netrashetty
Netra Shetty
Crowley Maritime Corporation, based in Jacksonville, Florida, and founded in 1892, is primarily a family and employee-owned company that provides transportation and logistics services in U.S. and international markets by means of six operating lines of business: Puerto Rico/Caribbean Liner Services, Latin America Liner Services, Logistics Services, Petroleum and Chemical Transportation, Petroleum Distribution and Contract Services and Technical Services. Offered within these operating lines of business are the following services: liner container shipping, logistics, contract towing and transportation; ship assist and escort; energy support; salvage and emergency response; vessel management; vessel construction and naval architecture; government services, and petroleum and chemical transportation, distribution and sales.
As of June 2010, the company employs approximately 4,500 people worldwide and provides its services using a fleet of more than 300 vessels, consisting of RO-RO vessels, LO-LO vessels, tankers, Articulated Tug-Barges (ATBs), tugs and barges. Crowley's land-based facilities and equipment include terminals, warehouses, tank farms, and specialized vehicles.
BENEFITS;
The receipt of the benefit is determined on the bases of level rather than on the basis of position. Level of the designation decides the level of benefits, whereas all the employees working at same position are given the same benefits regardless of their merit, performance and duties
PROVIDENT FUND:
All permanent employees are entitled to become its member. The company contributes eleven percent of the basic salary to the fund; an equal amount is contributed by the member
GROUP, LIFE INSURANCE:
All permanent employees are covered against death and disability up to 200,000 and Rs. 50,000 for the management and the non-management staff respectively.
WORKPLACE SECURITY;
Metro ensures that all its present and future activities are conducted safely, without endangering the health of its employees, its customers and the public. Therefore it develop plans and procedures and provide resources to successfully implement this policy and for dealing effectively with any emergency. It provides environmental, health and safety training to all its employees and other relevant persons to enable them to carry out their duties safely without causing harm to themselves, to other individuals and to the environment.
LOAN FACILITY:
Metro offers loan facility to their employees. They can get the loan from the company and use that to build and buy houses. The employee can get the loan up to 70% of his provident fund. This is a good tool to motivate the employee and he become motivated and loyal towards the organization.
HOUSING FACILITY:
Metro company also offers free housing facility to the employees which have come from far areas. This is very helpful and motivating activity for the employees.
WORKING ENVIRONMENT:
Metro is committed to running their business in an environmentally sound and sustainable manner. They set goals for continuous improvement in their development, sourcing, manufacturing, and transportation activities. As part of that commitment, they take a long term and life cycle view, continually improving environmental performance, communicating openly with their stakeholders and reporting regularly on the company’s performance.
Every manager and supervisor is responsible to see that there is no violation of laws within his / her area of responsibility which proper supervision could have prevented. The manager and supervisor is held responsible if he / she delegates particular tasks.
LEAVES OR ANNUAL VACATION:
Leaves are the legal right of the employees. Metro provides 25 annual leaves to all its employees. It is a company policy to encourage employees to take time off from work to reduce stress level and break out from the day to day routine in order to spend some quality time away from work. Accumulating compensated absences Provisions are made annually to cover the obligation for accumulating compensated absences and are charged to profit.
EMPLOYEE RETIREMENT BENEFITS:
The main feature of the schemes operated by the company for its employees is as follows:
All the executive staff members participate in an approved funded defined benefit pension plan. In addition, there is an approved funded defined benefit gratuity plan for all employees. Monthly contributions are made
FIRING OF AN EMPLOYEE:
According to Metro’s policy management try to improve and polish the skills of an employee through organizing different training programs but if the employee are not still giving desire results after the training then ultimately management take a step which is unfavorable for employee. Other reasons of dismissal are given below;
REASONS:
• Misconduct
• Neglect of duties
• Dishonesty
• Drunkenness
• Absenteeism
• Incompetence
• Disciplinary rules are not met.
WAYS OF DISMISSAL:
The procedures of dismissal are given below;
• Management entitled to terminate the contract by providing reasonable notice to employee
• The copy of notice is also given to HRD
• HRD study the case and give the specific time to employee for reporting(normally 3 days).
• If the employee is not able to defend himself then HRD terminates the employee.
• If there is some problem with the employee’s performance then he/she is given oral warnings and notices even then if there is no improvement in employee’s performance then HRD terminates the employee.
• If the case is confusing and in favor of an employee then HRD have a right to cancel the notice and restore the employee on his same designation and monitor there working.
PERFORMANCE APPRAISAL SYSTEM DURATION ? (AFTER WHAT DURATION EVALUATION TAKES PLACE)
• In Metro, evaluation on the basis of performance of every employee is been done, once every year.
• In Metro, performance evaluation of an employee is been done at the start of every year.
• At first, line managers evaluates employees, while having an eye on their performance throughout the year afterwards their performance form is sent to the executives and then they evaluate the employee by themselves too.
WHO ARE THE RATERS?
• Line manager rates the employee by keeping in view his performance of the specific time period through performance appraisal form
• After complete assessment, annual confidential report is prepared and sent to departmental head who decides how to compensate the employee for his satisfactory or unsatisfactory performance
HOW FEEDBACK IS GIVEN?
• The feedback is given in the written form to the employee whose evaluation has been taken before. Any sort of ambiguities of the employees are tried to be solved out after the feedback is taken.
Compensation & reward
Compensation is one the most important human resource management functions for the Metro’s HRM department. It helps to reinforce the organization’s culture and the key values and to facilitate the achievement of its strategic business objectives. To encourage performance it is obvious that it must be rewarded. Metro just does that. Employees who have contributed the most in the achievement of the organization’s strategic business objectives receive greatest rewards. That’s also the way they motivate their employees.
As of June 2010, the company employs approximately 4,500 people worldwide and provides its services using a fleet of more than 300 vessels, consisting of RO-RO vessels, LO-LO vessels, tankers, Articulated Tug-Barges (ATBs), tugs and barges. Crowley's land-based facilities and equipment include terminals, warehouses, tank farms, and specialized vehicles.
BENEFITS;
The receipt of the benefit is determined on the bases of level rather than on the basis of position. Level of the designation decides the level of benefits, whereas all the employees working at same position are given the same benefits regardless of their merit, performance and duties
PROVIDENT FUND:
All permanent employees are entitled to become its member. The company contributes eleven percent of the basic salary to the fund; an equal amount is contributed by the member
GROUP, LIFE INSURANCE:
All permanent employees are covered against death and disability up to 200,000 and Rs. 50,000 for the management and the non-management staff respectively.
WORKPLACE SECURITY;
Metro ensures that all its present and future activities are conducted safely, without endangering the health of its employees, its customers and the public. Therefore it develop plans and procedures and provide resources to successfully implement this policy and for dealing effectively with any emergency. It provides environmental, health and safety training to all its employees and other relevant persons to enable them to carry out their duties safely without causing harm to themselves, to other individuals and to the environment.
LOAN FACILITY:
Metro offers loan facility to their employees. They can get the loan from the company and use that to build and buy houses. The employee can get the loan up to 70% of his provident fund. This is a good tool to motivate the employee and he become motivated and loyal towards the organization.
HOUSING FACILITY:
Metro company also offers free housing facility to the employees which have come from far areas. This is very helpful and motivating activity for the employees.
WORKING ENVIRONMENT:
Metro is committed to running their business in an environmentally sound and sustainable manner. They set goals for continuous improvement in their development, sourcing, manufacturing, and transportation activities. As part of that commitment, they take a long term and life cycle view, continually improving environmental performance, communicating openly with their stakeholders and reporting regularly on the company’s performance.
Every manager and supervisor is responsible to see that there is no violation of laws within his / her area of responsibility which proper supervision could have prevented. The manager and supervisor is held responsible if he / she delegates particular tasks.
LEAVES OR ANNUAL VACATION:
Leaves are the legal right of the employees. Metro provides 25 annual leaves to all its employees. It is a company policy to encourage employees to take time off from work to reduce stress level and break out from the day to day routine in order to spend some quality time away from work. Accumulating compensated absences Provisions are made annually to cover the obligation for accumulating compensated absences and are charged to profit.
EMPLOYEE RETIREMENT BENEFITS:
The main feature of the schemes operated by the company for its employees is as follows:
All the executive staff members participate in an approved funded defined benefit pension plan. In addition, there is an approved funded defined benefit gratuity plan for all employees. Monthly contributions are made
FIRING OF AN EMPLOYEE:
According to Metro’s policy management try to improve and polish the skills of an employee through organizing different training programs but if the employee are not still giving desire results after the training then ultimately management take a step which is unfavorable for employee. Other reasons of dismissal are given below;
REASONS:
• Misconduct
• Neglect of duties
• Dishonesty
• Drunkenness
• Absenteeism
• Incompetence
• Disciplinary rules are not met.
WAYS OF DISMISSAL:
The procedures of dismissal are given below;
• Management entitled to terminate the contract by providing reasonable notice to employee
• The copy of notice is also given to HRD
• HRD study the case and give the specific time to employee for reporting(normally 3 days).
• If the employee is not able to defend himself then HRD terminates the employee.
• If there is some problem with the employee’s performance then he/she is given oral warnings and notices even then if there is no improvement in employee’s performance then HRD terminates the employee.
• If the case is confusing and in favor of an employee then HRD have a right to cancel the notice and restore the employee on his same designation and monitor there working.
PERFORMANCE APPRAISAL SYSTEM DURATION ? (AFTER WHAT DURATION EVALUATION TAKES PLACE)
• In Metro, evaluation on the basis of performance of every employee is been done, once every year.
• In Metro, performance evaluation of an employee is been done at the start of every year.
• At first, line managers evaluates employees, while having an eye on their performance throughout the year afterwards their performance form is sent to the executives and then they evaluate the employee by themselves too.
WHO ARE THE RATERS?
• Line manager rates the employee by keeping in view his performance of the specific time period through performance appraisal form
• After complete assessment, annual confidential report is prepared and sent to departmental head who decides how to compensate the employee for his satisfactory or unsatisfactory performance
HOW FEEDBACK IS GIVEN?
• The feedback is given in the written form to the employee whose evaluation has been taken before. Any sort of ambiguities of the employees are tried to be solved out after the feedback is taken.
Compensation & reward
Compensation is one the most important human resource management functions for the Metro’s HRM department. It helps to reinforce the organization’s culture and the key values and to facilitate the achievement of its strategic business objectives. To encourage performance it is obvious that it must be rewarded. Metro just does that. Employees who have contributed the most in the achievement of the organization’s strategic business objectives receive greatest rewards. That’s also the way they motivate their employees.
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