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Human resources planning

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Human resources planning

  1. 1. AcademicYear:PGP2012-2014 HRP Faculty :-Dr. Sangeeta Chopra Student :- Apurva Singh PGP Number :- PG20121122
  2. 2. Abstract Recruitment & selectionsis important to the economy in general because it affects, positively, the efficiency of any company’s activities. The special knowledge of talented people can and should be transformed by the company’s management team into a secret key to achieve the competitive advantage in the market. This means finding the right people, for the right positions, at the right time. This highly competitive and rapidly growing industry is undergoing a phase of transformation and this phase is likely to give birth to new dynamics in the industry. The main objective of undergoing this report is to understand the recruitment and selection process undertaken in the two company one from IT sector i.e. Pandora IT Solution pvt. Ltd & LLC and one from Aviation sector i.e. Lufthansa German Airlines. The Method which I have used is knowing the Acquisition Process of the companies thenan Interview based approached towards the company with the HR head and with the employees as well by with help of structured questioning method, and further putting them into the PieDiagram and did the further Interpretation on it. Then coming to a conclusion that with the current modernization that the world experiences these days, efficiency and productivity has always been a major concern in the competitive business environment. Assessing the possible contributions of prospective employees during hiring period gives the employers an idea of how an applicant will perform in the business. Business executives at present place high value on predicting practice the administration of examinations during job applications.On the other side staffing industry also faces the challenges like:  Pricing Equation  Service Differentiation  Deteriorating Global economic factors and Environment Further making the analysis with respect to both the companies with the factors like Cost Effectives, Flexibility, Focus on core Competencies and Lack of In-House Competency and how it’s moving and taking place in modern era of Recruitment & selections team and process. And lastly given my Recommendations to it on the bases of what else can be taken up in order to further better up the Recruitment & selections team and process.
  3. 3. Acknowledgement This project required a proper understanding of what Human Resource Planning is and how different organizations undertake it. I would like to express my special thanks to Dr. Sangeeta Chopra for making me understand the various concepts. I would like to extend my heartfelt gratitude to Mrs. Reena Tyagi, HR Head at Pandora IT Solutions, pune for providing me invaluable & I would also like to thank my ex colleague Ms. Tanvi from Lufthansa German airlines, T3 Delhi for providing me valuable current processing facts.
  4. 4. Table of Contents 1) Objective 2) Introduction 3) Company Profile Pandora IT Solution pvt.ltd & LLC (IT Sector) 4) Company Profile Pandora IT Solution pvt.ltd & LLC (IT Sector) 5) HR Challenges faced by Organizations 6) The Project Design 7) Secondary Data Research, Analysis & Interpretation 8) Analysis 9) Recommendations 10) References
  5. 5. Objective Human Resource continues to remain the most precious resource within every organization. Having the right person on the job is an indispensable for the success of any organization. Staffing industry is dedicated to provide the organizations with the right workforce solution to help organization have better manage their human resource requirement. The staffing industry is a highly fragmented industry, with tremendous potential for the growth. The industry has a vital role in the economic development of the countries worldwide and some even call it a trend. Recruitment & selections is important to the economy in general because it affects, positively, the efficiency of any company’s activities. The special knowledge of talented people can and should be transformed by the company’s management team into a secret key to achieve the competitive advantage in the market. This means finding the right people, for the right positions, at the right time. This highly competitive and rapidly growing industry is undergoing a phase of transformation and this phase is likely to give birth to new dynamics in the industry. The main objective of undergoing this report is to understand the recruitment and selection process undertaken in the two company one from IT sector i.e. Pandora IT Solution pvt. Ltd & LLC and one from Aviation sector i.e. Lufthansa German Airlines.
  6. 6. Introduction Company Profile Pandora IT Solution pvt.ltd & LLC (IT Sector) Pandora IT Solutions is a leading web and mobile development organization providing Professional web-development services, ecommerce development, Internet Branding and SEO Services across various industry verticals. Our expert developers work with Agile Methodologies and best practices to provide high quality website, web application, android and iPhone APP. Their Mission is to provide Quality Solutions and Services efficiently so that the client can achieve their Business Goals. We strive for long term relationship with our clients through our focus on Customer Satisfaction, commitment to Quality and exceeding Customer Expectations. Most of our relationships begins with a project and prospers to a long-term Strategic Business Partnership, with Pandora IT Solutions™ sharing similar risks and investing in building capabilities. Our constant drive for excellence begins right from hiring the right people to providing the right infrastructure and rewarding environment to bring out the best from our Delivery Team. Based on this foundation and continuous improvement through capability building and training, we keep exceeding customer expectations and show a high level of customer satisfaction. See what our satisfied clients have to say about us. Pandora IT Solutions™ journey began after his CEO realized , when he was an employee that most of the s/w companies are just targeting clients of countries like US, UK, South Africa just for money no matter if the things are delivered correctly and in timely manner or not and just wanted money. It is then Mr Abhijeet Singh Tyagi with his wife and mother came up with a dream to make the outside India customers happy by working honestly as these customers are the one who provides major hands for incoming foreign currency to the small medium based companies. And he is still fighting to make sure that India reputation does not go more down compared to Pakistan, Bangladesh and Indonesia like countries which are overtaking India now by their honest work. Mr Abhijeet Singh Tyagi has always had a dream to open a company inspiring from his Grana Late Mr Jeevan Lal Sah who was again Uttar Pradesh first person to create a pocket transistor. With his wife Mrs Reena Tyagi and mother Mrs Vibha Singh when he was in job to start the things. At that the two great women’s were the great personality to look after pandora when she was a baby. At this same stage Mr Tom Revel also helped Mr AST and finally Pandora established their office in New Jersey, Haddonfield, United States Company Profile Pandora IT Solution pvt.ltd & LLC (IT Sector) Deutsche Lufthansa commonly known as just Lufthansa and sometimes internationally as Lufthansa German Airlines) is the flag carrier of Germany and the largest airline in Europe, both in terms of overall passengers carried and fleet size. The German government had a 35.68% stake in Lufthansa until 1997, but the company is now owned by private investors (88.52%), MGL Gesellschaft für Luftverkehrswerte (10.05%), Deutsche Postbank
  7. 7. (1.03%), and Deutsche Bank (0.4%) and has 119,084 employees (as of 2011). The name of the company is derived from Luft (the German word for "air"), and Hansa (after the Hanseatic League). The airline is the world's fourth-largest airline in terms of overall passengers carried, operating services to 18 domestic destinations and 197 international destinations in 78 countries across Africa, Americas, Asia and Europe. Together with its partners, Lufthansa services around 410 destinations. With over 870 aircraft, it has one of the largest passenger airline fleets in the world when combined with its subsidiaries. Lufthansa's registered office and corporate headquarters are in Cologne, North RhineWestphalia, and Germany. The main operations base, called Lufthansa Aviation Centre (LAC), is located at Lufthansa's primary traffic hub at Frankfurt Airport. The majority of Lufthansa's pilots, ground staff, and flight attendants are based in Frankfurt. Lufthansa is a founding member of Star Alliance, the world's largest airline alliance, formed in 1997. The Lufthansa Group employs 117,000 people worldwide of 146 nationalities. In 2010, over 90 million passengers flew with Lufthansa (not including German wings and Brussels Airlines). HR Challenges faced by Organizations Human Resource has changed drastically. Earlier the role of the HR was more of a clerical work to now its role is among the departments. Without HR function, no organization can be successful. The approach of the millennium has brought about new challenges for human resources department and practitioners around the world. These new challenges raise questions about the nature of HR practices and the role of HR professional, and imply new approaches for the HR function in product and service delivery. Organization recognizes the critical importance that human capital means for competiveness and ultimately survival in the modern era. No longer are leading edge products, cost effective process, or in-demand services thought to be the key ingredients of success, but rather having and being able to keep the people who will come up these ingredients time and time again. Human resources management has become integral to strategic decision-making at the highest level in many leading organization. But joining the major players at the organization’s cardinal business table requires that he HR management function comes to grip with the key HR issues as well as key business issues facing their organizations. Those challenges can be explained as follows: Globalization HR management needs to create models and processes for attaining global agility, effectiveness and competitiveness. HR professional must master global operating skills and the HR function must build global capabilities for the organization such as the ability to move talent, ideas and information around the world.
  8. 8. Managing the value chain for business competitiveness HR needs to refocus practices more on the value chain and less on activities within the firm. This is important because by shifting the focus firm to value chain, all HR activities become defined according to the customer criteria. Profitability through Cost and Growth Revenue growth is a key component of the profitability equation. The main paths to growth include through leveraging customers, leveraging core competencies and merge, acquisitions or joint venture. Each of these has HR implications and requires co-operation between management and HR professional to design and deliver new organizational practices. Capability Focus Managers and HR professionals should constantly seek the capabilities necessary for success. Whilst general management must identify and foster what capabilities they need to increase organizational competitiveness, HR professional must frame what they do in terms of these capabilities at an organizational level. Organizational Change HR professionals need to help their organizations to change, define an organizational change model, disseminate that model throughout the organizational and sponsor its on-going application. Technology Managers and HR professional needs to redefine work to maximize the value of technology in the origination. This means making technology a viable and productive part of the work setting and requires that HR professional keep ahead on the information curve. Attracting and retaining intellectual Capital Business organization of the future will compete aggressively for the best people and the successful organizations will be the one that are able to attract good people, use them effectively, develop them and retain their skills within the organization. Transforming the organization Over the past decade, originations have gone through one change initiative after another including downsizing, consolidation and restructuring. Unlike many of these turnaround efforts, transformation goes to the heart of the organizational changing the fundamental image of the business, as seen by customers and employers. HR has to play a leading role in organizational transformations.
  9. 9. The Project Design Recruitment process of Pandora IT Solution pvt.ltd & LLC The result focused process is from start to finish, is comprehensive, methodical and organised. The steps included in the process are as follows: IN Depth Assessment of client’s needs This is the most important step to determine the eventual performance. The HR experts take a proactive approach for an in-depth analysis of the employee’s exact needs. Beside the skills being sought, understanding the role and responsibility that the candidate would be accountable for is a part of the client requirement analysis. A detailed review of all aspect of the candidates’ selection full proof. Hunt for the ideal candidate The next step in the recruitment is to search the candidates with the requirement profiles by the HR people. They scan the extensive data base besides using other resources (job portal, references, etc.) to shortlist potential candidates. These are then screened through preliminary interview, to discover their qualification, skills, level of competence, work ethics, experience and past references. The HR people leave no stone unturned for searching the right candidates. Selection This step involves a point check to ensure a perfect match between the professional and job profile. The candidate who passes the pre-screening is more rigours interviewed by the team of HR, which makes the final selection. They re-examine the skills and level of competence and verify the claimed qualifications and experience. Feedback is also obtained from their previous employers through the provided feedback. Presentation of Candidate to client This step encompasses presenting the client the candidate shortlisted so that they can make their final pick. Recruitment This step involves the final agreement and the issuance of conditional offer. Under this step the operations team helps the candidate with documentation like joining formalities, issuance of i-card and other formalities.
  10. 10. Pandora IT Solution pvt.ltd & LLC Acquisition Process: - Pandora Database Field force Partner of supplier Head Hunting Resume drop box Advertisements Institutes & Colleges Candidate Referral Program Pandora IT Solution pvt.ltd & LLC Telephone Pre Screen Application Form Talent Interview Assessment Reference Checking Contract of Employment Pre Assignment Induction & Orientation Coordinators Support Engineer Sales Account &Finance
  11. 11. Recruitment and selection of Lufthansa German Airlines Lufthansa Technic(Malta) boasts that it is one of the leading employers in Malta and currently employs 550 employees. 75% of its employees work directly on the core business of the Company that is the maintenance, repair and overhaul of commercial aircrafts. All our processes, be it either maintenance related or indirectly in support of our core business, are focused to ensure that we continuously consolidate the purpose of our business that is of “Being a Reliable, Predictable supplier of Quality Airframe Maintenance delivered at a Cost Competitive Price”. In order to ensure this, employees need to embrace the Company’s values namely, Take Responsibility in their role, be Professional, be Honest, portray a sense of Pride in what they do, within a Teamwork environment ensuring Improvement The Company’s recruitment and selection process plays a major role to ensure that our purpose is cultivated and attained. The process is one which intrinsically integrates the Company’s values with a view to identify the best candidate to fill specific vacancies. The most recent recruitment project that we undertook was the engagement of 10 Structure Mechanics Trainees. Following an intensive 5months training programme, these individuals will be in a position to work within the production lines with a view to assist other Structure Mechanics in their various roles and responsibility. It includes:  Structured interview  Semi Structured interview  Unstructured Interview
  12. 12. Secondary Data Research, Analysis & Interpretation I had an interview with the HR Head of Pandora IT Solutions Mrs. Reena Tyagi, I asked her few questions mentioned below: 1) How would you define staffing?  Finding the right solution at the right time, for the client is how I would define the role of staffing organization. 2) What are the pillars on which successful staffing would stand?  Well it matters differently from company to company for our company its:  Quality of hiring  Speed of delivering resources  Client relationship management  Ethics and Integrity 3) What are the Challenges faced by the staffing organizations?  One of the biggest Challenges for the players in this industry is to deal with attrition rate. The employees may switch companies at any point of time, so retaining them especially the key employees (like Mangers/project managers/team leader) are very important is our major concern. 4) There have been some talks about the change in the pricing equation. What kinds of change are experts are referring to?  Things depend upon the offering that a staffing organization has to make. If the non-core areas of clients business are handled efficiently and with expertise, the client would obviously not mind paying the premium. I also had structured based interviews through E-mail with the Employees of Pandora IT Solutions: 1. Are you satisfied by the formal recruitment process? 2% 10% Yes No Cant say 88%
  13. 13. Interpretation:  From the above data it is quite clear that 88% employees are satisfied by the recruitment and selection process followed by the company. However there are some variable with people saying no/can’t say of about sum of the total of 10% can be seen in the data which actually given the recruitment and selection policy can be improve on. 2. When your company doeshire new employees? Interpretation:  From the above data we can see that there were mix responses from the employees regarding the above mention question where 74% says only when required on immediate. This is a demotivating process followed by the company. However, a total of 26% of employee feels that it’s happening on yearly/monthly/quarterly/half yearly bases. I feel there can be a discrepancy in the date as the data is not taken up on the bases of total stay of the employees with this company. 3. Which sources of recruitment your company should follow? 3% 20% 31% Promotion/ Transfer Consultancy Campus Placement Reference Any other 31% 15% Interpretation:  From the above data it is clear that 31% of the employees want promotions/transfer should be followed, while a similar majority also says that it
  14. 14. should follow Campus Placement. 20% of employees feel that reference method should be followed while 15% employees believe outsourcing is a better method. 4. What criteria do you think should be used for selection process? 1% 2% Written test 37% Personal Interview Both 60% Any other Interpretation:  From the above data only 2% feels only written method should be used, while 37% employees feel personal interview is a better method. But 60% employees feel taking both is the best method. 5. Were you given same job description as discussed in the Interview? 1% Yes No 99%
  15. 15. Interpretation:  From the above data we can see 99% says yes that job description is as discussed in the interview. This shows that Recruiting & Sections policy are very transparent and no biases are there. 6. Are you satisfied with the overall recruitment & selection process of the company? 30% 40% Yes No Its Fine Can be better 20% 10% Interpretation:  From the above data 40% employee are satisfied with recruitment & selection process, while 10% feels it’s not. 20% are fine with it and 30% says that it can be better. Hence, it’s a good opportunity for the recruitment & selection team to look forward to it and give a fresh thought to it as it’s a service sector and Employee vital role in it.
  16. 16. Conclusions With the current modernization that the world experiences these days, efficiency and productivity has always been a major concern in the competitive business environment. Assessing the possible contributions of prospective employees during hiring period gives the employers an idea of how an applicant will perform in the business. Business executives at present place high value on predicting practice the administration of examinations during job applications. Selection interview plays a vital role in HR functions. The purpose of the interview is such that it inevitably raises the individual’s awareness of being judged and it can be argued that all candidate behavior in interview can be looked on as impression management, albeit with varying degrees of consciousness, control and success. This would extend to activities that take place before the interview itself, such as completing the application form and doing preparatory work, both of which are likely to affect what goes on in the face to face interaction. Many interviewers see it as their task to assess the interviewee’s personality besides their ability, intelligence and suitability in the organization. However, comparatively in the above two cases it also shows that candidates characteristic to interview assessments. On the other side staffing industry also faces the challenges like:  Pricing Equation  Service Differentiation  Deteriorating Global economic factors and Environment
  17. 17. Analysis Reason behind Growing Popularity for the staffing Solutions: Cost Effectives This is one of the biggest advantages that a company can derive by using the services of a staffing organization. Recruitment process is an elaborate one and is preceded by formulation of a detailed talent acquisition plan, Companies, generally appoint a hiring manager and a hiring team so as to ensure that the process gets completed smoothly. Undertaking the elaborate process demands resources. By using the services of staffing organization, the companies may save cost and make better use of working capital. Flexibility This is another major reason that drives the company towards using the service of a staffing organization. A project based requirement or seasonal requirement requires manpower which is to be available just in time. Temporary staffing solutions gives the companies there desired flexibility and an option to utilize resource without undertaking the staffing process directly. Flexibility to scale up and down and acquire resources to meet immediate demand is what temp staffing can offer. The companies may want resources that generally hit the ground running and are only there while there is work to be done. These entire requirements can be met by going in for the temporary staffing solutions. Focus on core Competencies Recruitment is not the core business of a company. By outsourcing this processor certain parts of this process, the companies can focus on what is called the core business area. I ensure that the company does what it is supposed to do and focus on its core competencies. Lack of In-House Competency A startup firm or a small scale company may not have the internal resources to undertake the staffing process. Staffing solutions come as a boon for such companies. The expert services of a staffing organization may be made to use of when the in-house team is either absent or lacks internal resources to handle the elaborate processes.
  18. 18. Recommendations  Company requirement for each department in the company is identified well in advance  Lufthansa should also look forward to Institutions & Colleges rather than just sticking to their own portal and agents. And visa-versa for Pandora IT Solutions.  As the cost involvement is high on recruitment agency, hence it should be taken under last considerations.  Uses of Blank fill in form beside Resume should be there.  Outsourcing can be consider if required  Employee motivation should be practiced at each level of the company so as to reduce biases being done in company.  Transparency of the entire process must be their which include answer sheet being uploaded in the web portal, so that candidate should not feel any form of biases happened in the process. It will also help the candidate to see his/her weakness/area where they are lacking and opportunity to improve it. It will be beneficial for the company point of view as well.  A proper data must be maintained by each recruiter about the candidate who are not short listed at any of the stage of recruitment as this will save the time of the recruiters by placing them in blacklist for a certain period in order to not let the same candidate to apply again and again and waste the time and money of the recruitment process.  Before selecting the employee more emphasis must be load on whether he/she is capable of doing that particular job or not and whether or not he/she fulfills the minimum criteria to do that job.  While selecting the candidate the selection decision must be based on the candidate’s potential skills which could be further groomed by providing him/her by training rather than going by his qualification/mark sheet as this selection process is with reference to marketing job special to the company like Lufthansa and marketing jobs of Pandora IT Solution. Language skills are also one of the key skills and a must if the job is subjected to public or international dealing.  Panel interview should be taken under consideration in order to remove biases.
  19. 19. References 1) http://www.lufthansagroup.com/en/responsibility/social-responsibility/employmentpolitics.html 2) https://en.wikipedia.org/wiki/Lufthansa 3) http://www.pandoraitsolutions.com/ 4) SIP Report 5) Interview with the HR Head Mrs.Reena Tyagi 6) Conversation with Ms. Tanvi
  20. 20. Thank You

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