Project Synopsis MBA

Recommendations for Revising & Improvising the HR Policy Guidelines of Abdulaziz Al-Ali Al-Mutawa Group of Companies, Kuwait

Supervised By:

Mr. Rajiv Singh

Submitted By: Name : Roll # : Semester: Program: Specialize:

Ayesha Nasrallah 541110764

Submitted By: 3rd

MBA HRM

Learning Center: KEC (02527)

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Project Synopsis MBA

Table Of Contents

Sr. #

Topic

Page #

Introduction

Aim/Objective

Company Profile

Rationale for Project

Project Methodology

Research Methodology

Project Schedule

10

Conclusion

11

Result

11

10

Recommendation

12

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Introduction

Human Resources Management (HRM): HRM Involves all management decisions and practices that directly affects or influences the people or human resources who work for the organization or in other words how people are managed in an organization.
Policy

A policy is a formal statement of a principle or rule that members of an organization must follow. Each policy addresses an issue important to the organization's mission or operations. Procedure A procedure tells members of the organization how to carry out or implement a policy. Policy is the "what" and the procedure is the "how to". Policies are written as statements or rules. Procedures are written as instructions, in logical steps. Human Resource Policies Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning. Each company has a different set of circumstances, and so develops an individual set of human resource policies. Why policies are important Policies serve several important functions:

Communicate values and expectations for how things are done at your organization

Keep the organization in compliance with legislation and provide protection against employment claims

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Document and implement best practices appropriate to the organization Support consistent treatment of staff, fairness and transparency Help management to make decisions that are consistent, uniform and predictable

Protect individuals and the organization from the pressures of expediency

Aim / Objective

The aim/objective of the proposed project is to identify and understand the areas of HR Policies where improvements are needed or applicability is required properly by revising or improvising the current HR policies guideline for the Al-Mutawaa Group. Also document the development and amendations properly which will be beneficiary for both company and employees.

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COMPANY PROFILE

With the humble beginning in 1951, ABDUALAZIZ AL-ALI AL-MUTAWA GROUP today, has grown itself into one of the most successful business conglomerates in the State of Kuwait. An associate entity called AL QURAIN AUTOMOTIVE TRADING COMPANY was established in the year 1984 to take on the ever expanding business activities of the Group. Buoyed by the success achieved through rapid expansion, NATIONAL AGENCIES GROUP was established in 1997 as a subsidiary of Al Qurain Automotive Trading Company exclusively for the purpose of marketing KIA Motors products from South Korea.

The Group is professionally managed and headed by a team of management and technical experts with in-depth knowledge and experience in the automotive and allied fields. Present Chairman Mr Ahmed Al Mutawa who took reigns from his predecessor in the year 2000 is a prominent figure in the business circles of Kuwait who heads the Board of Directors. Operations and management of all the companies those come within the umbrella of the Abdulaziz Al-Ali Al-Mutawa Group come under the direct purview of the General Manager - Mr Greg Maine, a qualified Automotive Engineer who counts more than 30 years of valuable experience in the Kuwait automotive market. The present employment strength exceeds 300 highly trained and qualified staff that forms the nucleus of the organization.

The Group holds exclusive distributorship in Kuwait for a number of worldrenowned brands such as

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VOLVO PASSENGER CARS SWEDEN, VOLVO TRUCKS & COMMERCIAL VEHICLES - SWEDEN, KIA MOTORS - KOREA, BOSCH (Power Tools, Automotive Products and Accessories) - GERMANY, AGRALE - BRAZIL, MARCOPOLO - BRAZIL, BUSSCAR ONIBUS- BRAZIL, BROADWAY - SWEDEN, CHANGANG BUS CHINA and many more. Negotiations with M/s KINGLONG CHINA are at an advanced stage to secure the exclusive agency to represent their range of buses in the local market. Mission & Vision The company strongly believes that success in any business can be realized only through customer delight and we exercise utmost care to ensure that we provide a very high standard of customer service with every single interaction with our valued customers. We are equally dedicated to the task of creating a healthy working environment for our employees who have been the engine of our success over the years.

Establishing a robust marketing culture that permeates every level of the organization and within which the distinct needs of customers are identified and met will continue to be our vision for the short, medium and long term.

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RATIONALE FOR PROJECT

HR policies allow an organization to be clear with employees on: The nature of the organization What they should expect from the organization What the organization expects of them How policies and procedures work What is acceptable and unacceptable behaviour The consequences of unacceptable behaviour

HR policies provide an organization with a mechanism to manage risk by staying up to date with current trends in employment standards and legislation. The policies must be framed in a manner that the companies vision & the human resource helping the company to achieve it or work towards it are at all levels benefited and at the same time not deviated from their main objective. The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees. For example, in order to dismiss an employee in accordance with employment and law requirements, bargaining amongst other The considerations, it will normally be necessary to meet provisions within employment contracts collective agreements. establishment of an HR Policy which sets out obligations, standards of behaviour and document disciplinary procedures, is now the standard approach to meeting these obligations. HR policies can also be very effective at supporting and building the desired organizational culture. For example recruitment and retention policies might outline the way the organization values a flexible workforce.

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PROJECT METHODOLOGY

For doing the specific project we need some information. So, to gather that information we will use Primary and Secondary sources of data. Primary Data An instrument (Questionnaire) will be used to collect the required information from the employees. Another is personal interaction with employees and business owners. This will help us to observe the behaviour, gestures, body language and attitude of employees towards policy guidelines of the company. Secondary Data We will collect information as a reference from companys database i.e. Reports and Records. Data Analysis Results from observations, Interviews, and inferences from questionnaire will be taken into hands to derive the conclusion and recommendations.

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RESEARCH METHODOLOGY

The research is to find out the areas in HR Policy Guidelines of Abdulaziz AlAli Al-Mutawa Group of Companies, where amendments are required. Research can be conducted by the following ways Case-Study Observations Interviewing Questionnaire

Sampling Plan Sampling Frame: The respondents will be the employees of AlMutawa group Sampling Unit: The sampling unit is an individual employee of all the departments of the Al-Mutawa group Sample Size: Sample Size taken for this study is 75+ employees covering all the departments of Al-Mutawa group.

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PROJECT SCHDULE
3rd Semester
May
Selection of Project Project Synopsis Conduct Study, Analysis Conduct Survey, Interviews etc Collection of Secondary data Analysis of Data Report Drafting Project Submission Viva/ Presentation

4th Semester
Sep Oct Nov Dec Jan Feb March

June July

Aug

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CONCLUSION

Policies and procedures are the strategic link between the companys vision and its day to-day operations. Written policies and procedures allow employees to understand their predefined limits and rights given by the organization under the umbrella of labour law. Companies typically have to make revisions to established HR policies on a regular basis, as the company grows and as the regulatory and business environments in which it operates evolve. It is necessary to revise HR policies from time to time to reflect changes in the workforce, employment trends, economic conditions and state legislation.

RESULT

It is expected that after the project completion we may identify the requirements or amendments in HR Policies of Al-Mutawa Group. These amendments will affect the following Increase the productivity of organization Improve organizational environment Increase the morale of employee Improve employees attitude and workplace co-operation etc.

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RECOMMENDATIONS
It is expected to recommend following key-points for writing or revising any HR policy Clear Language

Language is easy to understand and free of jargon Terms are used consistently. (For example, "payment" is not used in one place, and "remuneration" in another.) Special terms are defined

Good Organization & Layout Policy is logically divided into numbered sections, which are clearly labeled Fairness & Flexibility Policy statement leaves room for managers to be flexible and respond to individual circumstances Content and wording is unbiased and encourages fair, consistent treatment

Legal Compliance The policy:

Complies with employment standards and other federal and provincial legislation Is consistent with the terms of any collective agreements

Distribution Ensure that each employee has an up-to-date copy of each policy and procedure that is relevant to their job, or that the policies and procedures are kept in a central place where all employees can easily access them. Make sure employees receive any significant updates to policies and ensure that employees sign off that they have read, understood, and agree to abide by the updated policy.

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