Human Resource Management at TechnoMart Automobiles

Intricacies of Human Resource at
TechnoMart Automobiles

Table of Contents
01. Executive Summary..........................................2
02. Introduction......................................................5
03. Overall View of Work Hours at TechnoMart......5
04. Comparison of Union and Non-Union Members 6
05. Pre-Tax Income Predictor..................................7
06. Workers Approaching Retirement.....................7
07. Union membership...........................................8
08. Future Surveys.................................................8
09. Conclusion........................................................9

01. Executive Summary
TechnoMart Automobile: More than Just any other “Automobile
Designer”
This report drafts a broad evaluation of the particulars of the employees at TechnoMart
automobile. Whilst the most important focus of this report is on providing a detail estimate of the
employee’s of the company, attention is mainly concentrated on the wider impacts of company
policies. The three important characteristics of the Human Resources department have been
primary enveloped in the present project. Working hour readdresses, effect of labor unions, and
satisfaction level of the employees in their current job position has been the core issues of the
company. In spite of various opportunities in the automobile industry, the limitation in variability
of skilled human resources which has adapted to this industry has been scrutinized. It has been
difficult to recruit and retain qualified workers in this sector, as the competitor companies are
also looking forward to attract more competent people by assuring the employees about their
requirements. In TechnoMark the business is better not just because of technology and effectual
strategies, but also due to healthy human resource practices. Policies, such as grievances
readdress and proper recognition to labor unions has played an important role in development.
TecnoMart’s human resource is currently in a disposition of transitional phase, where a number
of employees are working overtime, probably due to existence of work pressure. The labor union
is also dampening the mood in the workplace, and the company policies are held responsible for
the same. It is just the correct time for the management to introduce a transformation of role for
the employees. The very objective of the current project is to synthesize the control mechanism
for the company for the employees. The research has also endeavor to examine in depth state of

affairs of the workers regarding their satisfaction level in the company, which is the most
valuable information to retain an effective workforce in the company.
The survey for scrutinizing the fine points of the present characteristics of human resource in the
company was conducted with 400 employees. The job description of the employees was
considered as a major condition for inclusion in the sample of the survey. Information on
personal details, such as age, educational qualification, earning family members were collected.
Details regarding years of working, level of association with the company, relation with co-
workers, satisfaction or dissatisfaction level from the current job position, vision about future
goals, beliefs and awareness about social affairs were collected. Association of the employees
with labor union, and their future aspirations in life were also documented. Ethical
considerations are minutely followed by the research team and the employees were initially
taken into confidence before their interviews.
Importance of the fact that job satisfaction links employers to employees was investigated in
details. The outlook of the employees at different positions holders indicate towards an
overhauling of policies in the organization. Training requirements and relation with co-workers
in the existing competitive atmosphere have impact on the long term relation with the company.
Unfortunately, workers are not satisfied with either of the two relevant aspects of their future
stay in TechnoMart. Opinions on career advancement were found to be gender biased. A
consistent environment within the company is the immediate requirement where the average
working hours will be within the stipulated time period of forty hours. The recruitment process
of TechnoMart should institutionalize the necessary adaptations at the time of recruitment,
otherwise there seems to be great dissatisfaction at work and the results of the study indicate that
the existence of union of the employees plays a part in that. The attrition rate at TechnoMart is