Human Resource Management: Insights on Entrepreneurial Success

Program: -Human Resource management Course: -Human Resource and the Entrepreneur Course Code and section: -HRP102, HRM2009BB Last name: -Kaur First name: -Ramandeep Student id: - A00118826 Evaluation of type: -class log Date of submission: -21-12-2020 Instructor: -Jehanzaib Chughtaee Entrepreneurship and Example 2 Functions Of HRM - 4 Bona Fide Occupational Requirements (BOFORs) 5 Accommodation- 6 Types of harassment 7 JOB ANALYSIS- 9 job specification- 11 Job Description- 11 Human Resource planning- 12 Job Evaluation-wages and salary decisions- 13 Performance appraisal 14 Labour Relations- 14 Training development and career management- 15 Job Design- 15 Recruitment Process- Recruitment for hiring within organisation-Internal Recruiting 17 Recruitment for hiring outside the organisation-External Recruiting 17 There are two types of Recruitment sources followed by Amul: 19

Entrepreneurship and Example I am going to tell you the untold story of Kalpana Saroj. A Dalit Girl who was unshakable and her rigid and stubborn heart is the reason that today she is the lady boss of her journey. Kalpana Saroj is an Indian entrepreneur and a TEDx speaker. She is the Chairperson of Kamini Tubes in Mumbai, India. Described as the original "Slumdog Millionaire", she bought the distressed assets of Kamini Tubes Company and successfully steered the company back to profits. Even being good in studies she became part of discrimination. It is the ugly truth of our Indian Society, that discrimination exists even today. Though it is decreasing it is still there. Kalpana Saroj was married at the age of 12 and lived in a slum in Mumbai with her husband's family. After suffering physical abuse at the hands of her husband's family

members, she was rescued by her father, left her husband, and returned to her village to live with her parents. She attempted suicide after being ostracized by the villagers by attempting suicide, she realized how important is her life. She decided to achieve something big. She convinced her parents to let her move to Mumbai at her uncle’s residence as there were no job opportunities in her village. She started her job at just 2 rupees in a garment factory . Using government loans for scheduled caste people, she successfully started a tailoring business and then a furniture store. She started her business by installing sewing machines and started working 16 hours a day. And this was not enough for her. With the profit from her business, she invested her money in some furniture business. She got married at the age of 22 to Samir Saroj, a businessman involved in the steel furniture business. She started her business by installing some sewing machines and started working 16 hours a day. And this was not enough for her. With the profit from her business, she invested her money in some furniture business. She got married at the age of 22 to Samir Saroj, a businessman involved in the steel furniture business. In 2000, The worker’s union of Kamini Tubes approached her to run this company as they were not getting their wages for the last 3 years. She built up a successful real estate business and came to be known for her contacts and entrepreneurial skills. She was on the board of Kamini Tubes when it went into liquidation in 2001, and after taking over the company, she restructured it and brought it back to profit. According to her own estimates, she has personal assets worth $112 million. She is involved in various social welfare activities to raise business and has founded — Kalpana Saroj foundation. Plus, she was awarded Padma Shri in 2013 in the field of Trade and Industries. Ninth Rajiv Gandhi award for Women Entrepreneurs in 2006. She is now a recognized

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entrepreneur worldwide. And sometimes, she is considered India’s First Women Entrepreneur. Functions of HRM - Human resource departments are responsible for a wide variety of activities across a number of core organizational functions- ● Staffing ● Development ● Compensation ● Safety and Health ● Employee and Labour Relations Marketing and human resources are not as separate as you might think. A company needs to attract profitable customers to achieve decent sales numbers, but getting top talent interested in your company is also critical to long-term success. Whenever you are trying to convince people to help you, whether you are after their dollars or their working hours, you need to position and market your proposition, so it looks attractive. 1.Attracting the right Talent, 2. Keeping people Happy,3. Keeping up with change,4. important for communication Bona Fide Occupational Requirements (BOFORs) What this means is that discrimination is acceptable if it is based on a bona fide occupational requirement. Canadian human rights laws help promote equality in the workplace and are an integral part of Canadian society. But there is a time when a

discriminatory employment rule is valid, this exception is called bona fide occupational requirement (BFOR), meaning a requirement that is necessary for the performance of a job. BOFORs are not preferences. An example of this might be an employee who refuses to wear a hard hat because his religion requires the wearing of a turban at all times, but his job has identified overhead safety hazards that require the use of a hard hat. With this example, the enforcement of the hard hat rule is bona fide since it is in the interest of preserving safety. Even though requiring the employee to wear a hard hat despite his religious beliefs is a form of discrimination, this type of discrimination is justified and is not considered a contravention of Human Rights legislation. Accommodation- Accommodation means making changes to certain rules, standards, policies, workplace cultures, and physical environments to ensure that they don’t have a negative effect on a person because of the person’s mental or physical disability, religion, gender, or any other protected ground. “Both the employer and the employee have rights and responsibilities pertaining to accommodation, to ensure good communication and a partnership relationship between worker and employee. Example-Modifying work schedules to allow an employee with a disability to attend to matters related to treating the disability such as medical appointments or medication schedules.

Harassment is illegal behaviour towards a person that causes mental or emotional suffering, which includes repeated unwanted contacts without a reasonable purpose, insults, threats, touching, or offensive languag e. Types of harassment Verbal/Written - Verbal or written is probably the most obvious workplace harassment example — and the one you come across most often. Here are some instances where it can occur: ➢ Sending emails with offensive jokes or graphics about race or religion ➢ Repeatedly requesting dates or sexual favours in person or through text ➢ Asking about family history of illnesses or genetic disorders ➢ Making derogatory comments about someone’s disability or age

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➢ Imitating someone’s foreign accent behind their back The biggest thing to watch out for nowadays is technology. For example, if one employee forwards an email with a pornographic image, it can circulate to the point where everyone in the office sees it — even if that is not what the original sender was intending. Visual-Visual is probably the hardest to spot because it is the most subjective and really requires you to put yourself in the shoes of the other person. ➢ Wearing clothing with offensive or vulgar language ➢ Displaying posters or pictures of a sexual nature ➢ Showing other people sexually suggestive text messages or emails ➢ Watching pornographic or violent videos ➢ Drawing violent or derogatory images For example, someone might have a comic strip displayed at their workstation and while most people might find the joke funny, someone else might find it offensive and say that it is creating a hostile work environment. Physical - Physical harassment might be a little harder to recognize because it can sometimes be very subtle. ● Lewd hand gestures or other gestures meant to convey curse words ● Unwanted touching of a person or their clothing ● Frequently following or standing too close to a person on purpose

● Making sexually suggestive facial expressions ● Playing music with offensive or degrading language Many times, it does not even have to be directed at the person to be harassing. So, for example, if two co-workers are joking around and one makes an inappropriate hand gesture and someone else sees it, they might feel uncomfortable and even harassed. JOB ANALYSIS- A job analysis is a method of collecting data in which the duties of a given job are determined and then assigned relative importance. It may also include information about the skills and training necessary to perform a certain job. The ultimate goal of job analysis is to aid in hiring and assigning tasks at a given organization by determining which people are most qualified for a given job. Steps- 1. Identify the Job(s) to be analysed. 2. Determine the procedures to be used (methods) in collecting job data. 3. Implement the job analysis methods. 4. Review the data collected through Job Analysis. 5. Summarize and document the data collected.

Examples of how an organization may use job analysis data: ● Workforce planning. ● Performance management. ● Recruitment and selection. ● Career and succession planning. ● Training and development. ● Compensation administration. ● Health, safety, and security. ● Employee/labour relations. ● Risk management.

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job specification- The job specification lists qualities that the employee should – or sometimes, must – have in order to qualify for the job. Educational qualifications ● Training/experience in the specific job ● Relatable skills ● Previous responsibilities ● Ability to work within a certain environment Job Description- The job description will usually appear on the posting before the job specification. It includes general information pertaining to the job, which is useful when advertising the role opening. Some examples include: ● The job title, location, duties, and summary. ● The working conditions, including what machines will be used, and any potential hazards. ● Who the employee, if hired, will report to?

Human Resource planning- Human resource planning (HRP) is the continuous process of systematic planning ahead to achieve optimum use of an organization's most valuable asset—quality employees. Recruitment- Recruitment is the process in which people are offered selection in an organization. It is when prospective employees are searched for and are then encouraged to apply for jobs within the organization. Examples- ● Analysing job requirements ● Advertising the vacancy ● Attracting candidates to apply for the job ● Managing response ● Scrutinizing applications ● Shortlisting candidates Selection -Selection is the process of identifying an individual from a pool of job applicants with the requisite qualifications and competencies to fill jobs in the organization. This is an HR process that helps differentiate between qualified and unqualified applicants by applying various techniques Examples- ➢ Screening ➢ Eliminating unsuitable candidates

➢ Conducting an examination (aptitude test, intelligence test, performance test, personality test, etc.) ➢ Interviews ➢ Checking references ➢ Medical tests Job Evaluation-wages and salary decisions - A job evaluation involves the use of a systematic process to determine the importance, monetary worth and complexity of jobs in an organization relative to one another. Examples of factors that might be considered: ➢ Knowledge & Skills. ➢ Responsibility/Impact on Organization. ➢ Communication/People Contacts. ➢ Job Complexity. ➢ Teamwork. ➢ Supervisory Responsibilities (Direct Reports) ➢ Budget managed. ➢ Work Environment (Physical Effort, Hazards)

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Performance appraisa l - A performance appraisal is a regular review of an employee's job performance and overall contribution to a company. Example ● 1) Attendance. Punctuality is one of the strongest virtues an employee can possess. ● 2) Innovation and Creativity. ... ● 3) Leadership. ... ● 4) Communication Skills. ... ● 5) Collaboration and Teamwork. ... ● 6) Time Management. ... ● 7) Customer Experience. ... ● 8) Problem Solving. Labour Relations - Labour relations refers to the relationship between employers and employees in industry, and the political decisions and laws that affect it. We have to balance good labour relations against the need to cut costs. ● Honest communication. ● Get your team behind the vision. ● Trust your people. ● Recognition & appreciation. ● Invest in your people.

● No favourites. Training development and career management- Through training and development, the employee acquires all the knowledge and skills needed in their day-to-day tasks. Workers can perform at a faster rate and with efficiency thus increasing overall productivity of the company. Examples of this kind of training and development are: ➢ Equal employment opportunity training. ➢ Diversity training. ➢ Leadership training for managers. ➢ Conflict resolution training for employees. Job Design- Design jobs to have a variety of tasks that require changes in body position, muscles used, and mental activities. For example, if an employee normally assembles parts, the job may be enlarged to include new tasks such as work planning, inspection / quality control, or maintenance.

Recruitment Process- Recruitment process is a process of identifying the job vacancy, analysing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate. Recruitment process steps- #1—Identifying the hiring need #2—Planning #3—Searching #4—Identifying viable candidates #5—Recruiting of A-level candidates #6—(Telephone) screening #7—(Face-to-face) interviewing #8—Offering of employment

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#9—Hiring of the candidate #10—Onboarding of the candidate Recruitment for hiring within organisation-Internal Recruiting Internal recruiting typically consists of one or more of the following approaches: ■ Internal job posting. ■ Nomination by manager. ■ Knowledge, skills, and abilities database. ■ Succession planning. Recruitment for hiring outside the organisation- External Recruiting When recruiting external talent, the recruiting function is very similar to the marketing function, in that the organization is promoting both itself and employment opportunities to potential candidates. Adapting marketing principles to employee recruitment is a proven way to bring discipline to the process. For example, organizations can be most effective in recruitment when they identify their potential markets and then create specific messages and activities to reach them.

Benefits of Internal Recruitment It is cheaper and faster to recruit staff internally than it is externally as it leverages employees that you already have. Internal recruitment promotes loyalty and can even improve employee morale as it serves as a reward for existing employees. Also, it saves time and money on training as the internal applicant will have more knowledge of the organisation and culture. It also contributes to reducing employee turnover. Matching internal candidates with the roles that fit the personality and skills means that they stay longer at the company and increases employee retention Disadvantages Recruiting from within limits the chances of new innovations and ideas as existing employees are more comfortable with the processes and not looking to change. Plus, you will be leaving a gap in the workforce. Even if you have recruited for a position internally, you will still have a gap in the workforce as you will need to find a replacement for the vacant position. Constant internal recruitment can result in a stagnant culture. Employees can get too comfortable whereby an external recruit may come in and shake things up. Benefits of External Recruitment Having someone from the outside brings in new ideas and new ways of doing things. This can shake up the business. You can cast a wider net to recruit the best workers with the most suitable skills. Relying solely on internal hiring means you could miss the chance to hire people with new skills and ideas. Therefore, with external recruitment you can increase your chances of recruiting experienced and qualified candidates.

Disadvantages New recruits will have a limited understanding of the company and company culture. External recruits will have less of an understanding when it comes to the environment of the company. Plus, there is a greater risk involved with filling a position externally. The new recruit might not be worth the position and can even take advantage of the employer or company. Not to mention. internal disputes are bound to arise if existing employees feel that they were more suited for the position. The industry I am choosing for the project is Amul in this company they use both internal and external recruitment processes. There are two types of Recruitment sources followed by Amul: EXTERNAL SOURCE and INTERNAL SOURCES Internal Sources: Internal sources include personnel already on the payroll of the organization. ➢ Present Permanent Employees. ➢ Employee Referrals ➢ Former Employee External Sources: These sources lie outside the organization In Amul they consider following sources for recruitment: ➢ Campus Interview ➢ Unsolicited Application ➢ Application Blank ➢ Placement Agencies

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360 Degree Evaluation for Amul and how to Execute it. according to me evaluation of the Amul company behind could be- Social media Strategy Review: Amul This review is a part of our ‘Social Media Strategy Review’ series where we do a 360- degree analysis of a brand’s entire social media activity. You can read the reviews of more brands here . When Varghese Kurian “Father of the White Revolution” reluctantly took the job at the Government of India’s experimental creamery at Anand, Gujarat very little he knew that he would end up giving birth to Gujarat Cooperative Milk Marketing Federation and the brand Amul. Nor did he know that his contribution will give him the honour of being the “Milkman of India”. The brand Amul has since then travelled far and wide breaking traversing across many boundaries and creating and breaking many records. One such boundary that Amul traversed across and made a new mark is marketing communication. The brand has created a new standard in marketing. Has it done the same with the social media, the new platform to engage audience?

Audience Analysis of Amul Amul the brand is consumed by all and loved by all, and the same holds true for its marketing communication effort. The love for Amul’s advertisements, in particular, and the brand, in general is such that people from all age group connect emotionally though the fan page is skewed towards male audience and not everyone talks positive about the brand. Overall Strategy Brand building and creating, nurturing, maintaining, and reinforcing brand awareness appears to the main objective of Amul’s social media participation. Through Social media, Amul strives to reinforce the top-of-mind brand recall by following the content- path set and led by Amul Butter, a subsidiary brand of Amul India.

The brand has also started to try influencing the product-usage scenarios/occasions (i

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Amul on Facebook Amul already had a winning content tool that its brand Amul Butter usage in print and outdoors, and at times on web, so it was not very difficult for the brand to take the content on Facebook. The brand has simply appropriated the content it has been created for its butter. Following in its butter’s footstep, the brand has become a canvas on which major news items that affect people at large is talked about (see the first two images below). This has led to a significant boost in the level of engagement for each post.

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Amul on Twitter On Twitter , the brand has almost replicated the content plan it had followed on Facebook. There is very little on this platform which is different from the things there on Facebook. Still, it has 12,962 followers, which surpasses the follower base of many Indian brands.

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There had been occasions where people have engaged with the brand. It was especially in times of high-energy events (like in the first image). And like on Facebook, here also you can hear the voice of dissent from its followers, which had been duly taken care of by the social media team of Amul (see the second image), unlike some of the brands in India. It reminds me of my experience with Amazon India, which deleted my negative post which I made when I did not receive my book even after 22 days of placing the order. It is good to see that Amul is not walking down that path.

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Comparison with competitor Although Mother Dairy, which is another big name in the industry, is Amul’s closest home-grown competitor, it has not succeeded in reaching out to so many people as did the brand from Anand. One reason behind this could be Mother Dairy’s limited pan-India availability.

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Amul has also surpassed its competitor in the though the engagement level on page had been more or less consistent (as you can see in the image below). The content posted on Mother Dairy’s page is quite engaging. If it had not been pitched against Amul, the brand would have looked quite solid in the analysis but seeing the level of engagement the studied brand enjoys, efforts of Mother Dairy look ordinary. Amul had a very potent tool, but it did not fully capitalize on it. In fact, the brand should take cue for Oreo India which building on the concept pioneered by Amul butter created such engaging content pieces. The brand should also study its competitor’s content pieces (particularly Mother Dairy’s) and bring some variety in the content before monotony sets in and engagement level dips lower, as it has done so quite a few times in the past month (see the fourth image under Amul on Facebook heading). The brand also needs to work on using hashtags and other twitter and Facebook elements. Labour Relation process- A labour union represents the collective interests of workers, bargaining with employers over such concerns as wages and working conditions. ● Labour unions are specific to industries and work like a democracy. ● Labour unions have local chapters, each of which obtains a charter from the national-level organization. Chapter 7 summary Employee selection in human resource management is critical to a company's success. This is particularly true in small businesses, where employee contributions have a higher level of impact on the company's fortunes. Developing a strong HR selection process can help ensure that your company hires competent, loyal employees who help you to reach your business goals. Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will

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also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills, and knowledge for the required job.

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102018-144050 - Ramandeep Kaur .- Dec 25, 2020 116 PM - class log 8826

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