HRM MODEL OF E-CARE INDIA

Under the guidance of

Dr.Shripriya

Submitted by
Varunkarthik M (21MBA172)

DEPARTMENT OF BUSSINESS ADMINISTRATION

KCT BUSINESS SCHOOL
COIMBATOR - 641049
INTRODUCTION
The goal of creating HRM models is to help companies manage their workforce in the
most efficient and effective manner possible, in order to achieve the established objectives.

Human resource management is often defined as a concept that includes two possible
approaches, or forms. A hard approach to HRM is characterised by its distinct focus on
performance management and the emphasis it puts on the instrumental approach to the
management of employees.

A soft approach to HRM, on the other hand, focuses on empowerment, motivation,

and trust in dealing with employees, considering individual contributors the most important
resource an organisation can have.

HRM models often combine principles of soft and hard HRM, but with more
emphasis put on one of these two approaches. Here are the five most significant HRM models
every HR practitioner should know of.

 The Fombrun
 The Harvard
 The Guest and
 The Warwick

COMPANY PROFILE

NAME OF THE COMPANY E-care India Pvt.Ltd

HEAD OFFICE No 27-28, 2nd and 3rd floor, BR complex,

Woods road, Mount road, Chennai -600002,

tamilnadu , India

INDUSTRY Service based

TYPE Private Limited

HRM MODEL IN E-CARE INDIA
The company basically follows open door model and there is flat hierarchy system
wherein the employees can walk in address their comments. According to open door model,
the doors of the offices of superiors or the management (including the CEO) must remain
open for the employees to have an easy access in cases of queries. The team members should
have the liberty to walk up to their team leaders and discuss issues with them on an open
forum.

The role of the managing director, chief executive officer or the chairman is not just to sit
in locked cabins the entire day and shout on the employees; instead they should act as a
strong pillar of support for them. A healthy interaction amongst the employees is essential for
a positive ambience at the workplace. The management must address the employees from
time to time to motivate them and expect the best out of them.

 Open door model encourages effective communication between the employee and
the management. The employees do not feel left out at the workplace as they know
there is someone to support them always at the time of crisis. This way they get
attached to the management and are always loyal towards the organization.
 There is no room for confusion when the employees directly interact with their
superiors. They feel motivated and strive hard to live up to the expectations of the
management. They never badmouth the management or their organization.
 Open door model encourages healthy discussion at the workplace. Individuals
exchange ideas and come to an innovative solution benefitting all. The employees are
free to discuss their ideas with the superiors and gain from their talent and mentoring.
 Gone are the days when people used to fear their bosses. The “Hitler approach”
does not work in the current scenario. The management must respect the decisions
of the employees to expect the same in return. The management must make the
employees feel indispensable for the organization and should lend a sympathetic ear
whenever required.
 The open door model enables the employees to seek their boss’s help and freely
discuss things with them for better clarity. Open door model is essential for
effective communication, proper feedbacks and better output. With the help of the
open door model, the employees do not crib amongst themselves, rather talk to their
superiors, clear all their doubts and look forward towards a long term association with
the organization.

When a company has an open door model, employees are free to approach or meet with
the senior leadership of the organization. Companies are wise to train managers and executive
staff about how the policy ought to work. Otherwise, it can seem employees are encouraged
to go around their bosses and tattle on other employees. And if you are not careful, an open
door model can encourage employees to believe only senior leaders can make decisions and
solve problems.

Executives need to listen to employee observations and input when the employee comes
to their door or schedules a meeting. But, if the discussion turns to the employee's boss and
problems best solved by the immediate supervisor, the executive needs to ask the employee if
they have taken the matter up with their direct boss.

Sometimes, employees build imaginary barriers with their immediate boss and make

assumptions about how the boss will handle a situation. This is unfair, but it happens.

REFERENCE:

https://www.ecareindia.com/

https://www.forbes.com/sites/jacobmorgan/2015/07/13/the-5-types-of-organizational-
structures-part-3-flat-organizations/?sh=70b51a6c6caa