group;3. Human Resource Management is concerned with helping the employees to
develop their potentialities and capacities to the maximum possible extent,
so that they may derive great satisfaction from their jobs;
4. It is a major part of the general management function and has roots andbranches extending throughout and beyond each Organization;
5. Human Resource Management is of a continuous nature;6. Human Resource Management attempts at getting the willing co-operation
of the people for the attainment of the desired goals.
7/29/2019 role of hr IN HR
38/119
38
HRM can be of full value to an Organization only when it is consistently
throughout out and applied at all levels and to all management functions; in
corporate policies, in the systems, procedures and in employment practices, etc.
this integrative aspect of HRM is, therefore, of vital importance.
Fig, 1
Employee
Relations
Industrial
Relations
HRM
Personnel
Administration
7/29/2019 role of hr IN HR
39/119
39
1.6 Objectives of Human Resource Management
Objectives are pre-determined ends or goals at which individual or group
activity in an Organization is aimed. Objectives can be divided in to two parts:
1.6.1 Primary Objectives:
HRMs main goal is the creation of a workforce with the abilityand motivation to accomplish the basic organizational goals;
They relate to the satisfaction of the personal objectives of themembers of an Organization through monetary and non
monetary devices;
They relate to the satisfaction of community and socialobjectives, such as serving the customers honestly, promoting a
higher standard of living in the community, bringing comfort
and happiness to the society, protecting women and children
and providing for aged personnel;
To utilize human resource effectively;To establish and maintain a productive and self respecting
relationship among all members of an Organization;
To establish and maintain an adequate organizational structure; To bring about maximum individual development of the
members of an Organization;
7/29/2019 role of hr IN HR
40/119
40
to maintain a high morale and better human relations inside anOrganization by sustaining and improving the conditions which
have been established so that employees may stick to their jobs
for a longer period;
1.6.2 Secondary Objectives:
The secondary objectives aim at achieving the primaryobjectives economically, efficiently and effectively.
7/29/2019 role of hr IN HR
41/119
41
1.7 Functions of Human Resource Management
According to different authors HRM functions can be divided in to different
categories. Some of the categories are as follows:
1. General and Specific functions;2. Personnel administration and Industrial relations functions.3. Managerial and Operative functions
1.7.1 General and Specific functions:
General Functions:
To conduct personnel research;To assist in the programmes of personnel administration;To develop appraisal plans;To launch education and training programmes;To develop a competent work force;To establish and administer varied personnel services delegated to personnel
department.
Specific Functions:
Employment;Safety;Wage and salary;
7/29/2019 role of hr IN HR
42/119
42
Benefit Schemes;Community relations andAdvice and counseling the employees.
1.7.2 Personnel Administration and Industrial Relations Functions:
Personnel Administration:
These functions relate to the function of managing people from the lower to the
upper level of the Organization and embraces policy determination as well as
implementation of policies by the personnel at the lower levels;
Industrial Relations Functions:
These functions relate to interactions between the management and the
representatives of the unions. Such functions involve all activities of employer
employee relationship, such as Organization of the union members, negotiations
of contracts, collective bargaining, grievance handling, disciplinary actions,
arbitration etc- the purpose of all these being to prevent conflict between two
parties.
7/29/2019 role of hr IN HR
43/119
43
1.7.3 Managerial and Operative Functions;
Managerial Functions:
Management is Personnel administration. It is the development of the people
and not the direction of the things. Managing people is the heart and essence of
being a manager. Thus, a Human Resource Manager is a manager and as such
he performs the basic functions of management.
Feedback of significant deviations from planned performance
(Managerial Functions)
Inputs
Human and
Economic
Resources
interactin
Planning
Determination
of short to
long range
lans to
Organizing
Development
of the Orgn.
Structure
accordin to
Directing
Stimulation
and
motivation of
Or anization
Controlling
Assurance that
directed action
is taking place
accordin to
Outputs
Goods and
services needed
by the
or anization
7/29/2019 role of hr IN HR
44/119
44
Fig: 2
Operative Functions:
These functions are concerned with the activities specifically dealing with
procuring, developing, compensating and maintaining an efficient work force.
These functions are also known as service functions.
Procurement Function;Development function;Compensating function; Integrating function;Maintenance function.Managerial Functions:
Planning: Is a predetermined course of action. Planning is a hard job, for itinvolves the ability to think, to predict, to analyze and to control the actions
of its personnel and to cope with a complex, dynamic fluid environment.
They bridge the gap from where we are to where we want to go. The two
important features of planning are research and forecasting. The task of
forecasting personnel needs in relation to changes in production or seasonal
variations and the leveling out of differences in the production extremely
important, both for employees and for management. Therefore, planning and
decision making has to be undertaken much in advance of an action so that
7/29/2019 role of hr IN HR
45/119
45
unforeseen or anticipated problems and events may be properly handled.
This as also stressed by the saying: Good managers make things happen.
Organizing: An Organization is a means to an end. It is essential to carryout the determined course of action. Complex relationships exist between the
specialized departments and the general departments as many top managers
are seeking the advice of personnel manager. Thus, Organization establishes
relationship among the employees so that they can collectively contribute to
the attainment of company goals.
Directing: Direction is an important managerial function in building soundindustrial relations besides securing employee contributions. Co-ordination
deals with the task of blending efforts in order to ensure successful
attainment of an objective. The personnel manager has to coordinate various
managers at different levels as far as personnel functions are concerned.
Personnel management function should also be coordinated with other
functions of management like management of money, machine, and material.
Controlling: Controlling involves checking, verifying and comparing of theactualize with the standards, identification of deviations if any and correcting
of identified deviations. Thus, action and operation are adjusted to
predetermined plans and standards through control.
Fig. 3: Functions of Personnel Office/ Personnel Management.
7/29/2019 role of hr IN HR
46/119
46
Functions of Personnel Office
Managerial Functions Operative Functions
Planning Organizing Directing Controlling
Employment HRD Compensation Human Relations, Placement.
H R P; Performance- Job Evaluation; Motivation;
Recruitment; Appraisal; Wage & Salary Morale;
Selection; Training; Quality- Circles. Orgn.Change & Dev.
Induction; Mgmt. Dev. Fringe Benefits. Career
Planning
Operative Functions:
The operative functions of human Resource Management are related to
specific activities of personnel management e.g. employment, development,
7/29/2019 role of hr IN HR
47/119
47
compensation & Relations. All these functions are interacted by managerial
functions.
Employment: Employment is concerned with securing and employing thepeople possessing required kind and level of human resources necessary to
achieve the organizational objectives. It covers the functions such as job
analysis, human resource planning, recruitment, selection, placement,
induction and internal mobility.
Human Resource Development: It is the process of improving, moldingand changing the skills, knowledge, creative ability, aptitude, attitude,
values, commitment etc. based on present and future job and organizational
requirements. This function includes Performance Appraisal, Training,
Management Development, Career Planning and Development, Internal
Mobility (Promotion, Demotion), Organizational Development.
Compensation: It is the process of providing adequate, equitable and fairremuneration to the employees. It includes job evaluation, wage and salary
administration, incentives, bonus, fringe benefits, social security measures
etc.
Human Relations: Practicing various human resource policies andprogrammes Loire employment, development and compensation and
interaction among employees create a sense of relationship between the
individual worker and management, among workers and trade unions and
7/29/2019 role of hr IN HR
48/119
48
management. It is the process of interaction among human beings. Human
relations is an area of management in integrating people in to work situation
in a way that motivates them to work together productively, cooperatively
and with economic, psychological and social satisfaction.
7/29/2019 role of hr IN HR
49/119
49
1.8 Human Resource Management Environment
HR manager cant perform his job in a vacuum as a number of environmental
factors affect the HRM. In fact, these factors influence the Organization through
human resources.
Environment (with special reference to Human Resource Management):
means the totality of all factors, which influence both the Organization and
HRM sub system.
Fig. 4: Environmental Scanning of HRM
Technological
Marketing
Government & Legal Customers
Orgn. Politics Production
Political Trade Unions
Finance Orgn. Structure
Economic Social & Religious
HRM
7/29/2019 role of hr IN HR
50/119
50
The environment furnishes the macro context and the Organization is the micro
unit. The external environment is comprised of those factors, which affect an
organizations human resources from outside the Organization. Important
among them are:
Economic; Social; Political; Governmental; Legal; Technological; Manpower in the country; Tradition and culture; Customers; Other organizations; Trade Unions in other organizations.1.8.1 Internal Environment:
The internal environment also affects the job of a personnel manager. The
internal environmental factors include Organization objectives, policies,
organizational structure, and the functional areas of the Organization with
which the personnel manager works continuously like finance, marketing and
7/29/2019 role of hr IN HR
51/119
51
production. Impact of internal environment factors is profound as they
frequently and closely interact with HRM function in an Organization.
1.8.2 External Environment:
The influence of external environment on HRM is also equally important,
though the severity is comparatively less. People are essentially self-managing.
In other words, while people manage other resources, themselves manage
personnel. People themselves decide about the nature, time, and place of their
employment. And people react to the changing conditions and to the techniques
of management unlike money, material and machine. The changes includes in
the external environment are:
Technological obsolescence; Cultural and social changes; Changes in the policies of govt.; Politics and the like.
With the result, the work environment changes thereby affecting their
productivity level.
Considering the complexities and the challenges in the HRM now and in near
future management has to develop sophisticated techniques and efficient
specialists to among the personnel on sound lines
7/29/2019 role of hr IN HR
52/119
52
1.9 Functional Areas/ Scope of Human Resource Management
1. Organizational planning, development and task specification;2. Staffing and Employment;3. Training and Development;4. Compensation, Wage and Salary administration;5. Motivation and Incentives;6. Employee services and Benefits;7. Employee records;8. Labor and Industrial Relations;9. Personnel Research and Personnel Audit.1.10 Role of HR Practitioner
The coordination and integration of activities in an organization just not happen,
it has to be worked out. People tend to head off in different directions- to go
their own sweet way. They will jot necessarily cooperate with one another.
Thus, to begin with, the HR manager should have three main objectives in
mind:
1. To gain the commitment and cooperation of all the members in his workgroup;
2. To get the group into action to achieve agreed objectives;3. To make the best use of the skills, energies and talents of all the
members.
7/29/2019 role of hr IN HR
53/119
53
In the modern era, the personnel manager typically performs a variety of the
roles, such as a role of a conscience, of a counselor, a mediator, a company
spokesman, a problem solver and a change agent. He performs many roles as
per needs of the situation. Such as:
I. The conscience role is that of humanitarian who reminds themanagement of its moral and ethical obligations to its employees;
II. The personnel manager plays the role of a counselor to whom theemployees frequently go for consultation and with whom they
discuss their marital, health, mental, physical and career problems;
III. As a mediator, he plays the role of a peacemaker, offering to settlethe disputes that may arise among individuals or groups. He acts a
liaison and communicating link between an individual and a group
and between labour and management;
IV. The personnel a manger has always been a frequent spokesman foror representative of the company because he has a better overall
picture of his companys operation, since he deals intimately with
many key organizational activities and functions;
V. The personnel manager also acts as a problem solver with respect tothe issues that involves human resources management and overall
long range organizational planning;
7/29/2019 role of hr IN HR
54/119
54
VI. He works as a change agent within the organization because he isbest suited to introduce and implement major institutional changes.
He takes initiative for installing organizational development
programmes and convinces the top management of their need. It is
he who alerts the top management regarding managerial
obsolescence in his organization;
VII. The personnel manager plays many other roles as well. Any matterwhich need someones attention and which no body wants to deal
with is, often handled by the personnel department. Such activities
may be peripheral but important and crucial to the efficient and
effective operation of an organization.
It has been now fully recognized that the basic role of the personnel manager if
the management of the manpower resources. Such management is
concerned with leadership both in-group and individual relationship, and
labour management relations. It effectively describes the process of planning,
and directing the application, development and utilization is now considered as
one of the four main functions, viz. finance, production, marketing, and human
relations.
The ideal personnel manager is not a decision maker but a counselor not
collector of responsibilities but an advisor to help the management make
7/29/2019 role of hr IN HR
55/119
55
more reliable personnel decisions. In any organization it is these line man
who determine the personnel climate for the entire organization. If the
personnel man can meet the challenge of staff role he would make the
effective contribution to industry.
Personnel Role Welfare Role Administrative
Role
Fire Fighting/Legal
Role
Advisory:
advising
management on
effective use of
human resources
Research in
personnel and
organizational
problems
Time keeping Grievance handling
Manpower
planning:
Recruitment,
selection etc.
Managing
services-
canteens,
transport etc.
Salary and wage
administration
Settlement of
disputes
Training and
development of
line man
Group
dynamics:
group
counseling,
motivation,
leadership,
Human engineering:
man machine
relationship
Handling
disciplinary actions
7/29/2019 role of hr IN HR
56/119
56
communication
etc.
Measurement and
assessment of
individual and
group behavior
- - Collective
bargaining
- - - Joint consultation
Table 2
7/29/2019 role of hr IN HR
57/119
57
1.11Evaluating HR Function
Organizations can promote human excellence by offering a potential site for the
flowering most forms of human excellence. Within an organization, if there is
meritocracy, people compete for promotion and other rewards on the basis of
good work rather than on the basis of pull. Recognition and rewards for
creative ideas, discoveries, inventions, innovations etc. promote creative
excellence. The human resource development movement in industry is aimed at
facilitating organizationally useful individual growth and development. The
more an organization promotes individual or team excellence, the more the
organization itself is likely to excel because the work of any organization is
dependent on the work of its individual members and employee groups.
The human factor across all organizations comprises three basic elements:
1. The people themselves who work in the organization; the skills andcapabilities they possess and their attitude towards the company;
2. The management style prevalent in the organization, which usuallystems from the top. The style may be aggressive, authoritarian,
democratic or laissez faire and each type has a different impact on
the way people work as individuals or in groups;
7/29/2019 role of hr IN HR
58/119
58
3. The organizational climate i.e. the work atmosphere in thecompany, as determined by the degree of interpersonal
cooperation, the types of conflict resolution, the amount of
trustworthiness, the prevalent organizational politics etc.;
The quality of HRM practices prevalent in a particular organization can be rated
by scrutinizing the following factors:
1.11.1Organization Climate:
1. Do people feel they are giving enough responsibility?2. Do people know what is expected of them in the shape of objectives and
standards of performance?
3. Do people see themselves being fairly rewarded for their work and feelthat promotion policies are fair?
4. Do the employees feel that they belong to a worthwhile company and arevaluable members of working teams?
5. Is there adequate feedback to people on their performance, whether it isgood, bad or indifferent?
6. Is there sufficient to challenge in their jobs?7. Are people given enough support by their managers or supervisors in the
shape of guidance or help?
7/29/2019 role of hr IN HR
59/119
59
Type of Management Style:
1. Does it tend to be Autocratic?2. Does it tend to be Task centered or people centered?3. Do managers tend to be distant or cold or approachable and friendly?4. Do managers tend to be hard or soft on people?5. Thus, an amalgamation of all the factors throws some light as an indicator
of the quality of HRM practiced in an organization.
7/29/2019 role of hr IN HR
60/119
60
PERSONNEL POLICIES
The dictionary meaning of policy is a planned action and that plan is a
policy. Policy making and planning are, therefore, synonymous. A policy,
says Flippo, is a man made rule of pre-determined course of action that is
established to guide the performance of work toward the organization
objective it is a type of standing plan that serves to guide subordinates in the
execution of their tasks. According to Calhoon, personnel polices constitute
guides to action. They furnish the general standards or base on which
decisions are reached. Their genesis lies in an organizations values,
philosophy, concepts and principles. Policies are statements of the
organization over all purpose and its objective in the various areas with
which its operation are concerned personnel finance production marketing
and so on.
7/29/2019 role of hr IN HR
61/119
61
AIMS AND OBJECTIVE OF PERSONNEL POLICIES
The aims of personnel policies should be/are:
1. To enable an organization to fulfill or carry out the main objective whichhave been laid down as the desirable minima of general employment
policy;
2. To ensure that its employees are informed of these items of policy and tosecure their cooperation for their attainment;
3. To provide such condition of employment and produces as will enable allthe employees to develop a sincere sense of unity with the enterprise and
to carry out their duties in the most willing and effective manner;
4. To provide an adequate, competent and trained personnel for all levelsand types of management; and motivated them;
5. To protect the common interest of all the parties and recognize the role oftrade union in the organization.
6. To provide for a consultative participation by employee in themanagement of an organization and the framing of condition for this
participation, which, however shall not take place in technical, financial
or trading policy;
7/29/2019 role of hr IN HR
62/119
62
7. To provide an efficient consultative service which aims at creating mutualfaith among those who work in the enterprise;
By developing management leadership which aims is bold andimaginative and guide by moral values;
By effectively delegating the human relation aspects of personnelfunction of line managers by enforcing discipline on the basis of
cooperative understanding and humane application of rules and
regulation; and
By providing for a happy relationship at all levels
. 8. To establish the conditions for mutual confidence and avoid confusion
misunderstanding between the management and the workers, by developing
suggestion plans, joint management councils, work committees, etc., and by
performance appraisal discussion;
9.To provide security of employment to workers so that may not be
distracted by the uncertainties of their future;
10. To provide an opportunity for growth within the organization to person
who are willing to learn and undergo training to improve their future
prospects.
7/29/2019 role of hr IN HR
63/119
63
11. To provide for the payment of fair an adequate wages and salary to the
workers so that their healthy cooperation may be ensure for efficient
working of the undertaking;
12. To recognize the work and accomplishment of the employees by offering
non-monetary incentives rewards;
13. To create a sense of responsibility on the part of those in authority, for
the claims of employees as human being, who should be guaranteed
protection of their fundamental rights and offered enough scope for
developing their potential.
ESSENTIAL CHARACTERSTICS OF A SOUND PERSONNEL POLICY
The main features of a good personnel policy are:
1. The statement of any policy should be definite, positive, clear and easilyunderstood by anyone in the organization so that what it proposes to achieve
is evident.
2. It should be written in order to preserve it against loss to stimulate carefulconsideration before its formulation and to prevent the promulgation of
numerous, differing and temporary oral policies from multiple sources.
7/29/2019 role of hr IN HR
64/119
64
3. It must be reasonably stable but not rigid, i.e., it should be periodicallyrevised, evaluated, assessed and revised and should, therefore, be in tune
with the challenge of changes in the environment and should have built in
resilience for adjustment from time to time.
4. It must be supplementary to the over-all policy of an organization, for ifdepartmental policy were made such as to come into conflict and violet the
company policy, it would be tantamount to insubordination. Peter drucker
has observed: the policies of an enterprise have to be balanced with the kind
of reputation an enterprise wants to build up with special reference to the
social and human needs, objectives and value.
5. It should be indicate that the management knows that workers prefer to dealwith the management on an individual basis.
6. It should recognize the desire of many workers for recognition as groups inmany of their relationships.
7. It should be formulated with due regard for the interests of all the concernedparties-the employers, the employees and the public community.
8. It should be the result of a careful analysis of al the available facts.9. It must provide a two-way communication system between the management
and the employees so that the latter are kept informed of the latest
developments. In the organization and the employers are aware of the action
and reaction of employees on particular issues.
7/29/2019 role of hr IN HR
65/119
65
10.It should be consistent with public policy, i.e., with the spirit rather than theletter of the law, so that the intensions and settled course of an organization
are appreciated in terms of public opinion from the standpoint of national,
economic and social justice for the employees and for the community at
large.
11.All interested parties should generally know it.12.It must have not only the support of the management but also the co-
operation of employees at the shop floor level and in the office.
13.Before evolving such a policy, trade unions should be consulted in14.Matters of industrial relations; and the role of trade unions should be
restricted only to this area.
15.It should be progressive and enlightened, and must be consistent withprofessional practice and philosophy.
16.It must make a measurable impact, which can be evaluate and qualified forthe guidance of all concerned, especially in the field of the three Rs of
personnel management viz., recruitment, retainment and retirement.
17.It should be uniform throughout the organization, though, in the light of localconditions, slight variation may be permitted in specific policies relating to
staffing compensation, benefits and services.
7/29/2019 role of hr IN HR
66/119
66
18.It should have a sound base in appropriate theory and should be translableinto practices, terms and peculiarities of every department of an enterprise.
19.Except in rare cases, policies should not prescribed detailed procedures.
7/29/2019 role of hr IN HR
67/119
67
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY is a way to systemically solve the research problem. It may
be understood as a science of studying how research is done. and it to study the various steps
that are generally adopted by a researcher in studying his research problem it is necessary for
the researcher to design the methodology form the problem as a method differ from problem-
problem.
RESEARCH PROCESS
Before embarking on the detail of research methodology and the techniques it seems
appropriate to present the brief overview of the research process. Research process consists of
series of action or steps necessary to effectively carried out the research and the desired
sequencing of these steps one should remember that the desired sequencing of these steps.
any specific order and researcher have to be constantly anticipating at each steps in the
research process however the following order concerning various steps provide a useful
procedural guideline regarding the research process.
7/29/2019 role of hr IN HR
68/119
68
PURPOSE OF THE STUDY
The significance of this project is to give the understanding of how companys ER
department tries to improve their productivity, good working conditions, proper training and
motivation, reduce cycle time, reduce production cost etc.
In HT behavioral as well as technical both trainings are given to the workforce. The project
focuses on how different methods, techniques and policies adopted by the management to
identify training needs of workforce and to provide them proper training according to need
identified. It will help you to understand how organization provides training time to time and
provide chance to workmen to update him/her and to provide benefit to both him/her and
organization.
7/29/2019 role of hr IN HR
69/119
69
RESEARCH OBJECTIVE OF THE STUDY
The objective for this project is to undertake a study, the Role of HR Manager in HT To Study How HR Department is Important for the Company To study how Training and Development , Recruitment and Selection process are
performed in the Company
7/29/2019 role of hr IN HR
70/119
70
RESEARCH METHODOLOGY OF THE STUDY
Methodology may be a description of process or may be expanded to include a
philosophically coherent collection of theories, concept or ideas as they relate to a particular
discipline or field of inquiry. This project requires a detailed understanding of the concept
hr management. Therefore , firstly we need to have a clear idea of, what is TRAINING &
DEVELOPMENT , how it is applied in HT and what are the different ways in which HR
Management provided to the employees in the organization etc.
RESEARCH DESIGN
Research design is a conceptual structure within which research is conducted; it is basically
the blue print for a collection of data, measurement and analysis of data . A research design
is the arrangement of conditions for collection and analysis of data in manner that aims to
combine relevance to research purpose with economy in procedure.
My research design is of descriptive type. A descriptive research includes survey fact
finding and enquiries of different kinds with a major purpose of description of affairs as it
exist in present.
DATA COLLECTION TECHNIQUES
Data collection.
The task of data collection begins after research problem has been defined and research
design/ plan chalked out while deciding about the data collection to be used for studying two
types of data is used. I have used primary and secondary data for which a comprehensive
questionnaire was prepared and was got filled up by the employee of the organization
7/29/2019 role of hr IN HR
71/119
71
Primary data: Are those which are collected fresh and for first time and thus happen to be
original in character . as:-
Questionnaires: A formal list of the questions answered by the employee ofHT and
later analysis the responses. We have used structured questionnaire as a formal list of
question produces more reliable results.
Direct personal: personal interview is versatile and flexible.
Interview: Direct face to face conversation help in getting accurate data.
Secondary data: On the other hand are those which have already been collected by some one
else and which have been already passed on.
the method of collecting primary and secondary data differs since primary data are to
be originally collected while in case in secondary data the nature of data collections works is
merely that of compilation. As:
Internet
Books
Journal
Manuals
Annual reports
SAMPLE DESIGN
A sampling design is a definite plan for obtaining a sample for a given population. It refers to
the techniques and procedure the researcher would adopt in selecting items for sample design
is determined before data is collected. The sample size should also be ascertained before
starting the research program.
I have choosen a sample size of the 20 employee.
7/29/2019 role of hr IN HR
72/119
72
CONCERNED WITH THE TOPIC: TRAINING & DEVELOPMENT
What is Training and Development:-
Training is a short term process utilizing a systematic and organized procedure by which non
managerial person acquires technical knowledge and skill for a definite purpose. It refers to
instruction in technical and mechanical operation like operation of some machines. It is
designed prima MSP for non managers, short duration and specific job related purposes.
NEED FOR TRAINING:
Every organization or established should provide training to all employees irrespective of
their qualification, skill, suitability for the job etc. Thus, no organization can choose whether
or not to train employees.
Training is not something that is done once to new employees; it is used continuously in
every well run establishment. Further, technological changes, automation, require up-dating
the skills and knowledge. As such an organisation has to retrain the old employees.
An employees specification may not exactly suit to the requirements of the job and the
organisation irrespective of his past experience, qualification, skills, knowledge etc. Thus
every management finds deviations between employees present specifications and the job
requirements and organizational needs.
The primary goal or most of the organisations is their viability is continuously influenced by
environmental pressure. If the organisation desires to adapt these changes, first it has to train
the employees to impart specific skills and knowledge in order to enable them to contribute to
the organisational efficiency and to cope with the changing environment.
7/29/2019 role of hr IN HR
73/119
73
Every organization in order to survive and to be effective should adopt the latest technology,
i.e. mechanization, computerization and automation. Adoption of latest technological means
and methods will not be complete until they are manned by employees possessing skill to
operate them. So, organisation should train the employees to enrich them in the areas of
changing technical skills and knowledge from time to time.
This creates the complex problems of co-ordination and integration and integration of
activities adaptable for and adaptable to the expanding and diversifying situations. This
situation calls for training in the skills of co-ordination, integration and adaptability to the
requirements of growth, diversification and expansion. Companies constantly search for
opportunities to improve organisational effectiveness.
Trends in approach towards personnel management has changed from the commodity
approach to partnership approach, crossing the human relations approach. So training in
human relations is necessary to deal with human problems and to maintain human relations.
Training is also necessary when the existing employee is promoted to the higher level in the
organisation and when there is some new job or occupation due to transfer, techniques or
technology.
The need for training also arises to:
o Increase productivity.o Improve quality of the product/service.o Help a company to fulfils it future personnel needs.o Improve organisational climate.o Improve health and safety.o Prevent obsolescence.
7/29/2019 role of hr IN HR
74/119
74
o Effect the personal growth.o Minimize the resistance to change.
The factors discussed above are mostly external factors and they are beyond the personnel
managers control. These factors often determine the success of training objectives as shown.
Factors Purposes
Technological Advance Improved Productivity
Organisational Complexity Prevention of Obsolescence
Job Requirements Preparation for Higher Level Jobs
Human Relations Top Management Support
Learning Principles Improved Morale
7/29/2019 role of hr IN HR
75/119
75
TRAINING AND DEVELOPMENT DISTINCTION
LEARNING
DIMENSION
TRAININGDEVELOPMENT
WHO Non-managers managers
WHAT Technical-mechanical
operation
Theoretical conceptual
ideas
WHY Specific job related
information
General knowledge
WHEN Short term Long run
Training is a continuous systematic development among all levels of employees of that
knowledge and their skills and attitude which contribute to their welfare and their company.
Manager development concerns the mean by which person cultivate those skills which
application will improve the efficiency and effectiveness with which the anticipated result of
the particular organizational segment are achieved.
Training is an organised procedure by which learning of knowledge or skill for definite
purpose.
Development is a systematic process of training and growth by which an individual gain or
apply knowledge skill etc. in short development brings about a change in personality also.
7/29/2019 role of hr IN HR
76/119
76
THE TRAINING PROCESS
Important steps in a typical training process:
ORGANISATIONAL
OBJECTIVE
ASSESSMENT OFTRAINING NEEDS
ESTABLISHMENT OF
TRAINING GOALS
DEVISING OF TRAINING
PROGRAMME
IMPLEMENTATION OF
TRAINING PROGRAMME
EVALUATION OFRESULT
7/29/2019 role of hr IN HR
77/119
77
EVALUATION OF TRAINING PROGRAM:
The specification of values forms a basis for evaluation. The basis of evaluation and the mode
of collection of information necessary for evaluation should be determined at the planning
stage. The process of training evaluation has been defined as any attempt to obtain
information of the effects of training performance, and to assess the value of training in the
light of that information. Evaluation leads to controlling and correcting the training
programme. Hamblin suggested five levels at which evaluation of training can take place, via
reactions, learning, job behavior, organization and ultimate value.
I. Reaction: Training programme is evaluated on the basis of trainees reactions tothe usefulness of coverage of the matter, depth of the course content, method of
presentation, teaching methods etc.
II. Learning: Training programme, trainers ability and trainee ability are evaluatedon the basis of quantity of content learned and time in which it is learned and
learners ability to use or apply, the content he learned.
III. Job Behaviour: This evaluation includes the manner and extent to which thetrainee has applied his learning to his job.
IV. Organisation: This evaluation measures the use of training, learning and changein the job behavior of the department/organisation in the form of increased
productivity, quality, morale, sales turnover and the like.
V. Ultimate Value : It is the measurement of ultimate result of the contributions ofthe training programme to the Company goals like survival, growth, profitability etc.,
and to the individual goals like development of personality and social goals like
maxmising social benefit.
7/29/2019 role of hr IN HR
78/119
78
Essential Ingredients for a Successful Evaluation:
There are three essential ingredients in a successful evaluation. They are:
(a) Support throughout the evaluation process. Support items are human resources,time, finance, equipment and availability of data source, records etc.
(b) Existence of open communication channels among top management, participantsand those involved in providing data etc.
(c) Existence of sound management process.
Bases of Evaluation:
Training programme can be evaluated on the basis of various factors like production factor,
general observation, human resource factor, performance, tests, cost-value relationship etc.
Production Factors: In operative training, the prime measure of worth is that of productivity.
Productivity rates covering both quantity and quality are good indicators of the values of
training. In most business situations these rates will have to be obtained before and after
training. In an experimental situation, a control group that does not receive training could be
compared with the one that does in order to ascertain the effect of training. Management will
generally look first at production and wastage rates to determine the worth of operative
training. The other production factors are decrease in unit time and unit cost of production
and reduction in space or machine requirements.
General Observations: General observation should not be overlooked as a means of training
evaluation. The immediate supervisor is often a good judge of the skill level of his
7/29/2019 role of hr IN HR
79/119
79
subordinates. For on-the-job training programmes, the supervisor is, in effect, the judged of
his or her own efforts. If the supervisor is treated as a part of the professional management of
the organisation and is properly selected and trained, this self-analysis and appraisal can be
quite accurate and objective. The efficient supervisor observes accurately the level of skill
and knowledge acquired by the trainee during the training programme. Me also observe how
effectively the trainees apply the acquired skill and knowledge to the present and future jobs.
Human resource Factor: Training programme can also be evaluated on the basis of
employee satisfaction, which in turn can be viewed on the basis of:
(a) Decrease in employee turnover.(b) Decrease in absenteeism.(c) Decrease in number and severity of accidents.
(d) Betterment of employee morale.(e) Decrease in grievance and disciplinary cases.(f) Reduction in time to earn piece rates.(g) Decrease in number of discharges or dismissals.
Performance Tests:In the immediate sense, the specific source of training can be evaluated
in terms of written and performance tests. The test is supported by a sample of what the
trainee knows or can do. Successful accomplishment of the tests would indicate successful
training. But the true test is whether or not what has been learned in training is successfully
transferred and applied to the job. It is dangerous to rely upon tests alone to demonstrate the
7/29/2019 role of hr IN HR
80/119
80
true value of training. Performance appraisal on the job before and after training may be
supplemented to the tests.
Cost-Value Relationship:Cost factor in training should be taken into consideration in
evaluating the training effectiveness. Cost of various techniques of training and their value in
the form of reduced learning time, improved learning and higher performance can be taken
into account. Cost of training includes cost of employing trainers, and trainees, providing the
means to learn, maintenance and running of training centers, wastage, low level of
production, opportunity cost of trainers and trainees etc. The value of the training includes
increased value of human resources of both the trainee and trainer and their contribution to
raise production, reduce wastage, breakage, minimization of time requirement etc.
Cost-value relationship of a training programme or a training technique is helpful in:
a. Determining the priorities for training (for present and potential managers, agestructure of the trainees etc.).
b. Matching the employee and job through training.c. Determining the work of management sacrifices (like time taken by training
programme, non-availability of staff for production during training period etc.).
d. Choosing the right training method.e. And one of the possible combinations of the methods of training evaluation listed
below can be used by an organisation for evaluation depending upon the need and
convenience.
The various methods of training evaluation are:
I. Immediate assessment of trainees reaction to the programme.II. Trainees observation during training programme.
7/29/2019 role of hr IN HR
81/119
81
III. Knowing trainees expectations before the training programme and collectiontheir views regarding the attainment of the expectations after training.
IV. Seeking opinion of trainees superior regarding his/her job performance andbehaviour before and after training.
V. Evaluation of trainees skill level before and after training programme. VI. Measurement of improvement in trainees on the job behavior.
VII. Examination of testing system before and after sometime of the trainingprogramme.
VIII. Measurement of trainees attitudes after training programme.IX. Cost-benefit analysis of the training programme.X. Seeking opinion of trainees colleagues regarding his/her job performance and
behavior.
XI. Measurement of levels in absenteeism, turnover, wastage/scrap, accidents,breakage of the machinery during pre and post period of the training
programme.
XII. Seeking opinions of trainees subordinates regarding his/her job performanceand behaviour.
Feedback: Training evaluation information should be provided to the trainer and/ or
instructors, trainees and all other parties concerned for control, correction and improvement
of trainees activities. Further the training evaluator should follow it up to ensure
implementation of the evaluation reported every stage. Feedback information can be collected
on the basis of questionnaire or through interview. Model questionnaire for feedback
information regarding the programme of the Training.
7/29/2019 role of hr IN HR
82/119
82
PHASES IN TRAINING PROGRAMS
VARIOUS PHASES OF TRAINING PROGRAM THROUGH WHICH A
TRAINING IN THE ORGNISATION PASSES.
FIRST PHASE - TRAINING ASSESMENT
1. TRAINING NEEDS: First identify the weakness in selling skill by management &
survey
of sales representatives and customer.
2. WHO SHOULD BE TRAINED: First identify the weakness in selling skill by
management and survey of sales representatives and customer recruits, existing salesforce, refresher course, independent representative dealers distributors, users.
3. HOW MUCH TRAINING IS NEEDED: half day, 2-3 days, 6 months, continual.
SECOND PHASEPROGRAMS DESIGNING
1. WHO SHOULD IMPART THE TRAINING: Line personal, Staff - trainers, Outsidespecialist.
2. WHEN SHOULD TRAINING TAKE PLACE: After field experience, Push them ofthe dock (delayed) continual .
3. WHERE SHOULD TRAINING BE DONE: centralized, decentralized field salesoffice, senior sales people, on the job training, local sales school, local sales seminar or clinic.
4. CONTENT OF TRAINING: attitude towards selling, company knowledge, andapplication, knowledge of competitive products, knowledge of customers.