abhishreshthaa
Abhijeet S
The Union Pacific Railroad (reporting mark UP) (NYSE: UNP), headquartered in Omaha, Nebraska, is the largest railroad network in the United States. James R. Young is president, CEO and Chairman.[3][4]
UP's route map covers most of the central and western United States west of Chicago and New Orleans. As of December 31, 2008 UP operates on 32,012 miles (51,518 km) of track, of which it owns outright 26,171 miles (42,118 km).[5] Both numbers represent the highest amount of any railroad currently operating in the United States.[6][7] It has achieved this size as a result of purchasing a large number of other railroads, notably the Missouri Pacific, Chicago and North Western, Western Pacific, Missouri-Kansas-Texas, and the Southern Pacific (including the Rio Grande). Currently, Union Pacific owns 26% of Ferromex while Grupo Mexico owns the remaining 74%.
UP's chief railroad competitor is the BNSF Railway, which covers much of the same territory.
Organizational Chart
Flat Structure
9 Departments
HR Department
5 people
Role of HRM
Ahead of roles as Record Keeper & Administrator
Goals productivity and value added services
A seat at Strategic Table
Responsibilities Of HRM
Developing a well defined culture of the organization
Designing the organizational structure & roles of employees
Formulating staffing needs to achieve development strategies
Formulating Performance management strategies
Designing a proper strategy to motivate & reward employees.
Personnel Planning
Not in practice in very formalized form
Not needed as business is neither changing nor expanding
Termed as “Manning”
No. Of employees to be working in specified year
HR works towards maintaining this number
Recruitment
Pillar in HR responsibilities
EEO compliance
1st step: job analysis
Complete and formal job analysis for each position
Analysis information is provided by the concerned department supervisor and head
Observation & interviews are the sources
Job Analysis Sample
Job Analysis
Job title
Department
Reporting person
Job summary
duties and responsibilities
Internal RECRUITMENT
Is in Practice
Methods Used
Job Posting
Rehiring
No Succession Planning
External Recruitment
Is in Practice
Methods used
Walk In’s
Thursday walk in interviews
Most Popular
Referrals
industry of contacts and referrals
Preferred
Advertisements
Least Used
Only for Key positions
Internships
RECOMMENDATIONS
Use of various tools in collecting info for job analysis
Questionnaires managerial jobs
Diary logs rank in file staff
Information should also be collected by the employees currently performing the job
Verify the knowledge
RECOMMENDATIONS
Internal Recruitment
Replacement charts and position replacements cards
Succession Planning
External Recruitment
Advertisement in newspapers diversified pool of candidates
Internet and job sites Job Monster & rozee.com
Employment agencies
Headhunters Executive recruitment
College recruiting and internships fresh minds
Testing & Selection
1st Step: Application Forms
personal details of the applicant
educational qualifications
Interests
references
CV (Curriculum Vitae)
Application Form Sample
Testing & Selection
2nd Step: Screening
3rd Step: Interview
Three phase interview session
Job related interview
Individual Interview Rank In File Staff
Panel Interview Managerial Position
Standard Interview Evaluation Form
Testing & Selection
4th Step: Testing not diversified
Criterion Valid
Depend on job
written tests for desk staff
Cookery Test for chefs
5th Step : Selection on Probation
3-6 months
6th Step: Background and reference checks
7th Step: Physical examination test
8th Step: Permanent Hiring
No Temp Employees or Part time Workers
Recommendations
Improved Testing
cognitive abilities Tests managerial staff
the personality assessment approach
Improved Interviewing
Behavioral interviews managers
situational interviews managers
Puzzle Questions technical and finance staff
Open ended questions in reference Information
Training & development
Orientation
Provided by HR department & Departments
Rules, policies, terms of employment
Property tour
No formal training department
Training programs
Daily Basis conducted by department heads
Yearly Basis HR department
Training & development
Methods Used:
OJT
Lectures
Multimedia & Overhead projectors
In house Training Short Courses
Job Instructions front desk workers
Role playing technique waiters
Outsourcing security personnel
COTHM free of cost courses
Effectiveness of Training Programs
Skills training performance record
Recommendations
Formal Training department
Job rotation technique
Training from abroad
Incentives should be related to training
E-learning
Benefits & Incentives
Pay for time not worked
21 annual leaves
8 sick leaves
10 casual leaves
Severance pay 2 week to 1 month salary
Insurance Benefits Life insurance
Medical Benefits only to employee
Retirement Benefits
Provident Fund defined contribution plan
Social Security
Retirement income death benefits
Disability Benefit payable
Benefits & Incentives
Meal Allowance One time lunch + Two times tea free of cost
Cars & Mobile Phones
Other Benefits
Discount on hotel rooms & banquet hall
50 % off on food
Appreciation Letter
Employee of the Month
Annual employee Day Service Awards
Employee Birthday Celebrations
Recommendations
Extended medical allowance
Flexi-time
Greater delegation & work recognition
Team approach
Awards for punctuality or attendance
Job enlargement & Job enrichment
Performance Appraisal
Employee appraisal performance of an employee is evaluated in terms of quality, quantity, cost and time
Employees on probation 3 consecutive months appraisal
Permanent Employees Annual Appraisal
Conducted by immediate supervisors or boss
Tool Used Graphic rating scale
Performance Appraisal Form
Performance Appraisal
One to One meeting with supervisors
Use:
Salary rise
promotions
internal recruitment
Recommendations
Different Appraisal Techniques different level & nature of jobs
360 degree appraisal technique
Training to fill appraisal forms, minimizing
Central tendency
Biasness
Leniency
Strictness
UP's route map covers most of the central and western United States west of Chicago and New Orleans. As of December 31, 2008 UP operates on 32,012 miles (51,518 km) of track, of which it owns outright 26,171 miles (42,118 km).[5] Both numbers represent the highest amount of any railroad currently operating in the United States.[6][7] It has achieved this size as a result of purchasing a large number of other railroads, notably the Missouri Pacific, Chicago and North Western, Western Pacific, Missouri-Kansas-Texas, and the Southern Pacific (including the Rio Grande). Currently, Union Pacific owns 26% of Ferromex while Grupo Mexico owns the remaining 74%.
UP's chief railroad competitor is the BNSF Railway, which covers much of the same territory.
Organizational Chart
Flat Structure
9 Departments
HR Department
5 people
Role of HRM
Ahead of roles as Record Keeper & Administrator
Goals productivity and value added services
A seat at Strategic Table
Responsibilities Of HRM
Developing a well defined culture of the organization
Designing the organizational structure & roles of employees
Formulating staffing needs to achieve development strategies
Formulating Performance management strategies
Designing a proper strategy to motivate & reward employees.
Personnel Planning
Not in practice in very formalized form
Not needed as business is neither changing nor expanding
Termed as “Manning”
No. Of employees to be working in specified year
HR works towards maintaining this number
Recruitment
Pillar in HR responsibilities
EEO compliance
1st step: job analysis
Complete and formal job analysis for each position
Analysis information is provided by the concerned department supervisor and head
Observation & interviews are the sources
Job Analysis Sample
Job Analysis
Job title
Department
Reporting person
Job summary
duties and responsibilities
Internal RECRUITMENT
Is in Practice
Methods Used
Job Posting
Rehiring
No Succession Planning
External Recruitment
Is in Practice
Methods used
Walk In’s
Thursday walk in interviews
Most Popular
Referrals
industry of contacts and referrals
Preferred
Advertisements
Least Used
Only for Key positions
Internships
RECOMMENDATIONS
Use of various tools in collecting info for job analysis
Questionnaires managerial jobs
Diary logs rank in file staff
Information should also be collected by the employees currently performing the job
Verify the knowledge
RECOMMENDATIONS
Internal Recruitment
Replacement charts and position replacements cards
Succession Planning
External Recruitment
Advertisement in newspapers diversified pool of candidates
Internet and job sites Job Monster & rozee.com
Employment agencies
Headhunters Executive recruitment
College recruiting and internships fresh minds
Testing & Selection
1st Step: Application Forms
personal details of the applicant
educational qualifications
Interests
references
CV (Curriculum Vitae)
Application Form Sample
Testing & Selection
2nd Step: Screening
3rd Step: Interview
Three phase interview session
Job related interview
Individual Interview Rank In File Staff
Panel Interview Managerial Position
Standard Interview Evaluation Form
Testing & Selection
4th Step: Testing not diversified
Criterion Valid
Depend on job
written tests for desk staff
Cookery Test for chefs
5th Step : Selection on Probation
3-6 months
6th Step: Background and reference checks
7th Step: Physical examination test
8th Step: Permanent Hiring
No Temp Employees or Part time Workers
Recommendations
Improved Testing
cognitive abilities Tests managerial staff
the personality assessment approach
Improved Interviewing
Behavioral interviews managers
situational interviews managers
Puzzle Questions technical and finance staff
Open ended questions in reference Information
Training & development
Orientation
Provided by HR department & Departments
Rules, policies, terms of employment
Property tour
No formal training department
Training programs
Daily Basis conducted by department heads
Yearly Basis HR department
Training & development
Methods Used:
OJT
Lectures
Multimedia & Overhead projectors
In house Training Short Courses
Job Instructions front desk workers
Role playing technique waiters
Outsourcing security personnel
COTHM free of cost courses
Effectiveness of Training Programs
Skills training performance record
Recommendations
Formal Training department
Job rotation technique
Training from abroad
Incentives should be related to training
E-learning
Benefits & Incentives
Pay for time not worked
21 annual leaves
8 sick leaves
10 casual leaves
Severance pay 2 week to 1 month salary
Insurance Benefits Life insurance
Medical Benefits only to employee
Retirement Benefits
Provident Fund defined contribution plan
Social Security
Retirement income death benefits
Disability Benefit payable
Benefits & Incentives
Meal Allowance One time lunch + Two times tea free of cost
Cars & Mobile Phones
Other Benefits
Discount on hotel rooms & banquet hall
50 % off on food
Appreciation Letter
Employee of the Month
Annual employee Day Service Awards
Employee Birthday Celebrations
Recommendations
Extended medical allowance
Flexi-time
Greater delegation & work recognition
Team approach
Awards for punctuality or attendance
Job enlargement & Job enrichment
Performance Appraisal
Employee appraisal performance of an employee is evaluated in terms of quality, quantity, cost and time
Employees on probation 3 consecutive months appraisal
Permanent Employees Annual Appraisal
Conducted by immediate supervisors or boss
Tool Used Graphic rating scale
Performance Appraisal Form
Performance Appraisal
One to One meeting with supervisors
Use:
Salary rise
promotions
internal recruitment
Recommendations
Different Appraisal Techniques different level & nature of jobs
360 degree appraisal technique
Training to fill appraisal forms, minimizing
Central tendency
Biasness
Leniency
Strictness
Last edited: