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CONTENTS

INTRODUCTION OBJECTIVE OF STUDY METHODOLOGY COMPANY PROFILE DATA ANALYSIS AND INTERPRETATION CONCLUSION BIBILOGRAPHY

INTRODUCTION
Human resources is a term used to describe the individuals who make up the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials "HR". Human resources is a relatively modern management term, coined as late as the 1960s. The origins of the function arose in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. From these terms emerged a largely administrative management activity, coordinating a range of worker related processes and becoming known, in time, as the 'personnel function'. Human resources progressively became the more usual name for this function, in the first instance in the United States as well as multinational or international corporations, reflecting the adoption of a more quantitative as well as strategic approach to workforce management, demanded by corporate management to gain a competitive advantage, utilizing limited skilled and highly skilled workers. Human resource planning (HRP): is the process of systematically reviewing human resource requirements to ensure that the required number of employees, with the required skills, is available when they are needed. After an organizations strategic plans have been formulated, human resource planning can be undertaken. Human resource planning has two components: requirements and availability. Forecasting human resource requirements involves determining the number and type of employees needed by skill level and location. In order to forecast availability, the human resource manager looks to both internal sources (presently employed employees) and external sources (the labor market). When employee requirements and availability have been analyzed, the firm can determine whether it will have a surplus or shortage of employees. Ways must be found to reduce the number of employees if a surplus is projected. Some of these methods include restricted hiring, reduced hours, early retirements, and layoffs.

DEFINITION OF HRP BY VETLER 1967


The process by which management determines how the organization should move from its current manpower to its desired position. Through planning, management strives to have the right number and right kinds of people at the right places at the right time, doing right things which result in both the organization and the individual receiving maximum long run benefits.

OBJECTIVES OF HUMAN RESOURCE PLANNING


Enable organizations to anticipate their future HR needs to identify practices that will help them meet those needs: - To maintain the required quantity and quality of human resources required for a smooth & efficient functioning of the organization. - To forecast the turnover/attrition n rates - To plan to meet organizational human resource needs at the time of expansion or diversification

IMPORTANCE OF HRP
Planning is not as easy as one might think because it requires a concerted effort to come out with a programme that would easy your work. Commencing is complicated, but once you start and finish it you have a smile because everything moves smoothly.

Planning is a process that have to be commenced form somewhere and completed for a purpose. It involves gathering information that would enable managers and supervisors make sound decisions. The information obtained is also utilized to make better actions for achieving the objectives of the Organization. There are many factors that you have to look into when deciding for an HR Planning programme.

HR Planning involves gathering of information, making objectives, and making decisions to enable the organization achieve its objectives. Surprisingly, this aspect of HR is one of the most neglected in the HR field. When HR Planning is applied properly in the field of HR Management, it would assist to address the following questions:

1. 2. 3. 4.

How many staff does the Organization have? What type of employees as far as skills and abilities does the Company have? How should the Organization best utilize the available resources? How can the Company keep its employees?

HR planning makes the organization move and succeed in the 21st Century that we are in. Human Resources Practitioners who prepare the HR Planning programme would assist the Organization to manage its staff strategically. The programme assist to direct the actions of HR department.

The programme does not assist the Organization only, but it will also facilitate the career planning of the employees and assist them to achieve the objectives as well. This augment motivation and the Organization would become a good place to work. HR Planning forms an important part of Management information system. HR have an enormous task keeping pace with the all the changes and ensuring that the right people are available to the Organization at the right time. It is changes to the composition of the workforce that force managers to pay attention to HR planning. The changes in composition of workforce not only influence the appointment of staff, but also the methods of selection, training, compensation and motivation. It becomes very critical when Organizations merge, plants are relocated, and activities are scaled down due to financial problems.

OBJECTIVE OF THE STUDY:


To study the importance of human resource planning process in the organization. To define the tools of human resource planning at IREL, chattrapur. To find out the activities based ROI planning and reporting in IREL is output focused. To examine practically the understanding of manpower planning and human resource planning and its difference.

METHODOLOGY: DESIGN OF THE STUDY;


Collecting the information about the companys profile. Knowing the importance of Hrp. Implementing the data in charts and analyzing them .

DATA COLLECTION METHODS AND SOURCES


Primary source: The primary data was collected by distributing the questionnaires and getting the responses from the employees. Secondary source: The secondary data was collected through website and journals.

SAMPLING
The sample number taken is 30.

LIMITATION OF THE STUDY.


Time factor is the most important limitation in preparing the project. The study is carried basing on the information and documents provided by the

organization and based on the interaction with the various employees of the respective departments.

COMPANY PROFILE
Under the Indian Companies Act, 1913, Indian Rare Earths Limited was incorporated in 1950 as a private company as a joint venture with the then Government of Travancore, Cochin. In 1963, IREL became a full-fledged Govt. undertaking under DAE. In 1952, production commenced at RED, which was dedicated to the nation by Sri Jawharlal Nehru. OSCOM was set up during 1972, construction had been started in 1975 and mining had been started in 1984. Main objective of IREL is to emerge as a leading player in the area of mining and separation of beach sand deposits to produce minerals as well as process value added products. It has mineral processing plants at Orissa, Tamilnadu & Kerala, Rare Earths division at Alwaye, Kerala and Research center at Kollam, Kerala. Its registered and corporate offices are in Mumbai, Maharastra. LOCATION: The Chatrapur sand deposit is situated along the Eastern Coast in Ganjam district of Orissa state. The area is bound on the four sides by Rushikulya River on the Northeast, the coastline of Bay of Bengal on the Southeast, Kandla River (Gopalpur creek) on the Southwest and Tampra Inland-lagoon and its canal system on Northwest. The co-ordinates of the area along the coast are as follows: GEOLOGY OF THE DEPOSIT: The OSCOM deposit formed along the coast is the largest of its kind in India with a length of about 18km and a width of about 1.5 km. The height of the deposit varies from a few meters to 15m from the surface to water table. It is usually in the form of sand dunes and the

concentration of heavy minerals is highest in the surface. The concentration gradually decreases with the increase of depth. The land is barren and devoid of vegetation except occasional growth of casuarinas trees which requires less water to grow in the saline environment.
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The sand

deposit is less compact, free from over burden, clay or rock in the frontal dune area closer to the sea. However, the deposit away from the sea towards the land sometimes contains clay lenses and compact sand below water table. The origin of the deposit belongs to the parent rock types available in the eastern Ghat and the Western Ghat Mountain ranges which contain these minerals in very low concentration to call for profitable extraction. The main source rocks are Khondalites, Charnokites, Gnesis, Granites, Laterites and Sandstones etc. When the source rocks are liberated from it and transported downward by running water and rivers. A tropical climate with heavy rainfall assists in the withering process. The liberated minerals transported downward are deposited at the seashore in an unsorted condition. The river Rushikulya acted as transportation agent for the heavy minerals and deposition in Bay of Bengal. The actual sorting and concentration takes place due to the actions of two principal agents i.e. action of waves and surfs and the action of winds. Ocean waves and surfs play predominant role in the concentration of the heavy minerals. A breaking wave takes all the foreshore minerals to the beach but the backwash carries only the lighter minerals back to the sea. Repeated action of waves results in sorting and the concentration of heavy minerals in beach placer deposit. After the concentration is over, action of the wind further enriches the concentration by blowing away the finer and the lighter sand particles, thus leaving the in-situ deposit rich heavy minerals. Stratigraphically, the deposit is of recent age and its country rock belongs to Pleistocene age. No fault planes joints or geological disturbances are exciting in the deposit. For the purpose of evaluation and presentation of the deposit, the OSCOM deposit is divided into two sectors viz. south and north, each consisting of two sectors two parts I & II.

Mining Lease Area: 2464.054 Hectares (from 21.03.1999 to 20.03.2019) 2877.76 Hectares (from 21.03.1979 to 20.03.1999)

PROPERTIES & USES OF MINERALS:


Properties Ilmenite Rutile Zircon Monazite Garnet* Sillimanite Synthetic Rutile Thorium Nitrate Th(NO3).4.5H 2O

Chemical formula

FeTiO3

TiO2

ZrO2 SiO2 (La,Ce,Y,Th) A3B2(SiO4)3 Al2O3 SiO2 TiO2 PO4 or or ThOU3O8 ZrSiO4 Al2SiO5
2 +

Where A can be Ca,Mg,Fe or Mn and B can be Al,Cr,Fe or Ti Colour Black Black Reddish Brown Non-mag Pale yellow Pink Colourless Buff White

3+

Magnetic Property Electrical property

Mag

Non-mag

Feebly magnetic

Moderately Non-mag magnetic

Non-mag

---

Conducti Conducting Non-cond Non-cond ng 4.25 4.6 to 4.7 4.68 5.25

Non-cond Non-cond cond

---

Specific gravity 4.54

3.9 - 4.1 4.11

3.20-3.25 3.25 1.88

3.35

Bulk density 2.8 (gm/cc)

2.6

2.88

2.98

2.2 to 2.3

1.5

Ilmenite

Mainly used in the manufacture of Titanium Dioxide (a white pigment). Also used in the production of Synthetic Rutile (S.R. is used in the manufacture of pigment, plastic industry and paper industry), Ferro-Titanium alloys, production of titanium metal which is used in aircraft industries. Used for coating of welding electrodes and for the production of Titanium Dioxide pigment and Titanium Tetrachloride used for the production of titanium metal/sponge. Used in foundries, Ceramics and Refractories industries. Also used in the manufacture of Zirconium metal alloys and chemicals. Mainly used in the manufacture of refractory bricks for high temperature application Used in the manufacture of abrasives, Grinding wheels, for polishing glass/TV tubes, as sand blasting media, water jet cutting and in water filtration. Extraction of Thorium concentrate and Rare earth Compounds. Used as fuel for nuclear reactors, used in the manufacture of detergent chemicals, gas-mantles.

Rutile

Zircon Sillimanite Garnet

Monazite

HUMAN RESOURCE MANAGEMENT OF IRE Ltd (OSCOM)


This chapter deals with the HRM department of IRE Ltd (OSCOM).the personnel management of IRE Ltd (OSCOM) has been redesigned as the HRM department. But , before discussing it general background of HRM is highly essential to provide necessary analytical framework for better understanding. In an age of automation as of today, manpower is the most essential and indispensable resource of any organisation. In fact, without appropriate human resource no business or organisation can exist and grow. This is perhaps the reason why HRM has become the focus of attention of progressive organisation of today. One of the most important task, in the respect, is to place the right people , with the right mix of knowledge and skills, in the right place and at the right time to perform the right task. Developing people to suit to the most appropriate task is the job of HRM. Thus HRM is the integrated approach to actuating and managing the comapnys own people. Therefore in the rapidly changing management scenario of today, HRM has a crucial role to play. STATUS OF THE HRM DEPT. IN IRE Ltd (OSCOM) Every business organisation , for its effective functioning, depends upon its pool of able and willing human resources . this necessitated the creation of a separate dept in the organisation called HRM dept to organize, coordinate and to administer the human elements in production. The personnel department otherwise known as HRM department, is an independent department. Earlier , the HRM department was known as personnel and administrative

department. Both the dept has been functioning since the inception of the company. It enjoys a distinct status within the company. If a personnel dept. Directly reports to the corporate executive , then it is known as independent department. The department is headed by GM(HRM) who directly reports to the executive head and is taken into confidence on all important matters of the company.

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STRUCTURE OF THE HRM DEPARTMENT


GENERAL ADMINISTRATOR HEAD OSCOM

HRM

DEPARTMENT

SR. MANAGER PERSONNEL IR

SR.MANAGER CHEMICALPLANT SR. ADMIN. OFFICER ESTAE &LAND ACQUISITI. SR.ASSISTANT HELPER

SR.MANAGER MINING PLANT

BHUBANESWAR OFFICE

SR.PERSONNEL OFFICER

DEPUTY CHIEF SECURITY OFFICER

SR.ENGINEER PRODUCTION

DEPUTY OFFICERS

DRIVER

SR.ASSISTANT SECURITY OFFICER HELPER DY.SECURITY OFFICER FFGL (DRIVER PT) FIRE OFFICER SENIOR GUARD

SR.ASSISTANT SECURITY INSPECTOR

FIREMAN

HELPER

From the structure of the HRM dept, It is evident that the department is headed by the general manager(GM). He is the apex of the HRM department and is the sole decision making authority. He is the ultimate authority in personnel administration. at the same time he looks after security, estate, also looks after the functioning of the coordination center at Bhubaneswar office.

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in performing all these activities the GM(HRM) is assisted by a senior manager personnel industrial relation and establishment and two senior manager(personnel). The senior manager personnel looks after industrial relation and establishment matters handles industrial relations, recruitment, placement, promotion , transfer, union matters , legal matter, grievances, handling vigilance. he also looks after time office, welfare and promotion of Hindi ( official language). The senior manager personnel is assisted by a seminar personnel officer who directly deals with recording and maintenance of attendance, register, time office , wage and salary administration, workers participation in management .the other two senior manager personnel have been posted in plant side of the organisation. One senior manager of personnel is looking after the personal matter of the employees attached to the chemical groups of plant, maintenance of SC, ST, OBC holders and estate management and the other senior manager of personnel is looking after the personal matters of the employees attached to the mining group of plant and security.

IMPORTANCE OF HRP IN IREL:


Human Resource Planning is a process to determine future staffing needs by analyzing organization future business plan and in consideration employee turnover within the organization. Through planning process, a management strives to have right number of workforce and the right kinds of people at the right locations, at right time in order to fulfill the obligations for the benefit of organization as well as individual.

Following are other potential benefits of HRP:


1. Upper management has a better view of the HR dimensions of business decision. 2. Personnel costs may be less because the management can anticipates imbalances before they become unmanageable and expensive. 3. More time is provided to locate talent 4. Better opportunities exist to include women and minority groups in future growth plans. 5. Better planning of assignments to develop managers can be done. 6. Major and successful demands on local Labour markets can be made. 7. surplus or deficiency of employees strength is due to absence of planning.
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DATA ANALYSIS AND INTERPRETATION

Q.1> Do you think that human resource planning is needed for any organization? a. Yes (26) b.No (4)

NO, 13

YES, 87

INTERPRETATION: 87% of the employees believe that human resourse planning is necessary in an organisation.

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Q.2> Does the organization have plans for ensuring its development and human resource needs are met? a. Yes 22 b. No 8

RESPONSE
27%

YES NO

73%

INTERPRETATION: The above chart reveals that 73% of the employees believe that human resourse needs are met.

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Q.3> Is there a succession plan to target high potential employees? a. Yes 3 b. No 27

RESPONSES

YES NO

INTERPRETATION: It reveals that Succession planning is not necessary in IRE to target high potential employees.

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Q.4> Does all your HRactivities based on ROI planning? Yes .21 no.9

NO, 30%

YES, 70%

INTERPRETATION All HR activities are based on ROI planning.

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Q.5> Do you communicate regularly with field employees regarding the success of the company, future job prospects and other issues affecting the company?
a. Yes 24 b. No 6

RESPONSE
13%

YES NO

87%

INTERPRETATION: The above chart reveals that field employees are not communicated regularly regarding the success of the company.

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Q.6>Are you presently doing performance evaluations for all field employees on a regular basis? a. Yes 21 b. No 9

RESPONSES
30

yes NO

70

INTERPRETATION: The above chart reveals that 70% of employees consider that performance reviewing is done on regular basis for all field employees.

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Q.7> Do you provide incentives or rewards to employees for bringing forward suggestions or improving productivity? a. Yes 29 b. No 1

RESPONSE
3%

YES NO

97%

INTERPRETION: The above chart reveals that employees are rewarded with incentives those who suggest some ideas to improve the productivity of the organization.

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Q.8.> Do you conduct occasional surveys of your employees, receiving formal feedback on company policies, compensation, benefits, employee attitude, etc? a. Yes 15 b.No 15

RESPONSE

50%

50% YES NO

INTERPRETATION: Half of the employees agree to it and half of them dont agree to it.

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CONCLUSION:
The HRM department therefore occupies a unique position and status in any organisation. It is pivotal to the smooth functioning and administration of any organisation. The advice and assistance provided by the HRM department to the line managers enable them to concentrate on their own areas of operation.

From the above study we can conclude that:


Human Resource Planning process is very much important in IREL,OSCOM.. The demand is more than supply.

The value of human resources and their contribution to the organization is very high.

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QUESTIONNAIRE
(IMPORTANCE OF HUMAN RESOURCE PLANNING PROCESS IN IREL,OSCOM) Q.1> Do you think that human resource planning process is needed for any organization? YES NO

Q.2> Does the organization have plans for ensuring its development and human resource needs are met? YES NO

Q.3> is there a succession plan to target high potential employees? YES NO

Q.4> Does all your activities based on ROI planning? YES NO

Q.5>.Are you presently doing performance evaluations for all field employees on a regular basis? YES NO

Q.6> Do you communicate regularly with field employees regarding the success of the company, future job prospects and other issues affecting the company? YES NO

Q.7> Do you provide incentives or rewards to employees for bringing forward suggestions or improving
productivity?

YES

NO

Q.8> Do you conduct occasional surveys of your employees, receiving formal feedback on

company policies, compensation, benefits, employee attitude, etc? YES NO


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BIBLIOGRAPHY

LIST OF WEBSITES
www.irel.gov.in www.citehr.com

LIST OF BOOKS
Human Resource Management - V S P RAO Human Resource personnel Management- k Aswathappa

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