PRESENTATION ON HR & IR PRACTICES OF HAL, Koraput Division.SUBMITTED TO : PG DEPT. OF UTKAL UNIVERSITY, VANI VIHAR

SUBMITTED BY : T.V.L PRASANNA KUMARI, AMIT SAHOO, AMIT SETHI & PRIYAMBADA SAHOO

PURPOSE OF THE STUDY :

• To have a professional exposure to the organization

• To have some knowledge on various aspects of HR & IR

• Application of theoretical knowledge in practical way

• As a part of fulfillment on M.A. degree

PROFILE OF THE ORGANISATION

HINDUSTAN AERONAUTICS LIMITED

HINDUSTAN AERONAUTICS LIMITED

•HAL was found on 1st october 1964 (merger of Hindustan Aircraft Limited,Aeronautic India Limited and Aircraft Manufacturing Depot kanpur.)

•Function of HAL. Manufacture and overhaul of the airframes /Assembly of aircrafts.

• Manufacturing and overhaul of Aero engines (koraput Division).

VISION OF HAL

•“To make HAL a dynamic, vibrant, value-based learning organisation with human resources exceptionally skilled, highly motivated and committed to meet the current and future challenges. This will be driven by core values of the Company fully embedded in the culture of the Organisation"

MISSION

Enable all those working for HAL to give their best to ensure their

all-round growth as well as that of the Organization.

Objectives:Economically and EfficientlyMeeting the growing needsDeep commitment and sense of

belonging.

FINANCIAL STATUS OF HAL

•Navaratna company•Profit making organization

▫Year Profit (in crores)▫97-98 147.52▫98-99 177.74▫99-00 368.26

• Sales for the year 2009-10 (increased 10% over previous year)

• PBIT (Rs. 2617 Cr.- growth 12 % over previous year)

PRODUCTS OF HAL•Aircrafts of Russian

and Western origin•Helicopters•Aero engines of

Russian and Western origin

•Accessories for Aircrafts, Helicopter and Aero engines

•Aerospace Equipment•Communication/

Navigation equipment.

HAL CUSTOMERS• International Customers• Hampson,Uk• Air bus Industries, France• Coast Guard Mauritius• Israel Aircraft Industries,

Isreal• Transworld Aviation,UAE• Chelton , UK• Corporate Air, Phillipiness• Vietnam Air Force,

Vietnam• Peruvian Air Force,Peru• Cosmic Air , Nepal

National Customers• Indian Airforce• Air India• Air Sahara• Indian Airlines• Bharath Electronics• Jet Airways• Indian Coast Guard• Indain space Research

organization• Defence Research and

Development organization

INDUSTRIAL RELATIONS PRACTICES

COLLECTIVE BARGAINING

•Submission of Charter of Demand• Date, Time & Place of Bargaining• Composition of Negotiation Team• Bargaining• settlement

Grievance procedure

Departmental Head

Divisional Head

Grievance committee

General Manager

Managaing Director

HR PRACTICES OF HAL

HUMAN RESOURCE PLANNING• Outsourcing of low tech

and medium tech jobs.• Fresh induction in the

workload and superannuation profile.

• For workman cadre- induction restricted to direct workman only.

• For improving the qualification profile. (qualified personnel and diploma holders).

RECRUITMENT, SELECTION AND TRAINING• Sources available for

recruitment:▫ Internal▫ External.

• Methods of recruitment:

Direct methodIndirect methodThird party method

• Selection

Training and Development

• At regular intervals in a plan period of 5 years.

• Training and Development helps :▫ Updating Knowledge.▫ Enhancing professional

creativity.▫ Giving employees higher

responsibility.• Key focus area of

training.TechnologyQualityInformation Technology

PROMOTION• Terms and conditions:

▫ Min. 420 days physical attendance.

▫ Disciplinary clearance▫ Police or CBI clearance.▫ PAR gradation.

SEPARATION

• Superannuation

• Optional Retirement

• Premature retirement

• Resignation

PERFORMANCE APPRAISAL SYSTEM

•Performance Appraisal Report Formats.

•Self Appraisal (MAT)

•Evaluated by Immediate Boss.

360 DEGREE PERFORMANCE APPRASAL SYSTEM

• A system or process in which employees receive confidential, anonymous feedback from the people who work around them.

• In HAL, it is applicable only for grade-VII employees• Access through himself & also by two of his colleagues, two

superiors, two external customers & two of his sub-ordinates.• Have to fill the questionnaire online

• “It is the set of professional practices which improves the capabilities of the organization’s human resources and enhances their ability to share what they know.”

• It is the collection, storage & dissemination of knowledge

• It is limited to HRD only

• It is sharing of knowledge

Create

Store

Find

Acquire

Use

Learn

Contd.Knowledge Life CycleKnowledge Life Cycle: :

ASSESSMENT CENTRES

•a special place which assesses the abilities of a group of employees sent by their organizations

•Performance of Grade-VI & above is judged by an outsourced company

•Identify strong & weak points of employees

•Identify the training needs for the employees

MENTORING Management and

Diploma trainees.• 5 to 6 trainees are

assigned.• Meetings are

conducted (Regular intervals):▫ For discussing problems

of trainees.

WAGE & SALARY ADMINISTRATION

• For executives• For workmen• Annual Increment

FINANCIAL BENEFITS

•Dearness Allowance•Service Weight Pay•Koraput Allowance•Canteen Allowance

TRADE UNIONS

• Registered Trade Unions- HAMS (Hindustan Aeronautics Mazdoor Sangh) HAEA (Hindustan Aeronautics Employees

Association)

• Recognized Trade Union- HAMS (Hindustan Aeronautics Mazdoor Sangh)

• Election process • Trade union Finance

WORKER’S PARTICIPATION IN MANAGEMENT

Participation refers to-

• the mental and emotional involvement of a person in a group situation

• Which encourage him to contribute to group goals and share responsibility of achieving them.

(- Keith Davis)

Contd.Objectives of WPM •Economic objectives: increasing productivity of labor by improving labor

between employer and labor.

•Social Objectives: to ensure human dignity and to get the

workers a respectable status in society.

•Psychological objectives: change in the attitude of workers.

Method of workers participation in management

•Participation at the Board level •Participation through Ownership •Works Committees ( shop level )

Suggestion  Schemes TQM

•Financial Participation •Joint council and committees

Contd.

CANTEEN FACILITES

•Outsourced▫Private catering service

•Investment- ▫Approx:13 lakhs

•Coupon System•Complaint register

SPECILIZATION FIELDCORPORATE SOCIAL RESPONSIBILITY

Contd.CSR :

"Corporate Social Responsibility is the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as of the local community and society

at large"

• OBJECTIVES OF CSR

• VILLAGES ADOPTED▫OLD SUNABEDA, JADUGUDA, MALUGUDA, KAKIGAM,

JANIGUDA, SANABADI GRM, CHIKAPARA,DUMRIPUT

• RECENT STEPS TAKEN ON CSR

CONCLUSION

• Disciplined Organization

• Good co-ordination among employees

• Quality assurance In Product

• Elaborate & implement the plans properly

SUGGESTIONS•Adopt modern management system

•HR initiatives should be taken properly

•Better implementation of performance

appraisal & knowledge management

•Training programmes related to

development of soft skills should be

provided to the employees