hrm effects

8/11/2019 HRM Effects

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GROUP MEMBERS

Hrishikesh Parab (66)

Sameer Parab (67)

Shilpa Pise (73)

Yogita Raibole (74)

Rameez Rakhe (75)

Harshada Shinde (93)

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India's largest manufacturer of biscuits and confectionery foralmost 80 years.

Established in 1929 by manufacturing of sweets and toffees...

Makers of the world's largest selling biscuit, Parle-G, and ahost of other very popular brands.

Currently, Parle Products has over 33, 00,000 distribution

outlets.

35% share of the total biscuit market.

15% share of the total confectionary market in India.3

INTRODUCTION OF PARLE


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ORGANIZATIONAL CULTURE AT PARLE

Parle is a staff organization,

a confectionery manufacturing unit

that has amodern core values

.

It has its certain CSR policies

The modern culture also makes it an organization that

possesses certain mix work culture, with a dedicated man force.

Innovation is the key factor that has helped PARLE to growthis big and humongous.

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ORGANIZATIONAL STRUCTURE OF PARLE :

MD

GM

ProductionManager

ShiftIncharge

Superviso

r

worker

EngineerManager

ShiftEngineer

Worker

PrintingManager

Supervisor

Worker

DeputyManager

HRManager

SeniorExecutive

Executive

Admin

ITManager

FinanceManager

SeniorExecutive

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Total number of workers : 1000

500 workers in manufacturing

department

Total number of female workers: 50 in

confectionery department

Number of shifts per day: 2

WORKERS


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PAYMENT OF WAGES & SALARIES TO THEWORKERS

Wages paid to the employees vary from designation

to designation.

Overall salary paid vary from 43 lacs to 48 lacs.

Daily wages scheme

Minimum wages act, 1948

Salaries are credited to bank account

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Uniforms shoes and toolsHygienic conditions

Ambulance services

Panel of doctorsCanteen facilities

LABOUR WELFARE


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TRAINING PRACTICES & BENEFITS

Majorly OJT is practiced.

Induction and training is given to new

employees.

Expert training sessions.

Extra Perquisites, incentives, outdoor trips etc.

Employee of the Month in the production area is practiced.

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MEDICAL FACILITIES

ESIC Cooper and Nanavati hospital

Accidents


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Compensation wages policy

Workmens compensation act. 1923

DAMAGES TO LIFE OF WORKERCOMPENSATION TO WORKERS FAMILY


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Government Employee

Labour welfare

manager Assistant Labour

welfare manager

Assistant safety andsecurity manager

FACTORY INSPECTOR


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Have appointed 50 femaleworkers from critical

areas. Facility of crches is

provided for smallchildren of femaleworkers

FACILITIES TO FEMALE WORKERS


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WEEKLY OFF ON SUNDAY

30 PRIVILEGE LEAVES

7 CASUAL LEAVES

15 SICK LEAVES

8 FESTIVAL LEAVES

NO BANK HOLIDAYS

HOLIDAYS AND LEAVES PROVIDEDTO WORKERS


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FIRST INTERVIEWED AMONG EXISTING WORKERS

WRITTEN TEST AND APPTITUDE TEST

THEN OUTSIDERS ARE OFFERED IF ANY VACANCY

CAREER - ON PARLE PRODUCTS WEBSITE

NAUKRI.COM

APPOINTMENT OF WORKERS

PROMOTION OF WORKERS

Till supervisor level

Qualification are same

Performance appraisal


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At The Age Of 58 years

PROVIDENT FUND AND GRATUITY

GIVEN

RETIREMENT OF WORKERS


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A COMMITTEE

ONE WOMEN EMPLOYEE

TWO SENIORPERSONNEL

HR MANAGERS

THEN REPORT IS PREPARED

INTERNAL INVESTIGATION

ACCORDINGLY ACTION IS TAKEN

AS PER Industrial Employment (Standing

Orders) Act, 1946

TACKLING THE CASE OF SEXUALHARASSMENT
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INTRODUCTION OF NESTLE

Nestl is a Swiss multinational food and beveragecompany headquartered in Vevey, Switzerland.

It is the largest food company in the world measuredby revenues.

Nestl's products include baby food, bottled water,breakfast cereals, coffee, confectionery, dairy products,

ice cream, pet foods, and snacks.

29 of Nestl's brands have annual sales of over 1billion Swiss francs (about $1.1 billion)

Nestl has around 450 factories, operates in 86countries, and employs around 328,000 people.


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ORGANIZATIONAL CULTURE

The Nestle group focus on interpersonal relations.

For taking any advice and decision Nestle depends

on its employees. Democratic Leadership Style.

The principle of the NestlesHR policy is to hire staff

with personal attitude and professional skillsbecause it will make them able to consolidate a long

term relationship with the company.


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ORGANIZATIONAL CULTURE

In Nestle people are dealt with respect and faith.There is not intolerance, harassment or

discrimination in the management and this

principle is applied and maintained at every stageand situation.

Nestle management is honest in behaving withcustomers and employees with excellent

communication.


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ORGANIZATIONAL STRUCTURE OF

NESTLE :


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THE NESTLE HR POLICIES:

The protection of its employees is Nestle firstpriority.

They provide a safe work place to theiremployees.

They encourage and discuss on Health andsafety matters with employees their suppliersand contractors.


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THE NESTLE HR POLICIES:

They meet all requirements like health, safety,legislative etc.

They develop an efficient injury management

system which helps the affected employeesreturn to work.

They supply information, provide training toemployees and contractors to make them awareof their roles and responsibilities in decreasingthe risk of work place injury or illness.


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TRAINING AND DEVELOPMENT OF

NESTLE:

It must be admitted that the company culture haslearning All employees try to upgrade their skills andknowledge continuously. So employees are willing tolearn to be recruited by Nestle.

Training and development is done on-the-job. Everymanager has a duty to guide and train employees fortheir progress.

Formal training programs are arranged with purpose ofimproving pertinent skills and competencies. Besides,these programs perform individual development. As aresult one cannot get reward by attending programs.


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TRAINING AND DEVELOPMENT OF

NESTLE:

Manager of Nestle measures progress which can beachieved by training programs. The purpose behindthis is to motivate employees by providing attractive

but realistic career that helps them develop their skillsover a long-term period within the area of economicreality and a changing environment.

The act of mentor is done by each manager for hisemployees.


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CRITICAL ANALYSIS OF HR

PERFORMANCE:

The performance of an organization must be analyzed forthe development. This analysis makes revaluation ofexisting strategy possible and easy to understand the faultsso that organization can rectify them at once.

Recruitment, training and development of employees

caliber have been done with high standards.

HR Management provides best working conditions withsuitable growth opportunities.


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CRITICAL ANALYSIS OF HR

PERFORMANCE:

Employees must maintain rules and regulation of thecountry.

HR Management keeps the record of the best performingemployees and gives them opportunities for growth.

It is clear that Nestle emphasizes on personal achievement

and the pay structure HR has planned for its employeesand the company also mixes practices like Job Enrichmentand Job enlargement, to motivate employees and to breakthe monotony of their Job tasks.


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RECRUITMENT

It takes a special sort of person to come and work atNestl.

That's why, when selecting candidates, they look for aset of interrelated characteristics encompassing threekey areas: knowledge, personality and motivation.

They look for candidates who can identify a problem,analyze it, look at different options, and come toreasoned conclusions.

They want people with drive and tenacity, energy andenthusiasm, who can initiate a project and followthrough to the end.


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PAY STRUCTURE:

pay structure is generally the pay ranges and levels or hierarchy ofjob. It set out the different level of pay for different types ofemployees. It may mean the structure of the total wage of a workeror group of workers is composed;

Nestle strives to offer fair remuneration. Remuneration level isabove the average in industry.

The variable component of the salary is comparatively big toreward individual Performance.

-In case of higher management level, the variable part is linked toindividual & team target achievements.


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SAFETY AT WORK

Nestl is committed to being a leader inworkplace safety and health.

Employees at all levels are employed to assume

ownership of workplace safety. Custom-made tools have been put in place to

track workplace safety key performanceindicators.

In order to reinforce a culture of safety in thecompany Nestl has created a 'Nestl Safety atWork Award.


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REWARDS & INCENTIVES:

It consists of a variety of modules that can be presented to rewardemployees and identify unique performance.

Passion to Win awards- These quarterly awards have beeninstitutionalized to reward those who over-achieve their targets.

-Long-service Awards- To recognize employees who have beenwith the company for more than 30 years.

Nestle Idea Award- It was found from the correspondent that the

company institutes Nestle Idea Award every quarter to recognizeand award employees who come up with relevant and innovativeideas which have the potential of being implemented at Nestle.


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BENEFITS:

Leave-Personal & Medical (fixed no. per year)

Children Education Assistance Scheme

Provident fund

Retirement Gratuity Scheme

Group Insurance & Accidental Insurance Scheme

Conveyance Reimbursements

Residential Accommodation

Monthly health check-ups & free consultation for self & family etc.


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EMPLOYEE RELATIONS:

Employee turnover is less than 5%., which is considered to be very low fora Multinational Corporation.

Nestle has a open culture & upward communication especially in case ofgrievance redressel is encouraged.

Work/Life balance is given importance, as illustrated in the Nestle HumanResource Policy document.

Nestle Family annual events are organized by their HR departmentwhereby employees along with their families are invited.

Emphasis is laid on safety of employees (Nestle Policy on Health andSafety at Work).


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