Feel hrm @ rdcis


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Feel hrm @ rdcis

  3. 3. FEEL HRM PROJECT 2011 TABLE OF CONTENTSS. No Titles Page No. 1 Acknowledgement 4 2 Executive summary 5 3 Introduction to Human Resource Management 6-7 4 Introduction to the company 8-9 o Logo o Motto o Vision Statement o Mission Statement 5 Profile of RDCIS 10 6 Objective of the project 11 7 Organization Division 12 8 Human Resource Department structure 13 9 Functions Of HR 14 10 Report on the FEEL HRM Project 15-23 (a) Selection & Recruitment (b) Employee Benefits & Allowance (c) Employee Motivation Schemes (d) Leave Policy (e) Training & Development (f) Training Programmes (g) Training needs for Employee (h) Manpower (i) Innovation (j) Company Philosophy (k) HR Policy (l) Quality Policy (m) Corporate Social Responsibility Policy 10 Abbreviations 23 11 References 24 DMS,PONDICHERRY UNIVERSITY Page 3
  4. 4. FEEL HRM PROJECT 2011 ACKNOWLEDGEMENTIt is not possible to prepare a project report without the assistance & encouragement of otherpeople. This one is certainly no exception.On the very outset of this report, I would like to extend my sincere & heartfelt obligation towards allthe personages. Without their active guidance, help, cooperation encouragement, I would not havemade headway in the project.I convey my sincere thanks to Prof. R. P. RAYA for giving this opportunity to carry out such alovely study to feel HUMAN RESOURCE MANAGEMENT.I would like to express my sincere thanks to Mrs.Madhuri Menon (General Manager-RDCIS)who gave me the opportunity to work with such an esteemed organization.I would like to expressmy sincere thanks to Mr. S.B.SAHAY,SR.MANAGER, Human Resource Development whoguided me and supported in all the tasks by giving me valuable insight into HR issues and alsoclearing my doubts and advising me in the right time to make this project a real learningexperience. THANK YOU ALL (AMIT KUMAR) DMS,PONDICHERRY UNIVERSITY Page 4
  5. 5. FEEL HRM PROJECT 2011 EXECUTIVE SUMMARY The importance of human resource development is evolving day by day in industrial andnon industrial organization all over the world. Human Resource Development (HRD) is theframeworks for helping employees develop their personal and organizational skills, knowledge,and abilities. Human Resource Development includes such opportunities as employee training,employee career development, performance management and development, coaching, mentoring,succession planning, key employee identification, tuition assistance, and organizationdevelopment. I did my project in RDCIS,Ranchi for 7 days. I was observing the major activities of the HRdepartment in the Ranchi Unit and I was also able to gather the necessary information. I couldhave a deep observation of the HR operations in the RDCIS. I was allowed to go through the HRprinciples and practices manual of the Organization which gave me an overall idea of thefunctioning of the HR. I had a good time with the Sr. Manager of Human resource department and could learn alot from them. The data which I have collected was very helpful in understanding the HR functionsin a better manner. These 7 days I spent in the company after travelling 5 km from my home areworth mentioning in any instant of time in my life. DMS,PONDICHERRY UNIVERSITY Page 5
  6. 6. FEEL HRM PROJECT 2011 Introduction to Human Resource ManagementHuman resource is an increasingly broadening term with which an organization orother human system describe its most valued assets who individually andcollectively of the business. It is a term used to denote all employees of oneinstitution, organization, company etcetera, from the top management to the lowestlevel of employment excluding the owner/partners/shareholders.Human Resource Management functions that are designed to maximize bothorganizational as well as employee effectiveness.It is the approach to the management of an organizations most valued assets thepeople working there who individually and collectively contribute to the achievementof the objectives of the business. The terms "human resource management" and"human resources" (HR) have largely replaced the term "personnel management"as a description of the process involved in managing people in organizations. Insimple sense, HRM means employing people, developing their resources, utilizing,maintaining and compensating their services in tune with the job and organizationalrequirement. The goal of human resource management is to help anorganization to meet strategic goals by attracting, and maintaining employees andalso to manage them effectively. DMS,PONDICHERRY UNIVERSITY Page 6
  7. 7. FEEL HRM PROJECT 2011Challenges in Modern Human Resource Managementa) Globalizationb) Balancing Work-lifec) Making HR activities ethicald) Managing Diversitye) Control and Measuring Resultsf) Employee Motivationg) Employee Retentionh) Communicationi) Competency DevelopmentImportance of Human Resource Managementa) Facilitates professional growthb) Helps an individual to work in a team/groupc) Identifies person for the futured) Allocating the jobs to the right persone) Improves the economy DMS,PONDICHERRY UNIVERSITY Page 7
  8. 8. FEEL HRM PROJECT 2011 THE STEEL AUTHORITY OF INDIA LIMITEDSteel Authority of India Limited (SAIL) is the leading steel-making company in India. It is a fullyintegrated iron and steel maker, producing both basic and special steels for domestic construction,engineering, power, railway, automotive and defence industries and for sale in export markets.SAIL is also among the four Maharatnas of the countrys Central Public Sector Enterprises.LOGO: The image is used to identify the organization Steel Authority of India Limited, a subject of public interest. The significance of the logo is to help the reader identify the organization, assure the readers that they have reached the right article containing critical commentary about the organization, and illustrate the organizations intended branding message in a way that words alone could not convey.MOTTO: SAIL has the following as its motto or tagline: “There is a little bit of SAIL in everyone’s life”VISION: To be a respected world class corporation and the leader in Indian steel business inquality, productivity, profitability and customer satisfaction.MISSION: To provide individualized and documented developmental instruction supported by themethodologies and techniques suggested by the National Academy of Sciences, NationalResearch Council, to families, extended families, siblings, and children with autism or evensuspected to present within the autistic spectrum.S.A.I.L. respects the wishes of a child’s parentsand a child’s Individualized Educational Plan (IEP) regarding goals and behavioral and academicoutcomes. Socio-Affective and/or Academicinclusion, with typical peers, beginsimmediately foreach child in S.A.I.L. DMS,PONDICHERRY UNIVERSITY Page 8
  10. 10. FEEL HRM PROJECT 2011 R & D Centre For Iron & SteelThe Research & Development Centre for Iron & Steel (RDCIS) at Ranchi is the corporateR&D unit of SAIL. Set up in 1972, the Centre has ISO: 9001 certification to its credit. It undertakesR&D projects in diverse realms of Iron & Steel Technology under the categories of PlantPerformance Improvement (PPI), Product Development (PD), Scientific Investigation andDevelopment (SID), Basic Research (BR) and Technical Services (TS).RDCIS has more than 300 dedicated and competent scientists and engineers and its laboratory isequipped with around 300 sophisticated diagnostic research equipment and 5 pilot plant facilities.RDCIS provides customers with prompt, innovative and cost-effective R&D solutions; develop andcommercialize improved processes and products; continually enhance the capability of its humanresources to emerge as a centre of excellence. The major efforts are directed towards costreduction, quality improvement and value-addition to products of SAIL plants and providingapplication engineering support to SAIL’s products at customers’ end. RDCIS, along with steelplants, takes initiatives to develop special steel products utilizing the modernized productionfacilities at steel plants.RDCIS also offers technological services to various organizations in the form of Know-howtransfer of technologies developed by RDCIS; Consultancy services; Specialized testing services;Contract research; Technology Awareness Programmes. DMS,PONDICHERRY UNIVERSITY Page 10
  11. 11. FEEL HRM PROJECT 2011 OBJECTIVE OF THE PROJECT To understand the functions of the HR Function in an Organizational Context To appreciate the learnt inputs including the reading material with the help of theexposure to the Organization To seek the considered views of the HR Professionals on the contemporaryand futuristic HR Scenario. To assess ourselves expectation from us at the end of the course. Assessing the extent of Application of our theory knowledge, which wemastered as of now DMS,PONDICHERRY UNIVERSITY Page 11
  12. 12. FEEL HRM PROJECT 2011 Organization DivisionsIt has been divided into three divisions:- (1) Technical Division (a) Iron (b) Steel (c) Product (d) Rolling Technology (e) Coal & Chemicals (f) Automation & Engineering (2) Infrastructural Support Services Division (a) Personnel & Admin. (b) Finance (c) Material Management (d) Construction & Maintenance (e) Internal Audit (f) Vigilance Department (g) Communication (3) Other Support Division (a) Project Co-ordination (b) Technology cell DMS,PONDICHERRY UNIVERSITY Page 12
  13. 13. FEEL HRM PROJECT 2011 H.R.D STRUCTURE General Manager Sr.Manager Asst. Manager (Law) & PIO Asst. Manager (Law) & APIO AGM AGM Sr.Manager Sr.Manager Sr.Manager (HRD) (IR & Welfare) I/c(P-Estt.) I/c(Admn.) I/c(CSR) Sr.Manager Sr.Manager Sr.Manag I/c(Admn.&Hosp) I/c(CSR&Hort.) er Sr.Manager(HRD&Raj (IR & Welfare) bhasa) Asst. Manager Asst. Manager (Estate) (CSR)Sr.Manager Dy.Manager Jr.Manager (Security) (IR & W & CLC) (Adm.,Hosp.,R&I) Asst. Manager (Hort.) Jr.Executive (Transport) Sr.Manager Sr.Manager (P-NE) (P-EE/CC) Asst.Manager Asst.Manager (P-EE) (P-NE) & Nodal Officer Jr.Officer (P-EE) DMS,PONDICHERRY UNIVERSITY Page 13
  14. 14. FEEL HRM PROJECT 2011 Functions Of HR In Organisation1. Law Department:  To solve all the legal problem related to the Organization.  To hire a lawyer for the Organization to fix the problem in the court. Etc.2. Human Resource Department:  Training & Manpower Development  Job Analysis & Evaluation (a) Security Dept.- Security of Organisation (b) Rajbhasa Dept.- To proper implement of Hindi language(official language)3. IR & Welfare & C.L.C Department:  To maintain good relationship between employees.  Work for Employee Benefits & Allowance.  To organise farewell for retiring employee.4. Establishment Department:  Manpower Sanction  Selection & Recruitment  To provide unique no. to employee  Performance Appraisal DMS,PONDICHERRY UNIVERSITY Page 14
  15. 15. FEEL HRM PROJECT 2011SELECTION AND RECRUITMENTThe hiring process as I inferred takes place on an All-India basis for all the plants & units comingunder the Steel Authority of India Limited as a whole. The Personnel Manual of the Steel Authorityof India states that:“The Steel Authority of India Limited is a continuous process industry with complex technology. Tooperate this, industry Steel Authority of India Limited needs highly skilled personnel and iscommitted to a system of selection that ensures induction of the best and the most competentpersonnel to take up challenging assignments in the Company.”SOURCES OF RECRUITMENTThere are two major sources of recruitment:1) External: it is the direction of the manual that about 50 % of the vacancies at the induction level must be filled by fresh blood. Usually, the external source means the issue of an open circular in the newspapers for the executive positions. Open circular is usually the only method of recruitment and the Steel Authority of India Limited does not generally participate in campus placement drives. For the non executive positions the Steel Authority of India Limited makes use of employment exchanges as well as the open circulars.2) Internal: This refers to the selections for posts made within the company itself.SELECTION PROCESS The selection process follows several steps for different posts. SAIL does not outsource any of its recruitment activities to any talent management or placement agencies. SAIL also does not make use of any social networking site for its recruitment activities. DMS,PONDICHERRY UNIVERSITY Page 15
  16. 16. FEEL HRM PROJECT 2011Its follows mainly 3 steps for selection :- (1) Written test or a job test (2) Group exercise or Group discussion (3) InterviewEligibility: Eligibility for various posts are varied. (1) For Technical Posts :-Engineering & MCA(in some cases) (2) For Non-Technical Posts:- MBAEmployee Benefits & Allowance1. Canteen facility: (a) For Executive: - (subsidy upto Rs.1200) (b) For Non-Executive:- (subsidy upto Rs.1000)2. House Building Advance: (a) For Executive: - Upto Rs. 20 lakh (b) For Non-Executive:- Upto Rs.15 lakh (To make their own house or purchase of Flat)3. Service Dress: (a) For Executive:- (15 % paid by employee & remaining by company) (b) For Non-Executive:- (30% paid by employee & remaining by company)4. Cooking Gas : Only for Non-Executive:- (cost of 1 gas paid by company)5. Employee family Benefits Schemes: Under this scheme if any employee death before his /her age of 60 years. Then the basic pay + D.A will be given to their family/dependent. (upto the service period)6. Other Facility:  Medical facility  Advance for purchase of vehicle  Scholarship schemes  Life cover schemes DMS,PONDICHERRY UNIVERSITY Page 16
  17. 17. FEEL HRM PROJECT 2011EMPLOYEE MOTIVATION SCHEMESThe SAIL had stipulated several schemes for the motivation of the employees which is notincluded in the basic compensation scheme.OBSERVATIONS:  The company sponsors higher education for its employees in three areas: management, engineering and medical (specialization). These course can be availed free of cost by the deserving candidates on payment of a refundable bond amount.  I may mention here that the courses provided are at the IIMS,XLRI,NMIMS, the IITs and AIIMS and the competition to avail these services are cut-throat.  There is a cash incentive provided for families that adopt the small family policy  Service of more than 25 years is duly awarded.  There are monetary incentives given for completing certificate courses in Hindi and stenography.  There are good growth opportunity in SAIL.  Good Environment for working  Good Working CultureLeave Policy:  15 casual leave(in a year)  4 Restricted leave(in a year)  17 Closed leave(in a year)  30 Earn leave(in a year)  20 Half pay leave(in a year)  6 months maternity leave(only for women)  2 years study leave(without salary) DMS,PONDICHERRY UNIVERSITY Page 17
  18. 18. FEEL HRM PROJECT 2011Training & DevelopmentEmployees Of RDCIS are given time to time training according to the individual needs.Some of thetrainings given by RDCIS are following:-(1) Knowledge Enhancement Training(2) New Equipment Training(3) Office Management Training(4) Computer Training(5) ISO Awareness related Training(6) Safety Management Training(7) Fire Fighting Training(8) Internal Auditor Training courseNOTE:- These trainings are given to employee is in RDCIS & Management TrainingInstitue,Ranchi of SAIL.There are some of the Training Programmes given to Employee by RDCIS in recent pastmonths:- (1) Multi-Skill Training Programme Training on “High Performance Liquid Chromatog- raphy(HPLC) for analysis of Polycyclic Aromatic Hydrocarbons(PAH) in particulate mission from coke ovens”. (2) Multi Training Programme on “determination of CSN & LTGH Coke type of coal sam- ples & CRI-CSR of Coke sample”. (3) Multi-Skill Training Programme on “prepration & polishing of coal/coke Pellet & Petrog- raphic analysis of coal samples”. (4) Multi Training Programme in “Impact tester machine hardness tester machine & heat treatment furnances.” (5) Multi-Skill Training Programme in “coal,coke & chemical division.” (6) Multi-Skill Training Programme on “Linux,Apache,MySQL & PHP(Lamp Track).” (7) Multi-Skill Training Programme on “High Pressure Liquid Chromatography(HPLC).” DMS,PONDICHERRY UNIVERSITY Page 18
  19. 19. FEEL HRM PROJECT 2011 (8) Multi-Skill Training Programme on “ Scanning Electron Microscope(SEM) & Electron Beam Wide Area Analyser(EBWAA).” (9) Multi-Skill Training Programme on “ONH Analyser”.Training needs for Employee:The needs of training is evaluated by“Executive Performance Monitory System (EPMS)” in RDCIS. Under which there are four steps:- (1) First step is to Self assessment from the individual that which type of training he needs. (2) In Second step assessment is done by Controlling Officer. (3) In third step Controlling officer see actually in which area he is working. (4) And in last step assessment of his past work performance & his requirement of training is done & also the Organization requirementsIn 2010-11 RDCIS is providing training to (a) 195 employee from Executive. (b) 460 employee from Non-ExecutiveMANPOWER:- (a) Executive – 371 (b) Non-Executive-348 Total No. of Employees - 719 DMS,PONDICHERRY UNIVERSITY Page 19
  20. 20. FEEL HRM PROJECT 2011Innovations: (1) Innovation in Coal & Coke Area Coal & Coke division of RDCIS is engaged in carrying out research activities to increase the availability of coking coals & improve coke quality through process improvements .Availability of good coking coals is scarce in India. However , India has large server of low volatile medium coking coals & RDCIS has developed beneficiations circuits to produce low ash clean coals for BF coke making .The second innovation deals with an innovative coal preparation technique based on differential crushing of softer & harder coals to improve coke quality in SAIL. Benefits:- Introduction of differential crushing scheme has helped in improving M10 index of BF coke from 9.5 to 9.3 during trail period even with lower imported coal usage. Its implementation has resulted in an annual saving of Rs.4.58 crore at BSL. (2) Innovation in Product Development RDCIS has been the nodal agency for development of niche products and their subsequent promotion & acceptance in the market . The two major innovation (attempted in recent past) namely, high strength formable quality hot rolled coils & high strength TMT rebars. Benefits: - It have led to net sales realization of Rs.600 lakh during the development stage itself. (3) Innovation in Agglomeration During mining of iron ore around 60-70% of fines are generated which are rich in Fe.These fines can not be charged into blast furnances as permeability gets affected due to their lower size compared to other input materials .These fines can be agglomerated either into sinter or pellet form sintering is defined as agglomeration of iron ore fines into a lumpy porous mass by incipient fusion. Sintering plants of SAIL were commissioned since two to three decades ago with older technology . The specific productivity in low Agglomeration group of RDCIS,SAIL is engaged in carrying out research activities in the area of improving specific productivity, quality of sinter & reduction in energy consumption. DMS,PONDICHERRY UNIVERSITY Page 20
  21. 21. FEEL HRM PROJECT 2011 Benefits:- (a) Sinter mix temperature increased from 25o c to 65o c (b) Sinter machine speed increased by 5 %. (c) The benefits accured were to the tune of Rs. 32.4 million/annum.(4) Innovation in Energy Area Energy division of RDCIS, SAIL is engaged in carrying out research activities in the area of development & implementation of new & innovative combustion systems & energy conservation measured. To reduce specific energy consumption & increase speed of sinter machines & for reducing specific heat consumption & simultaneously improve the product quality in reheating furnace,two such innovations namely:- (a) Curtain Flame Ignition system in sinter plant of SAIL. (b) Improvement in performance of reheating furnance at ISP,Burnpur. Benefits:- (a) Reduction in fuel gas consumption by 30-50%. (b) Annual saving of Rs. 33.23 Crore. (c) Increase in the machine speed & bed height has resulted in improvement in overall productivity by 5-10%.(5) Innovation in Automation for reduction in downtime Rail Mill. The Rail Mill is functionally divided into five main areas:- (a) Reheating Furnances (b) Mill Proper (c) Hot Saws (d) Cooling beds (e) Finished Area RDCIS has implemented a number of monitoring & control systems across the Rail Mill of Bhilai Steel Plant. The computer network , data communication facility & management information systems for Rail Mill of BSP has been upgraded in stages to meet the modern challenges of improved productivity at lower cost.(6) Innovation of high strength micro-alloyed rails BSP produces 90UTS rails mainly in R-52 & R-60 profile to cater the demands of Indian Railways. In recent times, due to extremities of operating conditions there has been a need to increase the service life of Rails. DMS,PONDICHERRY UNIVERSITY Page 21
  22. 22. FEEL HRM PROJECT 2011 Indian Railways is planning 2 construct Dedicated Freigh Corridors(DFC) for 32.5 taxle load of 20.32 ton. This necessitated the development of micro-alloyed rails as per the need and demand of Indian railways . RDCIS in close interaction with BSP has developed rails to meet the requirements of better toughness, wear resistance & higher strength. (7) Innovation in Iron Ore Benefication Mineral Engineering group of RDCIS does research activities on improvement of iron ore quality & reduction in slime losses , which occurs during “Wet Processing”. Accordingly, the nature of innovations lies on the modification of benefication equipments & development of new ideas to operate the equipment in a different manner, where lies the innovative part. The Capability of any benefication equipment is tested by working on the limiting parameters & freezing the optimum variable parameters to recover the maximum valuable minerals.Company Philosophy Statement The philosophy of S.A.I.L. is to enhance the maximum growth of every S.A.I.L.participant in the cognitive, sensory, social, affective-emotional, physical, functional language-communication, and aesthetic domains. All S.A.I.L. children present with neurologically basedcognitive and behavioral conditions primarily effecting receptive and expressive communicationand inter affective regulation and socialization skills. The philosophy of S.A.I.L. encourages andsupports the emergence of a child’s individual and integral personality while providing the intrinsicand extrinsic realization of independence within each child’s self, each child’sfamily, each child’s communityHR Policy of the company: To facilitate achievement of organizational objectives of RDCIS through continualimprovement in services rendered, creating & maintaining healthy work environment, developing &nurturing human capital.Quality Policy of the company: RDCIS shall provide innovative R&D solution, develop state of the all products;assist SAIL in achieving technological eminence; & continually ,improve a centre or excellence. DMS,PONDICHERRY UNIVERSITY Page 22
  23. 23. FEEL HRM PROJECT 2011Corporate Social Responsibility Policy SAIL recognizes that its business activities have direct and indirect impact on thesociety. The Company strives to integrate its business values and operations in an ethical andtransparent manner to demonstrate its commitment to sustainable development and to meet theinterests of its stakeholders. The Company is committed to continuously improving its socialresponsibilities, environment and economic practices to make positive impact on the society.Guiding PrinciplesToward this commitment, the Company shall:  Create a positive footprint within the society to make a meaningful difference in the lives of people by continually aligning its initiatives to the goals for sustainable development.  Maintain commitment to quality, health and safety in every respect of the business and people.  Undertake ethical business practices across the supply chain.  Make positive impact on the environment and promote good environmental practices.  Promote equality of opportunity and diversity of workforce throughout its business operations.Abbreviations: RDCIS :Research & Development Center For Iron & Steel BSP : Bhilai Steel Plant SAIL : Steel Authority of India Ltd. IR : Industrial Relation CLC : Contract Labour Cell IEP : Individualized Educational Plan DMS,PONDICHERRY UNIVERSITY Page 23
  24. 24. FEEL HRM PROJECT 2011 References Websites: www.sail.co.in www.google.comText-Books: RDCIS Magazine- Technova (From RDCIS library) DMS,PONDICHERRY UNIVERSITY Page 24