B.J.B (AUTO.) COLLEGE DEPARTMENT OF MA PERSONNEL MANAGEMENT &

INDUSTRIAL RELATION (MAPM&IR)

A PROJECT REPORT ONHR & IR SCENARIO IN ROURKELA STEEL PLANT

There is a little bit of SAIL in Everyone’s Life..

A PRESENTATION BY

SUKANYA DAS

UPASANA PRIYADARSHINEE BARAL

&

Under Guidance Of:Mr. S.K. Senapati

Jr. Manager (PL) IR & R General

WHO HELPED US:

Mr. S.K. Senapati Jr. Manager (PL) IR & R General

Dr. P.K. SahooAGM (Personnel General) IR & V

Mr. Sambhunath PatraExecutive Assistant

Mrs. Bharati NayakAssistant General

OBJECTIVE OF THE STUDY

The aim & objective of this project work is an endeavor to study on HR Policy & IR System

Functioning in Rourkela Steel Plant (RSP) & find out system improvement to cater to the

needs of purpose introduced in the subject of effective implementation in RSP.

NEED FOR STUDY

To find out the Industrial Relations’ function inside RSP.

To find out Relation between Labor & Management inside RSP.

For preparing this project entitled “HR & IR scenario in RSP”,

We’ve collected different data &information through

primary source By circulating

questionnaire & through personal interview.

As regards the secondary source, we’ve gone

through different broachers,

Magazines & websites of organization.

SOURCES OF DATA COLLECTION

A GLANCE ABOUT ROURKELA STEEL PLANT:

RSP is the 1st of the 3 integrated steel plants set up by Govt. of India in 1959.The 1st Steel Industry set up under Hindustan Steel Limited on 19th January

1954 which paved way for laying up of infrastructure for rapid industrializationOf the country. The Plant was set up in collaboration with leading Steel makers

Of Federal Republic of Germany.

ORGANIZATIONAL STRUCTURE OF RSP:

MANPOWER SINCE 31/03/2002 TO 01/04/2014:

Category 2002 2003 2004 2005 2006 2007 2008 2009 2010 01-04-2014

Executive 2544 2298 2322 2230 2085 2296 2179 2302 2204 2113

Non-Executive

25107 23754 22352 21619 22991 20001 18926 17890 17251 15418

Total 27651 26052 24574 23849 25076 22297 21105 20192 19455 17531

HR FUNCTIONS IN RSP

RECRUITMENT

SELECTION

TRAINING &

DEVELOPMENT

PROMOTION &

TRANSFER

PERFORMANCE

APPRAISAL

SOURCES OF RECRUITMENT IN RSP

SOURCES

EXTERNALINTERNAL

Someone Within The Organization is Upgraded, Transferred & Promoted.

From The Outside Of The Organization.

TYPES OF RECRUITMENT IN RSP

TYPES

FOR EXECUTIVES FOR NON-EXECUTIVES

IN COMPASSIONATEG

ROUND

FROM LOCAL DISPLACED PERSONS

MANAGEMENT

TRAINING ADMINSTRATION (MTA)

MANAGEMENT

TRAINING TECHNICAL

(MTT)

ATTENDANT CUM

TECHNICIAN (GRADE-

S1)

TECHNICAN CUM

OPERATOR (GRADE-

S3)

STEPS OF SELECTION IN RSP

WRITTENGROUP

DISCUSSIONPERSONAL INTERVIEW

STEPS OF SELECTION

DON’T BUY BAD APPLES

SELECTION PROCESS IN RSP

STEP-8

STEP-7

STEP-6

STEP-5

STEP-4

STEP-3

STEP-2

STEP-1

HIRING DECISON

REFERENCE CHECKS

SELECTION INTERVIEW

MEDICAL EXAMINATIONS

SELECTION TESTS

APPLICATION BLANK

SCREENING INTERVIEW

RECEPTION

TRAINING & DEVELOPMENT PROCESS IN RSP

ORGANIZATIONS’ BUSINESS GOALS

EVALUATES IMPACT

CONDUCT PROGRAMMES

DESIGN NEED BASED

PROGRAMMES

ACCESS COMPETENCE

GAPS

RETRAINING

VARIOUS TRAINING PROGRAMMES IN RSP

TRAINING OF NEW

ENTRANTS

TRAINING OF EXECUTIVES

TRAINING OF NON-

EXECUTIVES

TRAINING WITHIN INDIA

TRAINING IN ABROAD

PROMOTION PROCEDURE IN RSP

In RSP, Promotion within the same cluster is made in every 4 Years.

For persons to be promoted from 1 cluster to another.

i.e. From A to B or B to C etc. Eligibility: 3 Years Of Experience.

TRANSFER PROCEDURE IN RSP

In RSP, if any employee is Transferred from 1 job to another, that job should be of

Similar nature which he can do Comfortably according to his skill.

PERFORMANCE APPRAISAL PROCESS AT RSP

The Executive Performance Appraisal ProcessAt RSP is involved to access the performance of Executives up to E7 Grade & PESB format

For E-8 & E-9 Grades & to plan for theirDevelopment.

IR SCENARIO IN RSP

RSP provides all the Statutory & Non-Statutory MeasuresTo its Employees according to various Laws.

In some places RSP provides some more facilitiesTo its Employees in order to keep them Motivated

Towards their job.We can say RSP is following “Pet Milk Theory”

Which says “Happy Workers Are More Productive.”

NON-STATUTORY MEASURES PROVIDED ONLY BY RSP

Medical FacilityCompassionate EmploymentLife Cover SchemeAssistance For Funeral Expense & Transport FacilitySAIL Group Mediclaim PolicySAIL Employees Super Annuation Benefit SchemeEmployee’s Family Benefit SchemeEmployees’ Family Benefit Voluntary Scheme

CONTINUED…..

Grant Of Festival AdvanceGrant Of Leave ConcessionExtensive Canteen FacilitiesReimbursement Of Canteen ExpensesGrant Of Coke SubsidiaryGrant Of Uniform AllowancesRehabilitation Of Ex-EmployeesIn House Journal: “SAHYOG”Service For separated Employees

CONCLUSION

After getting various responses from various Non-ExecutivesOf different Departments through Questionnaire we foundOut that, RSP is providing every welfare, safety measuresAccording to Law & some more facilities to motivate it’s

Employees. But as we know, According to Maslows’ “Need Hierarchy Theory”, Human want is Unlimited.

“When one need is fulfilled a person seeks to fulfill theNext one.”

SUGGESTION

It’s really difficult to give any suggestion in few knowledge & lesser time.Still we’ll say, Trade Union, Management & Individual employees can

Develop better IR by co-operating each other & respecting eachOthers opinion.

THANK YOUFOR YOUR TIME

ANY QUESTIONS??