This document provides an overview of HR practices at HAL (Hindustan Aeronautics Limited). It discusses HAL's HR vision to become a dynamic and learning organization with highly skilled employees. The objectives are to ensure availability of quality talent, continuous skills improvement, and a culture of learning and achievement. Key strategies include aligning with corporate goals, identifying and upgrading employee knowledge and skills, and promoting HAL's vision and values. Competency-based practices and recruitment of graduates and professionals as trainees are highlighted. Learning and development aims to make training an integral part of professional growth.

1. HR PROJECT REPORT
DMS,PONDICHERRY UNIVERSIT
Y DEPARTMENT OF SUBMITTED BY:-
MANAGEMENT STUDIES
PONDICHERRY UNIVERSITY SUMIT DAVID TIRKEY
PONDICHERRY – 605014 MBA 1st YEAR
SECTION-B

2. .
TABLE OF
CONTENTS
Titles
Acknowledgement
Executive summary
Introduction to Human Resource Management
Introduction to the company
Logo
Motto
Vision Statement
Mission Statement

3. .
The raison de ‘eter of Human Resource Development (HRD) is to create
context for technological and managerial excellence in a globally competitive
Aerospace Industry. The changing environment, rapid technological changes
accelerated a paradigm shift from licensed production to R&D based
production strategies of co-development , co-production, joint
ventures, outsourcing, ancilliarisation, Public private Partnership, focused
diversification to civilian, export markets. The overall objective of the
Human Resource Development plan is to build a vibrant performance and
learning culture that meets the challenges of customer, quality cost, delivery
and excellence. Recruitment and retention of competent human resources and
develop high commitment and a sense of belongingness to the Company.
Accordingly, the Company's HR Vision, Mission, Objectives, Strategies and
Policies are carefully evolved

4. HR VISION
• "Make HAL a dynamic, vibrant & value-based
learning organization with exceptionally
skilled, highly motivated & committed human
resource to meet the current & future
challenges, driven by core values embedded in the
culture of the Organisation"
HR MISSION
• "Enable all those working for HAL to give their
best to ensure their all-round growth as well as
that of the Organization"

5. OBJECTIVES
• Ensure availability of Total Quality People to meet the
Organizational Goals and Objectives.
• Facilitate continuous improvement in Knowledge, Skills and
Competence (Managerial, Behavioral and Technical).
• Promote a Culture of Learning, Innovation and Achievement with
emphasis on Integrity, Credibility and Quality.
• Motivate workforce through empowerment of Individuals and
Team- building.
• Play a pivotal role directly and significantly to enhance Productivity,
Profitability and the Quality of Work Life.

6. OBJECTIVES OF THE STUDY
The study has 2 co-equal objectives.
• To have a firsthand knowledge about the
practices of the organisation in the field of
Personnel Management, Industrial Relations.
• To get overall experience of an
organisation, its day to day problem and the
experience of a personnel executive in a
company.

7. STRATEGY
• Total alignment with Corporate Strategy.
• Tone up Human Resources at optimum level to meet the objectives & goals
of the Company.
• Identify, Build, Analyze & Upgrade the Knowledge & Skills through
Training, Re-training, Multi-skilling etc.
• Cultivate Leadership with Shared Vision at various levels in the
Organization.
• Focus on Development of Core Competence in High-Tech areas.
• Build Cross-functional Teams.
• Promote Vision, Mission and Values through out the Company.
• Encourage performance culture that Rewards, Recognises & Motivates.

8. FOCUS OF HR POLICY

9. COMPETENCY BASED
PRACTICES
A Behavioral Competency Model was developed in the Company with three
major groups and eleven competencies in three clusters that forms the basis
for the Competency Frame work:

10. RECRUITMENT
• Induction of freshers in HAL takes place in
three streams as Management/Design Trainees
(Executives); Technician; and Diploma
Trainees (Workmen). The induction of
meritorious and fresh Engineering Graduates
and other Professionals as Trainees is linked to
each of the programs with required
background, competencies and skill sets

11. LEARNING & DEVELOPMENT
• The objective is that learning should become an
integral component of individual professional
development by:
• updating knowledge to avoid obsolescence
• enhancing creativity & innovation
• continuously identify potential for shouldering
higher responsibilities
• enlarge market share through competitive
advantage and strategic thinking to take up
challenges.

13. .