project report material related to hr

7/28/2019 Project Report material related to HR

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OBJECTIVE OF THE PROJECT

As we know the whole function of HR department depends upon the HR Practices of the

organization. The HR management is done according to the HR Practices of the company.

Which things to be done and which things should not be done depend upon this only. It also

helps the organization to achieve the target of the organization.

The HR policies of the organization have been mentioned in the HR Practices. All the rules &

regulations for the employees have been also mentioned in this. All the welfare of the

employees processes is also mentioned in this.

So the study of the HR Practices means basically the brief study of all HR functions in the

organization. I believe the HR Practices is a vital part of an organization, which helps the

organization to achieve the goal of the organization.

All companies are having their HR Practices but the company who is having the best, is the

most successful company among its competitors. So the company can get success within its

competitors by applying best, effective HR Practices.

The main objective of the project is

To understand the HR practices followed & Process of Performance managementsystem.

To know what are the uses of HR practices for any organization. How these HR Practices help any organization to know its stand in the market and to

be competitive by implementing good HR Practices for their employees.


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To understand how the organization would achieve its goals by implementing goodHR Practices.

To understand the work culture of the organization.

HR function is very important in every organization. It helps the organization to manage not

only the people of the organization but to manage all the working processes in it also. HR is

management function that helps managers to recruit, select, train and develop members for an

organization. Obviously HR is concerned with the peoples dimensions in organizations. HR

refers to set of programs, functions, and activities designed and carried out.

Project Study

Introduction to POORNATA

POORNATA is a Group wide People Soft HRMS 8.9 implementation project. This project

was started in May 2005 with the functional and technical training; it was implemented in 18

months from the start date. The purpose of this project is to implement HR policies through a

system driven program, to achieve organizational objectives. POORNATA is implemented

across 78 domestic units and 26 units overseas. It covers all management cadre employees

across the group and all employees for transports, approximately 1600 employees

Objectives :

Poornata automates and standardizes HR processes across the group for all management

cadre employees.


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Poornata introduces best- in- class HR processes throughout the group.

Poornata gives employees access to data which was hitherto available only to the HR

department and thus enables them to plan their own development.

Poornata also gives managers access to information about their direct reports and thus

enables managers to plan the development of their direct reports more proactively.


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Scope of POORNATA

Modules included in POORNATA are:

Recruitment

Workforce Administration

Position Management

Compensation

Performance Management System

Enterprise Learning Solution

Talent Management

Significance of POORNATA

1.Employees

Empowers employees by making development self driven.

Creates career opportunities for employees by enabling knowledge sharing of likely

vacancies and jobs amongst varied businesses.

2. Business

Delivers faster services.

More- database decision-making.

Put Line Managers in control of People and development


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3. Group

Takes the group to a league of Global Organizations with cutting edge HR-ERP

operational that enables seamless delivery of common HR processes a diversified

multiplication group.

Builds employer brand.

4. HR Department

Enables faster service delivery.

Facilitates continuous improvement.

Builds a more professional image.

Makes HR department more data driven.

The online Human Resource Management System at HINDALCO is called as

POORNATA. This online Performance Management system enables the group to

proactively manage their performance appraisal .The module delivers maximum business

benefit by helping an employee and manager to set goals and track them on an ongoing basis.

The Performance Management business process includes the following basic steps-

1. Identification of goals for the next year.

2. Review of performance against goals set for current year.


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This guide is both a reference tool for use in your day- to- day role and also a training

manual. It is a common appraisal process, an automated, system driven; goal focused and

standardized process across the group.

Mainly the performance management of HINDALCO is done by online system includes the

following basic processes

Annual goal setting Midyear review Annual performance review

Performance Management Process in POORNATA by Employee

The goal setting process starts with defining the job purpose, the KRAs and then the goal is

finally set. Goals include the job description, start and end dates, measurement criteria of the

goal, giving weight ages to each goal, stating the progress status of the goal (initially not

started status). The second process is the midyear review, the HR department will notify to

start the midyear reviews, the goal status (in progress/ complete, percentage achieved will be

updated by the employee. The last process is the Annual performance appraisal, here no

updates are made to the job purpose and KRAs, only the goal status is updated (100%

achieved, complete status). The employee gives his comments stating all the facilitating and

hindering factors in achieving the goals, after which employee gives rating to each goal on a

5 point rating scale-

5- Far exceeds expectation

4- Exceeds expectation

3- Meets expectation


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2- below expectation

1- Far below expectation

After the goal rating is completed, a goal summary is given by the employee; midyear review

Comment is given by the employee. Next the employee rates the values (commitment,

Seamlessness, integrity, speed, passion) with the following rating scale-

* Needs improvement

** Meets standards

*** Strength

The next step involves training

The next step involves training need identification i.e. the training employee needs in the

coming year and the career aspirations (short term as well as long term) are identified.

The performance management process in POORNATA by manager:

Now the Manager reviews the goals set by the employee, midyear performance status and

Annual performance appraisal of the employee is reviewed and appraised.

The manager reviews the job purpose, KRAs and goals along with weights, after receiving an

offline e-mail from HR administrator to initiate half yearly assessment; manager will reopen

the performance document and will review the current status of the completion of each goal.

Annual Performance review is done by the manager. The manager will review the document

of employee by logging in to the POONATA portal. The employee will be evaluated by the

manager by rating the employees performance against each goal by selecting a rating from

the 5 point rating scale and by rating employees performance against each value by selecting

a rating from the scale.


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Training needs and career aspirations will be identified by the manager. By clicking on the

calculator icon, the overall rating will be available to the manager. Manager will then forward

the document to the HR department for further processing.

The HR department gets a renormalized report which has a rating to be given to the

employee. In case the rating finalized by the moderation committee is different as compared

to the one given by the manager, the HR department would deny the document. The

renormalization process has 3 people involved the HR administrator, Top management

level employee and department Head. The renormalization process is based on

How the manufacturing industry has performed

How the company has performed

How the unit has performed

How the department has performed

How the functional unit has performed.

When there is a new employee the HR department conducts induction program for employee

self service and manager self service to access POORNATA and refresher training program

is conducted by the department 15 days prior to the appraisal process in the organization.

180-DEGREE-PERFORMANCE APPRAISAL:

180 Degree a method of measuring performance appraisal of an employee. As we have

already discussed about performance appraisal in the previous blog, its quite clear that its

a method of measuring and giving feedback of any employee performance.

180 Degree is one of the method by which feedback of an employee can be judged and


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measured.

Here two people are involved in the feedback process; one is the employee himself and his

immediate boss.

The employee share his work experiences including good and bad with the hrpeople, and the

boss gives the feedback of the skills and attitude the employee carry. And then the data

collected is matched with the competency norms of the organization and a feedback is

prepared about that particular employee. And with this feedback the management takes s

further actions for better performance of that employee.

This performance appraisal form is used in all big and small scale industries and

organization.

Various Modules in POORNATA

1. Personal Information:

Employee self service- employee self service is used by the employees to view and update

their own information in POORNATA. Information pertaining to Name, address, marital

status, education, honours and awards, languages, licenses, memberships, email-id , phone

numbers, emergency contacts. There are 3 kinds of processes to update information through

employee self service.

. Process without approval or notification

Employee updates

a. Phone number

b .Email address

c .Emergency

contact number

Database updated


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This updating of information does not need the approval of HR administrator.

Process with HR notification

Process with HR approval

Employee updates

a. Education

b. Honors& awards

c. Languages

d. Licenses&

certificates

e. Memberships

Database updated

Supervisor

notifiedHR

administrator

notified

Employee

updates

a. Nameb. Address

c. Marital status

Employee

notified

HR to

approve Database updated


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Name- employee submits a name change request online, he/she must provide sufficient proof

to the concerned HR manager to get an approval like, marriage certificate, divorce certificate.

Manager self service- the e-Profile manager desktop in POORNATA is a web based

application that allows the managers to view personal and job related data of all the

employees to them. The manager can view the details of the employees reporting to them

with the help of manager self service. Following details can be viewed by a manager using

manager self serviceName, address, marital status, education, honors& awards, languages,

licenses, membership, email ID, phone numbers, emergency contacts.

2. Recruiting:

LIMITATIONS OF THE STUDY

The study performed encompasses following limitations:

Manager selects the employee

whose data he/she

Wishes to see

Manager clicks on

the hyperlinks toview the data


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The sampling does not include all the divisions of HINDALCO INDUSTRIES LTD.As the survey was conducted online, no personal interview was taken. Due to the non

respondents few aspects of the research analysis got defeated.

Lack of time. Lack of respondents. Lack of enough supportive secondary data. Data collection without primary data (no questionnaires).

SUGGESTIONS


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According to my observation following suggestions should be taken into consideration:

Gap Analysis- Training needs are given by the employees online, once the identification

is done and training is imparted to the employees, some feedback about the training is to be

taken from the manager and the respective employee. Feedback in terms of whether the

program met the objective, did it make value addition to the knowledge of the employee and

its application in the present job should be undertaken. Thus the gap between training need

identification and imparting of training should be analyzed.

Quarterly performance reviews should be undertaken for short term goals.

Some employees are not satisfied with the updates given by the HR department related

to their case, while assessing the online performance appraisal system. Thus proper feedback

should be given to the employees to further increase the effectiveness of the system.

Training need identification should be done half-yearly, so that it helps the employees in

improving the performance in the remaining time period.


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CONCLUSION

From the above data it can be observed that the online performance management system at

HINDALCO INDUSTRIES LTD is extremely effective.

In PMS all the factors facilitating and hindering performance are taken into consideration

while appraising the performance of employees. In Performance management goal setting,

mentoring, coaching and evaluating performance has been carried out successfully and

effectively because of online performance management system (POORNATA).

Employees are satisfied with the online performance management system and the coverage

given to various factors of performance appraisal.


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BIBLIOGRAPHY

Mamoria.C.B., Gankar.S.V.- Personnel Management, Himalaya publishing house,Mumbai, 1980

Yoder, Dale, Personnel Management and Industrial Relations, Prentice Hall of India,New Delhi, 1975

Gautam.v.1988. Comparative Manpower Practices, National Publishing House, NewDelhi

Sahu, R.K., Performance Management System, New Delhi, Excel Books, 2007

Kothari, C.R., Research Methodology, New Delhi, New Age International (P) Ltd.

www.adityabirla.com/the_group/heritage.htm

www.adityabirla.com/the_group/corp_hrcell.htm

www.adityabirla.com/the_group/corporate_cells.htm


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ANNEXURE 1

Process of Performance management system

Section-1

J OB PURPOSE

Description:

Ensure achievement of both sales & credit targets, optimizing of resources. Develop/ harmonize team operations of plant / marketing for achieving customer

satisfaction & maximum output.

Focus on future commercial / dedicated expansions.Section2KRA

KRA No.1 SALES & MARKET SHARE

Description: To achieve the Sales Targets as per Budget with increase in marketshare.

KRA No.2 CREDIT CONTROL

Description: Reduction of critical o/s, reducing no. of days.KRA No.3 OPTIMIZATION OF RESOURCES

Description: Optimizing Manpower resources to generate maximum output.KRA No.4 CUSTOMER SATISFACTION

Description: Ensuring customer satisfactionKRA No.5 MARKET EXPANSION

Description: Market expansion for commercial & dedicated plants.KRA No.6- STATUTORY COMPLIANCES

Description: Ensuring operation of plants with all legal compliances.Section-3- EMPLOYEE GOALS

Goal 1: Supports KRA No.1, Weight: 20%

Description: To achieve the Sales Targets as per Budget.


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Measurement: Actual sales achieved every month compared with targeted volumes. Comments: As against budgeted volume of 49920 u.m achieved 47177 cu.m, loss due

to strike.

Rating: Exceeds-110-117%


Description: Achieve & retain market share as per sales target. Measurement: To be monitored monthly via-a-vis budget. Comments: Market share improved from last year 19% to this year 23% despite

construction industry showing trends of slow down.

Rating: Far exceeds Expectation>120%


Description: Credit control

Measurement: Monitor the same every month for number of days & reduction incritical. Outstanding as compared to the budget.

Comments: Critical outstanding reduced from 179 lacs to 156 lacs. All majoraccounts reconciled.

Rating: Exceeds Expectation>120%


Description: Optimizing manpower resources, maximizing output for pumps/plant. Measurement: Availability w.r.t. the sanctioned manpower & Training for maximum;

output & harmonious operations etc.


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Comments: Harmonius operation was ensure by timely requirement & in housetraining.

Rating: Exceeds>110-117%

Goal 5: Supports KRA No.4. , Weight: 10%

Description: Ensure Customer Satisfaction Measurement: Feedback from Customers. Comments: Mobile testing facility started at Bangalore. Feedback from customers obtained & periodically analyzed. Rating: Far Exceeds Expectation>120%


Description: Market expansion for commercial & dedicated plants. Measurement: As per expansion plans based on market potential. Comments: Market expansion in Manglore and Mysore achieved within two months

of commercial production achieved market share of 25%.

Rating: Far Exceeds Expectation>120%


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Description: Ensure operation of plants with all legal compliances. Safety normsfollowed in all plants.

Measurement: 100% statutory compliance. No. Of safety trainings imparted to staff &workers.

Comments: Training programs/Demos conducted in all plants. Rating: Far Exceeds Expectation>120%

Section 4

EMPLOYEE MID YEAR REVIEW COMMENTS

Description:

To achieve sales target as per budget: Against budgeted target of 282000 cu.machieved 263000 cu.m. Shortfall mainly due to 18 days of strike by sand suppliers.

Achieve & Retain market share: Market share of 22% achieved. Improvement of 3%on YOY basis.

Credit Control: No. of days o/s reduced from 38days to 27days. Optimization of Resources: within 2 months of operation. Ensure customer satisfaction: Mobile concrete Training facility introduced. Market Expansion through dedicated plants: 1captive plant started & successfully

running.

Ensuring legal compliances: All legal compliances are met.Major Challenges:

Creating differentiation in product & services to enhance brand premium.


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Managers COMMENTS

Sales target impacted due to 18 days strike, otherwise would have achieved. BLK project plant, a good initiative. Cr control has significantly improved but still more needs to be done & focused into. New products to be pushed & new plants have been well established.

Section 5- VALUES

Values Commitment Passion Seamlessness Speed

Section 6- EMPLOYEE COMMENTS

Section 7- TRAINING NEEDS

Section 8- CAREER ASPIRATION


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ANNEXURE 2

EXIT INTERVIEW FORM

1) Please select any three factors, in order of rank, that were associated with yourdecision to leave the organization (i.e. number one reason should be should be as

ranked 1st and so on)

Pull Reason Rank Pull Reason Rank

Increased

Responsibility and

Career

Job Content

Higher Emolument /

Position

Work Culture

Higher Education Behavior of Superiors

Health Grounds Family Consideration

Internal Recruitment Social Life/Work life

Balance

Education of Children Township / Medical

Facility

2) Weather you would like to rejoin our Group in future? Yes/NoIf Yes, at what stage?

NAME:__________________________ DATE OF JOINING: _______________

DEPARTMENT:______________________

QUALIFICATION:_________________

DESIGNATION:______________________

DATE OF RESIGNATION:__________

RELEASE DATE:____________________ BASIC SALARY: Rs.____________PM


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3) Would you recommend our company to your friends / relative for building theircarrier with us? Yes/No

4) Any SuggestionDate: Signature


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ANNEXURE 3

EMPLOYEE REFERRAL APPLICATION FORM

(RMC DIVISION)

E Code No:

Employee Name:

Department:

Location:

Contact Details:

Position Referred For:

Location:

Referred Candidates Name:

I hereby declare that I know the above candidate personally/professionally and he is willing

to join RMC business of ABG if found suitable and offer given to him as per his satisfaction.

Signature of the Employee Signature of HR

Date:


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ANNEXURE- 4

TRANSFER REQUEST FORM

NAME OF

TRANSFEREE

POSITION

DESIGNATION / JOB

BAND

EMPLOYEE CODE

PRESENT LOCATION

PRESENT

DEPARTMENT

PRESENT SUPERIOR

(NAME & POSITION)

FUNCTIONAL HEAD

LOCATION ON

TRANSFER

NEW POSITION

NEW DEPARTMENT

DATE OF TRANSFER

NEW SUPERIOR

(NAME &

POSITION)

NEW FUNCTIONAL

HEAD


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NEW ZONE

Zonal / Functional Head

(Transferor)

Zonal / Functional Head

(Transferee)


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project report material related to hr

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