A STUDY ON HUMAN RESOUCES POLICIES IN HZL A project report submitted to JNT University, Kakinada in Partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION Submitted by K.Sravanthi Reg.No. 09331E0045 Under the esteemed guidance of Asst Prof M.V.V BHANU (MBA) SCHOOL OF MANAGEMENT STUDIES
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
A STUDY ON HUMAN RESOUCES POLICIES IN HZL
A project report submitted to JNT University, Kakinada in
Partial fulfillment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted by
K.Sravanthi
Reg.No. 09331E0045
Under the esteemed guidance of
Asst Prof M.V.V BHANU (MBA)
SCHOOL OF MANAGEMENT STUDIES
MVGR college of engineering
(Accredited by NBA&NAAC ”A”)
(Approved by AICTE & Affiliated to JNTU ,kakinada)
Vijayaram Nagar Campus
VIZIANAGARAM-535005,A.P
DECLARATION
I do here in declare that this project work entitled “STUDY ON
HUMAN RESOURCE POLICIES” with reference to HZL,
VISHAKAPATNAM has been submitted by me to “MVGR COLLEGE OF
ENGINEERING” in partial fulfillment of the requirements of Master of
Business Administration is my own work and it is not submitted to any other
University any time before
Place : visakhapatnam
Date : (K.sravanthi)
Reg.No:09331E0045
ACKNOWLEDGEMENT
I am thankful to the HZL,Visakhapatnam for giving me permission
to undertake this study in their organization.
I am grateful to Mr.SAIRAM,personal office,executive cell of
Hindustan Zinc Limited,Visakhapatnam for giving me permission to
undertake this study in their organization.
I also grateful to Asst.prof M.V.V.Bhanu MVGR College Of
Engineering for his guidance and support extended throughout the period of
study.
I convey my thanks to my Parents and Friends for their encouragement
to me in the completion of M.B.A course.
Finally I would like to thank other members for their extended co.operation
& suggestion s which helped me a lot.
K.sravanthi
CONTENTS
CHAPTER – I
Introduction
Need for Study
Objectives of study
Methodology of study
Limitations of study
CHAPTER – II
Industry Profile
CHAPTER – III
Company Profile
CHAPTER – IV
Theoretical Frame work
CHAPTER – V
Data Analysis & Interpretation
Summary
Findings&Suggestions
Conclusion
CHAPTER – VI
BIBLIOGRAPHY
Chapter 1
Introduction
INTRODUCTION
Human resources play a very crucial role in the development process of
an economy. The economic development of both developed as The organization as
developing countries are closely inter-woven with the level of development of human
resources. It is said that all development comes from the human mind. The quantity and
quality of human contribution, it should be recognized, are entirely dependent upon the
human body and mind.The organization rich it may be in the possession of the physical
resources, cannot achieve any prosperity unless it is the organization with rich human
resources. The human resources are, therefore, to be developed and properly organized in
order to bring about economic development in and country. It should be noted that human
resources are responsible for the transformation of traditional economies into modern
industrial economies and also for the existing levels of economic development in
different countries. The phenomenal growth achieved by a country like Japan, poor in its
natural resources, can be attributed to its rich human resources. In essence, “the
difference in the level of economic development of the countries is largely a reflection of
the differences in quality of their human resources. The key elements in this proposition
are that the values, attitudes, general orientation and quality of the people of a country
determine its economic development”. At the micro level, human resource is the most
valuable asset in the organization and not the money or physical equipment. It has, in
fact, come to be recognized as an important economic resource. Therefore, human
resources are to be developed, nurtured and properly organized in order to bring about
prosperity in any country.
Human resource is the total knowledge, skills creative abilities, talents and
aptitudes of an organization’s work force, as The organization has the values, attitudes
and beliefs of the individuals involved. Human factor in organizations also gained
significance due to the fact that most of the problems in the modern organizations are
human and social in nature rather than physical, technical or economic. It is people who
can make a difference and who can have an ever lasting impact on the survival and
functioning of organization. Peters and Waterman in their widely acclaimed research
work, “In search of Excellence”, have found “Productivity of People” as one of the
important attributes that characterized the most excellent and innovative companies in
United States. As pointed out by the noted psychologist, Mc Gregor, much management
would agree that the effectiveness of their organizations would be at least doubled if they
could discover how to tap the unrealized potential present in their human resources. As
such, successful companies are the ones who achieve extraordinary results through
ordinary people.
The human resources account for a large part of national output and there
existed wide scope for enhancing productivity through their proper development. The
physical resources, viz., material, machine, money and energy are all important in
achieving the productivity of the Organization, but they will not give results unless the
human resources are applied to them. In addition to providing value to the physical
resources, the human resources provide a dynamic character to the economy and to the
individual enterprise. The human resources are also significant from psychological stand
point. They require a particular psychological environment to work. The essence of
psychological environment is motivation which provides dynamism to these unique
resources.
The individual and organizational goals are sought to be achieved through
effective utilization of human resources. It may be noted that an organization’s
performance and resulting productivity are directly proportional to the quantity and
quality of its human resources. Any organization that exists to produce goods and
services has good chance to survive and prosper if it consists of Right People. This is true
for all organizations and similarly, people also need organizations for their development.
Thus, the development of human resources plays a very significant role in
developing of the workforce of the organization in particular and economy in general.
The distinction between the organization when all other resources and human resources is
that, only the human resource, which appreciates with time whereas all other resources
undergo the process of depreciation. All the firms buy the same material and machines
but it is the people in the firm who build the organization and make a difference in the
final product. A machine’s maximum value reaches the day it starts producing. Man
never reaches an ultimate value throughout the lifetime at work, but is able to change
grow and enrich his value. Success of an organization mainly depends on the quality of
its manpoThe organizationr and its performance.
HUMAN RESOURSCE POLICIES :
Human resource policies are systems of codified decisions, established by an
organization, to support administrative personnel functions, performance management,
employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of
human resource policies.
PURPOSES:
HR policies allow an organization to be clear with employees on:
The nature of the organization
What they should expect from the organization
What the organization expects of them
How policies and procedures work
What is acceptable and unacceptable behavior
The consequences of unacceptable behavior
The establishment of policies can help an organization demonstrate, both internally and
externally, that it meets requirements for diversity, ethics and training as The
organization as its commitments in relation to regulation and corporate governance. For
example, in order to dismiss an employee in accordance with employment law
requirements, amongst other considerations, it will normally be necessary to meet
provisions within employment contracts and collective bargaining agreements. The
establishment of an HR Policy which sets out obligations, standards of behavior and
document displinary procedures, is now the standard approach to meeting these
obligations.
HR policies can also be very effective at supporting and building the desired
organizational culture. For example recruitment and retention policies might outline the
way the organization values a flexible workforce, compensation policies might support
this by offering a 48/52 pay option where employees can take an extra four The
organizationeks holidays per year and receive less pay across the year.
Developing the HR Policies
HR policies provide an organization with a mechanism to manage risk by staying up to
date with current trends in employment standards and legislation. The policies must be
framed in a manner that the companies vision & the human resource helping the company
to archive it or work towards it are at all levels benefited and at the same time not
deviated from their main objective.
Need for the study:
HR policies aims at motivation of employees to the maximum extent possible so that
they can became dynamic contributors to organizational goals. As employee motivation
is influenced by organizational climate and a healthy organizational climate is required
for utilizing and enhancing employee competencies,. A healthy climate is one where the
free expression of ideas, opinions and suggestions is encouraged; there is promotion of
collaboration among various individuals, teams and departments; people say what they
mean, do what they say, and where people can be trusted; initiative pro-activity and
creativity is encouraged; seniors support their subordinates and juniors respect their
seniors; every senior sees developing their subordinates as their responsibility; every
incident is treated as a learning opportunity; people have a sense of satisfaction from their
work; people feel that they are cared for and have a sense of belongingness etc…
Implied in the above goals are the goals of developing superior-subordinate
relationships, team development, inter-team collaboration and organizational health. All
these contribute a lot for the development of the workforce in the organization and also
help in enhancing of individual competencies, two person relationships, team spirit and
organizational health, these all make the organization a very better place to work in.
Thus, the present study has been made to identify the role of private sector organizations
in developing a healthy HR Policies in their organizations for the better cause of both the
organization and also the economy.
Objectives:
To know the profile of the selected organization (Hindustan Zinc Limited).
To observe the HR policies in Hindustan Zinc Limited.
To study the various elements of the Human Resource Management viz.,HR
policies in systematically.
To summarize and to make the suggestions for further improvements in the HR
policies system of the organization.
Methodology & Analysis of Data:
Research Methodology:
The information pertaining to various labour The organizationlfare philosophies
has been collected mainly from various books hoThe organizationver the information
pertaining to Coromandel International Limited has been obtained from the following
two sources.
Primary Data:
This is done by personal discussion with various officials in employee relation
department and human resource development. Questionnaires The organizationre
prepared by keeping in view of the objective of the study. The first one is being
management questionnaire covering HR Policies for executives . The second one was the
canvass among the sampled employers to find out their opinion on different policies
being provided to them. The questionnaire was distributed to 150 and the response The
organizationre limited to 100. The study is confined to a sample of 100 only.
Secondary Data:
The secondary data has been collected from Annual Reports of HZL Vizag
various reports available in the Organization,
Books,Journals,Newsletters,Magazines,etc…..The organizations are verified.
For the achievement of objectives of the study required data has been collected
from both the primary and secondary sources. A questionnaire has been prepared with
different questions to require the socio-economic status and to measure employee job
satisfaction. Then a structured questionnaire has been prepared and administrated among
employees in the organization.
Limitations:
Study has been done during working hours.Hence it was inconvenient to disturb
the workmen with questionnaire at all times.
All employees & management representatives The organizationre not considered
due to time limit. Hence,a sample of limited percent of employees has taken up
for the purpose of the study.
Data collection consumed a lot of time.
Last but not least time was a major constraint. It is very difficult to cover all
department under the study within 45 days.
Chapter 2 Industrial
profile
INDUSTRY PROFILE
Hindustan Zinc Ltd., was created from the Erst While Metal
Corporation of India 9MCI) on 10th January 1966 as a public sector undertaking. In April
2002, Sterlite acquired a 46% interest in HZL from the Government of India and the open
market, and it became a part of the sterlite group. Since then HZL has been growing from
strength to strength. In August 2003, sterlite acquired a majority stake in HZL by
acquiring another 18.9% interest from the Government of India.
HZL produces Zinc, Lead and By-products viz., Sulphuric Acid
and Silver.HZL achieved an all-time high production output of 283,698 tonnes Zinc and a
record production of 889,007 tonnes of Zinc concentrate during 2005-2006.Today HZL is
India’s leading Zinc producer.
HZL is a vertically integrated Mining and Smelting Company, gearing up to:
1. Harnessing mining resources to help India maintain self-sufficient in Zinc.
2. Become a Global leader in Zinc.
3. Create value for all entities whether it is customers, Investors or Employees.
Constant innovation, eticulous attention to detail, extensive investments in R7D
and technology are the Hallmarks of HZL making it a multi-unit and a multi-
HZL has undertaken expansion projects (phase-II0) in mining as The
organizationll as smelting which has raised the capacity of refined zinc to 4,11,000 tones
per annum. The main expansion projects undertaken are:
Chanderiya Zinc Smelter Expansion: The new 170,000 tpa Hydrometallurgical
Zinc Smelter at Chanderiya and the associated 154 MW poThe organizationr
plant The organizationre commissioned in May 2005. This was built at a total cost
of $ 335 million. A second 170,000 tpa hydro smelter will be built at chanderiya
along with a 77MW captive poThe organizationr plant. The second smelter and
the accompanying captive poThe organizationr plant is expected to be
commissioned by 2008. This is being built at a cost of $ 300 million.
Chanderiya Lead Smelter: The new 50,000 tpa Ausmelt TM lead smelter was
commissioned in February 2006.
Rampura Agucha Mine: The Rampura Agucha Mine expansion was also
completed in May 2005. The mine is now operating at its full capacity of 3.75
mtpa.
THE MINERAL INDUSTRY OF INDIA :
India’s economy in 2001 was characterized by a Gross Domestic product (GDP)
growth of 5.4%.Fiscal deficit was projected to be 4.7% of Gross Domestic Product.
Interest rates The organizationre low with Reserve Bank of India lending rate at 7%.
Agriculture encompassed 25% of Gross Domestic Product and was forecast at 3.5%
growth rate. Industrial production growth rate declined compared to that for 2000.
India is endoThe organizationd with vast mineral resources and their production
contributed 2% to GDP. The country exploited 52 minerals, 3 mineral fuels, 11
metallic minerals and 38 non metallic minerals in 2001.Minerals accounted more than
20% of Indian exports.
Increase in production of Bauxite, Cathode copper, crude oil, iron ore, steel
and other minerals The organizationre also noted. In the Steel Industry the
Government steel policy also provided for Foreign Direct Investments (FDI) in the
sector for Mergers and Acquisitions. The Geological Survey of India out lined new
Gold resources in three states. In Andhra Pradesh a resource of 4.8 million metric
tones averaging 1.9 grams per metric ton Gold Was defined in the Dona block. A
further resource defined in the Bhukia east block of the Banswara district in the
Rajasthan increase its total resources to 7.1 mt averaging 2.96 g/t gold. In Madhya
Pradesh a resource of 3.3 mt averaging 1.04 g/t gold was out lined in the Ghrahar
Pahar block in the Sidhi district. (Mining Journal 2001 b)
GOVERNMENT POLICIES AND PROGRAMS:
India’s import duty on Gold has been reduced from $8.57 per 10 gram of metal
to $ 5.35 per 10 gram in an attempt to reduce smuggling. The Tarrif on imports of
second choice and defective quality of steel was raised from 255 to 355. The
reduced duty rate of 55 on scrap for melting, currently available only to electric
are furnace operators, had been extended to all the steel producers irrespective of
process route.
The privatization of coal India Limited was part of reforms in coal mining sector
rehabilitation project undertaken by the Government and the world Bank. The
state Government OF The organizationst Bengal was to give up its monopoly to
mining rights and to announce a new mining policy to invite private investments
in the sector. The state is known to contain Appetite, coal and dimension-stone
resources. The state of Haryana decided to grant mining lease for mining minerals
by public Auction. It is also decided to keep the duration of lease to a period of 7
years.
COMMODITY REVIEW:
METALS:
Aluminum-India’s reserves of metallurgical Bauxite The organizationre in the
excess of country’s requirements, but no metallurgical US GEOLOGICAL
SURVEY MINERALS YEAR BOOK-2001 grades The organizationre confirmed
to Gujarat and Madhya Pradesh with scattered deposits in Andhra Pradesh, Bihar,
Maharashtra and Orissa. The country imported 40% to 60% of its caicined
Bauxite requirements from china to Guyana industrials minerals, 2001 b.
Construction of the (1 TPA) Utkal Alumina refinery project at Doraguha in the
Rayagada district of Orissa was expected to start by the end of 2001 with the plant
being commissioned in the year 2005. Utkal Alumina International Limited, in
which Hindalco Industries Limited (20%0. Allan Alumina Limited of Canada
(35%) and Norsk Hydro A/S of Norway (455) The organizationre shareholders
made large investments for infrastructure, roads and an Airstrip. It also had
received its Bauxite minigong lease from Orissa Mining Corporation. The project
was remaining behind schedule because of protests of opponents 9Metal Bulletin,
2001) the company planned to proceed with completing an environmental impact
assessment study on the project. The partners envisioned a new plan of a bigger
3Mt/year project
In December, Norsk Hydro with draw from the Utkal Alumina project citing the
lack of process at the project an assessment of the future market for alumina and
positive developments to its Alunorate Alumina project in Brazil, the company’s
equity alumina Production from apart in Jamaica and Alunorate should be
substantial enough to meet 705 of its requirements (Mining Journal, 2001 f0.
Hinalco and Alcoa of the United states teamed up to bid for Bharat Aluminum co
Ltd 9BALCO) IN WHICH THE Government was divesting a 51% stake and
Sterlite Industries was the sole other bidder. Sterlite Industries won the tender for
the stake in BALCO with a $118 million offer. BALCO continued their
opposition to the privatization and ended a 68 days strike in May. Plans The
organizationre being drawn up to increase its metal capacity by 50% to 150,000
t/y sterlite industries estimated a cost of $43 million to reactivate the 408
damaged pots at the smelter because of the strike in protest.
BALCO also had new cold rolling milk near its smelter to produce 36,240 t/y of
sheet and coils, captive poThe organizationr plants at Korba had an installed
capacity of 270MW. The company had another plant at Bidanbag in The
organizationst Bengal for downstream processing that included conductors
extrusion foils and rolled products (Metal Bulletin, 200 liter) Hindalco
commissioned its ninth pot line adding 33000 t/y of capacity as part of the $385
million brown field expansion project.
India Aluminum Co Ltd’s (INDIA) planned expansion involved transferring the
idled pots at its Belgaum smelter in Karnataka to its Hirakud smelter in Orissa to
raise the latter’s capacity to 57,000 t/y from 30,000 t/y. The company planned to
speed 44.3 million on expanding its Muri Alumina Refinery in Jharkhand to
100,000 t/y from 88,000 t/y and $ 15 million on modernization of this various
facilities.
Sterlite Industries identified a third mine at Mt.Lyell in Tasmania, Australia that
it planned to acquire. Two mines in Australia which sterlite acquired at a cost of $
43 million, supplied 505 of its concentrate fields. The material was imported from
Chile, sterlite industries copper smelter at Tuticorin faced demonstrations by
villagers who claimed that the plant polluted water resources in the area and who
demanded its closure.
Kudremukh Iron Core Ltd plaaned to open a new iron ore mine and
beneficiation plant at Ongole in the Prakasam district of Andhra Pradesh. The
Green Field project aimed to produce 1.5 Mt/y to 2 Mt/y of concentrate for export
and was expected to be completed in 2004. In initial investment would be $53.5
million during 3 years and a subsequent expansion to 8 Mt/y would cost further $
85.6 million. The company had existing operations at Kudermuekh in Karnataka
where low grade ores The organizationre beneficiated in to 66% iron concentrates
for export to China, Japan and Republic of Korea. The operations had capacities
of 6.8 Mt/y of iron ore concentrate and 3.5 Mt/y of pellets. The Government
granted a further one year extension of the mining lease as did the state
Government of Karnataka the company was earn marked for sell of .(Metal
Bulletin,2001)
Lead and Zinc:
HZL Tundoo smelter in Bihar, which produced Lead and Silver was earn marked for
closure because of its technology was old and the plant was not worth upgrading. The
company also planned to close down the Vizag lead smelter in Andhra Pradesh the
Agnigundala lead mine in Andhra Pradesh which produce concentrate for Vizag,
would be sold HZL’s sargipalli lead mine in Orissa also would be closed(Mining
Journal,2000). The Government stipulated that the bidders of the 26% stake of the
state owned HZL. Which was for sale, also would have to make an open offer for
further 20% share. BHP Ltd Binani Zinc, Birla group, Rio tin to and sterlite industries
expressed interest in HZL allied deals, glen core and metdist also joined the bidding.
Allied deals of the United Kingdom subsequently with draw from the bidding. Sterlite
industries bid The organizationre below the reserve price and The organizationre
rejected. The Government decided to reconsider HZL’s privatization in February
2002.
Total installed zinc production capacity was 1, 49,000 t/y. HZL’s Rampura
Agucha Mines in Rajasthan The organizationre highly prized in the tender
(Metal, Bulletin, 2001). The company’s new Green Field 1, 00,000 t/y zinc
smelter was planned for Kapasan in Rajasthan at cost of $ 268 million.
Binani zinc considers moving a head with plans to expand a zinc smelter in one
stage from 30,000 t/y to 1, 00,000 t/y at cost of $96 million. The company
wanted to start a work on the smelter expansion by fiscal year 2002-03 and the
project was being revieThe organizationd by its technology partners,
K.Z.Engineering (Subsidiary of Korea Zinc) and union ministry of Belgium.
Binani Zinc was considered selling a 49% stake in the company to Korea zinc.
Binani zinc and Korea Zinc teamed up to bid for a 46% stake in hzl (Metal
Bulletin, 2001)
Titanium: Tata steel planned to enter Titanium mining with three locations in
TamilNadu and to consider alliances with Global majors for manufacturing
Titanium Dioxide. A Joint venture, Ausrutile (Ticor, 37% Austpac 37% Indian
rare earths26% was formed to develop a synthetic Rutile complex near chatrapur
in Orissa. Ausrutile would construct a 10,000 t/y pilot plant adjacent to India rare
earths Oscom project. The plant could eventually produce 2, 00,000 t/y of
synthetic Rutile with duration of 30 years (Asian Journal of mining, 2001)
N.M.D.C planned to acquire up to a 33% equity share in a joint venture with
Indian rare earths and Andhra Pradesh Mineral Development Corporation. For
project near Vizag NMDC would seek prospecting licenses for exploration in
Tamil Nadu and Orissa and anticipated that each could contribute 30,000 t/y of
ilmentite. The corporation considered a central processing plant of 1,00,000t/y
capacity as The organizationll (Mining Journal, 2001)
INDUSTRIAL MINERALS:
Fertilizer:
The Government was offering a 74% stake for sale Para Deep Phosphates
Ltd., which owned a Di-Ammonium phosphate plant with a capacity of 72,000t/y.
Interest had been expressed in this sale by Hindustan Lever Chemicals Ltd, Oseal
Chemicals And Fertilizers Ltd., and Tata Chemicals Ltd.
Garnet:
Tran’s world Garnet India private Ltd 74% owned subsidiary of The
organizationstern Garnet International Ltd, of the United States, was chosen by
the state Government of Andhra Pradesh to gain access to a mineral sands beach
deposit in the state.
Graphite:
Graphite India Limited’s expansion plans The organizationre estimated
to cost $10.2 millions of which $1.7 million would be spent on setting up a
1.5MW hydro electric plant near Mandy in Karnataka and $8.5 million would be
used to expand Graphite electrode plants in The organizationst Bengal and
Bangalore.
Soda Ash:
Tata Chemicals Limited resumed production at its Mithapur plant South
The organizationst of Bhuj in Gujarat after a fire in March. It was one of the
world’s leading producers of synthetic soda ash with a capacity of 8, 75,000 t/y.
STRUCTURE OF COMPANY
Sterlite Industries India Ltd.
STERLITE
Bharat Aluminum Company
Sterlite Opportunities
adventures Ltd.
Hindustan Zinc Ltd
Indian Foil Malco
VEDANTA
Chapter 3 Company profile
Sterlite Gold
Sterlite Opticals technology Ltd.
Thalinga Copper Mines
Copper Mines of Tasmania
Zambia Copper Mines
Sesa goa Balco Sterlite energy
KCM
HINDUSTAN ZINC LIMITED
VISAKHAPATNAM
INTRODUCTION:
Hindustan Zinc Ltd was incorporated in January, 1966 as Public Sector
Undertaking after the takeover of erstwhile Metal Corporation of India (MCI) to
develop mining and melting capacities substantially to meet the domestic
demand of Zinc and Lead metals. HZL through its innovative operations, forward
planning, team work, research and development, technological up gradation had
taken the country to the high level of self-sufficiency in Zinc. Hindustan Zinc Ltd
was dis-invested in the year 2002 and M/s Sterlite Group has taken over the
management control.
HZL is proud inheritor of World's ancient Zinc mining and distillation sites at
Zawar Mines near Udaipur. The remains of ancient mines and smelting furnaces
located in the vicinity of today's mining centers reflect man's endeavor to recover
and utilise these metals. Recognising this Zinc extraction as the oldest in the
world, American Society of Metals declared it as the International Historical
landmark by placing plaque at Zawar in Rajasthan State on 2nd Feb, 1989. HZL had
broad-based operations. Its spectrum of activities include exploration, mining,
ore processing to smelting, refining of Lead, Zinc, Cadmium, Copper and other
precious metals. HZL is presently operating 3 mining units and 3 smelting units
spread all over the country.
BIRTH OF VIZAG ZINC SMELTER & GROWTH
To bridge the gap between demand and production, HZL had commissioned Zinc
Smelter at Vizag in 1977 with following installed capacities:
Zinc Metal : 30,000 MTPA
Cadmium Metal : 115 MTPA
Sulphuric Acid : 60,000 MTPA
Subsequently, performance improvement projects and debottlenecking exercises were undertaken during the year 2002 to 2004. These have resulted in substantial enhancement of capacity as given below.
Earlier Capacity Present Capacity
Zinc Metal 30,000 MTPA 56,000 MTPA
Cadmium Metal 115 MTPA 138 MTPA
Sulphuric Acid 60,000 MTPA 91,000 MTPA
LOCATION & CLIMATE
Vizag Zinc Smelter is located at Gajuwaka area, 15 Km south of Visakhapatnam City. Nearest highway (NH-5) is at a distance of 2 Kms & the airport is at a distance of 7 Km. Smelter is spread over in an area of 325 Acres.Climate of the smelter is very pleasant throughout the year being located closed to the sea-shore.
PROCESS & TECHNOLOGY
The zinc extraction process at Vizag is based on hydro-metallurgical route of
Roast-Leach-Electro-winning process for production of high grade Zinc. The Zinc
Concentrate is roasted to convert into zinc oxide which is leached in return dilute
Sulphuric acid to produce zinc sulphate solution. After filtering off the in soluble
residues, the solutions are then electrolyzed to obtain Zinc metal.
The know-how for various plants was provided by :
Roaster Plant : M/s. Lurgie Chemie, Germany
Acid Plant : M/s. Krebs Cie, India
Leaching Plant : M/s. Bipromet, Poland
Cadmium Plant : M/s. Bipromet, Poland
Cell House : M/s. Bipromet, Poland
Tail Gas Treatment : M/s. MESCO, Japan
Know-how for performance improvement & de-bottlenecking projects:
Roaster Plant : M/s Lurgie Chemie, West Germany Other Plants : M/s Asturiana De Zinc, Spain
Raw material for the smelter is sourced from Rampura Agucha Mines, Rajpura
Dariba Mines & Zawar Mines.
INFRASTRUCTURE FACILITIES:
Power Supply:
Being a hydrometallurgical process, major input for the process is power. Currently 90% of plants total power requirement (28 MW) is met by APGPCL and balance by APTRANSCO. In addition, smelter is equipped with 3 DG sets each of 3.2 MW capacity.
Water Supply:
The water requirement of about 4000 M3/day is met from Meghadrigedda dam through 600 mm diameter pipeline situated 20 km from the Smelter. Contract demand is 1 Mega Gallon per Day.
Education:
The educational need of inhabitant is catered by one Telugu Medium which is situated at Zinc Smelter.
Medical:
A 16 Bedded hospital furnished with therapeutic equipments manned by specialized staff attend to the medical requirements of the employees and their families.
Communication:
Zinc Smelter has Electronic Telephone Exchange to meet STD, Internet facility through broadband, E-mail access to all departments through LAN, Effective communication of real on-line data related to production, quality, and materials through SAP.
Township:
Zinc Smelter has a well-laid township of 400 quarters having following facilities:
UCO Bank
Post Office.
Cooperative Stores.
Executive Club with Indoor and Outdoor games facility.
Community Centre with library, Indoor and Outdoor games facility and
open air theatre.
Guest House of 20 A/C and Non-A/C rooms with boarding and lodging
facility.
About the Organization:
FUNCTIONAL AREAS
The Following are found to be the Functional areas in the organization:
Supporting Services:
Human Resource Department
Commercial Department
Finance & IT Department
Control Laboratory
MS & EOHS Department
Security Department
Process Departments:
Roaster & Acid Plant
L&P, ZE & M Plant
Cadmium & Zn Dust Plant
Zinc Oxide & ETP
Engineering Services:
Mechanical & Utilities
Electrical
Instrumentation
Civil & Refractory
HUMAN RESOURCE DEPARTMENT:
HR STRUCTURE:
GRADES & DESIGNATIONS:
VZS has the following grades & designations –
M2 - General Manager
M3 - Asst. General Manager
M4 - Senior Manager
M5 - Manager
M6 - Associate Manager
M7 - Executive
M8 - Junior Executive
M9 - B.Com / B.Sc Trainees
HUMAN RESOURCE:
VZS is operated by a team headed by Unit Head with support of expert
professionals in the field of Smelting, Maintenance, Finance, HR, Commercial,
Information technology, Medical, Laboratory, Environment, Industrial Engineering, etc.
The team also includes skilled workmen in the required fields. There are 82 executives
and 592 non-executives presently working at VZS.
Realising the immense potential of human resource, same is nurtured,
developed and motivated on a continuous basis through innovative HR Practices.
TRAINING PROGRAMS IN HZL:
Depending upon the categories, different training programs have been
conducted by Hindustan Zinc Limited. Workmen training program, contract labor
training program, training for executives, training program on leadership, training
program on monitoring. Have been conducted by Hindustan Zinc Limited. Various topics
like self development, team building, and role of workers in the changing scenario,
safety, health and hygiene are the prominent topics have been covered in this training
program.
SIX SIGMA PROGRAMME:
“Six Sigma” methodology measures the degree of various of a business process
and focuses term – efforts on reducing this variance through project approach. For
making agucha mine identified six executives to be tainted as black belts and five Sr.
Executives to be the champions for the six – sigma project. Till date 13 projects have
been identified in areas of improvement. The experts on six sigma from Wipro
Consultant have trained the Black Belts and champions.
CARE FOR THE ENVIRONMENT:
VZS has considered the protection of environment as an integral part of
production. In spite of adequate precautions being taken to control pollution, a full
fledged system has also been implemented to carry out the environmental impact
assessment at regular intervals in the neighborhood of the Smelter.
Management has demonstrated its commitments through formulation of
Safety, Health and Environment Policy with the objective to achieve sustainable
development through compliance of legal & other requirements, continual improvement
in environmental performance through reduction in pollution, recycling/re-use of wastes,
conservation of resources and adoption of eco—friendly technology.
A full fledged Environment Protection and Pollution Control Department
with qualified executives has been there to manage the environmental aspects of
organisations’ products, services and activities.
SECURE FILL FOR DISPOSAL SOLD WASTE:
In the year 2002, constructed 4, 80,000 Cum. capacity disposal
facilities for safe disposal hazardous wastes, at a cost of Rs. 14 Crores within the
premises as per the guide lines of CPCB. It is worth to say that this type of secure
land fill facility is first one of its kind in the AP state.
RAIN WATER HARVESTING PITS:
Towards conservation of natural resources and recharging the ground water
table, 2 numbers rain water harvesting pits installed at the plant site.
TAIL GAS TREATMENT FOR CONTROL OF S02 EMISSION:
In order to meet the Corporate objective of the company to contain emission
levels of SO2 from acid plant down to <500 ppm or 4 Kg/ton of acid produced, a Tail
Gas Treatment Plant (TGT) was installed in 1990 with a technical knowhow of
MESCO, Japan at a cost of Rs. 300 lacs. It needs a mention that this plant is unique
and first of its kind in India.
MERCURY REMOVAL PLANT:
A mercury removal plant was set up at a cost of Rs. 2 Crores to recover mercury
if any, from roaster gases before they enter into environment.
Besides commissioning of facilities, several initiatives taken for ensuring clean &
green environment. These include:
DEVELOPMENT OF GREENERY:
Every year 5000 saplings are planted and nurtured to develop the greenbelt around
the smelter. About 1, 35,000 Nos of saplings The organizationre planted so far covering
an area of 4, 30,950 Sq. Meters.
HOUSKEEPING IMPROVEMENETS INITIATIVES:
Initiatives taken to improve housekeeping & control of fugitive emissions are
Regular water spraying on roads
Truck washing system,
Laying of LDPE sheets on solid waste heaps to prevent fugitive emissions,
Installation of De Dusting system with Bag filters in Dross grinding unit
and Zinc Dust & Zinc Oxide plants.
SAFETY & HEALTH:
Zinc Smelter, Vizag has a commitment to provide a safe and healthy workplace
for its employees and contractors. The organization believe that The organization can
minimize risks and train our employees and contractors to recognize this and act
accordingly. Our Safety & Health initiatives focus on the following elements:
Leadership:
Ensuring that senior management and SBU heads provide leadership in, and
are committed to, health and safety;
Management Systems:
To demonstrate our commitment to improve Safety & Health performance.
Accordingly, The organization have implemented OHSAS Management System and
have been certified to OHSAS: 18001 certification.
Training:
Safety flows from safe behaviors and attitudes. Regular training is provided
to all employees and contractors to increase their awareness and to improve their
behaviors and attitudes towards safe working practices; and
Risk management:
Risk assessments are carried out, particularly for hazardous operations,
and significant risks are minimized by the application of engineering measures and
the adoption of new technology and safe working practices.
SOME OF THE INITIATIVES IMPLEMENTED TO IMPROVE
SAFETY ARE:
Proactive Monitoring of Incidents / Near Misses
Application of “Management of Change” for successful commissioning of new
facilities or modification of existing facility
Task observation to ensure competency of the personnel
Job Specific Training to ensure competence of the personnel
Safety Training ( basic & refresher ) for all employees including contract laborers
Work Permit System
Accident investigation through why-why analysis and taking corrective action
Safety Circles
Hazard identification through involvement of employees
HAZOP/ HAZAN / Safety Audits
Departmental Safety committees to eliminate unsafe conditions on a continuous basis.
Central Safety Committee for taking strategic decisions on safety & health matters.
Mock Drills to test our emergency preparedness & response mechanism.
INITIATIVES TAKEN TO IMPROVE HEALTH OF THE
EMPLOYEES:
Periodical Medical Examination of all employees.
Health surveillance monitoring for the employees exposed to noise, cadmium fumes,
mercury vapors and employees engaged in canteen, guest house, heavy earth moving
machinery, etc.
Health Hazard identification & corrective action various occupational/ non-
occupational disease.
INNOVATIVE APPLICATIONS & BEST PRACTICES:
Zinc Smelter, Vizag has made significant stride to make use of innovation/
creativity in every sphere of its activity. In addition, a number of state-of-the-art
technology and best practices have been implemented during its journey over the years.
These include:
Use of innovation to significantly enhance the roaster throughput from 240 to 300
Tones per Day.
Purchase of APGPCL share to reduce the cost of poThe organizationr significantly.
Implementation of Best 4 Management Systems viz. Quality Management System,
Environmental Management System, Occupational Health & Safety Management
System and Social Accountability Management System.
Implementation of Continuous Learning Environment – A unique employee
development approach.
Launch of “Gyanvardhan – A Mini Management Program” for the development of
executives.
Implementation of SAP, Local Area Network and Internet.
Launch of Cpk & OEE tool to improve process performance & equipment
availability.
Implementation of Six Sigma Approach to improve the process performance.
Implementation of state-of-the-art Jarosite Process and elimination of Moore cake
generation process.
Installation of Horizontal Belt Filter to improve the recovery.
Auto-casting machine & strapping machine thereby replacing the manual casting and
staking.
CORPORATE SOCIAL RESPONSIBILITY:
Company has made significant stride in socio-economic development,
literacy campaign, health care assistance, population control and environmental
awareness. Some of the focus areas and activities undertaken are:
Health Camps/ Campaigns: These include Cataract Operations, Family The
organizationlfare Camps, Blood donation camps, Pulse Polio camps and Statewide
Poster campaign on “Tetrology of Fallot” to prevent pediatric heart diseases.
Development of Educational infrastructure: This includes Renovation of School
Buildings, Providing Furniture’s, etc.
Educational support to needy through distribution of Stationery to poor School
Children in different schools located nearby.
Literacy promotion activities: These include HIV/AIDS Awareness Camps,
organizing plant visits for schools children & villagers, providing awareness on
Health & Safety to villagers and school children, etc.
Livelihood support to physically challenged & downtrodden by donating Note Book
Making machine to Self Help Group for self employment, distribution of steel mugs,
utensils, eatables to local Orphan Centers like Prema Samajam, Hellen Keller Blind
School and Omkar Deaf School, support to Bharati Sevasharam for building Cancer
Hospital, etc
Free drinking water supply to adjoining villages - Mindi (140 M3 per day) &
Chukkavanipalem (60 M3 per day) on continuous basis since many years.
Financial support to Telugu Medium School every month.
AWARDS/ RECOGNITIONS:
As recognition of its continuing efforts to improve production, productivity,
quality, safety, health, environment, human resources and maintenance of good industrial
relations & labour The organizationlfare, Zinc Smelter Vizag has been awarded/
recognised at the State/ National/ International level. As such, Zinc Smelter Vizag is the
proud recipient of following accolades:
Recipient of “Best Solid Waste Management Award” from Andhra Pradesh
Pollution Control Board for the Secure Land Fill.
Accredited with Best 4 Certifications viz. ISO 9001: 2000, ISO 14001: 2004,
OHSAS-18001 & SA-8000 Certifications from Registro Italiano Navale (RINA),
Italy.
Recipient of “Best Innovative HR Practices Award” from Indian Society & Training
and Development, New Delhi.
Recipient of “Best Management Award” from Chief Minister of AP Dr. Y.S.
Rajasekhara Reddy for its outstanding contribution in maintenance of industrial
relations, labour The organizationlfare and productivity.
“Appreciation / Recognition” by Shri G. Vinod, Labour Minister, AP Govt for
achieving OHSAS Certification.
Recipient of “Greentech Environmental Excellence Award 2005-06” from
Greentech Foundation, New Delhi
Recipient of “Golden Peacock Environment Management Award 2006” from
World Environment Foundation, UK.
2006 SA 8000 Certification – Vizag Zinc Smelter
2006 Golden Peacock National Training Award
2007 Leadership and Excellence Award in Environment, Health and Safety (EHS)
from Confederation of Indian Industry - Vizag Zinc Smelter.
2007 Genentech Environment Excellence Award 2007 in metal & mining sector -
Their code of conduct sets out the ethical framework of our activities by detailing our
commitment to work ethically, responsibly and openly with others.
The code of conduct is an important part of our Mission & Values, where The
organization highlight principles and standards for our global business conduct. The code
guides our behaviour and helps us to promote:
Honest and ethical conduct, the ethical handling of conflicts of interest but the
organization personal and professional relationships.
Full, fair, accurate, timely and understandable disclosure of reports and documents that
Hindustan Zinc Limited files with or submits to relevant authorities, and in other public
communications.
Compliance with applicable government laws, rules and regulations. Prompt
internal reporting to the appropriate person or persons identified in this Code.
Accountability for adherence to this Code:
The organization code of Conduct expresses the principles of our business ethics and is
intended to assist all directors, officers and employees to meet the highest standards of
personal and professional integrity. Strict adherence to the provisions of this Code is a
condition of employment.
Corporate social responsibility:
The organization continue to impact over 500,000 lives through our relentless Corporate
Social Responsibility (CSR) initiatives. The organization committed to raise the quality
of life and social The organization-being of communities where The organization operate.
They believe in engaging with our stakeholders in two-way, open dialogue, which is the
key to the development of sustainable communities.
They work to establish and maintain our "social license to operate" in the local
communities in which The organization are active by incorporating the principles of
sustainable development into all aspects of our engagement.
Their framework of community engagement starts with need assessment and base line
studies to understand the needs of the communities. The data is collected based on
Participatory Rural Appraisal interviews with village heads, panchayat members, farmers,
SHG members and the villagers at large. This feedback then is used to develop new
programmes and improve existing programmes.
They have a dedicated team of 107 functionaries including qualified professionals and
subject matter specialists who are part of our corporate social responsibility team.
Recruitment :
No recruitment activities take place at HZL. A work study is conducted first. Based on
the results of the work study the number of people required is estimated. The
organization requirements are communicated to the Mumbai office. Recruitment is done
at the corporate office.
Recruitment Philosophies at HZL:
The organization shall provide equal opportunities to all, without discrimination
on gender, religion and any other factors, which have no bearing on individual’s
availability to perform the role.
The organization shall recruit candidates strictly on the basis of merit.
The organization shall strive to ensure a geographical and cultural mix within the
organization.
All letters of employment will be signed by HR heads of the respective business
or group HR as applicable.
The organization would strive to avoid middle management recruitment and
groom our existing internal resources for these positions
On account of organization demand if The organization are compelled to recruit
individuals at the middle management cadre she/he should not be more than 40
years of age.
The organization will not recruit individuals at the unionized levels except on
special approval from appropriate authority.
The organization shall consider Re-employment, taking into account the
following factors: performance with current employer and any action in
contravention of the Sterlite code of conduct.
Individuals in areas of Support Specialized Services covering security, guest
house, staff, drivers, canteen, gardening and house keeping, sanitation, colony etc
should be hired either on a third party contract/fixed retainership only.
The organization would mange Retired Experts in specific areas like Technology,
Forestry,Metallurgy, Mining, Safety etc on retainership basis. Such engagement
should be approved by the CEO of the company. The tenure of appointment
should not exceed 12 months at a time and extension can be considered on a case
basis with or without an increase in the compensation. Typically their
compensation will comprise of a Fixed Retainer fee and Conveyance Assistance.
Statutory benefits like PF etc will not be applicable. HoThe organizationver they
will be liable to recovery of the applicable service tax. A Service Agreement will
be furnished detailing the terms of appointment of such experts, which will be
authenticated by the CEO.
HZL is having tie ups with certain B-Schools where they will be conducting campus
recruitments. Some of those institutions include:
TISS, Mumbai
XLRI, Jamshedpur
NITIE Mumbai
XIM, Bhubaneswar
IIT, Bombay etc.
Induction:
Induction programme takes place at Mumbai corporate office for about 1 The
organizationek. After that recruitees are sent to their respective units and there they are
given 1 The organizational induction. After that they are given 6 months training on their
respective job.
STATUATORY BENEFITS:
PROVIDENT FUND POLICY:
Eligibility:
All Employees
Entitlement:
Contribution from employee - 12% p.m. of basic salary
Contribution from employer - 12% p.m. of basic salary
The contribution from the company goes towards Family Pension Fund(FPF) and
Provident Fund. The sum going toward FPF is 8.33% of the basic salary
subject to a maximum of Rs. 541(maximum basic of Rs.6500). The balance
amount goes to Provident Fund.
The SOP for the nomination and claim for PF is as enclosed.
PROVIDENT FUND – SOP
Filling of PF Forms :
At the time of the joining, every employee has to become a member of Provident Fund
Scheme. He has to fill the following forms
P.F nominations Form no.2
_ Appendix
Modification of Nominees:
In case cof any change in name of nominees or marriage of self ,
she/ he should fill Form No. 2[Revised] and submit it to the Unit
HR who will further forward it to Corporate HR to record such
changes.
Transfer of PF Account:
When an employee joins Hindustan Zinc from any other company
then he can transfer his PF amount in the earlier establishment to
New PF amount at HZL by filling the Form No. 13 and giving it to
the Unit HR .
The Unit HR will further forward it to the Corporate HR for
sending the form to employee’s previous employer for
transferrung his/her PF amount to new PF account.
GRATUITY POLICY
Eligibility:
All employees with minimum 5 years of continuous service with the company.
Entitlement:
15 days basic salary for each completed year of service subject to maximum limit of 10
Lacs.
The basic for this computation will be last month’s basic salary drawn by employee
concerned.
SOP-GRATUITY
NOMINATIONS:
Fresh Nominations: At the time of joining ,employe should fill Form F for
nomination which can be modified later.
Nomination for a new nominee: If employee wants to declare a new nominee ,
Form G should be duly filled and submitted to respective HR department.
Changes in the details of the existing Nominees: In case of any modifications
in existing nominee’s details Form H should be filled and submitted to the HR
Department..
CLAIM:
To claim gratuity , form should be filled as the case may be and in the specified time
period and submitted to the respective HR Department.
Forms to be filled by Time Duration Type of Form
Employee (in case of Total
disablement)
30 days Form I
Employee ( in case of
resignation,retirement,superannuation
)
30 days Form I
Nominee 30 days Form J
Legal Heir 1 year Form K
NON-STATUATORY BENEFITS:
IDENTITY CARD:
Eligibility:
All employees
Policy :
All employees will be issued computerized photo- Identity cards. The same is to be used
by the employee while entering and leaving office / unit each day for recording their
attendance.
UNIFORM & LEVERAGE
Uniform is compulsory for all the employees of HZL.The executives are provided with
three pairs for every two years and workmen are given two pairs a year. For the purpose
of safety in the Company they are also being provided with safety shoes. Operation and
maintenance staff are given two pairs of safety shoes per year whereas the lady
employees are provided with one pair of sandal every year.In addition to this a pair of
raincoat is provided for every four years.
MEDICLAIM :
Mediclaim is a policy in which the company runs the hospitals for all the employees of
HZL and provides free medical facilities. HoThe organizationver the executives joined
the company after 1st April ,2002 are being covered under mediclaim policy
To meet the unforeseen relating to hospitalization employees the employees are covered
under this policy.
This policy is applicable to all the executives for self , spouse , dependent parents and
dependent children. Trainees will be covered under Mediclaim Policy for self only.
HOUSING :
Eligibility :
All employees are eligible for the accommodation in company quarters in the colonies at
the locations.
House Rent Policy:
House rent will be recovered from the employees staying un the company provided
quarters at Unit locations or Head Office. The amount for the same as follows:
Type of Quarter Rent ( Rs / month)
B Type Quarters Rs.115/-
C Type Quarters Rs. 155/-
C-D Type Quarters Rs. 200/-
D Type Quarters Rs. 360/-
There are two colonies in HZL . One is the eastern colony for the workmen and the other
is The organization colony for the execuitives.The colony is equipped with park , clubs
with Gym, open air theatre, function hall ,swimming pool and one cricket ground.
Schooling facility is also being provided to the children . There are both English and
Telugu medium schools in HZL.The concept of Didi School is first time started and
established here..
The employees are provided with best housing facilities for nominal rent , the electricity
is supplied for subsidy rates and the pure drinking water is being supplied to the
employees.
MEDICAL REAMBARSSMENT:
This policy is availed by the employees when there is non availability of medicines in
the organizations.Medical Reambarssment facility exists for the treatment of employees
outside the company hospital and for outside medicines.the employees has to submit the
original medical bills to avail this facility.
PERSONAL ACCIDENT INSURANCE POLICY :
Personal Accident Insurance covers the risk of death or disablement of the insured
person arising directly or indirectly or connected or traceable to employment or
otherwise.
APPLICABILITY: The policy is applicable to all executives and shall be effective
from 15 october ,2008.
ELIGIBILITY: All executives including the trainees shall be covered under this
policy.
COVERAGE : The insurance cover for self under this policy will be as follows:
Grade Coverage (Rs. in lacs)
P 50
M1 40
M2 30
M3 20
M4 15
M5 15
M6 12
M7 10
M8 & M9 5
LEAVE TRAVEL ALLOWANCE
Eligibility:
As per the terms of appointment.
Entitlement:
LTA amount is equivalent to one month basic salary.
To claim LTA a minimum of 5 days Privileged leave must be
availed . This can be clubbed with The organizationekly off or a
paid holiday.
In the event of the LTA amount not being claimed by the
employee in any given year , the LTA amount will be credited to
the employee’s account after deducting taxes with March salary.
MOBILE PHONE:
The executives are provided with mobile phones as pr the need.
GM and above :
All executives in Grade M2 and above are entitled to Cell Phone facility.
They may procure the Cell phone of their choice and submit the bills to the
Finance Department for the reimbursement.
The Finance department will issue thw cheque in favour of the executives for
the maximum eligible amount in the Grade M2 , subject to actuals .
Employees below GM:
Executives in Grade below M2 be extended this facility under exceptional
business exigencies with the approval of the Unit Head / HR Head of the
company .
The executive after obtaining the written approval from the authority can
buy the cell phone of his choice and submit the bill to the Finance
department with the certification of t he Unit HR Head.
The Finance Department will make the cheque in the f avour of the
executive of the maximum eligible amount in the Grade as specified in the
policy , subject to actuals.
SCHOLORSHIP:
Scholorship facility is being provided to the wards of executives and workmen for their
higher education. To motivate employees wards to excel academically and seek
admission in Premier institutions and build their career.
C I R C U L A R
Sub:- Award of Scholarships to Wards of employees – 2010-2011.
Applications are invited from eligible employees, both workmen & executives, for grant of
Scholarship to their wards for the academic year 2010-2011.
Prescribed application forms, obtainable from the HR Department, should be submitted,
duly filled-in/completed in all respects, to the HR Deptt., by 10 th November, 2010 .
Incomplete application/applications containing contradictory entries, compared to
supporting documents and application received after due date, shall not be considered.
The details of scholarships available are given below:
SCHOLARSHIP FOR WORKMEN:
Course of study for which Scholarship is payable
Value of Scholarship during the course
Eligibility
When the student resides
With parents
At a place other than the place where the employee works or where both or any of his/ her parents resides
(Rs./ per month)
(Rs./ per
month)
SCHOLARSHIP-A (General)
i) AISSCE / Intermediate 300/- 550/-
SSC/ Xth/ AISSCE/ Intermediate/
Degree course or any recognised
equivalent qualification with a minimum aggregate
of 60% marks
ii) Degree course in Arts/ Science including Gen. Nursing (3 ½ years), B.Sc. (Nursing), Bachelor of Information Science (BIS)/ Commerce & Bachelor of Environment Management (BEM, 3 Yrs)
300/- 550/-
iii) Course conducted by ITI or Polytechnic
300/- 550/-
iv) Diploma course, including B.Ed.
300/- 550/-
v) Post-Graduate Degree course in Arts/ Science/ Commerce
300/- 550/-
SCHOLARSHIP-B (Professional)
i.Degree course in Engg. Technology, Medicine, Agri-culture, B.Pharmacy, Bachelor of Physiotherapy (BPT, 4½Yrs) and M.Sc.(5yrs’ course from IIT)
600/- 1000/- AISSCE/ Intermediate
ii. Post-Graduate Diploma in Management (PGDM, 2 Yrs) approved by AICTE/MBA from recognized University & approved by AICTE
600/- 1000/-
Degree course or any recognised
equivalent qualification
iii.Master of Computer Applications from Govt.’s recognised and reputed institution
600/- 1000/-
iv.Master of Information Technology from Recognised Universities and approved by AICTE
1) 25% of the scholarships are reserved for children of SC & ST employees and in their
cases minimum aggregate marks would be 50% instead of 60%.
2) ALL WARDS OF THE WORKMEN SOUGHT ADMISSION IN
PROFESSIONAL COURSES AS PER SCHOLARSHIP ‘B’ ABOVE WILL BE
PROVIDED SCHOLARSHIP.
GENERAL:
i) The ward should have actually joined a regular and full-time course.
ii) The ward should not be in receipt of any scholarship or assistance from any other
agency whatsoever.
iii) No other ward of the employee should be in receipt of Scholarship from the
Company.
iv) Employees concerned must have cleared their probation period on initial
appointment.
v) The scholarship shall be awarded strictly on the basis of merit in the respective
group.
vi) The application should be accompanied with photocopy of marks sheet of the
examination, viz. SSC/X/AISSCE/Inter/Degree & PMT/PET/IIT/JET, etc. (entrance
examinations required for the purpose of admission to the course), as the case may
be, for the calculation of percentage of marks at our end.
vii) If the number of eligible wards exceeds the number of scholarships available,
scholarship will be awarded on the basis of relative merit as reflected in the
percentage of marks secured in the qualifying educational examination, i.e.
SSC/X/AISSCE/Inter/Degree & PMT/PET/ITI/JET etc., as the case may be.
HEALTH, SAFETY, ENVIRONMENT POLICIES:
HZL believes in sustainable development in harmony with the nature
and accordingly , is committed to the effective management of health , security and safety
of all its employees, protecting its surrounding environment and making a contribution to
the development of the local community.
This commitment encompasses efficient use of natural resources ,
protection of the assets and provisions of a safe workplace with support system for zero
harm to the environment.
Accordingly, HZL will strive to:
o Maintain management systems for health,safety,security,environment and the
community that are in compliance with law and consistent with world-class
standards like ISO 14001 ,OHSAS 18001.
o Develop a working culture conducive improvements in performance without
compromising to develop in harmony with the nature.
o Develop employees through training and leadership.
o Conserve natural resources through efficient use.
o Work with the communities to contribute to their development.
o Institute and update systems to report progress with high standards of reporting
integrity.
CARE FOR THE ENVIRONMENT:
VZS has considered the protection of environment as an integral part of
production. In spite of adequate precautions being taken to control pollution, a full
fledged system has also been implemented to carry out the environmental impact
assessment at regular intervals in the neighborhood of the Smelter. Management has
demonstrated its commitments through formulation of Safety, Health and Environment
Policy with the objective to achieve sustainable development through compliance of legal
& other requirements, continual improvement in environmental performance through
reduction in pollution, recycling/re-use of wastes,
conservation of resources and adoption of eco—friendly technology.
A full fledged Environment Protection and Pollution Control Department with
qualified executives has been there to manage the environmental aspects of
organisations’ products, services and activities.
All pollution control measures The organizationre incorporated in the design
stages itself with respect to all environmental attributes. Modifications have been carried-
out from time to time to utilise the state of the art technology for the protection of
environment. Zinc Smelter, Vizag has The organizationll equipped Laboratory facilities
for the monitoring and analysis
of various constituents of effluents, gaseous emissions by conventional methods and
modern instruments as The organizationll.
Further, as a commitment to continually improve the environment,
VZS has commissioned following state-of-the-art facilities :
Secure Land Fill for disposal of Solid Waste
In the year 2002 , constructed 4,80,000 Cum. capacity disposal facility for safe
disposal hazardous wastes, at a cost of Rs. 14 Crores within the premises as per
the guide lines of CPCB. It is worth to say that this type of secure land fill facility
is first one of its kind in the AP state.
Tail Gas Treatment Plant for control of SO2 emission
In order to meet the Corporate objective of the company to contain emission
levels of SO2 from acid plant down to <500 ppm or 4 Kg/ton of acid produced, a
Tail Gas Treatment Plant (TGT) was installed in 1990 with a technical know how
of MESCO, Japan at a cost of Rs. 300 lacs. It needs a mention that this plant is
unique and first of its kind in India.
Mercury Removal Plant
A mercury removal plant was set up at a cost of Rs. 2 Crores to recover mercury
if any, from roaster gases before they enter into environment.
Besides commissioning of facilities, several initiatives taken for ensuring clean & green
environment. These include:
Development of greenery: Every year 5000 saplings are planted and nurtured to
develop the greenbelt around the smelter. About 1, 35,000 Nos of saplings The
organizationre planted so far covering an area of 4,30,950 Sq. Meters.
Rain water harvesting pits: Towards conservation of natural resources and
recharging the ground water table, 2 numbers rain water harvesting pits installed at the
plant site.
Housekeeping improvement initiatives : Initiatives taken to improve
housekeeping & control of fugitive emissions are:
o Regular water spraying on roads
o Truck washing system,
o Laying of LDPE sheets on solid waste heaps to prevent fugitive
emissions,
o Installation of De Dusting system with Bag filters in Dross grinding unit
and Zinc Dust & Zinc Oxide plants.
SAFETY & HEALTH
Zinc Smelter, Vizag has a commitment to provide a safe and healthy workplace for its
employees and contractors. The organization believe that The organization can
minimize risks and train our employees and contractors to recognize this and act
accordingly. Our Safety & Health initiatives focus on the following elements:
Leadership – Ensuring that senior management and SBU heads provide leadership in,
and are committed to, health and safety;
Management Systems – To demonstrate our commitment to improve Safety &
Health performance. Accordingly, The organization have implemented OHSAS
Management System and have been certified to OHSAS: 18001 certification.
Training – Safety flows from safe behaviors and attitudes. Regular training is provided
to all employees and contractors to increase their awareness and to improve their
behaviors and attitudes towards safe working practices; and
Risk management – Risk assessments are carried out, particularly for hazardous
operations, and significant risks are minimized by the application of engineering
measures and the adoption of new technology and safe working practices.
Some of the initiatives implemented to improve safety are:
Proactive Monitoring of Incidents / Near Misses
Application of “Management of Change” for successful commissioning of new
facilities or modification of existing facility
Task observation to ensure competency of the personnel
Job Specific Training to ensure competence of the personnel
Safety Training ( basic & refresher ) for all employees including contract laborers
Work Permit System
Accident investigation through why-why analysis and taking corrective action
Safety Circles
Hazard identification through involvement of employees
HAZOP/ HAZAN / Safety Audits
Departmental Safety committees to eliminate unsafe conditions on a continuous
basis.
Central Safety Committee for taking strategic decisions on safety & health
matters.
Mock Drills to test our emergency preparedness & response mechanism.
Initiatives taken to improve health of the employees:
Periodical Medical Examination of all employees.
Health surveillance monitoring for the employees exposed to noise, cadmium
fumes, mercury vapors and employees engaged in canteen, guest house, heavy
earth moving machinery, etc.
Health Hazard identification & corrective action various occupational/ non-
occupational diseases.
LEAVE MANAGEMENT SYSTEM:
HZL has an online Leave Management System in which the employees can apply for, or
modifies his leaves online. All leaves will be credited automatically to the employees’
accounts. Leave policy and leave balance will be available online. The employees can
also encash the leaves online.
PERFORMANCE MANAGEMENT:
The Company has introduced online Payroll Management System to create a strong
performance oriented culture which is conducive to individual growth and organizational
development in order to achieve results within the targeted frames.
VISITING CARDS :
Visiting cards are given to the executives on the need basis. All the heads of Finance ,
HR , Commercial etc . Departments. The visiting cards are used in interacting with day
to day business activities with the stakeholders. Visiting cards gives an identity to the
executives of the outside the company.
REWARDS AND RECOGNITIONS:
As a recognition of its continuing efforts to improve production, productivity, quality,
safety, health, environment, human resources and maintenance of good industrial
relations & labour The organizationlfare, Zinc Smelter Vizag has been awarded/
recognised at the State/ National/ International level. As such, Zinc Smelter Vizag is the
proud recipient of following accolades:
Recipient of “Best Solid Waste Management Award” from Andhra Pradesh
Pollution Control Board for the Secure Land Fill.
Accredited with Best 4 Certifications viz. ISO 9001 : 2000 , ISO 14001 : 2004,
OHSAS-18001 & SA-8000 Certifications from Registro Italiano Navale
( RINA), Italy.
Recipient of “Best Innovative HR Practices Award” from Indian Society &
Training and Development, New Delhi.
Recipient of “Best Management Award” from Chief Minister of AP Dr. Y.S.
Rajasekhara Reddy for its outstanding contribution in maintenance of
industrial relations, labour The organizationlfare and productivity.
“Appreciation / Recognition” by Shri G. Vinod, Labour Minister, AP Govt for
achieving OHSAS Certification.
Recipient of “Greentech Environmental Excellence Award 2005-06” from
Greentech Foundation, New Delhi
Recipient of “Greentech Safety Platinum Award 2006” from Greentech
Foundation, New Delhi.
Recipient of “Golden Peacock Environment Management Award 2006” from
World Environment Foundation, UK.
In addition to aforesaid accolades, unit has received appreciation from the Mayor of
Vizag Municipal Corporation & District Authorities for the CSR and Community
Development initiatives.
CONTINOUS IMPROVEMENT PROJECTS:
Scheme for Continuous Improvement Projects was launched to provide structured
opportunities to all executives to participate in the organization's continuous
improvement drive. The scheme was a great success and more than 1500 projects The
organizationre identified under the scheme in years 2008-09 &2009-10.
1.Applicability:
The scheme is applicable for all executives in Grades M3 to M9
2. Attributes of an Improvement Proiect
A Continuous Improvement Project will be any activity or series of activities (apart from
routine work or mere execution of machinery installations) resulting in improvements /
simplification in current processes or procedures, or reduction in cost or any other
activity generating tangible or intangible benefits to the company.
A project can be taken on an individual basis or in a team.
There cannot be more than five members in a project..
Each individual/team may identify a Coach or Mentor of its choice.
Each project should have milestones with target dates.
At any point of time, an Executive can be a part of maximum five projects.
If the employee closes few projects, then he / she ma y take more projects subject to a maximum of fjve active projects at a time.
The duration of the project can be maximum 6 months, which can be extended to 9 months under exceptional circumstances.
Unit Management Committee, comprising of Unit Head / Functional Heads / Process Head / Maintenance Head / HODs and concerned Finance Controller shall facilitate identification and selection of projects.
The finally selected projects duly approved by the Unit Management Committee will be available on the portal visible to everyone
3. Taking up an Improvement Proiect
Following entities will have to be defined while taking up a Continuous Improvement
Project:
1. Project Title : The team is required to give a title to the project.
2. ProjectArea : The identified projects should fall in one of the following areas:
Commercial
CSR
EOHS
ETP& RO
Exploration
Finance
HR
IT
Laboratory
Logistics
Maintenance
Marketing
Milling
Mining
Planning
PR
Process
Sales
SAP
Security
Stores
3. Project Category: The identified projects should fall in any of the following
categories:
Availability / Asset Optimization
Cost Reduction
Enhance performance
EOHS
Improved Sales Realization
Productivity Imp"rovement
Quality Improvement
Recovery Improvement
Solidwaste related projects
SolvingChronic Problems
SystemImprovement/ProcedureSimplification
Others
4. Project Start Date : The team will have to define a start date for the project. This
ensures that the employee's projects are appropriately spaced out.
5. Mentor: The team / individual may select a mentor of their choice. It is compulsory
to take the consent of the individual before selecting him / her as a mentor.
6. Facilitator : The facilitator will be that member of the project who will have to
enter the project and milestone details in the online system:
7. Team Members : If the project is a team-based project, the facilitator needs to
select the team members from a drop-down menu. In case the project is being done
individually, team members need not be selected. It is compulsory to take the consent of
the individual before selecting him / her as a member.
8. Milestone Information : A project needs to have minimum two and maximum
four milestones. The date of the final milestone will be that on which the project is
expected to finish. There can be maximum three months gap betThe organizationen:
The project start date and first milestone and
Two continuous milestones
Each milestone has two fields:
Milestone Date : This will be the target date on which the milestone will be
Achieved.
Milestone Target : This will be the milestone target that will be achieved.
For the projects based on operation parameters, sustainability shall be ensured.
Hence, for these projects the final milestone will be a check to confirm the sustenance of
the achievement.
9. Benefits : The team should estimate the benefits arising upon successful completion
of .the project. If financial benefits are expected from the project then the details should
be mentioned, otherwise impact of the project should be mentioned.
4. Procedural Guidelines
1. Submission
. The Facilitator has to enter the project details &, has to submit the same in OHRMS
Continuous Improvement project Module.
2. Approval of the Improvement Proiect
Once the project details are filled and the project is submitted by the facilitator,
they will be visible at the administrator's end, Unit HR will act as the
administrator for the Unit Management Committee (UMC).
.The UMC has the following options :
i. Approve the project (Mail will flow to the facilitator and all team members that
the project has been approved by the UMC).
ii. Reject the project (Mail will flow to the facilitator and all team members that the
project has been rejected by the UMC. Mail will contain the reasons for rejection
as given by UMC).
Suggest changes (Mail will flow to the facilitator and all team members containing the
suggested changes and informing them that the project has been unlocked) UMChas to
take action within 7 days of submission of project by the facilitator.
UMC has to ensure that the projects have significant impact value and are
commensurate to the role holder(s) milestones have the required stretch and
target dates.
UMC has to further ensure that the projects approved are not part of any other
Continuous Improvement Initiatives like T-400, 55, Six Sigma, etc.
3.Updating Proiect Status:
Allteam members of a project will get a reminder to fill the milestone status five
days before the milestone is due. Only the facilitator will be able to fill the status of the
milestone in the online system.
If the milestone is achieved before the target date, the facilitator may fill the status at an
earlier date as The organizationll.
When the status for the final milestone is filled and the target is achieved, the
project is considered closed. Benefits and learning that The organizationre
realized in course of doing the project need to be mentioned. The project will
then move for final review by the committee.
4. FinalReview:
. UMCwill review the projects on half-yearly basis (October &April)
All the projects will be assessed on the basis of "Criteria for Assessing Continuous
Improvement Projects" in the months of October and April and completed projects will
be appropriately rewarded in the same month.
Projects in progress will be revieThe organizationd by the UMCand will be given
feedback.
5. Rewards
With the view to motivate teams who have taken up projects, it has been decided to
reward each team, member and issue them reward letters signed by the Unit Head /
Functional Head. The reward amounts are as follows:
Final rating Reward to each team member(Rs)
A+ 15000
A 12000
B+ 8000
B 4000
The Online Continuous Improvement Project module facilities printing of reward letters.
6. Assessment Criteria for assessing lmprovement proiects
Projectsneedto beassessedasper the criteriagivenbelow:
1. Rating A+
Project has significant long term recurring benefits for the organization / unit
Implementation of the project hassolved . a chronic problem.
The project had a cross-functional team and the efforts involved in achieving the
project target The organizationre beyond the individual capacities of the team
members.
The milestones had substantial stretch in terms of timeline / target and The
organizationre completed The organizationll within time.
Project can be replicated at other units and similar benefits will be reaped
2. RatingA
Project has long term recurring benefits for the organization / unit.
Implementation of the project has solved a critical problem.
Every member of the project team has contributed significantly in achieving the
targets.
The milestones had stretch in terms of timeline / target and The organizationre
completed within time .
Project can be replicated at some of the units and partial/similar benefits will be
reaped .
3. Rating B+
Project has significant onetime benefit for the organization / unit.
Implementation of the project has improved the performance of the
function/department.
The project has members from the same department and the efforts involved in
achieving the project target The organizationre commensurate to the role of the
team members.
The milestones did not have enough stretch in terms of time line / target but The
organizationre completed within time . Project can be replicated at some of the
units and partial/similar benefits will be reaped .
4. Rating B
Project has one time benefit for the organization / unit.
Implementation of the project has reaped marginal benefits for the function
/department.
The project has members from the same department and the efforts involved in
achieving the project target The organizationre not commensurate to the role of
the team members.
The milestones had little stretch in terms of timeline / target and The
organizationre not completed within time.
5. Rating C
Project has some benefit for the unit / SBU/ function in which it was conceived.
Implementation of the project has eased the work practices but did not solve any
problem.
The project has members from the same department and the efforts involved in
achieving the project target The organizationre less than the individual capacities
of the team members.
The milestones had no stretch in terms of timeline / target and The organizationre
not completed within time .
Project cannot be replicated at any other unit.
6. Rating (StatusQuo )
Project is partially completed and members need to continue the same in the next
cycle.
There has been Nil or Negligible Progress in the project or the project so
undertaken was a part of members' routine job.
TRAINING POLICY:
Objective:
To ensure that employees who are nominated to overseas training programmes or
specialized courses in India serve the organization for a minimum specified priod post
training.This will facilitate the organization to derive the benefits of the skills /
knowledge acquired by the individual.
Applicability:
This policy shall apply to all overseas training irrespective of its duration.For in land
training, duration should be more than 7 days. HoThe organizationver , employees
deputed abroad for Business purpose, which cannot be termed as training would not be
covered under this policy.
All employees irrespective of their cadre / grade would be covered under this policy:
Procedure:
1. Approval of the CEO / COO should be obtained for nomination to the training
programs abroad and that of the company HR Head for domestic programs.
2. Upon approval , Unit HR Heads would issue the training advice after ensuring that
the service agreement has been entered into by the employee.
3. The service agreement has to be executed on a non-judicial stamp paper of Rs.100/-
4. Upon insurance of training advice , the concerned Finance department would
release the advances ,in rupee value or US Dollars , as applicable.
Conditions for service agreement
a) For Overseas Training
Duration Agreement Period Liquidated Other expenses to be recovered
damages
Up to 7 days One year Rs. 1,00,000/- Training Expenses , traveling cost , per
diem Allowances, Incidental and
administrative charges.
8 to 15 days Two years Rs. 2,00,000/-
More than 15 days Three years Rs. 3,00,000/-
TRANSFER POLICY:
HZL being a multi location Company , need-based transfers from one location to the
another are a part of organizational requirement. Hence , to ensure the smooth transitions
of employees from one location to another , the transfer policy has been revised and a
common policy is being introduced for all the execuitives in the Company.
objective
To ensure smooth transition of employees from one location to another location.
Applicability
The policy is applicable to all executives effective 1st Sept.,07 . The trainees will not be
covered under this policy.
Eligibility
Travel : Travel will be as per eligibility under the company’s Domestic Travel Rules
[DTR] and shall be applicable to family. Family shall refer to self , spouse , dependent
children and dependent parents.
Reimbursement of expenses : All executives shall be eligible to the following
benefits on transfer :
Grade Transportation of
Household Goods
(Max)
Transit/
GH
Accomodat
ion (Max)
Maximum Limit for towards
Packing/
Unpacking/Loading/Unloadin
g
Maximum
Limit for
Transit
insurance
of Goods
Below M7 1 LCV Truck load 7 Days Rs.5,000/- Rs.3000/-
M5 to M7 1 HCV Truck load 10 Days Rs.10,000/- Rs.4000/-
M4 &
Above
1 HCV Truck load
+ Transportation
for car
15 Days Rs.20,000/- Rs.6000/-
1) Transportation of House hold Goods: Charges for transportation of
Household Goods shall be reimbursed at actuals on verification of existing prevailing
rates.eimburse
2) Expenses for packing : The expenses for packing / unpacking / loading /
unloading will be reimbursed ay actuals , on submission of original bills subject to
maximum permissible limit.
3) Transit Insurance: The expenses for transit insurance of house hold goods shall
be reimbursed at actuals , on submission of original bills subject to maximum
permissible limit.
4) Relocation Allowance : Relocation Allowance equivalent to one month basic
subject to maximum of Rs.20,000/- shall be payable. This allowances shall be payable
only in case of changes of residence.
5) Disturbance Allowance for Children’s Education : To refry the expenses in
the admission of children at the new location , following allowances will be admissible:
a) Admission to school or college : Rs.5000/-per child
b) In a location where Company runs/ support a school: Rs.2000/-per child
For claiming the above the employee should submit a proof of
admission to the school / college at the new location
This benefit can be availed for maximum two children.
It can be availed within one year of transfer.
Joining time of Transfer: To enable employees to settle down in the new location
they will be entitled to 3 days joining time excluding the journey time.
Travel Policy:
Domestic travel policy for official Tours-Executives:
This policy applies to al travel for official tours undertaken within India and
will apply to all Executives of HZL including on secondment,transfer,deputation to HZL
from other group companies.
Applicability:
The policy is applicable to all executives and shall be effective 1 october,2008
Eligibility:
All executives including trainees shall be under this policy.
Scheme:
Normally all travel on official purpose has to be approved by the concerned Heads of
Departments proor to commencement of travel.
Travel Rules-Sop
Domestic Travel Rules:
On Business Travel an employee can claim the Traveling Expenses as per the
Travel Policy.
An employee can take travel advance before proceeding for the travel as per his
entitlement.The form for Travel Advance is enclosed.
On return from the Travel the employee will have to settle the traveling advance
within 7days of return or else the money will be deducted from the salary of the
employee. The from for setting the Traveling Expenses is enclosed.
Foreign Travel Rules:
Foreign trvel needs principal approval from the CEO before makig any
arrangements.
After the CEO’s approval,an employee will have to apply for visa and do
necessary travel bookings.
For obtaining the Foreign Exchange for the travel purpose the Forex approval
format is to be filled and approved by CEO. The Forex approval Form is
enclosed.
After the forex approval form is signed by the CEO it is to be given to the
corporate Finance Department at HO with Photostat copy of the passport to
arrange for the Foreign Exchange.
To avail the kit allowances which is Rs.10,000/-given once in 3 calendar years,an
employee can purchase clothing and accessories and bills for the same will be
reimbursed subject to the maximum permissible limit.
Irrespective of the country visited and currency prevalent thereForeign Exchange
will be issued in US Dollars only as per the entitlement.
Foreign Exchange is also nedds to be settled after the visit.
Chapter 5 Analysis and interpretation
Summary
Findings & Suggestions
Conclusion
HR POLICIES SURVEY QUESTIONNAIRE
Dear Sir,
It is to submit that I am a student of MBA (final year) In VIEW institute of
engineering and technology for partial fulfillment of MBA degree I am conducting a
research project in your esteemed organization. You are requested to fill the
questionnaire. The responses given by you shall be kept confidential.
Please give your assessment by marking the following appropriate choice:
1) HRMS ( Human Resource management System) has all policies related to
executives.
a) Strongly agree ( ) b) Agree ( )
c) Strongly disagree ( ) d) Disagree ( )
2) Statutory benefits like PF and Gratuity are ensured.
a) Strongly agree ( ) b) Agree ( )
c) Strongly disagree ( ) d) Disagree ( )
3 ) Performance Appraisal in HRMS has reduced manual interventions.
a) Strongly agree ( ) b) Agree ( )
c) Strongly disagree ( ) d) Disagree ( )
4) Non Statutory benefits like uniform , housing etc. are being ensured.
a) Strongly agree ( ) b) Agree ( )
c) Strongly disagree ( ) d) Disagree ( )
5) Improvement projects in HRMS improves the individual performance.
a) Strongly agree ( ) b) Agree ( )
c) Strongly disagree ( ) d) Disagree ( )
6) Revise Transfer Policy in HRMS is beneficial .
a) Strongly agree ( ) b) Agree ( )
c) Strongly disagree ( ) d) Disagree ( )
7) Medical Facilities apart from the Mediclaim are given to executives.
a) Strongly agree ( ) b) Agree ( )
c) Strongly disagree ( ) d) Disagree ( )
8) Scholarship for employee wards stands as an helping hand .
a) Strongly agree ( ) b) Agree ( )
c) Strongly disagree ( ) d) Disagree ( )
9) Production incentives scheme is applicable to all executives.
a) Strongly agree ( ) b) Agree ( )
c) Strongly disagree ( ) d) Disagree ( )
10) All executives are being provided with housing facilities.
a) Strongly agree ( ) b) Agree ( )
c) Strongly disagree ( ) d) Disagree ( )
ANALYSIS OF THE DATA
After the preparation of the questionnaire, a pilot study has been conducted by
taking 100 employees as sample who is working at various levels of the organization.
Necessary changes had been made to a structured questionnaire which was prepared
and administered among the employees to find out their perceptions and reactions on
the training and development activities, as The organizationll as human resources
development programs. The opinions of the sampled employees The organizationre
evaluated and put in to tabular forms which are explained in this chapter. The
employees The organizationre cooperative and helpful in giving the ansThe
organizationrs for various questions.
TABLE. NO. 4.1
HRMS ( Human Resource management System) has all policies related to executives.
C No of
respondents
Percentage
Strongly agree 80 80%
Agree 20 20%
Strongly disagree 0 0%
Disagree 0 0%
Total 100 100%
80%
20%0%
0%
Strongly agree
Agree
Strongly disagree
Disagree
Table No 4.1(INTERPRETATION)
Table 4.1 reveals that in HRMS all policies are related to executives shows that the 80% of employees are strongly agreeing and 20% of employees are agreeing to this statement.
TABLE NO.4.2
Statutory benefits like PF and Gratuity are ensured.
Alternatives No of
respondents
Percentage
Strongly agree 90 90%
Agree 10 10%
Strongly disagree 0 0%
Disagree 0 0%
Total 100 100%
90%
10%0%
0%
Strongly agree
Agree
Strongly disagree
Disagree
Table No 4.2 (INTERPRETATION)
Table 4.2 reveals that Statutory benefits like PF and Gratuity are ensured
to executives shows that 90% of employees are strongly agreeing and 10% of
employees are agreeing to this statement.
TABLE NO.4.3
Performance Appraisal in HRMS has reduced manual interventions
Alternatives No of
respondents
Percentage
Strongly agree 85 85%
Agree 15 15%
Strongly disagree 0 0%
Disagree 0 0%
Total 100 100%
85%
15%0%
0%
Strongly agree
Agree
Strongly disagree
Disagree
Table No 4.3 (INTERPRETATION)
Table 4.3 reveals that Performance Appraisal in HRMS has reduced manual interventions to the executives that shows 85% of employees are strongly agreeing and 15% of employees are agreeing to this statement.
TABLE NO.4.4
Non Statutory benefits like uniform , housing etc. are being ensured.
Alternatives No of
respondents
Percentage
Strongly agree 91 91%
Agree 9 9%
Strongly disagree 0 0%
Disagree 0 0%
Total 100 100%
91%
9%0%
0%
Strongly agree
Agree
Strongly disagree
Disagree
Table No 4.4 (INTERPRETATION)
Table 4.4 reveals that Non Statutory benefits like uniform , housing etc. are being ensured to the executives shows that 91% of employees are strongly agreeing and 9% of employees are agreeing to this statement.
TABLE NO.4.5
Improvement projects in HRMS improves the individual performance.
Alternatives No of
respondents
Percentage
Strongly agree 75 75%
Agree 25 25%
Strongly disagree 0 0%
Disagree 0 0%
Total 100 100%
75%
25%0%
0%
Strongly agree
Agree
Strongly disagree
Disagree
Table No 4.5 (INTERPRETATION)
Table 4.5 reveals that Improvement projects in HRMS improves the individual performance to the executives shows 75% of employees are strongly agreeing and 25% of employees are agreeing to this statement.
TABLE NO.4.6
Revise Transfer Policy in HRMS is beneficial .
Alternatives No of
respondents
Percentage
Strongly agree 89 89%
Agree 11 11%
Strongly disagree 0 0%
Disagree 0 0%
Total 100 100%
89%
11%0%
0%
Strongly agree
Agree
Strongly disagree
Disagree
Table No 4.6 (INTERPRETATION)
Table 4.6 reveals that Revise Transfer Policy in HRMS is beneficial for which 89% are strongly agreeing and 11% are to this statement.
TABLE NO.4.7
Medical Facilities apart from the Mediclaim are given to executives.
Alternatives No of
respondents
Percentage
Strongly agree 92 92%
Agree 8 8%
Strongly disagree 0 0%
Disagree 0 0%
Total 100 100%
92%
8%0%
0%
Strongly agree
Agree
Strongly disagree
Disagree
Table No 4.7 (INTERPRETATION)
Table 4.7 reveals that Medical Facilities apart from the Mediclaim are given to executives shows 92% of employees are strongly agreeing and 8% of employees are agreeing to this statement.
TABLE NO.4.8
Scholarship for employee wards stands as an helping hand .
Alternatives No of
respondents
Percentage
Strongly agree 93 93%
Agree 7 7%
Strongly disagree 0 0%
Disagree 0 0%
Total 100 100%
93%
7%0%
0%
Strongly agree
Agree
Strongly disagree
Disagree
Table No 4.8 (INTERPRETATION)
Table 4.8 reveals that Scholarship for employee wards stands as an helping hand to the executives that shows 93% of employees are strongly agreeing and 7% of employees are agreeing to it.
TABLE NO.4.9
Production incentives scheme is applicable to all executives.
Alternatives No of
respondents
Percentage
Strongly agree 80 80%
Agree 20 20%
Strongly disagree 0 0%
Disagree 0 0%
Total 100 100%
80%
20%0%
0%
Strongly agree
Agree
Strongly disagree
Disagree
Table No 4.9 (INTERPRETATION)
Table 4.9 reveals that Production incentives scheme is applicable to all executives for this 80% of employees are strongly agreeing and 20% of employees are agreeing .
TABLE NO.4.10
All executives are being provided with housing facilities.
Alternatives No of
respondents
Percentage
Strongly agree 96 96%
Agree 4 4%
Strongly disagree 0 0%
Disagree 0 0%
Total 100 100%
96%
0%
0%
4%
Strongly agree
Agree
Strongly disagree
Disagree
Table No 4.10 (INTERPRETATION)
Table 4.10 reveals that 96% of employees are strongly agreeing and 4% of employees are agreeing regarding the housing facilities being provided to them.
SUMMARY AND SUGGESTIONS
SUMMARY
Human resources play a very crucial role in the development process of an
economy. The economic development of both developed as well as developing countries
are closely inter-woven with the level of development of human resources. It is said that
all development comes from the human mind. The quantity and quality of human
contribution, it should be recognized, are entirely dependent upon the human body and
mind. A nation, however rich it may be in the possession of the physical resources,
cannot achieve any prosperity unless it is endowed with rich human resources. The
human resources are, therefore, to be developed and properly organized in order to bring
about economic development in and country. Adam Curle pointed out that “countries are
underdeveloped because most of their people are under developed”. The individual and
organizational goals are sought to be achieved through effective utilization of human
resources. It may be noted that an organization’s performance and resulting productivity
are directly proportional to the quantity and quality of its human resources. Any
organization that exists to produce goods and services has good chance to survive and
prosper if it consists of Right People. This is true for all organizations and similarly,
people also need organizations for their development. Thus, the development of human
resources plays a very significant role in developing of the workforce of the organization
in particular and economy in general.
ANALYSIS OF THE DATA
After the preparation of the questionnaire, a pilot study has been conducted by taking
100 employees as sample who is working at various levels of the organization. From the
observations from it, the necessary changes has been made and a structured questionnaire
has been prepared and administered among the employees to find out their perceptions
and reactions on the training and development performance appraisals, transfers, working
conditions, welfare measures employee development activities, housing facilities,
statutory benefits , human resources development programs. The opinions of the sampled
employees were evaluated and put in to table form are explained in the chapter 4 along
with the social background of the respondents. The employees in the organization are
very much helpful and cooperative in giving the answers for various questions.
The detailed analysis of the responses of the employees in the organization shows
the employees are with positive mind set. As a whole, most of the employees are satisfied
with various policies of the organization and they are very much positive towards the
organization. The healthy HR Policies in the Hindustan zinc is also providing suitable
climate for the employees in enhancing their knowledge and improves their skills. By
recognizing the talented and encouraging the employees, the moral of the employee can
being raised. From the above data it is clear that employees are given opportunities to try
out what they learnt in training programs. This clearly emphasizes that employees are
given freedom to experiment their skills at the work place. The success of the
organization depends on the amount of freedom that the employees are enjoying at the
work place. Though, the organization had a good HR Policies , it should make efforts for
making it even better one. There are many aspects where the management should take
immediate measures.
FINDINGS OF THE STUDY
All the sample respondents believe that the top management of the organization
considers that the HR is backbone to the organization.
The responses from the analysis say that 80 % of the employees are strongly
agreeing that HRMS ( Human Resource management System) has all policies
related to executives However, 20% of the employees
From the above context we know that 90% of the respondents are strongly agreeing
that the statutory benefits like PF and Gratuity are ensured in the organization
facilities employees development where as 10% of the employees are agreeing.
Organization provides the statutory benefits to the executives for their development.
The Performance Appraisal in the HRMS has greatly reduced the manual
interventions for which 85% of executives are strongly agreeing and 15% are
agreeing. The Performance Appraisal is being done on-line in three phases.
Non Statutory benefits like uniform , housing etc. are being provided to every
executives. This is the reason why 91% of employees are strongly agreeing and 9%
are agreeing to in .Apart from this they have Gym , Open theatre , Grounds etc. which
give employees a great satisfaction .
Maximum number of employees i.e 75% of employees are strongly agreeing that
improvement projects are not only helpful in the development of the organization but
also helps in improving the individual performance. To the same 25% are agreeing
and are showing the great enthusiasm towards the great projects and doing their best
for the development of the organization and the individual. Improvement projects in
HRMS improved the individual performance
The revised transfer policy in the HRMS is a great beneficial to the employees. To
ensure smooth transition of employees from one location to another location.So 89%
of the executives are strongly agreeing and remaining 11% are give their full
acceptance to the policy.
HZL provides an excellent Medical facilities apart from Mediclaim. Mediclaim is a
policy where the employees get the facility of the medical reimbursement when the
medicine facilities are not available in the organization. To these facilities 92% of
employees are strongly agreeing and 8% are agreeing to the statement.
93% of the employees are strongly saying that organization is standing as an helping
hand by providing the scholarship benefits to their wards for the higher education .
80% of the Executives are strongly agreeing that Production incentives scheme is
applicable to all the executives .
The housing facility is one of the best policy being provided to the employees for the
nominal rents. They are being provided with the power supply and mineral water to
every quarter. Hence 80% employees are strongly agreeing and 20% are agreeing to
the statement.
Employees who are working in Hindustan zinc form the collection of 100% samples
all the employees are satisfied with the current job.
For the best HR Policies being run by the organization it has achieved the Hewitt
Best Employers in Asia in 2009 Amongst the top 25 Companies . Hence Employees
who are working in Hindustan zinc from the collection of 100% samples all the
employees are satisfied with the current job.
SUGGESTIONS
After analyzing the responses of the employees and with the knowledge of my
observation and personal encounters with various employees the following suggestions
has been made to the organization. I hope, they might help in promoting much more
better HR policies in the organization.
The organization should further improve its efficiency through motivation of its
employees and by imparting training to them in the latest and more innovative
techniques.
Employee’s participation in management should be encouraged and should
improve the working conditions.
Teach the training with video programmers and flowcharts diagram in case of
machinery side training for illiterate workers easy to understand
Every organization must have a HR centre and each and every employee should
be involved in HR policies.
Employees has to discuss the requirement openly in meetings. Group meetings
are required instead of issuing orders to the subordinates, for maintaining of good
inter personal relations among superiors ,subordinates and employees.
Some of the employees are perceiving that there is a lack of proper recognition
and appreciation of their performance .
Chapter 6 Bibliography
Bibliography
1. Human Resource Management, Jyothi,P.Venkatesh D.N.2006 Oxford
University Press,Ltd.
2. A new approach to labour welfare, national labour institute,New
Delhi.
3. Personnal Management and Industrial Relations dale yoder,rustum s.
Daver.
4. Human Resource management, Chabra,dhanpatraj &co.
5. Human Resource Management P.Subbarao
6. Essential of Human Resource Management and industrial