Human Resource Management in Automobile Industry

Project Report on Human Resource Development in Automobile Industry

Human Resource Management (HRM) is required to identify the essential capabilities and skills that are necessary to be a part of the future strategies of the business to achieve its long term goals. Human resource Management (HRM) is required to introduce activities that can equip the working individuals with skill, eliminate the discrepancies and short comings in individuals as well as the working environment, modifying the existing training process to improve them and to get optimum results and guiding to make them competent enough to successfully compiles the tasks assigned to them in a constituent manner.

Ø  It helps in clearly identifying the abilities and potential of the people and it is a part of the strategy framework devised for the business by the organization.

Ø  It is a strategy that leads the growth and fuels the learning of the individuals and also develops better strategies that drive the growth of the company or organization.

Ø  Development of Human Resource Management (HRM) is vital for the resource capability of the company as the human capital of any company and forms the backbone of the company to gain competitive advantage. Hence the very basic requirement of human resource management (HRM) is to develop and nurture the right kind of working people who are capable to attain the current and future goals of the company and it designs a comprehensive framework on which the future capabilities of the workforce is dependent.

Ø  It is required to grow and nurture the intellectual capital of the organization. This is achieved by promoting learning at organizational and as well as individual levels.

Ø  It is required to create on working environment where in the employees are motivated and encouraged to continuously learn, upgrade and develop their skills and knowledge and further management of their capabilities.

This study is the analysis of the Human Resource Management (HRM) activities of Minda Industries Ltd, Manesar (Gurgaon). In Minda industries the HR department comprises mainly of the improvement of the employee and regular assessment of the performance. Though Minda is a leading automobile manufacturing and component supplier, its HRM activities are very outdated and traditional and can be a threat to the growth prospects of the company in future in this highly competitive market with the massive diversification plans of the company and in near future it definitely needs to upgrade its old approach to human resource to make their HR activities to develop employees according to the modern environment.

I have suggested recommendations to improve the human resources and the activities and the performance of the human resource more effectively. Through strategies of continuous assessment and training to fit the modern environment the workforce can be developed. Moreover, modifications in the present structure are regarded as the present centralized structure is presenting with communication gaps. The technological resource for the training has to increase as presently there is existence of lesser emphasis on advanced technology based job training.

5.1 Practical Applications of study

For any human resource planning strategy to succeed the successful implementation is very crucial. Further these policies and strategies have to be regularly updated and cross checked through feedback measures.

After the complete analysis of the present policies of the NK Minda Company and the studying the feedback of the questionnaire a number of facts and vital information was concluded that are very crucial for this study.

It has been observed that all the processes connected with the learning and development is through a centralized system. This has a major disadvantage as it creates a gap between the lower units managing the subordinates and their performances and they cannot deliver their inputs for their improvements despite the fact that they observe more closely the subordinates than the top management. This system should be altered to include a devolved system which gives the provision of smaller units to be reported all the learning and training process and a key account holder who is a part of the top management can be made to preside over the smaller units.

Also it would be easier for the smaller units to manage the training a process that has been outsourced to any external agency. There is also the requirement for an improvement in the performance appraisal system. Presently the appraisal system is based on a more traditional approach and has to be more than just calculating the performances of the individuals and suggesting the consequent actions about the growth prospects. The appraisal requires continuous assessment of the capabilities of the individuals through individual assessment and then suggesting the increase in his responsibilities and the career growth in terms of his abilities.

This is based on the basis of the appraisal theory as discussed in the literature review. According to the research the appraisal is very necessary constituent of the development of both the individuals and the organization.

In the literature review the role of the development of the individuals has been discussed. This is a very basic requirement to increase the competency of the individuals who are working in the organization. Though, the Minda Company has at the present proper policies to develop the skills of the employees but it follows only the basic approach. The company should allow for the development of the individuals based on the development of individuals as discussed in the review. The focus of this type of theory is on the development of the individuals beyond development of just their skill related to their job profiles inside the organization.

It can be seen that the direction of the human resource management of the company is to transform the mission and vision and goals of the organization into an actual occurrences.

As discussed in the literature review the development of the human resources is closely linked to the personal attachment of the individuals with the values and culture of the organization. Also the development of the management theory discussed in the review suggests that the senior managers should work in harmony with the lower management order. Thus the involvement of the senior managers is required in the managing the appraisal and the performance of the workforce. The policy of the action that has to taken for potential performers has to be clearly defined.

It has been observed that the company lacks to a major extent in the retention of skilled employees by the proper appraisal techniques and also there is also a dearth of motivational strategies in the human resource management policies. This is in contrast to the significance of the motivation described in the literature review discussed. The company can adapt to a number of measures to motivate the employees for better performances this include assigning more responsibilities, and providing autonomy for a particular task etc. This will also help to build the intellectual skills as discussed in the review about developing the intellect of the individuals of a company. This would eventually lead for the maximum utilization of the skills of the employees for the growth of the company.

Many other methods can be used to motivate the employee and to present him with opportunities to develop his career and future prospects in the company. This includes rewarding the employees with cash rewards for any new skills that they have acquired. This would be based on the type and the number of skills that they have acquired. The emphasis of the self development of the employee has been discussed in the review and measures that encourage such king of self development will help the company in the long run. Moreover further self development appraisals can include increase in responsibility and more autonomy for acquiring any skill or an academic qualification.

In the review the importance of the learning and their subsequent contribution to the organizational development has been discussed. Thus it is very important for the company to encourage learning as these are lacking to a considerable extent in the current HR policies of the company. Learning and acquiring new skills is also crucial for the future diversification plans of the company. The company needs to retain and nurture the talents who are self learners and can improvise on the skills and the knowledge that they have gained on a continuous manner.

The literature that has been used has been reviewed to find the different strategies which can be used by the Human resource management of the company to improve the current human resource situation of the company and to improve it to be adjustable to the growth prospects of the company. This review was important to evaluate and design the plans on how to improve the Human resource management of the company. The primary and the secondary data collected as part5 of the study was analyzed and the findings were studied. This data was evaluated to find out the benefits as well as the discrepancies that exist in the present Human resource practices employee in the company. Through this data the strengths along with the weaknesses and the areas which are of immediate concern were also identified.

In the review, the discussion of the development of the employee had emphasized on the development of all the orders of the employees from the seniors to the juniors. But the Minda Company is focusing more on the development of the senior employees and the development of the junior employees is currently being ignored for considerable extent. This is not the right approach both in the sense of the organizational development and also the harmony within the various organizational structures.

In the review of the literature the adverse effects of the altercations and negative interactions between the company employees had been discussed. Such policies or lack of concern towards changing the current policies which can cause such interaction will possibly lead to dissatisfaction among the employees and can hamper the growth of the company and can at some point of time become an issue of conflict. Thus it is a major area of concern for the company and requires immediate attention.

The training modules that are been applied at the present are satisfactory if compared to the industry standards. But if the diversification plans of the company are to be considered then the training requires more elements and features to be added to the current training procedures. Moreover the literature review conducted holds importance of the development of the employee to the organizational growth. Thus it becomes imperative for the company to include such training measures that can develop its employees for the international market. This requires training fields to be diversified and the modules to be extended from simple job related training or communications training to a more sophisticated training that includes the behavioral pattern of the individual in international circuit and scenario.

The NK Minda Company is not adopting in better feedback measures. Moreover the feedback measures that are part of the policies tend to be very simple and are not sufficient to provide a clear picture of any dissatisfaction on the part of the employee that might exist. In the literature review the importance of the feedback and the emphasis on the measures to reduce the redundancies in the same has been placed. The company is merely indulging in a formality in terms of the feedback processes. It is very crucial for the company to understand the significance of the feedbacks. This feedback can provide vital insight into the various aspects that might be affecting the employee’s performance and can also be a great tool to generate new ideas and free flow of ideas.

The company has not yet realized the importance and significance of the intellectual capital. This might be due to the administrative structure of the company that lays stress on hierarchical models as in the most Asian regions. The development of the intellectual capital is an asset for continuous growth. As the company is foraying into many new markets and has huge diversification plans for the future hence the development of an intellectual resource is a necessity. As mentioned in the literature review the intellectual capital makes leaders who can save the company in times of any crisis and are vital strategists for future growth plans. The company therefore has to implement the static intellectual capital development to prepare for the future scenario in which the competition is on a higher scale and is very intensive.

The organization is currently rapidly growing and hence it has to work closely with the human resource department to ensure that the growth in the people resources of the company. As discussed in the literature review, though the company will strive to improve its resources as it grows it is very difficult for any company to ensure the equally sufficient growth of its human resources as well. So the NK Minda Company should be well aware of this constraint and prepare its policies and devise strategies by working closely with its Human resource unit. As company has already has a huge employee base its management of human resources have been sufficient with the company growth so far. But with the rapid growth of the automobile sector in India, it is very necessary for the company to prepare itself well in advance.

The Minda Company is fast growing and it will need a number of strategies to mange effectively its people resources effectively as they form the core of its business operations in present as well as the future. Hence effective management of these human resource activities is needed for the growth and to ward off any future threat of slowdown. It has to therefore strengthen its human resource management department to successfully enable the company to grow consistently. There are several aspects like leadership, motivation, values and ethics and work culture, Personality and learning which form the very essence of the human resource management. These aspects are not just theoretical concepts but they have significant amount of practical implications as well. Leadership qualities are needed by every manger of any company to successfully lead and manage his subordinates. The motivation factor is very crucial factor and it can affect the performance of the employees to major extents. The values ethics and the work culture are the core of the company and the complete working of all the human resources of the company is closely linked to these core values. These core values are perhaps the boundaries within which the various human resources of the company have to perform their job and activities. Continuous learning is also imperative to the growth of the human resources. The learning is the very basic constituent of the human nature. Every human being continuously learns either from his experiences or the experiences of the others or through any other resource to either gain something or to quest his thirst of knowledge. Training is a constituent of the learning procedure. Any individual can train himself to do a task more efficiently and inside the time boundaries by through learning through the training procedures. The training can be either self training or training by other sources. Thus it is very important for any organization to specially focus on these issues to gain an advantage over its competitors these aspects of the human resource management are closely related to the other factors of the human resource management and form the core of any strategy that is designed for the same. Moreover these aspects are the major portions of the research that is conducted on the human resources management. These aspects have to be included in any strategy that is framed for the improved performance of the human resource management department of any organization. Moreover these different aspects have to be integrated in such a way that they help the common objectives of improving the human resources management of any organization. These are the very basics of the human resources management. As this dimension of the management science evolve it can be said that will be one of the hot topics for research by the researchers owing to its implications on the various other management studies and effects.

Any company adopts different strategies for the management of the human resources based on the various constraints that are formed out of the environment in which the company is operating. These constraints include the government’s laws and human resource directives, the culture of the region and the geographical location of the organization. But owing to the rapid globalization these factors have become a standard feature of any human resource policy and do not occupy any important significance in the strategies for the human resource development. However these factors have to be considered when deciding on any strategy that contradicts the restrictions posed by these factors. Hence although the success of any particular strategy might not be dependent on these factors but the strategy should collide with them. Collisions of these factors with the current strategy might lead to disastrous results for the concerned company.

Though Minda is continuously expanding into international frontier it is lacking in a definite plan of action for its employees which can clearly outline their growth prospects. This can be related to the employee development discussed in the review. Through this, when the employee clearly knows his or her growth prospects then it will subsequently motivate him to work more efficiently and avoid any errors.

The career development plan comprises of all the activities that have to undertaken taken to plan out the strategies of future of the employee and it to relate it to the future needs and requirements of the company. The performance appraisal should be the most fundamental element of the career development plan of the employees. This should be made the part of the whole career development plans along with those already in use by the company such as training, job rotation, assessment and monitoring etc. The company could be receiving the benefits in the form of the improvement in the effectiveness of the different processes and the overall improvement in the productivity and turnover of the company.

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