Midterm report ISTD Essay

This retch is designed to hold up an in-depth study and critical abridgment of HR aspects in MedTek.Net India Pvt Ltd. At this lay in the project, it reports about the construct we made in analyzing theR breeding aspects and the progress it made towards its goals describe obstacles ( twain internal& foreign) faced detail shit courteous and actions to be taken in the future. During the influence of project, we got to know and notice weed many an(prenominal) interesting facts and points which atomic number 18 re on the wholey heavy for the crop and achiever of the disposal. It gave an luck for the HR subdivision toaudit the entire HRD aspects of the organization in that location by adding to a considerableer extent value to way we operate. At the set aside of this project, completely parties of the organization trouble, employees, HR incision argon eager to know more about the findings and goods that we can make to the organization from the HRD prospect which c an acquire an bounce to the confederacy when comp bed to our competitors in the market. on a lower floor pages of this report offers a apprize description about the analysis and ca-ca we lead done so far in this project.IntroductionWithin every organization, there is a pick up to manage learning in accordance with blood line pick upments. A systematic approach in culture and development always adds an edge to the military operation of the organization in all means.ObjectiveObjective of this project is to do complete analysis on the under planning aspects, their operation electrical shock and recommendations for betterment of the organization.a) Human election Planning, grooming Policy, development Bud shoot for.b) Training Needs appraisal System.c) Training & other suppuration Programmes and their military rank.d) Strategies for improving HRD activities in the Organization.With our analysis, findings & recommendations, our attempt is to provide viable proposition s for betterment in the applicable areas of organization. In this process, we contain collected all recorded information like policies, questionnaires, processes followed etc and cognise info like interviews and one on one discussion with sundry(a) employees of different departments and external data like market scenario, industry analysis etc.Project DesignWe have designed the project in to four phases.1. Collecting basic data and information related to all genteelness aspects.2.Analyzing data, processes and drawing findings for their rating procedure.3. Evaluating the information and processes of various data dismemberd.4. Recommending strategies for the profit of HRD activities with the help of above in the organization.For any attach to, nurture and development is an important aspect which boosts continuous growth and success to the worry. We have considered all external and internal components of the existing performance of the organization with respect to the targe ted objectives set. Some of the components involve absenteeism, induce hours of the employees w.r.t their performance, performance of the software (IPAS Integrated Performance idea System) which was initiated recently, employee hiring and job enrichment strategies used for retaining the existing employees, HRD activities practiced for long term growth of the organization etc.Project ImplementationWe started implementing the project by collating data available from all sources. Simultaneously we started pull ining with people as wellnessful by circulating questionnaires and by conducting one on one discussion. Below explanation will give us a brief of what we have studied and analyzed in this process with the help of almost(prenominal) data and people.HRD System Human Resource Planning, Training Policy, Training Budget. Human Resource PlanningAt MedTek.Net we measure the growth of business by the no of proceedings and reports we process per form. Therefore our target of bus iness growth lies in the aforesaid(prenominal) and accordingly we plan for resources to recruit per form, it includes both callers and experienced resources. MedTek HR planning for the period of 2012-2013 is focused on the infra points to achieve during this time. Below points are analyzed after a circumstantial discussion with people in the familiarity and after going finished the information/data which is all available.1. Work closely with management to fortify the need for competitive compensation for respective(prenominal)s MedTek wishes to attract and retain.2. Investin maestro development programs to improve leadership capabilities, job skills, and employee productivity.3. Identifying and attracting right talent at campus train thereby cultivation and employing them in the organization accordingly.4. Develop well-rounded career management tools, job enrichment strategies, and teaching programs to help employees prepare for new opportunities.5. supplement technol ogy to streamline HR service processes and improve access to employee information.6. digest regular organizational climate assessments and collaborate with aged managers to improve the campus work climate.Review of training policy & cipherAs MedTek.Net is a mid(prenominal) sized high society they do not really have a fixed classly budget for training. The budget varies as per the requirement and stake of the company although getting approved prior by management. But, with in the terminal point HR department tried to encompass the training programs which align the companys goals and objectives of employee development. Some of the cost effective measures which got imparted in the training budget are 1. Finding trainers with in the organization wherever it is necessary and possible. 2. conveyancing egotism learning techniques for the employees which not only reduces costs but besides helps employees to work on their skills by focusing on their weaknesses and strengths. 3. En couraging the technique of cross-train employees at work place. This technique really worked at MedTek as employees showed great interest to share their companionship. It is happening in this way second level employees train 1st level employees and 2nd level employees will get trained by their above level i.e. 3rd level employees and vice-versa. keeping in view of budget constraints and business requirements training policy of Medtek for the year 2012-13 aims to ensure that1. All new members of faculty receive an knowledgeableness training programme that achieves the common company induction standards. 2. Company invests in training that helps to meet its goals of providing a quality service, which are achieved by increasing the knowledge and skills and competencies of its stave to meet the needs of quality service standards set. 3. All staff hasan annual appraisal which, amongst other matters, reviews all training undertaken and sets goals for the coming year based on the indivi dual training needs assessment. 4. All staff are provided with an annual psycheal training wedge, which they will keep. In the file they include inside information of all training sessions that they attend. The file should also consist a personal development plan filled in at the same time as the appraisal. The personal development plan contains details of any training opportunities that the member of staff turn backks to pursue during the year.At MedTek, Training policy and Training budget got framed by keeping in view of companies annual HR planning and business growth. Keeping in view of companies strengths and weaknesses these three components got designed and in the continuous process snub deviation(more or less) is always there to align with industry and market changes and requirements. abridgment on Training needs Identification and Assessment process Up on detailed analysis and review Training Identification & Assessment process at MedTek usually happens by following the below step1. Data Gathering One on One discussion with Managers/ Supervisors/ employees, performance Mgmt software, knowledge/ skill test to the employees, questionnaires etc. 2. behave assessing the need, HR department designs a module defining the purpose of the need, target group, resource person and the deliverables. 3. Defining the deliverables and methodology to measure the deliverables are very critical eyepatch identifying the need. 4. Training Need Validation After identifying the list of training needs, the same will be listed and discussed with functional heads of all departments. During this exercise, the relevance of each training need with the forthcoming financial year and the business requirement to be validated. 5. Training Need Prioritization The training needs identified will be then categorized as high impact and low impact / high cost and low cost. 6. The deliverables of the training needs which may apt(predicate) to create noble Impact on the business wit h Low apostrophize will be given first priority. The training needs with High Impact and High salute will be given 2nd Priority and the training needs with Low Impact and Low Cost will be given 3rd Priority.Review and analysis of 2012-2013 annual Training programs planned & conducted The training programs conducted on continuous basis for the year 2012-2013 at MedTek.Net are mentioned as below1. Induction for new joinees- skilful foul Training, behavioral Training, HR induction. 2. Technical Training To all employees designation refreshing for knowledge and skill improvement. 3. Management Development Sessions Workshops for the existing managers and potential employees who are identified for promotions. 4. Soft skills and Personality Development Training programs For the identified group members of different departments. 5. Sponsoring many training workshops for the identified team members which were conducted outside the company premises.T&D activities which left(p) impa ct towards improvement & development of both the parties i.e. employees & the organization.EmployeesEntry level Employees at entry level got highly benefited with induction training program as it includes both soft skills, technical and company policies related training. The best part of this training is each employee after training session will be associated with one senior employee as their mentor for 1 calendar month and on-the job assistance/training will be given to them till they get accommodated with the work life at MedTek. It is the certificate of indebtedness of the mentor to make the new employee comfortable and feedback from the new employee at the end of the mentorship will be taken and will be added to the performance points of the senior employee. This process got succeeded and is yielding some great results so far.Mid LevelTechnical Training and personality development programs are popular in this segment of employees at MedTek. Providing mentorship to new employees is also popular as it inculcates self learning process and adds performance points. Proof Readers and timberland Controllers generally adopts in to the segment of mid level employees at MedTek. They need high technical knowledgeand skill as they are responsible for the terminal livery of report to the clients. Therefore self learning technique and technical training plays a great role for their knowledge and skill improvement.Supervisors and ManagersManagement Development sessions which got conducted at both indoor and outdoor left a macroscopical impact in their skill development. In the company where stress and military press rules, these sessions helped a lot for the managers and supervisors to handle the team members and stress.OrganizationAs an organization MedTek is able to see advantages in various ways as below Performance of new recruits got improved and are delivering their full capacity of performance. Quality standard got improved and are getting some good bliss mails from the clients about the quality and TAT (Turn Around Time). Management sessions helped the organization to elaborate and train the employees who are identified to elevate for the next level mgmt positions at different levels.Overall on a note of conclusion, training programs which got implement are able to deliver clear return on investing for both employees and organization. The success rate is clear visible and is encouraging for both HR department and management to continue the training programs in a more effective manner for the growth of organizationAnalysis of T&D paygrade techniques up on which the organization is relying in harm of measuring the outcomes of the T & D programs implemented & planned. At MedTek, training military rating is done keeping in view of five main elements as mentioned belowSatisfaction and participant reaction, with the help of questionnaires and random one on one discussion. MedTek, also has internal portal where the participants can p ost their feedback wrt training sessions attended. Knowledge acquisition- This can be evaluated by the scores they get in the technical tests which are conducted very very much in the office premises.Behavioral application This can be notice eventually and often speedy supervisors or mentors are responsible for recording any change in their behavioral aspects during the course of time. Return on investment (ROI) Each individual performance in terms of increase in number of minutes they process can be considered to evaluate ROI. Measurable business improvement Improvement in all four parameters collectively contribute towards business improvement.Keeping in view of the above five elements, below mentioned evaluation techniques are often used at MedTek.1. Kirkpatricks training evaluation model.2. Robert O Brinkerhoff- The Success Case method3. The IPO model (Input, Process, Output)4. goof Philips Return On InvestmentHR department pick a combination of one or two from the above models for evaluation process and the evaluation process happen in 3 phases Pre Training, During the training and Post Training. Results of training evaluation are submitted to senior management and some points of evaluation are accessible to employees as well through portal.Project outputsManagement of MedTek.Net is very keen about this project as it gives an opportunity to analyze the entire process of T & D processes we have been conducting every year. It gave an opportunity to observe, compare and study T&D processes and systems other competitors are practicing in the industry. Below are few outputs so far turned up in the project. 1. Because of budget constraints they have challenges in hiring the nos they require and this could effect the effective HR planning. HR department need to come up with some new strategies to fulfill the requirement of manpower with in the budget. MedTeK HR department was able to succeed so far but, in order to survive for long term they have to plan some strong strategies which can help them for some good no of years. 2. Employees at MedTek are happy with the training programs going on in the company when compared to some of the fellow companies from the same industry. 3. The challenge for bothemployees and HR dept is pile fluctuation.The amount of work that they get on any day is often fluctuating and this could really affect the training schedules planned. For HR dept it is a contend task, as they need to make the employees still connect with the training programs and need to constantly motivate them on this regard. 4. Management wants cost effective hiring or less hiring with out increasing operational costs but trading operations team demands more head count. 5. So far during the project, we have observed that arrest departments of the organization like Finance & Accounts, Admin, IT help desk are not getting their fair share of training as the always got mobbed up with work and they are the most stressed out team member s in the organization. 6. Post evaluation after evaluating employees performance periodically it is really proper tough for the HR department to plan for successive training programs for the employees those who are in need of because of the tight work schedules. 7. Time and money are the game players at MedTek when it comes to T&D activities. Both management and employees see the value addition of T&D activities but they want it to be done with in the time frame and budget so that these activities would not affect work and budget stretch.Key Issues addressed1. As we have observed above both management and employees shows interest towards T&D activities but with in the time frame and budget. On this regard, HR department had a discussion with Management about the long term benefits of T&D activities and tried to enlighten them how and what kind of remarkable changes it can supply to the improvement of business in a more effective manner. 2. HR department also highlighted the import ance of hiring few more team members for support teams like Accounts & Finance, admin, IT helpdesk etc and advantages of training them in them which can bring a spearhead change in the way they are operating so far. 3. As it is emergency the temporary or time being scheme for hiring after discussing with managers and senior level mgmt, HR dept gave the options as below.a. Providing more work from home options there by reducing operational costs and gainful salary as per the performance i.e. no of minutes processed per month by a resource. b. Recruiting and training freshers and making them effectuate by the time projects comes in as per the business forecast (In health care industry freshers usually get pay only after completing the training). c. Encouraging and motivating existing employees for bear on more no of minutes and paying incentives for the extra minutes they process. 4. But, for many concerns at MedTek, hiring more team members is the single answer. But considering t he concerns of budget, market conditions and business growth plans, MedTek has to consider the plan of hiring in slow pace (for experienced) and hiring freshers at good number and making them job pitch with in the short period which really cuts the budget to a greater extent.Impact of the Project1. The project did really give us decorous reason to actually audit entire HRD aspects of the organization which we delayed because of some noted business reasons. 2. It throws light on many aspects which we need to work on for the betterment of both organization and employees success. 3. We are able to clearly figure out the strengths and weaknesses from HR point of view and started working on them in no time.Future Direction of the projectWe are in the final & crucial phase of completing this project. It will take span of weeks to draw the final and more detailed analysis of the entire work we have done so far during this project tenure. We are left with Section D analysis which has bee n carrying out simultaneously and will be finished at the earliest. With the support of my guide we can submit the final version by the 3rd week of October.