Post on 22-Nov-2014
The Gap Analysis on Human Resource management
Human resource management Page 1
Submitted by
Janak behl
Rani alka Sharma
Prashant choudhary
Umang agarwal
Shalin nigam
IIPM (ISBE-A) FD-1
The Gap Analysis on Human Resource management
CASE STUDY ON THE DANCEWORX PERFORMING ARTS ACADEMY
Submitted to
11/30/2010
The Gap Analysis on Human Resource management
CONTENT
Introduction of HRM
Objective of Project
Analysis on Case Study
Report of Gap Analysis
Conclusion
References
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INTRODUCTION OF HRM
Human resource management (HRM) is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who
individually and collectively contribute to the achievement of the objectives of the business.
In simple words, HRM means employing people, developing their capacities, utilizing,
maintaining and compensating their services in tune with the job and organizational
requirement.
Its features include:
Organizational management
Personnel administration
Manpower management
Industrial management
HRM techniques force the managers of an enterprise to express their goals with specificity so
that they can be understood and undertaken by the workforce and to provide the resources
needed for them to successfully accomplish their assignments. As such, HRM techniques,
when properly practiced, are expressive of the goals and operating practices of the enterprise
overall. HRM is also seen by many to have a key role in risk reduction within organizations.
Academic theory
For the last 20 years, empirical work has paid particular attention to the link between the
practice of HRM and organizational performance, evident in improved employee
commitment, lower levels of absenteeism and turnover, higher levels of skills and therefore
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higher productivity, enhanced quality and efficiency.This area of work is sometimes referred
to as 'Strategic HRM' or SHRM.Within SHRM three strands of work can be observed:
Best practice
Best Fit
Resource Based View (RBV).
The notion of best practice - sometimes called 'high commitment' HRM - proposes that
the adoption of certain best practices in HRM will result in better organisational performance.
These practices included: providing employment security, selective hiring, extensive training,
sharing information, self-managed teams, high pay based on company performance and the
reduction of status differentials.
Best fit, or the contingency approach to HRM, argues that HRM improves performance
where there is a close vertical fit between the HRM practices and the company's strategy..
The Resource Based View (RBV), argued by some to be at the foundation of modern HRM,
focuses on the internal resources of the organization and how they contribute to competitive
advantage.
Overall, the theory of HRM argues that the goal of human resource management is to help an
organization to meet strategic goals by attracting, and maintaining employees and also to
manage them effectively.).One widely used scheme to describe the role of HRM, developed
by Dave Ulrich, defines 4 fields for the HRM function
Strategic business partner
Change Agent
Employee champion
Administration Expert
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HRM strategy
An HRM strategy typically consists of the following factors:-
"Best fit" and "best practice" - meaning that there is correlation between the HRM
strategy and the overall corporate strategy. As an example, a firm selling cars could
have a corporate strategy of increasing car sales by 10% over a five year period.
Accordingly, the HRM strategy would seek to facilitate how exactly to manage
personnel in order to achieve the 10% figure.
Close co-operation (at least in theory) between HR and the top/senior management,
in the development of the corporate strategy. This is so, since it is a firm's personnel
who actually construct a good, or provide a service. Thus, HR can be seen as one of
the critical departments within the functional area of an organization.
Continual monitoring of the strategy, via employee feedback, surveys, etc.
The implementation of an HR strategy is not always required, and may depend on a number
of factors, namely the size of the firm, the organizational culture within the firm or the
industry that the firm operates in and also the people in the firm. An HRM strategy can be
divided, in general, into two facets –the people strategy and the HR functional strategy.
.
FUNCTION OF HRM
To reduce the manual workload of these administrative activities, organizations began to
electronically automate many of these processes by introducing specialized Human Resource
Management Systems. HR executives rely on internal or external IT professionals to develop
and maintain an integrated HRMS. Before the client–server architecture evolved in the late
1980s, many HR automation processes were relegated to mainframe computers that could
handle large amounts of data transactions. VBThe advent of client–server, Application
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Service Provider, and Software as a Service SaaS or Human Resource Management Systems
enabled increasingly higher administrative control of such systems. Currently Human
Resource Management Systems encompass:
1. Payroll
2. Work Time
3. Benefits Administration
4. HR management Information system
5. Recruiting
6. Training/Learning Management System
7. Performance Record
8. Employee Self-Service
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The payroll module automates the pay process by gathering data on employee time and
attendance, calculating various deductions and taxes, and generating periodic pay cheques
and employee tax reports.
The work time module gathers standardized time and work related efforts. The most
advanced modules provide broad flexibility in data collection methods, labor distribution
capabilities and data analysis features.
The benefits administration module provides a system for organizations to administer and
track employee participation in benefits programs. These typically encompass insurance,
compensation, profit sharing and retirement.
The HR management module is a component covering many other HR aspects from
application to retirement. Human resource management function involves the recruitment,
placement, evaluation, compensation and development of the employees of an organization.
Initially, businesses used computer based information systems to:
produce pay checks and payroll reports;
maintain personnel records;
Pursue Talent Management.
Online recruiting has become one of the primary methods employed by HR departments to
garner potential candidates for available positions within an organization. Talent
Management systems typically encompass:
analyzing personnel usage within an organization;
identifying potential applicants;
recruiting through company-facing listings;
recruiting through online recruiting sites or publications that market to both recruiters
and applicants.
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The training module provides a system for organizations to administer and track employee
training and development efforts. The system, normally called a Learning Management
System if a stand alone product, allows HR to track education, qualifications and skills of the
employees, as well as outlining what training courses, books, CDs, web based learning or
materials are available to develop which skills. Courses can then be offered in date specific
sessions, with delegates and training resources being mapped and managed within the same
system.
The Employee Self-Service module allows employees to query HR related data and perform
some HR transactions over the system. Employees may query their attendance record from
the system without asking the information from HR personnel. The module also lets
supervisors approve O.T. requests from their subordinates through the system without
overloading the task on HR department.
HEROLD CONSULTING GROUP'S HIERARCHY OF HR FUNCTION
The most basic survival needs of any organization (related to Human Resources) are
compliance (meeting statutory thresholds in pay, benefits, employment law, etc.) and staffing
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(filling jobs, basic training, scheduling, etc.). If those needs aren’t met, the organization can’t
survive, so leaders cannot begin to focus on value creation and growth opportunities. Once
the needs at those levels are met, however, the organization can get comfortable exploring
employee engagement, talent management and innovative organization designs and solutions
that mark highly successful companies.
OBJECTIVE
To study the deviations or gaps between practical and
theoretical functions of HRM comprising of:-
Recruitment Process.
Performance Appraisal System.
Exit of an Employee.
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CASE STUDY ON
DANCEWORX
PERFORMING ART ACADEMY
CHOREOGRAPHERS AS A CAREER
There is a high demand of dance choreographers at global level. Musicians and
entertainers are always in search for top performer in order to produce high
quality music. The basic task of a choreographer is to compose musical and other
rhythmic performances, which are mostly dances. Today the nature of job is
widening. Several choreographers are engaged in many other tasks besides
choreographing dance performances. Choreographers generate and arrange
original dances, combining steps and movements to form an artistic whole. They
also develop innovative interpretations of customary dances. Choreographers
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generally audition performers and teach people a dance at rehearsals. They often
direct presentations of their original works. Choreographers work in all forms of
dance which include classical ballet, modern, tap, jazz, folk, ethnic, and ballroom
and other classical dances. There is a need to gain knowledge not only about
dance techniques but also about music, costumes, lighting, and drama. Numerous
professional dance companies employ choreographers under contract. These
companies also invite visiting choreographers on demand. Some choreographers
are employed in small, local dance companies. Others may work with opera
companies and in musical theater, television, movies, music videos, and
commercials. The work of dance choreographers is not only to create moves for
entertainers but many companies like movie producers, directors and dance
companies also invite them for the assistance.
Courses in India:
1) Sangeet Natak Akademi, Rabindra Bhawan, Ferozeshah Road, New Delhi
2) Shiamak Davar Institute for Performing Art {New Delhi}
3) Tagore International School, East of Kailash, New Delhi
4) Danceworx Performing Arts Academy {Ashley Lobo} East of Kailash New Delhi,
5) Government College of Dance and Music, Bhubaneswar, Orissa
6) Shiamak Davar Institute for Performing Art {Mumbai}
7) Danceworx Performing Arts Academy {Ashley Lobo}, Mumbai
8) University of Mysore, Faculty of Arts, Mysore,Karnataka
8) The Natya Institute of Kathak and Choreogrphy, Bangalore
9) University of Hyderabad, Sarojini Naidu School of Performing Arts &
Communication, PO Central University, Hyderabad
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10) Kathak Kendra, Bahawalpur House, Bhagwandas Road, New Delhi
11) Kalakshetra Foundation, Rukmini Devi College of Fine Arts, Thiruvanmiyur,
Chennai
12) Visva-Bharati, Sangita Bhavana (Institute of Indian Music & Dance)
13) Nalanda Dance Research Center’s Nalanda Nritya Kala Mahavidyalaya,Mumbai
14) Rabindra Bharati University,Kolkata
DANCEWORX PERFORMING ARTS ACADEMY
Danceworx comprises of The Danceworx Academy and The Danceworx Repertory
Company .
The Danceworx Academy was set up in November of 1998 to teach dance along the lines of
dance institutes overseas. Currently its curriculum consists of styles such as Jazz, Classical
Ballet & Contemporary Dance. Since its inception, The Danceworx Academy, in New Delhi
alone, has expanded from a modest base of 100 odd students, 1 teacher and 1 studio to a base
of over 4500 students, 80 teachers and 15 studios in Delhi and NCR. The Danceworx
Academy launched in Mumbai in September 2007 and has already expanded to 3 studios with
a student base of over 600 students and 5 teachers.
The Danceworx Repertory Company was set up with senior students hand-picked by the
Artistic Director Ashley Lobo and it currently stands at a strength of over 85 artists. These
budding artists are given opportunities to perform, teach and choreograph. They have a
special curriculum set by the Artistic Director.
Ashley Lobo’s involvement in theatre & dance was the inevitable result of being brought up
in a very artistic environment. Whilst growing up in Bombay as a young dancer, he worked
with directors and choreographers like Alyque Padamsee, Krishna Bhargava, Celia Lobo,
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Karla Singh, Salome Roy Kapoor, and many others, in several productions.
He founded The Danceworx Academy in 1998 and The Danceworx Repertory Company in
2001. Today, The Academy has over 4500 students and 15 studios in New Delhi and has over
600 students & 3 studios in Mumbai. The Repertory Company stands at strength of over 60
artists. He is a member of the guest teacher faculties of:
National School of Drama
Barry John Acting Studio
He has choreographed for various theatre companies in India for several productions,
including:
Duet by "Three"
Salaam India
Short Cut
Buddha
Romeo & Juliet Technicolor
Les Miserables
Matilda
Fiddler on the Roof
Jesus Christ Superstar
Me and My Girl
West Side Story
(The Danceworx & Old World
Culture)
(National School of Drama)
(Theatre World)
(National School of Drama)
(Theatre World)
(Theatre World)
(Delhi Music Theatre)
(Theatre World)
(Prime Time Theatre)
(Delhi Music Theatre)
2009
2008
2003
2000
1999
1998
1996
1995
1994
1994
1989
He has conceived, written, directed & choreographed:
The Box (2006) – a production, staged for the Kala Ghoda Arts Festival in Mumbai
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About Nothing (2003 & 2007) – a production featuring Barry John and The
Danceworx Repertory Company dancers for The Old World Theatre Festival held at
the India Habitat Centre
Passage to Amsterdam (2002) – a production that toured three cities of the
Netherlands and two cities in India. It was conceptualised to celebrate 400 years of
Indo-Dutch relations
He has choreographed various special events, including:
1000 Day Countdown to Commonwealth 2010, 2008 at India Gate lawns, New Delhi
Worldwide Launch of Microsoft Vista, 2007 at The Backdrop of The Taj Mahal, Agra
Hungry Heart Festival, Musicals, , performed at India Habitat Centre, New Delhi
(2007)
Love Sees No Colour, World Peace Day Anthem, endorsed by Nelson Mandela,
involving 22 countries (conceived by Nassiri, an international singer, songwriter &
philanthropist), shot at the Taj Mahal, Agra
International Film Festival of India 2006 opening ceremony in Goa
Kala Ghoda Arts Festival 2005 in Mumbai
Commonwealth Games XVIII Queen's Baton Relay at the National Stadium, New
Delhi
Taj Mahal Hotel Centenary Celebration, a show organized by The Taj Group of
Hotels to celebrate 100 years of The Taj Mahal Hotel, Mumbai, performed at The Taj
Mahal Hotel, Mumbai
Bhartiya Pravasi Milan, organized by the Government of India, directed by
Muzzaffar Ali, performed at Indira Gandhi Stadium, New Delhi
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United for Gujarat, a show organized in aid of the victims of the Gujarat earthquake
featuring bands from India (Euphoria & Silk Route), Pakistan (Junoon) and
Bangladesh (Miles), performed at Jawahar Lal Nehru Stadium, New Delhi
Jesu Krist Jayanti 2000, a show organized by the Government of Delhi, performed at
Indira Gandhi Indoor Stadium, New Delhi
Republic Day Parades for 2 consecutive years in New Delhi for the Ministry of
Textiles (2000 & 2001)
His choreographies for Films, Music Videos, etc. include:
Films
Aisha (Anil Kapoor Production) ,directed by Rajshree Ojha (under production)
Teen Patti (Serendipity Films), directed by Leena Yadav – under production
Tera Kya Hoga Jonny , directed by Sudhir Mishra – under production
Bhumi – (CineBasha Films) – under production
Kalpvrikshya (Rhombus Films), directed by Manika Sharma (to be released)
Blue (Ashtavinayak Cine Vision Pvt. Ltd.), directed by Anthony D’Souza
Love Aaj Kal (Illuminati Films), directed by Imtiaz Ali
U, Me Aur Hum (Devgan Films), directed by Ajay Devgan
Jab We Met (Ashtavinayak Cine Vision Pvt. Ltd.), directed by Imtiaz Ali
No Smoking (Kumar Mangat & Eros International), directed by Anurag Kashyap
Namastey London (Blockbuster Movie Entertainers), directed by Vipul Shah
Ahista Ahista (Anjum Rizvi Film Company), directed by Shivam Nair
Dhoom (YashRaj Films), directed by Sanjay Gadhvi
In Othello (ANB Motion Pictures),directed by Roysten Abel
Socha Na Tha (Vijeyta Films), directed by Imtiaz Ali
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Ad Films and Campaign
John Player's print ad campaign (FCB Ulka), featuring Hritik Roshan
Disney Channel promo, (Think Hard Productions)
Metro Shoes ad film
Vivel ad film, starring Kareena Kapoor
Lux ad film, director Navdeep Singh (Red Ice Films), starring Aishwarya Rai
Tata Indicom Motorazr ad film, starring Isha Sharvani
Agni Jewellery ad film, director Arjun Sablok (Yashraj Adfilms), starring Riya Sen
Music Videos, etc :
Aare Aare by Sandesh Shandilya, director Imtiaz Ali
I am So Lonely by Sangeet Haldipur, director Leena Yadav
Mundeya by Aiysha (international artist), director Gray Rogers
Bheega Badan by Aiysha (international artist), director Mohammed Burmawala
Dhoom Dhoom by Tata Young (international artist), director Arjun Sablok (Yashraj
Films)
Maar Dala by Nirmal Pandey, director Pradeep Sarkar
Good Morning India Show on Star Plus, daily morning slot (over 250 episodes) it was
anchored by Ashley Lobo
He has choreographed special performances for various corporate companies
including:
Air India Alliance Francaise Alembic
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Awaaz Consumer Awards ABN-AmroBravery Awards for
Godfrey
Bentley Casio CNN IBN
CNBC Castrol DD
Ericsson Essar (Hutch) Fiat
Fuji Films General Motors GE
Godfrey Philips (I) Ltd. Hutch Hyundai
Honda Heinz India Hennessey
HBO Hyatt Hotels HSBC
Hotel Nikko ITC Indian Navy
JJ Vallaya Lamborghini Lycra by Dupont
LML Motors Lacoste Maruti-Suzuki
Master Card Maybach Motorola
Microsoft Nissan Over Drive
Pepsi Philips Phillips India
Reebok Rado Siemens India
SAS Airlines Star TV Spice Mobile
Tata Toyota Tupperware
Taj Group of Hotels WLS India Fashion Week Xerox
Yamaha India Zoom TV
Teacher Style Institution Year
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Ashley Lobo
(Australia/India)
Jazz/ Contemporary The Danceworx 1998 onwards
Soraya Franco (Dominican
Republic)
Yoga Ballet/ Yoga Dance
Therapy
The Danceworx 2005 onwards
Raymond Esterhuizen
(Netherlands)
Limón technique The Danceworx 2006
Nik Hills (Australia) Contemporary The Danceworx 2001, 2006
Jaan Freeman (USA) Horton technique The Danceworx 1999, 2003,
2006
HaviKoro Dance Group
(U.S.A.)
Tap/ Break Dance/ Hip-
Hop
The Danceworx 2006
Mandeep Raikhy (India/
U.K.)
Laban Contemporary The Danceworx 2006
Caesar Augusto Moniz
(Portugal)
Contemporary/ Classical
Ballet
The Danceworx 2005
Susan Buirge (France) Composition of Dance The Danceworx 2005
Mahesh Mehboobani (India) Contemporary The Danceworx 2005
Ronnie Shambik Ghosh
(Hong Kong)
Jazz/ Matt Mattox
technique
The Danceworx 2004, 2005
Garima Batra (India) Yoga The Danceworx 2005
Ivan Pulinkala (U.S.A.) Contemporary/ Classical
Ballet
The Danceworx 2005
Santosh Nair (India) Chau Folk Dance The Danceworx 2002, 2004
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Compagnie Mulleras
(France)
Jazz/ Contemporary The Danceworx 2004
Franziska Rosenweig (U.K.) Gyrotonics/ Classical BalletThe Danceworx 2002, 2003
Isabella Andrea (U.K.) Martha Graham technique The Danceworx 2003
Anna Huber (Germany) Contemporary The Danceworx 2003
Dilip Shankar (India) Theatre Workshops The Danceworx 2002
Eefa Shroff (India) Yoga The Danceworx 2002
Anastacia Flewin (Australia)Classical Ballet/ Neo-
Classical
The Danceworx 2001, 2002
Satya (India) Yoga The Danceworx 2001
Fernando Aguilera
(Argentina)
Classical Ballet The Danceworx 1999, 2000
OBSERVATION ON HR FUNCTIONS
Recruitment:
The job is completely based on Contract Basis depending upon the
nature of assignments offered to the company ranging from dances like
Jazz, Classical, Salsa etc.
The recruitment is done by a panel of professionals who interview the
candidates as per the requirement of the assignment.
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An orientation program is conducted in order to provide a brief
overview of their jobs.
They are paid in terms of percentage of profits which the company
makes from the assignment i.e. they are made the shareholders in a
particular assignment. Also, no provident funds are provided.
No bonds among the company and the employee are signed.
Job Specification and Description
As the jobs are totally contract based depending upon the assignment, people
are hired and fired accordingly.
The tenure of a person in a company is only limited to the tenure of the
assignment.
The administrative department has been set up comprising of people with
permanent employment and is provided all the basic amenities including
accommodation and other allowances.
The company has recruited 25 teachers from India and abroad with
specialization in different dance approaches.
Performance Appraisal
The performance appraisal used here is APPRAISAL BE RESULT.
The company follows the Flexi- Basket Incentive Strategy as a part of
performing appraisal system.
The frequency of performance appraisal is quarterly.
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Exit/ Lay Off
After analyzing the employee by PA system , the ineffective employee
is served with a notification informing the performance and are given
some time to improve. Further, if no improvement is not seen, one more
notice is served and this is taken to be as the last warning.
If the results are still the same, the employee is terminated from his
contract in presence of two people from administrative dept who serve
as the witness.
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INFERENCE
HR Function Company’s
Approach
Theoretical
Approach
Gap Analysis
Recruitment Contract Based No Social
Stability.
Highly
Satisfied staff
in terms of
monetary
requirments.
Performance
APPRAISAL System
Appraisal by Result No rating of
employee
according to
performance.
Exit/ Lay off Issues notifications
with feedbacks
Inccurs huge
losses in terms
of new
recruitments,
time and
resources loss
and compititors
gain.
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