Task 1
ROLE OF STRATEGIC HR POLICIES AND PRACTICES
HR Strategy gives a required foundation to the growth of the functions, building the contemporary and victorious HR function is not simple. An organisation by means of an HR strategy should be putting the strategy into exercise in a planned and purposeful way set the priorities of the personality HR initiatives and the essential outcomes. Sometimes it doesn’t works well. There are two types of integrations which can assist here.
Vertical Integration: through a single corporation or entity, so as to increase that company’s or entity’s power in the market the procedure in which quite a few steps in the manufacture and/or distribution of a merchandise or overhaul are controlled is vertical integration.
Horizontal integration: a strategy to augment your market go halves by taking over a alike company merely means horizontal integration. Our prospected company DT practices this type of integration in their HR policy.
DT is in crisis in HR policy and practices. As an outside expert who is assigned to improve the current problem of HR policy to have and retain the best employees of the market I will suggest DT to follow the Vertical and Horizontal integration strategy.
DT is in crisis in HR policy and practices. As an outside expert who is assigned to improve the current problem of HR policy to have and retain the best employees of the market I will suggest DT to follow the Vertical and Horizontal integration strategy.
Flanked by the overall HR strategy in addition to its operations though these three should be allied with one more, it is helpful to HR of DT to distinguish.
Best-fit is interested in the vertical integration:
The on the whole organisational performance vertical integration to HR of DT to the way these HR performance should merge and hold up.. Like HRM with the organisation (DT) and the surroundings this policy will obtain beneath consideration the term
Best-fit is interested in Horizontal integration:
Into every other and hold up each other horizontal integration to HR of DT is establish in the way all HR performance feed.. At as long as high levels of worker commitment and performance best exercise aimed:
The DT will be suggested to develop following practices to retain the high levels of employee performance-
· accurate recruitment and selection system
· high quality and appropriate training serving
· strong PMS system and incentive package
· decentralization of power
· balancing personal and work life
· taking development actions to develop the employee capacity
· the combination between operational design and the organizational objective
· the relation between the people of the organization will be handled on the basis of trust enthusiasm and commitment
· Fair treatment to them who are living DT.
· Cultural factors will be under consideration. Like clear sight of strategic aim, goals for success, monitoring, continuing improvement mentality, positive attitudes towards HR.
The DT will be suggested to develop following HR practices to retain the high levels of employee commitment-
· Development career ladder & tangibility
· Providing Work flexibility with clear description of work
· Flattening hierarchies
· For disseminating information, work structuring & solving problems establishing reliability on team structure
· Providing opportunity to high involvement in management quality
· Providing intrinsic satisfaction through job design
The DT will follow the HR to formulate HR practices where the firm’s capability will be considered the matter of advantages. Almost every resource may be imitated but in case of the HR it is different. The DT will develop the HR practices and policies in such a design that will enable DT to develop the best HR out of all competitors. The non-imitate able resources HR will enhance the effectiveness, competence, and customer contentment which will add worth. in the direction of advice profession of DT will be related In the direction of the client hold up in adding up.
DT will get the following benefits from the strategic HRM-
· encompass economic level
· increase acquaintance and capabilities
· augment marketplace
· consequently that it can revolutionize it the way required have ownership of the whole life cycle
· decrease opposition
· give improved services
Task-2
COMMITMENT
In the direction of an organization Commitment is the power of the add-on an employee feels. By the quantity to which an individual is prepared to adopt managerial values and goals it may be calculated. With behaviour experiential in the place of work it may also be calculated.
Affective commitment: how much an worker in fact likes or feels part of an association affective promise is. In workers will not only influence continuance pledge Low levels of affective promise
Continuance: with affective promise continuance promise is not completely ambitious. Towards the costs that and worker associates with departure the association it typically boils down. In the direction of be constructive and helpful an worker finds in an organization. In case of DT it is low. As it do not provide the proper balance to the work life and the family life. So DT will provide it.
Normative: upon duties and principles, and the quantity to which an employee stays in an association out of a sense of compulsion, normative commitment builds. The increasing turnover shows that the low level of normative commitment prevails in DT. For that reason DT will Value loyalty and systematically communicate the fact to employees with rewards, incentives and other strategies
ENGAGEMENT
A business organization concept is worker appointment. Concerning their work, and thus will act in a technique that furthers their organization's interests, an "engaged employee" is one who is fully concerned in, and excited. Three types of commitment as outlined by CIPD are –
Intellectual: connected to the company and are innovative this means employees are passionate. In their viewpoint the creative employee spread positivity in this consideration it is low for the DT. For the improvement the supportive HR practices will be provided here.
Affective: receipt feedback and course, and generally, feeling appreciated, being treated moderately, having a brawny working connection between worker and manager based on mutual deference the employee appointment include. In case of DT it is low. To improving the situation the employees feeling will be valued and they will be treated fairly.
Social: some peoples are sociable. They like to work in group. They want to develop their quality co-operatively. The situation of social engagement is decreasing in DT. So they will provide the proper facility to improve the situation.
POTENTIAL CONSIDERATIONS
To alleviate the potential problems the following remedies will be taken by DT. The investigation supports the following potential considerations:
Auditing staff: Audit will be conducted to assess to find out the employees needs. There will be proper combination on the functional package of 24/7 support. The cause for high turnover will be assed and policy will be determined to reduce it. On the way to on-call duties and where possible a sensible consultation with staff over surroundings up It will be ensured that there is equitable project. Affective engagement issues will be addressed. The needs of the staff will be balanced with organisational needs. The more opportune ground for the improvement will be offered. There will be flexibility between work hours and work-life.
Task-3
WORK-LIFE BALANCE
Among an employee's primary priorities of their employ position and their private way of life 
a comfortable state of balance achieved. The strain of a workers career should not overwhelm the individual's capability to enjoy a satisfying individual life outer surface of the business environment most psychologists would concur.
a comfortable state of balance achieved. The strain of a workers career should not overwhelm the individual's capability to enjoy a satisfying individual life outer surface of the business environment most psychologists would concur.
BENEFITS OF WORK LIFE BALANCE
Reduced stress, absenteeism and health costs: by reducing absenteeism, lateness, health care and sick-leave and hence their related costs Work-Life initiatives improves employee performance
Improved staff morale and engagement: by allowing them to better concentrate at work, improving the work environment by increasing motivation and job satisfaction Work-Life helps employees lead a healthier and more balanced life.
Improved customer satisfaction: it is also listed as major factor contributing to loss of customers, Turnover, and the subsequent need for re-establishment of relationship and rework,. Through telecommuting and the longer operating hours that can be arranged by giving employees flexibility Better customer response is possible.
Reduced costs: due to telecommuting are the strongest quantitative researches to show the financial benefits of Work-Life Programmes Office rental and utilities savings.
Improved recruitment, retention and reduced turnover: to distinguish one employer from another Work-Life initiatives give organisations a human face that allows prospective employees.
BARRIERS TO WLB
Culture: on organization in regards to work-life equilibrium employees at all levels of the institution account that multiple cultures continue living. This is one of the causes for the variety of demand for different employees. So it is very difficult to arrange a better point.
Change: on the way to all employees and a major blockade in achieving work-life equilibrium the rapid speed of change is in issue of anxiety. Intended for change and uttered appreciation for administrative leadership in bringing concerning change Interviewees recognized
Supervisors: in the way that supervisors interpreted association policies linked to work-life balance there was important variation crossways departments at the association.
Workload: In the direction of do supplementary with smaller amount capital workers at all levels of the association account experiencing significant increases in workload pressure over and above the obligation.
Staff: In case of financial constrain sometimes it a burden for the company to stuff new employs for the backup of the work life balance offering.
Technology: Technology enabled workers to do work in he home which destroyed the leisure opportunity for the worker in the home time.
OPTIONS FOR ACHIEVING WORK-LIFE BALANCE
The ten options for work life balance are given-
· Flexitime: Employees will be offered to choose the hours they work each day. It can help with travelling to work, cut down on employee absence and can enable a company to extend the hours when a service can be provided.
· Part-time: Pert-time employees may be hired for reducing the pressure on employees.
· Term-time working: it means Working Reduced hours or time off is agreed for school holidays. With children at school it helps recruit and retain employees.
· Job share: designed for one full time jobs two or more people separate accountability.
· Self-roistering: in a “time bank “The hours earned or outstanding may be stored. It reduces absence and sick go away.
· Shift swapping: on the way to cover up for classmates and take instance off devoid of using up holiday compensation it refers to flexible working schedule allowing workers. It reduces non-attendance and sick go away
· Unpaid leave: The employees may be in unpaid leave which will enable the organization to have part-time stuffing to take to continue the work.
· Work from home: on or after home or in a different office workers can work. Overheads, improves maintenance of employees, encourage higher efficiency and increases the pool of latent recruits is summary by it.
· Family Leave: intended for extra maternity and fatherhood leave, adoption go away and family emergencies, special leave can be agreed. on the road to take on and retain key labour and increases authenticity it helps.
· Career Break: with an accord of a job on homecoming It means Paid or voluntary time off employment,. To work after maternity go away It Helps to retain workers who are careers and augment the likelihood of women recurring.
Task-4
PROBLEMS IN RECRUITMENT PROCESS IN DT
The DT is one of the global companies which have expended their services all over the world and now growing in one of the most booming market of Asia. But they are facing a lots of HR problems. One of the major reasons for these HR problems is generated from the weak recruitment process of the organization. They are going through traditional recruitment approach. For that reason they are getting the BEST OF THE WORST. The basic problems in their recruitment process are like following:
Dependency on the external consultant: For recruiting DT go for making contract with external recruitment agencies. Here there is less attention to maintain the quality which is deserved and required by the DT.
Short time: the recruitment work is being done in a hasty process as the turnover is very high. Without job analysis they are going for the recruitment in the last minute. So, specific standard cannot be assessed.
Strategic HR approach shortage: one of the most crucial options for DT to have in their recruitment process is that they are having significant lacking in their recruitment process. they always go for the traditional option for recruitment.
Recruitment agency’s lack of eliminating inappropriate candidates: the time when the authority of DT wants to have a new recruitment they go for the help of the consultants. They send the CVs with no consideration and judgements.
Employee transfer plan shortage: They are not having any current strategic employee plans although they are taking a significant amount of the strategic plans in other sections.
Internal judgemental problems: when the CVs are acquired by the DT from the consultants the short listing are being made by the line manager. The work of short listing by the line manager for candidates is being done by their won and they are selecting. So there is a problems of the proper judgements.
SUGGESTED SOURCES OF RECRUITMENT
There are different sources of recruit men which can be suggested for DT. Among them i will go for suggesting DT to follow in the process of recruitment.
· Recruitment consultants
· E-recruitment
· Advertising
· Internal recruitment
FOUR SUGGESTED SOURCES FOR DT AND THEIR STRENGTHS AND WEAKNESSES
Name of source
|
Strength
|
Weakness
|
Recruitment consultants
|
· Any amount of vacancies can be filled by this source.
· It doesn’t create extra pressure on the organization.
|
· loss of proper standard may be befall
· it may cost a huge expense.
|
E-recruitment
|
· It is best way to attract the large amount of the audience.
· It costs very low.
|
· It may be influenced by the poor brand image.
· Opportunities to loss the best in case of complexities.
|
Advertising
|
· Through this way local audiences can be attracted easily.
· quick response is possible here
|
· Target peoples may be missed by this source.
· It may cost highly.
|
Internal recruitment
|
· rapid recruitment
· culture fit and increased motivation through career ladder
|
· fresher will be de-motivated
· chance to corruption or nepotism
|
Task-5
SELECTION IN DT
DT is such an organization that it may involve in different strategic approaches in the different operational matters, but in case of the recruitment they are in traditional approach. When the organization requires the recruitment the forward it for the instant job specification and then this requirement forwarded to the consultants. Consultants provide the CVs of the peoples who are in at least minimum requirements. They don’t think about the standards. So they are getting the minimum standard employees. For that reason the author recognized this as the recruitment of BEST OF THE WORST.
5 SELECTION METHOODS
Interviews: the most effectual type of dialogue is structured interviews. By means of each candidate and scores those on their answers from end to end each set of questions a panel of interviewer’s works. The on the whole scores are measured and the best applicant chosen at the end of the consultation process.
Psychometric testing: from side to side psychometric difficult an assortment of attributes is best tested. Therefore, capability tests, aptitude tough and personality profiling are roofed by psychometric difficult. Through suitably qualified staff good psychometric testing can only be approved out.
Ability and aptitude tests:
Ability tests may cover a range of areas including:
- General intelligence;
- Verbal ability;
- Numerical ability;
- Spatial ability;
- Clerical ability;
- Diagrammatical ability;
- Mechanical ability;
- Sensory and motor abilities.
Personality profiling: designed for some posts, an individual's character may influence their aptness However, through identifying particular behaviours that are superior suited to the job than others character profiling does not have a accurate or 'wrong' reply and persons may be sifted.
Assessment centers: on the principle of multiple testing processes assessment methods are based. Aptitude and aptitude testing, group movements, in-tray exercises, presentation as well as character profiling may be included by this.
SCORES FOR PREDICTIVE VELIDITY
Where perfect forecast is 1.0, a summary of investigate on how well methods forecast future job presentation shows that, the subsequent selection method score as follows:
- Assessment centers promotion (0.68)
- Ability tests (0.54)
- Structured interviews (0.44)
- Assessment centers performance (0.41)
- Personality tests (0.38)
Task-6
EMPLOYEE TURNOVER IN DT
DT is facing a HR problem in case of the high turnover. In the recent time this is spurring up in a high range. The main reason for the turnover is the traditional approach of HRM and avoiding strategic approach here. There is different reason for this type of increasing problem in DT. Three common reason for strategic for turnover is like bellow-
Unfavourable work conditions: DT is telecommunication Support Company where the customer care section is very much important. Not only that the organization requires 24/7 presence of a part of the employees in the work place to perform its functions in a smooth way. But it is unfavourable for all types of the employees. It damages the work life balance & enhances the turnover.
Less career ladder: when an employee enter into a company they dreams to be in the high position of the organization by developing their self. It can be provided by the strategic approach in the HRM. But employees are not being handled in a strategic way. They are experiencing less opportunities of career development in DT. This is one of the causes for the employee turnover of DT.
Poor relationship: In DT’s traditional human resource practices is creating a strong barrier for the clear communication. In DT there is a poor communication system which created distance among the subordinates and the bosses. It creates tress which is a cause for the employee turnover.
STAFF RETENTION STRATEGIES IN DT
Providing favourable conditions: the favourable work conditions will be provided by DT to retaining the employees. The company requires employees in workplace 24/7. So the flexible work life balance, incentive packages, & flexible work hours will be provided by DT through a strategic process. It will ease the tight condition and will contribute to retain the employees.
Providing career opportunity: to retain the best performers the HR practitioners of DT will provide a carrier development opportunity for the DT. The strategic approaches will be developed through different training and development programmes.
Enhancing relationships: the communication barriers for the proper relationship will be removed. The distance between the bosses and subordinates will be maintained and handballed in a proper way. The relation will introduce a positive attitude base culture.
· Anderson, P., 2010. "Effects of Commitment to Corporate Vision on Employee Satisfaction with Their Organization
· CIPD, 2011.Chartered Institute of Personnel and Development.
· Pristine, P., 2011. Society for Human Resource Management.
· http://www.citehr.com/10060-what-strategic-hr-change-management.html
