pom project questionnaire[1]
TRANSCRIPT
Complaint handling procedures- macro and micro
Every department has its own HOD. So in case of any conflict or any problem then HOD takes care of it and resolves the problem. It is forwarded/cc to HR only if it is too serious and needs an attention. The company believes in honesty. Whatever be the problem the company investigates.
Attendance
Attendance is handled by the HR department. A notice is put on the board regularly about late attendance. Company believes in self checking. It means the concerned employee is told to improve his habit by himself, before any action is taken.
In KKCL, employee loyalty has been high, the main reason being that the employees in the company are treated well and majority of the employees, mainly in the management division have been with the company for a long time. The management and the employees are like a small family.
At the head office during lunch there is availability of Rice-dal so if any one doesn’t bring the lunch then he is taken care by the company.
Like all companies all over the world, KKCL was also hit by the global meltdown. But unlike the majority of the companies, there were zero lay-offs in KKCL. The company took the smart approach in order to deal with recession. E.g. Expenses on printing and stationery was reduced, because of the design of the head office the employees get full sunlight and lights are not used during the morning. The employees felt secured about their jobs even during recession.
If we take into consideration the factory situated in daman, there are no women employees. These in done keeping in mind the locality as working time many a times goes late night. so in order to have no issues related to security for women company doesn’t hire any women employees in daman
Companies policy on return goods
When the goods are ready, there is final inspection taking place. This inspection is done so that the goods that enter the market are of best quality without any defects. if the good has no defects then it is marked green and if it has defect then it is mark red. This procedure makes sure that every employees in organisation will be able to differentiate between defective & good product.
POM Project Questionnaire
1. What is the hierarchy pattern?Ans: KKCL was a Hindu Undivided family(HUF).but for the past 8 years, its now a public limited
company.It has a flat organisation.It has total 8 directors out of which 4 are full time directors and other 4 are independent directors.Out of 4 full time directors, Mr vikas jain handles 2 brands integrity & lawman while Mr hemant jain handles killer & easies. Mr dinesh jain heads the production department & factory related activities. Mr kewal jain is chairman and being the whole and sole of company he looks after HR, finance , IT , legal.
Organisational structure is formal but the attitude is informal.
2. How many employees in your team?Ans: KKCL has mainly 3 areas of work namely Head office, factory, Retial setups. Considering all company has about 2000 employees. But considering employees working at different franchises, the count rises to 3000. Each director has his own team under him and this team is responsible for strategising for the respective brand. Strategising includes marketing strategies and brand promotion. In order to have distinct look for each of its brand company has a different set of designers for its brands.
What is the frame work within which company operates?
Ans: company is an old and experienced production entity but currently has got into retailing. Company believes in and implements Total Quality management. Inspite of killer being their flagship brand , Quality standards for all the four are the same. Production for all the four brands is done in same factory. Checking is done at regular intervals. Uniform production pattern is used for all the four brands. Because of quality standard being maintained, rejection ratio is low.
HR
Work force: Average age is approximately 30. The work force comprises of graduates and under graduates who are inturn related to board of directors. There is no trade union and so there are no strikes.
Appriasal patterns: They do not follow modern methods of appraisal like 360 degree and others. They follow traditional methods like grading and marking. Appraisal is done at all levels. For example even the peon or clerk can be promoted to a managers post over the years.
KKCL at time of recession
Ans: Like every company KKCL has also been affected by recession but not to great extent. The employee turnover ratio was zero. Unlike others company having job cutting, KKCL was hiring at the same time. There was high rate of recruitment. There is no fear of job loss among the employees and giving them Job security.
Cost cutting: KKCL has implemented smart ways of cost cutting.
At the production level :there is optimum utilisation of resources leading to low wastage which is self implemented by each and every employee.
At the administration level: The main motive was to reduce the electricity bills & telephone bills. Also the finance involved in printing was taken care. KKCL head office has been
designed in such a way that during day time it doesn’t need any artificial lights. Artificial lights are switched on at 6.00PM.
Outsourcing bt production unit also in retail
Everyone is imp....what does mgmt wants.....still looking forward to evrythng
3. What are the appraisal patterns (is it performance driven or does no of years matter)?Ans:
Assembly line production: stages in production single person is imp
Cases studies during recession no1 having loosing d job fear
Wind mill power project generate power s o frm government getting adv
Entire family
Personal n profeesional set up controlling totally......combine both of dem
No other word deadline target very imp
Night nights work to achieve dat
After one day of diwali in season u lost the order
Next time it will make difference
Loss is too much in fashion industry
Not affected
Still profit
Slown steady wins d race
Conservative approach
Cost cutting but done wen required in some cases ( needed or not)
Telephone printing mobile operators
Travel n tourism centralised control
Discipline n 7 o clock office closed so proper working time kept
Leaving jobs due to toilet paper....leaving room n switching off lights
During events only but not daily
Employee councelling: huge sa;lary still employee ;leaves...money is not evrythng .....der r other problems.....entire department needs to be taken care
As a tool
Satisfaction
Multitasking is there concept here
Not only HR but not fixed KRA...........
Hospital cases...treating everyone gud
Giving money n employment
Food packet sold for 100Rs in diwali
Tomorrow full day training on first ailing facilities for all workers
Dal rice is provided to everyone so evyone can have tea coffee soup
Attendance
All things informed to departmental heads
Intervals: self correction
50 stored evry year
New factory in vapi
State of art machinery G2 environemnt friendly machines
Own hospital from sadri
For grievances go to HOD’s if channel not working they can cc to hr...they go into macro n micro level details....fast removal of grievances
At senior level, heads persoanlyy looking into it
Excuses taken n den checking it
Evry one has level of working
Trained for tym to tym
Cc to hr watevr is der
Control is tere
Investigate the problem
Genuine problems else heavy payment for it
They stop doing tp after control measures
Clear policy is transparent
Hr policy fair
Hod gets imtimation
Confidence level high
Courage given to juniors
Grievances: hrs reduction in lunch .....
MIS given to everyone
Simple things so dat everyone can handle
Councelling wid department for problems........do or die..
Senior should take blame not allow staff to c dat...no policy reversed