ankitsharma1985
Ankit Sharma
View attachment 5373this is a project on airtel marketing stratagies
airtel marketing strategy
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INTRODUCTION OF HR
HISTORY OF HR
Interest & concern with the utilization of human resource is found in evidence since ancient times & may be traced in philosophic, religious & military writings of both ancient & medieval times. Its origin can be traced back to 1800BC.when the concept of “minimum wage rate” and “incentive wage plan” were included in the Babylonian code of Hammurabi. “Span of management” and related concepts of organization were well conceived by mosses around 400BC.According to Egyptian literature of 1300 people. The literature clearly indicates the reorganization of the importance of organization and administration in the bureaucratic set-up. Similar records exist for ancient china. L.S HSU, Confucius paradales includes practical suggestions for proper public administration and admonitions to choose honest, unselfish and capable public officers.
INTRODUCTION OF HR
HR can be seen as the part of management task, which is concerned with human resources of the organization and their contribution to its effectiveness. HR central concern is the efficient utilization of human resources. Human resource management process concern with recruiting and selecting people, training and developing them for their work; insuring that their payment and condition of employment are appropriate, where necessary negotiating such terms of employment with trade unions; advising on healthy and appropriate working condition; the organization of people at work, and the encouragement of relations between management and work people.
HR involves developing applying, and evaluating policies, procedures, methods and programmes relating to the individual in the organization. Like other branches of management, it seeks to achieve both task and maintenance goals of the organization, but its focus are on human resources rather than on financial or material ones.
The nearest analogy is in the human body. Human resources management is not the brain, the controller, not just a limb, a member, not yet the blood stream, the energizing force; it is the nervous system. It is the nervous system. It is a line channel, not just a duct, and in some respects has automotive force. It is used in enemy action; if it atrophies, partial paralysis results, if it gets out of balance, there issues instability, chaotic action, disequilibria which can be found in all stages of advancement, in close parallel with neurosis
The vital significance of HR is largely due to the fact that the success of an organization heavily depends on the services of its loyal employees with genuine desire to be co-operative with management.
Thus in the management of all the “M’s”- Money, Markets, Materials and the Men. “The Management of Men” is most fundamental and dynamic as well as challenging task. It is the men, not machines, not materials, not money, and not the markets that make the organization. Therefore, Human Resource Management gains utmost importance in obtaining effective results through people at work and in gaining their commitment as well as winning their co-operation for the successful accomplishment of all desired goals.
SCOPE & OBJECTIVE OF THE PROJECT
1. Partial fulfillment of the MBASSS course, as project is included in the syllabus.
2. To gain practical knowledge regarding the management theories that I have studied in my syllabus.
3. Such project report helps me to study and present before others what we have learnt about HR Manual through company.
4. To understand the actual working environment & solution to the problems.
5. To excel individually i.e. to learn and succeed while working in-group.
LIMITATIONS
1.My project duration was for only 15 days, so due to time constraint survey is not covered all the topics related to HR manua
2.company has some certain limits so they are not ready to give all the information.
3.My survey is limited to only middle level and higher level.
METHODOLOGY OF STUDY
1. Personal Visit: I visited the company for 2 month. I have prepared questions to be asked before going to the company. All the employees of company gave me personal attention and answered questions. They also gave additional information by themselves.
2. Reference from Books: I referred from the books for certain definition, concept etc. of Human Resource Management. .
HR MANUAL
INTRODUCTION
The main objective of human resource management is to get the work done by the people effectively so as to get best possible results out of the efforts put in by the working force. In order to achieve the objective, there should be a predetermined and accepted course of action to keep the management and labour on track. Such course of action done through HR MANUAL. It guides towards the accepted goals and objectives.
The purpose of HR MANUAL is to document the principles and policies governing your company Human Resource practices. all managers should use the manual to simplify the “People Management” part of your job by summarizing state and federal personnel administration laws, regulations, and procedures
MAIN CONTENTS OF HR MANUAL
1. Name of the company
2. Procedure and contents of selection.
3. Working conditions.
4. Training programmes.
5. Procedure for handling grievances.
6. Rules and regulations.
7. Joint consultation.
8. Line of authority relationship.
9. Collective bargaining.
10. Industrial relations.
11. Labour welfare and services activities.
HR MANUAL PROVIDES:
1. A foundation for a system of internal controls.
2. Guidance in current HR areas not controlled by laws and regulations.
3. Criteria for decisions on appropriate HR treatment.
4. Managers with direction and guidance in connection with processes and procedures that should be uniform throughout the company.
ADVANTGES OF HR MANUAL
1. It ensures uniformity and consistency of administration.
2. It ensures continuity.
3. It promotes effective delegation of authority.
4. It promotes management by exception.
5. It promotes planning.
6. It promotes teamwork.
7. It promotes clarity and understanding.
8. It is source of training and orientation.
9. It can be used as a yardstick for control.
MANPOWER PLANNING
INTRODUCTION
Men, Materials, Machines, Methods and Money are regarded as the most important factors of production. But manpower or Human resources are regarded as the only dynamic factor of production. Other factors are useless without their effective use by the Human resources. Thus it is logical that there should be proper manpower or Human resources planning in the organization to use. The other resources effectively.
Manpower planning means having the right number and the right kind of people at the right places, at the right time, doing the right kind of tasks that result in long-run maximum individual and organizational benefits. It is the process of determining Human resource requirements and the means of meeting those requirements in order to carry out the integrated places of the organization. It is process by which management determines how an organization should move from its current manpower position to its desired manpower position.
OBJECTIVESS OF MANPOWER PLANNING
a) To ensure optimum use of human resources currently employed.
b) To assess and forecast future skills requirements if the organization's objectives are to be achieved.
c) To provide control measure to ensure that necessary manpower resource are available as and when required.
PROCESS OF MANPOWER PLANNING
1. Investigating stage: This stage includes assessment of existing manpower.
2. Forecasts and Places: Forecasting of future manpower requirement both qualitatively and quantitatively depends upon various factors like production, technological changes, supply and demand condition, and career planning.
RECRUITMENT
INTRODUCTION
Once a determination of human resources requirement has been made, the recruitment selection process can be begin. Recruitment means the process of attracting potential employees to the organization. Recruitment is the process of searching for prospective employees and stimulating them to apply for the job in organization.
OBJECTVE OF RECRUITMENT
The purpose of recruitment is to prepare an inventory of people who meet the criteria laid down in job specifications, so that the organization may choose those who are found most suitable for the positions vacant.
PROCESS OF RECRUITMENT
A) HR Requisition
After manpower planning forecasting request for approval of new work force is made to HR through staff resuscitation unit Head – HRM will send the staff requisition duly approved by DIRECTOR / UH to HR dept., Recruitment process starts after the staff requisition.
B) Recruiment Sources
There are internal as well as external sources of recruitment
• Internal Sources:-Internal sources include the current workforce that is those who are already on the payroll of organization. When ever any vacancy occurs somebody from within the organization is promoted or demoted to fill the vacant post, In Raymond Appliances promotion and transfers are internal sources.
• External Sources
1. Media Advertising
2. Government employment Agencies
3. Private employment agencies
4. Campus recruitment
5. Contractors
6. Casual Applications
7. Leasing
8. Head hunting
9. Recommendation from present employees for their friends and relatives.
FOLLOWING EXTERNAL SOURCES ARE USED IN RAYMOND FOR RECRUITMENT
1. Placement Agencies
2. Campus Interview
3. Advertisement.
C) Screening
After deciding the source of recruitment, HR does the screening based on the requirement and application form received from the candidate.
D) Call Letters
After screening HR department send call letters to candidate in prescribed format
Eligibility for workers
Age limit :-18 to 22 years
Education :- 10th pass min.
Height :- 5.4”inches min.
Weight :- 45kg min.
They are selected after colour blindness tests.
SELECTION
After recruitment, selection process starts, selection is a process by which the qualified personnel can be chosen from the applicants by obtaining and assesing pertinent information about them. It is the process in which candidates for employment are divided into two classes, those who will be offered employment and those who will not.
OBJECTVE OF SELECTION
“To select potential and qualified employee”.
SELECTION PROCESS IN RAYMNOD
1.Preliminary Interview
It is the first step after the receipt of the application form for trainees interview is conducted by a executive in HR department or by concerned department. Panel interview is conducted for AM and above. This is done with a view to limit the costs of selection by letting only suitable candidates go through the further stages in selection. In interview written test may be taken or may be given any case study to candidate for solving.
2.Application Blank
If a candidate is found suitable, an application blank is given to him to fill and submitt.
Following is the format of application blank in VIDEOCON
FOR DIPLOMA HOLDER
1. Personal Information
2. Education
3. Experience
4. Family Background
5. Hobies & Interest
6. Details of present salary
7. Expected Gross Salary
8. References
9. Remarks of Interview committee
10. Final Action
DEGREE HOLDER.
1. Personal Information
2. Education
3. Achievements
4. Family Background
5. Language Known
6. Work Experience
7. Present Salary
8. Expected Salary
9. Declaration By Employee
10. References
3.Psychological Test:
Following tests are done in psychological test.
1.Knowledge Test
2.Aptitude Test
3.Judgement Test
4.Intelligence Test
5.Projective Test
6.Personality Test
7.Dexterity Test
4.Background Investigation (Reference Check)-
The references provided by the applicant in the application blank is checked. This reference checking may be done either by mail or by telephone.
5.Waiting –
After all above procedures, candidates have to wait for, remaining procedures.
6.List Of Desirable Applicant –
After all procedures HR department finalize or sort out the list of desirable candidate, for final selection
7.Final Selection –
Final selection is again done through the final interview. Objective of this interview is to assess whether the candidate is willing and able to do the job successfully and is suitable to the organization.
8.Physical Examination –
Basic objective of physical examination is, that it protects the organization against unwarranted claims under workers compensation laws.
Following are the contents of physical examination.
a) Application medical history.
b) Physical measurements (Height, Weight etc)
c) Examination of special senses (Checkup of visual and auditory activity)
d) Clinical examination of eyes, ears, nose, throat, teeth.
e) Examination of lungs & chest.
f) Checkup of blood pressure and heart.
g) Laboratory tests of urine, blood etc.
h) X-ray examination of chest and other parts.
i) A neuropsychiatry examination.
9. PLACEMENT
If candidate cross of fixed best in above all stages, then he is placed at the suitable job.
- After placement following formalities are done by organization
a) Send grade fixation.
b) Appointment letter is given to the selected candidate.
c) Joining time is given to selected candidate.
d) Joining formalities are done by organization.
e) HR department inform to accounts dept. about the salary of newly join employee.
f) Apart from this travel expenses for all outstation candidates will be reimbursed.
INDUCTION
Introduction is welcoming process for new employee to make him feel at home and generate in him a feeling of belongingness to the organization. Induction essentially involves imparting information on what a new employee is expected to do on the job.
OBJECTIVE OF INDUCTION PROGRAM
Objective of induction is to introduce a new employee to the job and the organization.
HRM Dept. conduct induction programmed for the following designations.
1. Workmen
2. Staff and executives
1) WORKMEN
After completing joining formalities HRM personnel meets the new Employee, and explains them about the rules and regulations, of Organization like work time, service rules, benefits applicable etc, also make aware them about important locations like canteen, first aid facility, crèches, attendance recording area and safety facilities. HRM also arrange the formal meeting for introduction of new employee with the concerned unit heat / Department head.
2) STAFF AND EXECUTIVE
HR Dept. Schedule period will be one to two weeks’ schedules induction programmed for staff and executive. It is a detailed induction programmed. Covering the visits to various facilities, meeting of unit head, briefing up the products and production process and overview of various functions.
GENERAL TERMS &CONDITION OF EMPLOYMENT
IN RAYMOND
1. PERSONAL FILE: -
When employee joins the organization from that time, his/her all personal records are maintained in personal file .It is maintained by category, by HR department for every employee.
2. EMPLOYEE CODE: -
All records, communication concerning with the employee will carry a unique code number; it is known as the employee code. In Raymond there is employee codes are below 3000 & workers code are after 3000.
3.TRAINING: -
To take Training is essential to every employee after joining the organization; this training is about their work, about different location of company and different department, about safety.
4. PROBATION: -
The probationary period for all employees will of 6 months (from the date of probation) after successful completion of probation period, confirmation will be given in written.
5. RECORD OF AGE: -
Record of age is kept in personal file.
6. TRANSFER: -
Transfer is given in the organization for the growth and development of the employee, and to facilitate career progression, it helps employee to face Challenges in their job, transfer is done as per appointment letters.
7. WORKING HOURS: -
Rules of working hours in Raymond are as per the FACTORIES ACT 1948, for 8 hours per day.
8. NATIONAL HOLIDAYS AND FESTIVELS: -
There are 3 holidays are given in one year, they are, 2nd oct. for GANDHI JAYANTI and 15th AUGUST and 26th JAN, HOLI , DIWALI ,POLA as national Holidays.
9. LEAVE RULES:-
Employee has to inform for leave in written before one day, leave is sanctioned by concerned department head and finally sanctioned by HR department. In Raymond there is CAUSUAL LEAVES (10 days per year), SICK LEAVE(15 days for staff& 5 days for workers per year).
10. TRAVEL RULES: -
Travels rules are applicable as per HR policies, employee traveling for company work is eligible to claim the expenses incurred on account of travel, lodging and incidental expenses.
11. ATTENDANCE :-
All employee are required to be present on all working days, all employees attendance records are maintained regularly. Attendence card consists of G (general Shift) , Q(second shift), R(night shift).
12. LATE COMING: -
There are very strict rules for punctuality, all employees have to come on the working time given to them, and if employees come late then they have to make entry on the gate in the register of late coming & As per the rule half wage cutting is done.
13. ON DUTY: -
If on any working days employee does not present on work place because of official work, then he/she have to fill on duty intimation form for that day. HR department regularize their attendance on receiving the authorized on duty intimation form.
14. ABSENTEEISM: -
If employee is not regular on work or he/she is continuously absent on work, then telegram will be send to that employee, after sending telegram still employee absent from job then show cause notice will send to him/her, then organization make enquiry against such employee.
15. IDENTITY CARDS / PUNCHING CARDS
To carry identity cards during working hours is essential for every employee in Raymond Contents of identity cards are- name, department, designation, employee code, photo, signature of issuing authority.
16. EXCLUSIVE SERVICE: -
All employees are exclusively required to work for the company during their entire period of service.
17. CONFIDENTIALITY OF INFORMATION: -
It is essential to all employees to maintain confidentiality of company’s matter; it is essential to not discuss confidential matters outside the company or at any public place.
18. SEARCH
All the workmen & staff are liable to searched on main gate.
19. UPDATING PERSONAL DATA: -
Personal data of employee should be updated time to time, for this company collects personal detail of employee every year, this data includes;
1. Marital status
2. Address.
3. Qualifications.
4. Children’s.
5. Nominations.
20. EMPLOYEMENT AND OTHER CERTIFICTE: -
Application have to submitted for getting employment certificate, salary certificate or any other certificate, applications are submitted through concerned head of the department to the HR department, all certificates are issued by the HR department.
This all done through prepared programmes.
EMPLOYEE DEVELOPMENT
OBJETIVE: -
The development of staff, by skill and knowledge, to meet the foreseeable needs of the organization, i.e.
-Higher Productivity
-Increased efficiency in operation
-A safe and harmonious working environment.
1. ASSESMENT OF TRAINING NEEDS:-
When performance of employees in their present position does not match with the required standard, then assessment of training needs is required, most dominant methods of assessing training needs are,
1. Observation and analysis of job performance.
2. Management and staff conferences and recommendations.
3. Analysis of job requirements.
4. Consideration of current and projected changes.
5. Surveys, reports and inventories.
6. Interviews.
In Raymond assessment of training needs are done through,
1. Performance appraisal forms.
2. Specific request from the superior for training. (Have to submit training need related to your work).
3. Self assessment by employee.
2. SELF ASSESMENT NEEDS: -
It is essential to know, why training is required to employee. It is essential to know the training goal, this training needs can decide through self-assessment from employees through self-assessment questionnaire designed and by the HR department.
3. IN-HOUSE TRAINING PROGRAMME: -
In-house training places the employee in his actual work situation and makes him appear to be immediately productive. In Raymond the HR department organizes in-house training. Internal as well as external trainer gives training in in-house training.circulers are given to inform about in-house training in organization.
4. PROPOSALS: -
HR department will make a proposal for each training programmed, which will, consists of:
1. Programme title.
2. Objectives.
3. Expected participant profile.
4. Course content and duration.
5. Methodology.
6. Faculty profile.
7. Cost.
8. This proposal is approved by the DIRECTOR.
5.ORGANISING TRAINING PROGRAMME: -
For successful training programme it is essential to design course, objective and activities for training. In Videocon detail of designed training programme with list of candidate will be send to the Divisional Heads for organizing the training programme. The HR department may review the list.
6. EXTERNAL TRAINING: -
In these methods trainees have to leave their work place and devote their entire time to the development objective. In these methods development of trainees is primarily and any usable work produced during training is secondary.
In Raymond External training conducted on specific request from supervisors or in case where internal programme is not effective, organization invites expertise trainer for giving training. It is scheduled as per the time of trainer and as per the no’s of candidate. There is training center in Raymond for external training.
7. RELEASE OF EMPLOYEE FOR TRAINING PROGRAMME: -
Once the final list of candidate is decided and training program is designed, then employees are released to attend the program.
8. REVIEW: -
After training programme HR department communicate with trainees to know their views about training programmes, so they will get feedback from them, by this trainee can utilize this knowledge during their work.
IN Raymond there is no separate department for training and development, no specific duration for training programme it depends upon topic. Follow up’s are there after training, remarks are taken by the superior. Changes are made time to time in training programme.
Current trends of training in Raymond are;.
1. Safety/Fire.
2. Presentation and communication skills.
3. Motivation.
4. In-house as well as external training both are effective in organization.
EMPLOYEE COMPENSATION
OBJECTIVE
To compensate employee for various expenses incurred during employment. Compensation is paid to employee under the WORKMEN’S COMPENSATION ACT 1923.
1. PAYMENT OF SALARIES
Employees who are paid on monthly basis or at long intervals, as described as salaried.
For salary Raymond uses COLA( Cost of leaving) system; it is punching system. On this basis they prepare salary and wages distribution. Making Salaries and wages are start from 22 & 24 of every month.
2. GRADES AND CATEGORIES
In every organization there are some fix grades and categories of employees, these grades and categories are according to education approving onus level and experience of employee In Raymonds given by authorized person,
3.HARD FURNISHING SCHEME
Furniture is provided to employee after his/her joining under the Hard furnishing scheme, It is applicable to all staff, there is no choice for some particular product, employee get the product which is sanctioned by the authority.
4 LEAVE TRAVEL ALLOWANCE
Period for this is for one year. During calendar year you can claim for once for Leave travel assistance. This scheme is applicable for family of employee included spouse, unmarried children, for getting this scheme you have to produce original documents like Tickets. It is 8.30% LTA yearly based.
5 MEDICAL ALLOWANCE
It is a claim based medical allowance provided by Raymonds. It is provided by monthly basis
6SOCIAL SECURITY ALLOWANCE
Raymond provided this type of allowance also.
7. OVERTIME
When the employers finds the need to have work expeditiously, In addition to work course of working hours, in such case employer offers to employee to do the overtime and he gives some allowances for it.
Overtime is given in Raymond the FACTORIES ACT 1948, for overtime employee is applicable for double wages. Tea and Biscuits are also given to workers during overtime.
8. ATTENDANCE BONUS
It is special allowances being paid by certain employers to discourage the employee for absenting from the job.
In Raymond attendance based facilities are below 18 days absenteeism workers will not get this type of facility like HRA , LTA , etc.
9 COMPANY ACCOMODATION
Company provided exclusive accommodation for middle level & higher level managements. They have their own Raymond colony.
10. PRODUCT DISCOUNT
Some kind of discount on the company product is provided to the employee under the product scheme. Some kind of rate is fixed for the discount on product..
11 NON-FINANCIAL INCENTIVES
It is well established fact now that an employee does not work for money alone, they requires certain non-financial incentives, which satisfy their psychological, social and personal growth needs. Many people chose to work when the work is made more pleasant and enjoyable.
12 VAIABLE DEARNESS ALLOENCE
Dearness allowances are paid to employee is 2 times in a year that is april & October .. It is help to employee to increase their standard of living.
16. EARNED LEAVE ENCASHMENT
Earned leave encashment is given in Raymond as agreement.after the retirement, death, resignation, termination, dismissal.
It is based on Unskilled , Skilled , & highly skilled labour. Basic is fixed 41 Rs.
17. SUSPENSION ALLOWANCES
During the suspension period the employee is not allowed to actually work and he/her is not given full remuneration but the permissible suspension allowances is paid to the employee..
18. HOUSE RENT ALLOWANCE
Raymond they are provided HRA 30% of basic ( house rent ) COLA
19. PRADUCTION ALOWANCE
In Raymond there is production allowance is based on department , calculated by monthly average , & efficiency on machines.
They are using following formula while making salary & compensation structure.
RATES
-------------------------------- * PAYMENT DAYS
MONTHLY DAYS
EMPLOYEE WELFARE
OBJECTIVE
To improve standard of living of employees and for promotion of their social and economic well being.
In Raymond there is STATUTORY & NON – STATUTORY WELFARE SCHEMES.
Statutory
• Canteen
• Creche
• Rest rooms
• Dispensory
• Drinking water
• Workman compensation
Non – Statutory
• Credit cociety
• Consumer cooperative
• Baneoland fund
• Group insurance scheme
• Reimbursement of school fees
• School facility upto 10th standered
• 25 RS. RD each month deduction ( per share * 100 )
• Loan Facility ( 4.30 % different interest - profit )
• Dividend ( profit based & yearly based)
Cultural activites
• Ganesh pooja
• Durga pooja
• Vishwakarma pooja
Uniforms
• Canteen boys
• Maintainence
• Fire fighting
• Safety sfoes
• House keeping
• Gardening
• Health care camps in the factory premises.
Some are described briefly here.
1 PROVIDENT FUND
Object of provident fund is to provide pension fund and deposit linked insurance to employees in factories. It is regulated under the Employees Provident Fund Act 1956. Both employee and employers Contribution is deducted from the wages of employees.In
INTRODUCTION OF HR
HISTORY OF HR
Interest & concern with the utilization of human resource is found in evidence since ancient times & may be traced in philosophic, religious & military writings of both ancient & medieval times. Its origin can be traced back to 1800BC.when the concept of “minimum wage rate” and “incentive wage plan” were included in the Babylonian code of Hammurabi. “Span of management” and related concepts of organization were well conceived by mosses around 400BC.According to Egyptian literature of 1300 people. The literature clearly indicates the reorganization of the importance of organization and administration in the bureaucratic set-up. Similar records exist for ancient china. L.S HSU, Confucius paradales includes practical suggestions for proper public administration and admonitions to choose honest, unselfish and capable public officers.
INTRODUCTION OF HR
HR can be seen as the part of management task, which is concerned with human resources of the organization and their contribution to its effectiveness. HR central concern is the efficient utilization of human resources. Human resource management process concern with recruiting and selecting people, training and developing them for their work; insuring that their payment and condition of employment are appropriate, where necessary negotiating such terms of employment with trade unions; advising on healthy and appropriate working condition; the organization of people at work, and the encouragement of relations between management and work people.
HR involves developing applying, and evaluating policies, procedures, methods and programmes relating to the individual in the organization. Like other branches of management, it seeks to achieve both task and maintenance goals of the organization, but its focus are on human resources rather than on financial or material ones.
The nearest analogy is in the human body. Human resources management is not the brain, the controller, not just a limb, a member, not yet the blood stream, the energizing force; it is the nervous system. It is the nervous system. It is a line channel, not just a duct, and in some respects has automotive force. It is used in enemy action; if it atrophies, partial paralysis results, if it gets out of balance, there issues instability, chaotic action, disequilibria which can be found in all stages of advancement, in close parallel with neurosis
The vital significance of HR is largely due to the fact that the success of an organization heavily depends on the services of its loyal employees with genuine desire to be co-operative with management.
Thus in the management of all the “M’s”- Money, Markets, Materials and the Men. “The Management of Men” is most fundamental and dynamic as well as challenging task. It is the men, not machines, not materials, not money, and not the markets that make the organization. Therefore, Human Resource Management gains utmost importance in obtaining effective results through people at work and in gaining their commitment as well as winning their co-operation for the successful accomplishment of all desired goals.
SCOPE & OBJECTIVE OF THE PROJECT
1. Partial fulfillment of the MBASSS course, as project is included in the syllabus.
2. To gain practical knowledge regarding the management theories that I have studied in my syllabus.
3. Such project report helps me to study and present before others what we have learnt about HR Manual through company.
4. To understand the actual working environment & solution to the problems.
5. To excel individually i.e. to learn and succeed while working in-group.
LIMITATIONS
1.My project duration was for only 15 days, so due to time constraint survey is not covered all the topics related to HR manua
2.company has some certain limits so they are not ready to give all the information.
3.My survey is limited to only middle level and higher level.
METHODOLOGY OF STUDY
1. Personal Visit: I visited the company for 2 month. I have prepared questions to be asked before going to the company. All the employees of company gave me personal attention and answered questions. They also gave additional information by themselves.
2. Reference from Books: I referred from the books for certain definition, concept etc. of Human Resource Management. .
HR MANUAL
INTRODUCTION
The main objective of human resource management is to get the work done by the people effectively so as to get best possible results out of the efforts put in by the working force. In order to achieve the objective, there should be a predetermined and accepted course of action to keep the management and labour on track. Such course of action done through HR MANUAL. It guides towards the accepted goals and objectives.
The purpose of HR MANUAL is to document the principles and policies governing your company Human Resource practices. all managers should use the manual to simplify the “People Management” part of your job by summarizing state and federal personnel administration laws, regulations, and procedures
MAIN CONTENTS OF HR MANUAL
1. Name of the company
2. Procedure and contents of selection.
3. Working conditions.
4. Training programmes.
5. Procedure for handling grievances.
6. Rules and regulations.
7. Joint consultation.
8. Line of authority relationship.
9. Collective bargaining.
10. Industrial relations.
11. Labour welfare and services activities.
HR MANUAL PROVIDES:
1. A foundation for a system of internal controls.
2. Guidance in current HR areas not controlled by laws and regulations.
3. Criteria for decisions on appropriate HR treatment.
4. Managers with direction and guidance in connection with processes and procedures that should be uniform throughout the company.
ADVANTGES OF HR MANUAL
1. It ensures uniformity and consistency of administration.
2. It ensures continuity.
3. It promotes effective delegation of authority.
4. It promotes management by exception.
5. It promotes planning.
6. It promotes teamwork.
7. It promotes clarity and understanding.
8. It is source of training and orientation.
9. It can be used as a yardstick for control.
MANPOWER PLANNING
INTRODUCTION
Men, Materials, Machines, Methods and Money are regarded as the most important factors of production. But manpower or Human resources are regarded as the only dynamic factor of production. Other factors are useless without their effective use by the Human resources. Thus it is logical that there should be proper manpower or Human resources planning in the organization to use. The other resources effectively.
Manpower planning means having the right number and the right kind of people at the right places, at the right time, doing the right kind of tasks that result in long-run maximum individual and organizational benefits. It is the process of determining Human resource requirements and the means of meeting those requirements in order to carry out the integrated places of the organization. It is process by which management determines how an organization should move from its current manpower position to its desired manpower position.
OBJECTIVESS OF MANPOWER PLANNING
a) To ensure optimum use of human resources currently employed.
b) To assess and forecast future skills requirements if the organization's objectives are to be achieved.
c) To provide control measure to ensure that necessary manpower resource are available as and when required.
PROCESS OF MANPOWER PLANNING
1. Investigating stage: This stage includes assessment of existing manpower.
2. Forecasts and Places: Forecasting of future manpower requirement both qualitatively and quantitatively depends upon various factors like production, technological changes, supply and demand condition, and career planning.
RECRUITMENT
INTRODUCTION
Once a determination of human resources requirement has been made, the recruitment selection process can be begin. Recruitment means the process of attracting potential employees to the organization. Recruitment is the process of searching for prospective employees and stimulating them to apply for the job in organization.
OBJECTVE OF RECRUITMENT
The purpose of recruitment is to prepare an inventory of people who meet the criteria laid down in job specifications, so that the organization may choose those who are found most suitable for the positions vacant.
PROCESS OF RECRUITMENT
A) HR Requisition
After manpower planning forecasting request for approval of new work force is made to HR through staff resuscitation unit Head – HRM will send the staff requisition duly approved by DIRECTOR / UH to HR dept., Recruitment process starts after the staff requisition.
B) Recruiment Sources
There are internal as well as external sources of recruitment
• Internal Sources:-Internal sources include the current workforce that is those who are already on the payroll of organization. When ever any vacancy occurs somebody from within the organization is promoted or demoted to fill the vacant post, In Raymond Appliances promotion and transfers are internal sources.
• External Sources
1. Media Advertising
2. Government employment Agencies
3. Private employment agencies
4. Campus recruitment
5. Contractors
6. Casual Applications
7. Leasing
8. Head hunting
9. Recommendation from present employees for their friends and relatives.
FOLLOWING EXTERNAL SOURCES ARE USED IN RAYMOND FOR RECRUITMENT
1. Placement Agencies
2. Campus Interview
3. Advertisement.
C) Screening
After deciding the source of recruitment, HR does the screening based on the requirement and application form received from the candidate.
D) Call Letters
After screening HR department send call letters to candidate in prescribed format
Eligibility for workers
Age limit :-18 to 22 years
Education :- 10th pass min.
Height :- 5.4”inches min.
Weight :- 45kg min.
They are selected after colour blindness tests.
SELECTION
After recruitment, selection process starts, selection is a process by which the qualified personnel can be chosen from the applicants by obtaining and assesing pertinent information about them. It is the process in which candidates for employment are divided into two classes, those who will be offered employment and those who will not.
OBJECTVE OF SELECTION
“To select potential and qualified employee”.
SELECTION PROCESS IN RAYMNOD
1.Preliminary Interview
It is the first step after the receipt of the application form for trainees interview is conducted by a executive in HR department or by concerned department. Panel interview is conducted for AM and above. This is done with a view to limit the costs of selection by letting only suitable candidates go through the further stages in selection. In interview written test may be taken or may be given any case study to candidate for solving.
2.Application Blank
If a candidate is found suitable, an application blank is given to him to fill and submitt.
Following is the format of application blank in VIDEOCON
FOR DIPLOMA HOLDER
1. Personal Information
2. Education
3. Experience
4. Family Background
5. Hobies & Interest
6. Details of present salary
7. Expected Gross Salary
8. References
9. Remarks of Interview committee
10. Final Action
DEGREE HOLDER.
1. Personal Information
2. Education
3. Achievements
4. Family Background
5. Language Known
6. Work Experience
7. Present Salary
8. Expected Salary
9. Declaration By Employee
10. References
3.Psychological Test:
Following tests are done in psychological test.
1.Knowledge Test
2.Aptitude Test
3.Judgement Test
4.Intelligence Test
5.Projective Test
6.Personality Test
7.Dexterity Test
4.Background Investigation (Reference Check)-
The references provided by the applicant in the application blank is checked. This reference checking may be done either by mail or by telephone.
5.Waiting –
After all above procedures, candidates have to wait for, remaining procedures.
6.List Of Desirable Applicant –
After all procedures HR department finalize or sort out the list of desirable candidate, for final selection
7.Final Selection –
Final selection is again done through the final interview. Objective of this interview is to assess whether the candidate is willing and able to do the job successfully and is suitable to the organization.
8.Physical Examination –
Basic objective of physical examination is, that it protects the organization against unwarranted claims under workers compensation laws.
Following are the contents of physical examination.
a) Application medical history.
b) Physical measurements (Height, Weight etc)
c) Examination of special senses (Checkup of visual and auditory activity)
d) Clinical examination of eyes, ears, nose, throat, teeth.
e) Examination of lungs & chest.
f) Checkup of blood pressure and heart.
g) Laboratory tests of urine, blood etc.
h) X-ray examination of chest and other parts.
i) A neuropsychiatry examination.
9. PLACEMENT
If candidate cross of fixed best in above all stages, then he is placed at the suitable job.
- After placement following formalities are done by organization
a) Send grade fixation.
b) Appointment letter is given to the selected candidate.
c) Joining time is given to selected candidate.
d) Joining formalities are done by organization.
e) HR department inform to accounts dept. about the salary of newly join employee.
f) Apart from this travel expenses for all outstation candidates will be reimbursed.
INDUCTION
Introduction is welcoming process for new employee to make him feel at home and generate in him a feeling of belongingness to the organization. Induction essentially involves imparting information on what a new employee is expected to do on the job.
OBJECTIVE OF INDUCTION PROGRAM
Objective of induction is to introduce a new employee to the job and the organization.
HRM Dept. conduct induction programmed for the following designations.
1. Workmen
2. Staff and executives
1) WORKMEN
After completing joining formalities HRM personnel meets the new Employee, and explains them about the rules and regulations, of Organization like work time, service rules, benefits applicable etc, also make aware them about important locations like canteen, first aid facility, crèches, attendance recording area and safety facilities. HRM also arrange the formal meeting for introduction of new employee with the concerned unit heat / Department head.
2) STAFF AND EXECUTIVE
HR Dept. Schedule period will be one to two weeks’ schedules induction programmed for staff and executive. It is a detailed induction programmed. Covering the visits to various facilities, meeting of unit head, briefing up the products and production process and overview of various functions.
GENERAL TERMS &CONDITION OF EMPLOYMENT
IN RAYMOND
1. PERSONAL FILE: -
When employee joins the organization from that time, his/her all personal records are maintained in personal file .It is maintained by category, by HR department for every employee.
2. EMPLOYEE CODE: -
All records, communication concerning with the employee will carry a unique code number; it is known as the employee code. In Raymond there is employee codes are below 3000 & workers code are after 3000.
3.TRAINING: -
To take Training is essential to every employee after joining the organization; this training is about their work, about different location of company and different department, about safety.
4. PROBATION: -
The probationary period for all employees will of 6 months (from the date of probation) after successful completion of probation period, confirmation will be given in written.
5. RECORD OF AGE: -
Record of age is kept in personal file.
6. TRANSFER: -
Transfer is given in the organization for the growth and development of the employee, and to facilitate career progression, it helps employee to face Challenges in their job, transfer is done as per appointment letters.
7. WORKING HOURS: -
Rules of working hours in Raymond are as per the FACTORIES ACT 1948, for 8 hours per day.
8. NATIONAL HOLIDAYS AND FESTIVELS: -
There are 3 holidays are given in one year, they are, 2nd oct. for GANDHI JAYANTI and 15th AUGUST and 26th JAN, HOLI , DIWALI ,POLA as national Holidays.
9. LEAVE RULES:-
Employee has to inform for leave in written before one day, leave is sanctioned by concerned department head and finally sanctioned by HR department. In Raymond there is CAUSUAL LEAVES (10 days per year), SICK LEAVE(15 days for staff& 5 days for workers per year).
10. TRAVEL RULES: -
Travels rules are applicable as per HR policies, employee traveling for company work is eligible to claim the expenses incurred on account of travel, lodging and incidental expenses.
11. ATTENDANCE :-
All employee are required to be present on all working days, all employees attendance records are maintained regularly. Attendence card consists of G (general Shift) , Q(second shift), R(night shift).
12. LATE COMING: -
There are very strict rules for punctuality, all employees have to come on the working time given to them, and if employees come late then they have to make entry on the gate in the register of late coming & As per the rule half wage cutting is done.
13. ON DUTY: -
If on any working days employee does not present on work place because of official work, then he/she have to fill on duty intimation form for that day. HR department regularize their attendance on receiving the authorized on duty intimation form.
14. ABSENTEEISM: -
If employee is not regular on work or he/she is continuously absent on work, then telegram will be send to that employee, after sending telegram still employee absent from job then show cause notice will send to him/her, then organization make enquiry against such employee.
15. IDENTITY CARDS / PUNCHING CARDS
To carry identity cards during working hours is essential for every employee in Raymond Contents of identity cards are- name, department, designation, employee code, photo, signature of issuing authority.
16. EXCLUSIVE SERVICE: -
All employees are exclusively required to work for the company during their entire period of service.
17. CONFIDENTIALITY OF INFORMATION: -
It is essential to all employees to maintain confidentiality of company’s matter; it is essential to not discuss confidential matters outside the company or at any public place.
18. SEARCH
All the workmen & staff are liable to searched on main gate.
19. UPDATING PERSONAL DATA: -
Personal data of employee should be updated time to time, for this company collects personal detail of employee every year, this data includes;
1. Marital status
2. Address.
3. Qualifications.
4. Children’s.
5. Nominations.
20. EMPLOYEMENT AND OTHER CERTIFICTE: -
Application have to submitted for getting employment certificate, salary certificate or any other certificate, applications are submitted through concerned head of the department to the HR department, all certificates are issued by the HR department.
This all done through prepared programmes.
EMPLOYEE DEVELOPMENT
OBJETIVE: -
The development of staff, by skill and knowledge, to meet the foreseeable needs of the organization, i.e.
-Higher Productivity
-Increased efficiency in operation
-A safe and harmonious working environment.
1. ASSESMENT OF TRAINING NEEDS:-
When performance of employees in their present position does not match with the required standard, then assessment of training needs is required, most dominant methods of assessing training needs are,
1. Observation and analysis of job performance.
2. Management and staff conferences and recommendations.
3. Analysis of job requirements.
4. Consideration of current and projected changes.
5. Surveys, reports and inventories.
6. Interviews.
In Raymond assessment of training needs are done through,
1. Performance appraisal forms.
2. Specific request from the superior for training. (Have to submit training need related to your work).
3. Self assessment by employee.
2. SELF ASSESMENT NEEDS: -
It is essential to know, why training is required to employee. It is essential to know the training goal, this training needs can decide through self-assessment from employees through self-assessment questionnaire designed and by the HR department.
3. IN-HOUSE TRAINING PROGRAMME: -
In-house training places the employee in his actual work situation and makes him appear to be immediately productive. In Raymond the HR department organizes in-house training. Internal as well as external trainer gives training in in-house training.circulers are given to inform about in-house training in organization.
4. PROPOSALS: -
HR department will make a proposal for each training programmed, which will, consists of:
1. Programme title.
2. Objectives.
3. Expected participant profile.
4. Course content and duration.
5. Methodology.
6. Faculty profile.
7. Cost.
8. This proposal is approved by the DIRECTOR.
5.ORGANISING TRAINING PROGRAMME: -
For successful training programme it is essential to design course, objective and activities for training. In Videocon detail of designed training programme with list of candidate will be send to the Divisional Heads for organizing the training programme. The HR department may review the list.
6. EXTERNAL TRAINING: -
In these methods trainees have to leave their work place and devote their entire time to the development objective. In these methods development of trainees is primarily and any usable work produced during training is secondary.
In Raymond External training conducted on specific request from supervisors or in case where internal programme is not effective, organization invites expertise trainer for giving training. It is scheduled as per the time of trainer and as per the no’s of candidate. There is training center in Raymond for external training.
7. RELEASE OF EMPLOYEE FOR TRAINING PROGRAMME: -
Once the final list of candidate is decided and training program is designed, then employees are released to attend the program.
8. REVIEW: -
After training programme HR department communicate with trainees to know their views about training programmes, so they will get feedback from them, by this trainee can utilize this knowledge during their work.
IN Raymond there is no separate department for training and development, no specific duration for training programme it depends upon topic. Follow up’s are there after training, remarks are taken by the superior. Changes are made time to time in training programme.
Current trends of training in Raymond are;.
1. Safety/Fire.
2. Presentation and communication skills.
3. Motivation.
4. In-house as well as external training both are effective in organization.
EMPLOYEE COMPENSATION
OBJECTIVE
To compensate employee for various expenses incurred during employment. Compensation is paid to employee under the WORKMEN’S COMPENSATION ACT 1923.
1. PAYMENT OF SALARIES
Employees who are paid on monthly basis or at long intervals, as described as salaried.
For salary Raymond uses COLA( Cost of leaving) system; it is punching system. On this basis they prepare salary and wages distribution. Making Salaries and wages are start from 22 & 24 of every month.
2. GRADES AND CATEGORIES
In every organization there are some fix grades and categories of employees, these grades and categories are according to education approving onus level and experience of employee In Raymonds given by authorized person,
3.HARD FURNISHING SCHEME
Furniture is provided to employee after his/her joining under the Hard furnishing scheme, It is applicable to all staff, there is no choice for some particular product, employee get the product which is sanctioned by the authority.
4 LEAVE TRAVEL ALLOWANCE
Period for this is for one year. During calendar year you can claim for once for Leave travel assistance. This scheme is applicable for family of employee included spouse, unmarried children, for getting this scheme you have to produce original documents like Tickets. It is 8.30% LTA yearly based.
5 MEDICAL ALLOWANCE
It is a claim based medical allowance provided by Raymonds. It is provided by monthly basis
6SOCIAL SECURITY ALLOWANCE
Raymond provided this type of allowance also.
7. OVERTIME
When the employers finds the need to have work expeditiously, In addition to work course of working hours, in such case employer offers to employee to do the overtime and he gives some allowances for it.
Overtime is given in Raymond the FACTORIES ACT 1948, for overtime employee is applicable for double wages. Tea and Biscuits are also given to workers during overtime.
8. ATTENDANCE BONUS
It is special allowances being paid by certain employers to discourage the employee for absenting from the job.
In Raymond attendance based facilities are below 18 days absenteeism workers will not get this type of facility like HRA , LTA , etc.
9 COMPANY ACCOMODATION
Company provided exclusive accommodation for middle level & higher level managements. They have their own Raymond colony.
10. PRODUCT DISCOUNT
Some kind of discount on the company product is provided to the employee under the product scheme. Some kind of rate is fixed for the discount on product..
11 NON-FINANCIAL INCENTIVES
It is well established fact now that an employee does not work for money alone, they requires certain non-financial incentives, which satisfy their psychological, social and personal growth needs. Many people chose to work when the work is made more pleasant and enjoyable.
12 VAIABLE DEARNESS ALLOENCE
Dearness allowances are paid to employee is 2 times in a year that is april & October .. It is help to employee to increase their standard of living.
16. EARNED LEAVE ENCASHMENT
Earned leave encashment is given in Raymond as agreement.after the retirement, death, resignation, termination, dismissal.
It is based on Unskilled , Skilled , & highly skilled labour. Basic is fixed 41 Rs.
17. SUSPENSION ALLOWANCES
During the suspension period the employee is not allowed to actually work and he/her is not given full remuneration but the permissible suspension allowances is paid to the employee..
18. HOUSE RENT ALLOWANCE
Raymond they are provided HRA 30% of basic ( house rent ) COLA
19. PRADUCTION ALOWANCE
In Raymond there is production allowance is based on department , calculated by monthly average , & efficiency on machines.
They are using following formula while making salary & compensation structure.
RATES
-------------------------------- * PAYMENT DAYS
MONTHLY DAYS
EMPLOYEE WELFARE
OBJECTIVE
To improve standard of living of employees and for promotion of their social and economic well being.
In Raymond there is STATUTORY & NON – STATUTORY WELFARE SCHEMES.
Statutory
• Canteen
• Creche
• Rest rooms
• Dispensory
• Drinking water
• Workman compensation
Non – Statutory
• Credit cociety
• Consumer cooperative
• Baneoland fund
• Group insurance scheme
• Reimbursement of school fees
• School facility upto 10th standered
• 25 RS. RD each month deduction ( per share * 100 )
• Loan Facility ( 4.30 % different interest - profit )
• Dividend ( profit based & yearly based)
Cultural activites
• Ganesh pooja
• Durga pooja
• Vishwakarma pooja
Uniforms
• Canteen boys
• Maintainence
• Fire fighting
• Safety sfoes
• House keeping
• Gardening
• Health care camps in the factory premises.
Some are described briefly here.
1 PROVIDENT FUND
Object of provident fund is to provide pension fund and deposit linked insurance to employees in factories. It is regulated under the Employees Provident Fund Act 1956. Both employee and employers Contribution is deducted from the wages of employees.In
Re: airtel marketing stratagy
i like the hrm notes but they r only a bit it is much more then this.
if u need some help on it do mail me on [email protected]
best luck
shailu
i like the hrm notes but they r only a bit it is much more then this.
if u need some help on it do mail me on [email protected]
best luck
shailu
Richasaraf
New member
Re: airtel marketing stratagy
its too exhaustive
its too exhaustive
Re: airtel marketing stratagy
The Four Building Blocks
1. Division of Work
In our company, work is divided into 4 types and they are;
(a) Product
Work can also be divided according to the products of the company. According to our company, work should be divided separately for the mobile network department, home phone department, broadband and internet department, wireless internet department and calling cards department.
(b) Geographical
Work will be divided geographically. In each country where product is been sold we have appointed a regional manager and branch managers. We have a head office placed in the capital of that country and several branches for each place where there is a good demand for our product.
Thereby, in Sri Lanka, I am the Regional Manager in charge and our Head Office shall be situated in Colombo. We should release our product first in the Colombo district because it is the commercial center in Sri Lanka. We shall then move into the Kandy district and thereby move into the other districts eventually. Initially, we have to put up 2 branches and by the end of the first year, we shall put up branches in every district.
(c) Customer
Work takes place according to the customer. We will be taking into consideration all our customer complaints, feedbacks and suggestions. We will have a very good customer service plan by providing very good customer service.
(d) Process
Work shall be divided based on the process of work. Each and every department shall have employees to work on different processes.
2. Departmentalization
(a) Sales Department
(b) Logistics Department
(c) Purchasing department
(d) Human Resources Department
(e) Operation Department
(f) Research and development department
(g) Finance Department
3. Organizational Hierarchy
The branch of Airtel in Sri Lanka shall be monitored by a special team. In Sri Lanka, the employees shall report to their managers and thereby the managers shall report to Regional Manager who is in charge of Sri Lanka and he shall thereby report to the Board or the team which is monitoring the Airtel company of Sri Lanka.
4. Coordination
Coordination is the process integrating the activities of separate departments in order to pursue organizational goals effectively. Coordination takes place within the company via memos, outside the company via e-mail, over the phone and video conferencing. If a new team is formed for a particular task, then there shall be a team leader who shall coordinate between the team and the management.
The Four Building Blocks
1. Division of Work
In our company, work is divided into 4 types and they are;
(a) Product
Work can also be divided according to the products of the company. According to our company, work should be divided separately for the mobile network department, home phone department, broadband and internet department, wireless internet department and calling cards department.
(b) Geographical
Work will be divided geographically. In each country where product is been sold we have appointed a regional manager and branch managers. We have a head office placed in the capital of that country and several branches for each place where there is a good demand for our product.
Thereby, in Sri Lanka, I am the Regional Manager in charge and our Head Office shall be situated in Colombo. We should release our product first in the Colombo district because it is the commercial center in Sri Lanka. We shall then move into the Kandy district and thereby move into the other districts eventually. Initially, we have to put up 2 branches and by the end of the first year, we shall put up branches in every district.
(c) Customer
Work takes place according to the customer. We will be taking into consideration all our customer complaints, feedbacks and suggestions. We will have a very good customer service plan by providing very good customer service.
(d) Process
Work shall be divided based on the process of work. Each and every department shall have employees to work on different processes.
2. Departmentalization
(a) Sales Department
(b) Logistics Department
(c) Purchasing department
(d) Human Resources Department
(e) Operation Department
(f) Research and development department
(g) Finance Department
3. Organizational Hierarchy
The branch of Airtel in Sri Lanka shall be monitored by a special team. In Sri Lanka, the employees shall report to their managers and thereby the managers shall report to Regional Manager who is in charge of Sri Lanka and he shall thereby report to the Board or the team which is monitoring the Airtel company of Sri Lanka.
4. Coordination
Coordination is the process integrating the activities of separate departments in order to pursue organizational goals effectively. Coordination takes place within the company via memos, outside the company via e-mail, over the phone and video conferencing. If a new team is formed for a particular task, then there shall be a team leader who shall coordinate between the team and the management.
chetan_ime
New member
Re: airtel marketing stratagy
please send me this project.this is urgently required to me.
princeyuvi
Prince Yuvi
Re: airtel marketing stratagy
Hey Dear,
I require airtel marketing strategy case.
Hey Dear,
I require airtel marketing strategy case.
knottyrohit
New member
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manthan_479
Par 100 posts (V.I.P)
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pankaj kothari
Pankaj Kothari
hii i am not able to find airtels marketing strategy.
can you please mail me at email id not allowed
Best Regards,
Pankaj Kothari
can you please mail me at email id not allowed
Best Regards,
Pankaj Kothari
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ankitdamania
New member
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silvaarjuna
New member
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Ramki Ravi
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sweet_tina
Komal Mittal
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