Case Study Assignment Writing – Human Resources Management Assignment : Crompton Greaves
Question: Identify any HR system or policy that was prevalent in your organization. Critically examine the functioning of the system or policy. Identify the different elements of the policy. How was it formulated? What was it intended to address? What were the challenges faced by the organization in implementing it? How did the organization go about resolving the issue? What implications did this have for the human resources philosophy, policies and practices of the organization in future? Evaluate the effectiveness of the resolution.
Case Study Analysis Review:
COMPANY PROFILE
Crompton Greaves (CG) is a part of Avantha Group, operates in around 10 countries. It is India’s largest private sector enterprise. The company is extensively diverse as it is engaged in designing, manufacturing and marketing of high tech electrical products and services relating to power generation, transmission and overall distribution (IIFL).
INTRODUCTION
The company’s idea to hire trainees from top colleges so that they can be trained to occupy top management positions in future was good but due to lack of proper execution and management it failed. So here in this part of the report I will talk about how the company can go about it and what human resource policy and methods it needs to adopt in order to inculcate fresh blood in the organisation and refrain them from leaving the company and motivate them to contribute to the best of the capabilities so that they get proper understanding of the working of the organisation so that in future the company can rely on their internal resources only to occupy higher level positions of management.
HUMAN RESOURCE MANAGEMENT
The term human resource basically is used to refer to the people working in an organisation. HRM on the other hand refers to the way the people in an organisation are managed. The primary objective is to get maximum return on the investment made by the company on human resource and minimize the financial risk. The human resource manager is basically responsible to carry these activities in an effective, legal, fair, and consistent manner (Human resource, 2010).
ORGANISATIONAL HEIRARCY OF CROMPTON GREAVE
RECRUITMENT
To attract quality workforce in the company a new recruitment plan has to get in force which can be divided into parts:
– Direct method
– Indirect method
– Third party method
DIRECT METHOD
I t will involves sending of recruiters to various educational and professional institute in cooperation of the placement office of the college or by participate in job fairs organised by different colleges. Information about student with outstanding records can be obtained by the professors of the college and that student can be contacted directly.
INDIRECT METHOD
It involves advertising through various forms of advertisement about the vacancy in the organisation. While deciding the mode and content of advertisement the points kept in mind is the type of applications we are trying to attract, what will be the advantages the person gets if he joins the firm, and lastly where to run the advertisement? In this method we will advertise in newspaper, radio and trade and professional journals and it will also include distribution of brochures.
THIRD PARTY
We can enter into contract with commercial or private employment agencies, state agencies and placement cell operating in various schools and colleges to provide quality workforce on the cost of a very nominal fee usually charged by the private agencies and the placement cells of schools and colleges usually provide the service free of charge. These people have complete profile of the various candidates looking for the job and the company can scrutinise the applications and decide whom to call for interview on the basis of the requirement of the organisation.
From the above sources the company will get applications from the interested candidates, now the company needs to carefully analyse the various applications and CV of the applicants decide whom to call for interview
INTERVIEW
Firstly we can begin the interview with a group discussion in which a case study can be taken and on the basis of the response of the candidates in GD the candidates who look promising for the company’s future can be called for a personal interview in which information other than what is present in the CV can be obtained about the candidate and on the basis of that decision can be taken regarding the hiring.
EMPLOYMENT OFFER
The candidates successful in the interview will be given an employment offer by the human resource team of the organisation.
EVALUATION OF THE METHOD OF RECRUITMENT
1) How many enquiries were received initially and how many of them converted into completed application forms submitted to the company?
2) Number of candidates actually recruited
3) How many of recruited candidates actually were retained in the organisation after six months
FACTORS AFFECTING RECRUITMENT IN THE ORGANISATION
There are basically two major factors that affect recruitment in an organisation:
1) INTERNAL FACTORS(Naukrihub.com):
– Pay package offered by the company
– Quality of work life
– Culture of the organisation
– Size of the company
– Products and services in which the company deals in.
– Growth rate of the company
– Role played by the trade union
– Cost involved in the process of recruitment
– Preferred sources of recruitment
– Policies of the organisation as well as of the competitors
– Need of the organisation
– Organisational objectives
EXTERNAL FACTORS
– Supply and demand factor
– Rate of employment
– Condition of the labour market
– Legal and political factors
– Information system
Once the trainees have been recruited by the organisation medical evaluation of the candidate is done and on the day of joining a proper orientation programme needs to be organised so welcome the fresher’s and help them adjust in the work culture of the organisation.
ORIENTATION
Once the right workforce is obtained a proper orientation programme needs to be organised and here the company should try to build healthy and friendly relationship between the fresher’s and the existing staff. Every new joinee should introduce himself to the organisation. To induce a feeling in the fresher’s that they taken the right decision so that the company is able to retain them for a long period of time the company should highlight the benefits of joining the company to the workforce:
1) It has multiple products which provide a range of job opportunities which can be matched to your skills and experience.
2) The company believes in performance excellence, having an edge over others in knowledge, customer orientation and intellectual honesty.
3) The work environment is very challenging.
4) High degree of responsibility is delegated to freshers and personal initiative is encouraged in the company.
5) CG is a socially responsible organisation.
The company has a huge base of customers which includes:
– State Electricity Boards
– Infosys Technologies
– Reliance energy
– Whirlpool(India)
– Etc
So, it addresses customers from all segments starting from household to complex industrial sectors thereby providing a wide variety of product and services.
CONCLUSION:
Earlier the methods adopted by the company were not up to the mark and the differentiation done on the basis of salary and facilities provided to the trainees from premium colleges created a feeling of dissatisfaction among the fellow trainee from other colleges and the other staff members who had joined the firm as a trainee in the past. So, keeping these factors in mind the new plan drafted listed a variety of methods to attract quality workforce in the organisation and retain them by giving them a healthy and friendly work environment and giving every individual equal opportunity to grow. Adopting various motivational methods to motivate the employee to contribute to the best of their capabilities and carrying out team building exercise to inculcate a feeling of togetherness among the employees.
The previous human policies of the organisation were based on bias which created a feeling of discontentment among the employees so drafting a new recruitment policy was a necessity.
Differentiation in compensation on the basis of professionalism, performance excellence and the complexity of responsibility is the best way avoid misunderstanding and a feeling of togetherness among the employees (Durai, 2010)
All efforts should be made to create a feeling of togetherness among the employees so that they are ready to help each other and the line of authority should be such that one subordinate should be answerable to one and only one superior and every authority should be coupled with adequate amount of responsibility so the employees are motivated to contribute to the fullest. The flow of communication should be well maintained and should be highly decentralised so that an employee working at lower level also can communicate his problems to the executives at higher level which inculcates a feeling of being valued in the organisation and helps the company in retaining quality staff for a longer period of time.
The thinking of the company to hire trainees from premium colleges and training them according to their work culture and utilise the internal manpower to occupy higher posts in the organisation is a very good option as it reduces cost of recruitment and provides a feeling of security to the employee as the know that if they work to the best of their capability and contribute positively towards the growth of the organisation they will be promoted to higher level. So the employee is satisfied even while joining as a trainee with a goal of occupying higher post in the organisation in future.
We aim to provide best solutions online for multiple subjects and multiple domains from all levels. Our experts assure our clients of high quality and expert’s assignment. We help our clients with Human Resources Management Essay solutions and other essay assignment help & case studies assignment help.
For more information, please contact us on www.myassignmenthelp.com
