CIA - 3

HUMAN RESOURCE
MANAGEMENT

BY:
Goutam Sahu - 2324328
Himanshi Sujwani - 2324330
Rishika Porwal - 2324350
Ronak Nitin Sheth - 2324351
 TABLE OF CONTENTS

Background Information RECRUITMENT AND

ORGANIZATIONAL
and Professional
H
CONTEXT SELECTION
Background

Employee Engagement Performance Management Training and

and Retention Development

COMPENSATION AND Employee Relations Emerging HR Trends

BENEFITS

HR Challenges Analysis Recommendations

/Sugesstions
 BACKGROUND INFORMATION AND
PROFESSIONAL BACKGROUND:
1. WHAT IS YOUR NAME, YOUR CURRENT POSITION IN THE ORGANIZATION AND WHAT IS YOUR HIGHEST LEVEL OF
EDUCATION? HOW MANY YEARS OF WORKING EXPERIENCE DO YOU POSSESS IN THE FIELD OF HUMAN RESOURCE
MANAGEMENT?

Shruthi Mishra is from Gurugram, Haryana, India, and is currently holding a newly hired position of HR MANAGER at
SHREE CEMENT LTD. She’s a Graduate from the - IIBS, Bengaluru with Human Resources Management being her
specialization. She has experience working over 3 years in the field of HR and is recently elevated to the position of
HR Manager in Shree Cement Ltd.

2. HOW MANY YEARS OF WORKING EXPERIENCE DO YOU POSSESS IN HUMAN RESOURCE MANAGEMENT AND WHAT
PREVIOUS HR POSITIONS HAVE YOU WORKED IN OTHER ORGANIZATIONS?

. She has experience working over 3 years in the field of HR with various roles such as Human Resources
Intern at Grizmo Labs, Technical Recruiter at ICS Consultancy Services, and Management Trainee Human
Resources in Shree Cement Ltd. and was recently promoted to the position of Manager in Shree Cement
Ltd.
 ORGANIZATIONAL CONTEXT:

1. PLEASE, BRIEFLY DESCRIBE THE COMPANY, AS WELL AS THE INDUSTRY AND THE SIZE OF THE INDUSTRY IT BELONGS TO.

Indian cement industry is the second largest in the world and has a worth of over 50 billion dollars and is
expected to grow more shortly as more new construction projects are in the pipeline.
Shree Cement is a leading Indian multinational company in the construction materials sector with a
specialization in cement and clinker.
Started in 1979 and it has been renowned as one of the largest cement manufacturing companies in India that
spread its operation in different states of the country.
Indian cement industry is the second largest in the world and has a worth of over 50 billion dollars and is
expected to grow more shortly as more new construction projects are in the pipeline
 RECRUITMENT AND SELECTION

1. WHAT ARE THE TWO MAJOR FACTORS THAT MAKE THE PROCESS OF ATTRACTING AND RECRUITING HIGH
PERFORMERS DIFFICULT?
Intense Competition: Employers are always in search of high performers in all organizations. In most cases, “We
are always in a combined battle with other competent and executive-focused companies both within and outside
our operational industry in a bid to target these talents.”
Skill Gap and Rapidly Evolving Industry Requirements: In the cement industry like many others technological
developments and sustainability programs are revolutionizing what skill demand is. Attracting and selecting
individuals who, on the one hand, are familiar with the modern state of the industry and, on the other hand, likely
to be able to upgrade their knowledge as the industry develops, may be quite a challenge.
 RECRUITMENT AND SELECTION

1. HOW CAN YOU ASSESS THE LIKELY SUITABILITY OF A CANDIDATE CONCERNING THE ORGANIZATIONAL CULTURE OF
THE ORGANIZATION?

Behavioral Interviews: We conduct competency-based interviews where we ask specific questions that create a
context in which the candidate can demonstrate previous behaviors that are characteristic of our organizational
culture.
Team Interaction: We provide candidates with opportunities to communicate with potential team members in
circumstances that do not require formality; this enables us to assess how appropriate their behavior is
regarding their colleagues.
Reference Checks: We conduct more extensive reference checks, providing certain questions about the
candidate’s fit for workplaces like ours.
 EMPLOYEE ENGAGEMENT AND RETENTION:

1.PLEASE, BRIEFLY DESCRIBE THE COMPANY, AS WELL AS THE INDUSTRY AND THE SIZE OF THE INDUSTRY IT BELONGS TO
Employee Engagement Surveys: During surveys, people tend to be more truthful with their answers and this
helps us understand our organizational strengths and weaknesses regarding culture.
Turnover Rate: “We keep strict records of the voluntary turnover rates”. When comparing these rates
across departments, by job level or over time. It assists us in determining where the organization could be
facing issues with employee satisfaction.
Absenteeism: The patterns of absenteeism offer a wealth of information on the morale and satisfaction levels
among employees at the workplace.
Productivity Metrics: We believe that workers who are content with their jobs tend to be more effective in
their work and therefore we pay attention to the activity and productivity of each employee and group of
employees.
Participation in Company Events: The degree of employees' willingness to attend company events is an
effective measure of employees’ satisfaction and motivation. This is perhaps one of the most significant
aspects since we can monitor and record learners’ participation in several activities.
360-Degree Feedback: The extensive anonymous feedback survey we present in this paper is a valuable
method for diagnosing relationships between employees as well as their satisfaction with the management
team. This approach involves seeking information on the employee’s performance and behavior from the
immediate boss, colleagues, and juniors, respectively.
 EMPLOYEE ENGAGEMENT AND RETENTION:

THERE ARE MULTIPLE CASES WHEN WORKERS CHANGE COMPANIES AND THERE ARE THOSE WHO GOT POACHED, HOW DO
YOU FOSTER HIGH RETENTION?
Career Development Opportunities: Career advancement is well defined and the company supports
effective training schemes. This benefits the employees by developing their talents and thus promoting career
development within the organization.
Work-Life Balance: “We appreciate and allow employees to work from home” under certain circumstances.
It helps meet group requirements and is also a factor in affecting the job satisfaction rate among employees.
The flexible and supporting piece is especially liked by the employees.
Recognition and Rewards: Our sound recognition reward system recognizes and rewards excellent
performances. This enhances the organization’s workforce morale and productivity since employees will feel
wanted and encouraged. Rewarding enhances commitment, participation, motivation, and quality
performance among the employees.
Engaging Work Environment: We work hard to ensure that we establish an organizational culture that
promotes working relationships, creativity, and productivity in the workplace. People at work get a favorable
environment and rapport.
Retention Bonuses: In certain critical jobs, we provide retention incentives that are linked to certain tenures.
This has the effect of ensuring employee loyalty and lessening the rate of absenteeism. The employees can be
motivated to remain productive towards the growth of the company
 PERFORMANCE MANAGEMENT

1. HOW IS THE PERFORMANCE MANAGEMENT SYSTEM CONSTITUTED OR DEVELOPED WITHIN YOUR ORGANIZATION?

Goal Setting and Alignment: Employees and managers engage in setting work objectives that are well-defined,
quantitative, and realistic. These goals are meant to be achieved to complement the organization’s goals. As a
result, it ensures that all the participants are operating under set goals and objectives.
Performance Reviews: There is always appraisal formulated as checks and balances again with goals whose
achievements are within a given period. These reviews offer a guided method for feedback. They assist in
defining strengths and weaknesses. An appraisal is crucial in the advancement of the employee’s career.
Recognition and Rewards: There is a provision for quality performance and this has always seen the employees
rewarded. Promotion may include incentives such as trophies, bonuses, or rewards that are given infront of their
co-workers which motivates them too. Rewarding creates a positive organizational culture
 PERFORMANCE MANAGEMENT
2. CAN YOU PLEASE EXPLAIN HOW YOU DO THE FEEDBACK AND THE PERFORMANCE APPRAISAL OF THE EMPLOYEES?

Regular Feedback: There is also a provision of free and usual communication between the managers and
employees. This consists of short conversations, personal appraisals, and professional assessments. Feedbacks
assist in clearing emerging challenges frequently and focuses on constant enhancement.
360-Degree Feedback: To capture all the necessary views, there are sometimes 360–perceived feedback
processes utilized. Co-workers and junior and senior colleagues provide feedback to employees.It is useful in
that it can determine aptitudes and weaknesses.
Key Performance Indicators (KPIs): KPIs are measurable values developed by an organization to monitor the
success of programs and projects over time based on set goals and objectives. The KPIs are predetermined based
on the position and activities of an employee. These KPIs have been tuned to reflect the organization’s strategic
goals in operation.
Performance Reviews: Performance appraisals are done every one or semester. These reviews are used to
measure performance against the set goals and KPIs by the employees. We give feedback and outline
developmental insights during the reviews. New targets are established for the future period.
Performance Improvement Plans: In the case, an employee needs that little extra prompting to augment his or
her work performance, we then create performance enhancement plans. These plans are quids addressed to
specific ailments.
 TRAINING AND DEVELOPMENT
1. WHICH ELEMENTS OF TRAINING AND DEVELOPMENT MOST EFFECTIVELY CATER TO THE NEEDS OF THE ORGANIZATION?
Technical Skills Development: Due to our type of business, we focus on training our human resources on various
aspects that deal with improving the overall efficiency of their work, for instance, tools and equipment
operation, standard procedures, product quality, and even methods of improving production.
Leadership Development: We strongly support developing upcoming leaders within the organization. The
leadership development programs we offer as a company rely deeply on the key concepts of strategic thinking,
decision-making, communication, and teamwork.
Soft Skills Training: It’s safe to say that there is an emphasis put on soft skills in the current world job market.
Some of our programs include interpersonal communication, problem-solving, conflict management and
customer relations. It is also important for working in a group and handling customers, hence the need to master
the skills pointed out .
Subject Area Certifications: To ensure that the organization remains at par with market innovativeness, all
employees are allowed to pursue industrial courses relevant to the organization’s business.
Continuous Learning Culture: We encourage learning processes by offering online courses, workshops, and
conferences that enhance employees’ performance. This is a favorable approach to facilitating learning and
development because it puts the onus on the employees. Education for all our workforce ensures that they
accommodate change since it is a continuous process.
 TRAINING AND DEVELOPMENT
2. HOW ARE THE TRAINING AND DEVELOPMENT PROGRAMS THAT ARE EMBRACED IN THE COMPANY, PUT INTO PRACTICE?

Customized Training: We have internal and external training where the needs of various departments and the
training to be given are met accordingly. This serves to make sure that the training given is both pertinent and
realistic. Tailor-made training fits their needs and circumstances that cannot be provided by an off-the-shelf
solution.
Mentorship and Coaching: Where appropriate, we sponsor employees with knowledgeable mentors who provide
them knowledge and offer advice, encouragement, and development.
Performance Management Integration: The organization provides its employees with the necessary skills and
tools to accomplish those aims. However, integration majors the developmental activities with the performance
goals
Measurement and Evaluation: To ensure that the training interventions we offer to employees are effective at
improving employee performance we monitor the results of our training initiatives and their effectiveness within
our organization. Evaluation checks on whether these programs are still useful and have a positive impact beyond
the initial months or years; hence our regular evaluation of our programs.
 COMPENSATION AND BENEFITS
1. WHAT INCENTIVES ARE OFFERED TO THE EMPLOYEES AND THE TIME SPAN BY WHICH THE REWARDS ARE GIVEN TO THE
EMPLOYEES?
Base Salary: We provide decent base pay for our employees which is analyzed based on the job exigencies,
employee’s experience, and industry wage levels. This prevents effects such as under remunerating the employees
while at the same time guaranteeing the payment of benefits that fall in line with the market standard.
Performance-Based Incentives: These reward plans are yearly bonuses, sales incentives, and stock appreciation
rights. Such incentives are drawn to award special performance and effort that an employee or team of employees
has exhibited.
Retirement Plans: Employees get benefits through Social Security programs like pension schemes/provident fund
Leave Policies: We also offer our employees the liberty to qualify for other types of leave, such as paid annual
leave, sick leave, maternity/paternity leave, and bereavement leave. This supports working not only in terms of
needs but also in terms of balancing work and personal activities.
Performance-Based Incentives: These are given on an annual basis depending on the performance of an employee
through different periods of time.
 EMPLOYEE RELATIONS:
1.WHAT MEASURES ARE UNDERTAKEN TO ADDRESS GRIEVANCES AND COMPLAINTS THAT EMPLOYEES MAY HAVE
WITHIN THE ORGANIZATION?

Open Door Policy: When employees have issues with the workplace environment that they wish to report or
launch a complaint we urge them to go to their immediate bosses. Such an approach ensures the free flow of
information.
Formal Grievance Procedure: If an employee is unsatisfied with an initial investigation response, they may
proceed with our formal grievance procedure. This procedure also provides the ‘how’ and ‘when’ of handling
complaints, and provides a clear guide that employees can have faith in.
Mediation or Arbitration: Sometimes, the employee may bring a complaint to the attention of a neutral third
party to try and resolve the dispute within the organization. It is made sure that mediation is done is an
unbiased way.
Corrective Action: If disciplinary action grievance substantiation is confirmed, we correct unfair treatment.
This may include reprimanding the employee, changing or providing an option to remove the policy if deemed
necessary, offering support to the affected employee to solve the problem so that it does not repeat itself and
even removing an employee if found guilty.
Corrective Action: If disciplinary action grievance substantiation is confirmed, we correct unfair treatment.
This may include reprimanding the employee, changing or providing an option to remove the policy if deemed
necessary, offering support to the affected employee to solve the problem so that it does not repeat itself and
even removing an employee if found guilty.
 EMPLOYEE RELATIONS:
2. HOW DOES YOUR ORGANIZATION EXECUTE THE EQUITY, DIVERSITY, AND INCLUSION(EDI) PROGRAM?

Employee Resource Groups (ERGs): We encourage the formation of employee resource groups to create a sense
of community, provide support, and advocate for diversity and inclusion. ERGs play a crucial role in fostering an
inclusive workplace by offering a platform for employees to share experiences, drive positive change, and support
one another.
 EMERGING HR TRENDS
1. CAN YOU POINT OUT RELATIVELY RECENT TRENDS THAT YOU FEEL HAVE THE POTENTIAL TO IMPACT THE HUMAN
RESOURCE MANAGEMENT PRACTICE IN THE COMING YEARS?
Artificial Intelligence (AI) and Automation: Technology, particularly, AI and automation remain to cause shifts for
the conventional human resource management functions like recruitment, onboarding, performance appraisal, and
engagement among others.
Remote Work and Hybrid Work Models: Technology-supported work arrangements such as remote and hybrid
work models will likely continue influencing the organizational landscape, which will also prove problematic for HR
professionals trying to standardize policy and practice for the segmentization of a virtual labor force.
Skills Gap and Upskilling: Technology expansion is foreseen to intensify in the coming years and this will improve the
demand for talented personnel. Hence also in conformity with the theme, the roles of the HR professionals will be
centered on training and development so that employees have the critical competencies that would augment
competitiveness.
 HR CHALLENGES:
1. BEING IN THE FIELD OF HR, WHAT ARE THE TOUGHEST CHALLENGES YOU’VE FACED?
Layoffs and Redundancies: Layoffs or reductions in workforce because of declines in economic conditions or future
organizational changes are never easy to initiate. Decision-making when it comes to meeting the operational needs
of the business and those people who are affected by such decisions has to be strategic.
Employee Relations Issues: Handling employee relations issues for example employee relations problems,
grievances, or even discipline is time-consuming and may take a lot of energy. choosing assumptions based on
rationality, concentrating on the other player’s emotional status, and determining the optimal plan of action.
Talent Acquisition in a Competitive Market: Talent management is a considerable concern and hiring and
maintaining a high-caliber workforce may always be a difficult proposition in a competitive business environment.
Ms.Shruti, Despite of the experience she has acquired with the company and in the field she lacks adequate
experience in acting as a manager and is always learning.
 ANALYSIS

ORGANIZATIONAL EMPLOYEE ENGAGEMENT RECRUITMENT AND

CONTEXT AND RETENTION SELECTION
Shree Cement, a prominent To gauge employee satisfaction HR Manager Shruti Mishra
Indian multinational in the and morale, Shree Cement underscores the importance
construction materials sector, employs various methods such as of evaluating a candidate's
operates in a highly engagement surveys, turnover cultural fit through
competitive market. The rates, absenteeism, productivity behavioral interviews, team
company faces significant metrics, participation in company interactions, and reference
challenges in attracting and events, and 360-degree feedback. checks. This focus on cultural
retaining top talent due to The company’s retention alignment mirrors current
intense competition and strategies include career HR trends that emphasize
rapidly changing industry development opportunities, the alignment of individual
demands. work-life balance, recognition and and organizational values.
rewards, an engaging work
environment, and retention
bonuses.
 ANALYSIS
PERFORMANCE TRAINING AND COMPENSATION AND
MANAGEMENT DEVELOPMENT BENEFITS
The performance management Shree Cement prioritizes the The company offers a
system at Shree Cement development of technical skills, comprehensive
includes goal setting, leadership abilities, soft skills, and compensation and benefits
performance reviews, subject area certifications, package, including base
recognition and rewards, fostering a culture of continuous salary, performance-based
regular feedback, 360-degree learning. Training programs are incentives, retirement plans,
feedback, key performance delivered through customized and leave policies. This
indicators (KPIs), and training, mentorship, coaching, competitive package aims to
performance improvement integration with performance attract and retain top talent.
plans. This system focuses on
management, and evaluation.
providing constructive
feedback and aligning
individual performance with
organizational goals.
 ANALYSIS

EMPLOYEE RELATIONS EMERGING HR TRENDS HR CHALLENGES

Shree Cement addresses HR Manager Shruti Mishra In her role, HR Manager

grievances and complaints identifies several emerging HR Shruti Mishra has
through an open-door policy, trends, including artificial encountered challenges such
formal grievance procedures, intelligence and automation, as layoffs, employee
mediation or arbitration, remote and hybrid work models, relations issues, and talent
corrective action, and and skills gaps, which are acquisition in a competitive
feedback. The company is also expected to significantly market. These challenges are
committed to equity, diversity, influence HR practices in the common in the HR field and
and inclusion, supported by future. require effective problem-
employee resource groups.
solving and strategic
decision-making.
 RECOMMENDATIONS/SUGESSTIONS
UTILIZE TECHNOLOGY STRENGTHEN EMPLOYER ENHANCE EMPLOYEE
FOR RECRUITMENT AND BRANDING WELL-BEING PROGRAMS
ONBOARDING In today's job market, a strong Employee well-being is
To address the challenge of employer brand is essential for
crucial for retention and
attracting top talent in a attracting and retaining talent. engagement. Consider
competitive market, consider Develop a comprehensive offering mental health
adopting an Applicant Tracking employer branding strategy that resources, flexible work
System (ATS) to streamline highlights Shree Cement's unique arrangements, and financial
resume screening and culture, employee benefits, and wellness programs. Promote
candidate communication. growth opportunities. a healthy work-life balance
Additionally, explore the use of by encouraging employees to
Artificial Intelligence (AI) for use their paid time off and
candidate sourcing and skills offering stress-management
assessment workshops.
 RECOMMENDATIONS/SUGESSTIONS
ENCOURAGE
COLLECT AND ANALYZE
CONTINUOUS LEARNING
EMPLOYEE FEEDBACK
AND DEVELOPMENT

Stay ahead in the industry, and To gauge employee

consider offering micro- satisfaction effectively,
credentials or certifications implement regular pulse
aligned with emerging trends. surveys to gather real-time
Provide opportunities for feedback on specific aspects
employees to participate in of the work environment.
conferences, workshops, or analyze the data to identify
online learning platforms to areas for improvement and
enhance their skills. show employees that their
voices are heard.
 BIBLIOGRAPHY
1.SHREE CEMENT 2. PROOF OF MEETING
THANK YOU
BY GROUP 7