2. INDOFIL has a very strong domestic base and a well recognized
INDOFIL INDUSTRIES COMPANY - It belongs to the renowned
international presence.
K. K. MODI GROUP OF COMPANIES.
3. INTERNATIONAL OPERATION
INTERNATIONAL BUSINESS
Territory decade ago, in 1995 QMS ISO International Business. There with a
Around which is a are strongwe launched into International Businessare four
INDOFILa Managersvery the back bone of-9001-2000 and ISO 14001 company, is
Territory Managers in all the CHIEF EXECUTIVE OFFICER & PRESIDENT,
vision to be presentlooking after Asia Pacific, Africa where there is Europe and
professionally managed by itsInternational markets & Middle East, scope for
Americas. In certain a post graduate in agricultural with 35 marketing consultants
Indofil's products. countries Indofil operated through localyears “hands-on”
MR.R.K.MALHOTRA,
and agents and is an active and advisory member of various
experience for effective handling of business operations. related Technical and
Trade Associations.
6. qUpdate and improve our production capabilities
qWorld-class capabilities, modern facilities and a large
production
qHighly skilled staff and state-of-art instruments to
implement Quality Management System.
qImpose a very exacting regime of systems, procedures,
checks, tests, analyses to monitor and control quality and
no compromise is allowed at any stage
8. Shweta P. Tirpude HR Manager People Strategy at
Indofil Industries Ltd. She is working with Indofil
since April 2010. Experience in Indofil is quite good,
she have worked on various Projects like Performance
management system, targeted development programs,
HR Polices and Procedures, Recruitment etc.
9. PRINCIPLE FOLLOWED BY HR MANAGEMENT
Organisation development
Communications
All respect of management
Organisation design
Innovative practices
Knowledge sharing
10. HR BRANDING
§ Human Resources are the most important assets of the Company.
§ realizing the Corporate Goals.
§ progressive and employee-friendly
§ employee satisfaction- more than 75% of the employees have been
with the Company for over 15 years.
11. CHALLENGES FACED BY HR MANAGEMENT
• Attrition
• Succession planning
• Employee expectations
• Getting into best in class league
12. PROCESS INVOLVE IN HR PLANNING
• Company annual report
• Budgeting and review process
•
13.
14. RECRUITMENT PROCESS
INTERNAL PROCESS
• Promotion
• Transfers
• Internal notification [advertising]
EXTERNAL PROCESS
• Educational training institutions
• Management training scheme
• Deputation personal
• Miscellaneous external sources
•
•
15. TYPES OF INTERVIEWS
• Formal interview
• Structure interview
• Group interview
• Personal interview
• Depth interview
•
16. PERFORMANCE APPRAISAL ORGANIZATION
RELATIONSHIP BETWEEN MANAGEMENT
PMS [Purpose of performance approach] system
PMS [Purpose of performance approach] system
• To align employees performance with the company
To align employees performance with the company
objectives
objectives
• To assess the performance of the employees
To assess the performance of the employees
• To reward and develop employees
To reward and develop employees
17. METHODS OF TRAINING
70-20-10 % model of development approach
• 70%- on the job
• 20%- through coaching and mentoring
• 10% through classroom trainings
19. SRATEGIES SURPLUS MANPOWER
• VRS [Vender resource system]
GOLDEN RULE
“All good performance starts with clear objectives”
-Ken Blanchard
qS- specific
qM- measurable
qA-achievable
qR-relevant
qT- time bound
20. THE SMART OBJECTIVES
• What areas are most important
• How you should be spending your time
• What are the areas where you can have the best impact on
the organization
• It will also help prove your value and success.
21. TRADE UNION
TRADE UNION
An organization whose membership consists of workers and union leaders , united to
protect and promote their common interests.
An organization whose membership consists of workers and union leaders ,
united to protect and promote their common interests.
