HUMAN RESOURCE DEPARTMENT

HMT Ltd. is a labour oriented industry. So effective utilization of this labour will be the main goal and is done by the HRD at HMT, Kalamassery. Productive workers are the greatest asset of a labour intensive enterprise like HMT. The functions of HRD are very sensitive and shall be handled with utmost care. Successful utilization of the labour will ensure the success of the industry.

DEPARTMENT STRUCTURE:
DGM HR

AGM HRM

TRAINING AND DEVELOPMENT

TRANSPORT

ESTATE AND CIVIL

MEDICAL

SENIOR ENGINEER, TRAINING

DEPUTY ENGINEER, TRAINING WELFARE

ASST. ENGINEER, TRAINING

CONTRACT LABOUR HRM FUNCTION INDUSTRY RELATION

Some of the critical responsibilities are taken up by the HRD, so that the unit chief can concentrate on production activities and their planning. HRD is a functional department and its line of flow is independent of other departments. In HMT Kalamassery, there are about 500 employees, 4 registered trade unions of which 3 are recognized by the management.

FUNCTIONS OF HRD:
The main goal of HRD is to align the personal objectives of each employee with the organizational objective inorder to increase the overall productivity. Major functions are:

1. Manpower planning:
It is the determination of the required number of employees for the production process. Thus number of employees for each section like scraping, milling, turning, heat treatment etc. varies with the number of standard hours required for each section. Steps involved in finding the manpower required. i. Experimentally deteremine the time required for complete production of a part or product under normal conditions. ii. Calculate the number of standard hours required to achieve the target of organization for each product. iii. iv. Calculate the total standard hours available for a person for a year. Thus, we can calculate number of workers needed for each section.

The efficiencies and inefficiencies of operator, machine, and unpredictable difficulties experienced while machining, urgent leaves are all considered while calculating the standard hours available. The planning is meant to be flexible to an extend such that it doesnot affect the overall production.

2. Recruitment and Selection:

Recruitment is the process of adding new employees to the existing workforce. Different modes of recruitment include open, institution, stray application and deputations. Open recruitment invites applications from all over after advertising in newspapers etc. Institution recruitment is the campus selection done by the interview board consisting of experienced personals and is conducted in campuses. Employees might be moved from one department to another or between units based on their overall performance. The selection of employees after various tests assigned to them and staffing them at various departments is done by HRD. A scientific ratio is maintained between employees and supervisors in a department. Also a ratio is maintained between employees in each of the departments.

3. Training and Posting:

After the recruitment process, training is given to them in two steps:

y y

Induction training: Basic training about all the operations and they are provided to all the trainees. On the job training or sectional training: Training given as required to do the operations in that section. It is a deep procedure and covers all work done in the section that he is posted.

The posting of the employee depends on both his ability and aptitude. It is ensured that his interests are not compromised during posting. After osting, the performance and efficiency are calculated periodically by scientific means. To increase the flexibility of workers, multi-skill training is duly encouraged such that in case of emergencies, workers can be transferred to another section. The jobs undertaken by the employee improves his skill with that machine and kind of job with time.

4. Employee welfare:
Making the employees happy is very important in increasing their productivity. Numerous measures are undertaken to ensure this:   Transportation allowances for employees Providing company quarters, drinking water, electricity at subsidized cost.

Internal canteen facility is provided to all employees as a cheap source of food. Also co-operative societies are formed for this purpose.

   

Medical facilities through a dispensary and discounts are given to employees Arts, dramatics and recreational clubs and social clubs are formed. Employee safety is ensured by safety department. Safety shoes and proper uniforms are provided Library and computer facilities are provided for self-empowerment.

5. Industry Relation:
In a labour internsive industry like HMT, the conflicts between worker unions and top management are common. So keeping them happy by agreeing to some of their demands and also by not affecting the overall production of the industry. Industry relation is an art of keeping a balance between output of an organization and welfare of the employees. It is a very delicate job and must be handled with extreme care since a conflict may reduce production for days. Promotions and transfers are undertaken to please employees so that they are not unhappy because of monotonous routine jobs they are doing for years. Welfare schemes are updated so that it keeps up with present social and economic conditions of the country. The wages are renewed so that it take care of basic amenities of employees and their families including food, shelter, medical, savings etc. Grievances of employees are heard while drawing up plans for a new financial year and are discussed with the trade union leaders. Suitable amendments will be done if required and the leaders will be made aware why such a decision is taken and how crucial it is for future of the organization. These meetings may be done at various levels like GM level/production or unit levels. Apart from trade unions, an officers association is also present to address and trade unions will have to compromise on certain aspects so that a feasible environment shall be achieved in which the organization can run smoothly.

6. Other functions:
Different functional blocks are very closely related to each other. So proper coordination between each of them is very crucial, so that it does not create further complications.

y Legal cell
This section is responsible for handling legal issues related to the company. IN most of the organizations it is a separate department but in HMT Kalamassery it comes under the HRD. As an industry, there will be several legal cases against it. It may be filed by employees, neighbouring housing colonies, government, competitors etc.

y Public Relation
The public relations department handles the relations of the company with the general public as well as local population. In HMT, P stands for performance and R stands for recognition. It carries out the following duties and it acts as the face of the company: y Scan newspapers and collect information regarding competitors asa well as current market, and also news about themselves. y y y Receives and welcomes VIPs Mails are studied ad responds to the enquiries made. Publish house journals.

Other routine functions handled by HRD includes: o Casual leaves and institution leaves o Performance and evaluation of employees o Promotions o Transfers(based on requirements of sections) o Provides a better working environment

Safety Department:
Safety department is responsible for ensuring the safety of workers in the factory. It takes preventive measures to avoid possible hazards and deadly accidents. Some of the measures taken are y y y y y y y About 60 fire extinguishers are set up Fire hydrant network Sprinkler system to quench fire Safety shower and eyewash Deluge system to load/unload chemicals Fine proofing, fire alarms and exits Smoke detectors

The main functions of safety department are: o Maintenance and promotion of safety o Prevention of accidents/hazards o Awareness about safety measures implemented o Safety testing; especially for cranes, lifts and pressure vessels o Fire/Chemical testing The safety department coordinates with the HRD. Safety committees are formed by the safety department and maintains a record of previous accidents and initiates investigates those.

CONCLUSION:
The H.R department is one very important unit in an industry like HMT which is very much labour oriented. The overall performance of the company heavily depends on the activities done by this department. Motivation, skill levels and satisfaction of employees is the ultimate goal of our department. The H.R department of HMT is very powerful functional body and is suitably structured. We have been lucky enough to meet some of the best engineer/managers of India here. The department, we hope will take the company further into a better scenario soon.