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Vishwakarma Institute of Management

(An ISO 9001-2008 Certified Institute)
(Approved by AICTE-New Delhi, Recognized by Government of Maharashtra and Permanently Affiliated to University of Pune)

MBA Programme Rated as MH-A by CRISIL Recipient of the 19th Dewang Mehta B School Award for the Best B School with Academic Inputs in Marketing Rewarded as Second Best Professional Institute in Urban Area Category by the University of Pune

Project report On Role of HR Department in Growing Organization

Submitted By Ankita Kirad (13011064) MBA I, Div. A

INDEX
SR.NO TITLE PAGE NO

1.

Executive Summary

2.

Objective

Introduction

4.

Research methodology

5.

Hypothesis

Data Analysis & Interpretation

11

Summary of findings

24

Limitations

24

Conclusion

25

10

References

26

1. Executive Summary Human Resources evolved from the term: personnel, as the functions of the field moved beyond paying employees and managing employee benefits. The evolution of the HR function gave credence to the fact that people are an organization's most important resource. People are an organization's asset. Employees must be hired, satisfied, motivated, developed, and retained. William R. Tracey, in The Human Resources Glossary defines Human Resources as: "The people that staff and operate an organization as contrasted with the financial and material resources of an organization." And if you have more than five employees, you will need to develop a fairly comprehensive human resources program; using HR strategic planning techniques and building those techniques and strategies into your overall business operations. All businesses require resources to execute their business operations plan (related to equipment, software, people, products or services). Human resources is the specific resources category of people who help you operate and run your business.

2. Objectives

To study the role of HR Department in the Organization

To understand the HR role in Growth of the Organization.

3. Introduction

The HR Roles are as follows: Workforce planning through your HR strategic planning Recruiting employees (from developing hiring questions to interviewing) and selecting the best people for the job; Once you've got the best people, you focus on employee retention; Track and manage human resources trends ; Coaching and counseling; Firing employees or laying off staff during tough times or a business re-sizing; Defining orientation as a priority as you bring on new staff and developing a new employee orientation process; Building employee training development, and linking that training with

performance goals through the employee development plan; Train staff on how to do an effective performance evaluation and build a performance review program for your employees, and even yourself (use sample performance evaluations to help write the appraisals); Posting internal and external available jobs; Developing an employee compensation and benefits structure specific to your business needs; Ensuring that your benefits program meets the legal requirements in your area and is competitive enough to attract (and keep) potential employees; Promoting from within when possible;
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Developing and communicating employee and business policies, in other words an employee handbook; (for example, a sample employee handbook will include a conflict of interest policy, overtime policy, safety commitment, and more);

Ensuring that your human resources practices follow legal requirements in your area; Developing job descriptions and operating and/or job standards; Developing conflict management strategies and conflict resolution

methods specifically for your business: and coaching people on how to use those strategies and methods.

The Role of Human Resources In all businesses, people are your most important resource and the most challenging to manage because you typically require people to help

you managing and operating your business and because people are not machines and they do not respond or react in a predictable or consistent manner. The role of human resources in small business is to focus on the people who are your human resources: you will need to learn how to hire, train, coach and mentor, and develop them to be significant contributors to your business. For the success of your business and its future growth, you need to include HR strategic planning in your overall business plan as people are your most important resource. Remember also that your employees often have direct or indirect contact with your customers (you want to have capable, customer service focused and happy employees in contact with your customers), suppliers and other stakeholders. In a small business, with one or more employees, you may wish to consider the advantages of outsourcing your HR needs. Human resources outsourcing is quite common and there are many talented HR firms, practitioners and specialists who can provide you with the necessary support in key areas. Human resources include a myriad of functional areas, encompassing responsibilities from recruitment and staffing to compensation and benefits or training and development.

4. Research Methodology

Research The Advanced Learners Dictionary of Current English lays down the meaning of

research as a careful investigation or inquiry especially through search for new facts in any branch of knowledge. Redman and Mory define research as a systematized effort to gain new knowledge. According to Clifford Woody research comprises defining and redefining problems, formulating hypothesis or suggested solutions; collecting, organizing and evaluating data; making deductions and reaching conclusions; and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis. Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. Research process Research process consists of series of actions or steps necessary to effectively carry out research and the desired sequencing of these steps. Steps in Research Process 1. Identification of the topic for the study 2. Formulate hypothesis of the study. 3. Sample design. 4. Determine source of the data collection. (primary and secondary data) from the company records. 5. Collection of the data as per the need of the subject. 6. Analysis of the data.
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7. Observations & Findings according to analysis. 8. Recommendation based on the observations &findings. 9. Conclusion based on the observations, findings. Process of Research Methodology

Define Research Problem

Formulate Hypothesis

Sample Design

Data Collection

Data Analysis and Interpretation

Observations and findings

Recommendations

based on observations

Conclusion

5.

Hypothesis
Definition The word HYPOTHESIS is a compound of two words, Hypo and Thesis. Hypo means under or below and, Thesis means a reasoned theory or rational viewpoint. According to Coffey, A hypothesis is an attempt at explanation, a provisional supposition made in order to explain scientifically some fact or phenomenon. George Caswell has defined hypothesis as A summary, temporary and imaginary related to subject of study. According to Webster, Hypothesis is a thought, condition or theory which is accepted without any faith as that from it logical consequences can be extracted and by the help of known or ascribable facts, the truth of this thought can be examined. Hypothesis is a proposition which can be put to test to determine its validity.

Hypothesis of the research The HR Department plays a vital role in Growing Organizations

Sampling Design Sampling is selecting a few people from the population carefully enough, so that results obtained from studying the sample could be applicable to the target segment. The terms to make a sample design are: o Population o Sample o Sampling unit
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o Sampling frame o Sample size

Population: In statistical terms, a population is the finite or infinite collection of elements that are under study. Sample: The term sample refers to that group of elements of the population, specifically selected for study. Sample is a deliberately selected subset of population. Sample constitutes selected respondents who are the representative of the total population. Sampling Unit: It is one of the units into which the aggregate population is divided, conceptually or actually for the purpose of sampling. Sampling Frame: It is the list of all sampling units from which sample is to be drawn. It is to be as representative of the population as possible. Sample Size: This refers to the number of items to be selected from the population to constitute a sample. The sample size is 47 Data collection Once the research problem is formulated and research design is determined the next task is data collection. There are two types of data: 1. Primary data 2. Secondary data

1. Primary data The primary data are data which are collected afresh and for the first time and thus happen to be original in character. There are different methods of collecting primary data: Observation Observation is one of the simplest methods for primary data research and would not cost much. Interviews o Face-to-face interviews o Web-based interviews o Telephone interviews Surveys and Questionnaires Both are popular means of gathering data and can reach a large number of people, but they need to be designed and reedited repeatedly to make them acceptable to people. You can either print out copies to hand them out to people or send them to your respondents through email. Focus group interviews and consumer panels Gather a group of people, specifically from your company's target market, and have a facilitator guide them in examining a certain product and asking their opinions on said product. This method is primarily used to determine whether a company's new product or brand name will be acceptable to their target market and to the general public.

2. Secondary data The secondary data are data which is collected from the primary sources that can be used in the current research study. Collecting secondary data often takes considerably less time than collecting primary data where you would have to gather every information from scratch. It is thus possible to gather more data this way. There are different methods of collecting secondary data: o Books o Records o Biographies o News papers o Published censuses or other statistical data o Data archives o Internet articles o Research articles by other researchers (journals) o Database

Methods used in this project:

In this project Data collection is done as following: o Primary Data: Primary data is collected by Questionnaire method. o Reason for Selecting Questionnaire Method: This method of data collection involves low cost; very easy to collect and to analyze the data statistically.

Respondents have adequate time to fill up the questionnaire; hence this method has been used for collection of primary data. o Secondary Data: Secondary data is collected from internet, books. o Sample Size: 47 Employees from different organizations.

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6. Data Analysis & Interpretation

Explanations:

For each question there will be one charts and one table the chart

shows the percentage of the response of the employees of that question. The table shows the no. of responds and percentage of rate marks to the question. 1] Workforce planning through HR strategic planning NOT EXP in months 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 39 7 46 APPLICABLE 18 7 9 4 1 0 APPLICABLE 5 0 0 1 0 1 GRAND TOTAL 23 7 9 5 1 1

APPLICABLE
3% 0% 10%

0-11 12-23 46%

23%

24-35 36-47 60-71 108-120

18%

Analysis: 97% of the employs of all groups of job experience believe that this HR Role is applicable and in their organization.
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2] Recruiting employees (from development hiring questions to interviewing) and selecting the best people for the job NOT EXP in months 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 38 8 46 APPLICABLE 20 7 6 3 1 1 APPLICABLE 1 0 5 2 0 0 GRAND TOTAL 21 7 11 5 1 1

APPLICABLE
3% 3% 8% 0-11 12-23 16% 52% 24-35 36-47 60-71 18% 108-120

Analysis: 100% of the employs of all groups of job experience believe that this HR Role is applicable and in their organization.

12

3] Track and manage human resource trends EXP in months NOT APPLICABLE 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 36 10 46 16 5 8 5 1 1 APPLICABLE 5 2 3 0 0 0 GRAND TOTAL 21 7 11 5 1 1

APPLICABLE
3% 3%

14%

0-11 44% 12-23 24-35 36-47

22%

60-71 108-120

14%

Analysis: 100 % of the employs of all groups of job experience believe that this HR Role is applicable and in their organization

13

4] Coaching and Counseling NOT EXP in months 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 42 4 46 APPLICABLE 20 7 9 4 1 1 APPLICABLE 1 0 2 1 0 0 GRAND TOTAL 21 7 11 5 1 1

APPLICABLE
2% 2%

10%

0-11 12-23

21%

48%

24-35 36-47 60-71 108-120

17%

Analysis: 100% of the employs of all groups of job experience believe that this HR Role is applicable and in their organization.

14

5] Building employee training development and lining that training with performance goals through the employment development plan NOT EXP in months 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 41 5 46 APPLICABLE 20 6 9 4 1 1 APPLICABLE 1 1 2 1 0 0 GRAND TOTAL 21 7 11 5 1 1

APPLICABLE
2% 2% 10%

0-11 12-23 49% 24-35 36-47 60-71 108-120

22%

15%

Analysis: 100% of the employs of all groups of job experience believe that this HR Role is applicable and in their organization.

15

6] Train staff on how to do an effective performance evaluation and build a performance review program for your employees and even yourself NOT EXP in months 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 41 5 46 APPLICABLE 17 7 11 4 1 1 APPLICABLE 4 0 0 1 0 0 GRAND TOTAL 21 7 11 5 1 1

APPLICABLE
2% 2% 10% 42% 27%

0-11 12-23 24-35 36-47 60-71 108-120 17%

Analysis: 100% of the employs of all groups of job experience believe that this HR Role is applicable and in their organization.

16

7] Developing conflict management strategies and conflict resolution methods NOT EXP in months 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 41 5 46 APPLICABLE 19 6 10 5 1 0 APPLICABLE 2 1 1 0 0 1 GRAND TOTAL 21 7 11 5 1 1

APPLICABLE
3% 0% 12%

0-11 12-23 46% 24-35 36-47 60-71 108-120 15%

24%

Analysis: 100% of the employs of all groups of job experience believe that this HR Role is applicable and in their organization.

17

8] Developing job descriptions and operating and/or job standards NOT APPLICABLE 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 42 4 46 19 6 11 4 1 1 APPLICABLE 2 1 0 1 0 0 GRAND TOTAL 21 7 11 5 1 1

APPLICABLE
3% 2%

10%

0-11 12-23 45% 24-35 36-47 60-71 108-120 14%

26%

Analysis: 100% of the employs of all groups of job experience believe that this HR Role is applicable and in their organization.

18

9] Developing and communicating employee and business policies, in other words an employee handbook NOT EXP in months 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 42 4 46 APPLICABLE 18 7 11 4 1 1 APPLICABLE 3 0 0 1 0 0 GRAND TOTAL 21 7 11 5 1 1

APPLICABLE
2% 10% 2%

0-11 12-23 43% 24-35 36-47 60-71 108-120 17%

26%

Analysis: 100% of the employs of all groups of job experience believe that this HR Role is applicable and in their organization.

19

10] Developing an employee compensation and benefits structure specific to your business needs NOT EXP in months 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 40 6 46 APPLICABLE 18 5 11 4 1 1 APPLICABLE 3 2 0 1 0 0 GRAND TOTAL 21 7 11 5 1 1

APPLICABLE
3% 3% 10%

0-11 12-23 45% 24-35 36-47 60-71 108-120 12%

27%

Analysis: 100% of the employs of all groups of job experience believe that this HR Role is applicable and in their organization.

20

11] Ensuring that your benefit programs meets the legal requirements in your area and is competitive enough to attract (and keep) potential employees NOT EXP in months 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 42 4 46 APPLICABLE 19 7 10 4 1 1 APPLICABLE 2 0 1 1 0 0 GRAND TOTAL 21 7 11 5 1 1

APPLICABLE
2% 2%

10%

0-11 12-23 45% 24-35 36-47 60-71 108-120 17%

24%

Analysis: 100% of the employs of all groups of job experience believe that this HR Role is applicable and in their organization.

21

12] Once you have got best people, you focus on employee retention NOT EXP in months 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 41 5 46 APPLICABLE 21 6 8 4 1 1 APPLICABLE 0 1 3 1 0 0 GRAND TOTAL 21 7 11 5 1 1

APPLICABLE
2% 2% 10%

0-11 12-23

20% 51%

24-35 36-47 60-71 108-120 15%

Analysis: 100% of the employs of all groups of job experience believe that this HR Role is applicable and in their organization.

22

13] Firing employees or lay-off during tough times or a business re-sizing NOT EXP in months 0-11 12-23 24-35 36-47 60-71 108-120 GRAND TOTAL 40 6 46 APPLICABLE 20 5 10 4 1 0 APPLICABLE 1 2 1 1 0 1 GRAND TOTAL 21 7 11 5 1 1

1
3% 10% 0-11 12-23 25% 50% 24-35 36-47 60-71 108-120 12% 0%

Analysis: 100% of the employs of all groups of job experience believe that this HR Role is applicable and in their organization.

23

7. Summary of findings o The HR department plays a vital role in the Organizations. o The HR department works for the Growth of thee Organizations.

o All the employees having less or more months of job experience believe that HR
department contributes the most in the growth of its organization.

8. Limitations o Time period available for completion of project was less for doing in depth study of this subject. o Unwillingness of 100% of employees for filling up of questionnaire due to more workload.

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9. Conclusion

25

10. References

26