COMPOSITION OF HR DEPARTMENT

Chairman & Managing Director

Vice President (Personnel & HR)

Manager (Personnel) Manager (Admn) Manager(HRD) Manager(IR)

ASST MGRAsst Mgr

Asst MgrAsst Mgr

EXEEXE

EXEEXE

1. Human Resource Planning

2. Recruitment & Selection

3. Grievance Handling

4. Compensation Management

Manager (Personnel)

1. Public Relation

2. Canteen

3. Medical

4. Welfare

5. Transport

6. Legal

Manager (Admn)

• Performance Appraisal• Training & Development• Competency Mapping• Human Resource Accounting• Employee Counseling• Managing Assessment Centers

Manager(HRD)

• Union Interaction• Handling Negotiation, Dealing with Conciliation authority • Statutory Compliance ( Liasoning with statutory

authorities like P.F,Factory inspectorate)• To monitor all preventive actions & introduce requisite

measures for health, safety.• Contract labour administration

Manager(IR)

Human Resource Planning

1. Manpower Analysis

2. Assessing current human resources

3. Determining the Demand for Labor

4. Predicting the Future Labor Supply

5. Matching Labor Demand and Supply

6. Calculation of Manpower cost & Contract labour cost

Manager(Personnel)

Recruitment & SelectionPersonnelplanning

Job vacancies

Job analysis

RP -numbers

-types

Strategy development-Where

-how & when

Employee requisition

Searching activation

Applicant population

Applicant pool

Screening

Potentialhire

selection

Scientific selection systemJob description

Identification of criterionvariables

Identification of predictorvariables

PM on criteria PM on predictors

Correlation betn Predictor & criterion

Insg.relationship review the process

Sig. Relationship acceptthe process

Try different predictor and criterion variables

Periodic review

Grievance Handling

• Handling employee grievances• Managing conflicts related to employee issues

Compensation Management

1. Develop a program outline.2. Designate an individual to oversee designing the

compensation program. 3. Develop a compensation philosophy. 4. Conduct a job analysis of all positions.

Evaluate jobs. Determine grades. Establish grade pricing and salary range.

5. Determine an appropriate salary structure.6. Develop a salary administration policy. 7. Obtain top executives' approval of the basic salary

program. 8. Communicate the final program to employees and

managers. 9. Monitor the program.

Public Relation• Products - involves creating a good image of the

product before it is launched to ensure that consumers, retailers, distributors are enticed by it

• Public Personalities - This is probably the most glamorous of all the PR jobs since it deals with building and enhancing an image of well-known people such as politicians, sports people, musicians, actors/ actresses, writers etc.

Manager (Admn)

• Public Sector - aims to show and prove to the policy-makers and common person that the public money is being spent in a worthwhile manner

• Schemes/ Projects - this involves informing the community being catered to or the organisation's employees about new schemes to reduce their apprehension towards change, answer any queries and show the overall benefit of these projects

Canteen

• Dealing with canteen contractors.• Ensuring quality of items provides in the canteen.• Ensuring maintenance of the canteen.• Housekeeping • Negotiation

Medical

• Conducting Medical examination for employees• Appointment of Medical practitioners.• Providing medical facilities as per Factory Act• Ensuring Medical Policies as per the rules of the

organization.

Transport

• Dealing with transport contractors• Ensuring daily transport facilities for the employees • Payment of transport contractors

Legal

Handling all labour legislation matters & compliances and report to Human Resources Dept.

- To manage all statutory compliances and liason with Govt. authorities - To address employee grievances on PF, ESI etc

Performance Appraisal

Manager(HRD)

IdentificationIdentification MeasurementMeasurement

ManagementManagement

PerformanceAppraisalElements

PerformanceAppraisalElements

Training & Development

• Setting objectives• Identification of training needs organization analysis, task analysis, man analysis• Designing training programme• Scheduling facilities, faculty,content method• Programme budget & cost effectiveness• Implement training programme• Evaluate results

Competency Mapping

• Identifying key competencies for a particular position in an organisation

• Using it for job-evaluation, recruitment, training and development, performance management, succession planning, etc

• Creating Competency dictionary

Human Resource Accounting

• Accounting for investment in people and their replacement costs.

• Cost-based Analysis and Value-based Analysis

Employee Counseling

• Counselling employees upon job related/Family related issues.

• Establish counselling centres for empoyees

Managing Assessment Centers

• Selecting employees, identifying potential , measuring development needs, succession planning.

• Group exercises • Presentations • Group discussions • Aptitude or psychometric tests • Problem solving projects • Physical activities • Panel interviews

• Union Interaction• Handling Negotiation, Dealing with Conciliation

authority • Statutory Compliance ( Liasoning with statutory

authorities like P.F,Factory inspectorate)• To monitor all preventive actions & introduce

requisite measures for health, safety.• Contract labour administration

Manager(IR)