PRINCIPLES OF MANAGEMENT

“Management is, above all, a practice where art, science and craft meet.” - Henry Mintzberg

CHEIF PRODUCT MANAGERITC LIMITED

MR. SURENDRA SINGH HAS DONE HIS POST GRAD FROM IIM INDOREHAS BEEN IN THE INDUSTRY FOR 25 YEARS.WORKED IN PARLE PRODUCTS FOR 10 YEARS

ROLES OF A PRODUCTION MANAGER PLANNING AND ORGANISING PRODUCTION SCHEDULES. ASSESSING PROJECT AND RESOURCE REQUIREMENTS. DETERMINING QUALITY CONTROL STANDARDS. OVERSEEING PRODUCTION PROCESS. ORGANISING RELEVENT TRAINING SESSIONS. SUPERVISING THE WORK OF JUNIOR STAFF.

ORGANISATIONAL STRUCTURE OF PRODUCTION

Production control is the task of predicting, planning and scheduling work, taking into account manpower, materials availability and other capacity restrictions

Manufacturing is  the  value  added  production  of merchandise  for  use  or  sale  using  labour  and machines,  tools,  chemical  and  biological  processing, or formulation.

Purchasing refers  to  a  business  or  organization attempting to acquire goods or services to accomplish the goals of its enterprise. 

GOALS SET BY MR. SURENDRA CUSTOMER SATISFACTIONFORMULATION OF EFFECTIVE POLICIES.EFFICIENT KNOWLEDGE OF BUISNESS

OPERATIONS.RESOURCE UTILIZATIONTIME MANAGEMENT

LEARNINGS :-HE HAS TO ENSURE THAT A PARTICULAR PROJECT IS DELIVERED ON TIME

AS WELL AS ON BUDGET.HE HAS TO STRATEGIZE FOR EVERY CONCEIVABLE PITFALL.A TYPICAL DAY INVOLVES IN AND OUTS DURING FACTORY TOURS.HE HAS TO ENSURE THAT THE PRODUCT STRATEGY IS REVISED

CONTINOUSLY.

CORPORATE HR MANAGER WELLKNOWN POLYESTER LTD:

• HAS DONE HIS POST GRADUATION FROM IIM BANGALORE

• SPECIALIZES IN HUMAN RESOURCE MANAGEMENT

• WORKED IN RELIANCE INDUSTRIES FOR 10 YEARS

 

Mr. Vasantha Suvarna

ROLES OF HR MANAGER

• Plan, direct, and coordinate human resource management.• Identify staff vacancies and recruit, interview and select applicants.• Allocate human resources, ensuring appropriate matches between personnel.• Provide employees with information about job duties, working conditions, 

wages, opportunities for promotion and employee benefits.• Perform difficult staffing duties, including dealing with understaffing, 

refereeing disputes, and administering disciplinary procedures.

HR ORGANIZATIONAL STRUCTURE

STAFFING

• Having experienced people is very important for the growth of the company.

• Older talent are multi-skilled and adaptable.• As older talent seek contingent engagements, they could deliver

more for less.• They know precisely who they are -- their strengths, abilities,

potential and areas of improvement.

IN-HOUSE PROMOTIONS

• Employees already know the culture of the organisation. • The organisation knows employees and have detailed records from previous supervisors.

• Offering opportunities to internal employees may boost the morale of the staff members.

HIS LEARNINGS, EXPERIENCE AND FINDINGS

•  Working in Reliance gave him the opportunity to grow and got him the knowledge and experience required to be in the corporate field.

• He shifted from Reliance to Wellknown 2 years back.• According to him change is important especially if you want to explore and 

expose yourself.• He also added that “Work for the company ,be dedicated and productive, 

make your presence noted with your work.” and this was his mantra to success.

HR MANAGER RETAIL DIVISION

Mr. Domnic Nicklaus

Retail Organization Structure

Business Development Operations Engineering Marketing Services Finance HR

There are various models for retail outlet:

1) COCO – Company Owned Company Operated.2) DODO – Dealer Owned Dealer Operated.3) CODO – Company Owned Dealer Operated.

Support Functions

Finance Human Resources

OBJECTIVES

• Main aim is to understand and serve the employee base.• Have an engagement plan drawn out based on business objectives.• Reconciling with the whole team and understanding the need of the hour.• Have to work on both short term as well as the long term goals.

Plan Progress Where the employees are.

Whether they need some help.

STAFFING - ENSURING THAT RIGHT PEOPLE ARE ON THE TEAM.3 level of interviews:

1) Job profile assessment.2) Interview by manager.3) Interview by HR.

It’s a Competency based interview (CBI) technique.

Experienced or Inexperienced? Depends on the vacancy. In the case of Inexperienced individuals, there is a potential based assessment. 

There are two models which are followed for training after selection:

1) Six months training (70/20/10 model)2) Six disciplines of learning.

MOTIVATION• Ensures that rewards and recognitions are there in the right place apart from their compensations.

• Very transparent recognition system.

• Sending letters to the employees’ family signed by important stakeholders of the company.

• Able to connect with the family.

• Separate appreciation letter given to employee by the zonal manager.

• Choosing objectivity over subjectivity. 

The company bags a performance driven culture.

For those not performing:

1) Have the motivation to work harder the next time.2) Separate letters by the zonal manager saying that they value their work and hope to see them work better in the 

future.

PERFORMANCE APPRAISALThere are various methods under performance management system on the basis of which performance appraisal is done. One such method followed by ESSAR is the Balance Score Card method.

There is a Vision, a Mission and the Current year goals of an organization. Under the Current year goals comes the BSC basket.

Balance Score Card Basket

Financial Customer Learning and Growth KPAs and KPIs Internal Processes

Main aim of the Balance Score Card is to ensure that the goals of an employee are aligned with the goals of the organization. Based on the score of this card the organization decides on the performance appraisal of an employee.

Each BSC has certain goals written on it which the employee needs to fulfill in a particular span of time. The flow of work is from top to bottom. Main BSC is with the CEO of the company and as it flow from top to bottom the BSC gets segregated into various other objectives that are to reached.

VICE PRESIDENT OF ESSAR OIL: MR K.G.RAI

• Has done his post graduation from IIM Bangalore.• Specializes in marketing and sales.• In the oil industry for over 30 years.• Worked with companies like Bharat Petroleum, Reliance and currently in Essar Oil.

JUMPING FROM JOB TO JOB

• Why would one so easily give up a public sector job?• Why would one get into such an organisation that has no name for itself in that particular field?

• Whether and if yes how did it improve and reflect upon his skills?

SUCCESS MANTRAS OF RELIANCE

• Planning• Procurement• Project management• Be the Best not the Second Best

CHALLENGES FACED BY RELIANCE IN THE MARKET• Unsurity of Quality • Unsurity of Quantity

SOLUTIONS APPLIED BY RELIANCE (MARKETING RESEARCH) • PERSONIFICATION• SURVEYS • AUTOMATION

HIS LEARNING AND EXPERIENCE AND FINDINGS• BPCL gave him the sense to acknowledge and give importance to various sector people and 

understand the different fields.

•  Reliance taught him to be efficient as it being a private firm they were always on the lookout for results and profits so the work was too enlightening but at the same time he criticized the work culture and wold prefer BPCL for work culture. 

• Reliance gave him an opportunity to grow and get his plans into action which gave him a strong foothold.

•  While in Essar he couldn’t comment much as he is still new to the firm but he could definitely comment that growth was at a good pace and already 3000 pumps had opened since he had joined but he also thought Essar’s training problems were insufficient.

• Essar is more focused on quick results because of which the focus on quality training is less as they want the trainees on the job ASAP.

LEARNINGS FROM THE INTERVIEW 

• WOM (Word Of Mouth) plays an important role, it acts like a verbal reputation of your company.

• Even if you have a great product it wont sell until you have marketed it the right way.

• The pitch for marketing your product should be such that it hits the right chord of the consumer.

CONCLUSION

• So if I ask this question What do managers do? What will the answer be?• Lets take help. Of whom?.. Mr Peter Drucker! 

THE PURPOSE OF A BUSINESS IS TO CREATE A CUSTOMER! -PETER DRUCKER

Sets objectives

Organizes

Motivates and communicates.

Measures

Develops people. 

ALL THIS MAKES US THINK OF A MANAGER AS A VERY DELEGATING AND SUPERFICIAL PERSON?

LIKE DOESN'T HE DO ANYTHING HIMSELF?

• Managers need to become familiar with the concept of systems and the associated way of thinking.

•  Managers have to plan structural adjustments to guarantee the survival of the whole system, constantly formulating new interpretations of the business scenarios in order to find an adequate positioning, implementing (when necessary) periods of adjustment, transforming and redefining the organizational structure. 

• Managers need to provide guidance and a holistic approach towards the work and come up with innovative plans to ensure the success in this constantly changing environment.

THANK YOU