Final Vss Ppt

8/8/2019 Final Vss Ppt

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BY

MAHA ARORA

MBA III A


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AT VARDHMAN SPECIAL STEELSAT VARDHMAN SPECIAL STEELS

LUDHIANALUDHIANA


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Vardhman Special Steels


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ContentsIntroduction

Review of Literature

Need of the study

Objectives of the study

Research Methodology

Findings of the study

Conclusion

Recommendations


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Introductiony Part of the Vardhman group.

y Major producer ofSpecial and Alloy Steels in India

y

Mainly caters to the requirement for Engineering, Automotive,Tractors, Bearing and Allied Industries.

y Part of the Vardhman Group - operating in India since1962

y Incorporates some of the most advanced manufacturing

facilities with equally reliable support facilitiesy Ability to adopt changes in technology is evident in its

extensive use of automation and contemporary concepts


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HR at Vardhman Special Steelsy Groups commitment towards Human Resource Development.

y Believes in providing appropriate working environment for

optimum utilization of human resources.

y Seminars, conferences, training programmes and quality circle

programmes are part of the ongoing training processes

y Training is provided to all the classes, i.e. class1 to class 4.

y Sense of empowerment and responsibility underlines the basicprinciple of the groups philosophy.


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Various activities being organized at VSS

y Annual Sports Day

y QC week celebration

y Safety week

y Environment day

y No Tobacco dayy Janamashtmi and Vishwakarma pooja

y MVK Programmes

y Health check up camps

yChabeel in June

y Lohri Celebration

y OfficersGet Together

y Blood donation Camps


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Recruitmenty Processoffinding and attractingcapable applicantsforemployment.

yTodiscover thesourcesofmanpower tomeet therequirement ofstaffingschedule.

y Recruitment ofcandidatesis thefunction precedingtheselection.

y Therecruitment processstartswhen a mangerinitiatesanemployeerequisitionfor a specificvacancyor ananticipatedvacancy.


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Recruitment processy Vacancyy Manpower Requisition

y Recommendation by HR Head

y Approval by Unit Head

y Inviting Applications

y Short listing of applications

y Interview call

y Interview by selection committee

y Letter of intent to candidate selected

y Medical Examination

y Final letter of appointment


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SourcesofRecruitment

SOURCES OF RECRUITMENT

INTERNAL

1.Transfers

2. Promotions

3. Demotion

4. Upgrading

5. Retired employees

6. Retrenched employees

7. Dependents and relatives of deceasedemployees

EXTERNAL

1. Press advertisements

2. Educational institutes

3. Placement agencies/outsourcing

4. Employment exchanges

5. Labor contractors

6. Employee referrals

7. Recruitment at factory gate


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Trainingy Training plays an important role in man-power development

even at the level of industrial unit

y

Necessary, useful and productive for all categories of workersand supervisory staff

y In order to create sense of confidence in the minds of the newly

recruited workers

y Necessary to raise the skill levels and increase the versatility

and adaptability of employees

y An activity that an organization must commit resources to

maintain a viable and knowledgeable work force


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Training Process


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Reviews of Literature


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Name Year Title

Brunello and Medio 2000 Simple search equilibrium model of workplace training and education based

on two features, education and firms with

vacant skilled job slots

Anonymous 2001 Recruitment of the right people is

important to the success of any business

large or small

Callaghan and Thompson 2002 Explores the role of recruitment, selection

and training in the shaping call centre

labor.

Anju 2009 Conventional recruitment components

like Group Discussions (GDs) and

interviews need to be redefined


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Need ofthe Study


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Objectives of the Studyy To study the recruitment and training process of the

industry.

yTo check the awareness regarding the recruitment processamong the respondents.

y To know about the attendance regarding the training

programmes being conducted.

y To know the benefits derived by the respondents from thetraining programmes.

y To know the satisfactory level of the respondents in the

organization


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Research Methodology


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y Research Design

y Conclusion oriented

y Descriptive research

y Sample Designy Universe of the study- staff members of VSS

y Sample frame- questionnaires

y

Sample Size- 50 respondents


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y Data Collection

y Secondary source- magazines, books, journals

and websites

y Primary source - Questionnaires

y Tools of Analysis

y Summated Score

y Bar graphs, Pie Charts


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Findingsofthestudy


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Statement 1 Awareness regarding recruitment and training process

Aware, 50

Unaware, 0


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Statement 2 Recruitment of respondents in the industry

Newspaper, 20

Online, 5

Consultants, 21

Campus, 4

Total, 50


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Statement 3 Importance assigned to the Good Recruitment process

Verymuch, 44

Important,6

Least important, 0

Not important, 0

Total, 50


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Statement 4 Do respondents attend the training programmesconducted regularly.

Yes, 50

No, 0

Total, 50


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Statement 5 Types of training programmes attended by therespondents

Internal trainingprogram, 26

n t e job training

program, 2

Externaltraining, 3

Fire trainingprogram, 1

Total, 5


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Statement 6 Regarding the benefits of training

Enhancesperformance, 26

Motivation, 5

Improvedinterpersonalrelations, 14

Improvedcommunication

skills, 5

Total, 50


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Statement 7 Feedback method to be selected after training

Questionnaires, 14

Effectivemeasurement

form, 22

Performance

appraisal form, 14

Individualmeeting, 0

Total, 50

Other, 50


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Statement 8 Awareness regarding concept of Quality Circle

Yes, 50

No, 0


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Statement 9 Type of Quality circle to which the

respondents belong.

Types of Quality Circles

1 Aakar

2 Arpan3 Darpan

4 Dhruv

5 Ispat

6 Vishkarma

7 Aakash8 Aavishkar

9 Vijay

10 Upkaran

1 %2

%3

%

%5

%

%

111%

29%

313%

%

517%

9%

78%

811%

97%

1

9%

No. of respondents


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CONCLUSION


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Recommendations


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y

Those who attend outside training programmes shall makepresentation for the members of the organization so that theycan share what they learnt there.

y Ensure that there is proper linkage amongorganizational, operational and individual training needs.

y The trainee should be provided with personal assistance whenhe encounters learning obstacles.

y The management must commit itself to allocate majorresources and adequate time to training. This is what high

performing organizations do.

y Make learning one of the fundamental values of the company.Let this philosophy percolate down to all employees in theorganization.

y Create a system to evaluate the effectiveness of training.


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Final Vss Ppt