Professional Documents
Culture Documents
1 Acknowledgement 3
2 Executive Summary 8
3 Corporate Overview 9
4 Organizational Chart 16
5 Introduction 18
Recruitment 22
Selection 25
Performance Appraisal 28
Training & Development
Talent Management 34
Job Analysis
40
Organisation Structure
7 Learnings 65
9 Recommendations 67
12 Annexure 71
Page 2
Organizational Chart
DIRECTORS
BUSINESS MANAGER
SR. MGR TELESALE
SR. MGR CREDIT
AREA MANAGER
MANAGER TELESALES MANAGER MGR. - CREDIT
ASST. MGR TELESALES UNIT MANAGER ASST. MGR - CREDIT
Head HR
Recruitment Org. Zonal Coordinators
specialist Development North/East/West/South
City HR/IR
& Safety
Introduction
HR PRACTICES
The success of any business depends as much on appropriate, effective, well-communicated, HR
and business practices as it depends on meeting the requirements of mandated laws and
regulations. In fact, good planning and the development of effective practices make regulatory
compliance much easier.
HR practices helps in increasing the productivity and quality, and to gain the competitive
advantage of a workforce strategically aligned with the organization’s goals and objectives.
Some of the key performance indicators for Human Resources include but are not limited to the
following.
The best practices in the management of human resources are the ones which optimize a workforce
so that it can not only get work done, but also ensure a greater level of efficiency, timeliness and
quality as it accomplishes increases productivity overall.
Hence the job of the best practices human resources firm is to make sure that these benefits and
pay scales meet the company’s budget while remaining attractive and competitive enough to pull
in the very best talent possible. We should know that these figures put the company in a good light
while also presenting themselves as engaging and competitive for company’s recruitment efforts.
OBJECTIVE OF HR PRACTICES:-
The main objective of HR Practices is to differentiate the organization from its competitors by
effective and efficient HR Practices. By following this, the organization does its whole work
process. The objective of HR Practices is to increase productivity and quality, and to gain the
competitive advantage of a workforce strategically aligned with the organization’s goals and
objectives.
As we know the whole function of HR department depends upon the HR Practices of the
organization. The HR management is done according to the HR Practices of the company. Which
things to be done and which things should not be done depend upon this only. It also helps the
organization to achieve the target of the organization.
The HR policies of the organization have been mentioned in the HR Practices. All the rules &
regulations for the employees have been also mentioned in this. All the welfare of the employees’
processes is also mentioned in this.
So the study of the HR Practices means basically the brief study of all HR functions in the
organization. I believe the HR Practices is a vital part of an organization, which helps the
organization to achieve the goal of the organization.
All companies are having their HR Practices but the company who is having the best, is the most
successful company among its competitors. So the company can get success within its competitors
by applying best, effective HR Practices.
HR function is very important in every organization. It helps the organization to manage not only
the people of the organization but to manage all the working processes in it also. HR is
management function that helps managers to recruit, select, train and develop members for an
organization. Obviously HR is concerned with the people’s dimensions in organizations. HR refers
to set of programs, functions, and activities designed and carried out.
Effective and Efficient HR practices are very much important for every organization. So, MMM
has also its HR Practices, which helps it a lot to achieve the targets.
Definition of HRM-
HRM is concerned with the people dimensions in management. Since every organization is made
up of people, acquiring their services, developing their skills, motivating them to higher levels of
performance and ensuring that they continue to maintain their commitment to the organization are
essential for achieving organizational objectives.
Page 20
1. Recruitment and Selection:
RECRUITMENT-
It is a process to discover the sources of manpower to meet the requirements of the staffing
schedules and to employ the effective measures for attracting that manpower in adequate numbers
to facilitate effective selection of an efficient workforce.
Edwin B. Flippo has defined it as “ the process of searching for prospective employees and
stimulating them to apply for jobs in the organization. “
OBJECTIVES of RECRUITMENT
To attract people with multi-dimensional skills and experiences that suti the present and future
organizational strategies,
To infuse fresh blood at all levels of the organization,
To develop an organisational culture that attracts competent people to the company,
To search for talent globally and not just within the company,
To design entry pay that competes on quality but not on quantum,
To anticipate and find people for positions that do not exists yet.
PROCESS
Finding out the requirement (hiring vs. exit), upcoming vacancies, kind of employees needed.
Developing suitable techniques to attract suitable candidates.
Stimulating as many candidates as possible.
It is one area where the interference of external factors is minimal. Hence the HR department can
use its discretion in framing its selection policy and using various selection tools for the best result.
Recruitment of staff should be preceded by:
An analysis of the job to be done (i.e. an analytical study of the tasks to be performed to determine
their essential factors) written into a job description so that the selectors know what physical and
mental characteristics applicants must possess, what qualities and attitudes are desirable and what
characteristics are a decided disadvantage.
Effectively, selection is 'buying' an employee (the price being the wage or salary multiplied by
probable years of service) hence bad buys can be very expensive. For that reason some firms (and
some firms for particular jobs) use external expert consultants for recruitment and selection.
Equally some small organizations exist to 'head hunt', i.e. to attract staff with high reputations from
existing employers to the recruiting employer. However, the 'cost' of poor selection is such that,
even for the mundane day-to-day jobs, those who recruit and select should be well trained to judge
the suitability of applicants.
Outsourcing is also done through consultancies by mentioning the requirement, number and
time.
Where the organization does its own printed advertising it is useful if it has some identifying logo
as its trade mark for rapid attraction and it must take care not to offend the sex, race, etc.
antidiscrimination legislation either directly or indirectly. The form on which the applicant is to
apply (personal appearance, letter of application, completion of a form) will vary according to the
posts vacant and numbers to be recruited.
The recruitment process of MMM starts from the requirement of different departments as per to
the org chart. Then they tell to the HR Department. HR Department takes the candidates
from Data bank of company, then does the short-listing, then does the scheduling for the
interview. After this the selection and negotiation process occurs. Then offer letter is been
given to the selected candidate. The employee then joins in the organization. Then the company
arranges the Induction Program for the employee. After this the recruitment process ends with this.
The Chart of Recruitment & Selection Process has been given here.
HOD
Requisition for
Vacancy to be as
per Org Chart
1. Data bank Short Listing
HR 2. Req Agency
3. Poornata
END
Scheduling
the interview
Induction
Most organizations focus on an annual evaluation process for employees and call that Performance
Management. However, annual evaluations are often subjective and can lack specific
measurements and supportive data to help the employee truly improve their behavior.
Simply putting, a Performance Management System is essential to the success of any organization
because it influences the effort expended by employees, which in turn, drives bottom-line business
results. Furthermore, the Performance Management System helps an organization identify, recruit,
motivate, and retain key employees.
• Provide managers and employees with the tools necessary to focus on short-term and long-term
goals that contribute to both career and organizational success.
• Support the organization in developing and sustaining a culture that recognizes and rewards
individual contributions and team performance.
• Promote a work climate that requires employees to remain flexibly focused. For instance,
employees can manage current tasks and unit goals while keeping pace with, and adapting to,
change in the work environment.
HR Performance Management System can be performed in three steps:
Needs Analysis
Identifying Competencies
Development of effective Performance Management System.
PURPOSE
For Administration-
Document HR decisions with regards to performance & its related issues.
Determine promotion of employees.
Determine increment in pay of employees.
Determine transfer & change in job assignments.
Determine retention or termination.
Decide on layoffs.
Decide need for training
Decide salary & related issues.
For Development-
Provide performance feedback to all concerned.
Identify individual skills, core competencies, strength & weaknesses.
Assist employees in setting goals.
Identify training needs.
Improve communication.
Method employed -
Rating & Contribution
Management by Objectives (MBO)-
Advanced by Peter F. Drucker, way back in 1954. During last decade about 50 organisations have
adopted MBO in work settings.
MBO is a process whereby superior & subordinate managers of an organization jointly identify its
common goals, define each individual’s major areas of responsibilities in terms of results expected
of him & use these measures of guides for operating the unit & assessing the contribution of its
members.
The MBO focuses attention on participatively set goals that are tangible, verifiable
& measurable.
The superior & subordinates jointly determine goals to be considered during appraisal period &
what level of performance is necessary for subordinates to satisfactorily achieve specific goals.
During performance appraisal period the superior & subordinates update & alter goals as necessary
due to changes in business environment.
If not achieved identify reasons for deviation.
Mainly the performance management of UTCL is done by online system includes the following
basic processes
1. Annual goal setting
2. Mid year review
3. Annual performance review
1.Annual goal setting –
• In the month of April/May every year, after the annual planning and budgeting rounds, all teams
identify their KRA’s and goals for the forthcoming financial year. This process occurs by offline.
• Then the employees fill their goal setting document in the Poornata system, listing the KRA’s,
Goals, Measurement Criteria, Assigning Weightage and due date for completion of specific goals
as already discussed offline.
• Then they notify the same to their manager/immediate supervisor and await
approval.
• The manager recommends any changes if required or else approves the goals set in the
document.
• The approval of the goals set by the managers completes the goal setting
process.
• The approved documents will be then available to the employees as well as their managers for
the reference throughout the year. These documents can also be viewed by manager’s manager
(Reviewer) for their indirect subordinates.
2. Mid Year Review:
• Mid year review of goals set at the beginning of the financial year held on the months of
October/November every year.
• The mid year review generally initiated by the manager.
• The main focus of the mid year review is to check if the goals set at the beginning of the year are
relevant or if they need to be revised or updated.
• The mid year review is also an opportunity for the manager and his team members to identify
and discuss about any performance issues and initiate corrective action for the same.
• The mid year review does not entail any ratings.
• The annual performance reviews against goals set and achieved held during the months of April-
May every year.
• The employee completes his self-review /appraisal against goals set, online in the Poornata
system and submits the same to his manager for review.
• The manager then discuss the performance of the employee with him/her off-line, give him
feedback on his performance and capture his own comments and performance ratings against goals
and overall ratings in the manager’s evaluation form.
• The manager also discusses the employee’s performance as well as rating with the manager’s
manager (reviewer) and sends the document to the HR department for further processing.
3. Training and Development
The needs of individual are objectively identified & necessary interventions are planned for
identified groups, which get rolled out in a phased manner through training calendar.
The training and development program is charted out to cover the number of trainees, existing staff
etc. The programs also cover the identification of resource personnel for conducting development
program, frequency of training and development programs and budget allocation. Training and
development programs can also be designed depending upon job requirement and analysis.
Selection of trainees is also facilitated by job analysis.
The company has a strong focus on manpower training according to their requirements. The
internal training department aims at improving the skill sets relevant to the work profile of
employees.
The design of the training program can be undertaken only when a clear training objective has
been produced. The training objective clears what goal has to be achieved by the end of training
program i.e. what the trainees are expected to be able to do at the end of their training. Training
objectives assist trainers to design the training program.
Training Design-
The trainer – Before starting a training program, a trainer analyzes his technical,
interpersonal, judgmental skills in order to deliver quality content to trainers.
The trainees – A good training design requires close scrutiny of the trainees and their profiles.
Age, experience, needs and expectations of the trainees are some of the important factors that
affect training design.
Training climate – A good training climate comprises of ambience, tone, feelings, positive
perception for training program, etc.
Trainees’ learning style – The learning style, age, experience, educational background of
trainees must be kept in mind in order to get the right pitch to the design of the program.
Training strategies – Once the training objective has been identified, the trainer translates it
into specific training areas and modules. The trainer prepares the priority list of about what must
be included, what could be included.
Training topics – After formulating a strategy, trainer decides upon the content to be
delivered. Trainers break the content into headings, topics and ad modules. These topics and
modules are then classified into information, knowledge, skills, and attitudes.
Training tactics – Once the objectives and the strategy of the training program becomes clear,
trainer comes in the position to select most appropriate tactics or methods or techniques. The
method selection depends on the following factors:
• Trainees’ background
• Time allocated
• Style preference of trainer
• Level of competence of trainer
• Availability of facilities and resources, etc
Improve performance
“Training & Development is any attempt to improve current or future employee performance by
increasing an employee’s ability to perform through learning, usually by changing the employee’s
attitude or increasing his or her skills and knowledge.”
The need for Training and Development is determined by the employee’s performance deficiency,
computed as follows.
Training & Development Need = Standard Performance – Actual Performance
Training: Training refers to the process of imparting specific skills. An employee undergoing
training is presumed to have had some formal education. No training program is complete without
an element of education. Hence we can say that Training is offered to operatives.
Needs of Training
Individual level
Diagnosis of present problems and future challenges
Improve individual performance or fix up performance deficiency
Improve skills or knowledge or any other problem
To anticipate future skill-needs and prepare employee to handle more challenging tasks
To prepare for possible job transfers
Training given on
Safety aspects
Behavorial aspects
Technical aspects
Communication skills
1. Performance Appraisals
2. Interviews
3. Questionnaires
4. Attitude Surveys
5. Training Progress Feedback
6. Work Sampling
7. Rating Scales
It is a holistic and systematic process, across the group. It is built on the work done so far on
people processes, and has a Talent Identification and Talent Development Strategy for all the 3
levels of management i.e. Senior, Middle & Junior Management. This is facilitated by
Development Assessment Center followed by Individual Development Plan, enabling planned
succession and career management.
With businesses going global and competition becoming intense, there is mounting pressure on
organizations to deliver more and better than before. Organizations therefore need to be able to
develop and deploy people who can articulate the passion and vision of the organization and make
teams with the energy to perform at much higher levels.
Talent management is a key business process and like any business process takes inputs and
generates output.
Talent management is a professional term that gained popularity in the late 1990s. It refers to the
process of developing and fostering new workers through onboarding, developing and keeping
current workers and attracting highly skilled workers to work for your company. Talent
management in this context does not refer to the management of entertainers.
Companies that are engaged in talent management (human capital management) are strategic and
deliberate in how they source, attract, select, train, develop, promote, and move employees through
the organization. This term also incorporates how companies drive performance at the individual
level (performance management).
Talent management decisions are often driven by a set of organizational core competencies as well
as position-specific competencies. The competency set may include knowledge, skills, experience,
and personal traits (demonstrated through defined behaviors)
5. Job Analysis & Evaluation
It is broadly categorized in two parts. Job Analysis is a process to understand the job, identify and
disaggregate the activities, competencies and accountabilities associated with the job. It defines
and clusters the task required to perform the job. It also clarifies boundaries between jobs. The
output of Job Analysis exercise is referred to as job description.
.
STEPS
“Job Analysis is a process of studying and collecting information relating to operations and
responsibilities of a specific job. The immediate products of this analysis are ‘Job Description’ and
‘Job Specifications’.”
• ( S ys t e m a t i c E x p l o r a t i o n o f A c t
ivities)
“Job Analysis is a systematic exploration of activities within a job. It is a basic technical procedure
that is used to define duties and responsibilities and accountabilities of the job.”
• ( I d e n t i f yi n g J o b R e q u i r e
ments)
“Job is a collection of tasks that can be performed by a single employee to contribute to the
production of some product or service, provided by the organization. Each job has certain ability
requirements (as well as certain rewards) associated with it. Job Analysis is a process used to
identify these requirements.”
Each job is a unique description of a role that a person can hold in an organization or required to
be performed for the business benefit of that organization. When jobs are created, their tasks and
requirements are taken into consideration.
Jobs are used in the following components:
Job and Position
Description
Shift
Planning
Personnel Cost
Planning
Career and Succession
Planning
Note:
Job descriptions should be as general as possible and as detailed as necessary.
JOBS
Jobs
Jobs are general
Examples :
classifications of
tasks performed I Head of Department
by employees I Buyer
I Secretary
Secretary Buyer
Head of
Department
Positions
Positions
I Positions are specific to your
Positions are the concrete
enterprise
representation of jobs. They
are held I More than one position can be based
by individuals at your
on the same job
enterprise.
I Each position typically represents
one employee, but may be partially
filled by more than one
Job:
Head of
Dept.
Position
Position: : HOD :
HOD : HR
Purchasing Position:
HOD :
Sales
• Once you have created a job, define the number of positions required the
enterprise.
• Jobs are not staffed by employees. That is the role of positions. If more than one person
must perform jobs, more than one position must be created to meet this requirement.
• A position inherits the job’s tasks, and can also be assigned its own additional
tasks.
• Positions can be 100% staffed, partially staffed, or
vacant.
• When we define a position as vacant, the system prompts us to define the period for which
the position will be vacant There will be a central authority that will be designated to declare
vacancies and make them available for Recruitment (both internal and external). Positions can
fall vacant due to reassignment or Separation as well. Such positions become unoccupied and
not vacant. Vacancy is thus a declared feature for a position.
• A chief position is a position designated as the leader of a particular organizational
unit.
• By matching the requirements of a position and the qualifications of the employees, we will
be able to do career planning for employees and succession planning for positions.
• A profile matching reports can also be run to review the results of how an existing employee or
an applicant fares against the requirements of a position.
6. Organizational Structure
Using the basic object types – constructs of relationships is built to mirror the business edifices and
processes. By assigning object characteristics, validations, requirements etc, we can capture
complex organizational realities with relative ease.
Process Flow:
Before creating all of the other necessary objects and relationships, the user must first create a
root organizational unit. Once one organizational unit has been created, it is recommended to
create the appropriate organizational units below it.
Jobs may be created after an organizational unit exists in the model.
You can assign cost centers to organizational units and Positions.
Inputs:
Organization chart
Root org
unit
Additional Org
units
Jobs if
Required
Positions
Details to where the positions need to be
mapped.
Position Details like Position Type, Position Sub Type, Department, and Sub
department.
Every organization has its organizational structure. According to this every employee has some
specific work. The work also depends upon their levels. As per their levels in different departments
they will have to do their work.
In RMC business, there are different departments so as to organize the work efficiently and
effectively. These are:
HR
Marketing
Technical
Commercial and Accounts
IT
Key Accounts
CRM
Quality
As for different departments different works has been specified for the different levels of people. It
helps them to perform their work, which has been specified to him. For similar jobs also the work
of the employees’ has been structured properly, to avoid the repetition of the work with the other
employees. It helps in decrease the overlapping of the work.
To manage the different levels of work the employees have been separated in to different
designations and different depts. According to their area of specialization. The designations which
have been given to the employees are based on the skills they have, grades, knowledge, varying
experiences. These designations have been specified as per the standard HR Practices of the
organizations, so as to make the organization different from other organizations.
In this way the organization stands in a better position than its competitors in the competitive
business.
The different designations given to the employees in MMM are given in the
following table.
Designation (s)
Director
Associate Director
Sr. Vice President
Vice President
Asst. Vice President
Sr. General Manager / General Manager
Dy. General Manager
Sr. Manager
Manager
Dy. Manager
Asst. Manager
Support Staff
7. Human Resource Information System
MMM’s People Soft Enterprise Performance Management (EPM) enables it to achieve world-class
performance by aligning the right information and resources to strategic objectives. People Soft
EPM offers performance management solutions for every budget and every phase of the
management cycle, helping its managers to formulate strategies for profitable growth, align
strategies with operational plans, and actively monitor day-to-day operations.
It helps a lot in the different works of the organization. It helps in the following ways
> They can know these policies directly from the ERP system.
> As it done only through Online, there is no delay in getting different infomations.
> It also helps them to do the reporting to the concerned person.
> They can also fill their problems which they face during their work and send to their
departments.
In this way Poornata helps not only the managers but the employees also.
Introduction – Poornata helps in creating and updating of the positions of the employees.
Each position will correspond to specific vacancy in the organization, have a specific headcount
defined for it and is also tied to the following specific attributes:
Business unit
Department
Company
Job code
Location
Regulatory Region
Job Function
Reporting to position (The position to which this particular position reports to)
Career stages
Every time one or more of the above attributes change, the same have to be updated for the
position, or a new position may need to be created corresponding to the new combination of the
attributes.
Any individual who occupies a position will inherit the above-mentioned attributes of the position.
A position is thus specific and particular opening in the organization, as opposed to job codes,
which are more generic in nature. Job codes reflect the job points of the jobs across the
organization, whereas a position number reflects a specific job description in the organization.
It helps and gives hints and warns the user the important information he must know about the
Poornata system.
It provides the additional information to assist the user & provide key
information.
It also tells the frequently asked questions with respect to hiring
employees.
It also shows the common error and warning messages that the user may get at the time of
Employee ID, Position Number, Job code (the job points of the employee), Company (The legal
entity to which an employee /department is attached.), The Business unit to which the employee
belongs to, Location (i.e. where the employee works), Department etc.
Following are the steps that will be used to maintain positions and department budgets
Creating new
positions
Updating the information for existing positions as and when
required
Only after the offline approval has been obtained, should the position be created in the system, i.e.
only pre-approved positions should be entered in to the system.
The position attributes or the approved max headcount for the position has changed.
The position no longer exists.
Organizational Restructuring.
Introduction: The direct hiring process involves an employee being directly added to the MMM
ERP system that is the situation where his information doesn’t exits as applicant in the system.
An employee on joining the group would fill up the joining check list and the related forms as per
the unit policy. The HR administrator would then hire him into the system by capturing his
relevant information with respect to his personal job compensation, qualifications and dependents’
information.
The hire action will be used to capture the event of the employee’s joining the organization. There
can be either of two reasons for hire:
Joining the ABG: This will reflect the situation where an employee joins a unit of the
ABG
group directly.
Joining the acquired company: This will reflect the situation where an employee had joined
an organization, which was subsequently acquired by ABG.
Going forward the action of joining the acquired company will be used to enter the data of those
employees from the non-management cadre moving into the management cadre who had
originally joined a company that was acquired by ABG.
Introduction: Post hiring as the employee moves through the organization, there would be various
kinds of updation in the employee data. Broadly the processes that an employee could move
through in the course of his life cycle in the organization comprise:
Probation, followed by
confirmation.
Promotion
Pay rate
change
Transfer
Resignation
Termination
Separation
/Retirement
8. Compensation Philosophy of the company-
It is an outcome of what the Organization would like to pay for, which is determined by external
and internal factors. All the processes are aligned to reinforce the philosophy. The company views
compensation not only as something that reflects on the pay slip or in the CTC (Cost To Company)
but also they are concerned about overall employee well being though they may not put any
monetary value on items like Scholarships, Club membership, Retirement benefit, Health and
Accident coverage.
> Rewards stretch performance which is linked to business, team and individual results
• Compensation increase
• External benchmarking
• Compensation structure
1. Fixed Cost: It is the fixed component of the salary that is committed to an employee and is paid
on monthly / annual basis. This includes base salary, all perks and reimbursements and retrials
such as PF, Gratuity and Superannuation.
CTC is decided based on designation, qualification and experience. Basic is around 42% of fixed
cost without housing. Perks and allowances are fixed as per the designations. Variable pay based
on job band is payable at 18%, 15% and 12% of fixed cost without housing. Balance amount is
paid as special allowance.
9. EXIT INTERVIEWS
An exit interview is simply a conversation between a departing employee (who is leaving the
company either voluntarily or involuntarily) and a representative from the organization. The
interview can follow a structured format or be conducted on an informal basis; written
questionnaires can even be used in place of a face-to-face meeting. Whichever format is used, exit
interviews are generally documented.
Traditionally, exit interviews are conducted with employees leaving an organization. The purpose
of the interview is to provide feedback on why employees are leaving, what they liked or didn’t
like about their employment and what areas of the organization they feel need improvement. Exit
interviews are one of the most widely used methods of gathering employee feedback, along with
employee satisfaction surveys.
Exit interviews can be a win-win situation for both the organization and the leaver. The
organization gets to retain a portion of the leaver’s knowledge and make it available to others,
while the leaver gets to articulate their unique contributions to the organization and to ‘leave their
mark’.
Exit interviews offer a fleeting opportunity to find out information that otherwise might be more
difficult or impossible to obtain. The exit interview is an important learning tool for employers.
When properly conducted, the interview provides the employer with the opportunity to:
Approval of loans.
Expense related issues.
Clearance certificates.
Local conveyance.
Exit interview form.
Application form.
Joining formalities.
Making joining letters.
Maintaining personal files with updated details.
Verifying Mediclaims.
Comparison of HR Practices With the MASLOW’S theory-
Self
I Actualization
Self-Esteem
Safety Needs
Physiological Needs
Explanation:-
According to Maslow “Human beings have wants & desires which can influence their behavior.
Only unsatisfied needs can influence behavior, satisfied needs do not act as motivators. Since
needs are many, they are arranged in the order of their importance, or hierarchy from the basic to
complex.”
Physiological Needs -
The most basic, powerful & obvious of all human needs is the need for physical survival. Included
in this group are the needs for food, drink, sleep, protection from extreme temperature etc. That
means the basic needs.
Safety Needs-
Once physiological needs are met, another set of motives, called safety or security needs, become
motivators. The primary motivating force here is to ensure a reasonable degree of continuity,
order, structure, & predictability in one’s environment.
Self-Esteem Needs-
Next in Maslow’s hierarchy is esteem or egoistic needs.
Self-Actualization Needs-
Finally if all the above four levels’ needs are satisfied, the needs for self-actualization comes. The
employees who are in the highest position in MMM are comes under these needs like:
1.V.P.,
2.President,
3.GM etc.
4.All top level employees.
They are getting all types of facilities like mobile, medical, education, conveyance allowances
etc.So they are in the position that they are satisfied with all the needs. Now they are helping their
juniors for the betterment of the organization. All the five needs of Maslow’s hierarchy are
fulfilled by MMM. So the employees are getting motivated and performing efficiently in the
organization, which impacts directly on the success of MMM group. That’s why the attrition rate
is
less in the organization, which is one of the reason for the success of the companies.
KEY LEARNINGS FROM THE PROJECT
Firstly it was a very good experience to work and learn with a world class for two months as it
was my first step into the corporate world.
When I saw my senior people doing each & every kind of work I came to know how much
important is each & every work. Maintaining files in systematic manner with each & every detail
is very important, if not done it hinders the work whenever these are required for reference in
medical claim formalities, appraisal etc.
As I worked with the employees of HR department in the organization during the project they
shared their experience and learnings with me, which was a very good opportunity I got during my
project.
I learned different HR Policies of the organization which were unknown to me before entering
to the corporate world.
I also learned how much the values and culture of the organization impacts the employees
productivity. Like here the Seniors were approachable in nature, I felt an open culture.
Many a times I felt people are not open to new ideas and they are resistant to
change.
I have gained some learning from every individual working here; it might be in terms of
knowledge, skills, behavior or personal traits etc.
I have learned many small, minute things by observations, being in the HR department for 2
months, which could not be learnt simply by reading books theoretically. The practical experience
was totally different.
I have also learnt that a HR person should be very polite, soft spoken & good in handling
people.
Co-ordination with all departments is very necessary especially with Finance
Department.
OBSERVATIONS AND FINDINGS
> During the study of the project I observed different functions of the HR Department. I got
the knowledge about the different types of HR Policies functioning in the organization. I
also got knowledge about how the organization is following their values in a very sincere
way.
> I learnt how and what types of facilities are being provided to the employees .
> I also observed how they are doing the Performance Appraisal on basis of the
achievement of the targets by the employees in the time given to them through
ERP.
> I got the knowledge about different departments in a manufacturing company and idea
about the challenges what the employees are facing while performing their work.
> As I worked on the ERP system of the organization, I came to know that how they are
maintaining the database of the employees for all departments region-wise & its
importance.
> They emphasis on providing proper working environment to their employees, so that the
employees can work efficiently & smoothly .
RECOMMENDATIONS
The company should give the compensation as per to the skills, so that the employees could
do the efficient work.
Organizations must enhance work force motivation to improve productivity. Workers must
be encouraged and motivated to develop a customer satisfaction mind set.
Organizations need to empower their workers by allowing them greater autonomy and
control and to design jobs that are more stimulating. This will enhance the personal
productivity.
Goal Setting programs undertaken with schedule to find potential prospective employees
for higher posts, giving training, discussing the on job responsibilities.
The employee goals are well studied and structured. The Key Related Areas are properly
designed & clearly mentioned to employees.
NOMENCLATURE AND ABBRIVIATION
During the project there were various constraints, which were faced.
• The review is done in retrospect and is an average of six months old, so recollection of
events is poor .
• The opinions of staff and manager are often in opposition, causing de-motivation .
• The process is usually Manager driven and the staff member is expected to be compliant
in the interview .
• The process usually involves the Manager giving their opinion and the staff member
having to defend the position, rather than a positive discussion .
• The process is usually done in a rushed manner to meet a budget development process
and therefore loses its relevance to performance .
• Results of merit rating are not accurate unless factors in the assessment are relevant.
• Sometimes,proper weightage may not be given to different qualities to be rated.
• Actual rating of subjective factors like initiative & personality of employees may not be
on scientific lines.
• Superior may be biased.
• Method of Appraisal unreliable.
•
BIBILIOGRAPHY:
References:
Websites:
www.adityabirla.com
www.bizhrguide.com
www.grasim.com
Text Books:
STEPHENS ROBBINS
C.B.MAMORIA & S.V.GANKAR
Personnel Management
Himalaya Publication
ANNEXURE-1
Description:
To achieve market growth for both Birla Ready Mix & Ultra Tech Concrete.
Ensure achievement of both sales & credit targets, optimizing of resources.
Develop/ harmonize team operations of plant / marketing for achieving customer satisfaction &
maximum output.
Focus on future commercial / dedicated expansions.
Section –2 –KRA
Description:
To achieve sales target as per budget : Against budgeted target of 282000 cu.m achieved 263000
cu.m. Shortfall mainly due to 18 days of strike by sand suppliers.
Achieve & Retain market share: Market share of 22% achieved. Improvement of 3% onYOY
basis.
Market Expansion through dedicated plants: 1captive plant started & successfully running.
Sales target impacted due to 18 days strike, otherwise would have achieved.
BLK project plant, a good initiative.
Cr control has significantly improved but still more needs to be done & focused into.
New products to be pushed & new plants have been well established.
Section 5- VALUES
Values
Commitment
Passion
Seamlessness
Speed
E Code No:
Employee Name:
Department:
Location:
Contact Details:
I hereby declare that I know the above candidate personally/professionally and he is willing
to join RMC business of ABG if found suitable and offer given to him as per his satisfaction.
NAME OF TRANSFEREE
POSITION
EMPLOYEE CODE
PRESENT LOCATION
PRESENT DEPARTMENT
PRESENT SUPERIOR
(NAME & POSITION)
FUNCTIONAL HEAD
LOCATION ON TRANSFER
NEW POSITION
NEW DEPARTMENT
DATE OF TRANSFER
NEW ZONE
Zonal / Functional Head Zonal / Functional Head (Transferee)
(Transferor)