HRM FINAL REPORT HR Problem Solutions for AWAZ Television
Submitted To: Mr. Shah Saad Hussain
Submitted By: Syed Ahsan Ali Shah
7581
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TABLE OF CONTENTS
LETTER OF TRANSMITTAL……………………………………………………………………………………………….4 INTRODUCTION………………………………………………………………………………………………………………5 Company’s Profile………………………………………………………………………………………………5 Company’s Scope……………………………………………………………………………………………….5 Company’s Objective………………………………………………………………………………………….5 Company’s Mission Statement……………………………………………………………………………5 Basic Management Structure………………………………………………………………………………6 BASIC FUNCTIONS OF HUMAN RESOURCE MANAGEMENT DEPARTMENT……………………..7 Job Analysis…………………………………………………………………………………………………………7 Compensation…………………………………………………………………………………………………….7 Recruitment………………………………………………………………………………………………………..7 Selection…………………………………………………………………………………………………………….7 Performance Appraisal……………………………………………………………………………………….7 Training………………………………………………………………………………………………………………7 Layoffs, Retirement, Dismissal…………………………………………………………………………….7 Change Management………………………………………………………………………………………….7 Succession Planning……………………………………………………………………………………………7 PROBLEM STATEMENT……………………………………………………………………………………………………8 Problems in Functions of Human Resource Management…………………………………..............8 Job Analysis…………………………………………………………………………………………………………8 Compensation…………………………………………………………………………………………………….8 Recruitment………………………………………………………………………………………………………..8 Selection…………………………………………………………………………………………………………….8 Performance Appraisal……………………………………………………………………………………….8 Training / Employee Development………..……………………………………………………………9 Change Management………………………………………………………………………………………….9 Succession Planning……………………………………………………………………………………………9 Employee Complaints…………………………………………………………………………………………9 Career Counseling……………………………………………………………………………………………..9 ANALYSIS OF THE IDENTIFIED PROBLEMS…………………………………………………………………….10 QUESTIONNAIRE…………………………………………………………………………………………………………..10 QUESTIONNAIRE SAMPLE…………………………………………………………………………………11 DATA ANALYSIS AND PROPOSALS…………………………………………………………………………………13 RECOMMENDATIONS…………………………………………………………………………………………………..18 Performance Appraisal……………………………………………………………………………………..18 Performance appraisal form……………………………………………………………………………..19 Job Analysis………………………………………………………………………………………………………22 Sample of job analysis interview questions for management positions…………….23 Job description sample form…………………………………………………………………………….24 Recruitment Process…………………………………………………………………………………………25 Recruitment request form………………………………………………………………………………..27
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Recruitment advertising……………………………………………………………………………………28 Sample Application form…………………………………………………………………………………..29 ACTION PLAN……………………………………………………………………………………………………………….32 BIBLIOGRAPHY……………………………………………………………………………………………………………..33
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LETTER OF TRANSMITTAL Mr. Shah Saad Hussain IoBM, Karachi Pakistan Dear Sir, I am happy to present my term report, Human Resource Management Plan for AWAZ Television Network. This report adds detail to the findings of my 3 weekly assignments, and strengthens my previous observations regarding the substantial problems of HRM existing in AWAZ Television Network. I expect that my recommendations will give you an insight of HR issues in a mounting local news channel and how to deal with these issues from the core. I have already discussed with the HR manager of the mentioned business and included his feedback. Syed Ahsan Ali Shah 7581
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INTRODUCTION COMPANY PROFILE AWAZ TV Network PVT Ltd incorporated in Karachi on 27 June 2008 is one of the associated concerns of following leading group of companies;
ZEALPAK Cement Factory Ltd Indus Steel Pipes PVT Ltd Rohri Cement PVT Ltd Almaal Securities and Services PVT Ltd Sardar M.Ashraf D.Baluch PVT Ltd Shahbaz Cement PVT LTD Lilley International PVT Ltd Indus Conductor and Cable Industries PVT Ltd
COMPANY’S SCOPE AWAZ TV Network’s primary goal is to create greater value for our viewers, employees and society. We strive to be a driving force in creating different source of media entertainment and simplifying information. We are committed to provide high quality information and entertainment programs keeping in view regional culture and norms. We will be presenting the true culture of Sindh around the globe and AWAZ TV will be the real face of SINDH as well as a common people of PAKISTAN and SINDH. COMPANY’S OBJECTIVE To create a channel in Sindhi which update day to day Regional, National and International affairs along with excellent family entertainment, at AWAZ TV, we see how media benefits people’s lives everyday and realizes the important role of media industry in socio-economic development. We will educate related societies in the fields of Technical Education, Law, Social Responsibilities and basic Health. AWAZ TV will play a major role to inform and educate a common man through its various means which ultimately will result in positive effects of socio-economic developments. COMPANY’S MISSION STATEMENT Our mission is to be the best ever standard regional channel on aired for our viewers. AWAZ TV will express and show the real psychographic and cultural features of Sindh which would help in bringing up a different image of the province Sindh nationally and internationally and also to provide quality entertainment and information with better standards technically within our programs and News, also address the problems faced by the society not only on Regional or national but on international level.
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BASIC MANAGEMENT STRUCTURE
CHAIRMAN
DIRECTOR OPERATIONS
DIRECTOR NEWS
DIRECTOR PROGRAMS
CHIEF TECHNICAL
OFFICER
MANGER ADMIN & FINANCE
G.M SALES
& MARKETING
DEPUTY DIR.
NEWS
PROGRAM MANAGER
MANAGER OPERTATIO
NS TECHINICA
L
MANAGER I.T
CREATIVE DIRECTOR
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BASIC FUNCTIONS OF HUMAN RESOURCE MANAGEMENT DEPARTMENT: After an interview with Mr. Waqas we came to know the current HR situation of the organization:
Job Analysis:
It hasn’t been started in the organization and no plan has been formulated.
Compensation:
Devised as per job analysis and job difficulty level, salary is as per the jobs importance.
Recruitment:
Recruitment is done through the HR department up to the middle managers; anyone above is done through consultation of the CEO. Departments generate requirements for any seat to be filled.
Selection:
Interviews 2 to 3 are taken along with performance and written tests (through HODs or HR department), especially for field and editorial staff. Background checks along with qualification checks are also carried out.
Performance appraisal:
Compensation and benefit plan is there. People are paid as per Band. The compensation plan is following industry standards. Performance appraisal in a rigorous form is missing.
Training:
Technical training is only done by technical department. There is not any thing like moral surveys. Career planning and counseling is also in the planning pipeline but not implemented yet.
Layoffs, Retirement, Dismissal:
Employee complaints are handled through a procedure, usually resolved departmentally, unless it’s a moral or ethical issue. Retirement counseling is not present.
Change management:
No concept as so far in the organization.
Succession Planning:
There is no succession planning, and future needs are in debate.
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PROBLEM STATEMENT Intellectual capital is the most key element in the current fast paced business circumstances, the growth and staffing of quality human capital which will improve with organization’s standards is a time taking and monotonous task and can only be done through proper planning, organizing, mentoring and controlling. Lack of HR processes in an organization is a clear signal that HRM is absent in it, this is the current problem in AWAZ Television. PROBLEMS IN FUNCTIONS OF HUMAN RESOURCE MANAGEMENT: After an interview with Mr. Waqas (HR Manager) the following problems in the functions of HR in the organization were identified: Job Analysis: No job analysis done yet Job identification and description absent
Compensation: Compensation is not competitive as per industry and reshuffling is also not done Placement of bands is required compensation wise Identification of education and other seniority levels is absent
Recruitment: Recruitment is always sudden There is no planning No recruitment channels defined
Selection: Job description is still not defined clearly so selection is again done on abrupt
basis. No selection committee is defined There is no HR involvement at any level due to lack of resources
Performance appraisal:
Recognition of talent is not there KPIs (Key Performance Indicators) are not identified No performance management system
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Training/ Employee development: No scheduled training, it is also on the abrupt basis Employee development training is missing
Change management:
No concept as yet in the organization. Succession Planning:
No succession planning Formal training is missing Returns are huge
Employee Complaints
No proper procedure to handle complaints. Absence of HR presence in general, employees of not aware that they can
actually come to HR to complain. Lack of interaction between HR and employees.
Career Counseling
Totally missing
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ANALYSIS OF THE IDENTIFIED PROBLEMS Analysis was done using the 5 why method and the problems were identified. Attached are the fishbone and brainstorming session with the HR manager of AWAZ Television.
QUESTIONNAIRE A questionnaire was prepared with the mutual consent of Mr. Waqas to circulate them in the company and gather at least 25 more responses on the problems identified to verify their legitimacy. After the verification of these problems their solutions will be discussed in this report along with an action plan for their application. Following is the questionnaire which is attached as a sample in this report.
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QUESTIONNAIRE SAMPLE
NAME: _________________________ DESIGNATION: __________________ DATE: __________________________ Q1: Is there a company mission and vision and has it been explained to you?
Yes No Not Sure Q2: Is there a well defined organizational chart in your company?
Yes No Don’t know
Q3: Is there a job description and specification communicated to you and do you have periodic job analysis?
Yes No
Q4: Do you interact / communicate with the HR department easily and do you consider it empowered and people oriented?
Yes No
Q5: Is the decision making too centralized, do you feel free to make independent important decisions? Centralized Decentralized Q6: Do you have periodic Performance appraisals? And are you aware of a company performance management program?
Yes No Not Sure
Q7: Were you hired through a well organized recruitment program?
Yes No
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Q8: Was the HR department involved in your hiring or were you hired spontaneously and randomly?
Yes No (Hired randomly)
Q9: Are there many job opportunities available for the key personal in the company? Yes No Total employees in the company = 270
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DATA ANALYSIS AND PROPOSALS
Q1: Is there a company mission and vision and has it been explained to you?
010
20
30
40
50
60
70
80
YES NO NOT SURE
Replys
Proposal: While majority of the employees of the survey were not sure or did not know about the company vision and mission, a serious training and awareness programme should be undertaken for all departments Q2: Is there a well defined organizational chart in your company?
0
10
20
30
40
50
60
YES NO NOT SURE
Replys
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Proposal: Since the organizational chart does not exist so it should be formulated after a top management and HOD meeting as per the company goals, objectives and needs. Q3: Is there a job description and specification communicated to you and do you have periodic job analysis?
0
20
40
60
80
100
YES NO
Replys
Proposal: Employees declared a total absence of job analysis; it proves that the very backbone of HRM is missing in this organization. A well planed program to initiate, cultivate job analysis in the organization should be implemented within three months to prevent further damage. Q4: Do you interact / communicate with the HR department easily and do you consider it empowered and people oriented?
0102030405060708090
YES NO
Replys
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Proposal: Communication between employees and HR department is not enough so employee should be aware of the fact that there query will be entertained. Q5: Is the decision making too centralized, do you feel free to make independent important decisions?
010
20
30
40
5060
70
Centralized Decentralized
Replys
Proposal: Centralization Tends to lower self esteem and buoyancy of employees and makes processes time consuming, this problem can be solved by explaining to the board of directors through meetings with killed HR negotiator. Q6: Do you have periodic Performance appraisals? And are you aware of a company performance management program?
01020304050607080
YES NO NOT SURE
Replys
Proposal: Performance appraisal is absent since job analysis has not been done. This needs to be planned out and implemented after job analysis.
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Q7: Were you hired through a well organized recruitment program?
01020304050607080
YES NO
Replys
Proposal: Most were hired through references, recruitment system is absent. Q8: Was the HR department involved in your hiring or was you hired spontaneously and randomly?
010
20
30
40
5060
70
YES NO
Replys
Proposal: Absence of the recruitment process resulted in random selection. This will also be resolved after the recruitment program is initiated.
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Q9: Are there many job opportunities available for the key personal in the company?
01020304050607080
YES NO
Replys
Proposal: Lack of the appreciation of the talent and skill sets result in the non availability of job opportunities. This will also be resolved after the performance management system is initiated.
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RECOMMENDATIONS Performance Appraisal
Manager should write down positive and negative performance behavior of employees throughout the performance period.
Jobs evaluation should do on the basis of a large prepared list of descriptive statements about effective and ineffective behavior on jobs.
A range of reasonable options should be listed. Each option is compared against each of the other options. The outcomes are tallied and the option with the highest score is the preferred option.
The Rating Scale method should be incorporated which is a form on which the manager simply checks off the employee’s level of performance.
Managers / supervisors should be asked to describe strengths and weaknesses of an employee’s behavior. This is a non-quantitative technique and it usually use with the graphic rating scale method.
Performance rating method should be used that focused on specific behaviors or sets as indicators of effective or ineffective performance. It is a combination of the rating scale and critical incident techniques of employee performance evaluation.
Manager must compare an employee to another employee, rather than comparing each one to a standard measurement.
Managers / employees set objectives for the employee (MBO), periodically evaluate the performance, and reward according to the result. MBO focuses concentration on what must be accomplished (goals) rather than how it is to be accomplished (methods)
Employees should receive confidential, anonymous feedback from the people who work around them (360 Degree Feedback).
Forced ranking method of performance appraisal to rank employee must be integrated but in order of forced distribution. For example, the distribution requested with 10 or 20 percent in the top category, 70 or 80 percent in the middle, and 10 percent in the bottom.
Behavioral Observation Scales can also be incorporated which is frequency rating of critical incidents that worker has performed.
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Performance appraisal form RATING SCALES OF PERFORMANCE APPRAISAL FORM: We can use scales as follows for this performance appraisal form.
1. Outstanding: Performing at a level above and beyond the duties of the current position’s requirements
2. Fine: Performing duties as directed with least supervision. 3. Unsatisfactory: Major improvements needed.
CONTENT OF PERFORMANCE APPRAISAL FORM: Quality of work
Deem accuracy, thoroughness, effectiveness Ability to meet standards of quality in pressure situations Use of time and volume of work accomplished Work output matches the expectations
Quantity of work
Competency, meticulousness, and effectiveness of work regardless of volume Carefulness and precision
Teamwork
Create and sustain effective working association with others Shares information and resources with others Follows instructions of supervisor and respond to requests from others in the
team in a helpful manner Contributing work and effort to group performance to meet agreed upon
objectives and achieve team success Job knowledge
Application of suitable level of technical and procedural knowledge in particular field
Level of technical aptitude Understanding of job procedures, methods, facts and information related to
assignments Perform duties with minimal supervision but seek guidance where and when
appropriate to the job, consults the appropriate staff Initiative
Consider the degree to which the employees sets own constructive work follow and recommends and creates individual measures
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Self-starter, develop and implement new methods, procedures, solutions, concepts, designs and/or applications of existing designs or procedures
Accepts additional challenges and responsibilities and willingly assist others, self-reliant
Completes task on time Interpersonal relations
Consider the extent to which the employee is cooperative, considerate, and tactful in dealing with supervisors, subordinates, peers, faculty, students and others.
Health and safety compliance
The degree to which he or she complies with or over sees the compliance with university safety rules
The following are also to be completed for supervisory personnel and members of the administrative staff
Communications abilities
Ability to listen and understand information Presents information in a clear and concise manner Knows appropriate way of communicating with immediate superiors and the
management Demonstrates respect for all individuals in all forms of communication
Regardless of their background or culture Planning and organizing
Adapting to changes and using resources effectively Maintains confidentiality as appropriate Setting objectives, establishing priorities, developing plans Arranging work schedules and prioritizing work to meet deadlines Know when to ask for clarification before proceeding on a work project
Problem analysis and decision making
Anticipating problems and facilitate problem resolution Willingness to make necessary and immediate decisions given incomplete
information Understanding practical and workable solutions Recognizing when a decision is necessary, asking for input, making decisions and
providing information and feedback in a timely manner Staff development
The extent to which the individual provides guidance and opportunities to his or her staff for their development and advancement in the organization
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Dependability
Consider the extent to which the employee completes assignments on time and carries out instructions
Starts work at appropriate time Respects time allowed for breaks and lunch Follows policies for requesting and reporting time off Helps ensure work duties are covered when absent Employee’s presence can be relied upon for planning purposes Attendance and punctuality meets supervisor’s requirements
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Job Analysis Observation methods for job analysis should be applied like direct observation,
work methods analysis, critical incident technique. Direct Observation method of job analysis must be used to observe and record
behavior / events / activities / tasks / duties while something is happening. Work methods analysis can also be very helpful to describe manual and
repetitive jobs. Method of critical incident technique for job analysis should be utilized to
identify work behaviors that classify in good and poor performance. Interview method is a useful tool of job analysis to ask questions to both
incumbents and supervisors in either an individual or a group setting. Interview includes structured Interviews, unstructured interview, and open-ended questions.
Questionnaire method is also a very useful technique to employ: PAQ model is a questionnaire technique of job analysis. It is a structured
instrument of job analysis to measure job characteristics and relate them to human characteristics. It consists of 195 job elements that describe generic human work behaviors.
FJA model is a technique, it includes 7 scales (numbers) that measure: 3 worker-function scales: measure % of time spent with: data, people, things; 1 worker-instruction scale; 3 scales that measure reasoning, mathematics, language.
WPS model is a computer-administered system for job analysis MOSAIC model is a questionnaire technique of job analysis used to collect
information from incumbents and supervisors. It contains 151 job tasks rated in terms of importance for effective job performance and 22 competencies rated in terms of importance, and needed proficiency at entry.
CMQ model is a technique of job analysis designed to have applicability to a broad range of exempt and nonexempt jobs. It includes 41 general questions of background section, 62 questions of contacts with people, 80 items of decision making, 53 items of physical and mechanical activities, 47 items of work setting.
FJAS model is a technique of job analysis that describes jobs from the point of view of the necessary capacities. It includes 52 cognitive, physical, psycho-motor, and sensory abilities; each of the categories consists of two parts – an operational and differential definition and a grading scale.
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Sample of job analysis interview questions for management positions Job analysis interview questions for management positions include questions as follows: How many staff do you supervise?
Directly? ____ Indirectly? ____ How many trainees do you supervise directly?
Directly? ____ Indirectly? ____ What is your supremacy related to?
Recruitment and selection Training and development Performance appraisal Compensation and benefit
What is financial matter you have to manage? What’s budget you have to manage? List asset/instruments you have to manage? What is document you are allowed to sign? Describe the activities that are part of your supervisory duties:
Work assignments Instruction and training Performance appraisal Discipline Grievance handling Placement
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Job description sample form FORM OF JOB INFORMATION Job title: Job code: Department: Job location: Manager / Supervisor’s title: FLSA status (exempt or non-exempt) Type of job: Regular, Temporary, Full-time, Part-time Hours worked: ………. /wk Date revised of job description: Purpose of the job: FORM OF JOB DUTIES AND RESPONSIBILITIES List of main duties (include % time pent of each task) List of responsibilities List of employee empowerment: Employee relations
Internal relations External relations
Supervision Number of employee: List of employee (job title, number of employee (same job title), job nature).
Key result areas Standards of performance FORM OF JOB SPECIFICATION Knowledge Skills Experience Abilities FORM OF WORKING CONDITIONS: Environmental conditions Job hazards / safety Machine, tools and equipments _________________ __________________ ____________ Prepared by (print) Signature Date
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Recruitment Process Objectives of recruitment process
To ensure that the recruitment is as per the company’s expectations To attract sufficient applications from potential candidates with the required
skills, qualities, experience, and competencies deemed as being necessary to the job
To develop and maintain processes which will assist in ensuring the appointment of the most suitable candidate
Recruitment Process Getting Recruitment Request
Non-availability of existing resource to fulfill a new requirement Replace an existing resource Vacancy created due to the resignation of a existing resource Recruitment as backup resource Other reasons as deemed fit by the CEO and Senior Management
A recruitment request has the job specifications detailing the job title, mandatory skills, desired skills, responsibilities, location, start date, and approximate end date of the assignment. Make recruitment plan Based on recruitment requests, HR dept make recruitment plan and send to Director for approval.
Number of employees need to recruit Job descriptions Recruitment Sources Checking Plan for candidates Budget of recruitment
Researching of workforce market HR dept need to regularly study the labor market to determine the recruitment channels appropriate to each audience.
Ability to provide Time to provide fast or slow Cost Suitable audiences Based on the requirements of recruitment, HR should propose suitable channels
Contact recruitment agencies Based on the channel recruitment approved, HR dept conduct to contact recruitment channels to:
Determining costs
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Determining when recruitment ads are posted Conducting procedures with recruitment agents such as contracts and payment
Issue recruitment ads HR dept should:
Design recruitment ads In some cases, it must be sent to director for approval Post information to recruiting agents or post to free recruitment channels HR manger should check the information which was posted to ensure conformity
with the requirements set out Take care of candidates Candidates often call or email to inquire information of recruitment, and HR dept need to build up information channels to answer the requirements of candidates. Receiving CVs from candidates After receiving CVs, HR dept perform the next step in the process of selecting candidates.
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Recruitment request form 1. General information of recruitment request You should design a table with columns and rows as follows:
From Name Department Date
2. Recruitment request form You should design a table with columns as follows:
No Designation No. Of Requirements Qualification Skill Sets Years Of Experience Project to handle Expected Date of Joining Period Of Requirement Salary Range
3. Remarks: Please attach job description and job specification for each position. Signatures
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Recruitment advertising 1. Purpose of recruitment advertising To attract a wide a pool of suitable candidates in a cost-efficient manner 2. Methods of recruitment advertising
Radio/TV: national, local Job centers etc. Careers offices: school, universities In-house notice-board, journal, intranet, word-of-mouth Professional/specialist journals/newspapers Newspapers: national, local, free The Internet: registers, own website Head-hunters Use of agencies
3. How to choose suitable method of recruitment advertising? Choice of recruitment advertising must be based on some factors as follows:
Type of job Type/number of users Frequency of advertisement required Circulation required Geographical coverage required Organizational image Cost of the right mix above
4. Design of recruitment advertising
AIDA principle When design recruitment ads, you should base on advertising principles of AIDA as follows:
o Attention – catch the attention of the target audience o Interest – hold the interest until the whole message is read o Desire – Arouse desire for the opportunity offered o Action – Stimulate action in the form of applications
Content of recruitment advertising o Job title/location/salary o Brief description of job o Brief description of organization o Brief description of the ‘ideal’ person o Benefits etc. o Special provisions (e.g. mobility, accommodation etc.) o Application procedure and closing date o Equal opportunities statement
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Sample Application form APPLICATION FORM CANDIDATE INFORMATION: Position applied: __________________________________________________________ Name: __________________________________________________________________ Email: __________________________________________________________________ Present Address: __________________________________________________________ ________________________________________________________________________ Permanent Address: _______________________________________________________ ________________________________________________________________________ Date of Birth: ____________________________________________________________ Sex: Male / Female________________________________________________________ Marital Status: ___________________________________________________________ Date of Marriage: _________________________________________________________ Number of Children: _______________________________________________________ Age of Children: __________________________________________________________ You need to design a table with columns: member, occupation, address, phone. EDUCATION Language Spoken: (State Mother Tongue First) You design a table with columns: Language, Spoken, and Written, Both. And rating scales can be Native, Fluent, Fair, Poor. Academic Details:- You design a table with columns: Course Main Subjects, Year of Passing, % of Marks Obtained, Name of School / College / Institution (Along with University). EXPERIENCE Work Experience Summary: You design a table with columns: Company Name, Designation, Duration, Reason for Leaving. Current Job Details:- Company Name: __________________________________________________________ Current Designation: ______________________________________________________ Date of Joining: ___________________________________________________________ Current Salary (All Inclusive package): _________________________________________ Expected salary (All inclusive package): ________________________________________ Job Responsibilities: _______________________________________________________ ________________________________________________________________________ ________________________________________________________________________ New Job:-
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Do you have any experience in the XXXXXXX Industry? If yes, please specify the Industry _________________________________________________________________ Position _________________________________________________________________ Tenure __________________________________________________________________ What kind of growth are you looking for yourself in the next 3 years? ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ What do you feel is your major accomplishment? Give reason in support of your claims ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ Other Details: Have you ever been convicted? ______________________________________________ Do you have any political Involvement? _______________________________________ Does any family relative have political involvement? _____________________________ Do you have any relatives employed overseas? _________________________________ Family Business / Service: __________________________________________________ ________________________________________________________________________ GENERAL INFO What are your strengths? ________________________________________________________________________ ________________________________________________________________________ What are your weaknesses? ________________________________________________________________________ ________________________________________________________________________ What are your hobbies? ________________________________________________________________________ ________________________________________________________________________ Have you applied to (this specific job) before? YES / NO If YES, when______________________________________________________________ In what Capacity: _________________________________________________________ Final Outcome ___________________________________________________________ Do you wish to relocate? ___________________________________________________ How may days time would you require to attend a personal interview? ________________________________________________________________________ c) What is your notice period before you can join? _______________________________ List Three References (other than relatives) You design a table with columns:, Name, Official Designation, Address & Phone No, Period for which he knows you, Capacity in which he knows
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DECLARATION I hereby declare that the information furnished above is true and correct to the best of my knowledge. In case any false statement is made by me, Company would have the right to terminate my services at any time. DATE: ____________ PLACE: _____________ Signature: ____________
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ACTION PLAN After identifying and planning which instruments and programs to use, the following action plan will be implemented:
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BIBLIOGRAPHY Mr. Shah Saad’s presentation slides and lecture notes http://en.wikipedia.org/wiki/Human_resource_management http://www.hrmguide.net Business research methods by Donald R Cooper HRM Report on Express News
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