HUMAN RESOURCE MANAGEMENT

ASSIGNMENT I Anil Kumar B.Tech 3/4 Mechanical Engineering Roll No.9306

Companies and the related sector: 1. Power Sector : National Thermal Power Corporation (NTPC) 2. Manufacturing Sector: Rastriya Ispat Nigam Limited (Vizag Steel) 3. Energy (Coal) Sector: Coal India Limited (CIL) 4. Construction Sector : Larsen & Toubro Limited (L&T) 5. Oil & Gas Sector : GAIL (India) Limited (GAIL)

I. POWER SECTOR NATIONAL THERMAL POWER CORPORATION (NTPC)

HR Vision: "To enable our people to be a family of committed world class professionals." Its HR policy has been in accordance with the corporate vision of becoming one of the best in power utilities as we can visualize it in its HR vision. For NTPC, the guiding philosophy behind the entire Human Resource (HR) Policies is People before PLF (Plant Load Factor). It believes in the long term association with the people working with it. It is constantly dedicated to the growth and development of its employees. It considers people working with it not just as employees but as individuals. Also it believes that the vital strength of the organization that intensely affects efficiency, effectiveness and success of the company is the expertise, abilities and commitment of the employees. The HR policy aims to achieve A competitive edge based on knowledge A culture of team work Empowerment with speed, creativity and flexibility in the work Responsibility to covert knowledge into productive action

The company identifies the following as the four most important things in its human resource policies:

competency commitment

culture and system

The companys HR policy is focused continuously on developing these four major building blocks in its employees. With the philosophy of Grow your own timber it recruits home grown professionals and trains them in accordance with its requirements for sufficient time so that these professionals can work toward achieving the goals of the company. It also works towards the growth and development of its employees through a well-established talent management system. Also the culture of rewards and recognition for any achievement or success proves to be a major thrust to its employees for excellence. With many numbers of initiatives taken by it to boost the inventiveness, innovation, creativity and team work the growth and development of both the company and employees are safeguarded. The ultimate objective of the company is to be a learning organization. To accomplish this, the learning and experiences of employees is captured and summarized by the integrated knowledge management system for future reference. To ensure that its HR policies remain appropriate and meaningful, it encourages feedback from its employees.
REFERENCE:
http ://www.ntpc. co. in/ ind ex.php ?op ti on=com_co ntent& view=article& id=68&Itemid =115&lang=en

II. MANUFACTURING SECTOR RASTRIYA ISPAT NIGAM LIMITED (VIZAG STEEL)

The Vishakhapatnam Steel Plant believes that its employees are the most important resources among all. It is dedicated to develop such a work culture in the company which will be favourable to raise the employees potential so that overall the organization may flourish. To achieve the full potential of the employees the company has established its HR policies. It is committed to offer a work environment among the employees so that they can be devoted and inspired towards the prosperity of the organization by maximizing productivity. In the HR policy, the Vizag Steel also aims to uphold transparency, impartiality and equality in the organization when dealing with the employee matters so that no disputes or differences may surface. To boost the commitment, responsibility and accountability among the employees, it aims to empower them and also to encourage them for teamwork, creativity, innovativeness so that they may achieve grand success for the organization. Moreover, there is a provision for ensuring effective communication channel with the employees. For development of the skills and knowledge in them it has a commitment for providing growth and opportunities. For the development of the human resource of the company, it has a separate policy called as the HRD policy. The development and growth needs of the employees are identified on a regular basis so that the necessary training can be provided as required. In addition to this, the

effectiveness of the training is constantly measured and steps are taken to upgrade its quality to make the technology comparable to the best in the world. Furthermore, it motivates them in such a way that the employees are likely to develop their attitude towards work and also to align their proficiencies with the organisational requirements. It also aims development of its human resources by creating an environment of learning and knowledge sharing and does so by providing the resources and facilities. It provides access to the relevant information and literature which helps the employees to develop their skills overall. Improved through appropriate programs, employees have the opportunity to take more responsibility for the company. In addition to all these, it also provides training for students of educational institutions and trainees of other organizations to fulfil their social responsibility. In a nutshell, we can say that it promotes the continuous and overall growth and advancement of their staff's knowledge base, skills, efficiency, innovation, self-expression and behaviour, so that they make a positive contribution and commitment to growth and constant success of the organization, while sustaining a great level of inspiration and contentment.
REFERENCES: http://www.vizagsteel.com/insiderinl/HRPolicy.asp http://www.vizagsteel.com/insiderinl/HRDPolicy.asp

III. ENERGY (COAL) SECTOR COAL INDIA LIMITED (CIL)

Coal India Limited has a well-established Human Resource Policy. The main aims of the HR policy are the development of the exiting human resources, technological advancement and growth of manpower to fulfil demands of the production

The HR policy deals with all the three points with a clear perception. It makes strategic plan every year called the Annual HRD Plan. There are twenty six training centres located in different subsidiaries and this plan aims to integrate all the efforts from these training centres so as to align the human resources activities and accomplishments in the organizational profits. The training centres are divided into four segments Technical Training Management Training Transformation Training General Development Training

Talking about technical training, it basically aims to provide the employees with latest technology available and the technology which are being used in its subsidiaries. Also, it prepares its human resources to meet the existing deficiency of skilled manpower by training it with skills that are perceived at the corporate level. In addition to this, it also investigates and projects the requirements of the employees. Also it prepares them with specific technological training in order to work efficiently with the capital and technological input in the form of new equipment or enhancement in the production process so as to provide appropriate return to the investment by the organization. To accomplice this, the employees are trained through three courses, namely, basic courses, refresher courses and specialised courses. The basic course trains the workers as appropriate to the equipment, system and technology that are being used in his particular work area. The workers who are done with the basic course or who already have the specific skills pertaining to that work area are given the refresher course training. As the technology pertaining to the concerned area is upgraded, for example in equipment configuration and capacity or improvements in the production system, the workers are given the necessary training in the form of specialized courses so that the efficiency of the overall system is upgraded with the involvement of the new technology. Management training mainly aims to provide a need based training to executives at each level and also when anyone enters the next higher level. These trainings are provided at the Management Training Centre of each subsidiary company and at the apex training centre as may be required. The transformation training is a strategic effort to help those workers who need to procure specific skills when they are transferred from conventional to semi-mechanised mines having some other technology as compared to the one they were using before and the workers who suffer at the instance of closure of mines or surplus manpower. These trainees are used as source of supply of manpower having specific skills and expertise to the subsidiary company where the requirement may be. The general development training aims to benefit the Coal India Limited as a whole by intraorganisational communication between the workers of different subsidiaries, to facilitate sharing of ideas about raising productivity, cost parameters and criteria for excellence in performance for survival of the company in accordance with the vision of the company and for the better health of the organization.

REFERENCE: http://www.coalindia.in/OurPeople.aspx?tab=0

IV. CONSTRUCTION SECTOR LARSEN & TOUBRO LIMITED (L&T)

At L&T, the HR policy has been framed keeping in mind that the people associated with it are the true foundation of competitive advantage and it is because of these people that the company has a great overall customer satisfaction records. The company has enjoyed national recognition several times due to the employees and the principles that are echoed in the HR Policies. At L&T, the process of continuous learning as well as assistance by several training programmes is the course by which the employees go through development and growth. A good number of programs on general management and behavioural issues along with the job related training and technical training are conducted for the benefit of the employees. The employees are being let to learn at their own pace. The company believes in the experimentation and implementation of new ideas for the optimum growth and development and for the overall benefit to the organization. Basic principles of the human resource policies ensures that the standard of the people remains at the top level and they are subjected to unceasing growth and developmental processes when they are working. The recruitment policies are purely on merit and they follow precise and organised selection procedures without discrimination. The recruitment processes which are extensive and rigorous certify that the workforce selected is of high quality and is aligned to be constructive for the organization. The HR policies also aim to sustain the high quality workforce that is already with them through proper and impartial performance appraisal, reward and recognition as the case may be. Moreover, the training needs of the employees are continuously identified and proper need based training programs are planned to ensure the continuous up gradation of their knowledge, skills and attitudes. Overall, it targets to maintain the high quality of its human resource in order to meet the international standards as per ISO 9001. Briefly, we can say that the HR policy of L&T aims to plan, design, train, equip and motivate the department staff to meet the standard of expectation.

REFERENCE: http://www.lntecc.com/hr/hrsystems.asp

V. OIL AND GAS SECTOR GAIL (INDIA) LIMITED

The basic aim of the HR policy of GAIL is the overall development and growth of its employees. It does so by providing its employees with challenging work tasks, supportive work environment, open and transparent systems, social and financial security etc. Human resource is considered as the most valuable and the biggest asset for the company. It strongly believes that for realizing its mission and

vision and companys business policy, only the employees who are engaged with their work will prosper and be advantageous for the organisation as a whole. It believes that the organization can achieve ultimate heights by properly investing in its people through the training, development and growth opportunities. The major success mantra for the company remains as Engaging our employees for superior results. It aims to achieve commitment, dedication, integrity and sincerity which it feels will make the organisation rise above all. Through this employees are anticipated to take new initiatives and outshine the expectations of the company. The company also considers the freedom to work and respect for individuals opinion as the ideas that should be prevalent in the regular work at GAIL. It makes possible the close working relationships with peers and seniors as well as combined, collective and coordinated work environment and also the informal work culture within the organization. The HR policies of the company aim at achieving the true and ultimate potential of the employees and to make them supportive for the company. To do so, it plans various systems and processes that are adapted to engage the hearts and minds of the employees in the direction of the prosperity for the whole organisation. The company identifies the core HR strengths that make GAIL an exceptional workplace. The lean and thin workforce that it has is highly qualified and mostly young, enthused with energy and with cross functional expertise that aims at achieving the mission and vision of the company all the time. It considers itself a continuously learning organisation with free and open communication process which is the basis for employee as well as company welfare. Furthermore, Performance Oriented Culture is the framework on which the company mainly focuses. It also provides ample importance to the work-life balance for the employees. It makes all kinds of efforts to construct a place of work where the employees not only get the intellectual motivation but also a lot of fun to work at. In addition, the townships of the company have all kinds of facilities including sports club, gym, swimming pool, library etc. so that the employees may get enough chances for recreational activities along with their family members. Many numbers of festivals and events are also celebrated all through the year. All these are done in order to make possible the social interaction among the employees and their family members and cultivate an emotion of being part of one big GAIL family. It provides a generous social support system which takes care of the employees along with their families.

REFERENCES: http://www.gailonline.com/final_site/lifegail.html http://www.gailonline.com/final_site/spirit_of_GAIL.html