Bhaskara Consultancy Firm

Assignment Taken

Suggestions to company on matters of HR

Case Understanding

Manoj and Parth opened a private company called PM Clean Air Solutions Private Limited (PMCASPL).They began to research their product that was a hybrid model of air purifiers which uses a combination of Natural plants and Machines. After 9 months of hard work they finally finished their product is ready to take shape as final product, which contains 3 separate units of which two are physical units and one was software. The company already have 8 employees including the two directors, in which all are working on product, while the operational department like Marketing, Finance are lacking employees. We need to rent a larger building to set up the office since the current premises would be insufficient. Human resource management does not just handle the recruitment of new employees; it also oversees redundancy for companies that want to downsize. HR management also oversees orientation programs to introduce new employees to the company’s goals, objectives, and policies. Overall, human resource management guarantees the smooth running of employees within a company. Hence we need to work on the points like Recruitment, Training, Development and Rewards etc.

BCS Solution Summary

The human workforce is considered one of the most important organizational assets in this era of advanced world and is continuously successful. I believe human resources is not only the building block of progress but also a responsible factor for the implications in the business world. The first and most important recommendation would be to create a suitable structure for the organization's employee management system as I am assigned a task to work on matters relating to the company's employees. We understand our business has recently completed its product development and will need to work more effectively going forward as it expands. One of the company's most significant assets is its workforce. Therefore, we require employees who are qualified, well-trained, imaginative, and creative. # Hiring and Talent Management In my view, leaders who use the best talent management practices find themselves more equipped and can make effective use of available opportunities to help operate their businesses. The main and essential key to managing challenging workforce is to streamline the strategies of the talent management process alongside the overall company strategy. Ultimately, the aptitude fo training, developing and then retaining the employees depends upon the success of the business operations. Hence, I feel we would require more staff due to the company's impending product launch, so we would require at least 2 people for the marketing department to handle and carry out marketing strategies, an accountant to handle the business's finances, 2 people for the HR department, 1 person for customer service, and more as needed. Salaries for them could be : Marketing : Rs. 33,000 p.m Finance : Rs.35,000 p.m HR : Rs. 32,000 p.m Customer Service : Rs. 20,000 p.m #Training and Development Evaluating key areas and the need for training is mandatory. It's also helpful for saving on abundant training costs involved with the workforce. The execution of the training and development is a necessity because of its impact on the involvement of change management in the business processes. In my view, we must begin the hiring procedure as soon as feasible in order to hire new personnel. As we are just commencing our operations, we must employ experienced individuals who can aid us in gaining market share and stabilizing its operations. The personnel should have a minimum of 3 to 5 years of job experience. After on boarding the shortlisted candidates, we must give them enough training so they can take part in the company’s day to day operations as soon as possible. # Rewards and recognition Annual appraisals and reviews can be highly effective tools to analyse the capacity and capabilities of the workforce if conducted consistently and correctly. Therefore, I recommend organization to adopt a pay-for-performance culture in their organizations to boost the productivity of employee.From my perspective, this might encourage employees to work harder .

Solution

Solution (Management Principles):

 

1. Commitment

One aspect that the HR department tries to deal with is job security. To guarantee job security, many employees know that they need to show commitment to the company and their job duties.

 

2. Competence

Competence is one of the core principles that supports a company’s growth and development. It is also an aspect that affects employees’ job satisfaction and how the company benefits society. The success of a firm depends on the competency of its employees. Training and orientation are essential in improving employees’ skills, knowledge, and competency. The benefit of having a competent workforce is that it leads to the production of safe and reliable products and services that consumers can rely on.

3. Employee Orientation

Another core function of human resource management is employee orientation. Also known as onboarding, it is the process of teaching new recruits the necessary skills, knowledge, and behaviors so that they can transition to the new company effectively.

4. Employee Development

Employee development refers to all the efforts for improving personal, team, and organizational effectiveness. One aspect the human resource department tackles are talent development. This involves aligning the employees’ skills with the company’s needs. In addition to hiring, training, and orienting employees, HRM should also improve their career opportunities.

 

Along with this, the theory which inspired me to develop above-mentioned solution is  “Maslow’s Hierarchy of needs”

Maslow's hierarchy of needs is a theory of motivation that states that five categories of human needs dictate an individual’s behavior. Those needs are physiological needs, safety needs, love, and belonging needs, esteem needs, and self-actualization needs.

Maslow's theory presents his hierarchy of needs in a pyramid shape, with basic needs at the bottom of the pyramid and more high-level, intangible needs at the top. A person can only move on to addressing the higher-level needs when their basic needs are adequately fulfilled.

 

1.  Physiological needs:  These most basic human survival needs include food and water, sufficient rest, clothing and shelter, overall health, and reproduction. Maslow states that these basic physiological needs must be addressed before humans move on to the next level of fulfillment.

2. Safety needs: Next among the lower-level needs is safety. Safety needs include protection from violence and theft, emotional stability and well-being, health security, and financial security.

3. Love and belonging needs: The social needs on the third level of Maslow’s hierarchy relate to human interaction and are the last of the so-called lower needs. Physical and emotional intimacy ranging from sexual relationships to intimate emotional bonds are important to achieving a feeling of elevated kinship.

4. Esteem needs: The higher needs, beginning with esteem, are ego-driven needs. The primary elements of esteem are self-respect and self-esteem. Maslow specifically notes that self-esteem can be broken into two types: esteem which is based on respect and acknowledgment from others, and esteem which is based on your own self-assessment. Self-confidence and independence stem from this latter type of self-esteem.

5. Self-actualization needs: Self-actualization describes the fulfillment of your full potential as a person. Sometimes called self-fulfillment needs, self-actualization needs occupy the highest spot on Maslow's pyramid. Self-actualization needs include education, skill development—the refining of talents in areas such as music, athletics, design, cooking, and gardening—caring for others, and broader goals like learning a new language, traveling to new places, and winning awards.

Conclusion

Concluding all the above mentioned, As an HR Consultant for the PMCASPL, I have mainly focused on developing the foundation of the employee of the company since the beginning. Since the company is going to launch its product, not only will it need an efficient and effective workforce, but It is also setting up the foundation of tomorrow. Without the help of its employees, the company won’t be able to perform. Hence we need to make sure we set up our foundation with the best materials. Finding quality employees and making them adapt to the company will not only help the company itself but it will open huge growth opportunities for the employees too. Various opportunities for employee advancement should be offered, such as Job rotation, internal mobility, skills enhancement, etc. so that a worker can develop with the business. Not only would it inspire the staff, but it would also make them more competitive. Additionally, it would retain the employee's best talent. Employee growth directly affects business expansion. The bonus could be provided in the form of a Cash prize, gift hampers, a certain percentage of profit, Vacation packages, etc. Punishment can include warning or losing vacation over a minor mistake, deduction of salary for big mistakes, losing bonuses, etc. The market for air purifiers is quite huge. Looking at the rising concerns of people and government, there sure is an immense potential to develop in this area. Not only PMCASPL has something new on its hand if the product is successfully launched and established in the market it will be another example of a successful product. Hence, to provide a good foundation in achieving the milestone for the product I have focused on the development and training of the employees of the PMCASPL Company.

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Video

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