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HR Presentation- all JMG group-final.ppt
- 1. Human Resource Management Major Vijhay Adsule October 2, 2007
- 2. Welcome! They say If youre planning for one year, grow rice. If youre planning for 20 years, grow trees. If youre planning for centuries, grow human resource. -Ancient Chinese Proverb
- 3. Aspects. What is HRD (HRD)? Mission Statement HR Mission Organisation Core Values Roles of HR Aspects of HR Selection of Team Members Performance Management System Training & Development Retention Strategies Recognition Awards Scheme Grievance Redressal Other Aspects
- 4. Human Resource Development HRD is a process of inter-related activities by which human potentialities are assessed, selectively upgraded and appropriately deployed for achievement of organisatonal goals Employees care can be taken through: Involvement Empowerment Teamwork
- 5. Mission Statement To seek opportunities in Various business verticals by: 1. Maximize value of services to the customer Solving Customers Problems Maintaining globally comparable productivity Providing world class quality 2. Develop a competent and prosperous workforce by Stressing growth from within Demanding up-gradation of skills Providing competitive remuneration
- 6. HR Mission Believing in Building on Human Resources To proactively contribute to companys mission to become a world class organization through a commitment of creating quality growth by providing leading edge talent & efficient HR Management To treat our employees with dignity & respect by managing them in a fair, open and consistent manner, maintaining effective communication practices and by being aware of & being responsive to their needs To provide an environment conducive to individual productivity, growth and development consistent with the business conditions & the operating needs of the Company To provide the employees with the equitable and competitive compensation
- 7. Organisation Core Values Pride Continuous Improvement Quality Long-term relationships Teamwork Personal Commitment
- 8. Roles of Human Resources Adding Value Change Agent Administrative Expert Resource Champion Strategic Partner
- 10. Selection of Team Members Recruitment Policy Recruitment Process Methodology for Selection Procedure Procedure for Manpower recruitment Source Newspaper advertisements Jobsites Data bank Recruiting Agencies Employee Referral Programme Campus Recruitment Job fairs Joining formalities Induction Company Overview Organisation structure HR Policies Job responsibilities KRAs Probation & confirmation
- 11. Recruitment Policy To recruit competent and suitable talented professionals To recruit people with the right attitude To attract talent such that it can be enhanced and nurtured To select purely on the basis of merit
- 12. Human Resource Planning (HRP) HRP is the process of analyzing staffing needs & identifying actions that should be taken to satisfy them over time. HRP if implemented effectively leads to maximum utilisation of human resources, reduces labour turnover & absenteeism, improves productivity and aids in achieving the objectives of the organization
- 13. Performance Management System (PMS) Nurturing turns potential into performance Objectives of PMS To review past performance To assist training needs To help develop individuals To audit the skills within an organisation To set targets for future performance To identify potential for promotion To reward good performance and appropriate work behavior with increments To recognise potential and promising employees
- 14. Performance Management System Salary Increment Separation Dept A Dept B Transfer Training Promotion
- 15. Strategic approach: The Engaged Performance Model Quality of Work Work/Life Balance Inspiration/ Values Enabling Environment Future Growth/ Opportunity Tangible Rewards
- 16. Training and Development Company believes that its employees needs to be trained in order to develop their potential to the optimum. Technical as well as professional training is required to be given to the Employees: On Job Training Internal Training External training programmes To develop knowledge, skills & attitudes required for present job responsibilities To groom individuals for senior positions in the future Overseas Training Self Education Assistance Scheme
- 17. Training and Development (contd..) Manner of identifying Training needs: By identifying skills required for effective realization of Companys goals By identifying from the Appraisal forms On the basis of the literature received from reputed professional training institutions On the basis of the Training feedback
- 18. Evaluation of Training Post training feedback to help employees for a new learning relevant to job At the end of 3 months, it will be assessed whether the training has made any perceivable changes At the end of the year, an overall evaluation of the entire training plan will be carried out to determine the degree of success and any corrective action that may be necessary in the approach to future training needs
- 19. Retention Strategies Competitive compensation package Good working conditions Looking after the families Recognition and rewards Creation of emotional bonding Job enlargement Match between Authority and Accountability Career & growth not just a Job
- 20. STAR Recognition & Reward Programme S-Special T-Thank you (with) A-Appreciation (and) R- Recognition Why this program? For whom is this Program? What should I/We do to earn reward and recognition?
- 21. Guidelines: STAR Recognition & Reward Programme Applause Category Appreciation letter Applause STAR performer award Bravo/Ovation Award Letter to file Memento MD Award Bonus Lunch/Dinner A trip for family
- 22. Criteria -Rewarding /recognising employees Outstanding Individual/team contribution Assistance to colleagues outside the scope of the regular responsibility Cost Saving Ideas Process improvement / Time reduction Innovative and Creative Ideas Achieving above stated work objectives High quality work Enhancing Customer relationships Willingness to take up difficult assignments Completion of work against tight time schedules
- 23. Grievances Redressal.. Disciplinary Actions Unacceptable behavior which does not lead to immediate dismissal may be dealt by following manner: Verbal Warning Written Warning Dismissal
- 24. Other Aspects. Attendance Work Schedule Late / Saturday working Public Holidays Interoffice communications Internal Directory News flash Wedding gift Salary slips Benefits & perks Health Check-up Local Conveyance Security Outside employment Membership with professional bodies
- 25. Creating Competitive Edge Through People Organizations in Future will Lead only on the Basis of the Quality of Their Human Resources
- 26. Questions ? ? ?