Documente Academic
Documente Profesional
Documente Cultură
PROPOSAL
ON
HOW THE HUMAN RESOURCE MANAGEMENT
SYSTEM IMPACT ON ORGANIZATIONAL AGILITY AND
IMPLICATION OF WASTE MANAGEMENT SYSTEMS
OF INDIAN LOCAL SELF GOVERRNING BODIES IN
KERALA STATE AT ATTINGAL MUNICIPALITY
Submitted to:
(KERALA UNIVERSITY)
MBA 405 PROJECT-APPLIED RESEARCH METHODS FOR
MBA204 HUMAN RESOURCE MANAGEMENT
BY
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SHAJI VISWANATHAN
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ON
Submitted to:
(KERALA UNIVERSITY)
Submitted By:
(xxxxxxxxxxxxxxxxxxx)
Submitted On:
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(xx/xx/xxxx)
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CHAPTER-1
1. 0 INTRODUCTION AND BACKGROUND OF THE RESEARCH
According to Oates, (Oates, 2009) Research is the creation of
new knowledge, using an appropriate process, to the satisfaction
of the users of the research.
The
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Refers
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The decentralization initiated by the 73rd and 74th amendment Acts of the
Indian Constitution has given greater responsibility and powers to the local
bodies for local planning, effective implementation and monitoring of
various social and economic development programmes. In Kerala, the
process of decentralization launched at the beginning of 9th Five Year Plan
as the Peoples Plan Campaign was restructured and named as Kerala
Development Plan during the Xth Plan and a number of innovative steps
were taken to strengthen and institutionalize the decentralization in the
State. During XIth Plan, Government revamped the entire process,
emphasizing
the
concept
of
Peoples
Planning,
focusing
on
institutionalization of decentralization. Kerala is a role model for other
states in the area of financial and functional devolution
Source:http://www.kerala.gov.in/index.php?
option=com_content&view=article&id=93&Itemid=2273
To enable the urban local bodies to function as a local government (LG) in its
true sense and to make them responsible and accountable to the citizens,
the State Government has been constantly reviewing and amending
laws. The self governing bodies has to ensure greater citizen's participation
in the administration in a democratic and participatory manner, constitution
of Ward Committees in each ward of all urban Local bodies has been made
mandatory by framing Ward Committee Rule, 2001, with subsequent
amendment in 2003 and 2004. In order to ensure participation of women of
the BPL families in the municipal administration, it has been mandatory to
include women representative of BPL families in the Ward Committee. This
concept of Ward Committee has widened the scope of public interface by
ensuring Half-yearly and Annual General Meeting of the Ward Committee
with the general public of the Ward and with their active participation in the
matters related to development plans implemented or to be implemented by
the municipality.
Planning process, Kerala self governing bodies follows a multi staged
planning process. Important stages of this methodology are environmental
setting (need identification), Setting up of functionary groups, Grama
Sabha/Ward Sabha consultation with stakeholders, Preparation of draft plan
proposals by the functionary groups with the recommendation of
Grama/Ward Sabha, Discussion of the draft plan in development seminar,
Preparation of development report and vision document, Strategy setting by
the Panchayat committee, Prioritisation and resource allocation by the Local
Government(LG), Plan finalization by Local Government, selection of Plans
(including Technical Approval), Approval by the District Planning Committee
and Plan implementation
MBA 405 PROJECT MANAGEMENT
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In
(Accessed
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Source:
provide the residents a better living atmosphere with pure air, water and
diseases free environment.
Source: Dr. R. Ajayakumar Varma, Executive Director, Suchitwa Mission, STATUS OF
MUNICIPAL SOLID WASTE GENERATION IN KERALA AND THEIR CHARACTERISTICS
Refers to The Hindu Daily dated 05th May2014 In the recent past, the
Attingal municipality has made several strides in implementing waste
management programmes, and when the civic body inaugurates a biogas
plant, with capacity to process 1,000 kg of waste a day, at the Attingal
market next week, it will be yet another milestone. The plant, one of the
eight to be established in public places, is in the final stages of completion.
We hope to get water and electricity connections within two to three days.
The plant will be operational by the end of next week, municipality vicechairman told The Hindu. He said the gas produced from the plant could be
utilised for cooking purposes by shops near the market, and the modalities
for supplying useable methane were being worked out. The State
government had extended Rs.70 lakh for setting up the plants, he said,
adding that work on the remaining seven was nearing completion.
The plants would be established in the waste treatment yard at Chudukad,
Government Boys Higher Secondary School, Government Girls Higher
Secondary School, District Institute for Education and Training, Industrial
Training Institute, Government College, and Government Polytechnic. While
the plant inside the waste treatment yard would process 1,000 kg a day, the
remaining would process 300 to 500 kg waste a day, he said. The
municipality, he said, had asked the private agency entrusted with the job
to complete the work by early next month. Taking further its effort to
decentralise garbage management, the civic body had so far distributed
more than 400 biogas plants, with capacity to process 5 kg of waste a day,
to households, he said. Each plant cost Rs.8, 800. As much as 75 per cent of
the total cost of the plant was borne by the Suchitwa Mission and the
MBA 405 PROJECT MANAGEMENT
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As a democratic country, India has many political parties and time to time
there are changes occurs in the elected administrative members of self
governing local bodies both completion of the five years or between the
completion of the period , besides that the lack of technologies and
implementing the existing programs due to opposition from people and
unavailability of land for processing and disposal of waste and non cooperation from opposition party members, nonco-operation of buerocracy
and general public may caused to proper adoption of Solid Waste
Management System(SWMS) in Municipalities. More over the economic
factors also affect the implemation of Waste Management System. The
increased dencity of population and non availability of land creates social
problems when implementing the waste management system.
Refers to The Hindu daily dated 12th July 2012, The Attingal Municipality
running the garbage disposal plant successfully many years, on the strength
of which the local body was selected as a clean city by the State Pollution
Control Board, and it is being considered to be notified as a model initiative
for local bodies and the functioning of the plant was on an admirable scale,
worth to be emulated in other regions. Previously Attingal MLA B Sathyan
said that more assistance was sought for the cash-strapped municipality,
which incurred a loss of lakhs of rupees, owing to the cost of operating the
plant. It is estimated that the municipality was running at a loss of around
Rs 1.75 lakh per month over the project. The government has to think on
whether the successful plant could be declared as a model and study centre
for other local bodies, the MLA urged. Rs 99.48 crore was released for
solid waste management and other Rs 24.35 crore for managing waste at
source in February. The scope of making the plant a model for other local
bodies will be probed seriously, he promised, further more he pointed out
that the success of the project should be rated based on the fact that it was
comprehensive and effectively produces organic manure, vermi compost and
biogas after segregating plastic material in a shredding unit.
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Source:
http://www.newindianexpress.com/cities/thiruvananthapuram/article564940.
ece (Accessed on 30/07/2014)
RESEARCH
The aim and reason for doing this research is to investigate How the
Human Resource Management System Impact on Organizational Agility and
Implication of Waste Management Systems of Indian Self Governing
Bodies, in Kerala State at Attingal Municipality is that, Human Resource is
the precious asset of every organization and managing the Human Resource
with strategically planned Human Resource Management
systems
dynamically impact on implication of projects successfully, therefore to
investigate How the Human Resource Management System Impact on
Organizational Agility and Implication of Waste Management Systems of
Indian Self Governing Bodies, in Kerala State at Attingal Municipality is
crucial to realize the facts behind the raised question, also it will helps to
recognize
the agility of the self governing local body of Attingal
Municipality by approaching through the Human Resource and waste
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1.2
THE OBJECTIVES
OF THE
RESEARCH
The research objectives set from the identified problem and to fulfill the
aims and raised research question of How the Human Resource
Management System Impact on organizational agility and Implication of
Waste Management Systems of Indian Self Governing Bodies. It is vital to
gather data or evidences to analyze and interpretation, the process not only
generates a conclusion but also to create new knowledge to the particular
area. The research objectives set as follows:-
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1. To examine the line of authority, levels of management and how the HRM
system works within the proposed organization of self governing body of
Attingal Municipality.
2. To critically examine how the existing HRM system impact on implication
of projects like waste management systems in the proposed organization.
3. To carry out an investigation to how the HRM system impact on
Organizational Agility of the proposed organization.
4. To suggest new methods to improving the Organizational Agility of the
proposed organization.
5. To list the merits and demerits of suggested new methods of improving
Organizational Agility for the proposed organization.
6. To find out new focus to the self governing bodies.
1.3
THE SCOPE
RESEARCH
The scope of this research is to Plan and develop new focus to self
governing bodies by absolute resource management through maximum
performance policies and measure it for changes and map it for lead
changes to build high Organizational Agility.
The proposed research project will be addressing the connections between
not only HR and HRM Systems, but also analyzing how the HR and elected
governing body interconnect together and approaching to implement the
Solid Waste Management Systems, besides that it measures organizational
agility of focus, resources and performance, therefore the vital outcome
will be a new structured focus for the proposed self governing body, besides
that the outcome provides route map to respond responsible with
stakeholders, craft the right solutions to execute action plan effectively and
exceptionally to lead change revolutionarily with innovative and creative
way perpetually. The vital outcome is useful to other same nature of self
governing bodies throughout the whole nation.
1.4
THE
BENEFIT OF THE
RESEARCH
The benefit of the research derived from by the use of the outcome of
proposed research and it is vital to the stakeholders and target
user of the proposed organization, besides that general public,
decision makers, public servants, social workers, educational
institutions are also benefits from the research outcomes. The
benefits of the proposed organization as follows:-
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The research outcome has commercial value in the knowledge based market
and it helps the proposed organization to serve the general public more
improved approach, as well as the research results helps to recognize the
presently existing problems, besides that it let decide to choose the
appropriate models and solutions to empower to lead and manage changes.
The proposed research following ethic codes and also academically it is
worthy. Finally the research is vital to the researcher for improving
experience and knowledge and the financial benefits from the knowledge
based market.
1.5
The research will be carried out within the period of four months, besides
that the collection of primary data from the proposed self governing
organization only. It covers only the Kerala State region and employees and
publically elected members of both genders and residents of Attingal
Municipality only, further more it focused only how HRM Systems impact on
Organizational Agility and Implication of waste management systems within
the proposed self governed body of organization. The research literature
not covering the publications except from English and Malayalam languages
as well as the financial and time scarcity limits the scope.
The reason for selecting this subject How the Human Resource
Management System Impact on Organizational Agility and Implication of
Waste Management Systems of Indian Self Governing Bodies, in Kerala
State at Attingal Municipality is that, the self governing bodies like
municipalities
have great responsibilities to the community, but
MBA 405 PROJECT MANAGEMENT
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1.6
traditionally the self governing bodies are not come up with challenging
changes and not fulfill the expectations of its stake holders and the self
governing bodies holding a poor Organizational Agility. It may as a reason
why the influence of lack of focus, resource and efficiency also due to other
unrecognized internal and external issues.
Attingal Municipality, as a self governed body there may have exists issues
in HR and HRM Systems or issues between the elected governing members
with HR or governing body with opposition members and also conflicts with
the beurocracy of HR within the self governing organization or besides that
there may exists the issues with organizational agility
elements of
direction, resource and performance or all of a whole.
The Attingal Municipality implemented Waste Management System
successfully and it is a role model to other local self governing bodies. On
these circumstances it is vital to identify the relation between how their HR
and HRM system works together , besides that how the overall performance
impact on the Organizational Agility and the process of implementation of
projects especially the Waste Management System. There for as a stake
holder in the Attingal municipality, as well as responsible to do a research
project related with the MBA course in Kerala University, it is pleasure to do
this research in this forward thinking self governing body and pleasure to be
utilize this opportunity to use for re-invention of new focus and craft a
CHAPTER-2
2.0
LITERATURE REVIEW
2.1
AN INTRODUCTION
TO
LITERATURE REVIEW
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of this self governing body and the research question of How the Human
Resource Management System Impact on Organizational Agility and
Implication of Waste Management Systems of Indian Self Governing
Bodies, in Kerala State at Attingal Municipality. The most of the
permanent HR of the self governing bodies are appointed by the state
ministry and the governing body through election by the residents for a
period of five years. The self governing bodies possess responsibility and
power to local planning and implementation under 73 rd and 74th Amendment
Act of the Indian Constitution as explained in earlier. ( Paragraph-4Introduction section of this proposal). If there is responsibility, surely there
is authority too; therefore, how the elected governing body and state
government recruited staff performs together there for to achieve the
organizational goals.
Organizations in both the private and public sectors face unprecedented
challenges in todays uncertain and volatile marketplacefulfilling their
strategic agendas while keeping costs under control. Yet significant
opportunities are available to those that can put in place distinctive and
integrated talent initiatives, organizational change programs and
HR
capabilities.
The HR practices in an organization emerged from the combination of
business strategy and HR strategy. The proper HR practices make effective
changes in human resource by competency, commitment, and flexibility,
because of this there is dynamic change of increased productivity, quality of
goods and services and it leads to financial performance and achievement of
organizational objectives.(Armstrong, 2006)
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option=com_content&view=article&id=93&Itemid=2273
Refers
to
(newlink-Big
Dog,
Little
Dog
and
Knowledge
Jump,
1995)Leadership style is the manner and approach of providing direction,
MBA 405 PROJECT MANAGEMENT
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implementing plans, and motivating people. Kurt Lewis (1939) led a group
of researchers to identify different styles of leadership. This early study has
been very influential and established three major leadership styles. The
three major styles of leadership are (U.S. Army Handbook, 1973).
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2.2
right people for the job, orienting and training, managing wages and
salaries, providing benefits and incentives, evaluating performance,
resolving disputes, also communicating with all employees at all levels. The
example of core qualities of HR management is extensive knowledge of the
Industry, leadership and effective negotiation skills.
Source:http://www.businessdictionary.com/definition/human-resource-management-HRM.html
Therefore, the Right Fit of the HR is vital to achieve the focus of private and
public sector organizations, but many organizations are limited in their
ability to carry out their plans because they simply do not have the talent to
execute even the most well thought out strategies. Not having the "right"
talent will always prevent an organization from reaching its full potential,
characterize as "right" talent vs. the "best" talent because the distinction is
an important one. Organizations that understand this fact value experience
over pedigree, team over the individual and results over lofty ideas that
never get executed. The magic of a high performing team is not in having all
the best individuals but it in having the right individuals to make up the
best team. Recruiting is about a lot more than filling open jobs; it is an
opportunity to positively impact the face of organization and the direction it
takes. Recruiters can and should be thought-leaders, helping hiring
managers build amazing teams. The right-fit talent is prerequisite to
anything else that goes on in an organization. Frankly, talent acquisition
strategies at their core are about aligning the recruiting function (the talent
needs) with the business goals of the organization.
Therefore the right fit of HR in local self governing bodies KILA offers
training programs for Trainers Training Program, Panchayath to Panchayt
MBA 405 PROJECT MANAGEMENT
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2.2.1 ATTRACTION
Every employer must provide prospective candidates with a compelling
reason to take an interest in what that employer is doing. Most job seekers
are looking for more than a steady paycheck. They want their work to be
part of something bigger, they want to have a broad impact, they want to be
respected, but most importantly, they want all of this at a company that
makes a difference. While all of this may sound lofty, nearly any successful
company makes a difference somehow (otherwise they wouldn't be in
business any longer). Great talent acquisition organizations do a fantastic
job of articulating how they make a difference so that they inspire others to
find them who hold the same things important.
2.2.2 EVALUATION
Once someone expresses an interest in learning more about joining your
organization, the ability to evaluate not only the individual, but their
motivations for change becomes critical. While there is a lot of focus on
avoiding bad hires, there is a very real cost in missing on good hires (which
is much harder to measure). As you evaluate potential new hires,
transparency by all involved is important because it helps determine long
term fit potential. Evaluating talent is not about fancy or tricky interview
questions, or mind games (unless that aligns with your corporate culture)
but a transparent, authentic and real conversation about what someone is
looking for and what your organization has to offer. Then, and only then can
all involved make a proper evaluation.
2.2.3 MATCHING
2.2.4 ALIGNMENT
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(Appendice-11)
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The success depends on define the problem, design the new processes,
prioritize, deploy it and measure and improve continuously.
CHAPTER-3
3.0.
3.1
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY OF THE PROPOSED RESEARCH
The methodology is not only the systematic study of methods that can be
applied to the discipline but also the analysis of the principles of methods
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The pragmatic approach to science involves using the method which appears best
suited to the research problem and not getting caught up in philosophical debates
about which is the best approach. Pragmatic researchers therefore grant
themselves the freedom to use any of the methods, techniques and procedures
typically associated with quantitative or qualitative research. They recognize that
every method has its limitations and that the different approaches can be
complementary.
They may also use different techniques at the same time or one after the other. For
example, they might start with face-to-face interviews with several people or have
a focus group and then use the findings to construct a questionnaire to measure
attitudes in a large scale sample with the aim of carrying out statistical analysis.
Depending on which measures have been used, the data collected is analyzed in
the appropriate manner. However, it is sometimes possible to transform qualitative
data into quantitative data and vice versa although transforming quantitative data
into qualitative data is not very common.
Being able to mix different approaches has the advantages of enabling
triangulation. Triangulation is a common feature of mixed methods studies. It
involves, for example:
the use of a variety of data sources (data triangulation)
the use of several different researchers (investigator triangulation)
the use of multiple
triangulation)
perspectives
to
interpret
the
results
(theory
3.2.4 Advocacy/participatory
(emancipatory)
approach
to
research
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3.3
RESEARCH DESIGN
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3.3.2. D.Face to face survey- this is quantities method that will also be
used in the research. It includes both open questions as pre-coded, samples
results can be achieved when using this method thus allowing
generalisation if only sufficient numbers are surveyed although it is time
consuming (Bhattacharrya, 2003)
3.3.2. E. Focus group- this is a qualitative method that will involve the
group discussion with around 6-8 people and usually lasts between 1 and 3
hours. Zikmund (2005) points out that, this type or research capitalises on
interaction between participants although they are not representatives of a
wider population which does not allow for generalization.
The sample size will be relatively large, although at this stage it is hard to estimate
the size to be used. The proposed research will use cluster sampling and each
cluster has representation to the whole population as well as a random sampling
MBA 405 PROJECT MANAGEMENT
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technique will use for which cluster to be considered for the research. Sampling
methods will be carried out. While gathering information, the study will set to use
the motivation theory in order to get enough data for the study. Participants will be
made comfortable to answer the question and they have right to say no to certain
questions which they might find hard to answer
3.3.4
The proposed research will use qualitative methods and grounded theory
for data analysis. (Appendice-12 and 13).
When reporting the research, the outcome will be the intellectual property
of the researcher and it will be maintained by the client for the agreed
period of time without publishing as well as the plagiarism should be
avoided and proper referencing should be included and further if any
assistance from others should be mentioned and should avoid
misrepresentation.
The Research principles associated with professional associations, obviously the incorporation with
the professional bodies and the requirements of ethical research and the oversight of ethical
MBA 405 PROJECT MANAGEMENT
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3.4
issues and a variety of research to be submitted for clearance to the professional bodies, as a
result of the informed consent, the participants can know about the research and purpose as
well as the sponsor and how long their participation take place and is it voluntary or not also
knows the right of participants to withdraw their participation at any time (Alan Bryman,
2003).
The proposed research will be carried out with the responsibility of an ethical
researcher such as without any unnecessary interaction, behave with integrity,
following the appropriate code of conduct and without plagiarism as well as to be
with an eye of an ethical researcher, further more maintain the right of participants
such as right to not participate, right to withdraw, right to get informed consent, right
to anonymity and also will maintain the confidentiality and accessibility of data.
The research and the ethics principles interrelated to the client, supplier and the
participants, when conducting the research, appropriate evidence collection will be
followed as well as the integrity and honesty should be maintained. When processing
the data such as using human subjects and sampling, data accuracy and protection
should be maintained and the process should be according to strictly the principles of
research ethics.
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3.6
The research will helps the researcher to collect more information about the
subject and can view the subject matter in a different view point as well as helps to
develop new knowledge, besides that the proposed research will provide to
experience on raised questions and let unpack and examine the experience to
discover new theories by interpretation and integration of the experience for
informed action. The proposed research fuels the future research projects of the
researcher.
REFERENCES
BOOKS
Hart, C. ((1998) 2008(Re-Print)). Doing A LiteratureReview. London, United
Kingdom: Sage Publication Ltd.
Wilson Wong Alexandra Albert, Marianne Hugget, Jane Sullivan Quality People
Management for Quality Outcomes [Journal]. - London : The Work Foundation,
2009. - 1 : Vol. 1.
Armstrong, M. (2008). Strategic HRM: The key to Improved Business Performance. London:
CIPD.
Shamoo, A.E., Resnik, B.R. (2003). Responsible Conduct of Research. Oxford
University Press.
Shamoo, A.E. (1989). Principles of Research Data Audit. Gordon and Breach, New
York.
Bhattacharyya, D (2005),Research Methodology, Excel Books, New Delhi
Denscombe. M (2002) The Good Research Guide: Buckingham: Open University
Press
Gill, J & Johnson, P (2005),Research Methods for Managers, Sage Publication,
London
Hanson, D. (2007) Sociology Department, State University of New York,
Institute of Alcohol Studies 14 June 2007
McBurney, D. (2001),Research Methods, Wadsworth, USA
Saunders et al (2003),Research Methods for Business Students, Pearson
Education Limited, England
REPORTS
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https://www.linkedin.com/today/post/article/20140807234155-15296450acquiring-talent-an-approach-to-consider?trk=mp-reader-card (Marco
Gonzalez)
JOURNAL ARTICLES
KALISKAN ESRA NEMLi The Impact Of SHRM on Organizational Performance [Journal] // Journal
of Naval Science and Engineering. - Istanbul : [s.n.], 2010. - pp. 100-116.
WEBLIOGRAPHY
http://www.kerala.gov.in/index.php?
option=com_content&view=article&id=93&Itemid=2273 (Accessed on
22/07/2014)
http://en.wikipedia.org/wiki/Municipal_governance_in_India (Accessed on
22/07/2014)
http://www.accenture.com/SiteCollectionDocuments/PDF/Accenture-Talentand-Organization.pdf (Accessed on 27/07/2014)
http://www.spb.kerala.gov.in/images/pdf/er13/Chapter8/chapter08.html
(Economic Review 2013)(Accessed on 22/07/2014)
http://managementperformance.com/organizational-agility/) (Accessed on
22/07/2014)
http://www.thehindu.com/todays-paper/tp-national/tp-kerala/attingal-findssolution-to-waste-disposal/article5977475.ece (Accessed on 30th July 2014)
http://www.experiment-resources.com/research-methodology.html .
(Accessed on 05/07/2014)
http://managementperformance.com/organizational-agility/ (Accessed on
27/07/2014)
http://www.businessdictionary.com/definition/human-resource-managementHRM.html (Accessed on 27/07/2014)
APPENDICES
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Source: http://en.wikipedia.org/wiki/Municipal_governance_in_India
(Accessed on 25/07/2014)
APPENDICE-2 THE
ORGANIZATIONAL
LEADERSHIP ASSESSMENT
OF
ORGANIZATIONAL AGILITY
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APPENDICE-3 MODEL
Source: http://managementperformance.com/organizational-agility/
APPENDICE-4 HRM AND ORGANIZATIONAL PERFORMANCE
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APPENDICE-7
DIFFERENCE OF
LEADER
AND MANAGER
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APPENDICE-9 ORGANIZATIONAL
PROCESS IMPROVEMENT
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APPENDICE-10
OVERVIEW
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List Of Abbreviations...................................................................................... 30
LSGI-LOCAL SELF GOVERNING INSTITUTIONS .................................................. 05
BPL-BELOW POVERTY LINE......................................................................... 06
APL- ABOVE POVERTY LINE........................................................................ 06
LG-LOCAL GOVERNMENT............................................................................ 07
SC-SCHEDULED CASTE............................................................................... 07
ST- SCHEDULED TRIBE............................................................................... 07
SWMS-SOLID WASTE MANAGEMENT SYSTEM................................................. 08