8/3/2019 Hrm Survey

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 Aim: To study the impact of HRM activities (selection, training & performance

appraisal) in Organizational Performance.

 Area of study : Apparel manufacturing units

Human Resource Management (HRM) is concerned with the planning,acquisition, training & developing human beings for getting the desired

objectives & goals set by the organization.

Selection is the process of picking individuals who have relevant

qualifications to fill jobs in an organization. Selection is much more than just

choosing the best candidate. It is an attempt to strike an optimum balance

between what the applicant wants to what the organization requires.

Need for selection

•  To anticipate vacancy created due to attrition

• Growth & Expansion Plan

Modes of selection

• Internal Promotion: As garment industry is very much skill oriented in

which an individual gains through experience. Thus the employees

grow with company & thus internal promotion is very common practice

observed in this industry.

• External Agency: Employees are recruited as fresher (at trainee level)

with objective to learn & grow with the company.

In all these small to medium sized manufacturing units, Males turned out to

be stronger contender in terms of flexibility & handling stress. Which to some

extend could be observed in their selection practices.

 The three most basic requirements set up by industry are :-

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Technical skills

Communication skills

Experience

Wherein, the effective communication skills still hold an upper hand in

generating the first impression & thus selection of an employee.

In the survey conducted, we are able to achieve 55-65% successful selection

practices; in order to compete globally we need to harness right human

resource, at right time & place. Application of these very principles helps in

enhancing the organisational performance.

Training is a process that tries to improve skills or add to the existing level

of knowledge so that the employee is better equipped to do his present job or

to mould him to be fit for a higher job involving higher responsibilities. It

bridges the gap between what the employee has & what the job demands.

  Training and development need = Standard performance- Actual

performance

Since training involves time, effort & money by an organization, so it needs to

be very careful while designing a training program. The objectives & need for

training should be clearly identified & should be in accordance with the

company’s goals & objectives.

In Apparel industry the general trend observed in briefing the training

program are:

• All production intensive industries are shifting towards “Lean

Manufacturing System”. Therefore training underlies a very important

input in terms of streamlining the workflow mechanism.

• Increase the skill level of an employee; so that the worker can perform

his/her job efficiently.

ON THE JOB Training practices suits the garment industry to greater extent as

per the priority order charted below

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O P JIT IT

Priority

Orientation Program (OP), Job Instruction Training (JIT), Internship Training

(IT)

Based on the survey results, more than 50% of a company’s performance

depends upon effective training Program. So it very important that the

training cells should be conducted by the supervisor with prime objective:

•  To improve multitasking skills of an operator

• Learning based on Practical Knowledge

In order to exist in the competitive global market and to be effectual, shouldespouse the most modern technology, i.e., mechanization, computerization

and automation. Technical know-how alone, however, does not assure

success unless it is sustained by workforce possessing indispensable

expertise. Hence, organizations should train the employees to enrich them in

the areas of changing technical skills and knowledge from time to time.

Performance Appraisal is a systematic way of reviewing and assessing the

performance of an employee during a given period of time and planning for

his future. It is a powerful tool to calibrate, refine and reward the

performance of the employee. It helps to analyze his achievements andevaluate his contribution towards the achievements of the overall

organizational goals.

In many organizations appraisal results are used, either directly or indirectly,

to help determine reward outcomes. That is, the appraisal results are used to

identify the better performing employees who should get the majority of 

available merit pay increases, bonuses, and promotions.

By the same token, appraisal results are used to identify the poorer

performers who may require some form of training, counselling, or inextreme cases, demotion, dismissal or decreases in pay.

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During the survey, performance came unanimously as the major factor in

drafting the appraisal of an employee.

Performance

Experience

Future Plans

At the same time efficiency of an employee relates directly with the

appraisal. We need to acknowledge & appreciate the efforts of an employee,

so as to motivate the employees to perform better and prevent their turnover

from one company to other.