HRM Umesh ppt

8/7/2019 HRM Umesh ppt

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Submitted toProf. Rakhi Mam

PRESENTED BY Umesh singhROLL- DM 10153G 1 AIMT



INTRODUCTIONy Reliance Power Limited is under the Anil Ambani

Group and it is involved in the business of developing

large and medium size power projects.y Reliance Power Limited has plans developing around

thirteen large and medium sized power projects.y The projects that are being developed by Reliance

Power Limited are located in southern India, westernIndia, north- eastern India and northern India.y The total installed power generation capacity of all the

thirteen power projects would be around 28,200 MW



MISSION

To attain global best practices and become a leading powergenerating company.To achieve excellence in project execution, quality, reliability,

safety and operational efficiency.

To be a partner in nation building and contribute towards India seconomic growth.To encourage ideas, talent and value systems and become the

employer of choice.To earn the trust and confidence of all stakeholders, exceedingtheir expectations.To uphold the guiding principles of trust, integrity and

transparency in dealings.



V ISION

To build a global enterprise for all our stakeholders.

To be the largest private sector power generationcompany in India.

To be the largest hydro power generation company inIndia.

To be the largest green power company in India.

To be the largest coal mining company INDIA.



Staff mambersy Manager - Priyanka Tendon

HR at Reliance Power Ltd.y Board of Directorsy Shri. Anil Dhirubhai Ambaniy Shri S. L. Raoy Shri J. L. Bajajy Dr. V. K. Chaturvediy Shri. K.H. Mankady Dr. Yogendra Narain



H UMAN RE SOURCE MANAGEMENT

y HRM refers to practices and policies framed for themanagement of

y human resources in an organization, includingRecruiting, screening, rewarding and appraising.

y The objective of Human Resources is to maximize thereturn on

y investment from the organization's human capital.



The Recruitment & selection

Selection

Job performance

Recruitment

Pool of applicants

Human resource planning

Staff need



B arriers to Selection Process

PerceptionUnfairness

religionPressure



Succession Planning

y It is a process which Is condected by HR department of Reliance power to fill importantpost in current and future.

steps:y

Identifying and analyzing key jobs.y Creating and targeting candidates.y Selecting best subject.



Ex ternal & Internal Sources of Candidates for hiring

INTERNAL SORCINGy Employee Referencey Re-employment of former employee

EXTERNAL SOUCINGy Placement Consultant Ruchika, the Age, the Avenue.y Job Portals - Monster, NAUKRI.y Campus Recruitment



TY PE INTERVIEW

y PERSONAL INTERVIEW y VIDEO CONFERENCEy TELEPHONIC INTERVIEW y CAMPUS RECRUITMENT



Employment Legislation &D iscrimination

y Discrimination is an important public issue relevant toany analysis of human rights.

y There is a great deal of discussion on discrimination(much of it rhetoric) but inadequate rational analysisand understanding of the concept.

y Discrimination is a problem which arises in relation toequality before the law.



SWOT ANA LYSISStrength:-

-huge Capacity generation in pipeline

-Growth in EPCdivision W eak:--Effect on balance sheet due to funding of New projectOpportunities:--Huge scope in power sector.

-Setting up largest thermal plant in Orissa , which has hugedeposits of Coal Reserves.

Threat:--Any delay in project implementation.-Increase in interest rate



Training and D evelopmentTraining Programs include:

y communication skills trainingy computer and technical skills trainingy management and leadership trainingy safety trainingy conflict managementy workplace wellnessy supervisor skills developmenty team building skills training



A LLOWANCEy OFFICE WEAR ALLOWANCEy CAR y MAINTENANCE & RUNNING COSTy CHILDREN EDUCATION ALLOWANCEy FOOD COUPONSy MEDICAL ALLOWANCEy HOUSE RENT ALLOWANCE



TRAN SFER &

JO B ROTATION

y Business needs may be required an employee to betransferred onpermanent basis

y One circle to another circley One location to another location



RE SIGNATION

y Resignation means employee voluntarily leaving the

services of company either for professional or personalreasons.y Employees must serve a written resignation,

mentioning the relieving date to his/ herdepartmental head that will discuss and obtain theapproval of the circle head.

y The accepted copy of resignation letter with theapproved relieving date must be forwarded to therespective HR.



PAY R OLL

Employee can view their monthly updates on the

following:

y Pay slipsy Income tax projectionsy PF Statements



PERFORMANCE APPRAISAL &

REWARD

y 360 degree appraisal has four integral components:1. Self appraisal2. Superior s appraisal3. Subordinate s appraisal4. Peer appraisal.

y Job Enlargementy Job Enrichment :y Pecuniary y Non-Pecuniary



Pecuniary(Financial Incentives)Non-Pecuniary (Non-Financial Incentives)



y W hat is 360 Degree Appraisal?:y What is 360 Degree Appraisal? 360-degree Appraisal is

an assessment process used to improve managerialeffectiveness by providing the manager with a morecomplete assessment of their effectiveness, and theirperformance and development needs



y Our Engineering, Procurement and Construction(EPC ) d ivision focuses mainly on the power sector



y pr ovid ent fun d(PF)

H R d e par tment or .... In this case, youbecome part of a p ool of ca nd id a tes categorized into a professional skill area

HRM Umesh ppt

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