PRESENTATION ON HR & IR PRACTICES OF HAL, Koraput Division.SUBMITTED TO : PG DEPT. OF UTKAL UNIVERSITY, VANI VIHAR
SUBMITTED BY : T.V.L PRASANNA KUMARI, AMIT SAHOO, AMIT SETHI & PRIYAMBADA SAHOO
PURPOSE OF THE STUDY :
• To have a professional exposure to the organization
• To have some knowledge on various aspects of HR & IR
• Application of theoretical knowledge in practical way
• As a part of fulfillment on M.A. degree
PROFILE OF THE ORGANISATION
HINDUSTAN AERONAUTICS LIMITED
HINDUSTAN AERONAUTICS LIMITED
•HAL was found on 1st october 1964 (merger of Hindustan Aircraft Limited,Aeronautic India Limited and Aircraft Manufacturing Depot kanpur.)
•Function of HAL. Manufacture and overhaul of the airframes /Assembly of aircrafts.
• Manufacturing and overhaul of Aero engines (koraput Division).
VISION OF HAL
•“To make HAL a dynamic, vibrant, value-based learning organisation with human resources exceptionally skilled, highly motivated and committed to meet the current and future challenges. This will be driven by core values of the Company fully embedded in the culture of the Organisation"
MISSION
Enable all those working for HAL to give their best to ensure their
all-round growth as well as that of the Organization.
Objectives:Economically and EfficientlyMeeting the growing needsDeep commitment and sense of
belonging.
FINANCIAL STATUS OF HAL
•Navaratna company•Profit making organization
▫Year Profit (in crores)▫97-98 147.52▫98-99 177.74▫99-00 368.26
• Sales for the year 2009-10 (increased 10% over previous year)
• PBIT (Rs. 2617 Cr.- growth 12 % over previous year)
PRODUCTS OF HAL•Aircrafts of Russian
and Western origin•Helicopters•Aero engines of
Russian and Western origin
•Accessories for Aircrafts, Helicopter and Aero engines
•Aerospace Equipment•Communication/
Navigation equipment.
HAL CUSTOMERS• International Customers• Hampson,Uk• Air bus Industries, France• Coast Guard Mauritius• Israel Aircraft Industries,
Isreal• Transworld Aviation,UAE• Chelton , UK• Corporate Air, Phillipiness• Vietnam Air Force,
Vietnam• Peruvian Air Force,Peru• Cosmic Air , Nepal
National Customers• Indian Airforce• Air India• Air Sahara• Indian Airlines• Bharath Electronics• Jet Airways• Indian Coast Guard• Indain space Research
organization• Defence Research and
Development organization
INDUSTRIAL RELATIONS PRACTICES
COLLECTIVE BARGAINING
•Submission of Charter of Demand• Date, Time & Place of Bargaining• Composition of Negotiation Team• Bargaining• settlement
Grievance procedure
Departmental Head
Divisional Head
Grievance committee
General Manager
Managaing Director
HR PRACTICES OF HAL
HUMAN RESOURCE PLANNING• Outsourcing of low tech
and medium tech jobs.• Fresh induction in the
workload and superannuation profile.
• For workman cadre- induction restricted to direct workman only.
• For improving the qualification profile. (qualified personnel and diploma holders).
RECRUITMENT, SELECTION AND TRAINING• Sources available for
recruitment:▫ Internal▫ External.
• Methods of recruitment:
Direct methodIndirect methodThird party method
• Selection
Training and Development
• At regular intervals in a plan period of 5 years.
• Training and Development helps :▫ Updating Knowledge.▫ Enhancing professional
creativity.▫ Giving employees higher
responsibility.• Key focus area of
training.TechnologyQualityInformation Technology
PROMOTION• Terms and conditions:
▫ Min. 420 days physical attendance.
▫ Disciplinary clearance▫ Police or CBI clearance.▫ PAR gradation.
SEPARATION
• Superannuation
• Optional Retirement
• Premature retirement
• Resignation
PERFORMANCE APPRAISAL SYSTEM
•Performance Appraisal Report Formats.
•Self Appraisal (MAT)
•Evaluated by Immediate Boss.
360 DEGREE PERFORMANCE APPRASAL SYSTEM
• A system or process in which employees receive confidential, anonymous feedback from the people who work around them.
• In HAL, it is applicable only for grade-VII employees• Access through himself & also by two of his colleagues, two
superiors, two external customers & two of his sub-ordinates.• Have to fill the questionnaire online
• “It is the set of professional practices which improves the capabilities of the organization’s human resources and enhances their ability to share what they know.”
• It is the collection, storage & dissemination of knowledge
• It is limited to HRD only
• It is sharing of knowledge
Create
Store
Find
Acquire
Use
Learn
Contd.Knowledge Life CycleKnowledge Life Cycle: :
ASSESSMENT CENTRES
•a special place which assesses the abilities of a group of employees sent by their organizations
•Performance of Grade-VI & above is judged by an outsourced company
•Identify strong & weak points of employees
•Identify the training needs for the employees
MENTORING Management and
Diploma trainees.• 5 to 6 trainees are
assigned.• Meetings are
conducted (Regular intervals):▫ For discussing problems
of trainees.
WAGE & SALARY ADMINISTRATION
• For executives• For workmen• Annual Increment
FINANCIAL BENEFITS
•Dearness Allowance•Service Weight Pay•Koraput Allowance•Canteen Allowance
TRADE UNIONS
• Registered Trade Unions- HAMS (Hindustan Aeronautics Mazdoor Sangh) HAEA (Hindustan Aeronautics Employees
Association)
• Recognized Trade Union- HAMS (Hindustan Aeronautics Mazdoor Sangh)
• Election process • Trade union Finance
WORKER’S PARTICIPATION IN MANAGEMENT
Participation refers to-
• the mental and emotional involvement of a person in a group situation
• Which encourage him to contribute to group goals and share responsibility of achieving them.
(- Keith Davis)
Contd.Objectives of WPM •Economic objectives: increasing productivity of labor by improving labor
between employer and labor.
•Social Objectives: to ensure human dignity and to get the
workers a respectable status in society.
•Psychological objectives: change in the attitude of workers.
Method of workers participation in management
•Participation at the Board level •Participation through Ownership •Works Committees ( shop level )
Suggestion Schemes TQM
•Financial Participation •Joint council and committees
Contd.
CANTEEN FACILITES
•Outsourced▫Private catering service
•Investment- ▫Approx:13 lakhs
•Coupon System•Complaint register
SPECILIZATION FIELDCORPORATE SOCIAL RESPONSIBILITY
Contd.CSR :
"Corporate Social Responsibility is the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as of the local community and society
at large"
• OBJECTIVES OF CSR
• VILLAGES ADOPTED▫OLD SUNABEDA, JADUGUDA, MALUGUDA, KAKIGAM,
JANIGUDA, SANABADI GRM, CHIKAPARA,DUMRIPUT
• RECENT STEPS TAKEN ON CSR
CONCLUSION
• Disciplined Organization
• Good co-ordination among employees
• Quality assurance In Product
• Elaborate & implement the plans properly
SUGGESTIONS•Adopt modern management system
•HR initiatives should be taken properly
•Better implementation of performance
appraisal & knowledge management
•Training programmes related to
development of soft skills should be
provided to the employees