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HUMAN RESOURCE DEPARTMENT

STRUCTURE OF HR DEPARTMENT

MANAGING DIRECTOR

DEPUTY MANAGING

SENIOR MANAGER (HR)

ASSISTANT MANAGER (HR)

FACTORY MANAGER

 Today we are living in competitive world. So every sector role is vital. At the same way
in the organization human resource role is very central.

 Every human being has the ability and potential to do remarkable things if they are
provided with opportunities and climate to understand, develop and utilize his or her
potentials.

 Unfortunately, the development of people has been a neglected phenomenon in the past
and therefore, ignored by most of the organizations.
 These organizations tended to view people as mere instruments for accomplishing
organizational goals and, therefore, felt that they need to be administered or managed.
 But it is not true. In fact, complexities of modern organizations as apparent from changing
technology, increasing size of business, larger volumes of production and greater
emphasis on specialization lay stress on cutting down the costs of production, improving
the quality of product or service, enhancing market
Recruitment:

Recruitment in Mirror precision works is a very fair and transparent process with adequate
opportunities to look for suitable candidates internally as well as from outside. Applicants are
generally invited on the basis of specific advertisements in newspapers. A committee of officers
handles the entire recruitment process comprising screening of applications, preliminary short-
listing, interviews, and final selection. All decisions of the Recruitment Committee are recorded I

respect of each candidate.

RECRUITMENT PROCESS STEPS

Overview of the recruitment process steps:

1) Job Position Opening – The most important process step for the successful recruitment
and selection of the good candidate. The manager and the recruitment specialist define the profile
of the position and the profile of the suitable candidate. The recruitment specialist has to
Be prepared for detailed discussions to have a good definition of the ideal job candidate.

2) Selecting recruitment source – The recruitment specialist has to decide about the
correct recruitment channels to be used and the amount of job resumes, which can be expected to
select from. This part of the recruitment process decides about the speed of the whole process.
3) Selecting job candidate – The process when the recruitment specialist and the manager
select the best candidates to make the offer to them. This part is usually the process step with the
biggest risk of the delay in the recruitment process.
4) Making an offer – The nicest part of the recruitment and selection process. The
recruitment specialist summarizes the requests of the manager and the wish told by the job
candidate and tries to convert the job candidate into a new hire for the organization.

Performance Management:

The Company’s performance management system is in itself a benchmark that provides ample
opportunities and motivational incentives to employees so as to reward and retain good talent
within the Company. These incentives include: performance linked incentives, good work
awards, letters of appreciation, special increments, promotions, nomination to external training
programmers in India and abroad, public felicitation, and appreciation. Some plants have Best
Employee and Employee of the Month awards
Training and Development:

The company have a new performance management system incorporates a process called
‘Competency Assessment’ and ‘Training and Developmental Needs’ wherein appraisers are
specifically called upon to identify and assess training needs of employees at specific intervals
that do not coincide with performance appraisals. This is so that training needs can be assessed
objectively. Training is imparted to take care of an individual’s career development as well as
functional and skill enhancement. Competency and development training inputs include skill and
general performance enhancement, communication skills and career development. Functional
training needs are identified and conducted by functional departments while corporate HR
organizes competency and developmental inputs.

Employee Welfare and Perquisites:

Employee welfare receives prime attention at. It has several schemes for general welfare of
employees and their families. These cover education, healthcare, retirement benefits, loans and
financial assistance, and recreation facilities

Employee Satisfaction:

 The salient points of the survey of employees are shared below:


 People are treated fairly regardless of religion and
gender.

 Mirror precision works a safe place to work.


Management is competent in running business.

 Employees feel good about what Mirror precision works


does for society. Management thinks positively.

AWARDS:

Awards are instituted by the company in the recognition of outstanding work performance,
useful suggestions for the improvements, & contributions to technical/academic knowledge.

COUNSELING:

Counseling services are provide to enhance employees competence & job satisfaction, to prepare
them for future responsibilities, to establish better working relationship & to cope up with
personal problems. Counseling is carried out by HRD appraisers & professional counselors.
CARRER PLANING:

This is ensuring that people of the right caliber are available to meet the present & future
requirements of organization. The process identifies the necessity inputs aim at imparting
technical/managerial knowledge, interpersonal skills & attitudes that will helping dealing with the
external & internal environments. Other factors to develop potential include activities such as
exposure to new functional projects.

SUCCESSION PLANING:

The manager in Mirror precision works organization will prepare a succession plan to all position
under him with the guidance of Deputy managing; identify the right incumbents with high
potential for all positions, concerned HOD & unit chief shall implement the process. HR
departments shall Co-ordinate this activity. Succession planning & career planning shall be reviewed
every 6 month in the company.
It shall endeavor to uphold the dignity of individuals, by making feel proud partners in
progress, through the following measures:

 Ensure a high degree of selectivity in recruitment of employees/trainees explicitly on


Criteria of their knowledge, skills & attitudes, so as to secure super achievers &
nurture them to excel in there.
 Impact such induction, orientation & training, as to match the individual to the task &
inculcate a high sense of organizational loyalty.
 Provides facilities for all round growth of the individual by training in & outside the
organization, lateral mobility & self development through self motivation.
 Groom every individual to realize his potential in all facts while contributing to attain
higher organizational & personal goals.
 Build teams & faster team work as the primary instrument in all activities.

 Recognize worthy contributions in time & appropriately so as to maintain a high level


of employee’s motivation & morale. Appraisal & promotion shall be ethical &
impartial.
 Implement equitable, scientific & objective system of rewards, incentives & control.

 Contribute towards health & welfare of employees.

MARKETING DEPARTMENT:
STRUCTURE OF MARKETING DEPARTMENT

MANAGING DIRECTOR

DEPUTY MANAGING

FIELD MANAGERS

REGIONAL MANAGER

SALES & MARKETING MANAGER

REPRESENTATIVES
MARKETING

Marketing deals with identifying and meeting human and social needs. One of the shortest
definitions of marketing is “meeting needs profitably”.
AMERICAN MARKETING ASSOCIATION offers the formal definition of marketing
“Marketing is an organizational function and a set of processes for creating, communicating and
delivering value to customers and for managing customer relationships in ways that benefit the
organization and its stake holders”

MARKETING MANAGEMENT

Marketing Management can be defined as the art and science of choosing target markets and
getting, meeting and growing customers through creating, delivering and communicating
superior customer value.
Marketing mix

Marketing mix is defined as the set of marketing tools the firm uses to pursue its marketing
objectives. McCarthy classified these tools into 4 broad groups called 4 P’s of marketing:

PRODUCT:

The following features of the products are considered before releasing a product for sale.
Quality
Brand
Packing
Legal Aspects.

PRICE:

The price is the simply amount a customer pays for the product. If the price outweighs the
perceived benefits for an individual, the perceived value of the offering will be low and it will be
unlikely to be adopted, but if the benefits are perceived as greater than their costs, chances of
Trial and adoption of the product is much greater.
PROMOTION:

Promotion is a communication process for informing the customer and company about the
product, which they create for sale. It covers also adoption of method for increasing sales by
motivation of customers, stockiest and retailers and sales force. Hopp national Glass Adopts
various types of sales promotion tools like discounts, gifts, other incentives, and sometimes
company sends their dealers and distributors on tour in Darjeeling, Shiliguri, Sikim etc.
Mirror precision works industry limited invites contract of advertisement to private agencies,
which look after all the functions regarding advertising. Mirror precision works uses different
modes of media vehicle to reach the people such as:
 Local newspaper
 Magazines
 Poster and wall points

FINANCE DEPARTMENT:
STRUCTURE OF FINANCE DEPARTMENT

MANAGING DIRECTOR

DEPUTY MANAGING

FINANCE MANAGER

ACCOUNTANT

OPERATIONAL PERSONS

 “Money makes many things happen,” goes the saying and obviously financial
management is the one of the four important areas of the management.
 The major objective of any business firm is to make profit for its proprietor, apart
from the primary objective of enhancing long-term shareholder value.
 To reach this objective, the firm purchases, organizes and manages various factors of
production, and then produces the output to sell, and all these processes require funds.
Finance is, therefore, said to be the circulatory system of the economic body of the
firm.
 Financial management is the administrative function, which relates to management of
cash and credit.
 The central feature of the financial department is the formulation of the firm’s strategy
in determining the most effective use of funds and selecting the most favorable
sources of additional funds that the firm would require in future.

Function of Financial Management:

The function and responsibility of the finance and account wings include the following:

 Analyze the financial results of all operation, report the facts to management and
make recommendations concerning future operations.
 Develop the best plans to obtain the external funds needed

 Determine the financial resource required to meet the corporation operating and
capital expenditure program.
 Establish and maintain a system of financial control governing the allocation and use
of the funds.
 Planning and forecasting

 Coordinating of other deportment

WORKING CAPITAL:

Working capital is that position of the assets of a business which are used in or related to
current operations and represented at any one time by operating cycle of such items as against
receivables, inventories of raw materials, stores, work in progress and finished goods,
merchandise, notes or bills receivables and cash. In accounting, working capital is the
difference between the inflow and outflow of funds (net cash inflow).
WORKING CAPITAL MANAGEMENT:

Working Capital Management is concerned to manage the current assets, the current
liabilities and interrelationship that exist between them. Working Capital Management
involves both setting working capital policy and carrying out that policy in day to day
operations. The goal of working capital management is to manage the firm’s current assets
and liabilities in such a way that a satisfactory level of working capital is maintained.
MAJOR FUNCTIONS OF FINANCE DEPARTMENT

INVESTMENT DECISIONS:

Investment decisions refer to selection of various assets on which funds are invested, it is
concerned with allocation or deployment of funds among various short term and long term assets.
In short it is concerned with asset mix decision.
FINANCING DECISIONS:

Financing decisions also called as Capital Structure decisions are concerned with selection of
various sources of financing and their appropriate mix. It involves the study of internal and
external sources of financing. It covers both Debt (External) and Equity (Internal) sources of
financing.
STRATEGY:

The company follows the long term & short term strategy for all departments. It is the
process of establishing long term quality goals &defining the approach to meet these goals

SOURCES OF SHORT TERM FINANCING

 Cash

 Trade credit

 Credit

 Commercial banks

 Installments credits

Advance received from customers


The company is maintaining centralized cash system. All the cash and bank transaction
disbursement made through corporate office. But factory units are maintaining small petty cash
transaction, monthly once petty cash transactions reconcile with main accounts. The company
maintaining banking account in different branches:

 ANDHRA BANK.
 BANK OF INDIA.

 STATE BANK OF INDIA.

 SYNDICATE BANK.

 AXIS BANK.

 UCO BANK

Major function of finance department at Mirror precision works


industry limited is as Follows:
 Preparation of budget, appropriation of accounts, re-appropriations, surrenders a
savings.
 The functions relating to its entire obligation like salary to employee’s payment of
rent,
 Legal and professional charges, audit fees, vehicle etc.

 Operation and maintenance, printing and stationary expenses, charges like payment of

 Interest on loan, interest on working capital loan, bank charges and other interest.

 Company is also getting income from interest through Bank Deposit, company hire

 Purchase system for purchasing material, vehicles, machineries and equipment.

 The function relating to purchases include making payment to supplier, getting the

 Discounting allowed by the supplier and takes the advantage of cash advance being
received by the customers.

 Administration of Taxes i.e. Sales Tax, purchase Tax, Income Tax etc
MATERIAL MANAGEMENT DEPARTMENT:

STRUCTURE OF MATERIAL MANAGEMENT DEPARTMENT

MANAGING
DIRECTOR

DEPUTY
MANAGING

MATERIAL DEPARTMENT MANAGER

FACTORY
MANAGER

STORE
SUPERVISOR

It is concerned with planning, organizing, controlling the flow of materials from their initial
Purchase through internal operation to the service point distribution.
Material management is a specific scientific technique concerned with planning,
Organizing, controlling flow of materials from their initial purchase to destination.

System and Advance Adopted In Material Department:

The stores are concerned with receipt issue and storage of materials at the store deportment
Receives a copy of the production order from production control department these are
maintained in chronological sequence for guide reference. The materials accounted in
receiving stores and bills are prepared thus the receiving stores prepared report. A separate
place is available to keep the rejected materials to be returned back to that particular supplier
or sub contractor.
Challenges for Material Management Department:

The major challenge that materials departments face is maintaining a consistent flow of
materials for production. There are many factors that inhibit the accuracy of inventory which
results in production shortages, premium freight, and often inventory adjustments. The major
issues that all materials departments face is incorrect bills of materials, inaccurate cycle
counts, unreported Scrap, shipping errors, receiving errors, and production reporting errors.
Materials Department have striven to determine how to manage these issues in the business
sectors of Manufacturing

MAINTENANCE MANAGEMENT

Maintenance management is concerned with planning, organizing and directing the resources in
Order to control the availability and performance of the industrial plants to some specified level.

MAINTENANCE TYPE

 Break down or corrective maintenance.


Preventive maintenance.
 Predictive maintenance.
 Routine maintenance.
Planned maintenance.

MAINTENANCE DEPARTMENT AT MIRROR PRECISION


WORKSINDUSTRY LIMITED:
Maintenance department in industry limited worked under the control of Mr. Prudhvi, Head
Technician, and this department is concerned with maintaining the healthy condition of the
Machines and equipment of the company for regular operations. In Mirror precision works daily,
weekly, monthly maintenance activities are carried on. Maintenance Department at Mirror
precision works follows preventive, predictive such as flux meter (measuring of Light),
temperature, sound meter etc as well as some times break down maintenance too.
 Preventive and break down maintenance of machine
 Maintenance of tool
 New installation of equipment
 Keeping stock of spares
 Plant protection
 Waste disposal.

QUALITY ASSURANCE DEPARTMENT AT MIRROR PRECISION


WORKS
INTRODUCTION:

Quality is the fitness to end use. It is all pervasive. In this modern & competitive world each
& every company is training hard to introduce quality products. Mirror precision works is
one such industry whose priority is not to be number one in quantity but in quality and
reliability Mirror precision works tries to see that the quality of a product is ensured by the
total Investment of all workers. There are very skilled & smart employees who actively take
part in Quality improvement.
QUALITY POLICY OF MIRROR PRECISION WORKS

The Plant laboratory is certified by the State Professional Inspection Agency. The factory
functions in compliance with ISO 9000 (MNS ISO 9001:2000, MNS ISO/IEC 17025) quality
control system. It is fully equipped and capable of all chemical, physical and mechanical
testing of glass. The Plant laboratory technician is responsible for the implementation of
quality standards, Practical operation and management of the laboratory, product testing and
efficiency evaluation. Using modern computer-monitoring equipment, all stages of the
cement manufacturing process and capacity modifications are supervised by the Plant
laboratory - such as the strength and quality of the limestone and flashy used, limestone silos,
cement silos, cement crushers, raw mix Viscosity. Laboratory is fully equipped with German
technology of the highest standards. All the necessary supplies, such as chemicals and
measuring equipment, have been purchased from state-registered companies. Product
samples are taken by professional researchers who update the daily report book in order to
monitor the quality of the output and the efficiency of the operation.
TYPICAL QUALITY CONTROL STEPS:

Problem Identification

Problem Analysis

Problem correction

Feedback to Quality Assurance

TYPICAL QUALITY ASSURANCE STEPS:

Input from Quality Control

Data Gathering

Problem Trend Analysis

Process Identification

Process Analysis
RESPONSIBILITY OF QUALITY CONTROL DEPARTMENT:

 To evaluate batch records.

 To ensure that all necessary testing is carried out.

 To approve specifications, sampling instructions, test methods and other Quality


Control Procedure.
 To check the maintenance of the department, premises and
equipment. To ensure that the appropriate validations are
done.
 To ensure that the required initial and continuing training of his department
personnel is Carried out and adapted according to need.