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STUDIES, VADODARA
A REPORT ON HR VISIT AT
ANUPAM INDUSTRIES LIMITED 138, GIDC, VITHAL UDHYOGNAGAR-388121 GUJARAT, INDIA
INDEX
SR NO.
1. 2. 3. 4. 5. 6. 7. 8. 9. 10.
PARTICULAR
COMPANY PROFILE INTRODUCTION OF HRM ORGANIZATION STRUCTURE AND NO. OF EMPLOYEES WORKING IN EACH DEPARTMENT HR PLANNING AND HRIS RECRUITMENT AND SELECTION TRAINING AND DEVELOPMENT WELFARE HEALTH AND SAFETY CONCLUSION BIBLIOGRAPHY
PAGE NO.
COMPANY PROFILE
INTRODUCTION OF THE COMPANY
Name of the Company: ANUPAM INDUSTRIES LTD.
ESTABLISHMENT:
The foundation of Anupam was laid in1973 by entrepreneur technocrat Shri J.C.Patel who had gained rich experience of a decade in crane designing at heavy engg. Corporation ratio.
SUPPORTED
Qualified team members with an average experience of 10-15 years in each discipline of the crane industry wisdom of a practical insight to the industry.
CORE TEAM
The company is headed by Shri J.C.Patel(B.E.Mech) who is a chairman of the company with a total experience of 4 decades. Under a leadership a team of young technocrats: Mr. Mehulbhai Patel Managing Director ( B.E.Mech) Mrs. Shreya Patel Executive Director (B.E.Mech) Both with rich experience are heading different operations of the company. They are backed by a team having experience of more than 3 decades in various functions.
Tata Steel ltd. Jindal vijaynagar steel ltd. Essar steel ltd. National Thermal Power corporation ltd. Bharat Heavy Electrical ltd.
Hindalco Industries Ltd. Kirloskar Brother ltd. Thermal ltd. Induotherm India ltd. Larsen and Toubro ltd. SAIL Kawasaki Heavy Industries ltd. Reliance Energy ltd. AES Hindustan motor ltd ABB ltd. JSW steel ltd Mitsubishi heavy industries ltd. Siemens Elecon Engg. Co. ltd. Alstorm
VISION
Anupam aims to be a market leader into fields of crane manufacturing. Company entered and be known as a committed to excellence. A sense of fair play dignity of work and respect for people all its relationship with its business partners. Its employees , customers and the community are expanded. This has fastened team spirit and a sense of belonging which have contributed so largely to companys success. Since company started 37 years ago , it has constantly strived to create an atmosphere of increased credibility in the eyes of potential customers in India and abroad.
MISSION
To establish ourselves as a dominant player in Crane manufacturing across the globe.
Definition:
Human resource management function concerned with hiring, motivating, and maintaining people in an organization. It focuses on people in organizations. So HRM refers to a set of programs, functions and activities designed and carried out in order to maximize both employee as well as organizational effectiveness. HRM generally made of four parts:
1. Personnel Department : Responsible for stability of company
This department is responsible for the Human Resource Planning, Hiring, Grievance Handling and compensation. 2. HRD: Responsible for growth of the company This department is responsible for the Training and development, and Appraisal of the manpower. 3. Industrial Relations: Responsible for security of company This department is responsible for the relations of the other companies to the company itself. It is also responsible for the grievance handling.
4. Administration:
This department is responsible for the functions like canteen facilities, Medical facilities, Welfare activities, Transportation , Legal affairs.
DEFINITION:
Recruitment is the process of finding and attracting capable applicants for employment purpose. The process begin when new recruits are sought and ends when there are many applications are received.
The general purpose of recruitment is to provide a pool of potentially qualified job candidates. - Determine the present and future requirement of the organization in conjunction with its personnel planning and job analysis. - Increase the pool of the candidates at the minimum cost. - Help increase the success rate of the selection process by reducing the no of visibly under qualified or overqualified job applicants. - Meet the organizations legal and social obligations regarding the composition of its workforce. - Begin identifying and preparing potential job applicants who will be appropriate candidates. - Increase organizational and individual effectiveness in the short term and long term.
SOURCES OF RECRUITMENT:
How to look to the methods or sources of recruitment. There are several sources and they may be broadly categorized into: I. Internal Recruitment
II.
External recruitment
I.
Internal recruitment
Internal recruitment seeks applicants for positions from these who are currently employed. Internal sources include present employees. So ,in Anupam Industries internal recruitment is also done. 1. Present Employees: Promotion and transfers from among present employees can be a good source. So, in Anupam industries in many departments this is done. 2. Employee Referrals: This source is usually one of the most effective methods of recruiting because many qualified people are treated at a very low cost to the company. 3. Former Employees: Former employees are also an internal source of applicants because some retired candidates are also willing to work for part time in the company. 4. Previous Applicants: This is not truly internal source but those who have applied previously for jobs can be contacted by mail to fill the gap. This may be partially internal and partially external source of recruitment.
II.
External Recruitment:
External sources for outnumber the internal methods, specially sources external to an organization are professional or trade association. 1. Professional or Trade Association Many associations provide placements services for their members. In Anupam this is also available. Many associations and agencies tied with it. 2. Advertisements These constitute popular methods of securing recruits as many recruits prefer advertisements because of their wide rich. In Anupam, this is a main source of recruitment. 3. Employment Exchange Employment exchange has been set up all over the country in difference to the provisions of the employment exchange. 4. Campus recruitment College, universities , institutes are associated with the Anupam . Anupam requires skills like designing, operating at plant, etc. So, it prefers specially on mechanical engineering and production engineering students.
RECRUITMENT PROCESS:
Recruitment process refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages viz. o Planning o Strategy development o Searching o Screening o Evaluation and control
SELECTION:
Selection is the process of picking individuals with requisite qualifications and competence to fill jobs in the organization. Although, some selection methods can be used within an organization for promotion or transfer. Recruitment and selection are two crucial steps in the HR process and are often used interchangeably. There is a major difference between the two steps. Recruitment refers to the process of identifying employees to apply for the job while selection is concerned with picking the right candidates from a pool of applicants.
DEFINITION:
Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.
1. Selection Test
First step is the selection test which is based on the technical knowledge of the candidate. Practical knowledge
of candidate is also checked during this phase. If candidate is selected then he will go to the next stage.
2. Employment Interview
This is the second phase of the process. This is the heart of the whole process. In this phase, candidates communication skills, his approach, his attitude, etc. are checked.
3. Background Check
After interview, this is the third phase. In this phase, candidates background is checked. He will be fit to organization or not , he will be able to work as a team member is also checked. This is also important phase of the company. Because if candidate is not fit to the organization background then efficiency can be reduced.
4. Selection Decision
After gathering information, decision is made, whether candidate should be selected or not based on collected information and employees ability.
5. Physical exam
In Anupam, employee has to work with the big parts made of steel and other alloys. So he has to be physically strong to deal with those parts. So physical exam is also necessary in this company.
6. Job offer
Job offer is made through a letter of appointment. Such a letter generally contains a date by which the appointment must report on duty. The appointment be given reasonable time for reappearing.
7. Contract of Employment
After the job offer has been made and the candidates accept offer certain documents need to be executed by the employer.
8. Conducting the Selection process
Contrary to the popular perception, the selection process will not end with executing the employment contract. There is another step a more sensitive one. They must be told that those who were selected were done purely on relative merit.
DEFINITION: TRAINING
Training refers to the process of imparting specific skills.
DEFINITION: DEVELOPMENT
It refers to the learning opportunities designed to help employees grow.
INPUTS IN T&D:
Any training and development program must have certain inputs which enable the participants to gain skills, learn theoretical concept and help in acquiring vision to look into the future.
SKILLS:
Training as was started earlier is imparting skills to employees. A worker needs skills to operate machines and use other equipment with least damage and scrap. This is a basic skill without which the operator will not be able to function. In Anupam Industry both types of workers are working like skilled and unskilled. But in management only skilled persons are required.
EDUCATION:
The purpose of education is to teach theoretical concept and develop a sense of reasoning and judgment. Education is more important to managers and executives than lower cadre workers. In Anupam, practical education to the workers is more important for effective production while for high level workers various training programs are required.
DEVELOPMENT:
Another component of training program is development which is less skill-oriented but stresses on knowledge. Knowledge about the business environment, mgmt techniques and human relations, specific industry analysis and the like is useful for better mgmt of a company. In Anupam, these all things are present.
Organizational objectives and Strategies Assessment of Training needs Establishment of training goals Devising training Programs Implementation of training program Evaluation of results
I.
II.
TYPES OF ACCIDENT:
ACCIDENTS
INTERNAL
EXTERNAL
MAJOR
MINOR
FATAL
DISABILITY
TEMPORARY
PERMANENT
So, above chart gives different types of accidents. Anupam Industries provides all kind of protection and safety instrument to the employees which is important to reduce the no of accidents in the industry and hence to increase the profits of the company because if any accident occurs results in the loss to the company. It also provides training to the employees to follow the safety policy laid by the company.
SAFETY PROGRAM
Safety program deal with the prevention of the accidents and with minimizing the resulting loss and damage to persons and to property. Five basic program governs the safety in Anupam industry. 1. Industrial accidents result from multiple factors but these have to be traced to their root causes. 2. The must important function of safety program is identify potential hazards, provide effective safety equipment to take prompt remedial action. 3. The safety policy of the organization should be determined by top management who must be continuously involved in monitoring safety performance and ensuring that correct action is taken when needed. 4. Mgmt and supervision must be made fully accountable for safety performance in the working area, they control. 5. All the employees should be given through training in safe methods of work and should receive continuous education and guidance on eliminating safety hazards and one on the prevention of accident.
SAFETY POLICY