Feel hrm @ rdcis

FEEL HRM PROJECT 2011

D M S , P O N D I C H E R R Y U N I V E R S I T Y

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DEPARTMENT OF MANAGEMENT STUDIES SCHOOL OF MANAGEMENT

PONDICHERRY UNIVERSITY

PONDICHERRY – 605014

A

FEEL HRM PROJECT REPORT ON

R & D Centre For Iron & Steel (A unit of SAIL)

SUBMITTED TO:- SUBMITTED BY:- Dr. R.P.RAYA AMIT KUMAR

Head of Department MBA 1st YEAR P.U SECTION ”A”



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TABLE OF CONTENTS

S. No

Titles

Page No.

1 Acknowledgement 4

2 Executive summary 5

3 Introduction to Human Resource Management 6-7

4 Introduction to the company

o Logo o Motto o Vision Statement o Mission Statement

8-9

5 Profile of RDCIS 10

6 Objective of the project 11

7 Organization Division 12

8 Human Resource Department structure 13

9 Functions Of HR 14

10 Report on the FEEL HRM Project (a) Selection & Recruitment (b) Employee Benefits & Allowance

(c) Employee Motivation Schemes (d) Leave Policy (e) Training & Development (f) Training Programmes (g) Training needs for Employee (h) Manpower (i) Innovation (j) Company Philosophy (k) HR Policy (l) Quality Policy (m) Corporate Social Responsibility Policy

15-23

10 Abbreviations 23

11 References 24



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ACKNOWLEDGEMENT

It is not possible to prepare a project report without the assistance & encouragement of other

people. This one is certainly no exception.

On the very outset of this report, I would like to extend my sincere & heartfelt obligation towards all

the personages. Without their active guidance, help, cooperation encouragement, I would not have

made headway in the project.

I convey my sincere thanks to Prof. R. P. RAYA for giving this opportunity to carry out such a

lovely study to feel HUMAN RESOURCE MANAGEMENT.

I would like to express my sincere thanks to Mrs.Madhuri Menon (General Manager-RDCIS)

who gave me the opportunity to work with such an esteemed organization.I would like to express

my sincere thanks to Mr. S.B.SAHAY,SR.MANAGER, Human Resource Development who

guided me and supported in all the tasks by giving me valuable insight into HR issues and also

clearing my doubts and advising me in the right time to make this project a real learning

experience.

THANK YOU ALL (AMIT KUMAR)



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EXECUTIVE SUMMARY

The importance of human resource development is evolving day by day in industrial and

non industrial organization all over the world. Human Resource Development (HRD) is the

frameworks for helping employees develop their personal and organizational skills, knowledge,

and abilities.

Human Resource Development includes such opportunities as employee training,

employee career development, performance management and development, coaching, mentoring,

succession planning, key employee identification, tuition assistance, and organization

development.

I did my project in RDCIS,Ranchi for 7 days. I was observing the major activities of the HR

department in the Ranchi Unit and I was also able to gather the necessary information. I could

have a deep observation of the HR operations in the RDCIS. I was allowed to go through the HR

principles and practices manual of the Organization which gave me an overall idea of the

functioning of the HR.

I had a good time with the Sr. Manager of Human resource department and could learn a

lot from them. The data which I have collected was very helpful in understanding the HR functions

in a better manner. These 7 days I spent in the company after travelling 5 km from my home are

worth mentioning in any instant of time in my life.



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Introduction to Human Resource Management Human resource is an increasingly broadening term with which an organization or other human system describe its most valued assets who individually and collectively of the business. It is a term used to denote all employees of one institution, organization, company etcetera, from the top management to the lowest level of employment excluding the owner/partners/shareholders.

Human Resource Management functions that are designed to maximize both organizational as well as employee effectiveness.

It is the approach to the management of an organization's most valued assets the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the process involved in managing people in organizations. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirement. The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively.



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Challenges in Modern Human Resource Management

a) Globalization b) Balancing Work-life c) Making HR activities ethical d) Managing Diversity e) Control and Measuring Results f) Employee Motivation g) Employee Retention h) Communication i) Competency Development Importance of Human Resource Management a) Facilitates professional growth b) Helps an individual to work in a team/group c) Identifies person for the future d) Allocating the jobs to the right person e) Improves the economy



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THE STEEL AUTHORITY OF INDIA LIMITED

Steel Authority of India Limited (SAIL) is the leading steel-making company in India. It is a fully

integrated iron and steel maker, producing both basic and special steels for domestic construction,

engineering, power, railway, automotive and defence industries and for sale in export markets.

SAIL is also among the four Maharatnas of the country's Central Public Sector Enterprises.

LOGO:

The image is used to identify the organization Steel

Authority of India Limited, a subject of public interest. The

significance of the logo is to help the reader identify the

organization, assure the readers that they have reached the

right article containing critical commentary about the

organization, and illustrate the organization's intended branding

message in a way that words alone could not convey.

MOTTO:

SAIL has the following as its motto or tagline:

“There is a little bit of SAIL in everyone’s life”

VISION:

To be a respected world class corporation and the leader in Indian steel business in

quality, productivity, profitability and customer satisfaction.

MISSION:

To provide individualized and documented developmental instruction supported by the methodologies and techniques suggested by the National Academy of Sciences, National Research Council, to families, extended families, siblings, and children with autism or even suspected to present within the autistic spectrum.S.A.I.L. respects the wishes of a child’s parents and a child’s Individualized Educational Plan (IEP) regarding goals and behavioral and academic outcomes. Socio-Affective and/or Academicinclusion, with typical peers, beginsimmediately for each child in S.A.I.L.



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R & D Centre For Iron & Steel

The Research & Development Centre for Iron & Steel (RDCIS) at Ranchi is the corporate

R&D unit of SAIL. Set up in 1972, the Centre has ISO: 9001 certification to its credit. It undertakes R&D projects in diverse realms of Iron & Steel Technology under the categories of Plant Performance Improvement (PPI), Product Development (PD), Scientific Investigation and Development (SID), Basic Research (BR) and Technical Services (TS).

RDCIS has more than 300 dedicated and competent scientists and engineers and its laboratory is equipped with around 300 sophisticated diagnostic research equipment and 5 pilot plant facilities.

RDCIS provides customers with prompt, innovative and cost-effective R&D solutions; develop and commercialize improved processes and products; continually enhance the capability of its human resources to emerge as a centre of excellence. The major efforts are directed towards cost reduction, quality improvement and value-addition to products of SAIL plants and providing application engineering support to SAIL’s products at customers’ end. RDCIS, along with steel plants, takes initiatives to develop special steel products utilizing the modernized production facilities at steel plants.

RDCIS also offers technological services to various organizations in the form of Know-how transfer of technologies developed by RDCIS; Consultancy services; Specialized testing services; Contract research; Technology Awareness Programmes.



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OBJECTIVE OF THE PROJECT

To understand the functions of the HR Function in an Organizational Context

To appreciate the learnt inputs including the reading material with the help of the

exposure to the Organization

To seek the considered views of the HR Professionals on the contemporary

and futuristic HR Scenario.

To assess ourselves expectation from us at the end of the course.

Assessing the extent of Application of our theory knowledge, which we

mastered as of now



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Organization Divisions

It has been divided into three divisions:-

(1) Technical Division

(a) Iron (b) Steel (c) Product (d) Rolling Technology (e) Coal & Chemicals (f) Automation & Engineering

(2) Infrastructural Support Services Division

(a) Personnel & Admin. (b) Finance (c) Material Management (d) Construction & Maintenance (e) Internal Audit (f) Vigilance Department (g) Communication

(3) Other Support Division

(a) Project Co-ordination (b) Technology cell



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H.R.D STRUCTURE

General

Manager

Asst. Manager

Asst. Manager (Law) & APIO

Jr.Executive (Transport)

AGM (IR & Welfare)

Sr.Manager

(HRD&Rajbhasa)

Sr.Manager (Law) & PIO

AGM (HRD)

Sr.Manager I/c(P-Estt.)

Sr.Manager I/c(CSR&Hort.)

Sr.Manager I/c(CSR)

Sr.Manager I/c(Admn.)

Asst. Manager (CSR)

Asst. Manager

(Hort.)

Asst. Manager (Estate)

Sr.Manager I/c(Admn.&Hosp)

Jr.Manager (Adm.,Hosp.,R&I)

Sr.Manager (Security)

Sr.Manager (P-NE)

Asst.Manager (P-NE) &

Nodal Officer

Dy.Manager (IR & W & CLC)

Sr.Manager (IR & Welfare)

Sr.Manager (P-EE/CC)

Jr.Officer (P-EE)

Asst.Manager (P-EE)



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Functions Of HR In Organisation

1. Law Department:

To solve all the legal problem related to the Organization.

To hire a lawyer for the Organization to fix the problem in the court. Etc.

2. Human Resource Department:

Training & Manpower Development

Job Analysis & Evaluation (a) Security Dept.- Security of Organisation (b) Rajbhasa Dept.- To proper implement of Hindi language(official language)

3. IR & Welfare & C.L.C Department:

To maintain good relationship between employees.

Work for Employee Benefits & Allowance.

To organise farewell for retiring employee.

4. Establishment Department:

Manpower Sanction

Selection & Recruitment

To provide unique no. to employee

Performance Appraisal



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SELECTION AND RECRUITMENT

The hiring process as I inferred takes place on an All-India basis for all the plants & units coming

under the Steel Authority of India Limited as a whole. The Personnel Manual of the Steel Authority

of India states that:

“The Steel Authority of India Limited is a continuous process industry with complex technology. To

operate this, industry Steel Authority of India Limited needs highly skilled personnel and is

committed to a system of selection that ensures induction of the best and the most competent

personnel to take up challenging assignments in the Company.”

SOURCES OF RECRUITMENT

There are two major sources of recruitment:

1) External: it is the direction of the manual that about 50 % of the vacancies at the induction level

must be filled by fresh blood.

Usually, the external source means the issue of an open circular in the

newspapers for the executive positions. Open circular is usually the only method of recruitment

and the Steel Authority of India Limited does not generally participate in campus placement

drives.

For the non executive positions the Steel Authority of India Limited makes use of employment

exchanges as well as the open circulars.

2) Internal: This refers to the selections for posts made within the company itself.

SELECTION PROCESS

The selection process follows several steps for different posts. SAIL does not outsource

any of its recruitment activities to any talent management or placement agencies. SAIL also

does not make use of any social networking site for its recruitment activities.



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Its follows mainly 3 steps for selection :-

(1) Written test or a job test (2) Group exercise or Group discussion (3) Interview

Eligibility:

Eligibility for various posts are varied.

(1) For Technical Posts :-Engineering & MCA(in some cases) (2) For Non-Technical Posts:- MBA

Employee Benefits & Allowance 1. Canteen facility: (a) For Executive: - (subsidy upto Rs.1200) (b) For Non-Executive:- (subsidy upto Rs.1000) 2. House Building Advance: (a) For Executive: - Upto Rs. 20 lakh (b) For Non-Executive:- Upto Rs.15 lakh (To make their own house or purchase of Flat) 3. Service Dress: (a) For Executive:- (15 % paid by employee & remaining by company) (b) For Non-Executive:- (30% paid by employee & remaining by company) 4. Cooking Gas : Only for Non-Executive:- (cost of 1 gas paid by company) 5. Employee family Benefits Schemes: Under this scheme if any employee death before his /her age of 60 years. Then the basic pay + D.A will be given to their family/dependent. (upto the service period)

6. Other Facility: Medical facility

Advance for purchase of vehicle

Scholarship schemes

Life cover schemes



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EMPLOYEE MOTIVATION SCHEMES

The SAIL had stipulated several schemes for the motivation of the employees which is not

included in the basic compensation scheme.

OBSERVATIONS:

The company sponsors higher education for its employees in three areas: management,

engineering and medical (specialization). These course can be availed free of cost by the

deserving candidates on payment of a refundable bond amount.

I may mention here that the courses provided are at the IIMS,XLRI,NMIMS, the IITs and

AIIMS and the competition to avail these services are cut-throat.

There is a cash incentive provided for families that adopt the small family policy

Service of more than 25 years is duly awarded.

There are monetary incentives given for completing certificate courses in Hindi and stenography.

There are good growth opportunity in SAIL.

Good Environment for working

Good Working Culture

Leave Policy:

15 casual leave(in a year)

4 Restricted leave(in a year)

17 Closed leave(in a year)

30 Earn leave(in a year)

20 Half pay leave(in a year)

6 months maternity leave(only for women)

2 years study leave(without salary)



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Training & Development Employees Of RDCIS are given time to time training according to the individual needs.Some of the trainings given by RDCIS are following:-

(1) Knowledge Enhancement Training (2) New Equipment Training (3) Office Management Training (4) Computer Training (5) ISO Awareness related Training (6) Safety Management Training (7) Fire Fighting Training (8) Internal Auditor Training course

NOTE:- These trainings are given to employee is in RDCIS & Management Training

Institue,Ranchi of SAIL.

There are some of the Training Programmes given to Employee by RDCIS in recent past

months:-

(1) Multi-Skill Training Programme Training on “High Performance Liquid Chromatog-raphy(HPLC) for analysis of Polycyclic Aromatic Hydrocarbons(PAH) in particulate mission from coke ovens”.

(2) Multi Training Programme on “determination of CSN & LTGH Coke type of coal sam-ples & CRI-CSR of Coke sample”.

(3) Multi-Skill Training Programme on “prepration & polishing of coal/coke Pellet & Petrog-raphic analysis of coal samples”.

(4) Multi Training Programme in “Impact tester machine hardness tester machine & heat treatment furnances.”

(5) Multi-Skill Training Programme in “coal,coke & chemical division.”

(6) Multi-Skill Training Programme on “Linux,Apache,MySQL & PHP(Lamp Track).”

(7) Multi-Skill Training Programme on “High Pressure Liquid Chromatography(HPLC).”



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(8) Multi-Skill Training Programme on “ Scanning Electron Microscope(SEM) & Electron

Beam Wide Area Analyser(EBWAA).”

(9) Multi-Skill Training Programme on “ONH Analyser”.

Training needs for Employee: The needs of training is evaluated by“Executive Performance Monitory System (EPMS)” in RDCIS. Under which there are four steps:-

(1) First step is to Self assessment from the individual that which type of training he needs. (2) In Second step assessment is done by Controlling Officer. (3) In third step Controlling officer see actually in which area he is working. (4) And in last step assessment of his past work performance & his requirement of training is

done & also the Organization requirements In 2010-11 RDCIS is providing training to

(a) 195 employee from Executive. (b) 460 employee from Non-Executive

MANPOWER:-

(a) Executive – 371 (b) Non-Executive-348

Total No. of Employees - 719



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Innovations:

(1) Innovation in Coal & Coke Area Coal & Coke division of RDCIS is engaged in carrying out research activities to increase the availability of coking coals & improve coke quality through process improvements .Availability of good coking coals is scarce in India. However , India has large server of low volatile medium coking coals & RDCIS has developed beneficiations circuits to produce low ash clean coals for BF coke making .The second innovation deals with an innovative coal preparation technique based on differential crushing of softer & harder coals to improve coke quality in SAIL.

Benefits:- Introduction of differential crushing scheme has helped in improving M10 index

of BF coke from 9.5 to 9.3 during trail period even with lower imported coal usage. Its implementation has resulted in an annual saving of Rs.4.58 crore at BSL.

(2) Innovation in Product Development RDCIS has been the nodal agency for development of niche products and their subsequent promotion & acceptance in the market . The two major innovation (attempted in recent past) namely, high strength formable quality hot rolled coils & high strength TMT rebars.

Benefits: - It have led to net sales realization of Rs.600 lakh during the development

stage itself.

(3) Innovation in Agglomeration

During mining of iron ore around 60-70% of fines are generated which are rich in Fe.These fines can not be charged into blast furnances as permeability gets affected due to their lower size compared to other input materials .These fines can be agglomerated either into sinter or pellet form sintering is defined as agglomeration of iron ore fines into a lumpy porous mass by incipient fusion. Sintering plants of SAIL were commissioned since two to three decades ago with older technology . The specific productivity in low Agglomeration group of RDCIS,SAIL is engaged in carrying out research activities in the area of improving specific productivity, quality of sinter & reduction in energy consumption.



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Benefits:- (a) Sinter mix temperature increased from 25o c to 65o c (b) Sinter machine speed increased by 5 %. (c) The benefits accured were to the tune of Rs. 32.4 million/annum.

(4) Innovation in Energy Area Energy division of RDCIS, SAIL is engaged in carrying out research activities in the area of development & implementation of new & innovative combustion systems & energy conservation measured. To reduce specific energy consumption & increase speed of sinter machines & for reducing specific heat consumption & simultaneously improve the product quality in reheating furnace,two such innovations namely:-

(a) Curtain Flame Ignition system in sinter plant of SAIL. (b) Improvement in performance of reheating furnance at ISP,Burnpur.

Benefits:- (a) Reduction in fuel gas consumption by 30-50%. (b) Annual saving of Rs. 33.23 Crore. (c) Increase in the machine speed & bed height has resulted in improvement in overall

productivity by 5-10%.

(5) Innovation in Automation for reduction in downtime Rail Mill. The Rail Mill is functionally divided into five main areas:-

(a) Reheating Furnances (b) Mill Proper (c) Hot Saws (d) Cooling beds (e) Finished Area

RDCIS has implemented a number of monitoring & control systems across the Rail Mill of Bhilai Steel Plant. The computer network , data communication facility & management information systems for Rail Mill of BSP has been upgraded in stages to meet the modern challenges of improved productivity at lower cost.

(6) Innovation of high strength micro-alloyed rails BSP produces 90UTS rails mainly in R-52 & R-60 profile to cater the demands of Indian Railways. In recent times, due to extremities of operating conditions there has been a need to increase the service life of Rails.



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Indian Railways is planning 2 construct Dedicated Freigh Corridors(DFC) for 32.5 taxle load of 20.32 ton. This necessitated the development of micro-alloyed rails as per the need and demand of Indian railways . RDCIS in close interaction with BSP has developed rails to meet the requirements of better toughness, wear resistance & higher strength.

(7) Innovation in Iron Ore Benefication

Mineral Engineering group of RDCIS does research activities on improvement of iron ore quality & reduction in slime losses , which occurs during “Wet Processing”. Accordingly, the nature of innovations lies on the modification of benefication equipments & development of new ideas to operate the equipment in a different manner, where lies the innovative part. The Capability of any benefication equipment is tested by working on the limiting parameters & freezing the optimum variable parameters to recover the maximum valuable minerals.

Company Philosophy Statement The philosophy of S.A.I.L. is to enhance the maximum growth of every S.A.I.L. participant in the cognitive, sensory, social, affective-emotional, physical, functional language-communication, and aesthetic domains. All S.A.I.L. children present with neurologically based cognitive and behavioral conditions primarily effecting receptive and expressive communication and inter affective regulation and socialization skills. The philosophy of S.A.I.L. encourages and supports the emergence of a child’s individual and integral personality while providing the intrinsic and extrinsic realization of independence within each child’s self, each child’s family, each child’s community

HR Policy of the company: To facilitate achievement of organizational objectives of RDCIS through continual improvement in services rendered, creating & maintaining healthy work environment, developing & nurturing human capital. Quality Policy of the company: RDCIS shall provide innovative R&D solution, develop state of the all products ;assist SAIL in achieving technological eminence; & continually ,improve a centre or excellence.



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Corporate Social Responsibility Policy SAIL recognizes that its business activities have direct and indirect impact on the society. The Company strives to integrate its business values and operations in an ethical and transparent manner to demonstrate its commitment to sustainable development and to meet the interests of its stakeholders. The Company is committed to continuously improving its social responsibilities, environment and economic practices to make positive impact on the society.

Guiding Principles Toward this commitment, the Company shall:

Create a positive footprint within the society to make a meaningful difference in the lives of people by continually aligning its initiatives to the goals for sustainable development.

Maintain commitment to quality, health and safety in every respect of the business and people.

Undertake ethical business practices across the supply chain.

Make positive impact on the environment and promote good environmental practices.

Promote equality of opportunity and diversity of workforce throughout its business operations.

Abbreviations: RDCIS :Research & Development Center For Iron & Steel BSP : Bhilai Steel Plant SAIL : Steel Authority of India Ltd. IR : Industrial Relation CLC : Contract Labour Cell IEP : Individualized Educational Plan



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References

Websites: www.sail.co.in www.google.com Text-Books: RDCIS Magazine- Technova (From RDCIS library)

http://www.sail.co.in/

http://www.google.com/

Feel hrm @ rdcis

Education

human resource development

employee training

performance management

hr policy

employee career development

pondicherry universitypage

employee effectiveness

functions of hr