Human Resource Management Report: RK Golchha Group Case Study Analysis

This report, prepared as part of a management trainee assignment, provides a comprehensive overview of Human Resource Management (HRM) within the RK Golchha Group. It begins with an executive summary and then delves into the core functions of HRM, including job analysis, training and development, employee motivation, and performance appraisal. The report explores the purpose and scope of HRM, focusing on resourcing the organization with appropriate talent and skills. It examines the strengths and weaknesses of different recruitment and selection approaches and provides recommendations. Furthermore, the report details the benefits and effectiveness of various HRM practices, including their impact on profit and productivity, with specific examples from the case study of the RK Golchha Group. The analysis covers the organization's profile, its vision, mission, and values, and examines the practical application of HRM principles within the company. The report also addresses both internal and external factors influencing HRM decisions, including employment legislation and concludes with a critical evaluation of HRM practices within the context of the case study.

Human Resource Management 2019
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CONTENTS:
EXECUTIVE SUMMARY......................................................................................3
LO1.......................................................................................................................4-16
HRM FUNCTIONS::.....................................................................5-10
Approaches to recruitment and selection..........................................10
Sources and methods of recruitment and selection..............................11-16
LO2.......................................................................................................................17-18
Benefits and effectiveness of HRM practices.......................17-18
LO3.....................................................................................................................19-21
Importance to employee relation::.............................19 21.
LO4.......................................................................................................................22-29
Application of HRM practices.........................22-28
Rationale for application...................................29
BIBLIOGRAPHY.....................................................................................................30
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EXEXUTIVE SUMMARY:
INTRODUCTION:
The core motive of this report is all about the knowledge and understanding of the human resource
management’s I have been appointed as a management trainee in the trading company, I have reviewed the
effectiveness of the Human resource function in golchha organisation researching the role and scope of
human resource and reviewing as well as assessing the Human resource function in the organization. The
report has been presented in accordance with the learning outcomes 1and 2 of scenario 1 and 3 and 4 of
scenerio 2 covering all its case study report. Furthermore, effective conclusions have been made as
necessary.
METHODOLOGY:
All the details, information’s and the presentation compiled in this report is sketched from the authentic
research from the websites, journals and the books. For the case study report appropriate reference is
provided from the source in order to complete the report. Furthermore, being a part of an HRD in a golchha
group, all the essential research has been made to find out the recruitment and selection process.
FINDINGS:
The purpose of this report is to give insight of understanding of human resource management. The
significance to the staff’s performance, employee’s recruitment and selection and relationship between
management and employees have been discussed further. The report describes the purpose and scope of
human resource management in terms of resourcing an organisation as well as the effectiveness of the key
elements of the human resource management in an organisation. In a second scenario, the report highlights
the internal and external factors affecting the decision of human resource management decision making,
including employment legislation. It also includes the application of human resource management practices.
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LO1: Explain the purpose and scope of Human Resource Management in terms of resourcing an
organization with talent and skills appropriate to fulfil business functions.
1. Write an overview of the organization.
2. Write an explanation on the purpose of the HR functions and the key roles and responsibilities of the HR
functions applicable to workforce planning and resourcing the organization.
3. Explain the strengths and weaknesses of different approaches to recruitment and selection. And offer your
recommendation by evaluating the strengths and weaknesses of each approach supported by specific
examples.
4. relating to both employer and the employee within the selected organization, explain the benefits of
different HRM practices with reference to specific examples.
5. Produce an evaluation of the effectiveness of different HRM practices in relation to profit and
productivity.
6. referring to an organizational context, make a critical evaluation of HRM practices using a range of
specific examples.
INTRODUCTION:
“Human resource management encompasses those activities designed to provide for and coordinate the
human resources of an organization Human resource functions refer to those tasks and duties performed in
organizations to provide for and coordinate human resources”. (Rue) . "You must treat your employees with
respect and dignity because in the most automated factory in the world, you need the power of human mind.
That is what brings in innovation. If you want high quality minds to work for you, then you must protect the
respect and dignity. " ---Mr N.R. Narayana Murthy, Chairman Emeritus, Infosys Ltd . (Murthy).Human
resource management consists of two words ie. human resource and management where human resource
refers to people at work and management refers to how the work is to be done in the best possible manners.
Hence, it is the management function which deals with recruitment, selection, training and growing of an
employee in an organization.
COMPANY PROFILE:
Company name: RK Golchha group
Company History: Rk Golchha group, the pioneering industrial group in the country with over 8000
employee was first started by Ram lal Golchha in 1931. He first established hanuman hansraj mal(now
known as hansraj and hulaschand) in Biratnagar to export to industries in India and in 1937, the first
factory of nepal Biratnagar jute mill was established with the suggestion of Indian jute mill owner Radha
Krishna Chamodia which motivated other business families to establish factories. Golchha organization is
known as the first group in the nation to start overseas exports in Nepal. In 1988, Hansraj hulaschand and
company (HH bajaj) introduced the popular two-wheeler brand Bajaj in Nepal. HH Bajaj which is among
the largest trading companies in Nepal is credited for starting a new wave of two-wheeler enthusiasm in the
Nepali market by introducing Bajaj Pulsar motorbikes.
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Vision and mission: Nations growing through sustainable growing activities. Their mission is to achieve
customer satisfaction through quality product and services along with providing employment opportunity to
people.
Values:
 Honesty
 Excellence
 Accountability
 Respect
 Teamwork
 Social Responsibility
Philosophy: They want their organisation to be blossomed through variation and sustainability of natural
resources.
HUMAN RESOURCE FUNNCTIONS
Management of human resource consists of numerous interrelated functions. Usually these functions are
common to all organizations. human resource management functions are broadly classified as managerial
functions and operative functions. Managerial functions are planning, organizing, staffing, direction and
controlling. Likewise, operative functions are procurement, development, compensation, maintenance,
Functions, Roles and
Responsibilities of HRM.
 Planning
 Organizing
 Directing
 Controlling
 Job analysis and design
 Training and development
 Employee motivation
 Performance Appraisal
 Reward Management
 Compensation Management
 Employee Disciplines
 Labor Relations
 Recruitment and selection
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motivation, integration. Operative functions are the core functions performed by human resource
management. In order to achieve organizational objectives, HRM must perform certain functions. The
main function performed by HRM are as follows:
OPERATIVE FUNCTIONS:
1. JOB ANALYSIS AND DESIGN:
According to Jones and Decothis “Job analysis is the process of getting information
about jobs: specially, what the worker does; how he gets it done; why he does it; skill, education and
training required; relationship to other jobs, physical demands; environmental conditions”. (Your Article
Library, 2019) Job analysis is the process of determining (by observation and study) and reporting
pertinent information about a specific job. It includes the identification of the tasks to be performed, the
machines and equipments utilized, the materials, products or services involved and training , skills,
knowledge, and personal traits or qualities requires of the worker. Furthermore, in Golchha
organisation, their information is recorded in two forms (pieces of papers), to make a permanent record.
They are:
 JOB DESCRIPTION
 JOB SPECIFICATION
Job description is an organized, factual statement of the duties and responsibilities of a job. Therefore, it
should tell what is to be done, how it is done, and why. It provides the worker, job analyst and supervisor
with a clear idea of what the job must do to meet the demand of the job. It describes "job" not the "job
holder".
Summary items of job description
 job title
 job summary
 machines, tools and equipment’s
 supervision given or received
 hazards
 location
 duties
 materials and forms used
 Working conditions.
Purposes of job description:
 To collect job related data in order to publicize for specific job which helps attracting,
targeting, recruiting and selecting the right candidate for the right job.
 It helps in growing of job specifications.
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 It is a simple document used in growing performance standards.
 It can be helpful for job evaluations, wage and salary administration technique.
Job specification is a composed articulation of instructive capabilities, explicit characteristics, level of
understanding, physical, enthusiastic, specialized and relational abilities required to play out a vocation,
obligations engaged with a vocation and other unordinary tactile requests. It additionally incorporates
general wellbeing, psychological wellness, knowledge, bent, memory, judgment, administration aptitudes,
passionate capacity, versatility, adaptability, qualities and morals, habits and imagination, and so forth.
Purposes for Job Specification
 Described based on expected set of responsibilities, work determination assists competitors with
breaking down whether are qualified to go after a specific position opening or not.
 It helps enlisting group of an association comprehend what level of capabilities, characteristics and
set of attributes ought to be available in a contender to make the person in question qualified for the
employment opportunity.
 Job Specification gives nitty gritty data about any job including work obligations, wanted specialized
and physical aptitudes, conversational capacity and substantially more.
 It helps in choosing the most proper possibility for a specific activity.
JOB DESIGN AND JOB SPECIFICATION OF GOLCHHA ORGANISATION:
2.TRAINING AND DEVELOPMENT:
Training is simply mixture of improving knowledge, enhancing skills and upgrading
ability. Development is an overall improvement and growth of an employee in an organization. If want a
BASIC INFORMATION:
Location> : Kathmandu
No. of vacancy : 1
Experience : 2-3 years in a similar profile years
Job Level : Senior Level
Job Type : Full Time
Salary : Negotiable /month
Educational Qualification : BBA/MBA
Expiry date : 2018-09-08
JOB DESCRIPTION
 Must run the entire operations, achieve sales target, expansion of network into rural areas of the
country, execute, lead, guide and motivate the team.
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long term development in an organization then training and development of an employee is must in an
organization. Training and development helps in meeting the market demand.
Some differences between training and development:
NEED FOR TRAINING:
 Training helps in boosting the capability of staffs or workers which helps in ultimate growth and
efficiency of an organization.
 Demands of customers can only be fulfilled through the up to date training of an employee.
 Trainers are essential for training through which learning period can be condensed and reduce the
errors of employees.
 Trained workers can reduce industrial accidents as they are well trained to use the machines.
 Training helps to overcome employee’s absentees and labor turnover as it provides a confidence and
job security.
METHODS OF TRAINING:
Methods of training
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1.
OBJECTIVES of career development:
 to attract and hold an employee in an organization.
 to utilize the managerial positions optimally.
 to provide confidence and motivation to the employee.
 to make an employee up-to-date with the new changes.
 to maintain goof relation with the industries.
3. EMPLOYEE MOTIVATION:
Simply, motivation is a will to work. It is such internal factor which provides energy to the employee and
make them committed or interested to the job or their related matter. Motivation is derived from the word
"MOTIVE" which means idea, emotions or organic state which promote a man to an action.
There are two types of motivation:
A.POSITIVE MOTIVATION AND NEGATIVE MOTIVATION
Positive motivation is all concerned with the incentives or rewards that employees feel or expect after
achieving it. Similarly negative motivation is the feeling when they get after some sorts of punishment.
B. EXTRINSIC MOTIVATION AND INTRINSIC MOTIVATION:
Extrinsic motivation is concerned with external motivators which employee enjoy pay promotion, status ,
fringe benefits, retirement plans, health insurance, holidays and vacations. Motivation is raised through
financial rewards. Intrinsic motivation is the satisfaction one gets after doing ones work well. Some of the
examples are responsibility, praise, esteem, power, competition, participation etc.
IMPORTANCE OF MOTIVATION: All nonliving resources i.e. Physical, financial. Informational resources can be better utilized through
the motivation of human resources. Better performance can be achieved through the ability of employee. Ability can be boosted through
the motivation of employee. Globalization has enlarged the competition in quality and productivity. Motivating employee through
better rewards and participation can achieve better quality and competitiveness. Motivated employee can easily accept change, adjust with new jobs, better performance which helps
in effective management of HR
4. PERFORMANCE APPRAISAL
On the job
training Off the job
training
 Apprenticeship
 coaching
 Internship
 Job vacancy
 classroom
 Films
 Case study
 Computer modeling
 Programme dinstruction
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Performance appraisal is the periodic assessment of the job and the performance as well as the potential
of the staff. It is the annual rating or the review of the staffs. Performance appraisal is also the judgment of
the activities done by the workers in an organizational the problems are checked and also the remedy are
given in case of performance appraisal. Likewise in Golchha Organization performance appraisal has been
set up for the judgment of the salary, transfers, donations and terminations. Golchha organization has been
counselling and guiding its employee by their superior as a part of performance appraisal. Performance
appraisal in Golchha organization has been the means of transmitting the ability and the activities of the
employee. Their behavior, attitude, knowledge etc.
5. RECRUITMENT AND SELECTION
Recruitment is the process of finding possible candidates for a job. The process of finding for appropriate
candidate and making them to apply for the job which will enhance the process of effective selection. It is
the process of bringing fresh and new blood in the organization. For the recruitment process Golchha
organization first makes a plan and forms a strategy development i.e. when are we going to hire?,how many
people we need to hire?, when will there be vacancy? etc. Then there will be searching considering internal
and external source and methods of recruitment. Likewise HR managers pool all the probable candidates and
determine the potential hires and eventually evaluation and control is done so that the recruitment activates
are smoothly done and if in case not there will be need of control in recruitment process.
APPROACHES TO RECRUITMENT AND SELECTION:
Job descriptions:
Job descriptions is the detailed specification about the jobs in the advertisements. It should include various
types of detailed information such as wage, job task, responsibilities, duty time etc. It helps the candidate to
find out their capacity and status for applying the job.
Skills Inventory:
For selecting the employees, all the ideal and similar employees should be put together so that the required
abilities for the position can be selected. Moreover, all the categories of employees should be pooled in
separate way so that the best can be found out. FOR e.g. organization may have its minimum requirement of
bachelor’s degree but there may be the candidates of master’s degree as well so that master’s degree
candidate can be chosen.
Job posting strategy:
Job posting strategy, a strategy for posting job vacancies in smart way is necessary to be adopted by every
organization. Outlets must be taken care of for the hob posting. For example, if a company is in need of the
management position of bachelor’s degree then it can contact for the universities job placement in the state
which can bring out all the potential candidates for the organization.
Multistep recruitment:
Multistep recruitment is essential for the deep knowledge of interested candidates applying for a specific
job. Golchha organization also breaks its interviews into multistep so that the finest candidates can be
chosen. Firstly, phone contact is made then called for the interviews which are separated into two steps
where different level of officers make an interview.
SOURCES AND METHODS OF RECRUITMENT.
INTERNAL SOURCE OF RECRUITMENT.
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Internal recruitment is the process of recruiting the candidates inside the organization. They
include friends of employees, former employees, and former applicants. The following are the internal
sources of recruitment in the Golchha organization:
Promotions: It is the upgrade of positions with more responsibilities, more authority, more rewards then
the staff’s previous job. It is also known as vertical movement and also a toll of motivation. Golchha
organization hra of has made plethora of promotions throughout the year which has made a lot of
smoothness and efficiency in its projects such as supplying and purchasing.
STRENGTHS:
It is less costly as no advertisements should be given and many more. It builds the motivation to the
employee in an organization.
WEAKNESS:
It discourages to the candidates out of the organization. There will be no change dynamism in an
organization.
Transfers: Golchha organization transfers its employees from one branch to another branch. Golchha
organization feels that its employees get the broad based view of the organization so that it will be easier for
the future promotions.
STRENGTHS:
It is less time consuming and less costly .It improves the skill of employee and is also a toll of motivation.
WEAKNESS:
Newly workers are discouraged .There may be an overload to the worker.
Former employees: Former employees in Golcha organization includes temporarily laid of staff, retard
employees and workers who left the company and willing to come back to company and work again.
STRENGTHS:
It is less costlier as there is no need of selection test and orientation program .It is less time consuming and
company can get known and trusted workers.
WEAKNESS:
Fresh candidates are discouraged and organization may become unchanged.
Previous applicants: Previous applicants are truly an internal source of recruitment. As they have once
contacted with the organization they can be called to work in the organization as a fresh candidate.
STRENGTHS: It saves the time. No waste of money for selection.
WEAKNESS: As selective candidate is hired there will no perfect selection and the people with high
ability can be missed.
INTERNAL METHODS OF RECRUITMENT:
There are many methods for recruiting employees in an organization. There are many ways to internally
advertising vacancies such as word of mouth, personal records, seniority lists, performance lists obtained
from skills inventory. Some of the internally advertising methods opted by the Golchha Organization are:
Job postings: Golchha organization specially publishes its job vacancies showing several job openings
currently available. It provides an open invitation in an organization to apply for a job vacancy. Some of the
means used for announcing the job vacancies are:
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 Providing notice in a notice or bulletin board.
 Supervisors are provided memo.
 In-house newsletters.
 Sending mail to the related employees.
STRENGHTS:
Employees get a chance to develop themselves. Organization goal an objectives can be known. Equal
opportunities to all the candidates for their development.
WEAKNESS:
It takes time to process file. In case an outside candidate is chosen then conflict may arise. It can be a
difficult process if there equally certified employees applying for a job.
Employee referral programs (ERPs): It is generally word of mouth advertisements. Employees are
generally rewarded for suggesting skilled applicants to organization .Employees also receive extra money
for referring employees with great skill or in an occupation highly demand major concerned with ERP in
Golchha organization is that similar types of individuals are likely to be employed as those who are
currently in the organization.
STRENGTHS:
No waste of money. Staffs can earn extra money by referring candidates to the organization .It is very
convenient method to recruit short supply skills.
WEAKNESS:
As word of mouth advertisement is made similar employees may be referred than the really skilled one.
Skill/HR inventories: It is the process of checking out employee’s record which may helped to find out
potential employees who are engaged in their duty below their educational qualifications or skilled level. It
may also help to track the employees who have ability for further training or those who have sound
background for the vacant position.
STRENGTHS:
It do not consumes extra time (a few minutes job) as stock is readily available. Employees within an
organization is picked up .A potential employees can get better chance for a deserving position as per his/her
educational qualification.
WEAKNESS:
Talented candidates outside the organization are not encouraged. Sometimes it can be expensive (outside
candidate can be cheaper and skilled).
EXTERNAL SOURCE OF RECRUITMENT:
External source of recruitment refers to those sources which are outside the organization. The external
sources may be very beneficial in an organization .Some of the important external sources of recruitment are
as follows:
POACHING /RAIDING: It means luring workers who are working in other organization .Even though
many of the hiring company’s believe it to be unethical to directly contact the employees of other
organization, many companies still engage in such raiding .In other words, poaching means recruiting a
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competent and experienced candidates who are with another organization in same industry. Golchaa
organization often use this strategy as "buying instant talent "rather than developing it.
STRENGHTS:
There’s is no waste of time. There’s no need of extra training for the development of the employee. It is very
convenient for the urgent situations. It may be sometimes cheaper than recruiting the employees and
developing from outside.
WEAKNESS:
Though it may be legal but deep down it is unethical. All the skilled and talented employee inside the
organization may be demotivated. If such recruited employee are not employed and utilized properly then
then can be burden to the organization.
EXECUTIVE SEARCHING/HEADHUNTING: It is the process of recruiting senior managers which is
known as executive searching. A group of companies and industries are targeted and the best possible
candidates are made available to those companies. Golchha organizations often go through such
headhunting process (job, 2020).
HEADHUNTING BY GOLCHHA ORGANISATION:
Basic Information
Location : Nawalparasi
No. of vacancy : 1
Experience : Minimum 5 years of experience in related field
Job category : Human Resource /Org. Development
Job Level : Senior Level
Job Type : Full Time
Salary : Negotiable(As per Candidate potential) month
Educational
Qualification : MBA
Expiry date : 2018-10-10
Job Description
 Maintains & enhances the Organizations human resources by planning, implementing and evaluating
employees relations and human resources policies, programs and practices
Job Specification
 MBA
 5 Years in similar profile
 Excellent communication and Negotiation skills
 Conflict management & problem solving
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Some of the important aspects of headhunting in GOlCHHA ORGANIZATION are":
1. It is a kind of threat to the organizations because organizations may lose their experienced senior level
managers.
2. Employees may be motivated to leave their organizations after a short period. Therefore, organizations
often provide large cash bonuses which are only available to executives who stay with the firm for a certain
number of years.
CASUAL APPLICATIONS: It is the process where applicants apply for the vacant jobs posted by the
companies. Candidates get known to this through different sources such as media newspapers, social medias
etc. In this process HR manager should see all the applicants briefly so that the deserving candidates shall
not be missed. Due to the attractive facilities of the organization there may be unsolicited employees as well.
As Golchha organization is well reputed organization in Nepal it also has many of the unsolicited
employees.
STRENGHTS:
it is beneficial for the recruitment of the lower level staff. Highly reputed companies can high benefit
through this source.
WEAKNESS:
It is not suitable for the less reputed organization. Selection has to be done from a pool of a limited
candidates. Companies cannot attract the deserving candidates.
Candidates of present employees is another external source of recruitment in an GOLCHHA
ORGANIZATION which is introduced by the existing employee of the organization .If all the criteria’s
meet with the candidate of present employee , he or she is most likely to be recruited in the organization. But
this can be the problem of nepotism in an organization affecting other candidates.
Educational institutes are also informed for the intern program in a golchha organiation. GOLCHHA
ORGANIZATION often contacts with the college and universities for the lower level staff recruitment.
Employment agencies these days are emerging rapidly in our country. GOLCHHA ORGANIZATION often
retains such agencies for the suitable vacancies as per the need of the organization. Not only have this labor
unions also provided the manual and skilled workers in sufficient numbers.
EXTERNAL METHODS OF RECRUITMENT.
GOLCHHA ORGANIZTIONs best policy regarding recruitment is to look first within the organization .If
the source fails external recruitment is adopted by the GOLCHHA ORGANIZATION. Some of the methods
followed by gochha organization are as follows:
Radio/television advertisements are very useful means to transmit the information all over the area but it is
expensive. It is very helpful to fill vacancies in critical situation.
Newspaper advertisements in golchha organization is mostly used for attracting the qualified candidates.
Varieties of advertisements can be made in the newspaper. Golchha organization makes its advertisements
in various newspaper such as kantipur gorkhapatra, etc.
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E-recruiting /computerized method is the process of screening candidates electronically. Online skill
assessment is made, all the background checks and interviews are done in the internet etc. All the process
are controlled through their web based software.
SELECTION
Selection is essentially a process of choosing right applicant best suited for the organization requirement. It
is also the process of rejecting the unsuitable applicants and ultimately arriving at the most suitable one. The
main objective of the selection process is to select the individual who possess the skills, responsibilities,
abilities, personality to successfully fill specific job in the organization. Selection is always made after the
recruitment. Selection process may differ from position to position or organization to organization. Some of
the selection process made in the GOLCHHA ORGANIZATION are reception in employment office,
preliminary interview, application blank/form, selection tests, main employment office interview,
investigation of applicant’s background, medical examination, orientation etc.
RECOMMENDATION:
Well, all the approaches are enough for the recruitment and selection but some of the recommendation are
that the policies and procedures need to be transparent during recruitment and selection process. Policies
provide all the guidelines and principles for the recruitment and policies provide the ways to be followed
during selection. Simiarly, training should be provided to the managers and supervisors not only in what
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steps to be followed during recruitment and selection but also how the interviews should be taken and what
measures should be followed. Moreover during the high level decision making involvement of senior
members is must.
CONCLUSION:
This task clarifies about the roles and responsibilities as well as the function of the organization .Also,
detailed information about the approaches to recruitment and selection and their strength and weakness.
LO2: Evaluate the effectiveness of key elements of human resource management in an organization.
BENEFITS OF HRM PRACTISES:
Conflict Resolution:
Golchha organization has its HRM practices helped in conflict resolution. Human resource managers of
Golchha organization help to mediate the disputes in the organization, whether between employee’s
arrangement and employee. They strictly follow their company policies and procedures which helps to
overcome the conflicts in the organization. Moreover, they help to overcome and resolve the conflict matters
as they help their employees in poor attitude, language, professionalism etc.
Training and Development:
Training and development is a huge benefit for the employees in a Golchha organization. Developing and
training employees is a must responsibility of managers in a Golchha Organization. All the new workers are
trained and provided orientation to increase their practical knowledge and introduce them with the new
technologies. Workers get a chance to build up their performance.
Employee relations:
Human resource managers in Golchha organization are actively working for the better employee
relations .They are always available for the rights of their subordinates so that they feel comfortable in an
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organization. Any complaints on discomfort, harassment etc. are handled by the human resource managers
of the Golchha Organization.
Retaining skilled manpower:
Golchha organization provides attractive incentive to the high level employees so that they do not shift to
other competition companies. Due to this employees get motivated to their organization and their
performance.
EFFECTIVENESS OF HRM PRACTISES:
Hiring:
Hiring is one of the effective measure for the productivity and profit of the organization. Golchha
organization hires the best of the best candidates so as to achieve their organizational goals. While hiring the
candidates they check their qualification, training, experience, commitment etc. There is always a difference
in between the average performer and the best performer in boosting the performance of the organization.
Security:
Showing your employee that you value his employment with your company helps you both to understand
your mutual desire to work together to continue to make your company thrive in the future. By setting a
motivational tone for your office, you empower your employee with a sense of well-being at the office so he
will not need to question his job security. (A Systematic Approach to Recruitment & Selection, 2020)
Golchha organization provides employee with benefits and also the health benefits so as to provide security
to their employees.
Team work and common goal:
HRM practices makes a company very effective in terms of its togetherness and common goal. Hrm
managers of GOLCHHA Company make objectives and goals transparent to the employees so that
employees get visionary and build a good coordination between them. When the goals, objectives are not
made clear to all the employees there arises a ego clash, no coordination, therefore all should be bind
together and have a common goal.
Developing employees.
Employees are the valuable ornaments of any kinds of organization. Employees are the ones who build the
company and also who destroys the company. There has been a huge competition in corporate world with
their increasing development in technologies. To cope up with all the technologies, employees should be
trained well to compete with other organizations.
Golchha organization provides various training programs to its employees so that it serves as a platform to
get new employees up to speed with the processes of the company and address any skill gaps. It also provide
various types of benefits so as to retain employees because employee turnover is really necessary for the
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company’s growth. Every department in Golchha organization has targeted training groups. These generally
revolve around product development training, QA training, PMP among others where internal and external
process experts facilitate programs.
CONCLUSION:
From all of the above task, we can say that labor turnover should be maintained in order to achieve the goal
of the organization. Labor turnover can be obtained through the health care befits and other packages to the
employees.
Many of the organizations have followed hrm practices strictly in order to reach their goal. Likewise
Golchha organization has also adopted the hrm practices so as to compete in the corporate world. Golchha
organization has made its way clear through its selective hiring in order to enhance its employee’s level. All
the steps are taken during selecting competent employees.
Golchha organization has made full effort to maintain good relationship among employees or management
and employees. Team work is the best strategy for every companies to grow their profit and productivity.
Employee should have common goal and should work together.
Golchha organization gives the various training programs to its employees so they can perform better in
digital world. If employees are placed in the same position with continuous work they do not get chance to
open up their talents which could be very beneficial for the organization.
LO3: Analyze internal and external factors that affect Human Resource Management decision-making,
including employment legislation.
INTRODUCTION:
Every individual at the workplace shares a certain relationship with his fellow workers. Human beings are
not machines who can start working just at the push of a mere button. They need people to talk to, discuss
ideas with each other and share their happiness and sorrows. (juneja, 2020).Golchha organization has the
largest number of employee ie8000 all over the country which shows that it has good capacity to handle
worth employees. Golchha organizations one of the reason to be successful organization is that it maintains
good relation with its employees. It has good means of communication with its employees and takes good
care of its employees.
IMPORTANCE OF EMPLOYEE RELATION:
Employee relation just refers to the relation between workers and the employers. Most of the employees
enjoy the profit and productivity through the good employee relation. Some of the importance of employee
relations are as follows:
Employee Engagement:
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Most of the researches show that employee engagement lead a company to its success. Employees are the
pillars of the every organization.Golchha organization cannot make its decision by its own, it should take
advice of its employees to know the root problems of the organization. For better employee engagement
there needs a good communication. Some of the communications that are made by Golchha organization
are:
It share its thoughts, reviews and update employee expectation. It gives good response to the feedbacks and
recognition.
Fewer workplace conflicts
Since workers engagement is made, the workers feel comfortable with their employers. The situation
becomes happy and healthy in the workplace. Golchha organization has made its working environment
happy and peaceful which helps in sound decision making. Every good decision aren’t made all of sudden, it
takes many struggles.
Retention of employee
Strength of the Golchha organization is that it has played a great step towards employee management and
engagement. Employee engagement boosts in employee satisfaction which leads to retention of the
employees. Retention of employees is very necessary for every organization because more the employees
are retained more they get to know the goal and objectives of the organization which ultimately benefits the
organization. Workers get very comfortable in their workplace and also know every weakness of the
organization which helps in recommending in the decision making of the organization.
More responsibility:
When a company make a comfort zone and a good ambience in a company workers feel happy and show
their responsibility towards the organisation. Employee engagement also makes an employee more
responsible because all the feedbacks and recognition are taken care by the organization. Finally, workers
also feel more responsible when the time comes for decision.
More inputs:
The more brains the more ideas and opinions can be achieved in the organisation. Employee relation in any
organisation is very important because company may not know the hidden talent of any employee. The new
way of vision can born in an organisation which can be very beneficial for the organization. Golchha
organisation take employee as a valuable ornament as they know the power of good employee relations.
KEY ELEMENTS OF EMPLOYEE LEGISLATION AND THEIR IMPACT ON HRM DECISION
MAKING:
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Employee legislation controls the organisation in different matters like working condition, safety, health etc.
Some of the elements of employee legislation are as follows:
Individual employment relationships:
The building, refitting and termination of employee relation are the matter of individual employment
relationships. It also involves certain aspects like transfer, promotion, compensation and dismissal. It also
includes the legal procedures such as dismissal procedures, minimum wages, work conditions and
termination of employment.
Employment:
The objective of this element is to minimize the unemployment rate rather than focusing on long term
retention of employee. This element has given a framework for the employment service such as vocational
training, training, and apprenticeship and for prediction for the need of man power. Factors such as
employment and occupational equality also come under this element.
Work conditions:
All the factor such as resting hours, vacations and other special regards in case of employment of women,
child labor and effective regulation for young men employment. It also includes equal employment and pay
and provisions for family responsibilities and adequate maternity provisions.
Trade unions and industrial relationships:
This elements includes deep legal relationships such as rights of trade unions and organizations and their
legal status. It also settles the disputes among the employees, collective agreements and bargaining. It also
represents. It also represents the employees at the enterprises.
Health, safety and welfare:
Occupational health and any accident related incidents, services and special regulations for hazardous
occupations (dock work, mining, construction) etc. are included in this particular element. Majority of
development can be increased concern with the wide use of chemicals and welfare facilities related to
employment, recreation and transport facilitates.
Social provision for particular occupational or other groups:
Employee legislation include provision for occupational or other groups as special legislation. These
provision are common in transportation, mining, agriculture and other commercial occupations.
Employment standards:
It gives basic or minimum employment conditions in an organization.(minimum wage, hours of work, OT
pay)
Labor relations:
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It maintains the relationship between union and employer .Every organizations are not covered by the
employee relations.
Conclusion:
Golchha organisation ensures all above elements of employee legislation which directly or indirectly
influence in the decision making.
LO4: Apply Human Resource Management practices in a work-related context.
1. The design of a job specification for one of a number of given positions in the organization.
2. A CV for each student, tailored to apply for one of the positions advertised by another team.
3. Documentation of preparatory notes for interviews, interview notes based on selection criteria
And a justified decision of the candidate selected.
4. A job offer to the selected candidate
5. With reference to the group activity, write a critical evaluation of the process and the
Rationale for conducting appropriate HR practices that influence in decision making.
APPLICANTIONS OF HRM PRACTISES IN A WORK RELATED CONTEXT:
Recruitment and selection:
Recruitment and selection is the process of selecting the best candidate available in the market, defining the
job, responsibilities of the position etc. It is said that every successful business have their energetic staffs.
Recruiting the talented staff may take an organization to the greater height. So organizations should
critically select the trained employees in order to reduce their costs. Many of the organizations ask for the
CV and call a selected employee for an interview and hence select as per the requirement of the position
demanded in the organisation.
Performance appraisal:
It means deciding the performance of the workers in an organisation. It is the evaluation of the work done by
the employee and their ability for the development. Golchha organisation also applies it in their organisation
because it improves the employee performance. It helps in the overall development of the employee and also
makes ease at supervisory understanding. It also provides a guise in case of change in job.
Reward Management:
Anything that attracts an employee’s attention and stimulates workers to work is commonly known as
reward management. The most attracting reward for every employee is wages, pay etc. Reward also can be
the non-monetary items. There are different kinds of rewards such as:
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Direct reward and indirect reward: direct reward is the reward which includes salary, wages, stock options,
profit sharing etc. And indirect reward refers to safety programs like insurance plans, pension plans etc.
Intrinsic reward refers to satisfaction one gets from the job itself and extrinsic reward refers to bonuses and
benefits etc.
Financial reward refers to the direct payments that enhance the employees wellbeing like salary, wages and
commissions etc., and non-financial reward refers include parking space, special parking’s, attractive
furnishings, personal secretary etc.
Job design:
It is very important responsibility of the organisation. Here in the job design i will show all the job analysis
which shows the information about the specific job. Also I will be showing the job description and job
specification.
Job description:
Job description is a simple statement of the duties and responsibilities of a specific job. It show about the
position, how it is done, where and why it’s done. It provides both the organizational and functional
organisation. In fact gives the clear idea to all the workers, supervisors about the work to be done. Job title,
job summary, machines, tools, equipment’s, supervision given or received, location, duties, working
conditions etc. are the summary items of the job descriptions.
Job specification:
It is the statement of the minimum requirements of the human abilities essential to perform for a job.
Job specification are developed with the HR department and supervisors where HR department prepare all
the matters of job description and job specifications.
The following are the interviewing notes for the selection criteria:
 profile the position functions
 establish specific requirements
 establish priorities
 contact HR employment
 choose diverse selection committee
 have a plan
 screen carefully
 contact the applicants
 interviewing
 check references
 make a selection
 deciding a salary
 completing the process
The following is the job specification of the Golchha organisation:
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Curriculum vitae (CV):
Here is the curriculum vitae for the application of the job.
RAM SHRESTHA
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Tarkeshwor-11, Kathmandu
Mobile No: 9843127276
...........................................................................................................................................................
................................
RESUME
OBJECTIVE
To be a part of an organization as a where I can grow in terms of knowledge, skills and attitude and
put an effective use of my abilities and acquired professional competence in the area of Accounting,
Auditing and Taxation, so as to align self-development with organizational development with persistence
hard work.
10+2 2015 HSEB,NEPAL
S.L.C 2O13 GON,NEPAL
BBA 2019 GON,NEPAL
TRAINING
 Pursuing 35 Hours Orientation Program conducted by ICAI, visshwas Nagar
 Pursuing 100 Hours ITT training conducted by ICAI, Gazipur Nagar ( This training programme
includes MS-Office, Tally 9 ERP,
E-mail & Internet accessories.
PERSONAL SKILLS AND ABILITIES
 Ability to work in a team environment
 Initiative and desire to excel.
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PERSONAL DETAILS
Name : Ram Shrestha
Father's Name : Nirakh shrestha
Mother's Name : Kalpana Shrestha
Date of Birth : 17 Jan, 1996
Permanent Address : Tarkeshwor-11, Kathmandu
Nationality : Nepalese
Marital Status : Single
Sex : Male
Language Known : English, Nepal, Hindi
DECLARATION
I hearby declared that the details above furnished are true to the best of my Knowledge.
Ram Shrestha
Evaluation process:
This is the very essential process for the Golchha Organisation as it helps to recruit the very good candidates
for the organisation. It evaluates all the above process and finally aids in rejecting the unsuitable candidate
and selecting the best possible candidate for the organisation as per their demand.
JOB OFFER:
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Job offer is the invitation to the selected candidate to work in their organisation. It shows all the terms and
conditions to the further continuing employee which are selected in the organisation. This includes all the
benefits, salary, job title, responsibilities etc. It may also include the working hours, job start date, and the
expected hours for the upcoming fresh employee of the organisation.
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RATIONALE FOR THE APPLICATION:
Following are the rationale for the application of hrm practices in an organisation:
Strategic management:
Strategic management is a process of attracting, motivating, and retaining employee in an organisation. Also
it aids in the process of using HR techniques like training, recruitment, employment compensation etc.HR
departments which work under strategic management do not work alone they also cooperate with the other
departments and try to understand their goals, objectives etc. When a HR department strategically manages
the process of training, recruiting, selecting etc. it gives a great benefit for an organization.
Wages and salaries:
Wages and salaries are handled by the accounting department of the organisation. This administration of
Golchha organisation handles the procedures of benefits, employee compensation, salaries and answering
payroll questions of the employees.
Safety and risk:
Safety and risk management helps in developing occupational health and safety program. Safety and risk
management assist in maintaining the peace and safe working ambience. Safety management and risk
programs are conducted to evaluate the organizations situation in a Golchha organisation.
Employee satisfaction:
Employee’s satisfaction generally refers to the happiness and comfortable zone of the employee. Employee
satisfaction is such a thing which can make company reach its goal day by day and night by night. Employee
satisfaction can be achieved by respecting the work of the employee, motivation them, providing them the
benefits as per their work and position, responding their feedbacks and recognition etc.
Training and development:
Training is the method of teaching the technical and other knowledge to the workers in order to use the new
machines and technologies whereas development is the overall growth of the employee in the managerial
position. Training and development helps in developing future manager and increased performance.
Hiring process:
Hiring process is all about reviewing applications, interviewing and selecting the best possible candidate for
the organisation. As we all know the employees are the pillars for the success of the organisation where
hiring process assists in bringing qualitative candidates for the organisation.
Conclusion:
All above tasks describe the rationales for the application in the organisation also relating withe the Golchha
organisation.
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