STRUCTURE OF COMPANY

CEO
MANAGMENT PARTNER
There are two partners in Metal &Crucible Company.
In the company there are 5 departments which are discussing below.
1.PRODUCTION DEPARTMENT
PRODUCTION MANAGER
FINANCE MANAGER
MOLDING MANAGER
PETTERN MANAGER
WORKSHOP MANAGER
FELTING MANAGER
SHOP CYLENDER MANAGER
2. ACCOUNT DEPARTMENT
ACCOUNT OFFICER
ACCOUNTANT
3. QUALITY CONTROL DEPARTMENT
MANAGERS
THERE ARE THREE TYPES OF WORKERS
4. ADMINISTRATIVE DEPARTMENT
ACCOUNT OFFICER
LOGISTIC OFFICER
SUPPLIERS OFFICER
5. MARKETING AND SALES DEPARTMENT
MARKETING AND SALES OFFICER

ORIENTATION TOOL KIT
Introduction and work of the company has already been discussed
above.
Now well discuss the benefits given by the company to employees.
In orientation tool kit we define the companys policies and advantages
which company provide to his employees. These are following.

Our company Metal & crucibles providing the following benefits to our
employees.

company give the following benefits to employees

1. Employee safety
2. Health facilities
3. Health allowances to employee
4. Medical facilities
5. Funds to selected persons
6. Other benefits related to company work
7. Annual leaves of company 24
8. Casual leaves 12 per year







JOB ANALYSIS



JOB ANALYSIS:
The procedure for determining the duties and skill requirement of a job and the kind of person who should be hire
for it.
There are two by-products of job analysis:
Job description
Job specification

JOB DESCRIPTION:
A list of jobs duties, responsibilities, reporting, relationships, working conditions and supervisory responsibilities.

JOB SPECIFICATION:
A list of jobs human requirements that is, the requisite education, skills, personality, and so on.

METHODS OF COLLECTION JOB ANALYSIS:
Metal & Crucibles uses on the job observation and work analysis method on al the three levels of management.

METAL & CRUCIBLE STRATEGIC LEVEL:

JOB DESCRIPTION:

C.E.O
Lead all departments of the company
Supervises for hiring, directing and formulate rules and regulation
There responsibilities and duties are to hire new employees, budget the whole finance and to supervise all
departments of the organization.

JOB SPECIFICATION:

METAL & CRUCIBLE TACTICAL LEVEL:

JOB DESCRIPTION:

Managers
Marketing and sales of Alloy steel casting in areas of country
Reports to C.E.O
Supervises orientation, directing the marketing and sales
Works with marketing and sales department employees

JOB SPECIFICATION:
The qualities, skills and abilities to perform the task of managers, they have 2 year college certificate or education
beyond undergraduate is required. They have the skills of alertness, precision, concentration, and accuracy.







METAL & CRUCIBLE OPERATIONAL LEVEL:

JOB DESCRIPTION:

Production
To look after the production and operate the cylinders
They report to tactical level
There responsibilities and duties are to train the schedule and developing the employees
These duties are on daily or monthly basis
JOB SPECIFICATION:
At operational level employees have the skills to operate the cylinders, to operate the machinery and complete command
on using the equipments.
JOB ENLARGEMENT:
Job enlargement is the process of assigning workers additional same level activities, thus increasing the number of
activities they perform.
METAL & CRUCIBLE JOB ENLARGEMENT:
Metal & Crucible apply job enlargement on strategic, tactical and operational level.

JOB ROTATION:
Job rotation is the process of systematically moving workers from one job to another to enhance work team
performance or to broaden his/her experience and identify strong and weak points to prepare the person for an
enhanced role with the company.
METAL & CRUCIBLE TACTICAL LEVEL:
Job rotation is applied on both new and existing employees of the organization.
METAL & CRUCIBLE OPERATIONAL LEVEL:
Job rotation is applied on only for new employees of the organization.
JOB ENRICHMENT:
Job enrichment is the process of redesigning the jobs in a way that increases the opportunities for the worker to
experience feelings of responsibility, achievement, growth and recognition.
METAL & CRUCIBLE JOB ENRICHMENT:
Metal & Crucible applied job enrichment from strategic level to managerial level and from managerial level to
strategic level.
PERSONNEL PLANNING









PERSONNEL PLANNING:
Personnel planning are the process of deciding what positions the firm will have to fill, and how to fill them.
There are four types of personnel planning:
1. Trend analysis
2. Ratio analysis
3. Scatter plot
4. Computerized forecast

1. TREND ANALYSIS:
Trend analysis is the study of firms past employment needs over a period of years to predict future needs. Also
consider current economic situation.

2. RATIO ANALYSIS:
Ratio analysis is a forecasting technique for determining future staff needs by using ratios between sales
volume and number of employees.

3. SCATTER PLOT:
Scatter plot is the graphical method used to help identify the relationship between two variables.

4. COMPUTERIZED FORECAST:
Computerized forecast is the determination of future staff needs by projecting sales, volume of production, and
personnel required to maintain this volume output, using software packages.

METAL & CRUCIBLE TACTICAL LEVEL:
Metal & Crucible uses computerized forecast on its tactical level.


METAL & CRUCIBLE OPERAIONAL LEVEL:

Metal & Crucible uses ratio analysis method on its operational level.




FORECASTING AND DEVELOPMENT OF
ADVERTISEMENT



SOURCE OF HIRING:

There are two sources of hiring
1. Internal source
2. External source


1. INTERNAL SOURCE OF HIRING:

Internal source of hiring is the process to hire candidates within the organization. Following are the types
of internal source of hiring;

a) Job posting
b) Rehiring
c) Succession planning

(a) JOB POSTING:

Job posting is publicizing an open job to employees (often by literally posting it on bulletin boards) and
listing its attributes, like qualifications, supervisor, working schedule and pay rate.

(b) REHIRING:

Rehire the employee who lefts the company. By giving his/her benefits.

(c) SUCCESSION PLANNING:

Succession planning is the ongoing process of systematically identifying, assessing and developing
organizational leadership to enhance performance.

2. EXTERNAL SOURCE OF HIRING:
Firms cant always get all the employees they need from their current staff, and sometimes they just dont
want to. Thats why company uses an external source of hiring. Following are the types of external source
of hiring;

a) Internet
b) Advertising
c) Employment agencies
d) Off shoring/outsourcing
e) Executive recruiters
f) College recruiting
g) Internships
h) Referrals and walk-ins

(a) INTERNET:

Recruiting via internet means that some companies posted jobs on the internet. Candidates apply for
these jobs, and company selected the suitable candidate for the job.

(b) ADVERTISING:

Recruiting via advertising means that the company construct the ads for the job, and then published it into the
newspapers or journals.

(c) EMPLOYEMENT AGENCIES:

Recruiting via employment agencies means that the companies hire these public/private/non-profit
agencies, and then these agencies select the candidates for the company.




(d) OFF SHORING/OUTSOURCING:

Recruiting via off shoring/outsourcing means that hiring workers from the abroad to do the jobs of those
who would otherwise work in another state.

(e) EXECUTIVE RECRUITERS:

Executive recruiters are special employment agencies retained by employees to seek out top management
talent for their clients.

(f) COLLEGE RECRUITING:

College recruiting is sending employers representatives to college campus to pre-screen applicants and
create an applicant pool from graduating class.

(g) INTERNSHIPS:

Recruiting via internship means that the company hire there internees on internships.

(h) REFERRALS AND WALK-INS:

Recruiting via referrals means that hire the employee through reference, and walk-ins means hire the
person who drops the c.v.

METAL & CRUCIBLE SOURCES AND METHODS OF HIRING

METAL & CRUCIBLE STRATEGIC LEVEL:
Metal & Crucible uses external source of hiring, method of hiring is reference, advertisement and internet on this
level.

METAL & CRUCIBLE TACTICAL LEVEL:
Metal & Crucible uses external source of hiring, method of hiring is advertisement and also an internal source of
hiring, and method of hiring is job posting on this level.

METAL & CRUCIBLE OPERATIONAL LEVEL:
Metal & Crucible uses external source of hiring, method of hiring is reference on this level
Types of Employment Testing



Employment tests help employers match candidates to the most suitable
position. Following are types of testings.

1. Cognitive Abilities Tests
2. Personality Tests
3. Physical Tests
4. Integrity Questionnaires
5. Assessment Tests



At strategic level we use cognitive abilities test because

Cognitive abilities tests measure the applicants ability to perform basic math and reading
comprehension, as well as the candidate's knowledge of the job. The questions on the tests can
measure the applicants ability to use logic and reasoning to solve problems. Employers can use
cognitive tests to measure the candidates ability to perform job-related duties. These employment tests
can be used to determine the candidates speed in performing job tasks.

At tactical level we use management assessment test because

Employment agencies use assessment tests to find the ideal position for a job applicant. The tests are
designed to measure the applicants skills in particular areas such as organization or planning. The tests
can help candidates find the position that best matches skills.

At operational level we use physical test because

Employers may use a physical test to determine whether a candidate has the physical strength to
perform the duties of the job. For instance, positions such as stocking shelves may require lifting and
bending. A physical test may simulate the job duties to determine whether the candidate can manage the
tasks.






TYPES OF INTERVIEWS

Following are the types of interview


1. Stress Interview
2. Panel/Committee Interview
3. Behavioral Interview
4. Case Interview
5. Telephone Interview
6. Group Interview
7. Lunch/Dinner Interview
8. Traditional Face-to-Face Interview


At strategic level we can use panel interview, situational interview & behavioural
interview. Interview must have unstructured because
In panel interview
In this situation, there is more than one interviewer. Typically, three to ten members of a panel may conduct
this part of the selection process. This is your chance to put your group management and group presentation skills
on display.
As quickly as possible, try to 'read' the various personality types of each interviewer and adjust to them. Find a
way to connect with each interviewer.
Remember to take your time in responding to questions. Maintain primary eye contact with the panel member
who asked the question, but also seek eye contact with other members of the panel as you give your response.
At tactical level we use the stress interview and job related interview because
This form of interview was more common in sales positions and is rare today. However, you should be aware of
the signals. The stress interview is usually a deliberate attempt to see how you handle yourself under pressure.
The interviewer may be sarcastic or argumentative, or may keep you waiting. Do no take it personally. Calmly
answer each question. Ask for clarification if you need it and never rush into an answer.
The interviewer may also lapse into silence at some point during the questioning. This may be an attempt to
unnerve you. Sit silently until the interviewer resumes the questions. If a minute goes by, ask if he/she needs
clarification of your last comment.


At operational level we use situational interview and face to face interview because
Most interviews are face-to-face. The most traditional is a one-on-one conversation.
Your focus should be on the person asking questions. Maintain eye contact, listen and respond once a question
has been asked.
Your goal is to establish rapport with the interviewer and show them that your qualifications will benefit their
organization.













TRAINING AND DEVELOPMENT


PURPOSE OF TRAINING
Reasons for emphasizing the growth and development of personnel include
Creating a pool of readily available and adequate replacements for personnel who
may leave or move up in the organization.
Enhancing the company's ability to adopt and use advances in technology because of
a sufficiently knowledgeable staff.
Building a more efficient, effective and highly motivated team, which enhances the
company's competitive position and improves employee morale.
Ensuring adequate human resources for expansion into new programs.
Research has shown specific benefits that a small business receives from training and
developing its workers, including:
Increased productivity.
Reduced employee turnover.
Increased efficiency resulting in financial gains.
Decreased need for supervision.




The Training Process
The model below traces the steps necessary in the training process:
Organizational Objectives
Needs Assessment
Is There a Gap?
Training Objectives
Select the Trainees
Select the Training Methods and Mode
Choose a Means of Evaluating
Administer Training
Evaluate the Training
Identifying Training Needs
Training needs can be assessed by analyzing three major human resource areas: the
organization as a whole, the job characteristics and the needs of the individuals. This
analysis will provide answers to the following questions:
Where is training needed?
What specifically must an employee learn in order to be more productive?
Who needs to be trained?
Training Methods
There are two broad types of training available to small businesses: on-the-job and off-the-
job techniques. Individual circumstances and the "who," "what" and "why" of your training
program determine which method to use.
We use on the job training method at OPERATIONAL & TECTICAL
level.
On-the-job training is delivered to employees while they perform their regular jobs. In this
way, they do not lose time while they are learning. After a plan is developed for what
should be taught, employees should be informed of the details. A timetable should be
established with periodic evaluations to inform employees about their progress. On-the-job
techniques include orientations, job instruction training, apprenticeships, internships and
assistantships, job rotation and coaching.
Off-the-job techniques include lectures, special study, films, television conferences or
discussions, case studies, role playing, simulation, programmed instruction and laboratory
training. Most of these techniques can be used by small businesses although, some may be
too costly.

Orientations are for new employees. The first several days on the job are crucial in the
success of new employees. This point is illustrated by the fact that 60 percent of all
employees who quit do so in the first ten days. Orientation training should emphasize the
following topics:
The company's history and mission.
The key members in the organization.
The key members in the department, and how the department helps fulfil the mission
of the company.
Personnel rules and regulations.














Performance Management & Appraisal

Few guidelines for company to make the effective appraisals of
employees
Helping managers and their subordinates to focus on priorities within their jobs is the first step to
managing performance.

Organizations aspiring towards high performance cultures are strong on:

Clarity about objectives and goals.
Continuous assessment of performance and feedback
Recognition for performance
Improvement of individual performance
Personal development of the employees








PURPOSE OF PMS














ESTABLISHING PAY PLAN




















PROVIDING EMPLOYEE BENEFITS


FOLLOWING ARE THE BEIFITS WHICH COMPANY WANT TO
GIVE HIS EMPLOYEES
Placement
A poorly placed employee is more apt to incur injury than a properly placed
employee. Employees should be placed on jobs only after carefully estimating and
considering the job requirements with those which the individual apparently possesses.

Personal protective equipment
Endless variety of personal safety equipment is available nowadays which can be used
to prevent injure
Safeguarding machinery
Guards must be securely fixed to all power driven Machinery.
Materials handling
Though often ignored, the careless handling of heavy and inflammable materials is an
important source of several injuries and fire.
Hand tools
Minor injuries often result from improperly using a good
Tool or using a poorly designed tool Therefore, close supervision and instruction
should be given to the employees on the proper tool to use a proper use of the tool.



Safety training, education and publicity
Safety training is concerned with developing safety skills,
Whereas safety education is concerned with increasing contest programmes, safety
campaigns, suggestion awards, and various audiovisual aids can be considered as different
forms of employee education.
Safety inspection
An inspection by a trained individual or a committee to detect
Evidence of possible safety hazards (such as poor lighting, slippery floors, unguarded
machines, faulty electrical installations, poor work methods and disregard of safety rules) is
a very effective device to promote safety.
Health Services
The prevention of accident constitutes only on segment of the function of employee
maintenance. Another equally important segment is the employees general health, both
physical and mental.
There are two aspects of industrial health services
1. Preventive
2. Curative, the former consists of
3. pre-employment and periodic medical examination,
4. Surveillance over certain classes of workers such as women, young persons and persons
exposed to special risks.
Health of Employees
Cleanliness. Every factory shall be kept clean by daily sweeping or washing the floors and
work rooms and by using disinfectant where necessary.

Safety of Employees
Fencing of machinery. All dangerous and moving parts of machinery shall be securely
fenced. Screws, bolts and teeth shall be completely encased to prevent danger.
Work on or near machinery in motion. Lubrication or other adjusting operation on moving
machinery shall be done only by a specially trained adult male worker.
Employment of young persons on dangerous machines. No young person shall be allowed
to work on any dangerous machine (so prescribed by the state government) unless he is
sufficiently trained or is working under the supervision of knowledgeable person.
Device for cutting off power. Suitable device for cutting of power in emergencies shall be
provided.
Hoists and lifts. These shall be made of good material and strength, thoroughly examined
at least once in every six months and suitably protected to prevent any person or thing
from being trapped.



Restrictions in the Factories Act on the employment of young
persons:
1. Prohibition as to employment of children (Section 67)
No child who has not completed his fourteenth year shall be required or allowed to work in
any factory.
2. Employment of Children and Adolescent (Section 68)
A child who has completed his fourteenth year or an adolescent shall not be required or
allowed to work in any factory unless following conditions are fulfilled:
1. The manager of the factory has obtained a certificate of fitness granted to such young
2. While at work, such child or adolescent carries a token giving reference to such certificate.

SOCIAL SECURITY
The connotation of the term Social Security varies form country to country with
different political ideologies. In socialist countries, the avowed goal is complete protection
to every citizen form the cradle to the grave.
There are some components of Social Security:
Medical care
Sickness benefit
Unemployment benefit
Old-age benefit
Employment injury benefit
Family benefit
Invalidity benefit and
Survivors benefit