ASYNOPSIS

ON

A STUDY ON HR AS AN CHANGE AGENT WITH RESPECT TO FEDEX EXPRESS LTD.Submitted by

AMIT U HORE(Researcher)

Under the Guidance of

PROF. ANJALI CHANDAKSubmitted in partial fulfillment for the award of the degree

OfMASTER OF BUSINESS ADMINISTRATIONDEPARTMENT OF MANAGEMENT STUDIES

J D COLLEGE OF ENGINEERING AND MANAGEMENTRASHTRASANT TUKADOJI MAHARAJ NAGPUR UNIVERSITYNAGPURSESSION: 2014 2015INTRODUCTIONA Change agent is often accompanied by misunderstanding, cynicism and Stereotyping. Managers, employees and HR professionals alike have questioned the value of this role in their organization.

However, as organizations of all kinds face unrelenting changes in their environment, the need for individuals who are capable of turning strategy into reality has created a new legitimacy for the change agent role which is often located within the Human Resource function.

Over the last couple of decades, the courier industry has gone through a series of shifts and has witnessed its share of highs and lows. As we prepare for the next wave of transformation with data delivered over new platforms like Express Deliveries, Priority Deliveries we have to ensure that our people are equipped to handle the diverse demands of the Indian consumer. The HR function will have to continue to play the important role of integrator and innovator for the organization. This can only be done by having a view of the long-term strategy, anticipating needs and innovating on solutions. HR will be the major change agents for dynamic industries like courier, helping managers straddle multiple eco-systems such as Input and output data. If ever there was a time for HR to come to the table, it is this!Lest we mistake HR managers to be the lone rangers in this journey, people managers have been instrumental in managing and engaging talent with the aid of the various tools available to them. Competency frameworks, career paths et al can only be effective if managers themselves are able to assimilate them, evaluate team members objectively and communicate effectively and consistently. Also, 1995 onwards, as the industry grew in size with more operators coming in, the talent marketplace became extremely cut throat. This was the time for the HR function to shift gears and become a key differentiator. These line managers became more demanding of HR and expected innovative solutions not just around talent acquisition but also other facets such as reward and recognition, talent management etc.DEFINATION

A Change Agent is a person from inside or outside the organization who helps an organization transform itself by focusing on such matters as organizational effectiveness, improvement, and development. A change agent usually focuses his efforts on the effect of changing technologies, structures and tasks on interpersonal and group relationships in the organization. The focus is on the people in the organization and their interactions.

ROLESA Change Agent is a person who implements organizational change must wear many different hats.Effective change agents demonstrate extraordinary versatility within a broad skill set. The following are some of the roles you may play as you influence change in your organization.*Seven Roles of a Change Agent1. The Detective

2. The Advocate

3. The Counselor

4. The Mediator

5. The Expert

6. The Facilitator

7. The Lawyer DUTIES & RESPONCIBILITY 1. Understands the long and short term strategy and market dynamics of IIEL as a group.2. Identifies the critical success factors from an HR & IR perspective and formulates strategy3. Monitor& track productivity levels across the organizations.4. Sets standards through benchmarking/best practices.5. Partners with business heads to facilitate high productivity achievement.6. Ensures systems and processes support the Company strategy appropriate staff member.7. Facilitates the development of appropriate organization structures with clearly defined roles and responsibilities and manpower requirements.8. Plans for headcount to staff the positions based on requirements.9. A track staff movement, attrition and vacancies and ensures vacancies are filled within stipulated time using the most effective and cost efficient method and sources.IMPORTANCE1. Change agents are critical to how change will be implemented and accepted within the organization.

2. Those leading the charge should demonstrate both technical and social skills.

3. On the technical front, they must be knowledgeable about the particular process being changed, as well as how it interacts with and affects other processes within the organization.

4. This builds their credibility as leaders. In addition to technical expertise, change agents should also have strong social skills.

5. Effective leaders will be able to define and communicate what is expected to each person within the organization in a non-confrontational and non-threatening way. In effect, change agents have to sell change throughout the organization.

6. Change agents need a firm understanding of other disciplines within the organization and must be diplomatic in their interactions with them, willing to ask tough questions and influence policy wherever appropriate.

7. They must also be trustworthy and thick-skinned enough to face criticism and resistance to change.

8. Finally, they should be effective in communicating, practicing, facilitating and training for the organizations new and improved way of being.

9. Change is rarely if ever an easy process, especially within an organization.

RESEARCH STUDYEvery organizational change, whether large or small, requires one or more change agents. A change agent is anyone who has the skill and power to stimulate, facilitate, and coordinate the change effort. Change agents may be either external or internal. The success of any change effort depends heavily on the quality and workability of the relationship between the change agent and the key decision makers within the organization. In this article, I discuss change agent types, change agent roles, and characteristics of successful change agent.OBJECTIVES OF THE STUDY

The Basic objective of the study is to comparing the Performance and Result of management by HR as an Change agent. Change processes and change projects have become major milestones in many organizations history. Due to the dynamics in the external environment, many organizations find themselves in nearly continuous change. The scope reaches from smaller change projects in particular sub business units up to corporation-wide transformation processes. Primary Objectives:

Behavioral objectives: These objectives look at changing the behaviors of people (what they are doing and saying) and the products (or results) of their behaviors. For example, a neighborhood improvement group might develop an objective for having an increased amount of home repair taking place (the behavior) and of improved housing (the result).Outcome objectives: These are often the product or result of behavior change in many people. They are more focused on a community level instead of an individual level. For example, the same neighborhood group might have an objective of increasing the percentage of people living in the community with adequate housing as a community-level outcome objective. Process objectives: These are the objectives that provide the groundwork or implementation necessary to achieve your other objectives. For example, the group might adopt a comprehensive plan for improving neighborhood housing. In this case, adoption of the plan itself is the objective.

Secondary Objectives:Organizational Objectives: If the change agent work according to Organizational plans then the basic objective can be achieve by very sophisticated manner. And we can see the difference between past and current development in performance of employees.

Motivational Objective: The basic secondary objective of the study is to motivate the employees towards their task and daily performance. By the help of this study we can know that the basic principle of working strategy of each employee. A good change agent can play a very effective role.

Structural Objective: By the help of the study we can know the actual working structure of employee. And if we fell that there is a need of improvement then the change agent can make the same and motivate then to perform well for the organization. For example, the group might adopt a comprehensive plan for improving neighborhood housing. In this case, adoption of the plan itself is the objective.SCOPE OF THE STUDYChange Agent processes and change projects have become major milestones in many organizations history. Due to the dynamics in the external environment, many organizations find themselves in nearly continuous change. The scope reaches from smaller change projects in particular sub business units up to corporation-wide transformation processes.

Depending on these factors, change agents either may need good project management capabilities in order to guarantee timely progress, or they should be good leaders with the ability to motivate people.

In the light of the many problems and risks associated with change projects, the change agenthas a very important function. The change agents or change leaders capabilities have a major impact on success or failure of the project, and on the extent of potential unwanted side-effects.

HYPOTHESISH1: What type of training/ Quality of training required?H2: Investment of training on an employees? RESEARCH METHODOLOGYThe study and analyses of current trends in HR transformation. The focus was to analyze current trends in the field of human resources, with specific focus on transition that HR functions and professionals have to make. The result was the establishment of a model that integrated the various dimensions of an effective HR function. This integrated model included aspects such as roles, structure, and products of an effective HR function. The required competency profile of the HR professional was also analyzed. Special emphasis was placed on the South African context.

Evaluation methodology and the development of an evaluation model for the evaluation of an HR function. The focus was to analyze, explore, and determine suitable evaluation methodology for the evaluation of the HR function, and then to develop a 19 theoretical evaluation model to be used in the evaluation of the effectiveness of an HR function.Research Design:

Population: A population consist of all the individuals of the same species occupying aParticular geographical area at a given time. It ranks subordinate to species. A species may have a single population or many populations confined to distinct area. The present population of our country is 102.7 billion. In the present, the population of our country is increasing. It is very dangerous and when our natural resources are going on decreasing. The main cause of high rate of growth rate is a widening gap between birth rate and death rate. The growing urban population created many problems for urban areas as well as rural areas.Sampling Size: Sample size refers to the number of item to be selected from the Nagpur city. The size of the sample should neither be excessively large, nor too small. In this study due to the time constraint the sample size taken is 200 investors.Sampling Technique:Sampling means, the methods of selecting to study a portion of the universe with a view to draw conclusion about the universe is known as sampling.

In this study, the technique being used is Simple Random Probability Sampling. In this type of sampling, items for the sample are selected deliberately by the researcher.

Data Analysis & Interpretation:Primary Data:

Primary data are the data which should be original in character, obtained for the first time, being collected from the respondents, either through questionnaire formulated or through personal interviews. For the purpose of primary data is mainly taken through the questionnaire which given by the investors. Questionnaires

Interviews Personal Data CollectionSecondary Data:Secondary data is the data, which has been collected by someone else for some other purpose and is used by the researcher in his research for study. Various sources of secondary data are:-

Books

Journals/magazines

Internet

RecordFindings:

From this Study it is clear that without an HR with a good Recruitment quality is waste for the organization. An HR can develop the phenomenon if recruiting the best people for the organization and after that organize them with their respective roles in proper manner.

An HR is a Change Agent because he knows the strength & weakness of management and non management persons. He can develop a good and profitable working condition for the organization. An can easily understand the needs and wants of each and every employee as well as organization. Conclusion:

This Study has highlighted key elements of the way an organisation structures

Its HR service delivery. A range of variables that impact on the delivery of HR services was considered. The chapter went on to look at HR outsourcing and its place in the provision of HR services. In particular, it focused on its role in supporting HR to realign its services as an aid to cost reduction and to concentrate resources on strategic issues within the organisation. Towards the end of the Study we reviewed the connection between line managers and HR services. We also analysed the measurement of HR services, including their accompanying methods, and concluded that, used well, good HR indicators may be a powerful determinant in establishing the credibility of the HR function. This Study is also analysing the importance of an HR in the organisation. Suggestion:1.It is suggested to overcomeLack of adoption of innovative HRD practice in unionized Organization due to lack of co-operative attitude among trade unionists.2.Larger Organizations have been able to adopt HRD practice fully due to various costs, resources and expertise involved.

3. Organizations with foreign participation have more extensive and early implementation of HRD programmers and practices than public and family owned Organizations.

4.Specialize Persons must be there to professionally managed HRD departments.BIBLIOGRAPHYBooks: C.R Kothari., Research Methodology

Subha Raowebsites: www.businessdictionary.com www.mbaskool.com www.slidshare.com www.fedex.co.in