cross functional trg - hr presentation - final

7/31/2019 Cross Functional Trg - HR Presentation - Final

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Cross Functional Training Program

HR Presentation


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HR Presentation, CFL - Kakinada14-Jun-12

What is HR ?

It is the strategic and coherentapproach to the management of an

organisation's most valued assets -the people working there, whoindividually and collectively

contribute to the achievement of the

objectives of the business.


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The difference between HR & Personnel & Administration :

Personnel and Administration Human Resources

Middle Level Managers were heading P&A Senior Executives and professionals are

heading HR

Personnel even at the macro level islimited to employees.

Human resources at the macro levelindicates the sum of all the components(like skill, creative ability) possessed by allthe people (employed, self-employed,unemployed, employers, owners,

customers, etc).It is confined to employees It confines to employer, employees,

customers, vendors and all people whoinfluence Human Resources.

Is task oriented! It is human oriented! Focus on taskcompletion by human development,enabling maximized efficiency and thereby

productivity.

Administrative in nature, dealing withrecruitment, salary & wage administration,welfare, disciplinary proceedings, statutorycompliance, etc.

Now, the HR deals with corporate planning,HR approach to IR, HR Budget, Open &Development oriented appraisal system,job redesign, work culture, work ethics,organizational renewal, etc.


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The difference between HR & Personnel & Administration :

Personnel and Administration Human Resources

Includes administrative tasks that areboth traditional and routine.

Involves ongoing strategies tomanage and develop anorganization's workforce.

Reactive and maintenance orientedfunction.

Proactive and development orientedfunction.

Is an independent function of anorganization

Is an integral part of overall companyfunction

A personnel management typicallyseeks to motivate employees withsuch things as compensation, bonus,rewards, and the simplification of

work responsibilities.

Human resource management holdsthat improved performance leads toemployee satisfaction. With humanresources, work groups, effective

strategies for meeting challenges,and job creativity are seen as theprimary motivators.


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HUMAN RESOURCES POLICY


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HR Organisation Structure


7/21HR Presentation, CFL - Kakinada14-Jun-12

Some of the key HR Processes

Communication Process

Performance Appraisal

Performance Counseling

Competency Mapping

Training & Development

Grievance Redressal Procedure



Communication Process

Objective : Responding to the diverse

information needs of our people.

E-commOperational Review

Committee

AnnualCommunication

Meeting

Unit CommunicationMeeting

Engage - Unit NewsLetter

Voice - CFL Magazine

Think - Murugappa

Group Magazine



Performance Appraisal

An appraisal system is to assess an employeesperformance against organization and individualgoals/ targets.

Process: Each employee is evaluated against theset goals to ensure a minimum desired level ofperformance.

Appraisal period shall be April to March.

It is one of the sources for promotions, jobrotation, job enlargement, identification of trainingneeds, etc.



Performance Counseling

The process of Performance Counselingenables employee and his directsupervisor to have a dialogue to identifyhindrances to the performance of the

employee and the methods to overcomethem.

The process of Performance Counseling is

done annually during June by theimmediate superior in the presence of HRrepresentative.



Competency Mapping

Definition of Competency : A corecompetency is fundamental knowledge,ability or expertise in a specific subject areaor skill set and attitude.

In the Competency Mapping processrequired competencies are identified foreach position and based on this mapping

will be done for all employees and gaps, ifany, will be identified. The gaps so identifiedwill be taken care by arranging requiredtraining, etc.



Training and Development

Training Needs identification andanalysis.

Annual Training Calendar.

Training Evaluation.

Retraining.



Grievance Redressal Procedure

This procedure is to redress the grievances normally

arising out of genuine discontentment / dissatisfaction/ deprivation / delay, etc. in respect of rights / facilitiesdue to an employee.

There are five stages for grievance redressal: Immediate Supervisor

HOD

RH-HR

Unit Head

MD



Recruitment

Manpower planning.

Sourcing, interviewing, assessmentand selection.

Placement and Joining formalities.

Induction (if necessary, facilitating

mentoring).

Probation and confirmation.



Retirement Souvenir & Long Service Award

Retirement Souvenir - 250 Grms Silver Salver.

Long Service Award - on completion of 20 yearsservice 250 Grms of Silver Salver along withRetirement Souvenir.

On completion of 25 years service 250 Grms of

Silver Salver will be given as Long ServiceAward.

On completion of 30 years service 375 Grms ofSilver Salver will be given as Long Service

Award. On completion of 35 years service 500 Grms of

Silver Salver will be given as Long ServiceAward.



Statutory Compliance

The Factories Act 1948.

The Payment of Bonus Act 1965.

The Employees Provident Funds & MiscellaneousProvisions Act 1952 & The Employees PensionScheme 1995.

The ESI Act 1948.

The Payment of Gratuity Act 1972.

The Payment of Wages Act 1936.

The Contract Labour (R & A) Act 1970.



Total Quality Management

Definition of TQM : TQM is an action to

produce and deliver commodity or servicewhich are conforming with customers needsor requirements by better, cheaper, faster,safer, easier processing than competitors with

the participation of all employees under theTop Management leadership and it is theintegration of all efforts in the organization

towards quality improvement andmaintenance to meet full customersatisfaction at economic levels.



Total Quality Management Initiatives in CFL, Kakinada

5 S.

Small Group Activities.

Suggestions Scheme.

ISO 9000.

ISO 14000. OHSAS 18000.

PSMS.

SLAs (Service Level Agreements).

OITs (Operational Improvement Teams).

Employee Education.

Communication.



Other Functions of HR

General Administration i.e. Canteen, GuestHouse, Telecom, Postal & Courier,Transportation, etc.

Cultural & Recreational Activities.

GPAP & Mediclaim.

Security & Fire.

Occupational Health Centre.

Liaison & Public Relations.



Fire Management

We have following fire fighting equipment :

Portable Fire Extinguishers

Mobile Fire Tender

Trailer Pump

Fire Hydrant System

Multiple Jet System

Mulsifier System at Transformer

Water Curtain System


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cross functional trg - hr presentation - final

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