Assignment for HR 360

8/8/2019 Assignment for HR 360

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A report on

The role of HRM in Delta Pharmaceuticals Ltd

Prepared for:

Dr. A.N.M. Shibly Noman Khan

Assistant Professor, Human Resource Management

Course Title : Manpower Planning & Forecasting

Course ID : HRM 360

Section : 01

Semester : Autumn 2010

Prepared by:

NAME: ID:

MD. Fahim Alam 0730047

Independent University, Bangladesh

November 10, 2010

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November 10, 2010

Dr. A.N.M. Shibly Noman Khan,

Lecturer,

Human Resource Management,

Independent University, Bangladesh,

Baridhara, Dhaka.

Subject: The submission of the final report.

Dear Sir,

I am very much enthusiastic to let you know that my assigned final report has been donewith pre-announced time limitation and I am going to submit it herewith.

Basically, the report had been developed based on the HRM of Delta PharmaceuticalsLtd.

I devoted my best effort to make the essay a deserving one.

Because of my crude knowledge, slip-up might be visible to some extents. I anticipate yourforgiveness in this regard.

Lastly, I would like thank you to assign me such assignment.

With best regards,

Md. Fahim Alam

07300047

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First of all I l like to convey my endless thanks to the head of HR department of

Delta Pharma Ltd Mr. Arifur Rahman for providing us with required information. This

study would not have been come into true without his help.

I also equally grateful to Mr. Ziaur Rahman, Manager of Product Management

Department of Delta Pharma for allowing me for taking his interview.

I would also like to thank some other employees Of HR department of Delta

Pharma for providing me with information.

Last but not the least; I would like to thank our honorable course instructor Dr.

A.N.M. Shibly Noman Khan for giving me proper guide line for project. It would be

impossible for me to prepare this report without his assistance.

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CONTENT AT A GLANCE

ACKNOWLEDGEMENT


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TOPIC PAGE NO.

1. ABSTRACT 5

2. INTRODUCTION 6

3. BACKGROUND & SCOPE OF THE STUDY 7

4. SUDY LIMITATIONS 9

5. LITERATURE REVIEW 9

6. ANALYSIS OF HRM 9

8. RECOMMENDATION 30

9. CONCLUSION 30

10. REFERENCES 32

Abstract:

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Now-a-days, Effective firms of developed countries have become much more aware

compared to previous time to implement their manpower appropriately for achieving competitive

advantages. Human Resource Department exists in almost all of those firms. It is considered as a

part and parcel of the organization. Managers of all levels of those firms have realized that

competitive advantage always comes not only from a good design of product, ensuring good

quality, choosing the world best machineries and spare parts but from organized, motivated,

enthusiastic and loyal employees. But, they believe that it is not an easy job to motivate the

employees and ensure their loyalty as people are animated with emotion, likes and dislikes. So,

an appropriate strategic system is required to deal with Human resource. But, who will develop

this strategy and resolve different issues regarding Human Resource (HR)? So, a different HR

department was established by the firms and the norm flourished day by day. The scenario is

somewhat different here in Bangladesh. We are still lacking behind. Still, a good number of

organizations of us dont have a HR department. What is worse is that many of those

organizations perceive HR department worthless and unnecessary investment. But, its a matter

of happiness that there are some organizations including the multinational corporations which

have a very strong HR department and which rely on the worth of the establishment of a sole HR

department like other departments such as Marketing, Finance, Account, R&D and so forth.

Delta pharmaceuticals LTD is one of those organizations which rely heavily on its HR

department for the overall success of the firm. The HR Department of the Delta Pharma plays

a vital role for the overall success of the organization not only by hiring and firing but also

contributing for making good decisions and keeping the top management informed regarding

different aspects. On the other hand, to some extents, HR department is ignored in Delta. So,

there are both positive and negative aspects.

Introduction:

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According to Jeffery A. Mello it can be said that HR department of an organization not

only plays a role by recruiting and managing manpower but also assisting other departments for

achieving the goals. Marketing department might develop a very good marketing strategy;

Finance department might uphold a very good sketch as well but this aspect is not well enough

for success. It is HR which will carry on these strategies. IF Human Resource is not duly

motivated, success might not be achieved. As a result of which each and every organization

should have a well organized personnel management system and HR department which will keep

its Human Resource well motivated by ensuring full satisfaction. In our own organizations, the

HR practice has been flourishing day by day regardless of the size and nature of the

organizations. We can recognize the HR practice in the Telecom industries, Ad agencies,

educational institutions, Bank, Pharmaceuticals companies of our country.

Delta Pharmaceuticals LTD is one of the leading pharmaceuticals companies of our

country. HR practice is quite visible here and the organization is always aware of the desire and

satisfaction of the employees. Manpower is considered here as core competence for achieving

competitive advantage. Delta is not free from drawbacks as well. To some extents the HR

department is ignored as well.

Because of these reasons, I planned to develop our assignment based on Delta

Pharmaceuticals LTD. Our objectives to develop this report are:

To know the HRM policies of Delta Pharmaceuticals LTD.

To identify the various avenues for improving the HRM policies of Delta Pharma.

To come with recommendations for improving HR policies of Delta Pharma.

Background and scope of the study:

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As long as we are dealing with a pharmaceuticals company, we have made an effort to

draw an overview of the history of pharmaceuticals companies of our country as a whole. We

have also drawn an overview of Delta Pharmaceuticals LTD which is our concerning

organization.

PHARMACEUTICAL INDUSTRY: AN OVERVIEW

The pharmaceutical industry as a sector has been performed relatively well in Bangladesh. It has

experienced 18 % growth during the year 2009 and is now recognized to have great export potential. This

is a highly competitive industry with more than 240 companies and 4,400 products. Though number of

products seems to be higher but all of them fall into 425 categories.

The total market size of Domestic pharmaceutical market was BDT 5781 Cr in 2009. There is a

steady growth of domestic market since 1981.

The industry has thus become a leading growth sector, with some prominent manufacturers

operating under ISO certification and producing the finest medicines by internationally accepted

standard. Out of some 240 pharmaceuticals, as many as 30 big ones have most sophisticated

production plants with a capacity to meet international standard like the United States Food and

Drug Administration (USFDA). Among 49 LDCs, Bangladesh has most advanced industries in

this sector.

Multinational and large national companies generally follow current good manufacturing

practices (cGMP) including rigorous quality control of their products.

DELTA PHARMA LTD: AN OVERVIEW

DELTA PHARMA LTD was founded as a pharmaceutical manufacturing company in 2004. In the huge

severely aggressive pharmaceutical market, Delta has erected titan treads to settle firmly itself as one of

the foremost pharmaceutical industries in Bangladesh, from the time of its submissive commencement on

2004. As go along with hallucination, Delta has been proficient to make its incredibly strapping

principled presence felt in the society, consequently, DELTA PHARMA LTD get hold of solemn promise

of ascribing obligations in assembling as well as marketing effective, modern and life saving medicines

including products related to health care for the calamity and adversity of humankind of the state, in order

to not only diminish the undergoing and distress of disgusted people but also to accommodate to the

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requires of health care of the community and recovered future for the country, whereas, in each stride,

from the procurement of raw material to the manufacturing of finished goods, the company chases,

imitate and support the latest World Health Organization (WHO) permitted all principles of Good

Manufacturing Practices (GMP). In 2010 DELTA PHARMA LTD receive ISO certification for its quality

management system. Besides the national market, DELTA PHARMA LTD started its business

internationally. Currently DELTA PHARMA is doing business in 9 countries and business with 11 other

countries is under process.

PRODUCT OFFERINGS

Delta offers a wide range of pharmaceutical portfolio of different therapeutic segments of more

than 65 generics in more than 100 presentations. Moreover, Delta has gained a leading edge in many

therapeutic groups like Anticancer, Antibiotic, Cardiovascular, Antipsychotic, Vitamins and Minerals,

Antidiabetics, Antiallergies, Antioxidents, Haematinics, NSAIDs, Antiulcerants and so on. To remain at

the forefront of challenging pharma field, Delta is also headed towards the launching of new and

innovative molecules.

Fig-1: OPERATIONAL NETWORK

Fig

`

Study Limitation: As I have mentioned it earlier that, to some extents the

interviewees were reluctant to give us the information on some vital aspects because of the high

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Managing Director

General Manager

(HR-IT-Planning)

(HR-IT-Planning)

Marketing

Manager

General Manager

(Commercial)

General Manager

(Plant)

HR IT AC

Product SalesProduction

Quality

Control


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confidentiality and legislation from farms point of view. If i would get that information, my

project would be a better one.

Literature review:

I intended to fine-tune my study with appropriate back up of previous relative study or

consultants opinion. Here, i have made an effort to come up with the crucial definition of the

consultants of some important topics those are very much relevant with my study. I have also

studied some relevant articles done before to add new dimension in our report. All these features

have been explained below:

Analysis:

Here, I am make an effort to analyze critically some very important issues associated

with the practice of HRM in Delta Pharmaceuticals Ltd other. I will also try to focus on those

extents where HR is not practiced in Delta pharma.

HRM planning:

To bring any sorts of initiatives into practice an organization should fine-tune its Human

Resource Planning (HRP). The department head of HR department of Delta pharma LTD Mr.

Arifur Rahman and manager of product management department Mr. Zaiur rahman perceived the

same thing. So, Delta pharma is always conscious about this aspect.

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There are two reasons for Delta Pharma for developing HR planning:

To ensure outstanding assistance from employees to achieve success as they are the

strategic resource for Delta.

the planning process itself results in improved goal attainment.

Major features of HRM of Delta pharma:

RECRUITMENT AND SELECTION PROCESS:

For hiring new employee HR department of Delta adopts a specific guideline which is a

formal one, it is well structured and it generally does not vary from situation to situation. This

guide line is strictly followed for hiring all entry level employees including

Product executive,

Medical promotion representatives and

Executive or official levels employees.

The guideline is only changed a bit in term of defining and revising the job

responsibilities and job specification.

Recruitment and selection process for a product executive:

A recruitment and selection process for a product executive has been discussed below by

mentioning different sequential approach:

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Reviewing requirements:

checking out the departmental requirement for a particular position

forecasting the future needs

To cope up with changing environment. (Influenced by external factors)

Better control over production process

Once the prerequisites and objectives are well defined, a board meeting is held including the

departmental managers to decide whether they will go for the recruitment process or not.

To ensure a needy recruitment the following aspects are considered:

Whether the newly hired candidates will contribute for attaining the organizational goal.

Whether the departmental manager is able to keep up the better performance if the candidates

is not hired.

Assessing ROI

checking out the succession planning

After considering the above factors, decisions have been taken regarding the recruitment. ROI is

a crucial part here. A regression analysis is conducted to examine whether the recruitment will

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exceed the investment or not. If it is justified with respect to the investment, recruitment process

is taken place.

Revise the responsibilities:

The pre-defined responsibilities for this particular position are revised in this stage and to some

extents new dimensions are added here. The firm focuses in this regard to rearrange the job

description by adding or eliminating responsibilities. Based on this new job description, a job

specification is also developed. The major considerations are as follows:

Regular work hour of the employee (not more than 8 hours).

Regular working day of the employee (not more than 5 days).

The role for the position as a product executive.

The expectation of the management from the employee for this position.

To highlight the basic weakness and achievement of the previous employee for this position.

Job specification:

Basically for this position, Job specification or requirement has been developed based on major

three dimensions- Age

Education

Qualification

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Apart from that some other factors are also considered as important which have been discussed

below:

Age: For a product executive officer age limitation is 30.

Education: Their criterion is a graduate from Pharmacy, Medical collage or from Biochemistry

with preferably MBA

Qualification: Experienced candidates are preferred rather than fresh graduates having better

analytical ability and product management knowledge.

Preferred institution:

The students from leading public universities which have a better Pharmacy or

biochemistry department such as Dhaka University, Jahangirnogor University, Rajshahi

University, Chittagong University get priority for this positrion. The candidates from the leading

private universities having a strong pharmacy department such as NSU, EWU are also hired.

Communication skill.

Leadership ability.

Accountability.

Strategic capability.

Evaluating the Recruitment sources:

Product executive officers are hired both internally and externally. The following options are

considered as important here:

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Internal search:

Succession planning:

The firm, first of all considers its succession planning to see whether any potential employee can

fill this vacant position. Promoting an internal employee into the position for motivating is also a

consideration. But, the most important consideration is the negative consequences if any internal

employee is filled for the vacant position. If the negative aspects are greater than those of

positive, the internal recruitment will not be taken place and vice versa.

Previous applicants or employees:

Previously fired or rejected candidates during the recruitment process are recalled sometimes to

fill the vacant position. In this regard previously fired employees get more priority as they had an

exposure with the organizational culture and policies. So, training and development programs are

somewhat less important here. So, this is a cost saving approach.

External Search:

Advertisement:

The HRD of Delta Pharma always prefers to advertise in renowned newspapers. Both English

and Bengali well known national dailies are considered equally important in this regard.

Referred candidates by current employees:

Sometimes existing employees of the firm refer certain candidates for filling the vacant

position. This is a good source of recruiting and selecting employees for Delta.

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Executive search:

As the organization always prefer experienced employees in this regard; executive search is

considered as a better option for finding the potential employees who are already employed in

well reputed organization. So, the HRD of Delta makes an effort to attract those employees.

Evaluating the CVs and asking for written test:

Basically, it is not possible for the firm to conduct a written test exam for all the candidates.

So, before going for the written test, some candidates are eliminated primarily based on different

criteria such as style and language of CV and cover letter, qualification, experience, educational

back ground and so on. Around 60% candidates are eliminated in this stage and rest of the 60%

employees is asked for the written test.

Written test:

This is a very crucial part in the recruitment process. It is a mandatory part for the recruitment

process. Written test is basically conducted to evaluate the technical knowledge, analytical

ability and creative power which are very important for all positions, job knowledge and other

competencies. Generally, 50% (out of rest 40%) candidates are eliminated here.

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Selection process:

1st interview:

The 1st interview board is consisted of all departmental heads including the head of the HR

department of the firm. Here, the departmental head ask different question such as-

Stress question

Situational question

Puzzled question and

Job related other question.

The interviewers always focus on the reliability and validity of the questions.

Here, the interviewees try to examine the following aspects of the employees:

SKA (Skill, knowledge and ability)

Competencies

Analytical ability

Strategic Capability

Bargaining power

Generally, 50% (out of the rest of the candidates)are eliminated here.

Employment interview:

In is regard, the candidates are in formed regarding the posting location, salary package,

job condition, specific job responsibility. The candidates are asked as well regarding their

expectation. Around eliminating process is also active in this regard. Around 1:3candiates are

kept in this stage with respect to the number of employees to be recruited.

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adopt for the product executive position. Only the goal and job specification vary from the

recruitment process of product executive.

Goal for hiring a medical promotion officer:

To expand the organizational dimension and promoting and launching a new product.

Boosting up the overall sale of medicine.

To ensure greater exposure of the organization.

Job specification:

Age: Age should not be below 30 years old.

Education: minimum graduate with science background up to at least HSC level.

Experience: In this regard, the firm prefer the fresh graduates rather than the experienced

candidates.

Communication ability: Communication ability is somewhat very important here as the

employees are responsible here to promote the products.

SKA: Skill, knowledge and ability is always is always crucial for any kind of job.

Executive or officer level:

Job specification:

Age: Not more than 40 years old.

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Experience: Should have minimum 5 years job involvement.

Leadership ability: Leadership ability is considered as very important for this position.

Proper job knowledge: The candidates should posses a cery good job knowledge.

Analytical ability: Some times play vital role for initiating or developing new product. So,

analytical ability is crucial.

Figure-2: Recruitment and selection yield pyramid based on a recent recruitment for

product executive:

No. of candidates

Accept job offer 3/04

Received job offer 04/15

Called for the interview 15

Asking for the written test 100

1st round elimination/ evaluating CVs 200

Initial contact/resume received 350

Figure-3: Recruitment and selection process for Delta pharma Ltd:

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Reviewing

requirements:

Forecasting futurevacancy.

Departmentalrequirement.

Market expansion.

To cope up withchanging

environment.

Revising jobresponsibilities:

Examining the main role

Major required strength

Weakness of the last

candidate for the position.

Defining jobspecification:

Required

competencies.

SKA

Accountability.

Strategic ability.


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CONFLICTS AND NEGOSIATION:

DELTA PHARMA LTD always focuses on a good and friendly interpersonal relation

among employees. They always try to develop an informal relation with each other besides the

formal relation. The employees share personal problem, joyful family events etc. They do

believe that good interpersonal relationship among the employees is the key to get better output

from the team.

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Recruitment option:

Internal search:

Previous employees

Referred employees

External search:

Advertisement

Executive search

Evaluating CVs:

Language and style of

CVs and cover letter.

Evaluating educational

background,

qualification, experiences

1st round elimination.

Written test:

Accountability

Knowledge

Problem solving

ability.

Analytical ability

Strategic ability

1st interview:

Job related question

Situational question

Stress question

Validity & reliability

is ensured strictly.

Employment

interview:

Informing about-

Location

Salary package

Offering a role

Reference check:

Talking to the referee.

Checking out the

validity of given info.

Obtaining info based

on character and other

factors.

Medical report:

Full medical check up.

Physical capability for performing the job.

Confirmation letter

Joining report

Orientation.


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As a part of this the employees try to observe special days. For example in last Bangla New Year

they observe the festival Pohela Baishakh in their plant at Kishoregonj, where all employees

with their family were invited. There were cultural program, raffle draw, village fair etc.

Apart from that the top management always discusses with their subordinates for making crucial

decision and takes their recommendations before making decisions. For every policy making and

implementation they have a committee, where representative of the concerned departments are

involved. As a result of which employees perceive themselves as very active part of the

organization and they are well motivated as well which eventually ensures a sound in-house

employee relation.

TRAINING AND DEVELOPMENT PROGRAMS:

Delta Pharma always focuses on training and development programs. The management

always considers the training and development programs as investment rather than expenditure.

For all departments there is a training program schedule for the year. This is a bit more structured

in sales department, as they need the training more frequently compared to other departments.

Types and reasons for initiating training and development programs:

Type:

1. Basic training for the fresh employees and

2. Refresher training for existing employee for promoting their skill.

Reasons:

To promote the working skills for both new and current employees

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Return on Investment of training and development program:

There are no direct means of calculating the RIO of training, rather it is measured qualitatively. HRD

measures the performance especially in sales forces before and after the training.

TRANSFER POLICIES:

Mr. Arifur Rahman, Head of HR department of Delta Pharma said, We have nine other

depot offices outside Dhaka. So, we has a very structured transfer policies regarding to what

extents the employees would be transferred and how would be they transferred across different

positions and branches.

Transfer is mainly required for following purpose:

a. Employee interest: If any employee interested to have a transfer, we analyze is there are

vacancy and transfer him or her.

b. Company interest: If company needs anyone to transfer we transfer the employee with

transfer benefits.

c. Punishment transfer: If any employee involve unethical job, sometimes we practice

punishment transfer.

d. Promotion: Transfer may be required in case of promoting the employee

e. Job Rotation: Job of the employees is rotated from one position to another for managing the

succession planning.

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EVALUATION OF JOB:

Job analysis can be regarded as an examination of the job in an organization with a view to

documenting the skill, knowledge and abilities (SKAs) associated with successful performance

of those job. The written outcomes of this process are referred to either as a job description or a

job specification.

Job description refers to the duties or tasks to be carried on the job whereas job specification

refers to the competencies the job holder must possesses for the success of the job.

Major features of job analysis of Delta:

1. Skill: In this regard to analyze the job, the level of proficiency of the employees to carry

on the job is judged.

2. Knowledge: Here, the body of information, usually of a factual nature, that allows an

individual to perform a task successfully, is evaluated to analyze a job.

3. Ability: A more general, enduring trait that an individual possesses during the beginning

of the job is considered here.

The above mentioned features are evaluated properly to analyze a job. Apart from that, for all

position there are some criteria for evaluating the employees performance. There are some

quantitative and some qualitative criteria for all employees by which their performances is

evaluated in every month.

For example for an Medical Promotion Officer the major criteria are sales achievement

percentage, prescription share, Monthly exam result, product return percentages, monthly

outstanding status etc.

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PAY POLICY:

Delta has a fixed portion in the total salary for each position. Employee will get it

regardless the performance. But there is a variable portion of the salary which depends on the

months performance of the employee. So, two employees of similar position and similar basicsalary may receive different payment depending on their performance.

Some other issues:

Pay scale: Information is not given as it is very much confidential.

Provident fund: Around 8% of the basic salary goes to the provident fund.

Medical facilities: The doctors appointed by the firm always take care of the

employees. Apart from that, employees can always consume their company provided medicine

free for charge. But, the medicines should be prescribed by the doctors. Unless and until payment

is mandatory

Benefits and allowances: Strictly prohibited to bestow information.

OHS: The management of Delta Pharma Ltd is very much aware about the term OHS

(Occupational health and safety). They have an official and unofficial device to compensate the

employees when the employees are found victim due to an accident occurred within the province

of the organization.

Officially they have group insurance and unofficially the employees personally contribute to help

the employee.

For newly hired employees:

For fresh employees we have a fixed amount of remuneration. But for an experiencedcandidate it is always negotiable within a limit. So, the salary of two experienced employees may

be varied. But, it does not have any negative impact on the overall performance of the

employees. So, there is no dispute because of the inequality of salary.

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I

BASICALLY I TRY TO FIND IT OUT BY INDIVIDUAL TALKING. THE ORGANIZATION STRICTLY

FOLLOW SECRECY ABOUT THEIR COMPNESATIONS.

FIG:5

DISCIPLINARY PROGRAMS:

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To maintain the total discipline Delta has incentive and punishment. Depending on the

severity of the unethical practice management has following disciplinary actions:

Cautionary letter, at the first time

Transfer

Termination of the job in case of serious or repeated offence.

Reasons for initiating Disciplinary programs:

The involvement of the employees with unlawful and unethical offences.

Not to carry out any lawful order imposed by the authority and to induce others for

doing the same thing by undue influence or coercion.

Not to show proper respect towards the superior persons.

The involvement with any criminal offences.

PUBLIC RELATION:

Delta Pharma Ltd. always focuses on maintaining a proper communal relationship with general

Public,

Government,

Non-government and

Private organizations.

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The HRD always focuses on the different strategies to maintain a proper relationship based on

the type of the firm.

ADMINISTRATIVE ACTIVITIES:

Transfer: Job rotation, promotion, transferring for punishment.

Monetary punishment: Part of disciplinary programs.

Cautionary note: Cautionary letter is sent to the employees to make them aware if they are

found guilty for the involvement with unethical or criminal offences.

Force leave: Often the firm induces the employees to take leave for getting rid of monotony. It

is done deliberately by the firm sometimes with an intention to create a chance for job rotation

and developing succession planning.

Termination etc.

DEVELOPING NEW CONCEPT/ LAUNCHING NEW PROJECT:

The manager of product management department, Mr. Ziaur Rahman said, Before

launching a project or new product or we conduct a feasibility study. This includes marketing

feasibility (done by marketing division), commercial feasibility (done by Commercial division),

financial feasibility (done by Accounts department) and technical feasibility (done by Plant). If

the project is feasible then we go for launching with a detailed launching plan done by marketing

division. We always consider the recommendations of the employees if it is good.

So, you can easily recognize that the role of HR is not visible for developing a new concept

which might not motivate the employees of HR department for their 100% effort.

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PERFORMANCE MANAGEMENT:

Delta pharmaceuticals Ltd. always manage the performance of the employees using a rating

system. The system has been discussed below using figure and scoring methods:

Figure-6: Rating based on Ability to work with others:

Figure-7: Rating system based on quality of finished product:

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Illustration of the above figures:

1= Unsatisfactory performance with immediate improvement needed.

2= Performance is not meeting the level of anticipation and still need improvements.

3= Performance level is acceptable.

4= Performance exceeded expectation.

5= Out standing performance.

The HR department keeps the record of performance of each and every employee. There

is a part of salary which totally depends on the performance. This is a major device Delta uses to

maintain the employees performance. Besides, yearly evaluation is done based on performance.

Apart from that the employees scoring 1 and 2 on regular basis are motivated to promote

their performance. Those who score 4 and 5 are encouraged to keep up their performance and

they are treated with reward.

Not to do any criminal offence

Not to sale any expired medicines

According to the product Manager of Delta pharma, Mr. Ziaur rahman it can be said that the

organization rely heavily on their HR and HR department for the overall performance of the

organization. At the same time he insisted that Human Resource is their major core-

competence.

To be honest HR is well practiced in Delta but to some extents the HRD is ignored and get

less priority in the organization.

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CONCLUSION:After visiting Delta Pharma Ltd, we came to learn that HR is practiced very well there

and it has a positive impact for the overall performance of the organization. The role of HR

department is quite visible here in term of HR planning, recruitment, maintaining a sound

employee relation, making the salary package attractive and so forth. The manager of the product

management department of Delta Mr. Ziaur Rahman mentioned, The performance of our HRD

is outstanding. They have managed to ensure a very good in house employee relation by

motivating the employees in an appropriate way through the implementation of different

motives. As a result of which our turn over rate has been reduced from 30% to 7%.

But Delta is not free from drawbacks. To some extents the role of Hunan Resource

Department is not visible. Organizational design should be changed for improving those aspects.

If Delta could do it then it would be very much helpful for achieving competitive advantages.

Recommendations:

To be honest, Delta is a very organized firm and the role of HR department is quite

visible in Delta apart from few aspects. To some extents the role of HR department is quite

needed but they HR department is not getting the chance to access those parts of the

organization. We would like to recommend Delta to improve those aspects and to ensure the roleof HR department. The aspects have been discussed below:

Role of HR department:

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Delta always concentrates more on the Marketing, finance and IT planning. The HR

planning and HRD is somewhat ignored in Delta to some extents. But, HRD should be given

proper concentration like other department and HR planning should be developed appropriately

like other plantings.

Training and development programs:

Delta always initiates training and development programs only for promoting the skills of

the employees. This is the sole objective for Delta to initiate training and development program.

Delta never initiate training and development program for increasing the cultural

awareness of the employees. But, cultural awareness is a crucial issue for any kind of

organization. The overall improvement of internal common corporate culture promotes the

overall performance of the employees.

Selection process:

As described earlier, in term of final selection of new candidates the particular departmental head

gets more priority depending on the department for which recruitment has been accomplished.

For example, if a marketing executive is supposed to be hired, the final candidates would be

selected by the marketing departmental head.

But, the head of the HR department should have the authority along with the

departmental head to select the final candidates as well. HR department is responsible always for

hiring a new employee and ensuring their satisfaction by ensuring a good working environment,

preparing an attractive salary package, resolving problems and so forth. So, HR department

actually deal with people. As a result of which, if HR manager does not have the authority like

the departmental head to select the final candidate then he would not be motivated. Eventually,

this aspect might have a negative impact on the overall performance of HR department

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REFERENCES:1. Mello, Jeffrey A. Strategic Human Resource Management: Singapore:

Thomson Asia pte Ltd, 2002.

2. McBey, Kenneth J and Belcourt, Monica. Strategic Human Resource

Management: Canada: Thomson Canada Ltd, 2004.

3. Byars, Lloyd L and Rue Leslie W. Human Resource Management: North

America: McGraw Hill companies, Inc, 2003.

4. Robbins, Stephen P. and DeCenzo, David A. Human Resource. Singapore:

Management: John Willey and sons, Inc, 2002.

Glossary:

We have used some technical term and short form of different crucial terms forconvenience throughout the whole report. We would like to clarify those terms below:

HRD: Human Resource Department.

SHRM: Strategic Human Resource Management.

HRP: Human Resource Planning.

ITD: Information Technology Department.

ACD: Accounts Department.

Core- Competence: A unique feature of an organization which cant be imitated.

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Competitive Advantage: Incurring more than average market profit based on core-competence.

Competitive disadvantage: Just the opposite of competitive advantage.

Mixed Method: A method which is consisted of both qualitative and quantitativemethod.

Multivariate Analysis: An analysis consisted of multiple independent and dependentvariables.

Bivariate Analysis: An analysis consisted of two variables- One dependent and oneindependent variable.

Thank you

Documents

Assignment for HR 360