It is important to have better human resource management according to the way which will help the company to have a stabilised approach. There is a need to develop strategies to align the company, in issues, mainly relating to the globalisation. The challenges are required to be met and maintenance (Jansa et al., 2014) of the practices can help in sharing the opportunities towards a growth of the market. There is a need to analyse how the business are able to spread themselves and become globally working. The aspirations of the staff are mainly to include towards the resources, which are able to build finances according to the statements. The Maruti Suzuki Company have people who are multigenerational and the innovative ideas contribute to better conventions. The company is renowned to hold the segments which are able to manufacture the best products and there has been continuous growth on a larger scale. It has been the largest producer of the automobiles and have tried to integrate bringing in support for the customers as well as excellence in the business fields. Even after ups and downs the company has tried to overcome all the situations but the issue related to the labours which are working in the organisation could not be resolved since a long time and there are still assaulting blames for the same.
As per the analysation, it has been seen that the evolution of the professionals are mainly influencing the policies and the abilities in the company which are challenging enough to manage the determined solutions, leading (Kerzner, 2013) to a unanimity in the federation, which will have a better investment in the areas of more expenditure too. The problems that led to working by the Commission of the labours generally involved inequality from the people of Maruti who turned to provide discrepant wages to the labourers. There were people who raised voice against it, but everything came to a shut. This incident made some innocent worker go behind the bars and some were not offered their wages. The contract of the worker is the source of discontent mainly for all the people. To face the challenges by the company, there were certain challenges that were required to be faced:
1. There is a need for the management and continuous guidance to the employees making them aware that the behaviour that could help in keeping the work in the office to an optimising flowing structure. The company always removed certain workers from the company in order to allot and recruit some new ones.
There are employees who seem to exist for a very short time and are least interested to give their full determination in the work for the time they are spending. There is a need to identify the problem in the organisation which will help to manage all the amount of attention which the employees tend to take. The workers should be given proper guidance so that they can improve in their efficient working. With the development of mainly employment leading to the actions and the decisions, there is a need to describe the employee for an administrative approach which will emphasise more on the involvement of the employee and taking care of productivity and motivating all the workers. The recruitment techniques and the HR should focus on mainly giving better allowances which will keep enthusiasm in the work and the attitude which is involved. The quality of work which is done is mainly on the cultures of safety providing quality of circle and the life programs to enhance the better climate in the organisation. The issues and the performance surely affect the image of the organisation and the employment of the people is completely affected. The state to reach the compensation and manage the risks are rising high. The human resource tem has to look forward for all the work according to the behaviour and the (Ludvigsson et al., 2014) symptoms which are carried out. There seems to be a bullying process by the old employees in order to track and get introduced with the new ones. The eradication of the people who are less working and employing new ones, after not explaining the task to the workers has become the major problems of the Maruti organisation. HR team makes it sure that there are not much problems related to this and the morale of a newly joined employee does not go down due to less profitable environmental or not friendly people. The human resource development generally outreach to the technologies which have a better approach in implementing and preparing a plan of the attention to a motivation for securing the job. Hence, certain people find it difficult to speak in the crowd. Time is able to grasp all the problems and bring a change in the way it carries all the processes to deal with the other people.
It is important to maintain a strong relationship with the disciplinary measures to have an increment leading to implementing of tardiness. The people and the HR has to look forward to a way where he can use his strategic mind to develop and improve, removing all the problems. The process to (Moreau et al., 2013) hold a disciplinary position generally comes in form of noticing a better warning on the verbal form. The report to write is required to trained, thereby, effectively trying to arise and get in the better techniques which will prevent the employees from any problems.
Certain plans can be set-up which will bring a difference in the phase of the work which is going:
1. The management of a long term focus plan to represent the objectives are mainly on the link which will have a link to maintain the plan and the projects. The process of retention and employing the skills to keep the high productivity can only be possible when there are valuable assets to manage the packages that are being delivered to the employees of Maruti. Proper care and treatment can lead to advantages and growth.
The people need to be representative enough in order to flourish in all the fields as per the equipment. There is a complement implementation of the improvement in the quality of the product which would surely enhance the satisfaction of an employee too. The design construction can lead to a development (Armstrong & Taylor, 2014) in utilising the resources which are reformed to make success enough in the packages which are able to contribute to an organisational skill management. With the better communication system and driving a culture where there is a real to attain accountability factor will have the balance of emotional intelligence as well managing all the failures of life.
1. There are times when people count in to leave the office. If the job or the work does not sooth you, then one should (Kuo et al., 2014) divert towards the work of his interest. This will surely bring a development phase, removing any negativity as well as attaining the missions which would help in a brighter morning tomorrow.
The human resources are important to bring all the functions to be performed in the organisation under the guidance of a single supervision. There are efforts which needs to be put in for dealing with the people who are pessimistic towards the different approaches. The people have to analyse the fact that all the employees are important and they should be given treatment as per their rewards and their quality of work done. For those who have been able to build in a team of people, there are linkages and the clarity to manage the model role to authorise and support all the important set of expectations along with some of the factors which are going to influence on an individual level. The performance generally tries to face all the consequences where the people have to compete and clarify all the objective approach leading to a better performance. The main conclusion is that the HR are mainly to bring in the firms towards a closer collaboration which will have a different impact on the development. the levels are managed according to the higher growth and retention factor which would easily simulate the way which would increase the load of work accordingly.
Kuo, C. C., Chang, K., Quinton, S., Lu, C. Y., & Lee, I. (2014). Gossip in the workplace and the implications for HR management: a study of gossip and its relationship to employee cynicism. The International Journal of Human Resource Management, (ahead-of-print), 1-20.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Shepherd, W. (2014). The Heterogeneity of Wellâ€Being: Implications for HR Management Practices. Industrial and Organizational Psychology, 7(4), 579-583.
Ludvigsson, J. F., Bai, J. C., Biagi, F., Card, T. R., Ciacci, C., Ciclitira, P. J., ... & Sanders, D. S. (2014). Diagnosis and management of adult coeliac disease: guidelines from the British Society of Gastroenterology. Gut, gutjnl-2013.
Jansa, J., Erb, A., Oberholzer, H. R., Šmilauer, P., & Egli, S. (2014). Soil and geography are more important determinants of indigenous arbuscular mycorrhizal communities than management practices in Swiss agricultural soils. Molecular ecology, 23(8), 2118-2135.
Kerzner, H. R. (2013). Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.
Amarakoon, U., Weerawardena, J., & Verreynne, M. L. (2013). HR innovation and competitive advantage: Towards an integrated framework. In SMA 2013: Southern Management Association Annual Meeting (pp. 936-936). Southern Management Association.
Moreau, C., Mertens de Wilmars, S., & Pichault, F. (2013). The professionalization of HR management: towards an analytical framework for social enterprises.
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