17-12-2012, 04:49 PM
A Research Report ON HUMAN RESOURCE MANAGEMENT
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METHODOLOGY:-
• The research on this presentation has been done by using the secondary data.
• The secondary data used in this presentation
research is mainly through BHEL protocol.
OBJECTIVE:-
• The main objective of this presentation is to understand & know exactly how Training and Development is done in BHEL
• The main motive in preparing this presentation is to have a practical knowledge in respect to BHEL
INTRODUCTION:-
BHEL is the largest engineering and manufacturing enterprise in India in the energy related infrastructure sector today. BHEL was established more than 40 years ago ushering in the indigenous Heavy Electrical Equipment industry in India, a dream which has been more than realized with a well- recognized track record of performance. It has been earning profits continuously since 1971-72 and achieved a sales turnover of Rs 14525 Crores with a profit before tax of Rs 2564 Crores 2005-06. In 2007 BHEL has achieved an all time high turnover of Rs 18739 crores, notching a growth of 29% over the previous year. Net profit has soared by 44% to 2415 crores over 1679.2 crores of last year. BHEL has been paying dividends over a quarter century and in line with the excellent performance during the financial year 2005-06, an all time high dividend of 145% has been paid.
BHEL caters to core sectors of the Indian Economy viz. Power Generation and Transmission, Industry, Transportation, Renewable Energy, Defense, etc. The wide network of BHEL’s 14 manufacturing divisions, 4 power sector regional centers, 8 service centers, 15 regional, offices and a large number of Projects Sites spread all over India and abroad enables the Company to promptly serve its customers and provide them suitable products, systems and services-efficiently and at competitive prices.
BHEL has already attained ISO 9001 certification and all the units/divisions of BHEL have been upgraded to the latest ISO-9001; 2000 version quality standard. All the major units/divisions of BHEL have been awarded ISO 14001 certification for environmental management systems and OHSAS 18001 certification for occupational health and safety management systems
BHEL caters to core sectors of the Indian Economy viz. Power Generation and Transmission, Industry, Transportation, Renewable Energy, Defense, etc. The wide network of BHEL’s 14 manufacturing divisions, 4 power sector regional centers, 8 service centers, 15 regional, offices and a large number of Projects Sites spread all over India and abroad enables the Company to promptly serve its customers and provide them suitable products, systems and services-efficiently and at competitive prices.
TYPES OF TRAINING AT BHEL:
Training is required for several purposes. Accordingly training programmes may be of the following types:
Orientation training: Induction or orientation training seeks to adjust newly appointed employees to the work environment. Every new employee needs to be made fully familiar with his job, his superiors and subordinates and with the rules and regulations of the organization. Induction training creates self-confidence in the employees. It is also knows as pre-job training. It is brief and informative.
Job training: It refers to the training provided with a view to increase the knowledge and skills of an employee for performance on the job. Employees may be taught the correct methods of handling equipment and machines used in a job. Such training helps to reduce accidents, waste and inefficiency in the performance of the job.
TRAINING PROGRAMMES IN BHEL:-
BHEL follows the philosophy to establish and build a strong performance driven culture with greater accountability and responsibility at all levels. To that extent the Company views capability as a combination of the right people in the right jobs, supported by the right processes, systems, structure and metrics.
The Company organizes various training and development programmes, both in-house and at other places in order to enhance the skills and efficiency of its employees. These training and development programmes are conducted at various levels i.e. for workers and for officers etc.
IDENTIFICATION OF NEEDS:-
MANAGEMENT STAFF
The Performance Appraisal form of the organization has a section in which the training and development needs are filed up. The person whom the concerned employee is reporting fills the Performance Appraisal form annually. Such person may be a branch head or department head.
Identification of training need is done at the Executive Office (EO) level for the managers through the Performance Appraisal forms annually and the records are maintained at the Executive Office. Managers are nominated for the various training courses by the Executive’s Office. Managers may also be nominated to certain training programmes from the branch if the subject’s covered are found to be of interest or if they offer a learning opportunity in some emerging areas of knowledge.
Training needs for the department through their Performance Appraisal forms identifies the officers, which are filled in by the department head. The Performance Appraisal forms thus give the emerging training needs. This exercise is carried out annually.
PREPARATION OF TRAINING PLAN:-
On the basis of identified training needs, the annual training calendar is prepared by the Personnel officer and approved by the Personnel Head. Annual Training Budget is prepared by Branch Personnel Head and is approved by Executive Office. This gives the final list of training activities in a particular year. It is attempted to carry out all the programmes to fulfill the identified needs. The Head of the Personnel Department monitors the actual training conducted vis-à-vis the identified training needs on a monthly basis.