Gujarat Guardian

Objectives of study
The objective of the course is to learn the basic principles of strategic Human Resource
Management, how an organization acquires, rewards, motivates, uses, and generally manages its
people effectively. On to how their recruitment and selection process of the employees is done.
Along with knowing the training and development strategies and their appraisal process.
In addition to providing a basic legal and conceptual framework for managers, the course will
introduce the manager to practices and techniques for evaluating performance, structuring teams,
coaching and mentoring people, and performing the wide range of other people related duties of a
manager in todays increasingly complex workplace.
During the quarter, we will be exposed to and will discuss current human resource practices and
will participate in exercises designed to enhance critical skills.

Limitations of study
The study is conducted only in Gujarat Guardian Ltd.
Due to the limitation of the time the research couldnt be made more detailed.
Due to the confidentiality of some information, the respondents did not reveal accurate response.

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Research Methodology

Primary data:
The primary data was collected from the interview and discussion with HR management.

Secondary Data:
Apart from primary data collected, the data collected through textbooks, through the records of
Gujarat Guardian Ltd. and through Internet is used for study and references.

Sampling Area:The sampling was conducted at Gujarat Guardian Ltd.

Sample Method:The research was made by the survey in accordance to the convenience of the employees. So the
sample type is convenient sampling.

Tools Used for analysis:

Private Interview session was done, Contact Instrument: HR Manager: Yatin Chaya and HR
Executive: Udai Pandey of Gujarat Guardian Ltd.

Human Resource Management

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Introduction of HRM:

Human resources are the most valuable and unique assets of an organization. The successful
management of an organization's human resources is an exciting, dynamic and challenging task,
especially at a time when the world has become a global village and economies are in a state of
flux. The scarcity of talented resources and the growing expectations of the modern day worker
have further increased the complexity of the human resource function. Even though specific
human resource functions/activities are the responsibility of the human resource department, the
actual management of human resources is the responsibility of all the managers in an
organization.
It is therefore necessary for all managers to understand and give due importance to the different
human resource policies and activities in the organization. Human Resource Management outlines
the importance of HRM and its different functions in an organization. It examines the various HR
processes that are concerned with attracting, managing, motivating and developing employees for
the benefit of the organization.

Objectives:

There are four main objectives of HRM. Societal objectives, organizations objectives,
functional objectives, and personal objectives.

To maximize the productivity of the organization by optimizing the effectiveness of its

employees

Objectives of HRM are influenced by the objectives of the business or organization and
include making sure an organization has a supply of willing, motivated, and skilled
employees.

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Principles of HRM:

Human resources are the most important assets of the organisation

Business success "is most likely to be achieved if the personnel policies and procedures of
the enterprise are closely linked with, and make a major contribution to, the achievement of
corporate objectives and strategic plans. Michael Armstrong

Find, secure, guide, and develop employees whose talents and desires are compatible with
the operating needs and future goals of the company.

Features of HRM:

The collective bargaining role

The implementer of legislation role

The bureaucratic role

The social conscience of business role.

A growing performance improvement role

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Introduction to the Company

Guardian Industries:
One of the worlds largest manufacturer of Float glass and Fabricated glass products and also a
significant player in building material business, Guardian Industries was started in 1932 and has
49 units, including over 28 Float plants across 5 continents at present, with over 20,000 employees
worldwide. The headquarters of Guardian industries is at Auburn Hills, Detroit, Michigan, USA.
The company is also a leading supplier of Mirrors and Fibre glass insulation, as well as vehicle
glass and exterior trim systems to the global automotive industry.

Gujarat Guardian:
A joint venture between Guardian Industries Corp and Modi Rubber, it is the first and now one of
the leading Float glass manufacturer in India, producing the MODIGUARD brand Float glass
and Mirrors. It was set up in 1993 with its manufacturing unit at Ankleshwar, Gujarat with an
employee strength of over 450. And produces 630 tonnes of Glass everyday.

Gujarat Guardian believes that its strength and future growth depend largely on the contribution
made by each person in the organization. Each of you contribute in some way to the products we
produce and your productivity is important to the overall success of the Corporation.
Therefore, Their philosophy is designed to :
Create the desire for excellence in all we do.
Create an atmosphere that encourages creativity.
Create a sense of belonging and team spirit.
Grant all employees fair and equitable treatment.
Provide an environment of openness, trust and individual respect.
Provide and opportunity for growth and development through advancement.
People are most valuable asset of Gujarat Guardian. To protect this asset, it is our commitment
that there is not an assignment, which is so important that we do not have time to do it safely.

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Company Policy:
Gujarat Guardian is known for its unique and people oriented policies. The most important and
enduring drivers of Guardian success flowed from the core value embodied in the companys
operating philosophy, which says Guardian is People.
This is reflected in the working at Gujarat Guardian through certain unique practices such as no
card punch system, no frisking & security checks, common uniform, common caf, an open door
policy, shift culture and frequent celebrations, an all inclusive goal setting exercise and
information sharing at all level.
Safety is centric to working of Gujarat Guardian. It made history by being the first Guardian plant
worldwide to cross the 6 million LTA free man-hours mark. Company has successfully
implemented the People and plant safety related corporate Loss control program and has been able
to achieve the Corporate Plant of the Year award twice. Company believes that a mentally and
physically fit employee is key to a healthy and progressive work environment and it leads to the
growth of individual, company and society at large. For this, company has a successful Health
Guard program to promote healthy life style among its employees and their families. Gujarat
Guardian was awarded the prestigious Health Guard Plant of the year award.
Company has unique on boarding program, where every new employee, irrespective of his
functional responsibility is required to undergo training at plant facility in each and every function.
During the orientation program, he is able to understand the culture and working philosophy of the
company, which helps in performance of future assignments in a better way.
Gujarat Guardian is a flat organization where responsibilities & opportunities are based on merits
and capabilities of individual instead of hierarchical positions. The company provides opportunity
to work and develop skills in cross- functional positions. Teamwork is essence of working at
Gujarat Guardian.
Company employs around 400 people across various functions. Plant operations are carried out by
the four crews, which work in shifts. Shifts are guided and supported by departmental heads in
execution of departmental activities.

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HR department Functions:
In Gujarat Guardian, HR plays an advisory role, The functions are starting from hiring of the
people that is recruitment. If they want to hire a person, they also have to retain them, they call it
tenant management, for talent management it requires Selection Process, Recruitment, Training
and Development and Retention.
Employee Classifications:
Each position at Gujarat Guardian LTD. shall be classified as either Engineering Administrative or
Management in nature, as determined by the Executive Director. This decision will be based on
the duties assigned and qualifications required for each position.

It should be noted that

Management positions are not covered by the Hours of Work and Overtime provisions of the
Employment Standards Act (O. Regulation #285).
Orientation:
All new employees Gujarat Guardian LTD. shall receive an orientation session, which will
encompass an overview of general policies, procedures and operations. This will also provide
employees, new to either a position or an opportunity to learn the performance expectations
management has with regard to the position in question. They will be given a copy of this
Employee Handbook and will be expected to learn its contents. They will also make aware of
policies such as, Code of Ethics, and asked to sign off on their adherence to it.
Employee Duties:
Attached to an Offer of Employment, is a description of the job and the associated responsibilities,
along with any additional tasks possibly required.

This document will be used to evaluate

performance both during the probation period and after. If an employee is unsure of its contents,
they should not hesitate to ask for clarification.
From time to time, it may be necessary to amend an employees job description.

These

amendments will be discussed with the employee in advance however; management will make the
final decision on implementation.

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In recent years, in Gujarat Guardian, it has been recognized that employees are valuable resources
of an organisation, because unlike technology or processes and procedures, people and the
relationships they develop are near impossible to imitate. Therefore, talent management is vital
within modern day organizations in order to maintain a competitive edge against opponent
organizations.

The model below demonstrates how Gujarat Guardian views talent management, identifying six
core elements.

Recrutiment

Workforce
Planning

Talent
Management
Process

Compensation
& Reward
Management

Human Resource Management

Performance
Mangement

Learning and
Development

Succession
Planning

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1. Workforce planning:
A continuous business planning process by Gujarat Guardian of shaping and structuring the
workforce to ensure there is sufficient and sustainable capability and capacity to deliver their
organisational objectives, now and in the future.
To be effective, workforce planning needs to be integrated into an agency or departments
strategic planning framework and incorporate strong governance mechanisms so it can be used to
clearly identify the human resource (HR) strategies required to continuously deliver the right
people that is, those with the skills and capabilities necessary for the required work in the right
numbers, in the right place, at the right time.
In general, there are three types of workforce plan:

Strategic workforce plan

Operational workforce plan

Workforce management plan

A strategic workforce plan usually covers a three to five-year forecast period. A strategic
workforce plan seeks to address high-level trends and developments that will affect the workforce
by identifying actionable strategies.
An operational workforce plan usually covers the next 12 to 18 months and should align with
the timeframe of their organizations business planning cycle. It identifies actionable strategies to
address a specific workforce gap in the short to medium term, and describes the workforce
capability and capacity requirements to deliver against their organizations business plan.

A workforce management plan deals with immediate and specific workforce issues (such as
impending restructure, the conclusion of a significant project or the addition of a new business
line) and identifies actionable strategies for managing these.

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2. Recruitment & Talent Assessment:
It is the first important area of talent management. It is important to identify, attract and accurately
assess high potential individuals, from the start of the employment process, in order to develop a
talented work force.
3. Performance Management:
It is an ongoing process, which is designed to align employee needs with the needs of the
organisation. The manager therefore needs to empower individuals to achieve goals and perform at
their highest level.
4. Learning & Development:
It is an important area, which requires the organisation to invest in employees and nurture talent by
providing continuous learning opportunities. They have to keep employee engage other than
routine jobs.
5. Succession Planning:
It ensures that talented and motivated employees are identified and developed in order to fill future
positions, which become available within the organisation. By developing these specific
individuals the organisation ensures that the individuals are fully prepared for the role, hence
producing a positive outcome.
6. Compensation & Reward Management:
Balancing the right amount of rewards and incentives with the performance of employees and their
contribution to organisational goals. They have to pay the employee incentives like everything like
service part, retirement benefits, provident funds, etc.
If talent is not managed within an organisation, several employment regulations, which should be
complied with, are not. On top of this, if employees are not supported to reach their potential, they
may seek these opportunities elsewhere in competing organizations. Opportunities for business
growth are also likely to be missed, and strategic goals are unlikely to be met. This may have
detrimental effects upon the companys success if opposition have identified and fulfilled these
strategic growth opportunities instead.

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Administration Role:
This role covers security administration, housekeeping, Contract Level Management. People are in
the permanent role because of the contract level management.

Compliance Management:
Very important nowadays in the MNCs management is the compliance government. If you are
running a department or an industry you have to comply with different government authorities.
If we talk about the HR departments, it deals with the different government authorities, one they
call the Provident Fund Authority (Government of India).
Factory Inspectors comes in the Factory Inspector Authority.
Labor Authority, Labor commissioner, and Assistant Commissioner level.
Employment Exchange, It is a process where they have to notify the vacancies.
Police Authority, it is where they are dealing with the local communities, District Administrations
like Collectors and other government officers.
Taxation and Compensation is also a part of the Compliance Management.
Working Hours & Conditions, In compliance with applicable laws, regulations, codes and
industry standards, Suppliers are expected to ensure that their employees have safe and healthy
working conditions and reasonable daily and weekly work schedules. Employees should not be
required to work more than the number of hours allowed for regular and overtime work periods
under applicable local, state and federal law.

Non-Discrimination:
Company should implement a policy to effectuate all applicable local and federal laws prohibiting
discrimination in hiring and employment on the grounds of race, color, religion, sex, age, physical
disability, national origin, creed or any other basis prohibited by law.

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Child Labor:
Company should not use workers under the legal age for employment for the type of work being
performed in any facility in which the Supplier is doing work for Yum. In no event should
Company use employees younger than 14 years of age.
These are all linked government authorities, and each and every department has to fill up the
compliance reports. All these authorities they come for the inspections, they check the reports, the
company has to maintain the records, maintain the environment accordingly.
So compliance is very important nowadays in the industry, the company doesnt give any chance
for the bribe.
Industry Relations:
It is very important to have god industry relations. The company should have healthy relations and
also to take care of the people who are working of ones company. Money is not the only thing
important for the employee or for the company itself, apart from money the employee is also
looking for the good environment, good floor environment, good floor behavior, taking care of the
people, recognizing the people, motivating the people, and also how to keep each and every
employee happy and satisfied.
An individual employee should make realize that money is not important for them, other things
which are also important to stay in the company with peaceful environment.
For Example; A person is working as a operator, he is having certain issues like his supervisor is
not behaving properly with him, he has got some grievances with the colleagues, sometimes he is
not satisfied with the food of the canteen provided, sometimes he is having a problem with the bus
transportation,
So to talk about the problems how to tackle in the most possible way, he will immediately go to
the executives, if the executive is not helping him then he will go to the supervisor, if he is still not
being helped with any of the post then the operator will go to the manager, still if he is not
satisfied with the help given or provided then the operator will go to HR. And if nobody is
listening to the operators problems then he will run to the respective trade union to seek help.
So to run the company smoothly, the higher post members have to see that all these disputes,
grievances are solved within the company only. This is why handling Industrial Relations play a
very vital role in the company.

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Employee Performance Review:
Companies also engage in 360-degree feedback for the development of their employees. This is
usually done for a select group of generally senior level employees. Using the multi-ratter
feedback provides both self-assessment and assessment by important stakeholders such as
superiors, team-members/colleagues, subordinates, customers etc.
In this process, the company makes sure that at least once in a year, the higher level posts have to
seat with the employees and discuss the past year performance and set a goal for the next year like
in Gujarat Guardians case the have got a Birthday Review, the have fixed the particular date of
every employees. During that time the executive will seat with the operator, ask the basic
questions and will also discuss all the positive and negative things of the company happened
during the last one year. They also discuss about the goal for the next year. After the whole
discussion the summary is made on the employee, which includes the data of the employee of the
last one year.
So to analyze such data, there is a worker performance review. In this review, there is a SWOT
analysis done on each worker to know about his strengths and weaknesses. And it is important that
if their work is upto the companys expectations, then they should be praised or some incentives
should be given.
Human resource development initiatives that address future needs of a company and at the same
time provide genuine, direct and timely feedback have been proposed as an imperative for fast
growing companies. Gujarat Guardian spends large proportion of their time recruiting, inducting
and training people for their organizations. However, once the best are hired not much is done to
utilize their talent and develop potential in its employees. This helps to reduce cost and retain
knowledge gained through running the centers. Excellence in practices on assessment and
development of potential is also demonstrated in the linkage between pre-developed competencies
or growth criteria and assessment criteria.

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Why Gujarat Guardian is Different from another Companies:
Crew System Management:
In Gujarat Guardian, There is a crew system, where in they have four crews; named A, B, C, D
crew, and in each crew there are group of 80 people, which includes Shift Production Manager the leader, then comes Executives every department have different executives, then comes the
Operators and Technicians below the higher level.
As Company Works without any stoppage of manufacturing Glass. So to work 24/7 the works are
divided in shifts, the shift is of 6 days and the day shift is 6 am to 12 pm. If in morning shift, If
crew A is working, then in afternoon shift, Crew B will work from 12 pm to 6 pm. in the evening,
crew C will work from 6 pm to 12 am, and in night crew D will from 12 am to 6 am. Every crew
has a shift of 6 hours in a day.
So in this way the rotation is being done between the crews and when one of the four crews is
working then other three crews is having a rest. The whole particular crew of 80 people works
together, in this way bonding and understanding is created within the member of the crew and also
the specialization towards the work is learned.
At the beginning of the year only, the company gives the shift schedule for the whole year to all
the employees.
The employees also get the benefits of the weekly offs because of the crew system management.
So if we talk about the whole year the employee gets 8 weekly off.

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What is the biggest benefit for the employee to work at Gujarat Guardian?
First off all, Gujarat Guardian is a multinational company; they are the best paymaster in the
region and third is the unique environment.
Canteen Services:
The canteen is well modernized and totally equipped with Air Conditioned, As part of welfare
initiatives, Gujarat Guardian also offers free lunch service to employees. Gujarat Guardian offers
this service to all employees. Though providing food is not the core business of Gujarat Guardian
it is important that clean hygienic food is made available to its employees.
There is also a common caf for all the people working at Gujarat Guardian, the company hasnt
created any partition between the lower and the higher posts members. All the employees eat
together at the same level in canteen

Common Uniform for Every Employee:

It doesn't matter whether you are at higher post or at a lower post, there is a common uniform for
everybody from head to toe, no one can distinguish between the people of the company by seeing
visually.
No Frisking:
No need to check the employee when they leave the company area.
Transportation Facility:
Companys own bus transportation facility is given to all the employees who resides faraway from
the company.
Skill Development Up gradation Program:
If an employee is having a capability, then the company will keep on training such employees for
their and companys betterment.

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Employee Engagement Program:
If the operator is performing the same job everyday and every month, then that operator will
decrease his interest from that particular job because of tiredness and bareness. So as to keep the
operation mind fresh and dedication towards the work, company started Brand Ambassador
Program to give the opportunity to some particular operators, where the company has selected 12
operators and has also been given the appropriate technical training and knowledge about the
manufacturing and the production of the glass, how to service a glass, how to handle the complains
of the costumers, how to maintain relation between the wholesalers and Modiguard (Gujarat
Guardian) products in the market in the different regions. They don't go as salesmen, they
represent themselves as a brand ambassador of their company. In this way such operators are given
a leave from their work by assigning them a new temporary work.
This helps the wholesalers to know more about the glass, as the operators are the technicians only
at the end of the day. And in return these operators also come to know about the companys end
users.
Company also appoints employee to be their Health Ambassador and Safety Ambassador
Program, their work is to keep everything check within the company about safety precautions and
health issues of the people working in the company. Employees gets opportunity to work different
job other than the routine job.

Gujarat Guardians own Township for Employees:

The company township located just 300 meters from the plant houses about 100 duplex houses for
its employees.
The township boasts of a CBSE school, a Guest House with restaurant, swimming pool, a Tennis
court, an ultra modern Recreation center with a fully equipped Gymnasium, sports facilities like
Squash, Badminton, Table Tennis, a health Spa comprising of Steam Bath and Jacuzzi, a flood-lit
ground for playing cricket and volleyball, a Jogging track and also a shopping center.
The Township has continuous filtered water supply, piped cooking gas and has DG power back up
for uninterrupted power supply.

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Broadband Internet through cable and Tata Sky DTH connection is also available for each
residence.
Almost all major festivals are celebrated in the township with fun filled activities, contests and gettogethers.

Celebrations:
Company keeps on celebrating the milestones achieved by them.
Annual Function
Every year Guardian Industries organizes annual function for all employees with their family
members. The first annual function was organized in the year 1932 and since then, the tradition
has been followed. By organizing these annual functions, Guardian Industries has been successful
in making our organization a family of more than 20,000 members. Gujarat Guardian is a joint
venture between Guardian Industries Corp and Modi Rubber with employee strength of over 450.
This is one such moment where their employees from all over the world grab the astonishing
opportunity to meet and interact with other members.
Family Tour
Company tremendously believes in motivating each other and so we put continuous efforts
towards indulging our top management officials in HR practices programs on various aspects of
management. Every year we conduct a family tour where every member from the top official
board is invited along with their family for a 2 to 3-day outstation tour.

Sports Adventures
Company believes in encouraging sportsman spirit present in each and every member of our
company. Company pledge to promote sports activities in our country by organizing a sports week
for their employees. They organize such sports week once in a year. Gujarat Guardian organizes
intra organization cricket week; in Ankleshwar itself. They also sponsor and participate in intercompany sports tournament.

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Conclusion:
Human Resource Management should be seen as a strategic function of an organisation. It helps to
build a competitive edge for an organisation by positively engaging its employees. Key ingredients
of effective Human Resource Management are having in place an appropriate leadership style and
effective two-way communications with employees. This creates an open and honest environment
where employees feel that their ideas are being listened to and that they can make a contribution to
decision making. Engaged employees are more likely to be proud to work for their organisation
and therefore will believe in and live out the values of the organisation.
Human Resource Management focuses on matching the needs of the business with the needs and
development of employees. Gujarat Guardian depends on its people because their skills contribute
to achieving its business objectives.
Within Gujarat Guardian, every employee has a valuable role to play. The emphasis is on helping
individuals to work together. Workforce planning is part of this strategic process, which looks at
the long-term needs across the organisation.

Personal development plans enable every individual to grow both professionally and personally
within the business. They also help Gujarat Guardian to create a distinct and important competitive
advantage through selecting and developing highly motivated and skilled staff who are able to
perform at high levels.

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