Team Sarabhai Business Case 09 Submission- Submission Date & Time : 2021-04-03 14:18:54 Submitted By : Prachi Sharma - From Team Sarabhai

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Business Case Scenario 3: Waste to Wealth
HR Solution

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Table of Contents
1.Case Understanding...........................................................................................................................3
2. Solution Summary:...........................................................................................................................4
2.1 Workforce planning: ..................................................................................................................4
2.2 Training:......................................................................................................................................5
2.2.1 Training plan:.......................................................................................................................6
2.3 Performance Evaluation: ...........................................................................................................7
2.4 Reward System: ........................................................................................................................10
3. Conclusion:......................................................................................................................................10
4. References:.......................................................................................................................................11

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Assignment taken: Business Case Scenario 3: Waste to Wealth
Title: HR Solution for Waste to Wealth
1.Case Understanding
In today’s era of rapid growth and demanding sustainability, government have started looking forward
to corporate organisations for their support and strategic leadership to achieve their sustainable goals.
This eventually drives government to enter in public private partnership (PPP). According to
Filipkowska and Węgrzyn (2019) human resource management has a vital role to play in the
successful operation of PPP. It further states that whole balance refers to the quality of human
resources deployed for achieving the project goals and human resource managers have to put
an efficient effort to maintain that balance. Moreover, Pinz et. al (2018) state that importance
of public private partnership is increasing to achieve sustainable solutions. Therefore, public
private partnerships are perceived as important determinant for achieving sustainable growth
with the help of sharing resources such as technologies, skilled manpower and optimised
processes.
Figure 1Determinants of Public-Private Partnership
In context of public private partnership, the above figure depicts that Human resource managers have a
responsibility to maintain a balanced engagement and participation among PPP projects, people, and
government to achieve the sustainable goals.
The current problem which Bhopal city is facing is the solid waste management. The current solid waste
management practices of government have become inefficient, financially non-viable and non-
availability of land in smaller ULB’s. So, to make waste management practices efficient and financially
viable, Madhya Pradesh government has invited private sector companies to participate in ‘Waste to
Wealth scheme.’
Our company Eco Gold Ltd. based in Bhopal is dealing into industrial waste management since 1998
and have decided to participate in ‘Waste to Wealth’ scheme of M.P government for Bhopal city. We
have decided to expand our operations into solid waste management through a public private partnership
with Madhya Pradesh Government.

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Vision
We envision to be a dynamic company in creating sustainable solutions to provide better, safer and
healthier life for people with an inclusive focus on women empowerment.
2. Solution Summary:
2.1 Workforce planning:
For successful completion of public private partnership, the workforce which we will be taking into
account is as follows with their designation, responsibilities and salaries:-
S.No. Position Type of
labours
Number of
People
Responsibilities Salary (INR)
1. Cleaning
Angels (Door to
Door Waste
Collectors)
Unskilled 500 They will be
responsible for
collecting wastes door
to door in the
digitized bins
6500/person
2. Drivers Skilled 325 They will be
responsible to drive
the specialised
vehicles such as Zero
emission electric
primary collection
vehicles, electric road
sweeping machines
and Garbage
Compactors
7000/person
3. Waste
Segregators
Unskilled 10 They will be
responsible to
segregate the waste
such as plastic, glass,
metal etc. collected at
the segregation centre
5000/person
4. Crane operators Highly skilled 2 They will be
responsible for
mixing waste in
bunkers and
transferring using
grippers at
segregation centre
8000/person
5. Chemical
Engineer
Highly skilled 1 He/ she will be
responsible for
constantly monitoring
the temperature of
furnaces, turbines
during combustion
process
200000
6. Mechanical
Engineer
Highly skilled 1 To check the
operations of
200000

5. 5
machines during
combustion process
7. IT Team 1 web
developer
1 AI developer
2 They will be
responsible for
creation of mobile
application and
monitoring
50000/person
8. Waste managers Highly skilled 2 They will be
responsible for
overall supervision of
processes of
segregation centre
60000/person
• In alignment to our vision statement, we will be hiring women unskilled labourers for door to
door collection. In addition to this, these women labourers will be hired from an NGO “Ahad
Education and Social welfare society”. This NGO has been awarded by Parshad of Lalghati for
their contribution of work for Swachh Bharat Abhiyaan.
Furthermore, we have titled our door-to-door collectors of women fleet as “Cleaning Angels”
to curb the mentality of calling these people as “Kachrawalas”. Along with the solid waste
management program we will also create an awareness program to suppress the mentality of
people to look down upon a rag picker and garbage collectors and persuade people to provide
an elevated space to garbage collectors.
• Drivers and Crane operators for operating our specialised vehicles will be hired from a
manpower agency.
• Waste Segregators will be hired from NGO.
• Chemical and Mechanical Engineers having more than 8yrs of experience will be hired from
recruitment platforms such as LinkedIn, Naukri.com.
• IT Team skilled in latest app development frameworks and AI developers skilled in Python will
be hired from various online recruitment platforms such as LinkedIn and Naukri.com
• Waste Managers who have specialised degree in waste management and has 3-4 years of
experience in waste management companies will be hired from various online recruitment
platforms.
2.2 Training:
Training plays an important role in making new hires aware of company culture and its processes. It
helps organisations to nurture their workforce and upgrade their skills and efficiency for their respective
job roles. According to Rodriguez and Walters (2017), the employee training helps the organisation and
employees to achieve their diverse goals, improve employees’ morale, develops sense of security,
ownership in them, enhances employee engagement and build necessary competencies in them.
Therefore, keeping in view the importance of training we will also provide training to our unskilled and
skilled labours for better achievement of performance goals.

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Below is the training plan:
2.2.1 Training plan:
S.No Training type Target People Purpose Duration
1. Audio Visual
introduction about
Swacch Bharat
mission
Cleaning Angels
(Door-to-door
waste collectors)
500 cleaning angels will be
brought to the company
campus and will be given an
audio-visual training to make
them understand the vision and
mission of Swacch Bharat
mission. They will also be
made realised that this goal of
Swacch Bharat Abhiyaan will
be impossible without their
contribution and each of their
effort will help us make our
city, clean, green and beautiful.
These 500 cleaning angels will
be divided in groups and each
group will have a leader.
Leaders of the group will be
chosen according to a mutual
discussion among the team
members.
Cleaning Angels will be
distributed company t-shirts
after the training session. They
will be instructed to wear these
t-shirts while collecting waste
door-to-door.
2 hours
2. Technical training on
specialised vehicles
Drivers A professional will be called
from the company from which
vehicles are purchased and
he/she will give the training to
the drivers on how to operate
the vehicles
2 hours
3. Technical training Waste
segregators
Waste segregators will be
provided a brief training on
how to segregate various types
of wastes such as plastic, glass,
textiles, metal etc.
1 hour

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2.3 Performance Evaluation:
Various dashboards will be used to evaluate the performance of the skilled and unskilled labourers:
The above dashboard will be used to evaluate the performance of employees deployed in Waste to
Wealth scheme. This dashboard will provide information about satisfaction of employees’ performance
in the field and segregation centre.

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The above dashboard will be used for monitoring the percentage of household waste collected by the
‘Cleaning Angels’ and this will also help us in understanding their performance by amount of waste
collection in the digitized bins. The tracking and monitoring of waste collected in digitized bins will be
done through our mobile application.

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The HR department will also use the Training dashboard to measure the effectiveness of the training
program conducted for the employees. This dashboard will provide information about no. of
participants involved in the training, hours of training involved, training cos, subject matter of training
and total completed training.
2.4 Reward System:
After every 6 months, ‘Cleaning Angels’ and waste segregators, drivers who will perform well will be
rewarded by goodies such as clothes and small incentives as a reward to their performance. This
rewarding system will further help in motivating the members to increase their performance and
eventually their upgraded performance will help in achieving the goal of ‘Waste to Wealth’ scheme.
3. Conclusion:
This is evident from above solution that HR has an immense role to play in public private partnership.
The workforce planning of recruiting a fleet of ‘Cleaning Angels’ for door-to-door collection will be of
key importance in helping us achieve the sustainable goal. Moreover, the proper training will also help
in nurturing and improving the performance of employees. The performance of the employees will be
tracked and monitored to ensure enhanced performance delivery and will also prove effective in catering
the performance gaps. The human resource management is aligned with the vision of the project and
will serve as a catalyst in achieving the waste to wealth mission.

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4. References:
Pinz, A., Roudyani, N. and Thaler, J., 2018. Public–private partnerships as instruments to achieve
sustainability-related objectives: the state of the art and a research agenda. Public Management
Review, 20(1), pp.1-22.
Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee
performance and evaluation. World Wide Journal of Multidisciplinary Research and
Development, 3(10), pp.206-212.
Wojewnik-Filipkowska, A. and Węgrzyn, J., 2019. Understanding of public–private partnership
stakeholders as a condition of sustainable development. Sustainability, 11(4), p.1194.