UNIT4: HUMAN RESOURCE DEPARTMENT:

MEANING:
Human resource department is the part of the management function. This
department deals with human relationship within & outside the organization.
HRM means to select, develop, motivate and maintain human resources, in the
organisation. It first selects the right human resources/staff (managers and
employees). It trains and develops them. It motivates them by giving them
recognition and rewards. It also provides them with the best working conditions.
HRM is directly concerned with the people of the organisation. It is a people
oriented process. That is, it manages people at work.
Human resource management is the management of an organizations workforce,
or human resources. It is responsible for the attraction, selection, training,
assessment and rewarding of employees, while also overseeing organizational
leadership and culture, and ensuring compliance with employment and labour
laws.
VISION OF HR DEPARTMENT:
Make SAMSONITE more dynamic, vibrant, value-based, learning organization
with exceptionally skilled, highly motivated and committed HR to meet the current
and future challenges, driven by core values embedded in the culture of the
organization.
MISSION OF HR DEPARTMENT:
Enable all those working of SAMSONITE to give their best to ensure their all-
round growth as well as that the organization.

OBJECTIVES:
Ensure availability of Total Quality People to meet the Organizational Goals and
Objectives.
Motivate workforce through empowerment of individuals and Team-building.
Play a vital role directly and significantly to enhance Productivity, Profitability and
the Quality of Work Life.
Facilitate continuous improvement in knowledge, skills and Competence
STRATEGY:
Promote Vision, Mission and Values throughout the company
Encourage performance culture that Rewards, Recognizes & Motivates.
Cultivate leadership with shared vision at various levels in the Organization.
Focus on development of Core Competence in High-Tech areas.
Tone up human resources at optimum level to meet the objectives & goals of
the company.
Identify, build, analyse & Upgrade the Knowledge & skills through
Training, Retraining.
FOCUS OF HR POLICY:
Commitment
Motivation
Employee Relations.
Building competence

EMPLOYEES COMPENSATION:
It is the process of providing equitable and fair remuneration to the employees. It
includes job evaluation, wage and salary administration, incentives, bonus, and
non-monetary benefit, health benefit and medical allowances.
INDUCTION AND ORIENTATION:
Induction and orientation are the techniques by which a new employee is
rehabilitated in the changed surroundings and introduced to the practices, policies,
purpose and people etc. of the organization.
TRAINING AND DEVELOPMENT:
Training is a systematic process by which employees learn skills, knowledge
abilities or attitudes to further organizational and personnel goals.
PERFORMANCE APPRAISAL:
It is the systematic evaluation of individuals with respect to their performance on
the job and their potential for development.
ORGANIZATIONAL DEVELOPMENT:
It is a wide efforts managed from the top level management with the goals of
increasing organizational performance through planned investigations. It seeks to
change attitudes, values, organization structures and managerial practices in an
effort to improve organizational performance.
QUALITY CIRCLES:
Quality circle is a self-governing group of workers with supervisors who
voluntarily meet regularly to identify, analyse and solve problems of their work
field.




STRUCTURE OF HUMAN RESOURCE DEPARTMENT





















RECRUITMENT PROCESS FOLLOWED IN A ORGANISATION
Recruitment is the process of searching for prospective employees and stimulating
and encouraging them to apply for jobs in an organization.
There are number of process or methods of recruitment, KVR INDUSTRIES had
adopted few of them in their organization they are to be followed below:

Process of Recruitment
HOD
Sr. MANAGER
Ass. MANAGER
WORKERS



WALK-IN:

WALK-IN
The busy organizations dont find time to perform the various functions of
recruitment. Therefore, they advise the potential candidates to attend for an
interview directly on a specified date, time and at a specified place. The suitable
candidates from among the interviews will be selected for appointment after
screening the candidates through test and interviews.
CONSULT-IN:
The busy and dynamic companies encourage the potential job seekers to approach
them personally and consult them regarding the jobs. The company selects
suitable candidates from among such candidate through the selection process.
HEAD HUNTING:
The company Request the professional organization to search for the best
candidate particularly for the senior executive positions. Head hunter are also
called search consultant.
Recruitment process used to stimulate internal candidate are:
1. Promotions:
Walk-in Consult-in Head Hunting
Most of the internal candidates would be stimulated to take up higher
responsibilities and express their willingness to be engaged in the higher
levels.
2. Transfers:
Employees will be stimulated to work in the new sections or places. There is
also this kind of facilities in KVR INDUSTRIES.



SELECTION PROCESS FOLLOWED IN A ORGANIZATION
Selection process is to choose the individual who can most successfully
perform the job by a qualified candidate. KVR INDUSTRIES involves the
functions and devices adopted in a company to ascertain whether the candidate
specifications are matched with the job specification and requirement or not.
Selection process is begins only after recruitment process is finished. If a
candidate is not qualified to a post in a company then he/she is eliminated it can
also said to be negative as it seeks to eliminate as many unqualified applicants as
possible.






Application
scrutiny
Interview Test
Selection process
Reference
Physical
Examination

Application Scrutiny:
The main purpose of application scrutiny is to identify those candidates who fit the
job specification and can be called later for the interview and testing session.
SAMSONITE classifies application forms in the following ways:
Structured Application Forms
Unstructured Application Forms

INTERVIEW:
It is a face to face, observational and personal appraisal method or process for
evaluating the candidate.
Direct planned interview:
This interview is a straight forward, face to face situation intended to
measure the candidate knowledge and background.

Individual Interview:
this is a One-To-interview. It is a verbal and visual interaction between two
people, the interviewer and the candidate, for a particular purpose. The purpose
of this interview is to match the candidate with the job. It is a two way
communication.

TESTS:
A psychological test is designed to measure such skills and abilities in a worker
as are found by job analysis to be essential for successful job performance. Tests
adopted by this company are as follows:

Knowledge tests
Ability test or proficiency tests
Aptitude test.
Performance Test
REFERENCES:
Candidates are required to give the names of the references in their application
forms. Reference checks are taken as a matter of routine and treated casually or
omitted entirely in this organization. But good reference check used sincerely will
fetch useful and reliable information to the organization.
PHYSICAL EXAMINATION:
It reveals whether or not a candidate possesses the required stamina, strength and
tolerance of hard working conditions. Especially in manufacturing unit like
SAMSONITE.
SOURCE OF RECRUITMENT:
Source are classified into two categories they are as follows: internal sources and
external sources. Under internal sources, personnel needs are filled through
transfers and promotions, under external sources personnel needs are filled by
advertisement, personnel consultants, employment, exchanges, educational
institutions, waiting list, unsolicited application present employees, jobbers and
contractor, leasing.
KVR INDUSTRIES follows internal sources to recruit people:
Present permanent employer:
Organizations consider the candidates from this source for higher level jobs
due to availability of most suitable candidates for jobs, to meet the trade union
demands and due to the policy of the organization to motivate the present
employees.
Present, temporary or causal employer:
Organizations find this source to fill the vacancies relatively at the lower
level owing to the availability of suitable candidate or in order to motivate them on
the present jobs.


HR POLICIES IN ORGANISATION:
HR policies refers to set the proposals and actions that act as a reference for
managers while dealing with their employees. Some of the personnel policies are:
Policy of hiring people keeping in consideration factors such as gender,
marital status.
Policy regarding housing, transport, uniform and allowance.
This project is meant to know the Human Resources Policies in the
organization. The HR policies are tool to achieve employee satisfaction and thus
highly motivated employees. The main objective of various HR Policies is to
increase efficiency by increasing motivation and thus fulfil organizational goals
and objectives.
TRAINING NEED ANALYSIS.
Fear and safety.
Legal update.
Communication skills.
ISO documentation.
Leadership development.
Pollution control.
HR concept and welfare.
DESIGNING TRAINING PROGRAMME
Training summary.
Training feedback.
Identification of training need.
Training effectiveness analysis report.
The human resources development comes under the directors. The department is
headed by the administration manager and an HR officer and junior HR officer.
LABOR WELFARE FACILITIES
The company provides a lot of non-monetary benefits to their employees.
Some of them as below:
Personal Protective Equipment:
Personal protective equipment like providing glass to protect their eyes,
when they are working critical machines, uniforms to have dress code, etc, are
provided to the workers.
Medical insurance:
The employees are provided with medical claim policy, which gives free
medical insurance to the employees.
Insurance:
Employees scheme insurance(ESI)
Safety programme like health insurance
Salary more than 15,000 will get the benefit.

Employment contract:
Employment is done as per contract basis, renewal basis.






COMPONENT OF SALARY


WAGES/ INCENTIVES FRIGN BENEFIT NON
SALARY MONETARY

PROMOTION

APPRASIAL SYSTEM ADPOTED :
Performance appraisal
Potential appraisal
PERFORMANCE APPRAISAL:
Generally, appraisal of employees is made by the supervisor or senior
bosses once or twice in a year.
This appraisal is used in an organization to know or to Understand the gap
between ones potential and one achievement and to fill the gap through capacity
building , learning, skill and knowledge management etc. performance appraisal is
also used in our procedures such as interview techniques, written test etc. these is
how performance appraisal is used in this company. There are some methods also
which is followed in SAMSONITE like check list method, field review method.

POTENTIAL APPRAISAL:
These technique is used to a future oriented appraisal by which the
potential of an employees to occupy higher positions and to ensure higher
responsibility.
SAFETY PROCESS IN WORKING ENVIRONMENT
Usually accident occurs due to less concentration is working field or may be
due to untrained employees, may be some technical problem in machine, etc. there
are certain safety measure taken in the time of any accidents like:
Safety related training materials, requirements operation guides, and other critical
information is made in time of instant reference.
Proper lighting and ventilation.
Lend a complaint box, for suggestion and complaints.
Install equipment and machinery that produces less noise; it had reduced
noise and made efficiency to workers.
Reward people for simple safety related achievements.
First aid is available all the times, either by having someone trained in first
aid on each shifts or being to hospital immediately in case of accident.
EMPLOYEES RELATION;
Employees or labour relations with industry are working place is dynamic
and developing relationship employee and employer. It also deals with relationship
between employee and employees as well as employer and union.


JOB EVALUATION DONE IN A COMPANY
The job-evaluation process starts defining objectives of evaluation and ends
with establishing wage and salary differentials.
The main objective of job evaluation, as was stated earlier, is to establish
satisfactory wage and salary differentials. Job analysis should precede the actual
program of evaluation. Job analysis, as was discussed earlier, provides job-related
data, which would be useful in drafting job description and job specification.
As organizations constantly evolve and new organizations emerge there will
be challenges to existing principles of job evaluation. Whether existing job
evaluation techniques and accompanying schemes remain relevant in a faster
moving and constantly changing world, where new job and roles are invented a
regular basis, remains to be seen.