TABLE OF CONTENT

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

STRATEGIC PLANNING
Vision Statement
Mission Statement
HR Objective
Performance Management

Other HR policies

Job Description

Job Specification and Analysis

STRATEGIC HUMAN RESOURCE PLANING

ORGANIZATIONAL STRUCTURE
RECRUITMENT
SELECTION PROCESS
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human Resource Management is a process of management that seeks to provide the

organization with competent staff and sustain high organizational performance. It is a
strategic approach to the acquisition, development, utilisation and disposition of the
organization’s human resources.

“Human Resource Management is the systematic planning, development and control of

a network of interrelated process affecting and involving all members of an organization”

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STRATEGIC PLANNING

Strategic planning is an organization's process of defining its strategy, or direction, and

making decisions on allocating its resources to pursue this strategy, including its capital
and people (Human Resource).

Strategic planning is the formal consideration of an organization's future course of action.

All strategic planning deals with at least one of three key questions:

• "What do we do?"
• "For whom do we do it?"
• "How do we excel?"

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Vision Statement

A Vision statement outlines what the organization wants to be. It concentrates on the
future. It is a source of inspiration. It provides clear decision-making criteria.

Vision Statement of ACE Communications Pvt. Ltd is

We strive to improve the lives of our customer’s everyday with innovative services. We
aim to do this by Revolutionize the way people communicate overseas

Mission Statement

A Mission statement tells about the fundamental purpose of the organization. It defines
the customer and the critical processes. It informs about the desired level of performance.

Mission Statement of ACE Communications Pvt. Ltd is

• To create win-win situation with customers.

• Using trust and transparency.
• We aim to deliver value by going beyond our commitments.
• Provide cheap communication facility using VOIP technology
• Ensure Sound clarity, for proper communication

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HR Objective

As part of organization’s ambition to be a world-class service company with customer

satisfaction at the core, Ace Communications will put a lot of effort into the recruitment,
training and development of employees. Ace Communications needs to equip the
employees with competencies that build the capabilities to meet different challenges,
including those of rapidly changing market and technical development. In addition, Ace
Communications is responsible for ensuring that the leaders understand the essentials of
management and how to motivate and lead their teams.

Performance Management

We will develop a performance management model, which will focus on:

• Helping managers set and cascade business objectives

• Review individual performance
• Develop and reward performance
• Address poor performance

Working with performance management in a structured way will ensure that every
employee knows and understands how one can contribute to business success.
Appraisals are carried on at least an annual basis. The performance management
process follows an annual cycle which begins each year by setting objectives and
concludes the year by conducting a performance evaluation. The company applies
consequence management, which means that we reward good performance and address
poor performance by applying coaching in order to reach better results. Performance has
an impact on compensation as well as career and development opportunities.

Other HR policies

• Working Hours and Weekly Off

All Saturdays - weekly off

Rest of the working days - 09.00 – 17.30

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In the beginning and at the end of the day there will be a flexi time of 15 minutes.

• Leave Policy: Public Holiday -15 days, Annual Leave -19 days ,Sick Leave -15
days, Casual Leave - 6 days, Maternity/Paternity Leave - 60 days, Mourning
Leave - 15 days, Special Leave - Case basis.

• Overtime will be paid for work that exceeds 8 hrs in a day/48 hours in a week and
for work performed during the weekly day off and on public holidays declared by
the management.

• Training Programs will be offered to concentrate efforts in one of the following

areas: Information Technology, Finance & accounting, Technical, Marketing &
sales, Administration & Operations.

• Travel Policy: The aim of this policy is to formulate a clear procedure for Official
Travel and reimbursement of Expenses consequent to the travel. Allowances will
be paid as per the standard set according to the place of travel.

Job Description
We are working on this section

Job Specification and Analysis

A job specification describes the knowledge, skills, education, experience, and abilities
that are essential to performing a particular job. The job specification is developed from
the job analysis. Ideally, also developed from a detailed job description, the job
specification describes the person you want to hire for a particular job.

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• MARKETING MANAGER
o Minimum 5 years of work experience
o Minimum Educational Qualification “Master Degree in Marketing and
sales promotion”
o Good Spoken and Written English, Hindi, Nepali Languages
o Regular Travelling, should not be phobic to travelling
o Should be able to work under Pressure.
o Should be ready for working in odd hours
o Should Be good at Public Relation

 MARKETING EXECUTIVE
• No work experience
• Minimum Educational Qualification “Bachelor Degree in
Management” (Preferred)
• Good Spoken and Written English, Hindi, Nepali
Languages
• Regular Travelling, should not be phobic to travelling
• Should be able to work under Pressure

• SALES MANAGER
o Minimum 5 years of work experience
o Minimum Educational Qualification “Master Degree in Marketing and
sales promotion”
o Good Spoken and Written English, Hindi, Nepali Languages
o Regular Travelling, should not be phobic to travelling
o Should be able to work under Pressure
o Should Be good at Public Relation

 REGIONAL SALES MANAGER

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 • Minimum 1 years of work experience
• Minimum Educational Qualification “Master Degree in
Management”
• Good Spoken and Written English, Hindi, Nepali
Languages
• Regular Travelling, should not be phobic to travelling
• Should be able to work under Pressure

o SALES EXECUTIVE
 No work experience
 Minimum Educational Qualification
“Bachelor Degree in Management”
(Preferred)
 Good Spoken and Written English, Hindi,
Nepali Languages
 Regular Travelling, should not be phobic to
travelling
 Should be able to work under Pressure

• Accounts & Finance Manager

o Minimum 4 years of work experience
o Minimum Educational Qualification “Master Degree in Finance”
o Should be able to work under Pressure

 Accounts Personal/ Accounts & Finance Secretary

• Minimum 1 years of work experience
• Minimum Educational Qualification “Bachelor Degree in
Accounts/Finance”
• Should be able to work under Pressure

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• Technical Executive
o Minimum 2 years of work Experience
o Minimum Educational Qualification “Bachelor Degree in Engineering”
(Communication and E-technology)
o Ready to work in flexible work timings
o Should be able to work under Pressure

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STRATEGIC HUMAN RESOURCE PLANING

Human Resource Planning is the process by which an organization ensures that it has the
right number and right kinds of people, at the right places, at the right time (who are
capable of effectively and efficiently completing the tasks required to achieve
organizational objectives).

Rationales for Human Resource Planning

• To ensure that human resources are available for continued smooth development
of an organization

• To assess where the organization is, where it is going and what effects these
assessments have on future supplies of and demands for human resources

• To match supplies and demands, making them compatible with the achievement
of the organization’s future goals.

As considering the overall strategic planning, HR strategic planning is derived from

same. Each department is set free to map its own Human Resource Requirement.
Depending on objective, budget, target etc. of department’s human resource planning is
done by each department independently.

Ace Communications Pvt. Ltd. has strategically divided its market into 5 regions. Each
region would have 2 persons as Marketing Executives, 1 Regional Sales Manager, 2
persons as Sales Executive. Regional Marketing Executives will be reporting to
Marketing Manager directly at corporate office. In sales department only Regional Sales
Manager would be reporting directly to corporate office, whereas Regional Sales
Executive will be reporting to Regional Sales Manager. There will be a separate
Corporate Sales Department headed by Corporate Sales Manager, and 4 sales executive
under this manager.

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Technical, Accounts & Finance department will be directly handled through the head
office. However in future technical department can be decentralized based on regional
division. This will be done if any particular region has a active customer base of 12000
customers.

The requirement of human resource can change as per changing working environment,
organizational size, competitions and other factors. At this point 37 members are termed
as total human resource of organization.

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RECRUITMENT

Various sources of recruiting employees are

1. Internal search:
It is a normal practice of identifying candidates for higher positions.
Methods: Notification/ Internal Circular, exploration of staff records.
2. Advertisement:
It is a very popular source of recruitment of persons from a large market (May be
even called as human resource market).
Methods: The types of advertisement depend upon the nature or level of job.
3. Recommendations:
It is a source of candidates who can be considered for the present or future
vacancies on the basis of recommendation of the current managers or employees
of the organization.
4. Employment Agencies:
It is source of identifying or locating good candidates for vacancies through
employment agencies outside the organization.
5. Temporary Hiring Service Agency:
It is a source of recruitment of people through temporary hiring service agencies
operating outside the organization.
6. Schools, colleges and universities, training institutes, etc:
The educational and training institutions are the sources of recruitment of fresh
students or trainees for vacancies in the organization. While using such a source,
the needy organization asks the educational institution to send best students or
trainees for jobs or directly notifies the students or trainees about the vacancies
encouraging them to apply.
7. Professional organizations:
It is a source of recruitment by asking the professional organizations (e.g.,
Engineers association) to inform their members about the vacancies.

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8. Internships:
It involves offering or accepting internships for students or trainees from other
educational or training institutes.
9. Former employees:
It means inviting retired employees for jobs.
10. Internet access:
It means exploring candidates by using a variety of job search websites.
11. Succession planning:
It means recruiting employees by inviting the successor.
12. Causal applicants:
It is source of recruitment by maintaining the applications made by job seekers
and then screening the applications whenever any vacancy occurs.

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SELECTION PROCESS

First step that ACE Communications Pvt. Ltd. will be using in selection process is
Application Soliciting. In this process all applications received will be reviewed
thoroughly. Through this process applicant’s preliminary background can be identified.
This method is low on reliability and validity as we can only see what has been
mentioned in application form.

Once all applications are reviewed Second step involves Comparison with Minimum
Job Requirement i.e. whether minimum requirement for job is met or not. For instance
an Accounts Personal minimum educational criterion is bachelors as Finance Major. This
method is also low on reliability and validity.

Third step which we will follow is Physical Ability Test. This step will basically help
understand whether individual can comply with essential function on job. This step is
high on both aspects i.e. validity and reliability.

Fourth step which we will follow is Written Examination. Through this we can
identify number crunching ability, reading comprehensions, mind maze. This step is high
on both aspects i.e. validity and reliability.

Once we have identified reading and writing ability we would look forward for
Preliminary Interview that is out Fifth step. Candidates who successfully pass the
written and physical examination are now called for interview. This involves face to face
meeting with applicant. This method is scores low for both attributes i.e. validity, and
reliability. This is because of the fact that interviewer only come to know about the fact
that applicant informs.

Through Preliminary interview very few candidates are rejected. Sixth step involves
ranking applicants on basis of hiring preference. Now based on hiring preference
Background investigation will be done. This is to verify the information provided by

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applicants. Various mediums through which the information can be verified are former
employer, educational institution, criminal record, legal status to work, Reference
candidates etc.

Seventh step that we will follow is Panel interview, comprising of senior management,
Department head, HR Personal and specialist from the field of hiring. Even work samples
can be used as instrument in this step. This method basically ranks high on both aspect
i.e. reliability and validity.

Last step involves Major Selection i.e. Permanent job Offer. All Performance contract,
Appointment letter etc. will be developed in this phase.

We are still improvising selection process and working on Flowchart

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