How HRM contributes to organizational objectives

How HRM contributes to brass instrumental objectives tender-hearted Re cite steering is the effective use of plurality to strike both the face and individual goals. It is actually effective recruitment, selection, ruinment, compensation, and utilization of adult male imaginativeness by face tender Resource Planning and tuition is the frame figure for befriending employees to plan and aim their personal and organizational skills, intimacy, and abilities. Human Resource phylogeny includes such opportunities as employee raising, employee c atomic number 18er development, coiffureance attention and development, coaching, advantageion think, and organization development.I get under ones skin weeed for Masood framework move Ltd1. and accomplished my assignment in perspective of this organization as assigned by the Dr.Helen FordA short and snappy foreword of organization is give as netherMasood Textile Mills Ltd is striving to lead in creating, developing and ma nufacturing of knitted app argonl harvest-feasts right from basic to highly fashion garments thus responding to emerging trends in the industry. MTM translates conceptual ideas of its customers into reality and shape them through with(predicate) its technical bent and maestro acumen.MTM establish on 1998 and now has a recognized name in the framework industry. MTM is one of the biggest exporters of appargonls. Competent professional mental faculty, a team of talented merchandisers, excellent supplies support military services, and state-of-the-art engineering science is the driving power behind MTM phenomenal growth in the ago categorys. MTM has the technology with expertise, products with knowl meet and about importantly the right mindset to light upon total customer satisfaction.The HR man festerr of Masood Textile Mills Ltd. is endlessly striving for making reduplicate the inescapably of the changing organization so that it lav become more(prenominal) adaptable, resilient, quick to neuter directions, and customer-centered. Within this purlieu, the HR professional argon larn how to manage effectively through planning, organizing, leadership and controlling the forgivinges option and knowledge of emerging trends in training and employee development.Objectives of Organisation (MTM)Objectives ar pre-determined goals to which individual or group activity in an organization is directed. MTM respect for the individual, integrity, speed, simplicity, self-assuredness, and a 100% commitment, values are non-negotiable they are never to be jettisoned. Objectives of mtm can be specify asTo win market leadership and brand coverageTo pursue technological foundationTo partner with operators for their maximum productivityHRM Contribution to achieve objectiveObjectives of human election direction are influenced by organizational objectives and individual and social goals. MTM is non just satisfied with this goal, further the goal of MTM is g rowth and / or profits. Institutions procure and manage heterogeneous resources including human to attain the specified objectives. Thus, human resources are managed to divert and utilize their resources towards and for the accomplishment of organizational objectives. Therefore, basically the objectives of HRM are drawn from and to contribute to the accomplishment of the organizational objectives.For the MTM, its ability to attract and agree human capital will depend on its reputation as an employer. The reputation about the organization says nearly(prenominal)thing about who you are, what you stand for, and how you relate to others including yours employees. alto requireher this is partially formed through the organizations commitment to the employees. To gain their commitment, MTM is trying to brush up communication channels with the employees, respect their capacity to engage in diverse initiates, give honest feedback, and invest in aligning its objectives with employees aspirations. The goal of HRD is to emend the performance of MTM by maximizing the efficiency and performance of people.HRM has a unfavourable role to play in the achievement of organizational goals and helping the organization to achieve and nurture excellence. MTM believe that effective people and a nice culture make good organization to achieve and maintain excellence. HRM has the indebtedness of getting the right kind of people, creating and maintaining a culture that nurtures and rewards talent. In MTM, human resource management give tools that shoot to manage and operate in organizations. HRM develop strategies relating to everything ware, management, marketing, sales, research development for more fatty.MTM bewilder made its cognize recognition in the last 12 years of its establishment .It has been doable solely for the factor of recruiting right people in the right figure and right time. They recruit highly adequate and experienced individuals-both at intromi ssion level and for vacancies arising at various levels-who would prove to be assets for the organization. They provide opportunities for up personal capability to enable staff to maneuver on greater responsibility.HUMAN RESOURCE PLANNING AND knowledgeHRD predicts its future utilization needs flush if they dont estimate their sources of supply. The challenges that determine this demand and order of forecasting it merits are inclined over belowCause Of Demand Employees need in the MTM, for self-colored organization or in specific segment need when some sort of external Challenges, extension of project or department, turnover follow in the department, Lay off are temporary loss of employmentForecasting Techniques Forecasting techniques is consist of following techniquesExpert forecastsTrend bump ForecastsStaffing TableRecruitmentEmployees are selected or hired as the requirements of departments. These requirements can be reached out from the database, which is name as HCM ( Human Capability solicitude) software. When any change occurs in above mentioned conditions, this course avouchs to the Human resource section. This department hires in the raw employees as the requirement of the specific department. Recruitment Resources of the MTM can be defined as under.Internal ResourcesThe organization motivates and upgrades their employees when the organization feels to hire the services of the limited person for the particular bloodline within the organization. Because employees are familiar with the surroundings of the organization. It saves the cost of time, recruiters time and trainees time.Communication with Other DepartmentOther departments inform to the Human Resource coach-and-four by the internal E-mail musical arrangement about the need of the employees. That specific department tells the only designation the bet of employees required. Next, the Human Resource chargeing starts his work, they see the requirements of the mull from the H.C.M (Human Capability steering) program that require the followingsExperience, Education, Age Limit, Personality, IntelligenceExternal ResourcesFor the post of Management Trainee MTMs meshwork site is the biggest source of recruitment also Advertisement is some other source of recruiting the highly qualified people. When MTM needs highly skilled, energetic, and qualified personnel for a specific job, then it uses the external resources.SelectionHR InterviewMasood Textile Mills Ltd follows the following pure tones for selecting the Management TraineeManagement Interview written raiseRealistic Job PreviewsMedical Test seed CheckWritten Tests At the first rate of selection written test is taken by the HR department of the selected applicant who ful sate 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 InterviewHR Interview At this step the HR omnibus and Ht deputy Manager manoeuver the interview of the selected candidates.Management direct Interview At this step the HR manager, General Manager and other panel team from the senior level management valuate the applicants. Both types of questions are asked by the panel for assessing his/her capabilities to perform the job.Reference Checks Reference is checked by the Human Resource Manager for the plant of the Management Trainee. These includePersonalEx- EmployerDuring the selection criteria for Management Trainee, Human Resource Department gives importance to reference checks about 30% to 40% weight age out of total selection marks.Medical Test Medical test from the Allied Hospital and Civil Hospital is must for checking the ability to perform the job having physical fitness.Realistic Job Review Realistic job review is also conducted in MTM when Management Trainee is going to be prescribed for newly job. The HRD working environment is shown to employees where they are expected to be after(prenominal) selection.H iring Decision The final authority which takes the decision about the hiring of the Trainee Officer is the theater director of operation named as Mr. Arif Ali. At the end this authority will take decision about the hiring or not hiring because there is a rivet environment in Masood Textile Mills Ltd.HUMAN RESOURCE DEVELOPMENT IN AN ORGANIZATIONProfessionalism and Human ResourcesThe management of MTM has continued its policy to arrange in house training programs and to send the employees to management courses arranged by reputed management institutes and universities to further to further improve and update their professional knowledge.In order to develop and groom their management skills, employees are encouraged to follow and participate in top management meetings. Fresh qualified professionals are being employee on regular basis and a pre designed biography path in granted to them to encourage each person to develop his potential and consistently improve his performance.Human Resource knowledgeThe management of Masood Textile Mills Ltd. has a firm belief that their continuing success is dependent upon the quality of each individual associated with the Company and how hale their knowledge and creativity is being utilized.In this regard, on the job training programs are being regularly arranged to develop and groom their talent. During the year under review more than 120 employees have also attended various management courses to improve and update their knowledge in their respective field held at Pakistan Institute of Management (PIM), Lahore University of Management Sciences (LUMS), Pakistan Institute of Quality bidding (PIQC), etc.TRAINING AND DEVELOPMENT tuition of Management TraineeIn Masood Textile Mills Ltd. on the job training is given for the post of Management Trainee. It is vertical integrated organization where A to Z processes are performed by MTM itself. All expenses of training programs are beard by MTM.Criterion for prepareMTM not only train the employees of the job but also focus on the development of the employees so, providing the employees competency for fulfilling the potential requirements of the organization as well as their life history development. This period is called probation period in which no gain is given to the MT.Types of TrainingThe training of Management Trainee consists of two phases which are given belowManagement Level trainingProduction Level TrainingManagement Level TrainingThis type of training is given to the MT in the HR department, which is located at Sarghodha Road Faisalabad. The Consultants, Experts and immediate officers of the MTM conduct this training. In management level training following training programs are conducted.Cross Functional Training is given for the purpose that when there is any person absent and no other employee available then Management Trainee can do his/her job.Un-parallel training is given to employees.Human Resource department of MTM offers numerous progr ams and activities of interest that are related to diversity.The Human Resource Development (HRD) Group offers courses to employees that are targeted to public sector managers, supervisors, administrative support specialists, Human Resources professionals, and employees who want to increase their knowledge and improve their skills to be more productive and effective.HR offers a variety of personal and professional skill development courses such as Conflict Resolution, Negotiation, Interpersonal Communication, Behavioral-Based interviewing to faculty and staff.Production Level TrainingAs the MTM is vertical integrated organization therefore drudgery level training is also given to the Management Trainee. This training is given in the Production department of MTM which is located at sheikhupura road. The purposes for the training are given below.To enhance the performance of employees.To emphasize expertise in the production sector.To enhance the productivity and efficiency of employ ees.Exe veerion of TrainingAt Masood textile Mills Ltd. for the job of management training officer the following method is adopted kickoff of all lectures are delivered to management trainee in which the most important issues discussed are how to improve the communication skills, how to evaluate the employees, how increments are provided, what benefits would be given to employees working under their supervision.Secondly the management trainees are given 1-calendar month training at training centre 15 kilometer out from the main office branch of MTM at Sargodha Road. After 1 month the management trainees are given the training at Human resource department for 2 months. This 3 month period is called the probation period in MTM. During these 3 months management trainees are nonrecreational Rs. 7,000 per month. course Planning DevelopmentMasood Textile Mills Ltd. provides opportunities for up personal capability to enable staff to take on responsibility. Having a rich and diverse his tory, the firm encourages its employees to imperil forth in new and dynamic areas leading to organizational elevate a large with individual growth.Career CounselingThe firm provides best opportunities for its employees to develop their career through the conduction of training programs.Career Counselor The career counselor-at-laws at MTM try to explain those points to management training officers which are not known to them and can help their career development. Also career counselor points out the steps needed for MT officer to become qualified for next job opportunity.Mentors Mentors are provided by MTM to counsel the employees their career development. Mentors help employees to make progress through exposure in such a way that management trainees become known to their supervisors who are the ultimate deciders of their promotions.Methods of Career estimationTwo types of assessment methods are used for the trainee officer. These are as followsSelf assessment Self assessment is taken by MT officers themselves in order to overview their own activities. In this process, personality and personal style is assessed by him. They want to know if theyre making any mistakes and if so how they should define them. Self Assessment is done in evaluation forms in which they are able to answer themselves the following questionsHow am I doing?I need to know where I am, so I can plan how to get ahead.Organizational assessment Organizational assessment is also done by HR manager and supervisor of MT officer for the purpose that employee work is in accordance with the organization or not.Ways for Organizational AssessmentHuman resource department of Masood textile Mills Ltd. uses evaluation forms to assess the performance of MT officers.IMPROVEMENT IN HR PERFORMANCEFirst we will talked about the challenges and problems faced by mTm then solution to that problems and challenges. The HR manager of Masood Textile Mills Ltd. is continuously striving for making parallel the nee ds of the changing organization so that it can 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, organizing, leading and controlling the human resource and knowledge of emerging trends in training and employee development. Followings are the human resource challenges in Masood Textile Mills Ltd.1) Rapid Change The internal environment of the organization is changing very rapidly because of noise of the machines, high temperature where product is produced, quality control and cultural environment of the organization. The external environment of the organization is change in the technology, economic factors and industry establish products.2) Work intensity Diversity The values, norms and attitudes of the workers are not homogeneous so the workers have to be trained by the different kinds of courses which relate to the work force diversity. The dimen sions of workplace diversity include age, ethnicity, ancestry, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parental status, and work experience.3) Legislation The rules and regulation, government policies, start act, services act and taxation laws are being changed every year so MTM must be updated with them.4) Competitive Challenge The competitive edge of the organization is Cost, Quality and Availability of the goods. So, MTM has to be updated according to customer preferences and competitors technologies for improving qualities and reducing costs.Human Resource ProblemsAlthough there are many HR problems in MTM as we have visited the human resource department in time the most identifiable was that of downsizing of employees.Masood Textile Mills have been utilize the downsizing strategy in order to cover its budget and to cut down the costs that bec ome high due to increase in the pays of operational level employees. MTM has increased the salaries of low level production workers from Rs. 3,000 to Rs.4,000. In this way the budget increases and MTM has to cover up so, it used to downsize the employees.Downsizing Impacts boilersuitIt is effecting the overall economy as more people are downsized the un-employment tend in the economy.Mixed effects on firm performance some short-term costs savings, but long-term profitability valuation not strongly affected.Firms reputation as a good employer is suffering.Downsizing do on Employee MoraleEmployee motivation disrupted increase in governmental behaviors, anger, fear which is likely to negatively impact quality of customer serviceViolation of psychological contract, leads to cynicism, lowered work commitment, fewer random acts of good willSurvivors experience more stress due to longer work hours with re-designed jobs, and increased uncertainty regarding future downsizings.Solutions t o DownsizingEmploymentChanges in counterbalance/Benefits can be an effective alternative to downsizing.Outplacements can be another good alternative to downsizing in which organization help give birth employees find new jobs with other firms.Attritions which mean the voluntary departures of employees must be encouraged in this situation. Voluntary Quitsby employees must be appreciated. Offer voluntary early retirement or other packages to people within a certain category, such as particular position or years of service. If this offer does not result in full savings, it is extended to a broader pool. Offer early retirement incentives to pension-eligible employees in a specific area. If that doesnt get sufficient response, expand the pool and so on.Hiring block off can be done by not allowing job openings fill with external employees. Internal job recruitment by succession planning can be done in order to fill new job opening. Relocationcan be done by direct the employees overseas to another branch of MTM where there is HR shortage rather of hiring new employees there. It would definitely cut costs.VoluntaryPay cuts of employees can be done by making sure that they will get the compile pay at the end of year with some increment in it.Involuntary Separation policies must be strict enough to maintain employee commitment to organizational policies and in case of dis-obey must be separated. earlier Retirements can be granted to employees. Organization may include the well-fixed handshake benefit.Temporary Layoffscan be done. This will help organization to maintain its employee loyalty and also cut down its work force for some period.Other implications to improve HR performanceSuccessful organizations have a focus on the performance of their employees. Here employees are rewarded based purely on their performance on set criteria. Their performance goals and targets are understandably defined and communicated to them in a formal way. The employees feel propel and accountable for their performance and strive to achieve/exceed the targets set for them. The only thing that pleases the managers and leadership is higher achievements and performance delivery.Regular Feedback to Employees. Supervisors must have to get feedback on regular basis from workers.This feedback should be on mean solar day to day basis to improve the current targets rather than to to rectify the errors / mistakes of past.This access code needs to observe and evaluate the efficiency of employees.This is also ensure that the manager also involved to give positive feedback for the job well done.Authoized extra time payment The surest way to aggravate a wage and hourly convey is not to pay overtime to those employees who have worked. The Department of Labor (DOL) regulations has been clearly mad that if you know that an employee had worked more time than is scheduled, you must paid him, even if you did not depute him for additional work.Exempted employees treat properly Employers expects that their absolve employees (those exempt from the overtime provisions of the Fair Labor Standards Act (FLSA)) to worked as long as the job 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 policies can be both effective employee relationship.The policies that are out of date applied improperly should have opposite effect.There should be regular review of policies that should be matched with new laws,rules regulations.Experts suggest that a total review of policies should be made once a year.