HUMAN RESOURCE DEPORTMENT

ROLES AND RESPONSIBILITIES:

Human resource manager has two basic functions: overseeing department
functions and managing employees. For this reason, a human resources manager
must be well-versed in each of the human resources disciplines compensation
and benefits, training and development, employee relations, and recruitment and
selection. Core competencies HR managers have are solid communication skills
and decision-making capabilities based on analytical skills and critical thought
processes.
Overall Responsibilities:

Human resource managers have strategic and functional responsibilities
for all of the HR disciplines. A human resource manager has the expertise of an
HR generalist combined with general business and management skills. In United
Indian Insurance Company Ltd, a human resource manager reports to the human
resource director or a C-level human resource executive. In smaller companies,
some HR managers perform all of the department's functions or work with an HR
assistant or generalist that handles administrative matters. Regardless of the size of
department or the company, a human resource manager should have the skills to
perform every HR function.

Training and Development:

Employee training and development includes new hire orientation,
leadership training and professional development seminars . Human resource
managers oversee needs assessments to determine when training is necessary and
the type of training necessary to improve performance and productivity. Human
resource managers responsible for conducting needs assessment have a hands-on
role in evaluating overall employee performance to decide if the workforce would
benefit from additional training and orientation. They examine employee
performance records to identify areas where employees could improve through job
skills training or employee development, such as seminars or workshops on
leadership techniques .They also play an integral role in implementing employee
development strategy and succession planning based on training and professional
development. Human resource managers responsible for succession planning use
their knowledge of employee development, training and future business needs to
devise career tracks for employees who demonstrate the aptitude and desire for
upward mobility.

Employee Relations:

Although the employee relations specialist is responsible for investigating
and resolving workplace issues, the human resource manager has ultimate
responsibility for preserving the employer-employee relationship through
designing an effective employee relations strategy. An effective employee relations
strategy contains specific steps for ensuring the overall well-being of employees. It
also ensures that employees have a safe working environment, free from
discrimination and harassment. Human resource managers for small businesses
conduct workplace investigations and resolve employee complaints. Human
resource managers may also be the primary contact for legal counsel in risk
mitigation activities and litigation pertaining to employee relations matters. An
example of risk mitigation handled by a human resource manager includes
examining current workplace policies and providing training to employees and
managers on those policies to minimize the frequency of employee complaints due
to misinterpretation or misunderstanding of company policies.

Recruitment and Selection:

Human resource managers develop strategic solutions to meet workforce
demands and labor force trends. An employment manager actually oversees the
recruitment and selection processes; however, an HR manager is primarily
responsible for decisions related to corporate branding as it relates to recruiting and
retaining talented employees. For example, a human resource manager in a health
care firm might use her knowledge about nursing shortages to develop a strategy
for employee retention, or for maintaining the current staffing levels. The strategy
might include developing an incentive program for nurses or providing nurses with
cross-training so they can become certified in different specialties to become more
valuable to the organization. Corporate branding as it relates to recruitment and

retention means promoting the company as an employer of choice. Human
resource managers responsible for this usually look at the recruitment and selection
process, as well as compensation and benefits to find ways to appeal to highly
qualified applicants.

FUNCTION OF HRM:
Under present market forces and strict competition, the insurance
companies are forced to be competitive. Contemporary companies must seek
ways to become more efficient, productive, flexible and innovative, under
constant pressure to improve results. The traditional ways of gaining competitive
advantage have to be supplemented with organizational capability i. e. the firms
ability to manage people. Organizational capability relates to hiring and retaining
competent employees and developing competencies through effective human
resource management practices. Indeed, developing a talented workforce is
essential to sustainable competitive advantage. High performance work practices
provide a number of important sources of enhanced organizational performance.
HR systems have important, practical impacts on the survival and financial
performance of firms, and on the productivity and quality of work life of the
people in them.

RECRUITMENT AND SELECTION METHOD:
In United India Insurance company Ltd they give the advertisement in
online for the recruitment.
Eligibility Criteria for Applicant:
Applicants applying for these vacancies should have minimum age of 21
years. Maximum age for general candidates is 30 years relaxation in upper
age limit.
Educational qualification:

Candidates applying with a degree of any kind can apply for the same. A
person with 60% marks is eligible for the post and in case of SC and ST the
relaxation is by5%. Post Graduate Candidates can apply with 55% marks. In
case of Post Graduate SC/ST candidates, marks can by 50% Under graduate
student who are yet to get there degree cannot apply for this job. Post
Graduate students who are yet to get their degree. And preference to
candidates have working computer knowledge well be given during
recruitment can however apply for the all candidates.
SELECTION PROCESS:
Selection of candidates will be done on basis of interview
Preliminary Interview: The purpose of preliminary interviews is basically to
eliminate unqualified applications based on information supplied in application
forms. The basic objective is to reject misfits. On the other hands preliminary
interviews is often called a courtesy interview and is a good public relations
exercise.
Selection Test:











HUNMAN RESOURCE PLANNING:
In United India Insurance Company Ltd. The Human Resource Managers
they planning for recruiting new employee in correct time they system of matching
the supply of people (existing employees and those to be hired) with opening the
organization expects over a given timeframe. HRP is the process by which an
organization ensures that it has the right number and right kind of people, at the
right place, at the right time, capable of effectively and efficiently completing
those tasks that will help the organization achieve its overall objectives. Human
resource planning is variously called manpower planning, personnel planning.
Human resource planning is a forward looking function and a sub-system in the
organizational planning. By the Human Resource Managers.

TRAINING AND DEVELOPMENT:
In United India Insurance Company Ltd for the employee training and
development .They give the training in the Nalanda school of excellence is the
corporate learing centre of United India Insurance Company Limited. It offers
customized and specialized training programs with contemporary industrial
requirementsin mind. With over two decades of teaching experience, Nalanda has
become a beacon of success for those with a dream in their heart. United India
Insurance Company Limited, which is the second largest public sector insurer in
INDIA and has a high leve of expertise in Health, property and liability insurance
and in several other fields including automobile, engineering, power, oil and
energy sector. India today witnesses a rapid pace of change in all spheres.
Globalization has brought in new challenges. Insurance industry, in particular, is at
a new gateway of opportunity. Keeping this in mind. Naland has structured and
customized programs that inspire innovation, at every turn.
Activities:
The training programs at Naland have ben devised with an eye on providing
the maximum leverage for complete and comprehensive understanding. The
include:
Faculty led sessions
Case studies
Gest lectures
Interactive sessions
Group workshops
Participant/group presentations
Field visits
On the job training
As a part of the trining programs, Nalanda conducts seminars, conference,
workshops etc.. to periodically enhance training effectiveness and also to serve as
a window on development activities taking place in the insurance industry.
Location
Nalanda is situated in Chennai (formerly Madras, South India), the emerging
cyber polis, rich in traditions and soaked in heritage. Though its sprawling campus
is located in the heart of the city, it is tucked away in an oasis of Tranquility
Infrastructure:
Educational, Hostel and sports spacious air conditioned lecture halls with
modern acoustic systems, LCD projectors, state-of-the-art computer labs, a well
stocked library, Digital library and the latestlearning and instructional facilities
make your learning experience enjoyable. Other amenities available include a
dining hall with high standards of hygiene, hostel with air-conditioned, recreation
room, tennis court, gym, serene surroundings amid stimulating walking path and
an auditorium.

COMPENSATION:
Statement of Monthly Remuneration of Officers And Employees Including
System Of Compensation
The remuneration of the officer of the company is governed by the
guidelines issued by central government under General Insurance (Rationalization
of pay scales and other conditions of services of offices) scheme 1975 General
insurance (Rationalization of pay scales and other conditions of services of
development staff) scheme 1976 and General Insurance (Rationalization of pay
scales and other conditions of services of supervisory clerical & subordinate staff)
scheme 1974 as amended from time to time. The monthly emoluments of officers
and employees at various scales are given below:

LEVEL & PAY SCALE
OFFICERS:
SCALE VII 31745-785(2)-33315-850(1)-35105-995(1)-36100
SCALE VI 28605-785(5)-32530
SCALE V 25930-650(3)-27880-725(2)-29330
SCALE IV 22030-650(7)-26580
SCALE III 18130-540(1)-18670-560(6)-22030-650(4)- 24630
SCALE II 14890-540(7)-18670-560(6)-22030
SCALE I 11110-540(14)-18670-560(4)-20910

DEVELOPMENT STAFF:
GRADE I 5225-285(5)-6650-300(3)-7550-350(4)-8950-360(11)-12910
GRADE II 3580-230(3)-4270-260(4)-5310

SUPERVISORY & CLERICAL STAFF:
SENIOR ASSISTANT 6885-485(4)-8825-540(15)-16925
STENOGRAPHER 6885-485(4)-8825-540(15)-16925
ASSISTANT 4995-285(1)-5280-310(2)-5900-350(5)-7650-405(2)-8460-490(3)-
9930- 510(2)-10950-540(5)-13650
RECORD CLEK 4665-190(2)-5045-210(5)-6095-225-6320-250(2)-6820-280(3)-
7680- 310(5)-9210-345(3)-10245

SUBORDINATE STAFF:
DRIVER 4665-190(2)-5045-205(14)-7915-220(2)-8355-250(3)-9105
OTHER SUBORDINATE STAFF 4105-165(5)-4930-175(8)-6330-205-6535-
210(3)-7165- 250(2)-7665

Note: In addition to above the company offers company accommodation/leased
accommodation LTC leave encashment medical benefit gratuity provident fund
house building loan vehicle loan and pension benefits.

HEALTH AND SAFETY:
Our commitment to the health and safety of our employees and people
working on our sites or under our management is a keystone of our sustainability
goals. In addition, achieving high levels of pro-active health and safety
standards contributes to customer satisfaction, business results and employee
motivation. Anywhere Alstom operates, this policy seeks to:
prevent workplace injuries and illnesses
Improve the working conditions and well-being at work
All managers are responsible for ensuring that Alstoms health and safety policy is
communicated, understood, implemented and maintained throughout the Group.
We take our commitment to people so seriously that weve set up an health and
safety.
Protecting our employees through prevention
Alstom is committed to providing a safe working environment for each and every
employee.
The breadth of our commitment is demonstrated in our environment, health and
safety policy deployed through our EHS management system, alongside tailored
programmes throughout the world.

ORGANIZATION DEVELOPMENT:
In November 2007, at pune, company's top management launched an enterprise
level transformation project named UNISURGE, under this historic initiative,
company identified and set up 6 themes in order to remain a leader in Indian General
Insurance market and also stressed on the effective use of IT. In Addition, it has been
also decided to Create incentive system and link to rigorous performance management
system for the Enhancement of organizational accountability and to strengthen HR
structure of the company.
Recently, on January 11, 2012, The Company (often abberiviated as UIIC), has been
entrusted by The Govt. of Tamil Nadu for implementing the new Comprehensive
Health Insurance Scheme. This scheme would cover 1.34crore families of Tamil Nadu
State and has an annual outlay of Rs.750crore. Tamil Nadu Chief Minister, on the
launch, handed over first quarterly insurance premium installment of Rs.183.64crore
to 'Milind Kharat, CMD of the United India Insurance.