HUMAN RESOURCES

DEPARTMENT

Process Owner

Mr BM Mishra
Chief HR & IR
 Objectives
• Create a harmonious atmosphere to achieve
company strategic goals through empowerment
& team work
• Forecasting human resources requirement to
meet company growth plan & hiring competent
personnel
• Rewards & recognition through performance
management system
Organization chart for
HR & IR Deparment

Chief HR & IR
Mr BM Mishra
(Managing al gamut of IRs & HRM)

Manager HR & IR
Mr RK Dash
(Industrial relation &
formulating HR
policy & compliance
to all statutory laws)

Welfare Officer
Mr. AK Mohanty
(Supervising all welfare
functions)
 Target Setting Process
InPut System Output
1.Vision Target on:
2. Mission •Manpower forecast based on DPR report • Staffing for Kiln-3 & 18.5
MW power plant by 1st Jan
3. Long term & short- •Analysis on turnover rate of contractor 2006
term strategies/ goals workman
• Retention of contractor’s
4. MOUs •Competency mapping workman & employee by
5. KRA •Audit conducted on identifying non core 90%
6. Bench jobs & creating a pool of redundant • Skill enhancement by 50%
Mark/comparative employee to man the newly created of employees
7. Legal compliance vacancy • Out sourcing of non core
•Analysis of absenteeism rate activities by 100%
8. Man power
requirements •Analysis of right sizing/down sizing • Redeployment of
9. Attrition
•Analysis welfare funds/activities redundant employees by
100%
• To reduce absenteeism by
2%
• 100% compliance to
statutory requirements
• ESI 3.75
Mid point review - September 05
Forum : Chief of HR & IR level
KPM- Staffing No Vs planned,
 Key process for Dept. HR&IR

1. Staffing & recruitment process

2. Process of redressal of employee grievances
3. Process of formulating HR policy
4. Process of outsourcing non core activities
5. Reward & recognition process
6. Process of discipline management
7. Competency mapping & Career
development process
 Design of Staffing & recruitment process
System
Input Output
Key Activity Time period Responsibility

1.DPR report Collection of manpower requisition One week Chief of HR & IR Results of:
2.Company growth Ascertain man power requirements Two weeks Chief of HR & IR, • Recruitment cycle time
HODs & GM(W)
plan • Mismatch in manning
Obtaining management Three days Chief of HR
3.Pre requisite for approval • No. of Recruitment against
each jobs requisition
Deciding mode of staffing Three days Chief of HR & IR
4.Available • Right sizing
Notification to employment exchange Fifteen days Manager HR &IR
manpower
resources • Lead time for recruitment
Invite application Fifteen days Chief of HR & IR
5.Govt. policies Review : with respect to planned,
Scrutiny & issue of call letter, 15days Manager HR &IR & target & comparative data
6.Company Policies formation of selection committee concern HODs, Chief
HR & IR Review Frequency : Monthly
7.Panel of selected
candidates Selection & One days Selection committee, Forum : Meeting at MD level &
finalization of compensation package Chief of HR & IR Chief of HR & IR level

Pre employment medical examination Two days Medical in charge &

& Offer letter of appointment Chief of HR & IR

Induction programme Ten days Chief of HR & IR &

DM Trg.

In process measures: No. of application, activity cycle time

KPMs – No. of man power requirements, compensation package value, No. of candidate joined, lead time for
recruitment,
E & I : Analysis manpower optimisation, actual time schedule Vs Planned, Referral check, verification of testimonials
Review forum : Chief of HR & IR Level
Frequency : Twice a Week
Process Improvements: Codification of recruitment process, implemented campus interview, formation of selection
committee, Pre-requisite for each position, Codify induction programme, call letter by internet & telephone

Review Action Plans- Reduce Cycle time, Preference to be given to local candidate
 Process design of redressal of employee grievances
System
Input Output
Key Activity Time period Responsibility
1.HR policy Redressal of grievance at Same day Sectional head Results of:
2.Bench sectional head No. of grievance
marks/comparatives If not satisfied, grievance 48 hrs Sectional head Employee satisfaction index
3.Company policy form No.1 to be filled & to be
settled at sectional head level Review : MD’s level & Chief of
4.Organization HR & IR level
structure/chart If not satisfied, grievance 72 hrs HOD
form No.2 to be filled & to be Review Frequency : Annually
5.Statutory norms settled at Dept. head level
6.Employee If not satisfied, grievance 3 months Chief of HR & IR
feedbacks form No.3 to be filled & to be
settled at grievance settlement
committee Review Action Plans-

If the recommendation of 6 months Chief of HR & IR Revision of satisfaction

settlement committee is not survey questioner to include
accepted by mgmt. & union, grievance related attributes
then it is referred to JCCM for
consideration.
JCCM decision becomes a Same day Chief of HR & IR
policy decision of
management
In process measures: activity cycle time
KPMs – No. of grievance
E & I : Analysis employee satisfaction feedbacks
Review forum : Chief of HR & IR Level
Frequency : Quaterly
Process Improvements: Action plan developed based on employee feedbacks on jobs, work
environment & welfare
 Design of Reward & recognition process
System
Input Output
Key Activity Time period Responsibility
1.HR policy Identify employee eligibility One week MSD/Corporate Results of:
2.Bench communication Employee satisfaction index
marks/comparatives Invitation to the employees One week Corporate Review : MD’s level & Chief of
3.Company policy communication HR & IR level
4.Dept. feedbacks Reward type & value decision 10 days Corporate Review Frequency : Annually
communication/Chi
5.Employee profile ef of HR & IR
6.Personal Record Organize company functions 15 to 30 days Chief of HR & IR
7.Time office for fair well, person of the
feedbacks quarter, punctuality award,
long service award, suggestion
Review Action Plans-
award etc.
To prepare a calendar for
Reward & recognition given Same day HR &IR
programmes for maintaining
by chief guest
time schedule as plan
Publication in Sponge times / Quarterly Corporate
Notice board. communication/
Chief of HR & IR
In process measures: Activity cycle time
KPMs – No. of awards presented for different occasions, Satisfaction level, Value of awards,
employee participation
E & I : Analysis of Function schedule, analysis of employee satisfaction feedbacks, analysis of
employee participation, study of employee eligibility
Review forum : Chief of HR & IR Level
Frequency : Quarterly
Process Improvements: Invite employee family members to participate in the functions,
Punctuality award presented to spouse along with employee
 Process design for Formulation of HR policy
System
Input Output
Key Activity Time period Responsibility
1.Vision Collecting information from 3 months Chief of HR & IR Results of:
2.Mission group company policies • Right sizing

3.MD’s BSC Examine the policy 1 month Chief of HR & IR & • Employee cost
requirements consultant
4.MOU • Employee productivity

5.Company policies • Employee satisfaction index

Formulating HR policy Two months Chief of HR & IR
6.Bench proposals & discussion with • No. of grievance
marks/comparatives Union
Review : MD’s level & Chief of
7.Employee profile Approval by management One week Chief of HR & IR HR & IR level
8.Employee Implementation of HR policy 10 days Chief of HR &IR Review Frequency :
feedbacks Monthly/Quaterly
9.Statutory norms In process measures: Activity cycle time
KPMs –Employee aspiration level, No. of policies implemented
E & I : Analysis of impact on society & employees, study of
financial impact, analysis of policy requirements, comparing
employee productivity
Review forum : Chief of HR & IR Level Review Action Plans-
Frequency : Monthly To implement medical
Process Improvements: All policies has been codified to make it separation policy,
transparent Modification of house
allotment policy