HR & IR PRACTICES IN HAL

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  • 1. PRESENTATION ON HR & IRPRACTICES OF HAL, Koraput Division.SUBMITTED TO : PG DEPT. OF UTKALUNIVERSITY, VANI VIHARSUBMITTED BY : T.V.L PRASANNA KUMARI, AMITSAHOO, AMIT SETHI & PRIYAMBADA SAHOO
  • 2. PURPOSE OF THE STUDY :• To have a professional exposure to the organization• To have some knowledge on various aspects of HR & IR• Application of theoretical knowledge in practical way• As a part of fulfillment on M.A. degree
  • 3. PROFILE OF THE ORGANISATION
  • 4. HINDUSTAN AERONAUTICS LIMITED
  • 5. HINDUSTAN AERONAUTICSLIMITED• HAL was found on 1st october 1964 (merger of Hindustan Aircraft Limited,Aeronautic India Limited and Aircraft Manufacturing Depot kanpur.)• Function of HAL. Manufacture and overhaul of the airframes /Assembly of aircrafts.• Manufacturing and overhaul of Aero engines (koraput Division).
  • 6. VISION OF HAL• “To make HAL a dynamic, vibrant, value-based learning organisation with human resources exceptionally skilled, highly motivated and committed to meet the current and future challenges. This will be driven by core values of the Company fully embedded in the culture of the Organisation"
  • 7. MISSION Enable all those working for HAL to give their best to ensure theirall-round growth as well as that of the Organization.
  • 8. Objectives:Economically and EfficientlyMeeting the growing needsDeep commitment and sense of belonging.
  • 9. FINANCIAL STATUS OF HAL• Navaratna company• Profit making organization ▫ Year Profit (in crores) ▫ 97-98 147.52 ▫ 98-99 177.74 ▫ 99-00 368.26• Sales for the year 2009-10 (increased 10% over previous year)• PBIT (Rs. 2617 Cr.- growth 12 % over previous year)
  • 10. PRODUCTS OF HAL• Aircrafts of Russian and Western origin• Helicopters• Aero engines of Russian and Western origin• Accessories for Aircrafts, Helicopter and Aero engines• Aerospace Equipment• Communication/Navi gation equipment.
  • 11. HAL CUSTOMERS• International Customers National Customers• Hampson,Uk • Indian Airforce• Air bus Industries, France • Air India• Coast Guard Mauritius • Air Sahara• Israel Aircraft Industries, • Indian Airlines Isreal • Bharath Electronics• Transworld Aviation,UAE • Jet Airways• Chelton , UK • Indian Coast Guard• Corporate Air, Phillipiness • Indain space Research• Vietnam Air Force, Vietnam organization• Peruvian Air Force,Peru • Defence Research and• Cosmic Air , Nepal Development organization
  • 12. INDUSTRIAL RELATIONS PRACTICES
  • 13. COLLECTIVE BARGAINING• Submission of Charter of Demand• Date, Time & Place of Bargaining• Composition of Negotiation Team• Bargaining• settlement
  • 14. Grievance procedure Managaing Director General Manager Grievance committee Divisional Head Departmental Head
  • 15. HR PRACTICES OF HAL
  • 16. HUMAN RESOURCE PLANNING• Outsourcing of low tech and medium tech jobs.• Fresh induction in the workload and superannuation profile.• For workman cadre- induction restricted to direct workman only.• For improving the qualification profile. (qualified personnel and diploma holders).
  • 17. RECRUITMENT, SELECTION ANDTRAINING• Sources available for recruitment: ▫ Internal ▫ External.• Methods of recruitment: Direct method Indirect method Third party method• Selection
  • 18. Training and Development• At regular intervals in a plan period of 5 years.• Training and Development helps : ▫ Updating Knowledge. ▫ Enhancing professional creativity. ▫ Giving employees higher responsibility.• Key focus area of training. Technology Quality Information Technology
  • 19. PROMOTION• Terms and conditions: ▫ Min. 420 days physical attendance. ▫ Disciplinary clearance ▫ Police or CBI clearance. ▫ PAR gradation.
  • 20. SEPARATION• Superannuation• Optional Retirement• Premature retirement• Resignation
  • 21. PERFORMANCE APPRAISAL SYSTEM• Performance Appraisal Report Formats.• Self Appraisal (MAT)• Evaluated by Immediate Boss.
  • 22. 360 DEGREE PERFORMANCE APPRASAL SYSTEM• A system or process in which employees receive confidential, anonymous feedback from the people who work around them.• In HAL, it is applicable only for grade-VII employees• Access through himself & also by two of his colleagues, two superiors, two external customers & two of his sub-ordinates.• Have to fill the questionnaire online
  • 23. • “It is the set of professional practices which improves the capabilities of the organization’s human resources and enhances their ability to share what they know.”• It is the collection, storage & dissemination of knowledge• It is limited to HRD only• It is sharing of knowledge
  • 24. Contd.Knowledge Life Cycle: Create Learn Store Use Find Acquire
  • 25. ASSESSMENT CENTRES• a special place which assesses the abilities of a group of employees sent by their organizations• Performance of Grade-VI & above is judged by an outsourced company• Identify strong & weak points of employees• Identify the training needs for the employees
  • 26. MENTORING Management and Diploma trainees.• 5 to 6 trainees are assigned.• Meetings are conducted (Regular intervals): ▫ For discussing problems of trainees.
  • 27. WAGE & SALARY ADMINISTRATION• For executives• For workmen• Annual Increment
  • 28. FINANCIAL BENEFITS• Dearness Allowance• Service Weight Pay• Koraput Allowance• Canteen Allowance
  • 29. TRADE UNIONS• Registered Trade Unions-  HAMS (Hindustan Aeronautics Mazdoor Sangh)  HAEA (Hindustan Aeronautics Employees Association)• Recognized Trade Union-  HAMS (Hindustan Aeronautics Mazdoor Sangh)• Election process• Trade union Finance
  • 30. WORKER’S PARTICIPATION IN MANAGEMENTParticipation refers to-• the mental and emotional involvement of a person in a group situation• Which encourage him to contribute to group goals and share responsibility of achieving them. (- Keith Davis)
  • 31. Contd.Objectives of WPM• Economic objectives: increasing productivity of labor by improving labor between employer and labor.• Social Objectives: to ensure human dignity and to get the workers a respectable status in society.• Psychological objectives: change in the attitude of workers.
  • 32. Contd. Method of workers participation in management• Participation at the Board level• Participation through Ownership• Works Committees ( shop level )  Suggestion Schemes  TQM• Financial Participation• Joint council and committees
  • 33. CANTEEN FACILITES• Outsourced ▫ Private catering service• Investment- ▫ Approx:13 lakhs• Coupon System• Complaint register
  • 34. SPECILIZATION FIELDCORPORATE SOCIAL RESPONSIBILITY
  • 35. Contd.CSR :"Corporate Social Responsibility is the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as of the local community and society at large"• OBJECTIVES OF CSR• VILLAGES ADOPTED ▫ OLD SUNABEDA, JADUGUDA, MALUGUDA, KAKIGAM, JANIGUDA, SANABADI GRM, CHIKAPARA,DUMRIPUT• RECENT STEPS TAKEN ON CSR
  • 36. CONCLUSION• Disciplined Organization• Good co-ordination among employees• Quality assurance In Product• Elaborate & implement the plans properly
  • 37. SUGGESTIONS• Adopt modern management system• HR initiatives should be taken properly• Better implementation of performance appraisal & knowledge management• Training programmes related to development of soft skills should be provided to the employees