Developing human resource management

Assignment Taken

HR

Case Understanding

Manoj and parth are college friends both of them are working at there respective jobs but both of them have a common goal of improving air quality atmosphere and environment. Whereas manoj closely associated with R and D of his air quality company' an had a understanding of improving air quality management. Finally they both decided to go with there common goal and left there job and have started a company at Bengaluru names PM clean air quality solutions pvt ltd . They started with the research and understanding of how different plans can be implemented in absorption of air quality management and decrease the bad pollutants and came up with the 3 seperate units 1 . Air sense 2. Air quality management 3. Air loop . Also other calculated overhead expenses salaries are sorted down . Now they want a consultancy firm which help them to provide with proper solutions regarding 1. New product development 2. Marketing expenses 3. Operations and hr and i.t 4. Pricing

BCS Solution Summary

So basically development of human resources is nothing but making available the resources that are needed for the humans within the organisation firstly we have to recruit for the people which needed for providing air quality solutions that is 1. Air quality specialist 2. Field visits 3. Mobile app developers 4. Web developer and so on which depends upon there skills and abilities totally recruitment is a whole process which leads to selection and onboarding process after that performance management should be implemented for the performance appraisal on the basics of the performance parameters which is the another beneficial element. Then hr stratergies should be planned to have a good connection and bond within the employees of the organisation that should create a sense of trust after that training should be provided on the bases of there requirements to polish the existing skills and abilities and another crucial part of human resource is employee motivation strategy which is the main thing to keep employee motivated throughout the job role and responsibilities

Solution

Job roles and descriptions

Air quality specialist

Conduct air quality field tests and air quality impact analyses. 
Prepare air-emission inventories and organize and interpret data from monitoring sites.
 Prepare dispersion models and develop air-sampling methods. 
 Review permit applications and evaluate regulatory compliance

Equipment engineer

engineering methods to carry out equipment engineering. 
To conducts proper installation and maintenance of equipment and network solutions to monitor the equipment. 
 Leads improvement projects and prepares equipment maintenance plans.

Web designers

Must use their creative and software engineering/programming skills to design, build and improve websites. 
understand user experience and are able to build websites that are easy to understand, navigate, and use, and adhere to design standards and specifications.  
front-end developer skills 

Mobile app developers 

Support the entire application lifecycle (concept, design, test, release and support)
Produce fully functional mobile applications writing clean code.
Gather specific requirements and suggest solutions.
Write unit and UI tests to identify malfunctions.
Troubleshoot and debug to optimize performance.

Security grand

Inspect and patrol premises regularly.
Monitor property entrance.
Authorize entrance of people and vehicles.
Report any suspicious behaviors and happenings.
Secure all exits, doors and windows.
Monitor surveillance cameras.

Field executive

Given weekly/monthly sales targets that must be achieved. 
There will be personal as well as team targets. 
Tasked with generating new business as well as ensuring existing clients are fully serviced and new offers and proposals put forward.

Air quality consultant

Your daily responsibilities will see you delivering specialist air quality assessments, such as data analysis, dispersion modelling and monitoring studies, in order to reduce air pollution, carbon emissions and improve air quality in general.

Day to day, you’ll need to be collaborative, technical and creative - it’s a multifaceted role that requires you to think quickly and analytically with each task you’re given. You’ll need to work with team-mates and liaise with clients in order to achieve goals and reach project deadlines effectively. The work you’ll be doing will spread from writing analytical reports to designing dispersion models. As such, you will need to be able to juggle multiple projects efficiently.

2 Performance management based on performance appraisal :

Appraisal will depend upon performance parameters:

Customer Satisfaction,

Internal Process Quality,

Employee Satisfaction, and

Financial Performance Index

 

3. HR stratergies over communication process 

Create a Long-Term Internal
 Communications Plan. ...
 
Create an All-In-One Communication System. ...

Encourage Face to Face Communication. .
..
Make Company Culture the Focus. ...

Share Engaging Content. ...

Implement Surveys. ...

Strategize an Onboarding Process for New Employees.

4. Training needs and assessment design

An effective approach for air quality management in polluted areas involves (i) identification of emission sources; (ii) assessment of extent of contribution of these sources on ambient environment; (iii) prioritizing the sources that need to be tackled; (iv) evaluate various options for controlling the sources with regard to feasibility and economic viability; and (v) formulation and implementation of appropriate action plans. In order to achieve these steps, a preliminary knowledge and understanding of the air pollution and air quality management is a necessity.

Employee Motivation Strategies

1. External Motivation

Fear — You had better get this right, or you will lose money, job, respect, relationship, status, etc.
Incentives — If you do this right, you will gain money, recognition, status, promotion, better lifestyle, etc.
The impact of external motivation is temporary. When the threat or incentive is removed, motivation is lost.

2. Internal Motivation

Levels of thinkingMost employees understand that “If it is to be, it’s up to me.” Many set worthwhile goals, BUT their suboptimal thinking prevents them from being their best. They fail to take the best actions to achieve the best outcomes. They compromise their best interests and their organization. They just don’t deploy consistent Optimal Thinking.

You can create an inclusive “Best Place to Work” environment where loyal employees bring the best version of themselves to work. Optimal Thinking employees don’t rely on a pat on the back from management or a bonus at the end of the year to do their best. They focus on what is most important and ask the best questions to invite the best solutions. They make the most of the hands they are dealt. External incentives, recognition, and rewards are secondary for these self-motivated optimizers. All aspects of workplace trust proliferate in an Optimal Thinking collaborative culture, including:

credibility
transparency
respect
fairness
pride
camaraderie
optimization

 

Recruitment Process

The hiring manager submits a completed requisition to the HR department.
The HR department will assign a requisition number to assist in tracking and reporting.
The HR department will meet with the hiring manager to discuss the position and determine the most effective recruitment and selection process.
Recruitment sources will include some or all of the following:
[Company Name] website.
Internal posting.
Online job boards.
Social media sites (Facebook and LinkedIn).
Newspaper advertising.
Retained agency search.
Temporary agency placement.
Employee referrals.
The HR department and hiring manager will review resumes of qualified candidates to identify the most appropriate candidates for interviewing.
The HR department will conduct telephone pre-screens of identified candidates and schedule in-person interviews with the hiring manager.

Selection Process

This process applies for external hires only.

Hiring managers are responsible for conducting timely, effective interviews of qualified candidates. The HR department is available to advise hiring managers on interview techniques and final candidate selection.
A candidate evaluation form will be completed for each candidate interviewed and will be used to make a final candidate selection.
Upon the selection of the final candidate, the hiring manager and the HR department will collaborate to develop an appropriate offer of employment (including position title, compensation, etc.).
The HR department or hiring manager will extend the verbal offer of employment to the candidate selected. The HR department will prepare a written offer of employment that is contingent upon the success completion of required background checks.
The HR department will conduct reference checks and background checks on the selected final candidate.
Upon receipt of an offer letter signed by the candidate and the successful completion of background checks, the HR department will close out the requisition on the tracking report.

Conclusion

Hence i feel that operation hr and i.t department are the main functional departments of the organisation. As we know organisation cannot run without people so manpower is the major part of organisation to build an workforce in an organisation in which HR is the main element because without humans organisation cannot function systems cannot be run and the process cannot be proceed . So as an head of human resource department i fond this all aspects that should be necessarily include in an organisation to reach towards the goals pf the organisation.

Attached File Details

Video

https://youtu.be/JvRNjpRuL-Y