HUMAN RESOURCE DEPARTMENT

Introduction
The HR is the most important factor affecting the working of the origination. The HRD is now gaining let of recognition and importance as a defines rules and regulation set according to standard order act. Its important had re markable increase because of increase in task that had been completed by manager and administrators. Human Resource management is an approach which is concern not only with managing people but also with solving Human problems.

According to French, personnel managements the recruitment, selections, and development, utilization and accommodation human resources by organization. Human resources administration is the field of management which has to with planning organization. There are various functions of Human Resources management. They are as follows: 1 Planning: Planning is very important for the firm to perform there duty. 2 Organizing: Organizing means distribution of the work to all employees is an organization to perform their duty. 3 Directing: Directing means to guide the employee to perform their duty. 4 Controlling: Controlling is very important in which manager has to control them and guide to perform their duty.

Organization of HR department HR Department

HR Head Mr. Kaushik Pandya

Executive HR Nidhi Desai

Manager P&IR Atul Patel

Jr. Officer Mrs. Lilly

Human resources department is very important for the organization. HR department holds the keys to all managerial action and successful management. All the staffs have to co operated and co ordinate the efforts of people employed in the organization.

Recruitment, selection and Induction

Recruitment Screening resume and calling candidates for Interview.

1 Review Existing Data Bank: These are number given to resume which were shortilised earlier and are uploaded in our online system. The hard copy of these resume is stored by personnel department bearing the same number on the resume as it is mentioned in online systems. First of all booking for candidates review this data bank for emulate place is suitable with candidate qualification and then the company will call to prospective candidate for interview. 2 Head Hunting First of all collection of resumes about the job or candidate and then collection information about the potential candidate in working with the similar industries those can be called for interview then management will agree the same then these candidate are called for interview. 3 Refer Job placement Agencies: If the prospective employee requirement is not meet with data bank and a so head hunting then the company will go the placement agencies preapproached. 4 Placement consultants: Personnel department refer companys requirement to placement consultants to help fulfill the manpower requirement.

 To overcome deficiency of manpower and generate strong data bank and recruitment of company we have registered our selves with naukri.com those two type of registration which are follows. Job posting: Company posts its requirement in naukri.com and interested candidates respond to this requirement if they are interested.

Selection When recruitment procedure completed then selection procedure comes into existence. Selection is the long process conning from the preliminary interview of the contract of employment. The person qualifies for the selection includes skill experience, age, education, training, aptitude, emotional stability etc. Induction Induction literate means helping the workers to gets on with his own environment. The induction demand stage is a great call. A large position the early week of employment due to inadequate efforts to make the new employee feel at home. It is a technique by which a new employee is rehabilitated into his surroundings and introduced to the

practices, policies and purposed of practices organization in other words. It is a well coming process the ideas to welcome a newcomer makes him of a feeling that his own job wherever small is meaningful and has significance as a part of total organization. In Banco product (I) ltd, one an individual is appointed laps he is involved to the surrounding work environment and department. It reduces existence and held collageous responsible for existing the new comer so that he feel confident, comfortable and gets adjusted to the company.

Training and Management Development

All the new recruitment has to under go induction training program which enable them to have overview and perspective of Banco products (I) ltd as well as policies and procedures. New candidates will be induction fiat by H.R.department where in following procedures has to be followed. After completion of the joining formalities introductionary meeting with HR Head is to be done where in he/she will be given brief information about the company.

After wards the HR officer will make new joinee acquainted about the company policies company philosophy brief information about the quality system.

o o o o o o

Production Information production facilities Brief Information about different department Company standards General Administration Copy of induction manual will also be given to new joinee.

Duration of Induction training with HR Department is 1 Hours, orientation other department. o Head HR o Manager HR o Officer HR

Training
Training for employees:

Following table indicate the different types of training categories. Identified for the staff as well as the method of training of trading need identification for each training. Category A Nature of the TND training Job knowledge Through skill matrix and HODs nominates. Quality system Through skill training matrix and HODs nominates. Behavior training Through skill matrix and HODs nominates. Just in care you Basic knowledge miss it of product for the concerned. Spirituality and Decided by HR health awareness Department Training Safety HODs awareness nomination. Secretary training Mandatory forced. Branch Security staff employees base knowledge

D E F G H

J K

learning program for all the (BELP) concerned staff which included both behavior and technical aspects. LEAN and Sigma Decided by training champion in consultation with HRD. External training Through HODs/top DGTs nomination. ON the job Through MD. training

Development or Improvement Activities:

In order to improve training effectiveness post training feed back from is collected from each

participant by HR department in order to improvement training effectiveness. HOD is required to fill up the post training feedback from with respect to particular employee, once the employee attend the 3 session of particular training category this from is submitted back to HRD. In case of quality system training after each session written test is taken by HRD to measures the training effectiveness. In case of / CYMAT sries after 3 sessions written test has been taken by the HRD, to measures training effectiveness. On the basis of post training feedback from filled up by the personnel and HRD. In order to indicate the trend of up dated in the skill matrix, following procedure 1) Implemented by the fluman resources department.

LEAN Six Sigma Training:Consultation with the champion The hierarchy of the lean six sigma is as follows:

Champion Black belts Green belts yellow belts

Champion is responsible to import training to black belt as per standard of black belts required to given the examination after each and session which in assured he training effectiveness.

Job Description
It is return of the duties responsibilities and requirements of a particular job. The job description defines the scope of job activity, major responsibilities and positioning of the job in the organization. Job Description helps in improving the performance, standards. It gives the location of the job, Division Department, Branch and sector.

The job Description is an important document which is basically description in nature and contains a statement of job analysis. It improves both organization information and functional information. Job Description, describe jobs and not job holders. The movement of employees due to promotion, duties etc world creates instability, to job description if people rather than job are described. Banco products (India) ltd is Iso 16949 secreted companies as per the various clauses under the job description of various clauses under the job Description of various posting in managerial grade have to be defined. Job Description was an employee of HR Department is showed as in example position:Offices : - Sr. executive Qualification: - Msw/ MBA with at least 3-5 year experience. Job Description:a) Various matter under factories Act,1957 b) Liaison with cost official c) Handling of trade union d) Handle salary and job wage administration e) Recruitment/ Selection f) Training/ Development g) Performance appraisal h) Other day to day administration Like wise job Description of all employees at Banco products (India) ltd has been debentures.

Promotion and Transfer policy

The management must provide realistic opportunities which will encourage promising employees to

take the risk involved in moving upward. It must provide for employee who do outstanding work but who are unwilling to take on new and additional responsibilities. It must provide alternatives for in professional reluctant to assume supervisory responsibilities. Workers are always setting promotion according to following basis. 1) Security 2) Merit 3) Regularity 4) Work performance Banco Products (India) ltd gives promotion to its workers according to over all performance of the company or work performance promotion is not only given on the basic of work performance but also certain factors like qualification, quality and quantity of work acceptance of responsibility attendance and in behaviors habit. Every organization should have just and impartial transfer policy which should be known to each employee. The responsibilities for effecting transfer is usually entrusted to an executive with power are to proved. Yoder define Transfer as a a lateral shift causing movement of individual from one position to another usually without inv And market change in the duty responsibility skills, needed or compensation A Transfer is a horizontal of lateral movement of employee from one job, department, shift or plant or position to another or place where his salary status responsibility are the same.

Performance Appraisal System

Performance appraisal system is an important activity. It is necessary for all important decision taken related to people such as placement and promotional rewards or punishment and promotional rewards or punishment trainee as well as long term planning of organization department. Procedure of performance appraisal system of Banco company products (India) ltd as follows:a) Send letters to employees of performance for department for giving feedback for another employee. b) Obtained the feedback on performance for department held in month. A particular format of all information of workers as follows: Name, Address, Age, Sex, Sign of Punctuality and attendance Awareness- about industrial safety Conductness Activeness and Desactiveness

Wage and Salary Administration

Banco Products (India) ltd directions fixed wages and salary. The minimum wages paid to worker is and the minimum is Banco Products (India) ltd pays salaries to its employees according to the graded. Company to call the employees during Diwali Bonus amount is fixed that is 20% and it cant be more than that. A part from about care is taken as Banco ltd to ensure that no disparity of the organization. So at the time selection feel great care is taken to ensure

salary fixation of new join employees. Points that taken to ensure the points that one taken are as follows:1) Salary drawn by present employees 2) Qualification of present employees 3) How long he has been with Banco ltd. 4) Salary drawn by at present by prospective employees. 5) Departmental hierarchy Salary Head include a) b) c) d) e) f) g) Basic D.A Medical H.R.A Washing Allowance Magazine Allowance Conveyance Allowance

Total P.F Bonus Gross salary 12% 20% -

Study of Provident Funds Scheme

Banco Products (India) ltd has a own method of creating fund every members shall contributing to the fund at 12 of his salary and wages (Basic+D.A) to which 12% of his salary basic plus D.A is added by the company. The Banco ltd is contributed Provident Fund at 12% employees and 12% employers, 8.33% out of the company, 12% is contributed to the family pension fund and remaining 3.67% deposited at in the employee provident fund account. Viz: 12% education + 12% company contribution (BASIC + DA) (BASIC + DA) 8.33% 3.67% Contribution to, Deposited in Family pension Provident Fund Fund This fund is collected from the employee every month so after their recruitment or death. They are given this amount of in the form of pension. The pension is given on 2 months basic as well as interest is also given.

Grievance handling procedure

The international labour organization defines a grievance as a compliment of one or more workers irrespect of cover, allowance, condition work and interpretation of service stipulation, covering such areas as overtime, leave, transfer, promotion, seniority, job assignment and terminations of service. According to Banco ltd, if any employee commits mistake again, he is given verbal warning letter. If any commits mistake again, then he is

issued slow acure notice for few days to look upon the problems or complains of employees. Banco Products (India) ltd has set up certain committees which are as follows:1) Canteen managing committee 2) Workers grievance committee 3) Safety committee 4) Environment maintaining committee

Collective Bargaining and Agreements

Collective Bargaining is the settlement or wages and condition of employment by means of bargain. In this negotiations both parties, must be consider equally and flexible also. If any problem arises in the company between workers and management they have the collective bargaining in both parties that is the workers union and management comes to any agreement. They have as a settlement for about the some years and if they fail to do so. They have go to the labour court and if the court did not take any decision they go to high court to solve their problems.

Trade Unions
The main purpose of trade union is to handle the grievance procedure at the end of the utilized employees. In Banco products (India) ltd are three unions: Bhartiya Majdoor Sangh Banco Karmachari Mandal Engineering Workers

If there is any misunderstanding in workers their be trade union is the best effect to solve it.

Personnel Records
A record is a place of writing or a chart which provides ready information and which and which preserves evidence for future reference or use, they are generally prepared and companised from long reports and they are maint for long term use. Banco Products (India) ltd is maintaining system or keeping records of their personnel. This work is totally entrusted to personnel operattment.