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With special reference to ADITYA BIRLA GROUP GRASIM I DUSTRIES
R.M.C Division Head Office - MUMBAI
Submitted To TILAK MAHARASHTRA U IVERSITY, PU E Submitted by SATISH PRAKASH GOYAL MBA- H.R (2007-2009)
I STITUTE OF BUSI ESS STUDIES & RESEARCH
IBSAR Navi Mumbai (email@example.com) Page 1
Table of Contents CHAPTER O.
1 2 3 4 5 6
Acknowledgement Executive Summary Company Profile Organizational Chart Introduction About the project Recruitment Selection Performance Appraisal Training & Development Talent Management Job Analysis Organisation Structure Human Resource Information System Company Philosophy Exit Interview
3 8 9 16 18 20 22 25 28 34 40 42 47 51 56 58
7 8 9 10 11 12
Learnings Observations & Findings Recommendations Nomenclatures and Abbreviations Limitations & Bibliography Annexure
65 66 67 68 69 71
IBSAR Navi Mumbai (firstname.lastname@example.org)
It is not possible to prepare a project report without the assistance & encouragement of other people. This one is certainly no exception. On the very outset of this report, I would like to extend my sincere & heartfelt obligation towards all the personages. Without their active guidance, help, cooperation & encouragement, I would not have made headway in the project. I would like to express my sincere thanks to Major P.K.Das (GM-HR,Grasim Industries) who gave me the opportunity to work with such an esteemed organization. I owe profound sense of regards & gratitude towards Mr.Sujit Kumar (Manager- HR) who has continuously guided me & supported in all the tasks by giving me valuable insight into issues like the meaning of HR practices, its uses, objectives and tools as well as steps to be considered in developing and studying an organizational structure. I owe debt of gratitude to Ms. Deepika Mehta (Executive-HR) who has given me enough support & cooperation to me by finding time from her hectic schedule. I also thank her for guiding me, clearing the doubts & advising me in the right time to make this project a real learning experience. I am thankful to the entire employee at Grasim Industries (RMC Div.) for their cooperation during the internship. Last but not the least, I would thank Dr.M.L.Monga,( Executive Director), Dr.Ginlianlal Buhril, (Director, Navi Mumbai) , Mr.Anurag Shrivastava,(Asst.Dir.) & all my lecturers for giving me an opportunity to work with such an esteemed organization ,guiding& encouraging me throughout.
Thanking You: Satish P.Goyal
IBSAR Navi Mumbai (email@example.com)
Ginlianlal Buhril Designation : Director Address Date Place : IBSAR. ame : Dr. : : IBSAR Navi Mumbai (satishpgoyal@yahoo. Satish P.co.in) Page 4 .Goyal . Signature of the Guide. Pune under my guidance and direction.a candidate for the MBA June (2007-2009) Examination of Tilak Maharashtra University.CERTIFICATE FROM THE FACULTY GUIDE This is to certify that the project work entitled “Study of HR Practices & Process of Performance Appraisal ”. worked under Aditya Birla Group ( Grasim Industries ) is a bonafide work carried out by Mr. avi Mumbai.
co.Goyal . worked under Aditya Birla Group ( Grasim Industries ) is a bonafide work carried out by Mr.in) Page 5 . The project report has been approved as it satisfies the academic requirements in respect of project work prescribed for the Masters of Business Administration Degree.CERTIFICATE FROM THE U IVERSITY This is to certify that the project work entitled “Study of HR Practices & Process of Performance Appraisal ”. Pune. Satish P. a candidate for the MBA June (2007-2009) Examination of Tilak Maharashtra University. Head : Internal Guide : External Guide: Date Place : : IBSAR Navi Mumbai (satishpgoyal@yahoo.
In most organizations the problems of getting the competent and relevant people. its implications & the benefits.co.R. why it is necessary. retaining them. how data is maintained and finally the evaluation done. based on the primary research in Ultratech Cement Limited. The project is aimed to cover maximum knowledge of the HR practices followed in the organization and how the performance is evaluated of employees. IBSAR Navi Mumbai (satishpgoyal@yahoo. RMC Division has been prepared to get a better insight into the management practices adopted by UTCL with reference to HR Policies prepared by the HR department in organization. It emphasizes on the importance of a clear cut organization structure and culture to avoid any confusion in order to achieve maximum result with minimum resources.Executive SummaryThe importance of personnel management is being increasingly realized in industrial and nonindustrial organization both in India and abroad. keeping up their motivation and morale. The realization has come about because of increasing complexity of the task of managers and administrators. what does compensation & cost to company means and the steps of performance appraisal. The practical knowledge has been gained mainly by observing all the activities taking place in the H.R. what primary factors are considered . This is a brief study done to have understanding of the subject H. department. With reference to the HR Practices brief knowledge has been gained how the Recruitment cycle functions. how it is practically implemented. Here the HR practices of the company have been explained to understand how the company follows these practices and the performance appraisal process adopted. Training Calendar prepared. So with this reference the project titled Study of Study of HR practices & process of Performance Appraisal has been conducted.. and helping them to both continuously grow and contribute their best to the organizations.in) Page 6 . Selection done. are now viewed as the most critical problems.
co. among the world’s most cost-efficient aluminium and copper producers. USA. Philippines. Globally the Aditya Birla Group is: • A metals powerhouse. Aditya Birla Group has its presence in 20 countries – India. Egypt. Laos. France. is a Fortune 500 Company. Italy. IBSAR Navi Mumbai (satishpgoyal@yahoo. Luxembourg. as well as India's leading copper producer. • The 2nd largest in the Chlor-alkali sector. In India: • A premier branded garments player.00. Thailand. Hindalco acquired Novelis and in the process became the world's largest aluminium rolling company and one of the biggest producers of primary aluminium in Asia. Hindalco: It has established been in 1958.Company Profile Aditya Birla Group is India's first truly multinational corporation. • Among the top 5 mobile telephony companies. China. Hindalco. UK. Switzerland. • The 2nd largest player in viscose filament yarn. Malaysia and Korea. Canada.000 employees belonging to over 25 different nationalities on its rolls. Australia. Its copper smelter is today the world's largest custom smelter at a single location.in) Page 7 . Hindalco is the world's largest aluminium rolling company and one of the biggest producers of primary aluminium in Asia. Hindalco deals in Aluminium and Copper and is an industry leader in both. Germany. from its fold. In 2007. Hungary. Brazil. The group has an annual turnover of US$ 24 billion and has over 1. It is also the largest aluminium rolling company and one of the 3 biggest producers of primary aluminium in Asia. Indonesia.
Now a day the cement division of the Grasim industries Limited works under the banner of the Ultratech Cement limited (UTCL). Perambalur District.co. Ultra Tech Cement: The Groups cement business is under both Grasim and UltraTech cement. Europe and the Middle East. through its subsidiaries and joint ventures has made forays into life insurance. Its export market includes countries around the Indian Ocean.Aditya Birla uvo: Aditya Birla Nuvo is a diversified business conglomerate with interests in viscose filament yarn (VFY). In August 1998. It is the country's largest exporter of cement clinker. Aditya Birla Nuvo. asset management and other financial services. textiles and insulators. Portland Blast Furnace Slag Cement and Portland Pozzolana Cement.in) Page 8 . Africa. UltraTech cement comprises the erstwhile cement business of L&T which was acquired by the group. Soon after the acquisition. carbon black. IT services.Ultra Tech Cement manufactures and markets Ordinary Portland Cement. GRASIM I DUSTRIES LIMITED is the flagship company of Aditya Birla Group. Together the two companies under the group account for a substantial share of the cement market in India. business process outsourcing (BPO). Grasim embarked on a most prestigious project of one million top capacity cement plant at the existing locations. branded garments. READY MIX CO CRETE IBSAR Navi Mumbai (satishpgoyal@yahoo. fertilizers. Grasim itself is a multi-product company with cement being the major area of focus. Grasim acquired the well-known Dharani Cements Ltd situated at Reddipalayam. telecom.
Shrink-mixed concrete is partially mixed at the central plant and its mixing is then completed en route to the site.e. waterways. factories.Concrete is a hardened building material created by combining a binder i. cement (commonly Portland cement). UltraTech. when Joseph Aspdin and Isaac Charles Johnson refined synthetic cement that Portland cement came into existence. airports. water and admixtures. This type of concrete is sometimes transported in an agitator truck and is also known as transit-mixed concrete. it acquires a stone-like consistency that makes it ideal for constructing roads. The secret of good concrete lies in the degree of quality control and technical parameters of the mix. strength and performance. bridges. which makes good concrete better. different types of concrete are categorized according to their method of installation. compacted. It was in 1824. As concrete dries. maintains a high level of precision in its quality assurance procedures and produces world-class concrete that comes in a package of highly reliable durability. but the way it is mixed. it was not widely used until World War II. UltraTech Concrete makes good concrete better because the company takes extra care to make sure it is perfect both ways — proportion wise and handling wise. aggregate (generally gravel and sand). when several large docks and bridges were constructed. the Aditya Birla Group Company. Science because the right proportions of all the ingredients as per the standard Bureau of Indian Standards (BIS) code assures the desired strength and durability. cured and protected also play a great role. Concrete is used more than any other man made material on the planet.in) Page 9 . Although people commonly use the word cement as a synonym for concrete.co. placed. railroads. water supply and sewage systems. And an art because it is not just the accurate proportioning which determines the quality of concrete. To ensure quality. each and IBSAR Navi Mumbai (satishpgoyal@yahoo. mass transit systems. Today. Ready or pre-mixed concrete is batched and mixed at a central plant before it is delivered to a site. it is only one of several components in modern concrete. The making of concrete is a science as well as an art. However.
organic materials is IBSAR Navi Mumbai (satishpgoyal@yahoo. cubical or rounded with a combination of different sizes and not elongated or flaky — ensure proper strength of the concrete and make it non-porous. Water Potable water. is an important ingredient of concrete.every sample of concrete passes through stringent tests in fresh and hardened state to ensure strength. Cement Fresh cement. To maintain the correct water-cement ratio. moisture etc. Coarse aggregates Coarse aggregates — free from clay.. sugar. weeds and other organic materials. durability and performance. UltraTech Concrete directly sources the aggregates from selected and approved suppliers. UltraTech Concrete plant uses fresh cement directly procured from the cement plants through cement bulkers. How does UltraTech Concrete make good concrete better? Right from selecting the raw materials to batching and mixing. free from impurities such as oil.co. which affect the concrete quality and durability. Clearly. salts and organic materials to prevent shrinkage cracks. transportation.in) Page 10 . shape. impact value and crushing value etc. UltraTech Concrete directly purchases sand from selected and approved suppliers tested for moisture content. tested as per BIS for size. gradation. the fine aggregate used in concrete must be free from silt. salts. it's all about putting together the right ingredients for that perfect recipe. which in turn pump it directly into the concrete silos thus protecting it from the external environment. Fine aggregate Sand. UltraTech Concrete plants use moisture sensors and an automatic water correction procedure. clay. These coarse aggregates are a vital ingredient of good concrete. alkalies. acids. protected from weathering conditions and influence of external environment such as air. placing of concrete till testing of concrete — UltraTech ensures flawless operation in every stage.
Transportation The transport of concrete from its place of mixing to the delivery point is very critical. Mixing is generally done through high efficiency pan mixers (machine mixers / turbo mixer) to ensure uniform and consistent quality concrete. as there is possibility of the concrete drying out and losing its workability and plasticity. IBSAR Navi Mumbai (firstname.lastname@example.org for concrete. UltraTech Concrete transports concrete from its ready mix concrete plants to the site through transit mixers.co. thus maintaining the homogeneity of the concrete throughout the transit till the final deposition. the concrete is pumped to the actual point of concreting using high efficiency concrete pumps. Further. The workability is measured for every batch through the slump cone and is controlled using a scientific method of dosing.in) Page 11 . UltraTech Concrete uses water tested at frequent intervals and uses water purifiers whenever necessary. It uses a computerized recipe for the raw mix design (cement : sand : coarse aggregate : water : admixture) and quantities of raw materials are weighed automatically as per the design mix. UltraTech Concrete is equipped with computerized batching and mixing plants to strictly monitor the quality of the concrete. The water-cement ratio. Qualified and experienced engineers monitor the entire operation. Placing the concrete is expedited scientifically by specialized delivery trucks. is pre-designed through a scientific mix design as per the BIS standards and kept constant throughout to maintain the consistency in quality for a particular mix. very important to satisfy the strength and durability criteria of concrete. Admixture Admixtures used in concrete during mixing ensures its workability (the ease of placing of concrete in moulds) and the setting time is carefully chosen from reputed companies.
700 villages Reaching out to seven million people annually through the Aditya Birla Centre for Community Initiatives and Rural Development. Over 50 per cent of its revenues flow from its overseas operations. belonging to 25 different nationalities.co. sustainable livelihood.It is anchored by an extraordinary force of 100. In India. infrastructure and espousing social cause. education. Rajashree Birla Focusing on: health care. the Group has been adjudged “The Best Employer in India and among the top 20 in Asia” by the Hewitt-Economic Times and Wall Street Journal Study 2007. Beyond business — the Aditya Birla Group is: Working in 3. IBSAR Navi Mumbai (satishpgoyal@yahoo. spearheaded by Mrs.in) Page 12 . .000 employees.
it requires leadership of principles. Mission of the company: To deliver superior value to the customers. Values of the company: People contribute when they relate to an organization and they relate. These together constitute what they call their “Value”.co. employees and society at large. Vision of the company: To be a premium global conglomerate with a clear focus on each business. shareholders. such shared understanding cannot be created through leadership of individuals alone. Speed.in) Page 13 . Seamlessness. People understand an organization through its values by experiencing the culture that values create and by using the systems and processes that values define. when they understand the organization. mission and values. of beliefs. IBSAR Navi Mumbai (satishpgoyal@yahoo. In large organizations. Passion.About Ultratech Cement Ltd Ultratech Cement Ltd is having its own vision. Commitment. of conviction. Integrity.
co.in) Page 14 .Organizational Chart RMC Central IBSAR Navi Mumbai (satishpgoyal@yahoo.
Service Head Operation Head F&C Head SCM Head Projects Head Sales Head Mktg Head O&M Head IT Head Aggregate Head logistics IBSAR Navi Mumbai (email@example.com) satishpgoyal@yahoo.Head RMC Head HR Head Mktg & Sales Head Tech.co.in) Page 15 .
Development MS/PM S Training School Zonal Coordinators North/East/West/South City HR/IR & Safety IBSAR Navi Mumbai (satishpgoyal@yahoo.RMC HR Head HR Recruitment specialist Assistant Poornat a/MIS Org.co.in) firstname.lastname@example.org) Page 16 .co.
HR practices helps in increasing the productivity and quality. effective.Introduction HR PRACTICES The success of any business depends as much on appropriate. HR and business practices as it depends on meeting the requirements of mandated laws and regulations. and to gain the competitive advantage of a workforce strategically aligned with the organization’s goals and objectives. good planning and the development of effective practices make regulatory compliance much easier.co. • Employees’ clarity on HR policies • Employees’ clarity on roles.in) Page 17 . In fact. well-communicated. fairness) • Measurement of HR policy violation • Average time required to fill vacancies • Proportion of training programs resulting in productivity improvement • Staff attrition rate • Understanding / Clarity of the Organizational philosophy • Outline Internal capabilities and identify gaps on skills-competencies-behavioral aspects IBSAR Navi Mumbai (satishpgoyal@yahoo. KPI's For HR PRACTICES Some of the key performance indicators for Human Resources include but are not limited to the following. responsibilities and expectations • Development of qualitative staff • Number of HR issues arising for which there are no clear policies and guidelines • Competitiveness of compensation structure relative to industry benchmark • Usefulness and accuracy of compensation survey • Lead time to respond to staff welfare issues • Employees’ assessment of promotion criteria and process (clarity.
• Prepare HR strategic Objectives and bring in clarity as to how the HR strategy supports the organizational strategy • Develop KPI's for each of the strategic objectives. • Track and measure performance Human Resources Best Practices The best practices in the management of human resources are the ones which optimize a workforce so that it can not only get work done. The objective of HR Practices is to increase productivity and quality. timeliness and quality as it accomplishes increases productivity overall.co. IBSAR Navi Mumbai (satishpgoyal@yahoo. the organization does its whole work process. So it creates a transparency. The success of company motivates the employees of organization to continue relationship with it. Hence the job of the best practices human resources firm is to make sure that these benefits and pay scales meet the company’s budget while remaining attractive and competitive enough to pull in the very best talent possible.in) Page 18 . and to gain the competitive advantage of a workforce strategically aligned with the organization’s goals and objectives. it helps the employees to know what their perks charts are. We should know that these figures put the company in a good light while also presenting themselves as engaging and competitive for company’s recruitment efforts. BecauseTransparent HR practices ensure continuous business growth in every organization. As The Transparent HR practices can reduce attrition. As all the employees Perks chart has been mentioned according to their designation in the HR practices. but also ensure a greater level of efficiency. It gives the suitable working environment to the employees. By following this. OBJECTIVE OF HR PRACTICES:The main objective of HR Practices is to differentiate the organization from its competitors by effective and efficient HR Practices.
effective HR Practices. which helps the organization to achieve the goal of the organization. All the rules & regulations for the employees have been also mentioned in this.OBJECTIVE of the PROJECT As we know the whole function of HR department depends upon the HR Practices of the organization. It helps the organization to manage not only the people of the organization but to manage all the working processes in it also. All companies are having their HR Practices but the company who is having the best. HR is IBSAR Navi Mumbai (satishpgoyal@yahoo. The HR policies of the organization have been mentioned in the HR Practices. How these HR Practices help any organization to know its stand in the market and to be competitive by implementing good HR Practices for their employees. The main objective of the project is To understand the HR practices followed & Process of Performance Appraisal. To understand how the organization would achieve its goals by implementing good HR Practices. It also helps the organization to achieve the target of the organization. The HR management is done according to the HR Practices of the company. Which things to be done and which things should not be done depend upon this only. So the study of the HR Practices means basically the brief study of all HR functions in the organization.in) Page 19 . I believe the HR Practices is a vital part of an organization. To understand the work culture of the organization. is the most successful company among its competitors. So the company can get success within its competitors by applying best.co. All the welfare of the employees’ processes is also mentioned in this. To know what are the uses of HR practices for any organization. HR function is very important in every organization.
select. Since every organization is made up of people. revisit. Obviously HR is concerned with the people’s dimensions in organizations. organizing. functions. and activities designed and carried out.in) Page 20 . The HR practices of Ultratech Cement Ltd (RMC Division) are as follows: IBSAR Navi Mumbai (satishpgoyal@yahoo. HR practices of ULTRATECH Cement Ltd (RMC Division) Effective and Efficient HR practices are very much important for every organization. compensation.co. HR refers to set of programs. developing their skills. motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential for achieving organizational objectives. maintenance and separation of human resources to the end so that individual. reinvent. This is effectively done with the help of alignment & integration of HR policies & strategies with business goal & objectives. directing and controlling of the procurement. train and develop members for an organization.management function that helps managers to recruit. HRM is planning. Human Resource Management initiatives in any Organization endeavor to change. redefine. revitalize & restructure the Organization architecture. renew. acquiring their services. development. which helps it a lot to achieve the targets. organizational and social objectives are accomplished. UTCL has also its HR Practices. integration. So. Definition of HRMHRM is concerned with the people dimensions in management.
Edwin B. • To search for talent globally and not just within the company. • To design entry pay that competes on quality but not on quantum. • To anticipate and find people for positions that do not exists yet. “ OBJECTIVES of RECRUITME T • To attract people with multi-dimensional skills and experiences that suti the present and future organizational strategies.in) Page 21 . • To infuse fresh blood at all levels of the organization.co. Recruitment and Selection: RECRUITME TIt is a process to discover the sources of manpower to meet the requirements of the staffing schedules and to employ the effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. IBSAR Navi Mumbai (email@example.com. Flippo has defined it as “ the process of searching for prospective employees and stimulating them to apply for jobs in the organization. • To develop an organisational culture that attracts competent people to the company.
Legal. exit). Governmental factors IBSAR Navi Mumbai (satishpgoyal@yahoo. services Role of trade unions Cost of recruitment Company’s name & fame. kind of employees needed. FACTORS affecting RECRUITME T I TER AL FACTORS Employer’s brand Company’s pay package Quality of work life Organisation culture Career planning & growth Company’s size Company’s products. • Developing suitable techniques to attract suitable candidates.in) Page 22 .PROCESS • Finding out the requirement (hiring vs. EXTER AL FACTORS Socio-economic factors Supply & Demand factors Employment Rate Labour market conditions Political.co. upcoming vacancies. • Stimulating as many candidates as possible.
campus recruitment. and executive search is leveraged to meet up to the changing needs of the organization In today’s rapidly changing business environment.co. which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. IBSAR Navi Mumbai (satishpgoyal@yahoo.SOURCES of RECRUITME T I TER AL SOURCES Present employees Retired employees Dependent of present Employee Referrals Trade Unions Walk-ins Head Hunting Mergers & Acquisitions E-Recruitment EXTER AL SOURCES Campus Recruitment Private employment consultant Data Banks Casual Applicants It helps in translating Business Strategy into people requirements. organizations have to respond quickly to requirements for people.in) Page 23 . it is important to have a well-defined recruitment policy in place. A combination of internal recruitment. Hence.
Recruitment of staff should be preceded by: An analysis of the job to be done (i. The form on which the applicant is to apply (personal appearance. selection is 'buying' an employee (the price being the wage or salary multiplied by probable years of service) hence bad buys can be very expensive.e. Where the organization does its own printed advertising it is useful if it has some identifying logo as its trade mark for rapid attraction and it must take care not to offend the sex. by panels of interviewers or in the form of sequential interviews by different experts and can vary IBSAR Navi Mumbai (satishpgoyal@yahoo. number and time. supervisor or departmental manager). what qualities and attitudes are desirable and what characteristics are a decided disadvantage. For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best result. etc. to attract staff with high reputations from existing employers to the recruiting employer. even for the mundane day-to-day jobs.g. completion of a form) will vary according to the posts vacant and numbers to be recruited. an analytical study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what physical and mental characteristics applicants must possess. However. race. Outsourcing is also done through consultancies by mentioning the requirement. letter of application. Interviewing can be carried out by individuals (e. those who recruit and select should be well trained to judge the suitability of applicants. Effectively. i.in) Page 24 . the 'cost' of poor selection is such that. antidiscrimination legislation either directly or indirectly.Selection It is one area where the interference of external factors is minimal.e. Equally some small organizations exist to 'head hunt'.co.
(according to the needs of the post). prospective potential.co. HR Department takes the candidates IBSAR Navi Mumbai (satishpgoyal@yahoo. Training in interviewing and in appraising candidates is clearly essential to good recruitment. leadership abilities etc. For consistency (and as an aid to checking that) rating often consists of scoring candidates for experience. Application of the normal curve of distribution to scoring eliminates freak judgments The Recruitment Process of UTCL- The recruitment process of UTCL Cement Ltd starts from the requirement of different departments as per to the org chart. Largely the former consists of teaching interviewers how to draw out the interviewee and the latter how to rate the candidates.in) Page 25 . motivation. Ultimately personal skills in judgment are probably the most important. knowledge. intellectual levels. Then they tell to the HR Department. physical/mental capabilities.from a five minute 'chat' to a process of several days.
Then the company arranges the Induction Program for the employee. Data bank 2. then does the scheduling for the interview. HOD Requisition for Vacancy to be as per Org Chart HR 1. Then offer letter is been given to the selected candidate.co. Req Agency 3. then does the short-listing. After this the recruitment process ends with this. After this the selection and negotiation process occurs. Poornata etc. The employee then joins in the organization.from Data bank of company. Poornata E D Scheduling the interview Induction Joining Offer Letter Selection & egotiation Short Listing IBSAR Navi Mumbai (firstname.lastname@example.org) Page 26 . The Chart of Recruitment & Selection Process has been given here.
which in turn. It addresses the issue of an employee’s development by providing them with structured and in-depth analysis of strengths and areas of improvement. However. IBSAR Navi Mumbai (satishpgoyal@yahoo. It provides with input for annual increments.co. Performance Management System It is a structured method of formally and objectively evaluating employees’ performance with respect to their objectives.2. Beginning with the recruiting process. motivate. Simply putting. a Performance Management System is essential to the success of any organization because it influences the effort expended by employees. Employee Performance management includes planning work and setting expectations. and retain key employees. and abilities with the organization's human capital needs and business objectives. Provide managers and employees with the tools necessary to focus on short-term and long-term goals that contribute to both career and organizational success. drives bottom-line business results. skills.in) Page 27 . For an organization the aim should not be just to have the best people. Most organizations focus on an annual evaluation process for employees and call that Performance Management. An effective Performance Management System should achieve the following: Review the employment cycle of every employee. continuously monitoring performance and evaluating it. the Performance Management System helps an organization identify. training and development. but also to retain them and get best out of them. annual evaluations are often subjective and can lack specific measurements and supportive data to help the employee truly improve their behavior. Employee’s knowledge. recruit. developing the capacity to perform. Furthermore. Employee development. Ending with effective exit interviews.
co. strength & weaknesses. employees can manage current tasks and unit goals while keeping pace with. For Development• Provide performance feedback to all concerned. Decide need for training Decide salary & related issues. Determine promotion of employees. Promote a work climate that requires employees to remain flexibly focused. HR Performance Management System can be performed in three steps: Needs Analysis Identifying Competencies Development of effective Performance Management System. Determine transfer & change in job assignments. and adapting to. For instance. • Improve communication. PURPOSE For Administration• • • • • • • • Document HR decisions with regards to performance & its related issues. core competencies. IBSAR Navi Mumbai (satishpgoyal@yahoo. Determine retention or termination.Support the organization in developing and sustaining a culture that recognizes and rewards individual contributions and team performance. Decide on layoffs.in) Page 28 . • Identify individual skills. Determine increment in pay of employees. • Assist employees in setting goals. • Identify training needs. change in the work environment.
Method employed • Rating & Contribution Management by Objectives (MBO)- • Advanced by Peter F. Compare actual performance with set standards & find out deviations. by following instructions. define each individual’s major areas of responsibilities in terms of results expected of him & use these measures of guides for operating the unit & assessing the contribution of its members.co. SYSTEM of Performance Appraisal – a) b) c) d) e) f) g) Establish Performance Standard. Adjust actual performance due to environment influence. Communicate standard & expectation to employees. verifiable & measurable. IBSAR Navi Mumbai (satishpgoyal@yahoo. Suggest changes in job analysis & standards if necessary. Drucker.in) Page 29 . Measure actual performance. If not achieved identify reasons for deviation. During performance appraisal period the superior & subordinates update & alter goals as necessary due to changes in business environment. way back in 1954. The superior & subordinates jointly determine goals to be considered during appraisal period & what level of performance is necessary for subordinates to satisfactorily achieve specific goals. Follow up. The MBO focuses attention on participatively set goals that are tangible. During last decade about 50 organisations have adopted MBO in work settings. MBO is a process whereby superior & subordinate managers of an organization jointly identify its common goals.
• Recency effect. • Personal Prejudice.in) Page 30 .PROBLEMS• Rating biases• Halo effect • Error of central tendency.co.co. 2. Mainly the performance management of UTCL is done by online system includes the following basic processes 1. 3. Annual goal setting Mid year review Annual performance review IBSAR Navi Mumbai (email@example.com) satishpgoyal@yahoo.
listing the KRA’s. Measurement Criteria.1. The manager recommends any changes if required or else approves the goals set in the document. The approval of the goals set by the managers completes the goal setting process.in) Page 31 .Annual goal setting – In the month of April/May every year. IBSAR Navi Mumbai (satishpgoyal@yahoo. This process occurs by offline. after the annual planning and budgeting rounds. The approved documents will be then available to the employees as well as their managers for the reference throughout the year. Goals. Then they notify the same to their manager/immediate supervisor and await approval. These documents can also be viewed by manager’s manager (Reviewer) for their indirect subordinates. all teams identify their KRA’s and goals for the forthcoming financial year.co. Assigning Weightage and due date for completion of specific goals as already discussed offline. Then the employees fill their goal setting document in the Poornata system.
The mid year review is also an opportunity for the manager and his team members to identify and discuss about any performance issues and initiate corrective action for the same.in) Page 32 . 3. online in the Poornata system and submits the same to his manager for review. Annual Performance review: The annual performance reviews against goals set and achieved held during the months of AprilMay every year. The mid year review does not entail any ratings. Mid Year Review: Mid year review of goals set at the beginning of the financial year held on the months of October/November every year.2. The manager then discuss the performance of the employee with him/her off-line. The employee completes his self-review /appraisal against goals set. The mid year review generally initiated by the manager. The main focus of the mid year review is to check if the goals set at the beginning of the year are relevant or if they need to be revised or updated. give him feedback on his performance and capture his own comments and performance ratings against goals and overall ratings in the manager’s evaluation form. IBSAR Navi Mumbai (firstname.lastname@example.org. The manager also discusses the employee’s performance as well as rating with the manager’s manager (reviewer) and sends the document to the HR department for further processing.
The training and development program is charted out to cover the number of trainees. Training and Development The needs of individual are objectively identified & necessary interventions are planned for identified groups. existing staff etc. The programs also cover the identification of resource personnel for conducting development program.co. The company has a strong focus on manpower training according to their requirements. Training and development programs can also be designed depending upon job requirement and analysis.e. what the trainees are expected to be able to do at the end of their training. IBSAR Navi Mumbai (email@example.com. Selection of trainees is also facilitated by job analysis. • This includes improving communication • Different skills • E-mail programming • Operation systems. frequency of training and development programs and budget allocation. which get rolled out in a phased manner through training calendar. The internal training department aims at improving the skill sets relevant to the work profile of employees. The design of the training program can be undertaken only when a clear training objective has been produced.in) Page 33 . Training objectives assist trainers to design the training program. The training objective clears what goal has to be achieved by the end of training program i.
knowledge. Training climate – A good training climate comprises of ambience. needs and expectations of the trainees are some of the important factors that affect training design. experience. The method selection depends on the following factors: IBSAR Navi Mumbai (satishpgoyal@yahoo. what could be included. Training topics – After formulating a strategy. and attitudes. topics and ad modules. trainer decides upon the content to be delivered. a trainer analyzes his technical. skills.co. These topics and modules are then classified into information. positive perception for training program. trainer comes in the position to select most appropriate tactics or methods or techniques.Training DesignThe trainer – Before starting a training program. etc. Trainees’ learning style – The learning style. Trainers break the content into headings. Age. educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. age. Training strategies – Once the training objective has been identified. Sequence the contents – Contents are then sequenced in a following manner: • From simple to complex • Topics are arranged in terms of their relative importance • From known to unknown • From specific to general • Dependent relationship Training tactics – Once the objectives and the strategy of the training program becomes clear. tone. feelings. the trainer translates it into specific training areas and modules. The trainees – A good training design requires close scrutiny of the trainees and their profiles.in) Page 34 . The trainer prepares the priority list of about what must be included. judgmental skills in order to deliver quality content to trainers. interpersonal. experience.
in) Page 35 .co.in) firstname.lastname@example.org.• Trainees’ background • Time allocated • Style preference of trainer • Level of competence of trainer • Availability of facilities and resources. etc lities Improve performance IBSAR Navi Mumbai (satishpgoyal@yahoo.
which will be helpful to employers in higher positions. Development provides knowledge about business environment. computed as follows. human relations. specific industry analysis and the like is useful for better management of a company.” MEA I G OF TRAI I G & DEVELOPME T ACCORDI G TO UTCL: The need for Training and Development is determined by the employee’s performance deficiency. management principles and techniques.in) Page 36 . usually by changing the employee’s attitude or increasing his or her skills and knowledge.“Training & Development is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning. Development is not primarily skills oriented. Hence we can say that Training is offered to operatives. Training & Development Need = Standard Performance – Actual Performance Training: Training refers to the process of imparting specific skills. No training program is complete without an element of education. An employee undergoing training is presumed to have had some formal education.co. Development activities such as those supplied by management development programs are generally voluntary in nature. Instead it provides the general knowledge and attitudes. Development: Development means those learning opportunities designed to help employees to grow. The Training Inputs are • Skills • Education • Development • Ethics • Problem Solving Skills • Decision Making • Attitudinal Changes IBSAR Navi Mumbai (satishpgoyal@yahoo. Efforts towards development often depend on personal drive and ambition.
in) Page 37 . flexibility and capacity for growth in an organization • Accidents.co. scraps and damages to machinery can be avoided • Serves as effective source of recruitment • It is an investment in HR with a promise of better returns in future • Reduces dissatisfaction.Importance of Training & Development • Helps remove performance deficiencies in employees • Greater stability. absenteeism. complaints and turnover of employees eeds of Training Individual level • Diagnosis of present problems and future challenges • Improve individual performance or fix up performance deficiency • Improve skills or knowledge or any other problem • To anticipate future skill-needs and prepare employee to handle more challenging tasks • To prepare for possible job transfers Training given on • Safety aspects • Behavorial aspects • Technical aspects • Communication skills IBSAR Navi Mumbai (satishpgoyal@yahoo.
5. 9.co. 2. Performance Appraisals Interviews Questionnaires Attitude Surveys Training Progress Feedback Work Sampling Rating Scales Group Level Training eeds Identification 1. 4. 3. 4. 2. 6. 7.Identification of Training eeds (Methods) Individual Training Needs Identification 1. IBSAR Navi Mumbai (satishpgoyal@yahoo. 6. 4. 7. Trainers can be informed about the broader needs in advance Trainers Perception Gaps can be reduced between employees and their supervisors Trainers can design course inputs closer to the specific needs of the participants Diagnosis of causes of performance deficiencies can be done. 3. 8. Organizational Goals and Objectives Personnel / Skills Inventories Organizational Climate Indices Efficiency Indices Exit Interviews MBO / Work Planning Systems Quality Circles Customer Satisfaction Survey Analysis of Current and Anticipated Changes Benefits of Training eeds Identification 1. 2. 5.in) Page 38 . 3.
The talent management process includes HR process for • Recruitment. • Succession planning. This is facilitated by Development Assessment Center followed by Individual Development Plan. enabling planned succession and career management. across the group.co.5. • Performance. Talent Management It is a holistic and systematic process. and has a Talent Identification and Talent Development Strategy for all the 3 levels of management i. Middle & Junior Management. • Analytics IBSAR Navi Mumbai (satishpgoyal@yahoo. • Compensation. It is built on the work done so far on people processes.in) Page 39 . • Learning and other capabilities around self-service.e. Senior.
Talent management decisions are often driven by a set of organizational core competencies as well as position-specific competencies. attract. • To some it is about the management of high-worth individuals or “the talented”. and move employees through the organization. Talent management is a professional term that gained popularity in the late 1990s. on the assumption that all people have talent which should be identified and liberated. developing and keeping current workers and attracting highly skilled workers to work for your company.co. With businesses going global and competition becoming intense. Talent management in this context does not refer to the management of entertainers. develop. experience. skills.in) Page 40 . select. The competency set may include knowledge. Talent management is a key business process and like any business process takes inputs and generates output. there is mounting pressure on organizations to deliver more and better than before. This term also incorporates how companies drive performance at the individual level (performance management).i. train. It refers to the process of developing and fostering new workers through onboarding. and personal traits (demonstrated through defined behaviors) IBSAR Navi Mumbai (satishpgoyal@yahoo. promote.e. The term talent management means different things to different people. • To others it is about how talent is managed generally . Companies that are engaged in talent management (human capital management) are strategic and deliberate in how they source.• Reporting. Organizations therefore need to be able to develop and deploy people who can articulate the passion and vision of the organization and make teams with the energy to perform at much higher levels.
5. Job Analysis & Evaluation
It is broadly categorized in two parts. Job Analysis is a process to understand the job, identify and disaggregate the activities, competencies and accountabilities associated with the job. It defines and clusters the task required to perform the job. It also clarifies boundaries between jobs. The output of Job Analysis exercise is referred to as job description.
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STEPS (Process of Collecting Information) “Job Analysis is a process of studying and collecting information relating to operations and responsibilities of a specific job. The immediate products of this analysis are ‘Job Description’ and ‘Job Specifications’.” (S ystematic Exploration of Activities) “Job Analysis is a systematic exploration of activities within a job. It is a basic technical procedure that is used to define duties and responsibilities and accountabilities of the job.” (Identifying Job Requirements) “Job is a collection of tasks that can be performed by a single employee to contribute to the production of some product or service, provided by the organization. Each job has certain ability requirements (as well as certain rewards) associated with it. Job Analysis is a process used to identify these requirements.” Each job is a unique description of a role that a person can hold in an organization or required to be performed for the business benefit of that organization. When jobs are created, their tasks and requirements are taken into consideration. Jobs are used in the following components: • Job and Position Description • Shift Planning • Personnel Cost Planning • Career and Succession Planning Note: Job descriptions should be as general as possible and as detailed as necessary.
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Jobs are general classifications of tasks performed by employees Examples : Head of Department Buyer Secretary
Head of Department
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They are held by individuals at your enterprise. Positions are specific to your enterprise More than one position can be based on the same job Each position typically represents one employee. Position: HOD : Purchasing Position: HOD : Sales Position: HOD : HR IBSAR Navi Mumbai (satishpgoyal@yahoo. but may be partially filled by more than one Job: Head of Dept.co.in) Page 44 .Positions Positions Positions are the concrete representation of jobs.
and can also be assigned its own additional tasks.Once you have created a job. That is the role of positions. A chief position is a position designated as the leader of a particular organizational unit. Positions can fall vacant due to reassignment or Separation as well. IBSAR Navi Mumbai (satishpgoyal@yahoo. By matching the requirements of a position and the qualifications of the employees. Vacancy is thus a declared feature for a position. If more than one person must perform jobs. define the number of positions required the enterprise. more than one position must be created to meet this requirement.co. When we define a position as vacant. Such positions become unoccupied and not vacant.in) Page 45 . we will be able to do career planning for employees and succession planning for positions. the system prompts us to define the period for which the position will be vacant There will be a central authority that will be designated to declare vacancies and make them available for Recruitment (both internal and external). or vacant. A position inherits the job’s tasks. partially staffed. A profile matching reports can also be run to review the results of how an existing employee or an applicant fares against the requirements of a position. Positions can be 100% staffed. Jobs are not staffed by employees.
we can capture complex organizational realities with relative ease.6. validations. • Jobs may be created after an organizational unit exists in the model.in) firstname.lastname@example.org) Page 46 . Process Flow: • Before creating all of the other necessary objects and relationships. it is recommended to l create the appropriate organizational units below it. • You can assign cost centers to organizational units and Positions.co.co. requirements etc. the user must first create a root organizational unit. Once one organizational unit has been created. IBSAR Navi Mumbai (satishpgoyal@yahoo. By assigning object characteristics. Organizational Structure Using the basic object types – constructs of relationships is built to mirror the business edifices and processes.
and Sub department. As per their levels in different departments they will have to do their work. The work also depends upon their levels. It helps them to perform their work. IBSAR Navi Mumbai (email@example.com. Department. there are different departments so as to organize the work efficiently and effectively. to avoid the repetition of the work with the other employees. Every organization has its organizational structure.in) Page 47 .Inputs: Organization chart • Root org unit • Additional Org units • Jobs if Required • Positions • Details to where the positions need to be mapped. According to this every employee has some specific work. These are: • HR • Marketing • Technical • Commercial and Accounts • IT • Key Accounts • CRM • Quality As for different departments different works has been specified for the different levels of people. • Position Details like Position Type. which has been specified to him. For similar jobs also the work of the employees’ has been structured properly. Position Sub Type. In RMC business. It helps in decrease the overlapping of the work.
To manage the different levels of work the employees have been separated in to different designations and different depts. IBSAR Navi Mumbai (satishpgoyal@yahoo. grades. varying experiences. so as to make the organization different from other organizations. According to their area of specialization.in) Page 48 . In this way the organization stands in a better position than its competitors in the competitive business. knowledge. The designations which have been given to the employees are based on the skills they have. These designations have been specified as per the standard HR Practices of the organizations.co.
President Sr. Supervisor Supervisor Support Staff IBSAR Navi Mumbai (satishpgoyal@yahoo. General Manager Sr. Officer Sr. Manager Asst. Vice President Sr.The different designations given to the employees in UTCL (RMC Division) are given in the following table.co. Exc. Officer Engineer / Officer Asst. /Sr. Officer Jr. General Manager / General Manager Dy.in) Page 49 . Engr. Manager Manager Dy. Vice President Vice President Asst. / Asst. Designation (s) Jt. Manager Sr. President /Jt. /Jr. Engr. Engr.
align strategies with operational plans. Poornata also helps the employees in this way. These automated HR Processes will also aid in faster. • It records the compensation details for the employee.co. This has resulted in single integrated HR-ERP for all management cadre employees of the group. • It also helps in doing the data updation of the employees. efficient.in) Page 50 . and actively monitor day-to-day operations. • It reduces time to note all the databases of the employees. an ERP (People soft) implementation of Human Resource practices has been introduced in UTCL to elevate HR processes to world class levels and standardize them across Units and Businesses. Human Resource Information System POORNATA. Poornata helps a lot in the different works of the organization. • It helps in maintaining the job description of employees. timely and accurate data availability to Management for decision-making. UTCL’s People Soft Enterprise Performance Management (EPM) enables it to achieve world-class performance by aligning the right information and resources to strategic objectives.7. • It helps in recruitment and selection of the employees • It reduces the time of the work • It also reduces the no of employees for maintaining the database. helping its managers to formulate strategies for profitable growth. IBSAR Navi Mumbai (satishpgoyal@yahoo. • It reduces different mistakes or errors while maintaining the databases • It helps in doing performance appraisal of the employees. It helps in the following ways • It helps in entry of all the database of all the employees. People Soft EPM offers performance management solutions for every budget and every phase of the management cycle.
They can also fill their problems which they face during their work and send to their departments. the employee gets a Poornata ID. there is no delay in getting different infomations. which helps the employees to know about the different policies of Organization.Once the data of an employee entered in to Poornata (ERP). They can know these policies directly from the ERP system. Each position will correspond to specific vacancy in the organization. IBSAR Navi Mumbai (satishpgoyal@yahoo. have a specific headcount defined for it and is also tied to the following specific attributes: • Business unit • Department • Company • Job code • Location • Regulatory Region • Job Function • Reporting to position (The position to which this particular position reports to) • Career stages Every time one or more of the above attributes change. or a new position may need to be created corresponding to the new combination of the attributes. In this way Poornata helps not only the managers but the employees also. the same have to be updated for the position. Introduction – Poornata helps in creating and updating of the positions of the employees. As it done only through Online.in) Page 51 . It also helps them to do the reporting to the concerned person. Poornata (ERP) helps UTCL in the following ways Poornata helps in performing day to day roles.co.
e.Any individual who occupies a position will inherit the above-mentioned attributes of the position. as opposed to job codes. • It also tells the frequently asked questions with respect to hiring employees. whereas a position number reflects a specific job description in the organization. • It also shows the common error and warning messages that the user may get at the time of hiring. Job codes reflect the job points of the jobs across the organization. 2. Company (The legal entity to which an employee /department is attached. Department etc.e. Position Number. only when a new vacancy has arisen in the organization. It needs the information about regarding these: Employee ID. Only after the offline approval has been obtained. Creating a new position A position corresponds to a specific vacancy in the organization. only pre-approved positions should be entered in to the system. Updating The information for existing positions IBSAR Navi Mumbai (firstname.lastname@example.org) Page 52 . Job code (the job points of the employee). Following are the steps that will be used to maintain positions and department budgets • Creating new positions • Updating the information for existing positions as and when required 1. and the approval for the same has been obtained offline. which are more generic in nature. Hence a position should be created in Poornata. The Business unit to which the employee belongs to.). i. A position is thus specific and particular opening in the organization. • Poornata helps and gives hints and warns the user the important information he must know about the Poornata system. should the position be created in the system. • It provides the additional information to assist the user & provide key information. where the employee works). Location (i.co.
The following information would be captured at the time of hiring the employee. The hire action will be used to capture the event of the employee’s joining the organization. IBSAR Navi Mumbai (satishpgoyal@yahoo. Going forward the action of joining the acquired company will be used to enter the data of those employees from the non-management cadre moving into the management cadre who had originally joined a company that was acquired by ABG. There can be either of two reasons for hire: • Joining the ABG: This will reflect the situation where an employee joins a unit of the ABG group directly. • Organizational Restructuring.in) Page 53 . which was subsequently acquired by ABG. • The position no longer exists. The HR administrator would then hire him into the system by capturing his relevant information with respect to his personal job compensation. qualifications and dependents’ information. Introduction: The direct hiring process involves an employee being directly added to the Poornata system that is the situation where his information doesn’t exits as applicant in the Poornata system.From time to time the user should update the information for an existing position. An employee on joining the group would fill up the joining check list and the related forms as per the unit policy.co. Typical situations are when: • The position attributes or the approved max headcount for the position has changed. • Joining the acquired company: This will reflect the situation where an employee had joined an organization. Direct Hire Process: It helps in doing the directly hiring an employee by Poornata system.
• Promotion • Pay rate change • Transfer • Resignation • Termination • Separation /Retirement IBSAR Navi Mumbai (satishpgoyal@yahoo. Broadly the processes that an employee could move through in the course of his life cycle in the organization comprise: • Probation.co. • Job related information related to hiring. address. gender marital status. followed by confirmation.• Personal information – Name.in) Page 54 . NIN. • Compensation information with respect to the break of his CTC Recording personal actions for an employee Introduction: Post hiring as the employee moves through the organization. DOB. his position a related details. religion / caste. there would be various kinds of updation in the employee data.
in) Page 55 . The Group’s approach towards various aspects of compensation focuses on: • Pay for performance (Variable Pay) Rewards stretch performance which is linked to business. Club membership. Health and Accident coverage. Compensation Philosophy of the companyIt is an outcome of what the Organization would like to pay for. All the processes are aligned to reinforce the philosophy. Retirement benefit. team and individual results • Compensation increase Pay for the job Internal equity based on contribution to the organization • External benchmarking Relevant industry segment and people market Parameters beyond compensation: head count/ level/ reporting Individual profile and performance To be market aware. which is determined by external and internal factors.co. The company views compensation not only as something that reflects on the pay slip or in the CTC (Cost To Company) but also they are concerned about overall employee well being though they may not put any monetary value on items like Scholarships.8. not blindly follow market practices • Compensation structure Tax efficient but compliant Common perk structure but varying amount IBSAR Navi Mumbai (satishpgoyal@yahoo.
Gratuity and Superannuation.co. Basic is around 42% of fixed cost without housing. Fixed Cost: It is the fixed component of the salary that is committed to an employee and is paid on monthly / annual basis. Variable Pay: This is the variable component. Unit/Zone and Individual performance. This includes base salary. Variable pay based on job band is payable at 18%. CTC is decided based on designation. payout of which is contingent on Business.Three major terms used in the company’s compensation: 1. qualification and experience. all perks and reimbursements and retrials such as PF. Cost to Company: This is a sum of Fixed Cost and Variable Pay. IBSAR Navi Mumbai (satishpgoyal@yahoo. Perks and allowances are fixed as per the designations. Targets for the year will be fixed and communicated at the beginning of every performance year 3. 15% and 12% of fixed cost without housing. 2.in) Page 56 . Balance amount is paid as special allowance.
the amount of unused vacation.. the interview provides the employer with the opportunity to: • Discuss and clarify the reasons for the termination • Clarify pay and benefits issues (e. Benefits of Exit Interview Exit interviews can be a win-win situation for both the organization and the leaver. etc.9. receipt of the last paycheck. exit interviews are generally documented. trade secret confidentiality. terms of a severance package. The interview can follow a structured format or be conducted on an informal basis. along with employee satisfaction surveys. etc. the possibility of future re-employment.g. EXIT I TERVIEWS An exit interview is simply a conversation between a departing employee (who is leaving the company either voluntarily or involuntarily) and a representative from the organization. unemployment insurance. what they liked or didn’t like about their employment and what areas of the organization they feel need improvement. Whichever format is used. conversion or continuation of benefits. freelance or contract work. the provision of references to prospective employers. The exit interview is an important learning tool for employers. while the leaver gets to articulate their unique contributions to the organization and to ‘leave their mark’.) IBSAR Navi Mumbai (email@example.com. When properly conducted. Exit interviews are one of the most widely used methods of gathering employee feedback.. Traditionally. written questionnaires can even be used in place of a face-to-face meeting. The organization gets to retain a portion of the leaver’s knowledge and make it available to others. Exit interviews offer a fleeting opportunity to find out information that otherwise might be more difficult or impossible to obtain. restrictive covenants or non-compete agreements.g.in) Page 57 .) • Explain company policies relating to departing employees (e. exit interviews are conducted with employees leaving an organization. The purpose of the interview is to provide feedback on why employees are leaving.
• Ensure the return of keys.in) Page 58 . flexible work arrangements). IBSAR Navi Mumbai (satishpgoyal@yahoo. and company property • Obtain information about improper or questionable management practices connected with the employee's termination • Obtain information about a supervisor's management skills • Obtain information about how effectively a department operates • Obtain feedback about employees' opinions and attitudes about the company • Resolve or defuse any remaining disputes with the exiting employee • Protect itself against subsequent charges that the employee was forced to resign (i. constructive discharge) UTCL is doing this interview. compensation and benefits packages. security cards.co..g.. Because it knows “Learn of potential changes in policies and practices that may make the company more competitive (e.e.
• Expense related issues.EXPOSURE TO OTHER KEY HR OPERATIO S • Approval of loans. • Maintaining personal files with updated details. IBSAR Navi Mumbai (satishpgoyal@yahoo. • Application form. • Verifying Mediclaims. • Exit interview form. • Local conveyance.in) Page 59 .co. • Clearance certificates. • Making joining letters. • Joining formalities.
Since needs are many.in) Page 60 .” IBSAR Navi Mumbai (satishpgoyal@yahoo. Only unsatisfied needs can influence behavior. they are arranged in the order of their importance.Comparison of HR Practices With the MASLOW’S theory- I Self-Esteem Self Actualization Belongingness & Love Safety eeds Physiological eeds MASLOW’S EED HIERACHY THEORY Explanation:According to Maslow “Human beings have wants & desires which can influence their behavior.co. satisfied needs do not act as motivators. or hierarchy from the basic to complex.
g. That means the basic needs. Salary increments. In UTCL physiological needs are represented by Employees’ concern for salary Basic working conditions. powerful & obvious of all human needs is the need for physical survival. which are required for them. Safety eedsOnce physiological needs are met. Safe working conditions etc. It gives all hygienic factors to the workers (better working environment). Provident fund. structure. Included in this group are the needs for food. order. It’s also providing uniforms & shoes. become motivators.Physiological eeds The most basic. so that they will get satisfied at their working place and get motivated to work efficiently.-In workers level it is providing the basic needs (e. E. It’s not only providing the physiological needs at working level but at employees’ level also.g. sleep. In UTCL security needs means the factors like Job security. protection from extreme temperature etc. The primary motivating force here is to ensure a reasonable degree of continuity.in) Page 61 . & predictability in one’s environment.co. gratuity. It also satisfy the safety needs of employees include Group insurance. drink. IBSAR Navi Mumbai (satishpgoyal@yahoo. another set of motives. through wages). called safety or security needs.
It’s definitely provides job securities to its employees because once employee get in to the organization. Belonging & Love eeds The belonging & Love needs constitute the third level in the hierarchy of needs. These needs arise when physiological & safety needs are satisfied. That is the reason for low attrition in the organization. merit pay.Safe working conditions. Here the managers also encourage informal group. That’s why employees are very friendly. Job title. Responsibility etc. In UTCL the work groups are very co-operative. Peer/supervisory recognition. the chances of retrenchment is very less till the employee has not done any thing misconduct. self-esteem needs are. In the work place of UTCL. Professional friendship & Friendly supervision in the organization. Challenging works. So there is completely a friendly working environment. IBSAR Navi Mumbai (satishpgoyal@yahoo. Self-Esteem eedsNext in Maslow’s hierarchy is esteem or egoistic needs.co. Grievance procedure. System of seniority to govern lay-off etc. The Group fulfils these needs by giving Challenging work assignments. Because of these reasons employees can satisfy their safety needs. There present the peer acceptance.in) Page 62 .
Self-Actualization eedsFinally if all the above four levels’ needs are satisfied. The employees who are in the highest position in UTCL are comes under these needs like: 1. the needs for self-actualization comes. So the employees are getting motivated and performing efficiently in the organization. 4. conveyance allowances etc.GM etc. education.All top level employees.President. 2. They are getting all types of facilities like mobile. All the five needs of Maslow’s hierarchy are fulfilled by UTCL.in) Page 63 . In this way UTCL satisfies the self-esteem needs of employees.Performance appraisals. Involving employees in goal setting & decision making. Now they are helping their juniors for the betterment of the organization.So they are in the position that they are satisfied with all the needs. Performance recognition.P. which impacts directly on the success of UTCL group. 3.co.V. IBSAR Navi Mumbai (satishpgoyal@yahoo. That’s why the attrition rate is less in the organization. medical.. which is one of the reason for the success of the companies.
Co-ordination with all departments is very necessary especially with Finance Department. The practical experience was totally different. IBSAR Navi Mumbai (satishpgoyal@yahoo. skills. • When I saw my senior people doing each & every kind of work I came to know how much important is each & every work.KEY LEAR I GS FROM THE PROJECT • Firstly it was a very good experience to work and learn with a world class for two months as it was my first step into the corporate world. if not done it hinders the work whenever these are required for reference in medical claim formalities. Like here the Seniors were approachable in nature. soft spoken & good in handling people. appraisal etc. • I also learned how much the values and culture of the organization impacts the employees productivity. • I have learned many small. which was a very good opportunity I got during my project. • Many a times I felt people are not open to new ideas and they are resistant to change. • I have gained some learning from every individual working here. I felt an open culture. it might be in terms of knowledge. which could not be learnt simply by reading books theoretically. • I learned different HR Policies of the organization which were unknown to me before entering to the corporate world. being in the HR department for 2 months.co. • As I worked with the employees of HR department in the organization during the project they shared their experience and learnings with me. • I have also learnt that a HR person should be very polite. minute things by observations.in) Page 64 . behavior or personal traits etc. Maintaining files in systematic manner with each & every detail is very important.
in) Page 65 . I came to know that how they are maintaining the database of the employees for all departments region-wise & its importance. As I worked on the ERP system of the organization.OBSERVATIO S A D FI DI GS During the study of the project I observed different functions of the HR Department. I also observed how they are doing the Performance Appraisal on basis of the achievement of the targets by the employees in the time given to them through ERP. I also got knowledge about how the organization is following their values in a very sincere way. so that the employees can work efficiently & smoothly . IBSAR Navi Mumbai (firstname.lastname@example.org. They emphasis on providing proper working environment to their employees. I got the knowledge about the different types of HR Policies functioning in the organization. I learnt how and what types of facilities are being provided to the employees . I got the knowledge about different departments in a manufacturing company and idea about the challenges what the employees are facing while performing their work.
• Organizations must enhance work force motivation to improve productivity. Recruitment proper planned. • Interdependency of different departments should be well studied. Workers must be encouraged and motivated to develop a customer satisfaction mind set. IBSAR Navi Mumbai (email@example.com) Page 66 . • Organizations need to empower their workers by allowing them greater autonomy and control and to design jobs that are more stimulating. • Training schedule is worked out well here with proper planning schedule. • The employee goals are well studied and structured.co. The Key Related Areas are properly designed & clearly mentioned to employees. discussing the on job responsibilities. • Goal Setting programs undertaken with schedule to find potential prospective employees for higher posts.RECOMME DATIO S • The company should give the compensation as per to the skills. This will enhance the personal productivity. giving training. so that the employees could do the efficient work. co-ordinated for effective output. structured according to openings in plant. new vacancies.
CRM: . UTCL: . 10.Ultratech Cement Ltd. 9. 2.in) Page 67 . RMC: . 5. LTA: . VFY: .Own Your Own Car Scheme. 6.Enterprise Performance Management.Key Performance Indicator.Leave Travel Assistance IBSAR Navi Mumbai (satishpgoyal@yahoo. 3. ERP: . 7. 11. 4.co.Ready Mix Concrete.Viscose Filament Yarn. EPM: .OME CLATURE A D ABBRIVIATIO 1. 8.Viscose Staple Fibre. HRA: .Enterprise Resource Planning. OYOCS: .House Rent Allowance. VSF: . KPI: .Cement Research Management.
co. Actual rating of subjective factors like initiative & personality of employees may not be on scientific lines.proper weightage may not be given to different qualities to be rated. rather than a positive discussion . Superior may be biased. The opinions of staff and manager are often in opposition. so recollection of events is poor .LIMITATIO S During the project there were various constraints. IBSAR Navi Mumbai (satishpgoyal@yahoo. which were faced. The process is usually Manager driven and the staff member is expected to be compliant in the interview . Sometimes. Method of Appraisal unreliable. The process is usually done in a rushed manner to meet a budget development process and therefore loses its relevance to performance . The process usually involves the Manager giving their opinion and the staff member having to defend the position.in) Page 68 . The review is done in retrospect and is an average of six months old. causing de-motivation . Results of merit rating are not accurate unless factors in the assessment are relevant.
co.grasim.bizhrguide.GA KAR Personnel Management Himalaya Publication IBSAR Navi Mumbai (firstname.lastname@example.org Text Books: STEPHE S ROBBI S C.in) Page 69 .MAMORIA & S.V.adityabirla.com www.BIBILIOGRAPHY: References: Websites: www.com www.B.
Section –2 –KRA KRA No. • Develop/ harmonize team operations of plant / marketing for achieving customer satisfaction & maximum output.co. ABG Performance Doc. Desig.1 SALES & MARKET SHARE • Description: To achieve the Sales Targets as per Budget with increase in market share. of days.A EXURE-1 Process of Performance Appraisal Employee Evaluation at Managerial Level Mr.3 OPTIMIZATION OF RESOURCES IBSAR Navi Mumbai (satishpgoyal@yahoo. • Ensure achievement of both sales & credit targets.. KRA No.in) Page 70 .:07/01/2007 – 06/31/2008 Section-1 –JOB PURPOSE RMC (Zonal Head. Reducing no. KRA No. optimizing of resources. • Focus on future commercial / dedicated expansions.Karnataka) Description: • To achieve market growth for both Birla Ready Mix & Ultra Tech Concrete. Div.2 CREDIT CONTROL • Description: Reduction of critical o/s .X .
Description: Achieve & retain market share as per sales target.1 Weight-5% 1.EMPLOYEE GOALS Goal 1: Supports KRA No. 2.1 Weight-20% 1.Measurement: Actual sales achieved every month compared with targeted volumes. KRA No.Measurement: To be monitored monthly via-a-vis budget.m achieved 47177 cu.4 CUSTOMER SATISFACTION • Description: Ensuring customer satisfaction KRA No.6. 3.Description: To achieve the Sales Targets as per Budget.5 MARKET EXPANSION • Description: Market expansion for commercial & dedicated plants.STATUTORY COMPLIANCES • Description: Ensuring operation of plants with all legal compliances.m. loss due to strike. KRA No.Comments: As against budgeted volume of 49920 u. Section-3. 3.• Description: Optimising Manpower resources to generate maximum output. Rating: Far exceeds Expectation>120% Goal 3: Supports KRA No.in) Page 71 .2 1.Description: Credit control Weight : 10% IBSAR Navi Mumbai (satishpgoyal@yahoo. 2. Rating: Exceeds-110-117% Goal 2 : Supports KRA No.Comments: Market share improved from last year 19% to this year 23% despite construction industry showing trends of slow down.co.
5.Measurement: Monitor the same every month for number of days & reduction in critical.2.4.Comments: Harmonius operation was ensured by timely requirement & in house training.Measurement: As per expansion plans based on market potential. 2. 1.Measurement: Feedback from Customers. maximizing output forpumps/plant. 3.t. 2. Feedback from customers obtained & periodically analysed.output & harmonious operations etc. the sanctioned manpower & Training for maximum .Description: Market expansion for commercial & dedicated plants.co.3 Weight:20% 1.in) Page 72 . 3.All major accounts reconciled.Comments: Critical outstanding reduced from 179 lacs to 156 lacs. Rating: Exceeds Expectation>120% Goal 4: Supports KRA No.Measurement: Availability w. Weight:10% 1. Rating: Exceeds>110-117% Goal 5: Supports KRA No.r. Rating: Far Exceeds Expectation>120% Goal 6: Supports KRA No.Comments: Mobile testing facility started at Banglore.Comments: Market expansion in Manglore and Mysore achieved with in two months of commercial production achieved market share of 25%. Rating: Far Exceeds Expectation>120% IBSAR Navi Mumbai (satishpgoyal@yahoo.Description: Optimising manpower resources. Outstanding as compared to the budget.Description: Ensure Customer Satisfaction 2. 3. Weight:10% 3.
Goal 7: Supports KRA No. • Achieve & Retain market share: Market share of 22% achieved. Weight: 15% 1. • Ensuring legal compliances: All legal compliances are met. • Credit Control: No. 3. No. IBSAR Navi Mumbai (satishpgoyal@yahoo. Of safety trainings imparted to staff & workers. Shortfall mainly due to 18 days of strike by sand suppliers. Major Challenges: Creating differentiation in product & services to enhance brand premium.Comments: Training programs/Demos conducted in all plants.in) Page 73 . • Optimisation of Resources: with in 2 months of operation. of days o/s reduced from 38days to 27days.Measurement: 100% statutory compliance. • Market Expansion through dedicated plants: 1captive plant started & successfully running.m achieved 263000 cu. 2. • Ensure customer satisfaction: Mobile concrete Training facility introduced.Description: Ensure operation of plants with all legal compliances.co.m.6. Safety norms followed in all plants. Improvement of 3% onYOY basis. Rating: Far Exceeds Expectation>120% Section 4 – Employee Mid Year Review Comments- Description: • To achieve sales target as per budget : Against budgeted target of 282000 cu.
VALUES Values Commitment Passion Seamlessness Speed Section 6.Manager’s COMME TS – • Sales target impacted due to 18 days strike. otherwise would have achieved. Section 5. • New products to be pushed & new plants have been well established. a good initiative. • BLK project plant.co.in) Page 74 .Training eeds Section 8.EMPLOYEE COMME TS Section 7. • Cr control has significantly improved but still more needs to be done & focused into.Career Aspiration A EXURE-2 IBSAR Navi Mumbai (satishpgoyal@yahoo.
in) Page 75 .IBSAR Navi Mumbai (email@example.com.
3 EMPLOYEE REFERRAL APPLICATIO FORM (RMC DIVISIO ) E Code No: Employee Name: Department: Location: Contact Details: Position Referred For: Location: Referred Candidate’s Name: I hereby declare that I know the above candidate personally/professionally and he is willing to join RMC business of ABG if found suitable and offer given to him as per his satisfaction.in) Page 76 .A EXURE. Signature of the Employee Date: Signature of HR IBSAR Navi Mumbai (firstname.lastname@example.org.
4 TRA SFER REQUEST FORM AME OF TRA SFEREE POSITIO DESIG ATIO / JOB BA D EMPLOYEE CODE PRESE T LOCATIO PRESE T DEPARTME T PRESE T SUPERIOR ( AME & POSITIO ) FU CTIO AL HEAD LOCATIO O TRA SFER EW POSITIO EW DEPARTME T DATE OF TRA SFER EW SUPERIOR ( AME & POSITIO ) EW FU CTIO AL HEAD EW ZO E Zonal / Functional Head (Transferor) Zonal / Functional Head (Transferee) IBSAR Navi Mumbai (satishpgoyal@yahoo.Annexure.co.in) Page 77 .