HRM PROJECT

HUMAN RESOURCE PLANNING IN NBCC LTD.

3/14/2009

SUBMITTED TO: MS. ARPITA KAUL SUBMITTED BY: KUSUM SADAN-56 SWATI KAKKAR-03 SUMON CHATTERJEE-31 NIDHI DHAWANSAKSHI SETHI-05

ACKNOWLEDGEMENT

During the course of this study, we have become indebted to various individuals without whose willing co-operation it would not have been possible to bring this project report to its present state.

Foremost, we would like to express our sincere thanks to:

y y y

MR.R.R.BASANTRI, (Senior General Manager, Personnel department) DR.SAVITA ANAND (Senior General Manager, HRD Department) MR. T.P.S JOHAR (Manager, HRD)

of NATIONAL BUILDING CONSTRUCTION CORPORATION LTD for their continuous guidance and assistance.

We are also grateful to Ms.ARPITA KAUL (Faculty Member) for giving us the required guidance. It is the result of their esteem kindness that we are able to complete our project.

We exploit this opportunity and express a sense of gratitude and indebtedness for their whole hearted encouragement while carrying out study of our project.

OBJECTIVE OF STUDY
1. To study the process of human resource planning in NBCC Ltd. 2. To find out the similarity between the theoratical knowledge and practical aspect of human resource planning in an organizations

SIGNIFIANCE OF THE STUDY

The study is very much relevant in our life because with this study we will gain a lot of practical knowledge about the HR practices in an organization. And the difference between the knowledge we gain in our classes and the actual working scenario in the corporate world.

COMPANY PROFILE

NATIONAL BUILDING CONSTRUCTION CORPORATION LIMITED

YEAR OF INCORPORATION NBCC was incorporated as a Public Limited Company in November, 1960, as a wholly owned Government of India Enterprise under the aegis of the Ministry of Urban Development. Beginning with a turnover of INR 52,000, the Corporation, over the years, achieved many milestones in its operation and has posted a turnover of INR 2025 crore as at March 31, 2008 ranking itself as the number one PSU construction company of the country.

AN ISO COMPANY NBCC has obtained ISO 9001Certification for its Project Management and Consultancy Divisions. The Corporate Mission inter alia enshrines building a high degree of customer satisfaction and providing services conforming to ISO 9001: 2000 series.

AUTHORISED CAPITAL The authorized and paid-up share capital of the Corporation stand at Rs. 120 crore.

PERFORMANCE RECOGNITION Ministry of Urban Development and Bureau of Public Enterprises of the Government of India have ranked NBCC as Excellent Corporation during the year 2003-04, 2004-05 and 2005-06 as the Corporation achieved all the targets set in the MoU with the Government. Because of its such outstanding performance, Government of India awarded the Top Ten PSU Awards for the financial years 2004-05 & 2005-06 and SCOPE Turnaround Award 2005-06 to NBCC which were presented by Dr. Manmohan Singh, the Hon'ble Prime Minister of India on March 8, 2007. The Corporation has also been receiving Appreciation Letters from all its client organizations, Ministries, State Governments and Government Departments for its delivery of projects on time with quality and economy. NBCC has also been selecated for TOP TEN PSU Award & SCOPE Excellence Award (Medium PSE Category) for the year 2006-07.

AREAS OF OPERATION NBCC is touching upon the lives of people all around the globe with its activities in the fields of Water and Environment Management, Earthquake Resistant Building Technology & Retrofitting, Disaster Management, Project Management & Consultancy, Infrastructure Projects, Institutional, Housing and Industrial Projects, Real Estate Works, Power Projects, RCC Chimneys & Cooling Towers, Bridges, Airports, Railway Projects including Underground & Elevated Metro-tracks and Stations, Post Completion Maintenance Works, Transmission lines, Marine Structures, Border Fencing jobs, PMGSY works, JNNURM Projects. To maintain its competitive edge in the market, NBCC is always obsessed to make value addition to its areas of operation. Use of new technology such as Upflow Anaerobic Sludge Blanket (UASB) technology in implementation of Environmental Engineering plants, Slip-form Technology for execution of Cooling Towers & Tall Stacks, Trenchless Technology in implementation of underground utility services etc. are some significant engineering initiatives of NBCC that have made it a leader in the industry.

Objectives As a Public Sector Company NBCC aims to achieve the following Corporate objectives related to governance and leadership, service delivery, stakeholder relationships, and corporate services and support. Implementing management practices that encourage value-added, innovative construction services delivery. Ensuring the long-term viability of the Company through prudent financial management and the provision of efficient and effective services. Managing industry, organizational and contractual relationships in an ethical, fair and professional manner. Maintaining the flexibility of structure, policies and systems necessary to accomplish the corporate mission in the face of changing circumstances and needs. Conducting operations in a way that help protect and promote the natural environment.

Building brand awareness by associating us with our USP. Maintaining human resources management practices that advocate and advance the well-being of employees, as well as their personal and professional development. Adhering to all statutory requirements and public policy regulations and guidelines. Continuing participation in the Governments initiatives for development of remote areas. To achieve the following financial objectives. A more diversified revenue base Growth in revenue Growth in earning Wider profit margin Bigger cash flow Higher returns on invested capital

RESEARCH METHODOLOGY

We conducted our research under the following steps: Under the Literature Review, we studied the theoritical aspect of Human Resource Planning in an organization Our study is confined to the collection and analysis of Primary Data only. We collected the Data through a semi-structured interview with the HR personnel of NBCC ltd. After this, we analysed the data collected and find out if there exists any similarity between what we studied and what was the actual scenario.

LIMITATION OF STUDY

We limited our study by interacting only with the following concerned persons working in NBCC ltd 1. Dr. Savita Anand- SGM, Head of the department of Human Resource Development 2. Mr R R Basantri- SGM, Head of Personnel Department 3. Mr TPS Johar- Manager, HRD

LITERATURE REVIEW

HUMAN RESOURCE PLANNING y It is the process by which an organization ensures that it has :  right number and kinds of people  at right places  at right time capable of effectively and efficiently completing those tasks that will help in achieving organizations objectives. Human Resource planning translates the organizations objectives and plans into the number of workers needed to meet those objectives.

ASSESSING CURRENT HUMAN RESOURCE Human Resource Planning brgins by developing a profile of the current status of human Resources. This is an internal analysis that includes an inventory of the workers ans skills already available with in the organization and a comprehensive Job Analysis. Once the assessment of orgnizations current human resource situation is made and future direction of the organization in terms of revenue forecasts is considered, a projection of future Human Resource needs can be developed.

JOB ANALYSIS y It is a detailed and systematic study of jobs to know the nature and characteristics of people to be employed for each job y It provides the analyst with basic data pertaining to specific job

OBJECTIVES OF JOB ANALYSIS

y Work simplification y Establishment of standards of performance y Support of other personnel activities

JOB ANALYSIS METHODS y Observation method y Individual interview method y Group interview method y Structured questionnaire method y Technical conference method y Diary method

SUCCESSION PLANNING Succession planning is the process by which companies and businesses ensure that there is an orderly and planned transfer of powers, responsibilities and job functions when employees -usually in executive and management positions, leave the company through retirement, or other means. The purpose is to ensure continuity of operations.

SOURCE: y DeCenzo & Robbins, Fundamentals of Human Resource Management y Chhabra.T.N, Human Resource Management- Concepts & Issues, Dhanpat Rai & Co.(P) Ltd. y Dessler Gary, Human Resource Management

QUESTIONS: While interviewing the officials of NBCC, we asked them the following questions: 1. 2. 3. 4. 5. 6. 7. 8. 9. What is the procedure of assessing the current human resource in your organization? How do you estimate the future demand and supply of human resource? Do you follow succession planning? What basic strategy is followed for planning the future HR needs? For approximately how much time you plan for recuitment of fresh employees? Is there any relevance of job analysis in planning for human resource? What are the constraints the HR Dept. faces under human resource planning? How does the top management support in HRP? How do you plan for the qualitative aspects of HR relating to values, attitude, etc of young managers?

FINDINGS: In NBCC Ltd. the Human Resourse activities are handled by two departments: HRD and Presonnel Dept. The HR department deals with the Training and development needs of employees. While the personnel department deals with recruitment, selection, promotion etc of the employees After interacting with R R Bsanatari, Sr.GM of Personnel Department, NBCC ltd, we came to know that for assessing the current Human Resource, the personnel department maintains the records of all the employees in their Information System as well as in the Service Book.

The planning for recruitments of fresh employees starts 3-4 months prior to final recruitments. As NBCC is a construction company, planning for Human Resource is done according to the requirement of new employees and projects undertaken. This Planning for the Human resource is highly done in the engineering department. The planning process is guided by the government instructions. The process of Job Ananlysis, which consist of Job Description (the duties and resonsibilities involved in a job) and Job Specification (the skills & knowledge required to do a particular job), is also followed in the organization.

The planning for top-level management is done strictly according to the rules set by Government of India. Top-level management includes the Director , Chairman and CMD of the company. Succession Planning, that is planning for a particular post in top-level management before the actual retirement of the personnel is also followed. We also interviwed Dr. Savita Anand, Sr.GM of HRD dept., who provided us the information related to the training programs under taken in that organization. After interacting with her, we came to know that NBCC gives special focus in planning for the overall development of its employees by organising various training programmes, presentations, guest lectures, technical sessions etc. The different training programs are planned in the organization keeping in view the behavioural aspects of the employees and dynamism of social and cultural enviornment. There are two processes by which Training and development of employees takes place: 1. In-house programs 2. Out-house programs

In-House programs: These are the programs which are conducted insisde the organization, and are basically for the overall development for all the employees. These sessions are mostly for behavioural aspects and focus a large mass of employees in the organization. Out-House programs: These are the training programs which are conducted outside the organization. It is usually undertaken when there are a few employees who need to attend the training session. These are mainly for Technical aspects of jobs. These programs are conducted on subjects like: y y y y y y y Stress Management Relationship Management Personality Development Mind Mapping Time Management Team Building Leadership Qualities

The company is also in touch with some organizations which provide training sessions on such issues, as: y y Delhi Productivity Council Bhrama Kumari Ishwariya Vishwa Vidhalya

The employees in NBCC ltd. are mostly seniors of above 35 age group, with good work experience and thus the HR dept. hardly faces any problem of attitude, ego clashes, lack of cordination etc. and for young managers, the company also focus on the quality aspects of the employees. Special lectuers and talks are provided for the same purpose.

CONCLUSION

After the data Analysis and study we have come to the conclusion that there exists a similarity between the theoritical study and practical/current scenario regarding the Human Resource Planning in an oganization. But being a Public Sector Company, the planning of Human Resource in NBCC is in coherence with the guidelines provided by government of India. Also it can said that the Planning procedure in NBCC is Time consuming as proper Hierarchy and Paperwork is followed.