1
HRM
PROJECT On
STRATEGIC HUMAN
RESOURCE MANAGEMENT
Submitted By:
Ravi Kumar Goyal
09BS0001852
(MBA-HR)
(ICFAI BUSINESS SCHOOL)
Date: 13/02/2011

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ACKNOWLEDGEMENT
I express heartfelt thanks to Pr o f . Prash an th Saxen a , our respected faculty
member, who has been my constant guides throughout the work on this project. Our
work could not have gained its present shape but for her constant guidance.
Also, I would like to thank Dr. Bh arthi T hakk ar , our bel oved facul t y of
S HR M and Ms. Bhawna Sikka, Food Services and Vending Executive of Nestle
Connaught Place Branch Office and Mr. P.K.Sinha, Deputy General Manager of Human
Resource Department of NTPC office at SCOPE building, CGO complex, Lodhi Road,
New Delhi and also all the employees of NTPC Ahmadabad branch for their
wholehearted efforts, Co-ordination and support. The project would not have taken its
present shape without their valuable insight. I express my gratitude to them for providing
me their valuable time and helping me in interacting with the employees.
I also express our gratitude to all those people who allowed me to work with them.
Lastly, we would like to extend our sincere thanks to all those who have directly or
indirectly helped us in the completion of this project.

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INDEX
Serial no. Chapter no. Description Page no.
1. Chapter 1 Introduction 4
2. Chapter 2 Book Reviews 20
3. Chapter 3 Article Reviews 24
4. Chapter 4 SHRM at Nestle 36
5. Chapter 5 SHRM at NTPC 43
6. Chapter 6 Analysis & Conclusion 49
7. Annexure 51
8.
References 53

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CHAPTER 1
INTRODUCTION
1.1 WHAT IS STRATEGIC HRM?-
The linking of human resources with strategic goals and objectives in order to improve
business performance and develop an organizational culture that fosters innovation,
flexibility and sustainable competitive advantage is called STRATEGIC HUMAN
RESOURCE MANAGEMENT.
In the case of Strategic human resource management, the HR function is a strategic
partner in the formulation and implementation of the company‘s strategies through HR
activities. Strategic human resources management, alignment with mission achievement,
strategic alignment these terms are some of the phrases, which are being used to explain
the latest, evolving function of human resources management (HRM). Different people
will give different meaning for these terms. With human resource rising as the primary
asset of an organisation, human resources (HR) management are being faced with new
challenges to come up with strategic approaches that can add value to the organisations
when sourcing for new employees. To address this issue the human resource have to
formulated strategies that will add value to an organisation in pursuit of identifying,
recruiting, developing and retaining highly talented employees who can take the company
to new heights and provide a competitive advantage to the company
Recruitment and retention
Beardwell & Holden (1997) states that; employee recruitment is very important in an
organization. It consists of administration, performance and staffing. All these are
interrelated activities that are carried out in an organization. Management and staffing
activities help in ensuring that employees with right or desired skills are recruited. The
employees have also to be in the right numbers desired by the organization. Employee
recruitment aims at ensuring that employees are at the right place at the right time. Human
resource manager in this case is concerned with ensuring that employees perform their
best. Best recruitment processes insure that the organizations get the best staff that can

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improve and add value to the company. The human resource has to provide better
employment terms to retain employees who are experienced in the organization. This will
highly help the restructuring processes. (Beardwell & Holden, 1997)
Training and development
Each employee requires more learning in order to improve his /her skills, no matter how
best a candidate is, he/she can not be 100% percent qualified. Thus, the human resource
management should implement learning management system (Beardwell & Holden,
1997). In general the human resource management is supposed to come up with training
and education programs for its employees. Training can be termed as systematic
enhancement of knowledge, skills and attitudes of the needed by an employee in order to
perform a given task. Development is the growth of an employee in terms of capability,
understanding and awareness. In an organization training and development is important in
order to;
1. Develop a workforce that can perform higher-grade assignments
2. Increase efficiency, effectiveness and standards of performance by the employee
3. Keep the employees informed
4. Provide the usual training of new recruited workforce
Employee performance management
The most important aspect of human resource management practice is employee
evaluation. The performance of any organisation is determined directly by the
performance of the employees. It is possible to monitor the evaluation if the employees of
any company via the use of human resource evaluation systems. These systems are done
continuously with a view to retaining useful employees. Some organizations, because of
their soft approaches, have incurred huge losses due to the fact that most employees are
joy-riders in the organisation. These employees are considered a liability to the
organisation because they contribute very little for the productivity levels. This means
that their cost benefit ratio is high (Hunger & Wheelen, 2003)

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Regulatory compliance
In the recent days, human resource management practices have extended its functions to
include regulating employees in the organization. The human resource management will
have to ensure that employees comply with the company rules and regulations. In addition
the manager will also have to ensure that good working relations do exist between the
employees. In case an employee breaks the company rules or regulations, then the human
resource management has to take steps in disciplining the employee so that he/she can
comply. If the employee persist being disobedient to the company rules, then the human
resource management can sack him/her if that the only step that remains to be undertaken.
Complying with company rules is directly related with improving production. (Hunger &
Wheelen, 2003)
Compensation and benefits
Workers need to be compensated for their performance in order to encourage them to
keep up or improve on that performance. The moment the human resource establishes the
performance of the worker, managers should reward to commensurate with the workers
achievement. These will ensure maximum production and effectiveness of the worker;
current compensation programs should include a mix of basic pay, equities and variable
pay. (Hunger & Wheelen, 2003)
Employees need to be motivated in order for the company to get the best out of them. An
employee who is well motivated will easily stay in the organization and be more
productive. For this to occur human resource have to attend to the financial and
psychological needs of the workers by rewarding them well. Hunger & Wheelen (2003)
observers that, better conditions for service and financial rewards are examples of
measures applied to motivate employees within the organisation while in some, it could
be in terms of annual, leave, insurance or shorter working periods. The human resource
manager of the organization needs to come up with good employment policies that are
desirable to the employees. It is important that the workers when paid accept their pay
package as fair and just in order for them to be motivated. (Hunger & Wheelen, 2003)

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Sound Manpower planning
Human resource management main function is manpower planning. As observed in APS
organization, it lacks proper planning in its human capital which has been it undergo
costly penalties. Having the right staff, in terms of numbers and skills is a task that the
human resource may strategies well. When it comes to sourcing the human resource must
source well so that it can get the maximum benefits from its workforce. The human
resource has to understand that overstaffing is a waste and expensive to the organisation
and does not add any value to the organisation but, instead reduce the competitive
advantage of the organisation. (Armstrong, 2006)
Developing human resource strategy
Faced with the need to add value to the organisation, human resource need to come up with
a more coherent and focused approach in sourcing practices. According to Armstrong
(2006) to develop such strategy, two issues have to be addressed.
1. What type of workforce does the organisation need in order to manage and also run the
organisation so has to meet the organisation strategic business goals?
2. Which type of workforce programs and schemes must be planned and implemented so as
to attract, develop and retain a workforce that can compete effectively?
For these questions to be answered the human resource has to address four key areas of an
organisation these are;
The sourcing culture of the organisation; norms, beliefs and the management way of the
organisation has to be structured in manner that it encourages sourcing or recruitment based
on merit alone and on any other factors
Human resource has also to address the organisation structure; this will define proper job
descriptions, reporting lines in the organisation and job descriptions.
The workforce; the human resource has to address the issue of level of skills, management
abilities of individual employees and staff potential
The human resources will have also to address its systems; the human resource should have
a workforce focused mechanism that will deliver a plan of workforce selection, training,
communication, career development and rewards.

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If the human resource need to add value to the organisation in terms of quality and better
services then, it has to retain its workforce, reward them, carry out appraisal, open
communication systems and then re-examine the organisation human resource management
plans. These strategies will ensure that the APS is able to get and retain a workforce which
will drive the organisation to new heights. (Armstrong, 2006)
Provide a critical analysis of the tools you use for this environmental analysis to show why
these are important to APS
An environmental analysis of the company
They are several tools, which a company can employ when analyzing its environment both
internal and external. The most common are STEP or PESTEL analysis procedure.
McGahan (2004) this analysis is worth because it determines whether the organization will
be fairing well or not. For the purposes of this paper we shall use PESTEL marketing tool to
analyze the APS
PESTEL analysis
PESTEL analysis is used to investigate the vital factors, which affects an industry and the
influence they have on a particular company or companies operating in that particular
industry. PESTEL is means political, Economic, Social, Technological and Legal factors.
Political factors entail government policies, which are related to the industry, this includes
tax policies, regulations and laws, tariffs and restrictions and other factors. The economic
factors include the wider economic performance for example economic growth, exchange
rates, interest rates and inflation. Social factors on the other hand relates to cultural issues
which includes health, population growth, demographics, changes in consumer behaviors
and other aspects. Technology factors include the adaptation of new available technology
and new ideas such as automation, information technology and rate of technology change.
Legal factors comprises of legal procedures, licensing, product legal descriptions and other
legal factors. (Grant, 2005)
Political factors whereby the company have to deal with the political interferences that may
be practiced by the government. According to research, political systems of nations affect
the conduct of businesses, for example, some countries practice collectivism while others
practice capitalism political systems. For instance in UK, the government practices
capitalism in that it allows factors of production to be privately owned and the government
performs only limited duties that the private sector cannot perform unlike in collectivism
and communism that stresses collective goals. Therefore, APC Company has no restrictions
and hence we can conclude that it enjoys good external political environment. (Grant, 2005)

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Economical factors which mainly deals with financial forces in the economic environment.
Such factors include foreign exchange rates, currencies and global monetary systems like
the use of Euro currency, inflation, counter trade, balance of payments, monetary policies,
and fiscal policies among others. After carrying out careful analysis of these factors APS
Company can determine if the economic factors of the country it is operating in are
favourable or not. The economic factors have a significant impact on the market segment of
and share of the company. (Kotler, 1996)
Social factors are other factors that the company has to consider before formulating its
marketing strategies in relation to the society aspects. Forces within the society such as
religion, family, social structure and education may influence positively or negatively the
way APS Company will market its products. Social factors affect our attitude, opinions and
interests on the way we view products from certain companies. (Kotler, 1996)
Technological factors are another key factor to given consideration before going getting
products on the market. Many companies because of the concept of globalization are now
experiencing advanced technologies. Globalization has taken centre stage and now many
firms have increasingly utilized the use of e-commerce or Internet marketing. The
technology of production has continued to develop leading to more premium brands being
produced by the company to fulfil the new demands of the customers that keep changing
with time. (Hollensen, 2004)
Legal factors are other factors that must be analyzed before entering into a market. The way
the company operates in terms of operating rules of law for example how APS Company
will have to cope the legal rules in the a country more importantly because it avoids
conflicts and will enhance the success of the organization. The company has to be ethical in
its practices.
Ethical norms are the moral standards that help us judge good from bad or right from wrong
and living morally. They involve articulating the good habits or character that we should
have, the consequences of our behavior on us and others and the duties that we are supposed
to follow. As company, treating employees ethically implies being fair to them in all aspects
of human management. Basically, ethics and ethical conduct is about being professional and
transparent. The NCDA code of ethics has been formulated as a guide to counsellors. The
code of ethics offers defined principles, which can be used in different situations and
settings. The code serves both the careers professional counsellors and those who are
getting services from the counsellors so that they are in a position to understand their
responsibilities and rights as consumers. (Grant, 2005)
Ethical requirements stipulates that the Employees relations which are the relationship that
exists between the employee and the employer. Or processes by which employees and their
companies contract of work needs to be fair to all parties. (Grant, 2005)

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Importance/Aspects of SHRM
 How to Do Human Resources Strategic Planning
 The Human Resources Department As a Profitability Factor
 Develop a Human Resources Department Business Plan
 How HR Thinks and Outsourcing
 A New Role for HR: Support Your Company's Brand
 How to Get a Seat at the Executive Table: Ten Tips
 Create Your Personal Vision Statement
 Identify and Live Your Personal Values
 Thinking Strategically First Makes Strategic Planning Work
 Strategic Planning Pitfalls - to Avoid
 HR as Product: Be the Brand of Choice
 How Real Women Get Ahead: The Woman’s Advantage at Work
 HR’s Role in Promoting Corporate Social Responsibility
 Recession Planning for Employees
 Reinventing HR from the Classroom to the Boardroom
 Strategic Human Resources: Avoiding Circular Conversations
 The Strategic HR Coach
 Why HR Should Never Report to Finance
 Why HR Should Report to the CEO
 Why Human Resources Leaders Need Degrees
 Poll: Why Is Creating a Personal Vision Statement Important?

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The New Competency Model
Roll your mouse over each domain to display the competency factors under each domain.
Click on any tab below to learn more about the new HR Competency Model.

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Competency Models Series Part I: Competency Models - An Overview
Competency Models Series Part II: Competency Methods and Uses
Competency Models Series Part III: Competency-Based Performance Management

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Business practice
Human resources management involves several processes. Together they are supposed to
achieve the above mentioned goal. These processes can be performed in an HR department,
but some tasks can also be outsourced or performed by line-managers or other departments.
When effectively integrated they provide significant economic benefit to the company
 Workforce planning
 Recruitment (sometimes separated into attraction and selection)
 Induction, Orientation and On boarding
 Skills management
 Training and development
 Personnel administration
 Compensation in wage or salary
 Time management
 Travel management (sometimes assigned to accounting rather than HRM)
 Payroll (sometimes assigned to accounting rather than HRM)
 Employee benefits administration
 Personnel cost planning
 Performance appraisal
 Labor relations
HRM strategy
An HRM strategy pertains to the means as to how to implement the specific functions of
Human Recourse Management. An organization's HR function may possess recruitment and
selection policies, disciplinary procedures, reward/recognition policies, an HR plan, or
learning and development policies; however all of these functional areas of HRM need to be
aligned and correlated, in order to correspond with the overall business strategy. An HRM
strategy thus is an overall plan, concerning the implementation of specific HRM functional
areas.

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An HRM strategy typically consists of the following factors:-
 "Best fit" and "best practice" - meaning that there is correlation between the HRM
strategy and the overall corporate strategy. As HRM as a field seeks to manage
human resources in order to achieve properly organizational goals, an organization's
HRM strategy seeks to accomplish such management by applying a firm's personnel
needs with the goals/objectives of the organization. As an example, a firm selling
cars could have a corporate strategy of increasing car sales by 10% over a five year
period. Accordingly, the HRM strategy would seek to facilitate how exactly to
manage personnel in order to achieve the 10% figure. Specific HRM functions, such
as recruitment and selection, reward/recognition, an HR plan, or learning and
development policies, would be tailored to achieve the corporate objectives.
 Close co-operation (at least in theory) between HR and the top/senior management,
in the development of the corporate strategy. Theoretically, a senior HR
representative should be present when an organization's corporate objectives are
devised. This is so, since it is a firm's personnel who actually construct a good, or
provide a service. The personnel's proper management is vital in the firm being
successful, or even existing as a going concern. Thus, HR can be seen as one of the
critical departments within the functional area of an organization.
 Continual monitoring of the strategy, via employee feedback, surveys, etc

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1.2 A VISUAL DEPICTION OF THE SHRM PROCESS-
1.3 KEY FACTORS OF SHRM PROCESS-
- The external environment – which is very dynamic in the current global business
scenario.
- The business strategy - it affects and is affected by the SHRM process and which
gives the organization a well thought of direction.
- The internal environment – the organisational context and the general culture
which is prevalent in the organization.
- The outcomes of the SHRM process – which should be evaluated both
quantitatively as well as qualitatively.

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1.4 PRACTICAL ROLE OF SHRM-
- Build a Strategic Framework: Mission Statement, Vision, Values.
- Help in goal setting. Look Beyond Traditional Goals.
- Create Leadership Vision and culture of innovation.
- Support Company's Brand (employees as customers approach).
- Manage a cross cultural work-force.
- Manage the young, overambitious recruits.
- Manage continuous competitiveness in a changing business environment
and technology and product delivery systems.
- Keep HR cost to minimum possible.
- Create employee loyalty programmes.
- Design and utilize assessment metrics for evaluation of SHRM process.

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1.5 AN EXAMPLE OF A QUANTITATIVE TECHNIQUE FOR ASSESSMENT
OF THE EFFECTIVENESS OF THE SHRM PROCESS:
THE SELECT TO PROFIT LOOP-
SELECT ENROLL TRAIN EVALUATE
PROFITS REWARD
SALES COSTS PRODUCTI
V-ITY
MOTIVATE
THE SELECT TO PROFIT LOOP is a quantitative technique which organizations
employ to ascertain whether an employee is a profit centre or a cost centre. Right from
the time of selection, there are certain activities which are carried out vis-à-vis the
employee which incur some costs; and certain activities undertaken by the employee
generate revenues for the company. Now, by evaluating all these activities, it can be
found out whether the revenue generated by the employee outweighs the costs incurred
on him or not. Thus, organizations can directly link the selection of a candidate to the net
profit he/she expected to generate.

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1.6 STEPS IN STRATEGIC HRM PROCESS-
The analysis of the Strategic HRM process has been done from the point of view of a
new business strategy being adopted by an organization:
- New Business Strategy.
- SWOT Analysis – done to ascertain the strengths, weaknesses, opportunities and
threats of the current human capital of the organization.
- Assess HR Capacity – whether the current capacity is sufficient or whether more
human capital is required.
- Develop Core Competencies – assimilate the best practices from the organization‘s
earlier strategy into the new strategy.
- Test and Evaluate – evaluate the new strategy and the proposed HR integration with
it for fissures.
- Initiate HR Practices – this should be done in line with the new strategy.
- Recruit, Orient, Train and Develop.
- Evaluate Performance – check whether the new strategy‘s implementation is on
course or not and whether the HR is an intrinsic part of the implementation process.
- Establish Career, Succession Plans; Set Total Reward System – this would help in
motivation and fostering loyalty in the employees.
1.7 COMPETENCIES OF AN HR EXECUTIVE-
- Strategist – Knows the business inside out. Helps align the personal goals of
employees with strategic goals of the organization.
- Administrator – Deliver the Basics like recruitment, training, retention etc.
- People‘s Champion – champions the cause of employees in the organization.
- Change Agent – helps bring about change in the organization by convincing
employees the change is good for their as well as for the organization‘s growth.

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1.8 NEED FOR SHRM-
- Increase competition in both local and global markets requires organizations to
involve their people in developing the strategy for a sustainable competitive
advantage.
- Maintaining a competitive advantage by becoming a low cost leader or a
differentiator is possible through good HR practices, as best practices in terms of
the working of human capital within an organization are hard to replicate.
1.9 ADVANTAGES OF SHRM-
- Each employee becomes a profit centre.
- Accountability at all levels in the organizational hierarchy increases.
- Business can meet ever increasing customer demands.
- Employees become pro-active; align their personal goals with the goals of the
organization.
AND THE BOTTOM-LINE IS….
Good HRM = Good financial results
HRM
Financial results

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CHAPTER 2
BOOK REVIEWS
2.1 BOOK 1-
―Roadmap to Strategic HR- Turning a Great Idea into a Business Reality‖
By Ralph Christensen
The book illustrates a practical approach for turning Human Resource into a crucial
component of success. For decades now, human resources professionals have sounded
the drumbeat of change: HR must transform itself from an administrative function into a
strategic business partner. But it has been said so often, for so long, and with so little
concrete, real-life information on how to actually achieve this new mission, that the
message often sounds like a wouldn't-it-be-nice scenario.
But it isn't. More and more traditional HR activities are being farmed out to service
centres, external vendors, and line managers. The work of HR is changing, and more and
more professionals realize that to succeed in the future they must be part of the team that
makes important business decisions.
Roadmap to Strategic HR is a sorely needed prescription for achieving strategic focus in
complex organizations. Drawn from the author's more than 25 years of experience and
insights as an HR practitioner at Hallmark and other companies, the book outlines a 10-
step, results-oriented plan for making the transition. It helps one integrate top-quality
tactical work with innovative internal systems—talent systems, training systems, reward
systems, or work processes—that will meet the strategic business demands of your
Organization

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This book helps one:
- Understand the business realities that are driving change, including employees
afraid for their jobs, and demanding and scarce customers.
- Compress the m ul t i tude of HR act i vi t i es into fi v e fundam ent al
processes: workforce planning and staffing, learning and development,
organization development, performance management, and employee relations.
- Examine each of the five processes through a powerful strategic lens.
- Resolve the tensions between HR specialists and HR generalists.
- Build a real partnership between the frontline managers and HR staff.
- Identify the competencies required of HR professionals who assume the crucial
role of "organizational architect."
- Recognize the roadblocks and political landmines that might lurk along the way.
The connection between people issues and business success is irrefutable. As the author
so aptly puts it: "Talent is the engine behind the creation of all value." Roadmap to
Strategic HR is a practical book which strengthens the link between people and value—
for building a department that drives excellence throughout the organization—and for
honing one‘s department's focus so that it stays locked on the marketplace and the
business strategy.

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2.2 BOOK 2-
―Human Capital Management-Achieving Added Value through People‖
By Angela Barron & Michael Armstrong
The book provides a planned & proactive process of partnership with top management to
achieve desired long term organizational growth and direction while satisfying the
individual objectives and growth of best employees.
Strategic HRM discusses that every employee has a right and looks forward to both
horizontal and vertical growth with room for experimenting with ideas and testing
entrepreneurial spirit within and organization have to continuously adapt to this
requirement by changing and expanding. No one likes to work with stagnant organization
or organization without sharing growth with employees-Promotions, participations and
financial rewards.
Thus, organizations have to continuously adapt by changing and expanding and must
look after the following processes-
- Careful and extensive systems for recruitment selection and training (RST).
- Formal system for sharing information with employees.
- Clear job design; High level participation processes; monitoring of attitudes.
- Performance a p p r a i s a l s ( self-appraisal s y s t e m s h o u l d b e
f o l l o w e d f o r a l l executive positions in my view).
- Properly functioning grievance procedures (with both procedural and technical
justice visible).
- Promotion and compensation schemes that provide for the recognition and reward
of high- performing employees.
The changing profile of New Age young workers has to be built in HR policies like
flexibility of work time, freedom for experimenting, quick growth and sense of identity
with projects of company.

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It is also seen that Top management/owners in Indian companies still have commodity
approach underpaying, disallowing delegation, curbing enterprise and failing to
communicate organizational goals. Such organizations have little chances of growth or
survival for long in new environment. Here role of HR leadership is most crucial to
transform the organizations into innovative, learning and flexible organization where
employees find it exciting to work with lot of room with all round positive environment
within the organization.

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CHAPTER 3
ARTCLE REVIEWS
3.1 ARTICLE NO.1-
―Strategic Human Resource Management-Three Stage Process & Influencing
Organizational Factors‖
By Sandeep Krishnan (IIM-A) and Manjari Singh (IIM-A)
3.1.1 INTRODUCTION-
A three-stage model for the process of strategic human resource management has been
developed in this paper. The three stages cover strategy formulation, implementation and
evaluation.
3.1.2 SIGNIFICANCE OF THE ARTICLE-
The literature in the field of SHRM prior to this research had been developed up to the
two-stage process till concepts like the Two Way Vertical Fit and the Horizontal Fit. The
third stage developed in this paper has not been explicitly taken up in existing literature
till now
The two-stage model does not explicitly clarify how the fit will be assessed and achieved.
In order to assess both vertical and horizontal fit, the evaluation and feedback stage is
vital for any process of SHRM. It will also help in maintaining a better fit between the
intended and actual strategy. It will also help in demonstrating HR successes and increase
the credibility of the HR department.

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3.1.3 LITERATURE REVIEW IN THE ARTICLE-
• Devanna et al. (1981) put forth a number of reasons why strategic orientation may
lack in the HR function. A major one is that the top management does not
perceive it important to include the HR department in the decision making
process.
• HR departments must develop competencies in dealing with strategic issues,
business awareness and the ability to quantify its own the contributions/
significance.
• Tony Rucci states that the three significant barriers to HR playing a more
proactive role in the next ten years are ―a) Lack of basic economic literacy among
HR professionals, b) Lack of comfort among HR professionals to take risks and
c) HR professionals who do not demonstrate courage of conviction about their
principles‖ (Huselid and Becker, 1999: 362).
3.1.4 BASIC CONCEPTS ON WHICH THE MODEL IS DEVELOPED-
One-way Vertical Fit-
It talks about aligning HRM systems to the business strategy and the partnering role of
HR where HR is highly integrated with business processes.
Two-way Vertical Fit-
In this particular scenario the HRM systems not only align to the business strategy, but
also contribute in the strategy formulation the HR department‘s role as a strategic partner
emerges in the two-way vertical fit. This includes activities like creating a culture change,
identifying mergers and acquisition possibilities, tracking the market and proactively
making changes.
Horizontal Fit-
It refers to the alignment of various HRM systems to each other and the alignment of key
HR systems and processes with for bringing out desired behaviors and culture in the
organization.

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This model follows the concept of interactive business and HR strategy so that
each contributes to the formulation of other.
- Elements of HR like acquiring, managing and developing the competencies
are important for the success of strategy implementation.
- Issues like high turnover of employees, lack of morale and motivation,
low employee satisfaction, undesirable work-place politics etc. are looked into and
their likely impact on strategy implementation are examined.
- Various HRM systems like recruitment and selection, performance management,
compensation, training and development, career management, etc. Need to be
aligned with the HR strategy. Policies and practices of various HRM systems
are set or modified according to the strategy implementation needs. Based

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on the concept of horizontal linkage, HRM systems also need to be aligned to
each other.
- The second stage has a two-way link with the first stage. Not only are HRM systems
aligned with the HR strategy, but HRM systems and their outcomes also provide
information pertaining to organizational context for the formulation of business
strategy. This two-way link strengthens the role of HR department as a strategic
partner. In the evaluation metric of this model, defining and measuring goal
achievements or outcomes of various HRM practices and activities is the first step.
Also there are factors that act as enablers/ deterrents for the effectiveness of the
evaluation and feedback stage. The factors that influence this stage may be categorized
into structural, operational, and behavioural factors.
The structural factors include the scope of the evaluation and feedback process, level of
Formalization of the evaluation and feedback process, proper selection of assessors, and
Periodicity of evaluation and feedback.
The operational factors are the availability of required data, proper measurement
techniques, required analytical skill, and technological support for data collection and
analysis. Evaluating the impact of HRM systems is a challenge for measurement
techniques because the effects of environmental and personal factors are inter-mixed with
it (Gordon, 1972). Valid interpretation may not be obtained because of faulty measures or
lack of appropriate measures. HR professionals may not have required analytical skill for
the evaluation process so they either need to be given special training or provided help of
experts (Gordon, 1972).
The behavioural factors include the purported use of the evaluation results,
transparency in the evaluation process, perceived and real fairness of the process, extent
of implementation o f t h e s u g g e s t i o n s /feedback, m a n -hours s p e n t o n
e v a l u a t i o n a n d Feedback, importance given to the process, and incentives for
various stakeholders.

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3.1.5 CONCLUSION-
Anything less than the complete process described in the model increases the possibility
of failure. Organisations can no longer ignore the necessity of an integrated three-stage
process for SHRM that should at least include:
1. Efficient and inter-linked HRM systems linked to business strategy and
2. Monitoring mechanisms to identify and correct any sort of misalignment.
The enablers/deterrents for each stage is another important contribution of this paper.

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3.2 ARTICLE NO. 2-
―Maximizing Your Return on People‖
By Laurie Bassi and Daniel Mc Currer (Harvard Business Review – March 2007)
3.2.1 INTRODUCTION-
This article explains the various innovative tools to show which investments in
employees are driving company performance and which one should emphasize upon to
advance strategic goals. For every company its people are the only source of long term
competitive advantage and companies that fail to invest in employees jeopardize their
own success and even survival.
According to the authors investment in Human capital management can be directly linked
to organizational performance. They have explained methods for measuring bottom line
contributions of investment in human capital management (HCM)-like leadership
development, job design etc.
3.2.2 HCM DRIVERS-
The authors with the help of various Employee and management surveys have identified
a core set of HCM drivers that predicts performance across a broad array of organizations
and operations.
These drivers are as follows:
1. Leadership practices
2. Employee engagement
3. Knowledge accessibility
4. Workforce optimization
5. Learning capacity
In each of these categories HCM practices are further sub divided into groups such as
under leadership practices: communication, supervisory skills etc.

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3.2.3 MATURITY SCORES-
These surveys are effective in gauging and improving organizations‘ capability across 23
HCM practices based on maturity scores ranging from 1 to 5 with 1 indicating low
performance and 5 high performances. It helps in benchmarking organizational HCM
capabilities, identifying HCM strengths and weakness and linking improvements or
backsliding in specific HRM practices with improvements or shortcomings in
organizational performance. Also multiple surveys over time can reveal progress or
regression in each of the HCM practices and help a company decide where to focus
improvement efforts that will have a direct impact on performance.
3.2.4 CONCLUSION-
Thus with these HCM tools HR can start gauging how well people are managed and
developed throughout the organization. In this role HR department can take a strategic
responsibility, acting as coaching, mentoring and monitoring agencies to ensure that
superior management of human capital becomes a central part of the organizations
Culture
.

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3.3 ARTICLE NO. 3-
―Transforming HR Function from Reactive to Proactive‖
By Jaclyn Lee
3.3.1 CISCO-
CISCO is an armed security business, became a private and commercial business after
takeover by Temasek Holdings Pte Ltd in June 2005.It came to be known as CISCO
Security Pvt. Ltd. All 4200 employees were transferred to the new company.
3.3.2 THE EARLIER SCENARIO AT CISCO-
It was merely administrative in nature; HR practices were irrelevant to the business
resulting in very high staff turnover and uncompetitive salaries. All Business unit heads
crafted their own people policies to cope up with increasing competition. The HR an
obstacle to change and hinged onto bureaucratic practices that effected business and
people practices.
3.3.3 THE CHANGE PROCESS-
However when the company was in the process of transition, HR function was
completely overhauled and transformed to a strategic function to facilitate the transition
of the company to a private company. HR aligned itself with the critical needs of
business. The objective of the new HR team was to shape the CISCO manpower and
talent to support the new philosophy and the mission of its business to deliver high
quality services to its clients. Major considerations for the new HR transformation were:
• Understanding the business strategy and aligning HR strategy with it.
• Understanding the needs of the business units and their unique challenges.
• Identifying the key factors causing the high attrition.
• Identifying the key factors causing the loss of key talents.
• Building key HR pillars to deliver core HR services.
• Building the employer brand positioning of CISCO to attract talents.
• Building a strong human capital development program to strengthen key
competencies needed for the business.

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3.3.4 THE HR PILLARS-
To achieve the above objective the following key HR pillars were formed-
• Manpower Planning and Recruitment
• Aligning human capital development
• Strategic compensation and benefits
• Employee engagement
• HR systems and service delivery
3.3.5 THE KEY CHALLENGES-
HR transformation to a commercial enterprise was a challenging task. The Toughest job
was to convince existing staff to transform from a back end function to a front line area.
However Effective communication played an important role in overcoming these
challenges.
3.3.6 CONCLUSION-
To conclude the new role of HR was to shape the CISCO manpower and talent to support
the new philosophy and the mission of its business to deliver high quality services to its
clients thereby reflecting the strategic role of HR function.

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3.4 ARTICLE NO. 4-
―Thinking ‗Integrated Space‘-TQM and HRM‖
By P. Vijayan
3.4.1 TQM-
TQM refers to a set of principles and practices whose core ideas include understanding
customer needs, doing things right the first time, and striving for continuous
improvement. TQM approach emphasizes prevention, rather than a detection approach to
work. Traditionally, TQM was on the agenda of Manufacturing, Operations and SCM.
(Detection approach).
3.4.2 TQM SELECTION PROCESS-
As opposed to what was believed traditionally by the HR Department, generation of more
number of CV‘s is generally not good. Instead, firms should filter the applications and
spend more time with few candidates.
3.4.3 EMPLOYEE SATISFACTION-
It is as important as Customer Satisfaction because satisfied employees can add value
towards enhancing customer satisfaction. It also bridges the gap between what senior
leaders feel is necessary to improve employee satisfaction & their ‗real‘ need.
3.4.4 PERFORMANCE APPRAISAL & JOB PERFORMANCE-
These practices can cause managers to ignore system factors and cause employees to
compete instead of cooperate as:
In sharp contrast to the TQM performance assumption, the field of human resource
management (HRM) assumes that performance is largely due to the worker and not the
system/process.
Both person and system factors can directly influence work performance. Moreover, system
factors can enhance or constrain the influence of person factors on work
Performance.

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3.5 ARTICLE NO. 5-
―Redefine the HR Agenda…The TCS Model‖
By Dilip K. Mohapatra
3.5.1 INTRODUCTION-
This article shows how HR can emerge as a strategic partner with the business and be
recognized as a source of competitive advantage with a focus on the TCS model.
According to the article, in this whole process, HR alignment with the mission, vision
and values is very important. TCS VISION is of Being global top 10 by 2010 in the IT
industry is supported by its MISSION to ensure Customer delight by providing best in
class consulting, IT solutions and services and delivering value and joy to all
stakeholders. TCS has incorporated 5 VALUES -Integrity, Leading change, Excellence,
Respect for individual, Learning and sharing, that supports its mission and vision .TCS
has a robust HR alignment framework starting from the vision and mission which drives
the strategic objectives and business plans. It uses extensively BALANCED
SCORECARD (BSC) for aligning all HR and Other Departments‘ activities across
geographies, industry practices, service practices and its delivery centres.
3.5.2 ROUTES TO ENHANCE SHAREHOLDERS‘ VALUE-
TCS considers its workforce capabilities as its principal offering to its customers. The
delivery routes to enhancement of shareholders value are-
- Through enhancement of customer delight through delivery excellence of world
class services and successful management of customer relationship and
- By enhancing employee delight through effective management of their operating
efficiency. All these add up to the company‘s human resource efficiency and
Human capital effectiveness.

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3.5.3 HR DELIVERY ALIGNMENT AT TCS-
According to the author another important aspect is HR delivery alignment with the
business objective. TCS considers its EVA as the main driver of its business objective.
EVA has two components: revenue and cost. Revenue is driven by realization rates and
the number of people engaged in client delivery. On the cost side, the performance
management group ensures optimum utilization of the budget to structure compensation
packages to attract, retain and recognize talent within the organization. Thus human
resource efficiency and human capital effectiveness affects the EVA and hence plays a
strategic role. At TCS alignment is done through a cascading balanced score card. It is an
effective instrument for linking the HR strategies and the HR delivery with the
organization‘s vision, mission and strategies.
3.5.4 BALANCED SCORECARD-
It gives managers the opportunity to look at the Co. from the perspective of internal &
external customers, employees & shareholders. It is a performance measurement tool for
strategic planning and management including feedback. It should be used to:
• Link HRM activities to the Co‘s business strategy.
• Evaluate the extent to which the HR function is helping the Co meet it‘s strategic
objectives.

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CHAPTER 4
SHRM AT NESTLE
4.1 AN OVERVIEW OF NESTLE-
Nestlé is a multinational packaged food company founded and headquartered in Vevey,
Switzerland. It resulted from a merger in 1905 between the Anglo-Swiss Milk Company
for milk products established by the Page Brothers in Cham, Switzerland, in 1866 and the
Farine Lactée Henri Nestlé Company set up in 1867 by Henri Nestlé to provide an infant
food product. Nestlé‘s trademark of birds in a nest, derived from Henri Nestlé‘s personal
coat of arms, evokes the values upon which he founded his Company. Several of Nestlé's
brands are globally renowned, which has made the company a global market leader in
many product lines, including milk, chocolate, confectionery, bottled water & pet food.
4.2 BRANDS UNDER NESTLE-
1. Milk & Nutrition
2. Beverages
3. Prepared dishes & cooking aids
4. Chocolates & confectioneries
4.3 WHY NESTLE?-
We have chosen Nestle because it is an appropriate company to study both open culture
and values of a company. Nestle believes in adaptation to a changing world, but its basic
foundation is unchanged from the time of the origins of the Company, and reflects the
basic ideas of fairness, honesty, and a general concern for people.
4.4 METHODOLOGY ADOPTED-
1. Primary Data collected by way of Interview schedule with Ms. Bhawna Sikka
(Food Services and Vending Executive, Connaught Place, New Delhi) and
Questionnaire answered by 9 employees of different departments.
2. Secondary data collected by way of company‘s website and other sources.

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4.5 BUSINESS OBJECTIVES OF NESTLE-
• Nestlé's business objective is to manufacture and market the Company's products
in such a way as to create value that can be sustained over the long term for
shareholders, employees, consumers, and business partners.
• Nestlé does not favour short-term profit at the expense of successful long-
term business development.
• Nestlé recognizes that its consumers have a sincere and legitimate interest in the
behavior, beliefs and actions of the Company behind brands in which they place
their trust and that without its consumers the Company would not exist.
• Nestlé believes that, as a general rule, legislation is the most effective safeguard
of responsible conduct, although in certain areas, additional guidance to staff in
the form of voluntary business principles is beneficial in order to ensure that the
highest standards are met throughout the organization.
• Nestlé is conscious of the fact that the success of a corporation is a reflection of
the professionalism, conduct and the responsible attitude of its management and
employees. Therefore recruitment of the right people and ongoing training and
development are crucial.
Nestlé continues to maintain its commitment to follow and respect all applicable local
laws in each of its markets.
4.6 CORE VALUES-
- A prerequisite for dealing with people is respect and trust.
- Transparency and honesty in dealing with people are a sine qua non for efficient
communication. This is complemented by open dialogue with the purpose of
sharing competencies and boosting creativity.
- To communicate is not only to inform; it is also to listen and to engage in
dialogue.
- The willingness to cooperate, to help others and to learn is a required basis for
advancement and promotion within our company.

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4.7 A HUMAN COMPANY-
Nestlé is a human Company providing a response to individual human needs throughout
the world with specific concern for the wellbeing of both its consumers and its
employees. This is reflected in its attitude and its sense of responsibility towards people.
We have analyzed Nestle to follow all three models -
- High Performance,
- High Involvement &
- High Commitment.
This is because Nestlé aims to increase sales and profits but, at the same time, to raise the
standard of living everywhere it is active and the quality of life for everyone. Nestlé is
also convinced that it is the people who form the strength of the Company and that
nothing can be achieved without their commitment and their energy, which makes people
its most important asset. Involvement of people at all levels starts with appropriate
information on the Company‘s activities and on the specific aspects of their work.
Through open communication and active co-operation, everyone is invited to contribute
to improvements enhancing Company results and personal development.
4.8 HR PRACTICES-
4.8.1 RECRUITMENT-
- The recruitment process at Nestle is clearly defined. People with qualities like
dynamism, realism, pragmatism, hard work, honesty and trustworthiness.
- Match between candidate‘s values & company‘s culture.
- Recruitment for management levels takes place in the head office and all others at
the branch level. The existing employees are promoted to higher posts as per the
requirements. There are no lateral recruitments. Another source of recruitment is
campus placements and human resource consultancies.
- Decision to hire only by HR staff, no external consultant.

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People management policies, basic values & principles elaborated in-
- Nestle management & l eadership p r i n c i p l e s - T h e Nestl é
Management and Leadership Principles describe the management style and the
corporate values of the Nestlé Group, specifically in the area of interpersonal
relations.
- Nestle human resources policy- This policy encompasses those guidelines which
constitute a sound basis for efficient and effective HR Management in the Nestlé
Group around the world.
- Nestle people development review-this policy throws light on Nestlé‘s culture and
core values, different training programs and life of employees after work.
4.8.2 TRAINING-
From the factory floor to the top management, training at Nestlé is continuous. And
because it is mainly given by Nestlé people, it is always relevant to the professional life.
Throughout the world, each country runs its own training programmes (e-Learning,
classroom courses, external courses), and it has five training centres in France, UK,
Spain, Mexico and Brazil.
Nestle provides the following-
- Literacy training-to upgrade essential literacy skills, especially for workers who
operate new equipment (‗Mission-directed Work Team Approach‘). Employees
are also sent abroad to study markets, consumer tastes etc.
- Nestle Apprenticeship Programmes.
- Local Training Programmes-on issues ranging from technical, leadership, and
communication and business economics. Employees are also sent abroad to study
markets, consumer tastes etc.
- Rive-Reine, their International Training and Conference Centre in Switzerland is
where Nestlé people from all over the world meet to exchange information and
Ideas in seminars and training courses.

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4.8.3 PERFORMANCE MANAGEMENT-
- Formal assessment by Line Managers and HR once a year with feedback.
- Subordinate can question an unfair evaluation.
- Specific Key Performance Indicators have been enlisted by the HR department.
- One of the important key performance indicators is achievement following the
Nestle management and leadership principles.
- Remuneration structure and promotion criteria take into account
individual performance.
4.8.4 JOB DESIGN-
- Selection-Combination of written test, GD & interview (Interviews for top
management posts).
- The company incorporates practices like Job Enrichment and Job Enlargement, to
motivate employees and to break the monotony of their job tasks. The
correspondent herself works in both sales and brand management departments,
which is an example of job enlargement.
4.8.5 PAY STRUCTURE-
- Nestle strives to offer fair remuneration. Remuneration level is above the average
in industry.
- The variable component of the salary is comparatively big to reward individual
performance.
- In case of higher management level, the variable part is linked to individual &
Team target achievements.
4.8.6 REWARDS & INCENTIVES-
- ‗Passion to Win‘ awards- These quarterly awards have been institutionalized to
reward those who over-achieve their targets.
- Long-service Awards- To recognize employees who have been with the company
for more than 30 years.

41
- ‗Nestle Idea Award‘- It was found from the correspondent that the company
institutes Nestle Idea Award every quarter to recognize and award employees who
come up with relevant and innovative ideas which have the potential of being
implemented at Nestle.
4.8.7 BENEFITS-
The following benefits are provided to all employees, with no discrimination-
- Leave-Personal & Medical (fixed no. per year)
- Children Education Assistance Scheme
- Provident fund
- Retirement Gratuity Scheme
- Group Insurance & Accidental Insurance Scheme
- Conveyance Reimbursements
- Residential Accommodation
- Monthly health check-ups & free consultation for self & family etc.
4.8.8 EMPLOYEE RELATIONS-
Nestle provides a very healthy working environment which is one of the reasons why
Nestlé‘s employees state their commitment level to be very high.
- Employee turnover is less than 5%., which is considered to be very low for a
multinational corporation.
- Nestle has a open culture & upward communication especially in case of
grievance redressal is encouraged.
- Work/Life balance is given importance, as illustrated in the Nestle Human
Resource Policy document.
- ‗Nestle Family‘ annual events are organized by their HR department whereby
employees alongwith their families are invited.
- Emphasis is laid on safety of employees (Nestle Policy on Health and Safety at
Work).

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4.8.9 CHANGE MANAGEMENT-
- Nestle has adjusted to the ever-changing external environment for the last 140
years since its inception 1866 without losing its fundamental beliefs and core
values. It manages Change and drives sustainable profitable growth by following
the policy of making gradual changes instead of making drastic and risky
changes.
- ERP implementation- In June 2000, Nestle SA signed a much publicized $200
million contract with SAP and additional $80 to install an ERP system for its
global enterprise to help centralize a conglomerate that owns 200 operating
companies and subsidiaries in 80 countries. While the ERP system was likely to
have long-term benefits, the project touched the corporate structure and culture.
The structure was decentralized, and it tried to centralize it. This was initially
opposed by employees but with subsequent measures taken by the HR like
training etc., this has been successfully implemented.
4.8.10 SAFETY & HEALTH-
The N e s t l e Operational Safety, H e a l t h a n d R i s k -Management Strategy
d o c u m e n t illustrates that:
- Nestle is dedicated to safe & healthy work environment.
- Regular safety assessments & audits take place by internal & external bodies.

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CHAPTER 5
SHRM AT NTPC
5.1 AN OVERVIEW OF NTPC-
NTPC Limited is the largest thermal power generating company of India. A public sector
company, it was incorporated in the year 1975 to accelerate power development in the
country as a wholly owned company of the Government of India.
At present, Government of India holds 89.5% of the total equity shares of the company
and the balance 10.5% is held by FIIs, Domestic Banks, Public and others.
Within a span of 31 years, NTPC has emerged as a truly national power company, with
power generating facilities in all the major regions of the country.
5.2 NTPC‘s CORE BUSINESSES-
- Engineering
- Construction
- Operation of power generating plants
- Consultancy in the area of power plant constructions and power generation to
companies in India and abroad.

44
NTPC has set new benchmarks for the power industry both in the area of power plant
construction and operations. It is providing power at the cheapest average tariff in the
country. With its experience and expertise in the power sector, NTPC is extending
consultancyservices to various organisations in the power business.
Recognizing its excellent performance and vast potential, Government of the India has
identified NTPC as one of the jewels of Public Sector ‗Navratnas‘- a potential global
giant. Inspired by its glorious past and vibrant present, NTPC is well on its way to realise
its vision of being ―A world class integrated power major, powering India‘s growth, with
increasing global presence‖.
5.3 WHY NTPC?-
NTPC was chosen to study strategic HRM as it is a public sector enterprise but has been
able to achieve excellence in its field by incorporating appropriate HR practices in
employees‘ daily life, which reflect the organization‘s business goals as well. NTPC has
been able to satisfy its employees by adapting its internal environment to the ever-
changing external environment.
5.4 METHODOLOGY ADOPTED-
1. Primary data was collected as follows-
• Visited NTPC office at SCOPE building, CGO complex, Lodhi Road, New
Delhi and met Mr. P. K. Sinha. (DGM – HR )
• Data collected by way of Interview
2. Secondary data was collected from company‘s website.

45
5.5 HUMAN RESOURCES-
NTPC believes in achieving organizational excellence through Human Resources and
follows "People First" approach to leverage the potential of its 23,500 employees to
fulfil its business plans. Human Resources Function has formulated an integrated HR
strategy which rests on four building blocks of HR viz. Competence building,
Commitment building, Culture building and Systems building. All HR initiatives are
undertaken within this broad framework to actualize the HR Vision of "enabling the
employees to be a family of committed world class professionals making NTPC a
learning organization.
Prior To 1997, NTPC‘c HR department was known as the personnel department and
basically all their work was restricted to the administration and all.
NTPC‘S human resource department work on the following model-
1.) Competence building
2.) Commitment building
3.) Culture building
4.) Systems building
Where the systems building include identifying the manpower and looking for these
talent who are apt for the particular project work.
5.6 HR PRACTICES-
5.6.1 RECRUITMENT-
- For the recruitment process the company conduct the all India written test,
- It also goes to the various IIT‘s and NIT‘s for the campus recruitment.
To induct talent and groom them into a dedicated cadre of power professionals
"Executive Trainee" Scheme was introduced in the year 1977 for recruitment in the
disciplines of Mechanical, Electrical, Civil, Control & Instrumentation and now
Encompasses Computer Science, Chemistry, and HR and Finance disciplines
also.

46
5.6.2 TRAINING & DEVELOPMENT-
- A comprehensive one-year training comprising theoretical inputs as well as on-
the-job training.
- The new recruits are also attached with senior executives under a systematic and
formal 'Mentoring System' of the company to integrate them into the Culture of
the company.
- As part of post employment training and development opportunities, a systematic
Training plan has been formulated for ensuring minimum seven man days training
per employee per year and includes level-wise planned intervention designed to
groom people for assuming positions of higher responsibility, as well as specific
need-based interventions based on scientific Training Needs Analysis.
- NTPC has set up 15 project training centres, 2 simulator training centres and an
apex institute namely 'Power Management Institute' (PMI). While the project
training centres (Employee Development Centres) have specialized in imparting
technical skills and knowledge, PMI places emphasis on management
development. Besides opportunities for long term education are also provided
through tie ups with reputed Institutions like IIT, Delhi, (M.Tech in Power
Generation Technology), MDI, Gurgaon (Executive MBA programme), BITS,
Pilani (B.Tech) etc.
5.6.3 JOB EVALUATION-
In NTPC all the roles are uniquely defined and they have role directories. Every
individual in the company is evaluated every year on the following parameters-
1) KPA
2) FUNCTIONAL COMPETENCIES
3) MANAGERIAL COMPETENCIES
4) CORE VALUES

47
KPA includes the key performance areas of every employee.
This process is done every year and every individual are judged on the mark of 100
wherein 70% of weight age is given to the KPA. And rest 30% is distributed equally
amongst the various parameters. (This percentage may vary year wise).
5.6.4 JOB ANALYSIS-
- NTPC has the provision for the job rotation policy also. Every 10% of the
employee is rotated in various areas of a department to avoid the monotony of
the work. This also works as the one of the most important factor for the retention
of the employee in the company.
- All the employees are encouraged to come up with the creative and the innovative
ideas.
- The overall-working environment of the NTPC is employee friendly which works
as the driver to the motivation of the employees.
5.6.5 REWARDS, INCENTIVES & BENEFITS-
- Incentives scheme – It is group performance based (no individual incentives)
This illustrates that the company encourages effective and efficient teamwork.
- Retention strategies – they include giving Mediclaim to all employees, various
monetary incentives and a favourable work environment.
5.6.6 PERFORMANCE MANAGEMENT SYSTEM (PMS)-
- PMS started in 2004 for the alignment of company‘s and employees‘ goals. Prior
to the implementation of this system, in 2002 each and every employee was
sensitized about this system. It is a 3-stage process-
1. Target study
2. mid term appraisal
3. Final review

48
A target is set in the beginning of the project or the year and after that in the middle of it
the project is reviewed for the appraisal and being checked whether if there is any flaw or
Lagging in the project so that it can be upgraded accordingly. And then finally the
final review is done. The shorter the span of the project the higher the frequency of the
review being done.
- Open system - Individual evaluation (marks out of 100 given to each employee) is
done at the end of the year.
5.6.7 EMPLOYEE RELATIONS-
Demonstrating its high concern for people, NTPC has developed strong employee
welfare, health & well-being and social security systems leading to high level of
commitment.
- The attrition rate in this company is less than 1%.
- NTPC offers best quality-of-life through beautiful townships with all amenities
such as educational, medical and recreational opportunities for employees and
Their family members. The motivation to perform and excel is further enhanced
through a comprehensive NTPC Rewards and Recognition system.
- Employee satisfaction survey- done by Shriram centre every 2-3 years along with
e-darpan online survey.
5.6.8 TOTAL QUALITY MANAGEMENT (TQM)-
- All the total quality management tools are used In NTPC except six sigma.
- "Professional Circles" have been formed department-wise where Executives of
the department meet every fortnight to share their knowledge and experiences and
discuss topical issues.
- In order to tap the latent talent among non-executives and make use of their
potential for creativity and innovation, Quality Circles have been set up in various
units/offices in NTPC.
- Besides a management journal called "Horizon" is published quarterly to enable
Employees to share their ideas and experiences across the organization.

49
CHAPTER 6
ANALYSIS AND CONCLUSION
The Model employed by Nestle is one of High Performance, High involvement and high
commitment due to reasons illustrated in chapter 4.
Nestle is unique in the sense that it has been able to successfully inculcate its business
objective as well as its core values, consistently in its employees day-to-day activities
starting from recruitment till continuous performance appraisals. Like, open and flexible
culture is ensured by way of providing training programs to employees at all the levels.
This kind of culture is also supported by decentralized structure of Nestle. Transparent
performance appraisal systems and the freedom given to them to question their seniors
benefit not only the employees but even the organization as a whole. Nestlé‘s emphasis
on individual achievement is evident from the kind of pay structure HR has designed for
its employees.
Nestlé, over its long historical development from a small village operation to the world‘s
leading food Company, has demonstrated an enviable capability to adjust to an ever
changing
external environment, without losing its fundamental beliefs and core values, so
important for long-term success. Over the years to come, this capability of using HR as a
strategic partner in implementation of company‘s activities will continue to be challenged
even more as Nestlé is growing in size and complexity up to a dimension which demands
a continuous evolution of its organization and of the way in which it is run. Its motivation
based on willingness to learn and to question what it is doing and why it is doing it,
Combined with its long standing respect for Nestlé values, will assure its success.

50
The Model employed by NTPC is one of High involvement and high commitment due to
reasons illustrated in chapter 5.
NTPC‘s HR vision of enabling employees to become a family of committed world-class
professionals is depicted by the company‘s People First approach. Unique features
illustrated by its Human Resource Department like the 10% Job Rotation Policy, giving
same benefits to all employees, TQM practices of Quality and Professional Circles and
development of superior Townships provide a healthy work environment for the
employees. Such strategic HRM activities at SHRM ensure high productivity as well as
low attrition rates at NTPC.
The above SHRM practices help both companies to harmonize it's HR policies with the
business strategy leading to Competitive Advantage, Distinctive Capabilities and
Strategic Fit .As a result enabling them to become India's one of the biggest organizations
in their own fields and to grow further.

51
ANNEXURE
Below is the Questionnaire given to five employees of Nestle India working at the
Branch Office located in Connaught Place, New Delhi. It has been organized chapter
wise to facilitate easy reading.
1. What are the achievements of Nestle?
2. What are the various Corporate Social Responsibility initiatives being carried out
by Nestle?
3. What is the hierarchy at Nestle? Kindly illustrate it with an organizational chart.
4. What structure does your organization have?
5. What degree of formalization exists in the organization?
6. What kind of training programmes are conducted for the employees and what are
the role requirements for the employees?
7. Is there centralization in the organization?
8. Is the span of control narrow or broad?
9. Is there flexibility in the organization?
10. What is the degree to which Nestle creates clear objectives and performance
expectations?
11. What is the degree to which units within the organization are encouraged to
operate in a coordinated method?
12. What is the degree to which managers provide clear communication, assistance,
and support to their subordinates?
13. What is the degree to which employees identify themselves with the organization
as a whole rather than their particular workgroup or field of professional
Expertise?

52
14. What is the degree to which employees are encouraged to air conflicts and
criticisms openly?
15. What is the degree to which communication patterns are restricted to the formal
hierarchy of authority?
16. How many rules and regulations and how much direct supervision is used to
oversee and control employee behavior?
17. What is the degree to which reward allocations are based on employee
performance. What is the mechanism of Performance Appraisal?
18. What is the degree to which employees are encouraged to be
aggressive, Innovative and risk seeking?
19. What is the degree of responsibility, freedom, and independence that employees
have?
20. How does Nestle reward achievement and good work?
21. What are the initiatives carried out by Nestle to facilitate interaction and
cohesiveness within its employees?
22. What are the factors that can cause change?
23. What are the possible consequences of various changes for the organization?
24. How does Nestle deal with change given that it produces 10000 products which
are marketed in 130 countries?

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ARTICLES OR WEB REFERRENCES
http://www.articlesnatch.com/Article/Strategic-Human-Resource-
Management/995063#ixzz1CzYXbLLm
http://findarticles.com/p/articles/mi_m3495/is_12_48/ai_n5989579/pg_14/
http://www.pdfchaser.com/SELECTIVE-HIRING-PROCESSES.html#
http://www.myadrenalin.com/india/Downloads/news/TOIBG_2007_1_17_8.pdf
http://www.roffeypark.com/SiteCollectionDocuments/Events/HR%20Innovation/HR%20In
novation%20Pogramme.pdf
http://www.creelmanresearch.com/files/Creelman2009vol2_6.pdf
http://www.opm.gov/studies/alignnet.pdf
http://www.iimahd.ernet.in/publications/data/2004-06-04manjari.pdf
http://www.sciencedirect.com/science?_ob=ArticleURL&_udi=B6W4J-4VJS6V1-
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http://www.themanager.org/Knowledgebase/HR/SHRM.htm
http://humanresources.about.com/od/humanresourcesstrategic/Strategic_Human_Resource_
Management.htm
http://www.palgrave.com/business/brattonandgold/docs/bgcha02.pdf
www.shrm.org/competencies. and http://www.shrmindia.org/
http://www.shrm.org/about/foundation/products/Pages/HRRoleModelsDVD.aspx#
http://www.elearning.shrm.org/newhrcompetency.aspx
http://findarticles.com/p/articles/mi_m4256/is_n2_v18/ai_12720961/
http://www.shrmindia.org/competency-models-and-performance-management
http://www2.shrm.org/competencies/
http://findarticles.com/p/articles/mi_m4256/is_n2_v18/ai_12720961/pg_5/
http://en.wikipedia.org/wiki/Resource-based_view/Human_resource_management
http://rphrm.curtin.edu.au/2006/issue2/strategic.html

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http://www.oppapers.com/subjects/resource-based-model-and-hrm-page1.html
http://scholar.google.co.in/scholar?q=resource+based+model+hrm&hl=en&as_sdt=0&as_vi
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Book References
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Armstrong, Michael (2006). A Handbook of Human Resource Management Practice
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10-17. "Personnel management - see industrial management".
3. ^ Encyclopedia Britannica (kl Ed.). "Personnel administration is also frequently called
personnel management, industrial relations, and employee relations".
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http://www.towers.fr/essays/hrm.html. Retrieved 2007-10-17.
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T. (2010) Human Resource Management A Contemporary Approach, FT Prentice Hall
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Management: A Critical Text, Thompson
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Prospects' Journal of Management Studies, 46 (1)
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organizational performance' Academy of Management Journal 39 (4) 779-801
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Little Brown
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Journal, 39(4), 802-835
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