SONI SAGAR VRAJESHKUMAR

MBA-1ST YEARFACULTY OF MGMT. STUDIES,

VADODARA

AREPORT ON HR VISIT

AT

ANUPAM INDUSTRIES LIMITED138, GIDC,VITHAL UDHYOGNAGAR-388121GUJARAT, INDIA

INDEX

SR PARTICULAR PAGENO. NO.

1. COMPANY PROFILE2. INTRODUCTION OF HRM3. ORGANIZATION STRUCTURE AND

NO. OF EMPLOYEES WORKING INEACH DEPARTMENT

4. HR PLANNING AND HRIS5. RECRUITMENT AND SELECTION6. TRAINING AND DEVELOPMENT7. WELFARE8. HEALTH AND SAFETY9. CONCLUSION10. BIBLIOGRAPHY

COMPANY PROFILE

INTRODUCTION OF THE COMPANY

Name of the Company: ANUPAM INDUSTRIES LTD.

LOCATION OF THE COMPANY:

ADDRESS:138, GIDC, Via ANAND,Vithal Udhyognagar-388121,GUJARAT, INDIA.

Anupam Industries is lacated at a distance of 5 kms from Anand Railway Station Which is on the main Railway line of western railway between Mumbai to Ahemedabad. It is 45 kms away from Vadodara Airport and 80 kms away from Ahemedabad Airport. It is also connected with state and national highways.

ABOUT THE COMPANY

Anupam Industries having enriched experience of 37 years is one of the markets leading in crane manufacturing in India. In a span of 35 years the company has a wide range of satisfied customers and clients have of more than 3500 cranes installations.

Through its 37 years of long history, Anupam has grown form strength to strength and is now a front runner in the crane manufacturing industry. Company’s unique combination of innovation and technology is superior.

ESTABLISHMENT:

The foundation of Anupam was laid in1973 by entrepreneur technocrat Shri J.C.Patel who had gained rich experience of a decade in crane designing at heavy engg. Corporation ratio.

SUPPORTED

Qualified team members with an average experience of 10-15 years in each discipline of the crane industry wisdom of a practical insight to the industry.

CORE TEAM

The company is headed by Shri J.C.Patel(B.E.Mech) who is a chairman of the company with a total experience of 4 decades. Under a leadership a team of young technocrats:

Mr. Mehulbhai Patel – Managing Director ( B.E.Mech)Mrs. Shreya Patel – Executive Director (B.E.Mech)

Both with rich experience are heading different operations of the company. They are backed by a team having experience of more than 3 decades in various functions.

Product Range of Anupam Industries Overhead Cranes up to 500T capacity:Power Sector Shipbuilding OEM Sector Construction Industry Cranes:Gantry / Goliath CranesTower Cranes Steel Plant Cranes & Equipments:Four / Double Girder Ladle CranesMill Duty CranesCoil/Slag Pot Transfer Car, Ladle Car, Ladle Port / Stacking Cranes:Level Bluffing / Wharf Cranes Container Handling Cranes (RMQC, RTGC & RMGC)

CLIENTS OF Anupam industries: - Tata Steel ltd.- Jindal vijaynagar steel ltd.- Essar steel ltd.- National Thermal Power corporation ltd.- Bharat Heavy Electrical ltd.- Hindalco Industries Ltd.- Kirloskar Brother ltd.- Thermal ltd.- Induotherm India ltd.- Larsen and Toubro ltd.- SAIL- Kawasaki Heavy Industries ltd.- Reliance Energy ltd.- AES- Hindustan motor ltd- ABB ltd.- JSW steel ltd- Mitsubishi heavy industries ltd.- Siemens- Elecon Engg. Co. ltd.- Alstorm

VISION

Anupam aims to be a market leader into fields of crane manufacturing. Company entered and be known as a committed to excellence.

A sense of fair play dignity of work and respect for people all its relationship with its business partners. Its employees , customers and the community are expanded. This has fastened team spirit and a sense of belonging which have contributed so largely to company’s success.

Since company started 37 years ago , it has constantly strived to create an atmosphere of increased credibility in the eyes of potential customers in India and abroad.

MISSION

To establish ourselves as a dominant player in Crane manufacturing across the globe.

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

In the present business world manpower is one valuable assets of every business organization. Its stability growth and prosperity depends on efficient loyal and creative people naturally every organization must maintain, motivate and utilize such manpower in a purposeful manner certain factors such as rapid industrialization. Expanses in the size of the business unit. Extensive use of new technology in production. Extensive use of computer technology is also responsible of growing the significance of personnel or Human Resource Management.

Definition:

“Human resource management function concerned with hiring, motivating, and maintaining people in an organization. It focuses on people in organizations. “

So HRM refers to a set of programs, functions and activities designed and carried out in order to maximize both employee as well as organizational effectiveness.

HRM generally made of four parts:1. Personnel Department : Responsible for stability of company

This department is responsible for the Human Resource Planning, Hiring, Grievance Handling and compensation.

2. HRD: Responsible for growth of the companyThis department is responsible for the Training and development, and Appraisal of the manpower.

3. Industrial Relations: Responsible for security of company

This department is responsible for the relations of the other companies to the company itself. It is also responsible for the grievance handling.

4. Administration: This department is responsible for the functions like canteen facilities, Medical facilities, Welfare activities, Transportation , Legal affairs.

BASIC STRUCTURE OF ORGANIZATION

RECRUITMENT AND SELECTION

RECRUITMENT

In simple terms, recruitment is understand as the process and searching for and obtaining applicants for jobs from among whom the right people can be selected. It is trhough recruitment that many individual will come to know about the company and decide whether they want to work with the company or not.

DEFINITION:

“Recruitment is the process of finding and attracting capable applicants for employment purpose. The process begin when new recruits are sought and ends when there are many applications are received.”

THE PURPOSE OF RECRUITMENT IN Anupam Industries

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.

- Determine the present and future requirement of the organization in conjunction with its personnel planning and job analysis.

- Increase the pool of the candidates at the minimum cost.- Help increase the success rate of the selection process by reducing the no of

visibly under qualified or overqualified job applicants.- Meet the organization’s legal and social obligations regarding the

composition of its workforce.

- Begin identifying and preparing potential job applicants who will be appropriate candidates.

- Increase organizational and individual effectiveness in the short term and long term.

SOURCES OF RECRUITMENT: How to look to the methods or sources of recruitment. There are

several sources and they may be broadly categorized into:I. Internal RecruitmentII. External recruitment

I. Internal recruitment

Internal recruitment seeks applicants for positions from these who are currently employed. Internal sources include present employees. So ,in Anupam Industries internal recruitment is also done.

1. Present Employees:Promotion and transfers from among present employees can be a good source. So, in Anupam industries in many departments this is done.

2. Employee Referrals:This source is usually one of the most effective methods of recruiting because many qualified people are treated at a very low cost to the company.

3. Former Employees:Former employees are also an internal source of applicants because some retired candidates are also willing to work for part time in the company.

4. Previous Applicants:This is not truly internal source but those who have applied previously for jobs can be contacted by mail to fill the gap. This may be partially internal and partially external source of recruitment.

II. External Recruitment:

External sources for outnumber the internal methods, specially sources external to an organization are professional or trade association.1. Professional or Trade Association

Many associations provide placements services for their members. In Anupam this is also available. Many associations and agencies tied with it.

2. Advertisements These constitute popular methods of securing recruits as many recruits prefer advertisements because of their wide rich. In Anupam, this is a main source of recruitment.

3. Employment Exchange Employment exchange has been set up all over the country in difference to the provisions of the employment exchange.

4. Campus recruitment College, universities , institutes are associated with the Anupam . Anupam requires skills like designing, operating at plant, etc. So, it prefers specially on mechanical engineering and production engineering students.

RECRUITMENT PROCESS:

Recruitment process refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages viz.

o Planning o Strategy developmento Searchingo Screeningo Evaluation and control

SELECTION:

Selection is the process of picking individuals with requisite qualifications and competence to fill jobs in the organization.

Although, some selection methods can be used within an organization for promotion or transfer.

Recruitment and selection are two crucial steps in the HR process and are often used interchangeably. There is a major difference between the two steps. Recruitment refers to the process of identifying employees to apply for the job while selection is concerned with picking the right candidates from a pool of applicants.

DEFINITION: “Selection is the process of differentiating between applicants

in order to identify and hire those with a greater likelihood of success in a job.”

SELECTION PROCESS OF ANUPAM INDUSTRIES

Selection process in Anupam industries is same as the process in any other company. The Selection process is detailed here:

1. Selection Test First step is the selection test which is based on the technical knowledge of the candidate. Practical knowledge of candidate is also checked during this phase. If candidate is selected then he will go to the next stage.

2. Employment Interview This is the second phase of the process. This is the heart of the whole process. In this phase, candidate’s communication skills, his approach, his attitude, etc. are checked.

3. Background Check After interview, this is the third phase. In this phase, candidate’s background is checked. He will be fit to organization or not , he will be able to work as a team member is also checked. This is also important phase of the company. Because if candidate is not fit to the organization background then efficiency can be reduced.

4. Selection Decision After gathering information, decision is made, whether candidate should be selected or not based on collected information and employee’s ability.

5. Physical exam In Anupam, employee has to work with the big parts made of steel and other alloys. So he has to be physically strong to deal with those parts. So physical exam is also necessary in this company.

6. Job offer Job offer is made through a letter of appointment. Such a letter generally contains a date by which the appointment must report on duty. The appointment be given reasonable time for reappearing.

7. Contract of Employment

After the job offer has been made and the candidates accept offer certain documents need to be executed by the employer.

8. Conducting the Selection process Contrary to the popular perception, the selection process will not end with executing the employment contract. There is another step a more sensitive one. They must be told that those who were selected were done purely on relative merit.

TRAINING AND DEVELOPMENT PROGRAM OF ANUPAM

INTRODUCTION:

Successful candidates placed on the jobs need training to perform their duties effectively. Workers must be trained to operate machines reduce scrap and avoid accidents. It is not only the workers who need training. Supervisors , managers also need to be developed in order to enable them to grow and acquire maturity of though and action training and development constitute an ongoing process in any organization. In Anupam, the perfect training is given to all employees by superiors.

DEFINITION: TRAINING“Training refers to the process of imparting specific skills.”

DEFINITION: DEVELOPMENT“It refers to the learning opportunities designed to help employees

grow.”

NATURE OF TRAINING AND DEVELOPMENT

Usually by changing the employee’s attitude or increasing his or her skills and knowledge, the efficiency can be increased. The efficiency can be determined by the below formula:

Training Standard Actual& = performance - PerformanceDevelopment

INPUTS IN T&D:

Any training and development program must have certain inputs which enable the participants to gain skills, learn theoretical concept and help in acquiring vision to look into the future.

SKILLS: Training as was started earlier is imparting skills to

employees. A worker needs skills to operate machines and use other equipment with least damage and scrap. This is a basic skill without which the operator will not be able to function. In Anupam Industry both types of workers are working like skilled and unskilled. But in management only skilled persons are required.

EDUCATION: The purpose of education is to teach theoretical concept and

develop a sense of reasoning and judgment. Education is more important to managers and executives than lower cadre workers. In Anupam, practical education to the workers is more important for effective production while for high level workers various training programs are required.

DEVELOPMENT: Another component of training program is development

which is less skill-oriented but stresses on knowledge. Knowledge about the business environment, mgmt techniques and human relations, specific industry analysis and the like is useful for better mgmt of a company. In Anupam, these all things are present.

TRAINING PROCESS OF ANUPAM INDUSTRIES

Anupam uses the process of training as below: Organizational objectives and Strategies Assessment of Training needs

Establishment of training goals Devising training Programs Implementation of training program Evaluation of results

Anupam gives training with the well skilled trainee.

METHODS AND TECHNIQUES OF TRAINING

A multitude of methods of training are used to train employees. Anupam also uses the methods that are used by other companies.Basically there are two types of methods:

I. On the Job Methods: 1. Orientation training2. Job Instruction training 3. Apprentice training 4. Internships and Assistance ships5. Job rotation6. Coaching

II. Off The Job Methods: 1. Vestibule2. Lecture3. Audio visuals4. Television5. Role playing 6. Machine operating 7. Showing the videos of machinery

LEARNING PRINCIPLES OF TRAINING AND DEVELOPMENT

Training and development programs are more likely to be effective when they incorporate the following principles. Anupam also uses these principles for their manpower.

- Employee motivation- Recognition of Individual differences - Practice opportunities- Reinforcement- Knowledge of results- Goals- Schedules of learning- Meaningfulness of material - Transfer of learning

SAFETY AND HEALTH

SAFETY:

Every 20 seconds of every working minute of every hour throughout the world, someone dies as a result of an industrial accident. This was how the seriousness of industrial accidents was described by the director-general of the British council.

Safety, in simple terms, means freedom from the occurrence or risk of injury or loss. Industrial safety refers to the protection of workers from the danger of industrial accidents.

Anupam Industries follow the policy of safety. It provides all kind safety to its employees.

TYPES OF ACCIDENT:

ACCIDENTS

So, above chart gives different types of accidents.Anupam Industries provides all kind of protection and safety instrument to the employees which is important to reduce the no of accidents in the industry and hence to increase the profits of the company because if any accident occurs results in the loss to the company. It also provides training to the employees to follow the safety policy laid by the company.

NEED FOR SAFETY:

An accident free plant enjoys certain benefits. Major ones are substantial savings in costs, increase productivity and moral and legal grounds.

SAFETY PROGRAM

INTERNAL EXTERNAL

MAJOR MINOR

FATAL DISABILITY

TEMPORARY PERMANENT

Safety program deal with the prevention of the accidents and with minimizing the resulting loss and damage to persons and to property. Five basic program governs the safety in Anupam industry.

1. Industrial accidents result from multiple factors but these have to be traced to their root causes.

2. The must important function of safety program is identify potential hazards, provide effective safety equipment to take prompt remedial action.

3. The safety policy of the organization should be determined by top management who must be continuously involved in monitoring safety performance and ensuring that correct action is taken when needed.

4. Mgmt and supervision must be made fully accountable for safety performance in the working area, they control.

5. All the employees should be given through training in safe methods of work and should receive continuous education and guidance on eliminating safety hazards and one on the prevention of accident.

SAFETY POLICY