A PROJECT REPORT On Study of HR Practices & Process of Performance Appraisal

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 (satishpgoyal@yahoo.co.in) Page 1

Table of Contents CHAPTER O.
1 2 3 4 5 6

TITLES
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

PAGE O.
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 (satishpgoyal@yahoo.co.in)

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Acknowledgement
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 (satishpgoyal@yahoo.co.in)

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in) Page 4 . Satish P. Pune under my guidance and direction.Goyal .CERTIFICATE FROM THE FACULTY GUIDE This is to certify that the project work entitled “Study of HR Practices & Process of Performance Appraisal ”. ame : Dr. worked under Aditya Birla Group ( Grasim Industries ) is a bonafide work carried out by Mr. Signature of the Guide. : : IBSAR Navi Mumbai (satishpgoyal@yahoo.a candidate for the MBA June (2007-2009) Examination of Tilak Maharashtra University.co. avi Mumbai.Ginlianlal Buhril Designation : Director Address Date Place : IBSAR.

Pune. 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. Satish P. a candidate for the MBA June (2007-2009) Examination of Tilak Maharashtra University.Goyal . worked under Aditya Birla Group ( Grasim Industries ) is a bonafide work carried out by Mr.co.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 ”. Head : Internal Guide : External Guide: Date Place : : IBSAR Navi Mumbai (satishpgoyal@yahoo.

why it is necessary. retaining them. how it is practically implemented. Selection done.R. what primary factors are considered . and helping them to both continuously grow and contribute their best to the organizations. IBSAR Navi Mumbai (satishpgoyal@yahoo. This is a brief study done to have understanding of the subject 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. In most organizations the problems of getting the competent and relevant people. With reference to the HR Practices brief knowledge has been gained how the Recruitment cycle functions. 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. 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. Here the HR practices of the company have been explained to understand how the company follows these practices and the performance appraisal process adopted. The practical knowledge has been gained mainly by observing all the activities taking place in the H. keeping up their motivation and morale. Training Calendar prepared.R. what does compensation & cost to company means and the steps of performance appraisal. are now viewed as the most critical problems. The realization has come about because of increasing complexity of the task of managers and administrators.Executive SummaryThe importance of personnel management is being increasingly realized in industrial and nonindustrial organization both in India and abroad.in) Page 6 . department.co. how data is maintained and finally the evaluation done. based on the primary research in Ultratech Cement Limited. its implications & the benefits. So with this reference the project titled Study of Study of HR practices & process of Performance Appraisal has been conducted.

Malaysia and Korea. as well as India's leading copper producer. UK.co. Laos. Egypt. IBSAR Navi Mumbai (satishpgoyal@yahoo. Canada.000 employees belonging to over 25 different nationalities on its rolls.Company Profile Aditya Birla Group is India's first truly multinational corporation. • Among the top 5 mobile telephony companies. • The 2nd largest player in viscose filament yarn. Its copper smelter is today the world's largest custom smelter at a single location. In 2007. Italy. In India: • A premier branded garments player. Hungary. Aditya Birla Group has its presence in 20 countries – India.in) Page 7 . Brazil. Globally the Aditya Birla Group is: • A metals powerhouse. Hindalco deals in Aluminium and Copper and is an industry leader in both. is a Fortune 500 Company. Hindalco: It has established been in 1958. Hindalco is the world's largest aluminium rolling company and one of the biggest producers of primary aluminium in Asia. France. among the world’s most cost-efficient aluminium and copper producers. 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. USA. Indonesia. Thailand. Philippines. from its fold. Luxembourg. Australia.00. Germany. • The 2nd largest in the Chlor-alkali sector. It is also the largest aluminium rolling company and one of the 3 biggest producers of primary aluminium in Asia. Switzerland. China. Hindalco. The group has an annual turnover of US$ 24 billion and has over 1.

asset management and other financial services. branded garments.Aditya Birla uvo: Aditya Birla Nuvo is a diversified business conglomerate with interests in viscose filament yarn (VFY). fertilizers. telecom. through its subsidiaries and joint ventures has made forays into life insurance. Grasim itself is a multi-product company with cement being the major area of focus. IT services. Grasim acquired the well-known Dharani Cements Ltd situated at Reddipalayam. Grasim embarked on a most prestigious project of one million top capacity cement plant at the existing locations. carbon black.Ultra Tech Cement manufactures and markets Ordinary Portland Cement. Perambalur District. business process outsourcing (BPO). textiles and insulators. Aditya Birla Nuvo. Now a day the cement division of the Grasim industries Limited works under the banner of the Ultratech Cement limited (UTCL). GRASIM I DUSTRIES LIMITED is the flagship company of Aditya Birla Group.in) Page 8 . UltraTech cement comprises the erstwhile cement business of L&T which was acquired by the group. Its export market includes countries around the Indian Ocean. READY MIX CO CRETE IBSAR Navi Mumbai (satishpgoyal@yahoo. In August 1998. Together the two companies under the group account for a substantial share of the cement market in India.co. It is the country's largest exporter of cement clinker. Portland Blast Furnace Slag Cement and Portland Pozzolana Cement. Europe and the Middle East. Africa. Ultra Tech Cement: The Groups cement business is under both Grasim and UltraTech cement. Soon after the acquisition.

in) Page 9 . UltraTech. waterways. which makes good concrete better. factories. It was in 1824. To ensure quality. cement (commonly Portland cement). cured and protected also play a great role. Shrink-mixed concrete is partially mixed at the central plant and its mixing is then completed en route to the site.co. it was not widely used until World War II. bridges. 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. the Aditya Birla Group Company. strength and performance. it is only one of several components in modern concrete. when several large docks and bridges were constructed. water supply and sewage systems. This type of concrete is sometimes transported in an agitator truck and is also known as transit-mixed concrete. water and admixtures. As concrete dries. Although people commonly use the word cement as a synonym for concrete. mass transit systems. Concrete is used more than any other man made material on the planet. However. The making of concrete is a science as well as an art. aggregate (generally gravel and sand).e. airports. compacted. each and IBSAR Navi Mumbai (satishpgoyal@yahoo. different types of concrete are categorized according to their method of installation. it acquires a stone-like consistency that makes it ideal for constructing roads. And an art because it is not just the accurate proportioning which determines the quality of concrete. 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. placed. railroads. Today. 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. Ready or pre-mixed concrete is batched and mixed at a central plant before it is delivered to a site. The secret of good concrete lies in the degree of quality control and technical parameters of the mix. but the way it is mixed.Concrete is a hardened building material created by combining a binder i. when Joseph Aspdin and Isaac Charles Johnson refined synthetic cement that Portland cement came into existence.

tested as per BIS for size. protected from weathering conditions and influence of external environment such as air.co. 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. Fine aggregate Sand. durability and performance. Coarse aggregates Coarse aggregates — free from clay. placing of concrete till testing of concrete — UltraTech ensures flawless operation in every stage. the fine aggregate used in concrete must be free from silt. Cement Fresh cement. clay. it's all about putting together the right ingredients for that perfect recipe. sugar. acids. UltraTech Concrete directly purchases sand from selected and approved suppliers tested for moisture content. To maintain the correct water-cement ratio. weeds and other organic materials. impact value and crushing value etc. which affect the concrete quality and durability.. moisture etc. UltraTech Concrete plants use moisture sensors and an automatic water correction procedure. which in turn pump it directly into the concrete silos thus protecting it from the external environment. alkalies. These coarse aggregates are a vital ingredient of good concrete. salts. transportation. organic materials is IBSAR Navi Mumbai (satishpgoyal@yahoo.every sample of concrete passes through stringent tests in fresh and hardened state to ensure strength. UltraTech Concrete directly sources the aggregates from selected and approved suppliers. free from impurities such as oil. Clearly. UltraTech Concrete plant uses fresh cement directly procured from the cement plants through cement bulkers. gradation. shape. How does UltraTech Concrete make good concrete better? Right from selecting the raw materials to batching and mixing. Water Potable water.in) Page 10 . is an important ingredient of concrete. salts and organic materials to prevent shrinkage cracks.

The workability is measured for every batch through the slump cone and is controlled using a scientific method of dosing. as there is possibility of the concrete drying out and losing its workability and plasticity. IBSAR Navi Mumbai (satishpgoyal@yahoo. Qualified and experienced engineers monitor the entire operation.co. Mixing is generally done through high efficiency pan mixers (machine mixers / turbo mixer) to ensure uniform and consistent quality concrete. very important to satisfy the strength and durability criteria of concrete. UltraTech Concrete uses water tested at frequent intervals and uses water purifiers whenever necessary. 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.in) Page 11 . Transportation The transport of concrete from its place of mixing to the delivery point is very critical. UltraTech Concrete transports concrete from its ready mix concrete plants to the site through transit mixers. UltraTech Concrete is equipped with computerized batching and mixing plants to strictly monitor the quality of the concrete. The water-cement ratio.ideal for concrete. 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. Placing the concrete is expedited scientifically by specialized delivery trucks. 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. 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. Further.

000 employees. Rajashree Birla Focusing on: health care. belonging to 25 different nationalities.700 villages Reaching out to seven million people annually through the Aditya Birla Centre for Community Initiatives and Rural Development. In India. sustainable livelihood. education. infrastructure and espousing social cause. IBSAR Navi Mumbai (satishpgoyal@yahoo.in) Page 12 .co. . Over 50 per cent of its revenues flow from its overseas operations. spearheaded by Mrs.It is anchored by an extraordinary force of 100. 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.

Seamlessness. In large organizations. Integrity. Commitment. Mission of the company: To deliver superior value to the customers.in) Page 13 .co. Speed. Vision of the company: To be a premium global conglomerate with a clear focus on each business. These together constitute what they call their “Value”. mission and values. such shared understanding cannot be created through leadership of individuals alone. shareholders. IBSAR Navi Mumbai (satishpgoyal@yahoo. of beliefs. employees and society at large. when they understand the organization. of conviction. Passion. People understand an organization through its values by experiencing the culture that values create and by using the systems and processes that values define. Values of the company: People contribute when they relate to an organization and they relate. it requires leadership of principles.About Ultratech Cement Ltd Ultratech Cement Ltd is having its own vision.

in) Page 14 .co.Organizational Chart RMC Central IBSAR Navi Mumbai (satishpgoyal@yahoo.

in) Page 15 .Head RMC Head HR Head Mktg & Sales Head Tech. 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.co.in) satishpgoyal@yahoo.

co.RMC HR Head HR Recruitment specialist Assistant Poornat a/MIS Org.co. Development MS/PM S Training School Zonal Coordinators North/East/West/South City HR/IR & Safety IBSAR Navi Mumbai (satishpgoyal@yahoo.in) Page 16 .in) satishpgoyal@yahoo.

In fact. KPI's For HR PRACTICES Some of the key performance indicators for Human Resources include but are not limited to the following. 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. 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. effective. good planning and the development of effective practices make regulatory compliance much easier. well-communicated. • Employees’ clarity on HR policies • Employees’ clarity on roles.co.in) Page 17 . HR and business practices as it depends on meeting the requirements of mandated laws and regulations. HR practices helps in increasing the productivity and quality.Introduction HR PRACTICES The success of any business depends as much on appropriate.

The objective of HR Practices is to increase productivity and quality. 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. • 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. BecauseTransparent HR practices ensure continuous business growth in every organization.co. IBSAR Navi Mumbai (satishpgoyal@yahoo. it helps the employees to know what their perks charts are. 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. timeliness and quality as it accomplishes increases productivity overall. So it creates a transparency. The success of company motivates the employees of organization to continue relationship with it. As all the employees Perks chart has been mentioned according to their designation in the HR practices. OBJECTIVE OF HR PRACTICES:The main objective of HR Practices is to differentiate the organization from its competitors by effective and efficient HR Practices. By following this.in) Page 18 . It gives the suitable working environment to the employees.• 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. but also ensure a greater level of efficiency. and to gain the competitive advantage of a workforce strategically aligned with the organization’s goals and objectives. As The Transparent HR practices can reduce attrition. the organization does its whole work process.

HR function is very important in every organization. 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. I believe the HR Practices is a vital part of an organization.OBJECTIVE of the PROJECT As we know the whole function of HR department depends upon the HR Practices of the organization. To understand how the organization would achieve its goals by implementing good HR Practices. All the rules & regulations for the employees have been also mentioned in this. It helps the organization to manage not only the people of the organization but to manage all the working processes in it also. To understand the work culture of the organization. So the study of the HR Practices means basically the brief study of all HR functions in the organization. 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. Which things to be done and which things should not be done depend upon this only. effective HR Practices. To know what are the uses of HR practices for any organization. All companies are having their HR Practices but the company who is having the best. which helps the organization to achieve the goal of the organization. The HR policies of the organization have been mentioned in the HR Practices. All the welfare of the employees’ processes is also mentioned in this. is the most successful company among its competitors. HR is IBSAR Navi Mumbai (satishpgoyal@yahoo. The main objective of the project is To understand the HR practices followed & Process of Performance Appraisal.co. So the company can get success within its competitors by applying best.in) Page 19 .

acquiring their services.management function that helps managers to recruit. and activities designed and carried out. functions. redefine.co. revitalize & restructure the Organization architecture. renew. Definition of HRMHRM is concerned with the people dimensions in management.in) Page 20 . Since every organization is made up of people. revisit. 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. UTCL has also its HR Practices. reinvent. HRM is planning. maintenance and separation of human resources to the end so that individual. The HR practices of Ultratech Cement Ltd (RMC Division) are as follows: IBSAR Navi Mumbai (satishpgoyal@yahoo. development. This is effectively done with the help of alignment & integration of HR policies & strategies with business goal & objectives. select. compensation. integration. HR practices of ULTRATECH Cement Ltd (RMC Division) Effective and Efficient HR practices are very much important for every organization. Human Resource Management initiatives in any Organization endeavor to change. developing their skills. train and develop members for an organization. directing and controlling of the procurement. organizational and social objectives are accomplished. HR refers to set of programs. organizing. So. Obviously HR is concerned with the people’s dimensions in organizations. which helps it a lot to achieve the targets.

• To search for talent globally and not just within the company. • To develop an organisational culture that attracts competent people to the company. IBSAR Navi Mumbai (satishpgoyal@yahoo. Edwin B.in) Page 21 . Flippo has defined it as “ the process of searching for prospective employees and stimulating them to apply for jobs in the organization. • To design entry pay that competes on quality but not on quantum. • To anticipate and find people for positions that do not exists yet. 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. • To infuse fresh blood at all levels of the organization.co.1. “ OBJECTIVES of RECRUITME T • To attract people with multi-dimensional skills and experiences that suti the present and future organizational strategies.

exit).in) Page 22 . Governmental factors IBSAR Navi Mumbai (satishpgoyal@yahoo. kind of employees needed. 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. EXTER AL FACTORS Socio-economic factors Supply & Demand factors Employment Rate Labour market conditions Political. Legal.PROCESS • Finding out the requirement (hiring vs. • Developing suitable techniques to attract suitable candidates.co. • Stimulating as many candidates as possible. services Role of trade unions Cost of recruitment Company’s name & fame.

Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization.in) Page 23 . IBSAR Navi Mumbai (satishpgoyal@yahoo. Hence. organizations have to respond quickly to requirements for people. it is important to have a well-defined recruitment policy in place. which can be executed effectively to get the best fits for the vacant positions. A combination of internal recruitment. 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. and executive search is leveraged to meet up to the changing needs of the organization In today’s rapidly changing business environment.co.

what qualities and attitudes are desirable and what characteristics are a decided disadvantage. 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. the 'cost' of poor selection is such that. completion of a form) will vary according to the posts vacant and numbers to be recruited. Effectively. Interviewing can be carried out by individuals (e. to attract staff with high reputations from existing employers to the recruiting employer.e. 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. The form on which the applicant is to apply (personal appearance. etc. antidiscrimination legislation either directly or indirectly. supervisor or departmental manager).Selection It is one area where the interference of external factors is minimal. 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.g. Recruitment of staff should be preceded by: An analysis of the job to be done (i. However. Outsourcing is also done through consultancies by mentioning the requirement.e. letter of application. race. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best result. Equally some small organizations exist to 'head hunt'. For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection. number and time. those who recruit and select should be well trained to judge the suitability of applicants.in) Page 24 . i. by panels of interviewers or in the form of sequential interviews by different experts and can vary IBSAR Navi Mumbai (satishpgoyal@yahoo. even for the mundane day-to-day jobs.co.

Ultimately personal skills in judgment are probably the most important. prospective potential.in) Page 25 . leadership abilities etc. motivation. knowledge.from a five minute 'chat' to a process of several days. 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. HR Department takes the candidates IBSAR Navi Mumbai (satishpgoyal@yahoo. Largely the former consists of teaching interviewers how to draw out the interviewee and the latter how to rate the candidates. For consistency (and as an aid to checking that) rating often consists of scoring candidates for experience. (according to the needs of the post). physical/mental capabilities. intellectual levels. Then they tell to the HR Department.co. Training in interviewing and in appraising candidates is clearly essential to good recruitment.

Req Agency 3. then does the short-listing. HOD Requisition for Vacancy to be as per Org Chart HR 1. Then offer letter is been given to the selected candidate. After this the recruitment process ends with this.from Data bank of company.in) Page 26 . The Chart of Recruitment & Selection Process has been given here. The employee then joins in the organization. Poornata etc. Data bank 2. then does the scheduling for the interview.co. Then the company arranges the Induction Program for the employee. Poornata E D Scheduling the interview Induction Joining Offer Letter Selection & egotiation Short Listing IBSAR Navi Mumbai (satishpgoyal@yahoo. After this the selection and negotiation process occurs.

Ending with effective exit interviews.co. Performance Management System It is a structured method of formally and objectively evaluating employees’ performance with respect to their objectives. and abilities with the organization's human capital needs and business objectives. and retain key employees. However. which in turn. motivate. Employee development. An effective Performance Management System should achieve the following: Review the employment cycle of every employee. the Performance Management System helps an organization identify. continuously monitoring performance and evaluating it. drives bottom-line business results. developing the capacity to perform. training and development. skills. but also to retain them and get best out of them.2. recruit.in) Page 27 . 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. It provides with input for annual increments. Most organizations focus on an annual evaluation process for employees and call that Performance Management. Employee’s knowledge. Furthermore. a Performance Management System is essential to the success of any organization because it influences the effort expended by employees. Beginning with the recruiting process. annual evaluations are often subjective and can lack specific measurements and supportive data to help the employee truly improve their behavior. Employee Performance management includes planning work and setting expectations. IBSAR Navi Mumbai (satishpgoyal@yahoo. Simply putting. It addresses the issue of an employee’s development by providing them with structured and in-depth analysis of strengths and areas of improvement. For an organization the aim should not be just to have the best people.

• Identify individual skills. core competencies. Decide on layoffs. • Identify training needs. Determine increment in pay of employees. IBSAR Navi Mumbai (satishpgoyal@yahoo. strength & weaknesses. • Assist employees in setting goals.co.in) Page 28 . • Improve communication. HR Performance Management System can be performed in three steps: Needs Analysis Identifying Competencies Development of effective Performance Management System. and adapting to.Support the organization in developing and sustaining a culture that recognizes and rewards individual contributions and team performance. Promote a work climate that requires employees to remain flexibly focused. change in the work environment. Decide need for training Decide salary & related issues. Determine promotion of employees. For instance. PURPOSE For Administration• • • • • • • • Document HR decisions with regards to performance & its related issues. employees can manage current tasks and unit goals while keeping pace with. Determine retention or termination. Determine transfer & change in job assignments. For Development• Provide performance feedback to all concerned.

Method employed • Rating & Contribution Management by Objectives (MBO)- • Advanced by Peter F. If not achieved identify reasons for deviation. Suggest changes in job analysis & standards if necessary. Adjust actual performance due to environment influence. verifiable & measurable. way back in 1954. Communicate standard & expectation to employees. IBSAR Navi Mumbai (satishpgoyal@yahoo. Drucker. Compare actual performance with set standards & find out deviations. MBO is a process whereby superior & subordinate managers of an organization jointly identify its common goals. Follow up. The MBO focuses attention on participatively set goals that are tangible. Measure actual performance. During performance appraisal period the superior & subordinates update & alter goals as necessary due to changes in business environment.co. During last decade about 50 organisations have adopted MBO in work settings. 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. 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 . by following instructions. SYSTEM of Performance Appraisal – a) b) c) d) e) f) g) Establish Performance Standard.

in) satishpgoyal@yahoo. Mainly the performance management of UTCL is done by online system includes the following basic processes 1.co. • Personal Prejudice. Annual goal setting Mid year review Annual performance review IBSAR Navi Mumbai (satishpgoyal@yahoo.PROBLEMS• Rating biases• Halo effect • Error of central tendency.co. • Recency effect. 2. 3.in) Page 30 .

Measurement Criteria. Assigning Weightage and due date for completion of specific goals as already discussed offline. Then they notify the same to their manager/immediate supervisor and await approval. Then the employees fill their goal setting document in the Poornata system. Goals.Annual goal setting – In the month of April/May every year.in) Page 31 . all teams identify their KRA’s and goals for the forthcoming financial year. The approval of the goals set by the managers completes the goal setting process. listing the KRA’s. These documents can also be viewed by manager’s manager (Reviewer) for their indirect subordinates.co. after the annual planning and budgeting rounds.1. IBSAR Navi Mumbai (satishpgoyal@yahoo. This process occurs by offline. The manager recommends any changes if required or else approves the goals set in the document. The approved documents will be then available to the employees as well as their managers for the reference throughout the year.

The manager then discuss the performance of the employee with him/her off-line. 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. The mid year review does not entail any ratings.2. IBSAR Navi Mumbai (satishpgoyal@yahoo. 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. online in the Poornata system and submits the same to his manager for review. 3. Annual Performance review: The annual performance reviews against goals set and achieved held during the months of AprilMay every year. 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.co. 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 employee completes his self-review /appraisal against goals set.in) Page 32 . 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.

what the trainees are expected to be able to do at the end of their training.3. The internal training department aims at improving the skill sets relevant to the work profile of employees. • This includes improving communication • Different skills • E-mail programming • Operation systems. existing staff etc. The design of the training program can be undertaken only when a clear training objective has been produced. frequency of training and development programs and budget allocation. Training and development programs can also be designed depending upon job requirement and analysis. The company has a strong focus on manpower training according to their requirements.e. which get rolled out in a phased manner through training calendar. Training and Development The needs of individual are objectively identified & necessary interventions are planned for identified groups. The programs also cover the identification of resource personnel for conducting development program. IBSAR Navi Mumbai (satishpgoyal@yahoo. Selection of trainees is also facilitated by job analysis.co.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. The training and development program is charted out to cover the number of trainees.

the trainer translates it into specific training areas and modules. Training strategies – Once the training objective has been identified. trainer comes in the position to select most appropriate tactics or methods or techniques. interpersonal. trainer decides upon the content to be delivered.in) Page 34 . skills. experience. needs and expectations of the trainees are some of the important factors that affect training design.co. educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. age. Training topics – After formulating a strategy. judgmental skills in order to deliver quality content to trainers. Trainers break the content into headings. The method selection depends on the following factors: IBSAR Navi Mumbai (satishpgoyal@yahoo. The trainees – A good training design requires close scrutiny of the trainees and their profiles. experience. Trainees’ learning style – The learning style. 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. topics and ad modules. positive perception for training program. These topics and modules are then classified into information. etc. what could be included. and attitudes. knowledge.Training DesignThe trainer – Before starting a training program. Training climate – A good training climate comprises of ambience. tone. a trainer analyzes his technical. The trainer prepares the priority list of about what must be included. Age. feelings.

co.• Trainees’ background • Time allocated • Style preference of trainer • Level of competence of trainer • Availability of facilities and resources.in) satishpgoyal@yahoo.co.in) Page 35 . etc lities Improve performance 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. Hence we can say that Training is offered to operatives. which will be helpful to employers in higher positions. Development is not primarily skills oriented. An employee undergoing training is presumed to have had some formal education.co. Efforts towards development often depend on personal drive and ambition. Instead it provides the general knowledge and attitudes. Development: Development means those learning opportunities designed to help employees to grow. Development provides knowledge about business environment. specific industry analysis and the like is useful for better management of a company. The Training Inputs are • Skills • Education • Development • Ethics • Problem Solving Skills • Decision Making • Attitudinal Changes IBSAR Navi Mumbai (satishpgoyal@yahoo. computed as follows. Development activities such as those supplied by management development programs are generally voluntary in nature. management principles and techniques.“Training & Development is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning. 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.in) Page 36 . human relations. Training & Development Need = Standard Performance – Actual Performance Training: Training refers to the process of imparting specific skills.

flexibility and capacity for growth in an organization • Accidents. absenteeism.co. 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.in) 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.Importance of Training & Development • Helps remove performance deficiencies in employees • Greater stability.

6. 3. 2. 9. 3. 5. 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. 2. 4. 5. IBSAR Navi Mumbai (satishpgoyal@yahoo.co. 4.in) Page 38 . 2. 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. Performance Appraisals Interviews Questionnaires Attitude Surveys Training Progress Feedback Work Sampling Rating Scales Group Level Training eeds Identification 1. 8. 3. 7.Identification of Training eeds (Methods) Individual Training Needs Identification 1.

co. • Performance. enabling planned succession and career management. Talent Management It is a holistic and systematic process. • Learning and other capabilities around self-service. • Succession planning.5.e. This is facilitated by Development Assessment Center followed by Individual Development Plan. • Analytics IBSAR Navi Mumbai (satishpgoyal@yahoo. Senior. and has a Talent Identification and Talent Development Strategy for all the 3 levels of management i.in) Page 39 . It is built on the work done so far on people processes. across the group. • Compensation. Middle & Junior Management. The talent management process includes HR process for • Recruitment.

The term talent management means different things to different people. developing and keeping current workers and attracting highly skilled workers to work for your company. train. attract.e. • To others it is about how talent is managed generally . Talent management in this context does not refer to the management of entertainers. Talent management is a key business process and like any business process takes inputs and generates output. skills. • To some it is about the management of high-worth individuals or “the talented”.co. promote. and personal traits (demonstrated through defined behaviors) IBSAR Navi Mumbai (satishpgoyal@yahoo. This term also incorporates how companies drive performance at the individual level (performance management).in) Page 40 . develop.i. Talent management decisions are often driven by a set of organizational core competencies as well as position-specific competencies. Talent management is a professional term that gained popularity in the late 1990s. It refers to the process of developing and fostering new workers through onboarding. 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. Companies that are engaged in talent management (human capital management) are strategic and deliberate in how they source. With businesses going global and competition becoming intense. and move employees through the organization. on the assumption that all people have talent which should be identified and liberated.• Reporting. there is mounting pressure on organizations to deliver more and better than before. experience. select. The competency set may include knowledge.

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

Jobs
Jobs are general classifications of tasks performed by employees Examples : Head of Department Buyer Secretary

Secretary

Buyer

Head of Department

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Position: HOD : Purchasing Position: HOD : Sales Position: HOD : HR IBSAR Navi Mumbai (satishpgoyal@yahoo. They are held by individuals at your enterprise. but may be partially filled by more than one Job: Head of Dept.in) Page 44 .co. Positions are specific to your enterprise More than one position can be based on the same job Each position typically represents one employee.Positions Positions Positions are the concrete representation of jobs.

more than one position must be created to meet this requirement. Jobs are not staffed by employees. IBSAR Navi Mumbai (satishpgoyal@yahoo. 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. and can also be assigned its own additional tasks. A position inherits the job’s tasks.Once you have created a job. A chief position is a position designated as the leader of a particular organizational unit. Positions can be 100% staffed.co. That is the role of positions. By matching the requirements of a position and the qualifications of the employees. Vacancy is thus a declared feature for a position.in) Page 45 . Such positions become unoccupied and not vacant. If more than one person must perform jobs. we will be able to do career planning for employees and succession planning for positions. partially staffed. define the number of positions required the enterprise. or vacant. When we define a position as vacant. Positions can fall vacant due to reassignment or Separation as well. 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).

• Jobs may be created after an organizational unit exists in the model. validations.in) Page 46 . we can capture complex organizational realities with relative ease. Organizational Structure Using the basic object types – constructs of relationships is built to mirror the business edifices and processes. • You can assign cost centers to organizational units and Positions. IBSAR Navi Mumbai (satishpgoyal@yahoo. it is recommended to l create the appropriate organizational units below it.co.6. Once one organizational unit has been created. Process Flow: • Before creating all of the other necessary objects and relationships. requirements etc.co. By assigning object characteristics. the user must first create a root organizational unit.in) satishpgoyal@yahoo.

Every organization has its organizational structure. For similar jobs also the work of the employees’ has been structured properly. and Sub department. According to this every employee has some specific work. Department. It helps in decrease the overlapping of the work. • Position Details like Position Type. It helps them to perform their work. Position Sub Type. there are different departments so as to organize the work efficiently and effectively. 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.in) Page 47 . to avoid the repetition of the work with the other employees. which has been specified to him. As per their levels in different departments they will have to do their work.Inputs: Organization chart • Root org unit • Additional Org units • Jobs if Required • Positions • Details to where the positions need to be mapped. The work also depends upon their levels.co. In RMC business. IBSAR Navi Mumbai (satishpgoyal@yahoo.

To manage the different levels of work the employees have been separated in to different designations and different depts.co. grades. The designations which have been given to the employees are based on the skills they have. IBSAR Navi Mumbai (satishpgoyal@yahoo. varying experiences.in) Page 48 . According to their area of specialization. In this way the organization stands in a better position than its competitors in the competitive business. knowledge. These designations have been specified as per the standard HR Practices of the organizations. so as to make the organization different from other organizations.

Officer Engineer / Officer Asst. General Manager / General Manager Dy. President Sr. /Jr.The different designations given to the employees in UTCL (RMC Division) are given in the following table. Vice President Vice President Asst. Officer Jr. Manager Sr. Designation (s) Jt.in) Page 49 . / Asst. Vice President Sr. Officer Sr. Exc. General Manager Sr. President /Jt. Engr. Supervisor Supervisor Support Staff IBSAR Navi Mumbai (satishpgoyal@yahoo. Engr.co. Manager Asst. /Sr. Engr. Manager Manager Dy.

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. This has resulted in single integrated HR-ERP for all management cadre employees of the group. • It helps in maintaining the job description of employees. People Soft EPM offers performance management solutions for every budget and every phase of the management cycle. • It also helps in doing the data updation of the employees. These automated HR Processes will also aid in faster. efficient. align strategies with operational plans. • 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. Poornata also helps the employees in this way.7.in) Page 50 .co. timely and accurate data availability to Management for decision-making. • 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. Poornata helps a lot in the different works of the organization. • It records the compensation details for the employee. IBSAR Navi Mumbai (satishpgoyal@yahoo. 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. Human Resource Information System POORNATA. and actively monitor day-to-day operations.

Once the data of an employee entered in to Poornata (ERP). As it done only through Online. IBSAR Navi Mumbai (satishpgoyal@yahoo. or a new position may need to be created corresponding to the new combination of the attributes. It also helps them to do the reporting to the concerned person. They can also fill their problems which they face during their work and send to their departments.co. Introduction – Poornata helps in creating and updating of the positions of the employees. the employee gets a Poornata ID. Poornata (ERP) helps UTCL in the following ways Poornata helps in performing day to day roles. They can know these policies directly from the ERP system. 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. which helps the employees to know about the different policies of Organization.in) Page 51 . Each position will correspond to specific vacancy in the organization. there is no delay in getting different infomations. In this way Poornata helps not only the managers but the employees also. the same have to be updated for the position.

in) Page 52 . only when a new vacancy has arisen in the organization. Hence a position should be created in Poornata. only pre-approved positions should be entered in to the system.co.e. Company (The legal entity to which an employee /department is attached. Creating a new position A position corresponds to a specific vacancy in the organization. whereas a position number reflects a specific job description in the organization.Any individual who occupies a position will inherit the above-mentioned attributes of the position. • Poornata helps and gives hints and warns the user the important information he must know about the Poornata system. 2. should the position be created in the system. 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.e. which are more generic in nature. Position Number. i. • It provides the additional information to assist the user & provide key information. • It also shows the common error and warning messages that the user may get at the time of hiring. Department etc. Only after the offline approval has been obtained. and the approval for the same has been obtained offline.). A position is thus specific and particular opening in the organization. Updating The information for existing positions IBSAR Navi Mumbai (satishpgoyal@yahoo. as opposed to job codes. where the employee works). Job code (the job points of the employee). • It also tells the frequently asked questions with respect to hiring employees. It needs the information about regarding these: Employee ID. Location (i. Job codes reflect the job points of the jobs across the organization. The Business unit to which the employee belongs to.

The hire action will be used to capture the event of the employee’s joining the organization.in) Page 53 . The following information would be captured at the time of hiring the employee. • The position no longer exists. 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. • Organizational Restructuring. which was subsequently acquired by ABG. qualifications and dependents’ information. The HR administrator would then hire him into the system by capturing his relevant information with respect to his personal job compensation. An employee on joining the group would fill up the joining check list and the related forms as per the unit policy. 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. Typical situations are when: • The position attributes or the approved max headcount for the position has changed.From time to time the user should update the information for an existing position.co. • Joining the acquired company: This will reflect the situation where an employee had joined an organization. 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. Direct Hire Process: It helps in doing the directly hiring an employee by Poornata system. IBSAR Navi Mumbai (satishpgoyal@yahoo.

religion / caste. NIN. Broadly the processes that an employee could move through in the course of his life cycle in the organization comprise: • Probation.• Personal information – Name. gender marital status. followed by confirmation. his position a related details. • Job related information related to hiring.in) Page 54 .co. • 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. • Promotion • Pay rate change • Transfer • Resignation • Termination • Separation /Retirement IBSAR Navi Mumbai (satishpgoyal@yahoo. DOB. there would be various kinds of updation in the employee data. address.

Club membership. All the processes are aligned to reinforce the philosophy. 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. which is determined by external and internal factors. not blindly follow market practices • Compensation structure Tax efficient but compliant Common perk structure but varying amount IBSAR Navi Mumbai (satishpgoyal@yahoo. Health and Accident coverage. Retirement benefit. Compensation Philosophy of the companyIt is an outcome of what the Organization would like to pay for.co. 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. The Group’s approach towards various aspects of compensation focuses on: • Pay for performance (Variable Pay) Rewards stretch performance which is linked to business.8.in) Page 55 .

qualification and experience. Variable pay based on job band is payable at 18%. Gratuity and Superannuation. Perks and allowances are fixed as per the designations. payout of which is contingent on Business. Basic is around 42% of fixed cost without housing. Cost to Company: This is a sum of Fixed Cost and Variable Pay.Three major terms used in the company’s compensation: 1.co. CTC is decided based on designation. Balance amount is paid as special allowance. Targets for the year will be fixed and communicated at the beginning of every performance year 3. IBSAR Navi Mumbai (satishpgoyal@yahoo. 2. all perks and reimbursements and retrials such as PF. Variable Pay: This is the variable component. This includes base salary. Unit/Zone and Individual performance. Fixed Cost: It is the fixed component of the salary that is committed to an employee and is paid on monthly / annual basis. 15% and 12% of fixed cost without housing.in) Page 56 .

conversion or continuation of benefits.) IBSAR Navi Mumbai (satishpgoyal@yahoo.g. unemployment insurance. The purpose of the interview is to provide feedback on why employees are leaving.. Exit interviews offer a fleeting opportunity to find out information that otherwise might be more difficult or impossible to obtain.g. Benefits of Exit Interview Exit interviews can be a win-win situation for both the organization and the leaver. The interview can follow a structured format or be conducted on an informal basis. Traditionally. terms of a severance package. freelance or contract work. 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. The organization gets to retain a portion of the leaver’s knowledge and make it available to others.in) Page 57 . along with employee satisfaction surveys. while the leaver gets to articulate their unique contributions to the organization and to ‘leave their mark’. The exit interview is an important learning tool for employers. etc. receipt of the last paycheck. the possibility of future re-employment. exit interviews are conducted with employees leaving an organization. When properly conducted.co. the provision of references to prospective employers. the amount of unused vacation.9. Exit interviews are one of the most widely used methods of gathering employee feedback. etc. exit interviews are generally documented. what they liked or didn’t like about their employment and what areas of the organization they feel need improvement. written questionnaires can even be used in place of a face-to-face meeting. Whichever format is used. restrictive covenants or non-compete agreements. trade secret confidentiality.) • Explain company policies relating to departing employees (e. the interview provides the employer with the opportunity to: • Discuss and clarify the reasons for the termination • Clarify pay and benefits issues (e..

. constructive discharge) UTCL is doing this interview.co. IBSAR Navi Mumbai (satishpgoyal@yahoo. compensation and benefits packages. 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. security cards.• Ensure the return of keys..e.in) Page 58 .g. Because it knows “Learn of potential changes in policies and practices that may make the company more competitive (e. flexible work arrangements).

• Verifying Mediclaims.co.EXPOSURE TO OTHER KEY HR OPERATIO S • Approval of loans.in) Page 59 . • Exit interview form. IBSAR Navi Mumbai (satishpgoyal@yahoo. • Joining formalities. • Expense related issues. • Maintaining personal files with updated details. • Local conveyance. • Clearance certificates. • Making joining letters. • Application form.

” IBSAR Navi Mumbai (satishpgoyal@yahoo. Since needs are many. they are arranged in the order of their importance. satisfied needs do not act as motivators. Only unsatisfied needs can influence behavior.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. or hierarchy from the basic to complex.in) Page 60 .

It gives all hygienic factors to the workers (better working environment). & predictability in one’s environment. gratuity. Salary increments. It also satisfy the safety needs of employees include Group insurance. through wages). 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. become motivators.Physiological eeds The most basic. order. sleep. Safe working conditions etc. It’s not only providing the physiological needs at working level but at employees’ level also. another set of motives. Safety eedsOnce physiological needs are met. Provident fund.g.-In workers level it is providing the basic needs (e. structure. It’s also providing uniforms & shoes.co. drink. That means the basic needs.g.in) Page 61 . which are required for them. called safety or security needs. In UTCL security needs means the factors like Job security. so that they will get satisfied at their working place and get motivated to work efficiently. protection from extreme temperature etc. The primary motivating force here is to ensure a reasonable degree of continuity. IBSAR Navi Mumbai (satishpgoyal@yahoo. Included in this group are the needs for food. E.

merit pay. In UTCL the work groups are very co-operative. That’s why employees are very friendly. Grievance procedure. Self-Esteem eedsNext in Maslow’s hierarchy is esteem or egoistic needs.in) Page 62 . the chances of retrenchment is very less till the employee has not done any thing misconduct. In the work place of UTCL. It’s definitely provides job securities to its employees because once employee get in to the organization. IBSAR Navi Mumbai (satishpgoyal@yahoo. These needs arise when physiological & safety needs are satisfied. Because of these reasons employees can satisfy their safety needs. System of seniority to govern lay-off etc. Challenging works. Job title. self-esteem needs are.co.Safe working conditions. Belonging & Love eeds The belonging & Love needs constitute the third level in the hierarchy of needs. So there is completely a friendly working environment. The Group fulfils these needs by giving Challenging work assignments. Here the managers also encourage informal group. There present the peer acceptance. Responsibility etc. Peer/supervisory recognition. That is the reason for low attrition in the organization. Professional friendship & Friendly supervision in the organization.

All the five needs of Maslow’s hierarchy are fulfilled by UTCL. Self-Actualization eedsFinally if all the above four levels’ needs are satisfied.P..V. medical.in) Page 63 . 4.President. conveyance allowances etc. In this way UTCL satisfies the self-esteem needs of employees. IBSAR Navi Mumbai (satishpgoyal@yahoo. Involving employees in goal setting & decision making. 3. The employees who are in the highest position in UTCL are comes under these needs like: 1. which is one of the reason for the success of the companies. which impacts directly on the success of UTCL group.co. That’s why the attrition rate is less in the organization. Performance recognition.All top level employees. 2. Now they are helping their juniors for the betterment of the organization. education.So they are in the position that they are satisfied with all the needs. So the employees are getting motivated and performing efficiently in the organization. They are getting all types of facilities like mobile.GM etc.Performance appraisals. the needs for self-actualization comes.

if not done it hinders the work whenever these are required for reference in medical claim formalities. • I also learned how much the values and culture of the organization impacts the employees productivity. soft spoken & good in handling people. • I learned different HR Policies of the organization which were unknown to me before entering to the corporate world. IBSAR Navi Mumbai (satishpgoyal@yahoo. • 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. being in the HR department for 2 months. • When I saw my senior people doing each & every kind of work I came to know how much important is each & every work. behavior or personal traits etc. • As I worked with the employees of HR department in the organization during the project they shared their experience and learnings with me. which was a very good opportunity I got during my project. appraisal etc. Maintaining files in systematic manner with each & every detail is very important. • I have learned many small. Like here the Seniors were approachable in nature. skills. I felt an open culture. which could not be learnt simply by reading books theoretically. • I have also learnt that a HR person should be very polite. minute things by observations. • I have gained some learning from every individual working here.in) Page 64 . Co-ordination with all departments is very necessary especially with Finance Department.co. it might be in terms of knowledge. The practical experience was totally different.

I also got knowledge about how the organization is following their values in a very sincere way. I learnt how and what types of facilities are being provided to the employees .in) Page 65 . I got the knowledge about the different types of HR Policies functioning in the organization. I came to know that how they are maintaining the database of the employees for all departments region-wise & its importance. so that the employees can work efficiently & smoothly . IBSAR Navi Mumbai (satishpgoyal@yahoo. As I worked on the ERP system of the organization. They emphasis on providing proper working environment to their employees. 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. 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.OBSERVATIO S A D FI DI GS During the study of the project I observed different functions of the HR Department.

structured according to openings in plant. • Interdependency of different departments should be well studied. • The employee goals are well studied and structured. • Organizations need to empower their workers by allowing them greater autonomy and control and to design jobs that are more stimulating. so that the employees could do the efficient work. • Goal Setting programs undertaken with schedule to find potential prospective employees for higher posts. Recruitment proper planned. new vacancies. The Key Related Areas are properly designed & clearly mentioned to employees. discussing the on job responsibilities. giving training.co.RECOMME DATIO S • The company should give the compensation as per to the skills.in) Page 66 . • Training schedule is worked out well here with proper planning schedule. This will enhance the personal productivity. Workers must be encouraged and motivated to develop a customer satisfaction mind set. • Organizations must enhance work force motivation to improve productivity. IBSAR Navi Mumbai (satishpgoyal@yahoo. co-ordinated for effective output.

EPM: . RMC: .Enterprise Performance Management.Ready Mix Concrete.Viscose Filament Yarn.in) Page 67 . 6. CRM: . HRA: .Viscose Staple Fibre. KPI: . ERP: .Cement Research Management.Ultratech Cement Ltd.co. 4.House Rent Allowance.Key Performance Indicator. 5. UTCL: . VSF: . 9. 7.Enterprise Resource Planning. LTA: . VFY: . 11. 8. 10.Own Your Own Car Scheme. 3. 2. OYOCS: .OME CLATURE A D ABBRIVIATIO 1.Leave Travel Assistance IBSAR Navi Mumbai (satishpgoyal@yahoo.

Sometimes. so recollection of events is poor . The process is usually Manager driven and the staff member is expected to be compliant in the interview . Actual rating of subjective factors like initiative & personality of employees may not be on scientific lines. causing de-motivation . The process is usually done in a rushed manner to meet a budget development process and therefore loses its relevance to performance .LIMITATIO S During the project there were various constraints.co. IBSAR Navi Mumbai (satishpgoyal@yahoo. rather than a positive discussion . Superior may be biased. Method of Appraisal unreliable. The opinions of staff and manager are often in opposition. The review is done in retrospect and is an average of six months old. Results of merit rating are not accurate unless factors in the assessment are relevant. which were faced. The process usually involves the Manager giving their opinion and the staff member having to defend the position.in) Page 68 .proper weightage may not be given to different qualities to be rated.

adityabirla.V.GA KAR Personnel Management Himalaya Publication IBSAR Navi Mumbai (satishpgoyal@yahoo.bizhrguide.com Text Books: STEPHE S ROBBI S C.grasim.in) Page 69 .MAMORIA & S.co.B.com www.BIBILIOGRAPHY: References: Websites: www.com www.

Desig.in) Page 70 . Div. Section –2 –KRA KRA No.A EXURE-1 Process of Performance Appraisal Employee Evaluation at Managerial Level Mr.:07/01/2007 – 06/31/2008 Section-1 –JOB PURPOSE RMC (Zonal Head. • Focus on future commercial / dedicated expansions.. KRA No.3 OPTIMIZATION OF RESOURCES IBSAR Navi Mumbai (satishpgoyal@yahoo.co. KRA No. • Ensure achievement of both sales & credit targets. ABG Performance Doc.1 SALES & MARKET SHARE • Description: To achieve the Sales Targets as per Budget with increase in market share. Reducing no. • Develop/ harmonize team operations of plant / marketing for achieving customer satisfaction & maximum output. of days. optimizing of resources.2 CREDIT CONTROL • Description: Reduction of critical o/s .Karnataka) Description: • To achieve market growth for both Birla Ready Mix & Ultra Tech Concrete.X .

2 1. 3. 3. Rating: Exceeds-110-117% Goal 2 : Supports KRA No.1 Weight-5% 1. loss due to strike.m achieved 47177 cu.Description: Credit control Weight : 10% IBSAR Navi Mumbai (satishpgoyal@yahoo.4 CUSTOMER SATISFACTION • Description: Ensuring customer satisfaction KRA No.5 MARKET EXPANSION • Description: Market expansion for commercial & dedicated plants.Measurement: To be monitored monthly via-a-vis budget. Section-3.co.in) Page 71 . Rating: Far exceeds Expectation>120% Goal 3: Supports KRA No. 2.m.Description: To achieve the Sales Targets as per Budget.1 Weight-20% 1.6.Measurement: Actual sales achieved every month compared with targeted volumes. 2.STATUTORY COMPLIANCES • Description: Ensuring operation of plants with all legal compliances.• Description: Optimising Manpower resources to generate maximum output.Description: Achieve & retain market share as per sales target.EMPLOYEE GOALS Goal 1: Supports KRA No.Comments: Market share improved from last year 19% to this year 23% despite construction industry showing trends of slow down.Comments: As against budgeted volume of 49920 u. KRA No. KRA No.

Description: Optimising manpower resources.5. Weight:10% 3. Rating: Far Exceeds Expectation>120% IBSAR Navi Mumbai (satishpgoyal@yahoo. Rating: Far Exceeds Expectation>120% Goal 6: Supports KRA No.in) Page 72 . 2.All major accounts reconciled.Description: Market expansion for commercial & dedicated plants.Description: Ensure Customer Satisfaction 2. Feedback from customers obtained & periodically analysed.4.Comments: Mobile testing facility started at Banglore. Rating: Exceeds>110-117% Goal 5: Supports KRA No.output & harmonious operations etc. the sanctioned manpower & Training for maximum . Outstanding as compared to the budget.Measurement: Monitor the same every month for number of days & reduction in critical. Rating: Exceeds Expectation>120% Goal 4: Supports KRA No.Measurement: Availability w. 1.t. maximizing output forpumps/plant.3 Weight:20% 1.Comments: Market expansion in Manglore and Mysore achieved with in two months of commercial production achieved market share of 25%.Measurement: As per expansion plans based on market potential. Weight:10% 1.Measurement: Feedback from Customers. 3.r.Comments: Critical outstanding reduced from 179 lacs to 156 lacs.co. 2. 3.2. 3.Comments: Harmonius operation was ensured by timely requirement & in house training.

co. Shortfall mainly due to 18 days of strike by sand suppliers.Comments: Training programs/Demos conducted in all plants.Goal 7: Supports KRA No. IBSAR Navi Mumbai (satishpgoyal@yahoo. 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. Safety norms followed in all plants.Description: Ensure operation of plants with all legal compliances.Measurement: 100% statutory compliance. Weight: 15% 1. No. • Optimisation of Resources: with in 2 months of operation. 3. Major Challenges: Creating differentiation in product & services to enhance brand premium. • Achieve & Retain market share: Market share of 22% achieved. • Ensure customer satisfaction: Mobile concrete Training facility introduced.m.in) Page 73 .6. • Ensuring legal compliances: All legal compliances are met. 2.m achieved 263000 cu. • Market Expansion through dedicated plants: 1captive plant started & successfully running. of days o/s reduced from 38days to 27days. • Credit Control: No. Improvement of 3% onYOY basis. Of safety trainings imparted to staff & workers.

a good initiative.co.Career Aspiration A EXURE-2 IBSAR Navi Mumbai (satishpgoyal@yahoo. • Cr control has significantly improved but still more needs to be done & focused into.EMPLOYEE COMME TS Section 7. • BLK project plant.VALUES Values Commitment Passion Seamlessness Speed Section 6.Manager’s COMME TS – • Sales target impacted due to 18 days strike. Section 5. • New products to be pushed & new plants have been well established. otherwise would have achieved.Training eeds Section 8.in) Page 74 .

IBSAR Navi Mumbai (satishpgoyal@yahoo.co.in) Page 75 .

Signature of the Employee Date: Signature of HR IBSAR Navi Mumbai (satishpgoyal@yahoo.in) Page 76 .A EXURE.co.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.

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 .

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