hrm project

Human Resource Management TYBMS-A

Bharat Petroleum

As we all know Bharat Petroleum is one of those organizations that has had a

tremendous success and a remarkable contribution in the petroleum industry. The

company definitely recognizes the significance of HR in today’s corporate world & so, it

ensures the genuine practicing of HR amongst various departments in the organization.

The most imp. HR policy that has been adopted by the company is the promotional

policy. The organization ensures that in order to improve the performance as well as to

motivate the employees they are promoted whenever they deserve it. However, it so

made clear to each and every employee that he will be awarded promotion an two

basis .i.e. performance and seniority. Both these factors are equally important though if

an employee is performing really way efficiently, and giving his best, then, in that case.

He might be awarded a promotion ignoring the seniority factor, so that, the employee is

motivated to keep up the good work. Similarly, an employee would be quite senior in the

organization in turns of service but, would not perform and contribute in the progress and

success of the organizations as per the desired occupation of the organization. In such

cases, promotion is certainly not considered for the employee by the management. This

can be explained with an example i.e. Supposed by an employee may have a 10 year

residency in a single grade, but, due to lack of efficient performance he may not get

promoted to another grade. Whereas, in contrast an employee who is from the younger

generation and has pursued specialized professional degrees like MBA, CA or any other

degree would be fully motivated to give his best in order to accomplish his goals and so

seeing his hardwork, declication and commitment the management may promote him

even if he just has a 2-3 year. Residency, in a single grade.

Determining performance of on employee is not at all an easy job for the organization &

so to the same the organization follows the PERFORMANCE MEASUREMENT

SYSTEM (P.M.S.) which is conducted once in every financial year. Under this system,

the employee are rated for the work performed by the employee & also this system

enables the organization to determine the productivity of the employee. The employees

are given ratings as per the points allotted to them. So the employees with the maximum

point can be called the most efficient employee of the organization. Thus, in this way the

P.M.S. system enables the organization to employee & thus, performance of the


employee & thus, it helps the management to reward them with promotion and various

other incentives.

The various other incentives offered by the organization are :-

1. Medical allowance.

2. Car loans.

3. Housing loans.

4. Holiday Home allowance.

5. Profit Sharing.

The above mentioned benefits are the major benefits offered by the

organization.

6. Leave traveling Allowance.

7. House Rental.

8. Daily allowance also called as Batha.

9. Electricity bills.

10. Telephone bills.

11. Mileage (Car Fuel).

The above mentioned benefits are the minor or the routine benefits offered by the

organization.

All the benefits mentioned above (All Major Minor benefit) are granted to all the

employees but, depending on the grade the extent to which they are to be granted is

decided by the management. In other words we can say that the top management receives

the highest percentage of them followed by the middle level and then lower level

management respectively. But, it is ensured that all the employees received a significant

and a fair share in these incentives.

Besides these the organisation also provides / offers various post-retirement benefits like

medical, super-annuation, paid holidays & the routine Provident Fund, pension, gratuity

etc. which are to be compulsorily provided as per the government regulations.

The organization also has death benefit schemes in case of death of an employee while in

service. The objectives of these schemes is to support the family members of the

deceased employee in a way that the income of the family does not stop.

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TRAINING AND DEVELOPMENT

The company’s training and development methods include on-the-job method, i.e. while

the employees are performing their job, they are given instructions and to how they are

expected to perform their respective jobs and learn it accordingly.

The company also follows “off-the-job” training methods, whereby seminars and

workshops are conducted for a fixed period (depending on the job title). These training

programs are often conducted by the lower level employees of the HR Department and

also by the supervisors of various departments. The company tries to keep its training

and development program basically inhouse but for various relevant jobs, the help of

professional consultants & experts is also taken and the employees might be send to

outdoor locations to be trained accordingly.

INDUCTION PROGRAM

Conferences are held in various hotels and sometimes in the company’s seminar room.

The senior employees share their experiences and also explain the original policies and

procedures, job duties to be performed and responsibilities to freshers.

The induction program is conducted in detail by the supervisors so that the employees

feel that the job is as per their qualification & also develop a sense of pride & belonging

for working in the organization.

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DATAMATICS TECHNOLOGIES

Datamatics technologies (DTL) is a US based firm operating in India. Its one of the

department Abstracting and Indexing basically works for a US based publisher

‘Thomson Gale’. Thomson Gale provides DTL with articles of various books published

by them such as scientific, astronomical, literature, history, medical magazines etc.

The DTL employees have to prepare the synopsis of the articles and index of it on the

net. This enables quick and easy access to any person who want any information related

to any book, any article.

Basically, most of the abstracting and Indexing work is offloaded to vendors working of

DTL. These vendors get Rs. 10/- for each article abstracted.

Two years back Babu Thopil, the HR head and his associates came up with an idea to

motivate these vendors in order to get good quality and quantity of work. In this ideas the

vendors pay per article was increased from Rs. 10/- to Rs. 12/- and they were told that

any person doing more than 40 articles a day would received Rs. 15/- per article. These

vendors were given motivational gifts at the end of every month. They were given many

other incentives such as free snacks in the company’s canteen, pick and drop facilities

etc. The idea by the HR head worked greatly and the quantity of articles increased from

15,000 a month to 20,000 a month with the same number of vendors.

Motivational gifts include:

1. Kitchenwares for females.

2. Pens / Gifts vouchers etc.

3. Gifts of clothing for males includes shirts, trousers, ties etc.

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LUCKY RESTAURANT

As we all know that “Lucky” restaurant is one of the famous in Bandra today. The

history of this restaurant dates back to 1938 when the restaurant was started by Mr.

Sattar Ali & his brothers. It was started as a normal family business. The business of

Lucky restaurant expanded to the extent that owners decided to start a hotel with lodging

& boarding facilities in 1986. Basically, Lucky is famous for two things, its excellent

customer service and second its “Chicken Biryani”. These are the primary reasons due to

which the restaurant has been in tremendous from since last 68 years & so on.

We will now have a look at various jobs available in this hotel & restaurant.

“A” Grade jobs

Front desk managers

Accountant

“B” Grade jobs

Telephone operators

Room service

Chef

Cashier

Data Entry Operator

Pantry man

Techniques followed in relation to recruitment & selection as per the grade of jobs.

“A” Grade jobs

1. Job experience / Education Qualification

2. Recommendation

3. Leadership Quality / Personality Traits

4. Abilities in PR

5. Ability to manage job & staff

“B” Grade jobs

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1. Job experience

2. Recommendation

3. Personal skills

4. Personality Traits

“C” Grade Jobs

1. Job experience

2. Recommendation

3. On job incentives & test.

Strategies adopted for customer satisfaction.

The strategies adopted by the hotel in relation to customer satisfaction mainly revolved

around public relations, control hygiene & timely service. In case of a walking customer,

the hotel basically aims to provide him with an environment which would make him feel

luxurious & also timely service the esteemed customers is ensured by the management.

Another aspect, Lucky scores in terms of customer satisfaction, the standard of hygiene

maintained in their premises. Proper care is taken more, maintaining cleanliness & also a

proper disposal of waste & garbage. The management conducts regular checks for

quality controls especially in terms on input of raw material & the finished goods.

The above mentioned strategies have played the most pivotal role in success of

expansion of Lucky Hotel & restaurant over these years.

Strategies adopted for employee satisfaction:

1. Incentives are given to hard working employees so that good performance is

maintained & also for further achieving the best results for work other than

the basic requirements of the job. Also, there is a reprimand for poor

performance of basic job fulfillment.

2. Promotions are basically awarded on basis of two primary factors:

a. Merit & Potential

b. Achievement & Seniority

c. Bonus is given to all employees during festivals of Idd & Diwali.

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3. Training & Development of employees: it is done generally on job under the

supervision of senior employees & if the need arises, professionals are hired

for the same.

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WE BECOME

INTRODUCTION

WE BECOME is a private secreting firm that basically help firms to

recruit and select employees as per the firms requirements. The process starts with

various companies sending their job requirements and the specification of the employees

needed by them.

This firm then considers that requirement and accordingly gives the

advertisements in newspapers, on the web, in various journals, magazines etc. The

agency then receives the CV’s of a lot of potential applicants. Based on their resumes,

the firm conducts an interview whereby question relating to the recruiting companies

requirement are asked by the interviews. Depending upon the performance of the

applicants in these interviews, the firm prepares a list of the most suitable candidates

according to it. This list is then sent to the recruiting companies who then again conducts

interviews and discussion and accordingly selects the most suitable candidate. The

recruiting companies pay a certain amount of fees to this firm for conducting the entire

process.

HIERARCHY

The hierarchy of the firm is as follows:

Sales Dept

Recruitment Dept

Other Dept’s

In case an employee wants to go on a leave he is allowed to do so provided he informs

the firm well in advance. The culture of the firms is quite particular in this

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SOURCE OF RECRUITMENT

The primary source of recruitment for the firm is company’s recruitment i.e.

recruiting management trainees from various colleges. Apart from this they also give ads

in newspaper and on the Internet. Also references are given to the friends and relatives

i.e. references of existing employees.

INDUCTION AND ORIENTATION

The orientation programs for the fresher are conducted in 5-stars hotels. The

duration of this programmes in generally for a day (i.e. 9-6) for majority of the jobs.

Experienced and senior employees of the firm basically carry out Job induction. They

address the fresher and explain to them their duties, responsibilities, share their own

experiences and thereby give them a feeling of familiarity with the organization.

TRAINING AND DEVELOPMENT

Training and development is conducted by the main recruiters (i.e. sales head,

recruitment head etc.). If there is a need then advice and help is also sought from

professional experts in their field and consultants from the corporate world.

CULTURE

Majority of employees working in We Become are MBAs in the man Resource

stream. As far as the culture in concerned it is basically providing a homely and kindly

atmosphere to the employees, so that, they feel a sense of belonging towards the

organization.

An example of this would be that in today’s corporate world the organization

policy and procedure are so stringent that when if an employee thinks of doing his/her

personal work on job such as checking mails, surfing on the net etc. the next moment he

will be pulled up by his supervisors and at worse might also be sacked from his job.

But at WE BECOME there are no restrictions as such. An employee is given

certain freedom and liberty to do his personal work apart from his job duties.

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The firm follows a formal dress code for its employees without a tie when they

are in their office when doing their routine job. But in case of presentations, seminars,

and important meetings with the client they are expected to wear their ties.

INCENTIVES

The most important incentive policy is the promotional policy. The firm has branches in

UK, US, Singapore, Malaysia, Australia and UAE apart from India. So, the firm grooms

the employees in India and if the management is satisfied and happy with their work and

feels that their person concerned has the potential to achieve higher levels of success he

is promoted and sent to one of the places mentioned above depending upon his

qualifications and performances. Apart from promotions, the firm also offers various

other incentives to the employees.

a. Lunch is provided in case of conferences in hotels.

b. Unlimited tea.

c. Snacks like biscuits.

d. Once in 15 days pizzas and burgers are also allowed to the employees as

evening snacks.

e. In case of night shifts the employees are given dinner as well as Rs. 50/- as an

extra allowance.

f. The firm also has the policy of profit sharing in case of reasonable profits.

Employees are given share from 3.5% share of the overall revenue generated

by the firm.

g. In order to encourage good performance and also enable the existing

performance to keep up the good work. Various presents and awards are

given to the employees.

h. A formal prize distribution policy is held in hotels to do the same.

i. Daily allowance

j. Motivational conferences are also conducted when the MD or Directors of the

branches in abroad are in town (i.e. Mumbai).

MAIN POLICY

The management of the company firmly believes in keeping a personal touch with its

employees so that they do not feel the need to leave the job and also develop a sense of

belonging towards the organization.

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RATHOD TEA STALL

Vikram Rathod, a normal 24 year old guy, started a tea stall as a part time business

during the winters of 2002 to support his studies. During his early days he just had a

table of 6ft x 4ft, but now has grown it to a shop. He never thought that it may grow to

such a large extent within a year, his cousins even joined him, who were from Rajasthan

to help him in his business.

The normal tea at a general tea stall costs upto Rs. 3, but here it costs Rs. 4, even though

the charges are a little higher than the normal one, his collections as compared to other

chaiwallas in the same area is high. This is because of his quality, service & the selfness

environment being provided to the customers. His daily customers include people who

come all the way from 2 to 3 kms distance to have a sip of tea at his stall.

H.R. PRACTICES

1) The peculiarity of this organsiation is that it has only 3 staff members since

four years.

2) Till now the employer turnover is nil, since no one has left the fim / intends to

do the same.

3) Employees are satisfied and also they have a normal lifestyle like other

employees of big organizations, their earnings is sufficient enough that they

send some percentage of it to their homes in Rajasthan, plus they have

managed to acquire brand new bikes & every latest mobile that is launched in

the market.

4) No is one given a feeling of an employee, everyone is treated as a owner of

the firm. Every one performs every task that happens to be a part of daily

activities.

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