Professional Documents
Culture Documents
Resource management
CASE STUDY ON THE DANCEWORX
Submitted by
Janak behl
Prashant choudhary
Submitted to Umang agarwal
Shalin nigam
CONTENT
Introduction of HRM
Objective of Project
Conclusion
References
INTRODUCTION OF HRM
Human resource management (HRM) is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who
individually and collectively contribute to the achievement of the objectives of the business.
In simple words, HRM means employing people, developing their capacities, utilizing,
maintaining and compensating their services in tune with the job and organizational
requirement.
Organizational management
Personnel administration
Manpower management
Industrial management
HRM techniques force the managers of an enterprise to express their goals with specificity so
that they can be understood and undertaken by the workforce and to provide the resources
needed for them to successfully accomplish their assignments. As such, HRM techniques,
when properly practiced, are expressive of the goals and operating practices of the enterprise
overall. HRM is also seen by many to have a key role in risk reduction within organizations.
Academic theory
For the last 20 years, empirical work has paid particular attention to the link between the
commitment, lower levels of absenteeism and turnover, higher levels of skills and therefore
higher productivity, enhanced quality and efficiency.This area of work is sometimes referred
Best practice
Best Fit
The notion of best practice - sometimes called 'high commitment' HRM - proposes that
the adoption of certain best practices in HRM will result in better organisational performance.
These practices included: providing employment security, selective hiring, extensive training,
sharing information, self-managed teams, high pay based on company performance and the
Best fit, or the contingency approach to HRM, argues that HRM improves performance
where there is a close vertical fit between the HRM practices and the company's strategy..
The Resource Based View (RBV), argued by some to be at the foundation of modern HRM,
focuses on the internal resources of the organization and how they contribute to competitive
advantage.
Overall, the theory of HRM argues that the goal of human resource management is to help an
organization to meet strategic goals by attracting, and maintaining employees and also to
manage them effectively.).One widely used scheme to describe the role of HRM, developed
Change Agent
Employee champion
Administration Expert
HRM strategy
"Best fit" and "best practice" - meaning that there is correlation between the HRM
strategy and the overall corporate strategy. 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
Close co-operation (at least in theory) between HR and the top/senior management,
in the development of the corporate strategy. This is so, since it is a firm's personnel
who actually construct a good, or provide a service. Thus, HR can be seen as one of
The implementation of an HR strategy is not always required, and may depend on a number
of factors, namely the size of the firm, the organizational culture within the firm or the
industry that the firm operates in and also the people in the firm. An HRM strategy can be
divided, in general, into two facets –the people strategy and the HR functional strategy.
FUNCTION OF HRM
To reduce the manual workload of these administrative activities, organizations began to
and maintain an integrated HRMS. Before the client–server architecture evolved in the late
1980s, many HR automation processes were relegated to mainframe computers that could
Service Provider, and Software as a Service SaaS or Human Resource Management Systems
1. Payroll
2. Work Time
3. Benefits Administration
5. Recruiting
7. Performance Record
8. Employee Self-Service
The payroll module automates the pay process by gathering data on employee time and
attendance, calculating various deductions and taxes, and generating periodic pay cheques
The work time module gathers standardized time and work related efforts. The most
advanced modules provide broad flexibility in data collection methods, labor distribution
The benefits administration module provides a system for organizations to administer and
Online recruiting has become one of the primary methods employed by HR departments to
recruiting through online recruiting sites or publications that market to both recruiters
and applicants.
The training module provides a system for organizations to administer and track employee
training and development efforts. The system, normally called a Learning Management
System if a stand alone product, allows HR to track education, qualifications and skills of the
employees, as well as outlining what training courses, books, CDs, web based learning or
materials are available to develop which skills. Courses can then be offered in date specific
sessions, with delegates and training resources being mapped and managed within the same
system.
The Employee Self-Service module allows employees to query HR related data and perform
some HR transactions over the system. Employees may query their attendance record from
the system without asking the information from HR personnel. The module also lets
supervisors approve O.T. requests from their subordinates through the system without
The most basic survival needs of any organization (related to Human Resources) are
compliance (meeting statutory thresholds in pay, benefits, employment law, etc.) and staffing
(filling jobs, basic training, scheduling, etc.). If those needs aren’t met, the organization can’t
survive, so leaders cannot begin to focus on value creation and growth opportunities. Once
the needs at those levels are met, however, the organization can get comfortable exploring
employee engagement, talent management and innovative organization designs and solutions
OBJECTIVE
Recruitment Process.
Exit of an Employee.
CASE STUDY ON
DANCEWORX
CHOREOGRAPHERS AS A CAREER
entertainers are always in search for top performer in order to produce high
quality music. The basic task of a choreographer is to compose musical and other
rhythmic performances, which are mostly dances. Today the nature of job is
original dances, combining steps and movements to form an artistic whole. They
generally audition performers and teach people a dance at rehearsals. They often
dance which include classical ballet, modern, tap, jazz, folk, ethnic, and ballroom
and other classical dances. There is a need to gain knowledge not only about
dance techniques but also about music, costumes, lighting, and drama. Numerous
are employed in small, local dance companies. Others may work with opera
commercials. The work of dance choreographers is not only to create moves for
entertainers but many companies like movie producers, directors and dance
Courses in India:
4) Danceworx Performing Arts Academy {Ashley Lobo} East of Kailash New Delhi,
Chennai
Company.
The Danceworx Academy was set up in November of 1998 to teach dance along the lines of
dance institutes overseas. Currently its curriculum consists of styles such as Jazz, Classical
Ballet & Contemporary Dance. Since its inception, The Danceworx Academy, in New Delhi
alone, has expanded from a modest base of 100 odd students, 1 teacher and 1 studio to a base
of over 4500 students, 80 teachers and 15 studios in Delhi and NCR. The Danceworx
Academy launched in Mumbai in September 2007 and has already expanded to 3 studios with
The Danceworx Repertory Company was set up with senior students hand-picked by the
Artistic Director Ashley Lobo and it currently stands at a strength of over 85 artists. These
budding artists are given opportunities to perform, teach and choreograph. They have a
Ashley Lobo’s involvement in theatre & dance was the inevitable result of being brought up
with directors and choreographers like Alyque Padamsee, Krishna Bhargava, Celia Lobo,
Karla Singh, Salome Roy Kapoor, and many others, in several productions.
He founded The Danceworx Academy in 1998 and The Danceworx Repertory Company in
2001. Today, The Academy has over 4500 students and 15 studios in New Delhi and has over
600 students & 3 studios in Mumbai. The Repertory Company stands at strength of over 60
He has choreographed for various theatre companies in India for several productions,
including:
The Box (2006) – a production, staged for the Kala Ghoda Arts Festival in Mumbai
About Nothing (2003 & 2007) – a production featuring Barry John and The
Danceworx Repertory Company dancers for The Old World Theatre Festival held at
Netherlands and two cities in India. It was conceptualised to celebrate 400 years of
Indo-Dutch relations
1000 Day Countdown to Commonwealth 2010, 2008 at India Gate lawns, New Delhi
Worldwide Launch of Microsoft Vista, 2007 at The Backdrop of The Taj Mahal, Agra
Hungry Heart Festival, Musicals, , performed at India Habitat Centre, New Delhi
(2007)
Love Sees No Colour, World Peace Day Anthem, endorsed by Nelson Mandela,
Commonwealth Games XVIII Queen's Baton Relay at the National Stadium, New
Delhi
Taj Mahal Hotel Centenary Celebration, a show organized by The Taj Group of
Hotels to celebrate 100 years of The Taj Mahal Hotel, Mumbai, performed at The Taj
United for Gujarat, a show organized in aid of the victims of the Gujarat earthquake
featuring bands from India (Euphoria & Silk Route), Pakistan (Junoon) and
Jesu Krist Jayanti 2000, a show organized by the Government of Delhi, performed at
Republic Day Parades for 2 consecutive years in New Delhi for the Ministry of
Films
Jab We Met (Ashtavinayak Cine Vision Pvt. Ltd.), directed by Imtiaz Ali
Lux ad film, director Navdeep Singh (Red Ice Films), starring Aishwarya Rai
Agni Jewellery ad film, director Arjun Sablok (Yashraj Adfilms), starring Riya Sen
Dhoom Dhoom by Tata Young (international artist), director Arjun Sablok (Yashraj
Films)
Good Morning India Show on Star Plus, daily morning slot (over 250 episodes) it was
including:
(Australia/India)
Soraya Franco (DominicanYoga Ballet/ Yoga DanceThe Danceworx 2005 onwards
Republic) Therapy
Raymond EsterhuizenLimón technique The Danceworx 2006
(Netherlands)
Nik Hills (Australia) Contemporary The Danceworx 2001, 2006
Jaan Freeman (USA) Horton technique The Danceworx 1999, 2003,
2006
HaviKoro Dance GroupTap/ Break Dance/ Hip-The Danceworx 2006
(U.S.A.) Hop
Mandeep Raikhy (India/Laban Contemporary The Danceworx 2006
U.K.)
Caesar Augusto MonizContemporary/ ClassicalThe Danceworx 2005
(Portugal) Ballet
Susan Buirge (France) Composition of Dance The Danceworx 2005
Mahesh Mehboobani (India) Contemporary The Danceworx 2005
Ronnie Shambik GhoshJazz/ Matt MattoxThe Danceworx 2004, 2005
Ballet
Santosh Nair (India) Chau Folk Dance The Danceworx 2002, 2004
Compagnie MullerasJazz/ Contemporary The Danceworx 2004
(France)
Franziska Rosenweig (U.K.) Gyrotonics/ Classical BalletThe Danceworx 2002, 2003
Isabella Andrea (U.K.) Martha Graham technique The Danceworx 2003
Anna Huber (Germany) Contemporary The Danceworx 2003
Dilip Shankar (India) Theatre Workshops The Danceworx 2002
Eefa Shroff (India) Yoga The Danceworx 2002
Anastacia Flewin (Australia) Classical Ballet/ Neo-The Danceworx 2001, 2002
Classical
Satya (India) Yoga The Danceworx 2001
Fernando AguileraClassical Ballet The Danceworx 1999, 2000
(Argentina)
OBSERVATION ON HR FUNCTIONS
Recruitment:
makes from the assignment i.e. they are made the shareholders in a
As the jobs are totally contract based depending upon the assignment, people
assignment.
The company has recruited 25 teachers from India and abroad with
Performance Appraisal
If the results are still the same, the employee is terminated from his
as the witness.
INFERENCE
Approach Approach
Recruitment Contract Based No Social
Stability.
Highly
Satisfied staff
in terms of
monetary
requirments.
Performance Appraisal by Result No rating of
according to
performance.
of new
recruitments,
time and
resources loss
and compititors
gain.