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A RESEARCH REPORT

ON

STUDY OF HR PRACTICES & PROCESS OF

PERFORMANCE APPRAISALWith special reference to

ADITYA BIRLA GROUP

SUBMIT TO: SUBMITTED BY

Mrs. Shweta Singh Gaurav Kumar

Srivastava

(Director) BBA 6th Sem

Roll No. : 13360003

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TABLE OF CONTENTS

CHAPTER NO. TITLES PAGE NO.1 Acknowledgement

2 Executive Summary3 Company Profile

4 Organizational Chart

5 Introduction

About the project

Recruitment

Selection

Performance Appraisal

Training & Development

Talent Management

Job Analysis

Organizational Structure

Human Resource Information system

Company Philosophy

Exit Interviews

7 Learnings

8 Observations & Findings

9 Recommendations

10 Nomenclatures and Abbreviations

11 Limitations & Bibliography

Acknowledgement

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It is not possible to prepare a project report without the assistance & encouragement

of other people. This one is certainly no exception.

On the very outset of this report, I would like to extend my sincere & heartfelt

obligation towards all the personages. Without their active guidance, help,

cooperation & encouragement, I would not have made headway in the project.

I would like to express my sincere thanks to everyone who has continuously guided

me & supported in all the tasks by giving me valuable insight into issues like the

meaning of HR practices, its uses, objectives and tools as well as steps to be

considered in developing and studying an organizational structure.

(GAURAV KUMAR SRIVASTAVA)

Executive Summary

The importance of personnel management is being increasingly realized in industrial

and non-industrial organization both in India and abroad. The realization has come

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about because of increasing complexity of the task of managers and administrators.

In most organizations the problems of getting the competent and relevant people,

retaining them, keeping up their motivation and morale, and helping them to both

continuously grow and contribute their best to the organizations, are now viewed as

the most critical problems.

So with this reference the project titled Study of HR practices & process of

Performance Appraisal has been conducted, based on the primary research in

Ultratech Cement Limited, RMC Division has been prepared to get a better insight

into the management practices adopted by UTCL with reference to HR Policies

prepared by the HR department in organization.

With reference to the HR Practices brief knowledge has been gained how the

Recruitment cyclefunctions, Selection done, Training Calendar prepared, what does

compensation & cost tocompany means and the steps of performance appraisal

Company Profile

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Aditya Birla Group is India's first truly multinational corporation. The group has an

annual turnover of US$ 24 billion and has over 1,00,000 employees belonging to

over 25 different nationalities on its rolls.

Aditya Birla Group has its presence in 20 countries

India, Thailand, Laos, Indonesia, Philippines, Egypt, Canada, Australia, China, USA,

UK, Germany, Hungary, Brazil, Italy, France, Luxembourg, Switzerland, Malaysia

and Korea.

Globally the Aditya Birla Group is:

A metals powerhouse, among the worlds most cost-efficient aluminium and copper

producers. Hindalco, from its fold, is a Fortune 500 Company. It is also the largest

aluminium rolling company and one of the 3 biggest producers of primary aluminum

in Asia.

In India

A premier branded garments player.

The 2nd largest player in viscose filament yarn.

The 2nd largest in the Chlor-alkali sector.

Among the top 5 mobile telephony companies.

Hindalco

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It has established been in 1958, Hindalco deals in Aluminium and Copper and is an

industry leader in both. Hindalco is the world's largest aluminium rolling company

and one of the biggest producers of primary aluminium in Asia. Its copper smelter is

today the world's largest custom smelter at a single location. In 2007, Hindalco

acquired Novelis and in the process became the Worlds largest aluminium rolling

company and one of the biggest producers of primary aluminium in Asia, as well as

India's leading copper producer.

Aditya Birla Nuvo

Aditya Birla Nuvo is a diversified business conglomerate with interests in viscose

filament yarn (VFY), carbon black, branded garments, fertilizers, textiles and

insulators.

Aditya Birla Nuvo, through its subsidiaries and joint ventures has made forays into

life insurance, telecom, business process outsourcing (BPO), IT services, asset

management and other financial services.

Ultra Tech Cement

The Groups cement business is under both Grasim and UltraTech cement. Together

the two companies under the group account for a substantial share of the cement

market in India.

UltraTech cement comprises the erstwhile cement business of L&T which was

acquired by the group. Ultra Tech Cement manufactures and markets Ordinary

Portland Cement, Portland Blast Furnace Slag Cement and Portland Pozzolana

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Cement. It is the country's largest exporter of cement clinker. Its export market

includes countries around the Indian Ocean, Africa, Europe and the Middle East.

Grasim Industries Limited is the flagship company of Aditya Birla Group. Grasim

itself is a multi-product company with cement being the major area of focus. Now a

day the cement division of the Grasim industries Limited works under the banner of

the Ultratech Cement limited (UTCL). In August 1998, Grasim acquired the well-

known Dharani Cements Ltd situated at Reddipalayam, Perambalur District. Soon

after the acquisition, Grasim embarked on a most prestigious project of one million

top capacity cement plant at the existing locations.

Ready Mix Concrete

Concrete is a hardened building material created by combining a binder i.e. cement

(commonly Portland cement), aggregate (generally gravel and sand), water and

admixtures. Although people commonly use the word cement as a synonym for

concrete, it is only one of several components in modern concrete. As concrete dries,

it acquires a stone-like consistency that makes it ideal for constructing roads, bridges,

water supply and sewage systems, factories, airports, railroads, waterways, mass

transit system.

Concrete is used more than any other man made material on the planet. It was in

1824, when Joseph Aspdin and Isaac Charles Johnson refined synthetic cement that

Portland cement came into existence. However, it was not widely used until World

War II, when several large docks and bridges were constructed.

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Today, different types of concrete are categorized according to their method of

installation. Ready or pre-mixed concrete is batched and mixed at a central plant

before it is delivered to a site. This type of concrete is sometimes transported in an

agitator truck and is also known as transit-mixed concrete. Shrink-mixed concrete is

partially mixed at the central plant and its mixing is then completed en route to the

site.

The secret of good concrete lies in the degree of quality control and technical

parameters of the mix. UltraTech, the Aditya Birla Group Company, which makes

good concrete better, maintains a high level of precision in its quality assurance

procedures and produces world-class concrete that comes in a package of highly

reliable durability, strength and performance.

The making of concrete is a science as well as an art. Science because the right

proportions of all the ingredients as per the standard Bureau of Indian Standards

(BIS) code assures the desired strength and durability. And an art because it is not

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just the accurate proportioning which determines the quality of concrete, but the way

it is mixed, placed, compacted, cured and protected also play a great role.

UltraTech Concrete makes good concrete better because the company takes extra

care to make sure it is perfect both ways proportion wise and handling wise. To

ensure quality, each and every sample of concrete passes through stringent tests in

fresh and hardened state to ensure strength, durability and performance.

How does UltraTech Concrete make good concrete better?

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Right from selecting the raw materials to batching and mixing, transportation, placing

of concrete till testing of concrete UltraTech ensures flawless operation in every

stage. Clearly, it's all about putting together the right ingredients for that perfect

recipe.

Cement

Fresh cement, protected from weathering conditions and influence of external

environment such as air, moisture etc., is an important ingredient of concrete.

UltraTech Concrete plant uses fresh cement directly procured from the cement plants

through cement bulkers, which in turn pump it directly into the concrete silos thus

protecting it from the external environment.

Coarse aggregates

Free from clay, weeds and other organic materials, cubical or rounded with a

combination of different sizes and not elongated or flaky ensure proper strength of

the concrete and make it non-porous. These coarse aggregates are a vital ingredient of

good concrete. UltraTech Concrete directly sources the aggregates from selected and

approved suppliers, tested as per BIS for size, shape, gradation, impact value and

crushing value etc.

Fine aggregate

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Sand, the fine aggregate used in concrete must be free from silt, clay, salts and

organic materials to prevent shrinkage cracks, which affect the concrete quality and

durability.

UltraTech Concrete directly purchases sand from selected and approved suppliers

tested for moisture content. To maintain the correct water-cement ratio, UltraTech

Concrete plants use moisture sensors and an automatic water correction procedure.

Water

Potable water, free from impurities such as oil, alkalies, acids, salts, sugar and

organic materials is ideal for concrete. UltraTech Concrete uses water tested at

frequent intervals and uses water purifiers whenever necessary.

Admixture

Admixtures used in concrete during mixing ensure its workability (the ease of placing

of concrete in moulds) and the setting time is carefully chosen from reputed

companies. The workability is measured for every batch through the slump cone and

is controlled using a scientific method of dosing. UltraTech Concrete is equipped

with computerized batching and mixing plants to strictly monitor the quality of the

concrete. It uses a computerized recipe for the raw mix design (cement: sand: coarse

aggregate: water: admixture) and quantities of raw materials are weighed

automatically as per the design mix. The water-cement ratio, very important to satisfy

the strength and durability criteria of concrete, is pre-designed through a scientific

mix design as per the BIS standards and kept constant throughout to maintain the

consistency in quality for a particular mix. Mixing is generally done through high

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efficiency pan mixers (machine mixers / turbo mixer) to ensure uniform and

consistent quality concrete.

Transportation

The transport of concrete from its place of mixing to the delivery point is very

critical, as there is possibility of the concrete drying out and losing its workability

and plasticity.

UltraTech Concrete transports concrete from its ready mix concrete plants to the site

through transit mixers. Further, the concrete is pumped to the actual point of

concreting using high efficiency concrete pumps, thus maintaining the homogeneity

of the concrete throughout the transit till the final deposition. Placing the concrete is

expedited scientifically by specialized delivery trucks. Qualified and experienced

engineers monitor the entire operation.

It is anchored by an extraordinary force of 100,000 employees, belonging to 25

different nationalities. In India, the Group has been adjudged The Best Employer

in India and among the top 20 in Asiaby the Hewitt-Economic Times and Wall

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Street Journal Study 2007. Over 50per cent of its revenues flow from its overseas

operations

Beyond business the Adity Birla Group is:

Working in 3,700 villages

Reaching out to seven million people annually through the Aditya Birla Centre for

Community Initiatives and Rural Development, spearheaded by Mrs. Rajashree Birla

Focusing on: health care, education, sustainable livelihood, infrastructure and

espousing social cause. .

About Ultratech Cement Ltd.

Ultratech Cement Ltd is having its own vision, mission and values.

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Vision of the company:

To be a premium global conglomerate with a clear focus on each business.

Mission of the company:

To deliver superior value to the customers, shareholders, employees and society at

large.

Values of the company:

People contribute when they relate to an organization and they relate, when they

understand the organization. People understand an organization through its values by

experiencing the culture that values create and by using the systems and processes

that values define. In large organizations, such shared understanding cannot be

created through leadership of individuals alone; it requires leadership of principles, of

beliefs, of conviction. Integrity, Commitment, Passion, Seamlessness, Speed.

These together constitute what they call theirValue.

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Organizational Chart

RMC Central

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RMC HR

Introduction

HR PRACTICES

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The success of any business depends as much on appropriate, effective, well-

communicated, HR and business practices as it depends on meeting the requirements

of mandated laws and regulations. In fact, good planning and the development of

effective practices make regulatory compliance much easier.

HR practices helps in increasing the productivity and quality, and to gain the

competitive advantage of a workforce strategically aligned with the organizations

goals and objectives.

KPI's For HR PRACTICES

Some of the key performance indicators for Human Resources include but are not

limited to the following.

Employees clarity on HR policies

Employees clarity on roles, responsibilities and expectations

Development of qualitative staff

Number of HR issues arising for which there are no clear policies and guidelines

Competitiveness of compensation structure relative to industry benchmark

Usefulness and accuracy of compensation survey

Lead time to respond to staff welfare issues

Employees assessment of promotion criteria and process (clarity, fairness)

Measurement of HR policy violation

Average time required to fill vacancies

Proportion of training programs resulting in productivity improvement

Staff attrition rate

Understanding / Clarity of the Organizational philosophy

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Outline internal capabilities and identify gaps on skills-competencies-behavioral

aspects

Prepare HR strategic Objectives and bring in clarity as to how the HR strategy

supports the organizational strategy

Develop KPI's for each of the strategic objectives.

Track and measure performance

Human Resources Best Practices

The best practices in the management of human resources are the ones whichoptimize a workforce so that it can not only get work done, but also ensure a greater

level of efficiency, timeliness and quality as it accomplishes increases productivity

overall.

Hence the job of the best practices human resources firm is to make sure that these

benefits and pay scales meet the companys budget while remaining attractive and

competitive enough to pull in the very best talent possible. We should know that

these figures put the company in a good light while also presenting themselves as

engaging and competitive for companys recruitment efforts.

Objective of HR Practices:-

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The main objective of HR Practices is to differentiate the organization from its

competitors by effective and efficient HR Practices. By following this, the

organization does its whole work process. The objective of HR Practices is to

increase productivity and quality, and to gain the competitive advantage of a

workforce strategically aligned with the organizations goals and objectives.

As The Transparent HR practices can reduce attrition, because-

Transparent HR practices ensure continuous business growth in every

organization.

It gives the suitable working environment to the employees.

The success of company motivates the employees of organization to continue

relationship with it. As all the employees Perks chart has been mentioned

according to their designation in the HR practices, it helps the employees to

know what their perks charts are. So it creates a transparency.

Objective of the Project

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As we know the whole function of HR department depends upon the HR Practices of

the organization. The HR management is done according to the HR Practices of the

company. Which things to be done and which things should not be done depend upon

this only. It also helps the organization to achieve the target of the organization.

The HR policies of the organization have been mentioned in the HR Practices. All the

rules & regulations for the employees have been also mentioned in this. All the

welfare of the employees processes is also mentioned in this.

So the study of the HR Practices means basically the brief study of all HR functions

in the organization. I believe the HR Practices is a vital part of an organization, which

helps the organization to achieve the goal of the organization.

All companies are having their HR Practices but the company who is having the best,

is the most successful company among its competitors. So the company can get

success within its competitors by applying best, effective HR Practices.

The main objective of the project is

To understand the HR practices followed & Process of Performance Appraisal.

To know what are the uses of HR practices for any organization.

How these HR Practices help any organization to know its stand in the market

and to be competitive by implementing good HR Practices for their employees.

To understand how the organization would achieve its goals by implementing

good HR Practices.

To understand the work culture of the organization.

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HR function is very important in every organization. It helps the organization to

manage not only the people of the organization but to manage all the working

processes in it also. HR is management function that helps managers to recruit, select,

train and develop members for an organization. Obviously HR is concerned with the

peoples dimensions in organizations. HR refers to set of programs, functions, and

activities designed and carried out.

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HR practices of ULTRATECH Cement Ltd (RMC Division)

Effective and Efficient HR practices are very much important for every organization.

So, UTCL has also its HR Practices, which helps it a lot to achieve the targets.

Human Resource Management initiatives in any Organization endeavor to change,

redefine, revisit, renew, reinvent, revitalize & restructure the Organization

architecture. This is effectively done with the help of alignment & integration of HR

policies & strategies with business goal & objectives.

Definition of HRM

HRM is concerned with the people dimensions in management. Since every

organization is made up of people, acquiring their services, developing their skills,

motivating them to higher levels of performance and ensuring that they continue to

maintain their commitment to the organization are essential for achievingorganizational objectives.

HRM is planning, organizing, directing and controlling of the procurement,

development, compensation, integration, maintenance and separation of human

resources to the end so that individual, organizational and social objectives are

accomplished.

The HR practices of Ultratech Cement Ltd (RMC Division) are as follows:

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1. Recruitment and Selection:

RECRUITMET

It is a process to discover the sources of manpower to meet the requirements of the

staffing schedules and to employ the effective measures for attracting that manpower

in adequate numbers to facilitate effective selection of an efficient workforce.

Edwin B. Flippo has defined it as the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.

OBJECTIVES OF RECRUITMENT

To attract people with multi-dimensional skills and experiences that suti the present

and future organizational strategies,

To infuse fresh blood at all levels of the organization, To develop an organisational culture that attracts competent people to the company,

To search for talent globally and not just within the company,

To design entry pay that competes on quality but not on quantum,

To anticipate and find people for positions that do not exists yet.

PROCESS

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Finding out the requirement (hiring vs. exit), upcoming vacancies, kind of

employees needed.

Developing suitable techniques to attract suitable candidates.

Stimulating as many candidates as possible.

FACTORS affecting RECRUITMENT

INTERNAL FACTORS EXTERNAL FACTORS

Employers brand Socio-economic factors

Companys pay package Supply & Demand factors

Quality of work life Employment Rate

Organization culture Labour market conditions

Career planning & growth Political, Legal, Governmental

Factors

Companys size

Companys products, services

Role of trade unions

Cost of recruitment

Companys name & fame

SOURCES OF RECRUITMENT

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INTERNAL SOURCES EXTERNAL SOURCES

Present employees Campus Recruitment

Retired employees Private employment consultant

Dependent of present Data Banks

Employee Referrals Casual Applicants

Trade Unions

Walk-ins

Head Hunting

Mergers & Acquisitions

E-Recruitment

It helps in translating Business Strategy into people requirements. A combination of

internal recruitment, campus recruitment, and executive search is leveraged to meet

up to the changing needs of the organization

In todays rapidly changing business environment, organizations have to respond

quickly to requirements for people. Hence, it is important to have a well-defined

recruitment policy in place, which can be executed effectively to get the best fits for

the vacant positions. Selecting the wrong candidate or rejecting the right candidate

could turn out to be costly mistakes for the organization.

SELECTION

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It is one area where the interference of external factors is minimal. Hence the HR

department can use its discretion in framing its selection policy and using various

selection tools for the best result.

Recruitment of staff should be preceded by:

An analysis of the job to be done (i.e. an analytical study of the tasks to be performed

to determine their essential factors) written into a job description so that the selectors

know what physical and mental characteristics applicants must possess, what

qualities and attitudes are desirable and what characteristics are a decided

disadvantage.

Effectively, selection is 'buying' an employee (the price being the wage or salary

multiplied by probable years of service) hence bad buys can be very expensive. For

that reason some firms (and some firms for particular jobs) use external expert

consultants for recruitment and selection.

Equally some small organizations exist to 'head hunt', i.e. to attract staff with high

reputations from existing employers to the recruiting employer. However, the 'cost' of

poor selection is such that, even for the mundane day-to-day jobs, those who recruit

and select should be well trained to judge the suitability of applicants. Outsourcing is

also done through consultancies by mentioning the requirement, number and time.

Where the organization does its own printed advertising it is useful if it has some

identifying logo as its trade mark for rapid attraction and it must take care not to

offend the sex, race, etc. antidiscrimination legislation either directly or indirectly.

The form on which the applicant is to apply (personal appearance, letter of

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application, completion of a form) will vary according to the posts vacant and

numbers to be recruited.

Interviewing can be carried out by individuals (e.g. supervisor or departmental

manager), by panels of interviewers or in the form of sequential interviews by

different experts and can vary from a five minute 'chat' to a process of several days.

Ultimately personal skills in judgment are probably the most important.

Training in interviewing and in appraising candidates is clearly essential to good

recruitment.

Largely the former consists of teaching interviewers how to draw out the interviewee

and the latter how to rate the candidates. For consistency (and as an aid to checking

that) rating often consists of scoring candidates for experience, knowledge,

physical/mental capabilities, intellectual levels, motivation, prospective potential,

leadership abilities etc. (according to the needs of the post).

Application of the normal curve of distribution to scoring eliminates freak judgments.

The Recruitment Process of UTCL

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The recruitment process of UTCL Cement Ltd starts from the requirement of

different departments as per to the org chart. Then they tell to the HR Department.

HR Department takes the candidates from Data bank of company, Poornata etc, then

does the short-listing, then does the scheduling for the interview. After this the

selection and negotiation process occurs. Then offer letter is been given to the

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selected candidate. The employee then joins in the organization. Then the company

arranges the Induction Program for the employee. After this the recruitment process

ends with this.

The Chart of Recruitment & Selection Process has been given here.

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2. Performance Management System

It is a structured method of formally and objectively evaluating employees

performance with respect to their objectives. It addresses the issue of an employees

development by providing them with structured and in-depth analysis of strengths

and areas of improvement. It provides with input for annual increments, training and

development.

For an organization the aim should not be just to have the best people, but also to

retain them and get best out of them.

Employee Performance management includes planning work and setting

expectations, developing the capacity to perform, continuously monitoring

performance and evaluating it.

Most organizations focus on an annual evaluation process for employees and call that

Performance Management. However, annual evaluations are often subjective and can

lack specific measurements and supportive data to help the employee truly improve

their behavior.

Simply putting, a Performance Management System is essential to the success of any

organization because it influences the effort expended by employees, which in turn,

drives bottom-line business results. Furthermore, the Performance Management

System helps an organization identify, recruit, motivate, and retain key employees.

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An effective Performance Management System should achieve the following:

_ Review the employment cycle of every employee,

_ Beginning with the recruiting process,

_ Employee development,

_ Ending with effective exit interviews.

_ Employees knowledge, skills, and abilities with the organization's human capital

needs and business objectives.

_ Provide managers and employees with the tools necessary to focus on short-term

and long-term goals that contribute to both career and organizational success.

_ Support the organization in developing and sustaining a culture that recognizes and

rewards individual contributions and team performance.

_ Promote a work climate that requires employees to remain flexibly focused. For

instance, employees can manage current tasks and unit goals while keeping pace

with, and adapting to, change in the work environment.

HR Performance Management System can be performed in three steps:

Needs Analysis

Identifying Competencies

Development of effective Performance Management System.

PURPOSE

For Administration-

Document HR decisions with regards to performance & its related issues.

Determine promotion of employees.

Determine increment in pay of employees.

Determine transfer & change in job assignments.

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Determine retention or termination.

Decide on layoffs.

Decide need for training

Decide salary & related issues.

For Development-

Provide performance feedback to all concerned.

Identify individual skills, core competencies, strength & weaknesses.

Assist employees in setting goals.

Identify training needs.

Improve communication.

Method employed -

Rating & Contribution

Management by Objectives (MBO)-

Advanced by Peter F. Drucker, way back in 1954. During last decade about 50

organisations have adopted MBO in work settings.

MBO is a process whereby superior & subordinate managers of an organization

jointly identify its common goals, define each individuals major areas of

responsibilities in terms of results expected of him & use these measures of guides

for operating the unit & assessing the contribution of its members.

The MBO focuses attention on participatively set goals that are tangible, verifiable &

measurable.

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The superior & subordinates jointly determine goals to be considered during

appraisal period & what level of performance is necessary for subordinates to

satisfactorily achieve specific goals.

During performance appraisal period the superior & subordinates update & alter

goals as necessary due to changes in business environment.

If not achieved identify reasons for deviation.

System of Performance Appraisal

a) Establish Performance Standard.

b) Communicate standard & expectation to employees.

c) Measure actual performance, by following instructions.

d) Adjust actual performance due to environment influence.

e) Compare actual performance with set standards & find out deviations.

f) Suggest changes in job analysis & standards if necessary.

g) Follow up.

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PROBLEMS-

Rating biases

Halo effect

Error of central tendency.

Personal Prejudice.

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Mainly the performance management of UTCL is done by online system includes the

following basic processes

1. Annual goal setting

2. Mid year review

3. Annual performance review

1. Annual goal setting

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In the month of April/May every year, after the annual planning and

budgeting rounds, all teams identify their KRAs and goals for the

forthcoming financial year. This process occurs by offline.

Then the employees fill their goal setting document in the Poornata

system, listing the KRAs, Goals, Measurement Criteria, Assigning

Weightage and due date for completion of specific goals as already

discussed offline.

Then they notify the same to their manager/immediate supervisor and await

approval.

The manager recommends any changes if required or else approves the goals

set in the document.

The approval of the goals set by the managers completes the goal setting

process.

The approved documents will be then available to the employees as well as

their managers for the reference throughout the year. These documents can

also be viewed by managers manager (Reviewer) for their indirectsubordinates.

2. Mid Year Review:

Mid year review of goals set at the beginning of the financial year held on the

months of October/November every year.

The mid year review generally initiated by the manager.

The main focus of the mid year review is to check if the goals set at the

beginning of the year are relevant or if they need to be revised or updated.

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The mid year review is also an opportunity for the manager and his team

members to identify and discuss about any performance issues and initiate

corrective action for the same.

The mid year review does not entail any ratings.

3. Annual Performance review:

The annual performance reviews against goals set and achieved held during the

months of April-May every year.

The employee completes his self-review /appraisal against goals set, online in

the Poornata system and submits the same to his manager for review.

The manager then discuss the performance of the employee with him/her off-

line, give him feedback on his performance and capture his own comments and

performance ratings against goals and overall ratings in the managers

evaluation form.

The manager also discusses the employees performance as well as rating with

the managers manager (reviewer) and sends the document to the HR

department for further processing.

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3. Training and Development

The needs of individual are objectively identified & necessary interventions are

planned for identified groups, which get rolled out in a phased manner through

training calendar.

The training and development program is charted out to cover the number of trainees,

existing staff etc. The programs also cover the identification of resource personnel for

conducting development program, frequency of training and development programs

and budget allocation. Training and development programs can also be designed

depending upon job requirement and analysis. Selection of trainees is also facilitated

by job analysis.

The company has a strong focus on manpower training according to their

requirements. The internal training department aims at improving the skill sets

relevant to the work profile of employees.

This includes improving communication

Different skills

E-mail programming

Operation systems.

The design of the training program can be undertaken only when a clear training

objective has been produced. The training objective clears what goal has to be

achieved by the end of training program i.e. what the trainees are expected to be able

to do at the end of their training. Training objectives assist trainers to design the

training program.

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Training Design-

The trainer Before starting a training program, a trainer analyzes his technical,

interpersonal, judgmental skills in order to deliver quality content to trainers.

The trainees A good training design requires close scrutiny of the trainees and

their profiles.

Age, experience, needs and expectations of the trainees are some of the important

factors that affect training design.

Training climate A good training climate comprises of ambience, tone, feelings,

positive perception for training program, etc.

Trainees learning style The learning style, age, experience, educational

background of trainees must be kept in mind in order to get the right pitch to the

design of the program.

Training strategies Once the training objective has been identified, the trainer

translates it into specific training areas and modules. The trainer prepares the priority

list of about what must be included, what could be included.

Training topics After formulating a strategy, trainer decides upon the content to be

delivered. Trainers break the content into headings, topics and ad modules. These

topics and modules are then classified into information, knowledge, skills, and

attitudes.

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Sequence the contents Contents are then sequenced in a following manner:

From simple to complex

Topics are arranged in terms of their relative importance

From known to unknown

From specific to general

Dependent relationship

Training tactics Once the objectives and the strategy of the training program

becomes clear, trainer comes in the position to select most appropriate tactics or

methods or techniques. The method selection depends on the following factors:

Trainees background

Time allocated

Style preference of trainer

Level of competence of trainer

Availability of facilities and resources, etc

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Improve performance

Training & Development is any attempt to improve current or future employee

performance by increasing an employees ability to perform through learning, usually

by changing the employees attitude or increasing his or her skills and knowledge.

MEANING OF TRAINING & DEVELOPMENT ACCORDING TO

UTCL: -

The need for Training and Development is determined by the employees

performance deficiency, computed as follows.

Training & Development Need = Standard Performance Actual Performance

Training: Training refers to the process of imparting specific skills. An employee

undergoing training is presumed to have had some formal education. No training

program is complete without an element of education. Hence we can say that

Training is offered to operatives.

Development: Development means those learning opportunities designed to help

employees to grow. Development is not primarily skills oriented. Instead it provides

the general knowledge and attitudes, which will be helpful to employers in higherpositions. Efforts towards development often depend on personal drive and ambition.

Development activities such as those supplied by management development

programs are generally voluntary in nature. Development provides knowledge about

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business environment, management principles and techniques, human relations,

specific industry analysis and the like is useful for better management of a company.

The Training Inputs are

Skills

Education

Development

Ethics

Problem Solving Skills

Decision Making

Attitudinal Changes

Importance of Training & Development

Helps remove performance deficiencies in employees

Greater stability, flexibility and capacity for growth in an organization

Accidents, scraps and damages to machinery can be avoided

Serves as effective source of recruitment

It is an investment in HR with a promise of better returns in future

Reduces dissatisfaction, absenteeism, complaints and turnover of employees

Needs of Training

Individual level

Diagnosis of present problems and future challenges

Improve individual performance or fix up performance deficiency

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Improve skills or knowledge or any other problem

To anticipate future skill-needs and prepare employee to handle more challenging

tasks

To prepare for possible job transfers

Training given on

Safety aspects

Behavorial aspects

Technical aspects

Communication skills

Identification of Training Needs (Methods)

Individual Training Needs Identification

1. Performance Appraisals

2. Interviews

3. Questionnaires

4. Attitude Surveys

5. Training Progress Feedback

6. Work Sampling

7. Rating Scales

Group Level Training Needs Identification

1. Organizational Goals and Objectives

2. Personnel / Skills Inventories

3. Organizational Climate Indices

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4. Efficiency Indices

5. Exit Interviews

6. MBO / Work Planning Systems

7. Quality Circles

8. Customer Satisfaction Survey

9. Analysis of Current and Anticipated Changes

Benefits of Training Needs Identification

1. Trainers can be informed about the broader needs in advance

2. Trainers Perception Gaps can be reduced between employees and their supervisors

3. Trainers can design course inputs closer to the specific needs of the participants

4. Diagnosis of causes of performance deficiencies can be done.

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5. Talent Management

It is a holistic and systematic process, across the group. It is built on the work done so

far on people processes, and has a Talent Identification and Talent Development

Strategy for all the 3 levels of management i.e. Senior, Middle & Junior

Management. This is facilitated by Development Assessment Center followed by

Individual Development Plan, enabling planned succession and career management.

The talent management process includes HR process for

Recruitment,

Performance,

Compensation,

Succession planning,

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Learning and other capabilities around self-service,

Analytics

Reporting.

With businesses going global and competition becoming intense, there is mounting

pressure on organizations to deliver more and better than before. Organizations

therefore need to be able to develop and deploy people who can articulate the passion

and vision of the organization and make teams with the energy to perform at much

higher levels.

Talent management is a key business process and like any business process takes

inputs and generates output.

Talent management is a professional term that gained popularity in the late 1990s. It

refers to the process of developing and fostering new workers through on boarding,

developing and keeping current workers and attracting highly skilled workers to work

for your company. Talent management in this context does not refer to the

management of entertainers.

Companies that are engaged in talent management (human capital management) are

strategic and deliberate in how they source, attract, select, train, develop, promote,

and move employees through the organization. This term also incorporates how

companies drive performance at the individual level (performance management).

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The term talent management means different things to different people.

To some it is about the management of high-worth individuals or the talented.

To others it is about how talent is managed generally - i.e. on the assumption that all

people have talent which should be identified and liberated.

Talent management decisions are often driven by a set of organizational core

competencies as well as position-specific competencies. The competency set may

include knowledge, skills, experience, and personal traits (demonstrated through

defined behaviors)

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6. Job Analysis & Evaluation

It is broadly categorized in two parts. Job Analysis is a process to understand the job,

identify and disaggregate the activities, competencies and accountabilities associated

with the job. It defines and clusters the task required to perform the job. It also

clarifies boundaries between jobs. The output of Job Analysis exercise is referred to

as job description.

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STEPS

(Process of Collecting Information)

Job Analysis is a process of studying and collecting information relating to

operations and responsibilities of a specific job. The immediate products of this

analysis are Job Description and Job Specifications.

(Systematic Exploration of Activities)

Job Analysis is a systematic exploration of activities within a job. It is a basic

technical procedure that is used to define duties and responsibilities and

accountabilities of the job.

( Identifying Job Requirements)

Job is a collection of tasks that can be performed by a single employee to contribute

to the production of some product or service, provided by the organization. Each job

has certain ability requirements (as well as certain rewards) associated with it. JobAnalysis is a process used to identify these requirements.

Each job is a unique description of a role that a person can hold in an organization or

required to be performed for the business benefit of that organization. When jobs are

created, their tasks and requirements are taken into consideration.

Jobs are used in the following components:

Job and Position Description

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Shift Planning

Personnel Cost Planning

Career and Succession Planning

Note:

Job descriptions should be as general as possible and as detailed as necessary.

JOBS

Jobs are general classifications of tasks performed by employees. Examples:

Head of Department

Buyer

Secretary

Positions

Positions are the concrete representation of jobs. They are held by individuals at your

enterprise.

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Positions are specific to your enterprise

More than one position can be based on the same job

Each position typically represents one employee, but may be partially filled by

more than one

Once you have created a job, define the number of positions required the

enterprise.

Jobs are not staffed by employees. That is the role of positions. If more than

one person must perform jobs, more than one position must be created to meet

this requirement.

A position inherits the jobs tasks, and can also be assigned its own additional

tasks.

Positions can be 100% staffed, partially staffed, or vacant.

When we define a position as vacant, the system prompts us to define the

period for which the position will be vacant There will be a central authority

that will be designated to declare vacancies and make them available for

Recruitment (both internal and external). Positions can fall vacant due to

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reassignment or Separation as well. Such positions become unoccupied

and not vacant. Vacancy is thus a declared feature for a position.

A chief position is a position designated as the leader of a particular

organizational unit.

By matching the requirements of a position and the qualifications of the

employees, we will be able to do career planning for employees and succession

planning for positions.

A profile matching reports can also be run to review the results of how an

existing employee or an applicant fares against the requirements of a position.

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6. Organizational Structure

Using the basic object types constructs of relationships is built to mirror the

business edifices and processes. By assigning object characteristics, validations,

requirements etc, we can capture complex organizational realities with relative ease.

Process Flow:

Before creating all of the other necessary objects and relationships, the user must

first create a root organizational unit. Once one organizational unit has been created,

it is recommended to create the appropriate organizational units below it.

Jobs may be created after an organizational unit exists in the model.

You can assign cost centers to organizational units and Positions.

Inputs:

Organization chart

Root org unit

Additional Org units

Jobs if Required

Positions

Details to where the positions need to be mapped.

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Position Details like Position Type, Position Sub Type, Department, and Sub

department.

Every organization has its organizational structure. According to this every employee

has some specific work. The work also depends upon their levels. As per their levels

in different departments they will have to do their work.

In RMC business, there are different departments so as to organize the work

efficiently and effectively. These are:

HR

Marketing

Technical

Commercial and Accounts

IT

Key Accounts

CRM

Quality

As for different departments different works has been specified for the different

levels of people. It helps them to perform their work, which has been specified to

him. For similar jobs also the work of the employees has been structured properly, to

avoid the repetition of the work with the other employees. It helps in decrease the

overlapping of the work.

To manage the different levels of work the employees have been separated in to

different designations and different depts. According to their area of specialization.

The designations which have been given to the employees are based on the skills they

have, grades, knowledge, varying experiences. These designations have been

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specified as per the standard HR Practices of the organizations, so as to make the

organization different from other organizations.

In this way the organization stands in a better position than its competitors in the

competitive business.

The different designations given to the employees in UTCL (RMC Division) are

given in the following table.

Designation (s)

Jt. President /Jt. Exc. President

Sr. Vice PresidentVice President

Asst. Vice President

Sr. General Manager / General Manager

Dy. General Manager

Sr. Manager

Manager

Dy. Manager

Asst. Manager

Sr. Engr. /Sr. OfficerEngineer / Officer

Asst. Engr. / Asst. Officer

Jr. Engr. /Jr. Officer

Sr. Supervisor

Supervisor

Support Staff

7. Human Resource Information System

POORNATA, an ERP (People soft) implementation of Human Resource practices

has been introduced in UTCL to elevate HR processes to world class levels and

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standardize them across Units and Businesses. This has resulted in single integrated

HR-ERP for all management cadre employees of the group. These automated HR

Processes will also aid in faster, efficient, timely and accurate data availability to

Management for decision-making.

UTCLs People Soft Enterprise Performance Management (EPM) enables it to

achieve world-class performance by aligning the right information and resources to

strategic objectives. People Soft

EPM offers performance management solutions for every budget and every phase of

the management cycle, helping its managers to formulate strategies for profitable

growth, align strategies with operational plans, and actively monitor day-to-day

operations.

Poornata helps a lot in the different works of the organization. It helps in the

following ways

It helps in entry of all the database of all the employees.

It reduces time to note all the databases of the employees.

It reduces different mistakes or errors while maintaining the databases

It helps in doing performance appraisal of the employees.

It also helps in doing the data updation of the employees.

It helps in recruitment and selection of the employees

It reduces the time of the work

It also reduces the no of employees for maintaining the database.

It helps in maintaining the job description of employees.

It records the compensation details for the employee.

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Poornata also helps the employees in this way, Once the data of an employee

entered in to Poornata (ERP), the employee gets a Poornata ID, which helps the

employees to know about the different policies of Organization.

They can know these policies directly from the ERP system.

As it done only through Online, there is no delay in getting different

informations.

It also helps them to do the reporting to the concerned person.

They can also fill their problems which they face during their work and send to

their departments.

In this way Poornata helps not only the managers but the employees also.

Poornata (ERP) helps UTCL in the following ways

Poornata helps in performing day to day roles.

Introduction Poornata helps in creating and updating of the positions of the

employees. Each position will correspond to specific vacancy in the organization,

have a specific headcount defined for it and is also tied to the following specific

attributes:

Business unit

Department

Company

Job code

Location

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Regulatory Region

Job Function

Reporting to position (The position to which this particular position reports to)

Career stages

Every time one or more of the above attributes change, the same have to be updated

for the position, or a new position may need to be created corresponding to the new

combination of the attributes.

Any individual who occupies a position will inherit the above-mentioned attributes of

the position.

A position is thus specific and particular opening in the organization, as opposed to

job codes, which are more generic in nature. Job codes reflect the job points of the

jobs across the organization, whereas a position number reflects a specific job

description in the organization.

Poornata helps and gives hints and warns the user the important information he

must know about the Poornata system.

It provides the additional information to assist the user & provide key information.

It also tells the frequently asked questions with respect to hiring employees.

It also shows the common error and warning messages that the user may get at the

time of hiring.

It needs the information about regarding these:

Employee ID, Position Number, Job codes (the job points of the employee),

Company (The legal entity to which an employee /department is attached.), The

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Business unit to which the employee belongs to, Location (i.e. where the employee

works), Department etc.

Following are the steps that will be used to maintain positions and department

budgets

Creating new positions

Updating the information for existing positions as and whenrequired

1. Creating a new position

A position corresponds to a specific vacancy in the organization. Hence a position

should be created in Poornata, only when a new vacancy has arisen in the

organization, and the approval for the same has been obtained offline.

Only after the offline approval has been obtained, should the position be created in

the system, i.e. only pre-approved positions should be entered in to the system.

2. Updating the information for existing positions

From time to time the user should update the information for an existing position.

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Typical situations are when:

The position attributes or the approved max headcount for the position has changed.

The position no longer exists.

Organizational Restructuring.

Direct Hire Process:

It helps in doing the directly hiring an employee by Poornata system.

Introduction

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The direct hiring process involves an employee being directly added to the Poornata

system that is the situation where his information doesnt exits as applicant in the

Poornata system.

An employee on joining the group would fill up the joining check list and the related

forms as per the unit policy. The HR administrator would then hire him into the

system by capturing his relevant information with respect to his personal job

compensation, qualifications and dependents information.

The hire action will be used to capture the event of the employees joining the

organization. There can be either of two reasons for hire:

Joining the ABG: This will reflect the situation where an employee joins a unit of

the ABG group directly.

Joining the acquired company: This will reflect the situation where an employee

had joined an organization, which was subsequently acquired by ABG.

Going forward the action of joining the acquired company will be used to enter the

data of those employees from the non management cadre moving into the

management cadre who had originally joined a company that was acquired by ABG.

The following information would be captured at the time of hiring the employee.

Personal information Name, address, NIN, DOB, gender marital status, religion /

caste.

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Job related information related to hiring, his position a related details.

Compensation information with respect to the break of his CTC

Recording personal actions for an employee Introduction: Post hiring as the

employee moves through the organization, there would be various kinds of updation

in the employee data. Broadly the processes that an employee could move through in

the course of his life cycle in the organization comprise:

Probation, followed by confirmation.

Promotion

Pay rate change

Transfer

Resignation

Termination

Separation /Retirement

8. Compensation Philosophy of the company-

It is an outcome of what the Organization would like to pay for, which is determined

by external and internal factors. All the processes are aligned to reinforce the

philosophy. The company views compensation not only as something that reflects on

the pay slip or in the CTC (Cost To Company) but also they are concerned about

overall employee well being though they may not put any monetary value on items

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like Scholarships, Club membership, Retirement benefit, Health and Accident

coverage.

The Groups approach towards various aspects of compensation focuses on:

Pay for performance (Variable Pay)

Rewards stretch performance which is linked to business, team and individual

results

Compensation increase

Pay for the job

Internal equity based on contribution to the organization

External benchmarking

Relevant industry segment and people market

Parameters beyond compensation: head count/ level/ reporting

Individual profile and performance

To be market aware, not blindly follow market practices

Compensation structure

Tax efficient but compliant

Common perk structure but varying amount

Three major terms used in the companys compensation:

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1. Fixed Cost: It is the fixed component of the salary that is committed to an

employee and is paid on monthly / annual basis. This includes base salary, all perks

and reimbursements and retrials such as PF, Gratuity and Superannuation.

2. Variable Pay: This is the variable component, payout of which is contingent on

Business, Unit/Zone and Individual performance. Targets for the year will be fixed

and communicated at the beginning of every performance year

3. Cost to Company: This is a sum of Fixed Cost and Variable Pay. CTC is decided

based on designation, qualification and experience. Basic is around 42% of fixed cost

without housing. Perks and allowances are fixed as per the designations. Variable pay

based on job band is payable at 18%, 15% and 12% of fixed cost without housing.

Balance amount is paid as special allowance.

9. EXIT INTERVIEWS

An exit interview is simply a conversation between a departing employee (who is

leaving the company either voluntarily or involuntarily) and a representative from the

organization. The interview can follow a structured format or be conducted on an

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informal basis; written questionnaires can even be used in place of a face-to-face

meeting. Whichever format is used, exit interviews are generally documented.

Traditionally, exit interviews are conducted with employees leaving an organization.

The purpose of the interview is to provide feedback on why employees are leaving,

what they liked or didnt like about their employment and what areas of the

organization they feel need improvement. Exit interviews are one of the most widely

used methods of gathering employee feedback, along with employee satisfaction

surveys.

Benefits of Exit Interview

Exit interviews can be a win-win situation for both the organization and the leaver.

The organization gets to retain a portion of the leavers knowledge and make it

available to others, while the leaver gets to articulate their unique contributions to the

organization and to leave their mark.

Exit interviews offer a fleeting opportunity to find out information that otherwise

might be more difficult or impossible to obtain. The exit interview is an important

learning tool for employers.

When properly conducted, the interview provides the employer with the opportunity

to:

Discuss and clarify the reasons for the termination

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Clarify pay and benefits issues (e.g., receipt of the last paycheck, the amount of

unused vacation, conversion or continuation of benefits, terms of a severance

package, unemployment insurance, etc.)

Explain company policies relating to departing employees (e.g., trade secret

confidentiality, restrictive covenants or non-compete agreements, the possibility of

future re-employment, freelance or contract work, the provision of references to

prospective employers, etc.)

Ensure the return of keys, security cards, and company property

Obtain information about improper or questionable management practices

connected with the employee's termination

Obtain information about a supervisor's management skills

Obtain information about how effectively a department operates

Obtain feedback about employees' opinions and attitudes about the company

Resolve or defuse any remaining disputes with the exiting employee

Protect itself against subsequent charges that the employee was forced to resign

(i.e., constructive discharge)

UTCL is doing this interview. Because it knows Learn of potential changes in

policies and practices that may make the company more competitive (e.g.,

compensation and benefits packages, flexible work arrangements).

EXPOSURE TO OTHER KEY HR OPERATIONS

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Approval of loans.

Expense related issues.

Clearance certificates.

Local conveyance.

Exit interview form.

Application form.

Joining formalities.

Making joining letters.

Maintaining personal files with updated details.

Verifying Mediclaims.

COMPARISON OF HR PRACTICES WITH THE MASLOWS

THEORY-

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MASLOWS NEED HIERACHY THEORY

Explanation:-

According to Maslow Human beings have wants & desires which can influence their

behavior. Only unsatisfied needs can influence behavior, satisfied needs do not act as

motivators. Since needs are many, they are arranged in the order of their importance,

or hierarchy from the basic to complex.

Physiological Needs -

The most basic, powerful & obvious of all human needs is the need for physical

survival. Included in this group are the needs for food, drink, sleep, protection from

extreme temperature etc. That means the basic needs.

In UTCL physiological needs are represented by_ Employees concern for salary

_ Basic working conditions.

_ E.g.-In workers level it is providing the basic needs (e.g. through wages), which are

required for them.

_It gives all hygienic factors to the workers (better working environment). Its also

providing uniforms & shoes, so that they will get satisfied at their working place and

get motivated to work efficiently.

_Its not only providing the physiological needs at working level but at employees

level also.

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Safety Needs-

Once physiological needs are met, another set of motives, called safety or security

needs, become motivators. The primary motivating force here is to ensure a

reasonable degree of continuity, order, structure, & predictability in ones

environment.

In UTCL security needs means the factors like

_ Job security,_ Salary increments,

_Safe working conditions etc.

It also satisfy the safety needs of employees include

_ Group insurance,

_ Provident fund, gratuity,

_ Safe working conditions,

_ Grievance procedure,

_ System of seniority to govern lay-off etc.

Its definitely provides job securities to its employees because once employee get in

to the organization, the chances of retrenchment is very less till the employee has not

done any thing misconduct. Because of these reasons employees can satisfy their

safety needs. That is the reason for low attrition in the organization.

Belonging & Love Needs -

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The belonging & Love needs constitute the third level in the hierarchy of needs.

These needs arise when physiological & safety needs are satisfied.

In UTCL the work groups are very co-operative.

_ There present the peer acceptance,

_ Professional friendship &

_ Friendly supervision in the organization.

_ Here the managers also encourage informal group.

So there is completely a friendly working environment.

Thats why employees are very friendly.

Self-Esteem Needs-

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Next in Maslows hierarchy is esteem or egoistic needs.

In the work place of UTCL, self-esteem needs are;

_ Job title, merit pay,

_ Peer/supervisory recognition,

_ Challenging works,

_Responsibility etc.

The Group fulfils these needs by giving

_ Challenging work assignments,

_ Performance appraisals,

_ Performance recognition,

_Involving employees in goal setting & decision making.

In this way UTCL satisfies the self-esteem needs of employees.

Self-Actualization Needs-

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Finally if all the above four levels needs are satisfied, the needs for self-actualization

comes. The employees who are in the highest position in UTCL are comes under

these needs like:

1. V.P.,

2. President,

3. GM etc.

4. All top level employees.

They are getting all types of facilities like mobile, medical, education, conveyance

allowances etc. So they are in the position that they are satisfied with all the needs.

Now they are helping their juniors for the betterment of the organization. All the five

needs of Maslows hierarchy are fulfilled by UTCL. So the employees are getting

motivated and performing efficiently in the organization, which impacts directly on

the success of UTCL group. Thats why the attrition rate is less in the organization,

which is one of the reason for the success of the companies.

KEY LEARNINGS FROM THE PROJECT

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Firstly it was a very good experience to work and learn with a world class as it was

my first step into the corporate world.

When I saw my senior people doing each & every kind of work I came to know

how much important is each & every work. Maintaining files in systematic manner

with each & every detail is very important, if not done it hinders the work whenever

these are required for reference in medical claim formalities, appraisal etc.

I also learned how much the values and culture of the organization impacts the

employees productivity. Like here the seniors were approachable in nature, I felt an

open culture.

Many a times I felt people are not open to new ideas and they are resistant to

change.

I have gained some learning from every individual working here; it might be in

terms of knowledge, skills, behavior or personal traits etc.

I have learned many small, minute things by observations, being in the HR

department for 2 months, which could not be learnt simply by reading books

theoretically. The practical experience was totally different.

I have also learnt that a HR person should be very polite, soft spoken & good in

handling people. Co-ordination with all departments is very necessary especially with

Finance Department.

OBSERVATIONS AND FINDINGS

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During the study of the project I observed different functions of the HR

Department. I got the knowledge about the different types of HR Policies

functioning in the organization. I also got knowledge about how the

organization is following their values in a very sincere way.

I learnt how and what types of facilities are being provided to the employees.

I also observed how they are doing the Performance Appraisal on basis of the

achievement of the targets by the employees in the time given to them through

ERP.

I got the knowledge about different departments in a manufacturing company

and idea about the challenges what the employees are facing while performing

their work.

As I worked on the ERP system of the organization, I came to know that how

they are maintaining the database of the employees for all departments region-

wise & its importance.

They emphasis on providing proper working environment to their employees,

so that the employees can work efficiently & smoothly .

RECOMMENDATIONS

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The company should give the compensation as per to the skills, so that the

employees could do the efficient work.

Organizations must enhance work force motivation to improve productivity.

Workers must be encouraged and motivated to develop a customer satisfaction mind

set.

Organizations need to empower their workers by allowing them greater autonomy

and control and to design jobs that are more stimulating. This will enhance the

personal productivity.

Interdependency of different departments should be well studied, co-ordinated for

effective output.

Training schedule is worked out well here with proper planning schedule.

Recruitment proper planned, structured according to openings in plant, new

vacancies.

Goal Setting programs undertaken with schedule to find potential prospective

employees for higher posts, giving training, discussing the on job responsibilities.

The employee goals are well studied and structured. The Key Related Areas are

properly designed & clearly mentioned to employees.

NOMENCLATURE AND ABBRIVIATION

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1. UTCL: - Ultratech Cement Ltd.

2. VSF: - Viscose Staple Fibre.

3. KPI: - Key Performance Indicator.

4. VFY: - Viscose Filament Yarn.

5. RMC: - Ready Mix Concrete.

6. OYOCS: - Own Your Own Car Scheme.

7. CRM: - Cement Research Management.

8. EPM: - Enterprise Performance Management.

9. ERP: - Enterprise Resource Planning.

10. HRA: - House Rent Allowance.

11. LTA: - Leave Travel Assistance

LIMITATIONS

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During the project there were various constraints, which were faced.

_ The review is done in retrospect and is an average of six months old, so recollection

of events is poor .

_ The opinions of staff and manager are often in opposition, causing de-motivation.

_ The process is usually Manager driven and the staff member is expected to be

compliant in the interview .

_The process usually involves the Manager giving their opinion and the staff member

having to defend the position, rather than a positive discussion .

_ The process is usually done in a rushed manner to meet a budget development

process and therefore loses its relevance to performance .

_ Results of merit rating are not accurate unless factors in the assessment are

relevant.

_ Sometimes, proper weightage may not be given to different qualities to be rated.

_ Actual rating of subjective factors like initiative & personality of employees may

not be on scientific lines.

_ Superior may be biased.

_Method of Appraisal unreliable.

BIBILIOGRAPHY:

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References:

Websites:

www.adityabirla.com

www.bizhrguide.com

www.grasim.com

Text Books:

STEPHENS ROBBINS

C.B.MAMORIA & S.V.GANKAR

Personnel Management

Himalaya Publication