HUMAN RESOURCE MANAGEMENT DEPARTMENT

Production is the combined output of the efforts of the big agents, viz., land, labor, capital, enterprise and management. Although all these factors occupy a significant place in production, yet labor or manpower is the most important. It is the foundation or the edifice of every manufacturing unit. There may be a mass of land, capital and entrepreneurs, but they cannot function without the active force of Labor. The organisation has a man power strength of 30 permanent workers and 60 temporary workers, and 25 CNC machine operators who also fall under the permanent employees category. That is why it is deemed as an indispensable factor of production . The following arguments may be added in support of the suggestions for having a separate department of personnel management: Job analyzing for aiding management Reduction in cost of production Necessity of a contented manpower Necessity of trained and efficient labour force Scientific recruitment of manpower Scientific promotion, demotion, transfers etc. Cordial subordinate-boss relationships.

It may be remarked that the department of personnel administration and management should be under the charge of a capable and experienced senior officer of the concern. He may be designated as the General Manager or Director of the Department of personnel administration and management. There may be several Deputy Directors/Managers under him for his assistance, who may be entrusted with different activities and functions, which may be undertaken by the department of personnel administration and management .

THE FOLLOWING ARE THE IMPORTANT FUNCTIONS OF THE HRM DEPARTMENT :

RECRUITMENT: Liaison with sources of labor supply Interview applicants Tests and Physical Examination Maintenance of Personnel statistics Granting of Increments to employees Training

TRAINING : Training of new starters, apprentices, employees for transfer and promotion, instructors, supervisors, etc Encourage additional education, qualification, and other necessary skills Work tours INTERNAL MANAGEMENT : Promotion of employees Transfer of employees Demotion Termination of services

WAGES AND SALARY ADMINISTRATION : Job analysis Job evaluation Wages surveys Employee training Wage incentives Profit sharing Workers participation in management

INDUSTRIAL RELATIONS :

 Workers morale and discipline Labor legislation interpretation Attending labor grievances Labor management co-operation Arbitration

SOCIAL SECURITY AND LABOURWELFARE : Provision of labor amenities Implementation of social security legislation Other social security measures, like provident fund, old-age pension, employees insurance, etc.

RECRUITMENT POLICIES : THE QUALIFICATION AND OTHER REQUIREMENTS FOR RECRUITMENT IN NGIL ARE EXPLAINED BELOW: SOURCES OF RECRUITMENT:

INTERNAL : Promotion : Promotion involve change from one job to another job that is better in terms of status and responsibility. with the help of promotion the recruited will be conducted the firm. Transfers : Transfer means shifting of an employee from one job to another job.

EXTERNAL : Employment Exchanges :

With the help of employeement exchange the candidate to be selected in the NGIL. Professional Institutions(Engg colleges, Business Schools) : With the help of various business school ,engg college the candidate will be recruited in the NGIL. References from well-wishers : Reference from other industries, local bodies etc the candidate will be recruited in the NGIL. Campus selection : This is the another important external sources recruitment. with the help of campus selection the candidate will be selected in the particular firm. During this period, the employee will be allowed to exhaust the leave standing to his credit.

MODE OF RECRUITMENT FOR FRESHER: Written test Psychological test Preliminary interview Group Discussions Technical Interview Final Interview

PERFORMANCE APPRAISAL: The appointee will be assessed by his immediate superior, and the Department Head while hes undergoing the Training/probation . At the end of the training/probationary period, a performance appraisal format will be forwarded by the P&A Department to the concerned Department. The concerned Department will do the Performance Appraisal and send back the Appraisal Form to the P&A Dept. with

specific recommendations. On receipt of the recommendations, the P&A Dept. will process the necessary papers for the regularization/confirmation/ extension of the training/probation as the case may be. However, the appointee will be given a feedback on the Performance Appraisal by the concerned Division Head in the presence of the Admn.-in-Charge, especially upon an adverse remark.

CONFIRMATION: On completion of the stipulated probation period, the appointee will be confirmed in theservice of the Company in writing. The confirmation order will be issued by the Head(P&A) and will be served on the appointee through the Department/Division Head. In the absence of a Confirmation order in writing, the appointee will continue as a probationer, till such time the confirmation order is issued. Promotion Policy. HUMAN RESOURCES INFORMATION SYSTEM : A human resources information system (HRIS) is a system of software and supporting computer hardware specifically designed to store and process all HR information. Also known as HRMS, human resources management systems or less commonly, HRIMS, these systems are the mainstay of modern HR departments. Traditionally, human resources departments relied on multiple programs in each department. An HRIS integrates all of these programs through a common database and single-user interface. An HRIS combines separate HR systems into a centralized database that performs the majority of HR transactions. HRIS are particularly useful for payroll and benefits administration.

HRIS IN DECCAN INDUSTRIES CONSISTS OF : 1 .Employee profiles 2. Training details 3. Reminders 4. Reports

5. Master forms 6. Payroll- MIS 7. Administration details etc

ACCOUNTS DEPARTMENT
Accounts department plays a vital role in the business by monitoring the income and expenditure by regulating receipt and payments in the financial strengths of the company. A systematic record of business transaction is maintained . A systematic record of daily events leading to the presentation of a complete financial picture would help us to know the financial position of the business . Further it will help us to know the level of Fixed assets , Working capital , Fixed liabilities , current assets , Current liabilities ect.., They look after all the transactions made on behalf of the company . The accounts manager controls this department . Accountant is very important person in any organisation . He is responsible for maintaining the accounting records. His role is as information giver . He is so important for calculating the net profit . He gives the information to his employer about the revenue and financial position of organisation . If any accountant is appointed in any company , then has to calculate excise , VAT and Income Tax amount and also file return of above duties and tax as the representing officer of company. BANKING : This department takes care of the banking activities like issuing cheques , getting over draft and loan from bank . The companies sources of funds are arranged through various banks and financial institutions . The loan is acquired by showing the capacity of the firm like the income tax , sales tax and the bankers will access all these information , based on which the loan is given . They maintain the bank book which has the details about the cheques available

and the bank reconciliation statement is prepared. Both the company and the bank will follow the entries . The company has previously received organizational cases. BOOKS AND RECORDS MAINTAINED: The entire accounts department is computerized and they use Tally2 software . the various books maintained are: Purchase register Sales register Cash book Invoices Bank book Trail balance Balance sheet General ledger Journal register loan from the bank for various