KAL is a government-owned company in Kerala that manufactures three-wheelers. It was established in 1978 and is located in Aralumoodu. The HR department handles key functions like recruitment, training, performance reviews, and industrial relations. Recruitment is done through advertisements, interviews, and merit lists. Training includes on-the-job and induction programs. Performance is evaluated based on factors like knowledge, responsibility, and attendance, which is tracked through a punching system. The department also manages relationships with four trade unions.

1. HR PRACTICES IN KAL
Midhin Manoharan

2. COMPANY PROFILE
KAL incorporated in 1978 as a government of Kerala
undertaking is setup in the picturesque back drop 16
kilometers south of TVM in a tiny village called
Aralumoodu in Neyyattinkara Taluk. The company
manufacturers’ three wheelers [diesel, petrol and CNG]
suitable for passengers and good traffic in the brand name
of Kerala and are considered as most eco-friendly vehicles.
KAL started with a production of petrol engine 3 wheelers
from 1988; it began to produce diesel engine 3 wheelers.
KAL is the first company to introduce diesel engine 3
wheelers in the country. At present company is
concentrating in diesel engineers only.

3. HUMAN RESOURCE DEVELOPMENT
DEPARTMENT
HR department is important branch of business
management. It constitutes the key to the managerial
actions and its success. HRM comprises those activities
that have aligned by a separate HRD department under the
charge of a staff and service manager known as HRD
manager.
The main functions are:
 Planning personnel policy
 Manpower planning
 Recruitment and selection

4. FUNCTIONS OF HRD DEPARTMENT
RECRUITMENT AND SELECTION
 The types of recruitment options are three namely direct recruitment,
through employee exchanges and through public notification. Direct
recruitment is done through advertisement in newspapers and
employment exchanges. It is because of the compulsory notification.
There is an interview board as committee for the purpose of selection
of candidate. Then the merit list is prepared as per the class wise
quotation from govt. the final list is published for the selected
candidates.
 The first step of selection is written test applicable to all workers.
Interview is conducted for those who succeed in it. Applicants of
technical posts undergo trade test also. Induction program is given to
the candidates.

5. TRAINING AND DEVELOPMENT
They will provide on the job training and one year probation
period. After that they are appointed permanently.
PROMOTION
The promotion for the worker is done as per the service rules
of the workers. A worker who completed 3 years of service is
eligible for getting the promotion. The criteria for promotions
and the requirement of management should be satisfied. This
may be relaxed for promotion every year. If the worker has less
eligibility for promotion there will be higher grade promotion
for one year.

6. PERFORMANCE APPRAISAL
It is done according to certain factors such as job knowledge,
job responsibility and quantity of work organizing ability
punctuality and problem solving ability. Performance appraisal
goes through these steps;
 Issue of performance appraisal form to the employer
 Self- appraisal by the supervisor
 Review by department head
 Calculation and approval score of each employee in personal
interview
 Counsel employees for improved performance.

7. INDUSTRIAL RELATION
The industrial relation in KAL is co-ordeal personnel
department is responsible for maintaining good relation
between unions and the manufacturer. The recognition for trade
union is obtained through referendums by declaring election.
The main aim of this is to reduce the number of trade unions in
the organization. To recognize a trade union there must be at
least 15% of employees under their belt. There are three four
elected trade unions at present namely KAL, CITU, INTUC &
STU.

8. TIME KEEPING
A timekeeper is appointed for the purpose and it is registered in
a book.
ATTENDANCE
In KAL attendance records are maintained by punching system.
Salary is deducted for every extra minutes of late coming as
240 minute exception is given for employees per month.

9. COMMUNICATION
The flow of information is from the top level to the bottom
level. The employees have the permission to report their
problems. A suggestion box to MD is placed in the production
unit so the worker can inform in their suggestions and
grievances directly to the MD.