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A PROJECT REPORT ON MANPOWER PLANNING OF EMPLOYEES AT HMT LTD, TRACTOR BUSINESS GROUP, PINJORE

IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE AWARD OF DEGREE OF MASTER OF BUSINESS ADMINISTRATION (MBA) 2009-2011
SUPERVISED BY: Mr. Kanwal Verma Manager Personnel HMT Ltd, Pinjore Sountli SUBMITTED BY: Khushbu Dayal

ICL Institute of Engineering and Technology,

ACKNOWLEDGEMENT
I am indebted to HMT Ltd, Tractor Business Group, Pinjore for providing me an opportunity to undertake summer training with them and able to work on this project. It is a matter of great privilege for me to acknowledge my sincere gratitude and ineptness to my modest, gracious, eminent supervisor Mr. Kanwal Verma, Manager Personnel for his keen interest, valuable guidance, constant encouragement, enthusiastic involvement, constructive criticism and appreciation during the work, which hopefully I have inherited, has left an indelible impression in my mind and soul. With profound regards, I express my heartfelt gratitude and most sincere thanks to Mr.Kanwal Verma, Manager Personnel, Mr.Rajender Kumar HR Manager, Mr. V.K. Grover AGM(TC) and all the employees of Personnel Department of HMT for their support.

KHUSHBU DAYAL

PREFACE
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MBA is the stepping stone to the management carrier and to develop good managers is necessary that the theoretical must be supplement with exposure to the real environment. The objective of this training is to make the person aware about the corporate world. Managing human resources in todays dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc My research project deals with Manpower Planning as carried out at HMT Ltd, Tractor Business Group, Pinjore. In this report, I have studied & evaluated the performance appraisal process as it is carried out in the company. The first section of my report deals with a detailed introduction of HR & MANPOWER PLANNING A. It includes the functions of HR, process, methods & characteristics ofMANPOWER PLANNING, etc. This section attempts to give conceptual explanation about the manpower planning and the nature of its functioning. The second section deals with the Industrial Profile & present scenario of Tractor Industry regarding growth & demand of tractors. In the third section of my report, I have given a brief introduction of Organization Profile which includes history of HMT Pinjore, its mission, objectives & goals.In the forth section, I have conducted a research study to evaluate the process of performance appraisal at HMT Ltd, Pinjore. The fifth and final section of this report consists of Research Methodology, my findings, conclusions & suggestions that I related to the main contents of the report. The annexure include Questionnaire and Bibliography relating to the research study upon which the project is based.

DECLARATION
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To The Director ICL Institute of Engineering and Technology Sountli

Respected Sir, I hereby declare that summer training report, titled Manpower planning of Employees at HMT Ltd, Tractor Business Group, Pinjore is the original work done by me and submitted to the ICL Institute of Engineering and Technology in partial fulfilment of requirements for the award of degree of MBA (HRM) under the supervision of Mr. Kanwal Verma, Manager Personnal in HMT Ltd, Tractor Business Group, Pinjore (A Govt. of India Undertaking).

Khushbu dayal MBA (HR)

CERTIFICATE OF COMPLETION

This is to certify that Khushbu dayal of MBA-III Session 2009-2011 of ICL Institute of Engineering and Technology has completed her summer training project titled Manpower planning of employees at HMT Ltd, Tractor Business Group, Pinjore. I approve the project for submission.

Mr Pawan Verma (HOD)

TABLE OF CONTENTS
Sr.No. 1 2 3 4 5 6 7 8 10 11 12 13 CONTENTS Acknowledgement Preface Declaration Certificate of Completion Introduction: HR Overview Industry Profile Organization Profile Manpower planning in HMT Research Methodology Findings and Analysis Suggestions Annexure Bibliography

HUMAN RESOURCE MANAGEMENT


INTRODUCTION HUMAN RESOURCE MANAGEMENT(HRM),though a new nomenclature as a field of study in todays context ,existed in some form with the evolution of human organization . however, its systematic study started with the development of the field of management in the beginning 20 th century .it has followed the development pattern of management . this has evolved out of different term such as personnel management , personnel administration, staff management , manpower management, labour relation, industrial relation , and lately some expert have coined new term knowledge management . in each label , the scope and emphasis of function of relevant to managing human resource have changed to some degree. However, in the present context , two term personnel management and human resource management are used quit frequently with more emphasis being placed on the latter . therefore it is desirable to conceptualized personnel management and HRM and different the two subsequently.

CONCEPT OF PERSONNEL MANAGEMENT PERSONNEL administration is the field of management which has to do with planning, organizing , directing, and controlling various operative function of procuring , developing, main ting and utilizing labour force such that the . (A)Objectives for which the company is established are attained economically and effectively. (B)Objectives of all levels of personnel are served to the highest possible degree. (C)Objectives of the community are duly considered and served.

THIS DEFINATION has three aspect .first, personnel administration is a field of management and it contains the management process of planning, directing, controlling. Second, the process is applied in the operative function of personnel administration viz. procuring, developing, main ting and utilizing a labour force. Third, personnel administration is undertaken to fulfill to certain objective; of the organization ,people, and community . CONCEPT OF HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE MANAGEMENT is define terms of its proactive approach to managing people in the organization . for example,Karen legge has specified three elements of HRM are as followed: (1)Human resource policies should be integrated with strategic business planning and use to reinforce appropriate (or change an appropriate) culture. (2)Human resource are valuable and a source of competitive advantage. (3)Human resource can be tapped most effectively by mutually consistent policies which promote commitment and foster a willingness in employee to act flexibly in the interest of the adaptive organization pursuit of excellence. DEFINITION OF HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE MANAGEMENT is a series of integrated decision that form the employment relationship ; their quality contribute to the ability of the organization and the employee to achieve their objective. HUMAN RESOURCE MANAGEMENT IN THE CONTEXT OF COMPATITVE ENVIRONMENT IS AS FOLLOWS. Human resource management is concerned with the competing for and competing on human resource. Competing for human resources involves recruiting and employing right personnel and competing on human resource

involves developing , retaining, and integrating personnel to achieve competitive advantages. THIS definition focus attention more sharply on the employment and utilization of human resource with a view that the organization has right people , at right time, and at right places.

HUMAN RESOURCE PLANNING


Meaning HRP is the process of forecasting an organizations future demand for, and supply of, the right type of people in the right number. HRP facilitates the realization of the companys objectives by providing the right type and right number of personnel. HRP is also called man power planning, personnel planning or employment planning Definition HRP is a process of determining and assuring that the organization will have an adequate number of qualified persons available at the proper time, performing jobs which meet the needs of the enterprise. Needs of HRP Recruitment plans: to avoid unexpected shortage etc. The identification of training needs: to avoid skill shortages. Management development: in order to avoid bottlenecks of trained. Industrial relation plan: is to avoid industrial unrest. Objectives of HRP Forecast personnel requirement. Cope with changes. 9

Use existing man power productivity Promote employees in a systematic manner Importance of HRP Reservoir of talent Prepare people for future Expand or contract Cut costs Succession planning HR Planning Process HRP essentially involves forecasting personnel needs, assessing personnel supply and matching demand supply factors through personnel relatedprogrammes. The planning process is influenced by overall organizational objectives and the environment of business. Process 1. Strategic planning : it is the process by which top management determines overall organizational purposes and objectives and how they are to achieved. 2. HR Planning : it is the process of systematically reviewing human resources requirements to ensure that the required numbers of employees, with the required skills, are available when and where they are needed. Effective staffing decisions begin with human resource planning HR Planning techniques: a. Zero base technique:A method for estimating future employment needs using the organizations current level of employment as the starting point. b. Bottom-up technique: A forecasting method beginning with the lowest organizational units and progressing upward through an

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organization

ultimately

to

provide

an

aggregate

forecast

of

employment needs. c. Simulation technique: it is a technique of experimentation. 3. Forecasting HR requirements: an estimate of the numbers and kinds of employees an organization will need at future dates to realize its stated objectives. 4. Forecasting HR availability: A process of determining whether the firm will be able to secure employees with be secure employees with the necessary skills, and from what ever sources. Information required for managerial employees: Educational background. Assessment of strengths and weaknesses. Developmental needs. Personal history. Field of specialization. Job preferences.

5. Surplus of employees forecasted: identify what a firm can do when there is a surplus workers exists.ways must be found to reduce the number of employees some of these methods are: Restricted hiring Reduced hours Early retirement Layoffs

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6. Shortage of workers forecasted : when there is shortage of workers organizations will have to intensify their their efforts to recruit the necessary people to meet the needs of the firm.some methods are: Creative recruiting Compensation incentives Training programs Different selection standards Planning, in general, enables managers to anticipate and prepare for changing conditions, and HR planning in particular allows flexibility in the area of human resources management. Responsibility for HRP Assist and counsel operating manager to plan and set objectives. Collect and summarize man power data keeping long run objective and broad organizational interest in mind. Monitor and measure performance against the plan and keep top management informed about it Provide proper research base for effective man power and organizational planning. Factors affecting HRP Type and strategy of organization Organizational growth cycle and planning Environmental uncertainties Time horizon Type and quality of forecasting information Nature of the job being filled Off-loading the work Limitation of HRP Accuracy of forecast Identify crisis 12

Support of top management Resistance from employee Uncertainties Expensive and time consuming Coordination with other managerial function Unbalanced approach Effective HRP Objectives Top management support Employees skill inventory Human recourses information coordination

RECRUITMENT
The process of identification of different sources of personnel is known as Recruitment. According to Edwin B. Flippo, Recruitment is a process of searching the candidates for employment and stimulating them to apply for jobs in the organization. It is a linking activity that brings together those offering jobs and those seeking jobs. Dales S. Beach observed, recruitment is the development and maintenance of adequate manpower resources .it involves the creation of a pool of available labour upon whom the organization can draw when it needs additional employees . recruitment refers to the aatempt of getting interested applicants and creating a pool of prospective employees so that the management can select the right person for the right job from this pool.recruiment precedes the selection process. i.e. selection of right candidates for various positions in the organisation. Recruitment is a positive 13

process as it attracts suitable applicants to apply for suitable jobs.The process of recruitment : i) Identifies the different sources of labour supply ii) Assesses their validity iii) Chooses the most suitable sources or sources iv) Invites applications from the prospective candidates for vacant jobs

SOURCES OF RECRUITMENT The various sources of Recruitment may be grouped into the following two categories :1) Internal Sources 2) Externel Sources

RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES Transfer Recruitment at factory Gate Promotion Casual Callers 14

Advertisement Employment agencies Management Consultancies Educational institutions Recommendations Labour contracts Telecasting

INTERNAL SOURCES There are two important sources of recruitment namely transfer and promotions which are discussed below :1) Transfer 15

It involves the shifting of an employee from one job to another , one department to another or from one shift to another. Transfer is a good source of filling vacancies with employees form overstaffed department s or shifts. At the time of transfer , it should be ensured that the employees to be transferred to another job is capable of performing. In fact transfer does not involve any drastic change in responsibilities , pay and status of the employee. Transfer or job rotation are also used for training of employees in learning different jobs.

2) Promotion It leads to shifting an employee to a higher position, carrying higher responsibilities, facilities , status and pay . Many companies folloiw the practice of filling higher jobs by promoting employees who are considered fit for such positions.Filling vacancies in higher jobs from within the organisation has the benefit of motivating the existing employee.It has a great psyschological impact over the employees because a promotion at the higher level may lead to a chain of promotion at lower levels in the organisation.

DRAWBACKS OF INTERNAL SOURCES Internal sources of recruitment have certain Demerits also. These are given as under :1) When vacancies are filled through internal promotions , the scope for fresh talent is reduced. 2) The employees may become lethargic if they are sure of time bound promotion. 16

3) The spirit of competetion among the employees may be hampered. 4) Frequent transfers of employees may reduce overall productivity of the organisation.

Some organizations completely overlook the value of recruitment from within. It is not only reasonable but wise also to let the existing employees know of vacancies by internal advertisement. Now, it is being realized that a good source of supply for higher posts in the personnel already in the organisation. The existing talented employees may be given adequate training to be eligible for promotion to higher position in the oraganisition.

EXTERNAL SOURCES Every enterprise has to tap external sources for various

positions.Running enterprise have to recruit employees from outside for filling the positions whose specifications cannot be mat by the present employees , and fo meeting the additional requirements of manpower.The following external sources og recruitment are commomly used by the big enterprise:

1) Direct Recruitment An important source of recruitment is direct recruitment by placing a notice on the notice board of the enterprise soecifying the details of the jobs available. It is also known as recruitment at factory gate. The practice of direct recruitment is generally followed for filling casual vacancies requiring unskilled workers.Such workers are 17

known as casual or badly workers as they are paid remuneration on daily wage basis.

2) Casual Callers or Unsolicitated Applications The organisations which are regarded as good employers draw a steady stream of unsollicated applications in their offices. This serves as a valuable source of manpower. If adequate attention is paid to maintain pending applications folders for various jobs. The personnel department may find the unsollicated applications useful in filling the vacancies whenever they arise.The merit of this source og recruitment is that it avoids the cost of recruiting from other sources. workforce

3) Media Advertisement Advertisement in newspapers or trade and professional journals is generally used when qualified and experienced personnel are not available from other sources, Most of the senior positions in industry as well as commerce are filled by this method. The advantage of advertising is that more information , job description and job specification can be given in advertisement to allow self-screening by the prospective candidates. Advertisement gives the management a wider range of candidates from which to choose.Its disadvantage is that it may bring in a flood of response, and many times, from quite unsuitable candidates.

4) Employment agencies

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Employment exchanges run by the government are regarded as a good source of recruitment for unskilled, semi-skilled and skilled operatives jobs. In some cases necessary notification of vacancies to the employment exchange bring the job givers in contact with the job seekers.However in the technical and professional area , private agencies and professional bodies appear to be doing most of the work. Employment exchanges and selected private agencies provide anation wised service in attempting to match personnel demand and supply.

5) Management Consultant or Head Hunters Management consultancy firms helps the organisation to recruit technical ,professional and management personnel. They specialize in middle level and top level executive placements.They maintain data bank of the persons with different qualification and skills and even advertise the jobs on behalf their lients to recruit right type of personnel.These days, professional bodies of accountants, engineers , etc. also help their members to get suitable placements in industrial organisation. 6) Educational Institutions and Campus recruitment Jobs in commerce and industry has to become technical and

complex to the point where college degree or diplomas are widely required .Consequently, big organisations maintain a close liaison with the universities, institutes for vacation al institutes ans management to various jobs.Recruitment from recruitment

educational institutions is a well established practice thousands of business and other organizations. It is also knows as campus recruitment .Reputed industrial houses which require management 19

trainees send their officials to candidates doing MBA. Organizations which seek applicants for continuing apprenticeship programme usually recruit from technical institutions or polytechnics offering vocational courses. 7) Recommendations or Referals Applicants introduced by friends and relatives may prove to be a good source or recruitment. In fact, many employees prefer to take such persons because something about their background is known. When a present employee or a business friend recommends someone for the job, a type of preliminary screening is done and the person is placed on a job. Some organizations have agreements with the trade unions give preference to blood relations of existing or retired employees if their qualifications and experience are suited to fill the vacant jobs.

8) Labour Contractors Labour contractors are an important source of recruitment in some industries in India .Workers are recruited through labour contractors who are themselves employees of the organisation.The disadvantage of this system is that if the contractor leaves the

organization, all the workers employed through him will also leave .That is why this source of labour is not preferred by many business , organisations.

9) Telecasting The practice of telecasting of vacant posts over TV is gaining importence these days.Special programmmes like job watch, Youth 20

pulse and employments news etc. over the TV has become quite popular in recruitment for various types of jobs.the detailed requirements of the job ant the qualities required to do it are publicized along with the profile of the organisation where vacancy exists.

MERITS OF EXTERNAL SOURCES The merits of external sources of recruitment are :-

1) Qualified personnel By using external source of recruitment , the management can make qualified and trained people to apply for vacant jobs. 2) Wider Choice When vacancies are advertised widely , a large number of applicants from outside the organization apply. The management has a wider choice while selecting the people for employment. 3) Fresh Talent The insiders may have limited talents. External sources facilitate infusion of fresh blood with the new ideas into the enterprise. This will improve the overall working of the enterprise. 4) Competitive Spirit If a company can tap extern al sources , the existing staff will have to compete with the outsiders. They will work harder to show better performance. 21

DEMERITS OF EXTERNAL SOURCES The demerits of filling vacancies from external sources are as follows : 1) Dissatisfaction among existing staff External recruitment may lead to dissatisfaction and

frustration among existing employees. They may feel that their chances of promotion are reduced. 2) Lengthy process Recruitment from outside takes a long time. The business has to notify the vacancies and wait for applications to initiate the selection procedure. 3) Costly process It is very costly to recruit staff from external sources>A lot of money has to be spent on advertisement and processing of applications. 4) Uncertain response The candidates from outside may not be suitable for the enterprise. There is no guarantee that the enterprise will not be able to attract right kinds of peoples from external sources.

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PROCESS OF RECRUITMENT

RECRUITMENT PLANNING

SOURCES OF RECRUITMENT CONTACTING SOURCES

APPLICATION POOL
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SELECTION PROCESS

FACTORS AFFECTING RECRUITMENT

There are many factors that limit or affect the recruitment policy of an organisation. The important factors are listed below :-

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1) Size of the organisation and the kinds of human resource required. 2) Effect of past recruitment efforts. 3) Nature of labour market of the region. 4) Extent and strength of unionisation in the region. 5) Working conditions, wages and other benefits offered by other concerns. 6) Social and political environment. 7) Legal obligations created by various statutes.

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INDUSTRY PROFILE
In industry profile we will discuss about the tractor industry. This industry is vital economy as agriculture is main focus for rural India. For enlistment of agriculture farmers are using tractors. Also there are many more firms in tractor industry now. So the competition is more and a company has to satisfy he consumers to have a good market share. Thats why HMT which is a PSU has to face competition. The industry now-a-days is also in the mood of collaborations. The points which we will discuss under this chapter are: Industry scenario Major players Demand/supply Outlook Industry basics Factors favourable in the growth of tractor industry Sales of last five years of main players

INDUSTRIAL SCENARIO In spite of increase in food grain production, much of the population does not get enough food grains even to meet their biological needs. Therefore, acceleration in the overall growth rate of agriculture is essential to meet of food and fiber for the increasing population, which is growing at a rate of more than 2% per annum. 26

Agriculture is a major sector in the Indian economy currently contributing about 30% of the net domestic product and to provide employment to about 70 % of the population. Continuous population growth and stagnating cultivable land has made it imperative to shift the focus to efficient and adequate irrigation high yield seeds and farm mechanization to encourage outcropping and timely sowing. From mechanization has played a very important role in agriculture sector of Indian economy. This is evident from the fact that modest level of 880 tractors in 1960-61 the output has touched a record of 4.40 lacs in 2009-10. Today India has emerged as one of the leading tractor manufacturing country in the world. The demand for tractor in /India is likely to increase because dry land farming constitutes 70% of the cropped area and accounting only for 30% of food production, which clearly indicates a potential for acceleration in growth of agriculture production, Dry land farming would require much higher power input, about 2-3 times than irrigated area which will result in expansion of demand for tractors. A tractor is a product which has maximum utility in agricultural sector. The tractor industry is segmented on the basis of the power of the tractor engine measured in terms of horsepower (HP). The maximum consumption is for 3140 HP tractors. With the increase in the availability of low cost finance for longer tenures & the better wealth generation of farmers in certain regions, the usage of tractors is expected to go up. The new trend observed in this sector is the shift in consumption from majority in the northern states other parts of the country, too. The soil in the northern states is alluvial in nature and thus requires a low powered tractor for tilling it. 27

MAJOR PLAYERS In the tractor industry, following are the key manufacturers: Mahindra & Mahindra Ltd. (M&M) VST Industries Ltd Eicher, Escorts Ltd Punjab Tractors Ltd (PTL) (Taken over by M & M) International Tractors Ltd Bajaj Tempo Ltd ESCORTS Limited New Holland JOHN DEREE TAFE Group SAME

DEMAND AND SUPPLY Over a period of time, the demand for tractors has witnessed a declining trend. The total tractor sale during the financial year 2009-2010 has increased to 4.40 lakhs against the total sale of 3.47 lakhs tractors during the corresponding financial year 2008-09. The continued shift towards HP tractors is due to the demand from the southern states which are characterized by hard soil conditions. The tractors 28

sales increased in the eastern states of the country due to ongoing construction activities & irrigation in progress. In nutshell, demand of tractors from all regions of the country is increasing day by day and it is good sign for future prospectus of tractor industry.

OUTLOOK The demand in the tractor industry is expected to grow mainly due to the agricultural sector with the expected increase in agriculture production. HP tractors is expected to continue. This will be further strengthened by the launch of several new models. In next 2-3 years, demand is expected to increase significantly in the eastern states where traditionally tractors usages has been low. Exports are expected to increase significantly as several Indian players are targeting the hobby farming segment in the U.S., which is considerably large. Also, tractors of most Indian manufacturers comply with the emission standards accepted in the U.S. most exports are likely to be through overseas partnership or joint ventures. FACTORS INFLUENCING TRACTOR INDUSTRY Financing and credit policies of Government, RBI & NABARD in general Government fiscal policies. NABARD refinancing policies.

FACTORS FAVOURABLE FOR GROWTH AND DEMAND OF TRACTOR The phenomenon growth of tractor in respect years is mainly due to: 29

Timely wide spread monsoon throughout the country. Increased revenue of farmers with the enhancement of procurement prices of crops. Continuous support from the financial institution with the liberal financing for purchasing of tractors and implements.

The production and sales of HMT viz-a-viz Tractor Industry are given below:

HMT VERSUS TRACTOR INDUSTRY

PRODUCTION ANALYSIS (FIGURES IN NUMBERS) YEAR


TRACTOR

2005-06
296000

2006-07
360000 6401

2007-08
345762 5302

2008-09
343520 3651

2009-10
433207 4652

INDUSTRY HMT 7902

GRAPH SHOWING COMPARISON IN PRODUCTION OF HMT & TRACTOR INDUSTRY

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450000 400000 350000 300000 250000 200000 150000 100000 50000 0 2005-06 2006-07 2007-08 2008-09 2009-10 TRACTOR INDUSTRY HMT

SALES ANALYSIS YEAR


TRACTOR INDUSTRY

2005-06 292883

2006-07 352781

2007-08 346501

2008-09 347010

2009-10 440230

HMT

7903

6522

4687

4109

4901

GRAPH SHOWING COMPARISION IN SALES OF HMT AND TRACTOR INDUSTRY

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450000 400000 350000 300000 250000 200000 150000 100000 50000 0 2005-06 2006-07 2007-08 2008-09 2009-10 HMT TRACTOR INDUSTRY

SALES OF LAST 5 YEARS OF VARIOUS TRACTOR COMPANIES


COMPANIES HMT ESCORTS M&M GROUP

2005-06
7903 28297 119173

2006-07
6522 50236 135226 36223 19718 3858 19369 1495 352781

2007-08
4687 47213 129260 30920 28528 2092 23240 1714 346501
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2008-09
4109 43286 133514 29520 31402 1065 21002 2329 4174 347010

2009-10
4901 54037 176790 38603 37008 614 22950 3761 3631 440230

ITL(SONALIKA) 32017 JHON DEERE 19951

BAJAJ TEMPO 4461 NEW HOLLAND 13214 VST SAME 1200 292883

TOTAL

INTERPRETATION
Above table shows that now there is huge competition among various companies/ groups in Tractor Industry. So if a company want to get success, it should be good in all aspect like good in product, marketing, customer satisfaction, innovation, relationship building etc. In the present , M&M is the big market player. It has occupied first position in the Tractor Industry. HMT is at 7 th position where in 1986-87 it had 2nd position in the Tractor Industry.

ORGANIZATION PROFILE
After establishing two machine tools factories and a watch factory in Bangalore, the Pinjore unit was established as the third machine tool factory. It went into production on 1st October 1963. The factory has been designed, built and commissioned entirely by Indian talent in a record period of 17 months of breaking the ground on the may 2, 1962. The main points we will discuss in this chapter are: The profile of HMT Ltd. Corporate vision, mission and objectives 33

Various units of HMT HMT at a glance Awards over the years

HMT UNIT PINJORE Location Machine & Tractor Division Product profile (Tractor) Historical Growth Organization Structure Human Resource Position Technological Aspects SWOT Analysis

THE PROFILE OF HMT LTD. In 1949, the idea of the major public sector tool proved to be a corner stone for the countrys industrial development plans. This lead to the birth of HMT at Bangalore in 1953, by the technical collaboration with OBSERVIKONBUHRLE holding and machine tools works, Switzerland. The constantly growing demand for machine tools promoted the company to conceive a planned approach to diversification and expansion, which resulted in setting up new units spread all over India. The six machine tool factories of HMT together with horological machinery division now produce a very wide range of machine tools. The product mix for each factor has been evolved to produce specific families of machine tool. Wristwatches were taken u for production as first stop towards diversification in the early 1960s. HMT precision manufacturing capabilities led the company to watch manufacturing. Over the years HMT has also diversified into manufacturing of other engineering products like Tractors, 34

Printing machines, Presses, Die-casting and Plastic screws & Electronic gauging. HMT machine tool expertise has been developed to such an extent that it can design any kind of machine. Pioneering the concept of CNC technology in India, MHT has the distinct of being the first company to successfully manufacture its own CNC systems, in association with Semens. HMTs commitment to the development of the machines technology is clearly reflected from the fact that HMT has as many as eleven ISO 9000 certified exclusive tools units spread across the country. In 1975, HMTs International Ltd. was set up to handle the international marketing of HMTs own products and technical services. HMT Ltd. is a public sector undertaking with its head office at Bangalore and having units and subsidiaries in various corners of India. HMT is organized in the under mentioned business group of which Machine Tools (MTP) AND Tractor Business Group (TRP) are located at PINJORE.

CORPORATE VISION, MISSION & OBJECTIVES


CORPORATE VISION To be leading GLOBAL ENGINEERING CONGLOMERATE. Focused on CUSTOMER DELIGHT in our fields of endeavour. CORPORATE MISSION

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To establish ourselves as one of the worlds premier companies in the engineering field having strong international competitiveness.

To achieve market leadership in India through ensuring customer satisfaction by supplying internationally competitive products and services.

To achieve sustained growth in the earning of the group on the behalf of shareholders.

CORPORATE OBJECTIVES & GOALS To encourage the modernization of Indian industry through the supply of engineering goods and services of world class excellence. To maintain technological leadership through continuous efforts to update product technology and manufacturing methods. To globalize our operations by developing a mix of international markets and business. To ensure a satisfactory return on capital employed, to meet the growth needs and the aspirations of our stakeholders. To present an active, pleasant and productive working environment. To improve and sustain the quality of the work life for employees through enhancement of human skills and working moral.

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To become highly innovative and responsive to meet the challenges of changing environment.

VARIOUS UNITS & DIVISIONS OF HMT Units I. II. Product/division Machine Tools Die casting ball screws Location/state Banglore (Karnataka) Banglore
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Year 1953 1971

III. IV. V. VI. VII. VIII. IX. X.

Machine Tools & Tractors Machine Tools

(Karnataka) Pinjore

1963 1971 1965 1972 1967 1972 1973 1962 1975 1972 1982

(Haryana) Printing Kalamessery (Kerala) Hydrabad (Andhra Preadesh) Ajmer (Rajasthan) Watches Banglore (Karnataka) Srinagar (Jammu & Kashmir) Tamkar (Karnataka) Ranibagh

Machings Machine Tools Presses Machine Tools Wrist

Hierological Machines Wrist Watches Wrist Watches Wrist Watches

AWARDS OVER THE YEARS

YEAR DESCRIPTION
1982-83 1984-85 1984-85 NPC AWARD FOR PRODUCTIVITY TO MACHINE TOOLS AWARD FOR LONGEST ACCIDENT FREE PERIOD BY NATIONAL SAFETY COUNCIL TO TRACTOR AND MACHINE TOOLS AWARD FOR HIGHEST REDUTION IN ACCIDENT FREQUENCY RATE BY HARYANA LABOUR DEPARTMENT TO TRACTOR AND MACHINE TOOLS 38

1985-86 1985-86 1986-87 1986-87 1987-88 1988-89 1989-90 1990-91 1991-92 1992-93 1993-94 1994-95 1995-96 1997-98 2000-01

FIE FOUNDATION / PMT TRUST AWARD TO MACHINE TOOLS AWARD FOR BEST CANTEEN ARRANGEMENT BY HARYANA LABOUR DEPARMENT TO TRACTOR AND MACHINE TOOLS RUNNERS UP NATIONAL SAFETY AWARD OF GOVERNMENT OF INDIA / MINISTRY OF LABOUR TO TRACTOR AND MACHINE TOOLS CII AWARD FOR EXCELLENCE IN PRODUCTIVITY TO TRACTORS RUNNERS UP NATION AL SAFETY AWARD OGF GOVERNMENRT OF INDIA / MINISTRY OF LOBOUR TO TRACTOR AND MACHINE TOOLS INDIRA GANDHI MEMORIAL AWARD OF AP PUBLIC ENTERPRISES EMPOYEE FEDERATION TO TRACTORS SECOND BEST AWARD FROM NPC TO TRACTOR SECOND BEST AWARD FROM NPC TO TRACTOR BEST PRODUCTIVITY AWARD FROM NPC TO TRACTOR BEST PRODUCTIVITY AWARD FROM NPC TO TRACTOR SECOND BEST AWARD FROM NPC TO MACHINE TOOLS FIE / PMT CMTI TRUST AWARD IN IMTEX-95 FOR HMC-320 HM/C TO MACHINE TOOLS HARYANA STATE AWARD FOR PROMOTION OF SMALL SCALE AND ANCILLARIES TO TRACTOR FIE AWARD IN IMTEX-98 FOR HM/C TO MACHINE TOOLS ISO 9001 CERTIFICATION FROM KEMA, HOLLAND TO MACHINE TOOLS

HMT LIMITED PINJORE


October 23rd 1963 was a great day not only to those who have the proud privilege of belonging to HMT, but to the entire nation. India took another step forward on the road to industrialization when prime minister Pandit Jawaharlal Nehru declared open the 3rd unit of HMT factory at Pinjore situated 22kms away from Chandigarh on the national highway linking Shimla & Delhi. The factory is spread over an area of approx. 900 acres, generously gifted by the govt. of Punjab. This factory was designed, built and commissioned by Indian talent without any foreign collaboration in record period of 17 months. At a capital investment of Rs. 75 lacs (including a township) and formally inaugurated by Pandit Jawaharlal Nehru, the prime minister of India. Later in 1971, HMT Tractor project commenced here. A further investment of about Rs. 6096 39

has since been made for the Tractor project. As on 31-03-2005, 750 persons were employed in the machine tool division and 2250 in the Tractor Business Group. LOCATION Located at the foothills of the Himalayas at Pinjore in the north Indianstate of Haryana is HMTs state of the art of manufacturing facility. Pinjore was chosen as the ideal plant site as it is centrally located and well connected by both rail and road. Situated close to the legendary Grand Trunk Road, it is 250kms from New Delhi and only 20kms from Chandigarh, the symb India. Apart from easily accessible, Pinjore is in the hub of highly mechanized market and is in close proximity to the thriving ancillary industry in North India. PRODUCT RANGE At present, HMT has on its production line, for six models in the range of 25 H.P, 35 H.P, 45 H.P, 59 H.P, and 75 H.P ranges. Out of these, the 35 H.P, and 45 H.P models were developed by HMTs own efforts. HMT also manufacturing and marketing Industrial Product, engines (stationery engines) of different configurations.

Like the product of the Machine Tools Division, the product of the Tractor Division has been well received. Though HMT was virtually the last one to enter the tractor industry, it enjoys sizeable market share and is the manufacture of the widest range of tractors in spite of competition from old and established manufacturers. HMT tractor have also received over whelming response in the international market, it has received and executed export orders from U.S.A, AUSTRALIA, SRILANKA, NEPAL, ZAMBIA, MAURITIUS, SLOVANIA, CROATIA, GHANA etc.

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MANPOWER POSITION AS ON 31.03.2010

DESIGNATION
EXECUTIVE DIRECTOR GENERAL MANAGER JOINT GENERAL MANAGER DY.GENERAL MANAGER ASSTT. GENERAL MANAGER MANAGER
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GRADE

STRENGTH

PS-X PS-IX PS-VIII PS-VII PS-VI PS-V

1 3 16 21 33 76

DY. MANAGER FOREMAN SUPERVISOR WORKMAN (TOTAL)

PS-IV PS-III PS-II TOTAL WG-I to

55 73 57 335 1561

WS-I GTOTAL 1896

LITERATURE REVIEW AND CONCEPT FORMULATION


Human Resource (or personnel) management, in the sense of getting things done through people, is an essential part of every managers responsibility, but many organizations find it advantageous to establish a specialist division to provide an expert service dedicated to ensuring that the human resource function is performed efficiently. People are our most valuable asset is a clich, which no member of any senior management team would disagree with. Yet, the reality for many organizations are that their people remain under valued, under trained and under utilized. Following are the various functions of Human Resource Management that are essential for the effective functioning of the organization: 1. 2. 3. 4. Recruitment Selection Induction Performance Appraisal 42

5.

Training & Development

OBJECTIVES OF THE STUDY

To carry out the study of HMT, we framed the following objectives:

1. Identification of the technique of manpower planning followed in HMT. 2. Employee attitude towards the present planning system. 3. To find out the methods adopted for recruitment process. 4. To provide suggestions & recommendations from the study conducted.

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RECRUITMENT IN HMT
OBJECTIVE 1) TO attract and retain the best available young talent in the country in engineering and other areas like finance, marketing, personnel etc. 2) TO ensure the above objectives by means of systematic scheme of centralized recruitment which will be regular and effective? 3) TO cadre of executives to take up higher assignment and top position of the company.

SCOPE

1) THE RECRUITMENT of management trainees in engineering and other

professional areas like Finance, Marketing, Personnel etc. at the induction level of Executives I.e PS III for centrally pooted requirements of uniots. Business Groups / functional Directorates and Corporate Office by campus interview and open all India adevertisement. 44

2) Recruitment of Senior executives at the corporate cadre i.e. PS VII and above in all the disciplines as per the need of the units .Business groups ?/ functional Directorates and Corporate Office.

PROCEDURE FOR REQUISITION

The Units/ business groups / Functional Directorates should put up th eprposal , enclosing the requisition as per Annexure-I to DPS by September end, for recruitment of Management Trainees in Engineering and other areas based on sanctioned Manpower Plans as per the needs of the Units / business Group in PS III, taking into consideration the turnover vacancies due to routine wastage as well as additional psts required against future plans.

PROCEDURE FOR REQUISITION OF MANAGEMENT TRAINEED IN ENGINEERING AND OTHER PROFESSIONAL AREAS
1) The recruitment of management trainees in Engineering and other areas like Fianace, marketing, Personnel Etc. will be made certainly by the Corporate Personnel Directorate.For such centralized Recruitment , either of the following two methods will be adopted as per need and exigency. A) CAMPUS RECRUITMENT B) RECRUITMENT THROUGH ALL INDIA OPEN INDIA ADVERTISEMENT 2) Not less than 50% of the vacancies projected and approved in the manpower operation plans in PS III for Engineering Graduates and post graduates Diploma holders in Management will be made from the recognized institutions only. 45

3) The campus recruitment for the posts of Executives in PS III for Garduate Engineers and Post Graduate Diploma holders in Management will be from recognized institutions only. 4) The recruitment by Open All India Advertisement will be made for Engineering Graduates in Technical areas and for Professionally qualified candidates such as CA, ICWA ,ACS , MBA < Post graduate diploma from NIPM , MA (PMIR) ,MSW, Post graduation diploma in social science with DSW ( Calcutta )

CAMPUS RECRUITMENT 1) The Campus recruitment committee shall comprise of senior executives not below the rank of GMs. Oficer-in-charge of OD / Centralised Recruitment will be a member of the committee. 2) Oradinarly, the campus recruitment shall be made in specialed areas like R & D , CNC Computer systems ,Industrial Engineering ,finance, marketing , personnel etc. and it shall not exceed 25 % of the total vacancies identified to fill in by centralized recruitment in a year. 3) The mode of selection shall be by way of group discussions /interview by the above committee. 4) The group discussions / interview will be conducted in the Campus itself.The appointment letters various campuses. will be issued only after the finalization of the panel of selected candidates, interviewed in

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5) The selected candidates will be appointed as Executives in PS III on probation of one year, after an orientation programme and are not required to execute a service bond.

RECRUITMENT BY OPEN ALL INDIA ADVERTISEMENT

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1)

An all India Advertisement will be released every year, inviting applications

from

candidates possessing Degree in Engineering with a minimum 60 % marks in Fianall Year Examination.Candidates appearing for the final year examination during the period and who have scored 60 % or more marks on an aggregate in the previous semesters, will also be eligible to apply.Written test will also be conducted by entrusting the work to a reputed Institution in order to ensure objectivity. On receipt of the marks obtained in the test , candidates in the ratio of 1 :6 will be called for interview / group task by a Committee consisting of Senior executives not below the rank of JGM and Officer-in- Charge OD/ Centralised recruitment. Candidates whose results have not been declared at the time of application will be permiteed to appear for the test only on condition that they should have passed successfully the course with requisite marks of 60 % or more when they appear to interview. 2)The selected candidates as Management trainees in Engineering and other Professional areas will undergo INDUCTION TARINING for a period of one year.The induction training will be coordinated by the centre of manpower development and research department of corporate personnel directorate which will plan the induction training schedule for the entire year. The trainees will be oriented in Units. Business Groupos / Functional Directorates as per the need of the organization.

3)On successful completetion of Induction training , the candidates will be posted to Respective units , Business Groups / Functional Directorates nad they shall be suitably designated.They shall keep on PROBATION for a period of one year during which period their performance will be observed by the Unit Chiefs/ EDs on successful completetion of probation subject verification of their antecedents.

4) The Management trainees will be required to execute the SERVICE BOND alongwit the surety ,agreeying to serve the company for a period of 3 years on successful completetion of their induction training. 48

5)The compensation to be paid as contractual obligation in case to leave the organization during the bond period are as follows : During the training period During 1st year of service after training period During 2st year of service after training period During 3rd year of service after training period - Actual amount spent for training -Total amount spent during training period - 80% of actual spent during the training period - 60 % of actual amount spent during training period

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INTERNAL RECRUITMENT

The following guidelines are issued to streamline the Internal Recruitment Procedure. 1) An employee must have completed atleast 3 years in the grade before becoming eligible for applying for internal recruitment to the next higher grade.

2) Employee under contractual obligations should also be permitted to apply against internal advertisement since the contractual obligations can be discharged even in their new in their new place of posting.

3)

Employee joining a new post on internal recruitment cannot apply again for internal recruitment for a minimum of 2 years.

4) The internal recruitment Notices of one units should be sent to other units if the post carries graded of PS I and above. However, all Internal 50

recruitment Notices of Banglore based units should be notified in all Banglore based units irrespective of grade.

RESEARCH METHODOLOGY

RESEARCH DESIGN: Research Design refers to "framework or plan for a study that guides the collection and analysis of data". A typical research design of a company basically tries to resolve the following issues: a) Determining Data Collection Design b) Determining Data Methods c) Determining Data Sources d) Determining Primary Data Collection Methods e) Developing Questionnaires, Explorative studies are

undertaken f) Determining Sampling Plan 51

(1) Explorative Research Design: With a view to know more about the problem, these studies help in a proper definition of the problem, and development of specific hypothesis is to be tested later by more conclusive research designs. Its basic purpose is to identify factors underlying a problem and to determine which one of them need to be further researched by using rigorous conclusive research designs.

(2) Conclusive Research Design: Conclusive Research Studies are more formal in nature and are conducted with a view to eliciting more precise information for purpose of making marketing decisions. These studies can be either: a) Descriptive or b) Experimental Thus, it was mix of both the tools of Research Design that is, Explorative as well as Conclusive. SAMPLING PLAN: Sample Size = 50 Employees Sample Area = HMT Ltd,Tractor Business Group,Pinjore Duration = Two (2) Months. DATA COLLECTION:Data Sources: (i) Secondary Data through Internet (ii) Primary Data through Questionnaire (iii) Contact Method (iv) Personal Interaction

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TYPES OF RESEARCH This research employed four type of research: Descriptive research. Analytical research. Qualitative research. Quantitative research.

DESCRIPTIVE RESEARCH OR EX-POST FACT RESEARCH To conduct the research work accurately, we conducted descriptive research. It includes surveys and fact finding inquires of diff. Kinds. It is done to know following facts: Influence of quality over sales Frequency of using HMT product. Liking of quality. Media for awareness of schemes.

ANALYTICAL RESEARCH In it, we have to use facts and information already available and analysis these to make an evaluation for project. QUALITATIVE RESEARCH In selecting the approximate research design of the study and the type of data needed, the choice of data collection techniques is four grouped. It is done for: Consumers needs. 53

Consumers preference for brand. In depth understanding of consumers. Availability for consumers.

QUANTITATIVE RESEARCH Quantitative research is obtained to rate the different aspect on parameters. Image of brand. Brand loyalty. Expectation of customers. Awareness among consumers for schemes

METHODOLOGY The project includes both primary & secondary sources of data. The data collected through these sources has been org. analyzed and interpreted so as to draw conclusion and arrive at appropriate recommendation. Primary source of data: - Personal interview from various personnel officers in the enterprise. Secondary source of data: - Personnel Manual, website of HMT ltd. Company which contains details which is helpful for making my project report.

STEPS IN METHODOLOGY Collection of data Organization of data Presentation of data Analysis of data Interpretation of data

COLLECTION OF DATA: Both the primary and secondary data has been collected from the market and the company respectively. The secondary 54

data are provided through the annual report; website etc. of the company and the primary data was collected through the medium of face-to-face intersection/interviews with the business person in the market. ORGANIZATION OF DATA: Data once collected needed to be organization for further processing. Data collected by me was carefully gone through then the relevant and useful matter was assorted and properly organized. PRESENTATION OF DATA: The data collected is no use unless and unstill it is given in presentable form. Thus after proper organization the data is given in a presentable form with complete detail with the help of bar diagrams, pie chart etc. ANALYSIS OF DATA: The data is carefully analyzing keeping in consideration both the pros and cons for the purpose of arriving at concentrate conclusion. INTERPRETATION OF DATA: After carefully analyzing the data, it has been apply interpreted in order to give concrete conclusion and proper recommendation.

FINDINGS AND ANALYSIS


Being a government undertaking the manpower planning and recruitment is being done on the basis of the requirement of the organization. Although it is a very lengthy process because of the drawbacks of the public companys. Manpower planning is done by deciding the vacancies and also the requirements but the vacancies are very less here as all the posts are filled by promotion only. While, in my findings I have found out that the recruitment process is good enough to meet the needs of the organizations. 55

But there are very less and rare chance of more recruitment and selection of employees because the posts are filled by promotion only. I also found out that most of the employees are frustrated from their job because of the 90s scale and lots of corruption and biasness in the organization. While, many of them were very much satisfied with the job and their job profile because the company provide wonderful benefits and schemes for the employees of the company , such as accommodation for the employees, subsidized canteen , transportation facilities etc.

LIMITATIONS OF THE STUDY

A few limitations and constraints came in way of conducting the present study, under which the researcher had to work are as follows:

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Although all attempts were made to make this an objective study, biases on the part of respondents might have resulted in some subjectivity.

Though, no effort was spared to make the study most accurate and useful, the sample Size selected for the same may not be the true representative of the Company, resulting in biased results.

This being the maiden experience of the researcher of conducting study such as this, the possibility of better results, using deeper statistical techniques in analyzing and interpreting data may not be ruled out.

SUGGESTIONS AND CONCLUSIONS

1) There should be more new appointments in the organization. 57

2) Proper Manpower planning and recruitment should be done after a fixed period of time. 3) External type of recruitment should be preferred more so that more knowledgeable and capable persons are given chance to work in the organization. 4) It should be ensured that right person is their for right job and at right place. 5) Govt. should also fund or sponsor HMT for its development and improvement. 6) Less time should be taken for the decision and all types of file work or recruitment process. 7) Involvement of outsiders should be strictly prohibited. 8) Wages, salaries and increments should be handsome so that the employees performance is being improved. 9) Programmes should be organized time to time so as to motivate employees.

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BIBLIOGRAPHY
In my bibliography, I have collected two types of data. I. II. Primary Data. Secondary Data.

These two types of data are explained as below: Primary Data: Face to face Interviews/intersections with the officers of Personnel Department, Public Relations Department in the HMT. Secondary Data: Personnel manual of the company and Website of the company: www.hmt Ltd.com, Wikipedia.

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