Mba_Project

A Project Report On MANPOWER PLANNING At H-LINE SOFT INFORMATION TECHNOLOGIES PVT LTD Submitted in the partial fulfillment of the requirements For the award of the degree of MASTER OF BUSINESS ADMINISTRATION Submitted by USHA PENMETSA 08D21E0051 Under the guidance of Mrs. M. VISALAKSHI Asst. Professor [pic] DEPARTMENT OF MANAGEMENT STUDIES SRIDEVI WOMEN’S ENGINEERING COLLEGE (Affiliated to J N T University, Hyderabad) Vattinagulapally, Gandipet, Hyderabad- 500075 (2008-2010) DEPARTMENT OF MANAGEMENT STUDIES CERTIFICATE This is to certify that the dissertation entitled “MAN POWER PLANNING” carried out by Ms. USHA PENMETSA student of MASTER OF BUSINESS ADMINISTRATION (2008-2010), of SRIDEVI WOMEN’S ENGINEERING COLLEGE, HYDERABAD, is hereby accepted and approved as a credible work, submitted in the partial fulfillment for the requirement of degree of MBA from JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY, HYDERABAD, it’s a bonafide record of the work done by her under my supervision during her stay as a project trainee at “H-LINE SOFT INFORMATION TECHNOLOGIES PVT. LTD. from March 1st 2010 to June 12th 2010. (Mrs. M. VISALAKSHI) (Mr. R. NARESH KUMAR) (Asst. Professor) (Asst. Professor) INTERNAL GUIDE HEAD OF THE DEPARTMENT EXTERNAL ACKNOWLEDGEMENT I would like to express my gratitude for all the people who extended unending support at all stages of the project. I would also thank my project guide Mr. M. Viswanath, Project Manager for his support and co-operation during the course of my project I wish to express my sincere thanks to Dr. Y. RAJASREE, Principal, Sridevi Women’s Engineering College and Mr. R. Naresh Kumar, Asst. Professor, Head of the Department, Department of Management Studies and I thank my faculty guide Mrs. M. Visalakshi, Asst. Professor, Department of Management Studies, Sridevi Women’s Engineering College for her valuable inputs and guidance provided throughout my project. Last but not the least, I would like to thank the Management and Staff of H-LINE SOFT INFORMATION TECHNOLOGIES PVT. LTD. for giving their valuable time and views which have helped in successful completion of my project. (USHA PENMETSA) DECLARATION I USHA PENMETSA, hereby declare that the project work entitled “MAN POWER PLANNING” is an authenticated work carried out by me at “H-LINE SOFT INFORMATION TECHNOLOGIES PVT. LTD”, under the guidance of Mrs. M. VISALAKSHI for the partial fulfillment of the award of the degree of MASTER OF BUSINESS ADMINISTRATION and this work has not been submitted for similar purpose anywhere except to DEPARTMENT OF MANAGEMENT STUDIES, SRIDEVI WOMEN’S ENGINEERING COLLEGE, affiliated to JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY, HYDERABAD. (USHA PENMETSA) INDEX S.NO CONTENTS PAGE NO 1. INTRODUCTION TO THE TOPIC 1. Introduction to Manpower planning. 1 1. What is MANPOWER' 2 2. What is PLANNING' 2 3. What is MANPOWER PLANNING' 3 4. Prerequisites of Manpower Planning 4 5. Functions of Manpower Planning 4 6. Advantages of Manpower Planning 5 7. Obstacles of Manpower Planning 5 8. Steps in Manpower Planning Process 7 2. Statement of Problem 8 3. Need of the study. 8 4. Objectives of the study. 9 5. Scope of the study. 10 6. Limitations of the study 11 2. COMPANY PROFILE 2.1 Industry Profile 2.1.1 Indian IT Industry 12 2.1.2 Indian Software Industry 14 2.2 Company Profile. 17 2.2.1 Mission 19 2.2.2 Vision 19 2.2.3 Complete Vision and Mission 19 2.2.4 Strengths 19 2.2.5 Policy 20 2.2.6 Norms and Rules 20 2.2.7 Services 21 2.2.8 Portfolio 36 2.2.9 Clients 37 3. RESEARCH METHODOLOGY 3.1 Research Design 38 3.2 Sampling Plan 38 3.3 Sampling Size 38 3.4 Sample Design 39 3.5 Data Collection Methods 39 3.6 Statistical Tools 39 3.7 Research Survey 40 4. DATA ANALYSIS and INTERPRETATION 4.1 Introduction to Data Analysis 44 4.2 Introduction to Interpretation of Data 44 4.3 Data Analysis based on Questionnaire 4.3.1Given to Top Level Executives 45 4.3.2 Given to Middle Level Managers 57 4.3.3 Given to Low Level Employees 65 FINDINGS 80 SUGGESTIONS 82 CONCLUSIONS 84 ANNEXURE Questionnaire 85 Bibliography 94 INTRODUCTION INTRODUCTION 1.1 Introduction to manpower planning Manpower Planning or Human resource planning is the process of systematically forecasting the future demand and supply for employees and the deployment of their skills within the strategic objectives of the organization. It is the process by which Management determines how the management should move from its current manpower to its desired manpower utilization. Definitions: Estimating or projecting the number of personnel with different skills required over time or for a project, and detailing how and when they will be acquired. The development of strategies to match the supply of workers to the availability of jobs at organizational, regional, or national level. Manpower planning involves reviewing current manpower resources, forecasting future requirements and availability, and taking steps to ensure that the supply of people and skills meets demand. At a national level, this may be conducted by government or industry bodies, and at an organizational level, by human resource managers. A more current term for manpower planning at organizational level is human resource planning. MAN POWER PLANNING [pic] 1 1.1.1 What is MAN POWER' Man power in General sense is Total supply of personnel available or engaged for a specific job or task. Man power in Economic sense is Total labor force of a nation, including both men and women. If there are more people than available jobs, it is called manpower surplus if available people are fewer than jobs, it is called manpower deficit. Estimating or projecting the number of personnel with different skills required over time or for a project, and detailing how and when they will be acquired. 1.1.2 What is PLANNING' Planning in organizations and public policy is both the organizational process of creating and maintaining a plan and the psychological process of thinking about the activities required to create a desired goal on some scale. As such, it is a fundamental property of intelligent behavior. Planning is nothing but using the available assets for the effective implementation of the production plans. After the preparing the plans, people are grouped together to achieve organizational objectives. It involves both decision making and Problem Solving. Planning is concerned with coordinating, motivating and controlling of the various activities within the organization. Time required for acquiring the material, capital and machinery should be taken into account. Manager has to reasonably predict future events and plan out the production. The basic purpose of the management is to increase the production, so that the profit margin can be increased. Manager has to guess the future business and to take timely and correct decisions in respect of company objectives, policies and cost performances. The plans need to be supported by all the members of the organization. Planning is making a decision in advance what is to be done. It is the willpower of course of action to achieve the desired results. It is a kind of future picture where events are sketched. It can be defined as a mental process requiring the use of intellectual faculty, imagination, foresight and sound judgment. 2 1.1.3 What is MANPOWER PLANNING' Personnel management is productive exploitation of manpower resources. This is also termed as “Manpower Management”. Manpower Management is choosing the proper type of people as and when required. It also takes into account the upgrading in existing people. Manpower Management starts with MANPOWER PLANNING. Every manager in an organization is a personnel man, dealing with people. Manpower Planning emphasizes: • Establishment and recognition of future job requirements • Scanning the organization through systematic manpower audit • Assured supplies of qualified participants • Development of available manpower • Effective utilization of current and prospective workforce members Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. Human Resource Planning has got an important place in the arena of industrialization. Human Resource Planning has to be a systems approach and is carried out in a set procedure. The procedure is as follows: ➢ Analyzing the current manpower inventory. ➢ Making future manpower forecasts. ➢ Developing employment programmes. ➢ Designing training programmes. 3 1.1.4 Prerequisites of manpower planning: Step1 Job Analysis / job design - Management must define what work to be performed, how tasks to be carried out and allocated into manageable work units (jobs). Step 2 Job description & job specification: It refers to incumbent where a job specification with regard to qualification and experience needed to perform a job. Step 3 Forecasting procedures: It can be done by forecasting the internal supply and external supply of the people who can perform the job. Step 4 Internal Supply of Manpower: Identifying the manpower internally. 1.1.5 Functions of manpower planning The penalties for not being correctly staffed are costly. • Understaffing loses the business economies of scale and specialization, orders, customers and profits. • Overstaffing is wasteful and expensive, if sustained, and it is costly to eliminate because of modern legislation in respect of redundancy payments, consultation, minimum periods of notice, etc. Very importantly, overstaffing reduces the competitive efficiency of the business. • Planning staff levels requires that an assessment of present and future needs of the organization be compared with present resources and future predicted resources. Appropriate steps then be planned to bring demand and supply into balance. • Thus the first step is to take a 'satellite picture' of the existing workforce profile (numbers, skills, ages, flexibility, gender, experience, forecast capabilities, character, potential, etc. of existing employees) and then to adjust this for 1, 3 and 10 years ahead by amendments for normal turnover, planned staff movements, retirements, etc, in line with the business plan for the corresponding time frames. 4 1.1.6 Advantages of manpower planning Manpower planning ensures optimum use of available human resources. ➢ It is useful both for organization and nation. ➢ It generates facilities to educate people in the organization. ➢ It brings about fast economic developments. ➢ It boosts the geographical mobility of labor. ➢ It provides smooth working even after expansion of the organization. ➢ It opens possibility for workers for future promotions, thus providing incentive. ➢ It creates healthy atmosphere of encouragement and motivation in the organization. ➢ Training becomes effective. ➢ It provides help for career development of the employees. 1.1.7 Obstacles in manpower planning Following are the main obstacles that organizations face in the process of manpower planning: ➢ Under Utilization of Manpower: The biggest obstacle in case of manpower planning is the fact that the industries in general are not making optimum use of their manpower and once manpower planning begins, it encounters heavy odds in stepping up the utilization. ➢ Degree of Absenteeism: Absenteeism is quite high and has been increasing since last few years. ➢ Lack of Education and Skilled Labor: The extent of illiteracy and the slow pace of development of the skilled categories account for low productivity in employees. Low productivity has implications for manpower planning. ➢ Manpower control and review • Any increase in manpower is considered at the top level of management • On the basis of manpower plans, personnel budgets are prepared. These act as control mechanisms to keep the manpower under certain broadly defined limits. 5 • The productivity of any organization is usually calculated using the formula: ▪ Productivity = Output / Input But a rough index of employee productivity is calculated as follows: ▪ Employee Productivity = Total Production / Total no. of employees • Exit Interviews, the rate of turnover and rate of absenteeism are source of vital information on the satisfaction level of manpower. For conservation of Human Resources and better utilization of men studying this condition, manpower control would have to take into account the data to make meaningful analysis. • Extent of Overtime: The amount of overtime paid may be due to real shortage of men, ineffective management or improper utilization of manpower. Manpower control would require a careful study of overtime statistics. Few Organizations do not have sufficient records and information on manpower. Several of those who have them do not have a proper retrieval system. There are complications in resolving the issues in design, definition and creation of computerized personnel information system for effective manpower planning and utilization. Even the existing technologies in this respect are not optimally used. This is a strategic disadvantage. 6 1.1.8 Steps in Manpower planning process: ➢ Analyzing the current manpower inventory- Before a manager makes forecast of future manpower, the current manpower status has to be analyzed. For this the following things have to be noted- • Type of organization. • Number of departments. • Number and quantity of such departments. • Employees in these work units. ➢ Making future manpower forecasts- Once the factors affecting the future manpower forecasts are known, planning can be done for the future manpower requirements in several work units. The Manpower forecasting techniques commonly employed by the organizations are as follows: • Expert Forecasts: This includes informal decisions, formal expert surveys and Delphi technique. • Developing employment programmes- Once the current inventory is compared with future forecasts, the employment programmes can be framed and developed accordingly, which will include recruitment, selection procedures and placement plans. • Design training programmes- These will be based upon extent of diversification, expansion plans, development programmes, etc. Training programmes depend upon the extent of improvement in technology and advancement to take place. It is also done to improve upon the skills, capabilities, knowledge of the workers. 7 1.2 Statement of the Problem I have selected Manpower Planning from H-LINE SOFT Pvt. Ltd to study and know about the manpower planning practices that are going in that particular organization. I have used the simple percentage method for the data analysis to know about the policies, practices of the organization taking into consideration the factors such as reward systems, compensation, and training and development types and preparing and giving the questionnaire to all the levels of the employees in the organization. I have given interpretations based on the response given by the respondents. 1.3 Need of the Study Manpower Planning is a two-phased process because manpower planning not only analyses the current human resources but also makes manpower forecasts and thereby draw employment programmes. Manpower Planning is advantageous to firm in following manner: ➢ Shortages and surpluses can be identified so that quick action can be taken wherever required. ➢ All the recruitment and selection programmes are based on manpower planning. ➢ It also helps to reduce the labor cost as excess staff can be identified and thereby overstaffing can be avoided. ➢ It also helps to identify the available talents in a concern and accordingly training programmes can be chalked out to develop those talents. ➢ It helps in growth and diversification of business. Through manpower planning, human resources can be readily available and they can be utilized in best manner. ➢ It helps the organization to realize the importance of manpower management which ultimately helps in the stability of a concern. ➢ Design training programmes. ➢ It is useful both for organization and nation. ➢ It generates facilities to educate people in the organization. 8 ➢ It brings about fast economic developments. ➢ It boosts the geographical mobility of labor. ➢ It provides smooth working even after expansion of the organization. ➢ It opens possibility for workers for future promotions, thus providing incentive. ➢ It creates healthy atmosphere of encouragement and motivation in the organization & training becomes effective. ➢ It provides help for career development of the employee 1.4 Objectives of the Study The foremost that have been concentrated in selecting this project and the areas that have been given importance are: • The variations in efficiency, productivity, and flexibility of labor as a result of training, work study, organizational change, motivation, etc. • Check out the changes in the organization due to the changes in employment practices. • Whether they are able to predict sales and production forecasts properly or not' • To know about the variations which respond to the new legislations i.e., payroll taxes or their abolition. • To study about the effects of technological change. • To concentrate on the effects of change of government policies. • Whether or not the employees in the organization are satisfied with the practices going on in the organization. 9 1.5 Scope of the Study ➢ Key to managerial functions- The four managerial functions, i.e., planning, organizing, directing and controlling are based upon the manpower. Human resources help in the implementation of all these managerial activities. Therefore, staffing becomes a key to all managerial functions. ➢ Efficient utilization- Efficient management of personnel becomes an important function in the industrialization world of today. Setting of large scale enterprises requires management of large scale manpower. It can be effectively done through staffing function. ➢ Motivation- Staffing function not only includes putting right men on right job, but it also comprises of motivational programmes, i.e., incentive plans to be framed for further participation and employment of employees in a concern. Therefore, all types of incentive plans become an integral part of staffing function. ➢ Better human relations- A concern can stabilize itself if human relations develop and are strong. Human relations become strong trough effective control, clear communication, effective supervision and leadership in a concern. Staffing function also looks after training and development of the work force which leads to co-operation and better human relations. ➢ Higher productivity- Productivity level increases when resources are utilized in best possible manner. Higher productivity is a result of minimum wastage of time, money, efforts and energies. This is possible through the staffing and its related activities (Performance appraisal, training and development, remuneration). 10 1.6 limitations of the Study • The study is limited only to IT sectors & the analysis and report is confined only to H-Line Soft Pvt. Ltd. • The information collected is limited for a period of time of one year from May 2009 to May 2010. • The data provided is superficial data given by managers and the trainers to the maximum extent. 11 COMPANY PROFILE COMPANY PROFILE 2.1 Industry Profile 2.1.1 Indian IT industry The Indian information technology (IT) industry has played a major role in placing India on the international map. The industry is mainly governed by IT software and facilities for instance System Integration, Software experiments, Custom Application Development and Maintenance (CADM), network services and IT Solutions. According to Nasscom's findings Indian IT-BPO industry expanded by 12% during the Fiscal year 2009 and attained aggregate returns of US$ 71.6 billion. Out of the derived revenue US$ 59.6 billion was solely earned by the software and services division. Moreover, the industry witnessed an increase of around US$ 7 million in FY 2008-09 i.e. US$ 47.3 billion against US$ 40.9 billion accrued in FY 2008-09 IT outsourcing in India As per NASSCOM, IT exports in business process outsourcing (BPO) services attained revenues of US$ 48 billion in FY 2008-09 and accounted for more than 77% of the entire software and services income. Over the years India has been the most favorable outsourcing hub for firm on a lookout to offshore their IT operations. The factors behind India being a preferred destination are its reasonably priced labor, favorable business ambiance and availability of expert workforce. Considering its escalating growth, IBM has plans to increase its business process outsourcing (BPO) functions in India besides employing 5,000 workforces to assist its growth. A 5 year agreement between HCL Technologies and News Corp for administering its information centers and IT services in UK. As per the industry analysts, the pact is estimated to be in the range of US$ 200-US$ 250 million • US$ 50 million agreement between HCL Technologies and Meggitt, UK-based security apparatus manufacturer, for offering engineering facilities. • Global giant Wal-Mart has short listed there Indian IT dealers namely Cognizant Technology Solutions, UST Global and Infosys Technologies for a contract worth US$ 600 million. 12 India's domestic IT Market India's domestic IT Market over the years has become one of the major driving forces of the industry. The domestic IT infrastructure is developing contexts of technology and intensity of penetration. In the FY 2008-09, the domestic IT sector attained revenues worth US$ 24.3 billion as compared to US$ 23.1 billion in FY 2007-08, registering a growth of 5.4%. Moreover, the increasing demand for IT services and goods by India Inc has strengthened the expansion of the domestic market with agreements worth rising up extraordinarily to US$ 100 million. By the FY 2012, the domestic sector is estimated to expand to US$ 1.7 billion against the existing from US$ 1billion. Government initiative in India's domestic IT Market The Indian government has established a National Taskforce on IT with an aim of formatting a durable National IT Policy for India Endorsement of the IT Act, which offers an authorized structure to assist electronic trade and electronic operations. Major investments in India's domestic IT Market • According to Andhra Pradesh Government the state's SEZs and Software Technology Parks of India (STPI) will witness an investment of US$ 3.27 billion in the next few years. • VMware Inc, San Francisco-based IT firm is looking forward to invest US$ 100 million by 2010 in India. • EMC Corporation's total Indian assets is expected to reach US$ 2 billion by 2014 Future of Indian IT Industry The Indian IT sector persists to be one of the flourishing sectors of Indian financial system indicating a speedy expansion in the coming years. As per NASSCOM, the Indian IT exports are anticipated to attain US$ 175 billion by 2020 out of which the domestic sector will account for US$ 50 billion in earnings. 13 2.1.2 Indian Software industry The software industry being the main component of the IT Industry in India has also helped the IT sector in India to grow at a good pace. As per the proceedings taking place in the software industry the future of the India Software Industry looks promising. The software industry includes businesses involved in the development, maintenance and publication of computer software using any business model. The industry also includes software services, such as training, documentation, and consulting. The India Software Industry has brought about a tremendous success for the emerging economy. The software industry is the main component of the Information technology in India. India's pool of young aged manpower is the key behind this success story. Presently there are more than 500 software firms in the country which shows the monumental advancement that the India Software Industry has experienced. The Indian Software Industry has grown from a mere US $ 150 million in 1991-92 to a staggering US $ 5.7 billion in 1999-2000. No other Indian industry has performed so well against the global competition. According to statistics, India's software exports reached total revenues of Rs. 46100 crores. The total share of India's exports in the global market rose form 4.9 per cent in 1997 to 20.4 percent in 2002-03. It is expected that the India Software Industry will generate a total employment of around four million people, which accounts for 7 per cent of India's total GDP, in the year 2008. Today, the Software Industry in India exports software and services to nearly 95 countries around the world. The share of North America (U.S. & Canada) in India's software exports is about 61 per cent. In 1999-2000, more than one third of Fortune 500 companies outsourced their software requirements to India. The Government has also played a vital role in the development of the India Software Industry. In 1986, the Indian government announced a new software policy which was designed to serve as a catalyst for the software industry. This was followed in 1988 with the World Market Policy and the establishment of the Software Technology Parks of India (STP) scheme. 14 The word "software" had been coined as a prank by at least 1953, but did not appear in print until the 1960s. Before this time, computers were programmed either by customers, or the few commercial computer vendors of the time, such as UNIVAC and IBM. The first company founded to provide software products and services was Computer Usage Company in 1955. The software industry expanded in the early 1960s, almost immediately after computers were first sold in mass-produced quantities. Universities, government, and business customers created a demand for software. Many of these programs were written in-house by full-time staff programmers. Some were distributed freely between users of a particular machine for no charge. Others were done on a commercial basis, and other firms such as Computer Sciences Corporation (founded in 1959) started to grow. The computer-makers started bundling operating systems software and programming environments with their machines. When Digital Equipment Corporation brought a relatively low-priced micro-computer to market, it brought computing within reach of many more companies and universities worldwide, and it spawned great innovation in terms of new, powerful programming languages and methodologies. New software was built for micro-computers, and others, including IBM, followed DECs example quickly, resulting in the IBM AS400 amongst others. The industry expanded greatly with the rise of the personal computer in the mid-1970s, which brought computing to the desktop of the office worker. In subsequent years, it also created a growing market for games, applications, and utilities. DOS, Microsoft's first product, was the dominant operating system at the time. In the early years of the 21st century, another successful business model has arisen for hosted software, called software as a service, or SaaS; this was at least the third time this model had been attempted. SaaS reduces the concerns about software piracy, since it can only be accessed through the Web, and by definition no client software is loaded onto the end user's PC. 15 Software sectors There are several types of businesses in the software industry. Infrastructure software, including operating systems, middleware and databases, is made by companies such as Microsoft, IBM, Sybase, EMC, Oracle and VMWare. Enterprise software, the software that automates business processes in finance, production, logistics, sales and marketing, is made by Oracle, SAP AG, Sage and Infor. Security software is made by the likes of Symantec, Trend Micro and Kaspersky. Several industry-specific software makers are also among the largest software companies in the world: SunGard, making software for banks, BlackBoard making software for schools, and companies like Qualcomm or CyberVision making software for telecom companies. Other companies do contract programming to develop unique software for one particular client company, or focus on configuring and customizing suites from large vendors such as SAP or Oracle. Leading companies: mindshare and market share In terms of technology leadership, the software industry has long been led by IBM. However, Microsoft became the dominant PC operating system supplier. Other companies that have substantial mindshare (not: market share) in the software industry are SUN Microsystems, the developer of the Java platform, Red Hat, for its open source momentum, and Google for its Google Docs. However in terms of revenues coming from software sales, the software industry is clearly dominated by Microsoft, since inception. Microsoft products are still sold in largest number across the globe. Size of the industry According to market researcher Data Monitor, the size of the worldwide software industry in 2008 was US$ 303.8 billion, an increase of 6.5% compared to 2007. Americas account for 42.6% of the global software market's value. Data Monitor forecasts that in 2013, the global software market will have a value of US$ 457 billion, an increase of 50.5% since 2008. 16 2.2 Company Profile H-Line soft initially started in the year 2000, NEWYORK, USA. The team started as a web designing company but slowly paced up to wide variety of services from website development to software development. The company offered its support to more than 500 clients around the world and still doing its business with excellent pace. We offer distinct solutions addressing the needs of small businesses and midsize companies to suite offerings for global organizations. Areas of expertise include traditional & emerging technology marketing, web development & programming, and database development & management. H-Line soft is a web service company, offering a wide range of services which range from designing to development, covering almost all the fields in the best possible way. Business maturity demands the proper implementation of Information Technology. We are here for the benefit of the small- medium scale companies that are overwhelmed with such demands in need of maturity. To be the best we know what and how to present beautifully the working of the client’s need and their advantages be highlighted. H- Line soft started in 2006 as a team in Hyderabad of web designing software development research over these years. We have involved into end-to-end e-business solutions and software Development Company, catering to 500-plus global client across major industry verticals. The rare combination of IT industry exposure, business insight and R&D capabilities makes H-line Soft IT a unique brand. It is, therefore, not surprising that the company has successfully from 2006 onwards, it has averaged 100% annual growth in terms of revenue, profits, turnover and client base. H-Line Soft has also made our mark as the outsourcing hub of global IT leaders. As marketing tie-ups are crucial for global growth, the Hyderabad (India) - centric organization with global reach-out joined hands with the US-based Comp-U-Max together. H-line Soft IT has expanded rapidly since and currently operates from its state-of-the-art Development Center in Hyderabad & New York, and five more business development-cum-customer service centers in UK, Canada Australia, Europe and the Middle East. 17 The company has also tied up with a leading IT service provider in Europe, In order to explore the fast growing GCC markets. H-line Soft has so far trained 500+ students & 1000+ Students completed their academic projects. They provide 3-month career course for engineering & IT students which train them in the latest versions of .NET, Java, PHP, Testing Tools, Web Designing & Hardware Networking. Classes are held 5 to 6 times a week for 2 hours of each session. Alternate theory & 24/7 Practical lab sessions are held. H-Line Soft Information Technology Pvt. Ltd. Is an end-to-end business solutions and software development company which combines cutting edge technology with keen business acumen to deliver high quality, e"nnovative Web solutions and business process automation tools for global enterprises Since its inception a decade ago, the company has successfully catered to 500- plus international clients across major industry verticals, H-Line soft to meet the most challenging IT requirements, while ensuring superior quality, higher efficiency, lower costs and overall competitive advantage. H-Line Soft remains the trusted consultant and technology strategist of reputed corporate houses. H-line Soft meets the offshore development/outsourcing requirements of top 10 global IT/Web solutions companies and their export division is a 100% EOU (Export Oriented Unit), registered with the Software Technology Parks Of India (STPI). 18 2.2.1 Mission Leveraging the latest in Information Technology to address real- life business issues and developing innovative solutions for maximizing the business growth. 2.2.2 Vision To harness and hone the best of marketing, strategic and technical skills for development of customer- centric and “e”nnovative e- business solutions and business process automation tools. These in turn will optimize their customer online growth and offline business potentials. 2.2.3 Complete Mission and Vision • One-stop resource centre for fully customized and industry-specific e-business solutions. • Decade-long track record of delivering web solutions, business process automation tools & custom software – on time and within budget. • 600-plus global clientele, spanning the UK, USA, Europe, Canada, Australia, South Africa, India and Middle East. • 500-plus projects delivered successfully. • Outsourcing hub of top 10 software/web solutions companies. • 100-plus TEAM of motivated professionals, ensuring complete customer satisfaction. • 24x7 customer support and dedicated account managers for effective project management. • Intensive R & D to suit individual customer requirements. 2.2.4 Strength • To give up bound online business an uninterrupted path, by focusing on its customer first approach and walks by its customers 24*7 customer support online as well as offline. 19 2.2.5 Policy CUSTOMER IS THE KING 2.2.6 Norms and Rules As marketing tie-ups are crucial for global growth, the New York-centric organization with a global reach out joined hands with the UK- based bloom media. Together the marketing partners have broken new ground and experienced unprecedented growth within a short span. H-Line soft IT has expanded rapidly since and currently operates from its state- of- the- art Development Center in New York, and five more business development and service centers in UK, Canada and Middle East. The company has also tied up with a leading IT service provider in Dubai, in order to explore fast growing GCC markets. H-Line Soft IT's firm commitment to constant quality improvement has paid rich dividends as well and quality management. The design, development, implementation, maintenance and support of end-to-end e-business and web solutions, software applications and allied IT solutions. H-Line Soft IT has also propelled its superior customer services to the next level and our corporate Websites (www.hitechitsolutions.com) feature never-before client servicing tools. 20 2.2.7 Services H- Line soft offers various and wide range of services to its customers. They are: • Design Services. o Flash based content creation for specific requirements compliance: Their services feature flash content management systems which allow updating text, images edit kind of functionalities in any sort of discipline. They provide best content creation services for Internet applications, scripting languages, XML kind of programming and Ajax applications. o Flash Based E-commerce: E-commerce is a term for doing business online, typically via the internet. Generally it implies purchase of goods and services over the internet. Their company focuses mainly on support and development functionalities for E-commerce web sites with interactive Flash Based programming Flash makes a site lively and vibrant, flash designs also make web sites very attractive. The rich internet client capabilities of the macromedia Flash MX is enabling new Rich Internet applications .Their suitability for better data visualization, real time interactivity, high usability , pertinent information areas make it an ideal for next generation e-commerce solutions. Their ecommerce solutions provide retail, wholesale and distribution operations with modern tools that cut costs and efficiently inflate markets. o UI Designing for commercial websites and applications: Technology alone cannot win the user acceptance, the user experiences about the end product is the vital concept for acceptance. Effective user Interface design requires a systematic approach from the initial stage of the product. For optimum performance usability testing is mandatory. Their user design experts keep track of the product right from the initial stage of the product which helps to design an ultimate product according to user needs and requirements. 21 • Graphic Design. H-Line Soft has a team of young, talented, creative and excited designers to work on your projects, committed to give you choices and reach the unexpected. Their unique and flexible business model focuses on client’s satisfaction and efficient and effective methodology ensures timely delivery for your work. With over an experience of more than 100 projects our team has worked in various industries and knows that every company is different. Thus, the approach and solution is customized to attain the design which you know will work for you. ▪ Ad-Design. ▪ Brochure Design. ▪ Flyer/ Poster Design. ▪ Logo Design. ▪ Newsletter Layout. ▪ Business Cards. ▪ Letter Heads. ▪ Package Design. ▪ Print Ads. 22 • Web Development. o Application Development: Web application development is the process and practice of developing web applications. It is the creation and maintenance of software applications to be used on the World Wide Web. Web application development is more important in today's technology-driven world than ever before. Even many of today's simple web sites employ some form of a web application. Their senior development team has an abundance of experience delivering web applications to clients that provide solutions to key business requirements. While leveraging the latest technologies, we always keep client-specific goals as our top priority. They choose not to implement technology simply for technology's sake rather prefers to draw from their vast development experience and implement the most appropriate technology solution to deliver the best result for our client. H-soft Line can develop sites and applications designed to integrate into existing systems or suggest new platforms and configurations to optimize performance and usability. o Programming Services: Web application development is performed by specialized programmers, who are familiar with the coding necessary for the creation of Web pages, including HTML, XML, Flash, Perl, CSS, PHP, JSP, ASP, and others. Each of these has a specific function and creates varied results. To varying degrees, programmers are proficient in one or more of these languages. Web application development can be varied or specific, depending on the needs of the Web pages involved. Their software programmers have experience and expertise of all kinds of software application development in various custom programming languages that provides us with different kinds of web applications programming resources. They provide custom website design and developed software for your E-commerce enabled website whether it is for a person, business, company or organization. 23 Their web programming services packages will be highly competitive and cost effective. This leads your website or software for luring customers and having an increased traffic for your product/services/information. H-LINE SOFT ensures success of your products with continuously investing and hosting well trained engineers in our excellence technical groups working on, MS / .NET Technologies Systems Programming (C++/VC++) Java Technologies Open Source Technologies (PHP, Linux, Dojo) Flex Programming Databases (Oracle, SQL Server, DB2, My SQL, MS Access, Sybase). o E-commerce systems: An E-Commerce system is an electronic system that automates the exchange of goods and services over the Internet in a secure environment. It allows web-based companies to be established, and provides an opportunity for existing companies to automate their sales process and use their online presence to achieve higher sales volumes and reach global markets. E-Commerce systems, when designed and implemented correctly, can generate drastic reductions in administrative, sales and marketing overheads. They provide innovative technical solutions and expert marketing advice to ensure you get the most out of your E-Commerce system. o CRMS: CRMS is a process that will help bring together lots of pieces of information about customers, sales, marketing effectiveness, and responsiveness and market trends. CRMS helps businesses use technology and human resources to gain insight into the behavior of customers and the value of those customers. 24 o Website Design: With literally millions of websites to choose from on the internet, a well-designed site is meant to draw users in. Common considerations include ease of use and attractiveness. Site visitors need to be able to quickly understand what a site offers and how to navigate the various pages of the website. Experts in site design can make simple, fully comprehensible websites that are fully customizable for any client's needs. A key aspect of site design is the ability to seamlessly integrate elements so that customers can move from learning about a product to choosing an item to purchasing it in easy, simple steps. For this, an expert in site design must not also be technically adept at building a site, he or she must also understand how to lay out design elements artistically and cleanly. o Work Flow Management: Workflow management is a system of overseeing the process of passing information, documents, and tasks from one employee or machine within a business to another. Through proper workflow management, each of these employees or machines will pass the work on according to a predetermined procedure. As technology advances, much workflow management has become automated and takes advantage of special software to make the process much smoother. The main advantages are 1. Workflow management makes it easier to track employees and machine performance. 2. Workflow management serves to standardize working methods, ensuring that every employee working on the same level is performing the same function. 3. Workflow management also improves customer service. 4. Workflow management also helps businesses find ways to improve their production or service processes. 25 • Marketing Services. o Internet and E-mail marketing: Internet marketing is the marketing of products and services using the Internet as its medium. Lower costs of dissemination of information and a global audience are its main advantages. Internet marketing also encompasses digital customer data management and electronic customer relationship management (ECRM), which are widely used in businesses today and Email marketing is, as the name suggests, the use of email in marketing communications. In its broadest sense, the term covers every email you ever send to a customer, potential customer or public venue. Email marketing is the advertisement of a product, service, or brand through electronic mail. Email marketing can be used to improve the relationship between a business and its customers or to gain new customers. o SEO and SEM: Search engine optimization (SEO) is the art of creating Web pages that will rank high in search engine returns. SEO is accomplished by optimizing certain sections or "elements" in the HTML coding of each page. These sections are specifically read by search engines and, depending on the level of optimization, can create a greater likelihood of free referral traffic. There are several methods and opinions about how a web page should be optimized, and much will depend on the type of site, its content, purpose and competition, if relevant. But in general search engine optimization relies heavily on the proper use of keywords and key phrases that describe the site's content where as Search engine marketing is the process of promoting a website through Internet search engines. The goal of search engine marketing is to increase the amount of traffic to a particular website by raising its visibility on search engine result pages. The most common form of search engine marketing is search engine optimization. 26 o Link Building: Link Popularity refers to the number of links pointing to your site from other sites on the Web. Building links is one of the most important factors in getting top placements on the major search engines. We specialize in placing text link ads on high quality websites our text link ads are unique because they are a direct source of targeted traffic and can raise your natural search engine rankings. In search engine optimization, "off page" factors have become more and more important as they relate to rankings. In particular, solid link popularity can literally make or break a site with the search engines. Link building is difficult, frustrating and time intensive. We want to help you to save you money and time by offering our link building services. 27 • BPO. o Internet and E-mail marketing: Internet marketing is the marketing of products and services using the Internet as its medium. Lower costs of dissemination of information and a global audience are its main advantages. Internet marketing also encompasses digital customer data management and electronic customer relationship management (ECRM), which are widely used in businesses today and Email marketing is, as the name suggests, the use of email in marketing communications. In its broadest sense, the term covers every email you ever send to a customer, potential customer or public venue. Email marketing is the advertisement of a product, service, or brand through electronic mail. Email marketing can be used to improve the relationship between a business and its customers or to gain new customers. o SEO and SEM: Search engine optimization (SEO) is the art of creating Web pages that will rank high in search engine returns. SEO is accomplished by optimizing certain sections or "elements" in the HTML coding of each page. These sections are specifically read by search engines and, depending on the level of optimization, can create a greater likelihood of free referral traffic. There are several methods and opinions about how a web page should be optimized, and much will depend on the type of site, its content, purpose and competition, if relevant. But in general search engine optimization relies heavily on the proper use of keywords and key phrases that describe the site's content where as Search engine marketing is the process of promoting a website through Internet search engines. The goal of search engine marketing is to increase the amount of traffic to a particular website by raising its visibility on search engine result pages. The most common form of search engine marketing is search engine optimization. 28 o Link Building: Link Popularity refers to the number of links pointing to your site from other sites on the Web. Building links is one of the most important factors in getting top placements on the major search engines. They are specialized in placing text link ads on high quality websites our text link ads are unique because they are a direct source of targeted traffic and can raise your natural search engine rankings. In search engine optimization, "off page" factors have become more and more important as they relate to rankings. In particular, solid link popularity can literally make or break a site with the search engines. Link building is difficult, frustrating and time intensive. They want to help us to save you money and time by offering our link building services. 29 • Academic Services o Corporate Training: Corporate training is a means of ensuring that employees improve skills and enhance performance by focusing on professional development. Employers utilize training to acclimate new employees, teach current employees new skills for the same job, and to advance employees into jobs requiring different skill sets. Hlinesoft Corporate Training solutions provide a broad range of corporate training programs that are focused on improving individual performance, team performance, and organization performance. o Project Training: At H-line Soft Project Management, they believe that there is a close, interdependent relationship between technical project management principles, individual personality and organizational structure. They consider any or all of these variables when developing our custom solution for a client: our unique "People/Process" philosophy that allows us to maximize the flexibility and performance of your business. Their training produces employees who are able to lead, communicate and manage project costs and schedules – and deliver a superior result time and again. They try to offer the best services. Their Services: • Project Management Training Classes. • Project Management Consulting. • Project Management Coaching. • Interpersonal Skill Training. 30 o Placement Based Training: H- Line soft offers you career-focused training programs to get you the skills you need to succeed. More and more companies are relying on computer technicians and web designing technology for their needs. That means there’s a growing demand in the information technology and web designing. They offer placement oriented training in different fields given below: • HTML • CSS • PHP • Web Designing • Multimedia • Asp.Net • Photoshop for Web Design • Testing Tools • Java o Technology Training: They provide real time training in various web designing courses with live projects for every individual. They provide the real time professional training in the following courses. • HTML • CSS • XHTML • PHP • AJAX • VBSCRIPT • ASP.NET • JAVA • SEO 31 • Consulting o Professional Services: You are a business trying to compete in an ever increasingly technical marketplace. Whether you're a small business wanting to make a splash on the web, or a large business desiring a full service web application, they will help you achieve your goals and give a chance of grabbing the market and have long lasting relationship with the clients, customer, by giving good quality result. What they do for us We find better ways to do things. We provide you with professional solutions that enable your small business to be more successful. We automate your unique business processes to allow you to spend your time doing what you do best. Website Development You don't need a website because "everyone's got one." You need a website because it will enhance your business and make your job easier. We focus on websites that work for you, save your employees time, and empower your customers. A professional website will allow you to: • Deliver your message to thousands • Keep up with the competition • Provide information to customers and employees • Offer 24 hour availability • Improve customer Service • Save time and money Website Optimization and SEO Services is you looking to increase the traffic to your website and to maximize the effectiveness of the visitors you receive' Having a valuable website is only part of the equation. In order for your website to be successful you need visitors to find your website. And those visitors must "convert" into your most desired action, whether that is a sale, a contact, a subscription, or whatever your goal for your visitors may be. 32 That's where we they help us. Through their years of experience they have continually looked to find new and better ways to serve our customers needs. They are proud to offer several flexible cost-effective options that they believe will fit our unique needs. o End-End Staffing: The more a business grows and the more employees it has, the greater its need for employee needs management. One of the most efficient and technologically advanced ways of filling this need is to use staffing software. Hlinesoft IT division is dedicated to staffing qualified IT professionals that specialize in all aspects of Applications Development, IT Infrastructure and Communications. Whether we need fulfillment in software development, help desk support or network architecture, Hlinesoft has the skills and expertise to provide you with the most appropriate solutions. Their recruiters have strong networks built in the IT industry that allow us to respond to your requirements quickly. Upon receiving a requirement, the Hlinesoft team will work hard to identify and ensure that you are provided with the most qualified IT candidates. o HR Consulting: Today, our consulting services enable companies to confront complex business challenges head-on. They create and manage different programs for employees that help you extract maximum value from your investments. Design and deliver health plans that rein in costs, protecting your bottom line—and your people. Help you improve the performance of your workforce and solve the complex HR issues arising from organizational change. Provide tailored employee communication services to help ensure that our solutions succeed. They provide different services like, thorough audit of all essential HR practices which includes New hire paperwork, HR Policies, Postings and Legal Compliance, Laws of Wages and Hours, Organizational and Personnel Development, Employee Classification, Record Maintenance and much more. The HR Audit is designed to uncover human capital opportunities and prevent legal threats to your organization. 33 o Technology Consulting: Some common tasks that H-Line Soft provides for the IT consultants on a daily basis are: cold-calling prospects and marketing their services, interviewing and meeting clients, drafting proposals, clarifying system requirements, analyzing IT requirements, managing the implementation of software and computers, facilitating timescales, managing installations, allocating resources, purchasing computer systems and software programs, installing computer software, troubleshooting technical problems, holding seminars, administering end-user advice, preparing comprehensive documents and reports, designing and testing programs, and much more. o Marketing Consulting: They provide the following services to address various levels of client needs within Strategic Technology Consulting which is in addition to our customer software development service. They are also able to tailor an approach which will best serve your unique organizational or governmental needs. • Enterprise Systems Optimization • Enterprise Architecture Master Plan Development • Web Strategy • Architecture Review • Marketing Strategy/Customer Analytics • Requirements Analysis • Performance Analysis • Third Party Software Evaluation • Hardware Selection To further investigate whether Strategic Technology Consulting from Amadeus Consulting is right for your organization, we can contact their team. 34 o SEO Consulting: If we’re interested in getting an expert search engine optimization consulting to assist you in developing and growing your business, they offer services that can help you. Depending on what level of service you need there are different packages for you to choose from. These services are high level consulting services that will assist you in developing or fine tuning your SEM strategy. H- Line Soft SEO Consulting services give your Web site a strong competitive advantage in the search results thanks to our experience and long history getting sites ranked. They will look at your on-page optimization, link development strategy, and study your competition in order to create you a customized SEO package based around your specific needs and budget. Their consulting services are designed to take you from start to finish. We’ll work with you to create a strategy that makes sense, help you understand who your competitors are, and show you which terms are going to be the most important to target to achieve success. o Bulk Hiring Solutions: Imagine being able to staff an entire team in a single day. This would simplify the placement process, save hiring manager’s considerable time, and ensure a new team of like-minded individuals with great chemistry. They shortlist profiles from our 100,000 strong proprietary databases based on the job descriptions, and initiate our pre-screening tests. Selected candidates are then presented to your hiring managers at a single venue. Since Bulk Hiring is frequently used to staff entire project teams, H- linesoft is accountable to you for maintaining staffing levels for that particular group through the duration of the project. 35 2.2.8 Portfolio | |[pic] | | |HTML Web Sites | | | | | | | | | | | |[pic] | | |[pic] | | |[pic] | | | | | | | | | | | |[pic] | | |E-Commerce Web Sites | | | | | | | | | | | |[pic] | | |[pic] | | |[pic] | | | | | | | | | | | |[pic] | | |Flash Web Sites | | | | | | | | | | | |[pic] | | |[pic] | | |[pic] | | | | | | | | | | | | | | | | | | | | | | 36 2.2.9 Clients |[pic] |[pic] |[pic] |[pic] | |[pic] |[pic] |[pic] |[pic] | |[pic] |[pic] |[pic] |[pic] | |[pic] |[pic] |[pic] |[pic] | |[pic] |[pic] |[pic] |[pic] | |[pic] |[pic] |[pic] |[pic] | 37 RESEARCH METHODOLOGY RESEARCH METHODOLOGY The study is based on descriptive method. During the project work the project trainee may use both primary and secondary data. The study has been carried out by observing the performance of the employees. 3.1 Research Design The research design used for this particular analysis is a descriptive type research design followed. The techniques for collecting the information were devised from several methods like observation, questionnaires, etc. 3.2 Sampling Plan • Owing to the large number of employees to be introduced to elicit their opinions on the effectiveness of Information present and required both personnel and organization programs and time constraints have forced to opt for the method of sampling instead of consensus. • The process of Convenience Simple Random Sampling is used to select the respondents, to provide for equal probability in the selection of respondents. • The entire set of respondents are broadly divided into the following three categories viz., Top level Executives. Middle Level Managers. Low Level Employees. 3.3 Sample Size: I have selected support division to conduct the research consisting of 70 employees of various divisions of H-LINE SOFT. The following data explains about the sample size taken to conduct the research i.e. Total sample size: 70 Top Level Executives: 8 Middle Level Managers: 15 Low Level Employees: 47 38 3.4 Sample Design The usual approach is to draw inferences based on sampling about the parameters of population from which the samples are taken. This sampling design is determined before any data is collected the researcher adopted simple random sampling techniques for this study, the simple random sampling refers to that sampling in which each every unit of the population as an equal opportunity of being selected in the sample. 3.5 Data Collection Methods Primary Data: The data was collected for the study with the help of a structured questionnaire with closed ended questions given to the various levels of employees. Secondary Data: This was collected from the text books, magazines, and journals. A sample of 50 employees was taken randomly. 3.6 Statistical Tools Used The main statistical methods used are is simple percentage technique Simple Percentage Method: A percentage analysis method is the tools used by the researcher for the analysis and interpretation. Through the use of percentages the data are reduced in the standard form with base to 100 which fact facilities relative comparisons. In the percentage analysis, percentage is calculated by multiplying the number of respondents into hundred and it is divided by the sample size. Percentage analysis = (no. of respondents/ total no. of respondents) ×100 39 3.7 Research Survey Planning in any organization plays a crucial role. Man power planning is allocating, organizing human resources according to the requirements of the organization. An organizations development entirely lies in the concept of man power planning. It’s the soul of the organization. This is only function in management which tells • What are the kinds of resources present in the organization' • How best we can utilize the resources' • How best we can check the efficiency of the resources' • Forecasting. Man power planning is nothing but human resource planning and an integral function of the HUMAN RESOURCE MANAGEMENT. Man power in every organization is considered to be the heart of it. Without man power we cannot imagine the proper functioning of any department in the organization. How much ever the technology increase but the organization is always in need of man power to implement that particular technology in the organization. Coming to the MAN POWER PLANNING and its implementation, H- LINE SOFT is always in need of huge man power in the development application and the activities must be planned with less scope/ no scope to face problems. This planning is done in order to achieve the organizational goals by the division of work. The people entering into the organization belong to different platforms with different skills, knowledge and abilities. This set is called as KSA set. This set has been captured by the organization for its betterment by training the employees with respect to their clients. This training has been given with respect to the changing domains as recruiting the people as per the domain change has become impossible and had given rise to more number of employees at one particular time. H-Line had excess man power than the required for completing the project. The man power growth was in such a state that if they received a long term project they were completing it before given span. 40 Therefore they have terminated little number of employees as now presently they are having sufficient man power in order that they can 2 to 3 projects at a time. Man power planning in H-line is done in a proper way following some techniques. Any sudden changes couldn’t create any type of problem until now. They have planned in such a way that they could withstand the changes in the market for a quite long term. H- LINE implements the following 4 step man power planning process and make the necessary corrections in its practices whenever required. • Manpower forecasts. • Manpower inventory. • Manpower management. • Manpower staffing. Manpower forecasts: The prediction of future levels of demand for, and supply of, workers and skills at organizational, regional, or national level. A variety of techniques are used in manpower forecasting, including the statistical analysis of current trends and the use of mathematical models. At national level, these include the analysis of census statistics; at organizational level, projections of future requirements may be made from sales and production figures. Manpower forecasting forms part of the manpower planning process. On the basis of corporate goals and manpower analysis forecasting of manpower is done where kind of people needed for conduct the business is decided. Manpower Inventory: The term inventory is often used in relation to counting of physical objects like raw materials, work in progress, finished products etc. It may also include the qualities and the abilities of persons working in a company. In that case an inventory is called a manpower inventory the items that are to be included in it are hard to pin down. It is because it involves the classification of characteristics of personnel in an organization, in addition to counting their number. 41 The first step in manpower inventory is to decide who should form a part of it. Whether inventory should be in relation to only executives or it should cover all persons in the organization. Generally it is prepared for persons working on significant posts. Before any manpower planning making an Inventory of present manpower resources and finding out the extent to which these manpower's are employed optimally is important. The next step is to pass on to talent catalogue. The present and future capabilities of persons are assessed. Some scale is prepared for the appraisal of persons. Manpower Management: Manpower management is a strategic approach to the management of people working for an organization. At its core lies the management of people, better known as employee management. Training and managing the recruited employees is an important part of manpower management. Motivating the workers, helping them update their work knowledge and maintaining the attrition rate to a minimum, are some of the other objectives of manpower management. Human resource managers need to cater to safety of the employees. Absence of workplace safety, lack of motivation and an unhealthy work environment are some of the main factors that lead to dissatisfied employees. Satisfaction breeds productivity and this fact makes it necessary for the human resource managers to take all the required measures to ensure a positive environment at work. System planning is required for selection, training, development, utilization, motivation, compensation, etc to ensure that future manpower needs and development manpower plans for implementation. Manpower staffing: The selection of suitable candidates on the basis of their skill-set and requirements of the job is known as manpower staffing. A manpower-staffing consultant plays the critical role of analyzing the skills required by a particular position and weighs them against the skills and abilities of the candidates. 42 He/she needs to read people to assess their potential and wisely choose deserving candidates. Getting dedicated and sincere employees is a difficult task that involves a careful study of the personnel, their work preferences and their fields of expertise. It is also necessary to check their educational and social background and assess their personalities in order to fill the positions with only the most deserving candidates. For determining the manpower needs, it is important to create work roles by grouping related work functions together. This helps the human resource managers in identifying the organizational subdivisions. Manpower planning and staffing involve the process of defining the position structures in the organization and preparing job profiles for the positions to be filled. 43 DATA ANALYSIS AND INTERPRETATION DATA ANALYSIS AND INTERPRETATION 4.1 Data Analysis Analysis of data is a process of inspecting, cleaning, transforming, and modeling data with the goal of highlighting useful information, suggesting conclusions, and supporting decision making. Data analysis has multiple facets and approaches, encompassing diverse techniques under a variety of names, in different business, science, and social science domains. The most important distinction between the initial data analysis phase and the main analysis phase, is that during initial data analysis one refrains from any analysis that are aimed at answering the original research question. 4.2 Interpretation of Data The ability to interpret data presented in tables, graphs and charts is a common requirement in many management and professional jobs Data interpretation problems usually require two basic steps. First, you have to read a chart or graph in order to obtain certain information. Then you have to apply or manipulate the information in order to obtain an answer. These questions often use very specific illustrations, 44 4.3 Data analysis based on the questionnaire 4.3.1 Questionnaire given to the Top Level Executives ❖ Why do you want MAN POWER PLANNING to be done' A. Helpful in educating employees. B. Career development of the employee. C. Creating healthy atmosphere of encouragement and motivation. |Variables |Number of Respondents |% of Respondents | |A |2 |25% | |B |5 |62.5% | |C |1 |12.5% | GRAPH: [pic] INTERPRETATION: The particular above graph tells us that man power planning improves the knowledge, skills of the employees which in turn develop their career. 62.5% of the top level feels that they have to conduct man power planning so that they can develop their employee career further which becomes easy to achieve the organizational standards. Man power planning not only develops the career but also creates a healthy environment which will be helpful in educating the employees. 45 ❖ Which of the following has more importance in your professional life' A. Earn more money. B. Get more interesting/ challenging/ prestigious clients. C. Greater recognition and respect from others in the same profession. |Variables |Number of Respondents |% of Respondents | |A |1 |12.5% | |B |4 |50% | |C |3 |37.5% | GRAPH: [pic] INTERPRETATION: The above graph tells us that earning fame or recognition has become more important to the management of the organization rather than earning money. Earning money is given the later preference because it doesn’t bring a person self satisfaction. Most of the people in top level prefer to be recognized and get more prestigious clients which in turn develop the organization. 46 ❖ What are the new things/ ideas that you want to be implemented in the organization' A. Invest more in new services development. B. Enhance the ability to be “advisors” to our clients. C. Implement new approaches in tracking and capitalizing on emerging client needs. |Variables |Number of Respondents |% of Respondents | |A |2 |25% | |B |4 |50% | |C |2 |25% | GRAPH: [pic] INTERPRETATION: “Today’s rupee is more precious than tomorrows hundred”. The above graph tells us the same that rather than investing in new services it would more useful if we develop the existing services. An organization would pioneer if it could be an advisor to its clients rather than doing whatever the clients order. If the organization would advise its clients about the right and wrong in that particular work then there is no doubt that the clients retain with the organization for a long time. 47 ❖ What are the crucial changes to be done keeping in view the market conditions' A. Change the approach to disseminating intelligence on market needs around the practice. B. Change your current approach of targeting the market segments. C. Change your approach of targeting specific clients. |Variables |Number of Respondents |% of Respondents | |A |- |- | |B |4 |50% | |C |3 |37.5% | GRAPH: [pic] INTERPRETATION: The graph indicates to be more selective in targeting the market segments. There is a vast change in the approaches to target the market segment. Each and every organization is implementing new and different techniques in capturing the target market. So the management feels that to render services for long term it has to change the existing approach but not look into new approaches because they may be costly and may be a failure 48 ❖ What level of staff should be planned to hire' A. Middle level. B. Low level |Variables |Number of Respondents |% of Respondents | |A |2 |25% | |B |6 |75% | GRAPH: [pic] INTERPRETATION: The management feels that low level employees should be hired more. Though they are good managers, good and capable managees must be present to do the exact tasks required for the betterment of the client relations. Capable managees will be capable of reducing the work of the managers because every work cannot be done by the middle level. 49 ❖ What type of training methods you prefer the most in checking and increasing the efficiency of man power' A. On the job. B. Off the job. C. Both. |Variables |Number of Respondents |% of Respondents | |A |6 |75% | |B |1 |12.5% | |C |1 |12.5% | GRAPH: [pic] INTERPRETATION: The graph shows that top level prefers on the job training rather than off the job training because on the job training creates interest and motivates the trainees. This will be useful to avoid any costly errors or the destruction of valuable materials or resources. This method gives immediate results and the employees develop loyalty towards their job. Whereas this may cause low productivity if the employee fails to develop adequate skills during the training, additional investment is necessary and every organization doesn’t like to invest. May be some times this type of training may be applicable to small groups. 50 ❖ Did you find any change due to the change in employment practices' A. Yes. B. No. |Variables |Number of Respondents |% of Respondents | |A |5 |62.5% | |B |3 |37.5% | GRAPH: [pic] INTERPRETATION: Employment practices are sometimes changed frequently. This may be a problem to the organizational policies. Workers taking time off through sickness on or after April 5th are now legally entitled to a minimum rate of pay of £123.06 per week. From the 1st of April employees who work a five day week will be entitled to 28 days paid holiday a year - up from the current legal level of 24 that only came into force in October 2007. The standard weekly rate of Statutory Maternity Pay and Paternity Pay will also increase from £117.18 to £123.06 for payment weeks starting on or the after 5th of April 2009. Staffs whose children are under six years old are already legally entitled to request flexible hours from their employer. This provision is being extended to employees who have children that are under 16 years old, or disabled children that are under 18 years old. 51 ❖ Is there any change in the organization due to recession' A. Huge change. B. Moderate change. C. No change |Variables |Number of Respondents |% of Respondents | |A |7 |87.5% | |B |1 |12.5% | |C |- |- | GRAPH: [pic] INTERPRETATION: The above graph tells us there was a very high effect of recession on the organization because it followed the aspects according to the available. Women who work as receptionists, doing odd jobs in the office, public relations and communications were picked out when downsizing is done. The organization has worked on tighter budgets with maximum mileage. Staff in the office faced retention and the work load was divided between only the most necessary employees. The ones left also forget about the raise in salaries and starting working hard. 52 ❖ Does change in the legislation really affect your organizational policies' A. Frequently. B. Rarely C. Not at all. |Variables |Number of Respondents |% of Respondents | |A |1 |12.5% | |B |5 |62.5% | |C |2 |25% | GRAPH: [pic] INTERPRETATION: The IT Service Helpdesk must comply with the Data Protection Act 1998, meaning they cannot copy, modify, or delete any files on any of the computers they fix. They must also abide by the Computer Misuse Act 1990, which means they must not use any computer system to perform any malicious actions. If a repair is done for a fee then the Supply of Goods and Services Act 1982 will apply. A service level agreement is a negotiation between the customer and the provider of the service which sets out a standard that the customer can expect, such as Speed, Maximum repair time, possible costs, Penalties that can be inflicted if the service providers fail to provide an acceptable level of service. The organization has complied with the act so there is a rare effect of legislations on this particular organization. 53 ❖ The range of productivity and flexibility of man power. A. High B. Medium. C. Low. |Variables |Number of Respondents |% of Respondents | |A |3 |37.5% | |B |3 |37.5% | |C |2 |25% | GRAPH: [pic] INTERPRETATION: The above graph tells us flexibility and productivity of man power in the organization is high and medium. Productivity of man power reflects the ultimate development of the organization. It also tells us that the employees of the organization are flexible to ant kind of sudden changes inside/outside it. The employees should be flexible such that any change sharpens their attitude towards work. Productivity should be always increasing because It drives many clients towards the organization. Flexibility can potentially be used for workers and companies/ employers and employees. It can also be used as a method to enable workers to ‘adjust working life and working hours to their own preferences and to other activities’. 54 ❖ Are you sure there are best man power planning practices in your organization' A. Yes. B. No. |Variables |Number of Respondents |% of Respondents | |A |7 |87.5% | |B |1 |12.5% | GRAPH: [pic] INTERPRETATION: The above graph tells us that there best man power planning practices in the organization. They follow a systematic approach in planning the available man power so that they don’t face any kind of pressures and problems. Man power planning has become one of the basic tools of the educational decision making 55 ❖ Is there any change in the employee pay due to recession' A. High amount of change. B. Low amount of change. C. No change |Variables |Number of Respondents |% of Respondents | |A |1 |12.5% | |B |4 |50% | |C |3 |37.5% | GRAPH: [pic] INTERPRETATION: The above graph tells us that there was low amount of change in the pay structure due to recession because the organization always paid its employees a fair and equable pay starting from the beginning. But for some people have received a pay with some reduced amount because they were not highly talented as some of the employees are. They were no hikes or reductions for some talented employees. The organization has maintained the same pay for a particular cadre. 56 4.3.2 Questionnaire given to the Middle Level Employees ❖ Why do you want MAN POWER PLANNING to be done' A. Helpful in educating employees. B. Career development of the employee. C. Creating healthy atmosphere of encouragement and motivation. |Variables |Number of Respondents |% of Respondents | |A |5 |33.33% | |B |7 |46.67% | |C |3 |20% | GRAPH: [pic] INTERPRETATION: The particular above graph tells us that man power planning improves the knowledge, skills of the employees which in turn develop their career. 47.67% of the top level feels that they have to conduct man power planning so that they can develop their employee career further which becomes easy to achieve the organizational standards. Man power planning not only develops the career but also creates a healthy environment which will be helpful in educating the employees. 57 ❖ Which is most precious aspect in your professional life' A. Achieve higher position within the firm. B. Greater recognition and respect from colleagues/ juniors inside the firm. C. Build new skills and become more involved in decision making in the firm. |Variables |Number of Respondents |% of Respondents | |A |4 |26.67% | |B |5 |33.33% | |C |6 |40% | GRAPH: [pic] INTERPRETATION: The above graph says that some of the managers want to pursue new skills so that they increase their own talents or domain and be helpful in few aspects. They like to be involved more in the decision making because this is the only area where they could prove their talent in sorting out the problems. Clear processes usually lead to consistent, high-quality results, and they can improve the quality of almost everything we do. They outline a process that will help improve the quality of employee decisions. Without a well-defined process, you risk making decisions that are based on insufficient information and analysis. establishment of strong foundations for decision making, generating good alternatives, evaluating the alternatives rigorously, and then checking the decision-making process, improves the quality of decisions. 58 ❖ What are you as a “team” with your subordinates good at' A. Developing future leaders for our practices. B. Establishing and maintaining strong long term client relationships. C. Innovativeness and investing sufficient time and money in the development of new services. |Variables |Number of Respondents |% of Respondents | |A |4 |26.67%% | |B |8 |53.33%% | |C |3 |20% | GRAPH: [pic] INTERPRETATION: The above graph indicates that the organization practices are in such a way that they build up a relation with new clients and maintain that relation with utmost respect and care. They believe that they should be the hope of the client in best service providers. Team work is the concept of this organization in which we see the complete cooperation among the managers and the managees. The managers give their subordinates time to time advices which will be helpful in knowing their clients better. When it comes to the use of teams in the organization, there is so much more to it than tossing a group together and telling them to get to work. 59 ❖ Is there any change in the employee pay due to recession' A. High amount of change. B. Low amount of change. C. No change |Variables |Number of Respondents |% of Respondents | |A |2 |13.33% | |B |7 |46.67% | |C |6 |40% | GRAPH: [pic] INTERPRETATION: The above graph tells us that there was low amount of change in the pay structure due to recession because the organization always paid its employees a fair and equable pay starting from the beginning. But for some people have received a pay with some reduced amount because they were not highly talented as some of the employees are. They were no hikes or reductions for some talented employees. The organization has maintained the same pay for a particular cadre. This level of the employees believe that they were paid correctly keeping in mind their quality of work, dedication and timely completion of the project. 60 ❖ How do your clients perceive you as' A. Quality leaders. B. Risk takers. C. Quick responders. |Variables |Number of Respondents |% of Respondents | |A |10 |66.67% | |B |2 |13.33% | |C |3 |20% | GRAPH: [pic] INTERPRETATION: The above graph indicates that the clients believe them as quality leaders as every person in the organization gives out a very high quality output to their clients. There are only very few circumstances in which they had to take the risk. They are known for their quality of work. They are always clear about their own values, priorities, and preferences. It's by providing learning opportunities, both formal and informal, that it helps the staff members develop stronger self-awareness. 61 ❖ Are you sensitive to local and cultural differences between practice areas' A. Yes. B. No. |Variables |Number of Respondents |% of Respondents | |A |7 |46.67% | |B |8 |53.33% | GRAPH: [pic] INTERPRETATION: The above graph says that there is no impact of local and cultural differences on the organization. They start looking at the concept of human values, understanding the knowledge, through reconsidering knowledge as a social concept. They look at the relationship between Information and the development of human values especially in connection with the introduction of new Information Technology in an organization. The social organization and political culture of the society in which an organization is embedded can have major effects on the way in which organizational policy is implemented and on how that organization functions. Local social organization and political culture that appear to influence the implementation of the reforms and thereby potentially impact upon the quality of the care provided. 62 ❖ What do you provide the most' A. Challenging workers to partners/ non partners. B. Provide good training opportunities to improve skills. C. Provide rapid opportunities to take more responsibilities. |Variables |Number of Respondents |% of Respondents | |A |3 |20% | |B |7 |46.67% | |C |5 |33.33% | GRAPH: [pic] INTERPRETATION: The organization provides good job training to its employees. It helps out the employees in learning new skills and contributing that knowledge for the development of the organization. They want their employees to know about the changing technology and implementing it in their daily work. It provides opportunities in taking the new responsibilities in the work by enlarging the job. This enlargement is done keeping in mind the KSA set of the employee. 63 ❖ You are good at A. Developing and implementing effective business plans. B. Maintaining a balance between short term and long term projects. C. Rewarding your people for their performance. |Variables |Number of Respondents |% of Respondents | |A |5 |33.33% | |B |2 |13.33% | |C |8 |53.33% | GRAPH: [pic] INTERPRETATION: The above graph says that the organization concentrates on rewarding its employees for their performance. The only way employees fulfill the organizations dream when it shares their dream. People want to know whether their ideas make a difference or not. Recognition and rewards motivate and encourage people to participate and make quality contributions. They also demonstrate management commitment to the innovation program. When the employees do hit the target and meet a stretch standard you set for them, reward them immediately because by doing this, they helped their employees directly to connect the reward with behavior and higher performance they've attained. 64 4.3.3 Questionnaire given to the Low Level Employees ❖ Are you are encouraged to A. Volunteer new ideas and make suggestions for improvement of the practice. B. Initiate tasks or projects you think are important. C. Access the necessary resources to provide high quality client service. |Variables |Number of Respondents |% of Respondents | |A |14 |29.78% | |B |16 |34.04% | |C |16 |34.04% | GRAPH: [pic] INTERPRETATION: The above graph indicates that the employees in this organization are given freedom to take initiative in starting new project which is given the first priority. Accessing the available resources is important for giving the best services to its clients. The management welcomes the new ideas for starting new projects and giving suggestions in any aspect which drives the organization to be in top. Encouraging new ideas gives new spirit of doing the work. 65 ❖ Are you satisfied with A. Sense of personal accomplishment your work provides. B. The chance to do interesting work and variety of tasks in your work. C. The overall challenge your work offers. |Variables |Number of Respondents |% of Respondents | |A |20 |42.55% | |B |13 |27.65% | |C |14 |29.78% | GRAPH: [pic] INTERPRETATION: The above graph indicates that the employees are satisfied with the specialized satisfaction their work provides. Their work satisfaction inculcates in them the zeal of learning new practices. They have a chance to do the interesting works which contains variety of tasks. The work in the organization provides challenge to the employees sharpening their knowledge in many aspects. 66 ❖ Do you receive the appropriate help in balancing your workload with other demands on time and kept informed about the things you need to know to do the job properly. A. Yes. B. No. |Variables |Number of Respondents |% of Respondents | |A |30 |63.83% | |B |17 |36.17% | GRAPH: [pic] INTERPRETATION: Employees in the organizations participating in research wanted different options. They were interested in both more flexibility and in reduced hours, and some were interested in both. The largest proportion wanted more flexibility around their work. Career breaks, extended maternity and paternity leave, adoption leave, paid dependency leave, compressed weeks, job share, leave for community and volunteer work were some of these. Heavy workloads made it difficult to see how an alternative way of working would work. Sometimes the Individuals lacked knowledge of what was available and feasible, especially when the employer relies on the creativity of the individual to identify solutions for themselves. The infrastructure and technology were not in the place which would support the take-up of initiatives such as working from home. 67 ❖ Are you satisfied with the A. Ability to manage your time. B. The amount of input you have into decisions that affect your work. C. The quality of work performed in your practice area. |Variables |Number of Respondents |% of Respondents | |A |15 |31.9% | |B |12 |25.53% | |C |20 |42.55% | GRAPH: [pic] INTERPRETATION: The above graph indicates that most of the employees were satisfied for the quality of the work they performed rather managing their time. The success of any organization depends on how it attracts recruits, motivates, and retains its workforce. Time management being efficient and proactive places goals and roles as the controlling element of the system and favors importance over urgency. Providing quality at work not only reduces tension but also helps in gaining more number of clients and improved job satisfaction. Employees require commitment to the organization and an environment in which this commitment can flourish. 68 ❖ Is the organization of work in your office is logically structured' A. Yes. B. No. |Variables |Number of Respondents |% of Respondents | |A |30 |63.82% | |B |17 |36.17% | GRAPH: [pic] INTERPRETATION: The graph says that organization of work is logically structured. Poor work organization has been associated with high levels of stress and psychological strain and it has become important to realize that work organization can lead to improved health. Work organization is generally a complex issue because it focuses attention on the health and safety implications. This can overcome by improving employee self-worth by recognizing stress reactions as legitimate, Allowing the worker groups to discuss problems and develop plans for solutions and Providing the needed economic and technical resources for change. 69 ❖ Are you proud of the quality of the work you do' A. Yes. B. No. |Variables |Number of Respondents |% of Respondents | |A |39 |82.97% | |B |8 |17.02% | GRAPH: [pic] INTERPRETATION: The above graph indicates that 82.97% of the employees are satisfied with the quality of the work they produce. The quality of the work in this organization is very high because the employees set high standards for themselves. It is clear that they work with utmost dedication and concentration and this yields high quality outputs. 70 ❖ In the view of the concept of “cooperation” which one of the below gives you more satisfaction' A. The teams work in your practice area. B. The teams work in the firm. C. Level of communication among the practice areas in the firm. |Variables |Number of Respondents |% of Respondents | |A |25 |53.19% | |B |5 |10.63% | |C |17 |36.17% | GRAPH: [pic] INTERPRETATION: The graph indicates the employee achievement is based on team work. Active cooperation by every member has become vital to team success. Cooperation has increased rather than competition among the team members. Team work helps the team members improve skills, knowledge, and attitudes. Level of communication changes the situation and solves crucial problems of the team members. The team leader treats the team members with respect and understanding. Suggestions, opinions, and information are given to the team members only if there is cooperation not misunderstanding among them. 71 ❖ Does your performance review accurately reflect your performance' A. Yes. B. No. |Variables |Number of Respondents |% of Respondents | |A |45 |95.74% | |B |2 |4.25% | GRAPH: [pic] INTERPRETATION: The performance review accurately reflected the performance of the employee and 95.74% of the employees in the organization also feel the same. Performance review often determines raises, promotions, and sometimes whether the employees can get to keep their jobs. Employees generally document their achievements and list anything they want to discuss at the review. Ultimately, the performance review is regarded as a learning opportunity. The employees were in a position to take away valuable information, whether it is about themselves or their reviewer. 72 ❖ Is the compensation system in your organization equitable and fair' A. Yes. B. No. |Variables |Number of Respondents |% of Respondents | |A |22 |46.80% | |B |25 |53.19% | GRAPH: [pic] INTERPRETATION: The views about the compensation system in this organization are mixed. The organization has various compensation plans but there is only a slight difference between the options as the graph indicates. The organization offers Travel/Meal/Housing Allowance, insurance, medical, vacation, leaves, retirement, taxes. External and internal equity must be maintained in giving the compensation. It will encourage the employees to perform better and achieve the standards fixed. It will raise the morale, efficiency and cooperation among the workers. The system provides growth and advancement opportunities to the deserving employees. 73 ❖ Who are the employees who are frequently awarded' A. Employee who contributes most to the success of the firm. B. Employee who achieves both the individual and organizational goals. C. Employee who is in the top position with a high pay |Variables |Number of Respondents |% of Respondents | |A |26 |55.31% | |B |11 |23.40% | |C |10 |21.27% | GRAPH: [pic] INTERPRETATION: In any organization the employees who contribute more for the organizational development are awarded. The organization was always careful when offering money or recognition for employee suggestions because it often leads to conflict rather than cooperation. Individuals and groups sometimes ended up with jealously protecting their ideas or arguing about the source of ideas. Rewarding was sometimes done on the basis of the seniority of the employee and this was not digestible to some employees. 74 ❖ Considering your contribution do you think you are being paid fairly compared to others' A. Yes. B. No. |Variables |Number of Respondents |% of Respondents | |A |24 |51.06% | |B |23 |48.93% | GRAPH: [pic] INTERPRETATION: Considering the contribution many employees in the organization think that they are fairly paid as they give out their complete efforts to the development of the organization and the people who are not satisfied with the pay may not do this. Many of them feel that they are not fairly and this feeling always has a direct impact on the quality of the work they do. 75 ❖ Are you encouraged by the firm to learn the new skills' A. Yes. B. No. |Variables |Number of Respondents |% of Respondents | |A |43 |91.4% | |B |4 |8.51% | GRAPH: [pic] INTERPRETATION: The firm gives an opportunity and encouragement to the employees to learn new things to withstand the competition outside the market. Technology is drastically changing and day-to-day changes must be known and implemented in the organization then only it can give the exact services very accurately and with more quality to their clients. This particular organization has given every small opportunity like attending seminars, conferences, workshops to its employees in order they gain extra and crucial knowledge. 76 ❖ Does the firm give a good job of providing opportunities for career development' A. Yes. B. No. |Variables |Number of Respondents |% of Respondents | |A |23 |48.93% | |B |21 |44.68% | GRAPH: [pic] INTERPRETATION: Employee career development is the prime motive of this organization. This is the main reason for which they want to do man power planning. Employees are given a chance for career development so that it becomes easy to achieve the organizational standards. The career development creates a healthy environment which will be helpful in educating the employees. 77 ❖ The firm A. Treats professionals with trust and respect. B. Is responsive to the individual professional needs. C. Sets very high standards for performance. |Variables |Number of Respondents |% of Respondents | |A |19 |40.42% | |B |15 |31.91% | |C |13 |27.65% | GRAPH: [pic] INTERPRETATION: The firm treats its professionals with trust and respect as it strongly believes that its professionals are its assets and future leaders. It sets up standards for extracting the employee efficiency for the betterment of the organization. Every individual has some needs according to his profession and these are fulfilled by the organization by conducting periodic meetings in the premises, knowing their problems and giving out the solutions time to time makes the employee feel more and does his work more dedication. 78 ❖ The firm Is successful in achieving the goals of A. Providing outstanding quality work and service to the clients. B. Providing a satisfying work experience to its professional. C. Being a financially successful organization. |Variables |Number of Respondents |% of Respondents | |A |26 |55.31% | |B |11 |23.40% | |C |10 |21.27% | GRAPH: [pic] INTERPRETATION: Though the employees rated differently for this particular question the success of the organization depends upon many factors along with the above mentioned. The organization is said to be successful when it serves its clients better and makes them retain for a longer span of time. It also has to give its professional a satisfaction that his KSA set has utilized properly and given him the recognition but not the extraction for the development of the organization. Along with this the organization should be financially sound so that there is enough investment when they receive a project and they should also have it for the successful completion of the project in specified time. The only factor which says that the firm is successful is its man power and their capability of serving their clients. 79 FINDINGS FINDINGS The questionnaire which was given to the three levels of employees present in the organization has covered many aspects and given a clear about what, why and how all is happening in the organization. The main findings from the entire questionnaire are: • The organization has a greater respect and recognition from its clients. • More teamwork/ colleagueship were found in the organization. • They had best juniors to work with. • They establish and maintain a strong long term client relationships. • They are always innovative in the type of services they bring into the market. • They communicate openly and honestly with the people. • They respond quickly to the changing client needs. • They develop and implement effective business plans. • They motivate their employees to do the best possible job for its clients. • They always keep the people informed about what all is happening in the firm. • The employees are given freedom to make necessary decisions to do the work properly. • Team meetings are conducted in a way that builds trust and mutual respect. • The employees are given a chance to decide for themselves the best way to get their work done. • The productivity of the organization some times lacks organizing and planning. • The quality of work done by support functions in the firm is consistently high. • Knowledgeable people are present whenever anyone needs any advice or help for a particular problem. • Employees receive useful performance feedback throughout the year. • The right people are promoted. • The total compensation of the employees is favorable when compared to that of available major competitors. • The firm offers good compensation growth opportunities. • Superiors initiate progress reviews rather than waiting for the employees to seek them out with questions. • Every employee is free to talk to his/her superiors. 80 • The quality of the professionals in the firm is as high as can reasonably be expected. • Communication between the firm’s management and people at all levels is good. • Poor performance is not at all tolerated at the firm. • The level of politics in the organization is low. • Every employee has a good understanding of the overall goals and objectives of their particular practice area. • Every employee has a good understanding of the overall goals and objectives of the firm. • Every employee is proud to be the part of this firm. • The overall value of their services is far higher than that of our competitors. 81 SUGGESTIONS SUGGESTIONS The study of any project may give out some findings may be positive or negative. Based on the findings some suggestions are given. These suggestions may be helpful to the improvement of better practices in the organization. The suggestions given on the basis of the findings are as follows: • The firm should not only get prestigious clients but also get prestigious works from the different types of their clients. • More team work should be encouraged than the present. • The incentive system should be changed to influence partners to act differently. • Investment should be increased in new services development. • Recruiting patterns to obtain the right non-partners for the current and future practice must be changed. • Advantage must be taken of their own firm wide network. • Sensitiveness to local and cultural differences between the practice areas must be reduced. • Partners should be attracted and retain by offering the best and fair share price. • The employees must be given best opportunities to improve their skills. • Planning and organizing of the productivity should be done properly as the productivity reflects the development of the organization. • The employees must be felt that the amount of work they are expected to do is reasonable. • Each and every employee should be aware of the skills and resources available to them in the practice area. • The quality of service delivered to the clients by respective employee practice areas must be maintained consistently high. • The cost of services to the clients must be maintained low compared to the competitors. • Some people look out only for their department’s interest. This must be avoided sometimes. • The employee should be felt that he belongs to a well functioning team. • Employee performance reviews must be conducted on a regularly and timely basis to avoid misunderstandings. 82 • The employee should be always felt that he/she is being reviewed correctly otherwise there is a chance of losing trust on the superiors and the employee feels that there are not compensated and receive their benefits properly. • The compensation system should be maintained fair and equitable. • Formal training and development methods must be used as they meet the employee needs well. • The employee should have a trust that the firm has given a good job of providing the training the employee needed to perform their job well. • Proper coaching must be given to the employees for improving their performance. • Tasks and projects must be clearly and thoroughly understood by the employees before they are assigned. • When the employee need help or have some questions, the superior in authority must be readily available and accessible to talk to. • Friendliness with colleagues and professionals must be maintained. • Professionals must be encouraged to develop better and new ways of doing things. • Every employee should feel proud to be the part of the firm. 83 CONCLUSIONS CONCLUSIONS As per my study about the manpower planning in H-LINE I hereby conclude: • Development of the employee is given the top priority. • The quality of work with which they serve their clients and with which the professionals do their work are maintained. • The management always follows best practices to face the fierce competition in the market. • They always do innovative things to secure their position among their competitors. • The overall value of their services which is far higher than of their competitors and is maintained constantly. • Friendliness and cooperation among every level in the organization is always maintained. • Advantages and every opportunity are grabbed from the firm wide network. • Recruiting patterns to obtain the right non-partners for the current and future practice must be changed. • The compensation system is always maintained fair and equitable. • Proper coaching must be given to the employees for improving their performance. • Partners should be attracted and retain by offering the best and fair share price. Every practice in the organization is implemented to give the best services to its clients. Every employee is given chance to develop his capabilities and career. 84 ANNEXURE QUESTIONNAIRE Questionnaires are used to know the current status of the manpower, their abilities, capabilities, skills, knowledge and helps in giving any further suggestions needed based on the way the employees answer the questions. Questionnaire has been given to three levels present in the organization i.e., top level, middle level and low level. This questionnaire involves • Questionnaire to TOP LEVEL • Questionnaire to MIDDLE LEVEL • Questionnaire to LOW LEVEL 85 QUESTIONNAIRE TO TOP LEVEL EXECUTIVES TOTAL SAMPLE SIZE = 70 SAMPLES OF TOP LEVEL = 8 Respected sir/ madam, This is Usha Penmetsa pursuing MBA from Sridevi Women’s Engineering College. As a part of my curriculum I am undertaking a project work on MAN POWER PLANNING at H-LINE soft Pvt. Ltd. Please give your views/ opinions to the questions given below: PERSONAL DATA OF THE EMPLOYEE Name: Age: Designation: Experience: 1. Why do you want MAN POWER PLANNING to be done' a. Helpful in educating employees. b. Career development of the employee. c. Creating healthy atmosphere of encouragement and motivation. 2. Which of the following has more importance in your professional life' a. Earn more money. b. Get more interesting/ challenging/ prestigious clients. c. Greater recognition and respect from others in the same profession. 3. What are the new things/ ideas that you want to be implemented in the organization' a. Invest more in new services development. b. Enhance the ability to be “advisors” to our clients. c. Implement new approaches in tracking and capitalizing on emerging client needs. 86 4. What are the crucial changes to be done keeping in view the market conditions' a. Change the approach to disseminating intelligence on market needs around the practice. b. Change your current approach of targeting the market segments. c. Change your approach of targeting specific clients. 5. What level of staff should be planned to hire' a. Middle level. b. Low level 6. What type of training methods you prefer the most in checking and increasing the efficiency of man power' a. On the job. b. Off the job. c. Both. 7. Did you find any change due to the change in employment practices' a. Yes. b. No. 8. Is there any change in the organization due to recession' a. Huge change. b. Moderate change. c. No change 9. Does change in the legislation really affect your organizational policies' a. Frequently. b. Rarely c. Not at all. 87 10. The range of productivity and flexibility of man power. a. High b. Medium. c. Low. 11. Are you sure there are best man power planning practices in your organization' a. Yes. b. No. 12. Is there any change in the employee pay due to recession' a. High amount of change. b. Low amount of change. c. No change 88 QUESTIONNAIRE TO MIDDLE LEVEL MANAGERS TOTAL SAMPLE SIZE = 70 SAMPLES OF MIDDLE LEVEL = 15 Respected sir/ madam, This is Usha Penmetsa pursuing MBA from Sridevi Women’s Engineering College. As a part of my curriculum I am undertaking a project work on MAN POWER PLANNING at H-LINE soft pvt. Ltd. Please give your views/ opinions to the questions given below: PERSONAL DATA OF THE EMPLOYEE Name: Age: Designation: Experience: 1. Why do you want MAN POWER PLANNING to be done' a. Helpful in educating employees. b. Career development of the employee. c. Creating healthy atmosphere of encouragement and motivation. 2. Which is most precious aspect in your professional life' a. Achieve higher position within the firm. b. Greater recognition and respect from colleagues/ juniors inside the firm. c. Build new skills and become more involved in decision making in the firm. 3. What are you as a “team” with your subordinates good at' a. Developing future leaders for our practices. b. Establishing and maintaining strong long term client relationships. c. Innovativeness and investing sufficient time and money in the development of new services. 89 4. Is there any change in the employee pay due to recession' a. High amount of change. b. Low amount of change. c. No change 5. How do your clients perceive you as' a. Quality leaders. b. Risk takers. c. Quick responders. 6. Are you sensitive to local and cultural differences between practice areas' a. Yes. b. No. 7. What do you provide the most' a. Challenging workers to partners/ non partners. b. Provide good training opportunities to improve skills. c. Provide rapid opportunities to take more responsibilities. 8. You are good at a. Developing and implementing effective business plans. b. Maintaining a balance between short term and long term projects. c. Rewarding your people for their performance. 90 QUESTIONNAIRE TO LOW LEVEL EMPLOYEES TOTAL SAMPLE SIZE = 70 SAMPLES OF LOW LEVEL = 47 Respected sir/ madam, This is Usha Penmetsa pursuing MBA from Sridevi Women’s Engineering College. As a part of my curriculum I am undertaking a project work on MAN POWER PLANNING at H-LINE soft pvt. Ltd. Please give your views/ opinions to the questions given below: PERSONAL DATA OF THE EMPLOYEE Name: Age: Designation: Experience: 1. Are you are encouraged to a. Volunteer new ideas and make suggestions for improvement of the practice. b. Initiate tasks or projects you think are important. c. Access the necessary resources to provide high quality client service. 2. Are you satisfied with a. Sense of personal accomplishment your work provides. b. The chance to do interesting work and variety of tasks in your work. c. The overall challenge your work offers. 3. Do you receive the appropriate help in balancing your workload with other demands on time and kept informed about the things you need to know to do the job properly. a. Yes. b. No. 91 4. Are you satisfied with the a. Ability to manage your time. b. The amount of input you have into decisions that affect your work. c. The quality of work performed in your practice area. 5. Is the organization of work in your office is logically structured' a. Yes. b. No. 6. Are you proud of the quality of the work you do' a. Yes. b. No. 7. In the view of the concept of “cooperation” which one of the below gives you more satisfaction' a. The teams work in your practice area. b. The teams work in the firm. c. Level of communication among the practice areas in the firm. 8. Does your performance review accurately reflect your performance' a. Yes. b. No. 9. Is the compensation system in your organization equitable and fair' a. Yes. b. No. 10. Who are the employees who are frequently awarded' a. Employee who contributes most to the success of the firm. b. Employee who achieves both the individual and organizational goals. c. Employee who is in the top position with a high pay 92 11. Considering your contribution do you think you are being paid fairly compared to others' a. Yes. b. No. 12. Are you encouraged by the firm to learn the new skills' a. Yes. b. No. 13. Does the firm give a good job of providing opportunities for career development' a. Yes. b. No. 14. The firm a. Treats professionals with trust and respect. b. Is responsive to the individual professional needs. c. Sets very high standards for performance. 15. The firm Is successful in achieving the goals of a. Providing outstanding quality work and service to the clients. b. Providing a satisfying work experience to its professional. c. Being a financially successful organization. 93 BIBLIOGRAPHY • Human Resource and Personnel Management text & cases- K. ASHWATAPPA, Tata Mc. Graw Hill, fifth edition, Page No’s 1-53, 110-123. • Strategic Human Resource Management- CHARLES. R. GREER, Pearson, Second Edition, Page No’s 23-25, 35-42. • Ethics in Business and Management- Dr. R. P. BANERJEE, Himalaya Publishers, First Edition, Page No’s 18-26, 92-108 • E- Books o Performance Management o A text book of manager’s guide to performance reviews. o A text book on compensating the sales force: a practical guide to designing winning. • Online materials. • www.managementstudyguide.com • www.citehr.com • www.wikipedia.org • www.naukrihub.com • www.businessdictionary.com • www.amazon.com 94