How HRM plays a part in organizational objectives

Human Tool Management is the effective use of folks to achieve both organization and individual goals. It really is effective recruitment, selection, development, settlement, and usage of human source by organization

Human Source of information Planning and Development is the framework for assisting employees to plan and develop their personal and organizational skills, knowledge, and capabilities. Human Resource Development includes such opportunities as employee training, employee profession development, performance management and development, training, succession planning, and organization development.

I have worked for Masood Textile Mills Ltd. and completed my task in perspective of the organization as assigned by the Dr. Helen Ford

A brief and snappy foreword of organization is given as under

Masood Textile Mills Ltd is trying to lead in creating, developing and manufacturing of knitted garments products from basic to highly fashioned garments thus responding to emerging trends in the industry. MTM translates conceptual ideas of its customers into truth and condition them through its complex bent and professional acumen.

MTM create on 1998 and now has a recognized name in the textile industry. MTM is one of the biggest exporters of apparels. Capable professional personnel, a team of proficient merchandisers, excellent materials & support services, and state-of-the-art technology is the driving pressure behind MTM remarkable growth before years. MTM has the technology with knowledge, products with knowledge & most significantly the right frame of mind to achieve total client satisfaction.

The HR manager of Masood Textile Mills Ltd. is consistently striving for making parallel the needs of the changing corporation so that it may become more flexible, resilient, quick to change directions, and customer-centered. Through this environment, the HR professional are learning how to manage effectively through planning, organizing, leading and handling the human tool and understanding of emerging trends in training and employee development.

Objectives of Organisation (MTM)

Objectives are pre-determined goals to which individual or group activity in an organization is aimed. MTM admiration for the individual, integrity, speed, convenience, self-assuredness, and a 100% determination, ideals are non-negotiable; they are never to be jettisoned. Aims of mtm can be explained as

To provide market management and brand coverage

To pursue technical innovation

To spouse with operators because of their maximum productivity

HRM Contribution to accomplish objective

Objectives of real human tool management are affected by organizational objectives and specific and cultural goals. MTM is not merely satisfied with this goal, further the goal of MTM is expansion and / or profits. Companies procure and take care of various resources including real human to achieve the specified objectives. Thus, recruiting are managed to divert and utilize their resources towards as well as for the success of organizational goals. Therefore, basically the aims of HRM are drawn from and to contribute to the fulfillment of the organizational aims.

For the MTM, its capacity to appeal to and retain human capital will be based upon its reputation as an employer. The reputation about the organization says something about who you are, what you are a symbol of, and exactly how you relate with others including yours employees. All of this is partially formed through the organization's dedication to the employees. To get their determination, MTM is trying to clean communication stations with the employees, assess their capacity to engage in various initiates', give honest feedback, and invest in aligning its targets with employees' aspirations. The goal of HRD is to enhance the performance of MTM by increasing the efficiency and performance of people.

HRM has a crucial role to experiment with in the achievement of organizational goals and assisting the organization to get and maintain excellence. MTM think that good people and a good culture make good organization to achieve and maintain excellence. HRM has the responsibility to getting the right kind of people, creating and maintaining a culture that nurtures and rewards skill. In MTM, human being source management give tools that require to control and operate in organizations. HRM develop strategies relating to everything -- development, management, marketing, sales, research & development to get more detailed productive.

MTM have made its known reputation in the last 12 years of its establishment. It has been possible only for the factor of recruiting right people in the right quantity and right time. They recruit highly trained and experienced individuals-both at basic level and then for vacancies arising at various levels-who would prove to be assets for the business. They offer opportunities for bettering personal capability to enable staff to take on better responsibility.

HUMAN Reference PLANNING AND DEVELOPMENT

HRD predicts its future work needs even if indeed they don't estimate their sources of supply. The issues that determine this demand and approach to forecasting it merits receive below

Cause Of Demand: Employee's need in the MTM, for complete firm or in specific office need when some sort of external Troubles, extension of job or section, turnover are present in the office, Lay off are momentary lack of employment

Forecasting Techniques: Forecasting techniques is consist of following techniques

Expert forecasts

Trend Projection Forecasts

Staffing Table

Recruitment

Employees are chosen or appointed as certain requirements of departments. These requirements can be come to out from the data source, which is name as HCM (Man Ability Management) software. When any change occurs in above mentioned conditions, this program informs to the Man resource Section. This team hires new employees as the necessity of the precise department. Recruitment Sources of the MTM can be defined as under.

Internal Resources

The corporation motivates and improvements their workers when the business feels to hire the services of this person for the particular job within the business. Because employees are familiar with the environment of the business. It saves the expense of time, recruiter's time and trainee's time.

Communication with Other Department

Other departments inform to the Man Resource Administrator by the inner E-mail system about the necessity of the employees. That specific office tells the sole designation & the number of employees required. Next, the Man Resource Management starts his work, they start to see the requirements of the work from the H. C. M (People Capacity Management) program that want the followings

Experience, Education, Years Limit, Personality, Intelligence

External Resources

For the post of Management Trainee MTM's internet site is the largest source of recruitment also Advertisement is another way to obtain recruiting the highly trained people. When MTM needs highly skilled, energetic, and certified personnel for a particular job, then it uses the external resources.

Selection

HR InterviewMasood Textile Mills Ltd follows the next steps for selecting the Management Trainee

Management Interview

Written Test

Realistic Job Previews

Medical Test

Reference Check

Written Lab tests: At the first rung on the ladder of selection written test is taken by the HR team of the selected applicant who match the basic requirements of the job description. If applicant passes this test then he/she forward to the next step of selection which is HR Interview

HR Interview: As of this step the HR administrator and Ht deputy Supervisor do the interview of the selected candidates.

Management Level Interview: As of this step the HR administrator, General Administrator and other -panel team from the senior level management evaluate the candidates. Both types of questions are asked by the -panel for evaluating his/her capabilities to perform the work.

Reference Inspections: Reference point is inspected by the Individual Resource Director for the position of the Management Trainee. These include

Personal

Ex- Employer

During the selection criteria for Management Trainee, Man Resource Department provides importance to guide checks about 30% to 40% weight age group out of total selection marks.

Medical Test: Medical test from the Allied Hospital and Civil Medical center is must for looking at the ability to perform the job having conditioning.

Realistic Job Review: Realistic job review is also conducted in MTM when Management Trainee is likely to be appointed for new job. The HRD working environment is shown to employees where they are anticipated to be after selection.

Hiring Decision: The final authority which needs your choice about the hiring of the Trainee Officer is the director of operation known as as Mr. Arif Ali. At the end this authority will take decision about the hiring or not selecting since there is a centralize environment in Masood Textile Mills Ltd.

HUMAN Source DEVELOPMENT IN AN ORGANIZATION

Professionalism and Individuals Resources

The management of MTM has extended its policy to arrange internal training programs also to send the employees to management courses assemble by reputed management institutes and colleges to further to further improve and revise their professional knowledge.

In order to develop and groom their management skills, employees are encouraged to attend and take part in top management meetings. Fresh qualified professionals are being worker on regular basis and a pre designed career path in directed at them to encourage each individual to develop his potential and regularly improve his performance.

Human Tool Development

The management of Masood Textile Mills Ltd. has a company notion that their continuing success is dependent upon the grade of each individual from the Company and how well their knowledge and imagination is being utilized.

In this respect, face to face training programs are being regularly organized to develop and groom their skill. During the calendar year under review more than 120 employees have also went to various management training to boost and update their knowledge in their particular fields held at Pakistan Institute of Management (PIM), Lahore School of Management Sciences (LUMS), Pakistan Institute of Quality Control (PIQC), etc.

TRAINING AND DEVELOPMENT

Training of Management Trainee

In Masood Textile Mills Ltd. on the job training is given for the post of Management Trainee. It is vertical integrated corporation in which a to Z techniques are performed by MTM itself. All expenditures of training programs are beard by MTM.

Criterion for Training

MTM not only teach the employees of the work but also focus on the introduction of the employees so, providing the employees competency for rewarding the requirements of the organization as well as their job development. This era is called probation period in which no increment is given to the MT.

Types of Training:

The training of Management Trainee includes two stages which are given below

Management Level training

Production Level Training

Management Level Training

This type of training is given to the MT in the HR team, which is located at Sarghodha Road Faisalabad. The Consultants, Experts and immediate officials of the MTM conduct this training. In management level training subsequent training programs are conducted.

Cross Functional Training is given with the objective that when there is any person absent no other employee available then Management Trainee can do his/her job.

Un-parallel training is given to employees.

Human Resource division of MTM offers numerous programs and activities of interest that are related to variety.

The Human Tool Development (HRD) Group offers courses to employees that are targeted to public sector professionals, supervisors, administrative support specialists, Human Resources professionals, and employees who wish to increase their knowledge and enhance their skills to be more successful and effective.

HR offers a number of personal and professional skill development courses such as: Discord Resolution, Negotiation, Interpersonal Communication, Behavioral-Based interviewing to faculty and staff.

Production Level Training

As the MTM is vertical designed business therefore production level training is also directed at the Management Trainee. This training is given in the Development division of MTM which is located at sheikhupura highway. The purposes for working out are given below.

To enhance the performance of employees.

To emphasize knowledge in the creation sector.

To improve the efficiency and efficiency of employees.

Execution of Training

At Masood textile Mills Ltd. for the work of management training officer the following method is followed

First of most lectures are delivered to management trainee in which the main issues reviewed are how to improve the communication skills, how to judge the employees, how increments are provided, what benefits would get to employees working under their guidance.

Secondly the management trainees are given 1-month training at training centre 15 kilometer away from the primary office branch of MTM at Sargodha Road. After 1 month the management trainees are given the training at Human source of information office for 2 weeks. This 3 month period is called the probation period in MTM. Of these three months management trainees are paid Rs. 7, 000 monthly.

Career Planning & Development

Masood Textile Mills Ltd. provides opportunities for enhancing personal capacity to enable staff to take on responsibility. Using a rich and diverse record, the firm promotes its employees to project forth in new and energetic areas resulting in organizational progress along with specific growth.

Career Counseling

The firm provides best opportunities for its employees to develop their profession through the conduction of training programs.

Career Counselor: The career advisors at MTM make an effort to explain those points to management training officials that are not recognized to them and can help their career development. Also career counselor points out the steps necessary for MT officer to be trained for next job opportunity.

Mentors: Mentors are given by MTM to counsel the employees their career development. Mentors help employees to make progress through exposure so that management trainees become recognized to their supervisors who are the ultimate deciders of their promotions.

Methods of Job Assessment:

Two types of evaluation methods are used for the trainee official. These are as follows
Self examination: Self examination is used by MT officials themselves to be able to overview their own activities. In this process, personality and personal patterns is evaluated by him. They would like to know if they're making any errors and if just how they should appropriate them. Self Evaluation is done in evaluation varieties in which they could answer themselves the following questions

How am I doing?

I need to know where I am, so I can plan how to get ahead.

Organizational examination: Organizational examination is also done by HR manager and supervisor of MT official for the purpose that staff work is relative to the business or not.

Ways for Organizational Assessment:

Human resource section of Masood textile Mills Ltd. uses analysis forms to examine the performance of MT officers.

IMPROVEMENT IN HR PERFORMANCE

First we will talked about the difficulties and problems confronted by mTm then solution to that problems and troubles. The HR supervisor of Masood Textile Mills Ltd. is constantly striving for making parallel the needs of the changing business such that it may become more adaptable, resilient, quick to change directions, and customer-centered. Within this environment, the HR professional are learning how to manage effectively through planning, managing, leading and managing the human source and knowledge of emerging fads in training and employee development. Followings are the human resource troubles in Masood Textile Mills Ltd.

1) Swift Change: The inner environment of the organization is changing very quickly because of noises of the machines, high temperature where product is produced, quality control and social environment of the business. The external environment of the business is change in the technology, economical factors and industry structured products.

2) EMPLOYEES Variety: The prices, norms and behaviour of the employees aren't homogeneous so the workers have to be trained by different kinds of training which relate to the work drive diversity. The dimensions of workplace variety include: age group, ethnicity, ancestry, gender, physical talents/qualities, race, intimate orientation, educational qualifications, geographic location, income, marital position, military experience, spiritual beliefs, parental position, and work experience.

3) Legislation: The rules and regulation, administration policies, contract action, services act and taxation regulations are being improved annually so MTM must be modified with them.

4) Competitive Problem: The competitive edge of the organization is Cost, Quality and Availability of the products. So, MTM must be updated matching to customer choices and competitors solutions for improving features and reducing costs.

Human Reference Problems

Although there are extensive HR problems in MTM as we've visited the human resource department yet the most identifiable was that of downsizing of employees.

Masood Textile Mills have been using the downsizing strategy in order to repay its budget also to cut down the costs that become high credited to upsurge in the pays of operational level employees. MTM has increased the incomes of low level development personnel from Rs. 3, 000 to Rs. 4, 000. In this manner the budget boosts and MTM must cover up so, it used to downsize the employees.

Downsizing Influences Overall:

It is effecting the overall economy as more folks are downsized the un-employment persist throughout the market.

Mixed results on solid performance: some short-term costs personal savings, but long-term profitability & valuation not strongly affected.

Firm's reputation as a good employer is enduring.

Downsizing Effects on Worker Morale:

Employee drive disrupted: increase in political behaviours, anger, fear which is likely to negatively impact quality of customer service

Violation of mental health contract, contributes to cynicism, decreased work dedication, fewer random acts of "good will"

"Survivors" experience more stress credited to longer work time with re-designed jobs, and increased uncertainty regarding future downsizings.

Solutions to Downsizing:

Employment Changes in Pay/Benefits can be a powerful alternative to downsizing.

Outplacements can be another good option to downsizing where company help present employees find new jobs with other businesses.

Attritions which indicate the voluntary departures of employees must be urged in this situation. Voluntary Quits by employees must be valued. Offer voluntary early retirement living or other deals to people in just a certain category, such as particular position or years of service. If this offer does not result in enough cost savings, it is extended to a broader pool. Offer early retirement incentives to pension-eligible employees in a specific area. If it doesn't get sufficient response, expand the pool and so forth.

Hiring freeze can be carried out by not allowing job openings fill with exterior employees. Internal job recruitment by succession planning can be carried out in order to complete new job opening.

Relocation can be achieved by sending the employees abroad to some other branch of MTM where there is HR lack instead of employing new employees there. It could definitely spend less.

Voluntary Pay cuts of employees can be done by making sure that they will find the accumulated pay at the end of yr with some increment in it.

Involuntary Separation plans must be rigid enough to keep employee determination to organizational procedures and in case of dis-obey must be separated. Early on Retirements can be awarded to employees. Firm may include the golden handshake profit.

Temporary Layoffs can be achieved. This will help organization to keep its employee loyalty and also cut down its work force for some period.

Other implications to improve HR performance:

Successful organizations have a concentrate on the performance of their employees. Here employees are compensated based purely on their performance on arranged conditions. Their performance goals and goals are clearly described and communicated to them in a formal way. The employees feel determined and in charge of their performance and make an effort to achieve/go beyond the targets set for them. The thing that pleases the managers and management is higher accomplishments and performance delivery.

Regular Feedback to Employees. Supervisors will need to have to get feedback on regular basis from employees. This responses should be on day to day basis to increase the current targets somewhat than to to rectify the errors / blunders of past. This approach needs to notice and evaluate the efficiency of employees. That is also ensure that the manager also involved to provide positive opinions for the job done well.

Authoized overtime payment: The surest way to aggravate a income and hourly case is not to pay overtime to prospects employees who've worked. The Division of Labor (DOL) legislation has been clearly mad that if you understand that an worker had worked additional time than is slated, you must paid him, even if you did not depute him for more work.

Exempted employees treat properly: Employers desires that their exempt employees (those exempt from the overtime provisions of the Rational Labor Standards Action (FLSA)) to worked as long as the work done. Some of the employers also punish their exempted employees to do work for paid vacation or sick time.

Review HR policies and procedures. There should be clearly written insurance policies can be both effective staff relationship. The guidelines that are outdated applied improperly must have opposite effect. There must be regular review of policies that should be matched up with new laws, rules & regulations. Experts claim that a thorough overview of policies should be made one per year.

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