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With special reference to ADITYA BIRLA GROUP GRASIM I DUSTRIES
R.M.C Division Head Office - MUMBAI
Submitted To TILAK MAHARASHTRA U IVERSITY, PU E Submitted by SATISH PRAKASH GOYAL MBA- H.R (2007-2009)
I STITUTE OF BUSI ESS STUDIES & RESEARCH
IBSAR Navi Mumbai (email@example.com) Page 1
Table of Contents CHAPTER O.
1 2 3 4 5 6
Acknowledgement Executive Summary Company Profile Organizational Chart Introduction About the project Recruitment Selection Performance Appraisal Training & Development Talent Management Job Analysis Organisation Structure Human Resource Information System Company Philosophy Exit Interview
3 8 9 16 18 20 22 25 28 34 40 42 47 51 56 58
7 8 9 10 11 12
Learnings Observations & Findings Recommendations Nomenclatures and Abbreviations Limitations & Bibliography Annexure
65 66 67 68 69 71
IBSAR Navi Mumbai (firstname.lastname@example.org)
It is not possible to prepare a project report without the assistance & encouragement of other people. This one is certainly no exception. On the very outset of this report, I would like to extend my sincere & heartfelt obligation towards all the personages. Without their active guidance, help, cooperation & encouragement, I would not have made headway in the project. I would like to express my sincere thanks to Major P.K.Das (GM-HR,Grasim Industries) who gave me the opportunity to work with such an esteemed organization. I owe profound sense of regards & gratitude towards Mr.Sujit Kumar (Manager- HR) who has continuously guided me & supported in all the tasks by giving me valuable insight into issues like the meaning of HR practices, its uses, objectives and tools as well as steps to be considered in developing and studying an organizational structure. I owe debt of gratitude to Ms. Deepika Mehta (Executive-HR) who has given me enough support & cooperation to me by finding time from her hectic schedule. I also thank her for guiding me, clearing the doubts & advising me in the right time to make this project a real learning experience. I am thankful to the entire employee at Grasim Industries (RMC Div.) for their cooperation during the internship. Last but not the least, I would thank Dr.M.L.Monga,( Executive Director), Dr.Ginlianlal Buhril, (Director, Navi Mumbai) , Mr.Anurag Shrivastava,(Asst.Dir.) & all my lecturers for giving me an opportunity to work with such an esteemed organization ,guiding& encouraging me throughout.
Thanking You: Satish P.Goyal
IBSAR Navi Mumbai (email@example.com)
CERTIFICATE FROM THE FACULTY GUIDE This is to certify that the project work entitled “Study of HR Practices & Process of Performance Appraisal ”.in) Page 4 .a candidate for the MBA June (2007-2009) Examination of Tilak Maharashtra University.Ginlianlal Buhril Designation : Director Address Date Place : IBSAR. : : IBSAR Navi Mumbai (satishpgoyal@yahoo.Goyal .co. ame : Dr. worked under Aditya Birla Group ( Grasim Industries ) is a bonafide work carried out by Mr. Signature of the Guide. Pune under my guidance and direction. Satish P. avi Mumbai.
Goyal . Head : Internal Guide : External Guide: Date Place : : IBSAR Navi Mumbai (satishpgoyal@yahoo. Pune. a candidate for the MBA June (2007-2009) Examination of Tilak Maharashtra University.co.in) Page 5 . Satish P. worked under Aditya Birla Group ( Grasim Industries ) is a bonafide work carried out by Mr.CERTIFICATE FROM THE U IVERSITY This is to certify that the project work entitled “Study of HR Practices & Process of Performance Appraisal ”. 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.
what primary factors are considered .Executive SummaryThe importance of personnel management is being increasingly realized in industrial and nonindustrial organization both in India and abroad. The project is aimed to cover maximum knowledge of the HR practices followed in the organization and how the performance is evaluated of employees. Here the HR practices of the company have been explained to understand how the company follows these practices and the performance appraisal process adopted. what does compensation & cost to company means and the steps of performance appraisal. how it is practically implemented. how data is maintained and finally the evaluation done. With reference to the HR Practices brief knowledge has been gained how the Recruitment cycle functions. Selection done. The practical knowledge has been gained mainly by observing all the activities taking place in the H. and helping them to both continuously grow and contribute their best to the organizations. retaining them. department.co. 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.in) Page 6 . based on the primary research in Ultratech Cement Limited. why it is necessary.R. IBSAR Navi Mumbai (satishpgoyal@yahoo. This is a brief study done to have understanding of the subject H. In most organizations the problems of getting the competent and relevant people.. So with this reference the project titled Study of Study of HR practices & process of Performance Appraisal has been conducted. 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. The realization has come about because of increasing complexity of the task of managers and administrators.R. are now viewed as the most critical problems. Training Calendar prepared. keeping up their motivation and morale. its implications & the benefits.
Hindalco is the world's largest aluminium rolling company and one of the biggest producers of primary aluminium in Asia. Egypt. Aditya Birla Group has its presence in 20 countries – India. Brazil. Hindalco: It has established been in 1958. Hindalco. It is also the largest aluminium rolling company and one of the 3 biggest producers of primary aluminium in Asia. Luxembourg. Indonesia. Malaysia and Korea.00. In 2007. France. Italy. Its copper smelter is today the world's largest custom smelter at a single location. • Among the top 5 mobile telephony companies. 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. China.in) Page 7 . Laos. is a Fortune 500 Company. Canada. The group has an annual turnover of US$ 24 billion and has over 1. UK.000 employees belonging to over 25 different nationalities on its rolls. Germany. • The 2nd largest player in viscose filament yarn. Philippines. among the world’s most cost-efficient aluminium and copper producers. • The 2nd largest in the Chlor-alkali sector. Australia. Thailand.Company Profile Aditya Birla Group is India's first truly multinational corporation.co. USA. Globally the Aditya Birla Group is: • A metals powerhouse. Hindalco deals in Aluminium and Copper and is an industry leader in both. Switzerland. IBSAR Navi Mumbai (satishpgoyal@yahoo. In India: • A premier branded garments player. from its fold. as well as India's leading copper producer. Hungary.
business process outsourcing (BPO). Its export market includes countries around the Indian Ocean. branded garments. fertilizers.co. In August 1998. textiles and insulators. Grasim acquired the well-known Dharani Cements Ltd situated at Reddipalayam. telecom. GRASIM I DUSTRIES LIMITED is the flagship company of Aditya Birla Group. 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. It is the country's largest exporter of cement clinker. IT services. Soon after the acquisition. Africa. Europe and the Middle East. through its subsidiaries and joint ventures has made forays into life insurance. Together the two companies under the group account for a substantial share of the cement market in India. asset management and other financial services. Perambalur District. Aditya Birla Nuvo.in) Page 8 .Ultra Tech Cement manufactures and markets Ordinary Portland Cement. Grasim itself is a multi-product company with cement being the major area of focus. Portland Blast Furnace Slag Cement and Portland Pozzolana Cement. Now a day the cement division of the Grasim industries Limited works under the banner of the Ultratech Cement limited (UTCL). UltraTech cement comprises the erstwhile cement business of L&T which was acquired by the group.Aditya Birla uvo: Aditya Birla Nuvo is a diversified business conglomerate with interests in viscose filament yarn (VFY). READY MIX CO CRETE IBSAR Navi Mumbai (satishpgoyal@yahoo. carbon black.
compacted.Concrete is a hardened building material created by combining a binder i.e. The secret of good concrete lies in the degree of quality control and technical parameters of the mix. As concrete dries. aggregate (generally gravel and sand). when Joseph Aspdin and Isaac Charles Johnson refined synthetic cement that Portland cement came into existence. UltraTech.co. waterways. strength and performance. 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. airports.in) Page 9 . it is only one of several components in modern concrete. Although people commonly use the word cement as a synonym for concrete. The making of concrete is a science as well as an art. placed. cured and protected also play a great role. This type of concrete is sometimes transported in an agitator truck and is also known as transit-mixed concrete. the Aditya Birla Group Company. 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. it acquires a stone-like consistency that makes it ideal for constructing roads. Ready or pre-mixed concrete is batched and mixed at a central plant before it is delivered to a site. 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. Shrink-mixed concrete is partially mixed at the central plant and its mixing is then completed en route to the site. It was in 1824. when several large docks and bridges were constructed. which makes good concrete better. railroads. water and admixtures. different types of concrete are categorized according to their method of installation. it was not widely used until World War II. Today. water supply and sewage systems. bridges. Concrete is used more than any other man made material on the planet. each and IBSAR Navi Mumbai (satishpgoyal@yahoo. And an art because it is not just the accurate proportioning which determines the quality of concrete. To ensure quality. cement (commonly Portland cement). but the way it is mixed. However. factories. mass transit systems.
every sample of concrete passes through stringent tests in fresh and hardened state to ensure strength. salts. weeds and other organic materials. Clearly. 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. UltraTech Concrete directly purchases sand from selected and approved suppliers tested for moisture content.co. moisture etc. Cement Fresh cement. Coarse aggregates Coarse aggregates — free from clay. is an important ingredient of concrete. which in turn pump it directly into the concrete silos thus protecting it from the external environment. How does UltraTech Concrete make good concrete better? Right from selecting the raw materials to batching and mixing. salts and organic materials to prevent shrinkage cracks. UltraTech Concrete plant uses fresh cement directly procured from the cement plants through cement bulkers. the fine aggregate used in concrete must be free from silt.. clay. acids. UltraTech Concrete directly sources the aggregates from selected and approved suppliers. alkalies. Water Potable water. placing of concrete till testing of concrete — UltraTech ensures flawless operation in every stage. transportation. UltraTech Concrete plants use moisture sensors and an automatic water correction procedure. Fine aggregate Sand. tested as per BIS for size. To maintain the correct water-cement ratio. impact value and crushing value etc. gradation. free from impurities such as oil. it's all about putting together the right ingredients for that perfect recipe. which affect the concrete quality and durability. durability and performance. organic materials is IBSAR Navi Mumbai (satishpgoyal@yahoo. protected from weathering conditions and influence of external environment such as air.in) Page 10 . shape. These coarse aggregates are a vital ingredient of good concrete. sugar.
co. 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. very important to satisfy the strength and durability criteria of concrete. The workability is measured for every batch through the slump cone and is controlled using a scientific method of dosing. Further. 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. thus maintaining the homogeneity of the concrete throughout the transit till the final deposition. UltraTech Concrete is equipped with computerized batching and mixing plants to strictly monitor the quality of the concrete. IBSAR Navi Mumbai (satishpgoyal@yahoo. Qualified and experienced engineers monitor the entire operation. as there is possibility of the concrete drying out and losing its workability and plasticity. 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.ideal for concrete. 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 water-cement ratio.in) Page 11 . 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. 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.
Rajashree Birla Focusing on: health care. spearheaded by Mrs.in) Page 12 .It is anchored by an extraordinary force of 100.000 employees. IBSAR Navi Mumbai (satishpgoyal@yahoo. Beyond business — the Aditya Birla Group is: Working in 3.700 villages Reaching out to seven million people annually through the Aditya Birla Centre for Community Initiatives and Rural Development. education. sustainable livelihood. infrastructure and espousing social cause. In India. Over 50 per cent of its revenues flow from its overseas operations. 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. belonging to 25 different nationalities. .co.
People understand an organization through its values by experiencing the culture that values create and by using the systems and processes that values define. Vision of the company: To be a premium global conglomerate with a clear focus on each business. In large organizations. shareholders. of conviction. Values of the company: People contribute when they relate to an organization and they relate. Seamlessness. such shared understanding cannot be created through leadership of individuals alone. when they understand the organization. Commitment. mission and values. Passion. Speed. employees and society at large. These together constitute what they call their “Value”. Mission of the company: To deliver superior value to the customers. it requires leadership of principles.co. IBSAR Navi Mumbai (firstname.lastname@example.org) Page 13 . Integrity.About Ultratech Cement Ltd Ultratech Cement Ltd is having its own vision. of beliefs.
Organizational Chart RMC Central IBSAR Navi Mumbai (email@example.com) Page 14 .co.
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 (firstname.lastname@example.org.Head RMC Head HR Head Mktg & Sales Head Tech.co.in email@example.com) ) Page 15 .
in) ) Page 16 .co.co.RMC HR Head HR Recruitment specialist Assistant Poornat a/MIS Org.in satishpgoyal@yahoo. Development MS/PM S Training School Zonal Coordinators North/East/West/South City HR/IR & Safety IBSAR Navi Mumbai (satishpgoyal@yahoo.
• Employees’ clarity on HR policies • Employees’ clarity on roles. and to gain the competitive advantage of a workforce strategically aligned with the organization’s goals and objectives. good planning and the development of effective practices make regulatory compliance much easier. HR practices helps in increasing the productivity and quality.co. effective. fairness) • Measurement of HR policy violation • Average time required to fill vacancies • Proportion of training programs resulting in productivity improvement • Staff attrition rate • Understanding / Clarity of the Organizational philosophy • Outline Internal capabilities and identify gaps on skills-competencies-behavioral aspects IBSAR Navi Mumbai (satishpgoyal@yahoo. KPI's For HR PRACTICES Some of the key performance indicators for Human Resources include but are not limited to the following. well-communicated. 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. HR and business practices as it depends on meeting the requirements of mandated laws and regulations.Introduction HR PRACTICES The success of any business depends as much on appropriate.in) Page 17 . In fact.
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. The objective of HR Practices is to increase productivity and quality. As all the employees Perks chart has been mentioned according to their designation in the HR practices.in) Page 18 . 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. it helps the employees to know what their perks charts are.co. the organization does its whole work process. By following this. The success of company motivates the employees of organization to continue relationship with it. It gives the suitable working environment to the employees. As The Transparent HR practices can reduce attrition. OBJECTIVE OF HR PRACTICES:The main objective of HR Practices is to differentiate the organization from its competitors by effective and efficient HR Practices. timeliness and quality as it accomplishes increases productivity overall.• 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. So it creates a transparency. IBSAR Navi Mumbai (satishpgoyal@yahoo. BecauseTransparent HR practices ensure continuous business growth in every organization. • 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. 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.
To understand how the organization would achieve its goals by implementing good HR Practices. So the study of the HR Practices means basically the brief study of all HR functions in the organization.co. HR function is very important in every organization. which helps the organization to achieve the goal of the organization. To know what are the uses of HR practices for any organization. I believe the HR Practices is a vital part of an organization. So the company can get success within its competitors by applying best. To understand the work culture of the organization. The HR management is done according to the HR Practices of the company. It also helps the organization to achieve the target of the organization. It helps the organization to manage not only the people of the organization but to manage all the working processes in it also. is the most successful company among its competitors. effective HR Practices.in) Page 19 . The HR policies of the organization have been mentioned in the HR Practices. All the rules & regulations for the employees have been also mentioned in this. Which things to be done and which things should not be done depend upon this only. 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. All the welfare of the employees’ processes is also mentioned in this. 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. HR is IBSAR Navi Mumbai (satishpgoyal@yahoo. The main objective of the project is To understand the HR practices followed & Process of Performance Appraisal.
revitalize & restructure the Organization architecture. train and develop members for an organization. and activities designed and carried out. renew. 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. which helps it a lot to achieve the targets. This is effectively done with the help of alignment & integration of HR policies & strategies with business goal & objectives. organizational and social objectives are accomplished. organizing.management function that helps managers to recruit. directing and controlling of the procurement. HR refers to set of programs. So. compensation. development. select. reinvent. redefine. HRM is planning. Definition of HRMHRM is concerned with the people dimensions in management. developing their skills. integration. HR practices of ULTRATECH Cement Ltd (RMC Division) Effective and Efficient HR practices are very much important for every organization.in) Page 20 . The HR practices of Ultratech Cement Ltd (RMC Division) are as follows: IBSAR Navi Mumbai (satishpgoyal@yahoo. revisit. UTCL has also its HR Practices. acquiring their services. Obviously HR is concerned with the people’s dimensions in organizations.co. functions. maintenance and separation of human resources to the end so that individual. Since every organization is made up of people. Human Resource Management initiatives in any Organization endeavor to change.
Edwin B. “ OBJECTIVES of RECRUITME T • To attract people with multi-dimensional skills and experiences that suti the present and future organizational strategies. Flippo has defined it as “ the process of searching for prospective employees and stimulating them to apply for jobs in the organization.1. • To anticipate and find people for positions that do not exists yet. • To search for talent globally and not just within the company. • To design entry pay that competes on quality but not on quantum.in) Page 21 . IBSAR Navi Mumbai (satishpgoyal@yahoo. • To infuse fresh blood at all levels of the organization.co. • 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.
services Role of trade unions Cost of recruitment Company’s name & fame. EXTER AL FACTORS Socio-economic factors Supply & Demand factors Employment Rate Labour market conditions Political. upcoming vacancies. Governmental factors IBSAR Navi Mumbai (satishpgoyal@yahoo. 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. kind of employees needed. • Developing suitable techniques to attract suitable candidates.co.PROCESS • Finding out the requirement (hiring vs. • Stimulating as many candidates as possible.in) Page 22 . exit). Legal.
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. Hence. A combination of internal recruitment. IBSAR Navi Mumbai (satishpgoyal@yahoo. organizations have to respond quickly to requirements for people.co. which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. campus recruitment. 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.in) Page 23 .
race. supervisor or departmental manager). antidiscrimination legislation either directly or indirectly. to attract staff with high reputations from existing employers to the recruiting employer.in) Page 24 . For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection.co. i. 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. what qualities and attitudes are desirable and what characteristics are a decided disadvantage. Equally some small organizations exist to 'head hunt'. However. Outsourcing is also done through consultancies by mentioning the requirement. those who recruit and select should be well trained to judge the suitability of applicants. the 'cost' of poor selection is such that.e.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. even for the mundane day-to-day jobs.e. The form on which the applicant is to apply (personal appearance. etc. number and time. Recruitment of staff should be preceded by: An analysis of the job to be done (i. letter of application. Interviewing can be carried out by individuals (e. Hence the HR department can use its discretion in framing its selection policy and using various selection tools for the best result. Effectively. 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. by panels of interviewers or in the form of sequential interviews by different experts and can vary IBSAR Navi Mumbai (satishpgoyal@yahoo. 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.
(according to the needs of the post). For consistency (and as an aid to checking that) rating often consists of scoring candidates for experience.in) Page 25 . 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. intellectual levels.from a five minute 'chat' to a process of several days. motivation. physical/mental capabilities. Training in interviewing and in appraising candidates is clearly essential to good recruitment. Ultimately personal skills in judgment are probably the most important. prospective potential. HR Department takes the candidates IBSAR Navi Mumbai (satishpgoyal@yahoo. knowledge. Largely the former consists of teaching interviewers how to draw out the interviewee and the latter how to rate the candidates. leadership abilities etc.co. Then they tell to the HR Department.
After this the selection and negotiation process occurs. Data bank 2.from Data bank of company. The employee then joins in the organization. Then the company arranges the Induction Program for the employee.in) Page 26 . The Chart of Recruitment & Selection Process has been given here.co. Poornata etc. HOD Requisition for Vacancy to be as per Org Chart HR 1. After this the recruitment process ends with this. then does the scheduling for the interview. 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 (satishpgoyal@yahoo. Req Agency 3. then does the short-listing.
continuously monitoring performance and evaluating it. which in turn. a Performance Management System is essential to the success of any organization because it influences the effort expended by employees. Simply putting. the Performance Management System helps an organization identify. recruit. 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.co.in) Page 27 . An effective Performance Management System should achieve the following: Review the employment cycle of every employee. It addresses the issue of an employee’s development by providing them with structured and in-depth analysis of strengths and areas of improvement. annual evaluations are often subjective and can lack specific measurements and supportive data to help the employee truly improve their behavior. skills.2. but also to retain them and get best out of them. and abilities with the organization's human capital needs and business objectives. However. Employee’s knowledge. training and development. Ending with effective exit interviews. Furthermore. Most organizations focus on an annual evaluation process for employees and call that Performance Management. developing the capacity to perform. Beginning with the recruiting process. Employee development. Performance Management System It is a structured method of formally and objectively evaluating employees’ performance with respect to their objectives. drives bottom-line business results. and retain key employees. motivate. Employee Performance management includes planning work and setting expectations. It provides with input for annual increments. IBSAR Navi Mumbai (satishpgoyal@yahoo. For an organization the aim should not be just to have the best people.
Decide need for training Decide salary & related issues. Promote a work climate that requires employees to remain flexibly focused. • Improve communication. core competencies. Determine increment in pay of employees. Determine promotion of employees. Determine transfer & change in job assignments. • Identify training needs. IBSAR Navi Mumbai (satishpgoyal@yahoo. Decide on layoffs. HR Performance Management System can be performed in three steps: Needs Analysis Identifying Competencies Development of effective Performance Management System.in) Page 28 . For Development• Provide performance feedback to all concerned. • Assist employees in setting goals.co. • Identify individual skills. PURPOSE For Administration• • • • • • • • Document HR decisions with regards to performance & its related issues. change in the work environment. strength & weaknesses. and adapting to. employees can manage current tasks and unit goals while keeping pace with.Support the organization in developing and sustaining a culture that recognizes and rewards individual contributions and team performance. For instance. Determine retention or termination.
During performance appraisal period the superior & subordinates update & alter goals as necessary due to changes in business environment. 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.in) Page 29 .Method employed • Rating & Contribution Management by Objectives (MBO)- • Advanced by Peter F. Measure actual performance. way back in 1954. by following instructions. MBO is a process whereby superior & subordinate managers of an organization jointly identify its common goals. If not achieved identify reasons for deviation. The MBO focuses attention on participatively set goals that are tangible. Compare actual performance with set standards & find out deviations. Follow up. During last decade about 50 organisations have adopted MBO in work settings. Communicate standard & expectation to employees.co. SYSTEM of Performance Appraisal – a) b) c) d) e) f) g) Establish Performance Standard. verifiable & measurable. Drucker. IBSAR Navi Mumbai (satishpgoyal@yahoo. 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. Adjust actual performance due to environment influence. Suggest changes in job analysis & standards if necessary.
• Recency effect. 2. Mainly the performance management of UTCL is done by online system includes the following basic processes 1. Annual goal setting Mid year review Annual performance review IBSAR Navi Mumbai (firstname.lastname@example.org email@example.com. 3. • Personal Prejudice.in) ) Page 30 .PROBLEMS• Rating biases• Halo effect • Error of central tendency.
after the annual planning and budgeting rounds. These documents can also be viewed by manager’s manager (Reviewer) for their indirect subordinates. IBSAR Navi Mumbai (satishpgoyal@yahoo. The approved documents will be then available to the employees as well as their managers for the reference throughout the year.Annual goal setting – In the month of April/May every year. This process occurs by offline. Then the employees fill their goal setting document in the Poornata system. The manager recommends any changes if required or else approves the goals set in the document. Assigning Weightage and due date for completion of specific goals as already discussed offline.1. Then they notify the same to their manager/immediate supervisor and await approval. listing the KRA’s.co.in) Page 31 . all teams identify their KRA’s and goals for the forthcoming financial year. Goals. The approval of the goals set by the managers completes the goal setting process. Measurement Criteria.
The employee completes his self-review /appraisal against goals set. The manager then discuss the performance of the employee with him/her off-line. The mid year review does not entail any ratings. online in the Poornata system and submits the same to his manager for review. The mid year review generally initiated by the manager.in) Page 32 . 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. 3.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. 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. Annual Performance review: The annual performance reviews against goals set and achieved held during the months of AprilMay every year. IBSAR Navi Mumbai (satishpgoyal@yahoo. 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. 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.2.
in) Page 33 . which get rolled out in a phased manner through training calendar. The design of the training program can be undertaken only when a clear training objective has been produced. The training objective clears what goal has to be achieved by the end of training program i. what the trainees are expected to be able to do at the end of their training. IBSAR Navi Mumbai (satishpgoyal@yahoo. Training and Development The needs of individual are objectively identified & necessary interventions are planned for identified groups.3. existing staff etc. The company has a strong focus on manpower training according to their requirements.co. The training and development program is charted out to cover the number of trainees. • This includes improving communication • Different skills • E-mail programming • Operation systems. frequency of training and development programs and budget allocation. The internal training department aims at improving the skill sets relevant to the work profile of employees. Selection of trainees is also facilitated by job analysis. The programs also cover the identification of resource personnel for conducting development program. Training and development programs can also be designed depending upon job requirement and analysis.e. Training objectives assist trainers to design the training program.
Training strategies – Once the training objective has been identified. skills.Training DesignThe trainer – Before starting a training program. age. needs and expectations of the trainees are some of the important factors that affect training design. The trainees – A good training design requires close scrutiny of the trainees and their profiles. These topics and modules are then classified into information. topics and ad modules. a trainer analyzes his technical. what could be included. interpersonal. tone. Trainers break the content into headings. etc. educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. judgmental skills in order to deliver quality content to trainers. knowledge.in) Page 34 . Trainees’ learning style – The learning style. feelings. Age. The trainer prepares the priority list of about what must be included. Training climate – A good training climate comprises of ambience. 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. positive perception for training program. the trainer translates it into specific training areas and modules. and attitudes. Training topics – After formulating a strategy. The method selection depends on the following factors: IBSAR Navi Mumbai (satishpgoyal@yahoo. experience. experience. trainer comes in the position to select most appropriate tactics or methods or techniques.co. trainer decides upon the content to be delivered.
• Trainees’ background • Time allocated • Style preference of trainer • Level of competence of trainer • Availability of facilities lities and resources.in) ) Page 35 .in firstname.lastname@example.org. etc Improve performance IBSAR Navi Mumbai (email@example.com.
usually by changing the employee’s attitude or increasing his or her skills and knowledge. An employee undergoing training is presumed to have had some formal education. No training program is complete without an element of education.“Training & Development is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning. specific industry analysis and the like is useful for better management of a company. computed as follows. Development is not primarily skills oriented. management principles and techniques. Efforts towards development often depend on personal drive and ambition. Instead it provides the general knowledge and attitudes. Training & Development Need = Standard Performance – Actual Performance Training: Training refers to the process of imparting specific skills. The Training Inputs are • Skills • Education • Development • Ethics • Problem Solving Skills • Decision Making • Attitudinal Changes IBSAR Navi Mumbai (satishpgoyal@yahoo. which will be helpful to employers in higher positions.in) Page 36 . Development: Development means those learning opportunities designed to help employees to grow.” 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. Development activities such as those supplied by management development programs are generally voluntary in nature. human relations. Development provides knowledge about business environment.co. Hence we can say that Training is offered to operatives.
Importance of Training & Development • Helps remove performance deficiencies in employees • Greater stability. absenteeism. 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.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. flexibility and capacity for growth in an organization • Accidents.in) Page 37 .
2. 4. 8. 5. 6. 7. 3. IBSAR Navi Mumbai (firstname.lastname@example.org) Page 38 . 4. 2. 3.Identification of Training eeds (Methods) Individual Training Needs Identification 1. 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. 2. 6. 9. 4. 5. 7.co. Trainers can be informed about the broader needs in advance Trainers Perception Gaps can be reduced between employees and their supervisors Trainers can design course inputs closer to the specific needs of the participants Diagnosis of causes of performance deficiencies can be done. 3.
• Performance. and has a Talent Identification and Talent Development Strategy for all the 3 levels of management i. The talent management process includes HR process for • Recruitment. • Compensation. Middle & Junior Management. It is built on the work done so far on people processes.in) Page 39 .co. This is facilitated by Development Assessment Center followed by Individual Development Plan. • Succession planning. Talent Management It is a holistic and systematic process. Senior.5.e. • Learning and other capabilities around self-service. across the group. enabling planned succession and career management. • Analytics IBSAR Navi Mumbai (satishpgoyal@yahoo.
It refers to the process of developing and fostering new workers through onboarding. experience. 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. train. • To some it is about the management of high-worth individuals or “the talented”.e. The term talent management means different things to different people. Companies that are engaged in talent management (human capital management) are strategic and deliberate in how they source. This term also incorporates how companies drive performance at the individual level (performance management). Talent management is a key business process and like any business process takes inputs and generates output. develop.co. • To others it is about how talent is managed generally .i.in) Page 40 . select. there is mounting pressure on organizations to deliver more and better than before.• Reporting. Talent management in this context does not refer to the management of entertainers. With businesses going global and competition becoming intense. and personal traits (demonstrated through defined behaviors) IBSAR Navi Mumbai (satishpgoyal@yahoo. The competency set may include knowledge. Talent management is a professional term that gained popularity in the late 1990s. on the assumption that all people have talent which should be identified and liberated. Talent management decisions are often driven by a set of organizational core competencies as well as position-specific competencies. attract. and move employees through the organization. promote. skills. developing and keeping current workers and attracting highly skilled workers to work for your company.
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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in) Page 44 . Positions are specific to your enterprise More than one position can be based on the same job Each position typically represents one employee. They are held by individuals at your enterprise. but may be partially filled by more than one Job: Head of Dept.Positions Positions Positions are the concrete representation of jobs. Position: HOD : Purchasing Position: HOD : Sales Position: HOD : HR IBSAR Navi Mumbai (firstname.lastname@example.org.
A chief position is a position designated as the leader of a particular organizational unit. we will be able to do career planning for employees and succession planning for positions. partially staffed. Positions can be 100% staffed. Vacancy is thus a declared feature for a position. more than one position must be created to meet this requirement. Positions can fall vacant due to reassignment or Separation as well.in) Page 45 . IBSAR Navi Mumbai (satishpgoyal@yahoo. 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. If more than one person must perform jobs. define the number of positions required the enterprise. and can also be assigned its own additional tasks. 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. or vacant. Such positions become unoccupied and not vacant. That is the role of positions.co.Once you have created a job. By matching the requirements of a position and the qualifications of the employees. Jobs are not staffed by employees. A position inherits the job’s tasks.
co. Process Flow: • Before creating all of the other necessary objects and relationships.6. IBSAR Navi Mumbai (email@example.com) ) Page 46 . requirements etc.in satishpgoyal@yahoo. validations. it is recommended to create the appropriate organizational units below it. 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. Once one organizational unit has been created. By assigning object characteristics. the user must first create a root organizational l unit.co. • Jobs may be created after an organizational unit exists in the model. we can capture complex organizational realities with relative ease.
and Sub department. 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. It helps them to perform their work. For similar jobs also the work of the employees’ has been structured properly.Inputs: Organization chart • Root org unit • Additional Org units • Jobs if Required • Positions • Details to where the positions need to be mapped. It helps in decrease the overlapping of the work.in) Page 47 . IBSAR Navi Mumbai (satishpgoyal@yahoo. Every organization has its organizational structure. there are different departments so as to organize the work efficiently and effectively. which has been specified to him. According to this every employee has some specific work. Department. The work also depends upon their levels. As per their levels in different departments they will have to do their work. Position Sub Type.co. In RMC business. • Position Details like Position Type. to avoid the repetition of the work with the other employees.
IBSAR Navi Mumbai (satishpgoyal@yahoo. In this way the organization stands in a better position than its competitors in the competitive business. so as to make the organization different from other organizations.co.in) Page 48 . According to their area of specialization.To manage the different levels of work the employees have been separated in to different designations and different depts. varying experiences. knowledge. These designations have been specified as per the standard HR Practices of the organizations. grades. The designations which have been given to the employees are based on the skills they have.
Vice President Vice President Asst. General Manager Sr. Engr. / Asst. General Manager / General Manager Dy. /Jr. Engr.The different designations given to the employees in UTCL (RMC Division) are given in the following table. /Sr. Vice President Sr. Exc. Officer Sr.in) Page 49 . Manager Sr.co. Manager Manager Dy. Officer Jr. President Sr. Manager Asst. Engr. Designation (s) Jt. Officer Engineer / Officer Asst. President /Jt. Supervisor Supervisor Support Staff IBSAR Navi Mumbai (satishpgoyal@yahoo.
align strategies with operational plans. Poornata also helps the employees in this way. Human Resource Information System POORNATA. This has resulted in single integrated HR-ERP for all management cadre employees of the group. timely and accurate data availability to Management for decision-making. These automated HR Processes will also aid in faster. and actively monitor day-to-day operations.co. efficient. 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.in) Page 50 . • It also helps in doing the data updation of the employees. • It helps in maintaining the job description of employees. Poornata helps a lot in the different works of the organization. • 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. • It records the compensation details for the employee.7. • It reduces time to note all the databases of the employees. IBSAR Navi Mumbai (satishpgoyal@yahoo. It helps in the following ways • It helps in entry of all the database of all the employees. • It reduces different mistakes or errors while maintaining the databases • It helps in doing performance appraisal of the employees. 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. helping its managers to formulate strategies for profitable growth. People Soft EPM offers performance management solutions for every budget and every phase of the management cycle.
there is no delay in getting different infomations. 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. They can know these policies directly from the ERP system. the employee gets a Poornata ID. As it done only through Online. or a new position may need to be created corresponding to the new combination of the attributes. IBSAR Navi Mumbai (satishpgoyal@yahoo. have a specific headcount defined for it and is also tied to the following specific attributes: • Business unit • Department • Company • Job code • Location • Regulatory Region • Job Function • Reporting to position (The position to which this particular position reports to) • Career stages Every time one or more of the above attributes change. They can also fill their problems which they face during their work and send to their departments. Each position will correspond to specific vacancy in the organization.Once the data of an employee entered in to Poornata (ERP).in) Page 51 . which helps the employees to know about the different policies of Organization. Poornata (ERP) helps UTCL in the following ways Poornata helps in performing day to day roles. the same have to be updated for the position. Introduction – Poornata helps in creating and updating of the positions of the employees.
which are more generic in nature. • It also tells the frequently asked questions with respect to hiring employees. Company (The legal entity to which an employee /department is attached. A position is thus specific and particular opening in the organization. and the approval for the same has been obtained offline. only pre-approved positions should be entered in to the system. Job code (the job points of the employee). Job codes reflect the job points of the jobs across the organization. It needs the information about regarding these: Employee ID.Any individual who occupies a position will inherit the above-mentioned attributes of the position. where the employee works). Hence a position should be created in Poornata. Department etc. • It provides the additional information to assist the user & provide key information. The Business unit to which the employee belongs to. as opposed to job codes.e.e. only when a new vacancy has arisen in the organization. Position Number. Creating a new position A position corresponds to a specific vacancy in the organization. Location (i. i. Only after the offline approval has been obtained.co. Updating The information for existing positions IBSAR Navi Mumbai (satishpgoyal@yahoo. should the position be created in the system. whereas a position number reflects a specific job description in the organization. • Poornata helps and gives hints and warns the user the important information he must know about the Poornata system. • It also shows the common error and warning messages that the user may get at the time of hiring.in) Page 52 . 2.). 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.
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. • The position no longer exists. IBSAR Navi Mumbai (satishpgoyal@yahoo. • Organizational Restructuring. The following information would be captured at the time of hiring the employee.in) Page 53 . Direct Hire Process: It helps in doing the directly hiring an employee by Poornata system. An employee on joining the group would fill up the joining check list and the related forms as per the unit policy. The HR administrator would then hire him into the system by capturing his relevant information with respect to his personal job compensation.From time to time the user should update the information for an existing position. 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.co. • Joining the acquired company: This will reflect the situation where an employee had joined an organization. qualifications and dependents’ information. The hire action will be used to capture the event of the employee’s joining the organization. Typical situations are when: • The position attributes or the approved max headcount for the position has changed. which was subsequently acquired by ABG. 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.
gender marital status. his position a related details.• Personal information – Name. • Job related information related to hiring. NIN.co. followed by confirmation. • Compensation information with respect to the break of his CTC Recording personal actions for an employee Introduction: Post hiring as the employee moves through the organization. DOB. • Promotion • Pay rate change • Transfer • Resignation • Termination • Separation /Retirement IBSAR Navi Mumbai (firstname.lastname@example.org) Page 54 . religion / caste. address. Broadly the processes that an employee could move through in the course of his life cycle in the organization comprise: • Probation. there would be various kinds of updation in the employee data.
not blindly follow market practices • Compensation structure Tax efficient but compliant Common perk structure but varying amount IBSAR Navi Mumbai (email@example.com. 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. Club membership. All the processes are aligned to reinforce the philosophy. Retirement benefit. The Group’s approach towards various aspects of compensation focuses on: • Pay for performance (Variable Pay) Rewards stretch performance which is linked to business.in) Page 55 .8. Health and Accident coverage. 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. Compensation Philosophy of the companyIt is an outcome of what the Organization would like to pay for.
Three major terms used in the company’s compensation: 1. Variable Pay: This is the variable component. Perks and allowances are fixed as per the designations. 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. This includes base salary. 15% and 12% of fixed cost without housing. payout of which is contingent on Business. 2. Basic is around 42% of fixed cost without housing. IBSAR Navi Mumbai (satishpgoyal@yahoo. Unit/Zone and Individual performance. Gratuity and Superannuation. Variable pay based on job band is payable at 18%. all perks and reimbursements and retrials such as PF.co. qualification and experience. CTC is decided based on designation. Targets for the year will be fixed and communicated at the beginning of every performance year 3.in) Page 56 . Cost to Company: This is a sum of Fixed Cost and Variable Pay.
written questionnaires can even be used in place of a face-to-face meeting. exit interviews are conducted with employees leaving an organization. Exit interviews offer a fleeting opportunity to find out information that otherwise might be more difficult or impossible to obtain. receipt of the last paycheck.) • 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. 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. freelance or contract work. The organization gets to retain a portion of the leaver’s knowledge and make it available to others.in) Page 57 . restrictive covenants or non-compete agreements. etc. Benefits of Exit Interview Exit interviews can be a win-win situation for both the organization and the leaver. The exit interview is an important learning tool for employers. The interview can follow a structured format or be conducted on an informal basis.g. exit interviews are generally documented. 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. conversion or continuation of benefits. unemployment insurance.g. while the leaver gets to articulate their unique contributions to the organization and to ‘leave their mark’. When properly conducted. The purpose of the interview is to provide feedback on why employees are leaving.. Traditionally.9. the possibility of future re-employment.) IBSAR Navi Mumbai (satishpgoyal@yahoo. the provision of references to prospective employers. terms of a severance package. trade secret confidentiality. etc.. Exit interviews are one of the most widely used methods of gathering employee feedback. the amount of unused vacation.co. Whichever format is used.
constructive discharge) UTCL is doing this interview.• Ensure the return of keys. 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.e. compensation and benefits packages. Because it knows “Learn of potential changes in policies and practices that may make the company more competitive (e... flexible work arrangements).g. security cards.co.in) Page 58 . IBSAR Navi Mumbai (satishpgoyal@yahoo.
• Joining formalities. • Expense related issues. • Exit interview form. • Verifying Mediclaims. IBSAR Navi Mumbai (satishpgoyal@yahoo. • Local conveyance.EXPOSURE TO OTHER KEY HR OPERATIO S • Approval of loans.in) Page 59 . • Making joining letters. • Application form. • Maintaining personal files with updated details. • Clearance certificates.co.
they are arranged in the order of their importance. Since needs are many. or hierarchy from the basic to complex.” IBSAR Navi Mumbai (satishpgoyal@yahoo. Only unsatisfied needs can influence behavior. satisfied needs do not act as motivators.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.in) Page 60 .co.
The primary motivating force here is to ensure a reasonable degree of continuity.in) Page 61 .g. It’s not only providing the physiological needs at working level but at employees’ level also. It’s also providing uniforms & shoes. It gives all hygienic factors to the workers (better working environment). structure. Salary increments. In UTCL physiological needs are represented by Employees’ concern for salary Basic working conditions. powerful & obvious of all human needs is the need for physical survival. In UTCL security needs means the factors like Job security.g. another set of motives.-In workers level it is providing the basic needs (e. Safe working conditions etc. become motivators. Provident fund. order. protection from extreme temperature etc. so that they will get satisfied at their working place and get motivated to work efficiently. E. Included in this group are the needs for food.co. sleep. It also satisfy the safety needs of employees include Group insurance. gratuity. through wages). Safety eedsOnce physiological needs are met.Physiological eeds The most basic. drink. called safety or security needs. & predictability in one’s environment. That means the basic needs. IBSAR Navi Mumbai (satishpgoyal@yahoo. which are required for them.
IBSAR Navi Mumbai (satishpgoyal@yahoo. Job title. the chances of retrenchment is very less till the employee has not done any thing misconduct. So there is completely a friendly working environment. merit pay. Here the managers also encourage informal group. In UTCL the work groups are very co-operative. Peer/supervisory recognition. Professional friendship & Friendly supervision in the organization. System of seniority to govern lay-off etc. These needs arise when physiological & safety needs are satisfied.Safe working conditions. There present the peer acceptance. In the work place of UTCL. Belonging & Love eeds The belonging & Love needs constitute the third level in the hierarchy of needs. Because of these reasons employees can satisfy their safety needs.in) Page 62 . That’s why employees are very friendly. Responsibility etc.co. Grievance procedure. 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. That is the reason for low attrition in the organization. The Group fulfils these needs by giving Challenging work assignments. Challenging works. self-esteem needs are.
Performance recognition. That’s why the attrition rate is less in the organization.So they are in the position that they are satisfied with all the needs. All the five needs of Maslow’s hierarchy are fulfilled by UTCL. In this way UTCL satisfies the self-esteem needs of employees.All top level employees.in) Page 63 .President. IBSAR Navi Mumbai (satishpgoyal@yahoo.V.GM etc. 2.P. They are getting all types of facilities like mobile. which is one of the reason for the success of the companies. which impacts directly on the success of UTCL group..Performance appraisals. 4.co. Now they are helping their juniors for the betterment of the organization. the needs for self-actualization comes. education. 3. So the employees are getting motivated and performing efficiently in the organization. Involving employees in goal setting & decision making. The employees who are in the highest position in UTCL are comes under these needs like: 1. conveyance allowances etc. medical. Self-Actualization eedsFinally if all the above four levels’ needs are satisfied.
• I have gained some learning from every individual working here. • As I worked with the employees of HR department in the organization during the project they shared their experience and learnings with me. if not done it hinders the work whenever these are required for reference in medical claim formalities.co. behavior or personal traits etc. The practical experience was totally different. Maintaining files in systematic manner with each & every detail is very important.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. minute things by observations. • Many a times I felt people are not open to new ideas and they are resistant to change. • I have also learnt that a HR person should be very polite. soft spoken & good in handling people. appraisal etc. which could not be learnt simply by reading books theoretically. • I have learned many small. it might be in terms of knowledge. which was a very good opportunity I got during my project.in) Page 64 . IBSAR Navi Mumbai (satishpgoyal@yahoo. being in the HR department for 2 months. Like here the Seniors were approachable in nature. • I also learned how much the values and culture of the organization impacts the employees productivity. Co-ordination with all departments is very necessary especially with Finance Department. I felt an open culture. • I learned different HR Policies of the organization which were unknown to me before entering to the corporate world. • When I saw my senior people doing each & every kind of work I came to know how much important is each & every work. skills.
I also got knowledge about how the organization is following their values in a very sincere way.co. As I worked on the ERP system of the organization. I learnt how and what types of facilities are being provided to the employees . IBSAR Navi Mumbai (satishpgoyal@yahoo. They emphasis on providing proper working environment to their employees. 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 . I got the knowledge about the different types of HR Policies functioning in the organization. I also observed how they are doing the Performance Appraisal on basis of the achievement of the targets by the employees in the time given to them through ERP. I 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.in) Page 65 .
giving training.co. • Organizations need to empower their workers by allowing them greater autonomy and control and to design jobs that are more stimulating. co-ordinated for effective output. Workers must be encouraged and motivated to develop a customer satisfaction mind set. structured according to openings in plant. discussing the on job responsibilities. • Goal Setting programs undertaken with schedule to find potential prospective employees for higher posts. • Interdependency of different departments should be well studied. • Training schedule is worked out well here with proper planning schedule. so that the employees could do the efficient work.RECOMME DATIO S • The company should give the compensation as per to the skills. The Key Related Areas are properly designed & clearly mentioned to employees. • Organizations must enhance work force motivation to improve productivity. • The employee goals are well studied and structured. Recruitment proper planned. new vacancies. This will enhance the personal productivity.in) Page 66 . IBSAR Navi Mumbai (satishpgoyal@yahoo.
House Rent Allowance. KPI: .Key Performance Indicator. VFY: . OYOCS: .Viscose Filament Yarn. LTA: . 4. UTCL: . HRA: .OME CLATURE A D ABBRIVIATIO 1. 6. 10.Cement Research Management. RMC: .co. 2.Own Your Own Car Scheme. VSF: . 8.in) Page 67 .Leave Travel Assistance IBSAR Navi Mumbai (satishpgoyal@yahoo. 9. ERP: .Enterprise Resource Planning. 7.Ultratech Cement Ltd. 5. 11.Viscose Staple Fibre. 3. EPM: .Ready Mix Concrete. CRM: .Enterprise Performance Management.
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. rather than a positive discussion .co.in) Page 68 . Method of Appraisal unreliable. Sometimes. The process usually involves the Manager giving their opinion and the staff member having to defend the position. Superior may be biased. The opinions of staff and manager are often in opposition.proper weightage may not be given to different qualities to be rated. The process is usually Manager driven and the staff member is expected to be compliant in the interview . which were faced. so recollection of events is poor .LIMITATIO S During the project there were various constraints. Actual rating of subjective factors like initiative & personality of employees may not be on scientific lines. The process is usually done in a rushed manner to meet a budget development process and therefore loses its relevance to performance . causing de-motivation . IBSAR Navi Mumbai (satishpgoyal@yahoo.
com Text Books: STEPHE S ROBBI S C.MAMORIA & S.com www.adityabirla.GA KAR Personnel Management Himalaya Publication IBSAR Navi Mumbai (firstname.lastname@example.org www.B.bizhrguide.BIBILIOGRAPHY: References: Websites: www.in) Page 69 .grasim.co.V.
1 SALES & MARKET SHARE • Description: To achieve the Sales Targets as per Budget with increase in market share.A EXURE-1 Process of Performance Appraisal Employee Evaluation at Managerial Level Mr.Karnataka) Description: • To achieve market growth for both Birla Ready Mix & Ultra Tech Concrete. optimizing of resources. • Develop/ harmonize team operations of plant / marketing for achieving customer satisfaction & maximum output.3 OPTIMIZATION OF RESOURCES IBSAR Navi Mumbai (satishpgoyal@yahoo. Reducing no. ABG Performance Doc..2 CREDIT CONTROL • Description: Reduction of critical o/s .in) Page 70 .:07/01/2007 – 06/31/2008 Section-1 –JOB PURPOSE RMC (Zonal Head. Div. of days.co. • Focus on future commercial / dedicated expansions. Section –2 –KRA KRA No.X . KRA No. KRA No. Desig. • Ensure achievement of both sales & credit targets.
2.• Description: Optimising Manpower resources to generate maximum output. 3.m. Rating: Exceeds-110-117% Goal 2 : Supports KRA No.Measurement: Actual sales achieved every month compared with targeted volumes.1 Weight-20% 1. 2.4 CUSTOMER SATISFACTION • Description: Ensuring customer satisfaction KRA No.Description: To achieve the Sales Targets as per Budget.6.Comments: As against budgeted volume of 49920 u.2 1. KRA No.in) Page 71 . 3.1 Weight-5% 1.Description: Credit control Weight : 10% IBSAR Navi Mumbai (satishpgoyal@yahoo. loss due to strike. Section-3.Comments: Market share improved from last year 19% to this year 23% despite construction industry showing trends of slow down.5 MARKET EXPANSION • Description: Market expansion for commercial & dedicated plants.Description: Achieve & retain market share as per sales target. KRA No.m achieved 47177 cu.EMPLOYEE GOALS Goal 1: Supports KRA No.Measurement: To be monitored monthly via-a-vis budget.co.STATUTORY COMPLIANCES • Description: Ensuring operation of plants with all legal compliances. Rating: Far exceeds Expectation>120% Goal 3: Supports KRA No.
2.Comments: Market expansion in Manglore and Mysore achieved with in two months of commercial production achieved market share of 25%.t.Description: Optimising manpower resources. Feedback from customers obtained & periodically analysed.Comments: Mobile testing facility started at Banglore. Rating: Exceeds Expectation>120% Goal 4: Supports KRA No. Rating: Exceeds>110-117% Goal 5: Supports KRA No.co.Measurement: Availability w. Weight:10% 1.Measurement: As per expansion plans based on market potential. 2.Description: Market expansion for commercial & dedicated plants. 1. Rating: Far Exceeds Expectation>120% Goal 6: Supports KRA No.output & harmonious operations etc. 3.Comments: Critical outstanding reduced from 179 lacs to 156 lacs. the sanctioned manpower & Training for maximum . Weight:10% 3.Measurement: Feedback from Customers. Outstanding as compared to the budget. 3.2. Rating: Far Exceeds Expectation>120% IBSAR Navi Mumbai (satishpgoyal@yahoo.Comments: Harmonius operation was ensured by timely requirement & in house training.All major accounts reconciled.in) Page 72 .5.Measurement: Monitor the same every month for number of days & reduction in critical.Description: Ensure Customer Satisfaction 2.4. 3.r.3 Weight:20% 1. maximizing output forpumps/plant.
of days o/s reduced from 38days to 27days.Goal 7: Supports KRA No. IBSAR Navi Mumbai (satishpgoyal@yahoo.Measurement: 100% statutory compliance. • Credit Control: No.co. 3. Safety norms followed in all plants.6. • Optimisation of Resources: with in 2 months of operation. Weight: 15% 1. 2.Description: Ensure operation of plants with all legal compliances. Major Challenges: Creating differentiation in product & services to enhance brand premium.Comments: Training programs/Demos conducted in all plants. 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. Shortfall mainly due to 18 days of strike by sand suppliers. Improvement of 3% onYOY basis.in) Page 73 . No.m. • Market Expansion through dedicated plants: 1captive plant started & successfully running. • Achieve & Retain market share: Market share of 22% achieved. Of safety trainings imparted to staff & workers. • Ensuring legal compliances: All legal compliances are met.m achieved 263000 cu. • Ensure customer satisfaction: Mobile concrete Training facility introduced.
Training eeds Section 8.EMPLOYEE COMME TS Section 7.in) Page 74 . • BLK project plant. • Cr control has significantly improved but still more needs to be done & focused into.Manager’s COMME TS – • Sales target impacted due to 18 days strike.co. otherwise would have achieved. • New products to be pushed & new plants have been well established. a good initiative. Section 5.Career Aspiration A EXURE-2 IBSAR Navi Mumbai (satishpgoyal@yahoo.VALUES Values Commitment Passion Seamlessness Speed Section 6.
in) Page 75 .IBSAR Navi Mumbai (email@example.com.
A EXURE.co.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.
in) Page 77 .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.
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