abhishreshthaa
Abhijeet S
The United States Steel Corporation (NYSE: X), more commonly known as U.S. Steel, is an integrated steel producer with major production operations in the United States, Canada, and Central Europe. The company is the world's tenth largest steel producer ranked by sales (see list of steel producers). It was renamed USX Corporation in 1991 and back to United States Steel Corporation in 2001 when the shareholders of USX spun off its steel-making assets following the acquisition of Marathon Oil in 1982. It is still the largest domestically owned integrated steel producer in the United States, although it produces only slightly more steel than it did in 1902.[3]
U.S. Steel is a former Dow Jones Industrial Average component, listed from April 1, 1901 to May 3, 1991. It was removed under its USX Corporation name with Navistar
HR (Human Resources) can be defined in many ways but in the context of business, we can say that HR is the strategic and effective management of your most profitable resource: people.A strategy is a careful plan or method that is put in place to ensure success and maximum results! To be strategic, your HR policy must be aligned with your business strategy. So you need to understand your business objectives and consider the impact that these have on your employees.
The role of HR has traditionally been supportive, i.e. to carry out payroll and administration functions and to uphold positive employee relations. Nowadays, HR personnel have expanded their role to include:
Legal compliance - ensuring the business meets legal requirements e.g. employment law, health and safety.
Transaction activities - dealing with financial matters such as pay and benefits
Transformation activities - introducing changes that make for a good working culture e.g. induction, training.
Measurement - putting in place systems that show a tangible return on investing in people.
The role of the HR is also to demonstrate to their business why their employees are the most profitable resource they have. For example, employees:
* Represent your business
* Bring knowledge, skills and experience to your business which are intangible but are also priceless
* Create customer satisfaction
Talented employees guarantee competitive success, and competitive success secures a growth in profits.Whilst these principles apply to all businesses, it is essential that each business identifies its own specific HR measures to monitor the impact of employees - and indeed, employee policies.
What a Good HR Policy do’s
* Minimize the costs associated with high employee turnover
* Improve retention of skills, knowledge, motivation and morale, which in time impact productivity
* Give employees job security and money in their pockets
* Give employees opportunities - to learn new skills and gain more knowledge
HR Mission Statement at PTC:
To lead the organization in enhancing its human capital and creating a winning environment where everyone enjoys contributing to the best of one’s ability.
PTC will achieve this by:
· Inspiring and motivating its people.
· Developing its people to strive for higher standards.
· Driving an open minded and enterprising corporate culture where people through leadership at all levels dare to dream, dare to try, dare to fail and dare to succeed.
· Attracting and recruiting the best talent fulfilling customer’s expectations.
Human Resource Strategies:
Human resource department will continue its effort towards nurturing a winning corporate culture and building organizational capabilities by ensuring that its people at all levels are both able and willing to perform at consistently exceptional levels. At PTC the people have been empowered to a large degree by minimizing out dated rules /regulations and plan to further eliminate the bureaucratic barriers to capitalize on their ingenuity and talent .The top team continue to play its role in providing the guidance and support to people at all levels. The HR (people’s) function ensures that it leads the transformational change by nurturing a climate, which would help in converting the huge potential at disposal of the company into world-class performance.
The active and effective role played by HR in people development at different levels organizational, departmental and individual is considered in PTC to be one of the most critical factor leading to the development of a winning corporate culture. The effort continues to be directed towards developing the skills of the shop floor employees, improving competencies of Business Support Officers (BSOs), and enhancing the leadership qualities of managers.
Plan for People Development:
· Continue to nurture strong, open minded and caring leadership at all levels with an enterprising spirit of “Dare to dream… Dare to try to try…dare to fail …and dare to succeed”.
· Ensure to develop people at all levels, both in terms of skills to undertake challenging assignments and the “will” to take greater responsibilities.
· People at all level take charge for their development and constantly look for opportunities to enhance their knowledge, skill and leadership attributes.
· Ensure that PTC becomes a learning organization where knowledge management becomes an established way of developing people.
· As far as possible, match the individual aspiration with the organizational needs to encourage personal fulfillment.,
· Ensure transparency in career management to encourage and recognize talent as well as performance.
· Prepare and develop the line managers to take ownership of the “HR Tools” e.g., developing people, more active involvement in career management (CDM), Sharing of learning (HR Intranet).
· To enhance the employability of employees for keeping them motivated and secured.
· Integration of training activities throughout the company
· Become a 1st choice employer in a growing environment where talents supply will fall short of demand.
U.S. Steel is a former Dow Jones Industrial Average component, listed from April 1, 1901 to May 3, 1991. It was removed under its USX Corporation name with Navistar
HR (Human Resources) can be defined in many ways but in the context of business, we can say that HR is the strategic and effective management of your most profitable resource: people.A strategy is a careful plan or method that is put in place to ensure success and maximum results! To be strategic, your HR policy must be aligned with your business strategy. So you need to understand your business objectives and consider the impact that these have on your employees.
The role of HR has traditionally been supportive, i.e. to carry out payroll and administration functions and to uphold positive employee relations. Nowadays, HR personnel have expanded their role to include:
Legal compliance - ensuring the business meets legal requirements e.g. employment law, health and safety.
Transaction activities - dealing with financial matters such as pay and benefits
Transformation activities - introducing changes that make for a good working culture e.g. induction, training.
Measurement - putting in place systems that show a tangible return on investing in people.
The role of the HR is also to demonstrate to their business why their employees are the most profitable resource they have. For example, employees:
* Represent your business
* Bring knowledge, skills and experience to your business which are intangible but are also priceless
* Create customer satisfaction
Talented employees guarantee competitive success, and competitive success secures a growth in profits.Whilst these principles apply to all businesses, it is essential that each business identifies its own specific HR measures to monitor the impact of employees - and indeed, employee policies.
What a Good HR Policy do’s
* Minimize the costs associated with high employee turnover
* Improve retention of skills, knowledge, motivation and morale, which in time impact productivity
* Give employees job security and money in their pockets
* Give employees opportunities - to learn new skills and gain more knowledge
HR Mission Statement at PTC:
To lead the organization in enhancing its human capital and creating a winning environment where everyone enjoys contributing to the best of one’s ability.
PTC will achieve this by:
· Inspiring and motivating its people.
· Developing its people to strive for higher standards.
· Driving an open minded and enterprising corporate culture where people through leadership at all levels dare to dream, dare to try, dare to fail and dare to succeed.
· Attracting and recruiting the best talent fulfilling customer’s expectations.
Human Resource Strategies:
Human resource department will continue its effort towards nurturing a winning corporate culture and building organizational capabilities by ensuring that its people at all levels are both able and willing to perform at consistently exceptional levels. At PTC the people have been empowered to a large degree by minimizing out dated rules /regulations and plan to further eliminate the bureaucratic barriers to capitalize on their ingenuity and talent .The top team continue to play its role in providing the guidance and support to people at all levels. The HR (people’s) function ensures that it leads the transformational change by nurturing a climate, which would help in converting the huge potential at disposal of the company into world-class performance.
The active and effective role played by HR in people development at different levels organizational, departmental and individual is considered in PTC to be one of the most critical factor leading to the development of a winning corporate culture. The effort continues to be directed towards developing the skills of the shop floor employees, improving competencies of Business Support Officers (BSOs), and enhancing the leadership qualities of managers.
Plan for People Development:
· Continue to nurture strong, open minded and caring leadership at all levels with an enterprising spirit of “Dare to dream… Dare to try to try…dare to fail …and dare to succeed”.
· Ensure to develop people at all levels, both in terms of skills to undertake challenging assignments and the “will” to take greater responsibilities.
· People at all level take charge for their development and constantly look for opportunities to enhance their knowledge, skill and leadership attributes.
· Ensure that PTC becomes a learning organization where knowledge management becomes an established way of developing people.
· As far as possible, match the individual aspiration with the organizational needs to encourage personal fulfillment.,
· Ensure transparency in career management to encourage and recognize talent as well as performance.
· Prepare and develop the line managers to take ownership of the “HR Tools” e.g., developing people, more active involvement in career management (CDM), Sharing of learning (HR Intranet).
· To enhance the employability of employees for keeping them motivated and secured.
· Integration of training activities throughout the company
· Become a 1st choice employer in a growing environment where talents supply will fall short of demand.
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