Human resource management project. Throws light on job description, salary and other aspects that needed to be focused on during application for a job.

1. Fundamentals of Human Resource Management
(MGT1023)
Project Report
INSIDE OUT-Interior designers and planners
In this PBL,
 Compensation strategy
 Performance management
 Promotion transfer and exit

2. Compensation Strategies:
Role of compensation:
 Recruit and retain qualified employees.
 Increase or maintain morale/satisfaction.
 Reward and encourage peak performance.
 Achieve internal and external equity.
Compensation done for the posts of:
 Landscape Architect
 Graphic Designer
 Interior Designer
 Marketing Manager
 Photographer.
1.Landscape Architect:
Job Description:
Landscape architects plan and design open spaces including
inner-city squares, shopping centers, parks, coastline and countryside.
They aim to produce pleasant places to live, work and relax that are
environmentally friendly and sustainable.
Job Analysis:
 Talking to the client about the project
 Investigating the natural resources and features of that area.
 Using CAD packages to create plans.
 Writing reports and giving presentations.
 Estimating costs and over-seeing projects.

3. Job Evaluation:
 Ability to balance difference demands and come up with a
creative solution.
 Knowledge to appreciate design.
 Communicating skills.
 Creativity to design outdoor spaces.
 Negotiating skills.
 Be able to work independent and in a team.
 Computer skills
Pay Structure:
Work done Pay Offered
(Rs. Per Month)
Work for 37 hours a week 20,000 to 35,000
Work for 45 hours a week 24,000 to 37,000
Work for 50 hours a week 30,000 to 40,000
Work from 8:00Am to 5:00Pm 50,530 to 60,000
Work from home 15,000 to 20,000
Freelance Architect Depending on work
Salary Survey Results:
 Average Salary: Rs 246,319 - Rs 864,104 Per Annum
 Cost of living:
City Cost
of
living
index
Rent
index
Cost
of
living
+
Rent
Groceries
Index
Restaurant
Price Index
Local
purchasing
power
Index

4. Chennai 28.53 7.12 18.14 31.17 18.26 72.34
Inflation Indicators:
Inflation is usually indicated by the CPI. Considering CPI, the
inflation for the position of Landscape architect is 156.
Objective of the program:
 Better implementation of creative ideas.
 Give better utilization of the given area.
 Give creative and innovative idea for outside space utilization.
Current Project:
 Give landscape designing for a shopping complex
 Area 3,00,000 sq.ft
 Area available for landscaping= 1,00,00 sq.ft
 Theme: Ethnic
 Time Limit: 3 Months
 Budget: 8Crores (Minimum)
Compensation Details:
 Our market: Government working sectors that aim for this project;
Private companies that had previously coordinated with similar
jobs
 Our Competitors: Joy living homes, Extantia, Marvel homes.
 Our Budget Quoted: 13 crores
 Appraisal: Salary hike by 50%
 Employee promotion.

5. 2.Interior Designer:
Job Description:
Interior designers plan the design of living and commercial
environments. They are the ones who turn the fantasy of beautiful
designed living areas into reality. All they need is a space to make it
visually pleasing.
Job Analysis:
 Utilize the space and materials effectively
 Inspecting and surveying buildings
 Negotiating fee and setting schedules for projects
 Researching and drawing up plans
 Developing detailed designs
 Supervising the workers when work is carried on
Job Evaluation:
 Creative imagination
 Eye for design including color and 3D awareness
 Visualization and making others visualize
 Drawing and IT skills
 Organizational skills and timely management
 Awareness of technical issues
 Strong communication and negotiation skills
 Confidence with figures

6. Pay Structure:
Work done Pay Offered
(Rs. Per Month)
Work for 37 hours a week 20,000 to 30,000
Work for 45 hours a week 30,000 to 40,000
Work for 50 hours a week 40,000 to 50,000
Work from 8:00Am to 5:00Pm 50,000 to 60,000
Work from home 10,000 to 25,000
Freelance Designer Depending on work
Salary Survey Results:
 Average Salary: Rs 119,583 - Rs 699,498Per Annum
 Cost of living:
City Cost
of
living
index
Rent
index
Cost
of
living
+
Rent
Groceries
Index
Restaurant
Price Index
Local
purchasing
power
Index
Chennai 28.53 7.12 18.14 31.17 18.26 72.34
Inflation Indicators:
Inflation is usually indicated by the CPI. Considering CPI, the
inflation for the position of Interior designer is 159.
Objective of the program:
 Better implementation of creative ideas.

7.  Give better utilization of the given area.
 Give creative and innovative idea for outside space utilization.
Current Project:
 Give interior designing for a shopping complex
 Area 3,00,000 sq.ft
 Area available for designing= 2,00,00 sq.ft
 Theme: Ethnic
 Time Limit: 3 Months
 Budget: 18Crores (Minimum)
Compensation Details:
 Our market: Government working sectors that aim for this project;
Private companies that had previously coordinated with similar
jobs
 Our Competitors: Interior mania, beautify homes, electora
 Our Budget Quoted: 23 crores
 Appraisal: Salary hike by 50%
 Employee promotion.
3.Graphic Designer:
Job Description:
Graphic designers are those who produce the ideas into designs
that attract clients and get them into their business with high visual
impact. They work in huge variety of products which includes
designing websites, promoting in websites and then in creating
identity.

8. Job Analysis:
 Realizing the project requirements
 Estimating the total space that can be covered
 Providing a attractive design layout
 Creating new designs and concepts
 Presenting the new ideas
 Creating final designs
 Working to the deadline and budget
 Amending designs according to clients final comments
Job Evaluation:
 Creative with a strong visual sense
 Strong computer skills
 Confidence to present and explain ideas
 Good communication skills
 Interest in graphics and typography
Pay Structure:
Work done Pay Offered
(Rs. Per Month)
Work for 37 hours a week 20,000 to 30,000
Work for 45 hours a week 20,000 to 35,000
Work for 50 hours a week 30,000 to 40,000
Work from 8:00Am to 5:00Pm 35,000 to 50,000
Work from home 10,000 to 15,000
Freelance designer Depending on work

9. Salary Survey Results:
 Average Salary: Rs 1,22,074 - Rs 5,96,567 Per Annum
 Cost of living:
City Cost
of
living
index
Rent
index
Cost
of
living
+
Rent
Groceries
Index
Restaurant
Price Index
Local
purchasing
power
Index
Chennai 28.53 7.12 18.14 31.17 18.26 72.34
Inflation Indicators:
Inflation is usually indicated by the CPI. Considering CPI, the
inflation for the position of Graphic designer is 134.
Objective of the program:
 Better implementation of creative ideas.
 Give better utilization of the given area.
 Give creative and innovative idea for outside space utilization.
Current Project:
 Give the total graphical outlook of the shopping complex with
respect to out designs.
 Area 3,00,000 sq.ft
 Area available for designing= 3,00,00 sq.ft
 Theme: Ethnic
 Time Limit: 3 Months
 Budget: 1Crore (Minimum)

10. Compensation Details:
 Our market: Government working sectors that aim for this project;
Private companies that had previously coordinated with similar
jobs
 Our Competitors: 4d designers, feakers, graphica designers.
 Our Budget Quoted: 2 crores
 Appraisal: Salary hike by 50%
 Employee promotion.
4.Marketing Manager:
Job Description:
One of the most important roles in any sector is played by the
marketing manager. In the simplest form, he’s the one who ensures
the company meets the right clients and the clients meet the right
company.
Job Analysis:
 Monitoring and analyzing market trends
 Studying competitor’s products and services
 Exploring ways of improving existing products and services to
increase profitability.
 Identifying target markets and various promoting strategies.
 Preparing and managing marketing plans and budgets.
 Managing and production of promotional material

11.  Presenting findings and suggestions to company directors or
other senior managers.
 Travelling to trade shows, conferences and sales meetings.
 Supporting and managing a marketing team.
Job Evaluation:
 Knowledge base of wide variety of marketing techniques and
concepts.
 Communicator
 Response to pressure
 Creativity
 Motivate and keep themselves motivated
Pay Structure:
Fact Considered Pay Offered
(Rs. Per Month)
Work for 37 hours a week 25,000 to 50,000
Work for 45 hours a week 50,000 to 85,000
Work for 50 hours a week 60,000 TO 90,000
Work from 8:00Am to 5:00Pm 1L to 1.25 L
Speaking 5 languages 1.25 L TO 1.5L
Has good contacts Depending on no. of orders
Salary Survey Results:
 Average Salary: Rs 2,83,992 - Rs 16,20,613Per Annum
 Cost of living:
City Cost
of
living
index
Rent
index
Cost
of
living
Groceries
Index
Restaurant
Price Index
Local
purchasing
power
Index

12. +
Rent
Chennai 28.53 7.12 18.14 31.17 18.26 72.34
Inflation Indicators:
Inflation is usually indicated by the CPI. Considering CPI, the
inflation for the position of Marketing manager is 210.
Objective of the program:
 Better reach to various sectors of people.
 Give better utilization of given audience.
 Get people interested and make them come for our project.
Current Project:
 Give complete interior and exterior designing for a shopping
complex
 Area 3,00,000 sq.ft
 Marketing manager must hold the responsibility to make sure
our project reaches both the upcoming designer sectors as well
as the ongoing sectors.
 Attract new level of clients as well as give ideas for old clients
to reproach us.
Compensation Details:
 Our market: Government complexes, private industrial
constructions, homes, apartment constructions.
 Our Competitors: Joy living homes, Extantia, Marvel homes.
 Appraisal: Salary hike by 50%

13.  Employee promotion.
5.Photographer:
Job Description:
Professional photographers who take specialized pictures of all
designs and latest landscapes are preferred. Landscape photographers
are mostly preferred due to their specialization.
Job Analysis:
 Taking photographs in workplace
 Form a perfect layout for each photo
 Capturing serene spaces
 Work under different climate and different timing to capture he
best.
Job Evaluation:
 Creative with a good eye for picture
 Technical and photographic skills
 People skills
 Good IT skills especially with programs like Photoshop.
 Commercial awareness and marketing skills
Pay Structure:
Work done Pay Offered
(Rs. Per Month)

14. Work for 37 hours a week 10,000 to 30,000
Work for 45 hours a week 40,000 to 70,000
Work for 50 hours a week 50,000 to 80,000
Work from 8:00Am to 5:00Pm 1L to 1.5L
Freelance Photographer Depending on work
Salary Survey Results:
 Average Salary: Rs 140,319 - Rs 1,413,784 Per Annum
 Cost of living:
City Cost
of
living
index
Rent
index
Cost
of
living
+
Rent
Groceries
Index
Restaurant
Price Index
Local
purchasing
power
Index
Chennai 28.53 7.12 18.14 31.17 18.26 72.34
Inflation Indicators:
Inflation is usually indicated by the CPI. Considering CPI, the
inflation for the position of Landscape architect is 145.
Objective of the program:
 Best quality photographs
 Better representation of spaces
 Good angle of photos
 Giving the best photographs
Current Project:
 Give complete photography portfolio for a shopping complex
 Area 3,00,000 sq.ft

15.  Theme: Ethnic
 Time Limit: 3 Months
Compensation Details:
 Our market: Government working sectors that aim for this project;
Private companies that had previously coordinated with similar
jobs
 Our Competitors: Joy living homes, Extantia, Marvel homes.
 Appraisal: Salary hike by 50%
 Employee promotion.
Performance Management:
Performance management is the system that facilitates the attainment of
individual and corporate goals. Performance Management systems enable
you to track and monitor the performance of individual employees,
departments, and the organization overall.
These systems are often based on organizational and job specific
competencies which need to be obtained for successful job performance
Performance management done for the posts of:
 Landscape Architect
 Graphic Designer
 Interior Designer
 Marketing Manager
 Photographer.
.
I. Landscape architect:

16. List of Accomplishments:
 Their so far career achievements
 Previous work milestones
 Best designs
 Areas of special achievement
Goals and Objectives:
 To suit best to the given theme
 Give the best creative design
 Better utilization of space
 Cost efficiency
 Timely completion of work
Result from 360-degree feedback process:
 Involvement in work
 Level of input
 Creativity level
 Better cost efficiency
 Completion of work in given time
 Level matching with theme
Supervisor Rating:
Depending on the level of co-operation between fellow
teammates and on the basis of quality of work the team
supervisor gives the architect required ratings. This rating gives
better ideas for the further promotion and appraisals of the
employee.

17. Individual development plans:
 Advancements in the level of designing
 Advancements in creativity
 Advancements in space utilization
II. Graphic Designer
List of Accomplishments:
 Their so far career achievements
 Previous work milestones
 Best designs
 Areas of special achievement
Goals and Objectives:
 To suit best to the given theme
 Give the best creative design
 Better utilization of space
 Cost efficiency
 Timely completion of work
Result from 360-degree feedback process:
 Involvement in work
 Level of input
 Creativity level
 Better outlook
 Completion of work in given time
 Level matching with theme

18. Supervisor Rating:
Depending on the level of co-operation between fellow
teammates and on the basis of quality of work the team
supervisor gives the designer required ratings. This rating gives
better ideas for the further promotion and appraisals of the
employee.
Individual development plans:
 Advancements in the level of designing
 Advancements in creativity
 Advancements in usage of techniquesand soft
wares
III. Interior Designer
List of Accomplishments:
 Their so far career achievements
 Previous work milestones
 Best designs
 Areas of special achievement
Goals and Objectives:
 To suit best to the given theme
 Give the best creative design
 Better utilization of space
 Cost efficiency
 Timely completion of work

19. Result from 360-degree feedback process:
 Involvement in work
 Level of input
 Creativity level
 Better cost efficiency
 Completion of work in given time
 Level matching with theme
Supervisor Rating:
Depending on the level of co-operation between fellow
teammates and on the basis of quality of work the team
supervisor gives the designer required ratings. This rating gives
better ideas for the further promotion and appraisals of the
employee.
Individual development plans:
 Advancements in the level of designing
 Advancements in creativity
 Advancements in space utilization
IV. Marketing Manager
List of Accomplishments:
 Their so far career achievements
 Previous work milestones
 Record of previous claimed orders

20.  Areas of special achievement
 Total worth of their so far acquired orders
Goals and Objectives:
 To attract the crowd
 Address the gathering in the best way
 Know how to speak and where to speak
 Better communication skill
 Give the best from the given audience
 Grab more orders
 Better quoting of price
 Timely completion of work
 Languages known
Result from 360-degree feedback process:
 Involvement in work
 Level of input
 Confidence level
 Better cost efficient orders
 Completion of work in given time
 Grabbing more number of orders.
Supervisor Rating:
Depending on the level of co-operation between fellow
teammates and on the basis of quality of work the team
supervisor gives the marketing manager required ratings. This
rating gives better ideas for the further promotion and appraisals
of the employee.

21. Individual development plans:
 Advancements in the level of orders
 Advancements in budget plans
 Advancements in clients
V. Photographer
List of Accomplishments:
 Their so far career achievements
 Previous work milestones
 Best photographers
 Areas of special achievement
Goals and Objectives:
 To suit best to the given theme
 Give the best creative photographs
 Better utilization of space
 Better angle of photographs
 Timely completion of work
Result from 360-degree feedback process:
 Involvement in work
 Level of input
 Creativity level
 Better space efficiency
 Completion of work in given time
 Level matching with theme

22. Supervisor Rating:
Depending on the level of co-operation between fellow
teammates and on the basis of quality of work the team
supervisor gives the photographer required ratings. This rating
gives better ideas for the further promotion and appraisals of the
employee.
Individual development plans:
 Advancements in the level of photographs
 Advancements in creativity
 Advancements in space utilization
Promotion, Transfer and Exit:
Promotion
Promotion by seniority:
In a straight seniority system where the only factor in allocating jobs is
length of service a worker would enter the organization at the lowest
possible level and advance to higher positions as vacancies occur. More
typically, seniority counts only within specified job groups. Some groups
might contain only one job classification, others several.
The benefits and disadvantages of using seniority in promotion decisions
are that growers may deviate from a system based purely on seniority in
order to avoid some of its inherent limitations. But on the other hand
seniority systems tend to reward loyalty and promote cooperation albeit
not excellence.

23. Promotion by merit:
Promotions based on merit advance workers who are best qualified for the
position, rather than those with the greatest seniority. When present
employees are applying for a position, a worker’s past performance is also
considered. Effective performance appraisal helps build trust in the
system.
Merit is not easy to define and measure it often requires difficult
subjective evaluations. At some point, someone has to make a judgment
about an employee’s relative merit. Employees may find it difficult to
make a distinction between merits because it is so hard to measure in an
objective way and favoritism.
Layoffs, in contrast to dismissals, are terminations, sometimes temporary,
required for business needs unrelated to worker behavior or performance.
All of these changes bring about shifts in status, and often in pay, of the
employees involved.
Seniority vs. Merit in Layoffs:
Layoffs are normally considered terminations based on lack of work or
capital, rather than on poor employee performance. Layoffs are often
temporary. They occur with the expectation that workers will be hired
back if and when they are needed.
When all workers are laid-off at the same time, there is little need to
discuss seniority and merit considerations. But when partial or gradual
layoffs take place, difficult decisions have to be made.
Layoffs of year-round employees may require a different approach than
that of seasonal workers. Decisions involving the layoff of non-seasonal
personnel may well be the hardest or most heart wrenching labor
management decision you have to make. The expectation with year-round
employment is that workers will hold on to their positions as long as they
do a good job and the enterprise is economically viable.

24. Amidst various promotion methods that are available, our company aims
at providing the best promotion methods. We believe in the strategy that
each work is unique and each one requires a different level of skill and
different platform of practice so as to prepare each one to their respective
platforms.
So in that way, we provide them seasonal appraisals and motivate them
with timely promotions. In case of extra ordinary work performance
immediate promotions are also made.
Transfer
Our transfer policy is advanced and helps more than any other policy.
Because our policy facilitates:
 Specific clarification about the various types of transfer and
conditions under which the other conditions work.
 Locating the authority exactly in who would initiate and
implement transfers.
 Indication of whether the transfer can be made only within
the sub-unit or also between departments.
 Indication of basis of transfer
 Deciding authority regarding the payment to the transferee.
In our company we normally transfer on the basis of five reasons.
They are:
a) Production transfers: Such transfers are made to meet the
company requirements. The surplus employees in one
department/section who are efficient might be absorbed in other place
where there is a requirement. Such transfers help to stabilize
employment.

25. b) Replacement transfers: This takes place to replace a new
employee who has been in the organization for a long time and
thereby giving some relief to an old employee from the heavy
pressure of work.
c) Personnel or remedial transfers: Such a transfer is made to
rectify mistakes in selection and placement. As a follow up, the
wrongly placed employee is transferred to a more suitable job.
d) Shift transfers: This is pretty common where there is more than
one shift and when there is regularized rotation.
Exit
Before any person leaves the company better off-boarding programs
are arranged to make them feel good for their service as well as a feel
of warmth. But before getting into all those techniques the first step
we take is, we prepare an exit questionnaire that the employee must
fill before he is officially out of the company.
The exit questionnaire looks as follows:
At Inside out interior designers, we believe that every employee is a
valuable member of our organization. When an employee leaves us, we
would like to know and understand why. We would appreciate your
assistance by completing this questionnaire. The information you provide
will help make Inside Out Interior designing a better place to work.
Name: __________________________________________________
Job Title: ________________________________________________
Department: ______________________________________________
Location: ________________________________________________

26. Supervisor: _______________________________________________
Length of Employment: _____________________________________
What was your primary reason for leaving? Please mark each appropriate
reason.
 Moving from area  Other employment
(promotional opportunity)
 To attend school  Other employment (same
type of work)
 To remain at home  Career change
 Compensation  Dissatisfaction with
immediate supervisor
 Job dissatisfaction  Job did not allow or
enhance career growth
 Difficulty getting to
work
 Lack of promotional
opportunities
 Benefits  Lack of training
opportunities
 Job too demanding  Medical reason(s)
 Dissatisfaction with
co-workers
 Organization / Job
restructured
 Lack of transfer
opportunities
 Other (please explain
below)
Would you consider working for Inside Out Interior designing again?
____________________________________________________________
____________________________________________________________
____________________________________________________________
If dissatisfaction was a factor in your decision to leave Inside Out, did you
consider transferring to another job or department as an alternative to

27. leaving?
____________________________________________________________
____________________________________________________________
____________________________________________________________
What suggestions do you have for making Inside Out a better place to
work?
____________________________________________________________
____________________________________________________________
____________________________________________________________
If applicable, what does your new job offer you that Inside Out did not?
____________________________________________________________
____________________________________________________________
____________________________________________________________
What did you like least about Inside Out?
____________________________________________________________
____________________________________________________________
____________________________________________________________
What did you like best about Inside Out?
____________________________________________________________
____________________________________________________________
____________________________________________________________
Compliance Addendum to Exit Interview
Inside Out Interior designing is committed to maintaining an ethical
workplace and resolving any issues relating to unethical or inappropriate

28. activities. We would like to ask you to take a moment and answer the
following questions:
(1) Do you know of any compliance issues that should be addressed?
____________________________________________________________
____________________________________________________________
___________________________________________________________
(2) Have you ever witnessed any conduct by an employee, contractor, or
agent that you would characterize as either unethical or illegal? If yes, by
whom?
____________________________________________________________
____________________________________________________________
___________________________________________________________
(3) Were you ever asked to engage in conduct that you believed to be
either unethical or illegal? If yes, please explain.
____________________________________________________________
____________________________________________________________
___________________________________________________________
(4) Have you observed serious violations of the company’s policies and
procedures? If yes, please explain.
____________________________________________________________
____________________________________________________________
___________________________________________________________

29. (6) Have you ever photocopied or removed documents (including those
created by you) or equipment without returning them? If yes, please return
them without recourse.
____________________________________________________________
____________________________________________________________
___________________________________________________________
(7) What serious problems or concerns have you reported to management
that has not been addressed?
____________________________________________________________
____________________________________________________________
___________________________________________________________
(8) With respect to the position you are leaving, what remains unresolved
that someone needs to know?
____________________________________________________________
____________________________________________________________
___________________________________________________________
Other comments if any:
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________________
____________________________________________________

30. Employee Signature: Date: ___________