Submitted to



Yashwantrao Chavan Maharashtra Open University, Nashik

Submitted by Mr. M.B.A. Final Year (IN HUMAN RESOURCE MANAGEMENT) Guide Prof.


FUNCTIONS OF HUMAN RESOURCE DEVELOPMENT • Recruitment • Promotion • Transfer • Performance Appraisal • Personal records


• Disciplinary action • Grievance handling Recruitment The recruitment at HIL is done through data banks or from external sources like Employment Exchange, manpower consultancies, campus and walk-interviews, advertisement in newspaper. Promotion Promotion is a scientific procedure to be employees. A person to whom the promotion is given must be sufficiently tested in all respect. His efficiency, his record of job performance, his decision making capacity, leadership, initiative, all the qualities should be proper the tested and then given him an opportunity of promotion. Transfer At HIL the transfer policy for the employees and standardized rules regarding transfer are as follows:
a) Mode of travel from original location to new

adopted by the

management to avoid any misunderstanding among the

location:-Mode of travel with family from original location to new location as per grade entitlement specified in the travel policy.


b) Stay arrangements at new location for preview








employee’s family for a maximum of fourteen days
c) Setting allowance: -- To facilitate employee setting

down at new location. A one time allowance will be payable to her/him.
d) Transfer

advance: -- An employee can take an

allowance from the original allowance to adjust against transfer reimbursement. Performance Appraisal Performance appraisal system is developed by company for achieving continual development of strength and identifying the once requiring improvement of employees. Performance Appraisal process steps:  Setting of performance plan/ targets.  Self-appraisal performance.  Review by the supervisory management boss.  Assessment of the approval of all individual. Personal records Proper record keeping is essential for the working of any establishment. In personal record include the entire information positive or negative if it is achievement, promotion, training etc .or negative such as Disciplinary action. Warning letter or suspended for the given time. by the employees of his own


Disciplinary action It refers to action taken by the management authority against the worker for the offence committed by him .Disciplinary action is taken by the management to improve the behavior of the workers. Disciplinary action may include one or more of the following: 1. Verbal warning 2. written warning 3. Suspension for a particular period 4. Demotion 5. Dismissal 6. Cut-off wages Grievance handling A grievance as per HIL specification means communication from an employees or group of employees expressing dissatisfaction with any matter or decision-failing and a certain areas defined by a company connected with their employment. This may include grievance in regarding pay on compensation, training, job security, career development, promotion, working condition, transfer welfare activity communication, discipline, attendance, leave records etc. TIME OFFICE This is the most important department of the company. It is responsible for proper coordination between the employees and the administration. It performs various which are as follow:-


in spite of the notice the employee doesn’t come back. this reports is send back to time office. charge sheet is issued against him. in the punching machine. LEAVE ADMINISTRATION: -5- . Normally after 2 warning letters the employee is expected to resume the duty. An ATTENDANCE RECORD SHEET (ARS) is generated for respective department’s . he is issued a warning letter. his code. Half an hour after the shift is started all the recorded punches are collected in a specific format. when an employee remain absent from his duty without information for more than 4-5 days. The attendance is confirmed when both IN and OUT punch are recorded ABSENTEEISM: Absenteeism is considered as an in disciplinary conduct. When employees are come to duty he has to record his attendance as IN-PUNCH.ATTENDANCE: For attendance HIL follow electronics punching system. This report is send to the respective departments The HOD confirms the presence of the employees and after the shifts ends. designation and the time of punch. At HIL. Before leaving the employee has to again record the punch as OUT-PUNCH. when the green lights are glowing.This ARS consist of employee name.

Apart of this every employee enjoys 8 paid holidays. PROMOTION POLICY FOR WORKERS: -6- . WAGE DISBURSEMENT: The wages are distributed to the worker on the 7th day of the month.The employee is entitling to the leave administration policy. The Company also facilitates salary advance of 75% of the total salary dates as an advance. The PL is of 30 days for the staff and 20 days for the workers. Privileged leave. Bs facility and conveyance charges are given to who’s who has to travel long distances to reach the company. and Casual leave. free check-up at the Health Care Unit in company premises. WELFARE SCHEMES: For welfare of the employee. ADVANCES AND LOANS: The Company facilitates personal loans. schools started by HIL near to the quarters etc. And the preparation of the salary slips of all employees. furniture loans.SL is earned on the basis of number of days worked. This policy covers 3 types of leave via. The time office also performs the important function of the salary calculation. the company provides company quarters. Normally. Sick leave. car loans . The loans amount is deducted from the salary in the form of installment.etc to its employees. no new loan is sanction in case of major amount of previous loan is not return. CL is of 7 days .

-7- . If this is found satisfactory then his promotion is confirmed. LTA POLICY: This policy is available only for the officers and above level. The worker is the tested for his new responsibility for 3 months. Under this policy an employee receive traveling allowance along with lodging and boarding charges. This is only for travel within Indian Territory with the minimum of 5 days leave. The promotion can be done with the transfer of the worker to the different workers. If the employee works extra for more than 4 hours he entitled to get 1 full day off. MEDICAL POLICY: According to these policy employee gets medical expenses reimbursement from the company. The rates of reimbursement are for different level of employees. COMPENSATION OFF: According to the compensation off policy if an employee works for more than 4 hours in addition to his routine duty then he entitled to get a half day off.The promotion of the worker depends upon the assessment of his appraisal report send to the time office.

Competencies exist at different level of personality The various levels are: • Knowledge: -. Skills:--an individual’s ability to do something well. • -8- .Information that an individual has in a particular area. personal characteristics. or motive demonstrated by various observable behaviors that contributes to outstanding performance in a job.Chapter-2 COMPETENCY MAPPING • Competency • Competency Mapping • Competency and Performance • Competency Mapping and Development • Competency Identification • Methods of Competency Mapping • Benefits of Competency Mapping • Model of Competency Mapping COMPETENCY Competency is an underlying skill.

Personal characteristics:• Traits: -. resourceful. The extent to which a person is adjustable. Personal characteristics are hard to develop and it is more cost-effective to select people having the desired personality trait. Motive:--A fundamental and often unconscious driver of thoughts and behavior for example concerns for excellence.Action of a person in a given situation.• Behavior: -. • COMPETENCY MAPPING Competency mapping involves the determination of the extent to which the various competencies related to a job a possessed by persons. finding solutions and contributing in innovations from which is then compared to the extent to which the competencies are required for the job? COMPETENCY AND PERFORMANCE One of the major objectives of the companies to improve its performance every year and set new standards and norms -9- .A typical way of behaving such as taking initiative. Knowledge and kills are easy to develop so training is cost-effective. capable of anticipating threats.

In view of this. If the difference between is more. If the right match of competencies is available with the employees. and behaviors required for that job. It is actually a model. the company depends not on the human assets but the human assets having rights match of competencies and their levels foe performance requirements. METHODS OF COMPETENCY MAPPING • 360-degree multi-rating:-It is a type of performance appraisal for assessing the employees more objectively.For every machine there is a human being and it is the quality of the man behind the machine or the process which determines the performance of the company . it is considered that the employee needs training.10 - .. COMPETENCY MAPPING AND DEVELOPMENT NEEDS This model tries to find out many things. their work environment and incentives which help them to give best performance. WHO IDENTIFIES? The competencies required for the job are identified by the head of that functional department or the team and the function heads of the department tries to identify the skills. from which finds out the relationship between competencies required for a job and competencies being displayed by the person performing the job. then it is their motivation. An employee rates himself on a particular competency. This helps to find out the missing link between the two. attitude. .

at the heart of a competent organization.11 - . • Organizational surveys:-In the organizational survey the questionnaire are filled by the employee.Employee or job applicants then complete a self-report version and there are mapped against the template. who rates himself • Assessment competencies centre:-It measure four basic –administrative. global market place.This appraisal method takes care of many thins like what kind of behavior a person has with superiors. • Expert’s rating of job analysis:-Job analysis tools help companies extract knowledge of core competency required from internal experts and allow the company to have any number of expert raters contribute rating on standard competency scale for any job title or position. The accumulated ratings are transformed into a composite template defining the ideal competency set for that position . communications. subordinates. is required today to compete in a fast. Only . Also a skilled workforce. BENFITS OF COMPETENY MAPPING Competency Mapping determines the competencies of the employee and hence which can be used for Performance Appraisal and for providing adequate training. supervisors are judged which help them to develop and expand the needed competencies as identified. Skills or competency gaps are thus identified and informed to the training decisions. peers etc.

companies that engage the hearts. which checks the competencies possessed by the employee and to what degree.12 - . A Model for Competency Mapping Heads of Functional Departments Finance/ Marketing /HR/Technical/Others Heads of the Functional Departments explain in detail what all competencies should an employee possess and to what degree HR Department HR Department designs such a performance appraisal method. encourage the souls and educate the minds winds will stand a chance in the race towards the future. .

13 - .Comparisons Competencies’ requirements given by various heads Self rating by employee on each competency Missing Links Training Functional heads also define the extent to which an employee possesses a competency as per Chapter-3 Research Methodology • Research Design • Sampling • Research Instrument .

HYPOTHESIS This study is related to the 1. Which is used when the purpose of the research is to? • Describe the characteristics of the certain groups. • Make specific predictions. . • Estimate the proportion of the people in a specified population who behave in a certain way. So the hypothesis of the study is • Whether the competence mapping help to improve performance of employees. 2. To study the factors affecting to the performance of employees.14 - . To study competence mapping at Hindalco Industries Limited. RESEARCH METHODOLOGY RESEARCH DESIGN The design chosen for this project was “DESCRIPTIVE RESEARCH DESIGN “.

SAMPLE SIZE: 100 SAMPLE UNIT: employee of INDOWORTH PVT LTD.15 - .RESEACRH INSTRUMENT The research instruments used for the project are. • Questionnaires • Personal Interview SAMPLING METHODS The sampling method used was Probability Sampling. NAGPUR SAMPLE AREA: All Department where they work Chapter-4 Data Analysis and Findings . under Simple Random Method was used.

of Employee % of Employee Yes 107 97% No 3 3% .16 - .ANALYSIS Q1) Do you having complete job knowledge? Job Knowledge No.

17 - . of Employee % of Employee Yes 105 95% No 5 5% .120% 100% % of Employee 80% 60% 40% 20% 0% Yes Job Knowledge No Q2) Do you have proper communication between you and your colleague? Communication No.

18 - . of Employee % of Employee Yes 92 83% No 18 17% .100% 90% % of Employee 80% 70% 60% 50% 40% 30% 20% 10% 0% Yes Communication No Q3) does your supervisor guide you well? Senior Guidance No.

19 - . of Employee % of Employee Yes 60 54% No 50 46% .90% 80% % Of Employee 70% 60% 50% 40% 30% 20% 10% 0% Yes Senior Guidance No Q4) Is Your Working Atmosphere Pleasant? No.

20 - .56% 54% % of Employee 52% 50% 48% 46% 44% 42% Yes Working atmosphere No Q5) Do you enter into any argument with your supervisor? No. of Employee % of Employee Yes 56 69% No 54 51% .

21 - . of Employee % of Employee Yes 104 94% No 6 6% .80% 70% % of employee 60% 50% 40% 30% 20% 10% 0% Yes Arguments No Q6) Do you work with full concentration? Concentration No.

100% 90% % of employee 80% 70% 60% 50% 40% 30% 20% 10% 0% Yes Concentration No Q7) Do you help your colleague whenever necessary? No. of Employee % of Employee Yes 108 98% No 2 2% .22 - .

120% 100% % of Employee 80% 60% 40% 20% 0% Yes No Q8) Do you find the need of change in your work? No.23 - . of Employee % of Employee Yes 59 54% No 51 46% .

of Employee % of Employee Yes 45 41% No 65 59% .24 - .56% 54% % of employee 52% 50% 48% 46% 44% 42% Yes Change in work No Q9) Are you satisfied with your salary? Payment No.

97% .70% 60% % of Employee 50% 40% 30% 20% 10% 0% Yes Payment No Q10) Are you cool persons? No.03 Medium 20 20.25 - . of Employee % of Employee Yes 87 79% No 3 0.

of Employee % of Employee e 29 26.37% 17.27% .26 - .90% 80% 70% % of Employee 60% 50% 40% 30% 20% 10% 0% Yes No Medium Q11) is the company employee oriented/ employer oriented/both? Employe No.36% Employ er Both 62 19 56.

27 - .00% 30.00% Employee Employer Both Q12) Are you satisfied with your job? Yes 90 81.00% 10.60.2% No.00% 0. of Employee % of Employee .8% No 20 18.00% % of Employee 40.00% 20.00% 50.

00% 20.00% 50. nt of 2 23 .00% % of Employee 60.00% 30.00% 40.00% Yes No Q13) what about you’re working time? Excellent/ Good /Average / Poor Excelle Good No.00% 10.00% 0.00% 80.90.28 - Average 79 Poor 6 .00% 70.

K Need to be Need to be .Employee % of Employee 1.00% Excellent Good Average Poor Working Time Q14) what about your workload? i.5% 80.00% 70.K/ need to be Increased/Need to be decreased O.7% 5.00% 10.00% 40. O.29 - .00% 50.00% 30.00% 20.8% 20% 72.00% 0.00% % of Employee 60.

30 - . Direct / Indirect .K Need to be Increased Need to be decreased Q15) what type of communication you prefer? a. Employee % Employee of 46 of 42% decreased 64 58% 70% 60% % of Employee 50% 40% 30% 20% 10% 0% O.Increased No.

No. of Employee % of Employee Direct 91 85% Indirect 16 15% 90% 80% 70% % of Employee 60% 50% 40% 30% 20% 10% 0% Direct Indirect FINDINGS From the Data it is found that in there scope of development in the below following areas: .31 - .

Interpersonal Relations Attitude Job Satisfaction Motivation Chapter-5 Conclusion .• co-operation • Job Knowledge • Worker Development • Stress Management. • Interpersonal Relations • Attitude • Job Satisfaction • Motivation REQUIRED co-operation 13% 20% 24% 9% 9% 12% 10% 3% Job Knowledge Worker Development stress Mgnt.32 - .

33 - . .CONCLUSION • After analyzing the data it can be the employees feel the need of worker development.

34 - . • Also most of the worker feel the need of change in the work due to boredom and also want to learn new things.• The workers undergo lot of stress where further development is required. • The worker motivation level is low which can be increased. • It can be inferred that maximum of the employees is not satisfied with their jobs and hence maximum scope of development is there in this area. • Also the workload is more putting pressure on their work. Chapter-6 . • The working atmosphere of the workers is unpleasant which create hindrance for them to perform their efficiently and effectively.

Suggestion SUGGESTION .35 - .

On the basis of the information gathered and analyzed the following suggestion came up all by itself. These factors need to be closely looked into and depending upon the feasibility of the management can be implementing according in order to walk hand in hand with its work force. so that it can be boost them to work Chapter-7 . • Various monetary and non monetary benefits should be given by the management in order to motivate them. • Training should be given to increase the skills and knowledge in the new techniques and machinery. • Various Counseling programs must be conducted in order to reduce the stress on the workers. • Changes must be brought in the work (job rotation) so as to reduce boredom and enrich enthusiasm in them. • As most of the employees are not satisfied with their job the management should take necessary steps in order to increase their job satisfaction level. of the working environment of the employee. • The communication between supervisor and the worker are to be made better.36 - . • Certain changes must be brought in the working environment efficiently.

Limitation LIMITATIONS .37 - .

• While filling up the questionnaire availability of the worker were not adequately arrange because of their delinquent job. Chapter-8 .38 - . • Workers were reluctant to fill the questionnaire.

39 - .Bibliography BIBLIOGRAPHY .

google.com www.• Industrial Relations and Personnel Management Dr.40 - . July 2006 • Website: www.humancapital. M V Pylee A Simon George • Research Methodology C R Kothari • HRM Review – Performance Management September 2003.com Chapter-9 Appendix .


Sr.no Emp code Employee name Employee designation Date of joining PIC/MIN DOFF/MIN GAT/MIN Remark QUESTIONNAIRE Name: Designation: Date: Department: .42 - .

43 - .Emp. code no: Family Background: Marital status: Sources of earning: Basically from: Years of service: No. of members: Married/unmarried: Place of residence: Questions Are you cool persons? Do you having complete job knowledge? Do you have proper communication between you and your colleague? Does organization pay attention to your demand? Does your supervisor guide you well? Is your working atmosphere pleasant? Do you feel the need of training? Do you enter into any argument with your supervisor? Do you get recognition for job well done? Do you work with full concentration? Do you help your colleague whenever necessary? Are you satisfied with your wages? Do you find the need of change in your work? Do you greet your senior when you meet? Do you receive your salary/wages on time? Do you accept your mistakes? Are you regular on your job? Is the company employee oriented? Are you satisfied with your job? Yes No Remark What about you’re working time? Excellent/ Good /Average / Poor What type of communication you prefer? Direct / Indirect .

K/ need to be Increased/Need to be decreased What types of training you prefer? What more facilities you want from the organization? Suggestions (if any): Thank you .What about your workload? O.44 - .

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