Name- Rohit C Jadhav

Course Name-Pgdams-P

Student Id –ETOLA 16384

Acknowledgement

I personally take the wonderful opportunity for these those who have supported me
for the completion of the assignment successfully and to made it possible.

Very importantly I would I like to make my immense gratitude and thanks to my

honorable teacher for her guidance, her add vice towards the assignment, her
encouragement, and her sincere help. Without these it would not been possible to
complete it.
HUMAN RESOURCE MANAGEMENT

Introduction -:

‘’BHARATI AIRTEL’’ one of the leading private telecom company in india.It

is owned by SUNIL BHARTI MITAL and mainly know for his cellular service,
fixed landline service and broadband service. Bharti Airtel is the world's third
largest, single-country mobile operator and fifth largest telecom operator in
the world in terms of subscriber base.
 TASK 1

(A)
With the change of days and centuries the name and area of work is
widen with these there is also change in name of Personal Management to
Human Resource management. And also there has become difference
between old personal department and human resource department. This
name of HRM was introduced in UK from America around 1980s.These was
because of the union power which lead to close down of shops and at that
time high employment was declined. This new name of HRM from PM laid to
many debates and academic discussion but after a while HRM was found as
a strategic role in the achievement of organisational objectives. These is
because HRM also mean a particular philosophy of the role of HRM in
organisation and also the people are developed and nurtured to achieve
organisational goals. Now a day in HRM the changes mainly found is proper
traning, rewards to employee, resourcing and diversity specialist.

(B)

The main role of the HR manger is to enable individual to achieve the

organisational goals and objectives.HR mangers have to find the people with
his personal details so that it will be easy to get with it. They should also find
out their development not only for the personal development but also the
organisation development and the impact of external affairs like employee
relation, education training, and legislation.

For the HR manger it is important to perform right task ,right activity in

the right place and time .so for the organisation development it plays a vital
role in the life of HR manger so that’s why the HR manger activities can be
explained in four ways which are as follow.

 Staffing:-In these it is ensure that the perfect staff is available at the

perfect place at perfect time. These is carried out with the help of
recruitment and selection process to ensure the right place .Also the
recruited employee should be ensure that they could be rewarded or
can be promoted to their level.
 Performance: - These are continuation for the staffing objective. After
the placement of staffing they should be motivated to their work which
can be done with the help of development process.
 Change management:-These is generally required when the
organisation is effective in developing an innovate and fast moving
organisation to achieve the place in the society.
  Administration:-All the administrative work should be carried out
smoothly mainly related to employee payment, tax collection with the
legislation, data relevant to the administration goals. When the
company expand rapidly they should be ensure that to their
administration status.

(c) Finally, you consider two human resources models that would apply in your
organisation

The Human resources model for the organisation is as follow:-

 Matching Models :-
 The main intention of this model is to meet the organisational objectives by
using the efficient employee.
 In these the HR is been used sparingly with a less expenses and can be
exposed as much as possible to obtain the growth.
 The organisation and HR system should be managed and executed by the
organization strategies.
 HR model consist of four standard procedures which is carried out by all the
orginisation.This method is also carried out by Bharti Airtel organisation.

They are as follow:-

- Appraisals

- Selection

- Development

- Rewards

- These processes are recorded for the growth of the organisation.

 Harvard Framework :-
 In these planning is done that how the employee is dedicated to the work so
that it would be profitable for the organisation.
 As the work is concerned the relation of employee and employer is also
related so under which it’s been followed by the ‘human’ aspects of HRM.
 These frame work is design in such a way that it’s been attracted by the
various stakeholders to invest in the shares of the organisation and are
intended to know the objectives of the organisation.
 Human capital: It consists of human wages, incentive programs, employee
rewards and to the talented employees.
 Health and benefits: Proper plans for the health of employee for their good
carrier.
 Communication: These are the most important thing in the entire organisation.
Having a survey on employee attitudes, meeting, satisfaction and other
employee behavior. Employee must try to improve their communication skill
even now and then.

 Outsourcing: Outsourcing is a service which consists of legal counseling,

global initiatives, investments consulting, and the completion of HR
technologies to felicitate human capital management.

 The Linear Strategic model :-

 Polices of HR should be related to strategic business planning and should

be utilize to proper organisation culture.
 It also states about the importance of HR competitive advantages.
 The strategic formation is of linear process.
 Whatever the business strategic are utilize in a specific HR strategic key
areas.
 It also shows the organisational environment internally and externally.

 Diagnosis and analysis in organisation development

 To manage consulting process in organisational design.
 Relevant organisational design intervention.
 To develop capability of the clients.
 To facilitate and process consultation in organisational design.
 To evaluate change in organisation.
ORGANISATION DESIGN:

Organisation deign consist of roles and process with official relationship with an
organisation.

 Good organisational design helps in making communications with good

efficiency and innovation. A good environment is created for the employee
to work effectively.
 Due to good organisational design it leads to help communication,
innovation and efficiency and good environment is created to work people
efficiently.
 It is nothing but the process to align the organisation structure with its
criteria. It normally consists of the task and workflow with responsibility of
authority, and making sure that these all support the objective of business.
 Due to performance issue and much productivity may leads to poor
organisation design.
 Because of poor organisational design even though if the company have
good employee, good mission, good leadership, and etc.but then also they
will not perform well.

 So the organisation design is consider as careful for the HR department.

This improves the company growth and productivity.
TASK - 2:

(A)

HUMAN RESOURCE PLANNING:

The process involved systematically reviewing human resources requirement with

employees, which gains skills, can be available when needed.

 In every organisation proper explanation of the polices should be there.

 The main intention of the company is to enlarge worldwide which is also
carried out by HRM department and these can be turn out as a helping hand
for the enlargement of the business.
 To attract active employee who have experience, qualification and significant
skills which is consider under staffing polices.
 To develop the organisation they are in search of people with amazing skills.
 Human Resource management individual is always concerned to its objective
and should be easily under stable.
 HRM should appoint the employee in the right designation.

Training and development:

 It plays a very important role for the growth of organisation and also for the
growth of individuals.
 Proper training should be given by the human Resource manager to achieve
the growth of organisation.
 Human Resource Department is considered for the employee job
performance and behavior.
 Training is been emphasis on the employee concerned department and as
per that to achieve development proper ways are given.
  Training and development is obligatory and important for the each
organisation .It means effective examination is necessary for the growth of
organisation.

Employee Motivation:

 Sequence of aim, standard and principles among employee, organisation and

team are the major factors of motivation.
 Most of the times motivation activities may turn out as and good factor got the
growth of organisation.
 Employees experience increases his self confidence thought and confidence
towards the work.
 For Human resource management employee motivation is the main factor.
 Cost stress is mounting due to strategy and motivation .On the employee
motivation downsizing and beginning of the lean organisation had made
deliberate importance.
 Motivated employee tries to comply the job in best ways.
 Motivated employee works more efficiently.
 This type of motivation is mainly used to explore employee skills and to
develop growth of organisation.

(B)

RECRUITMENT AND STAFFING:

Recruitment is the process of in search of and attracts new qualified applicants from
which candidates can be selected for the employment vacancy. In this process
selection consist of choosing from a collection of applicants those persons best
suited for an executed position. And should make sure that chosen candidates must
have high-quality communication skills, good attitude as well as experience to help
the organisation development. The employment and the exhaustion of people inside
an organisation is a self provoked procedure and have to contest the requirements of
the business within its in business environment.

Training and development methods involve the staff organisation and their
necessary skills required to facilitate people to achieve a good organisation. So the
recruitment process for the ‘’BHARTI AIRTEL’’ company is as follow to achieve
organisation growth:-

It is divided into two parts they are:-

 External Recruitment-:

HR department use different methods to attract external applicant’s .Mostly the

external applicants are from the sectors like private employment agencies,
government, executive search firms, recruiting consultants, skilled organisation
advertisement, educational institutions, employee referrals and spontaneous
application.

 Internal Recruitment-:
Internal Recruitment consists of two method i.e. automatic (computerized)
system and job rearrangement method.

 Automatic ( computerized ) system-:

In this system it consists of personal information of the employees, their work

account, experience, qualification. These data is able to be obtained in the form of
replacement chart and skills inventory.

 Job Posting-:

These are nothing but to notify employees about job vacancies. These can be
done through newspaper, online advertisement, job centers, and personal letters.

(C)

SELECTION METHODS:

 Selection criteria depend upon geographic site, production, and the

circumstances of the employment market.
  Selection procedure varies from organisation to organisation.

BHARTI AIRTEL ORGANISATION following the Selection process that is:

 To receive applicants
 beginning interview
 Applicants from online test
 Interview
 Previous inquiry
 choice by HRD
 Final section by the line mangers
 Medical test
 Allocation for job position

 Advertising approaches:

An advertisement to grab unbeaten employment must have attractive

headline and easy way to apply for the application and must specify the
qualities and achievements, qualifications, knowledge, skills which can make
a way for success. Also the outlook of the advertisement should be more
friendly and attractive to emphasis the employee to work in the good place.

HUMAN RESOURCE DEVELOPMENT:

Human resources development is to boost out their personal and organisational

skills, abilities and knowledge. The program so designed to perceive employee with
good tranin,career development performance management development,
performance management and development ,monitoring, coaching, succession
planning, key employee identification and organisation development.

Development involves growth of mental and physical potential of an individual means

in many respects .Deployment also involves growth and movement of learners rather
than learning itself, which we will consider next.

Organisational Learning:

Organisation learning is the knowledge of organisational theory which consists of

models and theories which can be useful for the adoption and knowledge of
organization.

This organisational knowledge contains an individual and an organisational

transform aspect Individual knowledge is required but not adequate for organizations
to study.

1. Individual mastery, ensuring person motivation to learn.

2. Psychological model, generating sincerity to misconceptions.

3. Common vision, building long period obligation in people.
4. Team knowledge, rising group ability approximating team work
communication and so forward
5. Systems thoughts this constitutes the most vital compliance for learning
organizations.

TRAINING NEEDS ANALYSIS:

The trainings needs are normally been defined through organisation policies and
strategy There is a huge difference between training requirements and training
needs and proper distinction should be made, like between essential and desirable.

The needs are deigns to identify organisation objective while the arising needs
should be design to achieve those objectives.

Pareto analysis is used to identify the important needs from the remaining needs. To
calculate the cost saving from the future calculation.

The concept of training requirements is been distinguish in three ways as per the
priority

They are as follow:-

 Training needs design as per policy level.

 Remaining needs should be divided into essentials and desirable.
 Costing the essential needs as per Pareto analysis.

Training on the job:

Each and every recently hired employee wants training. The organisation can give
different types of trainings such as Demonstration, lessons, job revolution and
projects.

Advantages of on the job training:

 It’s cost efficient

 Training and employee is its own surroundings are the good opportunity for
the employee to see the organisation behavior.
 It is prolific for the employee to be effective because they are learning.
 It provides chance to know about the staff.
 Makes the employee comfortable to do work easily.

Disadvantages of the job training:-

 Training is a professional skill in itself if the instruction don’t have proper skills
to teach the employee then program will not be in use and also there will be
lose for the organisation.
 If the proper time period for training is not given to the employee it seems to
be poor training and it may not work out and the results may conclude as
employee has received half knowledge of the job.

Training- off the job:

Advantages:

 It consist of company training which is given to employee which is normally

know as formal training
 Day release –In which employee takes time from organisation to take training
from local centre.
 Sandwich courses –In this employee have to attain college before going to
work place.

Disadvantages:

 Employees must have to inspire towards it work.

 It may not be straight training for the employee.

  In some cases employee have to carry out transportation, course fees,
examination fees, accommodation expenses.

(D)

The values of the interview are as follow:-

 To make opportunities for the interviewers to ask the question about the
candidate and to get the knowledge from him and to know how this candidate
will be beneficial for the organisation.
 To find what information does the interviewers has about the organisation up
to the extreme term and the contact with it.
 To ask the candidates about the job and issues related to organisation, his
carrier advantages, and the organisation terms and conditions.
 The interviewer should give the same opportunity to the candidate to assess
with the organisation.

Source -: Armstrong M.-(2009)

Considering the above points which is most important from the interviewer
point of view and which is more beneficial for the growth of organisation .for
the different level of the organisation different procedure of interview should
be their if the senior personnel is consider than the test should be conducted
related to work .so that their knowledge can be get know to the organisation
and then those who get though it can give interview so that the perfect
candidate can be get selected .And also the same procedure can be followed
to them but little bit of practical exam could be there to judge their knowledge
and after the selection proper training and practical knowledge should be
given to them. Also the time to time information about the organisation should
be given to candidate by the employee so that they should not face any
problem .Also before signing the agreement they should know the terms and
condition of the organisation.
TASK – 3:

(A)

MONITORING METHODS:

Monitoring and evaluation of HR events are important methods of ensure that the
organisation is making growth towards achieving its objectives.

1. PERFORMANCE APPRAISAL:

 The purpose of appraisal:

In appraisal method in which the performance of an employee is been calculated

in terms of time, cost and quantity. In these the popular appraisal is 360 degree.
In which it reduces the organisation that is Bharati Airtel to use minimum
resources other than involving numbers of individuals in it. It is the process in
which recording, analyzing, obtaining the information of an employee in the
organization. It is also an analysis of current success and failure, personal
strength and weakness of the employee.

It is improbable that the vast majority of organizations will contain the full range of
purposes within a solitary appraisal process. The style would appear to be
towards

 It is an agreement of performance objective and initial forecast.

 Full appraisal and assessment identifying success and areas of superiority
arising from demonstration dispute of performance allied with objectives
 Agreement of new objective, planning and discussion.
Enhancement process:

It is the process in which to get better results from organisation team and persons
by considering and understanding management’s performance within specified
goals and required features.

2) Reward Management:

It these it consist of control of employee wages and salary and rest of the
benfits.It assesses the rewards method and the results of both the organisation
and staff is taken into consideration.

 To understand objective and structure of the organisation.

And the performance of reward and their aspects.
 To understand the recent performance and incentive management system
work and to study in theoretical and to understand its consequences.
 To define, understand and agreeing latest system, and the result a of roles
and tasks and the performance time approaching.

JOB EVALUATION:

In JOB EVALUATION it is a procedure to follow company incentive structure for

the unlike elements around a consisting structure. It is process of assessing in
business organisation it relates the rate of one job to another considering regards
ability or traits of the individuals to hold the jobs.

Factors determining pay:

Following are the factors of determining pay-:

 Involves in job
 Essential qualification and skills needed for the job
 People to grap the specified position
 Expected performance for the optimistic roles

 The levels of responsibility and responsibility linked with the job.

  An analysis should be made on the spread of elements effecting the
payment of the company.
 The company doesn’t want to lose employee or have the problem
regarding payment for the specific position.

Payment systems:

The payment should be based on position and hours worked

Types of payments are:

 Performance –linked pay.

 Financial motivation schemes.

 Profit sharing.
 Bonus payments.
 Merit rating: This system plays a key role for the organisation. In these the
employee is awarded with bonuses or increment to their pay based
according to their presentation on the job.

(B)

For any employee it is necessary to know the exits procedure of their

organisation.The two companies which I have selected is the own
organisation that is Bharti Airtel and its competitor Vodafone. In these the
procedure for the exits procedures and their plus and minuses are as
follow
In Bharti Airtel the exits procedure is practiced in a systematically way
in these generally these is been practiced to know the outcomes of the
organisation that why the employee is intended to leave these organisation
and to over it .Generally these thing is practiced in a following ways
 Exit Interview letter to employee:-In these the employee is invited
in front of HRM department and the exits interview is held which is
carried out very strictly. All the information is submitted to line
manager were his comments are carried out with it and its been
forward to senior manager .and these report will go to HRM
 department will collect information about exist interview and will
work out with it with possible results. Data which is received from
exist interview remain safe and stored in data which is carried under
the act 1998.and as per that implementation of concerned
department they work out.
 Exist question:-In these it consist of form under which the personal
data is collected of exist employee and the reason of leaving the
organisation. Also the question related to facilities he got from the
organisation and also to know the reason to leave the organisation.
Then the feedback from the line manager regarding the work
performance.
 Exist process flow chart:- In which the data for the use of HRM
department only in which emphasis on negative point is given .In
these data is collected from line manager regarding the status of the
exists employee and is stored in the HR department .Also the
feedback from the exists employee is taken regarding the
organisation. After that study of those data is been done and then
framework of action is taken by the concerned department.
 Confirmation of Employment:-In these the data related to
concerned department is collected to know the status of exists
employee work and responsibility. Also its attendance towards the
work and again the reason of leaving the organisatiion.But in the
end it is asked in the future he/she will like to join the organisation
again or not.
Also the another thing which is consider as an positive is before
leaving the organisation one month before notice should be given to
the management so that the management preparation is done
But the only negative thing about this organisation is not complying
with the feedbacks in time due to which it may affect Human
Resource Department and also the growth of organisation. Proper
implementation of the target should be done in the given time
period.
 For the other organisation that’s is Vodafone the procedure for the
exists employee is followed as same as in Bharti Airtel organisation
but on the difference is without any prior notice the employee leaves
the job which creates problem for the organisation.
Thus it shows that the Bharti Airtel is proves to be best for the
procedure for the exits employee.

(C)

The redundancy of selection criteria should be design properly by the employer

as it can be applied to the entire employee and also the criteria must be approved
by the employee’s representatives. The first step which the employer should carry
out is to identify the group of employees from which the redundancies are sought
means for example the line engineers should be at engineering side and the
marketing staff should be at head office. The employer should always have a look
that to interchange the jog within a group if they have identical works.

The criteria for the redundancy are as follow:-

 Last in First out

 Qualification
 Aptitude or performance
 Measures of skill
 Attendance or disciplinary record

Also the following criteria are considered quite important as which may claim
under unfair dismissal.

 Maternity grounds
 Trade union reasons
 Sex ,race or disability grounds
 Duties related to redundancy as an elected representative of the
employee.
For the Bharti Airtel the selection Criteria off redundancy can be utilize in these
way

The selection criteria are as follow:-

 Work experience
 Attendance history
 Length of service
 Qualification
 Disciplinary records
 Competencies
 Skills
 Performance record

While the unfair means which should not follow the selection criteria
redundancy is as follow

 Religion
 Ethnic origin
 Sex
 Pregnancy
 Marital Status
 Imprecise
 Trade union membership or non member

In this organisation generally follows the selection method is last in first out and
the point’s method but for my organisation point’s method is suggested because
of the positive regard by the tribunals. It is not the unfair means of practice as it is
not been pointed on racial or gender. For example –for the selection of part timer
employees in preference to full timer will be discriminatory. And even though if
there will be any problem appeal can be presented in front of senior manager.
Also the organisation judgment can be made on the grounds of unfair procedural.
For example lack of consultation. While if it’s not full fill within 90 days
compensation will be made because of failure of employee consultation.
Thus these how the selection criteria of redundancy is achieved.

Conclusion

Thus it conclusion that from these assignment it tells us what are the qualities should
personal manager have and should sustain to maintain its position in the
organisation. Also by using the specific models. In it and also the recruiting and
selection procedure should be followed is shown in it through which the perfect
candidate is selected which can achieve the goal of the organisation. And thus in the
end by rewarding the employee how the goals of the organisation is achieved is
shown and also the exits procedure is been followed up.
Bibliography:

BOOKS:

John P Wilson (2005), Human Resource Development, 2 nd Edition, Kogan page

Limited, London.

Raymond J. Stone (1998), Human Resources Management, 3 rd Edition, Jacaranda

Wiley Ltd, Milton.

Rosemary Harrison, Learning and Development, Third Edition, Charted Institute Of

Personnel and Development, London.

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