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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 (firstname.lastname@example.org) 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 (email@example.com)
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 (firstname.lastname@example.org)
CERTIFICATE FROM THE FACULTY GUIDE This is to certify that the project work entitled “Study of HR Practices & Process of Performance Appraisal ”. Satish P. ame : Dr.co.a candidate for the MBA June (2007-2009) Examination of Tilak Maharashtra University. avi Mumbai.in) Page 4 . Signature of the Guide. Pune under my guidance and direction.Ginlianlal Buhril Designation : Director Address Date Place : IBSAR. worked under Aditya Birla Group ( Grasim Industries ) is a bonafide work carried out by Mr. : : IBSAR Navi Mumbai (satishpgoyal@yahoo.Goyal .
Goyal .in) Page 5 .CERTIFICATE FROM THE U IVERSITY This is to certify that the project work entitled “Study of HR Practices & Process of Performance Appraisal ”.co. a candidate for the MBA June (2007-2009) Examination of Tilak Maharashtra University. Pune. Head : Internal Guide : External Guide: Date Place : : IBSAR Navi Mumbai (satishpgoyal@yahoo. 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. worked under Aditya Birla Group ( Grasim Industries ) is a bonafide work carried out by Mr. Satish P.
The practical knowledge has been gained mainly by observing all the activities taking place in the H. The project is aimed to cover maximum knowledge of the HR practices followed in the organization and how the performance is evaluated of employees. what does compensation & cost to company means and the steps of performance appraisal. are now viewed as the most critical problems. In most organizations the problems of getting the competent and relevant people. IBSAR Navi Mumbai (satishpgoyal@yahoo. what primary factors are considered . The realization has come about because of increasing complexity of the task of managers and administrators. 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.in) Page 6 .Executive SummaryThe importance of personnel management is being increasingly realized in industrial and nonindustrial organization both in India and abroad. department. its implications & the benefits.. Selection done. and helping them to both continuously grow and contribute their best to the organizations. This is a brief study done to have understanding of the subject H. based on the primary research in Ultratech Cement Limited.R. With reference to the HR Practices brief knowledge has been gained how the Recruitment cycle functions. Here the HR practices of the company have been explained to understand how the company follows these practices and the performance appraisal process adopted.R. So with this reference the project titled Study of Study of HR practices & process of Performance Appraisal has been conducted. why it is necessary.co. how it is practically implemented. how data is maintained and finally the evaluation done. retaining them. 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. keeping up their motivation and morale. Training Calendar prepared.
is a Fortune 500 Company. • Among the top 5 mobile telephony companies. Malaysia and Korea. Philippines.00. Germany. Indonesia.in) Page 7 . Egypt. China. Italy.000 employees belonging to over 25 different nationalities on its rolls. Hindalco: It has established been in 1958. Hindalco. The group has an annual turnover of US$ 24 billion and has over 1. UK. 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. Thailand. Luxembourg. among the world’s most cost-efficient aluminium and copper producers. as well as India's leading copper producer. Switzerland.co. IBSAR Navi Mumbai (satishpgoyal@yahoo.Company Profile Aditya Birla Group is India's first truly multinational corporation. It is also the largest aluminium rolling company and one of the 3 biggest producers of primary aluminium in Asia. Hindalco deals in Aluminium and Copper and is an industry leader in both. Laos. from its fold. Aditya Birla Group has its presence in 20 countries – India. Australia. • The 2nd largest in the Chlor-alkali sector. France. • The 2nd largest player in viscose filament yarn. In 2007. USA. Its copper smelter is today the world's largest custom smelter at a single location. Hungary. In India: • A premier branded garments player. Brazil. Hindalco is the world's largest aluminium rolling company and one of the biggest producers of primary aluminium in Asia. Globally the Aditya Birla Group is: • A metals powerhouse. Canada.
Grasim itself is a multi-product company with cement being the major area of focus. In August 1998. textiles and insulators. branded garments. Soon after the acquisition. Now a day the cement division of the Grasim industries Limited works under the banner of the Ultratech Cement limited (UTCL). fertilizers.Ultra Tech Cement manufactures and markets Ordinary Portland Cement.co. Africa. READY MIX CO CRETE IBSAR Navi Mumbai (satishpgoyal@yahoo. Aditya Birla Nuvo. GRASIM I DUSTRIES LIMITED is the flagship company of Aditya Birla Group. Grasim acquired the well-known Dharani Cements Ltd situated at Reddipalayam.Aditya Birla uvo: Aditya Birla Nuvo is a diversified business conglomerate with interests in viscose filament yarn (VFY). IT services. carbon black. telecom.in) Page 8 . asset management and other financial services. business process outsourcing (BPO). through its subsidiaries and joint ventures has made forays into life insurance. UltraTech cement comprises the erstwhile cement business of L&T which was acquired by the group. Portland Blast Furnace Slag Cement and Portland Pozzolana Cement. Grasim embarked on a most prestigious project of one million top capacity cement plant at the existing locations. Ultra Tech Cement: The Groups cement business is under both Grasim and UltraTech cement. Its export market includes countries around the Indian Ocean. Together the two companies under the group account for a substantial share of the cement market in India. Perambalur District. Europe and the Middle East. It is the country's largest exporter of cement clinker.
water supply and sewage systems. Today. waterways.in) Page 9 . it is only one of several components in modern concrete.Concrete is a hardened building material created by combining a binder i. it acquires a stone-like consistency that makes it ideal for constructing roads. The making of concrete is a science as well as an art. Concrete is used more than any other man made material on the planet. factories. when Joseph Aspdin and Isaac Charles Johnson refined synthetic cement that Portland cement came into existence. As concrete dries. It was in 1824. This type of concrete is sometimes transported in an agitator truck and is also known as transit-mixed concrete. Shrink-mixed concrete is partially mixed at the central plant and its mixing is then completed en route to the site. the Aditya Birla Group Company.e. Although people commonly use the word cement as a synonym for concrete. cured and protected also play a great role. compacted. railroads. And an art because it is not just the accurate proportioning which determines the quality of concrete. water and admixtures. aggregate (generally gravel and sand). when several large docks and bridges were constructed. strength and performance.co. To ensure quality. Ready or pre-mixed concrete is batched and mixed at a central plant before it is delivered to a site. each and IBSAR Navi Mumbai (satishpgoyal@yahoo. airports. 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. different types of concrete are categorized according to their method of installation. which makes good concrete better. UltraTech. cement (commonly Portland cement). However. placed. The secret of good concrete lies in the degree of quality control and technical parameters of the mix. 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. bridges. mass transit systems. 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.
gradation. free from impurities such as oil. it's all about putting together the right ingredients for that perfect recipe.every sample of concrete passes through stringent tests in fresh and hardened state to ensure strength. impact value and crushing value etc. How does UltraTech Concrete make good concrete better? Right from selecting the raw materials to batching and mixing. which in turn pump it directly into the concrete silos thus protecting it from the external environment. Cement Fresh cement. acids. Clearly. organic materials is IBSAR Navi Mumbai (satishpgoyal@yahoo. the fine aggregate used in concrete must be free from silt. transportation. These coarse aggregates are a vital ingredient of good concrete. Fine aggregate Sand. Water Potable water. moisture etc. UltraTech Concrete plants use moisture sensors and an automatic water correction procedure. tested as per BIS for size. UltraTech Concrete directly sources the aggregates from selected and approved suppliers. Coarse aggregates Coarse aggregates — free from clay. which affect the concrete quality and durability. alkalies. durability and performance.co. placing of concrete till testing of concrete — UltraTech ensures flawless operation in every stage. shape. 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. is an important ingredient of concrete. salts. To maintain the correct water-cement ratio. salts and organic materials to prevent shrinkage cracks. protected from weathering conditions and influence of external environment such as air. clay. UltraTech Concrete directly purchases sand from selected and approved suppliers tested for moisture content. sugar. UltraTech Concrete plant uses fresh cement directly procured from the cement plants through cement bulkers.in) Page 10 .. weeds and other organic materials.
Mixing is generally done through high efficiency pan mixers (machine mixers / turbo mixer) to ensure uniform and consistent quality concrete. the concrete is pumped to the actual point of concreting using high efficiency concrete pumps.ideal for concrete. IBSAR Navi Mumbai (email@example.com) Page 11 . very important to satisfy the strength and durability criteria of concrete. Further. Qualified and experienced engineers monitor the entire operation. The water-cement ratio.co. 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. UltraTech Concrete transports concrete from its ready mix concrete plants to the site through transit mixers. as there is possibility of the concrete drying out and losing its workability and plasticity. 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 uses water tested at frequent intervals and uses water purifiers whenever necessary. Placing the concrete is expedited scientifically by specialized delivery trucks. The workability is measured for every batch through the slump cone and is controlled using a scientific method of dosing. Transportation The transport of concrete from its place of mixing to the delivery point is very critical. 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. UltraTech Concrete is equipped with computerized batching and mixing plants to strictly monitor the quality of the concrete. thus maintaining the homogeneity of the concrete throughout the transit till the final deposition.
. spearheaded by Mrs. sustainable livelihood. belonging to 25 different nationalities. Over 50 per cent of its revenues flow from its overseas operations. Beyond business — the Aditya Birla Group is: Working in 3. infrastructure and espousing social cause. Rajashree Birla Focusing on: health care.in) Page 12 . In India.co.000 employees. 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. education.700 villages Reaching out to seven million people annually through the Aditya Birla Centre for Community Initiatives and Rural Development.It is anchored by an extraordinary force of 100. IBSAR Navi Mumbai (satishpgoyal@yahoo.
Integrity. In large organizations.co. These together constitute what they call their “Value”. of beliefs. Mission of the company: To deliver superior value to the customers. IBSAR Navi Mumbai (satishpgoyal@yahoo. such shared understanding cannot be created through leadership of individuals alone. shareholders. when they understand the organization. Speed. Passion. it requires leadership of principles. Values of the company: People contribute when they relate to an organization and they relate. of conviction.in) Page 13 . Vision of the company: To be a premium global conglomerate with a clear focus on each business. Commitment. mission and values. employees and society at large. People understand an organization through its values by experiencing the culture that values create and by using the systems and processes that values define.About Ultratech Cement Ltd Ultratech Cement Ltd is having its own vision. Seamlessness.
co.in) Page 14 .Organizational Chart RMC Central IBSAR Navi Mumbai (satishpgoyal@yahoo.
Head RMC Head HR Head Mktg & Sales Head Tech.in) firstname.lastname@example.org) Page 15 . 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 (satishpgoyal@yahoo.
co.in) Page 16 .in) satishpgoyal@yahoo.RMC HR Head HR Recruitment specialist Assistant Poornat a/MIS Org. Development MS/PM S Training School Zonal Coordinators North/East/West/South City HR/IR & Safety IBSAR Navi Mumbai (email@example.com.
• Employees’ clarity on HR policies • Employees’ clarity on roles.in) Page 17 . HR practices helps in increasing the productivity and quality.co. In fact. 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. and to gain the competitive advantage of a workforce strategically aligned with the organization’s goals and objectives. HR and business practices as it depends on meeting the requirements of mandated laws and regulations. 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. well-communicated. KPI's For HR PRACTICES Some of the key performance indicators for Human Resources include but are not limited to the following. good planning and the development of effective practices make regulatory compliance much easier. effective.Introduction HR PRACTICES The success of any business depends as much on appropriate.
By following this. 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. As The Transparent HR practices can reduce attrition. 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. timeliness and quality as it accomplishes increases productivity overall.in) Page 18 . BecauseTransparent HR practices ensure continuous business growth in every organization. but also ensure a greater level of efficiency.co. the organization does its whole work process. OBJECTIVE OF HR PRACTICES:The main objective of HR Practices is to differentiate the organization from its competitors by effective and efficient HR Practices. • 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. As all the employees Perks chart has been mentioned according to their designation in the HR practices. The objective of HR Practices is to increase productivity and quality. and to gain the competitive advantage of a workforce strategically aligned with the organization’s goals and objectives.• 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. It gives the suitable working environment to the employees. it helps the employees to know what their perks charts are. The success of company motivates the employees of organization to continue relationship with it. IBSAR Navi Mumbai (satishpgoyal@yahoo. So it creates a transparency.
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.co. To understand the work culture of the organization. All the welfare of the employees’ processes is also mentioned in this. The HR policies of the organization have been mentioned in the HR Practices. HR function is very important in every organization. It helps the organization to manage not only the people of the organization but to manage all the working processes in it also. To know what are the uses of HR practices for any organization. The HR management is done according to the HR Practices of the company. HR is IBSAR Navi Mumbai (satishpgoyal@yahoo. which helps the organization to achieve the goal of the organization. effective HR Practices. To understand how the organization would achieve its goals by implementing good HR Practices. The main objective of the project is To understand the HR practices followed & Process of Performance Appraisal. is the most successful company among its competitors. All the rules & regulations for the employees have been also mentioned in this.in) Page 19 . All companies are having their HR Practices but the company who is having the best.OBJECTIVE of the PROJECT As we know the whole function of HR department depends upon the HR Practices of the organization. So the study of the HR Practices means basically the brief study of all HR functions in the organization. I believe the HR Practices is a vital part of an organization. Which things to be done and which things should not be done depend upon this only. It also helps the organization to achieve the target of the organization. So the company can get success within its competitors by applying best.
redefine. This is effectively done with the help of alignment & integration of HR policies & strategies with business goal & objectives. and activities designed and carried out. Definition of HRMHRM is concerned with the people dimensions in management. HR practices of ULTRATECH Cement Ltd (RMC Division) Effective and Efficient HR practices are very much important for every organization. train and develop members for an organization. Since every organization is made up of people. select. renew. organizing. compensation. HR refers to set of programs. which helps it a lot to achieve the targets. maintenance and separation of human resources to the end so that individual.management function that helps managers to recruit. directing and controlling of the procurement. development. revisit. functions. developing their skills. Human Resource Management initiatives in any Organization endeavor to change. Obviously HR is concerned with the people’s dimensions in organizations.in) Page 20 . organizational and social objectives are accomplished. reinvent. UTCL has also its HR Practices. acquiring their services. The HR practices of Ultratech Cement Ltd (RMC Division) are as follows: IBSAR Navi Mumbai (satishpgoyal@yahoo. 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. revitalize & restructure the Organization architecture. So. HRM is planning. integration.co.
co. • To design entry pay that competes on quality but not on quantum. IBSAR Navi Mumbai (firstname.lastname@example.org) Page 21 . • To search for talent globally and not just within the company. Edwin B. • To anticipate and find people for positions that do not exists yet. 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. 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. “ OBJECTIVES of RECRUITME T • To attract people with multi-dimensional skills and experiences that suti the present and future organizational strategies.1. • To infuse fresh blood at all levels of the organization.
• Stimulating as many candidates as possible.co. Legal. EXTER AL FACTORS Socio-economic factors Supply & Demand factors Employment Rate Labour market conditions Political. exit).PROCESS • Finding out the requirement (hiring vs. Governmental factors IBSAR Navi Mumbai (satishpgoyal@yahoo. services Role of trade unions Cost of recruitment Company’s name & fame. upcoming vacancies. 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. kind of employees needed.in) Page 22 .
it is important to have a well-defined recruitment policy in place. and executive search is leveraged to meet up to the changing needs of the organization In today’s rapidly changing business environment. organizations have to respond quickly to requirements for people. A combination of internal recruitment. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Hence.in) Page 23 . IBSAR Navi Mumbai (satishpgoyal@yahoo. campus recruitment.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. which can be executed effectively to get the best fits for the vacant positions.co.
Selection It is one area where the interference of external factors is minimal. completion of a form) will vary according to the posts vacant and numbers to be recruited. 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. Interviewing can be carried out by individuals (e. Equally some small organizations exist to 'head hunt'. 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. antidiscrimination legislation either directly or indirectly. For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection. Recruitment of staff should be preceded by: An analysis of the job to be done (i. by panels of interviewers or in the form of sequential interviews by different experts and can vary IBSAR Navi Mumbai (satishpgoyal@yahoo. Effectively.in) Page 24 . even for the mundane day-to-day jobs. those who recruit and select should be well trained to judge the suitability of applicants. The form on which the applicant is to apply (personal appearance.g. to attract staff with high reputations from existing employers to the recruiting employer. supervisor or departmental manager). etc.e.e. However. the 'cost' of poor selection is such that. Outsourcing is also done through consultancies by mentioning the requirement. number and time. 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. i. what qualities and attitudes are desirable and what characteristics are a decided disadvantage. race. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best result.co. letter of application.
knowledge. Largely the former consists of teaching interviewers how to draw out the interviewee and the latter how to rate the candidates. HR Department takes the candidates IBSAR Navi Mumbai (satishpgoyal@yahoo. For consistency (and as an aid to checking that) rating often consists of scoring candidates for experience. motivation. Ultimately personal skills in judgment are probably the most important. Training in interviewing and in appraising candidates is clearly essential to good recruitment. intellectual levels. (according to the needs of the post).from a five minute 'chat' to a process of several days. Then they tell to the HR Department. prospective potential. physical/mental capabilities. leadership abilities etc. 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.co.in) Page 25 .
Then offer letter is been given to the selected candidate. Poornata E D Scheduling the interview Induction Joining Offer Letter Selection & egotiation Short Listing IBSAR Navi Mumbai (email@example.com) Page 26 . The employee then joins in the organization. then does the scheduling for the interview. After this the selection and negotiation process occurs. Data bank 2. Then the company arranges the Induction Program for the employee. After this the recruitment process ends with this. The Chart of Recruitment & Selection Process has been given here. then does the short-listing. Poornata etc. Req Agency 3. HOD Requisition for Vacancy to be as per Org Chart HR 1.co.from Data bank of company.
Ending with effective exit interviews. the Performance Management System helps an organization identify. which in turn. IBSAR Navi Mumbai (satishpgoyal@yahoo. and abilities with the organization's human capital needs and business objectives. Performance Management System It is a structured method of formally and objectively evaluating employees’ performance with respect to their objectives. developing the capacity to perform. motivate. Employee development. However. drives bottom-line business results. but also to retain them and get best out of them. Furthermore. It provides with input for annual increments. a Performance Management System is essential to the success of any organization because it influences the effort expended by employees. It addresses the issue of an employee’s development by providing them with structured and in-depth analysis of strengths and areas of improvement. recruit.2.co. continuously monitoring performance and evaluating it. skills. Employee’s knowledge. Beginning with the recruiting process. 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. training and development. and retain key employees. 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. annual evaluations are often subjective and can lack specific measurements and supportive data to help the employee truly improve their behavior.in) Page 27 . For an organization the aim should not be just to have the best people. Simply putting. Employee Performance management includes planning work and setting expectations.
IBSAR Navi Mumbai (satishpgoyal@yahoo. • Improve communication. change in the work environment. Decide need for training Decide salary & related issues. PURPOSE For Administration• • • • • • • • Document HR decisions with regards to performance & its related issues. strength & weaknesses. Promote a work climate that requires employees to remain flexibly focused. For instance. and adapting to. For Development• Provide performance feedback to all concerned. Determine retention or termination.in) Page 28 . core competencies. Determine promotion of employees. • Assist employees in setting goals. • Identify individual skills. Determine increment in pay of employees. Decide on layoffs. HR Performance Management System can be performed in three steps: Needs Analysis Identifying Competencies Development of effective Performance Management System. • Identify training needs. Determine transfer & change in job assignments. employees can manage current tasks and unit goals while keeping pace with.co.Support the organization in developing and sustaining a culture that recognizes and rewards individual contributions and team performance.
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. verifiable & measurable. Suggest changes in job analysis & standards if necessary.Method employed • Rating & Contribution Management by Objectives (MBO)- • Advanced by Peter F. If not achieved identify reasons for deviation. Communicate standard & expectation to employees. Follow up. The MBO focuses attention on participatively set goals that are tangible. Drucker.co. Adjust actual performance due to environment influence. 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.in) Page 29 . SYSTEM of Performance Appraisal – a) b) c) d) e) f) g) Establish Performance Standard. MBO is a process whereby superior & subordinate managers of an organization jointly identify its common goals. Compare actual performance with set standards & find out deviations. Measure actual performance. During last decade about 50 organisations have adopted MBO in work settings. way back in 1954. During performance appraisal period the superior & subordinates update & alter goals as necessary due to changes in business environment. IBSAR Navi Mumbai (satishpgoyal@yahoo. by following instructions.
• Personal Prejudice.PROBLEMS• Rating biases• Halo effect • Error of central tendency. 3.in) satishpgoyal@yahoo. Annual goal setting Mid year review Annual performance review IBSAR Navi Mumbai (firstname.lastname@example.org) Page 30 .co. Mainly the performance management of UTCL is done by online system includes the following basic processes 1. 2. • Recency effect.
The approved documents will be then available to the employees as well as their managers for the reference throughout the year. IBSAR Navi Mumbai (satishpgoyal@yahoo. Goals.in) Page 31 . Then the employees fill their goal setting document in the Poornata system. Then they notify the same to their manager/immediate supervisor and await approval.1. Measurement Criteria.Annual goal setting – In the month of April/May every year. listing the KRA’s. after the annual planning and budgeting rounds. These documents can also be viewed by manager’s manager (Reviewer) for their indirect subordinates. Assigning Weightage and due date for completion of specific goals as already discussed offline. all teams identify their KRA’s and goals for the forthcoming financial year. This process occurs by offline. 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.co.
IBSAR Navi Mumbai (satishpgoyal@yahoo. 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. 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. 3. 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.2. online in the Poornata system and submits the same to his manager for review. The mid year review does not entail any ratings. The employee completes his self-review /appraisal against goals set. The manager then discuss the performance of the employee with him/her off-line.in) Page 32 .co. The mid year review generally initiated by the manager. 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. Annual Performance review: The annual performance reviews against goals set and achieved held during the months of AprilMay every year. 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.
Training and Development The needs of individual are objectively identified & necessary interventions are planned for identified groups. The training objective clears what goal has to be achieved by the end of training program i. frequency of training and development programs and budget allocation.e.in) Page 33 . which get rolled out in a phased manner through training calendar. IBSAR Navi Mumbai (satishpgoyal@yahoo. The design of the training program can be undertaken only when a clear training objective has been produced. what the trainees are expected to be able to do at the end of their training.co.3. The internal training department aims at improving the skill sets relevant to the work profile of employees. Training and development programs can also be designed depending upon job requirement and analysis. Selection of trainees is also facilitated by job analysis. The training and development program is charted out to cover the number of trainees. existing staff etc. Training objectives assist trainers to design the training program. • This includes improving communication • Different skills • E-mail programming • Operation systems. The programs also cover the identification of resource personnel for conducting development program. The company has a strong focus on manpower training according to their requirements.
experience. trainer decides upon the content to be delivered. feelings. trainer comes in the position to select most appropriate tactics or methods or techniques. tone. Training climate – A good training climate comprises of ambience. positive perception for training program.Training DesignThe trainer – Before starting a training program.in) Page 34 . Training strategies – Once the training objective has been identified. educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. and attitudes.co. what could be included. skills. The method selection depends on the following factors: IBSAR Navi Mumbai (satishpgoyal@yahoo. judgmental skills in order to deliver quality content to trainers. topics and ad modules. a trainer analyzes his technical. interpersonal. Training topics – After formulating a strategy. etc. The trainer prepares the priority list of about what must be included. age. Age. knowledge. Trainers break the content into headings. 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. These topics and modules are then classified into information. the trainer translates it into specific training areas and modules. experience. The trainees – A good training design requires close scrutiny of the trainees and their profiles. needs and expectations of the trainees are some of the important factors that affect training design. Trainees’ learning style – The learning style.
co.co.in) Page 35 .• 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 (email@example.com) satishpgoyal@yahoo.
co. human relations. Development is not primarily skills oriented. Development activities such as those supplied by management development programs are generally voluntary in nature. which will be helpful to employers in higher positions. Efforts towards development often depend on personal drive and ambition. Development provides knowledge about business environment.“Training & Development is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning. Instead it provides the general knowledge and attitudes.in) Page 36 . Development: Development means those learning opportunities designed to help employees to grow. Hence we can say that Training is offered to operatives. usually by changing the employee’s attitude or increasing his or her skills and knowledge. No training program is complete without an element of education. An employee undergoing training is presumed to have had some formal education. management principles and techniques. The Training Inputs are • Skills • Education • Development • Ethics • Problem Solving Skills • Decision Making • Attitudinal Changes IBSAR Navi Mumbai (satishpgoyal@yahoo.” 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. computed as follows. specific industry analysis and the like is useful for better management of a company. Training & Development Need = Standard Performance – Actual Performance Training: Training refers to the process of imparting specific skills.
co.Importance of Training & Development • Helps remove performance deficiencies in employees • Greater stability. absenteeism. flexibility and capacity for growth in an organization • Accidents. 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 (firstname.lastname@example.org) Page 37 . 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.
4. 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. 6. 7. 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. 9. 5. 2. 3. 2. Performance Appraisals Interviews Questionnaires Attitude Surveys Training Progress Feedback Work Sampling Rating Scales Group Level Training eeds Identification 1. 6. IBSAR Navi Mumbai (satishpgoyal@yahoo. 4. 2.Identification of Training eeds (Methods) Individual Training Needs Identification 1.in) Page 38 . 4. 7. 5. 8. 3.co. 3.
• Performance. Talent Management It is a holistic and systematic process. • Compensation.e. Senior. The talent management process includes HR process for • Recruitment. across the group. • Succession planning.in) Page 39 . enabling planned succession and career management. This is facilitated by Development Assessment Center followed by Individual Development Plan. • Learning and other capabilities around self-service.co. It is built on the work done so far on people processes. Middle & Junior Management. • Analytics IBSAR Navi Mumbai (satishpgoyal@yahoo. and has a Talent Identification and Talent Development Strategy for all the 3 levels of management i.5.
train.co. Talent management decisions are often driven by a set of organizational core competencies as well as position-specific competencies.in) Page 40 . Talent management is a key business process and like any business process takes inputs and generates output. and personal traits (demonstrated through defined behaviors) IBSAR Navi Mumbai (satishpgoyal@yahoo. select. there is mounting pressure on organizations to deliver more and better than before. It refers to the process of developing and fostering new workers through onboarding. Companies that are engaged in talent management (human capital management) are strategic and deliberate in how they source. 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. Talent management is a professional term that gained popularity in the late 1990s.• Reporting. • To others it is about how talent is managed generally . developing and keeping current workers and attracting highly skilled workers to work for your company. experience. promote. on the assumption that all people have talent which should be identified and liberated. This term also incorporates how companies drive performance at the individual level (performance management). skills.e.i. The competency set may include knowledge. and move employees through the organization. attract. The term talent management means different things to different people. • To some it is about the management of high-worth individuals or “the talented”. Talent management in this context does not refer to the management of entertainers. develop. With businesses going global and competition becoming intense.
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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but may be partially filled by more than one Job: Head of Dept. Positions are specific to your enterprise More than one position can be based on the same job Each position typically represents one employee.in) Page 44 . They are held by individuals at your enterprise. Position: HOD : Purchasing Position: HOD : Sales Position: HOD : HR IBSAR Navi Mumbai (firstname.lastname@example.org.Positions Positions Positions are the concrete representation of jobs.
That is the role of positions.Once you have created a job. By matching the requirements of a position and the qualifications of the employees. 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. IBSAR Navi Mumbai (satishpgoyal@yahoo. If more than one person must perform jobs. A chief position is a position designated as the leader of a particular organizational unit. Vacancy is thus a declared feature for a position. 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). When we define a position as vacant. more than one position must be created to meet this requirement. and can also be assigned its own additional tasks.co. we will be able to do career planning for employees and succession planning for positions. A position inherits the job’s tasks. or vacant. Positions can be 100% staffed. Such positions become unoccupied and not vacant. Jobs are not staffed by employees.in) Page 45 . define the number of positions required the enterprise. Positions can fall vacant due to reassignment or Separation as well. partially staffed.
co. Once one organizational unit has been created. Organizational Structure Using the basic object types – constructs of relationships is built to mirror the business edifices and processes. IBSAR Navi Mumbai (satishpgoyal@yahoo. By assigning object characteristics.in) Page 46 . we can capture complex organizational realities with relative ease. Process Flow: • Before creating all of the other necessary objects and relationships. it is recommended to l create the appropriate organizational units below it. • Jobs may be created after an organizational unit exists in the model. validations. • You can assign cost centers to organizational units and Positions.co. requirements etc.in) satishpgoyal@yahoo. the user must first create a root organizational unit.6.
Position Sub Type. In RMC business. Department. • Position Details like Position Type.in) Page 47 . which has been specified to him.co. As per their levels in different departments they will have to do their work. Every organization has its organizational structure. For similar jobs also the work of the employees’ has been structured properly. According to this every employee has some specific work. and Sub department. there are different departments so as to organize the work efficiently and effectively. It helps in decrease the overlapping of the work. The work also depends upon their levels. IBSAR Navi Mumbai (satishpgoyal@yahoo.Inputs: Organization chart • Root org unit • Additional Org units • Jobs if Required • Positions • Details to where the positions need to be mapped. It helps them to perform their 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. to avoid the repetition of the work with the other employees.
To manage the different levels of work the employees have been separated in to different designations and different depts. These designations have been specified as per the standard HR Practices of the organizations.co. grades. varying experiences. knowledge. The designations which have been given to the employees are based on the skills they have. In this way the organization stands in a better position than its competitors in the competitive business. According to their area of specialization. IBSAR Navi Mumbai (email@example.com) Page 48 . so as to make the organization different from other organizations.
Officer Engineer / Officer Asst. Manager Manager Dy. Designation (s) Jt. Engr. Engr. Engr. General Manager / General Manager Dy. /Jr. Manager Asst. Vice President Vice President Asst.in) Page 49 . Exc. President /Jt. Officer Sr. President Sr.co. Vice President Sr. Manager Sr. Officer Jr. General Manager Sr. / Asst.The different designations given to the employees in UTCL (RMC Division) are given in the following table. /Sr. Supervisor Supervisor Support Staff IBSAR Navi Mumbai (satishpgoyal@yahoo.
• It helps in maintaining the job description of employees. These automated HR Processes will also aid in faster. Poornata helps a lot in the different works of the organization. • It reduces different mistakes or errors while maintaining the databases • It helps in doing performance appraisal of the employees. Poornata also helps the employees in this way.co. timely and accurate data availability to Management for decision-making. and actively monitor day-to-day operations. 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. • It reduces time to note all the databases of the employees. • It records the compensation details for the employee. • 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. IBSAR Navi Mumbai (firstname.lastname@example.org. Human Resource Information System POORNATA. efficient. This has resulted in single integrated HR-ERP for all management cadre employees of the group. People Soft EPM offers performance management solutions for every budget and every phase of the management cycle. align strategies with operational plans. helping its managers to formulate strategies for profitable growth.in) Page 50 . 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. • It also helps in doing the data updation of the employees. It helps in the following ways • It helps in entry of all the database of all the employees.
there is no delay in getting different infomations. or a new position may need to be created corresponding to the new combination of the attributes. They can also fill their problems which they face during their work and send to their departments. 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. Each position will correspond to specific vacancy in the organization. Introduction – Poornata helps in creating and updating of the positions of the employees. As it done only through Online. Poornata (ERP) helps UTCL in the following ways Poornata helps in performing day to day roles. the employee gets a Poornata ID. They can know these policies directly from the ERP system. IBSAR Navi Mumbai (satishpgoyal@yahoo. the same have to be updated for the position. which helps the employees to know about the different policies of Organization. In this way Poornata helps not only the managers but the employees also. It also helps them to do the reporting to the concerned person.co.Once the data of an employee entered in to Poornata (ERP).in) Page 51 .
Updating The information for existing positions IBSAR Navi Mumbai (satishpgoyal@yahoo. Job codes reflect the job points of the jobs across the organization. A position is thus specific and particular opening in the organization. as opposed to job codes. • It also tells the frequently asked questions with respect to hiring employees. • It also shows the common error and warning messages that the user may get at the time of hiring.e. Job code (the job points of the employee). should the position be created in the system. • Poornata helps and gives hints and warns the user the important information he must know about the Poornata system.). whereas a position number reflects a specific job description in the organization.co. 2. 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. Position Number. Only after the offline approval has been obtained. only when a new vacancy has arisen in the organization. The Business unit to which the employee belongs to. Location (i.Any individual who occupies a position will inherit the above-mentioned attributes of the position.e. 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. Company (The legal entity to which an employee /department is attached.in) Page 52 . • It provides the additional information to assist the user & provide key information. which are more generic in nature. where the employee works). Hence a position should be created in Poornata. i. Department etc. and the approval for the same has been obtained offline. It needs the information about regarding these: Employee ID.
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. 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. qualifications and dependents’ information. Direct Hire Process: It helps in doing the directly hiring an employee by Poornata system. • Organizational Restructuring. The hire action will be used to capture the event of the employee’s joining the organization. An employee on joining the group would fill up the joining check list and the related forms as per the unit policy.From time to time the user should update the information for an existing position. The following information would be captured at the time of hiring the employee. • 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. IBSAR Navi Mumbai (satishpgoyal@yahoo. • Joining the acquired company: This will reflect the situation where an employee had joined an organization. which was subsequently acquired by ABG.in) Page 53 .co. Typical situations are when: • The position attributes or the approved max headcount for the position has changed. 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.
religion / caste. DOB. followed by confirmation. gender marital status. his position a related details. • 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. NIN. address. • Job related information related to hiring.• Personal information – Name. Broadly the processes that an employee could move through in the course of his life cycle in the organization comprise: • Probation.co.in) Page 54 . • Promotion • Pay rate change • Transfer • Resignation • Termination • Separation /Retirement IBSAR Navi Mumbai (satishpgoyal@yahoo. there would be various kinds of updation in the employee data.
Retirement benefit. All the processes are aligned to reinforce the philosophy. Club membership. Health and Accident coverage.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. Compensation Philosophy of the companyIt is an outcome of what the Organization would like to pay for. not blindly follow market practices • Compensation structure Tax efficient but compliant Common perk structure but varying amount IBSAR Navi Mumbai (satishpgoyal@yahoo. The Group’s approach towards various aspects of compensation focuses on: • Pay for performance (Variable Pay) Rewards stretch performance which is linked to business. which is determined by external and internal factors.8.in) Page 55 . 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.
payout of which is contingent on Business. Cost to Company: This is a sum of Fixed Cost and Variable Pay. Gratuity and Superannuation. 2. CTC is decided based on designation. This includes base salary. Basic is around 42% of fixed cost without housing. Variable Pay: This is the variable component.Three major terms used in the company’s compensation: 1. Targets for the year will be fixed and communicated at the beginning of every performance year 3. Balance amount is paid as special allowance. Fixed Cost: It is the fixed component of the salary that is committed to an employee and is paid on monthly / annual basis. Unit/Zone and Individual performance.in) Page 56 . Perks and allowances are fixed as per the designations. IBSAR Navi Mumbai (satishpgoyal@yahoo. qualification and experience. 15% and 12% of fixed cost without housing. Variable pay based on job band is payable at 18%.co. all perks and reimbursements and retrials such as PF.
the interview provides the employer with the opportunity to: • Discuss and clarify the reasons for the termination • Clarify pay and benefits issues (e. terms of a severance package. Benefits of Exit Interview Exit interviews can be a win-win situation for both the organization and the leaver.g. exit interviews are conducted with employees leaving an organization.in) Page 57 . unemployment insurance. The organization gets to retain a portion of the leaver’s knowledge and make it available to others. restrictive covenants or non-compete agreements.) IBSAR Navi Mumbai (satishpgoyal@yahoo. etc. trade secret confidentiality. the amount of unused vacation. The interview can follow a structured format or be conducted on an informal basis.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. Traditionally. When properly conducted. while the leaver gets to articulate their unique contributions to the organization and to ‘leave their mark’. Exit interviews are one of the most widely used methods of gathering employee feedback.co.9. the provision of references to prospective employers. The exit interview is an important learning tool for employers.. conversion or continuation of benefits. The purpose of the interview is to provide feedback on why employees are leaving. receipt of the last paycheck. written questionnaires can even be used in place of a face-to-face meeting. freelance or contract work. the possibility of future re-employment.) • Explain company policies relating to departing employees (e. exit interviews are generally documented.. Exit interviews offer a fleeting opportunity to find out information that otherwise might be more difficult or impossible to obtain. etc. along with employee satisfaction surveys. what they liked or didn’t like about their employment and what areas of the organization they feel need improvement. Whichever format is used.
e. Because it knows “Learn of potential changes in policies and practices that may make the company more competitive (e. 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.g. flexible work arrangements).co. constructive discharge) UTCL is doing this interview. IBSAR Navi Mumbai (email@example.com) Page 58 . compensation and benefits packages.• Ensure the return of keys... security cards.
• Making joining letters. • Expense related issues. • Verifying Mediclaims. • Joining formalities.EXPOSURE TO OTHER KEY HR OPERATIO S • Approval of loans. • Maintaining personal files with updated details. • Clearance certificates. • Exit interview form. • Local conveyance. IBSAR Navi Mumbai (firstname.lastname@example.org) Page 59 . • Application form.co.
” IBSAR Navi Mumbai (satishpgoyal@yahoo. Since needs are many. or hierarchy from the basic to complex. Only unsatisfied needs can influence behavior.co. they are arranged in the order of their importance.in) Page 60 .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. satisfied needs do not act as motivators.
another set of motives. sleep. It’s also providing uniforms & shoes. Salary increments.g. powerful & obvious of all human needs is the need for physical survival.co. so that they will get satisfied at their working place and get motivated to work efficiently. called safety or security needs. E. Safety eedsOnce physiological needs are met. order. That means the basic needs. It gives all hygienic factors to the workers (better working environment). which are required for them. structure. Safe working conditions etc. It’s not only providing the physiological needs at working level but at employees’ level also. & predictability in one’s environment. It also satisfy the safety needs of employees include Group insurance. IBSAR Navi Mumbai (satishpgoyal@yahoo. protection from extreme temperature etc. Provident fund.g. drink. Included in this group are the needs for food.-In workers level it is providing the basic needs (e. through wages).in) Page 61 . In UTCL physiological needs are represented by Employees’ concern for salary Basic working conditions. In UTCL security needs means the factors like Job security. gratuity. become motivators.Physiological eeds The most basic. The primary motivating force here is to ensure a reasonable degree of continuity.
It’s definitely provides job securities to its employees because once employee get in to the organization. Self-Esteem eedsNext in Maslow’s hierarchy is esteem or egoistic needs. Job title. the chances of retrenchment is very less till the employee has not done any thing misconduct.Safe working conditions. These needs arise when physiological & safety needs are satisfied. Grievance procedure. There present the peer acceptance. System of seniority to govern lay-off etc. Peer/supervisory recognition.co. Belonging & Love eeds The belonging & Love needs constitute the third level in the hierarchy of needs. IBSAR Navi Mumbai (satishpgoyal@yahoo. Challenging works. Because of these reasons employees can satisfy their safety needs. That’s why employees are very friendly. In the work place of UTCL. Professional friendship & Friendly supervision in the organization. In UTCL the work groups are very co-operative. self-esteem needs are. Responsibility etc. merit pay.in) Page 62 . The Group fulfils these needs by giving Challenging work assignments. So there is completely a friendly working environment. That is the reason for low attrition in the organization. Here the managers also encourage informal group.
2. which impacts directly on the success of UTCL group.Performance appraisals. medical. the needs for self-actualization comes.So they are in the position that they are satisfied with all the needs. In this way UTCL satisfies the self-esteem needs of employees.All top level employees.. So the employees are getting motivated and performing efficiently in the organization. Now they are helping their juniors for the betterment of the organization. Performance recognition. That’s why the attrition rate is less in the organization. 3.V. IBSAR Navi Mumbai (satishpgoyal@yahoo. 4.in) Page 63 . All the five needs of Maslow’s hierarchy are fulfilled by UTCL. The employees who are in the highest position in UTCL are comes under these needs like: 1. Self-Actualization eedsFinally if all the above four levels’ needs are satisfied.GM etc. conveyance allowances etc.President.P. education.co. which is one of the reason for the success of the companies. They are getting all types of facilities like mobile. Involving employees in goal setting & decision making.
minute things by observations. Co-ordination with all departments is very necessary especially with Finance Department. I felt an open culture. it might be in terms of knowledge. soft spoken & good in handling people. which could not be learnt simply by reading books theoretically. if not done it hinders the work whenever these are required for reference in medical claim formalities. appraisal etc. behavior or personal traits etc. • Many a times I felt people are not open to new ideas and they are resistant to change.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. Maintaining files in systematic manner with each & every detail is very important. • I have gained some learning from every individual working here. • I have also learnt that a HR person should be very polite. The practical experience was totally different. • I also learned how much the values and culture of the organization impacts the employees productivity. • 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. Like here the Seniors were approachable in nature. which was a very good opportunity I got during my project. IBSAR Navi Mumbai (satishpgoyal@yahoo. skills. • I have learned many small.in) Page 64 . • When I saw my senior people doing each & every kind of work I came to know how much important is each & every work. • As I worked with the employees of HR department in the organization during the project they shared their experience and learnings with me.
OBSERVATIO S A D FI DI GS During the study of the project I observed different functions of the HR Department. 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. so that the employees can work efficiently & smoothly . IBSAR Navi Mumbai (email@example.com. 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. I also got knowledge about how the organization is following their values in a very sincere way. As I worked on the ERP system of the organization. I learnt how and what types of facilities are being provided to the employees .in) Page 65 . I came to know that how they are maintaining the database of the employees for all departments region-wise & its importance. 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.
co-ordinated for effective output. • Organizations must enhance work force motivation to improve productivity. new vacancies. • 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 Key Related Areas are properly designed & clearly mentioned to employees. • Goal Setting programs undertaken with schedule to find potential prospective employees for higher posts.co. This will enhance the personal productivity. Recruitment proper planned. • Interdependency of different departments should be well studied.in) Page 66 . • The employee goals are well studied and structured.RECOMME DATIO S • The company should give the compensation as per to the skills. discussing the on job responsibilities. structured according to openings in plant. Workers must be encouraged and motivated to develop a customer satisfaction mind set. giving training. IBSAR Navi Mumbai (satishpgoyal@yahoo. so that the employees could do the efficient work.
4.OME CLATURE A D ABBRIVIATIO 1.House Rent Allowance.Viscose Filament Yarn.Key Performance Indicator. EPM: .Leave Travel Assistance IBSAR Navi Mumbai (satishpgoyal@yahoo. HRA: . 6.Cement Research Management. 9. LTA: .Own Your Own Car Scheme. VFY: .Ready Mix Concrete. 8.Ultratech Cement Ltd. KPI: . VSF: . 3. UTCL: .in) Page 67 . 11.Enterprise Performance Management. 2. 7. OYOCS: . 10. RMC: . ERP: .Enterprise Resource Planning.co. CRM: .Viscose Staple Fibre. 5.
The process is usually Manager driven and the staff member is expected to be compliant in the interview .co. Sometimes. Actual rating of subjective factors like initiative & personality of employees may not be on scientific lines.LIMITATIO S During the project there were various constraints. The review is done in retrospect and is an average of six months old. The process is usually done in a rushed manner to meet a budget development process and therefore loses its relevance to performance .in) Page 68 . causing de-motivation . which were faced. Method of Appraisal unreliable. Superior may be biased. so recollection of events is poor . The opinions of staff and manager are often in opposition.proper weightage may not be given to different qualities to be rated. Results of merit rating are not accurate unless factors in the assessment are relevant. The process usually involves the Manager giving their opinion and the staff member having to defend the position. rather than a positive discussion . IBSAR Navi Mumbai (satishpgoyal@yahoo.
com www.V.in) Page 69 .GA KAR Personnel Management Himalaya Publication IBSAR Navi Mumbai (satishpgoyal@yahoo.B.BIBILIOGRAPHY: References: Websites: www.MAMORIA & S.adityabirla.grasim.co.com Text Books: STEPHE S ROBBI S C.bizhrguide.com www.
Section –2 –KRA KRA No.Karnataka) Description: • To achieve market growth for both Birla Ready Mix & Ultra Tech Concrete.X .. KRA No.2 CREDIT CONTROL • Description: Reduction of critical o/s . ABG Performance Doc. • Develop/ harmonize team operations of plant / marketing for achieving customer satisfaction & maximum output. of days. Reducing no. Div. • Focus on future commercial / dedicated expansions.co.:07/01/2007 – 06/31/2008 Section-1 –JOB PURPOSE RMC (Zonal Head. optimizing of resources.3 OPTIMIZATION OF RESOURCES IBSAR Navi Mumbai (satishpgoyal@yahoo. • Ensure achievement of both sales & credit targets.A EXURE-1 Process of Performance Appraisal Employee Evaluation at Managerial Level Mr. Desig.in) Page 70 . KRA No.1 SALES & MARKET SHARE • Description: To achieve the Sales Targets as per Budget with increase in market share.
4 CUSTOMER SATISFACTION • Description: Ensuring customer satisfaction KRA No.Measurement: To be monitored monthly via-a-vis budget.in) Page 71 .Comments: Market share improved from last year 19% to this year 23% despite construction industry showing trends of slow down.6. KRA No.m. Section-3.m achieved 47177 cu.Description: Credit control Weight : 10% IBSAR Navi Mumbai (satishpgoyal@yahoo.Comments: As against budgeted volume of 49920 u.STATUTORY COMPLIANCES • Description: Ensuring operation of plants with all legal compliances. Rating: Exceeds-110-117% Goal 2 : Supports KRA No.Description: Achieve & retain market share as per sales target.EMPLOYEE GOALS Goal 1: Supports KRA No.1 Weight-20% 1.2 1.• Description: Optimising Manpower resources to generate maximum output. 3.co.1 Weight-5% 1. 3.Measurement: Actual sales achieved every month compared with targeted volumes. loss due to strike.5 MARKET EXPANSION • Description: Market expansion for commercial & dedicated plants. KRA No. 2.Description: To achieve the Sales Targets as per Budget. 2. Rating: Far exceeds Expectation>120% Goal 3: Supports KRA No.
t. Rating: Far Exceeds Expectation>120% Goal 6: Supports KRA No.Measurement: Feedback from Customers. maximizing output forpumps/plant.3 Weight:20% 1. 2.Description: Ensure Customer Satisfaction 2. 2. the sanctioned manpower & Training for maximum .r. Rating: Far Exceeds Expectation>120% IBSAR Navi Mumbai (satishpgoyal@yahoo. Feedback from customers obtained & periodically analysed.2.Comments: Harmonius operation was ensured by timely requirement & in house training. Rating: Exceeds>110-117% Goal 5: Supports KRA No.Comments: Mobile testing facility started at Banglore. 3.4.Measurement: Availability w.5.in) Page 72 . Outstanding as compared to the budget.Comments: Critical outstanding reduced from 179 lacs to 156 lacs.All major accounts reconciled. Rating: Exceeds Expectation>120% Goal 4: Supports KRA No.Comments: Market expansion in Manglore and Mysore achieved with in two months of commercial production achieved market share of 25%.Description: Market expansion for commercial & dedicated plants.Measurement: As per expansion plans based on market potential. 1. Weight:10% 1.Measurement: Monitor the same every month for number of days & reduction in critical.Description: Optimising manpower resources.co. 3. Weight:10% 3. 3.output & harmonious operations etc.
• Achieve & Retain market share: Market share of 22% achieved. • Market Expansion through dedicated plants: 1captive plant started & successfully running.m achieved 263000 cu.co.Goal 7: Supports KRA No. 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. No. Of safety trainings imparted to staff & workers.Comments: Training programs/Demos conducted in all plants. Shortfall mainly due to 18 days of strike by sand suppliers. • Optimisation of Resources: with in 2 months of operation. Weight: 15% 1. 3.in) Page 73 . IBSAR Navi Mumbai (satishpgoyal@yahoo. • Ensure customer satisfaction: Mobile concrete Training facility introduced. • Credit Control: No.Measurement: 100% statutory compliance. Improvement of 3% onYOY basis. Major Challenges: Creating differentiation in product & services to enhance brand premium.6.Description: Ensure operation of plants with all legal compliances. Safety norms followed in all plants.m. of days o/s reduced from 38days to 27days. • Ensuring legal compliances: All legal compliances are met. 2.
• BLK project plant.EMPLOYEE COMME TS Section 7. a good initiative. • New products to be pushed & new plants have been well established. Section 5. otherwise would have achieved. • Cr control has significantly improved but still more needs to be done & focused into.Training eeds Section 8.VALUES Values Commitment Passion Seamlessness Speed Section 6.in) Page 74 .Manager’s COMME TS – • Sales target impacted due to 18 days strike.Career Aspiration A EXURE-2 IBSAR Navi Mumbai (firstname.lastname@example.org.
co.IBSAR Navi Mumbai (email@example.com) Page 75 .
co.A EXURE.in) Page 76 . Signature of the Employee Date: Signature of HR IBSAR Navi Mumbai (firstname.lastname@example.org 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.
co.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.in) Page 77 .
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