Analyzing and resolving a communication crisis in Dhaka textiles LTD.pptx
A STUDY OF HR PRACTICE IN SME & ITS IMPACT
1. A STUDY OF HR PRACTICE IN
SME
& ITS IMPACT
Presented By :
Mayuri Surve*
Kalyani Kherde
Prachi Pendke
Pushpak Dhole
Vaishali Bansod
Yuvraj Gupta
Abhishek Mishra
Guided by:- Prof. Sandhya Bhagat
2. INTRODUCTION:
Human Resource Management(hrm) is the age old
Practice of :
Recruitment
Employee Selection,
Providing Proper Orientation
Induction
Providing Proper Training And Skills Development
Employee Assessment And Appraisal
Providing Proper Compensation And Benefits
Employee Motivation
Maintaining Employee Health And Safety
3. RESEARCH METHODOLOGY:
Research Objectives
To review the HRM practices.
To evaluate SME and Indian economy
To see HRM and SME performance
To see Impact of Human Resource Practices
Research Problems
Challenges for HR Function
HRM Practices and Operational Performance in SMEs
Business Operations Modes
4. SME and Indian Economy
In India, SSIs account for 95 per cent of the country's
industrial units,
40 per cent of industrial output
80 per cent of employment in the industrial sector
35 per cent of value added by the manufacturing
sector
40 per cent of total exports and 7 per cent of net
domestic product.
5. HRM in SME Performance
This study will investigate the relationship between
HRM and SME performance,culture and social capital
and control variables like:-
firm size
firm’s age.
Dependent variable ( which includes financial and
non financial performance, operation, culture &
types.)
6. Challenges For HR Function
to manage the agenda for organization culture change.
awareness amongst decision makers about the need
for change.
to offer competitive benefits package.
to implement change management programs in SMEs.
to process of promotion in SMEs
7. HRM Practices And Operational
Performance In SME’s
Product Quality
product specification
product performance
product reliability
product serviceability
product durability
Low Cost Production
Product Delivery
Flexibility
8. BUSINESS OPERATIONS MODES
Management Style (Centralization Vs
Decentralization)
Social Capital (Trust Vs Distrust)
Proactive Vs Reactive Culture
Employee Engagement
9. CONCLUSION
HRM practices and operational performance of firm, in
those studies it has found that, practices like incentives and
training have positive co-relation with product quality and
reducing the cost of product.
employee participation,
communication
high morale
positive relation with employee productivity which leads to
reduce the employee absenteeism.
