Hrm Department

8/8/2019 Hrm Department

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SAMRAT NAMKEEN PVT. LTD.

3.1 INTRODUCTION OF HUMAN RESOURCE DEPARTMENT:-

To look of HRM more specifically, it is a process consisting of four functions

acquisition, development, motivation and maintenance of human resources. In less

academic terms we might describe these four functions as getting people, preparing them,

activating them and keeping them.

In simple sense, Human resources management mean employing people, developing their

resources, utilizing, maintaining and compensating their services in tune with the job and

organizational requirements.

The management of People can be said as a process of your step, Getting them,

preparing them, activating them and keeping them. Human resource management is

very complied and challenging task of organization.

The success of business enterprise also mainly depends to a large exited on the quality of

its personal. More ever the growth of business depends on the willingness and ability canexist and function without employees.

N.P. COLLEGE OF COMPUTER STUDIES AND MANAGEMENT, KADI 26


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3.2 ORGANIZATION OF HUMAN RESOURCE DEPARTMENT:-

Human resource department is the origin of efficiency of the company as well as the

profitability of company. If the recruitment and training of personnel department is

scientific business unit can surely groups. Thus efficient organization of Human resource

department is an essential part of business organization.

In this company there is no separate personnel department. But surely all the personnel

matters are performed by the managing partner.


HUMAN RESOURCE

DEPARTMENT

(Managing Partner)

CLERK &SUPERVISO

PEON WATCHMA

SECURITY TIME-

KEEPING


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3.3 TOTAL EMPLOYEE & THEIR CLASSIFICATION:-

In SAMRAT NAMKEEN PVT. LTD. Total employees are 200.and all employees are

classifying from their knowledge & skill. A company also gives training to unskilled

employees.

t

TOTAL NUMBER OF EMPLOYEES

total number ofxttttttttttttecutive

50

executives 50

officers 10

security 10

worker Skilled 55

semiskilled 40

unskilled 35

130

3.4 RECRUITMENT:-



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Recruitment is the process of searching for prospective employees and stimulating them

to apply for jobs in the organization. This definition can be analyzed by discussing the

process of recruitments through system approach.

(EDWIN B. FLIPPO)

Recruitment is the process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measure for attracting that

manpower in adequate number to facilitate effective selection of an efficient working

force. (Yoder & others)

SOURCES OF RECRUITMENT:-

Internal:

Present permanent employee

Retrenched or retired employee

Present temporary employee

Dependent of deceased, disable employee

External:

Campus recruitment

Private employment agencies

Public employment exchanges

Professional associations

Data banks

Casuals applications

Similar organizations

Trade unions



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Sources of recruitment of SAMRAT NAMKEEN use:

(1) Present permanent employees:

Company recruit present employees friend & Relatives for job.

(2) Present temporary employees:

Some times company recruit some employees on temporary base. And company recruits

the present temporary employee for permanent employee.

(3) Campus recruitment:

On companies Gate Company give one advertisement for recruitment of employee.

SAMRAT NAMKEEN Company has been recruiting employees by

recommendations and referrals from close Friends and relatives of directors or

employees. SAMRAT NAMKEEN Company does not give any formal

advertisement in the magazines or news paper. The final selection is based on the

past experiences and the personal interview. Mostly the recruitment of worker is

done through the advertisement on company gate. When need arises the employees

are hired.



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3.5 SELECTION:-

Selection is the process of choosing the individuals possess the necessary skill, abilities

and personality to successfully fill specific jobs in the organization. Selection plays very

important role in the business field with the help of solution the business promoter.

The selection process as under:

Application Form:

In First Step Company invite Applications from prospective candidates. For this reason,

application forms are specially designed by company for each principal class of jobs to

be filled.

Collection of Application:

Company has fixed a last date of invite Application. On the fixed date company invite

Application. Which candidates are interested they can apply for this particular job.


Application Form

Collection of A lication

Interview

Placemen by higher

Reference check


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Interview:

Company will take interview of applied candidates. If the candidates pass the interview

the company will ask for reference. If he has the reference of any person he can get job.

Reference check:

Company will check the reference of interview passed candidate.

Placemen by higher authority:

If the higher authority feel that people have those ability & skills to do the work helpful

in achieving the organization objective. Than the candidate can get the particular job.

For different organization the selection procedure are also different. SAMRAT

NAMKEEN has selection procedure. In selection procedure of company include

collection of application. If the higher authority feel that people have those ability &

skills to do the work helpful in achieving the organization objective. Then they hire

the person.



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3.6 PLACEMENT & INDUCTION:-

3.6.1 PLACEMENT

DEFINITION:-

Placement means the determination of the job which an accepted candidate is to be

assigned and his assignment to that job.

SAMRAT NAMKEEN PVT. LTD. Placement done from its predetermined course of

action.

3.6.2-INDUCTION

DEFINITION:-

Induction is also known as Orientation. Induction is designed to provide a new employee

with the information he or she need to function comfortably and effectively in the

organization.

Induction is planned introduction of employees to their jobs, their co-workers and

organization.

INDUCTION PROCEDURE:-

1. General orientation by the staff: -The necessary general information about the history and the operation of the firm is

provided. This is done with the object of helping and an employee to build up some pride

and interest in the organization.

2. Specific orientation by the job supervisor: - The departments, his place of work, the

location of facilities are shown to the employee and he is informed about the

organizations specific practices and customs.

3. Follow up orientation: - Normally this is provided within one week to six months of

the initial induction either by a foreman or an expert. Efforts are made to remove the

difficulties experienced by the newcomer by personal talks, guidance and counseling.

As above description SAMRAT NAMKEEN has Induction procedure. This way the

company gives the job to particular person.



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3.7 TRAINING & DEVELOPMENT:-

In simple term training means to increase employee skills and ability for doing the

specific job.

In Simple term Training & development refer to the imparting of specific skills, abilities

and knowledge to an employee.

A formal definition: Training is any attempt to improve current or future employee

performance by increasing an employees ability to perform through learning, usually by

changing the employees attitude or increasing his or her skills and knowledge. The need

for training and development is determined by the employees performance deficiency,

Training is the most important and common tool for developing people. Training enables

employees to perform their task effectively and efficiently. Some of the common training

programmers gives in the organization are orientation training, job skill training, inter

personal skill training, etc. It can bred excellent result if systematic procedure is adopted.

3.7.1 -TRAINING

METHODS OF TRAINING

On the job training

Off the job training

ON THE JOB TRAININGN.P. COLLEGE OF COMPUTER STUDIES AND MANAGEMENT, KADI 34


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1. On Specific Job

2. Job Rotation

3. Apprenticeship

4. Job Instruction

5. Training Centre Training

6. Vestibule Training

7. Simulation

8. Internship Training

OFF THE JOB TRANNING

1. Lectures

2. Case Study

3. Seminar or Team Discussion

4. Brainstorming.

5. Role Playing

6. Self Study.

7. Sensitivity Training

8. Programmed Instructions

SAMRAT NAMKEEN PVT. LTD. is conducted training programmed. They give

training by following two methods.



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a. Job Instruction:-

Training is an on the job and the trainee learns how to perform his work while working

on his present job. It is in a way learning by doing. The training is imparted by a trainer,

supervisor or senior or and experienced co-worker at the very work situation.

b.Understudy:-

The understudy method makes the training to the current job holders. The trainee by

experiences observation and imitation. If decisions are discussed with the understudy, he

can be informed on the policies and theories involved. The advantage of this method is

that training is conducted in practical and realistic situation. The method tends to

prepetudte mistakes and deficiencies of existing managerial practices.

3.8 PROMOTION AND TRANSFER POLICY:-



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3.8.1 - PROMOTION:

DEFINITION:

Promotion is a term which covers a change and needs higher responsibilities. It

normally also means increased pay and better and conditions of service, resulting into, a

higher status or rank.

A promotion is the transfer of an employee to a job which pays more money or one that

carries some preferred statusScott & Clothier

PROMOTION BASES:-

Seniority base

Merit base

Combination of both

Seniority base promotion:-

Seniority base transfer means it is given an employee with the longest period of service

will get promoted, irrespective of whether he or she is competent to occupy a higher post

or not.

It is very important in business. SAMRAT NAMKEEN PVT. LTD. gives promotion

on the basis of work experience and job performance. In short a company gives

promotion on seniority bases.

3.8.2- TRANSFER:



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DEFINITION:

Transfer means A lateral shift causing movement of individuals from one position to

another usually without involving any market change in duties, responsibilities and skills

needed for compensation..Yoder & associates

Transfer exits in some special cases to purpose the requirement of second business unit

of employees the transfers may be exit from one unit to second unit. While in case of

punishment also transfer may be exit.

TYPES OF TRANSFER:

Production transfer

Replacement transfer

Shift transfer

Remedial transfer

Versatility transfer

Production transfer:-

Surplus employees in a department have to be laid off, unless they are transferred to

another department. Transfers effected to avoid such imminent lay-offs are called

production transfer.

Replacement transfer:-

A junior employee may be replaced by a senior employee to avoid lying of the latter. A

replacement transfer programme is used when all the operations decline and is designed

to retain long- service employees as long as possible.

Versatility transfer:-



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Versatility transfers are affected to make employees versatile and competent in more than

once skill. Versatile transfers may be used as a preparation for production or replacement

transfers.

Shift transfer:-

Shift Transfer means employee transferred from one shift to another shift.

Remedial transfer:-

Remedial transfers are affected at the request of employees and are, therefore, called

personal transfer.

. SAMRAT NAMKEEN PVT. LTD. has adopted Versatility transfer policy.

VERSATILITY TRANSFERS: -

It means to increase the versatility of the employees by shifting them from one job to

another. It this way the employee gets a varied and broader job experience. it helps the

employee through job enrichment and enlargement. it can help him to get prepared for

future promotion also.

3.9 PERFOMANCE APPRAISAL:-



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Performance appraisal is the evaluation of worth, quality or merit. Performance appraisal

should measure both performances as a manager. It is the Evaluation of present

performance and future capabilities.

Performance appraisal is easier for manager to see which employees need training or

counseling because jobs are grouped by categories (e.g. salesman, Production foreman,

finance analyst) Accurate information plays a vital role in the organization as a whole

they help us to pinpoint weak areas in primary system (e.g. finance, production, and

Marketing.)

There is normal procedure for carrying out performance appraisal. However directors

themselves observe all employees in their respective selection. This informal methods is

based on employees performance in day to day activity, attendance, money saved for the

company, attitude towards work and other people, punctuality and responsibilities

undertaken. Most of these criteria are decided upon the directors perception. The

company normally gives 10 to 40% pay rise every year based on above criteria and

consumer piece index.

METHOD OF PERFORMANCE APRRAISAL



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(1) Individual appraisal method

Rating scald

Checking method

Forced choice method

Critical incident method

Field review method

Performance test and observation method

360o performance appraisal

Behaviorally anchored rating scale(BARS)

Annual confidential report(ACR)

Cost accounting method

(2) Group appraisal method

Ranking method

paired comparison method

Forced distribution method

SAMRAT NAMKEEN PVT. LTD. Use following method for the evaluating the

performance of employee.

(1) Performance test and observation method

(2)Cost accounting method



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Performance test & observation method :-

With a limited number of jobs employee assessment may be based upon a

test or knowledge or skill. The test may be taken on the paper. This test

must be reliable and validated. The observation should be made incase of

small scale organization.

Cost accounting method:-

These methods evaluate the performance for the monitory returns. A

relationship is established between the cost included in employee the

person and the benefit the organization will get from his or her

performance.

3.10 TIME KEEPING SYSTEM:-

SAMRAT NAMKEEN PVT. LTD. has just the one shift per day which is called as a

general shift 9:30am to 6:00pm. Manual entry is done.



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3.11 FRINGE BENEFITS :-

An average employee in the organized sector is entitled to several benefits both

financial as well as non-financial. To be specific canteen facility, quarter facility, bonus

facility, loan facility, wages & salary etc.

SAMRAT NAMKEEN Companys management always takes care for employees

benefits and services. They try to satisfy employees needs also.

A company provides some additional benefits &services to employees, which are as

follow.

LOAN FACILITY:-

SAMRAT NAMKEEN provides loan facility to their employees. The loans interest

rate is 0% .the loans amount is decided by their post in the company.

CANTEEN FACILITY:-

A company provides the canteen facility also. Under this facility company provides

two time tea or coffee to all employees. During the over time, company provides

break fast also.

QUTER FACILITY:-

SAMRAT NAMKEEN also provides quarter facilities according to seniority. This

facility is only for top level management.



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BONUS FACILITY:-

SAMRAT NAMKEEN also provides bonus for DIWALI time.

3.12 WAGES & SALARY ADMINISTRATION:-

Wages & salary administration is essentially the application of a systematic approach to the

problem of ensuring that employees are paid in a logical, equitable and fair manner.

The SAMRAT NAMKEEN or any other industry are being fixed or determined on the

basis of

Ability to work

Regularity in work

Profit of the company

Performance of employees

A company gives wages for divided in to four category labour, foremen, operator and

helper. Each of the workers getting wages par day at end of the monthly and

company provide salary to it staff and provide traveling allowance to its staff and it

give monthly salary to its staff.

New worker get minimum wages 120 per day. Company increase their wages from

their skills & own experience.



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3.13 STUDY OF PROVIDEND FUND SCHEME:-

Providend fund is the type of fund in which 50% amount is contributed by employee and

the left out is contributed by employer.

SAMRAT NAMKEEN PVT. LTD. Gives contributed on basis of three head namely D.A,S.A Rs.100 then the P.F amount to be deducted is Rs.12 which is equally contributed in

equal preparation by employee and employee and employer.

Firstly, the amount of P.F. is deposited in state bank of India, and then it gives taken, after

bank issued challan.12A revise submitted for monthly P.F. and return of P.F. amount is

submitted by 3A6 term. At present interest rate on P.F. find is 8.5% out of 12%, 30.67%

gets invested into government securities and 8.33% goes into pension scheme.

Minimum eligibility to get pension is that the employee should have completed 3 year in

organization. He is liable to get the P.F. amount on prorate basis with interest. An

employee receives the P.F. amount when he or she leaves the job.



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3.14 GRIEVANCES HANDLING PROCEDURE:-

Grievance procedure is another method of resolving disputes. All labour agreements

contain some form of Grievance procedure. and if the procedure is followed strictly, any

dispute can easily be resolved.

In this means while a Grievance may be understood as an employees dissatisfaction or

feeling of personal injustice relating to his employment relationship. A Grievance is

generally well defined in a collective bargaining agreement. It is usually restricted to

violations of the terms and conditions of employment.

When an employee believes that the labour agreement has been violated, he files a

Grievance.

A company does not give any space to raise grievance among the employee.

SAMRAT NAMKEEN tries it level best to fulfill the recruitment of employees by

providing employee services. If in case there may raise any type grievance between

the employees than it is solved by negotiation with the company CEO.



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3.16 INDUSTRIAL RELATION:-

Industrial Relations refers to a dynamic and a developing concept which is not limited

to the complex relations between trade union and management but also refers to the

general web of relationships normally obtaining between employers and employees, a

web much more complex then the simple concept of labour - capital conflict.

(Prof. T.N..Kapoor)

The term Industrial relations have been described as relationship between management

and employees or among employees and their organizations that characterise or grow

out of employment.

3.17 PERSONAL RECORD:-

SAMRAT NAMKEEN PVT. LTD. maintains the file of every employee and all the

information related to the particular employee is stores in that file.


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