HUMAN RESOURCE MANAGEMENT

HR practices in UST Global

ACHU JAMES

P11104

PGDM -A

INRODUCTION

Human Resource Management is a set of organizational activities undertaken to attract, develop, and maintain an effective workforce within an organization. Through the efficient and effective monitoring of the human resource in an

organization , it can achieve high productivity in a less cost. Human Potential

Management is an integrative and continuous process of enhancing human capabilities and capacities by enriching human beings’ existing potential through micro-level human development interventions and macro-level systems and policy interventions to create and sustain an environment that facilitates individuals in achieving their full potential to their own as well as the organization’s advantage.

HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transactional work such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion.

Whereas in startup companies HR's duties may be performed by a handful of trained professionals or even by non-HR personnel, larger companies typically house an entire functional group dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have created programs of study dedicated explicitly to the duties of the function.  In order to succeed, HR must be a business driven function with a thorough understanding of the organizations big picture and be able to influence key decisions and policies. In general, the focus of todays HR Manager is on strategic personnel retention and talents development.

In this paper, we come across with the human resource practices that taken by the organization UST Global . This paper will highlight on how a HR manager can meet the challenges of workplace diversity, how to motivate employees

through gain-sharing and executive information system through proper planning, organizing, leading and controlling their human resources.

Review of benchmark HR practises

By benchmark of HR practises means that the standard human resource practises that are carried down by all the organisation. Sometimes the practises may differ from organisation to organisation because of its operation and management. HR practices have also been keeping pace with ever dynamic business environment and every industry presents unique challenges for HR professionals. The standard HR practises revolved around the hiring process which includes recruitment, selection and socialization. Through the process of recruitment the organisation determines its requirements and invite application from the candidates and through the process of short listing, filtering and finally interviewing the candidate the selection process is complete.

At present HRIS (Human resources Information System) is the critical backbone of any HR system. In most the of the organizations currently Human Resource Management Systems covers following functions:

• Recruitment & Selection

The process of HRM starts from this stage ie, from the recruitment stage. In this the the process that taken by the managers are Applicant tracking and short listing the applicant on the basis of some criteria and selecting the best suitable candidate to the organisation. This process includes inviting the resumes , short listing and filtering tje resumes according to some standards, and after conducting interview to the candidate select the suitable candidate. Recruitment is the process of generating a pool of qualified candidates for a particular job. The firm must announce the job’s availability to the market and attract qualified candidates to apply. The firm may seek applicants from inside the organization, outside the organization, or both.

• Training and learning management system

After the process of selecting the candidate the next step is to provide proper training to the selected one inorder to make them more efficient and productive. The candidate get training according to the needs of the management. A   learning management system (LMS)   is a software application for the administration, documentation, tracking, and reporting of training programs, classroom and online events,   e-learning  programs, and training content. A robust LMS should be able to do the following:

centralize and automate administration use self-service and self-guided services assemble and deliver learning content rapidly consolidate training initiatives on a scalable   web-based  platform support portability and standards personalize content and enable knowledge reuse.

•Compensation and other benefits

In order to meet the organisational goals the employees should be properly compensated, that is they should get the salaries and wages according to the work done by them. By giving proper motivation to the employees the organisation can achieve its goals and look for more from the employees. By giving incentives, bonus and other motivation like free transport allowance , maternity leaves etc an organisation can motivate its employees.

 Separation and feedback process

It includes feedback from seniors peers and subordinates, has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the opinions of all matter, especially if you are in a leadership role. Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feedback for self development.

Some of the standard HR practices to motivate and monitor people in the organisations are:

Bonus paid to the employees:

Paying out bonuses or having any kind of variable compensation plan can be both an incentive and disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team's success and the individual's performance. Never pay out bonus without measuring performance, unless it is a statutory obligation.

360 degree performance management feedback system:

This system, which solicits feedback from boss, subordinates and from the same level employees has been increasingly embraced as the best of all available methods for collecting performance feedback. Every person in the team is responsible for giving relevant, positive and constructive feedback. Such systems also help in identifying leaders for higher level positions in the organization. Senior managers could use this feedback for self development.

Highlight top performers:

Create profiles of top performers and make these visible though company intranet, display boards etc. It will encourage others to put in their best, thereby creating a competitive environment within the company. If a systems approach is followed to shortlist high performers, you can surely avoid disgruntlements.

Organising rewards:

Merely recognizing talent does not work, you need to couple it with ceremonies where recognition is broadcast. Looking at the Pay Check is often less significant than listening to the thunderous applause by colleagues in a public forum.

Employee meetings and discussions:

Great organizations recognize, nurture and execute great ideas. Employees are the biggest source of ideas. The only thing that can stop great ideas flooding your organization is the lack of an appropriate mechanism to capture ideas. Open house discussions, employee-management meets, suggestion boxes and ideas capture tools such as Critical Incidents diaries are the building blocks that can help the Managers to identify & develop talent.

COMPANY PROFILE: UST Global

UST Global headquartered in Aliso Viejo, California is a provider of IT services. Stephen J. Ross in 1998 founded UST Global in Laguna Hills.UST Global specializes in Healthcare, Retail & Consumer Goods, Banking & Financial Services, Media & Entertainment, Insurance, Transportation & Logistics and Manufacturing & Utilities.

UST Global partners with Oracle Corporation, IBM, Microsoft, SAP, Cisco and others. The company has offices in USA, India, UK, Malaysia, Philippines, and Singapore.

UST Global is a leading provider of end-to-end IT services and solutions for Global 1000 companies. It use a client-centric Global Engagement Model that combines local, senior, on-site resources with the cost, scale, and quality advantages of off-shore operations. At UST Global ,focus is to provide world class business solutions to a wide range of business using cutting edge IT components.

 In every business engagement, USTG seek the opportunity to build long-lasting, strategic relationships. This client-centric focus forms the basis for how they, as a company, operate and serve their clients. Commitment to long-term client success empowers every associate to provide value and flexibility beyond the contract.  Client-centric Global Engagement Model that provides the optimal mix of senior local resources with the cost, scale, and quality advantages of offsite operations for each clients.

The industry-leading expertise found within its Canters of Excellence  plays a key role in our success with clients. The CoEs deliver pragmatic IT solutions that allow clients to consistently achieve their most critical business objectives. Its Partner Program complements the Centers of Excellence. The program aims to develop strategic relationships with best-of-breed organizations to provide UST Global developers with advance access to new technology and educational resources. 

UST Global adopt Six Sigma practices for developing our client-facing processes. Its centers in India are ISO 27001 certified and we were assessed PCMM level 5 in 2004. These certifications and practices provide a qualified foundation for all UST Global service offerings and enable our clients to benefit internally.

UST Global delivers sustainable value through innovative software solutions

that are capable of consistent performance and rapid adaptation-with minimal interruptions in the current processes. We help enterprises expand their businesses by developing and implementing solutions that are capable of performing across multiple platforms and infrastructures. Cost-effectiveness and mission-critical capabilities are at the focus of our development and maintenance strategy.

The services that provided by the UST Global are:

-InDepth Technology Expertise for Application Development in all Major Languages and IDEs

-Low-Cost Construction using Worldwide Development Centers.

-Network Maintenance and Administration

-Package Configuration and Modification

-Application Development and Maintenance

-QA and Testing

-Business Process Outsourcing

-Mortgage BPO

-Infrastructure Services

-Consulting

-Enterprise Solutions

-Business Intelligence

-Data Management

HR PRACTICES IN UST Global

UST Global is a company which give more importance to its employees. They achieve the needs of the clients through the proper management of the human employees by giving proper selection , motivation and compensation. The HR process starts with the recruitment process followed by selection and socialisation. In between this compensation and proper remuneration is provided to the employees for their practices in the organisation.

RECRUITMENT

UST G welcome talented college graduates, and other professionals who are within and out side the organisation. They are a preferred employer at countries top engineering and business schools because they offer competitive compensation, diverse opportunities interms of business and roles, fast growth and quick assumption of large responsibilities. For the same reasons,UST are able to attract the best and the brightest talent at all levels. The first step in recruitment process is to find out the areas where the recruitment is required. This is done through job analysis. Now the job description and the job specifications are set and now the company looks for the right kind of candidates suited for the job.

The recruitment process from the colleges starts with inviting application from the students , from the resumes scrutinise the same and conduct a group discussion of the selected candidate and from that some students are selected for the next level that is the interview. Often if the number applicant in more than the expected limit UST will conduct a written test among the candidate and set some standards . Those who are pass the standard score will call for next level called the group discussion.

If the organisation need a experienced candidate it has two options, recruit either from within the organisation or from the out side professionals. UST also preserved the old application from the candidate and in case of emergency this will help them to find the suitable candidate within no time with a less cost of recruitment. From this process the company able to find out the candidate , filter them and through the process of interview and other techniques the right person for the right job is selected. If the recruitment is done through the college proper training programme is made avail to the selected candidate inorder to

cope up with the condition of the firm. Usually the training programme will tale three to four months time. In short the recruitment process in UST Global can be summarised as :

-Short listing the candidate from the pool of the people.

-Technical interview is done to know the knowledge of the candidate relating to a particular problem .

-Aptitude / Attitude test

-Personal Interview includes face to face interview from th her professionals of the organisation.

-Induction from concerned department by own in House trainers / HR. All this process will help the organisation to take the right person for the right job.

Mainly for the fresher’s the organisation opt the college recruitment process and for experienced professionals it follows employee reference. It means that an existing employee in the organisation can refer other efficient, suitable professional and if the organisation select the same person after the probationary period the employee who refer the professional will get half the salary of the newly recruited employee. This is a recruitment practices followed in the UST Global.

SELECTION

After the process of recruitment the organisation is going through the process of selection of the right candidate. The HR unit in the organisation is dealt with providing initial reception for the applicants, after that the HR will conduct initial screening process by obtaining the background and reference information. After this process the selected candidate will refer to the managers for the final selection. The selection process is done only after the evaluation of the performance of the selected employees. In the UST Global there are certain standards for evaluating the performance of the employees and measures their competencies and reward them according to their performance.

After the selection process the organisation will test the candidate by giving simulated task to perform.A series of evaluation exercises and tests used for the selection and development of managerial personnel.

SOCIALIZATION

Socialization involves orienting new employees in the organization and to the units in which they will be working. It is important that new employees become familiar with the company’s policies, procedures, and performance expectations. Socialization can make the difference between a new worker’s feeling like an outsider and feeling like a member of the team.

The selected candidate should addressed by the top management personnel from the first day itself. The top management provide an induction and welcome function to the new faces. After that the selected employees underwent to a computer based induction program. In this type of induction program the employee should give his or her answers to the specific questions that are already feed in to the computer. This is happen after two to three months of joining in the organization. The organization provide the facility to interact with the other members in the organization by different ways like creating some groups among the employees to make their presence and participation in the events that is conducted by the organization.

Building careers

UST Global has a high emphasis on performance, and they link both career growth and rewards directly to merit and achievement. UST customize career paths and retention plans according to the unique needs of an individual. Right from the entry level, we draw career maps for each employee, outlining possible alternate career paths, which could include planned job rotations between functions or even group companies.

Solid performances, solid rewards

Employees with a proven track record of high performance and potential are identified annually through a fast-track programmed evaluated by a top management panel. These achievers are rewarded with top-of-the-market compensation, retention bonuses and relevant training inputs. The employees will be well motivated if they receive high motivation, this organisation give reasonable compensation to its employees.

YOGAThe practice of yoga will help the employees to focus in on the work and will increase the efficiency of the employees.

COLORS

AN INNOVATIVE EMPLOYEE PROGRAM THAT DRIVES CLIENT VALUES and TRANSFORMS LIVES

Colors  is a volunteer employee program that engages UST Global associates across the globe. A hallmark of innovation and creativity, Colors encourages team building and collaboration, and provides an opportunity for employees to develop their personalities and leadership skills by pursuing aspirations outside their functional requirements.

With the vision of both giving and achieving, employees tap their potential to contribute to our company and give back to our communities. Colors is the perfect complement to UST Global’s values and culture and embodies our mission of transforming lives. The program has seven colors, with each Color representing an organizational dimension. Each color sets specific goals each year, quantifying their contributions towards their respective dimension. Rewards and recognition for contributions to ColorsSM are initiated on a regular basis and ratings are determined by the contribution made by each individual.This includes:

Rose works towards relationship with the customers, communities, clients and employees and also cares the environment.

Representing relationships at the community, client, and employee level, Rose’s mission includes all Corporate Social Responsibility efforts, both social and environmental. Its goals are measured in numbers, such as volunteer hours, dollars donated to charity, and trees planted. Rose encourages UST Global employees to enthusiastically give of their personal time to support secular, non-political community activities focused on health care and education for women and children.

Purple stands for People satisfaction

Because the sustainable business success and continued growth of any enterprise requires a highly motivated and inspired work force, Purple’s mission is to improve the work culture and its goal is to help UST Global be selected as the best place to work. The combined effort and concerted action of satisfied, engaged employees contributes to the success of the UST Global organization..

Orange is a catalyst for organizational efficiency.

On a mission to ensure that UST Global is the most efficient IT services company in the world, Orange’s goal is process improvement. Orange collaborates with other groups and organizes various organizational initiatives to promote these qualities in UST Global employees.

COMPARISON OF HR PRACTICES IN UST Global WITH THE STANDARDS

When we compare the HR practices that are carried out by the UST Global in their organisation with the standard HR practices the in the other organisation , we can feel a similarity in the both. That is almost all the process of HR practice are same in the UST G and other organisations. The HR in UST starts with the process of recruitment and followed by the process of selection and socialization. The main difference with the two is that in UST Global there exist a reference system which allows the existing employee in the organisation to refer another professional to the firm. This will help the organisation to attain the right person for the right job. The existing employees are also motivated to the reference system because the person who refer the candidate will get a remuneration from the first salary of the newly came employee. Apart from this all the other process like inviting the application, scrutinise the right ones from the pool of application and filter the candidate and finally before the selection process the HR will conduct a personal interview with the selected candidate.

During the time of recruitment if the firm is in need for the fresh graduate they will opt a campus recruitment otherwise they will go for the selection from outside the organisation and from within the organisation. This process will reduce the cost of recruitment.

After the selection of candidates organization gives good training ground to their employees to keep track of the technological and latest updates in the organisation, so that they can catch up with competitive environment outside. Senior managers and other staff are also given training once in a while in both hard skill and soft skills. Next important thing is their performance appraisal done in the organization, which 360 degree appraisal, which consists of Self evaluation by the employee, evaluation done by the immediate superior, final evaluation done by senior managers. The selection process is also according to the standards in other organisation.

In the case of socialization this organisation did something more than that of any other organisation in the same industry. The firm has a computerised induction program which allows the employee to fill certain questions and the answers will directly go to the data base of the organisation. The socialisation process includes forming some employee groups which take active part in the fields of blood donation and other social initiatives. It has both monetary and non monetary motivation process to make the employees more efficient and effective. When we compare this with the other organisation the same activity run in others too. This will help the employees to move and spend some time with the colleagues and share information regarding the work place and outside the organisation will made possible through the socialisation process.

LEARNINGS AND CONCLUSION

The main purpose of the project was to know the difference between the theory we learned and the actual work performed in the company. From the comparison of the HR practises, we have come across the different function of a HR department and the ways in which they select , monitor, motivate the employees in order to achieve the organisational goals. There are many different types of people, so that the Hr practise should be consider all kinds of people in the organisation. The HR practises never ends with the selection of the employees, it is a continuous process which always related with the clients, customers and most importantly the employees in the organisation.

The role of the HR manager must parallel the needs of the changing organization. Successful organizations are becoming more adaptable, resilient, quick to change directions, and customer-centered. Within this environment, the HR professional must learn how to manage effectively through planning, organizing, leading and controlling the human resource and be knowledgeable of emerging trends in training and employee development. The backbone of any successful company is the HR department, and without a talented group of people to hire, culture, and inform employees, the company is doomed for failure.