A project report on Human Resource Planning at ISGEC

Submitted to: Mrs Medha Vasisht (Asst. Prof. )

Submitted by: Pooja Maggo 2012025 MBA(HR)

ISGEC
ISGEC, the heavy engineering unit of Saraswati Industrial Syndicate Ltd. was located at Yamuna Nagar, Haryana. The annual turnover of ISGEC for each year exceed US $ 36 Million and group turnover of Saraswati Industrial Syndicate Ltd. exceed US $ 150 Million. The company has the following business units Process Equipment, EPC Power Plants, Boilers, Sugar Plants & Machinery, Mechanical & Hydraulic Presses, Steel & Iron Castings, Contract Manufacturing, and Trading.

HISTORY
Isgec has its origins in the Saraswati Sugar Mills, which were established in 1933, with a sugarcane crushing capacity of 400 Tonnes per day. It has grown into one of India's largest sugar mills and now crushes 13,000 Tonnes per day. At the time of the nation's independence, the need for an Indian capital goods industry was recognized and Isgec was established in 1946. The initial activity was the manufacture of spares for sugar mills. In the course of its history, the company diversified into a range of engineering products. In 1964 it established a joint venture with John Thompson of the UK to form Isgec John Thompson. In 1981, it acquired majority shares in Uttar Pradesh Steels. Both units were subsequently absorbed into the parent company. In 2011, the company name was changed from Saraswati Industrial Syndicate Ltd. to Isgec Heavy Engineering Ltd. with all businesses consolidated and now marketed under a common brand name Isgec

INFRASTRUCTURE
Lifting Capacity : Crane capacity- 200 MT (Hydraulic Lifting arrangement for heavier loads up to 250 MT) Shop covered area: 43,000 Sq. Meter (51,427 Sq. yards) Total plant area: 250,000 Sq. Meter (298,998 Sq. yards)

SWOT ANALYSIS
Strengths: Producing high quality products comparable with the international standards as awarded by ISO9001. Efficient labour is available at cheaper rate. Services & cooperation of the staff & the workmen is really appreciating. Company is discharging their social obligations as well. Administration is very strong.

Weaknesses: Not linked with port or airport so freight is high. Opportunities: With the globalization of economy export market is tapped. Threats: Indigenous market for few products is not very promising.

Right Number & Kind of people

Human resource planning

Completing tasks effectively & efficiently

H.R.P
Human Resources Planning is the process of anticipating and carrying out the movement of people into within and out of the organization. Human resource planning is done to achieve the optimum use of human resource and to have correct no. and type of employees needed to meet organizational goal.

FEATURES
Futuristic Continuous process Part of corporate planning Flexibility Long term and short term plans

OBJECTIVES
Placement of personnel. Prevent disruption of work. Control cost. Training & management development. Personnel motivation. Optimum utilization of Human Resource. Meeting personnel requirement

HR Planning Types
SHORT TERM LONG TERM

Short term HR Planning

For a period of not more than 1 year. It includes annual operating plans, budgets. For optimum utilization of the strong incumbent.

Long term HR Planning

Projecting manpower requirements. Taking stock of existing manpower. Recruitment & selection. HR development

IMPORTANCE OF HRP
Its a two-phased process by which management can project future manpower requirement and develop manpower plans. It helps in proper recruitment and selection so that right type of people are available to occupy various position in the organization. It also facilitate design of training programs for the employees to develop the required skills in them. Systematic manpower planning provides lead time for the acquisition and training of employees to meet future requirements.

OBJECTIVES OF THE STUDY

To understand manpower needs for COMPANY To anticipating surplus or shortage of staff and avoiding unnecessary detentions or dismissal. To help the organization to cope with the technological development and modernization. To know about career planning of every employer of the organization and making succession programmers.

Research Methodology
Research may be defined as a scientific and systematic search for information on a specific topic. It also may be defined as a careful investigation or inquiry especially through search for new facts in any branch of any knowledge. Research Methodology is a way to systematically solve the research problem. Research Methodology may have dimensions. It includes research methods and also considers the logic behind the methods used in the context of the study. It may be understood as a science of studying how research is done scientifically.

RESEARCH DESIGN
The research design used is survey design. Research design is the specific data analysis techniques or methods that the researcher intends to use. The survey design involves the collection and analysis of data, and finding out the answers concerning the current status of the subject.

SAMPLE AND SAMPLING TECHNIQUE

Sampling forms the process of selecting units from the population of interest so that by studying the sample, we may fairly generalize our results back to the population from which they were chosen. This is to help save time, cost and avoid repetition of the same data. Random Sampling:-This sampling is chosen to know about the views of different HR manager simultaneous.

DATA COLLECTION
For the purpose of data collection, both the modes were used. For the research, the data was collected from the two sources: Primary Data Source Secondary Data Source A questionnaire was used to collect the data. The instrument had structured questions. It provide utmost accuracy, generalizability and explanatory power with low cost, rapid speed. The questionnaires were self-administered and respondents assisted to answer questionnaires . Structured questionnaire were used to gather the data by using face-to-face method.

FINDINGS
As in todays scenario human capital is one of the most inputs of any value generating process, so the scope of human resource practices and policies is also increasing day by day. ISGEC which is the top STEEL industry also believes that tacit knowledge of human resource actually make a big difference which ultimately help to achieve the targets according to vision, mission, goals and objectives. The procedure followed in the organization for Human Resourse Planning is effective enough to attract the efficient candidates. Human resource planning helps the company in recruiting people according to set budget. Company uses mostly internal method for recruitment. Company uses new technology time to time which contribute most to increase attention to human resource planning

SUGGESTIONS
Human resource planning of the organization should be integrated with other organization plans. Company should also give preference to external sources for recruitment also because in this way company get more talented personal that have current knowledge.

To make effective manpower planning top management must provided their support.
For effective human resource planning the management information system of the organization should be effective and reliable. Manpower planning should be done by the company time to time.

CONCLUSION
Human resource is a key economic resource, and a scare one. It therefore demands the same attention a company gives to planning sales, investment or profits. The most important reason why HR Planning should be managed and implemented is the costs involved. Because costs forms an important part of the Organizations budget, workforce planning enable the Organization to provide HR provision costs. Finally HR planning is continuous, ongoing process and companies that treat it as a five-year burdensome task will be deeply disappointed.

Thank You