Human Resource Management by Deepak J

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-------INDEX @ GLANCE-------

Sr. No. PARTICULARS Page No.

01. What is HR? 4

02. What is HRM? 5

03. Functions of HRM. 7-8

04. Sources of Recruitment. 9-10

05. Selection Procedure 11-14

06. Role of HR manager 15

07. What is HRD? 16

08. Importance of HRD. 17-18

09. Methods of Performance Appraisal. 19-21

10. Introduction to ONIDA Pvt. Ltd. 22-24

11. Infrastructure ofONIDA Pvt. Ltd. 25

12. Vision & Mission 26-27

13. Milestones 28-29

14. Hierarchy of HR @ ONIDA Pvt. Ltd. 30-33

15. Questionnaires. 34


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ACKNOWLEDGEMENT

We are grateful to Prof. HitashaRohrawho had given valuable

suggestion in the preparation of our project on HUMAN RESOURCE

MANAGEMENT.

Although due care has been taken while preparing the

project, it is possible the mistake are over looked by us. We are thankful to

our tutors for helping us to complete this project successfully.

And, last but not least, we convey our sincere gratefully

Thanks to Prof. HitashaRohra once again of profoundly giving us this

project.

Thank you maam.


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HUMAN RESOURCE

Introduction to Human Resource

Human resource is a term used to describe the individuals whocomprise the workforce of an organization; although it is also applied inlabour economics, for example, business sectors or even to whole nations.Human resources is also the name of the function within an organizationcharged with theoverall responsibility for implementing strategies andpolicies relating to the management of individuals (i.e. the humanresources).

Human resource is a relatively modern management term, coined as

early as the 1960s - when humanity took a shift as human rights came to abrighter light during the Vietnam Era.

Human resources progressively became the more usual

name for this function.

HUMAN RESOURCES- PURPOSE AND ROLEIn simple terms, an organization's human resource management

strategy should maximize return on investment in the organization'shuman capital and minimize financial risk. Human resources seeks toachieve this by aligning the supply of skilled and qualified individualsand the capabilities of the current workforce, with the organization's

ongoing and future business plans and requirements to maximize

return on investment and secure future survival and success.


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Human Resource Management (HRM)

INTRODUCTION TO HRMIt is the term used to describe formal systems devised for the

management of people within an organization. These human resourcesresponsibilities are generally divided into three major areas ofmanagementStaffingEmployee compensationDefining/designing work

Essentially, the purpose ofHRM is to maximize the productivity of an

organization by optimizing the effectiveness of its employees. This mandateis unlikely to change in any fundamental way, despite the ever-increasingpace of change in the business world. As Edward L. Gubman observed inthe Journal ofBusiness Strategy, "the basic mission of human resourceswill always be to acquire, develop, and retain talent; align the workforcewith the business; and be an excellent contributor to the business. Thosethree challenges will never change."

Objectives of HRMThe general objective of HRM is to contribute towards the realization

of the organizational goals. The specific objectives of HRM may be listed asfollows:-To achieve and maintain good human relationship within an

organization.

To enable each person to make his maximum personal contribution tothe effective working of the organization.

To ensure respect for human personality and the well being of eachindividual.

To ensure maximum individual development of personnel.To ensure satisfaction various needs of individuals for achieving the

maximum contribution towards organizational goals.
http://www.answers.com/topic/hrm-abbreviationhttp://www.answers.com/topic/workforcehttp://www.answers.com/topic/workforcehttp://www.answers.com/topic/hrm-abbreviation


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FUNCTIONS OF HRM

In order to achieve the above objectives, human resources

management undertakes the following activities:-

(1)HUMAN RESOURCE OR MAN POWER PLANNINGThis function includes various activities like job analysis, manpower

demand analysis, recruitment, selection, and placement. Before hiring thepeople man power requirement are estimated both in terms of number andquality. HRP determines as to how many and what type of personnel will bedetermined by the jobs which need to be staffed. Job-related information is,therefore necessary for HRP.

PROCESS OF HRP:

1. Organizational objectives and policies:The objective of HRP is dependant on the oragnisational objectives theoverall objectives of the oragnisational is defined by top management andthe HR department ensures the availability and proper utilisation of workforce.

2. HR demand forecast:In this step the demand is forecasted, by estimating the quality andquantity of work force. A number of forecasting techniques are used toestimate the manpower requirement namely:

a. Managerial judgmentb. Ratio trend analysisc. Work study techniqued. Delphi techniquee. Flow models etc.3. HR supply forecast:

In this step the HR department estimates the sources of recruiting themanpower. The supply forecasting technique measure the number thepeople likely to be available from within and outside the organization. Thisstep takes into account both internal and external sources of recruiting thework force.


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4. HR Programming:In this step both the personnel demand forecast and supply forecast areanalysed in order to estimate the work force requirements.

5. HR plan implementation:Depending upon the analysis of human resources, demand forecasting andsupply forecasting is done. The surplus or short stage as the case may be isascertained and corrective action is initiated.


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(2)RECRUITMENT, SELECTION AND PLACEMENT OF PERSONNEL:Different sources of manpower supply are tapped. The application of

various applicants is screened and the selected applicants are required totake certain employment tests. Those successful are asked to appear in the

final interview. The employment function is completed when the workersjoin the organization and are placed on right jobs Thus; the followingactivities are included under the staffing and employment function.

SOURCES OF RECRUITMENT

INTERNAL RECRUITMENT:Internal recruitment seeks applicants for position from those who

are currently employed. Internal sources include present employees,

employees referrals, former employees, and former applicants.

There are two important internal sources of recruitment namely: transfersand promotions:

i. PromotionsA promotion is the transfer of employees to a job that pays more

money or one that enjoys some preferred status. A promotion involvesreassignment of an employee to a position having higher pay, increasedresponsibilities, more privileges, increased benefits and greater potential.

Promotion leads to shifting employees to a higher position carrying higherresponsibilities, facilities, status and pay. The employees can be informedof such a vacancy by internal advertisement.

ii. TransfersAnother way to recruit from present employees is transfer without

transfer. Transfers are often important in providing employees with abroad based view of the organization, necessary for future promotion.

Transfer involves the shifting of employees from one job to another. At thetime of transfer it is ensured that the employees to be transferred to thenew job are capable of performing it. In fact transfer does not involve anydrastic change in the responsibilities and status of employees.

iii. Family and Friends of employeesThis can be a good source of internal recruitment. This source is

usually one of the most effective methods of recruiting because many

qualified people are recruited at a very low cost to the company.


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EXTERNAL RECRUITMENT:

i. Advertisement:These constitute a popular method of seeking recruits as many

recruiters prefer advertisement because of their wide reach. Advertisementis local or national newspapers and trade and professional journals isgenerally used when qualified or experienced personnel are not availablefrom other sources .Most of the senior position in industry are filled by thismethod when they cannot be filled from within.

ii. Educational Institutional:Direct recruitment from educational institution for jobs which

require technical or professional qualification has become a commonpractice a close liaison between the company and educational institutionalhelps in getting suitable candidates to man various positions.

iii. Management consultants:Management consultancy firms help the organizations to recruit

technical, professionals and managerial personnel. They specialize inmiddle-level and top-level executive placement.

iv. 4. Write-ins:Write-ins are those who send written enquires. These job seekers are

asked to complete application forms for further processing.

v. Radio and Television:Radio and television are used generally by government department

only. Radio and television can be used to reach certain type of jobapplications such as skilled workers.

vi. Competitors:Rival firms can be sources of recruitment. This is called poaching

this method involves identifying the right people in rival companies,offering them better terms and luring them away. For instance, severalexecutives of HMT left to join Titan Watch Company.


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SELECTION PROCEDURE


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(3)TRAINING AND DEVELOPMENT OF EMPLOYEES:It is the duty of management to train each employee properly to

develop technical skills for the job for which he has been employed andalso to develop him for the higher jobs in organization. For this purpose,

the personnel department will devise appropriate training programmers.There are several on the job and off the job methods available for trainingpurposes. Training and development programmers can be designeddepending on the job requirement.

(4)APPRAISAL OF PERFORMANCE OF EMPLOYEES:Performance appraisal involves assessment of the actual

performance of an employee against what is expected of him/her. Such

assessment is the basis for awarding promotion, effecting transfers orassessing training needs.

(5)REMUNERATION OF EMPLOYEES:This function is concerned with the determination of adequate and

equitable remuneration of the employee in the enterprise. The sub-functionconcerned with the determination of equitable wages includes thefollowing:Job evaluating to determine worth of various jobs in terms of money

Comparing wages of the enterprise with those in the industry and removesinconsistencies, if any.

Formulation of policies regarding pension plans, profit sharing plans, nonmonetary benefits, etc.

(6)GOOD WORKING ENVIRONMENT:It is the responsibility of personnel department to provide good

working conditions to the employees. These includes drinking water

facilities, bath room facilities, hygienic environment, good lighting, safety ofemployees, etc. mere appointment and training of employees is notsufficient, they must be provided with good working condition so that theymay like their work and work place and maintain their efficiency. Workingcondition certainly influence the motivation and morale of the employees.


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(7)WELFARE ACTIVITIES:These activities related to physical and social well being of the

employees and their families they include provision for medical facilitiesand first aid box provision of rest room, crche, recreation education of

children, canteen, employees counseling, housing, group insurance, etc.

(8)HUMAN RELATION:In most of big organization, the HR manager help in collecting

bargaining, joint consultation and settlement of disputes, whenever theyarise. The personnel manager in possession of full information relating topersonnel and also has the working knowledge of various labourenactments. It is important to point out that he responsibility of fulfillingthe requirements of various labour laws like factories Act, Industrial

Dispute Act, etc., also rest with rhea personnel department.

(9)GRIEVANCES HANDLING:He helps in laying down the grievance procedure to redress the

grievance of the employees. the personnel manager can do a great deal inmaintaining industrial peace in the organization as he is responsible forseating various committees on discipline, labour welfare, safety, grievance,etc. he helps in laying down the authentic information to the trade unionleaders and tries to convey them the personnel policies and programmers

of the enterprise.

(10) RECORD AND STATISTICS:The record and statistic about the workforce are important for

various reasons. Firstly, they help in taking, decision related to transfer andpromotion. Secondly they help in performance appraisal of the employees.Thirdly, they reveal the human resources talent available with theorganization. Finally, they help in identifying the weaknesses in the

employees and the arrears in which they need training.It is the duty of personnel department to maintain the records of the

employee working in the enterprise. It keeps full record about training,achievements, transfer, promotion, etc. It also preserves many otherrecords relating to the behavior of the personnel like absenteeism and thelabour turnover and the personnel programmes and policies of theorganization.


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(11) REVIEWING AND AUDITING MANPOWER MANAGEMENT:The HR audit the organization determines the organisation gaps and

needs of manpower.

(12) MISCELLANEOUS: Role analysis for job occupants Job rotation Quality circle, organisation development and quality of working life Potential appraisal Feed back counseling.


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ROLE OF HR MANGER IN CHANGE IN BUSINESS ENVIROMENT

HUMANITARIAN ROLE

Reminding moral and obligation to employees.

COUNSELOR

Consultation to employees about material, health mental, physical andcareer problems.

MEDIATOR

Playing the role of a peace maker during disputes, conflicts betweenindividuals and group or management.

SPOKESMAN

To represent the company in media and other forums because he has betteroverall pictures of his companys organization.

PROBLEM SOLVER

Solving problem of over all human resources management and long termorganizational planning.

CHANGE AGENTIntroduction and implementing institutional changes and installingoragnisational programs.

MANAGEMENT OF MANPOWER RESOURCES

Broadly concerned with leadership both in group and individual relationand labour management relations.


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HUMAN RESOURCE DEVELOPMENT (HRD)

What Is Human Resource Development (HRD)?

Human Resource Development (HRD) is the framework for helpingemployees to develop their personal and organizational skills, knowledge,and abilities. Human Resource Development includes such opportunities asemployee training, employee career development, performancemanagementand development, coaching, mentoring, succession planning,key employee identification, tuition assistance, and organizationdevelopment.

The focus of all aspects of Human Resource Development is on

developing the most superior workforce so that the organization andindividual employees can accomplish their work goals in service tocustomers.

Human Resource Development can be formal such as in classroomtraining, a college course, or an organizational planned change effort. Or,Human Resource Development can be informal as in employee coaching bya manager. Healthy organizations believe in Human Resource Developmentand cover all of these bases.
http://humanresources.about.com/od/performancemanagement/a/perfmgmt.htmhttp://humanresources.about.com/od/performancemanagement/a/perfmgmt.htmhttp://humanresources.about.com/od/glossaryc/g/coaching.htmhttp://humanresources.about.com/od/glossarym/g/mentoring.htmhttp://humanresources.about.com/od/glossarys/g/successionplan.htmhttp://humanresources.about.com/od/glossaryt/g/tuition.htmhttp://humanresources.about.com/cs/performancemgmt/a/super_workforce.htmhttp://humanresources.about.com/cs/performancemgmt/a/super_workforce.htmhttp://humanresources.about.com/od/glossaryt/g/tuition.htmhttp://humanresources.about.com/od/glossarys/g/successionplan.htmhttp://humanresources.about.com/od/glossarym/g/mentoring.htmhttp://humanresources.about.com/od/glossaryc/g/coaching.htmhttp://humanresources.about.com/od/performancemanagement/a/perfmgmt.htmhttp://humanresources.about.com/od/performancemanagement/a/perfmgmt.htm


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IMPORTANCE OF HUMAN RESOURCE DEVELOPMENT

Human Resource is the most Important and vital Factor of EconomicDevelopment or it can be said that humans are the agents of development.Some of the importance of Human Resource or Human Capital is:

1)Country Develops if The Human Resource is Developed:To enhance economic development the state constructs roads, buildingsbridges, dams, power houses, hospitals, etc. to run these units doctors,engineers, scientist, teachers, are required. So if the state invests in ahuman resource it pays dividend in response.

2) Increase in Productivity:

The batter education, improved skills, and provision of healthy atmospherewill result in proper and most efficient use of resources (non-natural &natural) which will result in increase in economic production.

2)Eradication of Social and Economic Backwardness:Human Resource development has an ample effect on the backwardnesseconomy and society. The provision of education will increase literacywhich will produce skilled Human Resource. Similarly, provision of healthfacilities will result in healthy Human Resource which will contribute to the

national economic development.

3)Entrepreneurship Increase:Education, clean environment, good health, investment on the humanresource, will all have its positive effects. Job opportunities would becreated in the country. And even business environment will flourish in thestate which creates many job opportunities.

4)Social Revolution:Because of Human Resource development the socio economic life of thepeoples of a country changes drastically. Over all look changes thinkingphenomena changes, progressive thoughts are endorsed in to the minds ofpeoples.


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SCOPE OF HRD/ HRD INSTRUMENTS:Performance appraisalPotential appraisalCareer planningTraining and employee developmentOrganisation developmentRewardsEmployee welfare and quality of work lifeHuman resource informationLet us study PERFORMANCE APPRAISALin detail..

WHAT IS PERFORMANCE?

Performance is synonymous with behaviour; it is what peopleactually do. Performance includes those actions that are relevant to theorganizational growth and can be measured in terms of each individuals

proficiency (level of contribution). Effectiveness Performance refers to theevaluation of results of performance that is beyond the influence or controlof the individual.

In simple terms performance appraisal may be understood as theassessment of an individuals performance in a systematic way, theperformance being measured against such factors as job knowledge,quality, and quantity of output, initiative, leadership ability, supervision,dependability, co-operation, judgment, versatility, health and likeassessment should not confined to past performance alone. Potential of theemployee for future performance must also be assessed.

DEFINITION

Performance appraisal is the process of obtaining, analyzing andrecording information about the relative worth of an employee. The focusof the performance appraisal is measuring and improving the actualperformance of the employee and also the future potential of the employee.Its aim is to measure what an employee does.


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METHODS OF PERFORMANCE APPRAISAL

"PERFORMANCEAPPRAISAL"

TraditionalMethods

ModernMethods

Essay Appraisal Method Straight Ranking Method Paired Comparison Method Critical Incidents Methods Field Review Method Checklist Method Graphic Ratings Scale Method Forced Distribution Method

Management By Objectives (Mbo) 360 Degree Appraisal Assessment Centers Behaviourally Anchored Rating Scales Human Resource Accounting


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TRADITIONAL METHODS

ESSAY APPRAISAL METHODThis traditional form of appraisal, also known as "Free Form method"

involves a description of the performance of an employee by his superior.

STRAIGHT RANKING METHODThis is one of the oldest and simplest techniques of performance

appraisal. In this method, the appraiser ranks the employees from the bestto the poorest on the basis of their overall performance.

PAIRED COMPARISONA better technique of comparison than the straight ranking method, this

method compares each employee with all others in the group, one at a time.

CRITICAL INCIDENTS METHODSIn this method of Performance appraisal, the evaluator rates the

employee on the basis of critical events and how the employee behavedduring those incidents. It includes both negative and positive points.

FIELD REVIEWIn this method, a senior member of the HR department or a training

officer discusses and interviews the supervisors to evaluate and rate theirrespective subordinates.

CHECKLIST METHODThe rater is given a checklist of the descriptions of the behaviour of the

employees on job. The checklist contains a list of statements on the basis ofwhich the rater describes the on the job performance of the employees.
http://appraisals.naukrihub.com/http://appraisals.naukrihub.com/


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MODERN METHODS

ASSESSMENT CENTRESAn assessment centre typically involves the use of methods like

social/informal events, tests and exercises, assignments being given to agroup of employees to assess their competencies to take higherresponsibilities in the future.

BEHAVIORALLY ANCHORED RATING SCALE(BARS)BARS is a relatively new technique which combines the graphic

rating scale and critical incidents method. It consists of predeterminedcritical areas of job performance or sets of behavioral statementsdescribing important job performance qualities as good or bad

HUMAN RESOURCE ACCOUNTING METHODHuman resources are valuable assets for every organization. Human

resource accounting method tries to find the relative worth of these assetsin the terms of money. In this method the Performance appraisal of theemployees is judged in terms of cost and contribution of the employees.

360 DEGREE PERFORMANCE APPRAISAL360 degree feedback, also known as 'multi-rater feedback', is the

most comprehensive appraisal where the feedback about the employeesperformance comes from all the sources that come in contact with theemployee on his job.
http://appraisals.naukrihub.com/assessment-centers.htmlhttp://appraisals.naukrihub.com/behaviorally-anchored-rating.htmlhttp://appraisals.naukrihub.com/http://appraisals.naukrihub.com/http://appraisals.naukrihub.com/behaviorally-anchored-rating.htmlhttp://appraisals.naukrihub.com/assessment-centers.html


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ONIDAMAY CAUSE ENVY


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ONIDA(MIRC ELECTRONICS LTD.)

The conception of ONIDA was done in NOIDA. The thinkersinterchanged the position of first two alphabets (i.e. O and N) of the wordNOIDA and thus, the word ONIDA was formed..!!!

Meet the thinkers:

Mr. GuluMirchandani (Chairman & Managing Director)Mr. Vijay Mansukhani (Managing Director)Mr. G. Sundar (Chief Executive Officer)Mr. C. R Talati (Vice President - Operations)Mr. Sriram Krishnamurthy (Vice President - Marketing, Sales &Service)

Onida was started by Mr. G. L. Mirchandani and Mr. Vijay Mansukhani in1981 in Mumbai. In 1982, Onida started assembling television sets at theirfactory in Andheri, Mumbai. Superior products and the combination of a

distinctive voice, a cutting-edge advertising strategy, and purposefulmarketing ensured that Onida became a household name. Over the years,Onida has strengthened its reputation for the intelligent and pioneeringapplication of technologies.

Onida today enjoys a strong equity among consumers making it oneof the leading brands in India. Our constant endeavour to introduceproducts of substance that offer the very best in technology and the finestdesign have made Onida a leading player in the electronics and

entertainment business today.

Onida has recently made a foray in other household appliancesincluding air-conditioners, washing machines, DVDs, plasma & LCDtelevisions and home theatre systems. For offices, Onida has alsointroduced state-of-the-art multi-media presentation products.

Onida has a network of 34 branch offices, 208 Customer Relation Centres


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Onida's principal assembly operations are conducted in a state-of-the-art plant at Wada, 80 kms from Mumbai, which is the biggest one. Theplant in Delhi caters to the production requirements for the Northernregion. The network of 33 branch offices, 208 Customer Relation Centres

and 41 depots across India ensures that Onida products are available onretail shelves.

At Onida, it recognizes that it can strengthen the competitive edge ifwe produce as much as possible from a given capacity at the lowestpossible cost. It reduced the time it takes for a single colour television to beproduced from 20 seconds to 12 seconds and increased the capacity from0.5 million to 1.2 million sets during the year under review.

In 2002-03, using the existing infrastructure, a decisive step forwardwas taken by entering into the manufacture of washing machines and airconditioners at the Wada factory. A team of 75 Engineers are at work at theOnida R&D centres in Mumbai and Delhi developing products at theforefront of technology meeting customer expectations.

Onida brand has following range of products:- LCD TVs Plasma TVs Televisions DVD and Home Theater Systems Air Conditioners Washing machines Microwave Ovens Presentation Products Inverters Mobile phones LED TV LED lights

Vision and Mission(The core of the thought)
http://en.wikipedia.org/wiki/Liquid_crystal_display_televisionhttp://en.wikipedia.org/wiki/Plasma_displayhttp://en.wikipedia.org/wiki/Televisionshttp://en.wikipedia.org/wiki/DVDhttp://en.wikipedia.org/wiki/Home_cinemahttp://en.wikipedia.org/wiki/Air_conditioninghttp://en.wikipedia.org/wiki/Washing_machinehttp://en.wikipedia.org/wiki/Microwave_ovenhttp://en.wikipedia.org/wiki/Inverter_(electrical)http://en.wikipedia.org/wiki/Mobile_phonehttp://en.wikipedia.org/wiki/LED_TVhttp://en.wikipedia.org/wiki/LED_TVhttp://en.wikipedia.org/wiki/LED_TVhttp://en.wikipedia.org/wiki/LED_TVhttp://en.wikipedia.org/wiki/Mobile_phonehttp://en.wikipedia.org/wiki/Inverter_(electrical)http://en.wikipedia.org/wiki/Microwave_ovenhttp://en.wikipedia.org/wiki/Washing_machinehttp://en.wikipedia.org/wiki/Air_conditioninghttp://en.wikipedia.org/wiki/Home_cinemahttp://en.wikipedia.org/wiki/DVDhttp://en.wikipedia.org/wiki/Televisionshttp://en.wikipedia.org/wiki/Plasma_displayhttp://en.wikipedia.org/wiki/Liquid_crystal_display_television


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Our Vision

To build a brand around substance. To communicate simple truths thatcustomers understand. To become a leader in our chosen field and become

a globally recognized, prestigious company through synergistic businessesinvestment, differentiation through innovation, passion throughempowerment, cost through economies of scale and world class systemsand procedures that bring in a sense of delight to our stakeholders.

Our MissionTo benefit society at large through Innovation, Quality, Productivity,Human Development and Growth, and to generate sustained surpluses,always striving for excellence, within the framework of law and in nothing

but the truth in which we base our every action.

Corporate PhilosophyTo think about you, we first think about everything.

Commitment to society/nationWe respect the society and the environment to which we belong and willcontribute to its progress and welfare.

Passion for qualityStrive to create products with substance that are the best in class. Nevercompromise on quality. Give our customer better value-for-money, always.

FairnessWe stand for truth, fairness and justice in all our business and individualdealing - without this spirit, no man can win respect no matter how capablehe may be.

People - our greatest assetsWe value good people. It is our responsibility to create actively andconstantly an environment that supports them to grow and flourish.

Harmony and co-operation

Alone we are weak. Together we are strong. Work together as a family inmutual trust and responsibility.


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Courtesy and HumilityRespect the right of others. Be cordial, modest and humble. Praise andencourage freely.

Strive for continuous improvement (KAIZEN)Seek and find in every action a way to do things better, always better.

GrowthGrowth is vital. Increasingly seek out ways and means to constantly moveforward.

Innovation

Progress by adjusting to ever-changing environment around us. As theworld moves forward, we must keep-in-step.GratitudeAlways repay the kindness of our customers, associates, community, nationand friends worldwide with gratitude.

MILESTONES


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1981: MIRC Electronics Pvt. Ltd. was established

1982: CTV production started at NandBhavan, Mumbai

1983: Technical collaboration with JVC, Japan for CTV

1985: Established in-house R&D wing

1986: Production expanded and moved to a new factory at Kalina

1987: Moved to our own factory building "ONIDA HOUSE Iwai, Speaker plant commences its operation1990: Tuner plant commences operation

1991: Akasaka, PCB plant commences its operation New CTV manufacturing plant at Vasai commences operations1992: Crossed 1 million CTV sales

1994: Moved to a fully automated Plant of 600K CTV per year at Wada

1995: ISO 9001 certification obtained from BVQI

1998: Award for excellence in electronics by ministry of IT

1999: First in India to develop Internet enabled CTV

2000: Launched the KY Thunder, Profile Series

2001: AV Max award for best CTV Launched Onida Black, flat CTV range Multimedia projectors launched Commenced project to expand CTV capacity to 1 million2002:

Completed plant expansion project to increase capacity from 600K CTVsto 1.2 million CTV's per year


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Launched 'KY Theatre' with circle surround sound, the first completeHome Theatre package

Launch of 'Ego'- the economy brand Launched VCD player2003: Launched world's first LCD remote 'i-Control Launched Air-conditioners Launched Rear Projection TV, Plasma TV & DVD Players Launched Fully Automatic front loading Washing Machines A MIRC product is getting sold every 27 seconds Operations started in Russia2004: Launch of the 'Oxygen Series' CTV Crossed Sale of 250,000 CTV's in October month Launch of Microwave Owens Mr.GuluMirchandani, CMD awarded 'Man of Electronics for the year' by

CETMA

2004- 05: Achieved 1.20 million CTV sales

2005: Launch of 'POISON' range of CTV's

2009: ONIDA's Brand relaunch campaign 'TumkoDekhaTohYeh DesignAaya' to communicate its philosophy of thoughtful product features thatare designed keeping customers in mind.

Let us look at the hierarchy of HR at ONIDA:


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CHIEF PEOPLES OFFICER

(CPO)

INDUSTRIAL

RELATIONSMANAGER

TRADE UNIONS

ADMINISTRATION

CORPORATE HR

RECRUITMENTS

TRAINING

PERFORMANCE

MANAGEMENT

SYSTEM

PAYROLL


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FIRST BEGINS THE CORPORATE HR DEPARTMENT.

In it, first is Recruitment

Recruitment is done is these 4 different departments. For recruitingpeople, they prefer references of people or even take help from naukri.com.they pay a lumpsum amount of 5-6 lakhs a year for as many people asrequired. They have recently started campus recruitment.

While recruiting people, ONIDA prefers experienced people ratherthan newcomres. The ratio is 95:5 between these two groups.

Then comes Training

RECRUITMENT

OPERATION AND

R & D

EGO

SALES

ONIDA

SALES

MOBILE

SALES


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There are 4 people in this department. In corporate language, thisfunction is called as Learning and Development.

In talent management, there is a different cadre of people. They are thosewho are managing above the training level. It includes trainees, manager,senior manager, etc.

Sales training takes care of development of all sales employees.

Non-sales training looks after all people at the factory plants, R&Ddepartment and service dept.

Employee engagement organizes all festivals, celebrations, events and suchsmall activities for mental satisfaction of employees.

Then Performance Management System

TRAINING

TALENT

MANAGEMENT

SALES

TRAININGNON-SALES

TRAININGEMPLOYEE

ENGAGEMENT


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QUESTIONNARE

1) Who is the HR manager of your company?2) How do you select the employees i.e. whether through experience or through

education qualification?

3) Whether you have welfare activities for employees?4) Which is your source of recruitment- internal or external source?5) Does your employees enjoy promotion and transfer facilities?6) Would you prefer campus recruitment as a source of recruitment?7) Would you adopt health and safety measures for employees?8) Steps adopted by you for selection of an employees or which is the selection

procedure you follow?

9) Whether you organise seminars and workshops for employees?10)According to you today which factor plays an important role- is it pay factor or

job quality factor?

11)Does you provide rewards to your employees for better performance?12)Do you adopt any methods for career planning of the employees?


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Thank You Folks

Regards

Deepak J

Documents

Human Resource Management by Deepak J