Analyzing the Project
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Monthly Archives: January 2019

Analyzing the Project

VISTA PLC is   a reputed  company in the field of telecommunication  industry in Sri Lanka. With the diversification of its activities  company has taken steps to enter into   mobile telecommunication  industry  and for that purpose  it is planning to  have a new  telecommunication tower  in a mountain peak in a village. XYL Consulting PLC  has been invited to analyze this  project. Analyzing   the market trends all  related  matters in the filed this report has been  prepared. As organizations continue to strive for excellence, the requirement for change and implement new project is requirement not only for the growth of the organization but for mere survival in the current competitive business environment.  Managing the  implementation of any project  becomes crucial for all stakeholders.  Planning for change and implementation of new projects requires VISTA PLC  to realize the barriers or roadblocks presented internally and externally.  In this scenario   the realization of the whys,  and the how’s become part of the whole exercise.  In this exercise how to use management techniques and actual project implementation requires much more than the theory. Yet one theory will not fit for all organizations and therefore, each organization must adapt certain items that can positively affect them. Thus thoughts must be converted to how implementation can occur and why the need for planning to implement is necessary.

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Request letter to appoint as Sales Agent

We have been registering  domain names for your company for  about two years and we have  built  trust and confidence paving the way to have a  cordial business relationship with your company during the past.

Furthermore our  company has been in the filed of website designing  and  development  since the year 2008.  We have gained considerable  exposure in the IT   industry  during the recent  years.

We are  keen  in establishing a business relationship with your company,  and  we shall be very much thankful to you, if you could appoint our Company as  your Sales Agent.

We assure you that we will give our fullest cooperation and  assist you in order for you to make more revenue by selling your products.

We are looking forward to have a cordial business relationship with your Company and we hope to receive your prompt response.

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Company Targets

Today it is vital to motivate    and inspire employees in order to meet the Company targets. Flourishing organizations are becoming more flexible, quick to change direction, and change it according to the market conditions and customer likes and tastes.

The objective of Human Resources Department to make stronger bonds of employees with the management. In order to achieve this objective it is required to consider following areas.

  1. Policy Recommendation
  2. Salary and Benefits
  3. Recruiting
  4. Training
  5. Organization Development
  6. Communication
  7. Performance Management
  8. Coaching
  9. Team Building
  10. Employee Relations
  11. Leadership

Contribution

Human Resources Department has to presume itself as a strategic partner to assure that viability and ability to contribute to the organization. In this manner Human resources Department can contribute to the smooth functioning and development of the organization and accomplishment of company strategy and objectives.

In this regard Human resources Department has to be strategic and conversant with the work system in which people can be succeeded and contributed. In this strategic atmosphere human resources functions such as recruiting right candidates,   motivating employees performance, evaluation of employees, career planning and growth of employees are required.

Today Human Resources Department Employees have  to think  like businessmen and should  know accounting and finance and they are always responsible and accountable,   prepare  strategies to  reduce cost and plan all  human resource development programs.

Human Resources Department plays and pivotal role in any organization and   for the success and progress of the organization it is the responsibility of the human resources department to create an organization with excellent working environment and motivate employees to contribute with increased productivity.

Further Human Resources Department to assists to establish the company’s culture and climate in which employees have the concern and commitment to exceed the expectations of customers who are the most import persons in any organization.. Fostering effective systems and keeping targets, working for deadlines, empowerment though responsibility are some of the functions of Human resources Department.

It is also the function of Human Resources Department to search and find employee growth opportunities, assistance programs planning, profit sharing strategies, development of the company process approaches and solving employees’   frustration problems etc.

The continuous evaluation of the efficiency of the organization results in the need for the HR department to regularly change. Both knowledge about and the ability to execute successful management strategies make the human resource professional remarkably cherished.

It is the duty of the Human Resources Department to continuously   reviving efficiency and effectiveness of HR functions and changes are made accordingly and adjust work practices. In order to encourage overall success of the company it has to identify the shortcomings, setbacks and prepare action plans accordingly.

It depends of surviving and progressing of any company on employees performance and this is the truth even for mere survival in today’s market conditions. It is vital to motivate existing  employees and recruit the best.

Under these circumstances following can be identified as necessary to enhance and increase the full productivity of employees.

  1. Job enlargement
  2. Job enrichment
  3. Job rotation
  4. Incentives to employees to motivate them

Energy Levels

it is well known fact that  young  employees of the organization has high energy and  when   employees are becoming old they are  more lethargic and  decrease their energy levels. As such,   it is noticeable relationship between  life satisfaction and job satisfaction   and people who are satisfied with life have  more energy than others to   function in their duties.

Personal Problems

Another aspect of this is when employees are on debt and  they  have financial difficulties , family problems  children’s problems  etc their functioning  is affected and   it is necessary for the Human Resources department to find solutions for their   personal problems also to   a certain extent in order to keep employees  satisfied and increasing  energy levels.

In conclusion of this work it is discovered that job satisfaction of MIM employees are depended on different factors. If these factors are positively addressed   positive results can be expected and progress of the company can be achieved.  

Recommendations:

  1. With research done   and according to the findings   most vital recommendation can be made to the management is to take necessary steps to enhance job enrichment. It is necessary to advise all sectional heads to assist in this Endeavour.
  • The other aspect   is to improve relationships among staff members and develop team spirit and    employees need to work as a team and to make it a winning team. This is the most significant factor for job satisfaction.
  • MIM must  adhere to other  scope of  job enrichment  like autonomy and responsibility,  career development and  independence in decision making  and  these aspects also  can be identified as being  notably related.
  • Another area is providing job satisfaction through   job re-engineering and job rotation.

It is required to enhance productivity and employee performance through job satisfaction.  Following suggestion are inserted here for the kind consideration of the management.

  1. Information technology is developing in rapid space. All employees must be trained in information technology in order to face future challenges.
  1. It is required to formulate a system to evaluate the performance of all employees of MIM and feedback should be collected on quality of work quantity of work, and each and everyone’s performance.
  1. Impartial promotion system to be introduced giving promotion on performance, loyalty to the organization, honesty and integrity experience and qualifications.
  1. It is necessary to adapt a procedure that MIM is not discriminating its employees on cast, creed or religion.
  • Standing procedures should be formulated according to the labour  laws of the country without discriminating  any employee and applicable to all as equal.
  • MIM should provide state of the art office equipment and facilities and computerized environment for employees to carry out their duties efficiently.
  • Proper disciplinary and grievances procedure must be formulated to ensure disciplinary issues are promptly dealt with.
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Evaluation of employees


It is necessary to plan an evaluation system for employees at MIM. Following  information of the  employees must be collected in order to have  a computer database.

  1. Employees’ confidence on the job
  2. Employee’s attitude on  the work place
  3. Employees’ trust on their superiors and organization
  4. Employees’ respect for superiors
  5. Employees’ pride in their working place
  6. Utilization of employees’ skills
  7. Age group
  8. Sex
  9. Marital Status
  10. Educational Qualifications
  11. Number of Years of Service
  12. Employees’ loyalty to the organization

8. Database

It is required to prepare an another Computer Database for the new recruitment for the  organization with  potential applicants details and  keep in record of all eligible  applicants in order to  appoint them  as when  need arises without any obstacle to the smooth functioning  of the company.

Improvement

With in mind future expansion and growth at MIM progress is required in the following areas;

  1. Training facilities for employees (Employee Training  can be considered as an investment)
  2. Entertainment facilities  for employees ( In order to reduce  frustration and give new energy )
  3. Providing regular feed back to employees (About the Company, the management, and everything else regarding the company.)
  4. Career development
  5. More responsibility and autonomy for employees
  6. More freedom for employees
  7. Developing relationships among employees
  8. Freedom in decision making
  9. Making employees accountable
  10. Shifting employees from one job to another  occasionally
  11. Providing opportunities for multi skills development

Productivity

For the Progress of MIM it is necessary to increase productivity of employees and as such there is important role to play by the Human Resources Department of any organization to increase the overall productivity and efficiency of employees.

Management Strategies

Human Resources Management strategies are required to keep employees enthusiastic, motivated and   accomplishment of such practices has pivotal importance in order to provide professional and quality services to customers.

Objectivity

It can be summarized following aspect as the objective of this exercise;

  1. Job Designing Procedure
  2. Employee job satisfaction
  3. Job enlargement in job satisfaction
  4. Job enrichment which influence on job satisfaction.
  5. Rotation of employees
  6. Increasing job satisfaction of employees with non financial incentives
  7. Increasing job satisfaction of employees with  financial incentives

Responsibilities

At present   responsibilities   and duties of Human Resources Department is also changing like any other scenario. Human Resources Mangers responsibility in the gone era was preparing policies of the management etc.  Human Resources department was earlier named as Personnel Department but today it has been changed. At present Personnel Department is replaced with the Human Resources Department. Personnel Manager is replaced with the Human Resources Manager and human resources strategies have also been changed. In any organization human resources are the most important aspect and today in some organizations employees are referred as associates.

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Action Plan

During the first three months period as Head of the Human Resources Depart following action plan is suggested   and forward for the approval of the management.

  1. Adjusting and creating   exceptional working conditions for employees of MIM to carry out their duties in happy and contended manner efficiently and creatively.
  1. It is vital to make all employees as a team and build team spirit and  there must be cordial relationship among employees and  they have to forget  minor  differences  and work as a team in order for the success of the  organization and  also for  their own benefit.
  1. Taking necessary steps to motivate, encourage and inspire employees in order for smooth functioning and   progress and achieving set targets.

In the above management practices and strategies put into practice there is no doubt   again MIM can be taken off the ground.

Important Factors

Following facts are important to any organization to make success in business activities and as such necessary steps to be taken to improve them in Oder for overall progress of the organization.

  1. Employees’ skills
  2. Employee Training
  3. Happy working environment.
  4. Regular feedback for employees.
  5. Opportunity for  career development
  6. Autonomy and responsibility of employees.
  7. Decision making.
  8. Employees’ loyalty to the organization
  9. Visual and auditory facilities.
  10. Entertainment for employees.
  11. Privileges and facilities for employees.
  12. Cross training
  13. Flexibility of jobs
  14. Employees’ pride in their working place.
  15. Employees’ confidence on the job.
  16. Employees’ trust on their superiors.
  17. Employees’ trust on  organization
  18. Accountability of employees.
  19. Recognition for Employees.
  20. Designations

Suggestions

Following suggestion for the smooth functioning of MIM and progress of the organization   is forwarded for the approval of the management in order to implement them.

  1. Job satisfaction of employees is vital for any organization to succeed and mainly job satisfaction is depended on job enlargement and there are other reasons also  behind job satisfaction of employees.
  • Duties connected with a job are amplified in job design technique adjoining diversity to duties and reducing boredom associated with any job. As such job enlargement is believed to be a straight restructuring system. The job is inflated by accumulation of related tasks. As a result increased job span and increased the number of   different operations required in a job and the occurrence of with which the job rotation is recurring. An individual performs number of tasks and job enlargement increases job scope.
  • Vertical expansion of job is job enrichment. An enriched job organizes tasks to allow the worker to do a complete duty, enhances the employee’s independence and improves employees’ responsibility.  The job must be intended to offer chances to achieve recognition, responsibility and career growth.
  • Superior quantity of employee job satisfaction depends on job rotation. Job rotation is a technique   employees are reassigned to two or more jobs in methodical manner. The aim of this process is   giving opportunity for employees to gain experience and skills in order to enhance job satisfaction. This process is similar to cross training of employees.
  • As a result of implementing job rotation, frustration or boredom of job can be reduced and increase the productivity. Employees are exposed to gain skills and experience in different types of works and this will help the individual employees as well as the organization. This process will create expertise or competent employees. Employees are trained to face challenges. It increases flexibility of job and providing capacity.  Employees are endowed with the experience to adaptability to change. Everything is changing such as business environment, customers need and tastes, competitors and so on. Through this process employees can be trained to face changes constantly occurring.
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MIM FINANCIAL SERVICES

MIM FINANCIAL SERVICES
MIM Financial Services PLC (Hereinafter referred to as MIM) has established in the Central Province in the year 1995. Subsequently it had spread its wings to other parts of the country and expanded its business activities. In 90’s MIM Financial Service had become a leading financial company in Sri Lanka. Read More

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Significance of the Study

 

It is a real challenge  before the Librarians to  enhance the service quality  in order to fulfill the ever increasing  aspirations of the  readers of libraries. Read More

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