RECRUITMENT AND MANPOWER PLANNING

A PROJECT STUDY REPORT ON TRAINING UNDERTAKEN AT

H.M.T MACHINE TOOLS LTD

“RECRUITMENT AND MANPOWER PLANNING”

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HMT MACHINES TOOLS LTD AJMER ISO: 9001 BEAWER ROAD AJMER 305003

CERTIFICATE TO WHOM SO EVER IT MAY CONCERN THIS IS TO CERTIFY THAT MISS NIBHA GUPTA PERSUING MBA FROM SUBODH INSTITUTE OF MANAGEMENT AND CAREER STUDIES HAS SUCCESFULLY COMPLETED HER TRAINING PROGRAM FROM 7TH JULY 2010 TO 20TH AUGUST 2010 DURING THE PERIOD SHE WAS FOUND HARDWORKING AND SINCERE. I WISH HER BEST IN FUTURE ENDEAVORS CAREER. FROM HMT MACHINE TOOLS LTD.

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PREFACE I am very happy to this place this project in the hands of my esteemed readers. It is widely accepted fact that success of any organization or business or otherwise, to a great extent depends upon the quality, caliber and character of the people working in it.

Thus, In spite of all technological developments, the human resources have in no way diminished. “The training is an important part of the study in the curriculum to know the aspect of management .it provides an opportunity to work with people and interact with them. Practical study is an important aspect of any study. It helps the student observe and analyze actual situation in practical life. During my training of H.M.T machines & tools ltd. Ajmer, I learnt many facts of real management, which gave a new light to what I studied in books.

My training at HMT had been learning and wonderful experience constantly adding to my knowledge. I had getting the opportunity of getting practical insight into the business world, which enables me to supplement the principles of management with critical working of this well established, esteemed and leading organization. I have also learned how to ameliorate my theoretical knowledge into practical aspects.

I have tried to put my utmost and best effort to make this project a learning and really useful to company.

Now I leave upon their satisfaction that decides my success .

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ACKNOWLEDGMENT

A project is never successfully completed without the assistance and guidance from the appropriate person. So now it is time to express my sincere gratitude towards all those persons who helped me to complete this project.

First and foremost I would like to thanks Mr. Alok Gaur, GM (training dept) a person with excellent pool of knowledge, guide me successfully in completing my training project. I am hearty thankful to him.

This is project of learning by doing under valuable guidance and constant motivation by Mr. J.P.Z Minz, Manager (H.R) forgiving me opportunity to prepare this project.

I am also thankful to Mr. P.K Chattree (Jr. P.O) for providing me knowledge and information about the HMT and helping a lot in completion of the project.

I also extend my gratitude towards the management ,time office staff, personnel dept staff, all the members of other dept of HMT for their in valuable suggestions, motivation ,cooperation and timely help.

I wish to express my sincere gratitude to Sharmila gaur my mentor and all who helped me whole heartedly in completing my training I would like to thanks my college management for giving me this opportunity and permitting us to undertake this project.

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EXECUTIVE SUMMARY The objective of the report is to do. An in depth study of the “manpower planning & recruitment”. Programmers currently running in HMT machine tools, Ajmer in order to analysis the various programs to suggest the means to improve the programmers after a thorough analysis.

The manpower planning is subject to revision of course and is turned to the recruitments of an organization from to time. Manpower planning is a forward looking function. It tries to asses human resource recruitments in advance keeping the production schedule, market fluctuation demand forecast for present and future.

Recruitment is the process of searching for and attracting applications for the various jobs positions which arises from time to time in the organization. Both internal and external affect recruiting employees in the organizations.

These are two sources of recruitment –internal (consisting promotion and transfer of existing employees) and external (consisting of recruitment from outside the organization).

The recruitment process involves five steps recruitment planning, strategy development, and searching, screening and evaluation control.

A well defined recruitment policy, proper organization structure, continuous assessment of recruitment programmer etc. are the attributes of an effective recruitment programmer.

In the end man power planning and recruitment are main practices the Indian organization follows including existing employees. Badly or temporary contractors, displaced employees etc.

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CONTENTS 1) Introduction to Industry 2) Introduction to organization • Human resource management • Recruitment 3) Research Methodology • Title of study • Duration of Project • Objective of Study • Type of Research • Sample Size & Method of Selecting Sample • Scope of Study • Limitation of Study 4) Facts and Findings 5) Analysis and Interpretation 6) Swot analysis 7) Conclusion 8) Recommendations and Suggestion 9) Appendix 10) Bibliography

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INTRODUCTION TO INDUSTRY

Hindustan Machine Tools Ltd.

Type

Public Sector Undertaking

Industry

Engineering

Founded

1953

Headquarters

Bangalore

Key people

A.V. Kamat(Chairman and Managing Director)

Products

Machine Tools, Tractors, Watches

Website

www.hmtindia.com

Introduction – HMT as a whole Back ground history of hmt ltd: when India achieved independence in 1947, there was hardly any industrial base in the country. Right from prior H.M.T has played an imp role in providing the much needed industrial base as well as launching pad for the growth and development of the country.

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Hmt was conceived by the government of india in 1949,and was incorporated in 1953 with the object of producing a limited range of machine tools ,required for building an industrial edifice for the country.

Hmt ltd was established in 1953, in technical collaboration with M/s oreleklon of Switzerland, over the years new products have been added to its manufacturing range . it has technical collaboration with over 30 leading international engineering companies for manufacturing of various products hmt’s diversified product range includes machines tools ,watches tractors ,printing machine pressed casting and plastic injection ,molding machines ,food processing machines,cnc system ,bal screws etc.

The unit was established as a machine tool corp of India ltd in January 1964 keeping in the view of govt policy of different new industries in under developed areas of the country and achieving self reliance in the production of grinding machine tools which were imported.

This unit was started in 1970-71 with production of 8.64 lakh faces with difficulty in procurement of quality machine tools casing a captive foundry plant was installed in 193 with a capital of Rs. 2 crore.

This was subsequently merged with hmt ltd on 1 st April 1975 as 6th machine tool plant with this merger unit got back up support of hmt .this basic part was established with the collarbolartion of the Czechoslovakian firms, M/s Skoda export praha and German firm WMW, then in east Germany.

Today, hmt is multiproduct, multi technological complex strength comprises of: • 16 manufacturing units/22 product division .

• Assets worth over US$ 250 million.

• ISO 9000 accreditation.

• The widest machines tools ranging from general purpose lathes to CNC turning centre.

• Sources of qualified experienced manager.

PRODUCT AND SERVICES YEAR 1953 9

UNITS/DIVISION Machine tools 1

LOCATION Bangalore

STATE Karnataka

1961 1962 1963 1965 1967 1971 1971 1972

Machine tools 2 Watch factory1 Machine tools 3 Machine tools 4 Machine tools 5 Tractor division Die casting division Printing machine division Watch factory 2 Precision machine division Machines tools 6 Hmt(international)ltd Watch factory 3 Watch factory 4 Hmt bearing ltd Quartz analog watch Watch factory 5 Stepper motar division Ball screw division

Bangalore Bangalore Pinjore kalamessery Hyderabad Pinjore Bangalore Kalamessery

Karnataka Karnataka Haryana Kerala A.P Haryana Karnataka Kerala

Bangalore Bangalore

Karnataka Karnataka

Ajmer Sri nagar Bangalore Tumkur Hyderabad Bangalore

Rajasthan J&K Karnataka Karnataka A.P Karnataka

Ranibagh Tumkur

U.P Karnataka

Bangalore

Karnataka

1986

CNC system division

Bangalore

Karnataka

1991

Central reconditioning

Bangalore

Karnataka

1972 1973 1975 1975 1975 1978 1981 1981 1982 1983 1985

1. Mechanical tool 2. Project consultancy 3. Tractor & agriculture 4. Watches 5. Bearing 6. Printing machines 10

7. Software I.T services 8. Import

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ABOUT THE ORGANIZATION,

HMT AJMER UNIT PROFILE MTA AT GLANCE

Date of registration 12

11-01-1967

Commencement of production 1970-71 Merger with hmt 1-04-1975 Capital employed 201 LAKH Land area total 178 acres

Plant foundry 62 acres Township 116 acres Covered area(plant) 31848 Sq.M. No. of quarters 136 Power required 4.00 lacs units/mnth No. of employees(as on 31.5.2009) 424 No. of machines 250 ISO certificate 1994 Unit situated area 178 acres {62 acres

: for factory campus

166 acres

: for township

136 acres

: for housing its employees}

Workforce 424 {Officers : 108 Workers: 318}

H.M.T AJMER UNIT PROFILE The unit was established in ajmer as “MACHINE TOOL CORP OF INDIA LTD.” A govt of India under taking in January, 1967bin collaboration with M/s WMW, GDR then east Germany , for the purpose of making india self-reliant in manufacturing on precision machines.

This unit was merged M/s HMT ltd in 1975.

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From 1.4.2000 it became a unit HMT MACHINE TOOLS LTD a wholly own subsidiary of hmt.

This unit is situated in 178 acres of land out which 62 acres are for factory campus and 116 acres for township comprises of 136 quarters for housing its employees for community center, club.

FACTORY LAY OUT Unit has two workshop buildings-buildings 1-1 house assembly painting, heavy parts and high technology centre and test floor . building 1-2 house small parts, medium parts, tool roam, special accessories, tool crib, tractor hydraulics, heat treatment shop.

Annex house civil maintence, vendor development and sub contracts, electrical generation or distribution and conservation.

Store building house central stores ,material planning and training center.

Pattern shop building houses and machine shop of training center.

Foundry shed houses moulding machine , sand plant core making , knock out, short lasting areas.

Administrative building houses purchase, sales finance dept.

Technology base Unit machine has shop well equipped 186 nos. precision machine, such as CNC machine centre , jig boring, honing, super finishing machine, Plano milling, sideway grinding,, apart from these unit is also having heat treatment shop, measuring centre to measure high precision item & test places. Material testing lab, cad centre, I.T centre.

The unit has skilled dedicated workforce of 424 employees . the has qualified and experienced design & engineering personal to fulfill the requirements of business operations.

Unit business ď ś Manufacturing of machines tools ďƒ˜ Wide range of CNC conventional general purpose & special purpose grin ding machines.

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 The product strategy is mainly focused on auto & auto ancillary ,engineering and defense segments.  Units product CNC double disc grinder displayed in IMTEX 1998 at new Delhi was conferred upon CMTI trust award for the best innovative design.  CNC trusting centre.  CNC training machine.  Other machine like super finishing , knife edeging ,gap grinding, cot grinding etc.  Reconditioning/ CNC retrfoing of machine tools  Job orders/customer component manufacturing  Hydraulic group of defenses .  Unit got national award for excellence in intelligence of defenses store in the category of mechanical engineering for the year 199394. This award was for development and supply off hydraulic unit for T-72 tank.  Hydraulic lift for tractors.  High precion components /operation on job work for automobile industry and BHEL.  Jigs and cylinders for the bank note press.  Supply of casting.

Some other details of above business group as follows: Machine tools 1. Directorate – M.T BANGALORE a) M.T marketing b) Printing demonstrate centre c) Computer integrating mfg division

Bangalore Bangalore Bangalore

2. FACTORIES

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a) HMT 1 & 2

Bangalore

b) HMT 3

pinjore

c) HMT 4

kalamassery

d) HMT 5

Hyderabad

e) HMT 6

Ajmer

3. REGIONAL OFFICES & SHOWROOMS Mumbai Ahemdabad new Delhi Kolkata Pune

Bhopal Chandigarh Ranchi Jabalpur Kanpur

Bangalore Nagpur Jaipur Faridabad belagam

Other services offered  Chemical, mechanical & metrological tests, instruments calibration.  Training to customer/outsiders/students pursuing engineering & professional courses.

Market standing The unit pioneered manufacturing technology for grinding machines in india, which was a milestone for country’s journey towards itself.

Unit has positioned itself as “centre of excellence for grinding solution”. It caters for requirement of sun rising user sector like automobile , auto ancillaries , tractor ,bearings . it also caters to requirement of general engeering,defence & power sector.

Reliability and rescission are hallmark to have a fleet of 7500 machines working in every corner of country & abroad.

Productivity & quality 16

Great emphasis given on productivity & quality in hmt . the unit has achieved substantial progress in implementation of productivity improvement activity i.e KAIZEN ISO-9000, total customer satisfaction,TQM ,multi trade training, good house keeping through 5-s waste elimination ,small group activities etc.

The unit was first to receive the ISO -9000 certification in Rajasthan and second in hmt on 24.2.1994.

AWARDS WON I.

National productivity award, in machine tools category for the year 1986-87.

II.

National award R&D efforts in mechanical engineering sector in 1990.

III.

ISO-9001 certification on 24th feb 1994 HMT ajmer was the first unit to receive this certification in rajasthan & second in hmt units .

IV.

National award excellence in indigestion of defense stores in the category of mechanical engineering fro the year 1993-94. This award was for the development & supply of hydraulic unit for T-72.

V.

MTA product ,computer controlled double disk grinder CNC GDS -22displayed in IMTEX -98 at new delhi was confirmed upon CMTI –trust award for the best innovative design of the year.

DIFFERENT DEPT OF HMT,AJMER 1. HUMAN RESOURCE DEPT: Headed by joint general manager (HRM) this dept setup with an aim of conservation proper utilization of resources and it is also responsible for maintaining the cordial relation between the management & employees. The other important function of this dept is 17

performance appraisal and different welfare activities for the employees.

2. MANUFATURING AND ASSEMBLY DEPT: headed by jgm(manufacturing).

Hmt ajmer’s manufacturing envoirment is highly advanced :this dept also looks after the utilizing only the latest production techniques in all phases of manufacturing maintence . this assembly of machines is done into stages, much as sub assembly. Group & final assembly of individual components. There subassemblies after inspection pass on group ,which consists of head stock assembly, assembly to be fitted on the bed.

3. SERVICE & INSEPECTON DEPT: headed by DGM.this dept is responsible for inspection & servicing of M/C’s . This dept concerned with the inspection of various components & machines being manufactured.

Inspection of incoming material is also handled.

4. MATERIAL DEPT: headed by JGM.it is responsible for all kind of purchase made by unit. This dept also maintain a central store and looks after the appropriate levels.

5. PLANNNING DEPT: headed by chief engineering planning . The main functions of planning dept are as follows: Time calculation for each operation  To prepare monthly progress report for the production activities carried out in the shop.  To calculate manpower machines available, accordingly new machines are ordered and component.  Counting of products and components .  Prepare machines and sectional layout.

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6. DESIGN DEPT: headed by JGM . its function are:  Design & development of product.  Vendor development for new items.  Drawing of new components, group assembly, special assembly.  Deciding nthe type of material required for each component grade.  Testing & trials of machines.  Marketing of special purpose machine.

7. FOUNDRY DEPT: headed by JGM. This dept is admininstratvly under HMT ajmer but functional under executive.

8. FINANCE DEPT: headed by AGM.the function fo this dept to maintna all aaccounts of the company.the balance is finally prepared which is sent to head office fro the preparation of combined balance sheet. The costing section of this dept is responsible for computing each of the products of that the selling price may be determined accordingly.

9. SALES DEPT: is headed by DGM. This dept is divided into two sections viz... Sales, spares and reconditioning. These functions of sales sections are the executive of sales order and to bid for contract through tenders. The function of service section is to provide after sales & also looks after customer’s complaints and supply of spares.

10. SECRUITY DEPT: this is headed by asst. security officer. Main function of this dept is prevention from theft ,sabotage & maintance of industrial security within the hmt compound including township.

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HRD ACTIVITIES THE unit has got well equipped training centre to facilitate periodical hrd activites vocational trining to student’s customer ,training etc.

Hrd programme are periodically arranged for PID/KAIZEN recommendation ISO 9000/ total customer happens / TQM multi trade training computer awareness & operations.

HIERARACHY IN THE ORGANIZATION The organizational hierarchy of HMT MTL AJMER is based on the function . general manager leading the unit assisted by the general manager directlty controls in different dept.

The organization hierarchy consists of seven management levels in all. They are listed below in desending order:  General manager  Joint general manager  Deputy general manager  Manager deputy managers  Foreman

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HUMAN RESOURCE MANAGEMENT MEANING & DEFINATION Human resource is a management is a process of bringing people and organization together so that the goals of each are meet. it is that part of management process which is concerned with the management human resources in an organization. It tries to secure the best from the people by winning their whole herrated cooperation . in short, it may be defined as the art procuring developing and maintaining the competent workforce to achieve the goal of an organization in an effective & efficient manner.

According to flippo , “human resource/personal management is the planning ,organizing, directing and controlling of the procurement ,development ,compensaton,integration,maintenance and separation of human resource to the end that individual organization and social objectives are accomplished.”

According to E.F.L breach, “personal management is that part of process which is primarily concerned with the human constituents organization”.

According to R.G Gokhle, “personal management is a specialized intelligent handling of the human factor by a separate department which could devote its fu;; time for research along the line of improvement is industrial relation.”

FEATURES OF HRM  Pervasive Force  Action oriented  Individually Oriented  People oriented  Development oriented  Integrating mechanism 23

 Comprehensive functions  Auxiliary Service  Inter-Disciplinary Functions  Continuous Functions

HUMAN RESOURCES MANAGEMENT IN HMT I.

Functions of HRM in HMT: a) Manpower planning & recruitment b) Policy centralized recruitment c) Scheme on recruitment of co trainees d) Standerd force norms e) Rationalization of designation f) Internal recruitment g) Authority competent to confirm employees

II.

Career development: a) Promotion policy & rules for workmen. b) Promotion policy & career planning. c) Performance appraisal system. d) Rules on seniority. e) Transfer policy &rules

III.

Conduct regulations: a) Conduct discipline & appeal rule. b) Standing orders

IV.

Salary structure & allowances: a) Pay scale of PS category. b) Wage structure of WS category.

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c) Guidelines on pay fixation. d) Wage anomly settlement V.

Company assistant and welfare: a) Leave & leave ne cashment rule. b) Leave trabel concession scheme. c) Policy on uniform. d) Policy on gift watches. e) incentive for small family norms.

VI.

Participative management scheme: a) Participative management scheme.

VII.

Suggestion scheme: b) Guidelines on sc/st

VIII.

General: a) Monthly incentive scheme b) Policy official language c) Grievance procedure category d) Employee compensation e) Benefits facilities for trainees during training period.

IX.

Foreign deputation/hour a) Procedure for selection of personal for posting abroad. b) Guidelines of selection personnel for training aboard. c) Procedure for seeking sanction for tour aboard. d) Overseas medical insurance scheme.

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MANPOWER PLANING This is the manpower requirement is prepared after obtain requirement from each department had considering super annulations and promotion creating a backlog.

Based a production and sales target manpower is also generated in operation plan submitted to the corporation office and approved there of the required proposed manpower is prepared.

STANDERD FORCE NORMS The standard force norms as follow :WG category :- the WG category follows norms irrespective of the vacancy up to WG-VI,WG-I However when they are promoted to PS category the vacancy will be constraint.

PS category :- only 20% of the eligible employees during the year are considered for promotion on every year from WG to PS category and PS I to PS VI. However there is no vacancy constraint between PS I to PS II and PS III to PSIV grade.

The list of manpower strength of MTA/FDY in HMT TOTAL EXISTING MANPOWER IN HMT MACHINES TOOLS LYD IS SHOWN AS UNDER: There is only two type of category of manpower is working in the organization:

Viz :- PG :- officers cadre WG :- workmen cadre grade PS-X :- executive director 26

PS-IX :- general manager PS-VIII :- joint general manager PS-VII :- deputy general maanger PS-VI :- asst general manager PS-V :- asst general manager PS-IV :- deputy manager PS-V :- manager PS-IV :- deputy manager PS-III :- foreman PS-II :- supervisory PS-I :- joint supervisory SALARY STRUCTURE PS category GRADE PS-X

:- 11500-400-13500

PS-IX GM

:- 9500-400-1500

PS-VIII JGM

:- 8250-300-10050

PS-VII DGM

:- 7000-275-8100-300-9600

PS-VI AGM

:- 6500-250-7500-275-9425

PS-V MGR

:- 5400-225-6300-250-9050

PS-IV DY. MGR

:- 4800-200-5800-225-8275

PS-III FOREMAN

:- 4000-175-7150

PS-II SUPERVISOR

:- 3500-150-6200

PS-I JR. SUPERVISOR

:- 3000-105-3735-110-5055

ALLOWANCES

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1. CCA: city compensatory allowances Rs. 20 per month.

2. HRA: 15% of basic + other pay ( increment on family planning operation ).

3. Washing allowances Rs. 45 fro securities personal per month Rs. 15 for all grade. this allowances is exempted from income tax.

4. Children education allowances : paid only at the rate of Rs. 15 child for 3 children up to HSC but it should be more than actual fee paid.

5. EL: not more than 26 days or 1 month once in calendar year this should not exceed 50% of accumulated.

6. Interest fee loans: PS Rs. 1500 once in a calendar year WG1400 in calendar years.

7. Conveyance allowances: PS Rs. 450 per month for scooter, Rs. 120 for moped & Rs. 1350 per month for car .

8. Shoes and dress are provided management but they are negotiable.

by

the

9. Shift allowances : given for night at the rate of rs.

5 attendance . for X shift rs. 10/- attendance both are given a1 & b1 category only.

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10.

Milk allowances employee eligible for getting milk allowances are those who are working in hazardous area as per notified by company rules. It is only given in workmen category at rs 2 per attendance.

11.

Sunday allowances for extra working: extra wages are given to the employees called on gazette holidays will paid extra wages in addition of rs 1 per hour.

12.

House building loan: only subsidy is given.

13.

Vehicle loan : not given for last 2 yrs due to shortage of funds . for moped it was rs. 6000/- & for scooter it was 9500/-

14.

Medical & lic : medical facility for both outdoor & indoor payment depend upon parents.

For reimbursement of medical ea]expenses bills have to be submitted within 2 month time by 10 th of the month.

15.

They attire to be approve Any CMO & personal department. Hospital & doctor should be approved by HMT.outdoor for GMP on the fires consultation visits only rs. 15/- are reimbursed. On second consultation after 3 days rs. 15/- are reimbursed. In both for home visit additional rs 15/- are reimbursed. There is no limit for special treatment like c.t scan etc. for

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indoor patients, all expenses are bearded by the company with an exception fo private rooms.

16.

LTC (leave travel concession). It is given for 4 yrs block time period. 2 home town visit reimbursed anywhere in india. One can avail the facility of one hometown in india.

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RECRUITMENT Meaning and definition :- recruitment is a linking function joining together those with jobs to fill and those seeking jobs. Recruiting makes it possible to organization. Recruiting is the discovering of the acquire the number & types of people necessary to assure the continuity operation of the organization.

Recruiting is the discovering of potential applicants fot actual or anticipated organizational vacancies. in simple terms, recruitment applies to the process of attracting potential employees to the organization. It is the systematic way of finding & inducing available candidates to apply to the company or enterprise for employment . recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible.

According to flippo “recruitment is the process of searching for prospective employees and stimulating them to apply for job in the organization”.

According to dale yodar “recruitment is the process to discover the source of manpower to meet the requirement of the staffing schedules and to employ effective measures for attracting that manpower in adequate numbers to facillate effective selection of an efficient working force.”

According to c.b mamoria “recruitment is the discovering fo potential applications for actual or anticipated organizational vacancies”.

RECRUITMENT IN HMT Policy on centralized recruitment(ps category) 1. Objective: a) To attract & retain the best available young talented in the country in engineering & other areas like finance, marketing, personal etc 31

b) To ensure the above objective by means of systematic scheme of centralized recruitment which will be regular & effective. c) To create a acdre fo executive to take up higher assignments and top position of the company .

2. Scope: a) The recruitment of management trainees in the engineering and other professional areas like finance,marketing,personnel etc‌ at the induction level of executive i.e PS III for centrally pooled recruitment fo units, business group & corporate offices by campus interviews & open all india advertisement. b) Recruitment fo senior executive at the corporate cadre i.e PS VII and above in all the discipline as per the need of the units, business group & corporate offices.

3. Procedure for requisition: a) The units business group/functional directors should put up the proposal, to corporate personel directorate by September end, for recruitment of management tranees in the engineering and other areas based on sanctioned manpower plans as per need of the unit/bussines group in PS III , taking into considerarion the turnover vacancies as wellas the additional posts required ganist future plans. b) Procedure for recruitment of management trainees in engineerning & other professional areas: c) The recruitment of management trainees in engineering & other areas like finance, marketing, personel etc will be made centrally by the corporate personel directorate. For such centralized recruitment, either of the following two methods will be adopted as per need and exigency.

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4. CamPus recruitment 1. The campus recruitment committee shall comprise of senior executive not below the rank of GM’s officer in charge of OD/centralized recruitment will be the member of committee.

2. Ordinarily the campus recruitment shall be made in the specialized areas like r&d , CNC, computer system, industrial engineering, finance, marketing personel etc. and shall not exceed 25% of the total vacancies identified to fill in by the centralized recruitment in a year.

3. The mode of selection shall be by the way fo group discussion by the above committee.

4. The group discussion will be conducted itself in the campus . the appointment letters should be issued after finalization by the panel of the selected candidates , interviewed in various campus.

5. The selected candidate will be appointed as executive in PS III oon the probation of one year.

After an orientation programme and are not required to execute the service bond.

6. In the case of campus selection fo executive in PS III candidate possessing additional relevant qualification of post graduate degree and above from the repute insituion like IIM< IISC< XLRI, TISS, NITIE will be granted two advanced increament in PSIII grade . for inctance an engineering graduate with post graduate in eng like MTECH/ME/MS/PGDM will eligible for advance increament. Those with MA with MBA in relevant discipline as also CA/ICWA with MBA in financial management will be laso eligble for advance increment.. however a candidate with psot graduate degree which itself basic qualification for recruitment will not be eligble for the advance increament 7. In the case fo campus selecton of executive in PS III the campus recruitment comitee may grant 33

up to 5 advance increment including the two increment mentioned at sub clause above in exceptional cases absed on the past experience of the candidate.

5. Recruitment by open all india advertisment 1. An all india advertisement will be released every inviting applications from the candidate possessing degree in engineering with a minimum of 60% marks in the final year examination during the period and who have scored 60% or more on an aggregate in the previous sem will be also eligible to apply.

Written test will be conducted by entrusting the work to a reputed institution in order to ensure objectivity . on the recipt of the marks obtained in the test , candidate in the ratio 1:6 will be called for interview by the committee consisting of senior executive not below the rank of JGM and officer in charge OD/centralized recruitment . candidates whose result have not been ddeclared at the time should have passed successfully the course with the requsite marks fo 60% or more when they appear for interview.

2. The selected as management trainees in engineering and other professional areas will undergo inducton training fro a period of one year . the inducton training will be coordinated by center for manpower development & research department of corporate personnel directorate which will paln the inducton training schedule for the entire year. The trainees will be oriented in units, business group as per need of the organization.

3. On successful completion of induction training, the candidates will be posted to the respective units, business group and they shall be suitable designated. They shall kept on probation for a period of one year during which period there performance will be observed by the units chiefs/EDs . the verification of the antecedents should be obtained during the period of induction 34

training . letters of conformation will be issued by chief/EDs on succeefull completion of probation subject to verification of their antecedents.

4. The management trainees will be required to execute the service bond along with the surety, agreeing to serve the company for a period of 3 years on successful completion of their induction training.

The compensation to be paid as contractual obligationin the case they chose to leave the organization during the bond period are as follow: During the training period – actual amt spent for training During the 1st year of service After training period – total amt spent during training period During 2nd year of service after training period – 80% fo the actual amt spent during training period During the 3rd year of service after training period – 60% of actual spent during the training period The following expenditure will be considered for cslculating the compensation to be paid as contractual obligation ;  Training allowance include pay, adhoc relief, dearness allowance, hra & cca  Training cost in the training centre.  Traveling & daily allowance , if any apid during the traininf period.  Cost of medical treatment 6. stipened and other allowances & pay fixation Whearas the candidate selected through campus recruitment would draw salary, the management trainees recuited yhrough open all india advetisment would get stipened during induction training period which would be minimum of the scale in PS III plus 35

other admissible allowances such as adohc relief, DA HRA, AND CCA as applicable to the place of posting.

During official tour they shall be eliglble for TA/DA benefits as admissible to the executive in PS III. 7. RECRUITMENT OF SENIOR EXECUTIVE Recruitment of senior executive at the corporate level i.e PS VII and above will be taken up by the corporate personnel directorate once in 4 month in April , august and December in a calendar year. The proposal from the units for such recruitment for sanctioned vacancies as per sanctioned manpower operational plans, should be sent to DPS in January , may and September every year who will take further action for centralized recruitment of corporate cadre senior executives.

Recruitment at the level of PS VI an below will be under taken by the units/business groups. However , in functional areas such as finance, marketing, quality, security, public relations, computer systems personnel etc. the reprensative of functional director of corporate office will associate in the selection of candidate in the units in levels PS IV, PS V< and PS VI in order to bring uniformly in selection procedures.

8. RESERVATION OF SC/ST: The reservation and relaxation shall be as per the presidential directives issued from time to time.

Prescribed minimum marks are relaxable at the discreation of director.

9. SAVINGS: Management reserve the right to alter , modify, delete any clause as per need of the organization.

SCHEME ON RECRUITMENT OF COMPANY TRAINEES( WG CATEGORY) SUB MULTI FUNCTIONAL SKILLS 1. With the rapid advance in the field of technology & the introduction of new sophisticated manufacturing techniques like CAM, CIM, FMS robotics, artificial intelligence it is becoming 36

increasingly difficult to compartmentalize the different manufacturing process and methods.

2. The hitherto recognized method of process wise layout machine type wise layout component wise layout are slowly giving a way to newer method of manufacturing which call synergizing a variety of multi functional skills.

3. The operator will be required to be conversant with and to specialize in a number of skills and trades simultaneously 4. It has therefore been decided to develop people in multi functional areas right from the of operator in induced in the company 5. To meet this objective it is decided to include a clause in the appointment order of the workmen concerned to the effect that they must be willing to work in a multitude of functional areas , multi machines skills, trades etc. depending upon the needs of company . such a clause in the appointment order shall be incorporated in respect of the workmen appointed.

6. An on the job training is prerequisite to any appointment made in future in WG cadre. It is therefore proposed to induct future entrants in the company in the WG cadre as a company trainee for a period of 2/3 years in the terms of various channels on the consolidated stipend as mentioned in the annexure.

7. Subject to the condition stipulated in pairs 4 and 5 in super session of the earlier orders the requisite qualification the stipend during the training period duration of the training, the grades in which to be reclassified on completion of such training in the terms of various channels and the period for the execution of bond . on successful completion of training the trainees will be re classified at the minimum of prescribed wage grade . The training period can be extended by

37

one year if their performance during period does not found satisfactory.

8. The date fo reclassification the above trainees who join on or before 15 th of the month will be the 1st of the month in which they successfully complete the training period . in the case of trainees who join after 15th of the month, the date of classification will be the 1st of the month following the month in which they successfully complete the training period.

9. The prescribed training period due to non satisfactory performance during the training shall not be considered for the purpose of qulifieng period for consideration of promotion.

10.

The issues with the approval of the competent authority.

Sources of recruitment

Internal sources sources 38

external

Present employees

employment

Employees referrals

advertisement

Previous employees agencies

employee

Former employees

deputation

Campus recruitment Word of mouth raiding

SOURCES: BRIEF DESCRIPTION Internal sources: 1. present employees : promotion and transfer from among the present employees can be good source of recruitment. Promotion implies upgrading of an employee to a higher position carrying higher status, pay and responsibilities.

Transfer refers to shifting an employee from one job to another without any change in the position , status and responsibilities.

2. Former employees: former employee is an internal source of applicants for vacancies to be filled up in the organization. Retired employee may be interested to come back to work on a part time basis. This source has the advantage of hiring people whose performance is already known to organization.

3. Employee referrals : this is yet another source of recruitment. The existing employee refer their family member , friends, relative to the company potential candidates for the vacancies to be filled up in the organization.

4. Previous applicants : this is considered an internal source in the sense that applicants from the potential candidates are already lying with the 39

organization. Sometimes, the organization contact through email or messenger these applicants to fill up the vacancies particularly for unskilled or semi skilled jobs.

External sources: 1. Employment exchange: the national commission on labour (1969) observed in its report that in the pre independence era, the main sources of labour was rural areas surrounding the industries immediately after independence; national employment service was established to bring employee & and job together . In response to it , the compulsory notification of vacancies act of 1959 was instituted which become operative in 1960. Under section 4 of the act, it is obligatory for all industrial establishment having 25 workers or more, to notify the nearest employment exchange with branches in most cities is registration of job seekers and their placement in the notified vacancies.

2. Employment agencies : in addition to govt agencies, there are a number of private employment agencies who register candidates for employment and furnish a list of suitable candidates from their data bank . The main function of these agencies is to invite applicants and short list the suitable candidates for the organization and the final decision on selection if taken by the representative of the organization.

3. Advertisement :it is perhaps the most widely used methods for generating man applications .

This is because its reach is very high. This method of recruitment can be used for jobs like clerical, technical and managerial. The higher position in the organization the more specialized skills or the shorter the supply of that resource in the labour market , the widely dispersed the advertisement is to be.

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4. Deputation : another’s sources of recruitment is deputation i.e. sending an employee to another organization for a short duration of time.

5. Professional association: very often recruitment for certain professions and technical positions to make through professional are called “headhunters”, institute of engineering, institute of medical, AIMA . Provides placement services for their members . for this the professional association prepare either list of jobs seekers or publish or sponsor journals or magazines contain advertisement for their members.

The professional association are particularly useful for attracting highly skilled and professional personnel.

6. Campus recruitment: for this purpose many institute such as Indian institute if management , Indian institute of technology have a regular placement call to serve as liaison between the employee and students.

7. Word of mouth: in this method the word is passed around the possible vacancies or opening in the organization. Another from this method is “ employement pinching” i.e the employment working in another organization are offered an attractive offer by the rival organization.

8. Raiding or poaching: the rival firms by offering better terms and condition, try to attract the qualified employee to join them. This raiding is common feature of Indian organization.

HOW TO RECRUIT SENIOR EXECUTIVE RECRUITMENT TO SENIOR EXECUTIVE: 1. Recruitment of senior executive at the corporate personnel directorate once in a four month in April, august and December in a calendar year.

The proposals from the units for such recruitment for the sanctioned vacancies as per sanctioned manpower every year who will take further action 41

for centralized recruitment of corporate cadre senior executive.

2. Recruitment at PS VI and below will be at the unit/business group. However in function areas such as finance , marketing, quality, security, public relations, computer system, personnel etc. the representative of funvtional directorate of corporate office will associated in the candidates in the units in level PS IV, PS V, PS VI in order to bring uniformily in selction procedures.

MAIN ELEMENTS  Recruitment is an aspect of manpower planning .  It is an linking activity-bringing together those with jobs to fill and those seeking jobs.  It is a positive process because its objective are to increase the selection ratio that is the number of applicants per job opening.  It is two way affair, it takes two to complete the recruitment process – the recruiter and the recruitee.  It is a process of activities rather than sa single act or a event.  It makes it possible to acquire number and type of person necessary for the continued functioning of the organization.  Its purpose is to locate the source of people required to meet job requirements attracting such people to offer themselves for employment in the concerns.

METHODS OF RECRUITMENT 42

Recruitment method refers to the mean by which an organization reaches to the potential job seekers. In other words, these are Way of establishing contacts with the potential candidates. It is important to mention that the recruitment methods are different from the sources of recruitment. The major line of disintiction between the tow is that while the former is the means of establishing links with the prospective candidates. , the latter is the location here the prospective employees aare available. Methods of recruitment are broadly divided into three categories: 1. Direct method 2. Indirect method 3. Third party method

1.Direct method : in this method the representatives of the organization are sent to the potential candidates in the educational and training institutes . they contact with the candidates seeking jobs. These representatives work in cooperation with placement cells in the institutions. Persons pursuing management , engineering, medical etc programmes are mostly picked up in the manner.

2.Indirect method : indirect method includes advertisement in news papers, on the radio and t.v in professional journals, technical magazines etc. this method is useful when;  Organization does not find suitable candidates to be promoted to fill up the higher posts.  When the organization wants to reach out to a vast territory.  When the organization wants to fill up scientific, professional and technical posts.

3.Third party method: these includes the use of private employee’s agencies, management consultants, professional bodies/ association, employee’s referral/ recomemdations ,voluntary 43

organization trade unions, data banks, labour contractors etc to establish contacts with the job seekers.

SOME RECRUITMENT MADE IN 200910 : 1) HMT LIMITED (A Govt. of India Undertaking) 44

No.59, Bellary Road, Bangalore – 560 032.

WALK-IN-INTERVIEW FOR JOINT GENERAL MANAGER IN INTERNAL AUDIT DEPARTMENT • HMT Limited, a major high tech Engineering conglomerate with its Subsidiaries viz., • HMT Machine Tools Ltd., HMT Watches Ltd., HMT (International) Ltd., HMT Bearings Ltd., • HMT Chinar Watches Ltd., spread across the country manufacturing Machine Tools, • Printing Machinery, Watches, Tractors, Bearings etc., and also an export business house • invites qualified and experienced personnel for a walk-ininterview for engagement as Joint • General Manager in Internal Audit Department purely on contract basis. The details of • qualification, experience, job requirement, period, etc., are given below: • Post Joint General Manager (Internal Audit) • No. of Posts 1 • Duration Initially for a period of One year, which may be extendable to • further period depending upon the necessity and performance • Level / Grade PS VIII • Qualification Chartered Accountant Job Requirement (i) Issuing of various Accounting Guidelines to all Units / Subsidiary Companies, as per the requirement / amendments brought out by statutory bodies like Institute of Chartered Accountants of India (ICAI), Institute of Cost and Works Accountants of India (ICWAI); finalization of quarterly / annual accounts of the Units / Company / Subsidiary Companies in line with the guidelines issued from time to time by Securities and Exchange Board of India (SEBI). (ii) Issuing various clarifications / guidelines to all Units of Subsidiary Companies / Holding Company with regard to closure of annual accounts & other finance related matters. (iii)Close Liaison and interaction with all Unit / Subsidiary Finance Chiefs for timely completion of quarterly / half-yearly / annual results / annual accounts / Tax Audit / Cost Audit etc; (iv)Inter-action with Member Audit Board (MAB) / CAG in respect of Special Audit to be conducted by them and also for timely audit of Annual Accounts of Units / Subsidiary Companies / Holding Company, which will facilitate holding of the Annual General Meeting of the Holding Company, HMT Limited, within the stipulated time.

45

(v)Preparing / Submitting replies to Factual Notes / Draft Paras / CAG Reports / Action Taken Notes issued by Comptroller & Auditor General of India (CAG) / Department of Heavy Industry (DHI), from time to time. (vi)Preparing & putting up Agenda & Notes to Audit Committee / Board of Directors of HMT Limited; Preparation of Board Notes for appointment of Internal / Statutory / Branch / Tax / Cost Auditor(s).

Experience Minimum 25 years Age Below 60 years Consolidated Payment ₨.24,000/- (Approx.) P.M.  The engagement is purely on fixed tenure basis. The post is not against any permanent vacancy and this placement will not ensure any regular/permanent employment in HMT Limited in future.

2) HMT LIMITED / HMT INDIA BANGALORE IS RECRUITING EXPERIENCED BE/ BTECH TECHNICAL GRADUATES TO WORK WITH THEIR FIRM. VACANCIES FOR BTECH MECHANICAL GRADUATES (IN PARTICULAR) ARE IN PLENTY. Details of the posts/ vacancies: Senior Engineer / Manager, Engineer / Deputy Manager, Deputy Engineer Branches which are eligible: Mechanical, Electrical, Electronics, Metallurgy, Computer Science Experience requirement: • •

Senior Engineer / Manager : 6 Years Engineer / Deputy Manager : 4 Years

•

Deputy Engineer: 2 Years

Pay scale (Pre-revised) : Senior Engineer / Manager : Rs. 5400-225-6300-250-9050 Engineer / Deputy Manager: Rs. 4800-200-5800-225-8275 Deputy Engineer: Rs. 4000-175-7150

46

Seat vacancy (Branch wise): • •

Mechanical Electrical

52 2

•

Electronics

5

•

Metallurgy

2

•

Computer Science Engg.

Total =

2 63

3) The Company is in the process of recruiting around 175 Technical Personnel (Workmen Cadre) viz. Diploma Holders in various Branches of Engineering and National Apprenticeship Certificate (NAC) Holders in various Trades for its Manufacturing Units Technician Trainee : 175 posts, Qualification : 3 years Diploma in Mechanical, Electrical, Electronics, from any recognized Institute / Board / University, Pay Scale : Stipend of Rs.6200 per month during training period of 1 year.

On successful completion of the training period, Trainee Technicians will be reclassified in Wage Grade III (WG III) with the minimum of basic in the open ended scale of Rs.2250/-, Age : 25 years, relaxation in as per rules.

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Research methodology is a framework, a blue print for the research, which guide the collection and analysis of data.

Research methodology is being framed in order to achieve the research objectives. It is an expression of what is expected of the research exercise in terms of

48

result and the analytical input need to convert data into research findings.

Research methodology minimizes the degree of uncertainty involved in the management decisions.

Research lays the structure for decision making TITLE OF STUDY: The study was done on the topic of human resource that is â&#x20AC;&#x153;RECRUITMENT AND MANPOWER PLANNINGâ&#x20AC;?

OBJECTIVE OF STUDY: As per syllabus of the dual programme (degree) of master of business administration every student has to undergo a practical training of 45 DAYS s in his/her field of interest. This training is vocational training in the organization to learn more about the organization and the project by person under whom one is posted during the period. I underwent practical training at hmt machines tools ltd,ajmer.

Practical training is essential part of management studies as it helps one to visualize the management practices in the field, the theoretical aspects which we have learnt in the classroom. The one has to present in the report which is to be in two parts: the first part devoted to giving the profile of the organization and the second part containing the project upon one has worked during the training time period.

This report is an attempt to present some aspects of the practical training by me.

TYPE OF RESEARCH: This research is descriptive in nature.

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Descriptive research includes surveys and fact – finding inquiries of different kind. The major purpose of descriptive research is description of the state of affairs as it exists at present. The main characteristic of this method is that the researcher has no control over the variables.

The data collected here may relate to the demography or the behavioral variables of the respondents under study.

SAMPLE SIZE AND METHOD OF SAMPLING: In the geography of ajmer,total land area of hmt (iso certify 1994) is 178 acres with 424 employees working{ 108 – officers and 318 –workers}.

Great emphasis given on productivity & quality in hmt . the unit has achieved substantial progress in implementation of productivity improvement activity i.e KAIZEN ISO-9000, total customer satisfaction,TQM ,multi trade training, good house keeping through 5-s waste elimination ,small group activities etc.

To get more reliable result the whole population should be covered in the study, but it is very difficult in practice ond also time consuming with expensive process to approach each and every unit of population, for a sample size of approx 60 workers

are taken as

sample and questions were asked on how much they are satisfied with the company promotion measure.

50

RESEARCH INSTRUMENT: In the survey method I have used questionnaire as a research instrument this is written & organizational format containing the entire question relevant to solicited the required information.

Because of its flexibility the data is collected from large population about their awareness attribute, opinion past present behavior to check that the questionnaire surveys the necessary purpose it should be tested as a limited scale and this is technically known as pilot survey.

DATA COLLECTION: The decision making must be objective and fact based in nature. This is achieved by collecting and analyzing appropriate data. Data may be broadly divided into two categories namely primary data and secondary data.

The primary data are those data, which are collected for the first time by the organization, which have already been collected by some other agency but also can be used by organization under considering.

Primary data may be collected by observation, oral investigation and questionnaire method. Or any telephone interview in this study, for primary data collection we have used questionnaire method. This is written and in organized format containing all questions relevant to soliciting type, in which all question and answer is specified and comments in the response own words are held to a minimum. The unstructured questionnaire is useful in carrying out in depth 51

interviews where the aim is to probe for attitudes and reasons. In the structured personal interview method the information is likely to be more accurate and reliable because the interviewer can clean up doubts and cross check the respondents. Moreover this method id most flexible no response is very low, supervision and control is possible.

For secondary data we have used the data prepared

by HMT MACHINES & TOOLS LTD & other data circulated by cement manufacturers association to its member companies.

SCOPE OF THE STUDY: • The term manpower planning & recruitment is denoting the constitution of conclusion of consultative council and committees ,comprising representative of employee and executive to recommend steps for improving manpower.

• The system isvery effective to update the employee to how to perform in the workplace to face recruitment . but the human factor makes this system 100% effective.

• As above discussion clarity indicates that organization is managing the recruitment & manpower planning programme very effectively but then system is 100% perfect and there is always a scope of how to increase manpower in organization.

LIMITATION OF STUDY:

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Every research has its limitation; this research is not an exception in this manner there are certain factors in conducting this research also, there are

• Time constraints – As we are using interview method that is more time consuming especially when sample is scattered in large geographical area.

• Skilled man power required – In interview method the interviewer has to visit the individual, put questions to them, which elicit the relevant information about the subject of inquiry. This requires costly skilled man power.

• Financial constraint - The method used for this study is very expensive.

• Secrecy of data – some of the data are confidential and not to be published so we have limitation of information.

53

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FINDING AND ANALYSIS QUESTIONAIRE The following quiz describe the important element that make up a satisfaction of promotion in HMT measure , give your feeling about promotion policy by sourcing each statement on the following level of your satisfaction â&#x20AC;&#x201C;

Q.1 does your organization gives you maximum facility for working property?

GRADE STRONGLY AGREE AGREE DIAGREE STRONGLY DISAGREE

55

NO. OF EMPLOYEES 15 5 7 3

PERCENTAGE 50 17 27 10

Q.2 Is your annual performance evaluation conducted in timely manner?

GRADE STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE

56

NO. OF EMPLOYEE 13 6 5 6

IN PERCENTAGE 36 29 21 14

Q. 3 are your senior keeps in mind of your quality of initiative nees at the time of making promotion policy?

GRADE STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE

57

NO. OF EMPLOYEES 12 7 7 4

IN PERCENTAGE 36 29 21 14

Q.4 is your salary relative to your experience?

GRADE STRONGLY AGREE AGREE DISAGREE STRONGLY DIS AGREE

58

NO. OF EMPLOYEE 10 8 7 5

IN PERCENTAGE 36 29 21 14

Q.5 whether the area will be benifited from your participation in the programee?

GRADE STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE

59

NO. OF EMPLOYEE 11 10 6 3

IN PERCENTAGE 37 33 20 10

s

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CONCLUSION The term manpower planning & recruitment is denoting the constitution of conclusion of consultative council and committees ,comprising representative of employee and executive to recommend steps for improving manpower.

It is however difficult to define the boundaries of this set of phenomenon and therefore the term manpower and recruitment in a university accepted and precise manner can be defined as â&#x20AC;&#x153;a power that works properly in organizationâ&#x20AC;?.

Thus we can say to achieve a peaceful and cooperative enviorement in the organization there must be good use of recruitment process. The positive approach of manpower towards the whole issue needs to be favorably responding by others. To maintain the mutual relations good, management is required to keep in mind the needs of manpower and to meet the fairly and in reasonable time. Workers and other employees are required to understand the problems of the management and try to cope with them.

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RECOMMENDATIONS HMT MACHINE tools has a very elaborate in step by manpower planning. The system isvery effective to update the employee to how to perform in the workplace to face recruitment . but the human factor makes this system 100% effective. As above discussion clarity indicates that organization is managing the recruitment & manpower planning programme very effectively but then system is 100% perfect and there is always a scope of how to increase manpower in organization.  Manpower planning systematically attempts to forecast personnel demand assesses supply & reconcile the recruitment.  The manpower process to overcome problems such as lopsided focus on quantities aspects, lack of supports , at top level in accurate estimate due to poor search efforts, planners should install HRIS and implement the same sincerely.  Communication gap must be reduced.  Concept of self appraisal must be introduced which initiatives quality of completion & create a betterment.

Lastly the time allotted to the programmer should be adequate to optimize the interest of employee so that they can fully explore the benefit of program me and use the knowledge of personnel growth and company benefit.

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SWOT ANALYSIS

STRENGTH Multi dimensional,multitrade.

Emerging capabilities in CNC .

Investment in r&d inadequate,due to high cost of funds.

Quality orientation.

Low pace of technology upgradation.

Very sound base training for new comers.

Low return on investment.

ISO 9001 certified.

OPPURTUNITIES Access to technology

THREATS

Centre for precision manufacturing parts.

Private organization is allowed to purchase second hand machinery under open general license from any country.

Centre for detailed design based on international concepts.

Cheaper imports cutting into share of Indian machine tools.

Govt supported financial support to govt.

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WEAKNESS

66

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