Lucky Cement Case Study
10. Unpunctuality
This is one of the problems which need to be accounted for at its earliest. The employees at Lucky are not punctual to the timings they are reaching at work. Some employees reach even after 11 a.m. and there is no check and balance on the reporting time of the employees. This causes delays in the work productivity of the company also the employees aren’t working at their full potential. The HR has no attendance mechanism updated up till now.
SUGGESTED SOLUTION FOR THE HR PROBLEMS
1. Gender Diversity
To solve this problem, Lucky Cement should provide an equal employment opportunity for both male & female and hire a person who deserves the job. They should impose certain policies that eliminate gender inequality from their …show more content…
Casual Leaves
Lucky Cement should allow their employees to take 20 casual leaves like all the other organizations are allowing. They can also change their policy to 1 sick leave in two months with 12 casual leaves and sick leave cannot be transferred to next year. In that way, they will still be giving less holidays then competitors but employees will stay encouraged and will be less worried in case of emergency …show more content…
By training we mean to correct, enhance, or introduce a new skill into our employee so that he or she can work productively and efficiently. Development here means the employee development, that with time how well the employees should learn so that they can be prepared for the future.
At Lucky Cement Ltd, the HR does focus on training and development of the employees. Lucky provides basic training to all its new employees; they also train employees if they see that an employee lacks any skill or direction which could lead to major errors in the future. Lucky rarely send their employees overseas for training purpose. Lucky also provides diverse trainings to its employees so that they can learn more and stay up to date with the latest trends of the market. The HR dept. of Lucky has set a schedule that their employees shall receive training at least once a year.
The training programs that Lucky prefers sending its qualified employees to are mostly seminars and constructive discussion groups. As Lucky operates in an industry which is related to the construction and building material sector, hence their employees need to be aware of the latest trends and technology of the
This is one of the problems which need to be accounted for at its earliest. The employees at Lucky are not punctual to the timings they are reaching at work. Some employees reach even after 11 a.m. and there is no check and balance on the reporting time of the employees. This causes delays in the work productivity of the company also the employees aren’t working at their full potential. The HR has no attendance mechanism updated up till now.
SUGGESTED SOLUTION FOR THE HR PROBLEMS
1. Gender Diversity
To solve this problem, Lucky Cement should provide an equal employment opportunity for both male & female and hire a person who deserves the job. They should impose certain policies that eliminate gender inequality from their …show more content…
Casual Leaves
Lucky Cement should allow their employees to take 20 casual leaves like all the other organizations are allowing. They can also change their policy to 1 sick leave in two months with 12 casual leaves and sick leave cannot be transferred to next year. In that way, they will still be giving less holidays then competitors but employees will stay encouraged and will be less worried in case of emergency …show more content…
By training we mean to correct, enhance, or introduce a new skill into our employee so that he or she can work productively and efficiently. Development here means the employee development, that with time how well the employees should learn so that they can be prepared for the future.
At Lucky Cement Ltd, the HR does focus on training and development of the employees. Lucky provides basic training to all its new employees; they also train employees if they see that an employee lacks any skill or direction which could lead to major errors in the future. Lucky rarely send their employees overseas for training purpose. Lucky also provides diverse trainings to its employees so that they can learn more and stay up to date with the latest trends of the market. The HR dept. of Lucky has set a schedule that their employees shall receive training at least once a year.
The training programs that Lucky prefers sending its qualified employees to are mostly seminars and constructive discussion groups. As Lucky operates in an industry which is related to the construction and building material sector, hence their employees need to be aware of the latest trends and technology of the