Cross Functional Training Program

HR Presentation

14-Jun-12

What is HR ?

It is the strategic and coherent approach to the management of an organisation's most valued assets the people working there, who individually and collectively contribute to the achievement of the objectives of the business.

14-Jun-12

HR Presentation, CFL - Kakinada

The difference between HR & Personnel & Administration :

Personnel and Administration
Middle Level Managers were heading P&A

Human Resources
Senior Executives and professionals are heading HR

Personnel even at the macro level is Human resources at the macro level limited to employees. indicates the sum of all the components (like skill, creative ability) possessed by all the people (employed, self-employed, unemployed, employers, owners, customers, etc). It is confined to employees It confines to employer, employees, customers, vendors and all people who influence Human Resources.
It is human oriented! Focus on task completion by human development, enabling maximized efficiency and thereby productivity. Now, the HR deals with corporate planning, HR approach to IR, HR Budget, Open & Development oriented appraisal system, job redesign, work culture, work ethics, organizational renewal, etc.

Is task oriented!

Administrative in nature, dealing with recruitment, salary & wage administration, welfare, disciplinary proceedings, statutory compliance, etc.

14-Jun-12

HR Presentation, CFL - Kakinada

The difference between HR & Personnel & Administration :

Personnel and Administration

Human Resources
to an

Includes administrative tasks that are Involves ongoing strategies both traditional and routine. manage and develop organization's workforce.

Reactive and maintenance oriented Proactive and development oriented function. function. Is an independent function of an Is an integral part of overall company organization function A personnel management typically seeks to motivate employees with such things as compensation, bonus, rewards, and the simplification of work responsibilities. Human resource management holds that improved performance leads to employee satisfaction. With human resources, work groups, effective strategies for meeting challenges, and job creativity are seen as the primary motivators.

14-Jun-12

HR Presentation, CFL - Kakinada

HUMAN RESOURCES POLICY

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HR Presentation, CFL - Kakinada

HR Organisation Structure

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HR Presentation, CFL - Kakinada

Some of the key HR Processes Communication Process

Performance Appraisal
Performance Counseling Competency Mapping

Training & Development

Grievance Redressal Procedure
14-Jun-12
HR Presentation, CFL - Kakinada

Communication Process
Objective : Responding to the diverse information needs of our people.
E-comm
Annual Communication Meeting Engage - Unit News Letter Think - Murugappa Group Magazine
14-Jun-12

Operational Review Committee

Unit Communication Meeting

Voice - CFL Magazine

HR Presentation, CFL - Kakinada

Performance Appraisal
An appraisal system is to assess an employees performance against organization and individual goals/ targets. Process: Each employee is evaluated against the set goals to ensure a minimum desired level of performance. Appraisal period shall be April to March. It is one of the sources for promotions, job rotation, job enlargement, identification of training needs, etc.
14-Jun-12
HR Presentation, CFL - Kakinada

Performance Counseling
The process of Performance Counseling enables employee and his direct supervisor to have a dialogue to identify hindrances to the performance of the employee and the methods to overcome them. The process of Performance Counseling is done annually during June by the immediate superior in the presence of HR representative.
14-Jun-12

HR Presentation, CFL - Kakinada

Competency Mapping Definition of Competency : A core competency is fundamental knowledge, ability or expertise in a specific subject area or skill set and attitude. In the Competency Mapping process required competencies are identified for each position and based on this mapping will be done for all employees and gaps, if any, will be identified. The gaps so identified will be taken care by arranging required training, etc.
14-Jun-12
HR Presentation, CFL - Kakinada

Training and Development

Training Needs analysis.

identification

and

Annual Training Calendar.

Training Evaluation.
Retraining.

14-Jun-12

HR Presentation, CFL - Kakinada

Grievance Redressal Procedure

This procedure is to redress the grievances normally arising out of genuine discontentment / dissatisfaction / deprivation / delay, etc. in respect of rights / facilities due to an employee. There are five stages for grievance redressal:

Immediate Supervisor
HOD RH-HR Unit Head MD
14-Jun-12

HR Presentation, CFL - Kakinada

Recruitment
Manpower planning.

Sourcing, interviewing, assessment and selection. Placement and Joining formalities.

Induction (if necessary, facilitating mentoring). Probation and confirmation.
14-Jun-12
HR Presentation, CFL - Kakinada

Retirement Souvenir & Long Service Award

Retirement Souvenir - 250 Grms Silver Salver. Long Service Award - on completion of 20 years service 250 Grms of Silver Salver along with Retirement Souvenir. On completion of 25 years service 250 Grms of Silver Salver will be given as Long Service Award. On completion of 30 years service 375 Grms of Silver Salver will be given as Long Service Award. On completion of 35 years service 500 Grms of Silver Salver will be given as Long Service Award.
14-Jun-12
HR Presentation, CFL - Kakinada

Statutory Compliance
The Factories Act 1948. The Payment of Bonus Act 1965.

The Employees Provident Funds & Miscellaneous Provisions Act 1952 & The Employees Pension Scheme 1995. The ESI Act 1948.
The Payment of Gratuity Act 1972. The Payment of Wages Act 1936. The Contract Labour (R & A) Act 1970.

14-Jun-12

HR Presentation, CFL - Kakinada

Total Quality Management

Definition of TQM : TQM is an action to

produce and deliver commodity or service which are conforming with customers needs or requirements by better, cheaper, faster, safer, easier processing than competitors with the participation of all employees under the Top Management leadership and it is the integration of all efforts in the organization towards quality improvement and maintenance to meet full customer satisfaction at economic levels.

14-Jun-12

HR Presentation, CFL - Kakinada

Total Quality Management Initiatives in CFL, Kakinada 5 S. Small Group Activities. Suggestions Scheme. ISO 9000. ISO 14000.

OHSAS 18000.
PSMS. SLAs (Service Level Agreements).

OITs (Operational Improvement Teams).

Employee Education. Communication.
14-Jun-12
HR Presentation, CFL - Kakinada

Other Functions of HR
General Administration i.e. Canteen, Guest House, Telecom, Postal & Courier, Transportation, etc. Cultural & Recreational Activities.

GPAP & Mediclaim.

Security & Fire. Occupational Health Centre. Liaison & Public Relations.

14-Jun-12

HR Presentation, CFL - Kakinada

Fire Management
We have following fire fighting equipment : Portable Fire Extinguishers Mobile Fire Tender Trailer Pump Fire Hydrant System Multiple Jet System

Mulsifier System at Transformer

Water Curtain System
14-Jun-12
HR Presentation, CFL - Kakinada

Thank you
14-Jun-12