SAIL : HR FRAMEWORK

Presented by :Presented to :

Aayushi vijay (K10696)Ms. Pallavi khanna

B.Tech- C.S. /6th sem Asst. Proff.

Dept. of Management

POINTS TO BE COVERED:

• Introduction Of The Company

• Company Strategies To The Present Financial Year

• Poilicies And Legislation Of The Company

• HR Framework Of The Organization

• Analysis And Interpretation Of The Organization

• Conclusion

• Suggestions And Recommendation

• Bibliography

STEEL PLANT AUTHORITY INDIA LIMITED: PLANT VIEW

INTRODUCTION:

• Steel Authority of India Limited (SAIL) is one of the largest state-owned steel making company based in New Delhi, India and one of the top steel makers in world.

• It is a public sector undertaking which trades publicly in the market is largely owned by Government of India and acts like an operating company.

• SAIL operates and owns 5 integrated steel plants at Rourkela, Bhilai, Durgapur, Bokaro and Burnpur and 3 special steel plants at Salem, Durgapur and Bhadravathi.

• SAIL manufactures and sells a broad range of steel products, including hot and cold rolled sheets and coils, galvanised sheets, electrical sheets, structurals, railway products, plates, bars and rods, stainless steel and other alloy steels.

CONTINUED…

SAIL – Vision“To be a respected world-class corporation and the leader in Indian steel business in quality, productivity, profitability and customer satisfaction.”

SAIL – Credo“We build lasting relationships with customers based on trust and mutual benefit. We uphold highest ethical standards in conduct of our business. We create and nurture a culture that supports flexibility, learning and is proactive to change. We chart a challenging career for employees with opportunities for advancement and rewards. We value the opportunity and responsibility to make a meaningful difference in people’s lives.”

STRATEGY :

• SAIL, is in the process of modernising and expanding its production units, raw material resources and other facilities to maintain its dominant position in the Indian steel market.

• Steel Authority of India Limited entered into a Memorandum of Understanding with the Government of West Bengal and Burn Standard Company Ltd. For setting up of a Railway Wagon factory.

• The company also looking to establish one full capacity integrated plant in Andhra Pradesh or Telangana and surveying the possibilities to set up the plant.

• To maintain its current dominance in the domestic market and to meet the future challenges, Company is working on a longterm strategic plan 'Vision 2025‘.

POLICY AND LEGISLATION:Safety Policy • The safety of the employees and the people associated with it including those living in the

neighbourhood of its plants, mines and units • Pursue efforts in a sustained and consistent way by establishing safety goals.

Reservation Policy • Internal workshops for Liaison Officers for SC/ST and other dealing officers of SAIL Plants/Units.

HR FRAMEWORK:

Company recognizes contribution of its Human Resources (HR) in providing the competitive advantage. SAIL will develop level of excellence through investing in its human resource, whose skill and knowledge constitute the basis of every initiative .

Enhanced Productivity with Rationalized Manpower:• Labour Productivity • Multi-skilling• Building competencies • Passion among employees to excel.

CONTINUED…

Developing Employee Capabilities & Competencies:• Training and development activities • Technical and managerial modules

Harmonious Employee Relations Corporate social responsibility and sustainable development

ANALYSIS AND INTEPRETATION:SWOT ANALYSIS:

Strength:

• Leading Steel Company in India.• Captive Source of Raw Materials.• Broad Product Mix.

Weaknesses:

• Government control• Weak presence in international markets

CONTINUED… Opportunities: • Joint ventures to improve top line growth - • Expansion plans• Development of SEZ

Threats:

• Consolidation in the steel industry• Economic or industry downturns

CONTINUED…

Various interpretations and inferences can be drawn Also the base objectives – the fulfilment of which is the first step and the apex objectives i.e. the fulfilment of which is achieved through the fulfilment of all the other objectives of the organisation are also identified.

• To adopt exemplary Corporate Governance practices. • To adopt appropriate technology for effective Environment Management.• To adopt HR Policies commensurate with the Image of being a Model Employer.• To meet Market Competition effectively.• To be recognised as a Responsible Corporate Citizen.

CONCLUSION:

• The sample unit consists of executives only.

• The sample size could have been larger.

• Labor turnover is an important indicator of successful HRD that has not been accounted.

• Labor productivity factors have not been accounted for in the present study.

• The linkage between employee outcomes an organizational outcomes is moderated by technological up gradation and rationalized manpower that have not been explored.

SUGGESTIONS:

The areas where some improvements are required for the HR development as obtained with the research are:

• More competent People• Better Developed Roles• Better utilization of Human Resources• More teamwork• Positive synergy• Technological up gradation• Rationalized man power• Higher Production• Increased labour productivity• Line Managers’ interest

BIBLIOGRAPHY:

• WWW.WIKIPEDIA.ORG

• WWW.ETMARKETS.COM

• WWW.ECONOMICTIME.INDIATIMES.COM

THANK YOU