The three I's principal of HR department solutions :- Increase - efficiency of employees Investing - training , development & retain top employees Introducing - incentives to employees

Assignment Taken

Case Understanding

BCS Solution Summary

Solution

Human Resources Department

 Find the problem related to human resources and provide solutions.

Problem 1.  Low efficiency of the delivery boys in working time .

By following certain management principles can have a significant benifit in engaging the team 

1. Clarity of expectations :- Workers won’t be efficient if they don’t know what’s expected. Effort should be made to ensure assignments are as clear as possible.

2. Match tasks and skills :-  Knowing the worker’s skills and behavioral styles are essential for maximizing efficiency.

3.Train and develop :- . Helping workers expand their skillsets is one of the best ways to develop a more productive and capable workforce.

4.Delegate. As workers receive more training, their development path can be enhanced by delegation. Give responsibilities to qualified workers and trust that they will perform the tasks well. This gives workers the opportunity to polish their skillset, confidence and leadership experience
How to improve the worker efficiency:- 

1.Hold one daily 10 minutes company meeting. 

• discuss about today's goal 
• yesterday problem 
• motivate them to deliver correct product on time .

2. Promot a culture of open communication .

• we ask our employees ( delivery boys ) like where the problem they are facing . 

3.  Efficiency is important but most important goal is growth*
This includes 

Customer server 
Product offerd 
Brand strength
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Problem 2 :-  Investing in the development and training of the lower employees.

Solution:-
 Effective Employee Training: The principles
The biggest misconception about employee training and development is that only trainers need to understand how employees learn

Key Learning Principles for Employee Training
1. Learning Is an Active Process
The majority of workplaces today expect their employees to learn by simply memorizing the concepts and data that is shared with them, irrespective of whether it is presented verbally or in black and white
2. Understanding the Impact of Past Knowledge and Experiences
Another learning principle in training and development is understanding the impact of past experiences. The way a person perceives anything that is shared with them largely depends on what they know and have experienced in the past.
3. Learning Does Not Mean Bombarding a Lot of Information At Once
This is a very important principle in training and development. A lot of trainers leave trainees frustrated by sharing a lot of information at once

4. Learners Always Think They Know More Than They Actually Do
Trainers should always remember that learners like to believe they know a lot more than they really do, which is completely natural.

5. Feedback Is Extremely Important
Most learners find judging their current knowledge and abilities difficult. Similarly, they can come to the wrong conclusions while giving themselves feedback.
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Problem 3 :-  The person who are devoting 100% of him need to be eligible for some incentive by the company  and the cost of the delivery boys are too high which may the reason to lose of company .

Solution:- Incentive is something that makes someone want to do something or work harder. An example of incentive is extra money offered to those employees who work extra hours on a project.

By cutting the cost of the employee ( delivery boys ) to some extent and add some incentives to their salaries will help them to complete the target on time and feels motivated.
The fixed salary of the delivery boys is rupee 6000 rs + incentives 

All the petrol and bike maintenance expenses should be beared by the boys itself and in our organization we are giving them 200 rupee per day .
The incentive plan should be:- 
It's compulsory to deliver certain ( target  deliveries) products in a day by the employee.
On the basis of  Rating and the customer feedback we are giving them incentives  as follows :- 

Refer to figure 1) 

Addition of this :-
If the delivery boy able to maintain particular rating over some particular month  and complete their target deliveries on time then

Refer to figure 2) 

Benifit of incentive plan :- 
1. Incentive plans motivate workers for higher efficiency and productivity.
2.It can improve the work-flow and work methods.
3.Incentive plans make employees hardworking and innovative.
4.When employees are dedicated, supervision costs can be reduced.
5.Incentive plans help establish positive response within an organization.
6.It helps workers improve their standard of living.
7.The other benefits offered by incentive plans are reduced turnover, reduced absenteeism, and reduced lost time.
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Problem 4 :-  To retain key employees because is better for the long term growth for the company.
Solution :- 
Our business is allready going in lost hence it's better to find the people whom we can trust and help us to increase the growth of our buisness .
Demerit :- We don't have that much fund to increase teh salary of the key employees .

Here are some following key points to retain them :- 
1.Create a great work environment
A work environment that makes people feel included and celebrates diversity will encourage employees to stay. Shared workspaces are becoming popular, replacing the gray, permanent cubicles of the past and collaboration is the name of the game.

2.Offer the right benefits
Benefits and perks play a large role in keeping employees happy, engaged and healthy. But benefits can go far beyond healthcare coverage and paid sick leave.Flexible work schedules, the opportunity to work remotely and generous paid leave policies also go a long way toward helping employees feel they are valued well beyond what they contribute at the workplace
3.Be transparent and open
Creating open communication between employees and management can help foster a sense of community and a shared purpose. Regular meetings in which employees can offer ideas and ask questions as well as “open-door policies” that encourage employees to speak frankly with their managers help employees feel they are valued and that their input will be heard
4. Make employees feel valued
There are many small ways to show that you value you your employees. Just acknowledging their contribution and saying ‘thank you’ can  a big difference.

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Coordinator with all departments and prepare a plan to cover human resources function  for the next financial year

Why hiring the best candidate is important?
Every person we  hire fits into your organization like a puzzle piece in a much larger canvas. A good hire can not only add vital new skills and experience to your team, but can also bring warmth, inspiration, and camaraderie to your company culture.
The problem involved in hiring the best candidates are :- 
i )  Short , Incomplete Job description 
ii) No Job Analysis 
iii) No initial screening of potential hires 
iv) Unstructured Interview techniques .

                        The employee life cycel 

Refer to figure 3 for employment life cycle 
Fig 3) 

The Hire triangle contain 
I) Attract 
II) Select
III) Educate

Attract  
i) Spread the word about upcoming vacancies within the company so employees can search for applicants from time to time. Publish posts on Facebook, share growth plans with team members, and announce vacancies at team meetings. Don’t forget to encourage employees with referral bonuses.
ii ) Persuade interested candidates to subscribe to your company newsletter or send a personal newsletter to them specifically. It will provide future applicants with up-to-date information about company developments.
iii )Invite potential employees to your office when they are in the area. Sometimes one personal meeting is worth a thousand emails or phone calls.
iv) Keep a list of industry leaders and dream candidates. Keep in contact with them regularly. Who knows, maybe your next letter happens to be in the right place at the right time.

Select 
i ) Evaluate Their Work Ethic & Attitude
Be on the lookout for language that indicates the candidate has had difficulties working with colleagues or management in the past. And, ask questions about how the candidate handles heavy workloads, shifting priorities, and organization.

ii ). Find out If They’re a Life-Long Learner
Employees with great potential tend to be very curious. They want to continuously learn – adding new skills and tools to their arsenal of knowledge. This type of candidate can grow at your company and become an invaluable resource.

iii)  Get Feedback From People Who Weren’t in the Interview
You may opt to have a few team members interview candidates. This is a great way to involve the team in the hiring decision. But, it’s also important to get feedback from those who interacted with the candidate outside of the interview.

iv) . Ask Them About Something They’re Passionate About
Want to learn more about the candidate? Be conversational and open. Work topics that candidates feel comfortable and confident talking about into your interview. You are more likely to collect valuable observations about them and find out what makes them “tick.”

v) Give Them a Project or Problem to Solve
The idea of giving candidates a project to do or a problem to solve isn’t so much about seeing their end result. It’s a smart way to determine how they develop processes and how they go about finding solution
Educate

1. Be Proactive

In an effort to ensure that employees understand the importance of diversity, inclusion and equal employment opportunity, organizations should develop training that is mandatory for all to complete.
2. Start At The Leadership Level

Diversity can't be limited to a once-in-a-while "initiative." The most important thing a company can do is have its leadership be diverse in, race, and ethnicity.
3. Develop Diverse Teams

 Having diverse team members at all levels of your organization will ensure that your team members see the humanistic qualities in people of different backgrounds.
4. Create A Culture Of Inclusion
 The key to success is to create a culture of inclusion -- a culture where everyone feels welcome. Diversity can help some with that, but even when you don't have diverse employees, if the culture incorporates other views.
Training cycle and  Reward

Why training ? 
Because it's  Improved employee performance – the employee who receives the necessary training is more able to perform in their job. ... A training program allows you to strengthen those skills that each employee needs to improve. A development program brings all employees to a higher level so they all have similar skills and knowledge.
How the training cycle work ? 
We create a training module that works for all the delivery boys you hire in future.Give them time to learn 
how to behave
how to process orders, 
how to deal with difficulties
how to detect locations
How  to manage the odd

Make a company training module today so you dont have to think of the same everytime you deal with a new delivery boy. We at small bag delivery have a module for the same . We now no further have to think about the new comers,They finish the module, pass the test thereafter get their jobs. And believe me they will learn because money is important to each and everyone.

Review and rewards 

When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work. Praise and recognition are essential to an outstanding workplace. People want to be respected and valued by others for their contribution.
Reviews are important because they help each side of the table gather thoughts and become more familiar with the areas that need improvement and those that are working well. If done right, reviews can be one of the best tools for developing an employee's career with a company.
Having a good reward system helps keep employees happy, loyal to the company, and eager to move up the ladder. Rewards, like public recognition and additional pay, motivate employees to work harder. Reward management is important for the following reasons: Retains employees.

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Conclusion

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