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A PROJECT REPORT ON  AN OVERVIEW OF HR  PROCESSES  & ATTRITION ANALYSIS

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  1. 1.   EXECUTIVE SUMMARY

“PEOPLE” is the most important and valuable resource every organization has in the form of its employees. Dynamic people can make dynamic organizations. Effective employees can contribute to the effectiveness of the organization Competent and motivated people can make things happen and enable an organization to achieve its goals.

Organizations have now started realizing that the systematic attention to human resources is the only way to increase organizational efficiency in terms productivity, quality, profits and better customer orientation.

HR can help deliver organizational excellence by focusing on learning, quality, teamwork, and through various employee friendly strategies.

Today with a lot of MNC’s coming in India, the amount of competition has increased to such an extent that organizations have further aggrieved their stress on proper man management. Along with being competitive, the MNC’s have brought in a systematic approach to HR with the help of technology utilization.

My project has been accomplished in one of such MNC’s – CLARIANT CHEMICALS (better known as CCIL). This is one of the best companies in manufacturing of speciality chemicals headquartered in Muttenz near Basel - Switzerland

This project has been accomplished in two parts:

  • The first priority was to understand the working of an HR department and hence the first part of the project report is about the HR Processes, Policies and Systems at CLARIANT CHEMICALS INDIA LTD. (CCIL). The various processes like recruitment & selection, induction, training & development, compensation & benefit etc. are explained as understood by me.
  • The second half of the project report is focused on analyzing the trends in attrition at CCIL. The report consists of a healthy mixture of qualitative as well as quantitative analysis of attrition at CCIL. After understanding which, measures for retaining the employees have been suggested.

Note: This project is confined only to the management cadre.

1.1 OBJECTIVE OF THE PROJECT

My objective of doing this project was:

  • For PART I
    • To understand the functions, working, various policies and processes of HR Dept at Clariant Chemicals India Ltd.’
    • To understand the difference in working of HR in manufacturing industry as compared to other industries.

 

  • For PART II
    • To understand the reasons for attrition at CCIL.
    • To try finding solutions to the problems leading to attrition and giving my suggestions to improve the same.
gs;�ebd�d �_` mily:Wingdings'>Ø   The second half of the project report is focused on analyzing the trends in attrition at CCIL. The report consists of a healthy mixture of qualitative as well as quantitative analysis of attrition at CCIL. After understanding which, measures for retaining the employees have been suggested.

 

Note: This project is confined only to the management cadre.

1.2 METHODOLOGY

  • For Part I of the project:
    • Got a clear idea about HR concepts through books and articles
    • Understood the general working of the HR dept. by lending a helping hand to the HR department 
    • Learnt about each process by discussions with the respective executives in charge and working on the system for a day

 

  • For PART II of the project:
    • Understood the theoretical aspects of Attrition through various documents and articles
    • Analyzed the MIS reports of the resignees
    • Made a comparative study of attrition in 2006, 2007 & 2008 (half yearly) through graphical representation of MIS reports
    • Analyzed the exit interview forms in depth to understand the reasons for resignations
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Note: This project is confined only to the management cadre.

2. COMPANY PROFILE

Clariant Chemicals (India) Ltd. is a subsidiary of Clariant International. CCIL is a global leader in the field of specialty chemicals and has come into existence from the 1st of April 2006. Clariant’s presence in India through its affiliates goes back more than 5 decades. Its journey began in 1947; with the foundation of Sandoz Products Ltd. the acquisition of Hoechst specialty chemicals business in 1997 brought Colour-Chem Ltd and its subsidiaries Vanavil Dyes & Chemicals Ltd. and Kundalika Investments Ltd. into its fold. Thereafter the acquisition of BTP plc in 2000 led to integration of a fourth company.

All were well-respected specialty chemical companies, that have played invaluable role in the development of textiles, leather, paints, plastics, printing inks, paper, packaging and agrochemicals industries in India.

In 2006, the affiliates of Clariant in India were merged to form Clariant Chemicals (India) Limited.  

Clariant (India) ltd

Kundalika Inv. Ltd.

Colour-Chem Ltd.

BTP India Pvt. Ltd.

Vanavil dyes & Chem. Ltd

 

 

 

 

 

 

 


 

 

 

 

 

CLARIANT CHEMICALS (INDIA) LTD

2.1 VISION, MISSION AND VALUES

  • Clariant Vision

“Clariant aims to be the leading service-driven company and the preferred partner in the specialty chemicals industry.”

  • Clariant Mission Statement

“Clariant’s commitment to service contributes to the success of our customers. We combine leading-edge technology and innovations with superior applications and customer service skills.”

  • Clariant Values
  • Customer Focus:

Clariant concentrates their efforts on the individual requirements of their customers and helps them strengthen their competitive position and performance. They offer a range of products, services and technical applications based on their customer’s needs. They deliver top quality of products, services and technical applications based on their customers’ needs.

  • Personal Engagement:

They achieve results through individual commitment, continual skills development and entrepreneurial behavior. Bring in sense of commitment to their work and set them apart through active involvement.

Entrepreneurial behavior is encouraged and rewarded. They Inspire and motivate employees at all levels to realize their company vision.

  • Team Orientation:

Clariant relies on the strength of teamwork to achieve synergies and realize their full potential. Teams work in here with clear objectives to solve a particular issue & create value for the company. Clariant people foster open dialog continuously among their employees with a belief that people who communicate continuously and openly builds in trust and mutual respect.

  • Innovation:

Clariant utilize their extensive know-how and experience throughout the company to continuously bring new services, applications and products to the market. They utilize the experience and knowledge of market to identify trends and anticipate their customers’ needs.

  • Shareholder Commitment:

Clariant strives for enduring value creation for the benefit of their shareholders. They inform the investors regularly and accurately about their Co’s business development and outlook allowing them to understand the value of their investments. They also build in trust through open and continuous dialogs with shareholder, investors and analysts.

  • Integrity:

Clariant are a trustworthy, loyal and respectful partner in all their internal and external relationships. They build strong long lasting partnership with their customers, employees shareholders and members and communities. They are an equal opportunity employer and hire regardless of sex, race or religion.

  • Sustainability:

Clariant contributes towards sustainable development by finding the best balance between environmental, social and economic needs. The safety of their world wide activities and protection of people and environment are among Clariant’s most important objectives. For this purpose they have set protection goals that are valid throughout the group.

 

CCIL’s concern for Sustainability

CCIL has an extremely efficient environmental, safety and health management systems which is integrated into all operations and regarded as part of the value chain. As a part of the global family, CCIL conforms strictly to Clariant’s Environmental Safety and Health Policy which goes beyond the requirements under local laws and ordinances.

CCIL has five sites in India at Kolshet (Mumbai), Balkum (Mumbai), Roha, Cuddalore and Kanchipuram. Apart from these it has offices in various cities.

 

2.2 PRODUCT PORTFOLIO

 

Clariant works behind the scenes to enhance the quality of life everywhere.

One does not see Clariants name or brand mark on any super market shelf. Clariants specialty chemicals are silently at work in the most unexpected places, often forming an ingredient of everyday use products. Their products are involved when clothing is made, walls are plastered, roads built, food packaged, money printed, leather processed, crops protected and drugs produced. In a nutshell, their products add value to a very comprehensive range of products that enhance the quality of life everywhere.

Clariant Chemicals (I) Ltd. has four main divisions. These include:

 

  • Textile, Leather & Paper Chemicals (TLP)
  • Pigments & Additives (P&A)
  • Functional Chemicals
  • Masterbatches

 

Textile, Leather & Paper Chemicals (TLP)

 

CCIL’s TLP is the division which is one of India's leading suppliers of specialty chemicals and dyes for the textile, leather and paper industries. The Textile business provides complete solutions from fibre to fabric, through a wide range of chemicals for pre-treatment, dyeing and finishing and also dyes for various substrates and applications.

The Paper Business has a strong presence in optical brightening agents (OBAs) and also offers dyes, surface chemicals and process chemicals used in the making of different type of papers for various applications.

Pigments & Additives (P&A)

Clariant Chemicals (India) Limited is India's leading manufacturer and supplier of Pigments and their preparations. They pioneered the manufacture of pigments in India. The division develops and produces pigments for paints, plastics, inks, cosmetics, detergents and special applications like viscose, latex etc. The product range includes high-performance pigments to meet the exacting demands of the automotive, coil coating industries.

Printing pigments are supplied to the printing ink industry and, increasingly, for non impact printing, ink jet and laser printing. The core business also includes additives to improve heat resistance as well as light and weather resistance of plastics and paints. The division’s portfolio also includes solvent soluble dyes and high-quality waxes for various applications.

Functional Chemicals

The Functional Chemicals Division is the newest division in Clariant Chemicals (India) Limited. Currently, its activity consists mainly of supplying products from Clariant associate companies - both through indents and through stock and sale - for the Indian Detergents, Crop Protection, Personal Care, Performance Chemicals and Metalworking & Oilfields markets.

CCIL is India’s leading manufacturer and supplier of intermediaries for agro chemicals, pharmaceuticals, pigments and dyes. Their core technologies involve diketene, catalytic hydrogenation and transacetylation for producing various intermediaries for agro chemicals, colorants and pharmaceuticals.

Masterbatches

Clariant Chemicals (India) Limited (then Sandoz) started its Masterbatches business in the nineties with Masterbatches for Plastics and Fibbers. As Sandoz, they were the first company in India to bring the concept of Masterbatches to India. The division supplies coloured concentrates, additives and special mixtures of these components.

o �tl�d �_` and health management systems which is integrated into all operations and regarded as part of the value chain. As a part of the global family, CCIL conforms strictly to Clariant’s Environmental Safety and Health Policy which goes beyond the requirements under local laws and ordinances.

 

CCIL has five sites in India at Kolshet (Mumbai), Balkum (Mumbai), Roha, Cuddalore and Kanchipuram. Apart from these it has offices in various cities.

 

 

OVERVIEW OF HR

PROCESSES / POLICIES

3.1 HUMAN RESOURCES AT CCIL:

CCIL follows a centralized system for HR in India. All the activities are started and co-ordinated through their corporate HR office at Balkum (Thane).

At CCIL, HR is considered as one of the most important resource for the organization.

CCIL has two main types of employees:

1)     Contractual Employees

2)     Permanent Employees – Employees on Clariant payroll

CCIL has a total of 2000-2500 employees of which 1195 are permanent staff while others are on contract basis.

Of the 1195 permanent employees at CCIL, 600 are the managerial staff while 186 supervisors and 409 workers consist of the remaining.

The scope being too vast, I have restricted my findings to the permanent managerial staff.

Band Structure for management staff in CCIL:

The band structure decides the kind and the scope of functions of a particular individual.

3.2 ORGANOGRAMME/ORGANIZATION STRUCTURE

Organization structure is a way in which an organization divides its manpower into distinct and co-ordinated tasks. It illustrates relationships between different units and line of authority among supervisors and subordinates. In short it is a skeleton of the organization.

 

Organogramme is based on the objectives and culture of an organization. It is the most scientific way of arranging the units. It depends on the size of the business, demand for the product manufactured by the company, skills set required. Thus it may change from business to business.

 

The organizational structure followed in CCIL is a Divisional Structure. Here in each Division/Function is further classified on the basis of different positions. There are around 57 positions for each function. A job description for each position is framed to bring in more clarity to each position. The CCIL Intranet gives access to these organogramme through OrgPublisher. It accommodates all the management positions of CCIL in the chart. Thus it gives a comprehensive view to the entire structure.

 

The following points depict the importance of Organization Structure:

- Helps in Succession Planning

- Identification of candidates for promotion

-Grooming of potential candidates to help them with career growth and development

- Analysing Training and Development needs and imparting the same.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

The Organogramme can be better understood with the following diagram:

 

 

 

CCIL Business Textile: INDIA

 

3.3 HR PROCESSES AND SYSTEMS IN CCIL

3.3.1 Recruitment & Selection Process

CCIL aims in keeping its Employment policy non-discriminative. The policy is framed in a way that it ensures consistency and equal opportunity. Utmost care is taken to check any kind of discrimination based on caste, religion, colour, age, sex, national origin etc. does not happen.

With such a policy in place, CCIL aims at:-

1)     Merit based Selection of candidates.

2)     Select and appoint the most suitable candidate.

3)     To ensure that all candidates are assessed objectively and fairly.

4)     To appoint the Right candidate for the Right job.

 

The recruitment process starts with the arising of a vacancy in the organization. A vacancy can arise in the following ways:

  • Transfer
  • Resignation
  • Termination
  • Death
  • New Position created (due to expansion of business)

 

After a vacancy is created, a justification for the same is made by the HR in co-ordination with the Business/Function Head. This includes the reason for the vacancy, job description, scope of work, business value, and core requirements of the new candidates for the job and some other parameters.

Then the HR raises an Online Hiring Request which is called as IPR – International Personnel Request. This request then goes for approval to the Bus/Fun Heads of the International Management. Without this kind of approval, no employee can be appointed.    

This kind of system helps in keeping the International Management updated with the happenings in other countries. 

CCIL does recruitment through both Internal and External sources. Following is the process of recruitment:

 

 

  1. 1.     Internal Recruitment:-

There is a policy of INTERNAL JOB POSTINGS. Herein, the management posts certain vacancies through e-mail to all senior managers and request them to communicate the same to their reportees. Also vacancy gets displayed at sites /branch office’s notice boards.

 All management employees with a minimum experience of two years in their current positions can apply to the postings. A subordinate applying for any position has to inform his manager or superior in his current division about the same.

After this, the HR shortlists the candidates and informs them about via e-mail. At the same time, HR sends the shortlisted candidates CVs to the concerned Division/Function Heads, who in turn shortlists them for interviews. After this a normal recruitment process is followed wherein interviews are conducted with the HR and the concerned Division/Function Heads. After the selection has been done, the employees’ current Division/Function Heads are informed about the salary / position negotiated with the candidate. For better understanding, the below mentioned flow chart can be referred:

 

 

 

 

 

 

 

 

 

 

 

 

 

HR posts vacancies

Permission of current Div/Fun Heads

Interviews conducted

Interested Employees apply

HR shortlists CVs and sends to Div/Fun Heads

External sources are used

Transfer orders given

Divisional Heads shortlists the candidates

Manpower requirement prepared in consultation with Business/Function Head

HR raises hiring request through online system

Rejected

Accepted

 

 

 

 

 

 

 

 

 

 


 

 

 

 

 

 

 

 

 


INTERNAL RECRUITMENT PROCESS

 

This system provides the existing employees an opportunity to apply for higher posts as well as for vacancies in other departments thus allow them a take up more challenging job profile / responsibilities in other/same department. This thus becomes a kind of motivation factor for the employees.

 

  1. 2.    Employee Referrals Program

CCIL has an employee referral program where the current employees can send in referrals to the HR department, for a vacancy in the company. Such referrals can be made by the employees even when a vacancy is not there. The information would be kept in the HR Database.

This kind of a program is aimed at making the recruiting process more cost effective and building better teamwork.

Here too care is taken that referrals do not come from the HR department itself. Apart from this, employees in the Leadership band and the division and functional heads are not allowed to send in referrals.

All the referred people have to undergo a standardized selection process. No exemption is allowed from this. Only after the candidates are short listed and clear the rounds of interview with the HR and the divisional heads, will they be selected.

The final round of interview is with the HR manager who negotiates the salary and confirms the selection. 

3. External Recruitment

External recruitment is aimed to attract available talent outside and filling up vacancies through external sources.

At CCIL, external recruitment is done in mainly two ways:

n      Advertised on the Clariant website

n      Internal Data base

n      Through consultants

n      Print Media

After the requisitions are approved, the vacancies are notified on the official web sites of Clariant. These can be checked by the people interested and the resumes are forwarded through mails or through posts. HR department after receiving the resumes screens the CV’s and then shortlists the candidates. After which they schedule interviews of the candidates. CCIL has a centralized process for recruitment and selection. All activities are co-ordinated from the Corporate HR at Mumbai (Balkum).

As soon as the candidates are selected, they are supposed to fill a check in form providing all their details. HR maintains individual files for all the employees working all over India which includes their application forms, the interview assessment sheets, their documents and all correspondence. This serves as evidence.

CCIL also take the help of various recruitment consultants who are given details about the CCIL also take the help of various recruitment consultants who are given details about the job profiles. These consultants then find out suitable candidates and then they co-ordinate the interviews and the check in formalities.

  1. 4.    Unsolicited Resumes: CCIL receives resumes from jobseekers in dozens daily which also acts as a potential source of recruitment. 
  2. 5.    Placement Consultants: Consultants are another option for the company to get good candidates.

6. Contractual Employees: CCIL also have around 109 contractual employees                        who are under the contract of Team Lease. These employees work for CCIL but    are under the payroll of Team Lease. They are thus known as associates. All the salary disbursements details are taken care of by them. HR executive from CCIL co-ordinates with them in case of discrepancy.

  • Reference Checks

As the name suggests, it is the process of screening / verifying a person's background information prior to employing him in your organisation.

AT CCIL, all the candidates who have been selected for the final round of interview are supposed to provide the HR dept. two professional references. Hiring an undeserving candidate can unnecessarily increase costs, harm the organizations’ harmony and put confidential information into jeopardy and thus, according to the policy guidelines, reference checks are made compulsory. This ensures that before the candidate joins in, his conduct and his professional capabilities are checked. This would assist the selection process. 

  • Pre-employment Medical Examination

All the selected candidates are required to undergo a medical examination prior to joining the organization. An appointment is scheduled with the identified doctor by the HR. Then the medical report is directly forwarded to the HR department. The cost of the medical examination will be borne by the company.

  • Travel Reimbursements

All the outstation candidates who are invited for the selection process with prior approval from HR head will be reimbursed return fare and associated miscellaneous expenses.

  • Joining Process

Upon joining, the employee is required to fill in a “Check In form” and provide relevant information. He is also required to submit various documents to support this information. Employees need to fill in this form on the date of joining itself.

The appointment letter is issued upon joining which clearly specifies the conditions of employment. The original copy is retained by the employee and one signed copy is handed over to HR for personal file and pay roll.

On receiving the appointment letter, the HR makes sure that the candidate is completely aware about his job profile and his reporting line. If not he is given a clear idea of the same.

The HR dept. maintains personnel file for all the employees. These files consist of all the documents relating to the employees starting from his resume till his check in form. All the other documents given by him to the HR during the course of his employment are also maintained along with all the communication through mails. These can be used by the organization for any further references.

On joining the organization, the employee is given a 6 digit unique number which is called the employee no. This becomes his identity in the organizations database. An e-mail ID is created for all the management employees by the IT department which can be used by the employee.  

  • Induction and Orientation

 

The main objective of induction and orientation is to ensure full utilization of the inherent skills of the new entrants and provide them with comprehensive foundation needed for efficient performance in their job.

The HR person will receive the new employee on the first day of joining and introduce him/her to the department head after completion of all formalities and paperwork. The 2 days induction program is held once every 3 months and it is mandatory for all the new joinees to attend it. The Induction Schedule comprises of the respective Business/Function with respect to the following:

 --Organization Structure of the Div / Function

 --Overview of Business / Function

 --Salient features / Characteristics of each Business / Function

 --Overview of Products & Sales growth (for Businesses)

 --Successful Business initiatives during recent past / Major Challenges ahead

 --Issues (if any)

The input in the program is provided through classroom presentation, discussions and sharing of experiences which will be followed by visit to various departments.

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  • Probation

An employee joining CCIL is on a probation period of six months. Herein he is expected to understand his work profile, scope of work, his duties and responsibilities. Also he has to be able to adjust himself with the work culture at CCIL and the people around. He is given targets and goals are set for him.

At the end of the probation period, his superior evaluates him based on various competencies and skills required for the particular job and also other competencies that management personnel should possess. These are also based on the Clariant Management Competency Model as mentioned below. Each of the competencies is defined in the Appraisal form for the ease of understanding of the appraiser.

 

Previously the Probation Appraisal period used to differ based on the band structure. There would be a quarterly review, a midyear review and finally a final review at the end of the year. This had caused excessive paper work with almost no increase in productivity thus with the recent revival of many other systems and policies, probation appraisal period for all the new joinees is changed to 6 months. Now the reviewer has to appraise the performance of the employee only at the end of 6 month after which, he has to give a suggestion as to either:

 

- Confirm the employee

- Extend his probation period

- Reject the employee

 

Along with the above he is supposed to rate the employee based on the competencies as below:

 

- Outstanding

- Exceeds Expectations

- Achieves expectations

- Improvement needed

- Below expectations

 

os]� t�d �_` l examination will be borne by the company.

 

  • Travel Reimbursements

All the outstation candidates who are invited for the selection process with prior approval from HR head will be reimbursed return fare and associated miscellaneous expenses.

  • Joining Process

Upon joining, the employee is required to fill in a “Check In form” and provide relevant information. He is also required to submit various documents to support this information. Employees need to fill in this form on the date of joining itself.

The appointment letter is issued upon joining which clearly specifies the conditions of employment. The original copy is retained by the employee and one signed copy is handed over to HR for personal file and pay roll.

On receiving the appointment letter, the HR makes sure that the candidate is completely aware about his job profile and his reporting line. If not he is given a clear idea of the same.

The HR dept. maintains personnel file for all the employees. These files consist of all the documents relating to the employees starting from his resume till his check in form. All the other documents given by him to the HR during the course of his employment are also maintained along with all the communication through mails. These can be used by the organization for any further references.

On joining the organization, the employee is given a 6 digit unique number which is called the employee no. This becomes his identity in the organizations database. An e-mail ID is created for all the management employees by the IT department which can be used by the employee.  

  • Induction and Orientation

 

The main objective of induction and orientation is to ensure full utilization of the inherent skills of the new entrants and provide them with comprehensive foundation needed for efficient performance in their job.

The HR person will receive the new employee on the first day of joining and introduce him/her to the department head after completion of all formalities and paperwork. The 2 days induction program is held once every 3 months and it is mandatory for all the new joinees to attend it. The Induction Schedule comprises of the respective Business/Function with respect to the following:

 --Organization Structure of the Div / Function

 --Overview of Business / Function

 --Salient features / Characteristics of each Business / Function

 --Overview of Products & Sales growth (for Businesses)

 --Successful Business initiatives during recent past / Major Challenges ahead

 --Issues (if any)

The input in the program is provided through classroom presentation, discussions and sharing of experiences which will be followed by visit to various departments.

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3.3.2 Performance Management System (PMS)

Performance management is the process encompassing all activities related to improving employee performance, productivity and effectiveness. It includes goal setting, pay for performance, career management and corrective action. The PMS followed in CCIL was as follows:

ELEMENTS IN PMS:

  1. 1.     Performance objectives:

a. Herein the Key Result Areas (KRAs) have to be set by each executive every year. The objective can be either quantitative or qualitative.

b. Training & Development Needs are identified at the beginning of the year under 3 categories:

  • Job/Technical Skills
  • Behavioral Skills
  • Others

c. Competencies applicable are identified by the Appraiser while approving performance objectives.

2. Mid Year Review:

The appraisee reviews whether he has accomplished his performance objectives. He uploads relevant supporting against each KRAs and puts his comments in ‘Self Appraisal’

Appraiser then reviews the Self Appraisal comments put by the appraisee and gives his feedback on the same. Also one-to-one Appraisal meeting is organized wherein Appraiser discusses and gives feedback to the appraisee.

Finally the Reviewer examines the Appraiser’s comments and feedback and gives his suggestions.

3. Final Review

Final Review is also done in the lines of Mid-year Review. The plan followed remains the same. Herein the appraisee reviews accomplishment of Performance Objectives and records the achievement against set target. He also reviews whether Training & Development Plan has been complied with.

The appraiser also reviews the status of the Training & Development Plan, Competency Evaluation and gives rating. Similarly the Reviewer also reviews the progress of the plans and gives his feedback.

However recently CCIL has introduced a Performance Dialogue Instrument (PDI) which primarily is meant to achieve the following:

  • Establish a High Performance culture
  • Achieve goals by fostering a culture of high performance, absolute accountability and entrepreneurship
  • Aligning individual objectives and individual acting to organisational objectives

 

The PDI intends to support active communication between manager and subordinate. It’s about the dialogue. It gives list of competency Areas which is common to all around the globe. The main difference between the PDI and the earlier model is that this one is based on SAP system. The PDI has various sections like Group Performance Indicators, Business Performance, Competencies and Professional growth.

 

 It follows the following Competency Model:

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The HR dept. maintains personnel file for all the employees. These files consist of all the documents relating to the employees starting from his resume till his check in form. All the other documents given by him to the HR during the course of his employment are also maintained along with all the communication through mails. These can be used by the organization for any further references.

On joining the organization, the employee is given a 6 digit unique number which is called the employee no. This becomes his identity in the organizations database. An e-mail ID is created for all the management employees by the IT department which can be used by the employee.  

  • Induction and Orientation

 

The main objective of induction and orientation is to ensure full utilization of the inherent skills of the new entrants and provide them with comprehensive foundation needed for efficient performance in their job.

The HR person will receive the new employee on the first day of joining and introduce him/her to the department head after completion of all formalities and paperwork. The 2 days induction program is held once every 3 months and it is mandatory for all the new joinees to attend it. The Induction Schedule comprises of the respective Business/Function with respect to the following:

 --Organization Structure of the Div / Function

 --Overview of Business / Function

 --Salient features / Characteristics of each Business / Function

 --Overview of Products & Sales growth (for Businesses)

 --Successful Business initiatives during recent past / Major Challenges ahead

 --Issues (if any)

The input in the program is provided through classroom presentation, discussions and sharing of experiences which will be followed by visit to various departments.

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